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Home My WebLink AboutRESOLUTIONS - 01011999 - 1999-632 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on December 7 1999 by the following vote: AYES: SUPERVISORS GIOIA, UILKEMA, GERBER, DESAULNIER AND CANCIAMILLA NOES: NONE ABSENT: NONE ABSTAIN:NoNE SUBJECT: Adopt Letter of Understanding ) With AFSCME Local 2700 ) Resolution No. 99l 632 BE IT RESOLVED that the Board of Supervisors of Contra Costa County ADOPT the Letter of Understanding (copy attached and included as part of this document), jointly signed by Kathy Ito, Labor Relations Manager, and Jim Hicks, AFSCME Local 2700 Business Agent, 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 ars action taken and entered on the minutes of the Board of Supervisors on the date shown. ATTESTED: Der-olmr 7, 1999 PHIL BATCHELOR,Clerk of the Board le)of Supervisr and County Administrator By ,Deputy Contra tuman Resources Department Cost � Administration Bldg. g. County �.`�+�ir ,� 651 Fine Street %�,. .�s-.p "`�� Martinez, California 94553-1292 December 2, 1999 Mr. Jim Hicks, Business Agent AFSCME Local 2700 1000 Court Street Martinez CA 94553 RE: ECONOMIC TERMS & CONDITIONS FOR AFSCME LOCAL 2700 1999-2002 LETTER OF UNDERSTANDING Dear Mr. Hicks: 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 AFSCME Local 2700, 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 AFSCME Local 2700 are expressed in the last expired MOU, subject to the terms of this Letter of Understanding. COALITION AGREEMENTS 1. Wage Increases: October 1, 1999: 5.0% increase October 1, 2000: 3.0% increase October 1, 2001: 4.0% increase - 1 - 2. Lump Sum Payment. A five percent (5%) Lump Sum Pay will be calculated for all eligible earnings. This includes employee regular pay, overtime pay and specific other earnings computed as a percentage of base pay from October 1, 1999 through November 30, 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 November 30, 1999, without interest. B. The payment amount thus computed will be paid on the January 10, 2000 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. Disability. Amend section to add Psychologist to the list approved for examination of employees. 5. Health Care Spending Account. Increase the amount of pre-tax dollars an employee may set aside from $2400 to $3000 per year for health care expenses not reimbursed by any other health benefits plan. 6. Probation Period. Increase minimum from six (6) to nine (9) months for original entrance appointments. 7. Retirement Coverage. Clarification of language regarding conversion of medical plan upon retirement. 8. Workers' Compensation. Reduce amount of continuing pay for all permanent employees from eighty-seven percent (87%) to eighty-six percent (86%) of regular monthly salary for all claims filed on or after January 1, 2000. Clarify continuing pay and waiting period language. Follow-up treatment visits are to be scheduled contiguous to either the beginning or end of the scheduled work day whenever possible. 9. Mad Ica I/Dentai/Life 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 -a- between Contra Costa County and the members of the Labor Coalition dated October 1, 1989, a copy of which is attached hereto. 10. Health Plans. The County and the Health Care Oversight Committee, as a subcommittee of the County and the Labor Coalition, shall 1) seek and secure mutually agreeable options of health plans which provide improved "`portability„ for participants and 2) consider certain issues regarding CCHP and improvements in vision care coverage. 11. Bilingual M. Increase differential to seventy dollars ($70.00) per month effective October 1, 1999; to seventy-five dollars ($75.00) per month effective October 1, 2000; and to eighty dollars ($80.00) per month effective October 1 2001. 12. Pay for Work in Higher Q lags Ification. The rate of pay established for work in a higher classification shall commence on the 41st consecutive hour in the assignment. 13. Permanent4ntermittent/Tem o�rary 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 Committee. Create a subcommittee to review the Memorandum of Understanding and recommend correction of inadvertent errors, deletion of obsolete language, etc. 15. Grievance Procedure. Step 4 — Adjustment Board may be waived by the written mutual agreement of the parties. 16. Ergonomics. No later than May 15, 2000, the County will submit for Coalition input revisions to Administrative Bulletin No. 426 dated April 17, 1990, and an Ergonomic Field Guide with a goal of finalization by June 30, 2000. 17. Person el Files. The employee's union representative, with written authorization by the employee, shall have the right to inspect and review any official record(s) in an employee's personnel file in the Human Resources Department or in the employee's personnel file in their Department. If Senate Bill No. 172, regarding inspection of personnel records by employees, is signed into law, the Director of Human Resources agrees to -3- advise departments of the statutory requirements and the County's obligation to comply. 18. Domestic Partner. Add Domestic Partner to definition of Immediate Family in Sick Leave Section. UNIT TABLE AGREEMENTS 19. Letter from Employment & Human Services Department reaffirming the Department's commitment to structure promotional career ladder opportunities for clerical staff. 20. Add legal specialist and personnel specialist to the Specialist Level (Level D) of the Clerical Deep Class. 21. Effective October 1, 1999, the salary of Medical Transcriber (JWD9) shall receive an increase in base pay of 5.4%. 22. The County will conduct a study of the Clerk-Senior Level positions at the Service Integration Team (SIT) offices at Bay Point and North Richmond by March 31, 2000. Should the study conclude that the positions warrant upgrade to Clerk-Specialist, the effective date of the upgrades will be October 1, 1999. 23. Letter from Health Services Department confirming the Department's commitment to provide three (3) laboratory coats to clerks in the Medical Records Unit by an anticipated implementation date of February 1, 2000. 24. The Human Resources Department and County Training Institute agree to meet with County departments to review evaluation processes and assist in the development/revision of job related criteria and meet with the Union to review results and proposed changes. 25. Memorandum to County Department Heads from Leslie Knight, Director of Human Resources regarding a new policy and procedure for processing of requests for reassignments in the Clerk Deep Class effective January 1, 2000. 26. Effective January 1, 2000, release time for training shall be increased from a maximum of 240 hours to 320 hours per calendar year. -a- 27. Effective October 1, 2000, the fifth step of the salary range for Experienced Level Clerks and Experienced Level Account Clerks shall be increased by one percent (1%). Effective October 1, 2001, the fifth step of the salary range for Experienced Level Clerks and Experienced Level Account Clerks shall be increased by one percent (1%). 28. Section 22.8 Release Time for Examinations modified to provide that permanent employees shall be granted release time from work, without loss of pay, to take County examinations or interview for a County position. 29. 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. 30. Letter from the Probation Department confirming that within ninety (90) days of the approval of the MOU, a request will be transmitted to the Human Resources Department to upgrade two (2) clerical positions assigned to the Sierra section of the Juvenile Hall from Clerk-Experience Level to Clerk-Senior Level. 31. This agreement shall remain in full force and effect from October 1, 1999 to and including September 30, 2002. Dated: CONTRA COSTA COU TY AL 2700 Kathy Ito, Labof Relations Manager Ji icks, business Agent LR:unions12700 lou.doc cc: Leslie Knight, Director of Human Resources Human Resources Division- Personnel Services Unit Department Heads Auditor/Payroll LABOR COALITION 1999 NEGOTIA71ONS COUNTY SETTLEMENT PACKAGE PROPOSAL Presented: October 1, 1999 04:15 AM COAL-MON PROPOSALS 1. SALARY 10/1/99 -5% 1011/00-3% 10/l/01 -4% 2. LONGEVITY Drop 3. BENEFITS Attached Tentative Agreement 9. TEMP. LANGUAGE Attached Tentative Agreement 21. PVTEMP MEDICAL -Subvention Temp. - 50% PI —64% as full and final settlement of all temporary proposals -Plan Design CCHP Plan A-2 -Eligibility (Temps.) -3 continuous months @ 50% average per month -Minimum of 40 hours per month -Maintain average 50% YTD from date of eligibility -Pre-pay. Effective first of month of eligibility (PIs) -3 continuous months @ 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 MCU provisionsti 00% 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 CODUM PROEOSALS 2. ANNUALIZED! HRLY Drop RATE 9. PROBATIONARY Increase minimum from 6 to 9 months for new hires PERIOD Merit Increases -- Status Quo Use of Vacation —Status Quo (after 6 months) 11. WORKERS Attached Proposal—9/30/99 COMPENSATION 14. DIRECT MAILING Drop TENTATIVE AGREEMENT Dated: t CONTRA COSTA CIOPNTY LABOR C ALITION LABOR COALMON - 1999 NEGOT[A11ONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 3 Presented: 06/10/99 Revised: 08/18/99 Revised: 08126199 Revised: 08130/99 CATASTROPHIC LEAVE BANK Progfam Design. , The County Human Resources Department will begin epeFaEtien-e# operate a Catastrophic Leave Bank which is designed to assist any County employee who-has exhausted all paid accruals due to a serious or catastrophic illness, injury, or condition of the employee or family member. The program establishes and maintains a Countywide bank wherein any employee who wishes to contribute may authorize that a portion of his/her accrued vacation, compensatory time, holiday compensatory time or floating holiday be deducted from those account(s) and credited to the Catastrophic Leave Bank. Employees may donate hours either to a specific eligible employee or to the bank. Upon approval, credits from the Catastrophic Leave Bank may be transferred to a requesting employee's sick leave account so that employee may remain in paid status for a longer period of time, thus partially ameliorating the financial impact of the illness, injury, or condition. Catastrophic illness or injury is defined as a critical medical condition, a long-term major physical impairment or disability which manifests Itself during employment. Operation. The plan will be administered under the direction of the Director of Human Resources. The Human Resources Department will be responsible for receiving and recording all donations of accruals and for initiating transfer of credits from the Bank to the recipient's sick leave account. Disbursement of accruals will be subject to the approval of a six (6) member committee composed of three (3) members appointed by the County Administrator and three (3) members appointed by the majority representative employee organizations. The committee shall meet as necessary to consider all requests for credits and shall make determinations as to the appropriateness of the request. and the amount of aGemals to be awaFded. The committee shall determine the amount of accruals to be awarded for em to ees whose donations are non-spec fic. 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€orm 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 d nati n eligible l is denied. afW-Q3ona i=may be made in hourly blocks with iii minimum blies donation of not less than four (4) hours from balances in the vacation, holiday, loafing holiday, compensatory time, or holiday compensatory time accounts. Fees o ele gt to d na e c IndbdLualshall v f it donation gMqftedLo-ftindividual a dn 2 ited to IbA 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 (1 20) 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. Uis Gatastr-ophir, Leave Sank pr-e@Fam is adopted on a Wielve month (42) p by eFAPIO • 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 exceot for hours do ated to a s ecific em to ee. to the event a donation is made to a specific employee and the committee determines the em to ee does not meet the Catastrophic Leave Bank criteria the donating em to ee may authorize the hours to be donated to the bank or retumed to the donor's ccount. The donatin em to ee will have fourteen 't4 calendar dayg from notifi tion submit his/her decision-regarding the status of their donation or the ho will be irrevocabl transferred to the Catasic Leave Bank Any unused hours transferred to a recipient will be returned to the Catastrophic Leave Bank. Local One—Section 16 Local 512—Section 16 Local 535 R&l+--Section 15 Lord 535 Supv—Section 15 Lord 2700—Section 15 Appralsers—Section 16 CNA—Section 15 PDOCC --Section New WCE—Section 16 TENTATIVE AGREEMENT Dated: I/ 3�- CONTRA COSTA COUNTY LABOR COALITION Pl>0GC 00 k9z LABOR COALITION -- 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 4 Presented: 09110/99 Revised: O7101199 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 p psychiatric examination by a licensed physician gr ggycholo_„c lst, and receive a report of the findings on such examination. If the examining physician or psv�chologist 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 CILIA - Section 14.5 PDOCC - Section 9.5 WCE - Section 14.5 TENTATIVE AGREEMENT Dated: /, !9'� CONTRA COSTA COUNTY LABOR COALITION i A fu zq- V V i LASOR COALITION-- 1999 NEGOTIATIONS &L EMPLOYEE ARCA ONS MANAGEMENT MPOSAL NO. 7 Presented: 09110198 HEALTH CARE SPENDING ACCOUNT (LOCAL ONE, 512, 5358&F, 2700, APPRAISERS, CNA, WCE) The County will offer regular full-time and part-time (20140 or greater) County employees the option to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a pre-determined amount of money from their paycheck not to exceed 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) , 4997, 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 $2400 J3000 per Year, ivi1 nGal`u`f i,;ar a epi ifiea i lot reimbursed by any other heatth benefits plan with before tax dollars. HCSA dollars Y/f f can be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance cannot be recovered by the employee. Local One—Section 19.1 o Loral 512 — Section 20.9 Loral 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--Section12.9 WCE—Section 18.8 TENTATIVE AGREEMENT Gated: ' CONTRA COSTA COUNTY LABOR COALITION LABOR COALITION -- 1999 NEGOTIATIONS ,ALL EMPLOYEE ORGANIZATIONS MANAGEMENT pROPOSAL NO. 9 Presented: 06/10/99 Revised: 09/30/99 Revised: 10114/99 Revised: 11/09/99 PROBATIONARY PERIOD (ALL EMPLOYEE ORGANIZATIONS EXCEPT CNA and PDOCC,) Duration. All appointments from officially promulgated employment lists for original entrance ef and promotion shall be subject to a probationary period. For original entrance appointments, the probationary T-Ws 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) SECTIO-N-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 sk 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 Masses With Probationary Period Over Six (6)1Nlne (j)-, - Months. Listed below are those classes represented by the Union which have probation periods in excess of six (6) nine (9) months for original entrance appointments and six (6) months for promotional appointments: Agricultural Biologist Trainee - one (1) year Animal Control Officer- one (1) year Apprentice Mechanic - two (2) years Deputy Probation Officer I - one (1) year Deputy Public Defender- one (1) year Family Support Collections Officer- one (1) year Probation Counselor I - one (1) year Public Service Officer- one (1) year Security Guard - one (1) year Weights & Measures Inspector Trainee - one (1) year (LOCAL #512) 21.2 Probation Periods Over Six (6)/Nine 9) Months. Classes represented by the Union which have probation periods in excess of six (6) nine (9) months for original entrance appointments and six (6) months for promotional appointments: Appraiser Aide — One (1) year Junior Appraiser-- One (1) year (LOCAL #535 RANK& FILE UNIT— Section 79.2) (LOCAL #535 SERVICE LINE SUPERVISORS UNIT-- Section 20.2) Classes-With ,tion Periods Over Six (6) Nine (9) Months. Listed below are those classes represented by the Union which have probation periods in 3 excess of 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 Perhod. 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 (1,600) hours after appointment except that in no instance will this period be less than sem) 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 AGREEIV=NT Dated: / I t CONTRA COSTA COUNTY LABOR COALITION LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLQYEE O GANIZATIONS A N O Presented: 06110199 Revised; 09/23199 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 deadlines established by the County or converting to individual conversion memberships from the County plan through the medical pian carrier, if available. 441 . Local One - Section 19 Local 512 - Section 20 Local 5358&1= -Section 18 Local 535 SUPV- Section 19 Local 2700 - Section 20 CNA- Section 18 PDOCC -Section 12 WCE -Section 18 TENTATIVE AGREEMENT Dated: _ ° 9 COUNTY COALITION LABOR COAL 71ON--'1999 NEGOTtA71ONS ALL EMPLOYEE t3RGANI TI4 S _.MA,_NAQEmENTPFt0PgMLNO.1j Presented: 06110199 Revised: 09123199 Revised: 09139199 SAMPLE LANGUAGE WORKERS' COMPENSAMN AND CONTINUING PAY Local One Workers' Compensation. A permanent non-safety employee shall continue to receive 8 the appropriate percent of regular monthly salary,�for allacee�ted claims filed before January 1. 2000. during any period of compensable temporary disability absence not to exceed one year. For all accepted claims filed with the County on or after January 1, 2000, the percentage of pay for employees entitled to Workers' Compensation shall be decreased from-88%49 87% to 86%. If Workers' Compensation becomes taxable, the County agrees to restore the eument original benefit level (140% of monthly salary) and the parties shall meet and confer with respect to funding the increased cost. A. fi d. (Excludes Leal 538 R&F/Supe) 4. Employees "o leave waFk as a r-esuft of an en 4he job injufy t beMAS 'bei is .a three Q) calendar, day waiting period before Workers' Compensation e4ads h2nefiits commend:. if the Insured worker loses any time on the day of injury„ heat,day counts as days (1) of the waiting mod. if the insured worker does not lose time on the date of iniurv. the waiting period will be the first three (3) calendar days the employee does not work as a result of the iniurv.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 monthly salary during any period of compensable temporary disability not to exceed one year. i Coalition.County and 4he Wealth GaFe "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 Medical( permanent 11nd stationary, the salary provided IR by this Section shalt terminate. :Me employee shall Fetwn to the any Gem* fuAded wage Feplac;ernent . No charge shall be made against sick leave or vacation for these salary payments. Sick leave and vacation rights shall not accrue for those periods during which continuing pay is received. salaFy parnents are made. Employees shall be entitled to a The ma)dmum pew of ones year of continuinq_pay benefits for any one injury or illness. shall be ene year fi�em. the d--ate- tempeFaFy C. Continuing pay begins at the same time that temporary Workers' Compensation benefits commence Mads and continues until either the member is declared medically permanent/stati� , onam— tempeFaFy disability ends, or until one (1) year of continuing_pay. "m the date of iFquFy, whichever comes first provided the employee m—milins In an active en to iui is autoMatically terminatedn the date an s s22araled -from seWce by reslanation, rellrement. t no looger emyloy2gby ft Counly, In s will be aid Workers' Comriensation benefits gs nes `bedby Workers' Compensation Taws. All continuing pay undue-SIA o*erg will be deared through the County Administrator's Office, Risk Management Division. (Excludes 535 R&FtSupv) 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 worts day whenever possible. This provision applies only to injuriesrllnesses that have been accepted by the County as worts related. ` Local One—Section 14.6 Local 512—Section 17 Local 535 R&F—Section 14.6 Local 535 Supv--Section 15.1 Local 2700—Section 17 Appimleere —Section 44.6 CNA—Section 14.6 PDOCC—Section 8.6 WCE—Section 14.6 TENTATIVE AGREEMENT Dated: I O 1 a`9 g COUNTY COALITION SE/4- d POOCH LA COALMON -1999 NEGOTIATIONS ALL ORGANIZATIONS UNTY COUNTER TO COALITION No. 3 JIEALTN L-FART UFE DENTAL CAFE added.^r%4fti an d life Ins, Wealth-PlaR, and the ith- An The County wit! continue to offer existing County Group Benefit Programs of medical dental and life insurance coverage through December 31, 1999 to alt permanent employees regularly scheduled to work twenty (20) or more hours per week Effective January 1, 2000. the County will offer Group Benefit Programs for medical dental and life insurance coverage to all pen nanent employees re ulady scheduled to work twenty (20) hours or more per week as described in the September 30, 1999 agreement (Attachment ) between the County and the Labor Coalition. TENTATIVE AGREEMENT Dated: CONTRA COSTA UNTY LABOR COALITION LABOR COA ON—1999 NEGOTIATIONS L< E S O COAUT110N Presented: 09124199 Revised: 09130199 TENTATIVE AGREEMENT MEDICALIDENTAL IUFE INSURANCE ADJUSTMENTS Q V9RAC-ES QFEER9D Effective January 1, 2000, the County will offer the following pians: 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 (50150) the amount of any premium increases DENTAL PLAN SUBVENTION Effective January 1, 2000, the County subvention for Dental plans Ml be as follows: Delta Dental/CCHP A IB 98% PMl Delta Care/CCHP AIB 98% Delta► Dental 78% PMl Delta Care 78% at 3 year rate guarantee Dental Only County pays all but .01 MEDICAL P NNCEME_NIS Effective January 1, 2000 benefits will be added to the medical plans as follows: f r s COIRA c upuncture No co-pay/10 visits per calendar year Outpatient Durable Medical Equipment No co-pay 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 WISER Office, Emergency Room & Rx ccs-pays Increase co-pay from $3 to $5 Diabetic Testing Supplies No Co-pay Chiropractic $15 co-pay/20 visits per calendar year Outpatient Durable Medical Equipment No co-pay .EL-TA DEWAL PLAN-ENHANCEMENTS Increase Annual Ma)dmum from $1200 per member to: $1400 1/1/2000 $1500 1/1/2001 $1600 1/1/2002 GESTIC PARTNER Domestic Partner and dependents eligible to participate in health/dental coverage contingent upon meeting eligibility and enrollment requirements. t IEE INSURANCE Effective January 1, 2000 increase coverage from $3000 to $7500 for employees enrolled in either a health and/or dental pian. HEBLTH BARE OVERSIC2H COMMIE he Committee shall continue In its current format. OPEN ENROLLMENT Open enrollment shall be held September 1 through October 15, 2000 and 2001 for coverage effective January 1, 2001 and 2002 respectively. Open enrollment for coverage effective January 1, 2005 shall be dependent on the outcome of negotiations. PLAN MODIFICATIONS It is understood that the County shall not seek to discontinue or modify any health or dental plan currently provided. However, if a provider discontinues or modifies benefits pursuant to the provider's agreement with the County, the County shall immediately, upon knowledge of this potential, meet and confer regarding replacement or proposed modification to the contract with the provider. Replaces: Local One—Attachment N Local 512--Attachment B Local 535 R&F—Attachment D Local 535 Supv—Attachment C Local 2700—Attachment E CNA—Attachment C WCE®Attachment A 7ENTATIVE AGREEMENT Dated: CONTRA C STA CO TY LABOR 0AL7 t7 4 / 1 jZA 42 t.ASORR C l�l�.�'IONUMR yyy�-'y{tr,�/9i99 N/E��GOT'IA71�ONSE Presented: 07108199 Revised: 071/9199 Revised: 07129199 S. Benefits Health Plans C. The County and the Health Care Oversight Committee, as a sub- committee of the Cou& and the Labor Coalftlon, shall seek and secure mutual!y a meable options af health lana which proVide immoved sbortabir"��"' for aarticioants. E. The r Coun an the Laborclition agme hat the " int laborlmana ement Heatth Qgre Oversight Comm ee hall nsider the 'ollgW!2g issues; 1. Improve the appointment scheduling for CCHP 2. R d oe the wait for oharmagyrde fo P 3. =and tf a portabilrt of QCRP 4. Imorpve vision care goveraae The Committee shillf re orf fts findings to the CoUnty and the Labor Coalition by no later than July 1. 2000 follgmdm mMich, u the parties will meet and confer mgardlng ogg ps LABOR COAU710N —1999 NEG0'nAT10NS CCIUNTY CtJUMR TO Ct3AL133P. Na. 3C& E page► 2 TENTATIVE AGREEMENT Dated: 11pi lq2 CONTRA COSTA COUNTY LABOR COALITION LABOR COALITION — 1999 NEGOT'IAT'IONS COQ MCO MR IQ GO MON N0, 13 Presented: 08/30199 Revised: 09123189 BILINGUAL PAY A salary differential of seventy dollars ($7 ).00) per month shall be paid incumbents of positions requiring bilingual proficiency as designated by the appointing authority and Director of Human Resources. Said differential shall be paid to eligible employees in paid status for any portion of a given month. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County. The Union shall be notified when such designations are made. Effective 4; 86 October 1. 2000, the current program differential shall be increased to a total of seven five dollars 0751 per month. Effective ctober 1, 2001, the differential shall be increased to a total of ei h dollars ($80) per month. Local One - Section 26 Local 512 -Section 27 Local 535R&F - Section 25 Local 535 SUPV- Section 26 Local 2700 - Section 27 CNA-Section 25 .ENTATWE AGREEMENT Dated: dAL,� COUNTY COALITION LABOR COALITIC — 1999 NEGOTIATIONS Presented: 99113199 SECTION 5LAS, IES ion 5.14 - Pay for-W-ork In Higher/classifiCatl2n. 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 Ze 4-f 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 t, ,dA `'.-bc o .� . ` M Local 2'700 - Section 5.15 Appraisers - Section 5.16 [ CNA - Section 5.17 PDOCC -- N/A WCE - Section 5.14 TENTATIVE AGREEMENT za Crated: ,��• `� `l' CONTRA COSTA COUNTY LABOR COALITION .t_<g'�z I Li Yl"j ZA4""3' *_A t cc �Z� LABOR COALITION - 1999 NEGOTIATIONS CO NTY COUNTER_TO COALITION NO, 6 Presented: 09/30199 GRIEVANCE PR_OCgDURE (ALL EMPLOYEE ORGANIZATIONS) ,ten 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 PD OCC -Section 15 WCE -- Section 24 TENTATIVE AGREEMENT Dated. f F i ( -2 9 CONTRA COSTA COMN LABOR COALIT N LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO, B Presented: 09/23/99 Revised: 09123/99 Revised: 09/30/99 ERGONOMICS No later than May 15, 2000, the County will submit for Coalition input revisions to Administrative Bulletin No. 426 dated April 17, 1990 and an Ergonomic Field Guide, with a goal of finalization by June 30, 2000. TENTATIVE AGREEMENT Dated. 1. 1 1 111 1qq CONTRA COSTA COU TY LABOR COALITION , f t.wA OR COALITIOP , 1989 NEGOTIAT'Ct3NS Presented: 08138/99 EMONNEL 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 m l e 's union yepresentativp. with w itt n autborigitio.0 by the emplgyee., shall also havethe dght to insogi and review any officisil rd describe ijabove. The contents of such records shall be made available to the employee and/or the em llooy 's union representative, for inspection and review at reasonable intervals during the regular business hours of the County. TENTATIVE AGREEMENT Dated: 11 CONTRA COSTA 7NTY LABOR COAL I ION LABOR COALITION - 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 14 If Senate Bill No. 172, regarding inspection of personnel records by employees, is signed Into law by the Governor, the Director of Human Resources agrees to send a letter to Departments advising of the statutory requirements and the County's obligation to comply. TENTATIVE AGREEMENT Dated:„I It I I J-9- 4) CONTRA COSTA COUNTY COALITION LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TD COALITION NO. 3 Presented. 9/30/99 SICK LEAVE (ALL EMPLOYEE ORGANIZATIONS) Policia 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 dgmestic 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 CONTRA COSTA COUNTY LABOR COALITION DEC-01-1999 13:04 EMFLUYM_N I&HUMHN !zWtO i 1 bi�J4 r .e;e Centra Costa County EmDl' yment -- Human Services John B. Cullen' llirector J. Mr. Jim Hicks, B1siness Agent December 1, 1999 AFS CME L.o c a l 2700, 1000 Court Street Martinez',, Califognia 94553 (n partnr.�chi1� Wil the Dear Jim, I r.nnvnunity, Over the years, -we have directly discussed the . wepntvide desirability 'of ; structuring promotional career ladder opportunities for clerical staff in the Employment and scz�iccs Human Services Department . I want to reaffirm that commitment to you. that SU port wrid protect There are several avenues that have been specifically. � i designed for Clerical promotions within Department job ad,ttt , specifications and processes . opportunities exist for transfer without examination to Eligibility Worker I, :hale rent, and promotion to Social Service Program Assistant from Ch .ldrens Services Clerical Specialist . via those two £:�niilic�s, processes, Depaitment Clerks have access to the and tt,t, eldrTly, Eligibility Series, Social Worker, and ultimately Social Casework Assistant and and Social Casework Specialist, ,,,d prr,7ritfte and beyond. fih� minimum qualifications for some :of those classes e;iable Clerks to bridge into the entry personal classes and progress with additional experience and, in some cases, further education. Over the years, numbers responsibility• of clerks have successfully furthered their careers indeprritlr;ric.t: ayfCt within the Depa tment and County by utilizing these and other promotional opportunities . SCti-5UC�1Ct�'I1C.�r, In the next year we anticipate continued hiring in the Eligibility Worker I class, and for Social Service Program Assistapt. As you know, we periodically' offer transfer opportunities into the Eligibility Worker I class, • for entry into a training induction class. We will plan to continue to offer some slots for upcoming classes to C1e4s for transfer without examination, as well as hiring from the eligible list . In past years, Clerks :have successfully entered into the Eligibility series ' both from the list and from the transfer process, and we ;plan for that to continue. 40 Douglas Drive Martinez, CA 94553 (925) 313-1500 Fax (925) 313-1575 `'�'. Utl,-4�1.-1y�� l.S�b� C.I'IrLUYi•itfvi�nui`twfv 5trc� l�.tt 5th �1J 1o�u r.rJ,� i i i v � ; All staff have opportunities to further education via training reimbuisement as well as educational leaves . The Department continues to support that process, and we strongly believ! that promotions and career growth from within contributes strongly to a viable organization. T hope we can continue to work together to encourage and enhance appropriate opportunities for clerical staff 'to continde and grgw and progress within the organization. I I Sincerely, John Cullen Director I i I i i I i i i i I I i I i I , r I i t I ' TOTAL P.03 COUNTER TO U' 7N PROPOSAL NO. 1.G/H AFSCME LOCAL 2700 1999 NEGOTIATIONS Presented: 10/21/99 CLERICAL DEEP CLASS Specialist LevelLLevel D)D): Incumbents assigned to t,� level function as either 1) administrative, data services. legal, or personnel specialists where work is of a highly technical nature and performed with a great degree of independence; or 21act as lead personnel over a work group consisting entirely or predominantly of senior level clerks performing work which requires specialized knowledge and skills. In addition, the parties agree to the following: 1. To accept the revised definition of complexity at the degree 4 level of the Clerk Deep Class as stated in Attachment A; 2. To accept the revised sample tasks at the degree 4 level as described in Attachment A; and 3. That the definition of complexity in degree 1 through 3 of the Clerk Deep Class along with the sample tasks be revised to conform with the format used at the degree 4 level. TENTATIVE AGREEMENT DATE: "- ' CONTRA COSTA COU CME LOC 27 Attachment A Definition of Complexity: Developing and Applying a comprehensive and thorough knowledge of complex procedures and practices possibly of a technical nature associated with a particular work station. Ability to apply a specialized knowledge to work processes and situations which require discretion and judgment as to proper disposition. Extended knowledge does not mean merely an increased work volume but covers the nature, number, variety, and intricacy of tasks, steps, processes, and methods involved in the work performed. Degree 4. In addition to the ability to complete all activities described in the above levels, work at this level requires independence in performing the following tasks: • Identifying, planning and initiating work which requires advanced knowledge of departmental objectives, functions, activities, and processes • Ability to complete complex assignments which involve a variety of intricate steps, processes, and methods • Ability to complete work with a high degree of accuracy, care, precision, and skill • Planning and implementing of procedures • Development of work performance standards • Ability to interpret and apply policy and precedent to a variety of situations • Ability to identify and solve difficult and/or unusual problems • Ability to serve as a reference source for internal departmental purposes as well as providing information externally to other employees, departments, clients, and the general public COUNTER TO 6-.14ION PROPOSAL NO. 1`I AFSCME LOCAL 2700 1999 NEGOTIATIONS Presented: 10/21199 Effective October 1 , 1999, the salary of Medical Transcriber (JWD9) shall receive an increase in base pay of 5.4% TENTATIVE AGREEMENT DATE: ;7l CONTRA COSTA CO TY L27 0 Contra Human Resources osta =! Department - Administration Bldg. County l�/ 651 mine Street,Third Floor Martinez, California 94553-1292 (925) 335-1770 Leslie T. Knight Director of Human Resources October 21, 1999 Jim Hicks, Business Agent CCC APPRAISERS' ASSN. 1000 Court Street Martinez, CA 94553 Dear Mr. Hicks: This confirms that the County agrees to study the Clerk-Senior Level positions at the Service Integration Team (SIT) offices at Bay Point and North Richmond by March 31, 2000. Should the study conclude that the positions warrant upgrade to Clerk-Specialist, the effective date of the upgrades will be October 1, 1999. Sincerely, Leslie Knight Director of Human Resources cc: Eileen Bitten, Assistant Director of Human Resources Kathy Ito, Labor Relations Manager WILLIAM S. WALKIK. M. d. MI&ATwi satvKts 011twowt 2Si01>1rYttW1d Ds#w.43tstit 1?A MW*VM C91 CONTRA COS i A � X(925) 3 ��(5+25)335446sa��rs HEALTH SERVICES October 20, 1999 Jim Hicks,Business Agent AFSCME Local 2700 1000 Court Street Martinez, CA 94553 RE: Laboratory Coats Dear Mr. Hicks: This letter is to confirm the Department's commitment to provide three laboratory coats to clerks in the Medical Records Unit. It will be the employee's responsibility to maintain the coats. We anticipate implementation of this change by February 1, 2000. If you have any questions,please call me at 335-8858. Sincerely, Lee Ann Adams HSD Human Resources Manager • Cow*Cam C subsWa abuse • Cowan Costa meftm sew as * Cann Cosa#avira~waf HUM • Cow Coda Neth+Am • R Cam Cosa Kwonlas mootut>rTaQt ift •Can"Costa W*mw NulA . CWwdtt Cats h6k Nuhn • C&*1 COsU Aeyior�si Wadial CLOW • Contra Cann No*[antes COUNTER TO'vNION PROPOSAL NO. 9 AFSCME LOCAL 2700 1999 NEGOTIATIONS Presented: 08/31/99 SECTION 51 — STUDIES/PROJECTS/COMMITTEES 51.7 Evaluations. The Human Resources Department and County Training Institute agree to meet with County departments to review their evaluation processes and assist in the development/revision of job related criteria. The County agrees to meet with the Union to review results and proposed changes to the evaluation form or processes as a result of this review. Any such changes to the evaluation form or process in a department will be by mutual agreements between the department and the Union. This process will begin no later than one hundred twenty (120) days after the MOU has been approved by the Board of Supervisors and completed by July 1, 2000 or as soon thereafter as practicable. TENTATIVE AGREEMENT DATE: CONTRA COSTA COUN AFSCME L Al- 2700 r Cor�tra - -�- .,f. Human Resources Costai Department Administration Bldg. County - 651 Pine Street,Third Floor Martinez, California 94553-1292 (925) 335-1770 DATE: Leslie T Knight Director of Human Resources TO: To All County Department Heads FROM: b,eslie t, Director of Human Resources SUBJECT: Processing of Clerical Deep Class Reassignments During the recent negotiations with AFSCME Focal 2700, the County committed to the implementation of a new policy and procedure for the processing of requests for reassignments in the Cleric Deep Class. Effective January 1, 2000, approved reassignments between levels in the deep class of Clerk will be effective the first of the month in which all the computed forms and required documentation are received in the Human Resources Department. In order to honor our commitments and to provide service to our employees, I am requesting the cooperation of each County department on this subject. We encourage you to submit all departmentally approved requests for clerical deep class reassignments to the Human Resource Department (accompanied by all required documentation) within ninety (90) days after receipt of the employee's request. If this timeline cannot be met, I request that the employee be notified and provided with an anticipated completion date. Thank you for your assistance and cooperation in this matter. cc: Administrative Services Officers Departmental Personnel Officers Personnel Services Unit Staff O�ltr' Human Resources Costa � * Department o' i�{� J , � Administration Bldg, It L�/ 651 Pine Street,Third Floor Martinez, California 94553-1292 October 20, 1999 (925) 335-1770 Leslie T,Knight Director of Human Resources Jim Hicks, Business Agent AFSCME, Local 2700 1000 Court Street Martinez, CA 94553 Re: Clerical Deep Class Reassignment Dear Mr. Hicks: This is to confirm the Human Resource Department's commitment to implement a new procedure regarding requests for reassignment in the Clerk Deep Class. Effective January 1, 2000, an approved reassignment will be effective the first of the month in which it is received by the Human Resources Department. Sincerely, Leslie T. Knight Director of Human Resources LTK.:dr cc: Eileen Bitten, Assistant Director of Human Resources Kathy Ito, Labor Relations Manager COUNTER TO UNION PROPOSAL NO. 16 AFSCME LOCAL 2700 1999 NEGOTIATIONS Presented: 10/21/99 SECTION 4 — SHOP STEWARDSI FFICIAL REPRESENTATIVES 4.3 Release Time for Training. The County shall provide the Union a maximum of 249 320 total hours per year of release time for union designated stewards or officer to attend union-sponsored training programs. Bequests for release time shall be provided in writing to the Department and County Human Resources 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. TENTATIVE ACRE MENT DATE: CONTRA CO TA CO N Y 2700. COUNTER TO I ":ION PROPOSAL NO. 1. J AFSCME LOCAL 2700 1999 NEGOTIATIONS The parties agree that effective October 1 , 2000, the fifth step of the salary range for Experienced Level Clerks and Experienced Level Account Clerks shall be increased by one percent (1%). Effective October 1, 2001, the fifth step of the salary range for Experienced Level Clerks and Experienced Level Account Clerks shall be increased by one percent (1%). TENTATIVE AGREEMENT DATE: CONTRA COSTA COUNTY CME CAL 700 COUNTER TO UNION PROPOSAL NO. 2 AFSCME LOCAL 2700 1999 NEGOTIATIONS Presented: 08/31/99 SECTION 22 — PROMOTION 22.8 Release Time for Examinations. Permanent employees shall be granted release time from work without loss of pay to take County PFOFnetien examinations or take interviews for a County PFeFn9ti9Rat position provided the employee gives the Department sufficient notice of the need for time off. DATE: 7 ' t CONTRA COSTA COUNTY AI=SCME LOCAL 2700 4 t.ABOR COAU7104—1999 NEGO11ATtONS -COUNTy c Presented: 09130199 IE.,MP EMPLOYEES (LOCAL ONE, LOCAL. 535 AND LOCAL 2700 ONLY) Upon receipt of a request by the Union, the Human Resources Department agrees to meet to discuss the issues related to continuous testing and the frequency of such testing regarding specific classifications. Effective January 1, 2000, the County shall provide quarterly reports regarding temporary employees which include the following information: employee name, classification, department, mail drop I.D., and number of hours worked in all classifications and departments on a calendar year-to-date basis. Local 2700-Section 54 Local One-Section 53 Local 535 R&F®Section 50 TENTATIVE AGREEMENT Dated: CO TRA C STA NTY LABOR CtOAL(T tON ITEC-01-1995 10~29 HNUbHI IUN HjMINtZDlKHI tutu 144VI r.W'LIW , Probation De�yaftent Courdy .s�� Y �'`y�+'��►�t1 � C�r�nty Probation Officer Adminiatrativo Offices 4�'.`+�'t„�sta 50 Douglas Drive, Suite 201 County Martinez,Califomia 94553.8500 (926)313-4180 FAX(925)313.4191 +a ' October 23, 1999 Jim Hicks, Business Agent AFSCME,Local no 2700 1000 Court Street Martinez, Ca 44553 Re: 1999 Negotiations Upgrade of Juvenile Ball Sierra Clerks Dear Jim, Within 90 days of the signing of the Memorandum of Understanding between Local 2740 and Contra Costa County the Probation Department will request to upgrade the positions of the clerks assigned to the Sierra section of the Juvenile Hall from Experienced Level (B)to the Senior Level (C). ncerely, .- Antho y J. assiotto Proba anager Cc. Labor Relations Human Resources LASOR COALM -- 1999 NEGOTIATIONS 4 —SCOP9 OF AraREEMENT.& SEPARABILITY S 54.4 Duration of,-Agreement. This Agreement shall continue in full force and effect from October 1, 4 , to and including September 30, . Said Agreement shall automatically renew from year to year thereafter unless either party gives written notice to the ether prior to sixty (60) days from the aforesaid termination date, of its intention to amend, modify or terminate the agreement. Local One - Section 54.4 CNA- Section 57.4 PDOCC - Section 33.4 WCE - Section 46.4 Local 535 R&F - New Section 54.4 Local 535 SUP - New Section 54.4 Local 512 - Section 55 Local 2700 - Section 56 TENTATIVE AGREEMENT Dated: ---- CONTRA COSTA CO TY LABOR COALfTION r PZ>4X:C,