HomeMy WebLinkAboutMINUTES - 04071992 - 1.89 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on April 7, 1992 by the following vote:
AYES: Supervisors Powers , Fanden, Torlakson, McPeak
NOES: None
ABSENT: Supervisor Schroder
ABSTAIN: None
SUBJECT:
Approval of Side Letter with )
AFSCME, Local No, 512 ) Resolution No. 92/191
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 Linda Gregory, Business Agent,
Professional & Technical Employees, AFSCME, Local No. 512, regarding economic
terms and conditions for 1991-1993 for those classifications represented by Local No.
512.
1 hereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
Boars+of Supervis s on the date shown.
ATTESTED:
PHIL BATC ELOR,Clerk of the Board
of Supervisors and County Administrator
Deputy
Orig. Dept: Personnel Department
cc: Auditor-Controller/Payroll
Affected Departments
AFSCME, Local No. 512
Resolution No . 92/191
Contra °A Personnel Department
Costaj Administration Bldg.
651 Pine Street
Count Martinez, California 94553-1292
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r
April 3, 1992
Jim Hicks, Business Agent
Professional & Technical Employees
AFSCME, Local 512
1000 Court Street
Martinez CA 94553
Dear Mr. Hicks:
This confirms agreement to submit this Side Letter outlining negotiated wage and pay
equity increases beginning October 1, 1992 through September 30, 1993 for approval
by the Board of Supervisors.
This agreement is entered into by County representatives and Professional and
Technical Employees, AFSCME, Local 512 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.
Wage adjustments for employees represented by Local 512 are listed below:
• Lump sum payment retro from
10/1/91 to 2/29/92: 30
• Wage increase effective 3/1/92: 30 levels
• Wage increase effective 10/1/92: 30 levels
The County and the union also agreed to the following economic issues:
Health & Dental Plan Adjustments. As a member of the Health Care Coalition, Local
512 has agreed to revised subvention rates and plan changes specified in the
attached January 28, 1992 settlement agreement.
6th & 7th Steps for Account Clerk Supervisors. The above job class will have a 6th
and 7th step (2-1/2% each step) added to its salary range.
Elimination of VDT & Word Processing Differentials. The above two differentials 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 either differential.
Benefit Improvements. Supervisory classes will be given an increase in deferred
compensation contribution plus other benefit changes in line with benefits received
by other supervisory classes.
Professional Development Allowance. Classes within the Clerical Supervisor, Income
Maintenance and Social Service Staff Specialist Units will have their professional
development allowance increased by $50/month.
Institutional Supervisor I Differential. Probation will pay a 2.5% differential to
Institutional Supervisor I's for hours worked as a Building Superintendent after a
qualifying period of 72 cumulative hours.
Safety Boot Allowance. Engineering Technicians will be reimbursed for safety shoes
at the rate of $70 this year and $80 next year.
Elimination of Pay for Performance Plan. Social Service Program Analysts will
receive a 25 level increase in their salary range effective January 1, 1992 in lieu of
current "pay for performance plan".
Additional Language. The union and the County have agreed to include operational
language in the memorandum of understanding on the following issues:
• Pay for work.in a higher class to begin after 72 consecutive hours.
• Reduction in pay not to exceed 5% for 3 months as an option for disciplinary
action.
• Furlough days without pay up to 15 calendar days.
• Study Clerical Supervisors in the Family Support Division of the District
Attorney's office and review with departments other Clerical Supervisors alleged
to be performing Office Manager duties.
• Revised transfer policy including 3 months probation.
• Regular review of workload in Income Maintenance Units of the Social Service
Department.
• Study improved retirement benefits.
• Study 457 ineligible deferred compensation.
• Adopt revised family leave policy.
• Revised County sick leave policy.
• Meet and confer with Engineering Technicians regarding differentials for various
professional certifications, evaluation, rotation and movement within deep class.
If the foregoing conforms to your understanding, please indicate your approval and
acceptance in the space provided below.
Dated:
CONTRA COSTA COUNTY AFSCME-,—LOCAL 512
Harry,F1. Cisterman Jim:-Hicks, `Buginess Agent
Director of Personnel
Richard K. Heyne
Employee Relatio Ma ager
RKH:JM:yba
N/512.s1
cc: Personnel/Records
Auditor/Payroll