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HomeMy WebLinkAboutRESOLUTIONS - 01011999 - 1999-589 . S4 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on November 10. 1999 by the following vote: AYES: Supervisors Gioia, Uilkema, DeSaulnier and Ganciamilla NOES: None ABSENT:Supervisor Gerber ABSTAIN: None SUBJECT: Adopt Letter of Understanding ) With CCCEA Local No. 1 ) Resolution No 99/ 589 BE IT RESOLVED that the Board of Supervisors of Centra 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 Sandy Falk, CCCEA Local No. 1 Assistant general Manager, 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: November 16, 1992 PHIL BATCHELOR. clerk of the Board of ervis andmy Administrator gy ;�,�...-Deputy Orig. Dept.: Human Resources Department(Kathy Ito @ 5-1785) cc: Labor Relations Unit Personnel Services unit Auditor-Controller/Payroll Department Heads-VIA HR Henry Clarke, Local No. 1 Sandy Falk, Local No. 1 ontra Human Resources oSt Department �. _ t Administration Bldg. County 651 Pine Street,Third Floor Martinez, California 84553-1292 (925) 335-1770 Leslie T.Knight Director of Human Resources November 11, 1999 Mr. Henry Clarke, General Manager Attn: Ms. Sandy Falk, Asst. General Manager CCCEA Local No. 1 PO Sox 222 Martinez CA 94553 RE: ECONOMIC TERMS & CONDITIONS FOR CCCEA LOCAL NO. 1 1999-2002 LETTER OF UNDERSTANDING Dear Ms. Falk: 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 CCCEA Local No. 1, 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 CCCEA Local No. 1 are expressed in the last expired MOU, subject to the terms of this Letter of Understanding. CO LIT1ON AGREEMENTS 1. wane Increases: October 1, 1999: 5.0% increase October 1, 2000: 3.0% increase October 1, 2001: 4.0% increase 2. Loma 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. Disablilt . Amend section to add Psychologist to the list approved for examination of employees. 5. Health Care SpendingAccount. 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 Period. Increase minimum from six (6) to nine (9) months for original entrance appointments. 7. Retirement . Clarification of language regarding conversion of medical plan upon retirement. 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 _2_ 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/DentallLife 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. 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 Y. 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. Pay for Work In Higher Classification. The rate of pay established for work in a higher classification shall commence on the 41'It consecutive hour in the assignment. 13. Parma ent4ntermittentrremaarary Employee 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 Co mlttee. 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. 10. Fraonomics. No later than May 15, 2000, the County will submit for Coalition input revisions to Administrative Bulletin No. 428 dated April 17, 1990, and an Ergonomic Field Guide with a goal of finalization by June 30, 2000. -3- 17. Personnel Piles. 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. LOCAL NO 1 GENERAL PROPOSAL AGREEMENTS 19. Du tr lQn of Agreeme t. This agreement shall remain in full force and effect from October 1, 1999 to and including September 30, 2002. 20. Organizational Leave. Increase to three hundred twenty (320) hours per year. 21. Transfers/Reassignments. Letter dated October 7, 1999 regarding understandings and agreement reached regarding an issue involving the potential "reassignment" of employees. 22. Counseling Memos. Human Resources Department will distribute a memo to all departments advising them to remove all counseling memos dated prior to January 1, 1997 that are not attached to performance evaluations or disciplinary actions. 23. Dele tion of Temporary (Per Diem) Employees. Human Resources, Health Services and Local No. 1 shall meet to discuss issues related to utilization of per diem Occupational/Physical Therapists. Department will post one Occupational Therapist-Psych position. 24. TB. Hepatitis B. Lyme Disease. The County agrees to make available to these Interested employees in certain Departments and/or classifications, immunizations for Lyme Disease and Hepatitis B, and testing for tuberculosis. _4_ 25. Safihr S�_ hoes. Increase reimbursement for the purchase and repair of safety shoes from one hundred sixty dollars ($160) for each two (2) year period to two hundred dollars ($200) for each two (2) year period effective January 1, 2000, and to two hundred twenty-five dollars ($225) for each two (2) year period effective January 1, 2002. Agreed to add second vendor (Red Wing). 26. Conversion of PTO Hours to Vacation. Temporary employees appointed to permanent positions may cant' over and use PTO accruals during the first six (6) months of permanent employment status. 27. Joint Labor/Management Committee. Create a subcommittee to review the Memorandum of Understanding and recommend correction of inadvertent errors, deletion of obsolete language, etc. 28. Temporary Employee issues. 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. LOCAL AL NO, 1 UNIT TABLE AGREEMENTS 29. Aaric lture and Animal ontroi Unit A. After completion of the Pay Equity adjustments, the classes in the Agriculture Biologist series and the Weights and Measures Inspector series will be adjusted to equal salary levels on a one time only basis. B. Safety Committee meetings in the Animal Services Department will be held at least quarterly. C. The Animal Services Department agrees to reimburse Animal Center Technicians for trousers up to one hundred dollars ($100) per employee per year. D. Animal Services Officers participating In search warrants will be compensated in the amount of one hundred dollars ($100) per Incident. E. If State law is amended during the term of this MOU to allow for safety retirement for Animal Services Officers and the amendment is adopted by the Board of Supervisors, the County will meet and confer on this issue. F. Once during the term of this MOU, each employee in the Animal Services Department may be reimbursed for fees incurred in the amount charged for departmental pet license and adoption fees. G. The Animal Services Departmental Uniform Policy shall be amended to make the wearing of neckties with long sleeve uniforms optional year round. H. The Animal Services Department will provide surgical scrubs for Registered Veterinary Technicians. The employee is responsible for cleaning and maintenance. 30. Aftendan -LYN-Aide Unit A. The five percent (5%) detention differential will be expanded to include members of the unit working at Byron Boys' Ranch and Juvenile Hall. B. Continuing Education (CE) for full-time Surgical Technicians will be increased from twelve (12) to fourteen (14) hours per year. Pre- approved home study courses will be granted CE time oft for the number of hours equivalent to the CE units earned. C. Full-time Hospital Attendants with one or more years of County service shall be entitled to forty-eight (48) hours of paid CE every two (2) years. D. Effective October 1, 1999, the base pay of the Orthopedic Technician classification will be increased by three percent (3%). E. Employees in the Aftendant/LVN/Aide Unit shall receive a five dollar ($5.00) per shift weekend differential for qualifying shifts. F. The Health Services Department agrees to study the organization of work and classifications In the Central Supply Division within ninety (90) days following the ratification of this MOU. G. The Health Services Department will develop an identification card for Public Service Officers. H. Letter from Health Services Department recognizing the importance of computer training for unit members. I. Recommended corrections of inadvertent errors and deletion of obsolete language in MOU Section 57.2--Attendant/LVN/Aide. -6- 31. 13uIlding Trades Unit. A. Within forty-five (45) calendar days after approval of this MOU, the General Services Department shall reach agreement with the Building Trades Unit, and reduce to writing, a policy by each craft/shop regarding the method in which overtime is assigned. B. Increase reimbursement to employees in the unit from twenty dollars ($20.00) to twenty-five dollars ($25.00) per month to defray the cost of supplying and cleaning clothing worn in the performance of regular duties. 32. 12sputy Public t? fen ers Unit. The provisions of this Letter of Understanding are inapplicable respecting the employees represented by the Deputy Public Defenders Unit of CCCEA Local No. 1. Pending further meeting and conferring, the terms of the last expired Memorandum of Understanding between Contra Costa County and CCCEA Local No. 1 shall continue to be applicable respecting such employees. 33. Engin_ eering Unit. A. The County shall conduct an SDI election among members of the unit. B. The County shall conduct a P300 study of the Auditor-Appraisers series in the Assessor's Office. 34. Family and Children's Services Unit A. Unit Restructuri a. The existing Head Start and Child Development bargaining units shall be combined into a single bargaining unit to be designated as the Family and Children's Service Unit. This bargaining unit will contain all classes now represented by Local One in the Community Services Department. This unit shall be allocated a total of five (5) official representatives apportioned as follows: two (2) representatives for that group of classroom instruction and related employees assigned to full-day, full- year programs (i.e. Child Development and Child Start); one (1) representative for that group of classroom Instruction and related employees assigned to part-day, part-year programs (i.e. Head Start), -7- one (1) representative for that group of non-classroom nutrition, clerical, accounting and building services employees (i.e., Support Services) and one (1) representative selected at large from the Family and Children's Services Unit. The Union may also elect one (1) altemate for each official representative. B. 1998-1999 Unit COLA. The 19981999 COLA for the Child Development bargaining unit has been paid for the period July 1, 1998 through dune 30, 1999. The 1998 COLA for the Head Start bargaining unit, which was authorized by Board of Supervisors Resolution 981533 on October 27, 1998, has been paid for the period January 1, 1998 through December 31, 1998. Employees of the former Head Start unit are entitled to a COLA for the period January 1, 1999 through June 30, 1999. This COLA shall be paid to eligible employees in a onetime lump sum payment as soon as practicable after receipt of funds from the funding sources and necessary approval by the Board of Supervisors via Resolution. COLAs for the newly-combined Family and Children's Services bargaining unit shall be a one percent (I%) increase for all classifications effective July 1, 1999 and an additional one percent (I%) increase for the classification of Family and Children's Services Associate Teacher-- Project (9MV2) also effective July 1, 1999. This COLA shall be paid to employees as a lump sum retroactive to July 1, 1999 as soon as practicable upon receipt of funds from the funding sources. Funds paid retroactively under this provision will cover the period from July 1, 1999 to the date of payment. C. Increased Work Hours for Family and hlldren's Serviges .Teachers Il. The number of authorized weekly work hours for employees in the class of Family and Children's Services Teacher 11 — Project (9MV1) shall be increased from thirty (35) hours per week to forty (40) hours per week. D. EmI21oyee Input for Program Improvements The Family and Children's Services Division shall Implement a system whereby employee-initiated recommendations for modification and improvement of the programs can be submitted and considered for inclusion in applicable grant applications. E. Overtime Use and Administration. The Community Services Department shall deliver a letter to all Department employees and managers regarding the requirements imposed by provisions of Federal and State law and the Local One MOU with respect to mandatory rest and lunch periods and the proper use and payment of overtime. F. Monjhly Activities and Events_Ca en ar. The Family and Children's Services Division shall prepare and distribute a monthly calendar that is available to all unit members which will advise of various activities and events affecting the staff which are scheduled within the succeeding thirty (30) days. G. Waiver of Accrual Payoff for Head Start Employees on Summer Layoff. Employees in the Head Start program whose positions are eliminated and who are involuntarily laid off during the summer vacation period shall be allowed the option to waive the pay-out of all existing vacation and floating holiday accruals in the final pay warrant and alternatively authorize the Auditor-Controller to retain such accruals for reinstatement upon employee's return from layoff. During the period of layoff, accruals thus deferred may not be used, increased or decreased for any reason. H. Family and Children's Services Unit. The contents of current MOU Section 57.12 (Head Start) and 57.13 (Child Development) shall be combined as indicated in the attached tentative agreement. 35. general Services Maintenance Unit. A. Effective October 1, 1999, the salary of Equipment Service Writer shall be reallocated and tied to that of Equipment Services Worker. B. Effective October 1, 1999, the classification of Vegetation Management Technician shall receive an increase in base pay of three percent (3%) and shall be flexibly staffed to Senior Vegetation Management Technician. C. Effective October 1, 1999, the classifications of Equipment Operator 11, Specialty Crew Leader, Assistant Public Works Maintenance Coordinator and Road Maintenance Carpenter shall receive an Increase in base pay of three percent (3%). _s_ D. Tool allowance for Equipment Mechanics shall be increased from two hundred dollars ($200) per calendar year to two hundred fifty dollars ($250) per calendar year January 1, 2000; two hundred seventy-five dollars ($275) per calendar year January 1, 2001; and three hundred ($300) per calendar year January 1, 2002. E. Effective October 1, 1999, the clothing allowance for Stationary Engineers and Lead Stationary Engineers shall be increased from twenty dollars ($20) per month to twenty-five dollars ($25) per month. F. The General Services Department agrees to provide technician staff working in the Telecommunications Division with cell phones and/or pagers. G. The County will complete a study of the organization of work and the classifications in the Communications Division, and classifications of Electronic Equipment Technician and Lead Electronic Equipment Technician in the Building Maintenance Division by January 1, 2000. H. Effective October 1, 1999, the classification of Grounds Maintenance Specialist-Irrigation, shall receive an increase in base pay of two and seven tenths percent (2.7%). 1. Effective January 1, 2000, reimbursement to permanent Groundskeepers, Gardeners and Lead Gardeners for coveralls or overalls worn on the job shall be increased from fifty dollars ($50) per calendar year to sixty-five dollars ($65) per calendar year. J. Effective October 1, 1999, the classifications of Lead Resource Center Attendant, Weatherization Home Repair Specialist-Project and Weatherization/Home Assessment& Repair Specialist shall receive an increase in base pay of five percent (5%). K. Effective January 1, 2000, the Building Inspection Department shall increase reimbursement paid Inspectors from twenty dollars ($20) to fifty dollars ($50) plus sales tax per calendar year for purchase of knee pads and coveralls, and thirty-five dollars ($35) per calendar year for rain gear, including rain boots. - 10- 36. "eai h 3210ces Unit. A. Clinical Laboratory Technologist 11's placed in charge of clinical laboratory assignments for an eight (8) hour shift will receive five dollars ($5.00) per shift. S. Mental Health Treatment staff will receive five dollars ($5.00) per qualifying weekend shift. C. The Health Services Department will prepare a P300 converting Early Periodic Screening and Diagnostic Treatment project positions to permanent positions. D. Within one hundred twenty (120)days following ratification of the MOU, the Health Services Department will conduct a study of the classifications within the Hazardous Materials and Environmental Health Divisions. E. The team leader differential for designated employees in the Mental Health Specialist 11, Senior Mental Health Counselor, Mental Health Clinical Specialist and Clinical Psychologist classifications will be increased from three percent (3%) to five percent (5%). F. Effective October 1, 1999, the base pay for the Ultrasound Technologist I and 11, Cardiac Ultrasound Sonographer, Jr. Radiological Technician, and Senior Radiological Technician classifications shall be increased by five percent (5%). G. Effective October 1, 1999, the base pay of the Pharmacist I will be increased by seven percent (7%), the base pay of the Pharmacist 11 will be increased by six percent (6%) and the County will remove Step I and Step 11 from the bottom of the Pharmacist I salary range, creating a four (4) step range. 37. Investigative U it. A. Within ninety (90) days of approval of the MOU, the Office of Revenue Collection and the Human Resources Department will analyze the need for a Senior Collection Enforcement Officer classification assigned to the Legal Desk. - 11 - B. Letter defining seniority not addressed in Board of Supervisors' Resolution or Order, Personnel Management Regulations, Salary Regulations, Administrative Bulletins, County Department, or Division policies within the Family Support Division of the District Attorney's Office as seniority within the Family Support Collection Officer series and not seniority in the District Attorney's Office. C. Letter agreeing that if the reorganization of the District Attorney's Family Support Division creating a new county child support department is completed prior to the expiration of this MOU, the County agrees to meet and discuss alternative scheduling, Including 4/10 shifts, for the Family Support Collection Officer series. 38. Library Unit. A. Effective October 1, 1999, the base pay of the Library Assistant- Journey will be increased by five percent (5%) and effective January 1, 2000, by 1.55%. The County will maintain the Library Assistant series at a range higher than the County clerical series, in order in insure current hierarchy for layoff and bumping rights. B. Effective February 1, 2000, employees in the classification of Library Assistant regularly assigned "in charge" at the Outlets shall be classified Library Assistant—Advanced level. C. The Library will prepare a letter advising the Union of their goal to "unpair" the branches. D. The Library will consider all Internal requests for reassignment before making appointments from the eligibility list and when requested, will provide a written response when requests are denied. E. The County and Local One will work out a mutually satisfactory policy regarding vacations. F. The County and Local One agree the issue regarding closing branches on time will be discussed at LPAC. O. All Permanent-Intermittent (P.I.)employees appointed after November 15, 1999, and all current P.I.'s as of January 1, 2001, must be available to work at least two hundred (200) hours per year and no less than six (6) Sundays per year. The County will make every effort to fill all existing P.I. vacancies. - 12- H. The Library and Local One agree to meet and confer on the implementation of scheduling extended hours, that may include evenings, Saturdays and Sundays, if the Library receives funding for extended hours prior to the passage of a ballot funding measure. in anticipation of the passage of the Library funding measure, the Library and the Union agree to meet and confer regarding staffing for additional hours no later than April 1, 2000 with objective of reaching agreement by June 30, 2000. L Eliminate language in Section 57.10.M specifying thirty-two (32) and twenty (20) hour employees will maintain two (2) days off in a row, Thursday and Friday or Sunday and Monday. 39. Probation Unit. A. Probation Counselors who have completed three (3) months of their one (1) year probation may bid the same as all other permanent employees. B. Within one hundred twenty (120) days of approval of the MOU, representatives from Local One, Human Resources and the Probation Department agree to discuss the issue of seniority for the Deputy Probation Officer and Probation Counselor series. Dated: 11 1 I 1 join CONTRA COSTA COUNTY CCCEA LOCAL NO. 1 Kathy Ito, La or relations Manager Sandy Falk Assistant General Manager CCCEA Local One LR:unionst#1 lou.doc cc: Leslie Knight, Director of Human Resources Human Resources Division-Personnel Services Unit Department Heads Auditor/Payroll - 13- LABOR COALITION — 1999 NEGOTIATIONS COUNTY SETTLEMENT PACKAGE PROPOSAL Presented. October 1, 1999 04:15 AM COALITION PROPOSALS 1. SALARY 10/1/99-5% 10/1/00-3% 10/l/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 e@ 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 @ 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 Ment Increases -- Status Quo Use of Vacation —Status Quo (after 6 months) 11. WORKERS Attached Proposal—9130199 COMPENSATION 14. DIRECT MAILING Drop TENTATIVE AGREEMENT Dated: 1 CONTRA COSTA CPPNTY LABOR C ALITION 1119 L4,i A P LABOR COALITION - 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 3 Presented: 06/10199 Revised: 08118199 Revised: 08/26/99 Revised: 08/30199 CATASTROPHIC LEAVE BANK Program Design. UeGtive ApFil 4, 4994-, The County Human Resources Department will begin epeFatiGR G overate 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. Emglovees 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 long-term major physical impairment or disability which manifests itself during employment. ©rage_ mtlon. The pian will be administered under the direction of the Director of Human Resources. The Human Resouroes 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. The committee sheii 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 emRIoyee is denied. ate- Donations may be made in hourly blocks with a minimum blesks donation of not less than four (4) hours from balances in the vacation, holiday, floating holiday, compensatory time, or holiday compensatory time accounts. Er»crlovees who elect to donate to a specific individual shaft have seventy-five percent (75%) of their donation credited to the individual and twenty-five -e-rcent(2590 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 plan is grievable. All appeals from either a donor or recipient will be resolved on a final basis by the Director of Human Resources. This Gatas#ephira Leave Bank pmgwn is adopted on a 6M.Felve FAeRth (12) pi 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 exc t for hours donated to a specific employee. In the event a donation is made to a ,lpecific employee and the committee determines 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 tothe donor's account. The donating employee will have fourteen (14) calendar days from notification to submit his/her decision regarding the status of their donation, or the hours will be irrevocably transferred to the Ca#astroahic 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&F —Section 15 Local 535 Supv—Section 16 Local 2700 —Section 15 Appralsers —Section 15 CNA-Section 15 PCC -Section New WCE-Section 15 TENTATIVE AGREEMENT Dated: c CONTRA COSTA COUNTY LABOR COALITION r W ✓L LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 4 Presented: 05/10/99 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 physician and/or a psychiatric examination by a licensed physician or 2syghojogist. 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: /, /99 f CONTRA COSTA COUNTY LABOR COALITION r VAAA rsuhyl'�.+rts' ,�7 7l�d LABOR COALITION — 1999 NEGOTIATIONS ALL. EMPLOYEE ORGANIZATIONS MANAGEMENT P ftOPOSAL NO. 7 Presented; 06110199 HEALTH CARE SPENDING ACCOUNT (LOCAL ONE, 512, 5358&t=, 2700, APPRAISERS, CNA, WCE) 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 400 $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 $240G) 30 j.r�i ji ai, iui i i aft.-� +i:- - � i i��� i Zvi 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. 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: Uv- CONTRA COSTA COUNTY LABOR COALITION LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE QRGANIZATIONS ORGANIZATIONSMANAGEMENT PROPOS—AL—NO- 9 Presented: 06/10199 Revised: 09/30199 Revised: 10/14199 Revised: 11/09199 PROBATIONARY PERIOD (ALL 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 TWG period shall be from six (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 (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 Classes With ProbatIgnaryPeriod Oy or Six (6)1NIne (9) --m—onthg. 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)1N� ine {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 Aldo — One (1) year Junior Appraiser— One (1) year (LOCAL #535 RANK & FILE UNIT— Section 19.2) (LOCAL #535 SERVICE LINE SUPERVISORS UNIT® Section 20.2) Clas os 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 s 6) nine (9) months for original entrance appointments and six (6) months for promotional appointments: None. THE ABOVE MODIFICATIONS RE PROBATIONARY PERIODS OVER 619 MONTHS IS NOT APPLICABLE FOR WCE, 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 six-{ 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 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 I I t 1,99) CONTRA COSTA COUNTY LABOR COALITION , a LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE RNIZATI N M A EM N N . 10 Presented: 06110/99 Revised: 09123/99 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 pay their monthly premium to the County by the deadlinesestablished by the County or converting to individual conversion memberships from the County plan through the medical plan carrier. if available. ll AC-hceiaw Wealth f . Local One - Section 19 Local 512 - Section 20 Local 5358&F - Section 18 Local 535 SUPV- Section 19 Local 2700 - Section 20 AppFa'seFs Sadie CNA- Section 18 PDOCC - Section 12 WCE -Section 18 TENTATIVE AGREEMENT Dated: gL30 L95 COUNTY COALITION 44 . *J4:2 f a.r, f LABOR COALITION - 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NOJ1 Presented: 09/10/99 Revised: 09/23/99 Revised: 09/30/99 SAMPLE LANGUAGE WORKERS' COMPENSATION AND CONTINUING PAY Local One Workers" Comaensation. A perrnanent 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 Bled vAth the County on or after January 1, 4497 2000, the percentage of pay for employees entitled to Workers' Compensation shall be decreased from 88% to 87 to 6%. If Workers' Compensation becomes taxable, the County agrees to restore the sWM9F# original benefit level (100% of monthly salary) and the parties shall meet and confer with respect to funding the increased cost. A. Watt` Ate. Occludes Local 535 R&F/Supv) vAII have the balanGe of that day ehaFqed tG siek leave and/of vaGafien aGmals. This vAI -be eensideFed as the last day f GempeAsatleo benefits. 2 There Is a three (3) calendar day waiting period before Workers' Compensation stats bene its commence. If_ft insured worker loses any time on the day of iniunt. that-day counts as dayon-e-01 of the wafting riod. If the injured worker does not lose time on the date of injury, the wafting period will be the first three 3 calendar days the employee does not work as a result of the iniury.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 86% of regular month[ salary during any period of compensable temporary disability not, to exceed on2 dear. s Gounty and the Health Gar-e Goa . "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 in by this Section shall terminate. . 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. saIaFy paymeAts aFe made. Emoloyees shall be entitled to a The maximum peFied of one-O-) year of continuing pay benefitsif for any one injury or illness, tempeFaFy a C. Continuing pay begins at the same time that temporary Workers' Compensation benefits commence staFts and continues until either the member is declared medically permanent/stationary; 4e or until one (1) year of continuing pay, ffem the date ef , whichever comes first provided the employee remains in an active employed status Continuing Pay- is automatically terminated on the date an emplovee is separated ftom County service by resignation retirement. layoff. r the mploy_ee i no loner emnioved by the County. In these instances, employees will be paid Workers' Compensation benefits as prescribed by Workers' Compensation laws. All continuing pay uFideF the VVeFkeFs' 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 contiguous to either the beginning or end of the scheduled work day whenever possible. This provision applies only to injuriestllnesses that have been accepted by the County as work related. Local One—Section 14.5 Local 512—Section 17 Local 535 R&F—Section 14.6 Local 535 Supv—Section 15.1 Local 2700 — Section 17 CNA—Section 14.6 PDOCC-Section 9.6 WCE-Section 14.6 TENTATIVE AGREEMENT Dated: COUNTY COALITION � 7�DOCC, LABOR COALITION — 1999 NEGOTIATIONS ALL ORGANIZATIONS COUNTY COUNTER TO COALITION No. 3 HEALTHA WE FAM LIFE DENTAL CARE thFough Delta Dental Plan, Plan, Aetna Life insuFaRGe Health Plan, Plan, i DuAng the tem 0 thisi 49 heafth/ i AaFeeFAORt m the Go-Fity and the Health GaFe 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 empigyees regularly scheduled to work twenty (20) or more hours per week. Effective January1. 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 ger week as Agscribed in the September 30, 1999 agreement Attachment ) between—the County and the Labor Coalition. TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY LABOR COALITIO LABOR COALITION- 1999 NEGOTIATIONS ALL FmMPLOYEE QRGANIZATIONS- N COUNTER TO COAL17ION NO& Presented: 09/24199 Revised: 09/'30/99 TENTATIVE AGREEMENT MEDICAL/DENTAL/LIFE INSURANCE ADJUSTMENTS COVERAGES OFFER D ' Effective January 1, 2000, the County will offer the foiiowing 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 HMC) 80% Health Net PPO 66.27% - The County and Coalition will equally share (50/50) the amount of any premium increases ,}ENTAL PLAN SUBt/'EN ION 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 Al MEDICAL PLAN ENHANCEMENTS Effective January 1, 2000 benefits will be added to the medical plans as follows: CCHP-A Wcupuncture No co-pay/10 visits per calendar year Outpatient Durable Medical Equipment No co-pay CQHP 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 $15 co-pay/20 visits per calendar year Outpatient Durable Medical Equipment No ca-pay )ELTA DENTAL PLAN ENHAN EMENT_$ ` Increase Annual Maximum from $1200 per member to: $1400 1/1/2000 $1500 111/2001 $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. OP�NROLLM914 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 overage effective January 1, 2003 shall be dependent on the outcome of negotiations. PLAN MO IFICATIONS 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: l CONTRA C STA CO TY LABOOALITIOIY / 1 . - PADacC_ LABOR COALITION — 1999 NEGOTIATIONS COUNTY-COUNTER C E Presented: 07108199 Revised: 07115189 Revised: 87129/98 3. Benefits Health Plans C. The -Countyn H I h Care Qmrslaht Commifte. commM" of n and the Labor Iftion shall seek and secure affy ear-eeable optionsf ft-h- plans which, r vi e imaroved ". r atll oroll!jI nts. E. Ihe CountynLabor- fftf n at lbe . igint Lato_rlmanagement H2afth Clim Ov h mm hall consider the fdloWina issues. 1. Im2rome "n n fin r QQHP 2. f h ft for harm- acy ordem foc CCHP 3. Em-and ft 2o-r-tabilft-of C HP 4. f#"f' po=-Anion care ggverage Th Cmm' shall-=rl b findings--to-thebr f" f n Olt no 1plqr than J& 1. 2QQOf I ' the parties mvfff meet and confer maordino o2tions LABOR COALITION — 1999 NEGOTIATIONS COUNIX COUNTER TO COALMON NO, , 3C&E Page 2 TENTATIVE AGREEMENT Dated: 1itj lq7 CONTRA COSTA COUNTY LABOR COALITION LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER ER 74 OAL.ITION N . 13 Presented: M30/99 Revised: 09123/99 BILINGUAL PAY A salary differential of My-dallam seventy dollars ($70.00) 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. Effective4* 4,496 October 1, 2000, the current program differential shall be increased to a total of sevemw five dollars ( 75) per month. Effective ctober 1 20 1 the differential shall be increased to a total of hC dollars ($80-liper month. Local One ` Section 26 Local 512 - Section 27 Local 5358&I` -Section 25 Local 535 SUPV- Section 26 Local 2700 -Section 27 CNA-Section 25 TENTATIVE AGREEMENT Dated: d, COUNTY COAUITION LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLQYEE ORGANIZATIONS COUNTY COUNTER TO COALITION NO 17 Presented: 09113199 SECTION 6— SALAR ES Section er . 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 41t 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 �kaa 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 'Fart�� LABOR COALITION— 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIO OUNTY COUNTER TO COALITION NO, 23 Prossnted: 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 parties, comactions, 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 COU TY LABOR COALITION tin � f �'" WC 6' LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER_ TO CQALIIION N0. 6 Presented: 09/30/99 GRIE ANCE 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: CONTRA COSTA COrJNTY LABOR COALIT N LABOR COALITION — 1999 NEGOTIATIONS C UNTY COUNTER TO COALITION NO, 8 Presented: 09123199 Revised: 09123199 Revised: 09/30199 ERGONOMI S 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 Meld Guide, with a goal of finalization by .lune 30, 2000. TENTATIVE AGREEMENT Crated: j I b j ti 9 CONTRA COSTA COU TY LABOR COALITION I.ABOR COALITIC - 1999 NEGOTIATIONS Presented: 08130/99 PERS,t),NNEL 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 erngloyee'sunhon rel2tesentative, with-written authorization the emgloyee, shallat-sohave- the right to in act -andLe v' n l r described above. The contents of such records shall be made available to the employee ,and/or the employee union-re r sentative, for inspection and review at reasonable intervals during the regular business hours of the County. TENTATIVE. AGREEMENT Dated: CONTRA COSTA T�NTY LABOR COALi lON 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 taw 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: I I It I i I t9 CONTRA COSTA COUNTY COALITION LABOR COALITION — '1999 NEGOTIATIONS „ QUNTY COUNTER TO COALITION NO, 3 Presented: 9/30199 SICK LE AVE (ALL EMPLOYEE ORGANIZATIONS) Policies 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 Family" 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 domestic partner 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: 1 1 1 it 1 .gq CONTRA COSTA COUNTY LABOR COALITION LABOR COALITION — 1898 NEGOTIATIONS MANAGEMFNTPRQPQSAL SECTION 5 — SCOPE OF AgREEMENTR B I 54.4 Duration of Agr„jeement. This Agreement shall continua in full force and effect from October 1, , to and including September 30, 4OW 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 PDOCC - Section 33.4 INCE - 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; InI X1&19 CONTRA COSTA CO3 TY LABOR COALITION f LOCAL ONE 1999 NEGOTIATIONS COUNTY COUNTER TO LOCAL 1 PROPOSAL NOe 2 Presented 1017199 4.2 Union-Sponsored Training Programs. The County shall provide a maximum of three hundred and twenty (_�32U) hours per year of release time for union designated stewards or officers to attend union-sponsored training programs. Requests for release time shall be provided in writing to the Department and the County Human Resources Department at least fifteen (15) days in advance of the time requested. Department Heads will reasonably consider each request and notify the affected employee whether such request is approved within one (1) week of receipt. Date. ///, kn CONTRA COSTA COUNTY LOCAL (J Contra ; LOCAL ONE 1999 NEGOTIATIONS COUNTY COUNTED TO LOCAL 1 NO 4 Presented 9/1/99 The Human Resources Department will write a memo to County Departments advising them to remove from employee personnel files all counseling memos dated prior to January 1, 1997, that are not attached to a performance evaluation or disciplinary action. The Human Resources Department will send CCC Employees` Association Local One a copy of the memo. TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY CCC EMPLOYEES' ASSOC. LOCAL 1 Human Resources Contra Department Costa Coi r�y�,IV Administration Bids. t,,� 851 Pins street,Third Floor Martinez, California 94553-1292 (925)335-1770 Leslie T.Knight Director of Human Resources October T. 1999 Sandy Falk, Assistant General Manager Contra Costa County Employees Local No. One P.O. Box 222 Martinez, California 94553 Dear Ms. Falk: This side letter confirms the agreement reached between Contra Costa County and Local One, regarding inoculations and Tuberculosis testing. The County agrees to make available to those interested represented employees in the Departments and/or classifications listed below immunizations for Lyme Disease and Hepatitis B and testing for tuberculosis. To be eligible, the employee must first seek the testing and/or inoculations from his or her primary health care provider. In the event the employee is unable to obtain the inoculations, or the test, from the primary care provider, the County will make the test, or inoculations, available to the employee. However, the County reserves the right to determine the most economical means of and practical scheduling for providing the testing and the inoculations. This agreement applies to employees in the following areas: Hepatitis B_Va mations —when a likelihood exists the employee may be exposed to blood and certain body fluids Communicable Disease Environmental Services/Storekeepers Public Works— Road Crew 51 & 91 Disease Intervention Clinical Services Lne Manse YaWoations -when an employee has frequent exposure to overgrown or bushy vegetation Agriculture Department Environmental Health r Animal Services-Animal Control Ofters/Technlcians Hazardous Matenals Public Works - Road Crew 51 & 91 Probation Counselors --Community Services Program Tuberculosis Vesting Community Health Workers/Heatth Atdes/DITs Environmental Service Workers/Storekeepers Child Development/Head Start (every 2 years) If the above confirms to your understanding of the agreements reached, please sign below. TENTATIVE AGREEMENT Dated: 7 CONTRA COSTA COUNTY CCC EMPLOYEES' ASSOC. LOCAL 1 LOCAL ONE 1999 NEGOTIATIONS COUNIK COUNTER T-Q LOCAL I NO, 10 Presented 917198 SECTION 29 - SAFETY SHOES AND PRESCREPTION SAFETY EYEGLASSES For each two year period starting January 1, 4ON 2= eligible employees will be allowed reimbursement for the purchase and repair of safety shoes up to a maximum of } two hundred dolla 00). For each two year period starting January 1 eligible employees will be allowed reimbursement for the purchase and repair of safety shoes up to a maximum of two hundred twenty fiv, a dollar There is no limitation on the number of shoes or number of repairs allowed. The County agrees to provide a second vendor for the purchase of safety shoes. The County will endeavor to secure Red Wings as the second vendor and to identify two locations where the shoes may be obtained by voucher. TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY CCC EMPLOYEES" ASSOC. LOCAL 1 44 w LOCAL ONE 1999 NEGOTIA71ONS COUNTY COUNTER TD LOCAL I NO, 12 Presented: 917199 Section 83—Temporary Employees C �Appo ntment to a Permanent PQsitlon If a ten3pQraN empl pointed tg a peananent position. =dfted paid time off hours and eamgd bLd not yet credfted paid time gff hours shall be conygded to vacation hours and subject to The NQU pm islons relating to vacation except that when a tempgrary emj2foyee Is appointed to a IMM3anept poshiorL the employ_eg shall be allgwed to use the gamed paid time gff hour� dudna-the Erst six.(()months of employment 13 aLo anentt.position, TENTATIVE AGREEMENT gated: 4 '� CONTRA COSTA COUNTY CCC EMPLOYEES' ASSOC. LOCAL 1 LOCAL ONE 1999 NEGOTIA71ONS COUNTYCOUNTER TO LOCAL I NQ, 14 Presented 7128199 The County and Local 1 agree to establish a subcommittee comprised of three (3) labor and three (3) management employees to review the MOU and to identify and recommend to the parties, the corrections of all typographical errors, inadvertent errors and omissions, and the deletion of obsolete language. TENTATIVE AGREEMENT Dated CONTRA COSTA COUNTY CCC EMPLOYEES' ASSOC. LOCAL 9 ° - r LABOR COALITIG. - 1999 NEGOTIATIONS COUNTY COUNTER T COALITION NO. 9 Presented: 09/30/99 TEMPORARY EMPLOYEES (LOCAL ONE, LOCAL 535 ANIS LOCAL 2700 ONLY) Upon receipt of a request by the Union, the.Muman 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 LD., and number of hours worked in all classifications and departments on a calendar year-to-date basis. Local 2700-Section 54 Local One-Section 53 Local 535 R&F-Section 50 TENTATIVE AGREEMENT Dated: 1 CO TRA C STA NTY LABOR COALIT ON Contra R Aman Resources �O�t � Dopartrnent Administration Bldg. County 651 Pine Street Martinez, California 94553-1292 October 7, 1999 Sere Copeland,Business Agent CCCEA Local One 5034 Blum Road Martinez,CA 94553 Dear Mr. Copeland: This letter is to memorialize our discussions regarding salary differences between the Agricultural Biologist and Weights and Measures Inspector series. Upon completion of the pay equity adjustments, the classes in the Agriculture Biologist series and the Weights and Measures Inspector series will be adjusted to equal salary levels on a one time only basis. Sincerely, � Leslie T. Knight Director of Human Resources LOCAL ONE ANIMAL CONTROL. UNIT COUNTER TO UNION PROPOSAL NO. 4 Presented: August 311 1999 Section 57.1 —Agriculture-Animal Control Unit Animal Services Personnel t. The Safety Committee for the department of Animal Services will remain in effect and will continue to be constituted as follows. One (1) Animal Control Officer and One (1) Animal Center Technician and appropriate management representatives. Committee mgetings will be geld at least onge quuartedy, provided that either the union or management may..call meetings-more fre yen ly to discuss safety issues. TENTATIVE AGREEMENT 3fDatedi / f j COUNTY LOCAL ONE G:WNIOWLOCAL ONEV4090 i26WWnlon PMPO" ftMimW Corti 14TAdoc LOCAL ON ANIMAL CONTROL UNIT COUNTER TO UNION PROPOSAL NO. 5 Presented: August 31, 1999 Revised September 10, 1999 Section 57.1 —Agriculture Animal Control Unit Animal Service Personnel F. Trousers: The Animal Services Department agrees to allow Animal Control Officers to wear green denim trousers while in field assignments, provided that each officer has a pair of green dress trousers available to wear when required by the department. Uniforms must be maintained at a standard acceptable to the department. Animal Center Attendants shall be provided rain gear of the same quality as that provided Animal Control Officers. The Animal Services Department agrees to reimburse employees in the class of Animal Center Technician for the purchase of green, black or blue denim trousers up to one hundred doilars ($140.441 per employee per year. TENTATIVE AGREEMENT Dated: / COUNTY LOCAL ONE GAUNIONSiLOCAL 0NEV4egoda00n%Lh m Pfoposal9ftMiml ConftrProposaf 5TA doc LOCAL ONE ANIMAL CONTROL UNIT COUNTER TO UNION PROPOSAL NO. 9 Presented: August 31, 1999 Revised September 10, 1999 Section 57.1 —Aaricu ture-Animal Control Knit Animal Services Personnel O. Animal Services Officers Participating in Search Warrants. The Department will compensate individual Animal Services Officers in the amount of one hundred dollars ($100,00) per incident for time spent assisting police agencies in the serving of search warrants. Only employees involved in actual entry team activities shall be so compensated. The Department continues to retain the sole right to select and assign Animal Services Officers to such search warrant duty. No provision of this section or its application shall be subject to the grievance procedure. TENTATIVE AGREEMENT Dated: COUNTY LOCAL ONE VO � GAUNI1.I1,S14OCAL O EW%pbabon%Union PmPosal3ftMmal 00n 1 9TA+.doc LOCAL ONE ANIMAL CONTROL UNIT COUNTER TO UNION PROPOSAL NO. 12 Presented: August 31, 1999 Revised September 10, 1999 Section 57.1 —Auriouiture-Animal Cont 1 Unit Animal Services Personnel New. The County agrees that if there are amendments to State law during the term of this agreement that allow employees in the Animal Services Officer series to be eligible for safety retirement and such amendments are adopted by Resolution of the Contra Costa County Board of Supervisors, the County will meet and confer on this issue. TENTATIVE AGREEMENT Dated: COUNTY LOCAL ONE n.A1.41 G*WNIONSiL(X'.AL 0NEV4 lUn1on lalApAramal Conft Wroposatl2SafteyRefrkdoc LOCAL ONE ANIMAL CONTROL UNIT COUNTER TO UNION PROPOSAL NO. 14 Presented. August 31, 1999 Section 57.1 --agriculture-Anima Control Unit Animal Se ices Personnel G. Departm!ent Fee Reimbursement. Once during the term of this MOU, each employee in the Animal Services Department may be reimbursed for the departmental pet license and adoption fees incurred by the employee in an amount not to exceed he amount charged by the department for these fees-An employee adopting an animal under this section shall be responsible for payment of all other normal and customary fees associated with that adoption. TENTATIVE AGREEMENT Dated: COUNTY LOCAL ONE G:WMONS%LOCAL ONEwegoUadonWnion ProposaWA4M=1 ControWroposal 14Tadoc LOCAL ONE ANIMAL CONTROL UNIT COUNTER TO UNION PROPOSAL NO. 15 Presented; August 31, 1999 Section 57.1 —Agriculture-Animal Control Unit Animal Services Personnel E. The Departmental Uniform Policy for Animal Services Officers shall be amended to make the wearing of neckties with long sleeve uniform shirts while working in the field optional � , the wearing of a necktie or dickey with long sleeve uniform shirt will be required whenever t#e an Officer is appearing in court, attending staff meetings, participating in special events or making public presentations. TENTATIVE AGREEMENT Dated: ` 1 COUNTY LOCAL ONE GAUNioNSY-OCAL oNEVOWdatlonWnlon PropasalsOaMlmal CoftdProposal 15TH doc LOCAL ONE ANIMAL CONTROL UNIT COUNTER TO UNION PROPOSAL NO. New Presented: August 31, 1999 Revised September 10, 9999 Section 57.1 —Agculture-Anima! Control Unit Animal Sery1ces Personnel New: Surgical Scrubs: The Animal Services Department agrees to provide the employees in the class of Registered Veterinary Technician with surgical scrubs. The employee is responsible for cleaning and maintenance of the garments. TENTATIVE AGREEMENT Dated: lc1l COUNTY LOCAL_ ONE o:VJNtONS\LOC I-0NE\Nego0aUw\'Jn1on PropossIMAUMImal conty WroposatSurgScrub'TA doc LOCAL ONE 1999 NEGOTIATIONS COUNTY COUNTER TO LOCAL 1 ATTEN12ANTILVNIAIDE UNIT PROPOSAL Presented 911199 Section 57.2 Attendant-LVN-Aide M. Detention Facility, Mombers of the unit_assigned to work in the detention facilities incltd � Marsh Creek West Cannty Byron's Boy's Ranch, the Martinez Detentin Facility and Juvenile, lLalll shall receive in addition to their base pay a differential of five percent (5%) of base pay as premium compensation for this assignment. TENTATIVE AGREEMENT Dated: . I Co/1-3 /F CONTRA COSTA COUNTY CCC EMPLOYEES' ASSOC. LOCAL 1 ATTENDANT-LVN-AIDE UNIT LOCAL ONE 1999 NEGOTIATIONS ATTENrf1'1NT/LVNIAIDE UN13: MODIFIED MANAGEMENT PROPOSAL NO. 1 Presented 10!1/99 SECTION 57.2 S. Cgritinuing Education. Each regular full-time Licensed Vocational Nurse and Psychiatric Technician with one or more years of County service shall be entitled to Ave (5) days f (,40_) houra leave with pay each year to attend accredited continuing education courses, institutions, workshops, or classes. Pull-time Surgical Technicians will be entitled to twelve (4-2) fourteen (1_41 hours per year for the same purpose. Written requests for such leave must be submitted in advance and may be approved by the appropriate supervisor only in the event such leave does not Interfere with staffing. The leave is accumulated from year-to-year if; 1) it Is applied for and denied, 2) it is applied for this year for a course next year, and 3) if it is applied for to anticipate taking a specific course of more than y (4M,hours duration. The maximum leave available in any fiscal year may not exceed twice what may be accrued in any one fiscal year. The leave hereinabove defined shall not apply to those courses or programs the nurse is required by the County to attend. A Licensed Vocational Nurse or Psychiatric Technician assigned to the night shift who attends a continuing education course of eight (8) hours duration outside his/her scheduled work time, may receive educational leave pay for the actual course time and may be excused from the night shift immediately preceding or following the course attended. Anmmplavee who attends a ore-approved course on a date for which he/she is not regularly scheduled to work or who cQm lee a rp a-ap rA oved home study course will be granted CE time off for the number of hours egulvalent to the CE units earned. Only Board of Registered Nurses Accredited Coursgs will be apg2royed. Such time off must be scheduled In Advice by mutual ®areement be we n the employee and the supervisor. Each full-time Registered Dental Assistant with one or more years of County service shall be entitled to four (4) days of paid continuing education leave every two (2) years. Permanent part-time employees shall receive prorated CE leave in the same rat of their position hours to full-time. Date. A fr? C/ CONTRA COSTA COUNTY LOCAL NE--AT MQ /LVN/AlDE LOCAL ONE ATTENDANTCLMAIDE UNIT 1999 NEGOTIATIONS Date: 10-21-99 SECTION 57.2 (S) Continuing Education. (Add to Section) Each full-time Hospital Attendant with one or more years of County service shall be entitled to forty eight (48) hours of paid continuing education leave every two (2) years. Crate: �r CONTRA COSTA COUNTY LOCAL ONNDANT/LVN/AIDE LOCAL ONE—ATTENDANTILWAIDE UNIT 1999 NEGOTIATIONS COUNTY COUNTER TO ORTHO_TECHISH PROPOSAL A Presented 1017199 Effective October 1, 1999, the base pay of the Orthopedic Technician classification will be increased by 3%. Date: ((0 /17 CONTRA COSTA COUNTY LOCAL ONE—ATTENDANT/1—VN/AIDE LOCAL ONE -ATTENDANTILVN/AIDE UNIT 1999 NEGOTIATIONS COMER CENTRAL SUPPLY TECRILEAI?_ ; PSOISR.(C.)THMAPIST AIDE Presented 1017/99 Section 57.2 n. Weekend Differential. Employees in the, AftendaniLLVN/ ide Unit shall receive a weekend shift bonus of five dollars ($5.00) per shift for each weekend shift worked which: 1) falls on weekends for which the employee Is not scheduled to work in their normal work schedule; 2) falls between the beginning of the night shift on Friday and the end of the evening shift on Sunday; 3) is worked for the full duration of the shift; and 4) is not the result of a trade. The employee is to note such qualifying shifts on his/her time sheets in order to receive this compensation. Date: CONTRA COSTA COUNTY LOCAL ON ATTE T/LVNIAIDE LOCAL ONE -ATTENDANTILVN/AIDE UNIT 1999 NEGOTIATIONS COUNTY COUNTER CENTRAL SUPPLY TECHLLEAD Presented 1017/99 Section 57 2 Y The Nem h Serfdees De n=rn_t a=es to trytlo.zanization of work and classifications `dthin the Central Supply Dixdsion. The study, wi1_I begin mdlWn ninety (90) days follomdng the,re. 'ficafim of US MQU, Date: CONTRA COSTA COUNTY LOCAL ONE —ATTENDANT/LVN/AIDE LOCAL ONE -ATTENDANTILMAIDE 1999 NEGOTIATIONS COUNTY COUNTER PUBLIC SERVICE OFFICER PROPOSAL— Q Presented 1017/99 The Health Services Department will develop an identification card for Public Service Officers recognizing they perform their duties under the guidelines set forth in Section 836.5 of the California Penal Cade and Section 1250 of the Health and Safety Code. Date: CONTRA COSTA COUNTY LOCAL ONE_A37ENDAWILMAIDE WuSl WALKER. M. D. >klrw., PERSONNEL SERVICES Nt+�aIs'tH SrRYistGCS Otatciok 597 Center Avenue,suite 250 Martinez. California T p AA COSTA 94553-4669 C O !�i T R COSTA Ph(925)313-6600 fax(925)313-5527 HEALTH, SERVICES TO: CCC Employees Association Local#1, LVN/Aide Unit FROM: Lee Ann Adams,Health Services Personnel Officer,0010/z DATE: October 6, 1999 SUBJECT: Computer Training The Health Services Department recognizes the importance of computer literacy in order for staff'in certain, classifications to perform their duties in a more informed and efficient manner. Therefore, in an effort to achieve this goal, the Contra Costa Regional Medical Center is committed to ensuring that the appropriate computer training is provided to LVht/Aide staff. • Contra Costa Cw wwmty Substance Abuse Serkes + Contra Costa Einer gamey Med+ul Serv+tes • Contra{osta Emaonmamtal Health + Contra Costa Health Plan • Contra Costa HaWdous Materials Programs •Camra Costa Mental Health • Contra Costa PuWx Ntakh • Contra{asG Regonol Med,eat{enter 0 Contra{alta Health Centers LOCAL ONE—ATTENDANTILVNIAIDE UNIT 1999 NEGOTIATIONS COUNTY COUNTER TO PROPOSED LANGUAGE CHANGES ' Presented 1017199 The County will make the following changes In Section 57.2 of the Contra Costa County Employees` Association, Local No. 1, October 1, 1995-September 30, 1999 Memorandum of Understanding. I. Employees In this unit who are employed at MeFgthew CCRMC. and are required to work on Thanksgiving, Christmas or New Year's Day will be provided a free meal in the Hospital Cafeteria between the hours of 6:00 a.m. and 6:00 p.m. r, Contiguous Shifts.'At the County's request, If an employee in this unit works on all or parts of two contiguous shifts (more than eight (8) continuous hours) which is outside the employees regular work schedule and the first eight (8) hours fall on one day and the additional hours fall on the following day, the employee shall be paid a differential of one-half C12) the employees base salary rate In addition to the employees base salary rate for the hours worked in excess of eight(8) hours. Employees In this unit working at the MeR#hew QQQRMC who, at the County's request work two contiguous shifts (sixteen (16) continuous hours) shall be provided a meal in the hospital cafeteria at no cost to the employee Employees in the Hospital Nursing Service who work a double shift shall receive twenty-five dollars ($25.00) In addition to all other compensation for each double shift worked. Employees who work from the beginning of their regularly scheduled shift to the conclusion of the next scheduled shift Will be considered to have worked a double shift. If the second shift is not completed, the premium will be prorated. if the total hours worked, excluding lunch breaks, exceed sixteen (16) hours, additional prorated premium will be paid. U. Hospital Call-in Procedures. The following procedures shall apply to employees in the class of Licensed Vocational Nurse, Psychiatric Technician and Hospital Attendant employed at Wesp CCCRMC who become III prior to a scheduled work shift and supersedes Section 14.4 of this MOU. X. Low Census. Unanticipated declines in hospital patient census may result in the need to temporarily reduce staffing hours for periods of time not requiring formal layoff procedures. When this occurs, the Hospital Nursing Service shall use a variety of procedures to call off and reassign staff. Those procedures will generally emphasize the call off of volunteers first, and the retention of permanent employees. Employees may voluntarily request accrued time off by calling the Staffing Office and asking to be placed on a standing Absent Day list to be used for voluntary call offs In future low census days. The Staffing Office will seek voluntary call offs on a shift-to-shift basis. Employees will be floated to available assignments in other units for which they are oriented or otherwise qualified. If necessary, as assessed on a daily basis, employees will be required to take Involuntary Call Off days on an equitable rotation. Order of Involuntary Call Off' will normally be Registry, Temporary, Permanent- intermittent, Permanent Part Time and Permanent Full-time. The maximum number of Involuntary Call Off days per permanent employee will not exceed one shift per month or three (3) shifts per year. Permanent employees will be offered the option of using vacation or holiday accruals if the employee has the accruals available. Otherwise, the employee will be placed on AWOP. LT, Overtime or Registry Nurses will not be assigned to work on units for which an employee who is on Involuntary Call Off day is qualified to work. Involuntary Call Offs will be reasonably distributed among the various nursing classifications consistent with the staffing patterns for patient census and acuity needs. Employees will be notified a minimum of two hours in advance of each shift for which an Involuntary Call Off day is assigned. in the event such notice Is not given, the affected employee will receive a minimum of two (2) hours work at the employee's regular rate. Should the hospital make such a documented attempt to notify the employee of a cancellation of shift, but be unsuccessful in doing so, this pay provision will not apply. It is the responsibility of the employee to maintain a current telephone number with the Staffing Office. Failure to do so relieves the Hospital of the notification and pay obligations. The same procedures will be used in the event of reduced patient visits in the Ambulatory Care Nursing Service. They will be applicable wide t Gem stt all QHnIgh and Health Centers. These procedures will apply In the hospital when the patient census fails below 920. This provision shall remain In effect for the duration of this MOU. Date: CONTRA COSTA COUNTY LOCAL ONE—ATTEN NTILVN/AIDE LOCAL ONE BUILDING TRADES UNIT COUNTY COUNTER TO PROPbSAL t!0.2 Presented: 10107199 The parties agree that within forty-five (45) calendar days after approval by the Board of Supervisors of the Memorandum of Agreement between the County and Local One, the General Services Department shall reach agreement with employees represented by the Building Trades Unit and reduce to writing, a policy by each craft/shop in the method which overtime is assigned. TENTATIVE AGREEMENT Dated: I � 01 1 '9� CONTRA COSTA CO 7Y LOCAL ONE, Building Trades Unit LOCAL ONE .� BUILDING TRADES UNIT COUNTY COUNTER TO PR!QPOSAL NO. d Presented: 10/07/99 Section 57.3 Building Trades Unit B. The County shall pay each employee in the Building Trades Unit a reimbursement of twenty-five dollars ($25.00) per month, such to defray the cost of supplying and cleaning clothing worn in the performance of regular duties. TENTATIVE AGREEMENT Dated: I I CONTRA COSTACOU Y LOCAL ONE, Building Trades Unit r r COUNTER TO UNION PROPOSAL NO. E LOCAL NO.1 ENGINEERING UNIT 1999 NEGOTIATIONS j Presented: 09109/99 SDI ELECTION The parties agree that the County shall conduct an election among the members of the Engineering Unit to determine whether a majority of those voting wish to have State Disability coverage. TENTATIVE AGREEMENT DATED,,.",L-If) C TRA COSTA COUNTY LOCAL NO. I 6f-�,A D,-- AJ-T _ :V� or. 4 LOCAL ONE—1999 NEQOTIA" IONS ENGINEERING UNIT Presented: October 28, 1 9 , Pry --Increase fiataly of aal PMRKW Agerd at Wustj0% Drop 10128/99 Agents. Dropped 9/9!99 ftposal#Q—Pr At Coalltlori Health Care Oversight Committee for review. ExPjxWl lv ' for taking lob-Milted class Drop 10/28/99 7.A. 9/9199 Drop 10/28/99 a e Dropped 8/26199 PraRall #H--County -pay annual,cost!UoEjntj. Drop 10128199 E[22218191- 3 week xuaff2nfor new arnolo)IF Dropped 919199 `� E„MR,os t#J --Flexible hours for_ernotoVMs Dropped $118199 ftooasol#K— 5% six stsE,ingMase for bud' gr Aanraisers County agrees to conduct a P300 study of the Auditor Appraisers series in the Assessor's Office. TENTATIVE AGREEMENT Gated; CONTRA COSTA COLPY LOCAL ONE, Engineering Unit TOTAL. P.03 t MANAGEMENT SETTLEMENT PACKAGE CCCEA— LOCAL ONE 1999 NEGOTIATIONS HEAD START AND CHILD DEVELOPMENT UNITS Presented: September 30, 1999 Revised: October 1, 1999 1. Unit Restructuring The existing Head Start and Child Development bargaining units shalt be combined into a single bargaining unit to be designated as the Family and Children's Services Unit. Contents of current MOU Sections 57.12 (Head Start) and 57.13 (Child Development) shall be combined as shown below in paragraph 7 Family and Children's Services Unit. This bargaining unit will contain all classes now represented by Local One in the Community Services Department. In accordance with MOU Section 4.3 Union Representatives, this unit shall be allocated a total of five (5) official representatives apportioned as follows: two (2) representatives for that group of classroom instruction and related employees assigned to full-day, full-year programs (i.e., Child Development and Child Start) one (1) representative for that group of classroom instruction and related employees assigned to part-day, part-year programs (i.e. Head Start), one representative for that group of non-classroom nutrition, clerical, accounting and building services employees (i.e., Support Services) and one (1) representative selected at large from the Family and Children's Services Unit. The Union may also elect one alternate for each official representative. 2. 1998-1999 Unit COLA The 1998-1999 COLA for the Child Development bargaining unit has been paid for the period July 1,1998 through June 30, 1999. The 1998 COLA for the Head Start bargaining unit, which was authorized by Board of Supervisors Resolution 981533 on October 27, 1998, has been paid for the period January 1, 1998 through december 31, 1998. Employees of the Head Start unit are entitled to a COLA for the period January 1, 1999 through June 30, 1999. This COLA shall be paid to eligible employees in a one- time lump sum payment as soon as practicable after receipt of funds from the funding sources and necessary approval by the Board of Supervisors via Resolution. COLAs for the newly-combined Family and Children's Services bargaining unit shall be a one percent (1%) increase for all classifications effective July 1, 1999 and an additional one percent (1%) increase for the classification of Family and Children's Services Associate Teacher — Project (9MV2) also effective July 1, 1999. This COLA shall be paid to employees as a lump-sum retroactive to July 1, 1999 as soon as practicable upon receipt of funds from the funding sources. Funds paid retroactively under this provision will cover the period from July 1, 1999 to the date of payment. ,2:' increased Work Hours for Family and Children's Serylges Teachers 11 The number of authorized weekly work hours for employees in the class of Family and Children's Services Teacher 11 — Project (9MV1) shall be increased from 35 hours per week to 40 hours per week. This increase in hours shall be effective as soon as authorization can be obtained from the Board of Supervisors. k,e Employee input for Proararn improvements The Family and Children's Services Division shall implement a system whereby employee-initiated recommendations for modification and improvement of the programs can be submitted and considered for inclusion in applicable grant applications. This system will specify a single point of submission for employee recommendations and will include written acknowledgement from the Division to the employee that the recommendation has been received. �^ Overtime Use and Administration The Community Services Department shall deliver a letter to all Department employees and managers regarding the requirements imposed by provisions of Federal and State law and the Local One MOI/ with respect to mandatory rest and lunch periods and the proper use and payment of overtime. Monthly Activities and Events Calendar The Family and Children's Services Division shall prepare and distribute a monthly calendar that is available to all unit members which will advise of various activities and events affecting the staff which are scheduled within the succeeding 30 days. This calendar will be prepared and distributed as soon as practicable prior to the beginning of the upcoming month and information included will be as current as possible. Information on events that are scheduled after publication of the calendar will be disseminated through other means. JZWaiver of Accrual Payoff for Head Start Employees on Summer Layoff Employees in the Head Start program whose positions are eliminated and who are involuntarily laid off during the summer vacation period shall be allowed the option to waive the payout of all existing vacation and floating holiday accruals in the final pay warrant and alternatively authorize the Auditor-Controller to retain such accruals for reinstatement upon the employee's return from layoff. During the period of layoff, accruals thus deferred may not be used, increased or decreased for any reason. This option is available only to those employees being laid off whose positions are designated for reinstatement at a specific future date within the Layoff Resolution and who have at least eight (8) hours of vacation and/or floating holiday accruals available at notice of layoff. Employees may not choose a partial payout combined with a partial retention of accruals under this procedure. Employees who select this waiver must notify the Auditor-Controller's payroll Section and the Community Services Department in writing immediately upon official notification that their position is being eliminated ,and may not exercise this waiver option any closer to the layoff effective date than five (5) working days. ,. Family and Children's Services Unit It is understood for this Unit that all terms and conditions of the MOU shall apply except (1) those sections which pertain to the Merit System, (2) those limited in Attachment A, as modified below, and (3) entitled Sections in the MOU modified below: A. Salaries: Because employees in the Family and Children's Services Unit receive external State and federal funding for their programs, these employees are not eligible for general cost of living wage adjustments negotiated between Local One and the County. Should funds become available during the life of this MOU from any of the State or federal sources funding the Department's programs which the Community Services Department deems appropriate for an annual cost of living adjustment or other salary increase for employees of the Family and Children's Services Unit, the Department and Local One shall meet and confer annually during the month of July regarding the distribution of these funds. The payment of any COLAs to employees in the Family and Children's Services Unit resulting from this process shall be effective on July 1$t of that year. B. Separation Through Layoff: All current MOU provisions regarding seniority and layoff shall apply to employees of the Family and Children's Services Unit with the following modifications which are implemented to recognize that some positions in the Division are not funded on a year-round basis and that annual work cycles of positions in the same class may vary: 1. Specific positions otherwise denoted "full time" may be assigned a work cycle which is less than a full twelve-month year. 2. Positions in the same class may be filled on both a year-round (12 month) and less than year-round basis. Some employees will be subject to periods of layoff in accordance with the following provisions: a. Employees will be notified at the time of initial employment or promotion into the glass as to the duration of the work year for the position being filled. b. Laid off employees are provided with an assurance of return to work at the beginning of the next work cycle if the position is.still funded. c. In situations where employees return to work together at the beginning of varying length work cycles, employees will be provided the opportunity to select assignment to the longer work cycle on the basis of seniority in class. This provision shall not apply to work cycles which begin at different times. C. Promotion. Promotional opportunities shall be available within the Unit to members with the understanding that due to their Project status, the employees may not participate in Merit System promotional examinations. Notwithstanding this limitation, the Community Services Department may request that the Director of Human Resources announce open examinations on a restricted basis, such as "Open Only to Employees of the Community Services Department„ for the purpose of targeting qualified applicants. When an examination is restricted to the Community Services Department, employees who have qualified and who have earned a score of seventy percent (70%) or more shall receive five one-hundredths (.05) of one percent for each completed month of service as a permanent employee in the Community Services Department continuously preceding the final date for filing for the examination. The credits shall be included in the final percentage score from which the rank on the list is determined. No employee however, shall receive more than a total of five (5.0) points for seniority in any such examination. Employees are in no way restricted from applying to compete in any examination announced by the County on an "open only" or"open and promotional" basis. D. Disciplinary Action: Employees of the Family and Children's Services Unit shall be subject to all provisions of MOU Section 24 Dismissal Suspension, Temporary Reduction in Pay and Demotion except that those references to the Merit System in 24.1 (c) and (k) are changed to read "County Service" and "County Ordinance or Resolution" respectively; and the reference to the Merit Board in 24.5 and 24.6 (c) shall be deleted. E. Grievance Procedures: Employees of the Family and Children's Services Unit shall be subject to all provisions of MOU Section 25 Grievance Procedure, except that if an appeal is made to the Merit Board on the basis of alleged discrimination, such appeal may not also be subject to the grievance procedure. F. Reassignment and Bid Procedures: With respect to reassignment of work location, provisions of MOU Section 22.3 shall apply and are amplified as follows: 1. The Family and Children's Services Division agrees to post all vacancies for at least five (5) days to allow for reassignment applications. 2. In considering any request for reassignment of Family and Children's Services staff, the Family and Children's Services Division will fill the initial vacancy with the most senior employee requesting the reassignment. Any subsequent vacancies which are created through filling the initial vacancy will be filled based on requirements of the Family and Children's Services Division. 3. Once annually, on a date to be mutually agreed upon by the Department and the Union, the Department and Local One will conduct an open bid meeting wherein all employees may bid for vacant positions on the basis of seniority. Any vacant positions that existed as of thirty (30) days prior to the bid meeting will be filled by seniority. Additional vacant positions which are created through the bid procedure will also be filled by seniority. If all vacancies are not filled through the annual bidding process, the Division will fill the positions based on Division requirements. For the County: For Local One: r r Dated: 9 LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COU TER TO ROPOSAL NO 1 Presented: September 13, 1999 The parties agree that the salary of Equipment Service Writer (PMVB $2816- $3104) shall be reallocated and tied to that of Equipment Services Worker (PMVA $2827 - $3117). Dated: l3 . % CONTRA COSTA COUNTY LOCAL ONE General Services & Maintenance T, vt� r LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSAL NO. 2 Presented: 10/07/99 Effective October 1, 1999 the classification of Vegetation Management Technician shall receive an increase in base pay of three percent (3%). TENTATIVE AGREEMENT Dated: Nq CONTRA COSTA COUNTY LOCAL ONE General Services & aintenance Con ''c ' _ ��_ . /e, Human Resources Costa �� Department � Administration Bldg. County s; 651 Pine Street,Third Floor Martinez, California 94553-1292 (925) 335-1770 Leslie T. Knight October 13, 1999 RBVI D director of Human Resources Rudy Jenkins, Business Agent Local No. 1 PO Box 222 Martinez CA 94553 Dear Mr. Jenkins: This confirms that effective October 1, 1999, the class of Vegetation Management Technician (OPWC) shall be flexibly staffed to Senior Vegetation Management Technician (PSTD). Sincerely, Leslie Knight Director of Human Resources cc: Eileen Bitten, Assistant Director of Human Resources Kathy Ito, Labor Relations Manager Public Works Department LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSAL NO. 3 Presented: 10/07/99 Y Effective October 1, 1999 the classifications of Equipment Operatorand Specialty Crew Leader shall receive an increase in base pay of three percent (3%)• Effective October 1, 1999 the classifications of Assistant Public Works Maintenance Coordinator and Road Maintenance Carpenter shall retrive an increase in base pay of three percent (3%). TENTATIVE AGREEMENT Dated: l CONTRA COSTA COUNTY LOCAL ONE General S rvires & Maintenance LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY-COUNTER TO PROPOSAL NO. 7 Presented: 10/07/99 SECTION 57,-6-- GENERAL SERVICES & MAINTENANCE UNIT C. Shoff Personnel 1. The County will pay Equipment Mechanics a tool allowance of W�G two hundred fifty dollars ($250.00)- per galendar year effective January 1 2000 two hundred sevenbLfive dollars -($275.00) per calendar year effective January 1 . 2001 and three hundred dollars $300 00) per calendar year effective January_1 2002. TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY LOCAL ONE General S rices & Maintenance LOCAL ONE GENERAL. SERVICES & MAINTENANCE UNIT _C90a COUN ER TQ PRO SAL 0 5 Presented: /0107199 Revised: - 10113199 57.9 !general Services ang-Maintenance jUnit. D. Lluilding Maintan-ance &MIscellgl2gous EWIUegs 8. The County shall pay Stationary Engineers and Lead Stationary Engineers in the General Services and Maintenance Unit a reimbursement of tweFity toren - five dollars ($25.00) per month, to defray the cost of supplying and cleaning clothing worn in the performance of regular duties. TENTATIVE AGREEMENT Gated: CONTRA COSTA COUNTY LOCAL ONE General Services & Mainten nce Contra Human Resources oSta Department County Administration Bldg. 851 Pine Street,Third Floor Martinez, California 94553-1292 (925) 335-1770 Leslie T.Knight Director of Human Resources October 13, 1999 REVISED Rudy Jenkins, Business Agent Local No. 1 PO Box 222 Martinez CA 94553 Dear Mr. Jenkins: This confirms the County's commitment that a study of the organization of work and the classifications within the Communications Division and classifications of Electronic Equipment Technician and Lead Electronic Equipment Technicians in the Building Maintenance Division will be completed by January 1, 2000 and that any increases due as a result shall be retroactive to October 1, 1999. Additionally, as a part of the study process, the County will interview affected General Services & Maintenance personnel. Sincerely, Leslie Knight Director of Human Resources cc: Eileen Bitten, Assistant Director of Human Resources Kathy Ito, Labor Relations Manager General Services Department LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSAL-NO, 4 Presented: 10{13199 The ,Parties agree that the classification of Grounds Maintenance Specialist -- Irrigation (GPVD $2878-$3173) shall receive an increase in base pay of 2.7%. TENTATIVE AGREEMENT Dated: CONTRA COSTA.COUNTY LOCAL ONE General ServicesA Maintenance LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSAL NO. 35 Presented: 10/07/99 57.6 General Services and Maintenance Unit. D. Building Maintenan e & Miscellaneous Employees 9. The County will provide reimbursement, up to fifty=della ,sixty-fivfi, 5.0Q) per calendar year, to permanent Groundskeepers, Gardeners and Lead gardeners for the purchase of coveralls or overalls worn on the job. TENTATIVE AGREEMENT -17 Dated: /® A CONTRA COSTA COUNTY LOCAL ONE General Services & Maintenance LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSAL NO. 36 Presented: 10107189 Effective October 1, 1999, the classification of Lead Resource Center Attendant shall receive an increase in base pay of five percent (5%). TENTATIVE AGREEMENT Gated: ��/ - CONTRA COSTA COUNTY LOCAL ONE General Sjervices & Maintenance LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSAL NO. 39 Presented: 10107/99 Effective October 1, 1999 the classifications of Weatherization Home Repair Specialist-Project and Weatherization/Home Assessment & Repair Specialist shall receive an increase in base pay of five percent (5%). TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY LOCAL ONE General Services & ai nance LIVI-0 94 !� f LOCAL ONE GENERAL SERVICES & MAINTENANCE UNIT COUNTY COUNTER TO PROPOSALS NO, 37, 40. 41 & 42 Presented: 10107199 SECTION 57.6 -- GENERAL SERVICES & MAINTENANCE NIT G. Building lnsoectcrs 1. The Building nspection Department shall gaay Inspectors a reimbursement up to a _maximum amount of fifty dollars ($50.Op) plus sales tax per calen ar ypar for the purchase of knee pads and coveralls, and th' -fve 11 5.0 us-salestax pgr Qglend r year for rain boots-and-rain-q r. 2. Building Inspectors +r assigned by the Building Inspection Department to Housing Rehab, Mobile Home, and Commercial inspections, Cade Enforcement. Weathedzation and Reside t�Eal inspection activities. ef bass pay fOF these . These assignments may be rotated at the discretion of the Department Head. TENTATIVE AGREEMENT Dated: CONTRA COSTA COUNTY y LOCAL ONE General S prices & Maintenance t r LOCAL ONE— HEALTH SERVICES UNIT 1999 NEGOTIATIONS COUNTY PROPOSAL CLINICAL LABORATORY TECHNOLOGIST 11 CHARGE PAY Date: 10/7199 Section 57.7 C Clinical Laboratory Technologist A Clinical Laboratory Technologist li who. at the County's request,is placed in charge of clinical laboratoU assignments-for-an eight (8) hour shift shall receive_an additional five dollars ($5.00per shift, Date: 61 CONTRA COSTA COUNTY LOCAL ONE— HEAL SERVICES UNIT Y LOCAL ONE-- HEALTH SERVICES UNIT 1999 NEGOTIATIONS COUNTY COUNTER CCC MENTAL HEALTH PROPOSAL C. Date: 1017199 Section 57.7 F Mental Health Treatment Staff 3. M2ntal Health Treatment employers shall receive a weekend shift bonus of five dollars ( gr shift for each weekend shift worked which: 1) falls on weekends for which the employee is not scheduled to work in his/her normal work schedule: 7) falls between the beginnina of the nicht shift on Friday and the end of the evening shift on Sunday: 3) is worked for the full duration of the shift: and 4) is not the result of a trade. The employee is to nate such qualifying shifts on his/her time sheets in order to recelve this compensation. Date: CONTRA COSTA COUNTY LOCAL. — HEALT SERVICES UNIT LOCAL ONE •-HEALTH SERVICES UNIT 1999 NEGOTIATIONS COUNTY COUNTER PROPOSAL CCC MENTAL HEALTH L Date: 1017199 The Health Services Department will prepare a P300 converting the Early Periodic Screening and Diagnostic Treatment(E.P.S.D.T.) project positions to permanent positions. Date: U //4 CONTRA COSTA COUNTY LOCAL ONE HEALTH SERVICES UNIT LOCAL ONE— HEALTH SERVICES UNIT 1999 NEGOTIATIONS COUNTY PROPOSAL RECLASSIECATION ISSUES Date: 10121199 The Health Sentices Department agrees to study the organization of work and ossifications vAtbin the Hazardous Matedals Division The studyVill begin within one hundred twentyr'120)days foligmdag the rati kation of this MOIL Date: lqq CONTRA COSTA COUNTY LOCAL NE -- HEALTH SERVICES UNIT LOCAL ONE— HEALTH SERVICES UNIT 1999 NEGOTIATIONS COUNTY PROPOSAL MARKET EQUITY STUDIES Date: 1017/99 The Health Berviras Department agrees--to study-- the -claBsifications within the Environmental Health DlAsion The study will begin within one hundred and twentti� (12) days followlnq the rabfica ion of this MOU. Gate: CONTRA COSTA COUNTY MLOCALOEA ERVICES UNIT LOCAL ONE-- HEALTH SERVICES UNIT 1999 NEGOTIATIONS COUNTY PROPOSAL MARKET TEAM LEADER_DIFFERENIAL Date: 10121199 Incumbents of the Mental Health Specialist 11, Senior Mental Health Counselor, Mental Health Clinical Specialist or Clinical Psychologist classes may be designated as unit leaders. Unit leader assignments shall be at the sole discretion of the Division Director. Duties of the unit leaders are described in the class specifications. Unit leaders will receive a differential of 3406 . of their base salary until such time as the unit leader assignment terminates. Unit leaders will continue to receive the "0 pay differential during the first thirty (30) calendar days of each absence for paid vacation, paid sick leave period, paid disability or other paid leave. Date: /o CONTRA COSTA COUNTY LOCAL O E— HEALTH SERVICES UNIT e LOCAL ONE-HEALTH SERVICES UNIT 1999 NEGOTIATIONS COUNTY PR POSAL MARKET EQUITY-ST _UQIES Date: 10/28199 Effective October 1, 1999, the County agrees to increase the base pay of the following classifications: Ultrasound Technologist I - 5% Ultrasound Technologist II - 5% Cardiac Ultra Sonographer - 5% Date: In CONTRA COSTA COUNTY LOCAL ONE— HEALTH SERVICES UNIT LOCAL ONE— HEALTH SERVICES UNIT 1999 NEGOTIATIONS COUNTYPROPOSAL MARKET EQUITY STUDIES Date: 10128199 Effective October 1, 1999, the County agrees to increase the base pay of the following classifications: Pharmacist 1 7% Pharmacist ll 6% Jr. Radiological Technician 5% Sr. Radiological Technician 5% The County will also remove Step 1 and Step 2 from the bottom of the Pharmacist I salary range, making the salary range four steps. Date: c) CONTRA COSTA COUNTY LOCAL ONE--HEALTH SERVICES UNIT i t LOCAL NO. ONE 1999 NEGOTIATIONS LIBRARY UNIT COUNTY COUNTER PROPOSAL NO. 1 Date; 10128199 Effective October 1, 1999, the County agrees to increase the base pay of the follovAng: Library Assistant--Journey-- 5% Effective January 1, 2000, the County agrees to Increase the base pay of the following: Library Assistant--Journey— 1.55% h CONTRA COSTA COUNTY OCAL 1 — LIB R U joy C'c LOCAL NO. ONE 1999 NEGOTIATIONS LIBRARY UNIT COUNTY COUNTER PROPOSAL NO. JA Date: 10128199 Side Letter The County further agrees that it will analyze the effect of any future increases in the clerical series on the Library Assistant series with the goal of maintaining the LA series at a range higher than the county clerical series in order to insure the current hierarchy for layoff and bumping rights. CONTRA COSTA COUNTY LOCAL 1 -- L iT LOCAL NO. ONE 1999 NEGOTIATIONS LIBRARY UNIT - - -_ COUNTY COUNTER PROPOSAL NO. 2 Date: 10128199 Effective February 1, 2000, employees in the classification of Library Assistant who are regularly assigned "in Charge" at the Outlets (Rodeo, Crockett, Bay Point), shall be classed Library Assistant Advanced level. CONTRA COSTA COUNTY B UN County Library Centra Anne Henley Cain_ } Acting County t,ebratean 1750 Oak Park Boulevard Costa Pleasant Hill,Cali LOCAL NO. ONE 1999 NEGOTIATIONS LIBRARY UNIT COUNTY COUNTER PROPOSAL NO. 4 Date: 10128199 Section 87.10 Library Unit (I) Reassignment Criterial Reassignments are made to facilitate the Library System's service function and efficiency. Library Administration shall make reassignments based on the needs of the branch/system in relation to public service and will consider the following employee factors as they relate to these needs: the employee's job performance and development, the employee's subject/age specialization, the employee's seniority in the classification within the department, the distance between the work site and the employee's residence, and the assignment preferences of the employee as obtained by the procedures outlined below. When circumstances other than seniority appear to Administration to equally or nearly equally meet the system service needs, then seniority shall govern. In accordance with the shave criteria, the Administration shall consider all internal requests for reassignment before making an appointment from any eli iy ibility list and in no event shall reassignments be utilized for disciplinary purposes. Procedures for Reassignment. Any employee may submit a request for reassignment to Administration at any time. Such requests will be kept on file for the current fiscal year. Announcement of vacancies from resignations or promotions shall be distributed to all geographic work sites for a posting period of five work days. The announcement shall include: (1) Classification and total hours of position; (2) Work site; (3) Age-level assignments. During the posting period, the vacancy shall not be filled. Vacancies occurring from transfers (spin-offs) cannot, in the interest of time, always be posted; but when such spin-off transfers can be anticipated, Library .Administration will notify appropriate employees so that requests for voluntary reassignment from interested employees can be obtained prior to any reassignment decision. Before any decisions necessitating involuntary reassignments are made, Administration will solicit information from employees involved regarding their career development, goals, assignment preferences and their view of branch needs. This information will generally be obtained through employee conferences with , Deputes County Librarian or Assistant County Librarian. Whenever feasible, an employee who is reassigned will be given two (2) weeps notice. Any employee who has been reassigned or any employee who has requested a vacancy and is not reassigned to that position, may request to meet with Administration to discuss the reasons for the decision, or may request the reasons be provided in writing. Date: CONTRA COSTA COUNTY IBRARY U14 ..�___.. LOCAL NO. ONE 1999 NEGOT'IA'TIONS LIBRARY UNIT COUNTY COUNTER P'ROPOSAI., NO. Date: 10/28/99 The County and Local One agree to work out a mutually satisfactory policy regarding scheduling of vacations, with particular attention to scheduling of employees who work at "pairtAranches. CONTRA COSTA COUNTY IBWY U LOCAL. NO. ONE 1999 NEGO71ATIONS LIBRARY UNIT COUNTY COUNTER PROPOSAL NO. 7 Date: 10128199 The County and Local One representatives agree that the issue regarding dosing the branches on-time will be discussed at LPAC. CONTRA COSTA COUNTY LOCAL 1 —zL4P 4NIT . t Jon !f r 1,14 LOCAL NO. ONE 1999 NEGOTIATIONS LIBRARY UNIT COUNTY COUNTER PROPOSAL NO. 9 Date: 10/28199 The following agreement applies to all P.I.'s appointed after November 15, 1999, and to all current P.L's as of January 1, 2001: • Permanent Intermittent employees will be notified before being employed that they must agree to be available to work at least 200 hours per year, and must be available to work no less than six (6) Sundays per year County agrees to mare every effort to fill all existing Permanent Intermittent vacancies CONTRA COSTA COUNTY LOCAL 1 1 RY NIT 00, Ir� � LOCAL NO. ONE 1999 NEGOTIATIONS LIBRARY UNIT COUNTY COUNTER PROPOSAL NO. 8 A Date: 10128199 Summary of Conceptual Agreements re: P. 1. Criteria implementation I. Definition of Cofer, what constitutes, only one per day, etc. 2. Definition of"refusal" (also see#4 and #5) 3. Exceptions-County and Union to agree in advance re: exemptions, special circumstances 4. Designation of br+eaktvacation 5. designation of Availability, to include geographic area, site, etc. Offers outside those designations do not constitute "offer" 6. Register through subfinder 7. County must offer at least 480 hours per year; if not, criteria waived 8. Tracking hours with reports to union 9. Retraining option IO.Those current P.I.s with more restrictive criteria continue under such criteria until implementation date. do CAVA G- , 7 r mow" LOCAL NO. ONE 1999 NEGOTIATIONS LIBRARY UNIT __ _COUNTY COUNTER PROPOSAL NO. 9 Date: 10128/99 If prior to the passage of a ballot funding measure, the County Library receives funding for extended hours, the County may develop new specifically designated positions that may include evenings, Saturdays or Sundays as part of the work assignment. The County and Local One will meet and confer on the implementation of the scheduling for these extended hours. It is further agreed by the County and the Union that any such position or assignment shall be tied directly to the ongoing provision of the additional funds. in the event of any layoff or reduction in staff or hours, upon request of the Union, the County agrees to meet and confer with the Union regarding continued application of this provision. No employee shall be required to work in/or be transferred to such an assignment, except on a voluntary basis unless the employee is specifically hired for or is currently working in such an assignment. In anticipation of the passage of the Library ballot funding measure, the Union and the County agree to begin meet and confer sessions, regarding staffing for any additional hours, no later than April 1, 2000, with the specific objective of reaching agreement by June 30, 2000. CONTRA COSTA COUNTY LOCAL t - LIBRARw 1 INI - RV�H�Nd �•QIY� �``�-�" C.!'2G/'svi oma... l n/rP�gg LOCAL NO. ONE 1999 NEGOTIATIONS LIBRARY UNIT COUNTY CO NTER__PROPOSAL NO 8 Date: 10128/99 Section 87.10 Library Unit (1111) The Library Department shall make every effort consistent with efficient operations to provide that no employee shall be scheduled to work more than two (2) after 600 p.m. shifts in a calendar week, unless that employee specifically requests that shift for a specified period of time. No employee shall work more than half the Saturday shifts within a mutually agreed upon period of time (two (2) or eight (8) week cycles), unless that employee specifically requests that shift for a specified period of time. Thirty-two (32) and twenty (20) hour employees will maintain a four (4) day work week with two (2) days off in a re;N. Days off-for thiFty-twe (32) and twenty (20) unless employees specifically agree to a variant days-off schedule. Choice of shift assignments at a work site shall be determined by County seniority in class. However, employees who mutually agree to trade shift assignments at a given work site may do so, on a temporary or permanent basis, depending on their mutual agreement. , the i CONTRA COSTA COUNTY LOCAL 1 — LIBRARY UNIT Ofte of Revenue Collect i Contra 2510Amold Drive Costa (925)335-8550 Suite 350 n Martinez, Califomia 94553 ty County Within ninety(30)days of approval of the Memorandum of Understanding by the Board of Supervisors, the Office of Revenue Collection and the Human Resources Department will work together to analyze the need for a Senior Collection Enforcement Officer classification assigned to the Legal Desk. TENTATIVE AGREEMENT Dated: q,? COUNTY LOCAL ONE Contra G vice of District Attorney Gia T.YAM.DlaFttict Attome costa Family Support Dlvlsion 50 Douglas Drive, Sue 100 Gayle Elaine Graham, Director Martinez, California 94553-3507 County Senior Deputy District Attorney Phone: (925)313-4200 FAX: (925)313-4221 Admin. 313-4338 Legal 313-4222 Case work 313-4337 General October 4, 1999 313-4295 Fiscal Henry Clarke, General Manager Contra Costa County Employees Association Local No.One P. O. Box 222 Martinez,CA 94553 Dear Mr. Clarke: This letter Is to confirm the agreement reached between Local No. One and the Family Support Division of the District Attorney's Office regarding the use of seniority in the Family Support Collection Officer series. The Family Support Division agrees to the following: For those subjects where the District Attorney's Office proposes to use a seniority system to make decisions and where those subjects are not already addressed by a Memorandum of Understanding, Board of Supervisors'Resolution or Order,Personnel Management Regulations, Salary Regulations, Administration Bulletins, County Department, or Division policies or other official writing of Contra Costa County,the District Attorney shall use seniority within the Family Support Collection Officer series and not seniority In the District Attorney's Office. If the foregoing conforms with your understanding of the agreement, please Indicate your acceptance and approval In the space provided below. Sincerely, eg Assistt ctor, Family Support PC/ss Contra Costa County Contra Costa County Employees Association Local No. One 4�z (. — �--e�, r.�Je Herley Clarke Kathy Ito Gene Manager Labor Relations Manager ���..� � L2t."�� Date: Contra 0-..,-,.-.;e of District Attorney Gary T.Yancey, District Attome Costa Family Support Division 0 Douglas Drive, Suite 100 ' Gayle Elaine Graham, Director Martinez, Califomia 94553-8507 County Senior Deputy District Attomey Phone: (925) 313-4200 FAX: (925) 313-4221 Admin. 313-4338 Legal 313-4222 Case Work 313-4337 General October 4, 1999 313-4295 Fiscal Henry Clarke, General Manager Contra Costa County Employees Association Local No. One P. O. Box 222 Martinez,CA 94553 Dear Mr. Clarke: This letter Is to confirm the agreement reached between Local No. One and the Family Support Division of the District Attomey's Office regarding further consideration of attemative scheduling. The Family Support Division agrees to the following: If the reorganization of the District Attomey's Family Support Division creating a new county child support department is completed prior to the expiration of this MOU,the County agrees to meet and discuss with CCCEA Local One attemative scheduling, including 4110 shifts, for the Family Support Collection Officer series. If the foregoing conforms with your understanding of the agreement, please indicate your acceptance and approval In the space provided below. Sincerely, Pe e s Assisfant Director, Family Support PC/ss Contra Costa County Contra Costa County Employees Association Local No. One 4 q� He Clark K, �- Kathy Ito G eral Manager Labor Relations Manager Date: j t,,,rrte� ! Probation Departmentn�a T,M«StW cow ti ortr"i JUvenb Hai Costa 202 Glader Drlwa County lez, mla 94553.4898 (925)8048M . FAX(926) 4 Within one hundred and twenty days (120) of the approval of the MOU by the Board of Supervisors, representatives from Local No. 1, Human Resources and the Probation Department agree to discuss the issue of seniority for the Deputy Probation Officer sedmAi o j04;3*r,.#., &t4j"so-44- selz -s DATED: �lt -�►9 COUNTY LOCAL 1 a LOCAL ONE - 1999 NEGOTIATIONS PROBATI N UNIT MANAGEMENI PROPOSAL NO, I Presented: 7130199 SECTION 22.4 — Volunta riment (Bidding) Procedure i. Probationary and New AssignmentE3�na. Employees who are on probation or who have been in a new work assignment for less than three (3) months, may bid for a vacant position which is open. The bid will be considered if, when bidding is closed, there are less than three (3) employees who are not on probation or In new assignments who have bid for the position. Bids from employees on probation or in new assignments will be in addition to any names referred to the department through the certification process described in Section 22.4-f above. Probation Counselors who have completed sir}) three months of their one (1) year probation may bid the same as all other permanent employees. TENTATIVE AGREEMENT Dated. qq, Coo LCCA 1.