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HomeMy WebLinkAboutMINUTES - 03241992 - 2.2 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on March 24, 1992 by the following vote: AYES: Supervisors Powers, Fanden, Schroder, Torlakson, McPeak NOES: None ABSENT: None ABSTAIN: None SUBJECT: Approval of Side Letter with ) CCCEA, Local No. 1 ) Resolution No. 92/173 BE IT RESOLVED that the Board of Supervisors of Contra Costa County APPROVES the side letter (copy attached and included as part of this document), jointly signed by Harry D. Cisterman, Director of Personnel, and Henry Clarke, General Manager, Contra Costa County Employees Association, Local No. 1, regarding economic terms and conditions for 1991-1993 for those classifications represented by Local No. 1. I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the ' Board of Suparvjagrs on the date,shown. �� ATTESTED: dN+C�FI PHIL BATCHELOR,Clerk of the Board of Supervisors and County Administrator Bq ,Deputv Orig. Dept: Personnel Department cc: Auditor-Controller/Payroll Affected Departments CCCEA, Local No. 1 RESOLUTION NO. 92/17"? Contra Personnel Department Costa •; •�"" ��► Administration Bldg. 651 Pine Street County x� ,4a Martinez, California 94553-1292 �.:, s'pq-couHr March 23, 1992 Henry Clarke, General Manager Contra Costa County Employees Assn. , Local No. 1 P. O. Box 222 Martinez CA 94553 Dear Mr. Clarke: Pursuant to our discussion Tuesday, March 17, 1992, the following side letter has been prepared. This document outlines the wage, special equity adjustments and other economic provisions recently negotiated with Contra Costa County Employees Association, Local No. 1. This agreement is entered into by County representatives and Local No. 1 representatives to provide salary adjustments while a comprehensive memorandum of understanding is being prepared. That document will be finalized by the parties as soon as possible and then will be submitted to the Board of Supervisors for approval. The County and Local No. 1 have agreed to the following: Term: 10/1/91 through 9/30/93 Wages: 3.04390 (30 levels) 10/1/91; 3.04390 (30 levels) 10/1/92 Special Equity Adjustments_: 1/1/92 1/1/93 Pharmacist 5th Step 6th Step 0 20 200 Public Health Nutritionist 3% 3% Histotechnician 3% 3% Clinical Lab Tech/Sr 2% 2% Public Health Micro/Sr. P.H. Micro 2% 20 Radiology Techs/Ultrasound Techs 2% - Cytotechnologist 2% - Recreation Therapist 2% - Conservatorship/Guard. Pgm Aide 40 4% Custodian I/I I/Lead 1% - Traffic Safety Investigator 1% 1% Sr. Communications Equipment Tech. .2% - General Issues: • County to study alternatives to Tier II retirement plan. • County to study feasibility of implementing 457 Ineligible Deferred Compensation Plan. • County to meet and confer with Health Care Coalition subcommittee on County's Parental Leave Policy. • Release time of up to 240 hours/year for designated Union stewards or officers for Union-sponsored training programs. • County to meet and confer on non-smoking policy. • Health & Dental Plan Adjustments: As a member of the Health Care Coalition, Local No. 1 has agreed to revised subvention rates and plan changes specified in the attached January 28, 1992 settlement agreement. • Elimination of VDT Differential: The differential will be eliminated and in return the County will add $50 to the salary ranges of certain job classes where there are employees currently receiving the differential. The method used to derive the salary range will be the same as that finally determined with AFSCME, Local 2700. • IRS mileage allowance (currently $.28/mile) effective 5/l/92. • Commence meet and confer on pay equity implementation no later than 6/1/92 • Annual safety shoe allowance to $70 first year; $80 second year of MOU. • Counseling memos to be retained in supervisor's file. • 5% pay reduction up to 3 months as a means of discipline. • Work in a higher class pay to commence on 73rd consecutive hour. • Fifteen (15) day furlough policy. Classification Studies: • Public Health Nutritionist - Determine need for Senior level class for Sr. Nutrition Program. • Occupational Therapist/Physical Therapist - Determine need for two (2) tier class structure. • Pharmacy Technician - Review classification if/when licensure is required. • Communicable Disease Technician - Determine feasibility of flexibly staffing with Public Health Epidemiologist. • Cytotechnician - Update specification to conform to Tanner Bill/determine need for lead level class. • Forensic Toxicologists - Evaluate pay relationship to Criminalist series. • Sanitation Aide - Review class as used in Environmental Health. - 2 - • Central Supply Technician - Determine need for two lead level Technicians (in return for 8-1/2 hour day). • Storeroom Clerks - Compare Health Services positions with Driver Clerk Class. • Cooks - Compare hospital and juvenile hall positions with Lead ISW class. • Public Defender Investigators - Evaluate pay relationship with D.A. Investigators. • Equipment Operator II - Review position assigned to the Spider Backhoe. • Equipment Operator II - Evaluate pay relationship to Specialty Crew Leader. • Electronic Equipment Technician - Determine need to retitle positions assigned to telephone section; meet and confer on developing a career ladder to include the Communications Equipment Installer, Electronic Equipment Technician, and Communications Equipment Technician classes within 90 of execution of MOU. • Security Officers - Evaluate title/specification and determine necessary changes. • Deputy Probation Officer IV - Study feasibility of creating. • Building Plan Checkers - Study class series to address issues raised by department with any resulting salary increases to be retroactive to 10/1/91. • Building Inspectors - Study class series to address issues raised by department. Unit Issues: • Animal Services Attendants and Technicians clothing allowance to $80/year. • Minimum credit of 2 hours overtime for court appearances for Animal Services Officers. (Effective 1st month following execution of MOU) • Establish 5% salary relationship between Senior Animal Center Technician and Animal Center Technician. (Effective 1/1/92) • 4 days continuing education leave credit every 2 years for Registered Dental Assistants. • Deputy Public Defenders: - 2% special 10/1/92; 1% special 2/1/93 - LTD plan (Effective 1st month following execution of MOU) - Vacation buyback with department head approval; department to meet and confer on objective guidelines. - Bar dues/$350 education fund - Elimination of Market Formula - Elimination of Miranda Watch benefit • 5% differential for Real Property Agents for possessing and maintaining a valid senior member designation issued by the IRWA. (Effective 1/1/92) • Study appropriateness of employer pickup of initial and renewal costs required by driver license upgrades and whether to provide required physicals on County time. - 3 - • 5% bookmobile differential to include alternate Driver Clerks when they drive bookmobile. (Effective 1st month following execution of MOU) • $200 annual tool allowance for Equipment Mechanics at Shell Avenue facility effective 1/1/92 using the County payment demand form; air tools considered an eligible tool allowance item. • Office Service Workers to be paid at the higher rate from the first day when substituting on Driver Clerk routes. (Effective 1st month following execution of MOU) • Overtime pay or CTO credit for holiday hours worked up to a maximum of 8 for permanent part-time/P.I. Public Health Nurses. • Carryover of continuing education (CE) time for part-time Public Health Nurses. • 18 hours annual CE credit for Dietitians/Public Health Nutritionists with 36 hour carryover. • Permanent full time and part-time Librarians and Library Assistants eligible for up to $25 reimbursement per fiscal year for ALA or CLA membership. The County and Local No. 1 have reached agreement on a variety of other issues specific to individual bargaining units. Language implementing those agreements is being prepared for inclusion in the new MOU to be executed by the County and Local No. 1 and be presented to the Board of Supervisors for adoption. If the foregoing conforms to your understanding, please indicate your approval and acceptance in the space provided.below. Dated�� �a�/� CONTRA COSTA COUNTY LOCAL NO. 1 Harry D isterman enr Clarke, General Manager Direct of Personnel CONTRA COSTA COUNTY Richard K. Heyne Employee Relations"n er JFF:yba N/Nisi cc: Personnel/Records Auditor/Payroll - 4 - Contra Personnel Department Costa Administration Bldg. �n 651 Pine Street County :40¢ Martinez, California 94553-1292 7 .S Tq'COU�� March 24, 1992 This side letter attached hereto constitutes the agreement between Contra Costa County Employee Association, Local No. 1 and Contra Costa County excluding the Engineering Unit. Date: Date: 31,:71919P9 Harry D sterman enry larke, General Manager Direc of Personnel Contra Costa County Employees Contr Costa County Association, Local No. 1 y,. G ONTRA COSTA COUNTY CONTRA COSTA COUNTY HEALTH CARE COALITION NEGOTIATIONS JANUARY 28, 1992 SETTLEMENT AGREEMENT HEALTH & DENTAL SUBVENTION ONLY 1 SUBVENTION FOR 1991-1992 CCHP: County will contribute $10 single and $26 family for premium increases; employees will continue to pay $.01. Dental only coverage at $.01. 1st Choice, Kaiser& Dental: County will contribute 77%toward health and dental premiums with plan changes indicated below. County subvention for Safeguard B to be the same level as for Safeguard A not to exceed total premium of Safeguard B. 2. PLAN CHANGES FOR 1991-1992 (All effective 1st of month following open enrollment) Kaiser: $3 co-pay on Rx and include COB. County agrees to add maintenance drug program within 60 days of its availability. 1st Choice (PPO pays @ 100%; non-PPO pays @ 804 of UCR after annual $200 deductible.) - • Add office visit coverage for routine pap test. • Add diabetic training to $300 lifetime limit. • Add injectable drugs to Rx program with 50% co-pay. • Cap physical therapy visits at 50 visits per calendar year. • Change Pharmacy drug program from $2 generic, $8 brand name to $2 generic, $5 brand name - no exceptions • Add $25 co-pay for a non-PPO Emergency Room physician if services provided at a PPO hospital; balance of bill paid by health plan (no further exceptions as under current plan) .* County will continue current practice of negotiating non-PPO provider billings for services provided at PPO hospital. • Add $25 co-pay for a non-PPO Radiologist if services are performed at a PPO hospital; balance of bill paid by health plan (no further exceptions as under current plan) . Second opinion provisions remain unchanged.* • Biannual routine eye examinations for corrective lenses only with $10 co-pay. Annual eye examinations for children to age 18 and adults over 40 with $10 co-pay. Dental Plan Continue with current dental program and add Safeguard B option beginning with March 1992 open enrollment. Reopen Delta dental plan for redesign in June 1992. County will solicit proposals on prepaid dental plans prior to the end of the MOU period. The Request for Proposal will be made available to all qualified vendors of, prepaid dental plans (including Denticare) 2 - 3. REOPENER FOR HEALTH PLAN RE-DESIGN Effective June 1, 1992, the County and the Health Care Coalition will reopen meet and confer deliberations on further health plan redesign with the objectives of achieving improved cost control and service to members. 4. SUBVENTION FOR 1992-1993 CCHP: County will contribute 98%of premium cost for health and dental plans. Dental only coverage at $.01. 1st - Choice, Kaiser & Dental: County will contribute 77% toward health and dental premiums. County subvention for Safeguard B to be the same level as for Safeguard A not to exceed total premium of Safeguard B. If a mutually agreeable range of plan redesign options are achieved by the County and the Health Care Coalition as a result of the June 1992 reopener, the County will contribute an additional 3% not to exceed 80%. 5. WORKERS' COMPENSATION The County will reduce Workers' Compensation for all non-safety employees to 94% of monthly salary for all claims filed with the employee's department on or after February 10, 1992 and 88% filed on or after January 1, 1993. All savings generated will be used toward offsetting chargeable increases in County subvention of premiums: for health and dental plans. If Workers' Compensation becomes taxable, the ,County agrees to restore the current benefit level (100% of monthly salary) and the parties shall meet and confer with respect to funding the increased cost. *$25 co-pay does not apply to annual$1000 maximum out-of-pocket expense per member (includes $200 deductible). $25 co-pay is waived after $1000 limit is reached. FOR THE COUNTY: FOR THE HEALTH CARE COALITION: <= A DATE: r.;- DATE: copro3:1)cc COUNTY RESPONSE TO DOUBLE MEDICAL ISSUE The County will survey all permanent employees prior to the June 1992 reopener to ascertain the extent to which employees who have or are eligible for double medical coverage would, in lieu of double medical coverage, have the County contribute to a deferred compensation plan. The. data gathered shall be shared with the Health Care Coalition, and the County will negotiate a deferred,compensation contribution in lieu of medical coverage provided the employee has alternate medical coverage and there is a cost savings to the County. FOR THE COUNTY: FOR THE HEALTH CARE COALITION: DATE:— -) " Iqz- DATE: COUNTY RESPONSE TO LTD ISSUE The County Auditor-Controller can accommodate individual monthly payroll deductions for an LTD premium and can remit the total premium amount due each month directly to the insurance carrier with a list of subscribers. It will be the sole responsibility of the insurance provider and the subscriber to complete necessary enrollment documents-which will be provided by the Auditor-Controller, including payroll deduction authorization cards, change of status forms and cancellations, and forward this information once each month to the Auditor-Controller according to a pre-established cut-off date. The Auditor-Controller will be obligated only to deduct and remit premiums in accordance with monthly direction's from the insurance provider and any reconciliation-of premium totals will be the responsibility of the insurance carrier and the subscriber. The Auditor-Controller is authorized to levy necessary and reasonable administrative charges as part of the monthly premium deduction not to exceed $.05 per participating employee per month. FOR THE COUNTY: FOR THE HEALTH CARE COALITION: DATE;_i=-/ DATE: _Z ELIGIBILITY CRITERIA APPLICABLE TO ALL ENROLLEES IN IST CHOICE, KAISER OR CCHP MEDICAL PLANS I The eligibility criteria listed below which are now in effect for 1st Choice members, will also be in effect for Kaiser members, CCHP members and all new employees on the first of the month following the 1992 open enrollment period. 2. The eligibility criteria listed below are more restrictive but will not apply to any dependents added before the 1992 open enrollment until and "unless the dependents are moved from one health plan to another. 3. The following persons may be enrolled as the eligible Family Members of a Subscriber: a. The Subscriber's Spouse. b. The Subscriber's Child, which includes a natural or legally adopted child of either a Subscriber or the spouse, a foster child entirely supported by the Subscriber or the spouse and for whom , the Subscriber or the spouse is the legal guardian, provided in all cases that the child is dependent, unmarried, and under the age of 25. Nevertheless, foster children who are eligible for Medi-Cal coverage are not eligible for coverage under this Plan. Pursuant to Insurance Code section 10121, immediate coverage is available to each newborn child of a Member and to any minor child placed in the physical custody of a Member for adoption. For a legally adopted child, proof of eligibility by a court adoption order and a copy of a U.S. income tax return of the Subscriber or the spouse showing dependency of the child, may be required. For a foster child, proof of eligibility requires a copy of a Social Service Foster Care Agreement and a letter from Social Service verifying that the child is not eligible for Medi-Cal coverage. ' For dependents aged 19 to 25, a statement may be required to verify that the child is legally dependent in accordance with Internal Revenue Service requirements. Attainment of the limiting age shall not terminate coverage of a child while the child is and continues to be both (a) incapable of self-sustaining employment by reason of mental retardation or physical handicap and (b) chiefly dependent upon the Subscriber for support and maintenance, provided the proof of such incapacity and dependency is furnished to the Plan Administrator by the Subscriber within 31 days of the child's 25th birthday and annually thereafter, if required by the Plan Administrator. FOR THE COUNTY.: FOR THE HEALTH CARE COALITION: ? DATE: e 1Z DATE-.--.. COUNTY RESPONSE TO SDI ISSUE A committee of County representatives and Health Care Coalition representatives agree to meet within thirty (30) days following the completion of Health Care Negotiations to discuss changes in the administration of the SDI program. FOR THE COUNTY: FOR THE HEALTH CARE COALITION: DATE: ;2-1L-1C11- DATE: /04�- T COUNTY RESPONSE TO OPEN ENROLLMENT.ISSUE The County agrees to conduct the open enrollment for the health and dental plans previously deferred from November 1991, during the period March 1, 1992 to March 31, 1992. FOR THE COUNTY: FOR THE HEALTH CARE COALITION: DATE: ;2-16,lcf i DATE: �/ COUNTY RESPONSE TO SINGLE DENTAL/FAMILY MEDICAL ISSUE Employees may choose single medical and family dental if eligible. FOR THE COUNTY: FOR THE HEALTH CARE COALITION: � / f � DATE: o L ci z _ DATE: G'%Ute' COUNTY RESPONSE TO HEALTH & DENTAL PROVIDER CONTINUATION ISSUE For the term of this Memorandum of Understanding, the County will not discontinue any health or dental plan currently provided. However, if the provider discontinues service to the County, the County shall meet and confer regarding a replacement. FOR THE COUNTY: FOR THE HEALTH CARE COALITION: DATE: ab" /4z DATE: �� COUNTY RESPONSE TO SMOKER/NON-SMOKER ISSUE To further pursue the Board of Supervisor's objective of achieving a healthy workforce, a labor/management committee shall be convened within 30 days of reaching agreement with the Health Care Coalition* to recommend a proactive model program which includes incentives for developing and maintaining a healthy lifestyle. The committee shall present its recommendation to the County and the Health Care Coalition for the June 1992 reopener. *Tentative agreement reached January 29, 1992. FOR THE COUNTY: FOR THE HEALTH CARE COALITION: DATE: Z DATE: REVISION TO ADMINISTRATIVE BULLETIN 311.5 SUBJECT: SICK LEAVE POLICY DECEMBER 19, 1991 This bulletin states the County's general policies on the Accumulation, use and administration of paid sick leave credits. While the provisions contained in this bulletin apply to the majority of County employees, some provisions may differ for certain job classifications as a result of negotiations with employee organizations..Therefore, various current memoranda of understanding, regulations governing unrepresented employees, and departmental sick leave guidelines, should be consulted as required to ensure the proper administration of sick leave. I. PURPOSE OF SICK LEAVE. The primary purpose of paid sick leave is to insure employees against loss of pay for temporary absences from work due to illness or injury. It is a benefit extended by the County and may be used only as authorized; it is not paid time off which employees may use for personal activities. II. CREDITS TO AND CHARGES AGAINST SICK LEAVE. Sick leave credits accrue at the rate of eight (8) working hours credit for each completed month of service, as prescribed by County Salary Regulations and memoranda of understanding. Employees who work a portion of a month are entitled to a pro rata share of the monthly sick leave credit computed on the same basis as is, partial month compensation. Effective November 1, 1979 credits to sick leave are made in minimum amounts of one- tenth hour (6 minutes) increments. Effective November 16, 1989 charges against sick leave are made in minimum amounts of one-tenth hour (6 minutes) increments. Unused sick leave credits accumulate from year to year. When an employee is separated, other than through retirement, his accumulated sick leave credits shall be canceled, unless the separation results from layoff, in which case the accumulated credits shall be restored if he is reemployed in a permanent position within the period of his layoff eligibility. As of the date of retirement, an employee's' accumulated sick leave is converted to retirement time on the basis of one day of retirement service credit for each day of accumulated sick leave credit. Ill. POLICIES GOVERNING THE USE OF PAID SICK LEAVE. As indicated above, the primary purpose of paid sick leave is to insure employees against loss of pay for temporary absences from work due to illness or injury. The following definitions apply: "Immediate Fam!!Y� means and includes only the spouse, son, stepson, daughter, s-tepdaughter, father, stepfather, mother, stepmother, brother, sister, grandparent, grandchild, father-in-law, mother-in-law, daughter-in-law, son-in- law, brother-in-law, sister-in-law, foster children, aunt, uncle, cousin, stepbrother, or stepsister 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. "Employee": means any person employed by Contra Costa County in an allocated position in the County service. "Paid Sick Leave Credits" means those sick leave credits provided for by County Salary Regulations and memoranda of understanding. "Condition/Reason": With respect to necessary verbal contacts and.confirmations which occur between the department and the employee when sick leave is requested or verified, a brief statement in non-technical terms from the employee regarding inability to work due to injury or illness is sufficient. Accumulated paid sick leave credits may be used, subject to appointing authority approval, by an employee in pay status, but only in the following instances: A. Temporary Illness or Injury of an Employee. Paid sick leave credits may be used when the employee is off work because of a temporary illness or injury. B. Permanent Disability Sick Leave. Permanent disability means the employee suffers from a disabling physical injury or illness and is thereby prevented from engaging in any County occupation for which the employee is qualified by reason of education, training or experience. Sick leave may be used by permanently disabled employees until all accruals of the employee have been exhausted or until the employee is retired by the Retirement Board, subject to the following conditions: 1. An application for retirement due to disability has been filed with the Retirement Board. 2. Satisfactory medical evidence of such disability is received by the appointing authority within 30 days of the start of use of sick leave for permanent disability. 3. The appointing authority may review medical evidence and order further examination as deemed necessary, and may terminate use of sick leave when such further examination demonstrates that the employee is not disabled, or when the appointing authority determines that the medical evidence submitted by the employee is insufficient, or where the above conditions have not been met. C Communicable Disease. An employee may use paid sick leave credits when under a physician's- order to remain secluded due to exposure to a communicable disease. D Sick Leave Utilization for Pregnancy Disability. Employees whose disability is caused or contributed to by pregnancy, miscarriage, abortion, childbirth, or recovery therefrom, shall be allowed to utilize sick leave credit to the maximum accrued by such employee during the period of such disability under the conditions set forth below: 1 Application for such leave must be made by the employee to the. appointing authority accompanied by a written statement of disability from the employee's attending physician. The statement must address 2 if itself to the employee's general :physical condition having considered the nature of the work performed by the employee, and it must indicate the date of the commencement.of the disability as well as the date the physician anticipates the disability to terminate. 2. If an employee does not apply for leave and the appointing authority believes that the employee is not able to properly perform her work or that her general health is impaired due to disability, caused or contributed to by pregnancy, miscarriage, abortion childbirth or recovery therefrom the employee shall be required to, undergo a physical examination by a physician selected by the County. Should the medical report so recommend, a mandatory leave shall be imposed upon the employee for the duration of the disability. 3. Sick leave may not be utilized after the employee has been released from the hospital unless the employee has provided the County with a written statement from her attending physician stating that her disability continues and the projected dates of the employee's recovery from such disability. E. Medical and Dental Appointments. An employee may use paid sick leave credits: 1. For working time-used in keeping medical and dental appointments for the employee's own care; and 2. For working time used by an employee for prescheduled medical and. dental appointments for an immediate family member. F. Emergency Care of Family. An employee may use paid sick leave credits for working time used in cases of illness or injury to an immediate family member. G. Death of Family Member. An employee may use paid sick leave credits for working time used because of a death in the employee's immediate family, but this shall not exceed three working days, plus up to two days of work time for necessary travel. H. Accumulated paid sick leave credits may not be used in the following situations: Vacation. Paid sick leave credits may not be used for'an employee's illness or injury which occurs while he is on vacation but the County Administrator may authorize it when extenuating circumstances exist and the appointing authority approves. Not in Pay Status. Paid sick leave credits may not be used when the employee would otherwise be eligible to use paid sick leave credits but is not in pay status. IV. ADMINISTRATION OF SICK LEAVE. The proper administration of sick leave is a responsibility of the employee and the department head. The following procedures apply: 3 A. Employee Responsibilities 1 Employees are responsible for notifying their department of an absence prior to the commencement of their work shift or as soon thereafter as possible. Notification shall include the reason and possible duration of the absence. 2. Employees are responsible for keeping their department informed on a continuing basis of their condition and probable date of return to work. 3. Employees are responsible for obtaining advance approval from their supervisor for the scheduled time of pre-arranged personal or family medical and dental appointment. 4. Employees are encouraged to keep the department advised of (1) a current telephone number to which sick leave related inquiries may be directed, and (2) any condition(s) and/or restriction(s) that may reasonably be imposed regarding specific locations and/or persons the department may contact to verify the employee's sick leave. B. Department Responsibilities The use of sick leave may properly be denied if these procedures are not followed. Abuse of sick leave on the part of the employee is cause for disciplinary action. Departmental approval of sick leave is a certification of the legitimacy of the sick leave claim. The department head or designee may reasonable inquiries about employee absences. The department may require medical verification for an absence of three (3) or more working days. The department may also require medical verification for absences of less than three (3) working days for probable cause if the employee had been notified in advance in writing that such verification was necessary. Inquiries may be made in the following ways: • Calling the employee's residence telephone number or other contact telephone number provided by the employee if telephone notification was not made in accordance with departmental sick leave call-in guidelines. These inquiries shall be subject to any restrictions imposed by the employee under Section IV.A.4.- • Obtaining the employee's signature on the Absence/Overtime Record, or on another form established for that purpose, as employee certification of the legitimacy of the claim. Obtaining the employee's written statement of explanation regarding the sick leave claim. • Requiring the employee to obtain a physician's certificate or verification of the employee's illness, date(s) the employee was incapacitated, and the employee's ability to return to work, as specified above. 4 • In absences of an extended nature, requiring the employee to obtain from their physician,a statement of progress and anticipated date on which the employee will be able to return to work, as specified above. Department heads are responsible for establishing timekeeping procedures which will insure the submission of a time card covering each employee absence and for operating their respective offices in accordance with these policies and with clarifying regulations issued by the Office of the County 'Administrator. To help assure uniform policy application, the Personnel Director or designated management staff of the County Personnel Department should be contacted with respect to sick leave determinations about which the department is in doubt. FOR THE COUNTY:, FOR THE HEALTH CARE COALITION: C6 DATE: 21(,l �2 DATE: