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Home My WebLink AboutMINUTES - 04141992 - 1.45 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on April 14, 1992 by the following vote: AYES: Supervisors Fanden, Torlakson, McPeak, NOES: None ABSENT: Supervisors powers , Schroder ABSTAIN: None SUBJECT: Approval of Side Letter with ) SEIU, Local No. 535 ) Resolution No. 92/231 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 Bruce Peaslee, President, Social Services Union, Local No. 535, regarding economic terms and conditions for 1991- 1993 for those classifications represented by Local No. 535. I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Board upervisars on the date shown. ATTESTED: PHIL BAT HELOR.Clerk of the Board of Supervisors and County Administrator e�&Bq ,Deputy Orig. Dept: Personnel Department cc: Auditor-Controller/Payroll Affected Departments SEIU, Local No. 535 RESOLUTION NO. 92./231 5E Cancra ��- -` ° . Personnel Department CostaAdministration Bldg. :. ►i'g,! 651 Pine Street County �A `� 'w �� Martinez, California 94553-1292 April 13, 1992 Bruce Peaslee, President Social Services Union, Local 535 661 27th Street Oakland CA 94612 Dear Mr. Peaslee: This confirms agreement to submit this Side Letter outlining negotiated wage increases and other issues beginning October 1, 1991 through September 30, 1993 for approval by the Board of Supervisors. This agreement is, entered into by Contra Costa County and Social Services Union Local 535 representatives to provide salary adjustments while a comprehensive memorandum of understanding isbeing 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. Wage adjustments for employees represented by Local 535 are as indicated: • Lump sum payment of 3.00% in lieu of retroactive pay from 10/1/91 to 3131/92. • Wage increase of 30 levels effective 4/1/92. • Wage increase of 30 levels effective 10/1/92. The County and the Union also agreed to the following issues: Pay Equity. The parties will commence meet and confer on Pay Equity adjustments no later than June 1, 1992. Additional implementation language is contained in the attached Letter of Agreement. Mobile Phones. The Social Service Department shall request the purchase of at least six mobile phones for use by field workers. Mileage Reimbursement. Implement IRS mileage allowance (currently $.28/mile) effective May 1, 1992. Bilingual Provisions. The County will pay a $50 per month bilingual differential to those employees who translate 20% of the time or whose caseloads are 25% or more non-English speaking; the Social Service Department shall implement Spanish Notices of Action; the department will reduce caseloads by 10% for those employees with 25% or more non-English speaking caseloads. Retirement Benefits. The County agrees to participate in a joint labor-management committee whose specific objective will be to identify and evaluate any feasible methods of lessening or eliminating the difference in benefit levels between Tier I and Tier II retirement plans. Health and Safety. Procedures for increasing the efficiency of the Safety Program will be amended into the MOU. Deferred Compensation. The County will study feasibility of implementing 457 Ineligible Deferred Compensation Plan. Career Ladders. The Social Service Department will convene a committee consisting of management and Local 535 representatives to discuss issues regarding career ladders. Operational Efficiency. The Union will identify on a quarterly basis those functions, procedures and processes which it believes are not necessary and should be discontinued by the Social Service Department as a means of streamlining workload and the department will consider the feasibility of such requests according to local, state and federal mandates; the Department will make efforts to keep filled all budgeted and authorized positions; and currently implemented Work Groups and reports will continue for a year. MFCC and LCSW Licensing. The Social Service Department will, if possible, implement a system to provide supervision necessary to obtain MFCC and LCSW licenses. The Department and the Union will establish a task force to study methods whereby such supervision could be provided. Personnel Files. Upon written request of the employee, the Social Service Department will remove counselling memos from an employee's departmental personnel file if it is not referenced in the next performance evaluation or, if no evaluation is performed for eighteen months, there has been no subsequent counselling memo on the same subject. Reassianments. Internal moves within building may be made monthly to balance workload, but the Social Service Department will use inverse series seniority is no one from the appropriate class and function volunteers for reassignment. If the foregoing conforms to your understanding, please indicate your approval and acceptance in the space provided below. Dated:- CONTRA COSTA COUNTY SEIU, LOCAL 535 Harry Cisterman —Bruce VeasiSe, Pfteside`nt � Harry D r irec r of Personnel Z2� Richard K. HeyrW' Employee Relation ger M:TH:yba N/535.sl cc: Personnel/Records Auditor/Payroll LETTER OF AGREEMENT REGARDING IMPLEMENTATION OF PAY EQUITY In recognition of the fact that all Pay Equity adjustments cannot be fully completed within the time frame of the 1991-1993 MOU between the County and the Workers' Chapter of SEIU Local 535, the parties agree as follows: 1 COMPUTATION OF PAY EQUITY ADJUSTMENTS The magnitude of Pay Equity adjustments is determined by applying the method of least squares to data (points vs salary) to create a trend line. Each classification below the trend line shall receive Pay Equity adjustments until such time as the total of pay equity adjustments equal the initial difference between the salary of the class and that represented by the trend line. 2. FUNDING FOR PAY EQUITY ADJUSTMENTS The County shall provide fifty cents ($.50) in Pay Equity adjustments for each one dollar ($1.00) general wage increase authorized for classifications represented by the participating unions collectively, provided that the total of Pay Equity adjustments in any contract year shall not exceed twenty-five percent (25%) of the general payroll increase. 3. METHOD OF PAY EQUITY ADJUSTMENTS The parties understand and agree that as various classifications reach the point where further Pay Equity adjustments are unnecessary, the Pay Equity fund will be disbursed among remaining classes and that this may result in some classes receiving Pay Equity adjustments in excess of 50% of their general wage increase. 4. IMPLEMENTATION PROCEDURE The parties agree to commence meet and confer discussions not later than June 1, 1992 regarding the effective dates of the Pay Equity adjustments, the distribution of the Pay Equity adjustments among the eligible classes for the current contract year and the methodology for determining the distribution of Pay Equity adjustments in subsequent years. Upon completion of this meet and confer process, the parties will enter into a supplemental agreement regarding Pay Equity. DATED: !V1 92 CONTRA COSTA COUNTY SEIU LOCAL 535 -WORKERS' CHAPTER N/535