HomeMy WebLinkAboutRESOLUTIONS - 12052006 - 2006-765 TO: BOARD OF SUPERVISORS
CONTRA
FROM: Lori Gentles, Assistant County Administrator- COSTA
Director of Human Resources ,'; � ,
� ;...�.. . ,o
DATE: December 5, 2006 �'''�a co
COUNTY{oKN .
SUBJECT: Amending Memorandum of Understanding with the
Public Employees Union, Local One for October 1, 2005
through September 30, 2008
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATION:
ADOPT the attached Resolution No. 2006/af amending the Memorandum of Understanding
between Contra Costa County and the Public Employees Union, Local One, adopted by the Board of
Supervisors on October 31, 2006 Resolution No. 2006/630, in part, to correct
Section 5.1 Salaries — corrected titles
Section 58.1.D - Weights & Measures Division — Department of Agriculture
Section 58.5.F — Engineering Unit
Section 58.11.0 — Probation
CONTINUED ON ATTACHMENT: ✓YES SIGNATURE:
_RECOMMENDATION OF COUNTY ADMINISTRATOR _RECOMMENDATION OF BOARD COMMITTEE
APPROVE _OTHER
SIGNATURES : -4, (�
ACTION OF BO )DN J / APPROVED AS RECOMMENDED OTHER
i
VOT OF SUPERVISORS
I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT
_U ANIMOUS(ABSENT ) COPY OF AN ACTION TAKEN AND ENTERED ON THE
AYES: NOES: MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE
ABSENT: ABSTAIN: SHOWN.
um5s-eJm�1(a ( fru
Orig.Dept: Human xtesour�epartment ATTESTED
cc: County Administrator JOHN B.CULLEN,CLERK OF THE BOARD OF
County Counsel SUPERVISORS AND COUNTY ADMINISTRATOR
Auditor-Controller
Public Employees Union,Local One
BY DEPUTY
M382(10/88)
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on December 5, 2006 by
the following vote:
AYES:
NOES:
ABSENT: Off,
ABSTAIN:
SUBJECT: AMEND the Memorandum of } RESOLUTION NO. 2006/ 76-5-
Understanding with Public Employees )
Union, Local One )
BE IT RESOLVED that the Board of Supervisors of Contra Costa County AMEND the
Memorandum of Understanding (MOU) (copy attached and included as part of this document)
between Contra Costa County and Public Employees Union, Local One, adopted on October
31, 2006 Resolution No. 2006/630, in part, to correct:
Section 5.1 Salaries — corrected titles
Section 58.1.D - Weights & Measures Division — Department of Agriculture
Section 58.5.E — Engineering Unit
Section 58.11.0 — Probation
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.
Orig.Dept: Human Resources Department ^y� , r���
cc: County Administrator ATTESTED f X /t f r) `y o
County Counsel JOHN B.CULLEN,CLERK OF THE BOARD OF
Auditor-Controller �) SUPERVISORS AND COUNTY ADMINISTRATOR
Public Employees Union, Local One BY
.DEPUTY
RESOLUTION NO. 2006/
SECTION 5 - SALARIES
responsible for determining that the attendance of the particular employee(s) is
required, including meetings of the Board of Supervisors and Retirement Board
where items which are within the scope of representation and involving Local No.
1 are to be discussed.
f. Shop stewards and union officials shall advise, as far in advance as possible,
their immediate supervisor, or his/her designee, of their intent to engage in union
business. All arrangements for release time shall include the location, the
estimated time needed and the general nature of the union business involved
(e.g. grievance meeting, Skelly hearing).
4.2 Union-Sponsored Training Programs. The County shall provide a maximum of
three hundred twenty (320) 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.
4.3 Union Representatives. Official representatives of the Union shall be allowed
time off on County time for meetings during regular working hours when formally meeting and
conferring in good faith or consulting with the Labor Relations Manager or other management
representatives on matters within the scope of representation, provided that the number of such
representatives shall not exceed the below specified limits without prior approval of the Labor
Relations Officer, and that advance arrangements for the time away from the work station or
assignment are made with the appropriate Department Head.
Agriculture and Animal Services 2
Attendant-LVN-Aide 2
Building Trades 2
Deputy Public Defenders 1
Engineering 2
Family and Children's Services 2
General Services and Maintenance 6
Health Services 5
Investigative 2
Library 2
Probation 2
SECTION 5 -SALARIES
5.1 General Wage Increases.
A. Cost of Living Adiustment. Effective on the dates indicated, each represented
classification shall be increased as indicated.
July 1, 2007: 2% increase
July 1, 2008: 2% increase
Employees designated as safety employees (for retirement purposes) will receive the following
wage increases:
October 1, 2002: 5.0% (less a 2.25% deduction for retirement benefits)
A r s1r% of — g - 2005-2008 MOU
SECTION 5 - SALARIES
October 1, 2003: 5.0% (less a 2.25% deduction for retirement benefits)
October 1, 2004: 5.0% (less a 2.25% deduction for retirement benefits)
October 1, 2005: 5.0% (less a 2.25% deduction for retirement benefits)
Employees who did not receive a negotiated wage increase during FY 05/06 and were employed
on January 1, 2006 and are currently employed upon adoption of the MOU by the Board of
Supervisors, will receive a one time payment of $1500 prorated for permanent part-time,
permanent intermittent, and temporary employees. The proration will be based on $.72/hour for
each straight time hour worked or in paid status during the period July 1, 2005 to June 30, 2006.
Payment of this one-time lump sum payment will be made on the November 10, 2006 paycheck.
B. Longevity Pav. Effective July 1, 2008, employees at ten (10) years of County
service shall receive a two and one-half percent (2.5%) longevity pay differential.
C. Special Equity Adjustments. In addition to the increases noted above in A, the
classes listed below shall be received the following increased on the dates
indicated by the percentages indicated:
Class Percent Date
Building Inspector I & II 5.0 111/07
Building Plan Checker I & II 5.0 1/1/07
Cardiology Technician I & I! 1.0 7/1106
Clinical Psychologist 1.0 7/1/07 &
2.14 711/08
Deputy Public Defender II, III, IV 2.5 7/1/06 &
2.5 7/1/07
Environmental Health Specialist Trainee 5.0 7/1/06
Environmental Health Specialist I & II 5.0 711/06
Forensic Toxicologist I, II, III 2.5 7/1106
2.5 7/1107 &
2.0 7/1/08
Grading Inspector I & II 5.0 1/1/07
Laboratory Technician 1.0 7/1/06
Lead Painter 1.9 711/06
Lead Carpenter 1.9 7/1/06
Lead Electronic Systems Specialist 4.4 7/1/06
Lead Stationary Engineer 5.0 4/1/07
Mental Health Clinical Specialist 1.0 7/1/07 &
(Licensed & unlicensed) 2.14 7/1/08
Mental Health Specialist I & II 1.0 7/1107 &
2.14 7/1/08
Occupational Therapist I & II 7.0 711/06
Pharmacist I & II 3.0 711106 &
1.0 7/1107
Physical Therapist I & II 7.0 7/1/06
Public Defender Investigator I & II 5.0 7/1/06 &
5.0 7/1/07
Resp. Care Practitioner I & II 1.0 7/1/06
Senior Building Inspector 5.0 1/1/07
Senior Grading Inspector 5.0 1/1/07
Senior Building Pian Checker 5.0 111/07
Senior Radiologic Technologist 1.0 7/1106
Stationary Engineer 5.0 411/07
^^ A "^ 4 - in - 2005-2008 MOU
SECTION 5 - SALARIES
Stationary Engineer-System Spec. I & If 5.0 4/1/07
Sterile Processing & Distribution Technician 1.0 711/06
Surgical Technologist 1.0 7/1/06
Ultrasound Technologist I & II 1.0 7/1/06
The County agrees to perform an independent classification and compensation study on the
position of Weatherization Home Repair Specialist by 12/31/06. The County will implement the
recommendation of the independent study.
5.3 Entrance Salary. Except as otherwise permitted in deep class resolutions, new
employees shall generally be appointed at the minimum step of the salary range established for
the particular class of position to which the appointment is made. However, the appointing
authority may fill a particular position at a step above the minimum of the range if mutually
agreeable guidelines have been developed in advance or the Human Resources Director offers
to meet confer with the Union on a case by case basis each time prior to formalizing the
appointment.
5.4 Anniversary Dates. Except as may otherwise be provided for in deep class
resolutions, anniversary dates will be set as follows:
a. New Employees. The anniversary date of a new employee is the first day of the
calendar month after the calendar month when the employee successfully
completes six (6) months service provided however, if an employee began work
on the first regularly scheduled workday of the month the anniversary date is the
first day of the calendar month when the employee successfully completes six (6)
months service.
b. Promotions. The anniversary date of a promoted employee is determined as for a
new employee in Subsection 5.4.a above.
C. Demotions. The anniversary of a demoted employee is the first day of the
calendar month after the calendar month when the demotion was effective.
d. Transfer. Reallocation & Reclassification. The anniversary date of an employee
who is transferred to another position or one whose position has been reallocated
or reclassified to a class allocated to the same salary range or to a salary range
which is within five percent (5%) of the top step of the previous classification,
remains unchanged. .
e. Reemployments. The anniversary of an employee appointed from a
reemployment list to the first step of the applicable salary range and not required
to serve a probation period is determined in the same way as the anniversary
date is determined for a new employee who is appointed the same date,
classification and step and who then successfully completes the required
probationary period.
f. Notwithstanding other provisions of this Section 5, the anniversary of an
employee who is appointed to a classified position from outside the County's
merit system at a rate above the minimum salary for the employee's new class, or
who is transferred from another governmental entity to this County's merit system,
is one (1) year from the first day of the calendar month after the calendar month
when the employee was appointed or transferred; provided however, when the
appointment or transfer is effective on the employee's first regularly scheduled
LOCAL NO. 1 - 11 - 2005-2008 MOU
SECTION 58 - UNIT ITEMS
58.1 - Agriculture -Animal Services Unit
Agricultural Personnel
A. The Safety Committee for the Department of Agriculture will remain in effect and will
continue to be constituted as follows: One (1) Agricultural Biologist and one (1) Pest
Detection Specialist and appropriate management representatives.
B. Permanent employees in the classifications of Agricultural Biologist 11, Agricultural
Biologist III, and Weights & Measures Inspector III who possess a valid certificate as a
Deputy Agricultural Commissioner shall receive a salary differential of three and one-half
percent (3 '/z%) of base pay.
C. In recognition of the fact that they work full-time for a significant portion of each year,
Permanent-Intermittent employees in the class of Pest Detection Specialist-Project
(B9W1) shall be paid for eight (8) hours on any recognized County holiday that occurs in
a month where they are in a pay status for eight (8) hours on each work day in that
month. In those months in which the employees are continuously employed, both at the
beginning and the end of the month, but are not in a pay status for eight (8) hours on
each work day, they shall be paid a pro rata share of the eight (8) hours holiday pay
based on the portion of the work hours in the month that they were in a pay status.
Weights & Measures Division - Department of Agriculture
A. The Safety Committee shall consist of one (1) Weights & Measures Inspector and
appropriate management representatives.
B. As circumstances dictate, these this committee and the Agriculture Safety Committee
may meet jointly to discuss safety problems of mutual interest.
C. Permanent employees in the classification of Weights & Measures Inspector 11, Weights
& Measures Inspector III and Agricultural Biologist/Weights & Measures Inspector III who
possess a valid certificate as a Deputy Sealer of Weights and Measures, shall receive a
salary differential of three and one-half percent(3 'Y:%) of base pay.
D. One (1) employee, as designated by the Department in the classification of Weights &
Measures III shall receive a two and one-half percent (2.5%) differential of base pay for
operating specialized large capacity inspection equipment. A Class "A" California
Driver's license with a Hazardous Materials Endorsement is required for this position.
Animal Services Personnel
A. Letters of commendation received by the Department shall be placed in the individual
employee file.
B. Duffel Bag. The Animal Services Department agrees to provide all Animal Services
Officers with a duffel/equipment bag for equipment. These bags will be the property of
the Animal Services Department and labeled as such.
C. Uniforms. The uniform allowance for employees in the classification of Animal Services
Officer and Animal Services Sergeant shall be $800.00 per year. Uniforms must be
maintained at a standard acceptable to the department. If an increase in the uniform
allowance is subsequently approved for Deputy Sheriffs, Animal Services Officers and
i nrel Nn
_ 80 - 2005-2008 MOU
58.5 - Engineering Unit
contribution and he/she must requalify for the contribution by again satisfying the above
listed criteria.
L. The Public Defender may grant a two and one-half percent (2.5%) performance step for
incumbents in the class of Deputy Public Defender IV. Effective January 1, 2007, the
Public Defender may grant an additional two and one-half percent (2.5%) performance
step.
1. Employee must be at top merit step of the salary range.
2. Award must be based on an annual evaluation of work performance.
3. Will be awarded on January 15t of each year.
4. Shall remain in effect for twelve (12) months from the date performance pay is
granted. May be renewed in increments of twelve (12) months at the Public
Defender's discretion.
5. May be rescinded effective the first of any month based on an evaluation of
performance.
The Public Defender shall provide to the Department staff by January 3155 of each year
the names of employees who have been awarded performance pay.
M. Public Defender Investigators. Benefits under Section 58.4 — Deputy Public Defenders
Unit that are applicable to Public Defender Investigator I and II shall be listed below:
Commencing October 1, 1999, the County shall reimburse each Public Defender
Investigator up to a maximum of two hundred fifty dollars ($250) each fiscal year for the
following types of expenses: membership dues in investigation/legal/professional
associations; purchase of investigationAegal publications; and training travel costs for
educational courses related to the duties of a Public Defender Investigator; and software
and hardware from a standardized County approved list or with Department Head
approval, provided each Public Defender Investigator complies with the provisions of the
Computer Use and Security Policy adopted by the Board of Supervisors.
Any unused accrual may be carried forward to the next fiscal year up to three hundred
seventy five dollars ($375).
N. County and Union agree that during the term of this MOU, the Public
Defender classification series shall have salary ranges that are the same as the
appropriate salary levels of the Deputy District Attorney's classification series. This does
not apply to the Deputy Public Defender special assignment classification. If during the
term of this MOU, the Deputy District Attorneys enter into a MOU which includes any new
benefits and/or changes to existing benefits, the County agrees to extend those new
benefits and/or changes to existing benefits to the Deputy Public Defenders.
58.5 - Engineering Unit
A. The Public Works Department will continue a one-half ('/z) hour lunch period for all
employees in the classification of Junior Drafter and Senior Drafter. Management will
determine the time of the lunch period and the starting and quitting times for each
employee. Crucial to the continuance of the one-half ('/2) hour lunch period will be the
impact on service to the public.
LOCAL NO. 1 - 93 - 2005-2008 MOU
58.6 - Family and Children's Service Unit
The existing system of one-half ('/Z) hour lunch periods in the Assessor's Department will
be continued.
B. Employees in the classifications of Grading Technicians and Senior Grading Technicians
shall be reimbursed for the actual cost of rain gear up to a maximum of thirty-five dollars
($35.00).
C. The Public Works Department and the Assessor's Office shall continue a flexible forty
(40) hour work week for Junior Drafter and Senior Drafter.
D. 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.
E. Employees in the Real Property Agent or Auditor-Appraiser classification series shall be
eligible for reimbursement of membership dues for a bona fide professional organization
related to their classification and duties (e.g. International Right of Way Association,
Building Owners Management Association, Society of Auditors and Appraisers).
Appropriateness of the professional organization and applicability of membership shall
be subject to approval by the Department. The amount of the reimbursement shall not
exceed one hundred and fifty dollars ($150.00) annually.
F. Educational Incentive. Effective January 1, 2007, employees in the classifications of
Auditor-Appraiser I (DRWB), Auditor-Appraiser II (DRVA), and Senior Auditor-Appraiser
(DRTA), will be entitled to a salary differential of two and one-half percent (2.5%) of base
pay or a minimum of fifty dollars ($50) per month, whichever is greater, for possession of
a certification for educational achievement from at least one of the following:
a. American Institute of Real Estate Appraisers-Residential Member (RM)
designation;
b. State Board of Equalization-Advanced Appraiser certification;
C. International Association of Assessing Officers - Residential Evaluation Specialist
(RES);
d. Society of Auditor Appraisers - Master Auditor-Appraiser (MAA) designation;
e. Society of Real Estate Appraisers - Senior Residential Appraiser (SRA)
designation;
f. Any other certification approved by the County Assessor and the Director of
Human Resources.
58.6 - Family and Children's Service 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.
10CAL NO. 1 - 94 - 2005-2008 MOU
58.11 - Probation Unit
r...
The selection and assignment of Probation Counselors in accordance with the above
criteria is not grievable.
K. Title Change. The class titles of Group Counselor t, it and Ill shall be Probation
Counselor I, II and III respectively.
L. Posting of Vacant Positions. If a vacant position in a juvenile institution is not posted
within thirty (30) days, a notice of the reasons why not shall be posted.
When a vacancy occurs within a Probation Counselor Unit (Diablo, Sierra, Orin Allen
Youth Rehabilitation Facility, Chris Adams Girls Treatment Center, Summit Center for
Boys, Home Supervision, Diversion), that vacancy (shift schedule) will be offered to the
Probation Counselors within that unit prior to being posted Department wide. If three (3)
or more people apply for the vacant position from within the unit, only the three (3) most
senior employees will be considered. If less than three (3) people apply for the vacant
position, the hiring manager may post the vacancy throughout the Department in order to
have three (3) employees from whom to choose. If, after posting the vacancy there are
still less than three (3) employees, the institutional manager is entitled to add names from
the eligible list to have three (3) people from whom to choose.
M. Pregnancy Limited Duty. Once an employee has been granted limited duty status for
maternity reasons by the County, such employee may, with specific medical verification,
request and receive reassignment to a work location which shall not require the
employee to have a physical presence during the term of the pregnancy on any living unit
at juvenile hall.
N. Seniority for layoffs, pursuant to Section 11 — Workforce
Reduction/Layoff/Reassignment, and Section 22.6 Reassignment Due to Layoff or
Displacement, shall be based on series seniority rather than classification seniority.
The Probation Counselor series includes Probation Counselor I, Probation Counselor II,
and Probation Counselor III. The Deputy Probation Officer series includes Deputy
Probation Officer I, Deputy Probation Officer II, and Deputy Probation Officer III.
An employee's seniority within a series for layoff, displacement and reassignment
purposes under Section 22.6 shall be determined by adding the employee's length of
service in the particular series in which the employee currently holds a position, to the
employee's length of service in other classes at the same or higher salary levels as
determined by the salary schedule in effect at the time of the layoff.
O. Permanent full-time, permanent part-time and permanent intermittent Probation
Counselors will have the option to select pay or compensatory time for overtime worked
on a weekly basis based on a Monday through Sunday workweek. Eligible permanent
full-time, permanent part-time and permanent intermittent Probation Counselors who
work overtime during a particular workweek will select "money" or "time" on their first
Absence/Overtime Request (AOR) for that workweek. All overtime worked during that
workweek will then be based on that initial selection for the remainder of the workweek.
Permanent full-time, permanent part-time and permanent intermittent Probation
Counselors may change the selection from "money"to 'time" and vice versa on a weekly
workweek basis. Probation Counselors employed on a temporary/extra help basis will not
have this option. Probation Counselors employed on a temporary/extra help basis will be
compensated with overtime pay.
I nroIL NO. 1 - 113 - 2005-2008 MOU