HomeMy WebLinkAboutMINUTES - 05141985 - 1.37 �-03 i
•. THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on
May 14 1985 , by the following vote:
AYES: Supervisors Powers , McPeak, Schroder , Torlakson, Fandeu
NOES: None.
ABSENT: None.
ABSTAIN: None.
SUBJECT: In th-e Matter of Implementation
of the Account Clerk Deep Class RESOLUTION 85/ 235
F F
1. THE BOARD OF SUPERVISORS, having inacted Resolution No.' 83/1 relating to the
establishment of deep classes and related compensation and .terms and conditions of
employment of individuals therein employed, and Section 20 (Deep Classes) of the County.
Salary Regulations, hereby establishes the terms and conditions of employment applicable
to the Account Clerk deep class, herein after called Account Clerk.
2. Compensation in the deep class of Account Clerk shall be based upon the
following salary schedules:
PI/Temp.
Step Monthly Rate Hourly @ 1.05
Level C - Advanced 5 1788 10.83
C5-1175 4 1703 10.32
3 1622 9.82
2 1545 9.36
1 1471 8.91
Level B - Experienced 5 1626 9.85
C5-1080 4 1549 9.38
3 1475 8.93
2 1405 8.31
1 1338 8. 10
Level A - Beginning 5 1448 8.77
C5-0964 4 1379 8.35
3 1313 7.96
2 1251 7.58
1 1191 7.22
Beginning Level — Step Al is the minimum and step A5 is the maximum base
salary for positions allocated at the Beginning Level .
Experienced Level - B1 is the minimum and step B5 is the maximum base salary
for positions allocated to the Experienced' Level .
Advanced Level - C1 is the minimum and step C5 is the maximum base salary for
positions allocated to the Advanced Level.
3. Initial Appointments to This Class: For purpose of initial appointment to
this class, the appointing authority may appoint an Account Clerk at any step of the
salary range appropriate for the responsibility level 'of the position being filled and
the appointee's qualifying education and relevant experience.
4. Reemployment in the Class: An employee who terminates service with the County :t{
in good standing as an Account Clerk or who has received reemployment privileges in any
of the classes which are reallocated to the Account Clerk deep class and is subsequently
appointed from a reemployment list as an Account Clerk within two years from the date of
termination may be appointed at any step as long as the salary step is appropriate for
the duties and responsibilities of the position to be filled as documented by the appoint-
ing authority. in accordance with the classification specification.
0rig. Dept. : Personnel (2)
cc: (Heyne)
Auditor-Controller
County Administrator
RESOLUTION NO. 85/235
5. Definition of Terms:
a. Reassignment means the movement of an employee from one work level to
` another work level assignment within the Account Clerk deep classwithin a single
department or from one position to another position within the Account Clerk deep
class, regardless of level , within a single department.
b. Transfer means any of the following: 1) the movement of an employee from
a position within the Account Clerk deep class in one department to another position
in the Account Clerk deep class, regardless of level , in a different department;
2) the movement of an employee from another class to the Account Clerk deep class
if both the top and bottom steps (i.e. the whole salary range) of the employee's
current class is totally within the parameters of the Account Clerk salary range
, (anywhere between steps Al and C5 or the Account Clerk salary range is totally with-
in the parameters of the class being transferred from, or alternatively as provided-
for in Section 1004 of the Personnel Management Regulations and Item 'T' of the
County' s current Memorandum of Understanding with AFSCME, Local 2700; 3) the move-
ment of an employee from the Account Clerk deep class to another'class if the salary
range of the class being transferred to is totally within the parameters of the
Account Clerk salary range or if Account Clerk is totally within the parameters .of
the salary range of the class being transferred to, or alternatively as provided
for in Section 1004 of the Personnel Management Regulations and Item 'T' of the
County' s current Memorandum of Understanding with AFSCME; Local 2700.
c. Promotion means the movement of an employee from another class to Account
Clerk if the top base salary step of the other class is totally or partially below
that of Account Clerk, or the movement of an employee from the class of Account
Clerk to another class which has a top base salary step which is totally or
partially above that of Account Clerk.
d. Demotion means the movement of an employee from another class to Account
Clerk if tie-top salary step of the other class is totally or partially above
that of.Account Clerk, or the .movement of an employee from the class of Account
Clerk to another class which has a top base salary step which is totally or
partially below that of Account Clerk.
e. Y-Rate means the withholding of class-wide annual salary adjustment from
an employee who has had his/her salary Y-rated and the placement of that Account
Clerk at the closest salary step of the new range by the appointing authority.
f. Minimum Qualifications are established for each level . No person may be
assigned to a position ata designated level for which they do not meet the
minimum qualifications.
6. Salary on Reassignment Between Levels:
a. An Account Clerk at the Beginning Level or Experienced Level , who meets
the minimum requirements. for a higher level than that to which the Account Clerk
is currently assigned and who is assigned by the appointing authority to perform
the duties of a higher level assignment on a permanent basis, shall be placed in
the salary range for the higher level at the salary step which is next higher than
the base salary rate he/she was receiving in the lower level assignment. In the
event that this increase is less than five (5) percent, the employee's salary shall
be adjusted to the next higher step on the new salary range which provides a five
(5) percent or greater increase in salary if the new range permits such adjustment.
If an operating department verifies in writing that an administrative or clerical
error was made in failing to submit the documents necessary to reassign an employee
from the Beginning Level to the Experienced Level on the first of the month after
the employee is eligible, said reassignment shall be made retroactive to the first
of the month after the employee was eligible.
b. Reassignment from Beginning Level of Account Clerk to the Experienced Level
shall be .considered as though- the two levels were flexibly staffed. Appeal from
denial of reassignment from the Beginning Level to the Experienced Level shall be
considered only under the procedures, conditions and grounds stated and in the
manner provided for in Section 1002 of the Personnel Management Regulations.
c. An Account Clerk at the Beginning or Experienced Level who is reassigned
to an Advanced Level position with lead responsibilities over a work group which
consists entirely or predominantly of Beginning or Experienced Level Account Clerks
shall be placed on the salary schedule as provided for in Section 6a above.
dLUTICIN NO. g�/a3s
-2-
d. Designation of and assignment to Beginning, Experienced, and Advanced
Levels is the sole prerogative of the County. Continued incumbency after
reassignment to an increased responsibility level shall be dependent on the
incumbent receiving a satisfactory performance evaluation from the appointing
authority or designee at the completion of six (6) months' tenure in the assign-
ment and continued satisfactory performance thereafter.
e. An employee who is reassigned from a higher level position to a lower level
Account Clerkposition during his/her first six (6) months at the higher level assign-
ment shall be placed at the salary step of the lower level position which the
employee was at prior to his/her reassignment, adjusted for any approved merit
increments which -he/she would have received in the prior assignment. Such reassign-
ment may be appealed only for the grounds stated and in the manner provided for in
Section 905 of the Personnel Management Regulations and as provided in Section 19.5*
of the County's current Memorandum of Understanding with AFSCME,. Local 2700.
f. An employee who is reassigned from a higher level position to a lower
level position after having been at the higher assignment level for over six (6)
months shall have `his/her salary, at the discretion of the appointing authority,
either Y-rated or placed in the appropriate salary range for the. assignment at '
the salary step which provides for at least a five (5) percent reduction in base
salary, to the amount provided for on the salary range. Section 21.4 of the
Memorandum of Understanding between the County and AFSCME, Local 2700 does not
apply to said reassignments.
g. An employee who requests reassignment and is reassigned from a. higher
level assignment to a lower level assignment shall have his/her salary, set on the
salary range for the lower level at the step for which the salary is equal to or
the next step below the salary received at the higher level .
7. Short-Term Reassignment: An incumbent who is temporarily reassigned by the
appointing authority and approved by the Personnel Director to an Advanced Level assign-
ment shall have his/her salary increased on the eleventh (11th) work day of said assign-
ment to the higher step and shall continue to receive the higher pay for the duration
of the assignment. Upon termination of the assignment, the incumbent shall immediately
revert to the salary level and step he/she would have received had he/she remained in
his/her permanent assignment. Designation of short-term reassignments shall be the sole
prerogative of the County. Such short-term reassignments may include, but are not limited
to; backup for another Account Clerk on extended sick leave, vacation, leave of absence
or special project. Normally the following provisions shall apply:
1. The employee selected for the assignment will normally be expected to
meet the minimum qualifications for the higher level .
2. Temporary reassignment to a higher level shall not be utilized as a,,'
substitute for regular permanent reassignment procedures.
3. Any special differentials (e.g. , the bilingual differential and hazardous
duty differential ) accruing to the employee in his/her permanent assignment position
shall continue.
4. Allowable overtime pay, shift differential and/or work location differ-
entials will be paid on the basis of the rate of pay for the higher level .
Ordinarily, short-term reassignment shall not continue for longer than six (6)
months unless the short-term reassignment is backing an uncovered position or is for an
approved special project or is approved for extension by the Director of Personnel .
8. Salary on Transfer:
a. In a case of the transfer of an Account Clerk from one department to
another with no change in the responsibility level of the assignment, the Account
Clerk's salary shall. remain unchanged.
b. In a case of the transfer of an Account Clerk from one department to
another with a change in the responsibility level of the assignment, the Account
Clerk' s salary shall be determined as provided in Section 6 above.
RESOLUTION NO. 261-13 6-
-3-
c. In a case of the transfer of an employee from- another class to the class of
Account Clerk, the employee will be placed on the salary range for the level
designated for the position at the step which. is closest to the employee's current
salary, or at the next step above the employee's current salary, if that can be
accomplished with a salary increase of no more than five (5) percent, or
alternatively at the next lower step in relation to the employee's current salary
if the higher step would result in an increase greater than five (5) percent.
However, an employee' s salary step placement may not exceed the maximum established
for the responsibility level of the position.
However, if the deep class transfer occurs to or from a deep class with
specified levels identified for certain positions and their incumbents, the
employee' s salary in the new class shall be set in accordance with the section
on "salary on promotion" if the employee is transferring to another class or to
a level in a deep class for which the salary is at least five (5) percent above
the top base step of the deep class level or class in which they have status
currently.
d. In the case of the transfer of an employee from the class of Account Clerk
to another class, the employee will be placed at the step on the salary range for
the new class which is equal to the employee's current salary, or if salary steps
are not exactly equal , the employee shall be placed at'the next step above the
employee's current salary, if that can be accomplished with a salary increase of no
more than five (5) percent, or alternatively at the next lower step in relation to
the employee's current salary if the higher step would result in an increase
greater than five (5) percent. However, an employee's salary step placement may
not exceed the maximum step established for the class being transferred to.
However, if the deep class transfer occurs to or from a deep class with
specified levels identified for certain positions and their incumbents, the
employee' s salary in the .new class shall be set in accordance with the section
on "salary on promotion" if the employee is transferring to another class or to
a level in a deep class for which the salary is at least five (5) percent above
the top base step of the deep class level or class in which they have status
currently.
e. In the case of a transfer of an employee from the class of Account Clerk
to another deep class, the provisions of that deep class Resolution shall apply to
the salary on transfer if they conflict with the provisions of Section 8d above.
f. Continued incumbency after transfer from one department at a lower
responsibility level to another department at a higher responsibility level in the
Account Clerk deep class shall be dependent on the incumbent receiving a satisfactory
performance evaluation from the appointing authority or designee at completion of
six (6) months' tenure in the assignment and continued satisfactory. performance
thereafter. - If an employee does not perform satisfactorily during the first six (6)
months following transfer to a higher responsibility level position, the appointing
authority may reject the employee during this trial period, in which case the
employee will revert to his/her former department at the previously held responsi-
bility level . Salary will be determined as provided in Section 6 above. Such
rejection may be appealed only for the grounds stated and in the manner provided
for in Section 905 of the Personnel Management Regulations and in Section 19.5 of
the County's current Memorandum of Understanding with AFSCME, Local 2700.
9. Salary on Promotion: A County employee who is promoted to Account Clerk from
a class with aower r salary range than that of Account Clerk, shall be placed on the
salary range for the responsibility level of the Account Clerk position at the step which
is next higher than the rate he/she was receiving before promotion. In the event this
increase is less than five (5) percent, the employee's salary shall be adjusted to the
step on the new range which provides at least a five (5) percent increase from the employ-
ee's previous salary. However, no salary shall be set above the top step for the assigned
responsibility level .
RE,30LUTION NO. 8'61a 3S
-4-
10. Salary on Demotion: A County employee who. promotes from Account Clerk and is
subsequently reinstated to the class as the result of demotion or failing probation will
be reinstated to the level he/she attained prior to promotion. Applicable rules on layoff
and displacement will be effectuated in the event a vacant position, at the level to which
the employee is to be demoted, does not exist. When the employee demotes to Account
Clerk at a particular level , he/she shall have his/her salary reduced to the monthly
salary step of Account Clerk which is next lower than the salary he/she received before
demotion. In the event this decrease is less than five (5) percent, the employee's
salary shall be adjusted to the step on the appropriate salary schedule that is five (5)
percent less than the next lower step, if the schedule for that level permits such adjust-
ment. Whenever the demotion is the result of layoff, the salary of the demoted employee
shall be that step on .the applicable salary schedule which he/she would have achieved
had he/she remained continuously in the position to which he/she has been demoted, -all
within range increments being granted on the anniversary dates in the demotional class
and level . If the demotion is a result of a failure of probation, the employee shall be
placed at the level and salary step he/she was at prior to being promoted, adjusted for
any approved merit increments which he/she would have received in that class and level .
11. Salary on Voluntary Demotion: Notwithstanding Section 10 above, whenever any
employee voluntarily demotes to Account Clerk at a particular level , his/her salary shall
remain the same if the steps in the new (demotional ) salary schedule permits, and if not,
his/her new salary shall be set at the step next below his/her former salary.
12. Anniversary Dates:
a. Current Permanent Employees - The anniversary date of an employee having
permanent status in the classifications of Account Clerk I, Account Clerk II or
Account Clerk III being reallocated to Account Clerk at the effective date of this
Resolution shall remain unchanged.
b. Current Probationary Employees - The anniversary date of an employee having
probationary status as of the effective -date of this Resolution in any classification
reallocated to the Account Clerk deep class, who has not previously completed
probation in another classification being reallocated to Account Clerk during their
current period of continuous County employment, shall remain unchanged.
Probationary employees in a class being reallocated to Account Clerk, who
have previously completed probation in a different class which is also being
reallocated to Account Clerk during their current period of continuous County
employment, shall be considered to have permanent status -in the deep class of
Account Clerk and their remaining probationary term shall be considered as the
remainder of the six month's trial period at the specified level of the Account
Clerk deep class. Such employees shall keep the anniversary date they had. prior
to their former promotion which is now considered a reassignment. -
c. New Employees - The anniversary date of new employees appointed at step Al,
B1 or Cl shad be the first day of the calendar month after the calendar month when
he/she successfully completes six (6) months full-time service, except that when
he/she began work on the first regularly scheduled workday of the month for his/her
position which was not the first calendar day that month, the anniversary date is
the first day of the calendar month when he/she successfully completes six (6)
months full-time service.
The anniversary date of a new employee who is appointed at a step other than
' Al., B1 or C1 as described above shall be the first day of the calendar month after
the calendar month when he/she successfully completes one year full-time service,
except that when he/she began work on the first regularly scheduled workday of the
month for his/her position which was not the first calendar day that month, the
anniversary date is the first day of the calendar month when he/she successfully
completes one year full-time service.
d. Reassignment to Higher Level Position - The anniversary date of an Account
Clerk who is reassigned from a lower T-evel position to a higher level position shall
remain unchanged.
e. � Reassignment to Lower Level Position - The anniversary date of an Account
Clerk who is reassigned from a higher level position to a lower level position
shall remain unchanged.
-5-
4`S0Lur10N NO. 8S/a35
f. Promotion - The anniversary date of a Contra Costa County employee who
promotes to the class of Account Clerk shall be the first day of the calendar
month after the calendar month when he/she successfully completes six (6) months
full-time service, except that when the promotion was on the first regularly
scheduled workday of the month for his/her position which was not the first
calendar day of that month, the anniversary date is the first day of the calendar
month when he/she successfully completes six (6) months full-time service.
g. Demotion - The anniversary date of a Contra Costa County employee who
demotes to the class of Account Clerk shall be the first day of the calendar
month after the calendar month when he/she successfully c.ompletes one year full-
time service,. except that when the demotion was on the first regularly scheduled
workday of the month for his/her position which was not the first calendar day of
that month, the anniversary date is the first day of the calendar month when he/she
successfully completes one year full-.time service.
h. Transfer - The. anniversary date of an employee who transfers to the class
of Account Clerk remains unchanged.
i. Reemployment - The anniversary of an employee appointed from a Reemployment
List is determined as for a new Account Clerk as provided in 12c above.
13. Merit Increment Salary Adjustments:
a. Based upon each Account Clerk's performance, the appointing authority may
authorize a merit increment salary adjustment in the salary of that Account Clerk
except in cases where an employee is already at the maximum salary step of the
salary schedule for his/her position and level . In the case of satisfactory.
performance such adjustment shall consist of an advancement of the employee's
salary by one (1) step on the salary schedule established for that level of the
class of Account Clerk. In the case of less than satisfactory performance, the
employee' s salary may be held or reduced until such time as the performance of the
employee is satisfactory. No salary adjustment shall be made unless an affirmative
recommendation to do so is made by the appointing authority or designee and no
provision of this Section shall be construed to make the adjustment of salaries
mandatory on the County. The appointing authority may recommend unconditional
denial of the increment or denial subject to review at some specified date before
the next anniversary.
The salary of employees who are on leave of absence from their positions on
any anniversary date and who have not been absent from their positions on leave
without pay more than six (6) months during their anniversary year preceding the
review date shall be reviewed on the anniversary date. Employees on stipendiary
educational leave are excluded from the above six (6) month limitation. Persons
on military leave shall receive anniversary increments that may accrue to them
during the period of military leave.
b. Effective Date - Adjustments to an Account Clerk's salary shall be
effective on the employee's anniversary date.
.14. Transfers To/From Deputy Clerk and Clerk Series: For purposes of transfer,
employees in t e Account Clerk eep class at the Beginning Level who meet the minimum
requirements for Deputy Clerk II will be considered as appropriate for transfer to the
Deputy Clerk II class and vice versa; employees in the Account Clerk deep class at the
Advanced Level who meet the minimum requirements for Deputy Clerk III will be considered
as appropriate for transfer to the Deputy Clerk III class and vice versa; employees in
the Account Clerk deep class at the Beginning Level who meet the minimum requirements
for the Clerk deep class Experienced Level will be considered as appropriate for transfer
to Clerk Experienced Level and vice versa; employees in the Account Clerk deep class at
the Advanced Level who meet the minimum requirements for the Clerk deep class Senior -
Lead Specialist Level will be considered as appropriate for transfer to Clerk Senior -
Lead Specialist Level . For purposes of transfer, these classes and levels within the
deep classes) shall be considered as meeting the requirements of Section 5b of this
Resolution.
15. Reclassification of Positions: The salary of an employee whose position is
reclassified from a c ass on the basic salary schedule to the Account Clerk classifi-
cation shall be established in accordance with the applicable Sections of this
Resolution. The salary of an employee who is in a position that is reclassified from
Account Clerk to another class on the basic salary schedule shall be determined based
upon the provisions of Resolution 83/1 or other applicable deep class Resolutions or
Ordinances.
AESIOLUTION NO. '9!51Q3,5
-6-
16. Position Requirements: As provided in the Account Clerk class specification,
positions are identified as Beginning Level , Experienced Level or Advanced Level
positions. For purposes of initial appointment, reassignment, promotion, demotion or
transfer, positions at the Beginning Level and Experienced Level may be moved from
one level to another by designation of the appointing authority sufficient to the
Director of Personnel.
Positions designated as Advanced Level positions on the basis of their duties may
be redesignated to another assignment level on the basis of changed duties and
responsibilities only with the approval of the Director of Personnel . At the request
of the appointing authority, positions designated at a lower level may be redesignated
to the Advanced Level on the basis of increased duties and responsibilities only with
the approval of the Director of Personnel .
17. Filling Vacant Positions:
a. At the discretion of the appointing authority, positions at the
Beginning, Experienced.-or Advanced Levels may be filled by reassignment,
transfer, demotion, promotion or by appointment from an appropriate employment list.
b. Reassignment Selection Procedures Within Level - When a position at
the Beginning, Experienced or Advanced Level is to be filled by in-department
reassignment at the same level , the appointing authority may consider all
interested departmental employees in the class by posting a description of the
vacant position in various locations for five (5) calendar days or otherwise notify-
ing all departmental staff who meet the minimum qualifications or other limitations.
Consideration of individuals may be limited only on the basis of meeting the
. minimum qualifications for the level of position, possession of special position
requirements and at the discretion of the appointing authority, the geographic
location, service area or unit from which interested applicants will be considered.
Appointing authorities may also limit consideration to non-probationary employees
and employees who have served in their present assignments for more than six (6)
months. . This Section does not change the reassignment policies agreed to in
Section 21.5 of the Memorandum of Understanding between the Union and the County.
Further limitations or changes in this or other reassignment policies may be agreed
to between the Union and various appointing authorities. All qualified, interested
employees who indicate their interest in reassignment through the established
mechanism shall be provided an opportunity to interview for the reassignment. This
in no way limits the ability of the appointing authority to consider other qualified
applicants for a position or to appoint any specific individual to a vacant position.
The transfer list may be used to provide additional names for consideration by the
appointing authority. _
c. Reassignment Selection Procedures To a Higher Level - When a position
at the Advanced Level is to be filled by in-department reassignment from a lower
level . to the Advanced Level , the appointing authority may consider all interested
departmental employees in the class by posting a description. of the vacant position
in various locations for five (5) calendar days or otherwise notifying all
departmental staff who meet the minimum qualifications or other limitations.
Consideration of individuals may be limited only on the basis of meeting the
minimum qualifications for the level of position and/or possession of special
position requirements; further limitations on individuals to be considered may
be made by the appointing authority on the basis of geographic location, service
area or unit only after obtaining the consent of the Union to these limitations.
Further limitations or changes in this reassignment policy may be agreed to
between the Union and various appointing authorities. All qualified, interested
employees who indicate their interest in reassignment through the established
mechanism shall be provided an opportunity to interview for the reassignment.
This in no way limits the ability of the appointing authority to consider other
qualified applicants for a position or to appoint any specific individual to a
vacant position. The transfer list may be .used to provide additional names
for consideration by the appointing authority.
d. If an appointing authority is willing to consider interested employees
either at the same level or at a lower level for reassignment to a vacant position,
the department may combine the procedures in (b) and (c) above in one notification.
. ��uU�.U�'lOiJ tea. $5'x35
-7-
18. Seniority:
a. An employee' s seniority for layoff and displacement purposes in the
Account Clerk deep class shall be determined by adding: 1) his/her service in
the deep class; 2) his/her 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
layoff and by adding; 3) his/her length of service in the classes which are
reallocated to the deep class of Account Clerk to other service described in
this Section. Service for layoff and displacement purposes includes only the
employee's last continuous permanent County employment.
b.' For purposes of layoff and displacement, an employee's seniority shall
include service in classes from which a transfer is made; further, employees
reallocated or. transferred without examination from one class to another class .
having a salary within five (5) percent of the former class, as provided for in
Section 305.2 of the Personnel Management Regulations and. Item 'Y' of the County' s
current Memorandum of Understanding with AFSCME, Local 2700, shall . carry the
seniority accrued in the former class into the new class. A.
c. For purposes of layoff and displacement, no incumbents who occupy lower
level assignment positions shall be considered as meeting the position requirements
for higher level assignment positions.
d. For purposes of layoff and displacement, incumbents in higher level assign-
ment positions will be considered as meeting the position requirements for lower
level . assignment positions.
e. Neither (b) nor (c) above shall be construed as allowing employees without
bilingual or other position requirement abilities to fill positions with such
requirements.
f. Other rules affecting seniority are contained in the County's Personnel
Management Regulations and in Section 11 of the County's current Memorandum of
Understanding with AFSCME, Local 2700. '
19. Allocation of Current Employees: Employees incumbering positions in the
classes of Account Clerk I, Account Clerk II and Account Clerk III on the effective
date of this Resolution shall be allocated to the salary range of the Account Clerk
Deep Class as provided below and is further modified by the attached list of current
employees which is incorporated herein.
Current
Classification & Step New Salary Step Pay Series Level
Account Clerk I 1 Al C5-0964
2 A2
3 A3
4 A4
5 A5
Account Clerk II 1 B1 C5-1080
2 B2
3 B3
4 B4
5 B5
Account Clerk III 1 C1 C5-1175
2 C2
3 C3
4 C4
5 C5
20. Other Provisions: The provisions of Resolution 83/1 are applicable except
those provisions which have been modified by this Resolution or those provisions which
hereinafter may be modified by Resolutions.
21. Effective Date: This Resolution is effective May 1, 1985.
Thereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
Board of Supervis s on the date shown,
ATTESTEM
PHIL BATCHELO , Clerk of the Board
of Supervisors and County Administrator
-8- By , Deputy
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POSITION ADJUSTMENT REQUEST No. 3 3
Date: "*
Dept. No./ Copers
Department Personnel Budget Unit No. Org. No. Agency No.
Action Requested: Establish the deep class -of Account Clerk; reallocate persons and positions
as listed on 'Attachment A of the Resolution; and cancel the classes of Account Clerk
and III.
Proposed Effective Date: 5/1/85
Explain why adjustment is. needed:
Classification Questionnaire attached: Yes [] No Q
Estimated cost of adjustment: $
Cost is within department's budget: Yes Q No
I If not within budget, use reverse side to explain how costs are to be funded.
Department must initiate necessary appropriation adjustment.
Use additional sheets for further explanations or comments.
for Department Head
Personnel Department Recommendation .
Date: April 29, 1985
Establish the deep class of Account Clerk and allocate to the Basic Salary Schedule-
at salary levels C5-0964 ($1191-1448), C5-1080 ($1338-1626) and C5-1175 ($1471-1788);
reallocate persons and positions as listed on Attachment A of the Account Clerk deep
class Resolution; and cancel the classes of Account Clerk I, Account Clerk II and
Account Clerk III.
.This class is not exempt from overtime.
Amend Resolution 71/17 establishing positions and resolutions allocating classes to. the,
Basic/Exempt Salary Schedule, as described above.
Effective: day following Board action.
Y 5/1/85
Q 1� 'I J I%."-,,-
Date, for erect o ersonnel
County Administrator Recommendation
Date: 5. 7• �S
t,,- Approve Recommendation of Director of Personnel
Disapprove Recommendation of Director of Personnel
Other:
far County Administrator
Board of Supervisors Action1985 Phil Batchelor, Clerk of the Board of
Adjustment APPROVED/Diff P'R6 MAY .1 4
on. Supervisors and County Administrator
Date:
MAY.14 By.
APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT.
M 2/85
4. Reemployment i n the Class: An employee who terminates service vii ththe 'Gounty
in good standing as an Account Clerk or who has received reemployment privileges in any
of the classes which are reallocated to the Account Clerk deep class and is subsequently
appointed from a reemployment list as an Account Clerk within two years from the date of ,
termination may be appointed at any step as long as the salary step is appropriate for
the duties and responsibilities of the position to be filled as documented by the appoint-
ing authority. in accordance with the classification specification.