HomeMy WebLinkAboutMINUTES - 03211995 - 1.37 TEL No . Mar 21 , 95 8 :59 No . 001 P .02
5107797003 CITY OP ANTIOCH 475 P02 MAR 20 195 14:0
1. 37
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ANTO�H CA 94509 FAX (510) 779.7003
CITY HALL THIRD AND H PO 130
OFFICE OF CIN MANAGER
March 20, 1995
Supervisor Gayle Bishop
18 Crow Canyon Court, Suite 120
San Ramon, CA 945$3
Subgeot: Library Memorandum of Understandlug (M.O.U.)
Bear Supervisor Bishop:
It was our understanding that the County would be attempting to modify next year's
M.O.U. with library employees for more flexible work rules and a commitment to
expand the use of library volunteers. These were major issues raised by the Mayors'
Conference and reflected the concerns of the majority of cities.
I believe the pending action before the Board of Supervisors is ratification of last year's
M.O.U. The terms and conditions are applicable during this fiscal year and were
agreed upon last year. This M.O.U. does not pertain to the desired changes
recommended by the Mayors' Conference.
Very truly yours,
/�&�6. e r�>�c I
DAVID D, RO'WLAN'DS, JR,
City Manager
DDR:ds
CC; Supervisor Tom Torlakson
Phil Batchelor, C.A.O.
Anne Marie Gold, County Librarian
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on March 2';l 995 by the following vote:
AYES: Supervisors Rogers , Smith, DeSaulnier, Torlakson and Bishop*
NOES: clone
ABSENT: None
ABSTAIN: Supervisor Bishop abstained on the portion of the MOU relative
to the .Library
S U BJ ECT:
Approval of Memorandum of Understanding )
with CCCEA, Local No. 1 ) Res. No. 95/ 93
The Contra Costa County Board of Supervisors RESOLVES THAT:
1 . On August 2, 1994 the Employee Relations Manager submitted a Letter of
Understanding dated July 25, 1994 which reflected all negotiated
agreements reached between the parties on terms and conditions of
employment affecting employees represented by Local No. 1 .
2. Salaries and Terms and Conditions of Employment. The Memorandum of
Understanding with Local No. 1 is-attached hereto. Section Numbers 1
.through 57 inclusive and attachments are incorporated herein as if set
forth in full and made applicable to the represented employees.
3. This Board having thoroughly considered said Memorandum of
Understanding, the same is approved.
4. If an Ordinance(s) is required to implement any of the foregoing
provisions, the Board of Supervisors will adopt said Ordinance(s).
5. This Resolution is effective as of October 1 , 1993.
IN 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 data shown.
ATTESTED: March 21 , 1995
PHIL BATCHELOR,Cierk Of the Board
4upe- rvis and County A Inistrator
BY .Deputy
Orig. Dept.: Personnel (Contact Rich Heyne @ 646-4146)
cc: Employee Relations Division
Auditor-Controller
Department Heads
Local No. 1
MEMORANDUM OF UNDERSTANDING
BETWEEN
CONTRA COSTA COUNTY
AND
CONTRA COSTA COUNTY EMPLOYEES' ASSOCIATION
LOCAL NO. 1
EFFECTIVE
OCTOBER 1 , 1993 - SEPTEMBER 30, 1995
TABLE OF CONTENTS
SECTION 1 UNION RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . 4
SECTION 2 UNION SECURITY
2.1 Dues Deduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
2.2 Agency Shop . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
2.3 Dues Form . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
2.4 Maintenance of Membership . . . . . . . . . . . . . . . . . . . . 8
2.5 Withdrawal of Membership . . . . . . . . . . . . . . . . . . . . . 9
2.6 Communicating With Employees . . . . . . . . . . . . . . . . 9
2.7 Use of County Buildings . . . . . . . . . . . . . . . . . . . . . . 10
2.8 Advance Notice . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . 11
2.9 Written Statement for New Employees 11
2.10 Assignment of Classes to Bargaining Units . . . . . . . 11
2.11 Section 18 of 1977/79 MOU . . . . . . . . . . . . . . . . . 12
SECTION 3 NO DISCRIMINATION/ADA . . . . . . . . . . . . . . . . . . . 12
SECTION 4 SHOP STEWARDS & OFFICIAL REPRESENTATIVES
4.1 Attendance at Meetings . . . . . . . . . . . . . . . . . . . . . . 13
4.2 Union-Sponsored Training Programs . . . . . . . . . . . . 14
4.3 Union Representatives . . . . . . . . . . . . . . . . . . . . . . . 14
SECTION 5 SALARIES
5.1 General Wage Increases . . . . . . . . . . . . . . . . . . . . . . 15
5.2 Pay Equity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
5.3 Entrance Salary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
5.4 Anniversary Dates . .. . . . . . . . . . . . . . . . . . . . . . . . . . 18
5.5 Increments Within Range . . . . . . . . . . . . . . . . . . . . . 19
5.6 Part-Time Compensation . . . . . . . . . . . . . . . . . . . . . . 20
5.7 Compensation for Portion of Month . . . . . . . . . . . . . 20
5.8 Position Reclassification . . . . . . . . . . . . . . . . . . . . . . 20
5.9 Salary Reallocation & Salary on Reallocation . . . . . . 21
5.10 Salary on Promotion . . . . . . . . . . . . . . . . . . . . . . . . . 22
5.11 Salary on Involuntary Demotion . . . . . . . . . . . . . . . . 22
5.12 Salary on Voluntary Demotion . . . . . . . . . . . . . . . . . 23
5.13 Transfer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
5.14 Pay for Work in Higher Classification . . . . . . . . . . . . 24
5.15 Payment . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . 25
- i -
SECTION 6 DAYS & HOURS OF WORK . . . . . . . . . . . . . . . . . . . . 26
SECTION 7 OVERTIME & COMPENSATORY TIME
7.1 Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
7.2 Compensatory Time . . . . . . . . . . . . . . . . . . . . . . . . . 27
SECTION 8 CALL BACK TIME . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
SECTION 9 ON-CALL DUTY . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
SECTION 10 SHIFT DIFFERENTIAL . . . . . . . . . . . . . . . . . . . . . . . . 30
SECTION 1 1 WORKFORCE REDUCTION/LAYOFF/REASSIGNMENT
11 .1 Workforce Reduction . . . . . . . . . . . . . . . . . . . . . . . . . 30
11 .2 Separation Through Layoff . . . . . . . . . . . . . . . . . . . . 32
11 .3 Notice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
11 .4 Special Employment Lists . . . . . . . . . . . . . . . . . . . . . 37
11 .5 Reassignment of Laid Off Employees . . . . . ... . . . . . 37
11 .6 Further Study . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
SECTION 12 HOLIDAYS
12.1 Holidays Observed . . . . . . . . . . . : . . . . . . . . . . . . . 37
12.2 Application of Holiday Credit . . . . . . . . . . . . . . . . . . 38
12.3 Holiday Credit for Part-Time Employees . . . . . . . . . 39
12.4 4/10 Shift Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . 39
12.5 Accrual of Holiday Time . . . . . . . . . . . . . . . . . . . . . . 40
SECTION 13 VACATION LEAVE
13.1 Vacation Allowance . . . . . . . . . . . . . . . . . . . . . . . . . . 41
13.2 On Reemployment from Layoff List . . . . . . . . . . . . . 41
13.31 Vacation Accrual Rates . . . . . . . . . . . . . . . . . . . . . . . 41
13.4 Bridged Service Time . . . . . . . . . . . . . . . . . . . . . . . . 42
13.5 Accrual During Leave Without Pay . . . . . . . . . . . . . . 43
13.6 Vacation Allowance for Separated Employees . . . . . 43
13.7 Preference . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
- ii -
�I
ECTION 14 SICK LEAVE
1. 4. 1 Purpose of Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . 43
14.2 Credits To and Charges Against Sick Leave . . . . . . . 43
14.3 Policies Governing Use of Paid Sick Leave . . . . . . . . 44
14.4 Administration of Sick Leave . . . . . . . . . . . . . . . . . . 47
14.5 Disability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49
14.6 Workers' Compensation . . . . . . . . . . . . . . . . . . . . . . 53
14.7 Rehabilitation Program . . . . . . . . . . . . . . . . . . . . . . . 56
14.8 Accrual During Leave Without Pay . . . . . . . . . . . . . . 56
SECTION 15 CATASTROPHIC LEAVE BANK
15.1 Program Design . . . . . . . . . . . . . . . . . . . . . . . . . . . . 57
15.2 Operation . . . . . . . . . . . . . . . . . . . . . . . . . .... . . . . . . 57
SECTION 16 STATE DISABILITY INSURANCE
16.1 General Provisions . . . . . . . . . . . . . . . . . . . . . . . . . . 59
16.2 Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60
16.3 Method of Integration . . . . . . . . . . . . . . . . . . . . . . . . 60
16.4 Definition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 61
16.5 Conversion to New SDI Program . . . . . . . . . . . . . . . . 61
SECTION 17 LEAVE OF ABSENCE
1.7.1 Leave Without Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . 62
17.2 General Administration . . . . . . . . . . . . . . . . . . . . . . . 62
17.3 Furlough Days Without Pay . . . . . . . . . . . . . . . . . . . . 64
17.4 Military Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64
17.5 Family Care Leave or Medical Leave . . . . . . . . . . . . . 65
17.6 Certification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65
17.7 Intermittent Use of Leave . . . . . . . . . . . . . . . . . . . . . 65
17.8 Aggregate Use for Spouses . . . . . . . . . . . . . . . . . . . . 66
17.9 Definitions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66
17.10 Pregnancy Disability Leave . . . . . . . . . . . . . . . . . . . . 68
17.11 Group Health Plan Coverage . . . . . . . . . . . . . . . . . . . 68
17.12 Leave Without Pay - Use of Accruals . . . . . . . . . . . . . 69
17. 13 Replacement & Reinstatement . . . . . . . . . . . . . . . . . 70
17.14 Leave of Absence Return . . . . . . . . . . . . . . . . . . . . . 70
17.15 Reinstatement from Family Care/Medical Leave . . . 70
17.16 Salary Review While on Leave of Absence . . . . . . . . . 71
17.17 Unauthorized Absence . . . . . . . . . . . . . . . . . . . . . . . 71
17.18 Non-exclusivity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71
- iii -
SECTION 18 JURY DUTY AND WITNESS DUTY . . . . . . . . . . . . . . 71
SECTION 19 HEALTH AND WELFARE, LIFE AND DENTAL CARE
19.1 County Programs . . . . . . . . . . . . . . . . . . . . . . . . . . . 73
19.2 Rate Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . 73
19.3 Medicare Rates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 73
19.4 Partial Month . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74
19.5 Coverage During Absences . . . . . . . . . . . . . . . . . . . . 74
19.6 -Retirement Coverage . . . . . . . . . . . . . . . . . . . . . . . . 75
19.7 Dual Coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 75
SECTION 20 PROBATIONARY PERIOD
20.1 Duration . . . . . . . 75
20.2 Classes With Probation Periods Over 6 Months . . . . 75
20.3 Revised Probationary Period . . . . . . . . . . . . . . . . . . . 76
20.4 Criteria . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 76
20.5 Rejection During Probation . . . . . . . . . . . . . . . . . . . . 76
20.6 Regular Appointment . . . . . . . . . . . . . . . . . . . . . . . . 77
20.7 Layoff. During Probation . . . . . . . . . . . . . . . . . . . . . . 78
20.8 Rejection During Probation of Layoff Employee . . . . 78
SECTION 21 PROMOTION
21 .1 Competitive Exam . . . . . . . . . . . . . . . . . . . . . . . . . . . / 9
21 .2 Promotion Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . 79
21 .3 Open Exam . . . . . . . . . . . . : . . . . . . . . . . . . . . . . . . . 79
21 .4 Promotion Via Reclassification w/o Exam . . . . . . . . . 79
21 .5 Requirements for Promotional Standing 80
21 .6 Seniority Credits . . . . . . . . . . . . . . . . . . . . . . . . . . . . 80
21 .7 Release Time for Physical Examination . . . . . . . . . . . 80
SECTION 22 TRANSFER & REASSIGNMENT
22.1 Transfer Conditions . . . . . . . . . . . . . . . . . . . . . . . . . 80
22.2 Transfer Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 81
22.3 Reassignment of Work Location . . . . . . . . . . . . . . . . 81
22.4 Voluntary Reassignment (Bidding) Procedure . . . . . . 82
22.5 Involuntary Reassignment Procedure . . . . . . . . . . . . 85
22.6 Reassignment Due to Layoff or Displacement . . . . . 86
- iv -
SECTION 23 RESIGNATIONS
23. 1 Resignation in Good Standing . . . . . . . . . . . . . . . . . 87
23.2 Constructive Resignation . . . . . . . . . . . . . . . . . . . . . 88
23.3 Effective Resignation . . . . . . . . . . . . . . . . . . . . . . . . 88
23.4 Revocation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 88
23.5 Coerced Resignations . . . . . . . . . . . . . . . . . . . . . . . . 88
SECTION 24 DISMISSAL, SUSPENSION, TEMPORARY REDUCTION
IN PAY, AND DEMOTION
24.1 Sufficient Cause for Action . . . . . . . . . . . . . . . . . . . . 89
24.2 Skelly Requirements . . . . . . . . . . . . . . . . . . . . . . . . . 91
24.3 Employee Response . . . . . . . . . . . . . . . . . . . . . . . . . 91
24.4 Leave Pending Employee Response . . . . . . . . . . . . . 91
24.5 Length of Suspension . . . . . . . . . . . . . . . . . . . . . . . . 92
24.6 Procedure on Disciplinary Actions . . . . . . . . . . . . . . 92
SECTION 25 GRIEVANCE PROCEDURE
25.1 Definition and Procedural Steps . . . . . . . . . . . . . . . . 93
25.2 Scope of Adjustment Bd. & Arb. Decisions . ... . . . . . 95
2S.3 Time Limits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 96
25.4 Union Notification . . . . . . . . . . . . . . . . . . . . . . . . . . . 96 .
25.5 Compensation Complaints . . . . . . . . . . . . . . . . . . . . 96
25.6 Strike/Work Stoppage . . . . . . . . . . . . . . . . . . . . . . . 96
25.7 Merit Board . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97
25.8 Filing by Union . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97
SECTION 26 BILINGUAL PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97
SECTION 27 RETIREMENT CONTRIBUTION . . . . . . . . . . . . . . . . . 98
SECTION 28 TRAINING REIMBURSEMENT . . . . . . . . . . . . . . . . . . 98
SECTION 29 SAFETY SHOES & PRESCRIPTION SAFETY
EYEGLASSES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 98
SECTION 30 VDT USERS EYE EXAMINATION . . . . . . . . . . . . . . . 99
SECTION 31 PERFORMANCE EVALUATION PROCEDURE . . . . . . 99
- v -
ECTION 32 MILEAGE
32. 1 Reimbursement for Use of Personal Vehicle . . . . . 102
32.2 Charge for Use of Home Garaged Co. Vehicle . . . 102
SECTION 33 PAY WARRANT ERRORS . . . . . . . . . . . . . . . . . . . . 102
SECTION 34 FLEXIBLE STAFFING . . . . . . . . . . . . . . . . . . . . . . . 103
SECTION 35 PROVISIONAL APPOINTMENTS . . . . . . . . . . . . . . 103
SECTION 36 PERSONNEL FILES . . . . . . . . . . . . . . . . . . . . . . . . 104
SECTION 37 SERVICE AWARDS . . . . . . . . . . . . . . . . . . . . . . . . 107
SECTION 38, REIMBURSEMENT FOR MEAL EXPENSES . . . . . . . 107
SECTION 39 DETENTION FACILITY MEALS . . . . . . . . . . . . . . . 1.08
SECTION 40 LOSS OR DAMAGE TO PERSONAL PROPERTY . . 108
SECTION 41 UNFAIR LABOR PRACTICE . . . . . . . . . . . ... . . . : . ] 09
SECTION 42 HARASSMENT . . . . . . . . . . . . . . . . . . . . . . . . ... . . . 109
SECTION 43 LENGTH OF SERVICE DEFINITION . . . . . . . . . . . . 109
SECTION 44 PERM. PART-TIME EMPLOYEE BENEFITS . . . . . . 110
SECTION 45 P-1 EMPLOYEE BENEFITS . . . . . . . . . . . . . . . . . . . 110
SECTION 46 P-1 EMPLOYEE HEALTH PLAN . . . . . . . . . . . . . . . 110
SECTION 47 PROVISIONAL EMPLOYEE BENEFITS . . . . . . . . . . 1 1 1
SECTION 48 HAZARD PAY DIFF. FOR H. S. EMPLOYEES . . . . . 1 1 1
SECTION 49 LUNCH PERIOD . . . . . . . . . . . . . . . . . . . . . . . . . . 1 1 1
SECTION 50 REST BREAKS . . . . . . . . . . . . . . . . . . . . . . . . . . . . 112
- vi -
SECTION 51 HEALTH EXAMINATION . . . . . . . . . . . . . . . . . . . . 112
SECTION 52 CLASS STUDIES/SPECIAL STUDIES/
OTHER ACTIONS . . . . . . . . . . . . . . . . . . . . . . . . . 112
SECTION 53 ADOPTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 115
SECTION 54 SCOPE OF AGREEMENT & SEPARABILITY OF
PROVISIONS
54.1 Scope of Agreement . . . . . . . . . . . . . . . . . . . . . . . 116
54.2 Separability of Provisions . . . . . . . . . . . . . . . . . . . 116
54.3 Personnel Management Regulations . . . . . . . . . . . 116
54.4 Duration of Agreement . . . . . . . . . . . . . . . . . . . . . 116
SECTION 55 FLSA PROVISIONS . . . . . . . . . . . . . . . . . . . . . . . . 117
SECTION 56 PAST PRACTICES & EXISTING MOU'S . . . . . . . . . 117
SECTION 57 UNIT ITEMS
57.1 Agriculture - Animal Control . . . . . . . . . . . . . . . . . 119
57.2 Attendant-LVN-Aide . . . . . . . . . . . . . . . . . . . . . . . . 123
57.3 Building Trades .. . . . . . . . .. . . . . . . . . . . . . . . . . . 135
57.4 Deputy Public Defender . . . . . . . . . . . . . . . . . . . 135
57.5 Engineering . . . . : . . 139
57.6 General Services & Maintenance . . . . . . . . . . . . . . 140
57.7 Health Services . . . . . . . . . . . . . . . . . . . . . . . . . . . 147
57.8 Investigators . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 158
57.9 Legal & Court Clerks . . . . . . . . . . . . . . . . . . . . . . . 159
57.10 Library . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 160
57.11 Probation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 166
57.12 Head Start . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 169
57.13 Child Development . . . . . . . . . . . . . . . . . . . . . . . . 172
ATTACHMENTS
EXHIBITS
SUBJECT INDEX
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Intentionally Blank
MEMORANDUM OF UNDERSTANDING
BETWEEN
CONTRA COSTA COUNTY '
AND
CONTRA COSTA COUNTY EMPLOYEES' ASSOCIATION
LOCAL NO. 1
This Memorandum of Understanding is entered into pursuant to
the authority contained in Division 34 of Board of Supervisors
Resolution 81 /1 165 and has been jointly prepared by the parties.
The Employee Relations Officer (County Administrator) is the
representative of Contra Costa County in employer-employee
relations matters as provided in Board of Supervisors' Resolution
81 /1165.
The parties have met and conferred in good faith regarding
wages, hours and other terms and conditions of employment for
the employees in units in which the Union is the recognized
representative, have freely exchanged information, opinions and
proposals and have endeavored to reach agreement on all matters
relating to the employment conditions and employer-employee
relations covering such employees.
This Memorandum of Understanding shall be presented to the
Contra Costa County Board of Supervisors, as the governing
board of the County and appropriate fire districts, as the joint
recommendations of the undersigned for salary and employee
benefit adjustments for the period commencing October 1 , 1993
and ending September 30, 1995.
Special provisions and restrictions pertaining to Project employees
covered by this MOU are contained in Attachment A which is
attached hereto and made a part hereof.
DEFINITIONS:
Appointing Authority: Department Head unless otherwise
provided by statute or ordinance.
Class: A group of positions sufficiently similar with respect to the
duties and responsibilities that similar selection procedures and
qualifications may apply and that the same descriptive title may
be used to designate each position allocated to the group.
Class Title: The designation given to a class, to each position
allocated to the class, and to the employees allocated to the class.
County: Contra Costa County.
Demotion: The change of a permanent employee to another
position in a class allocated to a salary range for which the top
step is lower than the top step of the class which the employee
formerly occupied except as provided for under Transfer or as
otherwise provided for in this MOU, in the Personnel Management
Regulations, or in specific resolutions governing deep classes.
Director of Personnel: The person designated by the County
Administrator to serve as the Assistant County Administrator-
Director of Personnel.
Eligible: Any person whose name is on an employment or
reemployment or layoff list for a given class.
Employee: A person who is an incumbent of a position or who is
on leave of absence in accordance with provisions of this MOU
and whose position is held pending his return.
Employment List: A list of persons who have been found
qualified for employment in a specific class.
Layoff List: A list of persons who have occupied positions
allocated to a class in the Merit System and who have been
involuntarily separated by layoff or displacement or have
voluntarily demoted in lieu of layoff.
Permanent-Intermittent Position: Any position which requires
the services of an incumbent for an indefinite period but on an
intermittent basis, as needed, paid on an hourly basis.
- 2 -
Permanent Part-Time Position: Any position which will require
the services of an incumbent for an indefinite period but on a
regularly scheduled less than full time basis.
Permanent Position: Any position which has required, or which
will require the services of an incumbent without interruption, for
an indefinite period.
Project Employee: An employee who is engaged in a time limited
program or service by reason of limited or restricted funding.
Such positions are typically funded from outside sources but may
be funded from County revenues.
Promotion: The change of a permanent employee to another
position in a class allocated to a salary range for which the top
step is higher than the top step of the class which the employee
formerly occupied, except as provided for under Transfer or as
otherwise provided for in this MOU, in the Personnel Management
Regulations, or in specific resolutions governing deep classes.
Position: The assigned duties and responsibilities calling for the
regular full time, part-time or intermittent employment of a
person.
Reallocation: The act of reassigning an individual position from
one class to another class at the same range of the salary
schedule or to a class which is allocated to another range that is
within five percent (5Yo) of the top step, except as otherwise
provided for in the Personnel Management Regulations, deep
class resolutions or other ordinances.
Reclassification: The act of changing the allocation of a position
by raising it to a higher class or reducing it to a lower class on the
basis of significant changes in the kind, difficulty or responsibility
of duties performed in such position.
Reemployment List: A list of persons, who have occupied
positions allocated to any class in the merit system and, who have
voluntarily separated and are qualified for consideration for
reappointment under the Personnel Management Regulations
governing reemployment.
- 3 -
Resignation: The voluntary termination of permanent
employment with the County.
Temporary Employment: Any employment which will require the
services of an incumbent for a limited period of time, paid on an
hourly basis, not in an allocated position or in permanent status.
Transfer: The change of an employee who has permanent status
in a position to another position in the same class in a different
department, or to another position in a class which is allocated to
a range on the'salary plan that is within five percent (5%) at top
step as the class previously occupied by the employee.
SECTION 1 - UNION RECOGNITION
The Union is the formally recognized employee organization for
the representation units listed below, and such organization has
been certified as such pursuant to Board of Supervisor's
Resolution 81 /1165.
Agriculture and Animal Control Unit
Attendant-LVN-aide Unit
Building Trades Unit
Child Development Unit
Deputy Public Defenders Unit
Engineering Unit
General Services and Maintenance Unit
Head Start Unit
Health Services Unit
Investigative Unit
Legal and Court Clerk Unit
Library Unit
Probation Unit
SECTION 2 - UNION SECURITY
2.1 Dues Deduction. Pursuant to Board of Supervisor's
Resolution 81 /1165, only a majority representative may have
dues deduction and as such the Union has the exclusive privilege
- 4 -
of dues deduction or agency fee deduction for all employees in its
units.
2.2 Agency Shop.
A. The Union agrees that it has a duty to provide fair
and nondiscriminatory representation to all
employees in all classes in the units for which this
section is applicable regardless of whether they are
members of the Union.
B. All employees employed in a representation unit on
or after the effective date of this MOU and continuing
until the termination of the MOU, shall as a condition
of employment either:
I . Become and remain a member of the Union or;
2. pay to the Union, an agency shop fee in an
amount which does not exceed an •amount
which may be lawfully collected under applicable
constitutional, statutory, and case law, which
under no circumstances shall -:exceed . the
monthly dues, initiation fees and general
assessments made during the duration of this
MOU. It shall be the sole responsibility of the
Union to determine an agency shop fee which
meets the above criteria; or
3. do both of the following:
a. Execute a written declaration that the
employee is a member of a bona fide
religion, body or sect which has historically
held a conscientious objection to joining or
financially supporting any public employee
organization as a condition of
employment; and
b. pay a sum equal to the agency shop fee
described in Section 2.2.6.2 to a non-
- s -
religious, non-labor, charitable fund chosen
by the employee from the following
charities: Family and Children's Trust
Fund, Child Abuse Prevention Council and
Battered Women's Alternative.
C. The Union shall provide the County with a copy of
the Union's Hudson Procedure for the determination
and protest of its agency shop fees. The Union shall
provide a copy of said Hudson Procedure to every fee
payer covered by this MOU within one month from
the date it is approved and annually thereafter, and
as a condition to any change in the agency shop fee.
Failure by an employee to invoke the Union's Hudson
Procedure within one month after actual notice of the
Hudson Procedure shall be a waiver by the employee
of their right to contest the amount of the agency
shop fee.
D. The provisions of Section 2.2.B.2 shall not apply
during periods that an employee is separated from
the representation unit but shall be reinstated upon
the return of the. employee to the representation
unit. The term separation includes transfer out of
the unit, layoff, and leave of absence with a duration
of more than thirty (30) days.
E. Annually, the Union shall provide the Director of
Personnel with copies of the financial report which
the Union annually files with the California Public
Employee Relations Board. Such report shall be
available to employees in the unit. Failure to file
such a report within sixty (60) days after the end of
its fiscal year shall result in the termination of all
agency shop fee deductions without jeopardy to any
employee, until said report is filed, and upon mutual
agreement, this time limit may be extended to 120
days.
- 6 -
F. Compliance.
1 . An employee employed in or hired into a job
class represented by the Union shall be
provided with an Employee Authorization for
Payroll Deduction card by the Personnel
Department.
2. If the form authorizing payroll deduction is not
returned within thirty (30) calendar days after
notice of this agency shop fee provision and the
union dues, agency shop fee, initiation fee or
charitable contribution required under Section
2.2.13.3 are not received, the Union may, in
writing, direct that the, County withhold the
agency shop fee and the initiation fee from the
employee's salary, in which case the employee's
monthly salary shall be reduced by an amount
equal to the agency shop fee and the County
shall pay an equal amount to the Union.
G. The Union shall indemnify, defend, and save the
County harmless against any and all claims,
demands, suits, orders, or judgments, or other forms
of liability that arise out of or by reason of this union
security section, or action taken or not taken by the
County under this Section. This includes, but is not
limited to, the County's Attorneys' fees and costs.
The provisions of this subsection shall not be subject
to the grievance procedure following the adoption of
this memorandum of understanding by the County
Board of Supervisors.
H. The County Personnel Department shall monthly
furnish a list of all new hires to the Union.
I. In the event that employees in a bargaining unit
represented by the Union vote to rescind
Agency Shop, the provisions of Section 2.4 and
2. 5 shall apply to dues-paying members of the
Union.
- 7 -
2.3 Dues Form. Employees hired on or after October 1 , 1981 ,
in classifications assigned to units represented by the Union shall,
as a condition of employment; complete a Union dues
authorization card provided by the Union and shall have deducted
from their paychecks the membership dues of the Union. Said
employees shall have thirty (30) days from the date of hire to
decide if he/she does not want to become a member of the Union.
Such decision not to become a member of the Union must be
made in writing to the Auditor-Controller with a copy to the
Employee Relations Division within said thirty (30) day period. If
the employee decides not to become a member of the Union, any
Union dues previously deducted from the employee's paycheck
shall be returned to the employee and said amount shall be
deducted from the next dues deduction check sent to the Union.
If the employee does not notify the County in writing of the
decision not to become a member within the thirty (30) day
period, he/she shall be deemed to have voluntarily agreed to pay
the dues of the Union.
Each such dues authorization form referenced above shalPinclude
a statement that the Union and the County have entered into a
MOU, that the employee is required to authorize payroll
deductions of Union dues as a condition of employment, and that
such authorization may be revoked within the first thirty (30) days
of employment upon proper written notice by the employee within
said thirty (30) day period as set forth above. Each such
employee shall, upon completion of the authorization form,
receive a copy of said authorization form which shall be deemed
proper notice of his/her right to revoke said authorization.
2.4 Maintenance of Membership. All employees in units
represented by the Union who are currently paying dues to the
Union and all employees in such units who hereafter become
members of the Union shall as a condition of continued
employment pay dues to the Union for the duration of this MOU
and each year thereafter so long as the Union continues to repre-
sent the position to which the employee is assigned, unless the
employee has exercised the option to cease paying dues in
accordance with Section 2.5.
- 8 -
2.5 Withdrawal of Membership. , By notifying the Auditor-
Controller's Department in writing,, between August 1 and August
31 , 1995, any employee may withdraw from Union membership
and discontinue paying dues as of the payroll period, com-
mencing September 1 , 1995 discontinuance of dues payments to
then be reflected in the October 10, 1995 paycheck. Immediately
upon close of the above mentioned thirty (30) day period the
Auditor-Controller shall submit to the Union a list of the
employees .who have rescinded their authorization for dues
deduction. This can only be accomplished if and when agency
shop would be rescinded.
2.6 Communicating With Employees. The Union shall be
allowed to use designated portions of bulletin boards or display
areas in public portions of County buildings or in public portions
of offices in which there are employees represented by the Union,
provided the communications displayed have to do with official
organization business such as times and places of meetings and
further provided that the employee organization appropriately
posts and removes the information. The department head
reserves the right to remove objectionable materials after
notification to and discussion with the Union.
Representatives of the Union, not on County time, shall be
permitted to place a supply of employee literature at specific
locations in County buildings if arranged through the Department
Head or designated representative; said representatives may
distribute employee organization literature in work areas (except
work areas not open to the public) if the nature of the literature
and the proposed method of distribution are compatible with the
work environment and work in progress. Such placement and/or
distribution shall not be performed by on duty employees.
The Union shall be allowed access to work locations in which it
represents employees for the following purposes:
1 . To post literature on bulletin boards;
2. to arrange for use of a meeting room;
- 9 -
3. to Leave and/or distribute a supply of literature as
indicated above;
4. to represent an employee on a grievance, and/or to
contact a union officer on a matter within the scope of
representation.
In the application of this provision, it is agreed and understood
that in each such instance advance arrangements, including
disclosure of which of the above purposes is the reason for the
visit, will be made with the departmental representative in charge
of the work area, and the visit will not interfere with County
services.
2.7 Use of County Buildings. The Union shall be allowed the
use of areas normally used for meeting purposes for meetings of
County employees during non-work hours when:
I . Such space is available;
2. there is no additional cost to the County;
3. it does not interfere with normal County operations;
4. employees in attendance are not on duty and are not
scheduled for duty;
S. the meetings are on matters within the scope of
representation.
The administrative official responsible for the space shall
establish and maintain scheduling of such uses. The Union shall
maintain proper order at the meeting, and see that the space is
left in a clean and orderly condition.
The use of County equipment (other than items normally used in
the conduct of business meetings, such as desks, chairs, ashtrays,
and blackboards) is strictly prohibited, even though it may be
present in the meeting area.
- 10 -
2.8 Advance Notice. The Union shall, except in cases of
emergency, have the right to reasonable notice of any ordinance,
rule, resolution or regulation directly relating to matters within
the scope of representation proposed to be adopted by the Board,
or boards and commissions appointed by the Board, and to meet
with the body considering the matter.
The listing of an item on a public agenda, or the mailing of a copy
of a proposal at least seventy-two (72) hours before the item will
be heard, or the delivery of a copy of the proposal at least twenty-
four (24) hours before the item will be heard, shall constitute
notice.
In cases of emergency when the Board, or boards and
commissions appointed by the Board, determines it must act
immediately without such notice or meeting, it shall give notice
and opportunity to meet as soon as practical after its action.
2.9 Written Statement for New Employees. The County will
provide a written statement to each new employee hired into a
classification in any of the bargaining units represented by the
Union, that the employee's classification is represented by the
Union and the. name of a representative of the Union. The County
will provide the employee with a packet of information which has
been supplied by the Union and approved by the County.
2.10 Assignment of Classes to Bargaining Units. The County
shall assign new classes in accordance with the following
procedure:
1 . Initial Determination. When a new class title is established,
the Employee Relations Officer shall review the
composition of existing representation units to determine
the appropriateness of including some or all of the
employees in the new class in one or more existing repre-
sentation units, and within a reasonable period of time
shall notify all recognized employee organizations of his
determination.
2. Final Determination. His determination is final unless
within ten (10) days after notification a recognized
- 11 -
employee organization requests in writing to meet and
confer thereon.
3. Meet and Confer and other Steps. He shall meet and
confer with such requesting organizations (and with other
recognized employee organizations where appropriate) to
seek agreement on this matter within sixty (60) days after
the ten (10) day period in Subsection B, unless otherwise
mutually agreed. Thereafter, the procedures in cases of
disagreement, arbitration referral and expenses, and
criteria for determination shall conform to Board of
Supervisor's Resolution 81 /1165.
2.11 Section 18 of 1977-79 MOU. Section 18 of the 1977-1979
Memorandum of Understanding between the County and Local
No. 1 shall be continued for the duration of this MOU and shall be
applicable to all units currently represented by Local No. 1 .
SECTION 3 - NO DISCRIMINATION/AMERICANS•' WITH
DISABILITIES ACT (ADA)
There shall be no discrimination because of sex, race, creed,
color, national origin, sexual orientation or union activities
against any employee or applicant for employment by the County
or by anyone employed by the County; and to the extent
prohibited by applicable State and Federal law there shall be no
discrimination because of age. There shall be no discrimination
against any handicapped person solely because of such handicap
unless that handicap prevents the person from meeting the
minimum standards established for the position or from carrying
out the duties of the position safely.
The Employer and the Union recognize that the Employer has an
obligation to reasonably accommodate disabled employees. If by
reason of the aforesaid requirement the Employer contemplates
actions to provide reasonable accommodation to an individual
employee in compliance with the ADA which are in conflict with
any provision of this Agreement, the Union will be advised of such
proposed accommodation. Upon request, the County will meet
and confer with the Union on the impact of such accommodation.
- 12 -
If the County and the Union do not reach agreement, the County
may implement the accommodation if required by law without
further negotiations. Nothing in this MOU shall preclude the
County from taking actions necessary to comply with the
requirements of ADA.
SECTION 4 - SHOP STEWARDS & OFFICIAL REPRESENTATIVES
4.1 Attendance at Meetings. Employees designated as shop
stewards or official representatives of the Union shall be allowed
to attend meetings held by County agencies during regular
working hours on County time as follows:
1 . If their attendance is required by the County at a specific
meeting, including meetings of the Board of Supervisors;
2. if their attendance is sought by a hearing body or
presentation of testimony or other reasons;
3. if their attendance is required for meetings scheduled at
reasonable times agreeable to all parties, required for .
settlement of grievances filed pursuant to Section 23
(Grievance Procedure) of this Memorandum;
4. if they are designated as a shop steward, in which case
they may utilize a reasonable time at each level of the
proceedings to assist an employee to present a grievance
provided the meetings are scheduled at reasonable times
agreeable to all parties;
5. if they are designated as spokesperson or representative
of the. Union and as such make representations or
presentations at meetings or hearings. on wages, salaries
and working conditions; provided in each case advance
arrangements for time away from the employee's work
station or assignment are made with the appropriate
department head, and the County agency calling the
meeting is responsible for determining that the
,,4ttendance of the particular employee(s) is required,
incjuding meetings of the Board of Supervisors and
Retirement Board where items which are within the scope
- 13 -
of representation and involving Local No. 1 are to be
discussed.
4.2 Union-Sponsored Training Programs. The County shall
provide a maximum of 240 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 County Personnel 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 Employee Relations
Officer or other management representatives on matters within
the scope of representation, provided that the numberof such
representatives shall not exceed the below specified limits
without prior approval of the Employee 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 Control 2
Attendant-LVN-Aide 2
Building Trades 2
Child Development 2
Deputy Public Defenders 1
Engineering 2
General Services and Maintenance 6
Head Start 2
Health Services 5
Investigative 2
Legal and Court Clerk 1
Library 2
Probation 2
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SECTION 5 - SALARIES
5.1 General Wage Increases.
A. Effective July 1 , 1994 each represented classification
shall receive a general wage increase of 10 levels on
the County Salary Schedule (1 %).
B. Effective January 1 , 1995 each represented
classification shall receive a general wage increase of
10 levels on the County Salary Schedule (1 Yo). Any net
savings achieved by the County from the
replacement of the 1 st Choice Health Plan by the
QualMed Health Plan for those eligible to' a salary
increase as provided herein and which is above the
cost of the 20 level salary increase shall be added to
the 1% salary increase effective January 1 , 1995.
The savings shall be computed on a per cap basis as
follows:
1 . The County's "original cost" shall be computed
by adding together the gross subvention for
each represented employee in 1 st Choice for the
month of 10/1 /93, the sum then increased by
14%.
2. The County's "current cost" shall be computed
by adding together the gross subventions of
each represented employee who transferred
from 1 st Choice to QualMed, for the month of
10/1 /94.
3. The amount of money to be provided as
additional monthly salary increases shall be the
"original cost" minus the "current cost" minus
the monthly cost of the 20 level wage increase.
C. Equity adjustments for the classes shown below are
in addition to wage changes granted above:
- 15 -
Alcohol Rehab. Worker - 23 levels 4/1 /94
Anesthesia Tech. - Add 6th & 7th steps 7/1 /94
Custodian II & Lead - 10 levels 7/1 /94 & 1 /1 /95
Dietitian - 49 levels 7/1 /94
Forensic Toxicologist 'I, II & III - 30 levels 7/1 /94 &
1 /1 /95
Orthopedic Tech. - Add 6th & 7th steps 7/1 /94
Real Property Tech. Asst. & Sr. Real Property Tech.
Asst. - 49 levels 7/1 /94
Resp. Care Practitioner I & II - 49 levels 7/1 /94
5.2 Pay Equity.
A. 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) generated by the pay
equity study to create a trend line. Each classification
below- the trend line shall receive Pay• Equity
adjustments until such time as the total Pay Equity
adjustments equal the initial difference between the
salary of the class and that represented by the trend
line.
B. 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 wage increase.
C. 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
- 16 -
that this may result in some classes receiving Pay
Equity adjustments in excess of 50% of their general
wage increase.
D. Future Pay Equity Adjustments
Beginning on January 1 , 1994 and on January 1 of
each subsequent year that pay equity adjustments
are to be paid, the parties shall meet and confer over
the method of disbursement of Pay Equity
adjustments for that contract year. Those
adjustments shall be effective on January 1 of each
year.
E. Indemnification Procedure
Each participating union will promise not to bring or
support comparable worth or pay equity litigation
against Contra Costa County or any agent, servant,
officer, or employee of Contra Costa County and
further promise that in the event litigation advancing
comparable worth or pay equity claims is brought
against the County or any of its agents, servants,
officers, or employees, within five years from the
effective date of the 1991 -1993 MOU between the
County and the Union, by any person(s) employed or
formerly employed in a class(es) represented by the
participating unions, the union(s) representing such
class(es) shall each pay up to five thousand dollars
($ 5000) of the County's attorney fees and costs;
provided that the union is not named as a co-
defendant in such litigation.
F. Duration
This Supplemental Pay Equity Agreement shall
remain in effect until all classifications represented
by the Union have received the total of their Pay
Equity adjustments or until such time as the parties
agree to modify or terminate this agreement.
- 17 -
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 Personnel
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
months service.
b. Promotions. The anniversary date of a promoted employee
is determined as for a new employee in Subsection 5Aa
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
- 18 -
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 work day of that month, his/her anniversary is
one (1 ) year after the first calendar day of that month.
5.5 Increments Within Range. The performance of each
employee, except those of employees already at the maximum
salary step of the appropriate salary range, shall be reviewed on
the anniversary date as set forth in Section 5.5 to determine
whether the salary of the employee shall be advanced to the next
higher step in the salary range. Advancement shall be granted on
the affirmative recommendation of the appointing authority,
based on satisfactory performance by the employee. The
appointing authority may recommend denial of the increment or
denial subject to one additional review at some specified date
before the next anniversary which must be set at the time the
original report is returned.
Except as herein provided, increments within range shall not be
granted more frequently than once a year, nor shall more than
one (1 ) step within-range increment be granted at one time,
except as otherwise provided in deep class resolutions. In case an
appointing authority recommends denial of the within range
increment on some particular anniversary date, but recommends
a special salary review at some date before the next anniversary
the special salary review shall not affect the regular salary review
- 19 -
on the next anniversary date. Nothing herein shall be construed
to make the granting of increments mandatory on the County. If
an operating department verifies in writing that an administrative
or clerical error was made in failing to submit the documents
needed to advance an employee to the next salary step on the
first of the month when eligible, said advancement shall be made
retroactive to the first of the month when eligible.
5.6 Part-Time Compensation. A part-time employee shall be
paid a monthly salary in the same ratio to the full time monthly
rate to which the employee would be entitled as a full time
employee under the provisions of this Section 5 as the number of
hours per week in the employee's part-time work schedule bears
to the number of hours in the full time work schedule of the
department.
5.7 Compensation for Portion of Month. Any employee who
works less than any full calendar month, except when on earned
vacation or authorized sick leave, shall receive as compensation
for services an amount which is in the same ratio. ,to the
established monthly rate as the number of days worked is to the
actual working days in such employee's normal work schedule for':'
the particular month; but if the employment is intermittent,
compensation shall be on an hourly basis.
5.8 Position Reclassification. An employee who is an
incumbent of a position which is reclassified to a class which is
allocated to the same range of the basic salary schedule as is the
class of the position before it was reclassified, shall be paid at the
same step of the range as the employee received under the
previous classification.
An incumbent of a position which is reclassified to a class which
is allocated to a lower range of the basic salary schedule shall
continue to receive the same salary as before the reclassification,
but if such salary is greater than the maximum of the range of the
class to which the position has been reclassified, the salary of the
incumbent shall be reduced to the maximum salary for the new
classification. The salary of an incumbent of a position which is
reclassified to a class which is allocated to a range of the basic
salary schedule greater than the range of the class of the position
- 20 -
before it was reclassified shall be governed by the provisions of
Section 5.11 - Salary on Promotion.
5.9 Salary Reallocation and Salary on Reallocation.
A. In a general salary increase or decrease, an employee
in a class which is reallocated to a salary range above
or below that to which it was previously allocated,
.when the number of steps remain the same, shall be
compensated at the same step in the new salary
range the employee was receiving in the range to
which the class was previously allocated. If the
reallocation is from one salary range with more steps
to a range with fewer steps or vice versa, the
employee shall be compensated at the step on the
new range which is in the same percentage ratio to
the top step of the new range as was the salary
received before reallocation to the top step of the old
range, but in no case shall any employee be
compensated at less than the first step of the range
to which the class is allocated.
B. In the event that a classification is reallocated from
a salary range with more steps to a salary.range with
fewer steps on the salary schedule, apart from the
general salary increase or decrease described in
Section 5.1 O.A above, each incumbent of a position
in the reallocated class shall be placed upon the step
of the new range which equals the rate of pay
received before the reallocation. In the event that the
steps in the new range do not contain the same rates
as the old range, each incumbent shall be placed at
the step of the new range which is next above the
salary rate received in the old range, or if the new
range does not contain a higher step, at the step
which is next lower than the salary received in the
old range.
C. In the event an employee is in a position which is
reallocated to a different class which is allocated to
a salary range the same as above or below the salary
- 21 -
range of the employee's previous class, the incum-
bent shall be placed at the step in the new class
which equals the rate of pay received before
reallocation. In the event that the steps in the range
for the new class do not contain the same rates as
the range for the old class, the incumbent shall be
placed at the step of the new range which is next
above the salary rate received in the old range; or if
the new range does not contain a higher step, the
incumbent shall be placed at the step which is next
lower than the salary received in the old range.
D. In the event of reallocation to a deep class, the
provisions of the deep class resolution and
incumbent salary allocations, if any, shall supercede
Section 5.10.
5.10 Salary on Promotion. Any employee who is appointed to
a position of a class allocated to a higher salary range than the
class previously occupied, except as provided under Section 5.14,
shall receive the salary in the new salary range which is next
higher than the rate received before promotion. In the event this
increase is lees than five percent (5%), the employee's salary shall
be :adjusted to the step in the new range which is at least five
percent (5R) greater than the next higher step; provided however
that the next step shall not exceed the maximum salary for the
higher class. In the event of the appointment of a laid off
employee from the layoff list to the class from which the
employee was laid off, the employee shall be appointed at the
step which the employee had formerly attained in the higher class
unless such step results in an increase of less than five percent
(5Y6), in which case the salary shall be adjusted to the step in the
new range which is five percent (5%) greater than the next higher
step, if the new range permits such adjustment.
5.11 Salary on Involuntary Demotion. Any employee who is
demoted, except as provided under Section 5.12, shall have
his/her salary reduced to the monthly salary step in the range for
the class of position to which he/she has been demoted next
lower than the salary received before demotion. In the event this
decrease is less than five percent (5%), the employee's salary shall
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be adjusted to the step in the new range which is five percent (S%)
less than the next lower step; provided, however, that the next
step shall not be less than the minimum salary for the lower class.
Whenever the demotion is the result of layoff, cancellation of
positions or displacement by another employee with greater
seniority rights, the salary of the demoted employee shall be that
step on the salary range which he/she would have achieved had
he/she been continuously in the position to which he/she has
been demoted, all within-range increments having been granted.
5.12 Salary on Voluntary Demotion. Whenever any employee
voluntarily demotes to a position in a class having a salary
schedule lower than that of the class from which he or she
demotes, his or her salary shall remain the same if the steps in
his or her new (demoted) salary range permit, and if not, the new
salary shall be set at the step next below former salary.
5.13 Transfer. An employee who is transferred from one
position to another as described under Transfer shall be placed
at the step in the salary range of the new class which equals the
rate of pay received before the transfer. In the event that the
steps in the range for the new class do not contain the same rates
as the range for the old class, the employee shall be placed at the
step of the new range which is next above the salary rate received
in the old range; or if the new range does not contain a higher
step, the employee shall be placed at the step which is next lower
than the salary received in the old range.
Whenever a permanent employee transfers to or from a deep
class, as provided in the appropriate deep class resolutions, the
salary of the employee shall be set as provided in the deep class
resolutions at a step not to exceed a five percent (5%) increase in
the employee's base salary.
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 percent (5%) above the
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top base step of the deep class level or class in'which they have
status currently.
5.14 Pay for Work in Higher Classification. When an employee
in a permanent position in the merit system is required to work
in a classification for which the compensation is greater than that
to which the employee is regularly assigned, the employee shall
receive compensation for such work at the rate of pay established
for the higher classification pursuant to Subsection 5.10 - Salary
on Promotion of this Memorandum, commencing on the 73rd
consecutive hour in the assignment, under the following
conditions:
1 . The employee is assigned to a program, service or activity
established by the Board of Supervisors which is reflected
in an authorized position which has been classified and
assigned to the Salary Schedule.
2. The nature of the departmental assignment is such that
the employee in the lower classification becomes fully
responsible for the duties of the position of the higher
classification.
3. Employee selected for the assignment will normally be
expected to meet the minimum qualifications for the
higher classification.
4. Pay for work in a higher classification shall not be utilized
as a promotional procedure provided in this
Memorandum.
5. Higher pay assignments shall not exceed six (6) months
except through reauthorization.
6. If approval is granted for pay for work in a higher
classification and in a higher classification and the
assignment is terminated and later reapproved for the.
same employee within thirty (30) days no additional
waiting period will be required.
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7. Any incentives (e.g., the education incentive) and special
differentials (e.g., bilingual differential and hazardous
duty differential) accruing to the employee in his/her
permanent position shall continue.
8. During the period of work for higher pay in a higher
classification, an employee will retain his/her permanent
classification, and anniversary and salary review dates will
be determined by time in that classification.
9. Allowable overtime pay, shift differentials and/or work
location differentials will be paid on the basis of the rate
of pay for the higher class.
5.15 Payment. On the tenth (10th) day of each month, the
Auditor will draw a warrant upon the Treasurer in favor of each
employee for the amount of salary due the employee for the
preceding month; provided, however, that each employee (except
those paid on an hourly rate) may choose to receive an advance
on the employee's monthly salary, in which case the Auditor shall,
on the twenty-fifth (25th) day of each month, draw his/her
warrant upon the Treasurer in favor of such employee.
The advance shall be in an amount equal to one-third (1 /3) or less
(at the option of the employee) of the employee's basic salary of
the previous month except that it shall not exceed the amount of
the previous month's basic salary less all requested or required
deductions.
The election to receive the advance shall be made on the
prescribed form (form M-208, revised 5/81 ) and submitted by the
15th of the month to the department payroll clerk who will
forward the card with the Salary Advance Transmittal/Deviation
Report to the Auditor-Controller payroll section.
Such an election would be effective in the month of the
submission and would remain effective until revoked.
In the case of an election made pursuant to this Section 5. 15 all
required or requested deductions from salary shall be taken from
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the second installment, which is payable on the tenth (10th) day
of the following month.
SECTION 6 - DAYS AND HOURS OF WORK
The normal work week of County employees is forty (40) hours
between 12:01 a.m. Monday to 12:00 midnight Sunday, usually
five (5) eight (8) hour days; for twenty-four (24) hour, shift
employees of the Health Services Department, the normal work
week is forty (40) hours between 12:01 a.m. Sunday to 12:00
midnight Saturday. However, where operational requirements of
a department require deviations from the usual pattern of five (5)
eight (8) hour days per work week, an employee's work hours may
be scheduled to meet these requirements. The Department Head
shall prepare written schedules in advance to support all
deviations encompassing the complete operational cycle
contemplated.
The work week for employees in the 4/10 shift is four (4)•ten (10)
hour working days during a work week consisting of any seven (7)
day period. If the County wants to eliminate any existing 4/10
shift and substitute a 5/8 shift or to institute a 4/10 shift which
does not allow. for three (3) consecutive days off (excluding
overtime days or a change of shift assignment), or change
existing work schedules or existing hours of work, it will meet
and confer with the Union prior to implementing said new shift or
hours change. This obligation does not apply where there is an
existing system for reassigning employees to different shifts or
different starting/stopping times. Nothing herein prohibits
affected employees and their supervisor from mutually agreeing
on a change in existing hours of work provided other employees
are not adversely impacted.
SECTION 7 - OVERTIME AND COMPENSATORY TIME
7.1 Overtime. Overtime is any authorized work performed in
excess of forty (40) hours per week or eight (8) hours per day.
Overtime for 4/10 shift employees is any work performed beyond
ten (10) hours per day or forty (40) hours per week. All overtime
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shall be compensated for at the rate of one and one-half (1 -1 /2)
times the employee's base rate of pay (not including shift and
other special differentials).
Overtime for permanent employees is earned and credited in a
minimum of one-tenth hour increments and is compensated by
either pay or compensatory time off.
Employees entitled to overtime credit for holidays in positions
which work around the clock (such as the County hospital, the
Sheriffs office and jails, and the juvenile hall and boys' ranch)
shall be provided a choice as to whether they shall be paid at the
overtime rate or shall receive compensatory time off at the rate
of one and one-half (1 -1 /2) hours compensatory time off for each
hour worked. Such compensatory time off, and the accumulation
thereof shall be in addition to the total vacation accumulation
permitted under the terms of this MOU. The specific provision of
this accumulation are set forth in Section 12.5 of this MOU.
Regular overtime for twenty-four (24) hour institutional employees
may be accrued as compensatory time in accordance with Section
7.2 of this MOU.
7.2 Compensatory Time. The following provisions shall apply:
a. Employees may periodically elect to accrue compensatory
time off in lieu of overtime pay. Eligible employees must
notify their Department Head or his or her designee of
their intention to accrue compensatory time off or to
receive overtime pay at least thirty (30) days in advance of
the change.
b. The names of those employees electing to accrue
compensatory time off shall be placed on a list maintained
by the Department. Employees who become eligible (i.e.,
newly hired employees, employees promoting, demoting,
etc.) for compensatory time off in accordance with these
guidelines must elect to accrue compensatory time or they
will be paid for authorized overtime hours worked.
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C. Compensatory time off shall be accrued at the rate of one
and one-half (1 -1 /2) times the actual authorized overtime
hours worked by the employee.
d. Employees may not accrue a compensatory time off
balance that exceeds one-hundred twenty (120) hours (i.e.,
eighty (80) hours at time and one-half). Once the
maximum balance has been attained, authorized overtime
hours will be paid at the overtime rate. If the employee's
balance falls below one-hundred twenty (120) hours, the
employee shall again accrue compensatory time off for
authorized overtime hours worked until the employee's
balance again reaches one-hundred twenty (120) hours.
e. Accrued compensatory time off shall be carried over for
use in the next fiscal year; however, as provided in D
above, accrued compensatory time off balances may not
exceed one-hundred twenty (120) hours.
f. The use of accrued compensatory time off shall be by
mutual agreement between the Department Head or
his/her designee and the employee. Compensatory time
off shall not be taken when the employee should be
replaced by another employee who would be eligible to
receive, for time worked, either overtime payment or
compensatory time accruals as provided for in this
Section. This provision may be waived at the discretion of
the Department Head or his or her designee.
g. When an employee promotes, demotes or transfers from
one classification eligible for compensatory time off to
another classification eligible for compensatory time off
within the same department, the employee's accrued
compensatory time off balance will be carried forward with
the employee.
h. Compensatory time accrual balances will be paid off when
an employee moves from one department to another
through promotion, demotion or transfer. Said payoff will
be made in accordance with the provisions and salary of
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the class from which the employee is promoting,
demoting or transferring as set forth in I below.
L Since employees accrue compensatory time off at the rate
of one and one-half (1 -112) hours for each hour of
authorized overtime worked, they shall be paid their
accrued hours of compensatory time at the straight time
rate of pay whenever:
1 . the employee changes status and is no longer
eligible for compensatory time off;
2. the employee promotes, demotes or (transfer to
another department.
3. the employee separates from County service;
4. the employee retires.
j. The Office of the County Auditor-Controller will establish
timekeeping procedures to administer this Section.
SECTION 8 - CALL BACK TIME
Any employee who is called back to duty shall be paid at the
appropriate rate for the actual time worked plus one (1 ) hour.
Such employee called back shall be paid a minimum of two (2)
hours at the appropriate rate for each call back.
SECTION 9 - ON-CALL DUTY
On-call duty is any time other than time when the employee is
actually on duty during which an employee is not required to be
on County premises but stand ready to immediately report for
duty and must arrange so that his/her supervisor can reach
him/her on ten (10) minutes notice or less. An employee assigned
to on-call time shall be paid one (1 ) hour of straight time credit
for each four (4) hours of such on-call time unless otherwise
provided in the supplemental sections of this Agreement. Where
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on-call arrangements exist, the Department Head shall designate
which employees are on-call unless otherwise provided in the
supplemental sections of this Agreement.
SECTION 10 - SHIFT DIFFERENTIAL
In the hours which qualify for shift differential, employees shall
receive five percent (5%) above their base salary rate.
To qualify for shift differential, an employee must have a regularly
assigned daily work schedule which requires:
1 . Completion of more than one and one-half (1 -1 /2) hours
over the normal actual working time; or
2. At least four (4) hours of actual working time from 5:00
p.m. through 9:00 a.m. inclusive. However, employees
who have been regularly working a shift qualifying for
shift differential immediately preceding the
commencement of a vacation, paid sick leave period, paid
disability or other paid leave, will have shrift differential
included in computing the pay for their leave. The paid
leave of an employee who is on a rotating shift schedule
shall include the shift differential that would have been
received had the employee worked the shift for which the
employee was scheduled during such period. Shift
differential shall only be paid during paid sick leave and
paid disability as provided above for the first thirty (30)
calendar days of each absence.
SECTION 1 1 -WORKFORCE REDUCTION/LAYOFF/REASSIGNMENT
11 .1 Workforce Reduction. In the event that funding reductions
or shortfalls in funding occur ,in a department or are expected,
which may result in layoffs, the department will notify the union
and take the following actions:
a. Identify the classification(s) in which position reductions
may be required due to funding reductions or shortfalls.
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b. Advise employees in those classifications that position
reductions may occur in their classifications.
C. Accept voluntary leaves of absence from employees in
those classifications which do not appear to be potentially
impacted by possible position reductions when such
leaves can be accommodated by the department.
d. Consider employee requests to reduce their position
hours from full time to part time to alleviate the impact of
the potential layoffs.
e. Approve requests for reduction in hours, lateral transfers,
and voluntary demotions to vacant, funded positions in
classes not scheduled for layoffs within the department,
as well as to other departments not experiencing funding
reductions or shortfalls when it is a viable operational
alternative for the department(s).
f. Review various alternatives which will help mitigate the
impact of the layoff by working through the Tactical
Employment Team program (TET) to:
1 . Maintain an employee skills inventory bank to be
used as a basis for referrals to other employment
opportunities.
2. Determine if there are other positions to which
employees may be transferred.
3. Refer interested persons to vacancies which occur in
other job classes for which they qualify and can use
their layoff eligibility.
4. Establish workshops to aid laid off employees in
areas such as resume preparation,, alternate career
counseling, job search strategy, and interviewing
skills.
g. When it appears to the Department Head and/or Employee
Relations Officer that the Board of Supervisors may take
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action which will result in the layoff of employees in a
representation unit, the Employee Relations Officer shall
notify the Union of the possibility of such layoffs and shall
meet and confer with the Union regarding the
implementation of the action.
11.2 Separation Through Layoff.
A. Grounds for Layoff. Any employee(s) having
permanent status in position(s) in the merit service
may be laid off when the position is no longer
necessary, or for reasons of economy, lack of work,
lack of funds or for such other reason(s) as the Board
of Supervisors deems sufficient for abolishing the
position(s).
B. Order of Layoff. The order of layoff in a department
shall be based on inverse seniority in the class of
positions, the employee in that department with least
seniority being laid off first and so on.
C. Layoff By Displacement.
1 . In the Same Class. A laid off permanent full time
employee may displace an employee in the
department having less seniority in the same
class who occupies permanent-intermittent or
permanent part-time position, the least senior
employee being displaced first.
2. In the Same Level or Lower Class. A laid off or
displaced employee who had achieved
permanent status in a class at the same or lower
salary level as determined by the salary
schedule in effect at the time of layoff may
displace within the department and in the class
an employee having less seniority; the least
senior employee being displaced first, and so on
with senior displaced employees displacing
junior employees.
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D. Particular Rules on Displacing.
1 . Permanent-intermittent and permanent part-
time employees may displace only employees
holding permanent positions of the same type
respectively.
2. A permanent full time employee may displace
any intermittent or part-time employee with less
seniority 1) in the same class as provided in
Section 1 1 .2.C.1 or, 2) in a class of the same or
lower salary level as provided in Section
11 .2.C.2 if no full time employee in a class at
the same or lower salary level has less seniority
than the displacing employees.
3. Former permanent full time employees who
have voluntarily become permanent part-time
employees for the purpose of reducing the
impact of a proposed layoff with the-written
approval of the Director of Personnel or
designee retain their permanent full time
employee seniority rights for layoff purposes
only and may in a later layoff displace a full
time employee with less seniority as provided in
these rules.
E. Seniority. An employee's seniority within a class for
layoff and displacement purposes shall be
determined by adding the employee's length of
service in the particular class . in question 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 layoff.
Employees reallocated or transferred without
examination from one class to another class having
a salary within five percent of the former class, shall
carry the seniority accrued in the former class into
the new class. Employees reallocated to a new deep
class upon its initiation or otherwise reallocated to a
deep class because the duties of the position
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occupied are appropriately described in the deep
class shall carry into the deep class the seniority
accrued or carried forward in the former class and
seniority accrued in other classes which have been
included in the deep class.
Service for layoff and displacement purposes
includes only the employee's last continuous
permanent County employment. Periods of
separation may not be bridged to extend such
service unless the separation is a result of layoff in
which case bridging will be authorized if the
employee is reemployed in a permanent position
within the employee's layoff eligibility. Approved
leaves of absence as provided for in these rules and
regulations shall not constitute a period of
separation. In the event of ties in seniority rights in
the particular class in question, such ties shall be
broken by length of last continuous permanent
County employment. If there remain ties in seniority
rights, such ties shall be broken by counting total
time in the department in permanent employment.
Any remaining ties shall be broken by random
selection among the employees involved.
F. Eligibility for Layoff List. Whenever any person who
has permanent status is laid off, has been displaced,
has been demoted by displacement or has voluntarily
demoted in lieu of layoff or displacement, or has
transferred in lieu of layoff or displacement, the
person's name shall be placed on the Layoff list for
the class of positions from which that person has
been removed.
G. Order of Names on Layoff. First, layoff lists shall
contain the names of persons laid off, displaced, or
demoted as a result of a layoff or displacement, or
who have voluntarily demoted in lieu of layoff or
displacement, or who have transferred in lieu of
layoff or displacement. Names shall be listed in order
of layoff seniority in the class from which laid off,
- 34 -
displaced demoted, or transferred on the date of
layoff, the most senior person listed first. In case of
ties in seniority, the seniority rules shall apply except
that where there is a class seniority tie between
persons laid off from different departments, the tie(s)
shall be broken by length of last continuous
permanent County employment with remaining ties
broken by random selection among the employees .
involved.
H. Duration of Layoff& Reemployment Rights. The name
of any person granted reemployment privileges shall
continue on the appropriate list for a period of two
(2) years. Persons placed on layoff lists shall
continue on the appropriate list for a period of four
(4) years.
I. Certification of Persons From Layoff Lists. Layoff lists
contain the name(s) of person(s) laid off, displaced or
demoted by displacement or voluntarily demoted in
lieu of layoff or transferred in lieu of layoff or
displacement. When a request for personnel is
received from the appointing authority of a
department from which an eli.gible(s) was laid off, the
appointing authority shall receive and appoint the
eligible highest on the layoff list from the
department. When a request for personnel is received
from a department from which an eligible(s) was not
laid off, the appointing authority shall receive and
appoint the eligible highest on the layoff list who
shall be subject to a probationary period. A person
employed from a layoff list shall be appointed at the
same step of the salary range the employee held on
the day of layoff.
j. Removal of Names from Layoff Lists. The Director of
Personnel may remove the name of any eligible from
a layoff list for any reason listed below:
1 . For any cause stipulated in Section 404.1 of the
Personnel Management Regulations.
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Z. On evidence that the eligible cannot be located
by postai authorities.
3. On receipt of a statement from the appointing
authority or eligible that the eligible declines
certification or indicates no further desire for
appointment in the class.
4. If three offers of permanent appointment to the
class for which the eligible list was established
have been declined by the eligible.
5. If the eligible fails to respond to the Director of
Personnel or the appointing authority within
days ten (10) days to written notice of cer-
tification mailed to the person's last known
address.
If the person on the reemployment or layoff list is
appointed to another position in the same or lower
classification, the name of the person small be
removed. However, if the first permanent
appointment of a person on a layoff list is to a lower
class which has a top step salary lower than the top
step of the class from which the person was laid off,
the name of the person shall not be removed from
the layoff list. Any subsequent appointment of such
person from the layoff list shall result in removal of
that person's name.
�. Removal of Names from Reemployment and Layoff
Certifications. The Director of Personnel may remove
the name of any eligible from a reemployment or
layoff certification if the eligible fails to respond
within five (5) days to a written notice of certification
mailed to the person's last known address.
11 .3 Notice. The County agrees to give employees scheduled
for layoff at least ten (10) work days notice prior to their last day
of employment.
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1 1 .4 Special Employment Lists. The County will-establish a TET
Employment Pool which will include the names of all laid off
County employees. Special employment lists for job classes may
be established from the pool. Persons placed on a special
employment list must meet the minimum qualifications for the
class. An appointment from such a list will not affect the
individual's status on a layoff list(s).
11 .5 Reassignment of Laid Off Employees. Employees who
displaced within the same classification from full time to part-time
or intermittent status in a layoff, or who voluntarily reduced their
work hours to reduce the impact of layoff, or who accepted a
position of another status than that from which they were laid off
upon referral from the layoff list, may request reassignment back
to their pre-layoff status (full time or part-time or increased
hours). The request must be in writing in accord with each
department's reassignment bid or selection process. Employees
will be advised of the reassignment procedure to be followed to
obtain reassignment back to their former status at the time of the
workforce reduction. The most senior laid off employect in this
status who requests such a reassignment will be selected for the
vacancy; except when a more senior laid off individual remains on
the layoff list and has not been appointed back to the class form
which laid off, a referral from the layoff list will be made to fill the
vacancy.
11.6 Further Study. The County agrees to meet with the Labor
Coalition for study of the concept of employee's waiver of
displacement rights in a layoff.
SECTION 12 - HOLIDAYS
12.1 Holidays Observed. The County will observe the following
holidays:
A. January 1 st, known as New Year's Day
3rd Monday in January known as Dr. Martin Luther
King, Jr. Day
3rd Monday in February, known as Presidents' Day
The last Monday in May, known as Memorial Day
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July 4th, known as Independence Day
First Monday in September, known as Labor Day
November 11 th, known as Veteran's Day
4th Thursday in November, known as Thanksgiving
The day after Thanksgiving
December 25th, known as Christmas Day
Such other days as the Board of Supervisors may by
resolution designate as holidays.
B. Each full time employee shall accrue two (2) hours of
personal holiday credit per month. Such personal
holiday time may be taken in increments of one-tenth
hour, and preference of personal holidays shall be
given to employees according to their seniority in
their department as reasonably as possible.
C. Employees in positions which work around the clock
shall in addition to those holidays specified in
Section 12.1 .A celebrate Admission Day, Columbus
Day, and Lincoln's Day as holidays but shall not
accrue the two (2) hours per month of:: personal
holiday credit referenced in Section 12.1 .13above.
12.2 Application of Holiday Credit. The following provisions
indicate how holiday credit is to be applied:
a. Employees on the five (5) day forty (40) hour Monday
through Friday work schedule shall be entitled to a
holiday whenever a holiday is observed pursuant to the
schedule cited above.
b. Employees on a work schedule other than Monday
through Friday shall be entitled to credit for any holiday,
whether worked or not, observed by employees on the
regular schedule; conversely, such employees will not
receive credit for any holiday not observed by employees
on the regular schedule even though they work the
holiday.
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C. Employees will be paid one and one-half (1 -112) times
their basic salary rate for holidays actually worked in
addition to regular pay for the holiday.
The purpose of this plan is to equalize holidays between
employees on regular work schedule and those on other work
schedules.
If a holiday falls on the days off of an employee on a schedule
other than Monday through Friday, the employee shall be given
credit for overtime or granted time off on the employee's next
scheduled work day. Employees who are not permitted to take
holidays because of the nature of their work are entitled to
overtime pay as specified by this MOU.
If any holiday listed in Section 12.1 .A above falls on a Saturday, it
shall be celebrated on the preceding Friday. If any holiday listed
in Section 12.1 A falls on a Sunday, it shall be celebrated on the
following Monday. For employees in the Health Services
Department (only) assigned to units or services on. ,a shift
operational cycle which includes Saturday or Sunday as
designated by the appointing authority (rather than Monday
through Friday eight (8) hours per day or a Aesignated 4/10 or
9/80 schedule) holidays shall be observed. on the day on which
the holiday falls regardless if it is a Saturday or Sunday.
12.3 Holiday Credit for Part-Time Employees. Permanent part-
time employees shall receive holiday credit in the same ratio to
the holiday credit given full time employees as the number of
hours per week in the part-time employee's schedule bear to the
number of hours in the regular full time schedule, regardless of
whether the holiday falls on the part-time employee's regular
work day. Permanent part-time and permanent-intermittent
employees who work on a holiday shall receive overtime pay or
compensatory time credit for all hours worked, up to a maximum
of 8.
12.4 4/10 Shift - Holidays.
A. Holiday Shift Pay. Each 4/10 shift employee who
works a full shift on- a holiday shall receive time and
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one-half for the first eight (8) hours worked in
addition to regular pay for the holiday. Holiday shift
pay shall be subject to provisions of Section 7 -
Overtime.
B. Absence on Holiday. The maximum time charged to
sick leave, vacation or leave without pay on a holiday
shall be two (2) hours.
12.5 Accrual of Holiday Time. Employees entitled to overtime
credit in positions which work around the clock shall be permitted
to elect between pay at the overtime rate or compensatory time
off in recognition of holidays worked.
The following procedures shall apply to this selection:
1 . Any person who is eligible and who elects to accrue
holiday time must agree to do so for a full fiscal year Ouly
1 through June 30), or the remainder thereof, unless
otherwise specified by the Board.
2. Employees starting work after a list of those electing to
accrue holiday time has been submitted to the Auditor
and approved, will be paid overtime unless they
specifically requested in writing within seven (7) calendar
days to be placed on the accrual list.
3. Holiday time shall be accrued at the rate of one and one-
half 0 -112) times the actual hours worked to a maximum
of eight (8) hours worked by the employee.
4. Holiday time may not be accumulated in excess of two
hundred eighty-eight (288) working hours. Holiday time
may be accrued up to two hundred eighty-eight (288)
hours, exclusive of regular vacation accruals. After two
hundred eighty-eight (288) hours, holiday time shall be
paid at the overtime rates as specified in Section 7.
5. Accrued holiday time may be taken off at times
determined by mutual agreement of the employee and the
Department Head.
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6. Accrued holiday time shall be paid off only upon a change
in status of the employee such as separation, transfer to
another department or reassignment to a permanent-
intermittent position.
SECTION 13 - VACATION LEAVE
13.1 Vacation Allowance. Employees in permanent positions
are entitled to vacation with pay. Accrual is based .upon straight
time hours of working time per calendar month of service and
begins on the date of appointment to a permanent position.
Increased accruals begin on the first of the month following the
month in which the employee qualifies. Accrual for portions of a
month shall be in minimum amounts of one (1 ) hour calculated on
the same basis as for partial month compensation pursuant to
Section 5.6 of this MOU. Vacation credits may be taken in one-
tenth hour (six minute) increments but may not be taken during
the first six (6) months of employment (not necessarily
synonymous with probationary status) except where sick leave
has been exhausted; and none shall be allowed in excess of actual
accrual at the time vacation is taken.
13.2 Vacation Leave on Reemployment from a Layoff List.
Employees with six months or more service in a permanent
position prior to their layoff, who are employed from a layoff list,
shall be considered as having completed six months tenure in a
permanent position for the purpose of vacation leave. The
appointing authority or designee will advise the Auditor-
Controller's Payroll Unit in each case where such vacation is
authorized so that appropriate Payroll system override actions can
be taken.
13.3 Vacation Accrual Rates. For employees hired into a class
in any bargaining unit covered by this MOU prior to September 1 ,
1979 the rates at which vacation credits accrue and the maximum
accumulation thereof are as follows:
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Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 11 years 10 240
11 years 10-2/3 256
12 years 11 -1 /3 27213 years 12 288
14 years 12-2/3 304
15 through 19 years 13-1 /3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1 /3 ' 560
For employees hired into a class of one of the following
bargaining units on or after September 1 , 1979 the rates at which
vacation credits accrue, and the maximum accumulation thereof,
are as follows: Agriculture/Animal Control, Building Trades,
Engineering, General Services & Maintenance, Legal & Court Clerk,
and Probation Units.
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 5 years 6-2/3 160
5 through 10 years 10 240
11 years 10-2/3 256
12 years 11 -1 /3 272
13 years 12 288
14 years 12-2/3 304
15 through 19 years 13-1 /3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1 /3 560
13.4 Bridged Service Time. Employees who are rehired and
have their service bridged in accordance with the provisions of
this MOU shall accrue vacation in accordance with the accrual
formula for employees hired after September 1 , 1979. However,
prior service time which has been bridged shall count toward
longevity accrual.
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13.5 Accrual During Leave Without Pay. No employee who has
been granted a leave without pay or unpaid military leave shall
accrue any vacation credit during the time of such leave, nor shall
an employee who is absent without pay accrue vacation credit
during the absence.
13.6 Vacation Allowance for Separated Employees. On
separation from County service, an employee shall be paid for any
unused vacation credits at the employee's then current pay rate.
13.7 Vacation Preference. Use of vacation accruals is by mutual
agreement between the employee and the supervisor and
preference of vacation shall be given to employees according to
their seniority in their department as reasonably as possible
unless otherwise provided in the supplemental sections of this
Agreement.
SECTION 14 - SICK LEAVE
14.1 Purpose of Sick Leave. The primary purpose of paid sick
leave is to ensure 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.
14.2 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.
Credits to and 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.
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i
When an employee is separated other than through retirement,
accumulated sick leave credits shall be cancelled, unless the
separation results from layoff, in which case the accumulated
credits shall be restored if reemployed in a permanent position
within the period of lay off eligibility.
As of the date of retirement, an employee's accumulated sick
leave is converted to retirement on the basis of one day of
retirement service credit for each day of accumulated sick leave
credit.
14.3 Policies Governing the Use of Paid Sick Leave. As
indicated above, the primary purpose of paid sick leave is to
ensure employees against loss of pay for temporary absences
from work due to illness or injury. The following definitions apply:
"Immediate Family" means and includes only the spouse, son,
stepson, daughter, stepdaughter, father, stepfather, mother,
stepmother, brother, sister, grandparent, grandchild, niece,
nephew, father-in-law, mother-in-law, daughter-in-law, sore-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.
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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.
Sink 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,
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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 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
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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:
I . Vacation. Paid sick leave credits may not be used for
an employee's illness or injury which occurs while
he/she is on vacation but the County AdmiFristrator
may authorize it when extenuating circumstances
exist and the appointing authority approves.
2. 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.
14.4 Administration of Sick Leave. The proper administration
of sick leave is a responsibility of the employee and the
department head. Unless otherwise provided in the supplemental
sections of this MOU, the following procedures apply:
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.
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Z. 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 (Z)
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 make 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:
1 . 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
14.4.A.
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Z. 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.
3. Obtaining the employee's written statement of
explanation regarding the sick leave claim.
4. 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.
5. 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.
14.5 Disability.
A. An employee physically or mentally incapacitated for
the performance of duty is subject to dismissal,
suspension or demotion, subject to the County
Employees Retirement Law of 1937. An appointing
authority after giving notice may place an employee
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on leave if the appointing authority has filed an
application for disability retirement for the employee,
or whom the appointing authority believes to be
temporarily or permanently physically or mentally
incapacitated for the performance of the employees
duties.
B. An appointing authority who has reasonable cause to
believe that there are physical or mental health
conditions present in an employee which endanger
the health or safety of the employee, other
employees, or the public, or which impair the
employee's performance of duty, may order the
employee to undergo at County expense and on the
employees paid time a physical, medical and/or
psychiatric examination by a licensed physician and
receive a report of the findings on such examination.
If the examining physician recommends that
treatment for physical or mental health problems,
including leave, are in the best interests of the
employee or the County in relation to the employee
overcoming any disability and/or performing his or
her duties the appointing authority may direct the
employee to take such leave and/or undergo such
treatment.
C. Leave due to temporary or permanent disability shall
be without prejudice to the employee's right to use
sick leave, vacation, or any other benefit to which the
employee is entitled other than regular salary. The
Personnel Director may order lost pay restored for
good cause and subject to the employee's duty to
mitigate damages.
D. Before an employee returns to work from any
absence for illness or injury, other leave of absence
or disability leave, exceeding two weeks in duration,
the appointing authority may order the employee to
undergo at County expense a physical, medical,
and/or psychiatric examination by a licensed
physician, and may consider a report of the findings
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on such examination. If the report shows that such
employee is physically or mentally incapacitated for
the performance of duty, the appointing authority
may take such action as he/she deems necessary in
accordance with appropriate provisions of this MOU.
E. Before an employee is placed on an unpaid leave of
absence or suspended because of physical or mental
incapacity under (a) or (b) above, the employee shall
be given notice of the proposed leave of absence or
suspension by letter or memorandum, delivered
personally or by certified mail, containing the
following:
1 . a statement of the leave - of absence or
suspension proposed;
2. the proposed dates or duration of the leave or
suspension which may be indeterminate until a
certain physical or mental health condition has
been attained by the employee;
3'. a statement of the basis upon which the action
is being taken;
4. a statement that the employee may review the
materials upon which the action is taken;
S. a statement that the employee has until a
specified date (not less than seven (7) work days
from personal delivery or mailing of the notice)
to respond to the appointing authority orally or
in writing.
F. Pending response to the notice the appointing
authority for cause specified in writing may place the
employee on a temporary leave of absence, with pay.
G. The employee to whom the notice has been delivered
or mailed shall have seven (7) work days to respond
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to the appointing authority either orally or in writing
before the proposed action may be taken.
H. After having complied with the notice requirements
above, the appointing authority may order the leave
of absence or suspension in writing stating
specifically the basis upon which the action is being
taken, delivering the order to the employee either
personally or by mail, effective either upon personal
delivery or deposit in the U.S. Postal Service.
I. An employee who is placed on leave or suspended
under this section may, within ten (10) calendar days
after personal delivery or mailing to the employee of
the order, appeal the order in writing through the
Director of Personnel to the Merit Board.
Alternatively, the employee may file a written
election with the Director of Personnel waiving the
employee's right to appeal to the Merit Board in favor
of appeal to a Disability Review Arbitrator.
�. In the event of an appeal either to the Merit Board or
the Disability Review Arbitrator, the employee has
the burden of proof to show that either:
1 . the physical or mental health condition cited by
the appointing authority does not exist, or
2. the physical or mental health condition does
exist, but it is not sufficient to prevent,
preclude, or impair the employee's performance
of duty, or is not sufficient to endanger the
health or safety of the employee, other
employees, or the public.
K. If the appeal is to the Merit Board, the order and
appeal shall be transmitted by the Director of
Personnel to the Merit Board for hearing under the
Merit Board's Procedures, Section 1114-1128
inclusive. Medical reports submitted in evidence in
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such hearings shall remain confidential information
and shall not be a part of the public record.
L. If the appeal is to a Disability Review Arbitrator, the
employee (and his representative) will meet with the
County's representative to mutually select the
Disability Review Arbitrator, who may be a de facto
arbitrator, or a physician, or a rehabilitation
specialist, or some other recognized specialist
mutually selected by the parties. The arbitrator shall
hear and review the evidence. The decision of the
Disability Review Arbitrator shall be binding on both
the County and the employee.
Scope of the Arbitrator's Review.
1 . The arbitrator may affirm, modify or revoke the
leave of absence or suspension.
2. The arbitrator may make his decision based
only on evidence submitted by the County and
the employee.
3. The arbitrator may order back pay or paid sick
leave credits for any period of leave of absence
or suspension if the leave or suspension is
found not to be sustainable, subject to the
employee's duty to mitigate damages.
4. The arbitrator's fees and expenses shall be paid
one-half by the County and one-half by the
employee or employee's union.
14.6 Workers' Compensation. The County will reduce Workers'
Compensation for all non-safety employees to 88% of monthly
salary for all claims 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
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parties shall meet and confer with respect to funding the
increased cost.
A. Employees who leave work as a result of an on-the-
job injury will have the balance of that day charged
to sick leave and/or vacation accruals. This will be
considered as the last day worked for purposes of
determining Workers' Compensation benefits.
B. Three (3) consecutive calendar days following the last
day worked constitutes a waiting period before
Workers' Compensation starts. The time the
employee is scheduled to work during this waiting
period will be charged to the employee's sick leave
and/or vacation accruals. In order to qualify for
Workers' Compensation the employee must be under
the care of a physician. Temporary compensation is
payable on the first three (3) days of disability when
the injury necessitates hospitalization, or when the
disability exceeds fourteen (14) days.
A permanent employee shall receive regular salary
during any period of compensable temporary
disability absence in accordance with Section 5 of the
January 28, 1992 Letter of Agreement between the
County and the Health Care Coalition. "Compensable
temporary disability absence" for the purpose of this
Section, is any absence due to work connected
disability which qualifies for temporary disability
compensation under Workers' Compensation Law set
forth in Division 4 of the California Labor Code.
When any disability becomes permanent, the salary
provided in this Section shall terminate. The
employee shall return to the County all temporary
disability payments received by him/her from any
County funded wage replacement program. No
charge shall be made against sick leave or vacation
for these salary payments. Sick leave and vacation
rights shall not accrue for those periods during which
salary payments are made.
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The maximum period for the described salary
continuation for any one injury or illness shall be one
year from the date of temporary disability.
C. Continuing pay begins at the same time that
temporary Workers' Compensation starts and
continues until the temporary disability ends, or until
one (1 ) year from the date of injury, whichever comes
first. All continuing pay under the Workers'
Compensation Program will be cleared through the
Personnel Office, Benefits Division.
Whenever an employee who has been injured on the
job and has returned to work is required by an
attending physician to leave work for treatment
during working hours the employee shall be allowed
time off up to three (3) hours for such treatment
without loss of pay or benefits. This provision applies
only to injuries that have been accepted by the
County as a job connected injury.
D. If an injured employee remains eligible for temporary
disability beyond one year, applicable salary will
continue by integrating sick leave and/or vacation
accruals with Workers' Compensation benefits
(vacation charges to be approved by the department
and the employee). If salary integration is no longer
available, Workers' Compensation benefits will be
paid directly to the employee as prescribed by
Workers' Compensation laws.
E. Rehabilitation Integration. An injured employee who
is eligible for Workers' Compensation rehabilitation
temporary disability benefits and whose disability is
medically permanent and stationary will continue to
receive salary by integrating sick leave and/or
vacation accruals with Workers' Compensation
rehabilitation temporary disability benefits until
those accruals are exhausted. Thereafter, the
rehabilitation temporary disability benefits will be
paid directly to the employee.
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F. Health Insurance. The County contribution to the
employee's group insurance plan(s) continues during
the continuing pay period and during integration of
sick leave or vacation with Workers' Compensation
benefits.
G. Method of Integration. An .employee's sick leave
and/or vacation charges shall be calculated as
follows: C = 8 [1 - (W=S)]
C = Sick leave or vacation charge per day (in hours)
W = Statutory Workers' Compensation for a month
S = Monthly salary
For example:
W = $960 per month Workers' Compensation
S = $1667 per month salary
8 = 8 hours
C = Hours to be charged to Sick Leave
C = 8 [1 - ($960 = $ 1 ,667) ]
C = 8 [1 - (.5758) ]
C = 8 (.4242)
C = 3.39
3 hours chargeable to sick leave
5 hours chargeable to Workers' Compensation
14.7 Rehabilitation Program. On May 26, 1981 , the Board of
Supervisors established a Labor-Management Committee to
administer a rehabilitation program for disabled employees. It is
understood that the benefits specified above in this Section 14
shall be coordinated with the rehabilitation program as
determined by the Labor-Management Committee. The
Rehabilitation Committee will meet within 60 days of ratification
of this MOU. The County will schedule committee meetings on a
quarterly basis.
14.8 Accrual During Leave Without Pay. No employee who has
been granted a leave without pay or an unpaid military leave shall
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accrue any sick leave credits during the time of such leave nor
shall an employee who is absent without pay accrue sick leave
credits during the absence.
SECTION 15 - CATASTROPHIC LEAVE BANK
15.1 Program Design. The County Personnel Department will
begin operation of a Catastrophic Leave Bank which is designed
to assist any County employee who has exhausted all paid
accruals due to a serious or catastrophic illness, injury, or
condition of the employee or family member. The program
establishes and maintains a Countywide bank wherein any
employee who wishes to contribute may authorize that a portion
of his/her accrued vacation, compensatory time, holiday
compensatory time or floating holiday be deducted from those
account(s) and credited to the Catastrophic Leave Bank. Upon
approval, credits from the Catastrophic Leave Bank may be
transferred to a requesting employee's sick leave account so that
employee may remain in paid status for a longer periodnf time,
thus partially ameliorating the financial impact of the illness,
injury, or condition.
Catastrophic illness or injury is defined as a critical medical
condition, a long-term major physical impairment or disability
which manifests itself during employment.
15.2 Operation. The plan will be administered under the
direction of the Personnel Director. The Personnel Department will
be responsible for receiving and recording all donations of
accruals and for initiating transfer of credits from the Bank to the
recipient's sick leave account. Disbursement of accruals will be
subject to the approval of a six (6) member committee composed
of three (3) members appointed by the County Administrator and
three (3) members appointed by the majority representative
employee organizations. The committee shall meet as necessary
to consider all requests for credits and shall make determinations
as to the appropriateness of the request and the amount of
accruals to be awarded. Consideration of all requests by the
committee will be on an anonymous requestor basis.
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Hours transferred from the Catastrophic Leave Bank to a recipient
will be in the form of sick leave accruals and shall be treated as
regular sick leave accruals.
To receive credits under this plan, an employee must have
permanent status, must have exhausted all time off accruals to a
level below eight (8) hours total, have applied for a medical leave
of absence and have medical verification of need.
Donations are irrevocable and may be made in minimum blocks
of eight (8) hours per donation from balances in the vacation,
holiday, floating holiday, compensatory time, or holiday
compensatory time accounts.
Time donated will be converted to a dollar value and the dollar
value will be converted back to sick leave accruals at the
recipient's base hourly rate when disbursed. Credits will not be on
a straight hour-for-hour basis. All computations will be on a
standard 173.33 basis, except that employees on other than a 40.
hour week will have hours prorated according to their status.
Any recipient will be limited to a total of 1040 hours or its
equivalent per catastrophic event; each donor will be limited to
120 hours per calendar year.
No element of this plan is grievable. All appeals from either a
donor or recipient will be resolved on a final basis by the Director
of Personnel.
This Catastrophic Leave Bank program is adopted on a twelve-
month pilot program ending one year from date of
implementation. Its continuation will be subject to consideration
of administrative ease of operation, cost and acceptance by
employees.
No employee will have any entitlement to catastrophic leave
benefits. The award of Catastrophic Leave will be at the sole
discretion of the committee, both as to amounts of benefits
awarded and as to persons awarded benefits. Benefits may be
denied, or awarded for less than six months. The committee will
be entitled to limit benefits in accordance with available
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contributions and to choose from among eligible applicants, on
an anonymous basis, those who will receive benefits.
Any unused hours transferred to a recipient will be returned to
the Catastrophic Leave Bank.
SECTION 16 - STATE DISABILITY INSURANCE (SDI)
Effective July 1 , 1994, the County will begin a six-month pilot
program for employees eligible for State Disability benefits. At the
end of the six (6) month pilot program, the County will meet and
confer to evaluate whether the plan will be continued. Employees
eligible for SDI benefits will be required to make application for
SDI benefits and to have those benefits integrated with the use of
their sick leave accruals on the following basis:
16.1 General Provisions. The California SDI program provides
.disability benefits beginning on the eighth (8) calendar day of a
qualifying disability unless the employee is hospitalized. Upon
hospitalization, benefits can be payable from the first day of the
. disability. If the disability exceeds fourteen (14) calendar days,
benefits can be payable from the first day of the disability. The
maximum period of state disability payments is up to one year.
Determination of SDI payments and eligibility to receive payments
is at the sole discretion of the State of California.
Integration means that employees will be required to use sick
leave accruals to supplement the difference between the amount
of the SDI payment and the employee's base monthly salary.
Integration of sick leave with the SDI benefit is automatic and
cannot be waived. Integration applies to all SDI benefits paid. For
employees off on SDI, the department will make appropriate
integration adjustments, including retroactive adjustments if
necessary. Employees must inform their department of
hospitalization in a timely manner in order for the department to
make appropriate integration adjustments.
State Disability benefit payments will be sent directly to the
employees at their home address by the State of California.
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When there are insufficient sick leave accruals available to fully
supplement the difference between the SDI payment and the
employee's base monthly salary, accruals other than sick leave
may be used. These accruals may be used only to the extent that
total payments do not exceed the employee's base monthly
salary.
16.2 Procedures. Employees with more than 1 .2 hours of sick
leave accruals at the beginning of the disability integration period
must integrate their sick leave accrual usage with their SDI benefit
to the maximum extent possible.
When employees have 1 .2 hours or less of sick leave accruals at
the beginning of the disability integration period, the department
shall automatically use 0.1 hour of sick leave per month for the
duration of their SDI benefit.
When sick leave accruals are totally exhausted, integration with
the SDI benefit terminates. An employee may use any other
accruals without reference to or integration with the SDI-benefit.
When the SDI benefit is exhausted, sick leave integration
terminates. Then the employee may use sick leave or other
accruals.
Employees with no sick leave balance at the beginning of the
disability integration period may use any other accruals without
reference to or integration with the SDI benefit.
Employees whose SDI claims are denied must present a copy of
their claim denial to their department. The department will then
authorize use of unused sick leave and shall authorize the use of
other accruals as appropriate.
Employees may contact the Personnel Department, Benefits
Division, for assistance in resolving problems.
16.3 Method of-integration._ Until an employee has a balance
of 1 .2 hours of sick leave, the employee's sick leave accrual
charges while receiving SDI benefits shall be calculated each
month.
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The amount of sick leave charged each employee will be
calculated in the following manner:
The percentage of base monthly salary not covered by the SDI
benefit will be applied to the daily hours in the employee's
schedule and that number of sick leave hours will be charged
against the employee's sick leave accruals.
For purposes of integration with the SDI program, all full time
employees' schedules will be converted to 8-hour/5-day weekly
work schedules during the period of integration. The formula for
full time employees' sick leave integration charges is shown
below: = [(S-D) = S] x 8
S = Employee Base Monthly Salary
H = Estimated Highest Quarter (3-mos) Earnings
[H = Sx3]
W = Weekly SDI Benefit from State of California SDI
Weekly Benefit Table
C = Calendar Days in each Month
D = Est. Monthly SDI Benefit [D = (W _ 7) x Cl
L = Sick Leave Charged per Day
Permanent part-time, permanent-intermittent employees, and
those full time employees working a light/limited duty reduced
schedule program shall have their sick leave integration adjusted
accordingly.
16.4 Definition. "Base Monthly Salary" for purposes of sick leave
integration is defined as the salary amount for the employee's
step on the salary schedule for the employee's permanent
classification as shown in the "Salary" field on the On-Line Payroll
Time Reporting System used by departments for payroll reporting
purposes.
16.5 Conversion to the New SDI Program. For all employees
receiving SDI benefits prior to July 1 , 1994, conversion to the new
SDI program operated by departmental payroll staff will be
coordinated by the Personnel Department, Benefits Division.
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All employee SDI benefit checks received in the Personnel
Department and signed over to the County by dune 30, 1994, will
be deposited and used to buy back the employee's sick leave, with
sick leave credits appearing on the July 10th pay warrants insofar
as possible.
All Employee SDI benefit checks received, but not signed over to
the County, by June 30, 1994, will be returned to the employee.
All employee SDI benefit checks received afterjune 30, 19941 will
be returned to the employee. In both these situations, no sick
leave buy back will be made, regardless of the calendar period to
which the benefit checks pertain. Program transfer to
departmental payroll staff will be effective July 1 , 1994 for the
month of July with the first computation of SDI benefits and
integration with sick leave under the new program made on the
August 10, 1994 pay warrants covering the July 1994 payroll
period.
SECTION 17 - LEAVE OF ABSENCE
17.1 Leave Without Pay. Any employee who has permanent
status may be granted a leave of absence without pay upon
written request, approved by the appointing authority; provided,
however, that leaves for pregnancy, pregnancy disability, serious
health conditions, and family care shall be granted in accordance
with applicable state and federal law.
17.2 General Administration - Leaves of Absence. Requests for
leave without pay shall be made upon forms prescribed by the
Director of Personnel and shall state specifically the reason for the
request, the date when it is desired to begin the leave, and the
probable date of return.
A. Leave without pay may be granted for any of the
following reasons:
1 . Illness or disability;
2. pregnancy;
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3. parental;
4. to take a course of study such as will increase
the employee's usefulness on return to the
position;
5. for other reasons or circumstances acceptable
to the appointing authority.
B. An employee must request family care leave at least
30 days before the leave is to begin if the need for
the leave is foreseeable. If the need is not
foreseeable, the employee must provide written
notice to the employer within five (5) days of learning
of the event by which the need for family care leave
arises.
C. A leave without pay may be for a period not to
exceed one (1 ) year, provided the appointing
authority may extend such leave for additional
periods. The procedure in granting extensions shall
be the same as that in granting the original leave,
provided that the request for extension must be
made not later than thirty (30) calendar days before
the expiration of the original leave.
D. Nevertheless, a leave of absence for the employee's
serious health condition or for family care shall be
granted to an employee who so requests it for up to
18 weeks in each calendar year period in accordance
with Section 17.5 below.
E. Whenever an employee who has been granted a leave
without any pay desires to return before the
expiration of such leave, the employee shall submit
a request to the appointing authority in writing at
least fifteen (15) days in advance of the proposed
return. Early return is subject to prior approval by the
appointing authority. The Personnel Department shall
be notified promptly of such return.
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F. Except in the case of leave of absence due to family
care, pregnancy, pregnancy disability, illness, or
serious health condition, the decision of the
appointing authority on granting or denying a leave
or early return from leave shall be subject to appeal
to the Personnel Director and not subject to appeal
through the grievance procedure set forth in this
MOU.
17.3 Furlough Days Without Pay (VTO). Subject to the prior
written approval of the appointing authority, employees may elect
to take furlough days or hours without pay (pre-authorized
absence without pay), up to a maximum of 15 calendar days for
any one period. Longer pre-authorized absences without pay are
considered leaves of absence without pay. Employees who take
furlough time shall have their compensation for the portion of the
month worked computed in accord with Section 5.8
(Compensation for Portion of Month) of this MOU. Full time and
part-time employees who take furlough time shall have their
vacation, sick leave, floating holiday, and any other., payroll
computed accruals computed as though they had worked the
furlough time. When computing vacation sick leave, floating
holiday, and other accrual credits for employees taking furlough
time, this provision shall supersede Section 12.1 , 13.1 , 13.3, 14.2
and 14.8 of this MOU regarding the computation of vacation, sick
leave, floating holiday, and other accrual credits as regards
furlough time only. For payroll purposes, furlough time (absence
without pay with prior authorization of the appointing authority)
shall be reported separately from other absences without pay to
the Auditor-Controller. The existing VTO program shall be
continued for the life of the contract.
17.44 Military Leave. Any employee in the merit system who is
required to serve as a member of the State Militia or the United
States Army, Navy, Air Force, Marine Corps, Coast Guard or any
division thereof shall be granted a military leave for the period of
such service, plus ninety (90) days. An employee who volunteers
for such service shall be granted a leave of absence if necessary
in accordance with applicable state or federal laws. Upon the
termination of such service or upon honorable discharge, the
employee shall be entitled to return to his/her position in the
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classified service provided such still exists and the employee is
otherwise qualified, without any loss of standing of any kind
whatsoever.
An employee who has been granted a military leave shall not, by
reason of such absence, suffer any loss of vacation, holiday, or
sick leave privileges which may be accrued at the time of such
leave, nor shall the employee be prejudiced thereby with
reference to salary adjustments or continuation of employment.
For purposes of determining eligibility for salary adjustments or
seniority in case of layoff or promotional examination, time on
military leave shall be considered as time in County service.
Any employee who has been granted a military leave, may upon
return, be required to furnish such evidence of performance of
military service or of honorable discharge as the Director of
Personnel may deem necessary.
17.5 Family Care Leave or Medical Leave. Upon request to the
appointing authority, in each calendar year any employee who has
permanent status shall be entitled to at least eighteen (18) weeks
leave (less if so requested by the employee) for:
a. medical leave of absence for the employee's own serious
health condition which makes the employee unable to
perform the functions of the employee's position; or
b. family care leave of absence without pay for reason of the
birth of a child of the employee, the placement of a child
with an employee in connection with the adoption or
foster care of the child by the employee, or the serious
illness or health condition of a child, parent, spouse, or
domestic partner of the employee.
17.6 Certification. The employee may be asked to provide
certification of the need for family care leave or medical leave.
Additional period(s) of family care or medical leave may be
granted by the appointing authority.
17.7 Intermittent Use of Leave. The 18 week entitlement may
be in broken periods, intermittently on a regular or irregular
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basis, or may include reduced work schedules depending on the
specific circumstances and situations surrounding the request for
leave. The 18 weeks may include use of appropriate available paid
leave accruals when accruals are used to maintain pay status, but
use of such accruals is not required beyond that specified in
Section 17. 12 below. When paid leave accruals are used for a
medical or family care leave, such time shall be counted as a part
of the 18 week entitlement.
17.8 Aggregate Use for Spouses. In the situation where
husband and wife are both employed by the County, the family
care of medical leave entitlement based on the birth, adoption or
foster care of a child is limited to an aggregate for both
employees together of 18 weeks during each calendar year
period. Employees requesting family care leave are required to
advise their appointing authority(ies) when their spouse is also
employed by the County.
17.9 Definitions. For medical and family care leaves of absence
under this section, the following definitions apply:
a. Child: A biological, adopted, or foster child, stepchild,
legal ward, conservatee or a child who is under 18 years
of age for whom an employee stands in loco parentis or
for whom the employee is the guardian or conservator, or
an adult dependent child of the employee.
b. Parent: A biological, foster, or adoptive parent, a step-
parent, legal guardian, conservator, or other person
standing in loco parentis to a child.
C. Souse: A partner in marriage as defined in California
Civil Code Section 4100.
d. Domestic Partner: An unmarried person, eighteen (18)
years or older, to whom the employee is not related and
with whom the employee resides and shares the common
necessities of life.
e. Serious Health Condition: An illness, injury, impairment,
or physical or mental condition. which warrants the
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participation of a family member to provide care during a
period of treatment or supervision and involves either
inpatient care in a hospital, hospice or residential health
care facility or continuing treatment or continuing
supervision by a health care provider (e.g. physician or
surgeon) as defined by state and federal law.
f. Certification for Family Care Leave: A written
communication to the employer from - a health care
provider of a person for whose care the leave is being
taken which need not identify the serious health condition
involved, but shall contain:
1 . the date, if known, on which the serious health
condition commenced;
2. the probable duration of the condition;
3. an estimate of the amount of time which the
employee needs to render care or supervision;
4. a statement that the serious health condition
warrants the participation of a family member to
provide care during period of treatment or
supervision;
5. if for intermittent leave or a reduced work schedule
leave, the certification should indicate that the
intermittent leave or reduced leave schedule is
necessary for the care of the individual or will assist
in their recovery, and its expected duration.
g. Certification for Family Medical Leave: A written
communication from a health care provider of an
employee with a serious health condition or illness to the
employer, which need not identify the serious health
condition involved, but shall contain:
1 . the date, if known, on which the serious health
condition commenced;
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2. the probable duration of the condition;
3. a statement that the employee is unable to perform
the functions of the employee's job;
4. if for intermittent leave or a reduced work schedule
leave, the certification should indicate the medical
necessity for the intermittent leave or reduced leave
schedule and its expected duration.
h. Comparable Positions: A position with the same or similar
duties and pay which can be performed at the same or
similar geographic location as the position held prior to
the leave. Ordinarily, the job assignment will be the same
duties in the same program area located in the same city,
although specific clients, caseload, co-workers,
supervisor(s), or other staffing may have changed during
an employee's leave.
17.10 Prec
inancy Disability Leave. Insofar as pregnancy
disability leave is used under Section 14.3.d (Sick Leave Utilization
for Pregnancy Disability), that time will not be considered a part
of the 18 week family care leave period.
17.11 Group Health Plan Coverage. Employees who were
members of one of the group health plans prior to
commencement of their leave of absence can maintain their
health plan coverage with the County contribution by maintaining
their employment in pay status as described in Section 17.12.
During the 18 weeks of an approved medical or family care leave
under Section 17.5 above, the County will continue its
contribution for such health plan coverage even if accruals are not
available for use to maintain pay status as required under Section
17. 12. In order to maintain such coverage, employees are
required to pay timely the full employee contribution to maintain
their group health plan coverage, either through payroll deduction
or by paying the County directly.
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17.12 Leave Without Pay - Use of Accruals.
A. All Leaves of Absence. During the first twelve 0 2)
month period of any leave of absence without pay, an
employee may elect to maintain pay status each
month by using available sick leave (if so entitled
under Section 14.3 - Policies Governing the Use of
Paid Sick Leave), vacation, floating holiday,
compensatory time off or other accruals or
entitlements; in other words, during the first twelve
0 2) months, a leave of absence without pay may be
"broken" into segments and accruals used on a
monthly basis at the employee's discretion. After the
first twelve 0 2) months, the leave period may not be
"broken" into segments and accruals may not be
used, except when required by LTD Benefit
Coordination or SDI/Sick Leave Integration or as
provided Section 16.3 or in the sections below.
B. Family Care or Medical Leave. During the 1,8 weeks
of an approved medical or family care leave, if a
portion of that leave will be on a leave of absence
without pay, the employee will be required to use at
least 0.1 hour of sick leave (if so entitled under
Section 14.3 - Policies Governing the Use of Paid Sick
Leave), vacation floating holiday, compensatory time
off or other accruals or entitlements if such are
available, although use of additional accruals is
permitted under subsection A. above.
C. Leave of Absence/Long Term Disability (LTD) Benefit
Coordination. An eligible employee who files an LTD
claim and concurrently takes a leave of absence
without pay will be required to use accruals as
provided in Section B herein during the 18 week
entitlement period of a medical leave specified
above. If an eligible employee continues beyond the
18 weeks entitlement period on a concurrent leave of
absence/LTD claim, the employee may choose to
maintain further pay status only as allowed under
subsection A. herein.
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D. Sick leave accruals may not be used during any leave
of absence, except as allowed under Section 14.3 -
Policies Governing the Use of Paid Sick Leave.
17.13 Leave of Absence Replacement and Reinstatement. Any
permanent employee who requests reinstatement to the
classification held by the employee in the same department at the
time the employee was granted a leave of absence, shall be
reinstated to a position in that classification and department and
then only on the basis of seniority. In case of severance from
service by reason of the reinstatement of a permanent employee,
t h e provisions of Section 1 1 (Workforce
Reduction/Layoff/Reassignment) shall apply.
17.14 Leave of Absence Return. In the Social Service
Department an employee shall have the right to return to the
same class, building, and assignment (position control number)
if the return to work is within eighty-nine (89) consecutive days
from the initial date the employee started leave of absence. At
such time the leave of absence is approved by the Appointing
Authority, the Social Service Department shall notify the employee
of the final date by which he/she shall return to be assigned to
the same position control number.
17.15 Reinstatement From Family Care/Medical Leave. In the
case of a family care or medical leave, an employee on a 5/40
schedule shall be reinstated to the same or comparable position
if the return to work is after no more than 90 work days of leave
from the initial date of a continuous leave, including use of
accruals, or within the equivalent on an alternate work schedule.
A full time employee taking an intermittent or reduced work
schedule leave shall be reinstated to the same or comparable
position if the return to work on a full schedule is after no more
than 720 hours, including use of accruals, of intermittent or
reduced schedule leave. At the time the original leave is approved,
'the appointing authority shall notify the employee in writing of
the final date to return to work, or the maximum number of hours
of leave, in order to guarantee reinstatement to the same or
comparable position. An employee on a schedule other than 5/40
shall have the time frame for reinstatement to the same or
comparable position adjusted on a pro rata basis.
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17.16 Salary Review While on Leave of Absence. The salary of
an employee who is on leave of absence from a County position
on any anniversary date and who has not been absent from the
position on leave without pay more than six (6) months during
the preceding year, shall be reviewed on the anniversary date.
Employees on military leave shall receive salary increments that
may accrue to them during the period of military leave.
17.17 Unauthorized Absence. An unauthorized absence from
the work site or failure to report for duty after a leave request has
been disapproved, revoked, or canceled by the appointing
authority, or at the expiration of a leave, shall be without pay.
Such absence may also be grounds for disciplinary action.
17.18 Non-Exclusivity. Other MOU language on this subject, not
in conflict, shall remain in effect.
SECTION 18 - JURY DUTY AND WITNESS DUTY
u Duly. For purposes of this Section, jury duty shall be defined
as any time an employee is obligated to report to the court.
1 . When called for jury duty, County employees, like other
citizens, are expected to discharge their jury duty
responsibilities.
2. Employees shall advise their department as soon as
possible if scheduled to appear for jury duty.
3. If summoned for jury duty in a Municipal, Superior, or
Federal Court, or a Coroners jury, employees may remain
in their regular County pay status, or they may take paid
leave (vacation, floating holiday, etc.) or leave without pay
and retain all fees and expenses paid to them.
4. When an employee is summoned for jury duty selection or
is selected as a juror in a Municipal, Superior or Federal
Court, employees may remain in a regular pay status if
they waive all fees (other than mileage), regardless of shift
assignment and the following shall apply:
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a. If an employee elects to remain in a regular pay
status and waive or surrender all fees (other than
mileage), the employee shall obtain from the Clerk or
Jury Commissioner a certificate indicating the days
attended and noting that fees other than mileage are
waived or surrendered. The employee shall furnish
the certificate to his department where it will be
retained as a department record. No
"Absence/Overtime Record" is required.
b. An employee who elects to retain all fees must take
leave (vacation, floating holiday, etc.) or leave
without pay. No court certificate is required but an
"Absence/Overtime Record" must be submitted to the
department payroll clerk.
S. Employees are not permitted to engage in any
employment regardless of shift assignment or occupation
before or after daily jury service that would affect their
ability to properly serve as jurors.
6. An employee on short notice standby to report to court,
whose job duties make short notice response impossible
or impractical, shall be given alternate work assignments
for those days to enable them to respond to the court on
short notice.
7. When an employee is required to serve on jury duty, the
County will adjust that employee's work schedule to
coincide with a Monday to Friday schedule for the
remainder of their service, unless the employee requests
otherwise.
8. Permanent-intermittent employees are entitled to paid jury
duty leave only for those days on which they were
previously scheduled to work.
Witness Duty. Employees called upon as a witness or an expert
witness in a case arising in the course of their work or the work
of another department may remain in their regular pay status and
turn over to the County all fees and expenses paid to them other
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than mileage allowance or they may take vacation leave or leave
without pay and retain all fees and expenses.
Employees called to serve as witnesses in private cases or
personal matters (e.g., accident suits and family relations) shall
take vacation leave or leave without pay and retain all witness
fees paid to them.
Retention or waiver of fees shall be governed by the same
provisions as apply to jury duty as set forth in Section 16 of this
MOU. Employees shall advise their department as soon as
possible if scheduled to appear for witness duty. Permanent-
intermittent employees are entitled.to paid witness duty only for
those days on which they were previously scheduled to work.
SECTION 19 - HEALTH & WELFARE, LIFE & DENTAL CARE
19.1 County Programs. The County will continue the existing
County Group Health Plan program of medical, dental -and life
insurance coverage through Delta Dental Plan, Safeguard Dental
Plan, Aetna Life Insurance and the medical insurance options of
Kaiser-Permanente Foundation Health Plan, and the Contra Costa
County Health Plan, to all permanent employees regularly
scheduled to work twenty (20) or more hours per week. Effective
February 1 , 1994 the QualMed Health Plan will be added. During
the term of this MOU, all conditions and agreements regarding
health, dental and related benefits contained in the January 13,
1994 Agreement (Attachment N) between the County and the
Health Care Coalition Labor Coalition shall be in effect.
19.2 Rate Information. The County Benefits Division will make
health and dental plan rate-information available upon request to
employees and departments. in addition, the County Benefits
Division will publish and distribute to employees and departments
information about rate changes as they occur during the year.
19.3 Medicare Rates. Corresponding Medicare rates for
employees covered under this MOU shall be as follows: for
Employee Only on Medicare by taking the Employee Only rate for
the option selected and subtracting the monthly Part B Medicare
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premium withheld from Social Security payments for one enrollee;
for Employee and Dependent(s) with one member on Medicare by
taking the Employee and Dependent(s) rate for the option
selected and subtracting the monthly Part B Medicare premium
withheld from Social Security payments for one enrollee; for
Employee and Dependent(s) with two members on Medicare by
taking the Employee and Dependent(s) rate for the option
selected and subtracting the monthly Part B Medicare premium
withheld from Social Security payments for two enrollees.
19.4 Partial Month. The County's contribution to the health
plan premium is payable for any month in which the employee is
paid. If an employee is not paid enough compensation in a month
to pay the employee share of the premium, the employee must
make up the difference by remitting the amount delinquent to the
Auditor-Controller. The responsibility for this payment rests with
the employee. If payment is not made, the employee shall be
dropped from the health plan. An employee is thus covered by the
health plan for the month in which compensation is paid.
1.
19.5 Coverage During Absences. An employee who is on
approved leave of absence may convert to individual health plan
coverage within thirty (30) days of the commencement of leave.
Employees shall be allowed to maintain their health plan coverage
at the County group rate for twelve (12) months if on approved
leave of absence provided that the employee shall pay the entire
premium (i.e. both employer and employee share) for the health
plan during said leave. Said payment shall be made by the
employee at a time and place specified by the County. Late
payment shall result in cancellation of health plan coverage.
An employee on leave in excess of twelve (12) months may
continue health plan coverage by converting to an individual
health plan option (if available) or continuing group coverage
subject to the provisions of the Consolidated Omnibus Budget
Reduction Act (COBRA) provided the employee pays the entire cost
of coverage, plus any administrative fees, for the option selected.
The entire cost of coverage shall be paid at a place and time
specified by the County. Late payment may result in cancellation
of health plan coverage with no reinstatement allowed.
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19.6 Retirement Coverage. Upon retirement, employees may
remain in the same County group medical plan if immediately
before their retirement they are either active subscribers to one
of the County Health Plans or if on authorized leave of absence
without pay they have retained individual conversion membership
from the County plan. Upon termination of 1 st Choice Health Plan,
subscribers may enroll in any health plan offered by Contra Costa
County effective February 1 , 1994.
19.7 Dual Coverage. If a husband and wife both work for the
County and one of them is laid off, the remaining eligible shall be
allowed to enroll or transfer into the health coverage combination
of his/her choice.
An eligible employee who is no longer covered for medical or
dental coverage through a spouse's coverage shall be allowed to
enroll or transfer into the health coverage combination .of his/her
choice within thirty (30) days of the date coverage is no longer
afforded under the spouse's plan.
SECTION 20 - PROBATIONARY PERIOD
20.1 Duration. All appointment's from officially promulgated
employment lists for original entrance or promotion shall be
subject to a probationary period. This period shall be from six (6)
months to two (2) years duration.
20.2 Classes With Probationary Period Over Six Months.
Listed below are those classes represented by the Union, which
have probation periods in excess of six (6) months.
Agricultural Biologist Trainee - one (1 ) year
Animal Control Officer - one (1 ) year
Apprentice Mechanic - two (2) years
Deputy Probation Officer I - one (1 ) year
Deputy Public Defender - one (1 ) year
Family Support Collections Officer - one (1 ) year
Probation Counsellor I - one (1 ) year
Public Service Officer - one (1 ) year
Security Guard - one (1 ) year
Weights & Measures Inspector Trainee - one (1 ) year
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20.3 Revised Probationary Period. When the probationary
period for a class is changed, only new appointees to positions in
the classification shall be subject to the revised probationary
period.
20.4 Criteria. The probationary period shall date from the time
of appointment to a permanent position after certification from an
eligible list. It shall .not include time served. under provisional
appointment or under appointment to limited term positions or
any period of continuous leave of absence without pay or period
of work connected disability exceeding fifteen (1 5) calendar days.
For those employees appointed to permanent-intermittent
positions with a six (6) months probation period, probation will be
considered completed upon serving one thousand (1 ,000) hours
after appointment except that in no instance will this period be
less than six (6) calendar months from the beginning of proba-
tion: If a permanent-intermittent probationary employee is
reassigned to full time, credit toward probation completion in the
full time position shall be prorated on the basis of one-hundred-
seventy-three (173) hours per month.
20.5 Rejection During Probation. An employee who is rejected
during the probation period and restored to the eligible list shall
begin a new probationary period if subsequently certified and
appointed.
A. Appeal from Rejection. Notwithstanding any other
provisions of this section, an employee (probationer)
shall have the right to appeal from any rejection
during the probationary period based on political, or
religious or union activities, or race, color, national
origin, sex, age, handicap, or sexual orientation.
B. The appeal must be written, must be signed by the
employee and set forth the grounds and facts by
which it is claimed that grounds for appeal exist
under Subsection A and must be filed through the
Director of Personnel to the Merit Board by 5:00 p.m.
on the seventh (7th) calendar day after the date of
delivery to the employee of notice of rejection.
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C. The Merit Board shall consider the appeal, and if it
finds probable cause to believe that the rejection
may have been based on grounds prohibited in
Subsection A, it may refer the matter to a Hearing
Officer for hearing, recommended findings of fact,
conclusions of law and decision, pursuant to the
relevant provisions of the Merit Board rules in which
proceedings the rejected probationer has the burden
of proof.
D. If the Merit Board finds no probable cause for a
hearing, it shall deny the appeal. If, after hearing, the
Merit Board upholds the appeal, it shall direct that
the appellant be reinstated in the position and the
appellant shall begin a new probationary period
unless the Merit Board specifically reinstates the
former period.
20.6 Regular Appointment. The regular appointment of a
probationary employee shall begin on the day following-the end
of the probationary period, subject to the condition that the
Director of Personnel receive from the appointing authority a
statement in writing that the services of the employee during the
probationary period were satisfactory and that the employee is
recommended for permanent appointment. A probationary
employee may be rejected at any time during the probation
period without regard to the Skelly provisions of this
Memorandum, without notice and without right of appeal or
hearing. If the appointing authority has not returned the
probation report, a probationary employee may be rejected from
the service within a reasonable time after the probation period for
failure to pass probation. If the appointing authority fails to
submit in a timely manner the proper written documents
certifying that a probationary employee has served in a
satisfactory manner and later acknowledges it was his or her
intention to do so, the regular appointment shall begin on the day
following the end of the probationary period.
Notwithstanding any other provisions of the MOU, an employee
rejected during the probation period from a position in the Merit
System to which the employee had been promoted or transferred
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from an eligible list, shall be restored to a position in the
department from which the employee was promoted or
transferred.
An employee dismissed for other than disciplinary reasons within
six (6) months after . being promoted or transferred from a
position in the Merit System to a position not included in the
Merit System shall be restored to a position in the classification
in the department from which the employee was promoted or
transferred.
A probationary employee who has been rejected or has resigned
during probation shall not be restored to the eligible list from
which the employee was certified unless the employee receives
the affirmative recommendation from the appointing authority
and is certified by the Personnel Director whose decision is final.
The Director of Personnel shall not certify the name of a person
restored to the eligible list to the same appointing authority by
whom the person was rejected from the same eligible Fist, unless
such certification is requested in writing by the appointing
authority.
20.7 Layoff During Probation. An employee who is laid off
during probation, if reemployed in the same class by the same
department, shall be required to complete only the balance of the
required probation.
If reemployed in another department or in another classification,
the employee shall serve a full probationary period. An employee
appointed to a permanent position from a layoff or reemployment
list is subject to a probation period if the position is in a
department other than the department from which the employee
separated, displaced, or voluntarily demoted in lieu of layoff. An
appointment from a layoff or reemployment list is not subject to
a probation period if the position is in the department from which
the employee separated, displaced or voluntarily demoted in lieu
of layoff.
20.8 Rejection During Probation of Layoff Employee. An
employee who has achieved permanent status in the class before
layoff and who subsequently is appointed from the layoff list and
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then rejected during the probation period shall be automatically
restored to the Layoff list, unless discharged for cause, if the
person is within the period of layoff eligibility. The employee shall
begin a new probation period of subsequently certified and
appointed in a different department or classification than that
from which the employee was laid off.
SECTION 21 - PROMOTION
21 .1 Competitive Exam. Promotion shall be by competitive
examination unless otherwise provided in this MOU.
21 .2 Promotion Policy. The Director of Personnel, upon request
of an appointing authority, shall determine whether an
examination is to be called on a promotional basis.
21.3 Open Exam. If an examination for one of the classes
represented by the Union is proposed to be announced on an
Open only basis the Director of Personnel shall give five-(5) days
prior notice of such proposed announcement and shall meet at
the request of the Union to discuss the reasons for such open
announcement.
21.4 Promotion via Reclassification Without Examination.
Notwithstanding other provisions of this Section, an employee
may be promoted from one classification to a higher classification
and his/her position reclassified at the request of the appointing
authority and under the following conditions:
a. An evaluation of the position(s) in question must show
that the duties and responsibilities have significantly
increased and constitute a higher level of work.
b. The incumbent of the position must have performed at the
higher level for six (6) months.
C. The incumbent must meet the minimum education and
experience requirements for the higher class.
d. The action must have approval of the Personnel Director.
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e. The Union approves such action.
The appropriate rules regarding probationary status and salary on
promotion are applicable.
21.5 Requirements for Promotional Standing. In order to
qualify for an examination called on a promotional basis, an
employee must have probationary or permanent status in the
merit system and must possess the minimum qualifications for
the class. Applicants will be admitted to promotional
examinations only if the requirements are met on or before the
final filing date. If an employee who is qualified on a promotional
employment list is separated from the merit system, except by
layoff, the employee's name shall be removed from the
promotional list.
21.6 Seniority Credits. Employees who have qualified to take
promotional examinations and who have earned a total score, not
including seniority credits, of seventy (70) percent or more, shall
receive, in addition to all other credits, five one-hundredths of one
(.05) percent for each completed month of service as a permanent
County .employee continuously preceding the final date for filing
application for said examination. For purposes of seniority credits,
leaves of absence shall be considered as service. Seniority credits
shall be included in the final percentage score from which the
rank on the promotional list is determined. No employee,
however, shall receive more than a total of five percent (596) credit
for seniority in any promotional examination.
21 .7 Release Time for Physical Examination. County
employees who are required as part of the promotional
examination process to take a physical examination shall do so
on County time at County expense.
SECTION 22 - TRANSFER & REASSIGNMENT
22.1 Transfer Conditions. The following conditions are
required in order to qualify for transfer:
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a. The position shall be in the same class, or if in a different
class shall have been determined by the Director of
Personnel to be appropriate for transfer on the basis of
minimum qualifications and qualifying procedure;
b. the employee shall have permanent status in the merit
system and shall be in good standing;
C. the appointing authority or authorities involved in the
transaction shall have indicated their agreement in
writing;
d. the employee concerned shall have indicated agreement
to the change in writing;
e. the Director of Personnel shall have approved the change.
Notwithstanding the foregoing, transfer may also be
accomplished through the regular appointment procedure
provided that the individual desiring transfer has
eligibility on a list for a class for which appointment is
being considered.
22.2 Transfer Policy. Any employee or appointing authority
who desires to initiate a transfer may inform the Director of
Personnel in writing of such desire stating the reasons therefore.
The Director of Personnel shall if he or she considers that the
reasons are adequate and that the transfer will be for the good of
the County service and the parties involved, inform the
appointing authority or authorities concerned and the employee
of the proposal and may take the initiative in accomplishing the
transfer.
22.3 Reassignment of Work Location. Employees desirous of
reassignment to a position in the same classification at another
work location shall submit a request for reassignment in writing
to the Department Head. When openings occur in various work
locations, requests for reassignment will be reviewed with con-
sideration given to various factors including but not limited to
distance of employee's residence from desired work location and
relative length of service of the applicants for a particular
location. The Department Head or designated representative shall
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make the sole determination as to assignment of personnel,
except as otherwise provided in the supplemental sections of this
MOU. This provision applies to intradepartmental reassignments
only.
This provision for work location reassignments applies only to the
following units: Agriculture Unit (excluding the Weights and
Measures Division); Library Unit; Legal and Court Clerk Unit.
22.4 Voluntary Reassignment (Bidding) Procedure. The below
listed procedure shall apply to the following groups of employees:
the entire General Services and Maintenance Unit, the entire LVN-
Attendant/Aide Unit, the entire Health Services Unit, Probation
Counselors in the Probation Department and that portion of the
Engineering Unit in the Public Works Department.
.Permanent employees may request reassignment to vacant
permanent positions in the same classification or in the same
level of their deep classification. All permanent vacancies will be
offered for bid to presently assigned full time, part-time and
permanent-intermittent employees for reassignment. Nothing
herein precludes the making of temporary reassignments not
entailing the filling of vacant permanent positions. The following
procedures shall apply:
a. Responsibility. Implementation of the reassignment
procedure is the responsibility of the supervisor of the
position which is vacant.
b. Vacancy Notices Posted. Vacant position notices for
positions which are to be filled shall be posted for five (5)
calendar days. The notice shall specify job characteristics
and shall be posted only once (see attached sample
bidding form). The supervisor may begin interviewing
bidders immediately upon posting the bid notice. If the
supervisor receives less than three (3) bidders, he or she
may fill the position by using the Merit System eligible list
or by making internal reassignments. For purposes of this
procedure, a bidder is an employee in the same class who
is eligible to bid under Section D, following, and who
meets all the minimum qualifications for the position
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including any specialized requirements such as bilingual
ability, position flag requirements, and who submits a bid
on the position.
C. All Vacancies Must be Posted. All vacant positions which
may occur by creation of new positions, separation,
promotion, demotion or reassignment must be posted for
permanent employee bidding.
d. Who May Request Reassignment. All permanent full time,
permanent part-time or permanent-intermittent employees
may request reassignment to any open permanent
position in the same classification or in the same level of
a deep classification anywhere else in their Department.
e. Who May Not Request Reassignment. Employees who are
in a temporary status or provisionally appointed to a
permanent position, employees still on probation in a
permanent position and employees who have been in their
current assignment less than three (3) months may not
bid for reassignment under this procedure.
f. .Employee Selection. 1f three (3) or more employees bid on
the position, the position shall be filled from among the
three (3) most senior bidders. For the purposes of bidder
selection, the "Rule of 3" shall apply. That is, the
supervisor is entitled to select from three (3) candidates
and the three (3) most senior may be considered as equal.
Seniority for bidding purposes means classification
seniority for layoff purposes. If two (2) employees bid, the
supervisor shall be entitled to one (1 ) additional name
from an eligible list. if one (1 ) employee bids, the
supervisor shall be entitled to two (2) additional names
from an eligible list. If no employees bid, the supervisor
may fill the position from an eligible list or otherwise in
accordance with the Personnel Management Regulations.
The supervisor shall offer to interview all candidates
either in person or on the telephone. Subsequent to
submitting a bid, an employee may waive consideration
for the position at any time by notifying the supervisor
verbally or in writing in which case the next most senior
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bidder (if any) or candidate from the eligible list may be
considered. The remaining active bidders will be advised
within ten (10) work days after the posting is removed
whether they have been selected or the status of their bid.
If requested by the employee, supervisors shall give an
employee in writing the reason(s) why, he or she was not
selected.
g. No Old _lob Claim. The selected employee shall have no
claim on the job(s) he or she left. If a decision is made by
the employee to seek immediate reassignment, the
employee may only be placed in another vacant position
in accordance with this policy.
h. Bidding While ori Leave. Employees interested in a
particular assignment and wishing to be notified of an
open position while on vacation, sick leave or leave of
absence (not scheduled day off) may leave a written notice
or a self-addressed, stamped envelope with the supervisor
of the position they are interested in.
i. Probationary and New Assignment Bidding. Employees
who are on probation or who have been in a new work
assignment for less than three months, may bid for a
vacant position which is open. The bid will be considered
if, when bidding is closed, there are less than three
employees who are not on probation or in new
assignments who have bid for the position. Bids from
employees on probation or in new assignments will be in
addition to any names referred to the department through
the certification process described in Section 22.4-f above.
Probation Counselors who have completed 6 months of
their one year probation may bid the same as all other
permanent employees.
CONTRA COSTA COUNTY - LOCAL NO. 1 BID NOTICE
To: Permanent Employees in the class of
From:
Name Title
Subject: NOTICE OF OPEN POSITION
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Classification: Position No:
Level: Position Type: FT PPT PI
(If deep classification)
Department: Division:
Geographic Area:
(East, West, Central)
Worksite (street address, etc.):
Shift/Hours: Days Off.
Other Requirements (i.e., bilingual ability, position flags):
All eligible full time, permanent part-time, or permanent-intermittent employees
in the above classification interested in this position, submit bids IN WRITING on
Form 103 (WIDSI) to:
by:
Name Date Time of Day
Posting Date: Removal Date:
22.5 Involuntary Reassignment Procedure. The below listed
procedure shall apply to the following groups of employees
(except in the case of layoffs where Section 22.6 governs): entire
General Services and Maintenance Unit; entire
LVN/Attendant/Aide Unit; entire Health Services Unit; Probation
Counselors in the Probation Department; and that portion of the
Engineering Unit in the Public Works Department.
Department management, at its sole discretion, may determine
from time to time that involuntary reassignments of staff are
required. Involuntary reassignments are the reassignments of
permanent employees in their existing classification to a new
worksite, shift, or program area. Such decisions may result from
inability to fill a vacancy through the voluntary reassignment
procedure or from a determination that excess staff are allocated
to a certain site, shift, or program. When such decisions are made
and the reassignments are permanent, the below listed procedure
shall apply.
This policy shall not apply to temporary reassignments of less
than eight (8) weeks duration to cover such things as vacation
relief, sick leave absences, temporary shifts in workload, training
assignments, or temporary short term assignments to cover
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vacant positions which could not be filled through the voluntary
reassignment policy and for which actions are underway to fill
permanent from an eligible list. If a temporary reassignment is
expected to exceed eight (8) weeks in duration, the affected
Department shall either use the below listed procedure or will
meet and confer with the Union on a case by case basis regarding
an alternative approach:
a. Management will identify the classifications and positions
from which reassignments are necessary.
b. Affected employees will be provided with a list of
vacancies/ assignments for which they may apply.
C. Affected employees shall be given the opportunity to
volunteer for the available vacancies/assignments and
shall be considered in accordance with Part F of the
voluntary reassignment procedure.
d. If there are insufficient volunteers for the number of
available positions or no volunteers, and involuntary
reassignments are still required, the least senior qualified
affected employee shall be reassigned to the vacant
assignment identified by management, followed by the
next least senior employee, and so on in inverse order of
seniority until all necessary reassignments are completed.
Qualified is defined as a person possessing the necessary
training or experience for the specific assignment.
Seniority for involuntary reassignment purposes shall be defined
as seniority within classification. Nothing contained in this Section
shall prohibit the Department and the Union from making a
mutually agreed upon alternative arrangement.
In no event shall reassignments be utilized for disciplinary
purposes.
22.6 Reassignment Due to Layoff or Displacement. When
reassignment of an employee or employees is necessary due to
layoff or displacement, the following procedures shall be followed:
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a. A list of vacant positions shall be posted in work areas of
all affected employees for a minimum of five (S) work
days.
b. Employees shall be given the opportunity.to volunteer for
vacancies and shall be reassigned on the basis of
seniority.
C. If there are no volunteers for reassignment, the least
senior employee(s) in that class shall be reassigned.
d. Management shall have the sole prerogative to select the
vacancy to which the least senior employee(s) shall be
reassigned.
Seniority for reassignment purposes shall be defined as (in
Section II, Layoff) seniority within classification. If reduction or
reassignment by site is necessary, the least senior employee in
the affected class at the site shall be reassigned. If reduction or
reassignment is necessary by shift, the least senior employee in
the affected class assigned to the affected shift shall be
reassigned. Nothing contained in this Section shall prohibit a
Department and the Union from making a mutually agreed upon
alternative arrangement.
SECTION 23 - RESIGNATIONS
An employee's voluntary termination of service is a resignation.
Written resignations shall be forwarded to the Personnel
Department by the appointing authority immediately on receipt,
and shall indicate the effective date of termination. Oral
resignation shall be immediately confirmed by the appointing
authority in writing to the employee and to the Personnel
Department and shall indicate the effective date of termination.
23.1 Resignation in Good Standing. A resignation giving the
appointing authority written notice at least two (2) weeks in
advance of the last date of service (unless the appointing
authority requires a longer period of notice, or consents to the
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employee's terminating on shorter notice) is a resignation in good
standing.
23.2 Constructive Resignation. A constructive resignation
occurs and is effective when:
a. An employee has been absent from duty for five (5)
consecutive working days without leave; and
b. five (5) more consecutive work days have elapsed without
response by the employee after the receipt of a registered
or certified letter citing a notice of resignation by the
appointing authority to the employee at the employee's
last known address but no more than ten (10) working
days from mailing of said notice.
23.3 Effective Resignation. A resignation is effective when
delivered or spoken to the appointing authority, operative either
on that date or another date specified.
23.4 Revocation. A resignation that is effective is revocable
only by written concurrence of the employee and the appointing
authority.
23.5 Coerced Resignations.
A. Time Limit. A resignation which the employee
believes has been coerced by the appointing
authority may be revoked within seven (7) calendar
days after its expression, by serving written notice
on the Director of Personnel and a copy to the
appointing authority.
B. Reinstatement. If the appointing authority
acknowledges that the employee could have believed
that the resignation was coerced, it shall be revoked
and the employee returned to duty effective on the
day following the appointing authority's
acknowledgement without loss of seniority or pay.
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C. Contest. Unless, within seven (7) days of the receipt
of the notice, the appointing authority acknowledges
that the resignation could have been believed to be
coerced, this question should be handled as an
appeal to the Merit Board. In the alternative, the
employee may file a written election with the Director
of Personnel waiving the employee's right of appeal
to the Merit Board in favor of the employee's appeal
rights under the grievance procedure contained in
Section 23 of the MOU beginning with Step 3.
D. Disposition. If a final decision is rendered that
determines that the resignation was coerced, the
resignation shall be deemed revoked and the
employee returned to duty effective on the day
following the decision but without loss of seniority or
pay, subject to the employee's duty to mitigate
damages.
SECTION 24 - DISMISSAL, SUSPENSION, TEMPORARY
REDUCTION IN PAY, AND DEMOTION
24.1 Sufficient Cause for Action. The appointing authority may
dismiss, suspend, temporarily reduce the pay of, or demote any
employee for cause. The reduction in pay may not exceed 5% for
a three month period. The following are sufficient causes for such
action; the list is indicative rather than inclusive of restrictions
and dismissal, suspension or demotion may be based on reasons
other than those specifically mentioned:
a. absence without leave,
b. conviction of any criminal act involving moral turpitude,
C. conduct tending to bring the merit system into disrepute,
d. disorderly or immoral conduct,
e. incompetence or inefficiency,
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f. insubordination,
g. being at work under the influence of liquor or drugs,
carrying onto the premises liquor or drugs or consuming
or using liquor or drugs during work hours and/or on
County premises,
h. neglect of duty (i.e. non-performance of assigned
responsibilities),
i. negligent or willful damage to public property or waste of
public supplies or equipment,
j. violation of any lawful or reasonable regulation or order
given by a supervisor or Department Head,
k. willful violation of any of the provisions of the merit
system ordinance or Personnel Management Regulations,
I. material and intentional misrepresentation or concealment
of any fact in connection with obtaining employment,
M. misappropriation of County funds or property,
n. unreasonable failure or refusal to undergo any physical,
medical and/or psychiatric exam and/or treatment
authorized by this MOU,
o. dishonesty or theft,
p. excessive or unexcused absenteeism and/or tardiness,
q. sexual harassment, including but not limited to
unwelcome sexual advances, requests for sexual favors,
and other verbal, or physical conduct of a sexual nature,
when such conduct has the purpose or effect of affecting
employment decisions concerning an individual, or
unreasonably interfering with an individual's work
performance, or creating an intimidating and hostile
working environment.
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24.2 Skelly Reguirements. Before taking a disciplinary action
to dismiss, suspend, for more than five (5) work days (four (4)
work days for employees on a 4/10 work week), temporarily
reduce the pay of, or demote an employee, the appointing
authority shall cause to be served personally or by certified mail,
on the employee, a Notice of Proposed Action, which shall contain
the following:
a. A statement of the action proposed to be taken.
b. A copy of the charges; including the acts or omissions and
grounds upon which the action is based.
C. If it is claimed that the employee has violated a rule or
regulation of the County, department or district, a copy of
said rule shall be included with the notice.
d. A statement that the employee may review and request
copies of materials upon which the proposed action is
based.
e. A statement that the employee has seven (7) calendar
days to respond to the appointing authority either orally
or in writing.
24.3 Employee Response. The employee upon whom a Notice
of Proposed Action has been served shall have seven (7) calendar
days to respond to the appointing authority either orally or in
writing before the proposed action may be taken. Upon request
of the employee and for good cause, the appointing authority may
extend in writing the period to respond. If the employee's
response is not filed within seven (7) days or during an extension,
the right to respond is lost.
24.4 Leave Pending Employee Response. Pending response to
a Notice of Proposed Action within the first seven (7) days or
extension thereof, the appointing authority for cause specified in
writing may place the employee on temporary leave of absence,
with pay.
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24.5 Length of Suspension. Suspensions without pay shall not
exceed thirty (30) days unless ordered by an arbitrator, an
adjustment board or the Merit Board. The thirty (30) day limit
does not apply to suspension due to pending criminal charges as
provided in 24.6 below.
24.6 Procedure on Dismissal, Suspension, Temporary
Reduction in Pay, or Disciplinary Demotion.
A. In any disciplinary action to dismiss, suspend,
temporarily reduce the pay of, or demote an
employee having permanent status in a position in
the merit system, after having complied with the
Skelly requirements where applicable, the appointing
authority shall make an order in writing stating
specifically the causes for the action.
B. Service of Order. Said order of dismissal, suspension,
temporary reduction in pay, or demotion shall be
filed with the Director of Personnel, showing by
whom and the date a copy was served upon the
employee to be dismissed, suspended, temporarily
reduced in pay, or demoted, either personally or by
certified mail to the employee's last known mailing
address. The order shall be effective either upon
personal service or deposit in the U.S. Postal Service.
C. Employee Appeals from Order. The employee may
appeal an order of dismissal, suspension, temporary
reduction in pay, or demotion either to the Merit
Board or through the procedures of Section 23 -
Grievance Procedure of this MOU provided that such
appeal is filed in writing with the Personnel Director
within ten 0 0) calendar days after service of said
order. An employee may not both appeal to the Merit
Board and file a grievance under Section 23 of this
MOU.
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SECTION 25 - GRIEVANCE PROCEDURE
25.1 Definition and Procedural Steps. A grievance is any
dispute which involves the interpretation or application of any
provision of this MOU excluding, however, those provisions of this
MOU which specifically provide that the decision of any County
official shall be final, the interpretation or application of those
provisions not being subject to the grievance procedure. The
Union may represent the grievant at any state of the process.
Grievances must be filed within thirty (30) days of the incident or
occurrence about which the grievant claims to have a grievance
and shall be processed in the following manner:
Step 1 . Any employee or group of employees who believes that
a provision of this MOU has been misinterpreted or misapplied to
his or her detriment shall discuss the complaint with the
grievant's immediate supervisor, who shall meet with the
grievant within five (5) days of receipt of a written request to hold
such meeting.
Step 2. If a grievance is not satisfactorily resolved in Step 1
above, the grievant may submit the grievance in writing within
ten (10) work days . to such management official as the
Department Head may designate. This formal written grievance
shall state which provision of the MOU has been misinterpreted
or misapplied, how misapplication or misinterpretation has
affected the grievant to the grievant's detriment, and the redress
he or she seeks. A copy of each written communication on a
grievance shall be filed with the Director of Personnel. The
Department Head or his or her designee shall have ten (10) work
days in which to respond to the grievance in writing. If either the
union or grievant request a meeting with the Department Head or
his/her designee at this step, such a meeting will be held.
Step 3. If a grievance is not satisfactorily resolved in Step 2
above, the grievant may appeal in writing within ten (10) work
days to the Personnel Director. The Personnel Director or his/her
designee shall have twenty (20) work days in which to investigate
the merit of the complaint and to meet together at the same time
with the Department Head or his/her designee and the grievant
and attempt to settle the grievance and respond in writing.
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Step 4. No grievance may be processed under this Section which
has not first been filed and investigated in accordance with Step
3 above and filed within ten 0 0) work days of the written
response of the Personnel Director or his/her designee. If the
parties are unable to reach a mutually satisfactory accord on any
grievance which arises and is presented during the term of this
MOU, such grievance shall be submitted in writing within seven
(7) work days to an Adjustment Board comprised of three (3)
Union representatives, no more than two (2) of whom shall be
either an employee of the County or an elected or appointed
official of the Union presenting this grievance, and three (3)
representatives of the County, no more than two (2) of whom
shall be either an employee of the County or a member of the
staff of an organization employed to represent the County in the
meeting and conferring process. The Adjustment Board shall meet
and render a decision within twenty (20) work days of receipt of
the written request and render a decision. If the County fails to
meet the time limits specified in Step 4 and the grievant demands
in writing that an Adjustment Board be convened, the County will
convene an Adjustment Board within ten (10) work days of receipt
of the original request or the grievance will move to arbitration
upon demand.
Step 5. If an Adjustment Board is unable to arrive at a majority
decision, either the grievant or the County may require that the
grievance be referred to an impartial arbitrator who shall be
designated by mutual agreement between the grievant and the
Personnel Director. Such request shall be submitted within twenty
(20) work days of the rendering of the Adjustment Board decision.
Within twenty (20) work days of the request for arbitration, the
parties shall mutually select an arbitrator who shall render a
decision within thirty (30) work days from the date of final
submission of the grievance including receipt of the court repor-
ter's transcript and post hearing briefs if any. The fees and
expenses of the arbitrator and of the Court Reporter shall be
shared equally by the grievant and the County. Each party,
however, shall bear the costs of its own presentation, including
preparation and post- hearing briefs, if any.
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.25.2 Scope of Adjustment Board and Arbitration Decisions.
A. Decisions of Adjustment Boards and arbitrators on
matters properly before them shall be final and
binding on the parties hereto, to the extent
permitted by law.
B. No Adjustment Board and no arbitrator shall
entertain, hear, decide or make recommendations on
any dispute unless such dispute involves a position
in a unit represented by the Union which has been
certified as the recognized employee organization for
such unit and under such dispute falls within the
definition of a grievance as set forth in Subsection
Z 5. 1 above.
C. Proposals to add to or change this MOU or to change
written agreements supplementary hereto shall not
be arbitrable and no proposal to modify, amend, or
terminate this MOU, nor any matter or subject arising
out of or in connection with such proposals, may be
referred to arbitration under this Section. Neither
any Adjustment Board nor any arbitrator shall have
the power to amend or modify this MOU or written
agreements supplementary hereto or to establish any
new terms or conditions of employment.
D. If the Personnel Director in pursuance of the
procedures outlined in Step 3 above, or the
Adjustment Board in pursuance of the provisions of
Step 4 above resolve a grievance which involves
suspension or discharge, they may agree to payment
for lost time or to reinstatement with or without
payment for lost time.
E. No change in this MOU or interpretations thereof
(except interpretations resulting from Adjustment
Boards or arbitration proceedings hereunder) will be
recognized unless agreed to by the County and the
Union.
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25.3 Time Limits. The time limits specified above may be
waived by mutual agreement of the parties to the grievance. If
the County fails to meet the time limits specified in Steps 1
through 3 above, the grievance will automatically move to the
next step. If a grievant fails to meet the time limits specified in
Steps 1 through 5 above, the grievance will be deemed to have
been settled and withdrawn.
25.4 Union Notification. An official, with whom a formal
grievance is filed by a grievant who is included in a unit
represented by the Union, but is not represented by the Union in
the grievance, shall give the Union a copy of the formal
presentation.
25.5 Compensation Complaints. All complaints involving or
concerning the payment of compensation shall be initially filed in
writing with the Personnel Director. Only complaints which allege
that employees are not being compensated in accordance with the
provisions of this MOU shall be considered as grievances. Any
other matters of compensation are to be resolved in the tneeting
and conferring process, if not detailed in the MOU which results
from such meeting and conferring process shall be deemed
withdrawn until the meeting and conferring process is next
opened for such discussion. No adjustment shall be retroactive for
more than six (6) months from the date upon which the complaint
was filed.
No change in this MOU or interpretations thereof (except
interpretations resulting from Adjustment Board or arbitration
proceedings hereunder) will be recognized unless agreed to by
the County and the Union.
25.6 Strike/Work Stoppage. During the term of this MOU, the
Union, its members and representatives, agree that it and they
will not engage in, authorize, sanction, or support any strike,
slowdown, stoppage of work, sickout, or refusal to perform
customary duties.
In the case of a legally declared lawful strike against a private or
public sector employer which has been sanctioned and approved
by the labor body or council having jurisdiction, an employee who
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is in danger of physical harm shall not be required to cross the
picket line, provided the employee advises his or her supervisor
as soon as possible, and provided further that an employee may
be required to cross a picket line where the performance of his or
her duties is of an emergency nature and/or failure to perform
such duties might cause or aggravate a danger to public health or
safety.
25.7 Merit Board.
A. All Grievances of employees in representation units
represented by the Union shall be processed under
Section 25 unless the employee elects to apply to the
Merit Board on matters within its jurisdiction.
B. No action under Steps 3, 4 and 5 of Subsection 25.1
above shall be taken if action on the complaint or
grievance has been taken by the Merit Board, or if
the complaint or grievance is pending before the
Merit Board.
25.8 Filing by Union. The Union may file a grievance at Step 3
on behalf of affected employees when action by the County
Administrator or the Board of Supervisors violates a provision of
this MOU.
SECTION 26 - BILINGUAL PAY
A salary differential of fifty dollars ($50.00) per month shall be
paid incumbents of positions requiring bilingual proficiency as
designated by the appointing authority and Director of Personnel.
Said differential shall be prorated for employees working less than
full time and/or who are on an unpaid leave of absence for a
portion of any given month. Designation of positions for which
bilingual proficiency is required is the sole prerogative of the
County. The Union shall be notified when such designations are
made.
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SECTION 27 - RETIREMENT CONTRIBUTION
Pursuant to Government Code Section 31581 .1 , the County will
continue to pay fifty percent (50YQ of the retirement contributions
normally required of employees. Such payments shall continue
for the duration of this MOU, and shall terminate thereafter.
Employees shall be responsible for payment of the employees'
contribution for the retirement cost of living program as
determined by the Board of Retirement of the Contra Costa
County Employees' Retirement Association without the County
paying any part of the employees share. The County will pay the
remaining one-half (1/2) of the retirement cost-of-living program
contribution.
SECTION 28 - TRAINING REIMBURSEMENT
The County Administrative Bulletin on Training shall govern
reimbursement for training and shall continue to limit
reimbursement for career development training to two hundred
dollars ($200) per semester or one hundred fifty dollars ($150)
per quarter, not to exceed six hundred dollars ($600) per year,
except as otherwise provided in the supplemental sections of this
MOU.
SECTION 29 - SAFETY SHOES AND PRESCRIPTION SAFETY
EYEGLASSES
The County shall expend every effort to see to it that the work
performed under the terms and conditions of this MOU is
performed with a maximum degree of safety consistent with the
requirement to conduct efficient operations.
For each two year period starting January 1 , 1994 eligible
employees will be allowed reimbursement for the purchase and
repair of safety shoes up to a maximum of $ 160. There is no
limitation on the number of shoes or number of repairs allowed.
The County will reimburse eligible employees for prescription
safety eyeglasses which are approved by the County and are
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obtained from such establishment as required by the County up
to one (1 ) pair per year.
SECTION 30 - VIDEO DISPLAY TERMINAL (VDT) USERS EYE
EXAMINATION
Effective the first of the month following adoption of this MOU,
employees in the Legal & Court Clerk Unit, Library Unit, Probation
Unit and Investigative Unit shall be eligible to receive an annual
eye examination on County time and at County expense in
accordance with the following conditions:
1 . Eligible employees must use a video display.terminal at
least an average of two hours per day as certified by their
department.
2. Eligible employees who wish an eye examination under
this program should request it through the County
Personnel Department, Benefits Division. Who wilt arrange
for eye examinations and monitor the results on a County-
wide basis.
3. Should prescription VDT glasses be prescribed for an
employee following an eye examination, the County
agrees to provide, at no cost, the basic coverage including
a $ 10 frame and single vision lenses. Employees may,
through individual arrangement between the employee
and their doctor, and solely at the employee's expense,
include bifocal, trifocal or blended lenses and other care,
services or materials not covered by the plan. The basic
plan coverage, including the examination, may be credited
toward the employee enhanced benefit.
SECTION 31 - PERFORMANCE EVALUATION PROCEDURE
The following procedures shall apply in those departments which
already have a formal written performance evaluation system.
Nothing herein shall be construed to require the establishment of
such a system where it does not currently exist.
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A. Goal: A basic goal of the employee evaluation is to help
each employee perform his/her job more effectively to the
mutual benefit of the employee and the County. The
evaluation process provides an ongoing means of
evaluating an employee's job performance and promoting
the improvement of the job performance.
The evaluation process also provides the opportunity to
recognize and document outstanding service as well as
service that has been unsatisfactory to the County.
B. Ereguency of Evaluation.
1 . Probationary employees shall be evaluated at least
once during their probationary period.
2. Permanent employees may be evaluated every two
years.
C. Procedure.
1 . An employee shall generally be evaluated by the first
level management supervisor above the employee.
2. It will be necessary in some cases for a supervisor to
consult with the employee's immediate work director
in order to make a comprehensive evaluation.
3. 1 Where feasible, evaluations will be based primarily on
observation by the evaluator of the employee in the
performance of his/her duties. Comments based on
secondary information shall have supportive
documentation.
4. An employee will be informed in advance of a
meeting with his/her supervisor to discuss the
employee's evaluation and to put the evaluation. in
writing on the department evaluation forms.
S. The employee shall be informed of his/her right to
prepare and have attached to the evaluation form
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any written comments which the employee wishes to
make.
6. When an employee is rated below satisfactory on any
factor, the evaluation will give the reasons for such
rating and include specific recommendations for
improvement in writing.
7. The employee's signing of an evaluation form does
not necessarily mean that the employee agrees with
the evaluation but it does mean that the employee
has had an opportunity to discuss the evaluation
with his/her evaluator.
8. The employee will be given a copy of his/her
completed evaluation form at the time form is signed
by the employee. (Confirmation of final version to be
received later.)
9. Any rating below average or unsatisfactory-shalI be
supported by written documentation received by the
employee at the time the incident(s) occurred.
10. Nothing shall be added by management to an
evaluation after the employee has signed and
received a copy of the evaluation without the
employees written acknowledgement.
Failure to follow the foregoing procedure is subject to the
grievance procedure. However, disputes over the actual content
or ratings themselves in individual evaluations are not grievable,
but may be mediated by the Director of Personnel upon request
of either the employee or the Department. Prior to being mediated
by the Director of Personnel either party may request fact finding
to assist in the resolution of the dispute. One (1 ) fact finder shall
be selected by each party to the dispute within ten (10) work days
from the initial request for fact finding. The fact finders shall have
twenty (20) work days from notice of selection to investigate and
render opinions to the Director of Personnel.
SECTION 32- MILEAGE
32.1 Reimbursement for Use of Personal Vehicle. Effective
January 1 , 1994 the mileage allowance for use of personal
vehicles on County business shall be paid according to the rates
allowed by the Internal Revenue Service (currently $.29/mile) and
shall be adjusted to reflect changes in this rate on the date it
becomes effective or the first of the month following
announcement of the changed rate by the Internal Revenue
Service, whichever is later.
32.2 Charge for Use of Home Garaged County Vehicle.
Employees hired after July 1 , 1994 who are assigned vehicles to
garage at home will be charged the IRS mileage rate for all
commute miles driven outside the limits of Contra Costa County
that exceed 30 miles roundtrip in any one day.
SECTION 33 - PAY WARRANT ERRORS
If an employee receives a pay warrant which has an error in the
amount of compensation to be received and if this error occurred
as a result of a mistake by the Auditor-Controller's Department,
it is the policy of the Auditor-Controller's Department that the
error will be corrected and a new warrant issued within forty-eight
(48) hours, exclusive of Saturdays, Sundays and holidays from the
time the Department is made aware of and verifies that the pay
warrant is in error. If the pay warrant error has occurred as a
result of a mistake by an employee (e.g. payroll clerk) other than
the employee who is receiving the pay, the error will be corrected
as soon as possible from the time the department is made aware
that pay warrant is in error.
Pay errors in employee pay shall be corrected as soon as possible
as to current pay rate but that no recovery of either overpayments
or underpayments to an employee shall be made retroactively
except for the six (6) month period immediately preceding
discovery of the pay error. This provision shall apply regardless
of whether the error was made by the employee, the appointing
authority or designee, the Director of Personnel or designee, or
the Auditor-Controller or designee. Recovery of fraudulently
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accrued over or underpayments are excluded from this section for
both parties.
When the County notifies an employee of an overpayment and
proposed repayment schedule and the employee wishes to meet
with the County, a meeting will be held at which time a repayment
schedule shall be determined.
If requested by the employee, a Union representative may be
present at a meeting with management to discuss a repayment
schedule in the case of overpayments to the employee.
SECTION 34 - FLEXIBLE STAFFING
Certain positions may be designated by the Personnel Director as
flexibly staffed positions. Positions are generally allocated at the
first level of the job series when vacated. When the position is
next filled and an incumbent of one of these -positions meets the
minimum qualifications for the next higher level and has met
appropriate competitive requirements he or she may then be
promoted to the next higher classification within the job series
without need of a classification study. If an operating department
verifies in writing that an administrative or clerical error was
made in failing to submit the documents needed to promote an
employee on the first of the month when eligible, said
appointment shall be made retroactive to the first of the month
when eligible. An employee who is denied a promotion to a
flexibly staffed position may appeal such denial to the Merit
Board.
SECTION 35 - PROVISIONAL APPOINTMENT
Whenever an appointing authority makes a request for personnel
to fill a position in a class for which no reemployment or
employment list is available, or in a class for which no eligible or
insufficient eligibles to complete the certification will accept
appointment to the position, the Director of Personnel may
authorize the appointing authority to appoint any person who
:possesses the minimum qualifications for the class as set forth in
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the class specifications, provided that the names of eligibles
available and the names of persons who have indicated the
intention to take the next examination for the class shall be
referred to the appointing authority at the time authorization is
issued.
In no case shall a permanent position be filled by a provisional
appointment for a period exceeding six (6) calendar months
except under the following conditions:
a. If an examination has been announced for the class and
recruitment of applicants is in process, the Director of
Personnel may authorize a continuation of provisional
appointments until an eligible list is established.
b. In case of a provisional appointment to a permanent
position vacated by a leave of absence, such provisional
appointment may be continued for the duration of said
leave.
A provisional appointment shall be terminated within thirty (30)
days after the date of certification of eligibles from an appropriate
eligible list.
All decisions of the Director of Personnel relative to provisional
appointments are final and not subject to the grievance
procedure.
Before filling a position by a provisional appointment, the
appointing authority shall post notice and shall consider current
qualified employees for the appointment. Only if there are
insufficient internal applicants to constitute a full certification
may the appointing authority consider applicants from outside
County service.
SECTION 36 - PERSONNEL FILES
An employee shall have the right to inspect and review any official
record(s) relating to his or her performance as an employee or to
a grievance concerning the employee which is kept or maintained
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by the County in the employee's personnel file in the Personnel
Department or in the employee's personnel file in their
Department. The contents of such records shall be made available
to the employee for inspection and review at reasonable intervals
during the regular business hours of the County.
The County shall provide an opportunity for the employee to
respond in writing to any information which is in the employees'
personnel file about which he or she disagrees. Such response
shall become a permanent part of the employee's personnel
record. The employee shall be responsible for providing the
written responses to be included as part of the employee's official
personnel file. This section does not apply to the records of an
employee relating to the investigation of a possible criminal
offense, medical records and information or letters of reference.
Counselling memos which are not disciplinary in nature are to be
retained in the file maintained by the employee's supervisor or
the person who issued the counselling memo and are not to be
transferred to the employee's central file which is normally
retained by the Personnel Department unless such memos are
subsequently used in conjunction with a disciplinary action such
as a letter of reprimand.
All documents pertaining to disciplinary actions shall be placed in
the employee's official personnel file within 5 work days after the
time management becomes aware of the incident and has
completed its investigation as to whether the employee is
culpable and shall be date stamped or dated at time of entry.
This section is not intended to include supervisor's notes or
reminders of specific incidents or ongoing reports such as
attendance records. Generally, such investigations should be
completed within thirty (30) calendar days of the date
management becomes aware of the incident(s), it being
understood that under certain circumstances such as the
unavailability of witnesses or the possibility of a criminal act
having been committed may cause the investigation to take
longer than the aforementioned thirty (30) days.
Copies of written reprimands or memoranda pertaining to an
employee's unsatisfactory performance which are to be placed in
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the employee's personnel file shall be given to an employee who
shall have the right to respond in writing to said documents.
Letters of reprimand are subject to the grievance procedure but
shall not be processed past Step 3 unless said letters are used in
a subsequent discharge, suspension or demotion of the employee,
in which case an appeal of the letters of reprimand may be
considered at the same time as the appeal of the disciplinary
action. Prior to being submitted to Step 3 of the grievance
procedure, either party may request fact finding to assist in the
resolution of the dispute. One (1') fact finder shall be selected by
each party to the dispute within ten (10) work days from the
initial request for fact finding. The fact finder shall have twenty
(20) work days from notice of selection to investigate and render
opinions to the Director of Personnel.
Copies of letters of commendation which are to be placed in the
employee's personnel file will be given to the employee.
Employees have the right to review their official personnel files
which are maintained in the Personnel Department or ,by their
departments. In a case involving a grievance or disciplinary
action, the employee's designated representative may also review
his/her personnel file with specific written authorization from the
employee. The County shall supply the Union with lists of official
personnel files and locations. Derogatory material in an
employee's personnel file (such as warning letters) over two years
old will not be used in a subsequent disciplinary action unless
directly related to the action upon which the discipline is taken.
Derogatory material does not include prior suspensions,
demotions or dismissals for cause.
The County will participate in a committee of four (4) union and
four (4) operating department managers to revise and clarify MOU
Section 36, Personnel Files. Subject committee will be chaired by
a non-voting chairperson from the County Personnel Department
and will hold their first meeting within 90 days of approval of this
MOU and will issue a report within 180 days of the date of the
first meeting.
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SECTION 37 SERVICE AWARDS
The County shall continue its present policy with respect to
service awards including time off provided, however, that the type
of award given shall be at the sole discretion of the County.
SECTION 38 - REIMBURSEMENT FOR MEAL EXPENSES
Employees shall be reimbursed for meal expenses under the
following circumstances and in the amount specified:
a. When the employee is required by his/her Department
Head to attend a meeting concerning County business or
County affairs.
b. When the employee is required to be out of his/her
regular or normal work area during a meal hour because
of a particular work assignment.
C. When the employee is required to stay over to attend
consecutive or continuing afternoon and night sessions of
a board or commission.
d. When the employee is required to incur expenses as host
for official guests of the County, work as members of
examining boards, official visitors, and speakers or
honored guests at banquets or other official functions.
e. When the employee is required to work three or more
hours of overtime; in this case he or she may be
reimbursed in accordance with the Administrative Bulletin
on Expense Reimbursement.
Meal costs will be reimbursed only when eaten away from home
or away from the facility in the case of employees at twenty-four
(24) hour institutions.
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SECTION 39 - DETENTION FACILITY MEALS
The charge for a meal purchased in a detention facility by
employees represented by Local No. 1 is one dollar ($1 .00) per
meal. Employees assigned to a detention facility are not, however,
required to purchase a meal.
SECTION 40 - COMPENSATION FOR LOSS OR DAMAGE TO
PERSONAL PROPERTY
The loss or damage to personal property of employees is subject
to reimbursement under the following conditions:
a. The loss or damage must result from an event which is
not normally encountered or anticipated on the job and
which is not subject to the control of the employee.
b. Ordinary wear and tear of personal property used on the
job is not compensated.
C. Employee tools or equipment provided without the
express approval of the Department Head and
automobiles are excluded from reimbursement.
d. The loss or damage must have occurred in the line of
duty.
e. The loss or damage was not a result of negligence or lack
of proper care by the employee.
f. The personal property was necessarily worn or carried by
the employee in order to adequately fulfill the duties and
requirements of the job.
g. The loss or damage to employees eyeglasses, dentures or
other prosthetic devices did not occur simultaneously with
a job connected injury covered by workers' compensation.
h. The amount of reimbursement shall be limited to the
actual cost to repair damages. Reimbursement for items
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108 -
damaged beyond repair shall be limited to the actual value
of the item at the time of loss or damage but not more
than the original cost.
i. The burden of proof of loss rests with the employee.
j. Claims for reimbursement must be processed in
accordance with the Administrative Bulletin on
Compensation for Loss or Damage to Personal Property.
SECTION 41 - UNFAIR LABOR PRACTICE
Either the County or the Union may file an unfair labor practice as
defined in Board of Supervisor's Resolution 81 /1 165 against the
other. Allegations of an unfair labor practice, if not resolved in
discussions between the parties within thirty (30) work days from
the date of receipt, may be heard and decided by a mutually
agreed upon impartial third party.
SECTION 42 - HARASSMENT
Harassment is any treatment of an employee which has the
purpose or effect of affecting employment decisions concerning
an individual, or unreasonably interfering with an individual's
work performance, or creating an intimidating and hostile
working environment. Such conduct includes but is not limited to
unwelcome sexual advances, requests for sexual favors, and other
verbal, or physical conduct of a sexual nature; arbitrary or
capricious changes of assignments, or display of a hostile attitude
toward an employee by a Supervisor which is not justified or
necessary in the proper supervision of the work of the employee.
SECTION 43 - LENGTH OF SERVICE DEFINITION (FOR SERVICE
AWARDS AND VACATION ACCRUALS)
The length of service credits of each employee of the County shall
date from the beginning of the last period of continuous County
employment (including temporary, provisional, and permanent
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109 -
status, and absences on approved leave of absence). When an
employee separates from a permanent position in good standing
and within two (2) years is reemployed in a permanent County
position, or is reemployed in a permanent County position from
a layoff list within the period of Layoff eligibility, service credits
shall include all credits accumulated at time of separation, but
shall not include the period of separation. The Personnel Director
shall determine these matters based on the employee status
records in his department.
SECTION 44 - PERMANENT PART-TIME EMPLOYEE BENEFITS
Permanent part-time employees receive prorated vacation and
sick leave benefits. They are eligible for health, dental and life
insurance benefits at corresponding premium rates providing they
work at least fifty percent (50%) of full time. If the employee
works at, least fifty percent (5097 of full time, County retirement
participation is also included.
SECTION 45 - PERMANENT-INTERMITTENT EMPLOYEE BENEFITS
Permanent-intermittent employees are eligible for prorated
vacation and sick leave benefits.
SECTION 46 - PERMANENT-INTERMITTENT EMPLOYEES HEALTH
PLAN
A permanent-intermittent employee represented by Contra Costa
County Employees Association, Local No. 1 may participate in the
County Group Health Plan if combined medical, dental and life
insurance coverage is wholly at the employee's expense but at the
group insurance rate. The County will not contribute to the
employee's monthly premium. The employee will be responsible
for paying the monthly premium appropriately and punctually.
Failure to meet the premium deadline will mean automatic and
immediate withdrawal from the County Group Health Plan and
reinstatement may only be effectuated during the annual open
enrollment period.
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SECTION 47 - PROVISIONAL EMPLOYEE BENEFITS
Provisional employees, who, are not permanent employees of the
County immediately prior to their provisional appointment, are
eligible for vacation and sick leave benefits.
Provisional employees may participate in the County Group Health
Plan of combined medical, dental and life insurance coverage
wholly at the employee's expense but at the group insurance rate.
The County will not contribute to the employee's monthly
premium. The employee will be responsible for paying the
monthly premium appropriately and punctually. Failure to meet
the premium deadline will mean automatic and immediate
withdrawal from the County Group Health Plan and reinstatement
may only be effectuated during the annual open enrollment
period.
SECTION 48 - HAZARD PAY DIFFERENTIAL FOR HEALTH
SERVICES EMPLOYEES
Any employee assigned to a position which 1 ) involves some
number of work hours assigned to I Ward, E Ward, J Ward,
Hospital Emergency Room, Hospital Reception Center, Main
Detention Facility, Richmond Psychiatric Emergency Room, or
Conservatorship Program, or 2) requires continuous direct contact
with patients having a contagious disease, or 3) any other
employee whom the Board of Supervisors may by resolution
authorize, shall receive per hour worked a premium of five
percent (5%) of the hourly equivalent of his/her base rate in
addition to his/her regular compensation and in addition to the
shift differential provided for in this MOU where he/she meets the
requirements of both Section 10 and this Section.
SECTION 49 - LUNCH PERIOD
It is the position of the Health Services Department that personnel
who work an eight and one-half (8-1 /2) hour day are on their own
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time during their lunch period. Personnel who work an eight (8)
hour day are to be considered on call.
SECTION 50 - REST BREAKS
Employees shall be entitled to a rest break for each four (4) hours
of work. Scheduling of rest breaks shall be determined by
management.
SECTION 51 - HEALTH EXAMINATION
Employees of the County who work in a Health Services
Department facility will annually be required to complete a Health
Questionnaire and take a Tuberculosis Skin Test. In the event
that an employee had a positive reaction to a Tuberculosis Skin
Test, said employee will be requested to show proof of having had
two (2) negative chest x-rays at least one year apart.
Employees will also be requested to be screened -for Rubella
immunity. If the result of the Rubella test is negative, the
appointing authority or designee will recommend that the
employee become immunized. If the employee has direct patient
contact and refuses to become immunized, an attempt will be
made to relocate the employee to a non-patient care area if
possible.
SECTION 52 - CLASSIFICATION STUDIES, SPECIAL STUDIES OR
OTHER ACTIONS
A. Classification Studies
Communications Equipment Installer - Study both
positions to determine appropriate classification.
Computer Operator - Study series.
Dental Assistant - Study need for lead class.
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Dietitian - Revise and retitle specification.
Lead Painter, Lead Carpenter and Lead Steamfitter Revise
as needed and reallocate salary to standardize differential
between workers and leads.
Public Service Officer - Study need for lead class.
Senior Health Educator - Study all positions to determine
if appropriately classified.
Victim/Witness Assistance Program Specialist - Study
positions to determine appropriate classification.
Public Health Aide - Study to determine if certain positions
need a different or new classification.
Deputy Probation Officer IV - Study feasibility of creating
class.
B. Special Studies
1 . Retirement Study. During the life of this
Memorandum of Understanding, 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
the Tier I and Tier II Retirement plans. This
committee will make use of the resources and advice
of the County Retirement office and its staff and will
report its findings and recommendations to the
County Administrator.
2. The County will conduct a feasibility study during the
term of this Memorandum of Understanding to
ascertain the advantage and/or disadvantage to
County employees of providing an ineligible deferred
compensation plan as described in Section 457(f) of
the Internal Revenue Code of 1986.
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3. General Services Unit. The County shall study the
appropriateness of employer pickup of initial and
renewal costs required by driver license upgrades
and whether to provide required physicals on County
time.
4. Agriculture and Animal Control. The County will
commence a study to determine the feasibility of
converting' a limited number of permanent-
intermittent Pest Detection Specialist-Project
positions to permanent , part-time. Feasible
alternatives must ensure that the Agriculture
Department can staff and operate the pest detection
program wholly within available state funding and be
administratively practical.
5. Double Medical Coverage. The County will survey all
permanent employees prior to July 1 , 1995 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
make an in lieu contribution to another benefit. The
data gathered shall be shared with the Medical
Oversight Committee.
6. Attendance Program. There shall be convened a
Labor-Management Committee to develop an
attendance program for County employees.
7. Deferred Retirement. The County shall establish a
Labor-Management Committee comprised of three
representatives selected by the Labor Coalition and
three representatives selected by the County
Administrator to study a Deferred Retirement Policy.
By July 1 , 1995, the Committee shall recommend
such program upon which it has reached mutual
agreement for adoption by the parties.
4. The County agrees to meet with the Union to study
series seniority for reassignment and layoff in the
Probation Unit.
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5. The County agrees to meet with a committee of
Public Service Officers within 60 days following
ratification of this MOU to review the POST status of
this class.
C. Other Actions
1 . Permanent-Intermittent and Permanent Part-time
employees in classes represented by Local #1 who
wish to have the hours of their position increased,
must so request in writing. These requests must be
received by the employee's department during the
month of September 1994.
Departments reviewing these requests will evaluate
them within 30 days of their receipt by considering
the actual hours assigned to and worked by the
employee during the previous 6 months and the
anticipated continuing need from their assignment
on an increased basis.
Those requests which are approved by the
department for an increase in hours will be
submitted for consideration by the County as a P300
request within an additional sixty (60) days.
Nothing contained herein shall conflict with
layoff/reemployment provisions.
SECTION 53 - ADOPTION
The provisions of this Memorandum of Understanding shall be
made applicable on the dates indicated and upon approval by the
Board of Supervisors. Resolutions and Ordinances, where
necessary, shall be prepared and adopted in order to implement
these provisions. It is understood that where it is determined that
an Ordinance is required to implement any of the foregoing
provisions, said provisions shall become effective upon the first
day of the month following thirty (30) days after such Ordinance
is adopted.
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SECTION 54 - SCOPE AGREEMENT AND SEPARABILITY OF
PROVISION
54.1 Scope of Agreement. Except as otherwise specifically
provided herein, this MOU fully and completely incorporates the
understanding of the parties hereto and constitutes the sole and
entire agreement between the parties in any and all matters
subject to meet and confer. Neither party shall, during the term
of this MOU demand any change herein, provided that nothing
herein shall prohibit the ,parties from changing the terms of this
MOU by mutual agreement.
54.2 Separability of Provisions. Should any section, clause or
provision of this MOU be declared illegal, unlawful or unenfor-
ceable, by final judgment of a court of competent jurisdiction,
such invalidation of such section, clause or provision shall not
invalidate the remaining portions hereof, and such remaining
portions shall remain in full force and effect for the duration of
this MOU.
54.3 Personnel Management Regulations. Where a specific
provision contained in a section of this MOU conflicts with a speci-
fic provision contained in a section of the Personnel Management
Regulations, the provision of this MOU shall prevail. Those provi-
sions of the Personnel Management Regulations within the scope
of representation which are not in conflict with the provisions of
this MOU and those provisions of the Personnel Management
Regulations which are not within the scope of representation shall
be considered in full force and effect.
54.4 Duration of Agreement. This Agreement shall continue in
full force and effect from October 1 , 1993 to and including
September 30, 1995. Said Agreement shall automatically renew
from year to year thereafter unless either party gives written
notice to the other prior to sixty (60) days from the aforesaid ter-
mination date of its intention to amend, modify or terminate the
agreement.
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SECTION 55 - FAIR LABOR STANDARDS ACT PROVISIONS
The Fair Labor Standards Act, as amended, may govern certain
terms and conditions of the employment of employees covered by
this MOU. It is anticipated that compliance with the Act may
require changes in some of the County policies and practices
currently in effect or agreed upon. If it is determined by the
County that certain working conditions, including but not limited
to work schedules, hours of work, method of computing overtime,
overtime pay and compensatory time off entitlements or use,
must be changed to conform with the Fair Labor Standards Act,
such terms and conditions of employment shall not be controlled
by this MOU but shall be subject to modification by the County to
conform to the federal law, without further meeting and
conferring. The County shall notify the Union (employee
organizations) and will meet and confer with said organization
regarding the implementation of such modifications.
SECTION 56 - PAST PRACTICES & EXISTING MEMORANDA OF
UNDERSTANDING
Continuance of working conditions and past practices not
specifically authorized by ordinance or by resolution of the Board
of Supervisors is not guaranteed by this MOU; provided, however,
that only during the term of this MOU which expires September
30, 1995, the Union may claim a violation of a past practice. If the
Union can demonstrate that such past practice exists by virtue of
having been acknowledged and agreed to by Management and
representatives of the Union or by employees represented by the
Union who reach agreement with a Department Head on a specific
policy covering a group of employees such as a reassignment
policy, the alleged violation of said past practice will be subject to
the grievance procedure. Those practices which have been agreed
to by Management and not approved by the Department Head
must be confirmed and approved by the Department Head within
six (6) months from the below execution date of this MOU in
order to be considered a past practice pursuant to this provision.
117 -
SECTION 57 UNIT ITEMS
Specific working conditions for the various units represented by
the Union are listed in Attachments 57.1 through 57.11 .
Execution Date:
i
CONTRA COSTA COUNTY CCCEA, LOCAL NO. 1
I' IAL d
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57.1 Agriculture - Animal Control Unit.
Aciricultural 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 II and Agricultural Biologist III who possess a
valid certificate as a Deputy Agricultural Commissioner
shall receive a salary differential of two and one half (2-
112%) 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 8 hours on any recognized County
holiday that occurs in a month where they are in a pay
status for 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 8 hours on each
work day, they shall be paid a pro rata share of the 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 and
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 II and Weights & Measures Inspector
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119 -
III possessing a valid certificate as a Deputy Sealer of
Weights and Measures, shall receive a salary differential of
two and one-half percent (2-112%) of base pay.
Animal Services Personnel
A. Letters of commendation received by the Department shall
be placed in the individual Animal Control Officer's and
Animal Control Center Attendant's files.
B. The County agrees to continue to pay each Animal Control
Officer employed by the County prior to August 1 , 1975 a
flat monthly fee of sixty-five dollars ($65.00).
The above fee shall not apply nor be paid to Animal
Control Officers who shall continue to use a departmental
pickup vehicle for purposes of regularly assigned on-call
work.
When an Animal Control Officer, who is receiving the
above-specified flat monthly fee of sixty-five dollars
($65.00) is assigned to on-call work is allowed to use a
departmental pickup vehicle for commuting purposes,
.either on a regular or part-time relief basis (e.g. vacations
and/or sick leave), the sixty-five dollar ($65.00) fee shall
be eliminated if such assignment is for a full month or
reduced on the basis of fifteen dollars ($ 15.00) for each
full workweek said employee is allowed to utilize the
departmental pickup vehicle for commuting purposes.
The provision of this section dealing with fee payment
does not and will not apply to any Animal Control Officer
hired on or after August 1 , 1975.
C. Duffel Bag. The Animal Services Department agrees to
provide all Animal Control Officers with a
duffel/equipment bag for equipment. These bags will be
the property of the Animal Services Department and
labeled as such.
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i . Uniform Allowance. The monthly uniform allowance
for employees in the classification of Animal Control
Officer shall be forty dollars ($40.00). If an increase
in the uniform allowance is subsequently approved
for Deputy Sheriffs, Animal Control Officers shall
receive an increase equal to that received by Deputy
Sheriffs.
2. Trousers. The Animal Services Department agrees to
allow Animal Control Officers to wear green denim
trousers while in field assignments, provided that
each officer has a pair of green dress trousers
available to wear when required by the department.
Uniforms must be maintained at a standard
acceptable to the department. Animal Control Center
Attendants shall be provided with rain gear of the
same quality as that provided Animal Control
Officers.
The Animal Services Department agrees to reimburse
employees in the class of Animal Center Technician
for the purchase of green, black, or blue denim
trousers up to sixty dollars ($60.00) per employee
per year. Effective January 1 , 1992 the maximum
yearly reimbursement shall be eighty dollars
($80.00).
3. Outerwear. Effective January 1 , 1994 the Animal
Services Department agrees to reimburse employees
in the class of Animal Center Technicians up to fifty
($ 50.00) per employee per year for the purchase of
outerwear of a type approved by the Department.
4. The Safety Committee for the Department of Animal
Services will remain in effect and will continue to be
constituted as follows: One (1 ) Animal Control
Officer and one (1 ) Animal Center Technician and
appropriate management representatives.
S. The Animal Services Department has instituted a one-
half (1 /2) hour lunch period for all employees in the
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121 -
classification of Animal Center Technician.
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
(1 /2) hour lunch period will be the impact on service
to the public.
6. The Animal Services Department agrees to continue
the current policy of allowing Animal Control Officers
and Kennel personnel to sign-up for shifts on the
basis of seniority.
7. The Animal Services Department intends to continue
the current 4/10 work schedule for the duration of
this MOU. Both the County and the Union understand
that continuation of the 4/10 work schedule during
the term of this MOU is contingent on adequate
funding and retention of sufficient non-probationary
personnel to insure adequate service levels. The
determination of adequate funding, staffing and
service levels is the sole prerogative of the
Department, except to the extent required by law to
meet and confer on the impact of staffing levels. The
County agrees to notify the Union and to meet and
confer if the 4/10 schedule is to be terminated.
8. Animal Control Officers who are required to testify in
Court on their day off will receive a minimum of two
(2) hours of overtime pay.
9. For employees in the Animal Services Department
assigned to units or services on a shift operational
cycle which includes Saturday as designated by the
appointing authority (rather than Monday through
Friday, eight (8) hours per day or 9/80 schedule),
holidays will be observed on the day on which the
holiday falls even if it is a Saturday.
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57.2 Attendant-LVN-Aide Unit.
The following provisions are effective November 1 , 1989 unless
otherwise specified:
A. The County will observe the following holidays:
1 . January 1 st, known as New Year`s Day
3rd Monday in January known as Dr. Martin Luther
King Jr. Day
3rd Monday in February, known as Presidents' Day
The last Monday in May, known as Memorial Day
July 4th, known as Independence Day
First Monday in September, known as Labor Day
November 1 1 th, known as Veteran's Day
4th Thursday in November, known as Thanksgiving
The Friday after Thanksgiving
December 25th, known as Christmas Day .
Such other days as the Board of Supervisors may by
resolution designate as holidays.
.2. Employees in positions which are designated as 24-
hour positions shall also celebrate:
September 9th known as Admission Day
Second Monday in October known as Columbus Day
February 12th known as Lincoln's Day
3. Employees who only celebrate the holidays listed in
#1 above shall accrue two (2) hours of personal
holiday credit per month. Such personal holiday time
may be taken in increments of one (1 ) hour, and
preference of personal holidays shall be given to
employees according to their seniority in their
department as reasonably as possible. No employee
may accrue more than forty (40) hours of personal
holiday credit. On separation from County service,
an employee shall be paid for any unused personal
holidays credits at the employee's then current pay
rate.
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4. The following provisions indicate how holiday credit
is to be applied:
a. Employees on the five (5) day forty (40) hour
Monday through Friday work schedule shall be
entitled to a holiday whenever a holiday is
observed pursuant to the schedule cited above.
b. Employees on a work schedule other than
Monday through Friday shall be entitled to
credit for any holiday, whether worked or not,
observed by employees on the regular schedule.
c. For all employees, if a work day falls on a
scheduled holiday they shall receive overtime
pay or equivalent compensatory time credit '
(Holiday Credit) for working the holiday, or if a
holiday falls on the day off of an employee, the
employee shall be given straight time pay or
equivalent compensatory time credit.
The purpose of this plan is to equalize holidays
betto-reen employees on regular work schedule and
those on other work schedules.
If any holiday listed in Section 12.1 falls on a
Saturday, it shall be celebrated on the preceding
Friday. If any holiday listed in Section 12.1 falls on a
Sunday, it shall be celebrated on the following
Monday. For employees in positions whose shifts
include Saturday or Sunday as designated by the
appointing authority (rather than Monday through
Friday eight (8) hours per day or a designated 4/10
schedule) holidays shall be observed on the day on
which the holiday falls regardless if it is a Saturday or
Sunday.
5. Permanent part-time and permanent-intermittent
employees in the Hospital Nursing Service who work
on a holiday shall receive overtime pay or
compensatory time credit for all hours worked, up to
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a maximum of 8.
Permanent part-time employees who do not work on
a holiday shall receive holiday credit in the same
ratio to the holiday credit given full time employees
as the number of hours per week in the part time
employee's schedule bears to the number of hours in-
the regular full time schedule, regardless of whether
the holiday falls on the part-time employee's regular
work day.
6. 4110 Shift - Holidays.
a. Holiday Shift Pay. Each 4/10 shift employee who
works a full shift on a holiday shall receive time
and one-half for the first eight (8) hours worked
in addition to regular pay for the holiday.
Holiday shift pay shall be subject to provisions
of Section 7 Overtime.
b. Absence on Holiday. The maximum time
charged to sick leave, vacation or leave without
pay on a holiday shall be two (2) hours.
7. Accrual of Holiday Time. Employees entitled to
overtime credit in positions which work around the
clock shall be permitted to elect between pay at the
overtime rate or compensatory time off in
recognition of holidays worked. The following
procedures shall apply to this selection:
a. Eligible employees may elect, on a quarterly
basis, the method of reimbursement for work
performed on holidays. The selection between
accrued holiday time and/or overtime pay must
be made known to the County during each of
the calendar months of June, September,
December and March for the duration of this
MOu.
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b. Employees starting work after a list of those
electing to accrue holiday time has been
submitted to the Auditor and approved, will be
paid overtime unless they specifically requested
in writing within seven (7) calendar days to be
placed on the accrual list.
C. Holiday time shall be accrued at the rate of one
and one-half (1 -112) time the actual hours
worked to a maximum of eight (8) hours worked
by the employee.
d. Holiday time may not be accumulated in excess
of two hundred eighty-eight (288) working
hours. Holiday time may be accrued up to two
hundred eighty-eight (288) hours, exclusive of
regular vacation accruals. After 288 hours,
holiday time shall be paid at the overtime rates
specified in Section 7.
e. Accrued holiday credit may be taken off at times
determined by mutual agreement of the
employee and the Department Head.
8. Each permanent employee working in the Hospital
Nursing Service and who qualifies for paid holidays
shall not be required to work on at least one (1 ) of
the following holidays each year: Thanksgiving,
Christmas, New Year's Day.
9. Employees in this unit who are employed at
Merrithew Memorial Hospital and are required to
work on Thanksgiving, Christmas or New Year's Day
will be provided a free meal in the Hospital Cafeteria
between the hours of 6:00 a.m. and 6:00 p.m.
B. Shift Differential.
1 . An employee who works overtime shall receive shift
differential in addition to overtime compensation
only when the overtime hours independently satisfy
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the requirement for shift differential as stated above.
The shift differential shall be computed on the
employee's base salary.
2. When a shift employee works on a recognized
holiday, the employee shall be entitled to holiday pay
and shift differential to be computed on the
employee's base salary.
I An employee in the Hospital Nursing Service who
works an evening shift in which the employee works
four (4) or more hours after 5:00 p.m. shall receive a
shift differential of seven and one-half percent (7-
112%) of the employee's base pay.
Split shifts in the Hospital Nursing Service with more
than 1 -112 hours between the two portions of the
shift shall also qualify for the seven and one-half
percent (7-112%) hourly differential.
An employee in the Hospital Nursing Service who
works a night shift in which the employee works four
(4) or more hours before 8:00 a.m. shall receive a
shift differential of ten percent (10%) of the
employee's base pay.
C. Stat Call. A ten percent (10%) base pay salary differential
shall be paid for those shifts on which employees in this
and/or other Local No.l bargaining units are specifically
assigned by the administration to respond to emergency
stat-calls if said employees do not qualify for other hazard
assignment differential. A five percent (5Yo) base pay salary
differential shall be paid for those shifts in which
employees are specifically assigned to respond to
emergency stat-calls if said employees qualify for other
hazard assignment differential, said five percent (5Yo) to be
in addition to the hazard pay differential.
It is further understood that acceptance of the assignment
to stat-calls for those employees hired prior to April 1 ,
1979 shall be voluntary, provided, however, if insufficient
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employees volunteer for the stat-calls assignment or
additional employees are required on a particular shift,
nursing administration shall select employees under their
supervision judged to be qualified to handle such
assignments because of prior experience and training. All
Hospital Attendants, Psychiatric Technicians and Licensed
Vocational Nurses hired on April 1 , 1979 or thereafter will
be advised that they may be required to handle stat-calls
and if required will receive training for such assignments.
It is the intention of administration to assign employees
to stat-calls on a continuing volunteer basis. Employees
may request that they be removed from the stat-calls
assignment by submitting a request in writing stating the
reasons for such request. The administration may remove
employees from the stat-calls assignment where it is
demonstrated they are no longer capable of handling such
assignments.
Effective October 1 , 1994 the STAT Team shall be
composed of volunteers. This shall be a six month trial
program subject to joint labor/management review at the
end of six months:
D. Professional Standards Committee. The County recognizes
the continuation of an advisory Professional Standards
Committee comprised of Licensed Vocational Nurses,
Psychiatric Technicians and Hospital Attendants employed
in the Health Services Department. Such a committee shall
develop and communicate recommendations only to the
Director of Hospital Nursing or Director of Ambulatory
Care Nursing and Hospital Administration. The
Professional Standards Committee shall schedule one (1 )
regular meeting at a mutually agreeable time and place
during the day shift working hours and the Health
Services Department agrees to release a total of six (6)
employees; three (3) Licensed Vocational Nurses, one (1 )
Surgical Technician and one (1 ) Psychiatric Technician and
one (1 ) Hospital Attendant for a period not to exceed two
(2) hours excluding travel time for any one member to
attend such meeting. Such Committee members and their
alternates shall be selected by Local No. 1 . Numerical
128 -
membership on the Professional Standards Committee
shall be such so as to preclude disruption of work
activities of any particular work area and shall include at
least one representative from the outpatient clinics. Upon
two (2) weeks notice, the Committee may request, with
approval of the Director of Hospital Nursing or Director of
Ambulatory Care Nursing as appropriate, that other
personnel attend the monthly meetings., provided that
such personnel are furnished with the reasons they have
been invited and a written agenda for the meeting they
have been asked to attend.
E. Detention Facility. Licensed Vocational Nurses and
Psychiatric Technicians assigned to work in the detention
facility shall receive in addition to their base pay a
differential of 5% of base pay as premium compensation
for this assignment.
F. Weekend Differential. Hospital Nursing Services employees
shall receive a weekend shift bonus of $5.00 per shift for
each weekend shift worked which: 1) falls on weekends for
which the employee is not scheduled to work in their
normal work schedule; 2) falls between the beginning of
the night shift on Friday and the end of the evening shift
on Sunday; 3) is worked for the full duration of the shift;
and 4) is not the result of a trade. The employee is to note
such qualifying shifts on his/her time sheets in order to
receive this compensation.
G. Hospital Schedules. The Health Services Department shall
continue to schedule Licensed Vocational Nurses,
Psychiatric Technicians and Hospital Attendants with every
other weekend off.
H. Permanent-Intermittent Differential. Permanent-
intermittent Licensed Vocational Nurses and Psychiatric
Technicians shall be paid a differential of seven and one-
half (7-112) percent of their base pay.
1. O.R. On-Call. A Surgical Technologist assigned to on-call
for the Operating Room or Post Anesthesia Recovery shall
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be paid one (1 ) hour of straight time pay for each two (2)
hours on-call. A Surgical Technologist who is in on-call
status for the Operating Room and is called back to duty
shall be paid for the actual time spent plus one (1 ) hour,
but not less than three (3) hours total for each call-back.
On-call pay will not be paid for call-back time.
J. Contiguous Shifts. At the County's request, if an employee
in this unit works on all or parts of two contiguous shifts
(more than eight (8) continuous hours) which is outside
the employees regular work schedule and the first eight
(8) hours fall on one day and the additional hours fall on
the following day, the employee shall be paid a differential
of one-half (1 /2) the employees base salary rate in addi-
tion to the employees base salary rate for the hours
worked in excess of eight (8) hours.
Employees in this unit working at the Merrithew Memorial
Hospital who, at the County's request work two
contiguous shifts (sixteen (16) continuous hours),shall be
provided a meal in the hospital cafeteria at no cost to the
employee
Employees in the Hospital Nursing Service who work a
double shift shall receive $25.00 in addition to all other
compensation for each double shift worked. Employees
who work from the beginning of their regularly scheduled
shift to the conclusion of the next scheduled shift will be
considered to have worked a double shift. If the second
shift is not completed, the premium will be prorated. If the
total hours worked, excluding lunch breaks, exceed
sixteen hours, additional prorated premium will be paid.
K. Continuing Education. Each regular full time Licensed
Vocational Nurse and Psychiatric Technician with one or
more years of County service shall be entitled to five (5)
days leave with pay each year to attend accredited
continuing education courses, institutions, workshops, or
classes. full time Surgical Technicians will be entitled to
twelve (12) hours per year for the same purpose. Written
requests for such leave must be submitted in advance and
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may be approved by the appropriate supervisor only in
the event such leave does not interfere with staffing. The
leave is accumulated from year-to-year if; 1 ) it is applied
for and denied, 2) it is applied for this year for a course
next year, and 3) if it is applied for to anticipate taking a
specific course of more than five days duration. The
maximum leave available in any fiscal year may not
exceed twice what may be accrued in any one fiscal year.
The leave hereinabove defined shall not apply to those
courses or programs the nurse is required by the County
to attend.
A Licensed Vocational Nurse or Psychiatric Technician
assigned to the night shift who attends a continuing
education course of eight (8) hours duration outside
his/her scheduled work time, may receive educational
leave pay for the actual course time and may be excused
from the night shift immediately preceding or following
the course attended.
Each full time Registered Dental Assistant with one or
more years of County service shall be entitled to four (4)
days of paid continuing education leave every two years.
Permanent part-time employees shall receive prorated CE
leave in the same ratio of their position hours to full time.
L. Charge Pax. A fully certified Licensed Vocational Nurse or
Psychiatric Technician who, at the County's' request, is
placed in charge of a ward for an eight (8) hour shift shall
receive an additional five dollars ($5.00) per shift.
M. Hospital Call-In Procedures. The following procedures shall
apply to employees in the class of Licensed Vocational
Nurse, Psychiatric Technician and Hospital Attendant
employed at Merrithew Memorial Hospital who become ill
prior to a scheduled work shift and supercedes Section
14.4 of this MOU.
1 . Employees in the Hospital Nursing Service are
required to notify the Nursing Office at least two (2)
hours prior to the commencement of the evening or
night shift or one (1 ) hour prior to the day shift if
they are calling in sick or requesting unplanned time
off. Employees in the Ambulatory Care Nursing
Service are required to call in at least one (1 ) hour
prior to then scheduled shift and leave a message in
voice mail. Notification shall include the reasons and
possible duration of the absence.
2. Employees in the Hospital Nursing Service returning
from sick leave or emergency leave of any kind must
give two (2) hours prior notice unless it was clearly
understood at the outset of the leave when the
employee planned to return. In the Ambulatory Care
Nursing Service, to the extent possible, employees
should notify the Charge Nurse by 4:00 p.m. of the
day preceding their anticipated return.
3. Employees in the Hospital Nursing Service calling in
sick, asking for emergency time off or calling in to
say they will be late, must call the Nursing Office
directly and not their unit area to advise of their
intentions.
4. Employees who do not give the required notice of
their intent not to come to work as scheduled shall
be coded as absent without pay for payroll purposes
unless they provide a reason which is satisfactory to
Nursing Administration. Infrequent absences with
justification shall normally later be charged to sick
leave.
Hospital Nursing Service or Ambulatory Care Nursing
Service employees who are called in to work a shift
for which they are not scheduled after that shift has
begun shall receive payment for actual time worked
plus one (1 ) hour and shall be paid a minimum of 2
hours pay.
N. Vacation. The following vacation accruals shall be effective
October 1 , 1981 for employees in the Attendant LVN-Aide
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Unit and other accruals listed in Section 13.2 shall not
apply.
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 15 years 10 240
15 through 19 years 13-1 /3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1 /3 560
Vacation for employees in the Hospital and Clinic Divisions
Hospital Nursing Service (including the Detention
Facilities) and Ambulatory Care Nursing Services shall be
scheduled on an annual cycle, April 1 through March 31 .
Employees must submit their written vacation request by
March 1 st of each year. The hospital will post a schedule
of vacations by April 1 st of each year.
Only one employee per classification from each worksite
and shift may receive vacation at the same time. In case
of conflict; the employee with the greater length of service
in their classification will receive the requested vacation
time. Less senior employees will be given the opportunity
to request a different time before the annual schedule is
posted.
Vacation requests submitted after March 1 st shall be
considered on a first come basis and shall be subject to
staffing availability.
An employee voluntarily changing worksite or shift after
March 1st must resubmit a vacation request for
consideration on a first come basis.
Vacations which, include major holidays, Thanksgiving,
Christmas and New Year's Day shall be rotated amongst
staff,rather than determined by seniority.
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133 -
O. Appointment Sala!y. The County may hire new employees
into classes in this bargaining unit at any step of the
salary range for the particular class. Consideration shall
be given to the qualifications of the appointee relative to
current incumbents. The County shall advise the Union of
any appointments made at a salary level higher than that
of an incumbent with equal qualifications.
P. Low Census. Unanticipated declines in hospital patient
census may result in the need to temporarily reduce
staffing hours for periods of time not requiring formal
layoff procedures. When this occurs, the Hospital Nursing
Service shall use a variety of procedures to call off and
reassign staff. Those procedures will generally emphasize
the call off of volunteers first, and the retention of
permanent employees.
Employees may voluntarily request accrued time off by
calling the Staffing Office and asking to be placed on a
standing Absent Day list to be used for voluntary-call offs
in future low census days.
The Staffing Office will seek voluntary call offs on a shift-
to-shift basis.
Employees will be floated to available assignments in
other units for which they are oriented or otherwise
qualified.
If necessary, as assessed on a daily basis, employees will
be required to take Involuntary Call Off days on an
equitable rotation. Order of Involuntary Call Off will
normally be Registry, Temporary, Permanent-intermittent,
Permanent Part Time and Permanent Full Time. The
maximum number of Involuntary Call Off days per
permanent employee will not exceed one shift per month
or three (3) shifts per year. Permanent employees will be
offered the option of using vacation or holiday accruals if
the employee has the accruals available. Otherwise, the
employee will be placed on AWOP.
-
134 -
LT, Overtime or Registry Nurses will not be assigned to
work on units for which an employee who is on
Involuntary Call Off day is qualified to work. Involuntary
Call Offs will be reasonably distributed among the various
nursing classifications consistent with the staffing pat-
terns for patient census and acuity needs.
Employees will be notified a minimum of two hours in
advance of each shift for which an Involuntary Call Off day
is assigned. In the event such notice is not given, the
affected employee will receive a minimum of 2 hours work
at the employee's regular rate. Should the hospital make
such a documented attempt to notify the employee of a
cancellation of shift, but be unsuccessful in doing so, this
pay provision will not apply. It is the responsibility of the
employee to maintain a current telephone number with
the Staffing Office. Failure to do so relieves the Hospital
of the notification and pay obligations.
The same procedures will be used in the event of reduced
patient visits in the Ambulatory Care Nursing Service.
They will be applicable within the three discrete
components of that service: 1 ) Richmond Health Center; 2)
Martinez and Concord Clinics; and 3) Pittsburg and
Brentwood Health Centers.
These procedures will apply in the hospital when the
patient census falls below 120. This provision shall remain
in effect for the duration of this MOU.
Q. Central Supply. For employees in Central Supply, the
County will provide pant suits as an option and shall also
provide poncho type rain apparel as needed in rainy
weather.
Employees in Central Supply are scheduled on the basis of
an eight and one-half hour day and are on their own time
during the lunch period. If operational reasons preclude
an employee from leaving the work area during the lunch
period, such time shall be considered worked and will be
paid at the overtime rate.
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135 -
57.3 Building Trades Unit.
A. The .County shall continue to supply employees in the
Building Trades Unit with specific tools which shall be
maintained and secured on County premises. No tools
other than those supplied by the County may be used
except upon prior authorization of the County.
B. The County shall pay each employee in the Building
Trades Unit a reimbursement of twenty dollars ($20.00)
per month, such to defray the cost of supplying and
cleaning clothing worn in the performance of regular
duties.
C. Employees in the unit assigned to work in the County
Detention Facility shall receive in addition to their base
pay a differential of five percent (59o) of base pay as
premium compensation for this assignment.
The County will provide reimbursement, up to $50.00 per
calendar year to Painters and Steamfitters for special
blood tests, the purpose of which is to detect lead or other
heavy metals. A statement from the Physician must be
submitted with the receipt.
Employees in the unit who work four or more hours of
overtime after midnight on a regularly scheduled work day
may request and shall be granted the use of vacation,
holiday or compensatory time for all or part of that day.
57.4 Deputy Public Defenders Unit
A. Professional Advisory Committee. The Professional
Advisory Committee shall be continued. Said committee
shall be composed of not more than two employee
representatives appointed by the Public Defenders Unit of
Local No. 1 and two department representatives and shall
meet at the mutual convenience of the parties once every
two (2) months.
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B. Paid Personal Leave. On January i of each year, employees
in the classes of Deputy Public Defender I, II, III, and IV
and will be credited with eighty (80) hours of paid
personal leave to recognize the unavailability of overtime
payments and compensatory time off for Deputy Public
Defenders. Employees appointed after ,July 1 st shall be
eligible for forty (40) hours of paid personal leave on the
first succeeding.January 1 st and shall be eligible for eighty
(80) hours annually thereafter. Said personal leave must
be used during the calendar year in which credited and
may not be carried forward. Paid personal leave is
separate from paid vacation and will be accounted for
accordingly. Upon separation from County service, there
shall be no payoff for unused personal leave credits.
C. The Public Defender's Office agrees to continue the
current leave policy for Deputy Public Defenders.
D. Effective July 1 , 1992, the Public Defender's Department
agrees to discontinue the current Miranda, Watch
provisions that provide for one day of compensatory time
for each week of Miranda Watch as set forth in the
agreement between the County and the Union dated
February 19, 1980.
E. The County shall reimburse each Deputy Public Defender
up to a maximum of $350.00 each fiscal year commencing
,July 1 , 1992 for the following types of expenses:
membership dues in legal, professional associations;
purchase of legal publications; and training and travel
costs for educational courses related to the duties of a
Deputy Public Defender
Any unused accrual may be carried forward to the next
fiscal year up to $700.00. The Training Reimbursement
provision contained in Section 26 of this MOU shall not
apply to employees in the Deputy Public Defenders Unit.
The County shall reimburse each Deputy Public Defender
for California State Bar membership dues (but not penalty
fees) and for criminal specialization fees. To be eligible,
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one must be a permanent Deputy Public Defender with the
Contra Costa County Public Defender's Department as of
January 1 of the calendar year for which reimbursement is
requested.
F. The current vacation schedule listed below shall be
maintained for Deputy Public Defenders' Grades I, Il, III, IV.
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 15 years 10 240 -
15
4015 through 19 years 13-1 /3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1 /3 560
G. Effective November 1 , 1984, Agency Shop provisions, as
cited in Section 2.2 of the Memorandum of Understanding
between Local No. 1 and the County become operative.
H. Effective the first month following execution of this MOU
or as soon thereafter as possible, Deputy Public Defenders
will be covered by a long-term disability insurance policy
identical with that currently covering employees in the
Deputy District Attorney class series.
I. Public Defenders may choose reimbursement for up to
one-third 0 /3) of their annual vacation accrual, subject to
the following conditions:
1 . The choice can be made only once in each calendar
year.
2. Payment shall be based on an hourly rate determined
by dividing the employee's monthly salary by 173.33.
3. The maximum number of hours that may be
reimbursed in any one year is one-third (1 /3) of the
annual accrual.
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In those instances where a lump sum payment has been
made in lieu of a retroactive general salary adjustment for
a portion of the calendar year which is subsequent to
exercise by an employee of the vacation buy-back
provision herein, that employee's vacation buy-back shall
be adjusted to reflect the percentage difference in base
pay rates upon which the lump sum payment was
computed provided that the period covered by the lump
sum payment was inclusive of the effective date of the
vacation buy-back.
The granting of such vacation buy-back is subject to the
sole discretion of the Public Defender whose decision is
final. The Public Defender will meet and confer with
employee representatives to develop criteria for the
granting of such vacation buy-back.
57.5 Engineering Unit.
A. The Public Works Department will continue a -one-half
(1 /2) 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 0 /2) hour lunch
period will be the impact on service to the public.
The existing system of one-half (1 /2) 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.
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139 -
57.6 General Services and Maintenance Unit.
A. General: All existing departments safety awards shall
continue for the duration of this MOU.
B. Field Personnel.
1 . The County will provide coveralls or overalls to each
employee assigned to the paint crew and bridge crew
in the Public Works Maintenance Division of the
Public Works Department and will launder such
clothing on a regular basis. The employees will be
required to select either coveralls or overalls; this
choice shall be considered a permanent selection.
Coveralls shall be provided for the employee
assigned to and operating the Gradall.
2. The Safety Committee of the Public Works
Department, as previously referenced in a
Departmental Memorandum of Understanding, shall
continue for the duration of this agreement.
3. The employee designated as the Primary Operator of
the Gradall, Spider Crawling Backhoe, or Idaho
Norland Paint Striper shall receive a 2-1 /2%
differential on base pay for each calendar month
during the term of this MOU
Only one person at any one time will be designated
as the Primary Operator of the Gradall, Spider
Crawling Backhoe, or Idaho Norland Paint Striper, and
only that individual will receive the aforementioned
differential. Other employees temporarily assigned
to operate these pieces of equipment will not receive
the differential.
4. Laborers participating in the Public Works
Department Equipment Operator I training program
and who are employed as Laborers prior to July 1 ,
1977 will be paid mileage allowance in accordance
with the existing County policy such miles driven
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each day which exceed by ten (10) miles the miles
driven between their residence and the location they
worked immediately prior to entering said training
program. It is understood that this agreement was
made to take into account the very specialized nature
of the aforementioned training program and should
not in any way be considered as setting a precedent
with regards to the County mileage policy.
5. The Public Works Department agrees to offer
Defensive Driver Training to employees on road
maintenance crews.
6. The General Services Department will meet and
confer with the Union if it intends to increase the
work test crews beyond nine (9) members.
7. On a trial basis for the employees in the General
Services and Maintenance Unit, and at the sole
discretion of the Personnel Director upon• written
request stating the reasons for such request, the
Union may appoint an individual to observe instruc-
tions given an oral board by the appointing authority
on his/her own time.
C. Shop Personnel.
I . The County will pay Equipment Mechanics a tool
allowance of two hundred dollars ($200.00) per year.
Air tools will be considered an eligible tool allowance
item. The tool allowance benefit will be provided on
a reimbursement basis through submission of
County payment demand forms with proof of
purchase.
2. Employees in the classes of Equipment Mechanic,
Apprentice Mechanic, Equipment Services Worker and
Garage Attendant will have the choice of the County
providing coveralls or pants and shirt. The
employees will be required to select either coveralls
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or pants and shirt; this choice shall be considered a
permanent selection.
3. Employees referenced in C.2 above shall be provided
with additional uniforms so as to enable the
employee to have a clean uniform each day.
D. Building Maintenance & Miscellaneous Employees
1 . Union Stewards in the Building Maintenance Division
shall be relieved from their assigned work duties by
their supervisors within twenty-four (24) hours
(excluding Saturdays, Sundays, and holidays) upon
receipt of a request by an employee in that division
to investigate and/or process a grievance initiated by
said employee.
2. The Building Maintenance Division of the General
Services Department will continue the seven day per
week maintenance coverage of County facilities by
Operating Engineers.
3. Custodians in the Probation Department specifically
assigned responsibility in writing for providing work
training to assigned juveniles shall receive in
addition to their base pay a differential of five
percent.(5%) of base pay as premium compensation
for this additional responsibility. Such differential to
be computed on the basis of hours actually spent in
directing juveniles in work training.
4. The vacation scheduling procedure for Custodians I
and II in the Buildings and Grounds Division of the
General Services Department shall be as follows:
All employees, in order of seniority, with the
Buildings and Grounds Division of the General
Services Department shall be afforded the
opportunity to indicate their preference of vacation
dates for their vacation entitlement by area. If an
employee wishes to split his/her vacation entitlement
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and schedule a portion of his/her vacation at another
time, he/ she shall be afforded a second opportunity
to exercise his/her seniority in scheduling each
second choice after all other employee's vacations
have been scheduled.
For example: If an employee has a vacation
entitlement of four (4) weeks and wishes to take two
(2) of those weeks in July, his/her preference for the
specific dates in July would be reviewed by the
department in accordance with his/her seniority.
Once the first choice of vacation dates for this
employee and all other employees have been
reviewed by the department and scheduled by area
in accordance with seniority, the employee may
indicate his/her preference of vacation dates for the
remaining two (2) weeks of his/her vacation
entitlement which again will be reviewed and
scheduled by area by the department in accordance
with his/her schedule.
5. Cooks, Lead Cooks and Operating Engineers
assigned to the County's Main Detention Facility or
the Marsh Creek Detention Facility shall receive in
addition to their base pay, a differential of five
percent (5%) of base pay as premium compensation
for this assignment.
6. Custodians assigned to the County's Main Detention
Facility or Marsh Creek Detention Facility and who
are required to work in inmate modules shall receive
in addition to their base pay a differential of five
percent (5%) of base pay as premium compensation
for this assignment.
7. The Building Maintenance Division of the General
Services Department shall continue the safety
committee of no less than two (2) employees selected
by Contra Costa County Employees Association, Local
No. 1 in the classes of Window Washer and Lead
Window Washer to discuss various safety problems.
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This committee shall meet not less than once every
three (3) months nor more than once a month upon
request of the employees.
8. The County shall pay Operating Engineers in the
General Services and Maintenance Unit a
reimbursement of twenty dollars ($20.00) per month,
to defray the cost of supplying and cleaning clothing
worn in the performance of regular duties.
9. The County will provide reimbursement, up to $50.00
per calendar year, to permanent Groundskeepers,
Gardeners and Lead Gardeners for the purchase of
coveralls or overalls worn on the job.
E. Communications.
1 . The Communications Division Safety Committee shall
be continued. Said Committee shall consist of two
Communications Division employees selected by the
Union. Said Committee shall meet quarterly with a
Manager and the Departmental Safety Coordinator.
Said meetings shall not exceed one hour in duration
except by mutual agreement of the parties.
F. Sheriffs Personnel.
1 . The County shall continue to pay twenty-five dollars
($25.00) per month uniform allowance for employees
in the Sheriffs Department who are required to wear
a uniform in the performance of their duty in the
following classifications: Sheriffs Services Assistant
I, Sheriffs Services Assistant II and Storekeeper.
G. Building Inspectors.
1 . The Building Inspection Department shall reimburse
employees in the classifications of Building Inspector
1, Building Inspector 11, Mechanical Inspector and
Electrical Inspector for the actual cost to purchase
rain gear and coveralls up to a maximum amount of
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twenty dollars ($20.00) plus sales tax for coveralls
and thirty-five dollars ($35.00) plus sales tax for rain
gear.
2. Building Inspectors assigned by the Building
Inspection Department to Housing, Mobile Home and
Commercial inspections shall receive a differential of
five percent (5%) of base pay for these assignments.
These assignments may be rotated at the discretion
of the Department Head.
H. Central Service.
1 . Local No. 1 will select a spokesperson who is an
employee of the County Administrator's Office to
bring to the attention of and discuss with the
Department Head or his designee at convenient
times any safety problems existing within the
department.
2. The County will provide employees in the class of
Driver Clerk, poncho type rai.n apparel.
The above does not exclude any other employee
from bringing to the attention of the management of
the County . Administrator's office any safety
problems that may exist.
3. Effective the first month following execution of this
MOU, Office Service Workers will be paid at the
applicable higher rate from the first day when
substituting on Driver Clerk routes.
I. Hospital Workers.
1 . If an employee in this unit, employed at the County
Hospital, who at the County's request works on all or
part of two contiguous shifts (more than eight (8)
continuous hours) which is outside the employees
regular work schedule and the first eight (8) hours
fall on one day and the additional hours fall on the
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following day, the employee shall be paid a
differential of one-half (1 /z) the employees base
salary rate in addition to the employees base salary
rate for the hours worked in excess of eight (8)
hours.
z. Employees in this unit working at the Merrithew
Memorial Hospital who at the County's request work
two contiguous shifts (sixteen (16) continuous hours)
shall be provided a meal in the Hospital Cafeteria at
no cost to the employee.
3. Employees in this unit who are employed at
Merrithew Memorial Hospital and are required to
work on Thanksgiving, Christmas or New Year's Day
will be provided a free meal in the Hospital Cafeteria
between the hours of 6:30 a.m. and 6:30 p.m.
4. Where only one Storeroom Clerk is on duty on a shift
at the main Hospital Storeroom on a given day, and
the Storeroom cannot be closed for one-half (1 /z)
hour to permit that Storeroom Clerk an unpaid lunch
period, the Storeroom Clerk will be scheduled to
work a straight eight (8) hour shift with a paid lunch
period.
5. The County shall provide pantsuits as an option to
employees in the classes of Central Supply
Technician, Lead Central Supply Technician,
Institutional Services Aide and Institutional Services
Worker's who are normally furnished uniforms by the
County.
6. The County will provide poncho type rain apparel as
.needed for employees in the Hospital Central Supply
and Environmental Service who are required to go
outdoors while its raining.
7. Employees in the class of Central Supply Technician
are scheduled on the basis of an eight and one-half
hour day and are on their own time during their
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lunch period. If operational reasons preclude an
employee from leaving the work area during the
lunch period, such time worked shall be paid at the
rate of time and one-half.
.J. Library Personnel.
1 . Section . 12 of this MOU regarding holidays is
modified for all employees in this unit assigned to
the Library to delete the day after Thanksgiving as a
holiday and to add the day before Christmas as a
holiday. The Libraries will close at 6:00 p.m. on the
day before Thanksgiving.
2. The Driver Clerk permanently assigned to drive the
Bookmobile shall receive in addition to his/her base
pay a differential of five percent (59%) of base pay as
premium compensation for this assignment.
3. Employees in this unit assigned to the Library who
work Saturday shall receive a five percent (59o)
differential for all hours worked on Saturday. Said
five percent (5%) differential shall not apply to any
overtime hours worked on Saturday.
4. The Libraries will close at 5:00 p.m. on New Year's
Eve. Employees in this unit assigned to work at the
Library shall rearrange their work schedules so that
they work a full eight (8) hour shift.
57.7 Mealth Services Unit.
A. Public Health Nurses.
1 . The current Public Health Nurse Professional
Standards and Practices Committee (PSPC) shall
continue for the duration of this MOU. The PSPC will .
be comprised of seven members.
2. The Health Services Department agrees to allow
Public Health Nurses to take compensatory time off
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for educational workshops attended on weekends on
the basis of one hour off for each hour spent at the
workshop, subject to the following limitations:
a. All workshops for which compensatory time will
be given must receive departmental approval
prior to the PHN attending the workshop. Only
Board of Registered Nurses accredited
workshops will receive departmental approval.
b. The department will be allowed forty-five (45)
working days following the workshop in which
to schedule time off for those PHN's who
attended. The scheduled time off may be
accrued and does not have to be taken within
forty-five (45) days of the workshop.
c. All time off for weekend workshops will be
included in the maximum of forty-eight (48)
hours per PHN which is currently allowed for
attendance at workshops which are held on
working weekdays.
d. Compensatory time off requested and denied in
one fiscal year may be carried forward into the
next fiscal year.
3. Approved Continuing Education Leave (CE) time
entitlement will be forty-eight (48) hours per fiscal
year for the full time, permanent Public Health Nurse.
Permanent part-time PHN's will have their approved
CE time entitlement prorated on the basis of the
number of hours they work in relation to the regular
forty (40) hour work week.
For full time PHN's CE time requested and denied
may extend into the next fiscal year and would be
added to the CE time entitlement for that year. For
permanent part-time PHN's, CE time may extend into
the next fiscal year and be added to the CE time
-
148 -
entitlement for that fiscal year without restriction, up
to a total of forty-eight (48) hours.
A permanent part-time PHN will be eligible to use
Continuing Education time on a weekday for which
she is not ordinarily scheduled to work.
4. The pay differential between the classes of Public
Health Nurse and Registered Nurse existing on
6/30/85 shall be maintained for the duration of this
MOU.
S. Public Health Nurses may take either a half-hour or
one-hour lunch break, provided the operational
needs of the department are met.
6. The deep class resolution for Public Health Nurse
shall remain in effect for the duration of this MOU
unless modified by mutual agreement.
7. If reassignments of less than eight weeks duration
are needed to cover for vacation relief, sick leave,
temporary shifts in workload, training assignments
or other short term needs, management shall solicit
volunteers. If there are insufficient volunteers,
assignments will be based on inverse seniority within
the affected program.
8. Vacations.
a. Vacations for Public Health Nurses shall be
scheduled on an annual cycle, April 1 through
March 30. Employees must submit their written
vacation requests by February 1 st of each year.
Administration will post a schedule of vacations
by March 1 st of each year.
b. At least one Public Health Nurse from each
office or program will receive scheduled
absences, including continuing education and
vacation, at any given time. With supervisor's
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approval, additional time off requests may be
granted, based on staffing and caseload. The
employee with the greater length of service in
their classification will receive the requested
vacation time. Less senior employees will be
given the opportunity to request a different
time before the annual schedule is posted.
Absences for sick leave, disability and regular
days off will not be counted as scheduled
absences.
c. An approved vacation will not be unilaterally
canceled.
d. An employee voluntarily changing work position
or assignment between programs or regional
offices after March 1 st must resubmit a vacation
request for consideration on a first come basis.
e. Vacations which include major holidays,
Thanksgiving, Christmas and New Year's Day
shall be rotated amongst staff rather than
determined by seniority.
9. Public Health Nurses in Home Health.
a. Scheduling. The Home Health Agency
management is responsible for developing a
countywide weekend/holiday schedule. That
schedule will include four nurses, one with
primary call, two with secondary call and the
fourth with back-up call. The primary nurse on-
call is responsible for covering HHA cases
countywide. The primary nurse position
generally is filled by the two permanent part-
time (PPT) weekend nurses (W/E) who will rotate
on an every other week basis with the following
exceptions:
1 . The permanent part-time W/E nurses are
never responsible for covering any of the
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four .major holidays, even if they occur on
a weekend.
2. PPT WE nurses do not cover any mid-week
holidays (Tuesday through Thursday).
3. Three day weekends are covered by the
PPT W/E nurses on a rotating basis
according to their schedule.
4. Any remaining weekend days, and all
remaining holidays to be covered, will be
assigned to HHA pool nurses according to
an alphabetical rotation, but taking into
consideration those nurses who have not
yet been assigned a major holiday.
5. The secondary nurses are responsible for
covering all the cases that cannot be seen
by the primary nurse. Generaily, the
secondary nurses will work during his/her
assigned weekend. The fourth nurse
scheduled, the back-up nurse, will work
only if one of the primary or secondary
nurses is unavailable to work.
6. The secondary and back-up call lists are
developed using the alpha list as a basic
tool, modified to take into account the
following principles:
beginning with the new year where
the previous alpha list left off
the previous major holiday
assignments
personal preferences submitted by
staff
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151 -
avoidance of back-to-back weekend
assignments
attempt to make scheduled weekends
at least six weeks apart
attempt coordination of Central
County staff members with West
County staff members on mid-week
holidays and major holidays
avoidance of scheduling an individual
for more than one three day weekend
during the year
avoidance of scheduling any given
employee for more than one major
and one non-major holiday during the
year
administration will attempt to ensure
that no nurse is scheduled for more
than six weekends per year.
b. Major Holidays. The major holidays are:
Thanksgiving Day & the day after Thanksgiving
Weekend following Thanksgiving Day
Christmas Day
New Year's Day
Once a nurse has been scheduled for a major
holiday, he or she will not be scheduled for an
additional major holiday until everyone else has
been scheduled.
C. Filling Vacancies. Vacancies in the schedule will
first be filled by nurses who volunteer to work
additional call assignments, if feasible. New
nurses will be used to fill vacancies on a
prorated basis. If neither of the above methods
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is feasible, the back-up position will be shifted
to cover secondary call and secondary call would
be shifted to cover primary call. The resulting
vacant back-up position will be designated by
HHA management.
d. Trades. Call can be traded with the agreement
of the two nurses involved and approval of HHA
management. Nurses who volunteer for
additional weekends will have those weekends
count toward their maximum. A nurse may
request a day off following a weekend worked
on-call, and will receive a day off during that
following week.
e. Permanent Part-time Weekend Nurses. PPTs will
normally work every other weekend, but that
schedule may be modified according to the
provisions for PPTs W/E above. The normal work
schedule for the PPT W/E nurse includes the day
before the weekend worked and the day after,
but this schedule may be modified at the
request of the nurse with the approval of the
supervisor. The remaining time of the PPTs will
be scheduled by the nursing supervisor, taking
into account the preference of the nurse.
f. Discharge Planner. The Discharge Planner
provided to Merrithew Memorial Hospital by the
HHA is not part of the weekend/holiday call
schedule.
B. Environmental Health Inspectors. The County shall
continue the Professional Standards Committee comprised
of Environmental Health Inspectors selected by Local No.
1 and employed in the Health Services Department who
may, as a committee, develop and communicate
recommendations to the Director of the Environmental
Health Division of the Health Service Department. The
Professional Standards Committee may schedule only one
(1 ) regular meeting each month during working hours,
153 -
and the County will release from duty a maximum of two
(2) Environmental Health Inspectors for a period not to
exceed one (1 ) hour for any Environmental Health
Inspectors to attend such meeting. The agenda and
minutes of each meeting shall be forwarded to the
Director of the Environmental Health Division. It is
understood that the Professional Standards Committee is
advisory only and the subjects it reviews shall be
restricted to those directly related to Environmental
Health Inspector's practices.
C. Clinical Laboratory Technologist. The Health Services
Department shall continue a staggered lunch period
system for the Clinical Laboratory Technologist I & it and
Senior Clinical Laboratory Technologist classifications in
order to ensure uninterrupted lunch periods for these
employees.
Each full time employee in the classes of Clinical
Laboratory Technologist I & 11 and Senior -Clinical
Laboratory Technologist will be granted sixteen (16) hours
per year of continuing education (CE) leave to complete
courses required for license renewal. For permanent part-
time employees, CE leave will be prorated based on their
assigned hours. Employees may carry over CE leave from
one year to the next to a maximum of thirty-two (32)
hours without restriction.
D. Physical, Occupational & Recreation Therapists.
1 . The present Professional Standards Committee for
this group of employees will be continued for the
duration of the MOU.
2. The present release time for staff development and
flex time work schedule for Therapist in the
California Children's Services Program will be
continued for the duration of this MOU. If the
County desires to change either of the above it will
offer to meet and confer with the Union before doing
so.
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E. Substance Abuse Staff. There shall be a Substance Abuse
Counselor Professional Performance Committee consisting
of employees in the Substance Abuse Rehabilitation job
series. The purpose of the Committee is to meet to
consider and discuss patient care and professional
practice. It may also formulate advisory recommendations
and proposals concerning such matters. The Committee
shall not discuss economic matters, such as wages, hours
and other economic conditions that may be subject to
meet and confer. The Professional Performance Committee
may schedule one (1 ) regular meeting each month during
working hours, provided that such meeting shall not
conflict with normal work activities and shall be agreeable
to the Substance Abuse Program Director. The Department
will release from duty no more than three (3) Substance
Abuse Counselors for a period not to exceed two (2)
hours.
Substance Abuse Counselors released for these meetings
shall promptly report meeting and travel time to the
Substance Abuse Program Director or designee.
The Committee shall prepare written minutes of all
Professional Performance Committee meetings; copies of
which shall be distributed to the Committee members
and the Substance Abuse Program Director.
F. Mental Health Treatment Staff.
1 . A tabor/Management Forum composed of two Local
#1 delegates and the Mental Health Director will
meet at least quarterly to address the status and
viability of the line staff/management working
relationships. Areas of ongoing focus will be
communication and mutual cooperation. Specific
issues of clinical, professional and programmatic
concern can be addressed as necessary. An agenda
of items to be discussed will be submitted to the
Mental Health Director at least two weeks prior to the
scheduled meeting.
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155 -
2. The Health Services Department agrees to meet and
confer with the Union before contracting out any
presently County operated Mental Health Programs
employing Mental Health Staff.
G. Pharmacy.
1 . The County will grant forty (40) hours/year of
continuing education leave to licensed Pharmacists
who are required by law to complete such course
work as a condition of renewing their license.
2. Where only one licensed Pharmacist is on duty at the
Main Hospital Pharmacy on a given day, and the
Pharmacy cannot be closed for one-half (1 /2) hour to
permit that Pharmacist an unpaid lunch period, the
Pharmacist will be scheduled to work a straight eight
(8) hour shift with a paid lunch period.
H. Cardio-Pulmonary.
1 . The Health Services Department will continue the
practice of staggered lunch periods to permit one-
half (1 /2) hour unpaid lunch periods for Respiratory
Care Practitioners 1/II.
2. The County will grant ten (10) hours/year of
continuing education leave to Respiratory Care
Practitioners 1/II who are required by law to complete
such course work as a condition of renewing their
State Respiratory CAUP Practitioner Certificate.
Employees may carry over CE leave from one year to
the next to a maximum of twenty (20) hours without
restriction.
I. Radiologic & Ultrasound Technologists. Radiologic and
Ultrasound Technologists required to be on-call will be
compensated with one hour of pay for each two hours of
on-call time effective duly 1 , 1994.
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156 -
Each full time employee in the classes of Ultrasound
Technologist I & II, and .junior & Senior Radiologic
Technologist will be granted twelve (12) hours per year of
continuing education (CE) leave to complete courses
required for license renewal. For permanent part-time
employees, CE leave will be prorated based on their
assigned hours. Employees may carry over CE leave from
one year to the next to a maximum of twenty-four (24)
hours without restriction.
�. Dietitians. Full time employees in a classification requiring
possession of a Registered Dietitian's Certification shall be
granted twenty (20) hours per fiscal year of continuing
education (CE) time off to complete the course work
required for renewal. Permanent part-time employees will
have their CE time entitlement prorated on the basis of
the number of hours of their position in relation to the
regular forty (40) hour work week.
Employees may carry over the CE leave from one year to
the next for a maximum of forty (40) hours, without
restriction.
K. Public Health Nutritionists. Full time employees in a
classification requiring possession of a Registered
Dietitian's Certification shall be granted twenty (20) hours
per fiscal year of continuing education (CE) time off to
complete the course work required for renewal.
Permanent part-time employees will have their CE time
entitlement prorated on the basis of the number of hours
of their position in relation to the regular forty (40) hour
work week.
Employees may carry over the CE leave from one year to
the next for a maximum of forty (40) hours, without
restriction.
L. The following vacation accruals shall be effective October
1 , 1981 for employees in the Health Services Unit and
other accruals listed in Section 13.2 shall not apply:
- 15i -
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 15 years 10 240
15 through 19 years 13-1 /3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1 /3 560
M. Holiday Meal. Employees in this unit who are employed at
the Merrithew Memorial Hospital and are required to work
on Thanksgiving, Christmas or New Year's Day will be
provided a free meal in the Hospital Cafeteria between the
hours of 6:30 a.m. and 6:30 p.m. This provision only
applies to employees working on the day the holiday
actually falls.
N. Advance Step Appointments. The County may hire new
employees into classes in this bargaining unit at any step
of the salary range for the particular class. Consideration
shall be given to the qualifications of the appointee
relative to current incumbents and shall advise the Union
of any appointments made at a salary level higher than an
incumbent with equal qualifications.
O. Unpaid Lunch Schedule. If the Health Services Department
determines that scheduled work days which include a paid
lunch period (typically 8 hour days) are inconsistent with
operational needs they may be rescheduled to include an
unpaid lunch period with 30 days notice.
57.8 Investigative Unit.
A. The Side Letters of Agreement between the Data
Processing Division of the County Administrator's Office
and Local No. 1 relative to shift/vacation bidding and the
overtime signup system shall be continued for the
duration of the MOU, provided, however, that should
management desire to change same, they will meet and .
confer before implementing a change.
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B. The deep class resolution for Collection Services Officer
shall remain in effect for the duration of this MOU unless
modified by mutual agreement.
C. The Office of the Public Defender will continue the current
policy regarding the use of County cars by Public Defender
Investigators.
D. The following vacation accruals shall be effective for
employees in the Investigative Unit and other accruals
listed in Section 13.2 shall not apply.
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 15 years 10 240
15 through 19 years 13-1 /3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1 /3 560
57.9 Legal and Court Clerk Unit.
A. The Clerk-Recorder's Department will continue a one-half
0 /2) hour lunch period for employees in the class of Legal
Clerk. Said one-half (1 /2) hour lunch period shall be
optional with the employees. If insufficient personnel
adopt the one-half (1 /2) hour lunch period so as to make
its implementation impractical, this section will not be
binding on the Department.
The time of the lunch period and the quitting times for
each employee shall be determined with the mutual
agreement of the department and the employees. This
altered work schedule may be discontinued at the mutual
agreement of the department and the employees. Crucial
to the continuance of the one-half (1 /2) hour lunch period
will be the impact on service to the public.
B. The Clerk-Recorder's Office agrees to reactivate the .point
Labor-Management Safety Committee.
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C. The County Clerk's Office will develop and provide an
orientation/ training program for Legal Clerks on activities
they need to know before being assigned to go into the
courtroom to work as Court Clerks.
D. The County Clerk will continue the current practice of
closing the office to the public at 4 p.m.
57.1.0 Library Unit.
A. Section 12 of this MOU regarding holidays is modified for
all employees in the classifications of this unit to delete
the day after Thanksgiving as a holiday and to add the
Day before Christmas as a holiday. The libraries will close
at 6:00 p.m. on the day before Thanksgiving.
B. The Libraries will close at 5:00 p.m. on New Year's Eve.
Employees shall rearrange their work schedules so that
they work a full eight (8) hour shift.
C. It is the position of the Library Department that
employees in classes represented in the Library Unit are
on their own time during their lunch period and are not
subject to be called back to work during their lunch
period.
D. For those Library employees whose day off occurs on a
Friday payday, the Library Administration will make every
attempt to have their paychecks available at the Library
Administration Office prior to 5:00 p.m. on the Thursday
immediately preceding that Friday payday.
Representatives of the affected employees shall submit by
12:00 noon on that Thursday to the Supervising Clerk in
Library Administration a list of names and work locations
of the employees whose day off will occur on the Friday
paydays and who are desirous of picking up their checks
on Thursday.
E. The Library agrees to continue to explore maximizing two
days off in a row for library personnel covered by this
MOU.
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F. County Library personnel shall get a five percent (5%)
differential for all scheduled hours worked between 6 p.m.
and 9 p.m.
G. Employees in the Library Unit, who work Saturday shall
receive a five percent (SYo) differential for all hours worked
on such Saturday. Said five percent (SYo) differential shall
not apply to any overtime hours worked on Saturday.
H. In the event that Sunday is to become part of the
scheduled work week for Library Unit employees, the
County agrees to meet and confer with the Union
regarding those employees who will be assigned to work
Sunday as part of their regularly scheduled work week.
I. The County Library Reassignment Policy shall be as
follows:
Definition. A reassignment is the voluntary or involuntary
transfer or movement of an employee from one work site
to another in the same classification.
l
Reassignment Criteria. Reassignments are made to
facilitate the Library System's service function and
efficiency. Library Administration shall make
reassignments based on the needs of the branch/system
in relation to public service and will consider the following
employee factors as they relate to these needs: the
employee's job performance and development, the
employee's subject/age specialization, the employee's
seniority in the classification within the department, the
distance between the work site and the employee's
residence,, and the assignment preferences of the
employee as obtained by the procedures outlined below.
When circumstances other than seniority appear to
Administration to equally or nearly equally meet the
system service needs, then seniority shall govern.
In no event shall reassignments be utilized for disciplinary
purposes.
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Procedures for Reassignment Any employee may submit
a request for reassignment to Administration at any time.
Such requests will be kept on file for the current fiscal
year.
Announcement of vacancies from resignations or
promotions shall be distributed to all geographic work
sites for a posting period of five work days. The
announcement shall include: (1 ) Classification and total
hours of position; (2) Work site; (3) Age-level assignments.
During the posting period, the vacancy shall not be filled.
Vacancies occurring from transfers (spin-offs) cannot, in
the interest of time, always be posted; but when such
spin-off transfers can be anticipated, Library
Administration will notify appropriate employees so that
requests for voluntary reassignment from interested
employees can be obtained prior to any reassignment
decision.
Before any decisions necessitating involuntary
reassignments are made, Administration will solicit
information from employees involved regarding their
career development, goals, assignment preferences and
their view of branch needs. This information will generally
be obtained through employee conferences with Regional
Librarians, Age-Level Coordinators, or Assistant County
Librarian.
Whenever feasible, an employee who is reassigned will be
given two weeks notice.
Any employee who has been reassigned or any employee
who has requested a vacancy and is not reassigned to that
position, may request to meet with Administration to
discuss the reasons for the decision.
�. The Librarians assigned to work in the County Detention
Facility shall receive in addition to his/her base pay a
differential of five percent (59,6) of base pay differential as
premium compensation for this assignment.
162 -
K. The Library Practice Advisory Committee shall continue for
the duration of this MOU.
L. The County Library agrees to continue the present
vacation scheduling policy. Vacations in the Library
Department are scheduled by location. Preference of
vacation shall be given to employees at that location
according to County service, as reasonably as possible.
Vacation requests will be submitted by employees for the
twelve month period, March i to February 28. Preference
in choices of dates will be given on the basis of greatest
County service of employees submitting vacation requests
by March 1 , irrespective of employee organization
affiliation.
The process shall consist of the employee in the branch
(or other work unit assigned), with most County service
making his/her first choice of one continuous block of
time, and continuing to the next most senior employee,
until each employee, on this first round, shall have been
assigned his/her first choice (second or third if more
senior employee(s) also requested the dates). This
procedure shall be repeated for the second block of time,
with the next most senior employee who requested at
least two blocks of time, having first choice, from the
remaining vacant time slots, and so on, for as many
rounds of assignment as there were blocks of vacation
time requested. Completed vacation schedule will then be
posted in the branch or other work unit. Those employees
unable to specify a choice of dates will turn in a vacation
request form with no choices indicated. Subsequent
requests can then be made, in writing, at least two weeks
before the requested vacation time. These requests will be
granted on a "first come, first served" basis.
Employees may cancel or reschedule their granted
vacation dates. These cancellations and requests for
rescheduling should be made, in writing, at least two
weeks before the canceled or rescheduled vacation time.
The rescheduling will be granted or denied according to
same "first come, first served" basis mentioned above.
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163 -
All cancellations of previously approved vacation dates will
be posted on Vacation Schedule, and be available to other
employees on the basis of seniority rather than "first
come, first served." Upon reassignment, employees take
their approved vacation dates with them to their new
location.
M. The Library Department shall make every effort consistent
with efficient operations to provide that no employee shall
be scheduled to work more than two after 6:00 p.m. shifts
in a calendar week, unless that employee specifically
requests that shift for a specified period of time.
No employee shall work more than half the Saturday. shifts
within a mutually agreed upon period of time (two or eight
week cycles), unless that employee specifically requests
that shift for a specified period of time.
Thirty-two (32) and twenty (20) hour employees will
maintain a four (4) day work week with two (2) days off in
a row. Days off for thirty-two (32) and twenty (20) hour
employees will be Thursday and Friday or Saturday and
Monday,. unless employees specifically agree to a variant
days-off schedule. Choice of shift assignments at a work
site shall be determined by County seniority in class.
However, employees who mutually agree to trade shift
assignments at a given work site may do so, on a
temporary or permanent basis, depending on their mutual
agreement.
N.. Thirty-two (32) hour employees who voluntarily reduced
their hours to reduce the impact of layoff shall be treated
as forty (40) hour employee's for purposes of a future
layoff pursuant to Section 11 .4 of this MOU.
O. Permanent full time and permanent part-time staff
represented by the library unit of Local One shall be
eligible for reimbursement of up to $25 per fiscal year for
membership in either the American Library Association or
the California Library Association. Reimbursement will
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occur through the regular demand process with demands
being accompanied by proof of payment (copy of invoice
or canceled check).
The following vacation accruals shall be effective October
1 , 1981 for employees in the Library Unit and other
accruals listed in Section 13.2 shall not apply.
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 15 years 10 240
15 through 19 years 13-1 /3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1 /3 560
P. When there are promotional or open and promotional
exams for positions within the Library, the Library will
provide training for staff members who meet the
qualifications for the position in order to assist staff to
prepare for the exam.
Q. The County shall continue to provide to the Union a copy
of any layoff or recall list(s) for all affected employees in
the unit. Furthermore, it is agreed that the County shall
continue to recall for all assignments, whether permanent,
short-term or provisional, employees who have been
reduced in time, demoted or reassigned to Permanent-
Intermittent in strict seniority order. In addition, the
County agrees to keep a written record of all offers of
employment and assignments to affected employees and
to make such information available to the Union upon
request. Qualified eligible permanent employees will be
considered for acting or provisional appointments before
filling vacancies with temporary employees.
R. The County and Union agree to establish a joint labor-
management task force to discuss workload related
issues. The, task force shall consist of up to three
members selected by the Union and up to three members
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selected by management.
S. The Library will request that all vacant, funded permanent
positions be filled following the adoption of the 1994-95
budget.
T. The County agrees that all provisions of the July 1 , 1993
side letter regarding the San Ramon Library will remain in
effect for the term of this MOU.
57.11 Probation Unit.
A. Pursuant to the Departmental Memorandum of October
281 1974, the Probation Department will continue to
receive and consider proposals for adjusted hours for
employees in the Department subject to the criteria set
forth in the aforementioned memorandum.
Individual Deputy Probation Officers currently on a 4/10
schedule may remain on said schedule for the duration of
the Memorandum of Understanding except when a change
to a 5/8 schedule is mutually agreed upon between the
employee and their immediate supervisor. However, as
positions vacate, the Probation Department reserves the
prerogative to change the assignment to a 5/8 work
schedule before refilling it. Nothing herein precludes
supervisors from recommending that vacated 4/10
positions be retained.
B. The current reassignment policy for Deputy Probation
Officers in the Probation Department which is attached
hereto shall remain in effect for the duration of this
Memorandum of Understanding unless modified by
mutual agreement.
C. It is the policy of the Probation Department that all unit
supervisors hold personal evaluations and submit .a
written evaluation to all Deputy Probation Officers
whenever such officers transfer from their units.
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D. The Department-Wide Probation Services Advisory
Committee shall continue during the term of this
Memorandum of Understanding.
E. The Probation Department will establish separate
subcommittees of the Probation Services Advisory
Committee for each of the major juvenile institutions
Ouvenile Hall, Boy's Ranch, Girls Center, Pre-Placement)
prior to the expiration of this Memorandum of
Understanding on a trial basis. Representation on each
such committee will consist of two (2) Probation
Counselors selected by the Union together with the
manager of the facility. The subcommittee shall meet
quarterly at a mutually agreeable time and place, discuss
and resolve issues of mutual concern. The subcommittee
may refer some problems to the department-wide
committee for resolution.
F. Probation Counselors who are designated as Juvenile Hall
transportation officers by the Probation Department shall
celebrate Admission Day, Columbus Day and Lincoln's
Birthday as holidays in accordance with Section 12.1 of
this memorandum of understanding. It is understood that,
with advance notice, transportation officers may be
required to work one or more of these holidays at the holi-
day rate of pay.
G. If Christmas and New Year's Day fall on a Saturday or a
Sunday, Probation Counselors working in Probation
Department twenty-four (24) hour institutions shall
celebrate that Saturday or Sunday as the holiday. A
Probation Counselor will be paid the holiday rate of pay if
he/she is required to work a Saturday and/or Sunday
Christmas and/or New Year's holiday.
H. Applicants who currently occupy a permanent peace
officer position in the Probation Department will not be
required to complete the psychological screening or
background investigation to promote to other peace
officer positions in the Probation Department. Specifically,
permanent Probation Counselors participating in the
-
167 -
current promotional Deputy Probation Officer II
examination will not be required to complete either
psychological screening or a background investigation.
Individuals who have only temporary Probation Counselor
time with the County will be required to complete the full
scale psychological and background investigation.
I. Effective the first of September 1990 temporary
employees in the job classifications of Probation
Counselor I, II or III who have completed 2080 hours of
employment are eligible to receive time and one-half (1 -
1 /2) for working a holiday.
J. Permanent Probation Counselors of the Juvenile Hall, the
Juvenile Community Services Program, and the Byron Boys'
Ranch will receive 7.59 differential premium pay when
assigned as "Lead Counsellor" for the assigned shift or for
the duration of the "Lead Counsellor" assignment, when
replacing the Building Supervisor (Institutional Supervisor
II) at juvenile Hall and when replacing Institutional
Supervisor I's at Byron Boys' Ranch.
Permanent Probation Counselors assigned Lead
Counsellor duties and responsibilities will receive this
monetary compensation for hours worked. To receive this
compensation, Lead Counsellors must work the assigned
shift and provide direction for one or more co-workers.
Facility administrators have the sole responsibility for
selecting and assigning Lead Counsellors. The selection
process shall include an assessment of experience, skills,
leadership abilities, seniority, and the needs of the unit or
facility among other considerations. The assignment may
apply to Probation Counselors I, II and III depending on
the above criteria when the supervisor designates the
"Lead Counsellor."
The selection and assignment of Probation Counselors in
accordance with the above criteria is not grievable.
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168 -
K. Title Change. The class titles of Group Counselor I, II and
III will be changed to Probation Counsellor I, II and III
respectively upon ratification of this agreement.
L. Posting of Vacant Positions. If a vacant position in a
juvenile institution is not posted within 30 days, a notice
of the reasons why not shall be posted.
When a vacancy occurs within one of the Probation
Department's juvenile Institutions Ouvenile Hall, Boys'
Ranch, Boys' Center, Girls' Center), that vacancy (shift
schedule) will be offered to the Probation Counselors
within that institution prior to being posted at the other
institutions. If three or more people apply for the vacant
position .from within the institution, only the three most
senior employees will be considered. If Fess than three
people apply for the vacant position, the institutional
manager may post the vacancy at the other institutions in
order to have three employees from whom to choose. If,
after posting the vacancy in other institutions, there are
still less than three employees the institutional manager
is entitled to add names from the eligible list to have
three 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. Byron Boys' Ranch 4110. The Probation Department
agrees to meet with a committee from the Byron Boys'
Ranch to discuss a 4/10 plan with the understanding that
no additional costs will be considered.
57.12 Head Start Unit.
It is understood that for this Unit all terms and conditions of the
MOU shall apply, except (1 ) those sections which pertain to the
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Merit System, (2) those limited in Attachment A as modified
below, and (3) those entitled Sections in the MOU modified below:
A. Salaries. For the duration of this MOU employees in the
Head Start Unit will receive whatever annual cost of living
adjustments as may be authorized by the U.S. Department
of Health and Human Services and received by the County.
B. Separation Through Layoff. All current MOU provisions
regarding seniority and layoff shall apply to employees of
the Head Start Unit with the following modifications which
are implemented to recognize that some Head Start
positions are not funded on a year-round basis and that
annual work cycles of positions in the same class may
vary:
1 . Specific positions otherwise denoted "full time" may
be assigned a work cycle which is less than a full
twelve 0 2) month year.
2. Positions in the same class may be filled on both a
year-round twelve (12) month and less than year-
round basis. Some employees will be subject to
periods of layoff in accordance with the following
provisions:
a. Employees will be notified in writing at the time
of initial employment or promotion into the
class as to the duration of the work year for the
position being filled;
b. Laid off employees are provided with an
assurance of return to work at the beginning of
the next work cycle if the position is still
funded;
C. In situations where employees return to work
together at the beginning of varying length
work cycles, employees will be provided the
opportunity to select assignment to the longer
work cycles on the basis of seniority in class.
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This provision shall not apply to work cycles
which begin at different times.
C. Promotion: Promotional opportunities shall be available
within the Unit to members with the understanding that
due to their Project status, the employees may not
participate in merit system "Promotional" examinations.
Notwithstanding this limitation, the Community Services
Department may request that the Director of Personnel
announce open examinations on a restricted basis, such
as "Open only to Employees of the Community Services
Department" for the purpose of targeting qualified
applicants.
When an examination is restricted to the Community
Services Department, employees who have qualified and
who have earned a total score of seventy percent (70%) or
more shall receive five one-hundredths (.05) of one
percent for each completed month of service as a
permanent employee in the Community •Services
Department continuously preceding the final date for
filing for the examination. The credits shall be included. in
the final percentage score from which the rank on the list
is determined. No employee however, shall receive more
than a total of five (5) points credit for seniority in any
such examination.
Employees are in no way restricted from applying to
compete in any examination announced by the County on
an "Open Only" or "Open and Promotional" basis.
D. Disciplinary Action. Employees of the Head Start Unit shall
be subject to all provisions of MOU Section 24 (Dismissal,
Suspension, Temporary Reduction in Pay & Demotion)
except that those references to the Merit System in 22.1
(c) and W are changed to read "County Service" and
"County Ordinance or Resolution" respectively; and the
reference to the Merit Board in 24.5 and 24.6 (c) shall be
deleted.
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E. Grievance Procedures. Employees of the Head Start Unit
shall be subject to all provisions of MOU Section 23
(Grievance Procedure), except that if an appeal is made to
the Merit Board on the basis of alleged discrimination,
such appeal may not also be subject to the grievance
procedure.
57.13 Child Development Unit
It is understood that for this Unit 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) those entitled Sections in the MOU modified below:
A. Salary. Should funds become available which the
Community Services Department may determine to be
appropriate for a cost-of-living adjustment or other salary
increases for this Unit, the Department will meet and
confer with Local One regarding their distribution.
B. Promotion. Promotional opportunities shall be available
within the Unit to members with the understanding that
due to their Project status, the employees may not
participate in merit system "Promotional" examinations.
Notwithstanding this limitation, the Community Services
Department may request that the Director of Personnel
announce open examinations on a restricted basis, such
as "Open only to Employees of the Community Services
Department" for the purpose of targeting qualified
applicants.
When an examination is restricted to the Community
Services Department, employees who have qualified and
who have earned a total score of seventy percent (70%) or
more shall receive five one-hundredths (.05) of one
percent for each completed month of service as a
permanent employee in the Community Services
Department continuously preceding the final date for
filing for the examination. The credits shall, be included in
the final percentage score from which the rank on the list
is determined. No employee however, shall receive more
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than a total of five (5) points credit for seniority in any
such examination.
Employees are in no way restricted from applying to
compete in' any examination announced by the County on
an "Open Only" or "Open and Promotional" basis.
C. Disciplinary Action. Employees of the Child Development
Unit shall be subject to all provisions of MOU Section 24
(Dismissal, Suspension, Temporary Reduction in Pay &
Demotion) except that those references to the Merit
System in 24.1 (c) and (k) are changed to read "County
Service" and "County Ordinance or Resolution"
respectively; and the reference to the Merit Board in 24.5
and 24.6 (c) shall be deleted.
D. Reassignment of Work Location. With respect to
reassignment of work location, provisions of MOU Section
20.3 shall apply and are amplified as follows:
1 . The Child Development Division agrees to post all
vacancies for at least five (5) days to allow for
reassignment applications.
2. In considering any request for reassignment of Child
Development, staff, the Child Development Division
will fill the initial vacancy with the most senior
employee requesting the reassignment. Any
subsequent vacancies which are created through
filling the initial vacancy will be filled based on
requirements of the Child Development Division.
3. Once annually, on a date to be mutually agreed upon,
the Department and Local One will conduct an open
bid meeting wherein all employees may bid for
vacant positions on the basis of seniority. Any vacant
positions that existed as of thirty (3) days prior to
the bid meeting will be filled by seniority. Additional
vacant positions which are created through the bid
procedure will also be filled by seniority. If all
vacancies are not filled through the annual bidding
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process, the Division will fill the positions based on
Division requirements.
E. Grievance Procedures. Employees of the Child
Development Unit shall be subject to all provisions of
MOU Section 23 (Grievance Procedure), except that if an
appeal is made to the Merit Board on the basis of alleged
discrimination, such appeal may not also be subject to the
grievance procedure.
F. Site Security. Representatives of the Community Services
Department and Local One shall initiate, meet and confer
as soon as possible, but not later than sixty (60) days
beyond the ratification date of this MOU regarding ways
and means of improving security at all Child Development
Care Sites.
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ATTACHMENTS
A - PROJECT EMPLOYEES
B - INTRA-DEPTMENT TRANSFERS (REASSIGNMENTS) -
PROBATION DEPARTMENT
C - OFFICER SAFETY COMMITTEE - JUVENILE HALL
D - WEEKEND/HOLIDAY DUTY FOR PUBLIC HEALTH NURSES
E/F - SENIOR MENTAL HEALTH WORKERS & MENTAL HEALTH
TREATMENT SPECIALISTS - HEALTH SERVICES DEPT.
G - ATTENDANCE AT MEETINGS; INVOLUNTARY
REASSIGNMENT PROCEDURE; SEXUAL HARASSMENT
H - GEN. SVCS. COMMUNICATION TECHNICIAN CLASSES
I - VOLUNTARY STANDBY FOR GEN. SVCS. COMM. TECHS.
J - GENERAL SERVICES HEALTH & SAFETY ISSUES
K - CENTRAL LIBRARY VACATION POLICY
L - LONGEVITY DIFFERENTIAL; FLEXIBLE STAFFING - DEPUTY
PUBLIC DEFENDERS
M - CLASS & SALARY LISTING BY UNIT
N - WAGES & HEALTH PLAN ADJUSTMENTS AGREEMENT
ATTACHMENT A
PROJECT EMPLOYEES
Contra Costa County Employees Association Local No. 1 and the County have met and
conferred in good faith regarding wages, hours and other terms and conditions of
employment for employees in project classes which except for the project designation
would be represented by Local No. 1. For example, Accountant II is represented by
Local No. 1 therefore it has been agreed that Accountant II-Project will also be
represented by Local No. 1 .
Other Project classes that are not readily identifiable as properly included in
bargaining units represented by Local No. 1 shall be assigned to bargaining units
in accordance with the provisions of Board of Supervisors Resolution 81/1165 as set
forth in Section 2.7 of this Memorandum of Understanding.
The Union and the County understand that the meet and confer process with respect
to the conditions of employment for project classifications is unique and threfore
differs from other regular classes represented by Local No. 1 in the following
respects
1. Project employees are not covered by the Merit System.
2. Project employees may be terminated at any time without reg4rd to the
provisions of this Memorandum of Understanding, and without right of appeal
or hearing or recourse to the grievance procedure specified herein.
3. Any provision of this Memorandum of Understanding which pertains to layoff
or seniority are not applicable to project employees.
ATTACHMENT B
CONTRA COSTA COUNTY BULLETIN NO. : 4
PROBATION DEPARTMENT SECTION: Personnel
REPLACES: Pers. 04, 12/10/87
DIVISION: ADMINISTRATIVE ISSUED: 12/20/87
SUBJECT: Intra-Departmental Transfers (Reassignments)
This bulletin outlines the procedure for requesting and being considered for
voluntary transfer from one position to another comparable vacant position in the
Department and for Department administrative reassignments.
I_ hOLUNTA.RY
In order to provide for timely filling of vacant positions, the procedure to
apply for consideration of transfer to other comparable positions is as
follows:
3. The employee will submit, through regular administrative channels, an
Intra-Departmental Transfer/Demotion Request (Form P-11) asking to be
considered for vacancies which will occur in the unit, division, or
location into which he/she desires to transfer; this request should list
requests in priority order.
2. This request shall be promptly forwarded to the Department Personnel
Clerk, who will record the request and return an acknowledge'raent slip to
the employee within five (5) working days from receipt of said request.
3. -As vacancies occur in anv_ unit, division, or location, the Personnel
Clerk will forward those names to the appropriate Division.
4. The Personnel Clerk, when appropriate, will submit a Personnel Request
for certification of names from the appropriate employment list and
forward them to the Division_
5. Applicants will be contacted, considered and a selection made. The
person selected will have his/her name removed from the transfer list if
his/her request is granted.
"Trades" in assignment between employees may be accomplished within the above
process if no other requests are on file for those positions-
All newly created jobs will be posted by memo in each work location and
appropriate time given for applicants-to apply for transfer consideration.
All requests for transfer will expire on June 30th of each year. During the
month of June each year, a notice will be sent to all locations listing all
positions by region and classification, reminding staff that transfer requests
will terminate. Requests can be filed at any time and will be valid for the
remainder of the fiscal year. If an employee turns down three (3) separate
offers to be interviewed for transfer during one (1) year (July 1 - June 30) ,
the Department shall not be obligated to contact said employee for the balance
of the year.
ADMINISTRATIVE BULLETIN NO. 4 - Page 2
Deputy Probation Officers accepting a voluntary transfer will be expected to
remain in that assignment for at least one (1) year for the first voluntary
transfer and two (2) years for any voluntary transfers thereafter if the
transfer is within five (S) years of last transfer.
Clerical staff accepting a voluntary transfer will be expected to remain in
the assignment for one year.
The selection will be based on:
1 . The Department's responsibilities to the Courts, clients ana the
community.
2. The applicant's suitability for the position, including his/her training
and experience.
3. Length of service in the Department.
II. ADMINISTRATIVE REASSIGNMENTS
Administrative reassignments may be required from time to time to facilitate
Department functions and efficiency. These transfers may be for such purposes
as adjusting workload levels, accommodating changes in funding, f�liina
assignments with special requirements, etc. Vacancies resulting from such
changes will be filled by using the voluntary transfer request list until all
suitable volunteer transfers have been accommodated. At that time,
administrative reassignments, based on inverse seniority of those persons
suitable for the assignment; e.g. , the person(s) suitable for the assignment
with the least seniority in the jcb series in the geographic region (East,
Central or West) to be reduced, will be reassigned. An employee reassigned
from one region may "bump" a less senior employee in the next region if the
shift assignment is from East to West or vice versa, thus reducing the
distance an employee may have to travel.
The person(s) reassigned will:
1. Have 30 days notice of the reassignment;
2. Be given special consideration for adjusted hours or flex-time
scheduling.
APPROVED BY:
GERALD S. BUCK
COUN'T'Y PROBATION OFFICER
GSB:ds
12/20/87
ATTACHNEI\1T C
SIDE LETTER OF AGREEMENT
OFFICER SAFETY COMMITTEE - JUVENILE HALL
The County of Contra costa and Public Employees Union, Local One
agree to the following:
1) The creation of a standing committee at Juvenile Hall to address
all issues related to officer safety, including the issuance of
defensive tools.
2 ) That said committee be empowered to make recommendations
directly to the Chief Probation Officer related to officer safety_
3) That the composition of said committee be as follows: the
Superintendent of Juvenile Hall (or his/her designee with full
decision making authority) , one line or middle manager on staff at
Juvenile Hall, the Probation Department's manager responsible for
personnel and labor relations, one officer of the Union, the Union
Business Agent, two Group Counselors (appointed by the Union) , and
a representative of the County's Risk Management Office to be
invited to sit as needed as a non-decision making consultant.
4) No later than one year after its formation, the committee shall
issue a report of its findings and conclusions.
S) The deliberations of this committee shall not be construed as
meeting the requirements to meet and confer separately with the
Union regarding any matter related to wages, hours, or working
conditions.
County of Contra Costa: P.E.U. , Local One
GJ7
DATE
i
ATTACHMENT D
SEAL Health Services Department
OFFICE OF THE DIRECTOR
• f rini
Admstrafrve Offices
/ ¢ _
�V7
20 Aflen Street
O «;r - '� D `J a Maiiinez.caworr a 94553
�� ' 15 (415)3724416
SEP 211987
CONTRA COSTA COUNTY
IIEA TH SERVICES PERSONNpL _
September 4 . 1987 -
Public Employees Union-local =1
Attn: Henry Clarke, General Manager
P. 0. Box 22 _
Mai tinez, CA 94553
Dear Mr. Clarke,
This confirms the understandings reached in our recent meetings regarding
weekend/holiday duty for Public Health Nurses. The conditions in this, ,
letter supercede all prior letters and become effective immediately, '
except as the schedule through December 1987 conflicts; in which case,
it will remain in effect.
All PHN's assigned to the rublic Health Nursing Division will be scheduled
to work as primary or backup nurses for up to five weekends per calendar
year. However, management retains the prerogative to make additional . .
assignments in cases of emergency, but no nurse shall be required to
work more than five weekends until all nurses have worked five weekends.
A. General Assignment Conditions
Theannualschedule shall be made by assigning PHN's byIregion (East/Central
and West) in alphabetical order beginning where the prior year's
.d ipfiabet ica i ass iy;fleets educt;, provided that excertio�S shall be
to that order to comply with the criteria listed below in order'of
prio-ity -,nd that PHN's may volunteer for additional assignments,
rega-dless of the conditions of this letter.
1 . No PHN will be- scheduled to work consecutive weekends unless
that PHN volunteers to do so.
2a. The four major holidays for scheduling purposes include:
1 ) Thanksgiving and the following Friday; 2) Saturday and Sunday
following Thanksgiving; 3) Christmas Day and the associated
weekend; and 4) New Year's Day and the associated weekend.
No nurse shall work more than one of these holidays: in a calendar
year and the department will not schedule a PHN to work a second
such holiday until all PHN's have worked one since January 1 , 1986.
2b. The department will not schedule a PHN to work more than one
'three-day weekend in a calendar year.
A-345 5186 Contra Costa County
Ir-,ny -,-, ,.- _
September 4 , 1927
Page 2
3. The department will endeavor in East/Central County to assign
one PHN from each office to fill the primary and secondary
assignments for each weekend:.
4. A PHN who is temporarily reassigned between regions will remain
on the weekend schedule for3his/her home region.
5.. Monday and Friday holidays shall be assigned to the PHN with
the contiouous weekend assignment. Tuesday, Wednesday, and
Thursday holidays shall be assigned to the PHN assigned to the
following weekend, except for Thanksgiving, which will be --
scheduled as in =2 atove.
B. Alterations in the annual schedule may be made in the ways listed
below.
1 . If the PHN with the primary assionment is unable. to work, the
backup PHN will assume the primary assignment. The PHN who was
unable to perform his/her assignment will , upon return to work,
assume the next primary assignment of the backup PHN who assumed
the primary assignment.
2. PHN's may trade assignments provided the trade is approved by
the Director of Public Health!Nursing, or designee, and it is
requested in writing at least°24 hours before the close of business
prior to the affected weekend/holiday. If such a trade of assignments
has been made but one PHN terminates or is unable to perform
the assignment due to illness or other emergency acceptable tc
the Director of Public Health Nursing before either assignment
is worked the original scheduled assignments remain in effect.
If a PHN has already worked the first assignment and the other
PHN is unavailable as above, the remaining assignment will be
filled in the same manner as a vacant assignment (see #5 below).
3. If a PHN volunteers to take weekend/holiday assignment of another
PHN without giving up a scheduled assignment of his/her own (referred
to as a "one-way trade"), but has left County employment or is
unable to perform that assignment due to illness or other emergency
acceptable to the Director ofjPublic Health Nursing, the PHN
originally scheduled shall be:responsible to perform the required
weekend/holiday assignments. A weekend/holiday assignment either worked
by a "volunteer" or reassumed in those circumstances described above will
count towards originally assigned PHN's five required assignments.
4. A PHN who is assigned to less than five weekends and who "volunteers"
to cover a vacancy in the weekend schedule (either primary or
backup) will have that weekend counted toward the five required
weekend assignments. A PHN who is assigned to five or more
weekends may volunteer to cover additional vacant weekends. Any PHN who
assumes an additional assignment in this manner cannot change
his/her mind and "unvolunteer".
5. Vacant assignments in the schedule caused by resignation or leave
of absence will first be filled by volunteers, second by recently
hired PHN's (provided they have satisfactorily completed their
orientation for weekend duty); and third by PHN's who have not
yet been assigned their first' five weekends_ . The mandatory filling
of such vacant assignments as well as additional assignments
will be done utilizing the regional alpha list, as modified
::eery Clarke -
September 4 , 1987
Page 3
to comply with priority criteria.
6. All changes, due to vacancy or illness, to the weekend schedule
will be -made- by Public Health Ndrsing management as soon as possible
after they have knowledge of the' need for the change, preferably
within .two weeks and five or more days prior to the assignment
da te. i.7. Following each weekend worked, a PHN may request and will receive
a Tuesday, Wednesday, or Thursday off, on vacation or other aK&ilable
accrual , excluding sick leave.
C. Additional Criteria for Scheduling of. Primary Weekend PPT PHN's effEctive
September 18, 1987.
1 . The normal schedule for the PPT PHN will be a biweekly schedule
including every Friday ar:d alternating week=_nds of Sdturday -through
Monday.
2. The three-day weekends {including a Monday -or Fri.day holiday]
will be equally shared between the two PPT PHN's. This will
necessitate occasional consecutive weekends. The work schedule
for three-day weekends will be adjusted so that one regular work
day preceeds the three-day weekend.
3. PPT PHN's will participate in the regular scheduling and rotation
of the four major holidays.
4_ PPT PHN's will be given the same consideration for leave and
medical appointments as is given to other PHN's.
S. PPT PHN's will not be subject to assignment to mid-week holidays,
except in cases of emergency.
,_. - 6. PPT PHN's may trade assignments with the approval of the supervisor
and the understanding that no such trade will be permitted to
obligate payment of overtime.
7. The department and the union will meet to discuss the scheduling
and assignments of the two PPT weekend PHN's four months after
implementation of that new schedule. Further, if implementation
of the PPT weekend scheduling is of successful and it becomes
necessary to discontinue it and r9duce PHN staffing, it is not
the intent of the department that'the two initial incumbents
of the trial positions suffer reduced displacement ri-ghts by
having changed their status from PFT to PPT. The department
will , therefore, restore tho--)e two initial PPT incumbents to
PFT status prior to any staffing reduction3.
If the above conforms to your understanding of the agreements reached
in the meetings regarding weekend/haliday duty for PHN's, please sign below.
Web Beadle, Dept. Personnel Officer :Henry arke, General Manager
:j
Wendel Brunner, M.D. , Asst. Director-PH
i.
WB:sf
- j _
ATTACK ENT ),
t>,�_.sE__ o Health Services Department
Personnel Services
OFFICE OF THE DIRECTOR
t7; Administrative Offices
0.
597 Center Avenue.Suite 260
�4 Martinez.Califomia 94553-2658
(510)313-6600
rA 'c�ovrz'�
April 1, 1992
Henry Clarke, Gen. Mgr.
CCC Employees Assn. , Local #1
P.O. Box 222
Martinez, CA 94553
Dear Mr. Clarke:
This side letter confirms the following agreements reached with
respect to Mental Health treatment staff.
1. Paragraph 4D of Exhibit B of the Board Order adopted on
January 21, 1991 approving the grievance resolution of"
the Senior Mental Health Workers (formerly Mental
Health Treatment Specialist A-level) is amended to read
as follows:
"During the period of January 1, 1991 to
January 1, 1995, any incumbent of the Senior
Mental Health Worker class who obtains a
Baccalaureate degree will be reallocated to
the class of Mental Health Specialist II .
2. Paragraph IVA of the side letter dated May 16, 1991
implementing the restructure of the Mental Health
Treatment Specialist deep class is amended to read as
follows:
"During the four (4 ) year period following
the approval of these classes, individuals
who meet the minimum qualifications of any of
the higher level classes, with the exception
of the Senior Mental Health Counselor class,
will be reallocated or reclassified without
examination to the applicable higher class as
appropriate. This provision shall apply only
to those employees who are in these classes
at the time of implementation. Extensions to
the window period may be granted by the
division director on a case by case basis if
an incumbent is scheduled to sit for the
first licensing exam after the conclusion of
the window period .
A410 (12/90)
Henry Clarke
April 1, 1992
Page 2
If the foregoing conforms to your understanding of these
agreements, please sign in the space provided below.
Sincerely,
Lois Ellison
HSD Personnel Officer
Acknowledged and agreed
0'4r�
Henry . Clarke, General Manager
CCC Employees Association, Local #1
LE:mk
ATTACi)At] y7, p
Health Services Department
Personnel Services
OFFICE OF THE DIRECTOR
Administrative Offices
597 Center Avenue,Suite 260
Martinez,California 94553-2658
�y'•, `lc (510)313-6600
T'9 CQUI't�
Henry Clarke
General Manager
CCCEA-Local #1
P.O. BOX 222
Martinez, CA 94553
Dear Mr. Clarke:
This letter is an addendum to the side letter dated May 15, 1991
which implemented the classification restructuring to replace the
Mental Health Treatment Specialist Deep Class . This letter
confirms that the Health Services Department will provide non-
licensed employees in the classes which replaced the Mental
Health Treatment Specialist Deep Class with alternate or
modified work assignments for the purpose of obtaining -the
clinical hours and supervision necessary to obtain licensure.
Requests for such temporary reassignment must be addressed to the
Mental Health Director through the . employee's immediate
supervisor and will require that the necessary hours be gained
without break in assignment. No paid time off will be provided
for academic studies, however leaves of absence or flexible hours
for educational purposes will be considered on a case by case
basis. Leaves of absence to obtain clinical licensure will be
considered only for clinical specialties not available in the
Health Services Department. These special assignments and leaves
of absence are applicable only to employees who had permanent
status in the Mental Health Treatment Specialist Deep Class at
the time of the restructure in May, 1991 .
If the foregoing conforms to your understanding, please indicate
your approvalU and acceptance by signing below.
DATE• a 117�
1
i
Lois Ellison HenryA. Clarke, General Manager
Health Svcs Personnel Officer CCCEA, Local #1
4Clay oreman, President
Men al Health Unit
LE: lp
A410 (12/90]
~' • ��- ATTACHIIENT G
Contra Per!-nnel Department
�-! �n�f Third Floor, Administration Bldg.
Costa 651 Pine Street
County
Martinez, California 94553-1292
Coo ly (415) 372.4064
Harry o. Cisterman
Director of Personnel
July 18, 1984
Contra Costa Employees Association,
Local 1
P.O. Box 222
Martinez, CA 94553
Attention: Mr. Henry Clarke
Dear Sirs:
This letter will confirm certain understandings relative to the Memorandum of
Understanding between your Union and Contra Costa County covering the period
July 1, 1983 through June 30,1985 as follows:
1. Section 4.1 Attendance at Meetings provides that shop
stewards shall be allowed to attend meetings during work
hours where their attendance is required for settlement of
grievances. It is recognized that certain departments have
allowed stewards reasonable time during work hours to
investigate an employee's grievance in order to expedite
settlement of said grievance. It is hereby understood that
said practice will continue and that any claimed abuses of
the use of this work time will be reported by the Department
to the Union.
2. Section 20.5 Involuntary Reassignment Procedure provides for
an involuntary reassignment policy for temporary reassign-
ments of less than eight (8) weeks duration. It is hereby
understood that with regards to employees in the General
Services and Maintenance Unit, this procedure will not apply-
to the Seal Coat Program assignment, to assignment of
employees to various locations, to operate various equipment
for training purposes and to the assignment of employees to
operate the Gradeall, Vacali, Paint Striper, Bridge Truck; and
Hydroflush.
3. Section 22 - Dismissal , Suspension and Demotion contains as a
reason for disciplinary action "sexual harassment"- It is
hereby understood that said provision applies to all County
employees and will be incorporated in the County's Personnel
Management Regulations.
ipmo
INTERNATIONAL PERSONNEL MANAGEMENT ASSOCIATION MEMBER
1'1rO.�`tiwalG�i �rww~ft:f - Y..i+.^I .•,�iv. - _ •' ,
-2-
If the foregoing conforms with your understanding, please indicate your accep-
tance in the space provided below.
Dated: oCS _ Dated:
Contra Costa County Employees
Association, Local No. 1 Contra Costa County
ATTACHMENT H
AGREEMENT FOR CHANGES
IN COMMUNICATIONS
TECHNICAL SERVICES STAFF
IN GENERAL SERVICES DEPARTMENT
This is to confirm that the General Services Department and Local
1 have met and agreed to changes within the Communication
Division' s Technical Services section, subject 'to approva-1 from
Personnel, County Administrator and the Board of Supervisors _
General Services agrees to submit a P-300 to approve four new
classifications; to replace four existing classifications, add
permanent positions to replace long-term temporary positions; and
request the Director of Personnel to reclassify, without exam,
current permanent staff in subject classifications.
Local 1 agrees that when the P-300 becomes effective, the current
on-call pay will change to a weekly flat rate of $175, with a
cost-of-living adjustment (COLA) to be granted with each subse-
quent salary COLA increase; the current 5% climbing pay provision
will be eliminated and employees, who are required to climb
towers, will be paid one hour of straight time on any day in
which they climb; construction tower work will be contracted out;
and County vehicles will no longer be taken home when employees
are on call or overtime.
Approved by representatives from Local 1, General Services, and
Personnel:
(Signa re) Local 1 Title 47
(S1 natu ) General Services Dept. Title
(Signature) Personnel Department Tit
3
DaI&
ATTACI j1ENT I
Coritra GENERAL SERVICES DEPARTMENT Barton J.Gilbert
1220 Morello Avenue,Suite 200 Director
Costa Martinez,California 94553-4711 J.G.Bechtold
;%ounty r�.���,'t+ L DEPT (510) 313-7100 DePVtY Director
1 tJ"� Kathy Brown
2 v` ," �� P 1 t Deputy Director
June 17, 1992
Henry Clarke, General Manager
Contra Costa County Employees
Local No. One
P. O. Box 222
Martinez, California 94553
Dear Henry:
This letter is to confirm agreement between Local No. 1 and
the General Services Department regarding a trial period for
voluntary stand-by assignments for Communications Equipment
Technicians in the General Services and Maintenance Unit.
Effective April 1, 1992, General Services agrees to a, one-year
trial period in which stand-by assignments may be rotated
on a voluntary basis among a minimum of four Communications
Equipment Technicians. Any Communications Equipment Technician who
wishes to be on stand-by will be put into the rotation, even if the
number exceeds four people.
If four Communications Equipment Technicians do not volunteer for
stand-by, then the assignment shall be made in order of inverse
seniority and shall remain in effect for six months, with the
Communications Equipment Technician assigned to the West County
Justice Center ineligible for voluntary stand-by as long as the
assignment is a 4/10 work schedule. At the end of the six-month
assignment, those Communications Equipment Technicians who were
involuntarily assigned to stand-by shall not be considered for
the next assignment.
Prior to the end of the trial period, General Services Department
Management agrees to meet and discuss the continuation or end of
voluntary stand-by with Local No. 1. Management reserves the
right to discontinue the trial period if there are operational
and/or customer service delivery problems, and will meet and
discuss with Local No. l if such problems occur.
Henry Clarke
June 17, 1992
Page -2-
If the foregoing conforms to your understanding, please indicate
your approval and acceptance in the space provided below. .
Sincerely,
Mickey, avis
Administrative Services Assistant
MD:mak
Contra Costa County Contra Costa County Employees
Association, Local No. One
Rich Heyne H nClarke
Employee RelatioU Officer Gen ral Manager
Date: g �. Date C71
ATTACIII-E-NT J
;ontra GENERAL SERVICES DEPARTMENT Sarion J•Gilbert
Director
t 1220 Morello Avenue,Suite 200
JOS la Martinez.California 94553-4711 J-G.Bechtold
1
(50)313-7100 Deny Director
:)linty Brown
Deputy Director
- April 13 , 1992
T
Henry Clarke, General Manager
Contra Costa County Employees Association
Local No. One
P. O. Box 222
Martinez, California 94553
Dear Henry:
This letter is to confirm agreement between Local No. 1 and
the General Services Department regarding health and safety
issues.
The General Services Department agrees to the following:
1. To provide employees in the Building Trades Unit an' annual
Tuberculosis skin test, to be included as part of the annual
respirator examination, at no cost to the employee_
2_ To request that the Building Trades Unit annual respirator
examination include a rectal exam.
3. To continue to work with employees, Risk Management and
Occupational Health when specific hazardous materials and/or
toxins are identified in the worksites. The concerns raised
regarding leaded paint were investigated, and Risk Management
has determined that the lead content is within safe acceptable
levels.
4 . To provide, on a voluntary basis, vaccination for Hepatitis B
to employees of the Building Trades Unit whose .assignments
include adult or juvenile detention facilities. The County
reserves the right to determine the most economical means of
providing the vaccination, which will be determined through a
feasibility study to be conducted within 90 days after the
execution of the MOU. General Services Department management
agrees to meet and discuss the results of the feasibility study
with Local No. 1 .
:Henry Clarke
April 13, 1992
Page -2-
5. To provide instruction in traffic coning safety to employees in
the Building Trades Unit whose assignments require working
adjacent to roadways.
6 . To include previous vehicle accidents only if they-occurred
within the preceding 3 years when considering r ecom-nendat ions
for disciplinary action, as a result of a current vehicle
accident.
If the foregoing conforms to your understanding, please indicate
your approval and acceptance in the space provided below.
Sincerely,
Mickey. avis
Administrative Services Assistant
MD:mak
Contra Costa County Contra Costa County Employees
Association, Local No. One
Rich Heyne Henry-'Clarke
Employee Relations Officer General Manager
Date: d
ATTAC1*1r_NT
Contra Personnel Department
CostaCosta Third Floor. Administration Bldg.
651 Pine Street
COI !t'1fi/ Martinez, California 94553-1292
UI t (415)646-4064
I'l
June 3 1988 awry o. Cisterman
• Director of Personnel
Mr. Henry Clarke, General Manager
Contra Costa County Employees Assn., Local #1
PO Box 222
Martinez CA 94553 ---
Re: Central Library Vacation Policy
Dear Mr. Clarke:
Iii good conscience I cannot accept Local #l 's vacation scheduling proposal for
the Central Library because it would result in hardship for non-vacationing
staff, and would seriously damage public service. At the Central Library there
are six desks that need to be covered 11 hours each day by 15.5 public service
FTEs. Simple arithmetic totals 4.25 desk hours/day/FTE. Arithmetic does not
take account of sick leave, vacancies, meetings, double-staffing the Reference
desk during peak times, or the fact that every employee is not qualified, to
cover every desk. The worst case scenario could mean 3 staff members missing on
the same night or the same Saturday, leaving 3-4 persons on the evening or 5-6
on a Saturday. This would not be enough, even if staff were able to work eight
desk hours, covering more than on desk simultaneously. Closing the Library
because of scheduled vacations seems ?rresponsible.
However, I also recognize that each employee earns at least 3 weeks vacation per
year, plus 3 days of floating holiday. This totals more than 52 weeks of earned
time off by Central Library Reference employees, and means that there must be
some vacation overlap. The problem is scheduling this overlap to have minimal
impact on remaining staff and public. When there is overlap, P.I . 's will be
asked to cover the peak hours.
I propose the following procedure:
1 . Post a list of staff by seniority.
2 . Rouce, in SEniority order, a calendar for the year in question. Each person
enters his/her first choice in the appropriate week/days. If there is a
conflict, staff members negotiate directly with each other to resolve the
conflict. A conflict is defined as two persons overlapping for more than
one week, or two persons from the same Central Unit (e.g. , Children' s
Documents, Periodicals , Reference) overlapping at all .
ipmt-1
INTERNATIONAL PERSONNEL MANAGEMENT ASSOCIATION MEMBER
- 2 -
3. When the process has been completed, Head of Reference and Head of Central
will review the calendar. Where there are conflicts, as defined above, the
most senior person(s) will be given vacation. The other vacation(s) will be
denied. Head of Reference will recommend to Head of Central the P.I. hours
needed. Head of Central will approve or disapprove, and Head of Reference
will assign P.I . scheduling to staff approved for vacation.
4. When there is overlap, it will be understood that staff may be assigned to
the public desk 5-5 hours per day. It may not be possible always to staff
the Children's Desk or to double-staff Reference. Dinner and lunch hours
may need to be changed.
5. The use of P.I.'s to cover lengthy vacation overlaps is not a practical
solution. If P.I. 's are frequently scheduled to cover vacations, they are
not available for sick leave and vacancies. Also, it is not always possible
to find a P.I. for the times needed. Although staff might survive the
stress of increased desk hours for a day or so, they would have, I believe,
great difficulty with prolonged periods of vacation overlap.
5. Post final approved vacation schedule.
If the foregoing conforms with your understanding, please indicate your accep-
tance and approval in the space provided below.
Approved nd Accepted
Date: 6 A
4��
3
/L.�•-�—
e ryrke, General Manager Ernest Siegel , County Librarian
Contra osta County Employees by
Association, Local #1 Bill Hamilton, Chief
Employee Relations Division
Contra Costa County
ATTACHMENT L
Contra Personnel Department
Costa Administration Bldg.
County _ 651 Pine Sheet
i Martinez. California 94553-1292
'rte cdurt` J .
April 29, 1992
Henry Clarke, General Manager
Contra Costa County Employees Assn. , Local No. 1
P. O. Box 222
Martinez CA 94553
Dear Mr. Clarke:
This letter of agreement confirms the understanding between the parties relative to
the Public Defenders' longevity differential program and flexible staffing in the
Deputy Public Defender series.
I. Public Defender Longevity Differential Program
Effective duly 1, 1987 and thereafter, Deputy Public Defenders who have
completed ten (10) years of County service will be eligible to receive
commencing the first of the following month, a 2.5% longevity differential,
conditional on having previously received two consecutive satisfactoty annual
performance evaluations as certified by the appointing authority. If a Deputy
Public Defender has not previously received two consecutive satisfactory annual
performar.ce evaluations, he/she will be reconsidered for the longevity
differential annually on their service year anniversary date under the same
criteria as the initial ten (10) years service review, with the understanding that
the appointing authority will conduct an annual performance evaluation prior
to the review.
11. MOU Section 32 - Flexible Staffing
Certain positions may be designated by the Personnel Director as flexibly
staffed positions. Positions are generally allocated at the first level of the job
series when vacated. When the position is next filled and an incumbent of one
of these positions meets the minimum qualifications for the next higher level and
has met appropriate competitive requirements, he/she may then be promoted to
the next higher classification within the job series without need of a
classification study. The County's practice, as provided for in the Personnel
Management Regulations, Sections 306(e), 503(b) and 713 of allowing work
performed as a temporary employee in a particular class to be used as part of
the experience needed to meet the minimum requirements of a class and/or to
constitute work performed in that class, shall continue. If an operating
department verifies in writing that an administrative or clerical error was made
in failing to submit the documents needed to promote an employee on the first
of the month when eligible, said appointment shall be made retroactive to the
first of the month when eligible. An employee who is denied a promotion to a
flexibly staffed position may appeal such denial to the Merit Board.
If the foregoing conforms to your understanding, please indicate your approval and
acceptance in the space provided below.
Dated:
CONTRA COSTA COUNTY LOCAL NO. 1
Harry D. Ciste Henr larke, General Manager
Director of Personiie
ll
JFF:yba
i/loe
- 2 -
ATTACHMENT M
PC3879. 1 CLASS C SALARY LISTING PAGE 1
CF05 CODE A
AGRICULTURE AND ANIMAL CONTROL UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 A BAWA . C5-1676 . 2427.00 - 2950.00 . . AGRICULTURAL BIOLOGIST I
0 A BAVA . C5-1799 . 2745.00 - 3336.00 . . AGRICULTURAL BIOLOGIST II
0 A BATS . C5-1894 . 3018.00 - 3668.00 . . AGRICULTURAL BIOLOGIST ITT
0 A BATA . C5-1519 . 2075.00 - 2522.00 AGRICULTURAL BIOLOGIST TRAI
0 A RJWC . C5-1534 . 2106.00 - 2560.00 . . ANIMAL CENTER TECHNICIAN
0 A RKVA . C5-1608 . 2268.00 - 2756.00 . . ANIMAL HEALTH TECHNICIAN
0 A R JWD . C5-1584 . 2214.00 - 2691.00 . . ANIMAL SERVICES OFFICER
0 A BJTD . C5-171Q . 2534.00 - 3080.00 . . ANIMAL SERVICES SERGEANT
A A V4TB . C5-1603 . 2256.00 - 2743.00 . . LEAD VECTOR CONTROL TECHNIC
0 A B9W1 C1-1413 . FLAT - 2268.00 . . PEST DETECTION SPECIALIST
0 A 69W2 . C1-1383 . FLAT - 2201.00 . . PEST DETECTION SPECIALIST-C
0 A BJTC . C5-1585 . 221.6.00 - 2694.00 . . S ENI OA ANIMAL CENTER TECHNI
0 A RW7A . C5-1477 . 1984.00 - 2418.00 . . WEIGHTS E MEASURES INSPECTC
0 A BWWA . C5- 1676 . 242.7.00 2950.00 . . WFIGHTS AND MEASURES INSPEC
0 A BWVA . C5-1799 . 2745.00 - 3336.00 . . WEIGHTS AND MEASURES INSPEC
0 A 0WTB . C5-1894 . 3018.00 - 3668.00 . . WEIGHTS AND MEASURES INSPEC
f'?
PC0879.1 CLASS 6 SALARY LTSTIN G PAGE 2
CF-05 CODE B
ATTENDANT - LVN-AIDE UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 R V9WH . C5-1309 . 1682.00 - 2044.00 . . AFTER SCHOOL PROGRAM TEACHEF
0 8 VT7F . XB-1544 . 2025.00 - 2586.00 . . ANESTHESIA TECHNICIAN
0 R I EWA . C5-1497 . 2030.00 - 2467.00 . . CENTRAL SUPPLY TECHNICIAN
0 R VQWC . C5-1468 . 1972.00 - 2396.00 . . CCNSERVATORSHTP/GUAROIANSHI!
0 B V5WG . C5-14I0 . 1860.00 - 2261.00 . . DEVELOPMENTAL PROGRAM AIDE
0 8 VKWA C5-1264 . 1608.00 - 1954.00 . . HOME HEALTH AIDE I
0 B VKVA C5-1361 . 1772.00 - 2153.00 . . HOME HEALTH AIDE II
O 9 VTWA . C5-1400 . 1842.00 - 2239.00 . . HOSPITAL ATTENDANT
0 6 VT7H . C1-1356 . FLAT - 2143.00 . . INTERIM PERMIT VOCATIONAL Nt
0 8 1 ETB . C5-1569 . 2181.00 - 2651.00 . . LEAD CENTRAL SUPPLY TECHNIC
Q B VT7G . X8-1715 . 2404.00 - 3070.00 . . LICENSED VOCATIONAL NURSE
0 P V9WC . C5-1437 . 1911.00 - 2323.00 . . MORGUE ATTENDANT
0 R VT7E . kB-1507 . 1950.00 - 2490.00 . . ORTHOPEDIC TECHNICIAN
0 B VOWS . XB-1715 . 2404.00 - 3070.00 . . PSYCHIATRIC TECHNICIAN
0 8 VMWC . C5--1369 . 1766.00 - 2171.00 . . PUPLIC HEALTH DENTAL ASSISTI
Q 6 64WP . C3-1576 . 2421.00 - 2670.00 . . PUBLIC SERVICE OFFICER
0 R V9WG . C5-157,9 . 2201.00 - 2675.00 . . REGISTERED DENTAL ASSISTANT
0 .R V5TA . C5-1908 . 2^52..00 - 2494.00 . . SENIOP DEVFLOPMENTAL PROGRAt
9 a VMVB . C5- 1509 . 2054. 00 - 2497.00 . . SENIOR PUBLIC HEALTH DENTAL
0 R VT7R . XB-169Q . 2369.00 - 3025.00 . . SUP,',-;:!CAL TECHNOLOGIST
0 5 V5WA . C5-1410 . 1860.00 - 2261.00 . . THERAPIST AIDE
P--0879.1 CLASS C SALARY LISTING PAGE 3
CF05 COr)F F
BUILDING TRADES UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 E GFW8 . C3-1942 - 3491-00 - 3849.00 - CARPENTER
0 E GFWA . C3-1987 . 3651.00 - 4026.00 . ELECTRICIAN
0 E GFTC . C3-2037 . 3839.00 - 4232-00 . LEAD CARPENTER
0 E GFTA . C3-2092 . 4015.00 - 4427.00 . LEAD FLECTR ICIAN
0 E GFTB . C3-2037 . 3839-00 - 4232.00 . . LEAD PAINTER
0 E GFTE . C3-2191 . 4477.00 - 4936.00 . . LEAD STEAMFITTER
0 E GFWE . C3-1942 - 3491.00 - 3849-00 - - PAINTER
0 E GFVA . C3-2096 . 4072.00 - 4489-00 - - STEAMFITTER
PCoR79. 1 CLASS E SALARY LISTINr PAGE 4
CF05 Cfl'1F F
DEPUTY PUBLIC DEFENDER UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 F 2 5W . C1-1878 . FLAT — 3610.00 DEPUTY PUBLIC DEFENDER I
0 F 25VA . C5-2279 . 4434.00 — 5290.00 DEPUTY PUBLIC DEFENDER II
0 F 25TS . C5-2484 . 5443.00 — 6616.00 DEPUTY PUBLIC DEFENDER III
0 F 25TA . C5-2623 . 6254.00 — 7602.00 DEPUTY PUBLIC DEFENDER IV
0 F 25N2 . C1-1878 . FLAT — 3610.00 DEPUTY PURL IC DEFENDER—SPEC
Pf'0879. 1 CLASS E SALARY LISTING PAGE 5
CFOS CODE 14
ENGINEERTNG UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 M DYVA . C5-1898 . 3030.00 - 3663.00 . . ASSISTANT REAL PROPERTY AGE
0 M DYTA . C6-2071 . 3602.00 - 4597.00 . . ASSOCIATF REAL PROPERTY AGE
n M NPWP . C5-1812 . 2781.00 - 3380.00 . . CCMPUTFR AIDED DRAFTING OPE
O M NQ7A . C3-1585 . 2443.00 - 2694.00 . . CCMPUTFR AIDED DRAFTING OPE
O M GFWD . C3-1825 . 3106.00 - 3424.00 . . nRAFTING ESTIMATOR
Q M 51VC . C5-1926 . 2820.00 - 3427.00 . . ENVIRONMENTAL ASSISTANT
0 M 5HWR . C5-1682 . 2442.00 - 2968.00 GRAPHIC ARTIST
Q M SHWA . C5-1455 . 1946.00 - 2365.00 GRAPHICS TECHNICIAN I
Q M SHVA . C5-1690 . 2461.00 - 2992.00 f:RAPHICS TECHNICIAN II
0 M NPWA . C5-1455 . 1946.00 - 2365.00 JUNIOR DRAFTER
rJ M DYWA . C5-1590 . 2227.00 - 2707.00 JUNIOR REAL PROPERTY AGENT
O M NPTA . C5-lgln 3067.00 - 3728.00 LEAD COMPUTER AIDED ORAFTIN
Q M 51Wa . •C5-1562 . 2166.00 - 2632.00 PLANNING TECHNICIAN I
a M 51VR . C5- 1702 . 2491.00 - 3028.00 . . PLANNING TECHNICIAN II
0 M DY'7A XC-1706 . 2382.00 - 3042.00 . . PEAL PROPERTY TECHNICAL ASS
0 M NPVA C5-1717 . 2529.00 - 3074.00 . . SE.NTOR DRAFTER
0 M OYTR XD-2210 . 4037.00 - 5030.00 . . SENIOR REAL PROPERTY AGENT
0 M DY7C C_5-ln26 . 2820.00 - 3427.00 . . SFNInR PEAL PROPERTY TECHNI
A M NPHR . r5-1807 . 2767.00 - 3363.00 . . SUDFRVTSINr, DRAFTER
n u N4WA . CS-1690 . 2461 .00 - 2992.00 . . TRAFFIC SAFETY INVESTIGATOR
��OR79. 1 CLASS E SALARY LISTINIG PAGE 6
CFL5 CODE 0
CHTLD DEVELOPMENT UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 0 99S3 . C5-1395 . 1833.00 - 2228.00 . . CHILD DEVELOPMENT EDUCATION
0 n 9951 . f5-1205 1516.00 - 1842.00 . . CHILD DEVELOPMENT FISCAL CL
0 0 99S2 . C5-1563 . 2168.00 - 2.635.00 . . CHILD DEVELOPMENT FISCAL TE
0 R 99H1 . C5-1125 . 1394.00 - 1701.00 . CHILD DEVELOPMENT HEAD TEAC
0 0 99H2 . C5-1125 . 1399.00 - 1701.00 . . CHILD DEVELOPMENT HEAD TEAC
0 0 99W9 . C5-1064 . 1317.00 - 1600.00 . . CHTLD DEVELOPMENT NUTRITION
0 0 99WO . C5-1612. . 2277.00 - 2767.00 . . CHILD DEVELOPMENT NUTRITION
0 0 99W8 . C5-1064 . 1317.00 - 1600.00 . C t+ILD DEVELOPMENT SUPPORT S
0 0 99W7 . C5-0670 . 888.00 - 1079.00 . . CHTLD DEVELOPMENT TEACHER A
0 0 99V6 . C5-0670 . 888.00 - 1079.00 . . CHILD DEVELOPMENT TEACHER A
0 0 99V3 . C5-0924 . 1145.00 1391.00 . . CHILD DEVELOPMENT TEACHER F
0 n 99V4 . C5-0924 . 1145.00 - 1391.00 . . CHILD DEVELOPMENT TEACHER-P
Q n 98W1 . C5-0670 . 888.00 - 1079.00 . . CHILD NUTRITION WORKER I-PR
0 0 98G1 . C5-1064 . 1317.00 - 1600.00 . . CHILD NUTRITION WORKER II-P
PCO-9?9. i CLASS C SALARY LISTING, PACE 7
cF05 CODE S
GENERAL SERVICES AND MAINTENANCE UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 S FRSA . C5-1717 . 2529.00 - 3074.00 . . A EATEMENT SPECIALIST
0 S 9RV!i . C5-1746 . 2603.00 - 3164.00 . . AIRPORT OPERATIONS SPECIALI
0 S 9PW9 . C5-1499 . 2032.00 - 2469.00 . . AIRPORT SERVICES TECHNICIAN
0 S PM7A . C3-1757 . 2902.00 - 3199.00 . . APPRFNTICE MECHANIC
0 S 9KW6 . CS-1427 . 1892.00 - 2300.00 . . ASSESSMENT SPECIALIST-PROJE
O S PSIS F . C5-183? . 2837.00 - 3448.00 . . ASSISTANT PUBLIC WORKS MAIN
0 S 91VB . C5-1687 . 2454.00 - 2983.00 . . AUTOMOTIVE PARTS TECHNICIAN
0 S FAWR . C3-1832 . 3127.00 - 3448.00 . . BUILDING INSPECTOR I
0 S FAVO . C.3-20 12 . 3744.00 - 4129-00 . . RUILDTNtG INSPECTOR II
0 S FRWA . C5-1.601 . 2252.00 - 2737.00 . . 01UILOING RLAN CHECKER I
0 S FRVA . C5-1765 . 2653.00 - 3225.00 . . BUILDING [LAN CHECKER II
0 S FR7A . C5-1406 . 1853.00 - 2252.00 . . PUILOTNt; PLAN CHECKER TRAIN
n C Fo74 . C5-1260 . 1601.0:1 - 1947.00 . . gUILGING PLAN CHECKER TRAIN
0 S 1 FW1 . C3-1350 . 1932.00 - 2130.00 . . CENTRAL SUPPLY TECHNICIAN-C
0 S PEWD . r_5-1523 . 2083.00 - 2532.00 . . COMMUNICATIONS EQUIPMENT IN
4 S PFWF . C5-1424 . 3110.00 - 3780.00 . . CC�!MUNTCATIONS EQUIPMENT TE
Q S LJ7X . C5-1752 . 2619.00 - 3183.00 . . COMPUTER EQUIPMENT TECHNICI
0 C LJW . C5-1524 . 2085.00 - 2534.00 . . r: C-MPUTFR OPERATOR
0 S LJ7R . C3-1429, . 2098.00 - 2302.00 . . CC"PUTFR OPERATOR TRAINEE
0 S I KWA . C5-1552 . 2144-00 - 2606.00 . . C CCK
0 S 110 A . C5-1349 . 1750.00 - 2128.00 . . C COK' S ASSISTANT
0 S GK78 C3- 1170 . 1614.00 - 1779.00 . . CUSTODIAL SERVICES AIDE
0 S GK7A C3-1241 . 1732.00 - 1910.00 . . CUSTODIAN I
0 S GK71 C3-1241 . 1732.00 - 1910.00 . . CUSTOOIAN I - PROJECT
0 S l;KWil C3-13-90 . 1991.00 - 2195.00 . . CUSTOf1IAN II
PC0879.1 CLASS E SALARY LISTING PAGE 8
CF05 CODE S
GENERAL SERVICES AND MAINTENANCE UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 S GK76 . C3-1157 . 1593.00 - 1756.00 - . CUSTOOIAN-CAREER DEVELOPMENT
0 S LJWC . C5-1524 . 2085.00 - 2534-00 - - DEPARTMENTAL COMPUTER OPERAI
D S LASE - C5-1752 . 2619.00 - 3183.00 - . DEPARTMENTAL COMPUTER S YSTEI
0 S 64WG . C5-1293 . 1655.00 - 2012.00 - - DETENTION SERVICES AIDE
0 S 64W3 - C3-1240 . 1731.00 - 1908.00 . . DETENTION SERVICES AIDE-CARL
0 S 64VO C5-1407 . 1855.00 - 2255.00 . - DETENTION SERVICES WORKER
O S 9CWA . C5-1519 . 2075.00 - 2522.00 . - DRIVER CLERK
0 S 90W1 . C5-1519 . 2075.00 - 2522.00 . - DRIVER CLERK - PROJECT
0 S 9QW3 - C3-1373 . t977.00 - 2179.00 . - DRIVER CLERK-CAREER DEVELOP(
0 S 9XVB . C5-1479 - 1993.00 - 2423.00 . . DUPLICATIN,, MACHINE OPERATO
0 S J9SA - C5-1495 . 2025.00 - 2462.00 . . ELECTIONS TECHNICIAN
0 S (ATA - C5-2062 - 357000 - 4 339.00 . . ELECTRICAL INSPECTOR
0 S PEKE . C5-1787 - 2.712.00 - 3296.00 - . ELECTRONIC EQUIPMENT TECHNI+
0 S PMWB . C3-1909 . 3378.00 - 3724.00 . . FQUTPMENT MECHANIC
O S PSVA . C3-1703 . 2749.00 - 3031.00 . - EQUIPMENT OPERATOR I
0 'S PSTA . C3-1832 . 3127.00 - 3448.00 - - EQUIPMENT OPERATOR II
t 0 S PMVS - C3-1642 - 2586-00 - 2.852.00 - .
EQUIPMENT SERVICE WRITER
0 S PMVA - C3-1646 - 2597.00 - 2863.00 - - FQUTPMENT CERVICES WORKER
Q S GMWA . C5-1623 . 2302.00 - 2798.00 FIRE MAINTENANCE WORKER
'.r Q S GMW1 . C3-1476 . 2191-00 - 2416.00 - . FIRE uAINTENANC E WORKER-CAR
0 S PNTB . C3-1779 . 2966.00 - 3270.00 . - FLEET EQUIPMENT SPECIALIST
0 S 607A - C5-1636 . 2332.00 - 2835.00 - - FORENSIC TECHNOLOGIST
O S PMW2 . C3-1317 - 1R69.00 - 2061.00 . . GARAGE ATTENOANT-CAREER DEV
0 S GPWA . C3-1479 - 2198.00 - 2423-00 - - GARDENER
0 S NXWR . C3-1832 - 3127.00 - 3448.00 - - GRADING INSPECTOR I
PC 08 79. 1 CLASS C SALARY LISTING PAGE 9
CF05 CODE S
GENERAL SERVICES AND MAINTENANCE UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 S NXTB . C3-2012 . 3744.00 - 4126.00 . . GRADING INSPECTOR II
0 S GPVO . C3-1695 . j727.00 - 3007.00 . . GROUNDS MAINTENANCE SPECIAL-
0 S GPVE . C3-1695 . 2727.00 - 3007.00 . . GROUNDS MAINTENANCE SPECIAL
0 S GPWD . C3-1611 . 2508.00 - 2765.00 . . GROUNDS RESOURCE CENTER ATT'
0 S G PWl . C3-1611 . 2508.00 - 2765.00 . . GROUNDS RESOURCE CENTER ATT;
0 S GP7A . C3-1343 . 1918.00 - 2115.00 . . GROUNDSKEEPER
0 S 1KHB . C3-1753 . 2890.00 - 3186.00 . . HEAD DETENTION COOK
0 S IKWC . CS-1323 . 1706.00 - 2073.00 . . INSTITUTIONAL SERVICES AIDE
0 S 1KW2 . C3-1176 . 1623.00 - 1790.00 . . INSTITUTIONAL SERVICES AIDE-
0 S 1KV8 . XB-1449 . 1872.00 - 2275.00 . . * INSTITUTIO(LAL SERVICES WORK
0 S 1KVS . XB-1449 . FLAT - 2389.00 . . * INSTITUTIONAL SERVICES WORK
0 S 1KV8 . XB-1449 . FLAT - 2598.00 . . * INSTITUTIONAL SERVICES WORK
0 S PSWR C3-1530 . 2313.00 - 2550.00 . . LABORER
0 S PSW2 . C3-1446 . 2126.00 - 2344.00 . . LABORER-CAREER DEVELOPMENT
0 S 9PTA . C5-1841 . 2862.00 - 3479.00 . . L EAC AIRPORT OPERATIONS SPE
Q S IKTA . C3-1622 . 2535.00 - 2795.00 . . LEAD COOK
-- ., 0 S GKTR . C3-1481 . 2202.00 - 2428.00 . . LEAD CUSTODIAN
0 S 64TR . C5-1519 . 2075.00 - 2522.00 . . LEAD DETENTION SERVICES WOR
0 S PETD . C5-1924 . 3110.00 - 3780.00 . . LEAD ELECTRONICS EQUIPMENT
0 S GPTA . C3-1646 . 2597.00 - 2863.00 . . LEAD GARDENER.
0 S GWTA . C3-1868 . 3242.00 - 3574.00 . . LEAD OPERATING ENGINEER
0 S PETC . C5-1924 . 3110.00 - 3780.00 . . LEAD TELECOMMUNICATIONS TEC
0 S 9KT4 . C5-1427 . 1892.00 - 2300.00 . . LEAD WEATHERIZATION/HOME RE
0 S TKTA . C3-1495 . 2233.00 - 2462.00 . . LEAD WINDOW WASHER
0 S 9XWD . C5-1425 1889.00 - 2296.00 MAILING MACHINE OPERATOR
Pl-nR70. 1 CLASS r SALARY LISTTMG, PAGE 10
Cf:n5 CODE S
GENERAL SERVICES AND MAINTENANCE UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 S FATB - C5-2062 . 3570.00 - 4339.00 . . MECHANICAL INSPECTOR
0 S 9XWA . C5-1309 . 1682.00 - 2044.00 . . MICROFILM TECHNICIAN I
0 C 9XW4 - C5-1300 1682.00 - 2.044.00 - - `4ICROFTLM TECHNICIAN I - PR(
0 S 9XVA . C.5-1406 1353.00 - 2252.00 - - MTCROFILM TECHNICIAN II
0 S 9XVI - C5-1406 1953.00 - 2252.00 . - MICROFILM TECHNICIAN II - Pt
0 S 9XTA . C5-1505 2046.00 - 2487.00 . . MICROFILM TECHNICIAN III
0 'S 9XT1 . C5-1505 - 2046.00 - 2487.00 - - MICROFILM TECHNICIAN III - F
0 S 9XW5 . C3-1127 . 1546.00 - 1704.00 . - MICROFILM TECHNICIAN-CAREER
0 S LAS1 - C5-1752. . 2619.00 - 3183.00 - . MUNICTPAL COURT COMPUTER SY!
O S 9XWC - C5-1185 . 1486.00 - 1806.00 - . 9FFICF SERyJCES WORKER I
0 S 9XVC . C5-1329 . 1716.00 - 2086.00 - . (7FFICF SFPVICES WORKER II
0 S 9XW6 . C3-1038 . 1414-00 - 1559.00 . . OFFICE SERVICES WORKER-CAREE
Q S GWWA - SCS-1688 . 2456.00 - 2986.00 . . OPFRATTNG ENGINEER I
0 S GWVB - C3-1810 . 3059.00 - 3373.00 - - OPERATING ENGINEER II
0 S 9XWE - C5-1197 . 1504.00 - 1828.00 . . REPROGRAPHTCS TECHNICIAN I
0 S 9XV0 - C5-1519 . 2075.00 - 2522.00 - . REPROGRAPHICS TECHNICIAN II
0 S 9XTFl . C5-1627 . 2311-00 - 28C9.00 . . QEPROGRAPHICS TECHNICIAN II
0 S PSWA . C3-1851 . 3187.00 - 3514.00 . . ? CA" •,'AT""rcNANCE CARPENTER
Q c PSWO . C3- 1703 . 2749-00 - 3031.00 . . :.r-An MATNTENANCE CARPENTER
0 S FATE - C3-2062 . 3036.00 - 4339.00 . - SENIOR QUILDING INSPECTOR
0 S FRTA - C5-1918 . 3091.00 - 3 757.00 - - S SNI OR BUILDING PLAN CHEC KE!
0 S PETR . C5-2028 . 3451.00 - 4194.00 - . SFtVIOR COMMUNICATIONS EQUIP!
0 S LJVB . C5-1587 . 222.1-00 - 2699.^0 . . SENIOR COMPUTER OPERATOR
.0 S LJWD . C5-1587 . 2221.00 - 2699.00 . - SFNTCR 9EDARTMENTAL COMPUTE!
0 S NXVA . C5-1476 3276.00 - 3982.00 . - S =NTOP GRADING TECHNICIAN
r
Pr0979.I CLASS C SALARY LISTING PATE 11
CF05 CODE S
GENERAL SERVICES AND MAINTENANCE UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 S PSTO . C3-1851 . 3187.00 - 3514.00 . . SEAICR VEGETATION MANAGEMEIV'
0 S 64WO . C5-1435 . 1908. 00 - 2319.00 . . SHERIFF`S PROPERTY TECHNICI!
S 64VO . C5-1630 . 2318.00 - 2818.00 . . SHERIFF' S PROPERTY TECHNICT,
0 S 999A . C5-1147 . 1430.00 - 1739.00 . . SPECIAL QUALIFICATIONS WORKI
0 S 999G . C5-1287 . 1645. 00 - 2000.00 . . SPECIAL SERVICES WORKER - T',
0 S 999F . C5-1147 . 1430.00 - 1739.00 . . SPECIAL SERVICES WORKER-I
0 S PSTC . C3-1832 3127.00 - 3448.00 . . SPECIALTY CREW LEADER
0 S 91VA . C5-1644 . 2351.00 - 2857.00 . . STOREKEFPFR
0 S '9 IWC . C5- 1410 . 1860.00 - 2261.00 . . STORERnom CLERK
0 S 91W1 . C5-1410 . 1R60.00 - 2261.00 . . STOREROOM CLERK - PROJECT
0 S PEWG . C5-1787 . 2712.00 - 3296.00 . . TELECOMMUNICATIONS TECHNICT,
0 4 GPWC . C5--1705 . 2499.0() - 3037.00 . . VEGETATION MANAGEMENT TECHN'
0 S 65SA . C5-1627 . 2311 .00 - 2809.00 . . VTCTTM/WITNESS ASSISTANCE Pi
0 S P6WA . C3-1697 . 2733.00 - 3013.00 . . WATFR OUALITY CONTROL OPERA'
0 S P6V8 . C3-1794 . 3011.00 - 3319.00 . . WATFR OUALTTY CONTROL OPERA*
0 S P6WC . C5-1599 . 2247.00 - 2732.00 . . WATER QUALITY OPERATOR-IN-T'
0 S 9KW7 . C3-1287 . 1814.00 - 2000.00 . . WEATHERTZATION/HOME REPAIR
0 S GKWA . C3-1406 . 2043.00 - 2252.00 . . WINDOW WASHER
0 S GPT? . C3-1611 . 2508.00 - 2765.00 . . WOPK PROGRAM CREW LEADER I
Q S GPT.0 . L3-1695 . 2727.00 - 3007.00 . . WCPK PROGRAM CREW LEADER II
0 S GPT3 . C3-1695 . 2727.00 - 3007.00 . . WORK PROGRAM CREW LEADER IT
PC0879. I CLASS E SALARY LISTING PAGE 12
CF05 CODE T
HEALTH SERVICES UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 T V9WF . C.5-1618 . 2797.00 - 3400.00 . . ACCOUNT REPRESENTATIVE/CONTI
0 T VETB . C5-1654 . 2374.00 - 2886.00 . . ALCOHOLISM REHABILITATION LI
0 T VF7A . C5-1245 . 1578.00 - 1918.00 . . ALCOHOLISM REHABILITATION T
0 T VFVB . C5-1572 . 2187.00 - 2659.00 . . ALCOHOLISM REHABILITATION W
0 T V8WD o C5-1565 . 2172.00 - 2640.00 . . CARDIOLOGY TECHNICIAN I
0 T VSVC . C5-1614 . 2281.00 - 2773.00 . . CARDIOLOGY TECHNICIAN II
0 T VBSK . C5-1898 . 3030.00 - 3683.00 . . CHILD HEALTH AND DISABILITY
0 T VF7B . C1-1712 . FLAT - 3058.00 . . CLINICAL LABORATORY TECHNOLI
0 T VFWF . C5-1975 . 3273.00 3978.00 . . CLINICAL LABORATORY TECHNOLi
0 T V OTE . TN-1796 . 3254.00 - 4597.00 . . CLINICAL PSYCHOLOGIST
0 T V1W1 . C5-2044 . 3506.00 - 4262.00 . . CLINICAL PSYCHOLOGIST - PRO .
0 T V9TC . {5-1818 . 2707.00 - 3400.00 . . CCNTRA COSTA HEALTH PLAN ME
0 T V9VC . 'C5-16 74 . 2422.00 - 2944.00 . . C CNTRA COSTA HEALTH PLAN ME.
0 T VFV9 . C_5-2007 . 3379.00 - 4107.00 . . CYTOTECHNOLOGIST
0 T 1K7R o C5-1579 . 2203.00 - 2678.00 . . DIETETIC TECHNICIAN
0 T 1KSA . C5-1366 . 2935.00 - 3 567.00 . . DIETITIAN
0 T VHWD . C5-1397 . 1836.00 - 2232.00 . . DISCO VERY COUNSELLOR I
0 T VHW5 . C5- 1307 . 1836.00 - 22.32.00 . . DISCCVERY COUNSELLOR I - PR
0 T V7W9 . C5-1460 . 1474.00 - 2399.00 . . DISFASE INTERVENTION TECHNI
0 T V4WD . C5-1455 . 3209.00 - 3899.00 . o ENVIRONMENTAL HEALTH SPEC IA+
0 T V4VR . C5-2028 . 3451.00 - 4194.00 . . ENVTRONMENTAL HEALTH SPEC IA'
0 T V47R . C5-1799 . 2745.00 - 3336.00 . . ENVIRONMENTAL HEALTH SPEC IA'
9 T V4WE . C5- 1543 . Z125.00 - 2583.00 . . ENVIRONMENTAL HEALTH TECHNII
0 T 6CWA . C,3-1888 . 3307.00 - 3646.00 . . FCRFNSIC TOXICOLOGIST I
0 T 6CVA . C5-2071 . 3602.00 - 437P,.00 . . FORE"ISIC TOXICOLOGIST II
PC()679.1 CLASS E SALARY LISTING PAGE 13
CF05 CODE T
HEALTH SERVICES UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 T 6CTA . C5-2217 . 4168.00 - 5066.00 - . F CRENSIC TOXICOLOGIST III
0 T V4SC . C5-1991 . 3325.00 - 4 042.00 - - HAZARDOUS MATERTALS SPECIALI
0 T VMWD - C5-1699 . 2484.00 - 3019.00 - . HEALTH EDUCATION SPECIALIST
0 T VMW4 - C5-1699 . 2484-00 - 3019.00 - - HEALTH EDUCATION SPECIALIST
0 T VCVA . C5-1656 . 2379.00 - 2892.00 . . HEALTH PLAN MEOI-CAL ENROLLE
0 T VCVS . C5-1656 . 2379.00 - 2892.00 . . HEALTH PLAN SALES REPRESENTA
t
0 T VFWE . C5-1591 . 2229.00 - 2710.00 . . HISTOTECHNICIAN
0 T V9WE . C5-1697 - 2479.00 - 3013.00 - - HOME ECONOMIST
0 T VSWC . C5-1722 . 2541.00 - 3089.00 - - JUNIOR RADIOLOGIC TECHNOLOGI
0 T V09C - C5-1457 . 1950.00 - 2370.00 . - LASORATORY ,TECHNICIAN
0 T x/092 . C5-1457 . 1950.00 - 2370.00 . LABORATORY TECHNICIAN - PRO:
0 T V2WC . C5-2828 . 282:5.00 - 3434-00 . . MENTAL HEALTH ACTIVITIES SPE
Q T VOS9 . TG-1797 - 2951.00 - 4380-00 - - MENTAL HEALTH CLINICAL SPECI
0 T VOWD . C7-1652 . 2370.00 - 3175.00 - - MENTAL HEALTH SPECIALIST I
Q T VQVA . TN-1599 . 2672.00 - 3776.00 . . MENTAL HEALTH SPECIALIST IT
9 T V4S0 . C5-2149 . 3894.00 - 4733.00 - OCCUPATIONAL HEALTH SPECIALI
0 T V5VG . C4-1948 . 3345,00 - 3872.00 . OCCUPATIONAL THERAPIST I
Q T V5VH . C5-2033 - 3468-00 - 4215-00 - OCCUPATIONAL THERAPIST II
Q T V5VK . C1-2263 - FLAT - 5305-00 . OCCUPATIONAL THERAPIST-PER I
0 T VYWA . C6-2183 - 4029.00 - 5142.00 . PHARMACIST I
0 T VYTA - C6-2256 - 4334.00 - 5531.00 - PHARMACIST II
0 T VY98 . C5-1558 . 2157.00 - 2622.00 - - PHARMACY TECHNICIAN
Q T V5VE - C4-1948 - 3345.00 - 3872.00 . . PHYSICAL THERAPIST I
0 T V5VF . C5-2033 . 3468.00 - 4215-00 - - PHYSICAL THERAPIST II
Q T V5VJ . C1-2263 . FLAT - 5305.00 - - PHYSICAL THERAPIST-PER OIEM
PZO879. 1 CLASS E SALARY LISTING P A G F 14
CF05 CODE T
HEALTH SERVICES UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 T V2W1 . C5-1898 - 3030.00 - 3683.00 . - PSYCHOLOGIST - PROJECT
0 T VKW8 . C5-1329 . 1716.00 - 2086.00 . . PUBLIC HEALTH AIDE
0 T VKW3 . C5-1329 . 1716.00 - 2086.00 - - PUBLIC HEALTH AIDE-PROJECT
0 T VMSC . C5-1808 . 2769.00 - 3366.00 - - PUBLIC HEALTH DENTAL HYGIEN
0 T VOWA . C4-1965 . 3402.00 - 3938.00 . . PUBLIC HEALTH MICROBIOLOGIS
0 T VVXA - T9-2168 - 4275-00 - 5473.00 . . * PUBLIC HEAL TH NURSE
0 T VVXI . T9-2168 . 4275.00 - 5473.00 . . * PUBLIC HEALTH NURSE-PROJECT
0 T V9W8 - C5-1919 . 3094.00 - 3761.00 . . PUBLIC HEALTH NUTRITIONIST
0 T VSVC . C5-1792 . 2725.00 - 3313.00 . - RECRFATTON THERAPIST
0 T V 5WE - C5-1686 - 2452.00 - 2980.00 . . RESPIRATORY CARE PRACTITION
0 T V5VD . C5-1857 . 2908.00 - 3535.00 . . RESPIRATORY CARE PRACTITION
0 T V4SE . C5-1991 . 3325.00 - 4042.00 - . RISK REDUCTION SPECIALIST
0 T VFWD . 'C3-1978 . 3619.00 - 3990.00 . - SENIOR BIOMEDICAL EQUIPMENT
0 T VFTA . C5-2060 . 3563.00 - 4330-00 - - SENIOR CLINICAL LABORATORY
0 T VFVC . C5-2036 . 3478000 - 4228.00 . . SENIOR CYTOTECHNOLOGIST
0 T V7VB . C5-1817 . 2794.00 - 3397.00 . - SENIOR DISEASE INTERVENTION
0 T VMWE - C5-1979 - 2973.00 - 3614.00 . - SENIOR HEALTH EDUCATION SPE
0 T VMW5 . C5-1879 . 2973.00 - 3614-00 . - SENIOR HEALTH ECUCATION SPE
0 T VQTA Ci-2.072 . FLAT - 4383-00 - - SENIOR MENTAL HEALTH COUNSE
0 T VOXC . C1-1750 . FLAT - 3177.00 . - SENIOR MENTAL HEALTH WORKER
0 T VOTC . C5-2063 - 3573.00 - 4343.00 . . SENIOR PUBLIC HEALTH MICROS
Q T V9TE . C5-2012 . 3396.00 - 4128.00 - - SENIOR PUBLIC HEALTH NUTRIT
0 T V8VA . C5-1870 . 2946.00 - 3581.00 . - SENIOR RADIOLOGIC TECHNOLOG
0 T VSVD . C5-1942 . 3166.00 - 3849.00 . . SPEECH PATHOLOGIST
Q T VHVC - C5- 1572 . 2187.00 - 2659.00 . . SUBSTANCE ABUSE COUNSELOR
PE0879.1 CLASS E SALARY LISTING PAGE 15
CF05 CODE T
HEALTH SERVICES UNIT
CEO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 T VHV3 . C5-1572 . 2187.00 - 2659.00 . . SUBSTANCE ABUSE COUNSELOR -1
0 T V5WE . C5-1653 2372.00 - 2883.00 . . THERAPY ASSISTANT
0 T V8V0 . C5-1835 . 2845.00 - 3450.00 . . ULTRASOUND TECHNOLOGIST I
0 T V8TB . C5-1926 3116.00 - 3788.00 . . ULTRASOUND TECHNOLOGIST II
0 T V4WC . C5-1471 . 1977.00 - 2404.00 . . VECTOR CONTROL TECHNICIAN
43
•.r
PC0879.1 CLASS F SALARY LISTING PAGE 16
CF05 CODE V
INVESTIGATIVE UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 V SMWG . C5-1523 . 2083.00 - 2532.00 . . COLLECTION SERVICES AGENT I
O V SMVC . C5-1687 . 2454.00 - 2983.00 . . CCLLECTTON SERVICES AGENT Il
0 V SMNF . C5-1535 . 2108.00 - 2562.00 . . * FAMILY SUPPORT COLLECTIONS t
0 V SMVB . C5-1667 . 2405.00 - 2924.00 . . * FAMILY SUPPORT COLLECTIONS t
0 V SMTA . C5-1795 . 2734.00 - 3323.00 . . * FAMILY SUPPORT COLLECTIONS r
0 V S5WR . C5-1594 . 2236.00 - 2718.00 . . FIELD TAX COLLECTOR
0 V SMV1 C5-1682 . 2442.00 - 2968.00 . . MUNICIPAL COURT COLLECTION 1
0 V 2Y7A C5-1661 . 2391.00 - 2 906.00 . . PARALEGAL
0 V 6N75 C5-1309 . 1682.00 - 2044.00 . . PUBLIC DEFENDER INVESTIGATOF
0 V 6N7A C5-1440 . 1917.00 - 2330.00 . . PUBLIC DEFENDER INVESTIGATOI
0 V 6NNA C5-1928 . 3122.00 - 3795.00 . . PUBLIC DEFENDER INVESTIGAT01
0 V 6NVA C5-2061 . 3566.00 - 4335.00 . . PUBLIC DEFENDER INVESTIGATOI
0 V SMWH . C5- 1788 . 2715.00 - 3300.00 . . SENIOR COLLECTION SERVICES
0 V 6NVB . C5-1566 . 2174.00 - 2643.00 . . SENIOR PUBLIC DEFENDER INVE'
P70879. I CLASS C SALARY LISTING PAGE 17
CF05 100E W
LEGAL AND COURT CLERK UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 W JPVA . C5-1756 . 2629.00 - 3296.00 . . L EGAL CLERK
0 W JPWA . C5-1883 . 2985.00 - 3628.00 . . SUPERIOR COURT CLERK
PC0879. 1 CLASS & SALARY LISTING PAGE i8
CF05 CODE X
LIBRARY UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
0 X 3KWC . C5-1378 . 1802.00 — 2190.00 . . BOCKMENDER
0 X 3AHA . XB-1944 . 3021.00 — 3858.00 . . BRANCH LIBRARIAN
0 X 3AWA . XC-1804 . 2626.00 — 3354.00 . . LInRARTAN
0 X 3KVA . XC-1509 . 1953.00 — 2494.00 . . LI9P.APY ASSISTANT I
0 X 3KT3 . XC-1509 . 1953.00 — 2494.00 . . LIBRARY ASSISTANT I — PROJE(
0. X 3KTA . XC-1649 . 2249.00 — 2872.00 LIBRARY ASSISTANT II
0 X 3KSA . XC-1600 . 2142.00 — 2735.00 . . LIBRARY AUTOMATTION TRAININ(
0 X 3KT1 . XC-1615 . 2173.00 — 2775.00 . . L I9PARY COMMUNITY RESOURCE '
0 X 3AV3 . XC-1615 . 2173.00 — 2775.00 . . LIBRARY LITERACY SPECIALIST-
0 X 3AVA . XB-1944 . 3021.00 — 3858.00 . . LIBRARY SPECIALIST
0 X 3AHC . XC-2042 . 3332.D0 — 4255.00 . . SENIOR BRANCH LIBRARIAN
P--087Q.I CLASS E SALARY LISTTtV; PAGE I9
CF05 COOF Y
PROBATION UNIT
CFO
4-1; CLAS LEVEL SALARY RANGE CLASS TITLE
Q Y 7AWA . C5-1599 . 2247.00 - 2732.00 . . DEPUTY PROBATION OFFICER I
0 Y 7AVA . C5-1913 . 2783.00 - 3383.00 . . DEPUTY PROBATION OFFICER IT
n Y 7ATA . C5-1440 . 3160.00 - 3941.00 . . OFPLJTY PROBATION OFFICER II?
0 Y 7KWB . C5-1503 . 2042.00 - 2482.00 . . PROBATION COUNSELLOR I
p Y 7KVB . C5-1647 . 2358.00 - 2866.00 . . PROBATION COUNSELLOR II
p Y 7KTB . C5-1800 . 2747.00 - 3339.00 . . PROBATION COUNSELLOR III
.0 Y 703 . C5-1647 . 2358.00 - 2866.00 . . PROBATION COUNSELLOR II-PROJECT
Q Y 26S . f.5-19.88 . 3315.00 - 4030.00 . . PU4LIf. DEFENDER CLIENT SERV)
0 Y 26SB . C5-1406 . 1853.00 - 2252.00 . . v UFtLTC OEFENDER LIAISON AIDC
PC0879.1 CLASS C SALARY LISTING PAGE 20
CF-05 CODE 0
HEAD START UNIT
CFO
4-5 CLAS LEVEL SALARY RANGE CLASS TITLE
Q 0 98V1 C5-0917 1137.00 - 1382.00 CHILD NUTRITION FOOD SERVIC
O 0 9JV2 . C5-1528 . 2093.00 - 2545.00 . . COMMUNITY SERVICES ACCOUNT?
0 0 9KN8 . C5-1098 . 1362.00 - 1656.00 . . CCMMUNITY SERVICES BUILDING
0 0 g9S4 . C5-1179 . 1477.00 - 1795.00 . .. CCNMUNTTY SERVICES BUS DRI1
0 0 9JWI . C5-1246 . 1579.00 - 1420.00 . . COMMUNITY SERVICES OOMESTI(
0 3 ' 9JV3 . C5-1448 . 1933.00 - 2349.00 . . COMMUNITY SERVICES INTERMEI
0 0 9JW3 . C5-1246 . 1579.00 - 1920.00 . . COMMUNITY SERVICES JUNIOR t
`E Q 0 9JT1 . TJ-1371 . 2076.00 - 2861.00 . . COMMUNITY SERVICES SECRETAF
O 0 9JT3 . C5-1610 . 2272.00 - 2762.00 . . C CMMUNITY SERVICES SENIOR
O 0 9968 . C5-1787 . 2712.00 - 3296.00 . . HEAD START ,EOUCATION SPECII
0 0 9H75 . 7C5-1108 . 1376.00 - 1672.00 . . HEAD START FAMILY SERVICES
0 0 9984 C5-0944 . 1168.00 - 1419.00 . . HEAD START FOOD SERVICE AS'
0 0 9463 . C5-1246 . 1579.00 - 1920.00 . . HEAD START FOOD SERVICES W1
0 0 9HN3 . C5-1526 2084.00 - 2539.00 HEAD START HEAD TEACHER - 4
Q 0 9H78 . C5-1191 . 1495.00 - 1817.00 . . HEAL START HEALTH SERVICES
0 0 99S9 . C5-1416 . 1872.00 - 2275.00 . . HEAD START HEALTH SERVICES
.�` 0 O 9KS8 . C5-1915 . 3082.00 - 3746.00 . HEAD START MENTAL HEALTH St
O 0 9KS3 . C5-1774 . 2677.00 - 3254.00 . . HEAD START NUTRITIONIST -
0 0 9KS6 . C5-1530 2048.00 - 255C.00 HFAD START PARENT AND SOCIi
-> Q 0 99S6 . C5-1572 2187.00 - 2659.00 HEAD START PARENT INVOLVEMF
0 0 99S7 . C5-1107 1374.00 - 1671.00 HEAD START PROGRAM ASSI STAt
0 0 9KS9 . C5-1930 3129.00 - 3803.00 HEAD START SPEECH PATHOLOGI
Ci 0 0 9986 . C 5- 1246 1579.00 - 1920.00 . . HEAD START SUPPORT SERVICE`_
Q 0 9HR1 . C5-0891 1107.00 - 1346.00 . . HEAD START TEACHER I - PRO.
'Q 0 9HV1 . C5-1307 1676.00 - 2040.00 . . HEAD START TEACHER II - PRI
O 0 9LS1 . C5-1395 1833.00 - 2. 228.00 . STATE PRE-SCHOOL EDUCATION
ATTACHMENT N
Tentative Agreement
Wages & Health Plan Adjustments
The County and the members of the Labor Coalition agree to jointly recommend that the Board of
Supervisors consider and adopt the following settlement on wages and health plan adjustments for
the period October 1, 1993, to September 30, 1995.
1. WftRec
Effective July 1, 1994, increase salary by 10 levels (1.0045%).
Effective January 1, 1995, increase salary by 10 levels(1.0045%). Any net savings
achieved by the County from the rcplacement of the 1st Choice Health Plan by the
QuaMcd Health Pian for those digibk to a salary u= ase as pnovAcd berdn and which is
above the cost of the 20 kvd sabuy inctrase shall be addod to&c 1%salary increase
c active January 1, 1995.1be Caffocaia Nurses Association,IAFF Local 1230,and the
Union of American Phywciaas and Dentists ane cxkAod from these wage increases and
subvrafion calculations.The savings shall be computed on a per cap basis as follows:
a. The County's"original cost"shall be computed by adding together the gross subvention
for each represented employee in 1st Choice for the month of 10-01-93, the sum then
inmased by 14%.
b. The Couaty f "current cost" shall be computed by adding together the gross subven-
tions of each represented employee who transfened from 1st Choice to QualMed, for
the month 10-01-94.
c. The amount of money to be provided as additional monthly salary increases shall be the
"original cost" minus the"current cost" minus the monthly cost of the 20 level wage
increases.
2 Coverages Offered -
Effective February 1, 1994, the County will offer medical plans including Contra Costa
Health Plan(CCHP} Kaiser, QualMed, Delta Dental, and Safeguard Dental-
3. Health Plan Subvention
Effective 2/1/94:
CCHP =County share 98°.0
QualMed/Kaiser HI IO's = County Share 790/6
QualMed PPO = County share 77% to October 31, 1994.
Delta Dental = Increase annual maximum benefit per member from $1,000 to 51;200_
4. hailer Co aVs
Effective February 1, 1994:
Kaiser Office Visit = $3.00; Kaiser Drugs = $3.00
5. Future ualMed PPO Increases
Effective November 1, 1994, the County and Coalition members will equally share (50/50)
the amount of any premium increases.
6. Health ran Re\,iew Committee
The County proposal fora labor/management health plan re\ ew committee is accepted.
The Committee shall be comprised of five reps of the Coalition and up to five reps of
management and shall review changes in rates and benefits and if the committee decides it
is advisable to meet «rith a health plan provider, such contact shall be initiated by the
chairperson.
7. Wellness
The County proposal on Wellness presented 1/6/94 is accepted and is effective February 1,
1994.
S. Indemnification
The County will indemnify all unions in the Coalition in actions brought regarding
termination of the 1 st Choice Health Plan.
9. Runout
The County agrees to assume all runout costs associated with termination of the 1st Choice
Health Plan.
10. Open Enrollment
Open Enrollment on a one-time basis shall be January, 1994, through February, 1994, and
shall subsequently be in November of each year.
Dated: January 13, 1994
For the County: For the Coalitio
L _ jG^
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+ EXHIBITS
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(INFORMATION/REFERENCE ONLY)
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P
E_ Health Services Department
-�� Personnel Services
OFFICE OF THE DIRECTOR
-� Administrative Offices
"•%.eA' _, 597 Center Avenue,Suite 260
oq Martinez.California 94553-2658
(510)313-6600
COU
April 1, 1992
Henry Clarke
General Manager
CCCEA-Local 91
P.O. Box 222
Martinez, CA 94553
Dear Mr. Clarke:
This is to confirm that the Personnel Committee formed to review the
current classification structure of the Alcohol and Drug Programs, as
well as other merger related issues, is preparing their report and
reco=aendations to be presented to the Health Services Director. The
issue of lead workers which you raised during general negotiations
with the A/DA/MH unit is being addressed in the merger structure.
The County will meet and confer with Local #1 on resulting
classification recommendations at the appropriate time.
. Sincerely,
Lois Ellison,
Health Services Personnel Officer
'LE:SP: lp
,410 (12/90)
--S � Health Services Department .
Personnel Services
OFFICE OF THE DIRECTOR
-� Administrative offices
597 Center Avenue,Suite 260
Oq Martinez.Califomia 94553-2658
(510)313-6600
oosTA�cou� l!
April 1, 1992
Henry Clarke
General Manager
CCCEA-Local t1
P.O. BOX 222
Martinez, CA 94553
Dear Mr. Clarke:
On November 1, 1991 the GA (General Assistance) Alcohol Program was
geographically separated form the DUI Alcohol Program staff at Hilltop
in Richmond and moved to Martinez. Although other staff were oriented
to the urinalysis machine on a voluntary basis prior to November 1,
1991, only one Alcohol Rehab Worker in the GA Program is currently
-onducting urinalysis. DUI staff will not be required to perform
urinalysis testing at this time.
Sincerely,
Lois Ellison
Health ZServices Personnel Officer
tE:SP: Ip
A410 (72/901
S eHealth Services Department
Personnel Services
OFFICE OF THE DIRECTOR
Administrative offices
597 Center Avenue,Suite 260
Martinez,California 94553-2658
(510)313-6600
STS c3tSUc�
April 1 , 1992
Henry Clarke, Gen. Mgr.
CCC Employees Assn. Local #1
P.O. Box 222
Martinez, CA 94553
Dear Mr. Clarke:
This letter is to confirm the Health Services Department's
willingness to consider formation of a Professional Standards
Committee for the Pharmacists, pending receipt of your
suggestions as to how this can be accomplished including proposed
composition of the committee and proposed time and frequency for
meetings to be scheduled.
Sincerely,
Lois Ellison
Health Services Personnel Officer
,.LE•mk
A410 :(12190)
Contra Personnel Department
Costa
de - :�:
Costa ���/ Administration Bldg.
651 Pine Street
County Martinez, Calilomia 94553-1292
DA'L'E: March 10, 1992
TO: Department Heads
FROM: Harry D. Cisterman, Director of Personnel
SUBJECT: Employee Discipline
An issue has come up at the bargaining table concerning the
timeliness of disciplinary actions.
Frequently several months elapse between the date the event
occurred for which the employee is being disciplined and the
imposition of the discipline.
There is a great deal of stress associated with disciplinary
actions for both the employee, the employee's family and quite
frequently the employee's supervisor. Sound management practice
dictates that disciplinary action should not be delayed any
longer than absolutely necessary. By acting expeditiously, you
can significantly ease the burden of all those involved and also
maximize the productivity of the work unit.
Every effort should be made to process disciplinary 'actions
within 45 days of the violation of the agreement, rule, policy
or law that precipitated the action. Obviously, if the
situation requires a lengthy, complex investigation, delays may
be unavoidable.
HDC
cc: Phil Batchelor, County Administrator
Board of Supervisors
b(i c Defender
Court David C. Coleman,
Fe"$vONr.ior.Man.',
Court Street Costa H.Kenneth Dothee
:
coszs cou. Femily :,uyYviL Livision
ct Attorney 211aSOIIANDUM L. Douglas Pipe
YANCEY Director
Suzanne Condie DATE: March 5, 1992
C.C.C. Employees Association
L. Douglas Pipes
Senior Deputy District Attorney
:CTs Agreements on Unit Proposals
This will confirm that I have agreed on behalf of the District
Attorney of Contra Costa County to four of the proposals made in
the memorandum of September 6, 1991, by Henry L. Clarke:
1. Proposal #9 . I agree to distribute a memorandum to
collections staff which explicitly states that cases in Collection
Team "R" banks need be reviewed by collections staff only every 3
years for modification of the support order, and that until that
time the collections team have no, ongoing responsibilities for
these cases .
2. Proposal #12. 1 agree to notify collections staff whenever
possible of vacant positions that are to be filled by transferring
collection staff and to give collections staff an opportunity to
express interest in being reassigned to the vacant position. This
agreement applies to non-promotional filling of vacancies .
Promotional filling of vacant positions is governed by Personnel
rules and office memos already in place.
3. Proposal #16 . 1 agree to appoint a Family Support Division
building person as a safety officer for the Family Support Division
building and to advise staff that their concerns regarding staff
and working conditions safety should be directed to the safety
officer. ,
4 . Proposal 917 . I agree to delegate responsibility for
approving use of compensatory time to unit supervisors with the
understanding that supervisors will exercise this decision-making
power in a uniform and consistent manner.
LDP:ta
LDP1596
Ar
County Library Contra
1750 Oak Park Boulevard
Pleasant Hill,California 94523-4497 Costa
f
1415)646-6423
County
(415)646-6461
L
April 14, 1992
ni
Public Employees Union - Local #1
Attn: Henry Clarke, General Manager
P.O. Box 222 y
Martinez, CA 94553
Dear Mr Clarke:
This confirms the understanding reached in our recent meetings regarding the following issues
concerning classes represented by the Library Unit of Local One:
1. Job Classification Review: Library Administration is presently reviewing library job
classifications. Within 30 days of completion of the review the library will meet and confer with
the Union on the minimum qualifications and salary of new classes and on any proposed changes
in the minimum qualifications in current classes represented by the Union. If the County wishes
to add duties to classes represented by the Union, the Union shalt be notified and upon request
of the Union representative the County will consult with the Union over such duties.
2- Changing Pays Off: Library Administration agrees to authorize branch librarians to change two
employees schedules if both agree to the change. An example of this would be if two Library
Assistants were to want to trade their days off during a given week, the branch librarian(s) would
have authorization to make such change. An L.A. at one branch who was scheduled to be off
on Friday could trade schedules with an L.A. at another (or at the same) branch who was
scheduled to be off on Saturday. Library Administration will not agree to the provision of
substitutes for inter-branch switches.
3. Schedule Changes: Library Administration agrees to allow branch librarian to make changes
to an employee's schedule as long as, in the supervisor's opinion, the change does not adversely
affect public service, that is, as long as staff availability during open hours or programs is not
diminished by the change. Library Administration will not agree to the provision of substitutes
for these changes.
4. Religious Holidays: The library agrees to make every effort to accommodate vacation requests
on religious holidays.
5. Vacations: Library Administration agrees to meet with staff to discuss a substitute budget for
1992-93 that will include provision for overlapping vacations. Library Administration will meet
and confer on any nein vacation policy:
Henry Clarke
Page 2
April 14, 1992
6. LPAC: The library agrees to continue LPAC for the duration of the MOU. LPAC is to meet at
least quarterly or more often by mutual agreement of Union and management. Library
Administration will discuss any proposed changes in the frequency_ of LPAC meetings with
LPAC members before a decision is made.
7. Review of Staffing Levels: Library Administration is reviewing staffing levels and will keep
staff advised as to progress_
S. Saturday Work - Following Christmas (1992) and New Years Day (1993): Employees
working on the Saturday ollov:inb Chrism. as 1992 and on the Saturday following New Year's
Day (1993) will be compensated at one and one half (1-1/2) times the employee's base rate of
pay (not including shift and other differentials).
Sincerely,
L.
ANNE MARIE GOLD
('
County Librarian
C�\M0=Cr00
SUBJECT INDEX
Adjustment Board . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 94
Agency Shop . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Agriculture - Animal Control Unit . . . . . . . . . . . . . . . . . . . . 119
Anniversary Dates . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
Arbitration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119
Assignment of Classes to Units . . . . . . . . . . . . . . . . . . . . . . . 1 1
Attendance at Meetings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Attendant-LVN-Aide Unit . . . . . . . . . . . . . . . . . . . . . . . . . . . 123
Bi-Lingual Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 97
Building Trades Unit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 135
Call-Back Time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
Catastrophic Leave Bank . . . . . . . . . . . . . . . . . . . . . . . . . . . . 57
Child Development Unit . . . . . . . . . . . . . . . . . . . . . . . . . . .. . 172
Compensation Complaints . . . . . . . . . . . . . . . . . . . . . . . . . . 96
Compensation for Portion of Month . . . . . . . . . . . . . . . . . . . 20
Compensatory Time . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
Damage to Personal Property . . . . . . . . . . . . . . . . . . . . . . . 108
Days & Hours of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
Demotion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 89
Dental Coverage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 73
Deputy Public Defender Unit . . . . . . . . . . . . . . . . . . . . . . . . 135
Detention Facility Meals . . . . . . . . . . . . . . . . . . . . . . . . . . . 108
Disability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49
Disciplinary Action . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 89
Dismissal . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 89
Dues Deduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Duration of Agreement . . . . . . . . . . . . . . . . . . . . . . . . . . . . 116
Engineering Unit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 139
Fair Labor Standards Act (FLSA) Provisions . . . . . . . . . . . . . 117
Family Care Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65
Flexible Staffing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 103
Furlough Days Without Pay . . . . . . . . . . . . . . . . . . . . . . . . . . 64
General Services & Maintenance Unit . . . . . . . . . . . . . . . . . 140
Grievance Procedure . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . 93
Harassment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 109
Hazard Pay Differential for H.S. Employees . . . . . . . . . . . . . 1 1 1
Health Examination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 112
Health & Welfare, Life & Dental Care . . . . . . . . . . . . . . . . . . . 73
Holidays . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
Immediate Family (Leave of Absence) . . . . . . . . . . . . . . . . . . 66
Immediate Family (Sick Leave) . . . . . . . . . . . . . . . . . . . . . . . . 44
Investigators Unit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 158
JuryDuty . . . . . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . 71
Layoffs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Layoff During Probation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 78
Leave of Absence . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . 62
Legal & Court Clerks Unit . . . . . . . . . . . . . . . . . . . . . . . . . . 159
Length of Service Definition . . . . . . . . . . . . . . . . . . . . . . . . 109
Library Unit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 .60
Life Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ... . 73
Lunch Period . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ... 111
Maintenance of Membership . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Meal Expenses . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 107
Medical Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65
Medical Coverages . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 73
Merit Board . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . 97
Mileage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 102
Military Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64
No Discrimination/ADA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Open Exam . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 79
On-Call Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
Part-Time Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
PayEquity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Pay for Work in Higher Classification . . . . . . . . . . . . . . . . . . 24
Payment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Pay Warrant Errors . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 102
Performance Evaluation Procedure . . . . . . . . . . . . . . . . . . . . 99
Permanent Part-Time Benefits . . . . . . . . . . . . . . . . . . . . . . . 110
Permanent-Intermittent Benefits . . . . . . . . . . . . . . . . . . . . . 110
i
Personal Property Reimbursement . . . . . . . . . . . . . . . . . . . . 108
Personnel Files . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 104
Position Reclassification . . . . . . . . . . . . . . . . . . . .. . . . . . . 20
Pregnancy Disability Leave . . . . . . . . . . . . . . . . . . . . . . . . . . 68
Probation Unit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 166
Probationary Period . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 75
Promotion Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 79
Provisional Appointments . . . . . . . . . . . . . . . . . . . . . . . . . . 103
Provisional Employee Benefits . . . . . . . . . . . . . . . . . . . . . . . 1 1 1
Physical Examination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 112
Reassignment of Laid Off Employees . . . . . . . . . . . . . . . . . . 37
Reduction in Salary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 89
Rehabilitation Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 56
Regular Appointment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 77
Rejection During Probation . . . . . . . . . . . . . . . . . . . . . . . . . . 76
Resignations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 87
Rest Breaks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11.2
Retirement Contribution . . . . . . . . . . . . . . . . . . . . . . . . . . . . 98
Safety Shoes & Eyeglasses . . . . . . . . . . . . . . . . . . . . . . . . .� . : 98
Salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Scope of Adjustment Board & Arbitration Decisions . . . . . . . 95
Scope of Agreement & Separability of Provisions . . . . . . . . 116
Seniority Credits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 80
Service Awards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 107
Shift Differential . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Shop Stewards & Official Representatives . . . . . . . . . . . . . . . 13
Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
Skelly Requirements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 91
.Special Studies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 112
State Disability Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . 59
Strike/Work Stoppage . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 96
Suspension . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 89
Training Reimbursement . . . . . . . . . . . . . . . . . . . . . . . . . . . . 98
Transfer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 80
Unauthorized Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71
Unfair Labor Practice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 109
Union Recognition . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Union Representatives . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Use of County Buildings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Vacation Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41
VDT Users Eye Examination . . . . . . . . . . . . . . . . . . . . .. . . . . . 99
Withdrawal of Membership . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Witness Duty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 72
Workers' Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53
Workforce Reduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Date: -Z/,- qs-"
REQUEST TO SPEAK FORM
(Two [2] Minute Limit) Q�
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Name:_ / ,� (( p
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NAME OF ORGANIZATION
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r - _
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Date: r Z
REQUEST TO S'EAK Fopm
(Two [2] Minute Limit) ?/
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V NAME OF ORGANIZATION
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ish to speak on Agenda Item #
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Date:
EQUEST To SPEAK FoRm
(Two [21 Minute Limit)
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AME O ORGANIZATION
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❑ I wish to speak on Agenda Item # 1 • .
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