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HomeMy WebLinkAboutMINUTES - 03212000 - C.63 4�?'ll THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on March 21,2000 __ by the following vote: AYES: SUPERVISORS GIOIA, Ute, DESAIME7<2, CAMIAMIUA, MID GERBER R NOES: iii ABSENT: NONE ABSTAIN: NM SUBJECT: Adopt Letter of Understanding } With AFSCME Local 512 ) Resolution No. 2000/1_27 BE IT RESOLVED that the Board of Supervisors of Contra Costa County ADOPT the Letter of Understanding (copy attached and included as part of this document), jointly signed by Kathy Ito, Labor Relations Manager, and Jim Hicks, AFSCME Local 512 Business Agent, regarding economic terms and conditions for October 1, 1999 through September 30, 2002 for those classifications represented by that employee organization. I shy certify that this Is a true and correct copy of ar. "c ion taken and entered on the minutes of the l card of Supervisors on the date shown. ATTESTED: March 21, 2000 PHIL BATCH L©R,Clerk of the Board of Supervis s end County Administrator Py ,Deputy Orig. Dept.: Human Resources Department(Kathy Ito @ 5-1785) cc: Labor Relations Unit Personnel Services Unit Darlene Roth, Human Resources Dept. Auditor-Controller/Payroll Department Heads (via Human Resources) Jim Hicks, AFSCME Local 512 Centra Human Resources' Cos tc ' Department oUn Administration Bldg.ty ©srA`coiKY651 Pine Street,'Third Floor Martinez, California 94553-1292 (925) 335-1770 Leslie T. Knight Director of Human Resources March 17, 2000 Mr. Jim Hicks, Business Agent AFSCME Local 512 1000 Court Street Martinez, CA 94553 RE: ECONOMIC TERMS & CONDITIONS FOR AFSCME LOCAL 512 1999-20102 LETTER OF UNDERSTANDING Dear Mr. Hicks: This confirms agreement to submit this Letter of Understanding outlining negotiated wage agreements and other economic terms and conditions of employment beginning October 1, 1999 through September 30, 2002 for approval by the Board of Supervisors. This letter expresses wage and benefit changes and other terms and conditions of employment, agreed upon between Contra Costa County and AFSCME Local 512, which shall be implemented upon approval by the Board of Supervisors and expressed in a comprehensive Memorandum of Understanding (MOU) which is being prepared. The Tentative Agreements attached hereto are incorporated herein by reference. A comprehensive MOU will be finalized by the parties as soon as possible and submitted to the Board of Supervisors for further approval. Pending such further approval, the terms and conditions of employment of employees represented by AFSCME Local 512 are expressed in the last expired MOU, subject to the terms of this Letter of Understanding. COALITION AORE MENTS 1. Wage_increases: October 1, 1999: 5.0% increase October 1, 2000: 3.0% increase October 1, 2001: 4.0% increase 2. Lumn_Sum_-Payment. A five percent (5%) Lump Sum Pay will be calculated for all eligible earnings. This includes employee regular pay, overtime pay and specific other earnings computed as a percentage of base pay from October 1, 1999 through March 31, 2000. The October 1, 1999 increase will be paid retroactively in a lump sum payment to each employee for the period October 1, 1999 through March 31, 2000, without interest. The payment amount thus computed will be paid on the May 10, 2000 pay warrant as a "Lump Sum Paymentf5 and will be subject to normal tax withholding and retirement deduction requirements. 3. Catastrophic Leave Bank. Modify to allow employees to donate hours either to a specific eligible employee or to the bank. Employees who elect to donate to a specific individual shall have seventy-five percent (75%) of their donation credited to the individual and twenty-five percent (25%) credited to the Catastrophic Leave Bank. 4. Dis�. Amend section to add Psychologist to the list approved for examination of employees. 5. Health Care_Spending Account. Increase the amount of pre-tax dollars an employee may set aside from $2400 to $3000 per year for health care expenses not reimbursed by any other health benefits plan. 6. Probation Period. Increase minimum from six (6) to nine (9) months for original entrance appointments. 7. retirement Coveraae. Clarification of language regarding conversion of medical plan upon retirement. 2 8. Workers' Compensation. Reduce amount of continuing pay for all permanent employees from eighty-seven percent (87%) to eighty-six percent (86%) of regular monthly salary for all claims filed on or after January 1, 2000. Clarify continuing pay and waiting period language. Follow-up treatment visits are to be scheduled contiguous to either the beginning or end of the scheduled work day whenever possible. 9. Medical/Dental/Life Insurance Adjustments. From January 1, 2000 to September 30, 2002, the medical, dental and life insurance benefits for permanent employees regularly scheduled to work twenty (20) or more hours per week shall be those expressed in the Tentative Agreements between Contra Costa County and the members of the Labor Coalition dated October 1, 1999, a copy of which is attached hereto. 10. Health Plans. The County and the Health Care Oversight Committee, as a sub-committee of the County and the Labor Coalition, shall 1) seek and secure mutually agreeable options of health plans which provide improved "portability" for participants and 2) consider certain issues regarding CCHP and improvements in vision care coverage. 11. 6tiiin ual Pay. Increase differential to seventy dollars ($70.00) per month effective October 1, 1999; to seventy-five dollars ($75.00) per month effective October 1, 2000; and to eighty dollars ($80.00) per month effective October 1, 2001. 12. Ray for Work in Higher Classification. The rate of pay established for work in a higher classification shall commence on the 41st consecutive hour in the assignment. 13. Permanent-intermittent/Tem oar—ary Eml2lovee Medical. The County agrees to provide CCHP Plan A-2 to Permanent-Intermittent and Temporary Employees who meet the eligibility requirements. 14. Joint Labor/Manaaement Committee. Create a subcommittee to review the Memorandum of Understanding and recommend correction of inadvertent errors, deletion of obsolete language, etc. 15. Grievance Procedure. Step 4 — Adjustment Board may be waived by the written mutual agreement of the parties. 3 a�1--flF5 16. Ergonomics. No later than May 15, 2000, the County will submit for Coalition input revisions to Administrative Bulletin No. 426 dated April 17, 1990, and an Ergonomic Field Guide with a goal of finalization by June 30, 2000. 17. Personnel Files. The employee's union representative, with written authorization by the employee, shall have the right to inspect and review any official record(s) in an employee's personnel file in the Human Resources Department or in the employee's personnel file in their Department. 18. If Senate Bill No. 172, regarding inspection of personnel records by employees, is signed into law, the Director of Human Resources agrees to advise departments of the statutory requirements and the County's obligation to comply. 19. Domestic Partner. Add Domestic Partner to definition of Immediate Family in Sick Leave Section. UNIT TABLE AGREEMENTS 20. Effective October 1, 1999, the base pay of the Accredited Record Technician (VNTC $2941-$3574) classification shall be reallocated to $2927-$3738. 21. Effective October 1, 1999, the base pay of the Account Clerk Supervisor (JDHD $2881-$3680) classification shall be reallocated to $3074-$3926. 22. Effective October 1, 1999, the County agrees to incorporate the 8.5% CalWOR14S differential into the base pay of the classification of Eligibility Work Supervisor l.* Effective January 1, 2000, the County agrees to increase the base pay of the Eligibility Work Supervisor I classification by 1.28%. Excludes Eligibility Work Supervisor I's receiving the 10% differential for assignment to the Service Integration Team (SIT) Family Service Centers. 23. Effective October 1, 1999, the base pay of the classifications of General Assistance Hearing Representative (XHSA) and General Assistance Hearing Representative-Project (XHS1) shall be increased by 8.5%. Effective January 1, 2000, the County agrees to increase the base pay of the classifications of General Assistance Hearing Representative (XHSA) and General Assistance Hearing Representative-Project (XHS1) by 1.28%. 4 24. The County will conduct a classification study of classifications represented by AFSCME Local 512 in the Probation Supervisors Unit. Any increases due as a result of the study shall be retroactive to January 1, 2000. 25. Effective January 1, 2000, the base pay of the classification of Social Service Welfare Fraud Investigations Supervisor (XLHA) shall be increased by 4.86%. 26. Incumbents in the classifications of Engineering Technician-Entry (NSTH), Engineering Technician-Journey (NSTJ), and Engineering Technician- Senior (NSTK) in the Public Works Department shall receive an increase of seventy-seven (77) levels (8.0001010) in base salary retroactive to January 1, 1999 27. Effective October 1, 2000, the classifications of Junior Appraiser (DAWA) and Assistant Appraiser (DAVA) shall receive an equity adjustment of five percent (5%) in base pay. 28. Effective October 1, 1999, the base salary of the classification of Detention services Supervisor will be increased by five percent (5%). 29. Letter from the Human Resources Department confirming that effective October 1, 1999, the salary of the Family Support Payment Distribution Supervisor classification shall be reallocated to the salary of Account Clerk Supervisor classification. 30. Add "Property Appraisers Unit" to Section 1 — Union Recognition, Section 2.3 -- Maintenance of Membership, and Section 4.2 — Union Representatives. 31. Letter of Understanding between the Assessor's Office and Local 512 establishing provisions for a 9/80 plan. 32. Effective October 1, 1999, the salaries of classifications in the Property Appraisers Unit shall be increased by one (1) level in exchange for the elimination of the additional two cents ($.02) per mile above the Internal Revenue Service base rate mileage allowance previously paid to said employees. 33. Recovery of either overpayments or underpayments reduced from the two (2) year retroactive period to the six (6) month retroactive period immediately preceding discovery of the pay error. 5 34. Involuntary Reassignments revised to define geographic work areas for the purposes of this section as West County, Central County and East County. 35. Add Social Service Staff Development Specialist classification to Section 39.3 — Social Service Staff Specialist Unit. 36. Add Summit Center to facilities wherein Institutional Supervisor I's are eligible to receive a 7.5% differential when assigned as Building Supervisor, commencing with the first hours worked while substituting for the Institutional Supervisor II. 37. Remove obsolete language in Section 6 — Days and Hours of Work, regarding the establishment and review of the pilot 9180 program for Institutional Supervisor I employees. 38. Quarter and semester restriction removed from training reimbursement. 39. Effective January 1, 2000, employees in the classification of Detention Services Supervisor shall be eligible to receive call-back time in accordance with the provisions of Section 8 — Call-Back Time. 40. Reimbursement for professional development for incumbents in all classes in the Social Service Staff Specialist Unit, Income Maintenance Unit, Clerical Supervisory Unit, Probation Supervisors Unit, and Sheriffs Non- Sworn Management Unit increased to two hundred ($200) per year. Effective January 1, 2000 said employees shall be eligible for reimbursement of up to four hundred dollars ($400) for each two-year period. 41. Effective January 1, 2000, $45,000 Croup Term Life Insurance will be provided to incumbents in all classes in the Social Service Staff Specialist Unit, Income Maintenance Unit, Clerical Supervisory Unit, Probation Supervisors Unit, Property Appraisers Unit, and Sheriffs Non-Sworn Management Unit. 42. Effective January 1, 2000, the County's contribution to eligible employees who participate in the County's Deferred Compensation Plan will be increased from forty dollars ($40) to fifty dollars ($50) per month for incumbents in the Social Service Staff Specialist Unit, Income Maintenance Unit, Clerical Supervisory Unit, Probation Supervisors Unit, and Sheriffs Non-Sworn Management Unit. 6 43. On a quarterly basis beginning January 1, 2000, the County will provide to the Union an updated list of employee names and addresses. 44. The Employment & Human Services Department and the Union agree to establish a labor/management committee to discuss supervisory staffing responsibilities. 45. The Health Services Department and the Union agree to establish a labor/management committee to discuss supervisory staffing responsibilities. 46. Maximum total hours per year of release time for Union designated stewards or officers to attend Union-sponsored training increased from fifty (50) to seventy-five (75) hours per calendar year. 47. Delete Section 5.19 — Social Service Staff Specialist Unit — Equity Adjustment. 48. Delete Section 11.6 -- Further Study. 49. Delete Section 31.2 — Reopener. 50. Delete Section 48.1 — D.A. Family Support Clerical Supervisors. 51. Letter from Human Resources Department confirming Resolution of 2.5% Management Differential issue. 52. This agreement shall remain in full force and effect from October 1, 1999 to and including September 30, 2002. DATED: 3 1 V-7 { 0 G) CONTRA COSTA COUNTY AFSC,MEA= L 512 Kathy Ito, Labor Relations Manager Jim cks, usin s Agent Local 512 cc: Leslie Knight, Director of Human Resources Human Resources Division- Personnel Services Unit Department Heads Auditor/Payroll Attachments 7 LABOR COALITION — 1999 NEGOTIATIONS COUNTY SETTLEMENT PACKAGE PROPOSAL Presented: October 1, 1999 04:15 AM COALITION PROPOSALS 1. SALARY 10/1/99 -5% 10/1100 -3% 1011/01 -4% 2. LONGEVITY Drop 3. BENEFITS Attached Tentative Agreement 9. TEMP. LANGUAGE Attached Tentative Agreement 21. PIITEMP MEDICAL -Subvention Temp. - 50% PI —640 as full and final settlement of all temporary proposals -Plan Design CCHP Plan A-2 -Eligibility (Temps.) -3 continuous months c@ 50% average per month -Minimum of 40 hours per month -Maintain average 50% YTD from date of eligibility -Pre-pay. Effective first of month of eligibility (PIs) -3 continuous months @ 50% average per month -Maintain if in paid status --Pre-pay. Effective first of month of eligibility -Family: option to purchase at employee expense -Other Health Plans— Current MOU provisions1100% employee expense -Implementation -120 Days after all Coalition Employee Organizations sign their respective Letters of Understanding (first of following month) -60 Day Initial Open Enrollment -30 Day Subsequent Open Enrollment " 1, COUNTY PROPOSALS 2. ANNUALIZED HRLY Drop RATE 9. PROBATIONARY Increase minimum from 6 to 9 months for neer hires PERIOD Merit increases — Status Quo Use of Vacation —Status Quo (after 6 months) 11. WORKERS Attached Proposal —9/30199 COMPENSATION 14. DIRECT MAILING Drop TENTATIVE AGREEMENT Dated: 1 CONTRA COSTA Cj0PNTY LABOR C ALITION G'd M LABOR C©AU71ON - 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZA71ONS MANAGEMENT PROPOSAL NO, 3 Presented: 06/10/99 Revised: 08118199 Revised: 08126199 Revised: 08130199 CATASTROPHIC LEAVE BANK Program Design. fiffeGtiye ApFil 1, 4994, The County human Resources Department will beg' overate 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. Employees may donate hours either to a specific eligible employee or to the 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 period of 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. 6�? �l OR2ratlon. The plan will be administered under the direction of the Director of Human Resources. The Human Resources 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 aGGFuals to be awaFded. The committee shall determine the amount of accruals to be awarded for employees whose donations are non-specific. Consideration of all requests by the committee will be on an anonymous requester basis. 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 (6) hours total, have applied for a medical leave of absence and have medical verification of need. Donations are irrevocable unless the donation to the eligible em2lovee is denied. ate- Donations may be made in hourly blocks with a minimum bleeks donation of not loss than four (4) hours from balances In the vacation, holiday, floating holiday, compensatory time, or holiday compensatory time accounts. Employees who elect o donate to a specific individual shall have sevenjr-five percent t"15° ,1 of their donation credited to the individual and tweritwfive ryerce A(25%) credited to the Catastrophic Leave Bank. 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 forty (40) hour week will have hours prorated according to their status. Any recipient will be limited to a total of one thousand forty (1040) hours or its equivalent per catastrophic event; each donor will be limited to one hundred twenty (120) hours per calendar year. No element of this plan is grievabie. All appeals from either a donor or recipient will be resolved on a final basis by the Director of Human Resources. This GataStFGPhiG Leave SaAk pmqFam is adopted en a twelve month (42) pilot by a leyees. �wz 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 (6) months. The committee will be entitled to limit benefits in accordance with available-contributions and to choose from among eligible applicants on an anonymous basis those who will receive benefits ems, xee„ t for hours donated #oecific em --Igy_ In the even a donation is made to a specific employee and the committee determines the em toee does not meet the Catastro hic Leave bank criteria the donatin em to ee ma authorize the hours to be donated W the bank or returned to the donor's account. The donating em io ee will have fourteen 14 calendar days from notifiggtion tg submit his/her decision regarding the status of their donation or Ahe hours will be irrevocabl transferred to the Catastrophic Leave Bank. Any unused hours transferred to a recipient will be returned to the Catastrophic Leave Bank. Local One -r Section 15 Local 512—Section 15 Local 535 RBI= —Section 15 Local 535 Surpv—Section 15 Local 2700—Section 15 Appraisers—Section 15 CNA—Section 15 PDOCC—Section New WCE—Section 15 TENTATIVE AGREEMENT Dated: 0 lq 9 CONTRA COSTA COUNTY LABOR COALITION -YA A-222 r LABOR COALITION _ 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 4 Presented: 06/10/99 Revised: 07101/99 DISABILITY 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 employee's paid time, a physical, medical examination by a licensed physician and/or p- psychiatric examination by a licensed physician or psychologist. and receive a report of the findings on such examination. If the examining physician or psychologist 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. Local One — Section 14.5 Local 512 — Section 14.5 Local 535 R&F - Section 14.5 Local 535 Supv - Section 14.5 Local 2700 - Section 14.5 Appraisers - Section 14.5 CNA - Section 14.5 PDOCC - Section 9.5 WCE - Section 14.5 Pf 0 TENTATIVE AGREEMENT Dated: 91A CONTRA COSTA COUNTY LABOR COALITION Do �`� sl t % LABOR COALITION — 1999 NEGOTIA'110NS ALL EMPLOYEE ORGAN! TIONS M N GE ENT PR9MAL NO. Presented: 06!10/99 9`y�1�7 HEALTH CARE SPENDING ACCOUNT (LOCAL ONE, 512, 5358&F, 2700, APPRAISERS, CNA, MICE) The County will offer regular full-time and part-time (20/40 or greater) County employees the option to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a pre-determined amount of money from their paycheck not to exceed $2400 13000 per year, for health care expenses not reimbursed by any other health benefits plan with before tax dollars. HCSA dollars can be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance cannot be recovered by the employee. (535 SUPV, PDOCC) , 4 997, The County will offer regular full-time and part-time (20/40 or greater) County employees the option to participate in a Health Care Spending Account (HCSA) Program designed to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a pre-determined amount of money from their paycheck not to exceed $2460 ""` cal illi 11VOIL11 iiia C C:1:bCb 11ui reimbursed by any cther l*Mlth benefits plan with before tax dollars. HCSA dollars can be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance cannot be recovered by the employee. Local One—Section 19.10 Local 512 -- Section 20.9 Local 535 R&F —Section 18.9 Local 535 SUPV-- Section 19.9 Local 2700 —Section 20.9 Appraisers —Section 18.9 CNA— Section 18.8 PDOCC —Section 12.9 WCE --Section 18.8 TENTATIVE AGREEMENT Dated: R') CONTRA COSTA COUNTY LABOR COALITION 17 LABOR COALITION — 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATION MANAGEMENT PROPOSAL NO. 9 Presented: 06/10/99 Revised: 09/34/99 Revised: 10/14/99 Revised: 11109/99 PROBATIONARY PERIOD (ALL EMPLOYEE ORGANIZATIONS EXCEPT CNA and PDOCC) Duration. All appointments from officially promulgated employment lists for original entrance of and promotion shall be subject to a probationary period. For original entrance appointments, the probationary This period shall be from six nine (9) months to two (2) years duration. For promotional appointments, the probation period shall be from six (6) months to two (2) years duration, (P©OCC) SECTION 29 — PROBATIONARY PERIOD Effective with Board of Supervisors' approval of the MOU, upon initial appointment employees in classifications subject to this MOU (excluding Exempt Medical Staff Resident Physicians) shall serve a ei* (6) nine (9) month probationary period commencing on the date of appointment. The probationary period shall not include time served in temporary appointments or any period of continuous absence exceeding fifteen (15) calendar days. Employees will receive an evaluation during the probationary period. (LOCAL ONE) 29.2 Months. Listed below are those classes represented by the Union which have probation periods in excess of six (6) nine (9) months for original entrance appointments and six (6) months for promotional appointments: Agricultural Biologist Trainee - one (1) year Animal Control Officer- one (1) year Apprentice Mechanic - two (2) years Deputy Probation Officer 1 - one (1) year Deputy Public Defender- one (1) year Family Support Collections Officer- one (1) year Probation Counselor 1 - one (1) year Public Service Officer- one (1) year Security Guard - one (1) year Weights & Measures inspector Trainee - one (1) year (LOCAL #512) 24.2 Probation periods Over Six (6)/Nine (9) Months. Classes represented by the Union which have probation periods in excess of nine (9) months for original entrance appointments and six (6) months for promotional appointments: Appraiser Aide -- One (1) year .Junior Appraiser— One (1) year (LOCAL #535 RANK & FILE UNIT— Section 19.2) (LOCAL #535 SERVICE LINE SUPERVISORS UNIT-- Section 24.2) ass LNIth Probation Periods v i 9 Months. Listed below are those classes represented by the Union which have probation periods in 2 excess of eam (6) nine (9) months for original entrance appointments and six (6) months for promotional appointments: None. THE ABOVE MODIFICATIONS RE PROBATIONARY PERIODS OVER 6/9 MONTHS IS NOT APPLICABLE FOR WCE, LOCAL 2700 CNA OR PDOCC. (ALL EMPLOYEE ORGANIZATIONS— EXCLUDING CNA AND PDOCC) 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 (15) calendar days. For those employees appointed to permanent-intermittent positions with a six (6) nine (9) month probation period, probation will be considered completed upon serving ) fifteen hundred (9,500) hours after appointment except that in no instance will this period be less than six ) nine (9) calendar months from the beginning of probation. 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. Local One — Section 20 Local 512 — Section 21 Local 535 R&F — Section 19 Local 535 SLS — Section 20 Local 2700 — Section 21 PDOCC —Section 29 WCE — Section 19 TENTATIVE AGREEMENT Dated: 1 C_I ! t logi CONTRA COSTA COUNTY LABOR COALITION a LABOR COALITION — 1999 NEGOTIATIONS LLP ATION Presented: 06110/99 Revised: 09123199 RETIREMENT COVERAGE (ALL EMPLOYEE ORGANIZATIONS) 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 it membershi b either+continui o their monthl remium to th Coun b the deadlines established bythe County or converting to individual conversion memberships from the County plan th,rpuoh the medical plan carrier if available. 4 Gheiee, Wealth 1218A, f 4994. Local One - Section 13 Local 512 - Section 20 Local 5358&F - Section 18 Local 535 SUPV- Section 19 Local 2700 - Section 20 CNA - Section 18 PDOCC - Section 12 WCE- Section 18 TENTATIVE AGREEMENT Dated: `' COUNTY COALITION LABOR COAU71ON— 1999 NEGOTIA71ONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL,NQAI Presented` 06110/99 Revised: 09/23199 Revised: 09130/99 SAMPLE LANGUAGE WORKERS' COMPENSATION AND CONTINUING PAY Local One Workers' Compensation. A permanent non-safety employee shall continue to receive 8"0 the appropriate percent of regular monthly salary, for all accepted claims filed before January 1, 2000, during any period of compensable temporary disability absence not to exceed one year. For all accepted claims filed with the County on or after January 1, 2000, the percentage of pay for employees entitled to Workers' Compensation shall be decreased from ° to 87% to 86 '!0. AJI sayings generated YAII be used toward offsetting Ghargeable -4A If Workers' Compensation becomes taxable, the County agrees to restore the eu original benefit level (100% of monthly salary) and the parties shall meet and confer with respect to funding the increased cost. A. Waiting- tied. (Excludes Local 535 R&FISupv) 1. Employees YAo leave we* as a Fesult of an on the job ip4ufy vaeation araemals. This vAl be GensideFed as the last day beneffis. There is a three (3) calendar day waiting period before Workers' Compensation staft Dena fits commence. If the iniured worker loses any time on the day of injury, that day counts as day one (1) of the waiting period. if the injured worker does not lose time on the date of iniury. the waiting period will be the first three (3) calendar-days the employee does not work as a result of the iniuWThe 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. B. Continuing pay. A permanent employee shall receive 86% of regular mo_ nthly salary during any period of compensable temporary disability not to exceed one year. . "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 medicaAv permanent and stationary, the salary provided in by this Section shall terminate. The eFnp!Gyee shall Fetum to the 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 continuing pay is received. saIaFy payments aFe FAade. Employees shall be entitled to a The maximum peFied of one 1 year of continuingpay benefits for any one injury or illness_ shall be one yeaF fFeFA the date e tempei;aFy disability, C. Continuing pay begins at the same time that temporary Workers' Compensation benefits commence starts and continues until either the member is declared medically permanentfstationa- -4he tempeFaFy disability ends, or until one (1) year of continuing pay. whichever comes first provided the employee remains in an active employed status. Continuing pay _is automatically terminated on the date an employee is separated from County service by resignation, retirement, layoff. or the emolovee is no longer employed by the Courtty. In these Instances, emp(ovees will be paid Workers' Compensation benefits as_ prescribed by Workers' Compensation laws. All continuing pay und6F the WQFkeFS' will be cleared through the County Administrator's Office, Risk Management Division. (Excludes 535 R&F/Supv) 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. Said visits are to be scheduled contiguous to either the beginning or end of the scheduled work day whenever possible. This provision applies only to injuriesrilnesses that have been accepted by the County as work related. Local tine-Section 14.6 Local 512-Section 17 Local 535 R&F-Section 14.6 Local 535 Supv--Section 15.1 Local 2700—section 17 Appralsom - Section 44.6 CNA—Section 14.6 PDOCC—Section 8.6 WCE-Section 14.6 TENTATIVE AGREEMENT Dated: COUNTY COALITION LAPOR COAUInON -Y 1999 NEGOlIA71ONS ALL ORGANIZAMONS CPUNTY COUNTER TO COAUTION No. 3 LTN &Wr5LE6 & UFE CENTAL CARE r s Plan, Heafth Plan, and Sta f • 1 4994 the QualMed Wealth RaR YAII be added.During the tem of We i health, dental and Felated beneft GGAtalned in the jaAuaFyy 40(9 The Counly will continuo to offer existing Count Grou Benefit Pro rams of medical dental and life insurance coverage through December 31 1999 to all gn nent employees regula& scheduled to work toren 20 or more hours Mr week. Effective Janus 1 2000 the Counly will offer Group Benefit Pr rams for medical dental ang life insurance coverage to all permanent employees Mgulariy regularlyscheduled to work twee (20). hours or more per week as described in the September 30, 1999 agreement Attachment bgbMn the Counly and the-Labor Coalition. TENTATIVE AGREEMENT Dated: CONTRA COSTA UNTY LABOR COALITION rwao t LABOR COALITION—1999 NEGOTIATIONS EMPLOYEE ORGANIZABONS COUNTY C COALITION Presented: 09124199 Revised: 09130/99 TENTATIVE AGREEMENT MEDICALIDENTALAJFE INSURANCE ADJUSTMENTS COVERAGES OFFERED Effective January 1, 2000, the County will offer the following pians: Contra Costa Health Plans (CCHP) A & B, Kaiser, Health Net HMO, Health Net PPO, Delta and PMI Delta Care Dental. Effective January 1, 2000 the County will terminate their contracts with Foundation Health Systems PPO (FHSPPO) and Safeguard A& B Dental. HEALTH PLAN SUBVENTION Effective January 1, 2000, the County subvention for medical plans will be as follows: CCHP A 98% CCHP B 90% Kaiser 80% Health Net HMO 80% Health Net PPO 66.27% - The County and Coalition will equally share (50150) the amount of any premium increases DENTAL PLAN SUBVENTION Effective January 1, 2000, the County subvention for Dental pians will be as follows: Delta Dental/CCHP A 1B 98% PMI Delta Care/CCHP A1B 98% Delta Dental 78% PMI Delta Care 78% at 3 year rate guarantee Dental Only County pays all but .01 MEDICAL PLAN ENHANCEMENTS Effective January 1, 2000 benefits will be added to the medical plans as follows: 32 CCHP ,cupuncture No co-pay/10 visits per calendar year Outpatient Durable Medical Equipment No co-pay CCh—B Acupuncture $5 co-pay/10 visits per calendar year Chiropractic $5 co-pay/20 visits per calendar year Outpatient Durable Medical Equipment No y HEALTH NET HMC? Chiropractic $10 co-pay/20 visits per calendar year Outpatient durable Medical Equipment No co-pay KAISER Office, Emergency Room & Rx co-pays Increase co-pay from $3 to $5 Diabetic Testing Supplies No Co-pay Chiropractic $15 co-pay/20 visits per calendar year Outpatient Durable Medical Equipment No co-pay jELTA DENTAL PLAN ENHANCEMENTS Increase Annual Maximum from $1200 per member to: $1400 1/1/2000 $1500 1/1/2001 $1600 1/1/2002 DOMESTIC PARTNER Domestic Partner and dependents eligible to participate in health/dental coverage contingent upon meeting eligibility and enrollment requirements. LIFE INSURANCE Effective January 1, 2000 increase coverage from $3000 to $7500 for employees enrolled in either a health and/or dental plan. HEALTH CARE OVERSIGHTCOMM[TTEE he Committee shall continue in its current format. OPEN ENROLLMENT Open enrollment shall be held September 1 through October 15, 2000 and 2001 for overage effective January 1, 2001 and 2002 respectively. Open enrollment for coverage effective January 1, 2003 shall be dependent on the outcome of negotiations. PLAN MODIFICATIONS It is understood that the County shall not seek to discontinue or modify any health or dental plan currently provided. However, if a provider discontinues or modifies benefits pursuant to the provider's agreement with the County, the County shall immediately, upon knowledge of this potential, meet and confer regarding replacement or proposed modification to the contract with the provider. Replaces: Local One —Attachment N Local 512—Attachment B Local 535 R&F—Attachment D Local 535 Supv—Attachment C Local 2700—Attachment E CNA—Attachment C INCE—Attachment A `ENTATIVE AGREEMENT Dated: (0 1 1 I CONTRA C STA CO TY LABO OALITIO j l2r LABOR COALMON - 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO, 3G& E .� Presented: 071x$/99 Revised: 07116/99 Revised: 07/29199 3. Benefits Health Plans C. The County and the Health Care {)versight Committee, as a sub- comm` ee pf the County and the Labor Coalition. shall seek and secure mutually agreeable options of health Plans which provide improved " ►ortabilW for participants. E. The County and the Labor Coalition agree that the ioint laborlmanggement Health Care0vversight Committee shall consider the following issues. 1 improve the appointment scheduling for CCHP 2 Reduce the wait for oharmacv orders for CCHP 3. Emand the portability of CCHP 4. Improve vision care coverage The Committee shallport its findings to the County and the- Labgr Coalition by no la-ter than July 1-2000 following which upon request the parties will meet and confer hoarding potions LABOR COALITION -- 1999 NEGOTIA71ONS COU Ct' !Q MAL-111ON NO. Page 2 TENTATrVE AGREEMENT Dated: CONTRA COSTA COUNTY LABOR COALITION i"- ell, cl,'I'v A�4;A A ��, COW `7 LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO CQAU71ON N9, 13 Presented: 08/30199 Revised: 09125199 SJUNGUAL PAY A salary differential of deliaFs ($50.00) seventy dollars ($70.00) per month shall be paid incumbents of positions requiring bilingual proficiency as designated by the appointing authority and Director of Human Resources. Said differential shall be paid to eligible employees in paid status for any portion of a 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. Effective #,199€ October 1. 2000, the current program differential shall be increased to a total of seven five dollars ($75) per month. Effective !,-4907-October 1. 2001, r the differential shall be increased to a total of eW, ei h dollars 1$80) per month. Local One - Section 26 Local 512 - Section 27 Local 5358&F - Section 25 Local 535 SUPV- Section 26 Local 2700 - Section 27 CNA- Section 25 TENTATIVE AGREEMENT COUNTY COALITION LABOR COALITION — 1999 NEGOTIATIONS � ALL EMPLOYEE ORGANIZATIONS- COUNTY_ COUNTER TO COALITION NQ. j Presented: 09113199 SECTION 5 — SALARIES Section 5.14 = E!ay for Work--In-Higher/class1flollon. 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 MOU, commencing on the 7e 4j! consecutive hour in the assignment, under the following conditions: Local One-- Section 5.14 Local 512 •- Section 5.15 Local 535 R&1= - Section 5.15 Local 535 Supv- Section 5.15 t� ?�� ,� �Ld• Local 2700 - Section 5.15 t'+ Appraisers - Section 5.15 t" CNA - Section 5.17 PDOCC — N/A WCE •- Section 5.14 TENTATIVE AGREEMENT Dated: 2_ / • ` CONTRA COSTA COUNTY LABOR COALITION 7V T- At y t xjA -Pnz)cc LABOR COALITION-- 1999 NEGOTIA71ONS ALL BIVIPLC)YEE ORGAW TIONS 00UNTY CCOUN E C{ C3 3 Presented: 07108199 23. The County and the Coalition agree to establish a subcommittee comprised of up to nine (9) labor .and up to five (5) management employees to review the respective MOUS and to identify and recommend to the parties, corrections, clarifications, and revisions of all inadvertent errors and omissions of Coalition_ related language. The parties agree to take this proposal to the individual bargaining tables to discuss establishment of a subcommittee for their MOUS. ..___TENTATI\fE AGREEMENT Dated: CONTRA,COSTA COUNTY LABOR COALITION CG ,10 .., 2, ' LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO, 6 Presented: 09/30199 GRIEVANCE PROCEDURE (ALL EMPLOYEE ORGANIZATIONS) Stern 4 — Adjustment Board This step of the grievance procedure may be waived by the written mutual agreement of the parties. Local One — Section 25 Local 512 — Section 26 Local 535 R&F — Section 24 Local 535 SUPV-- Section 25 Local 2700 — Section 25 CNA— Section 24 PDOCC — Section 15 WCE — Section 24 TENTATIVE AGREEMENT Dated: CONTRA COSTA COrINTY LABOR COALIT N L-Ck' LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO.CQALIJION NO, 8 Presented: 09/23199 Revised: 09/23/99 Revised: 09130/99 ERGONOMICS No later than May 15, 2000, the County will submit for Coalition input revisions to Administrative Bulletin No. 426 dated April 17, 1990 and an Ergonomic Field Guide, with a goal of finalization by June 30, 2000. TENTATIVE AGREEMENT Gated: �� _� CONTRA COSTA COU TY LABOR COALITION —Zelr c"e-7 LABOR COALITION -- '1899 NEGOTIATIONSALL EMPLOYEE ORGANIMONS CQUNTY-.COUNIER IQ COALITION KQ. 14 Presented: 08130199 PERSONNF=. 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 by the County in the employee's personnel file in the Human Resources Department or in the employee's personnel file in their Department. The em toe 's union rel2resentative, with written authorization by the employee, shall also , have the right to inspect nd review any gfjfciai record described above. The contents of such records shall be made available to the employee and/or the employee's union represgritative, for inspection and review at reasonable intervals during the regular business hours of the County, TENTATIVE AGREEMENT Dated; _ t t t t 1 9 ,� CONTRA COSTA C ,IJNTY LABOR COAL i iON LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 14 If Senate Bill No. 172, regarding inspection of personnel records by employees, is signed into law by the Governor, the Director of Human Resources agrees to send a letter to Departments advising of the statutory requirements and the County's obligation to comply. TENTATIVE AGREEMENT Dated:. I I I I 1 -] 9 5 —— CONTRA COSTA COUNTY COALITION LABOR COALITION •- 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 3 Presented: 9/30199 SICK LEAVE (ALL EMPLOYEE ORGANIZATIONS) polis es 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, son-in-law, brother-in-law, sister-in-law, foster children, aunt, uncle, cousin, stepbrother, or stepsister, or domesticap rtner 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. Local One - Section 14.3 Local 512 - Section 14.3 Local 535 R&F - Section 14.3 Local 535 SUPV- Section 14.3 Local 2700 - Section 14.3 CNA- Section 14.3 PDOCC - Section 9.3 WCE -- Section 14.3 TENTATIVE AGREEMENT Dated: — it ]III -1 c1 CONTRA COSTA COUNTY LABOR COALITION COUNTER TO UNION PROPOSAL NO. 30 i AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 12123/99 The parties agree to the following: • Effective October 1, 1999, the base pay of the Accredited Record Technician (VNTC $2941-$3574) classification shall be reallocated to $2927-$3738. • Effective October 1, 1999, the base pay of the Account Clerk Supervisor (JDHD $2881-$3580) classification shall be reallocated to $3074-$3925. • Effective October 1 , 1999, the County agrees to incorporate the 8.5% Ca1WORKS differential into the base pay of the classification of Eligibility Work Supervisor l.* Effective January 1, 2000, the County agrees to increase the base pay of the Eligibility Work Supervisor I classification by 1.28%.* • Effective October 1, 1999, the base pay of the classifications of General Assistance Hearing Representative (XHSA) and General Assistance Hearing Representative-Project (XHS1) shall be increased by 8.5%. Effective January 1, 2000, the County agrees to increase the base pay of the classifications of General Assistance Hearing Representative (XHSA) and General Assistance Hearing Representative-Project (XHS1) by 1.28%. • The County will conduct a classification study of classifications represented by AFSCME Local 512 in the Probation Supervisors Unit. Any increases due as a result of the study shall be retroactive to January 1 , 2000. *Excludes Eligibility Work Supervisor I's receiving the 10% differential for assignment to the Service Integration Team (SIT) Family Service Centers. TENTATIVE AGREEMENT DATED: 11-7 Joh CONTRA COSTA COUNTY AFS LOC 12 _U _ COUNTER TO UNION PROPOSAL NO. 31 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented. 02116100 Revised: 03/14100 Incumbents in the classifications of Engineering Technician-Entry (NSTH), Engineering Technician-Journey (NSTJ), and Engineering Technician-Senior (NSTK) in the Public Works Department shall receive an increase of seventy- seven (77) levels (8.0001%) in base salary retroactive to January 1, 1999. TENTATIVE AGREEMENT DATED. co CONTRA COSTA COUNTY AF LOC 512 1117 ig& COUNTER TO UNION PROPOSAL NO. 34 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 10125/99 Effective October 1, 2000, the classifications of Junior Appraiser (DAWA) and Assistant Appraiser (DAVA) shall receive an equity adjustment of five percent (5%) in base pay. TENTATIVE AGREEMENT DATED. 1 I -7 10o CONTRA COSTA COUNTY A WLOAL 1 COUNTER TO UNION PROPOSAL NO. 23 ` AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 10/25199 Revised: 12/23/99 SECTION 50 - SHERIFFS NON-SWORN MANAGEMENT UNIT Effective October 1, 1999, the base salary of the classification of Detention Services Supervisor will be increased by of five percent (5%). TENTATIVE AGREEMENT DATED: ► C r�t� CONTRA COSTA COUNTY AF MEL CAL 12 Contra • Human Resoure ovt Costa Department ' r �U Administration Bldg. 651 Pine Strset�Third Floor Martinez,Caltfomia 94553-1292 (610)335-1770 Leslie T Knight October 1 , 1999 Director of Human aesauces Mr. Jim Hicks, Business Agent AFSCME, Local 512 1000 Court Street Martinez., CA 94509 Dear Mr. Hicks: This is to confirm that effective October 1 , 1999, the salary of the Family Support Payment Distribution Supervisor classification shall be reallocated to the salary of Account Clerk Supervisor classification. Sincerely, Leslie Knight Director of Human Resources 5121corres\FSPDS cc: Eileen Bitten, Assistant Director of Human Resources Kathy Ito, Labor Relations Manager Gayle Graham, director Family Support Services COUNTER.TO UNION PROPOSAL NO. 2 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented; 10104199 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 Supervisors' Resolution 81/1155. Engineering Technician Unit Income Maintenance Program Unit Clerical Supervisory Unit Social Service Staff Specialist Unit Probation Supervisor Unit Sheriff's Non-Sworn Management Unit Property 6=ralsers Unit TENTATIVE AGREEMENT DATED. - Z CONTRA COSTA COUNTY CME LOC 51 w � - 3 COUNTER TO UNION PROPOSAL NO. 3 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 10/04199 SECTION 2-- UNION SECURITY 2.3 Maintenance of Membership. All employees in the Income Maintenance Program Unit, Clerical Supervisory Unit, Social Service Staff Specialist Unit, Probation Supervisor Unit, Engineering Technician Unit, Property Appraisers Unit, and Sheriffs Non-Sworn Management Unit who are currently paying dues to the Union and all employees in that unit 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 represent the class to which the employee is assigned, unless the employee has exercised the option to cease paying dues in accordance with Section 2.5. TENTATIVE AGREEMENT DATED: CONTRA COSTA COUNTY AFS �—O L 51 COUNTER TO UNION PROPOSAL NO. 4 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 10/04/99 SECTION 4 - SHOP STEWARDS AND OFFICIAL REPRESENTATIVES 4.2 Union Representative, 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 Labor Relations Officer or other management representatives on matters within the scope of representation, provided that the number of such representatives shall not exceed two (2) without prior approval of the Labor Relations Officer, and that advance arrangements for the time away from the work station or assignment are made with the appropriate Department Head. Engineering Technician Unit - 2 Income Maintenance Program Unit - 2 Clerical Supervisory Unit - 2 Social Service Staff Specialist Unit - 2 Probation Supervisor Unit - 2 Sheriffs Non-Sworn Management Unit - 2 Propedy-Appraisers Unit - 2 TENTATIVE AGREEMENT DATED: / CONTRA COSTA COUNTY AFNIE LOC L 51 LETTER OF UNDERSTANDING - AFSCME, LOCAL 512 (PROPERTY APPRAISERS' UNIT) This Letter of Understanding, between the Property Appraisers' Unit of the Professional and Technical Employees, AFSCME, Local 512 and the Appointing Authority of the Assessor's Office, outlines the agreement reached between Local 512 and the Appointing Authority and shall be binding on the Assessor's Office and all employees in the classifications represented by the Property Appraisers' Unit of Local 512. DEFINITIONS: A. Normal Shift: An eight-hour work day from 8:00 a.m. to 5:00 p.m. with lunch from 12:00 to 1:00 p.m. B. Normal Schedule: A seven-day period in which the employee works five eight-hour days for a total of forty hours. C. 9/80 Schedule: A fourteen-day period in which an employee works eight nine-hour days and one eight-hour day for a total of eighty hours. D. Contract Period: The period covered by the Current Memorandum of Understanding between AFSCME, Local 512 (Property Appraisers' Unit) and Contra Costa County or interim extensions. Provisions of the 9/80 Plan and pertinent office policies are as follows: 1. DURATION The 9/80 Plan, as herein modified, is for the period covered by the Memorandum of Understanding. During that period, this plan may be modified by mutual agreement of AFSCME, Local 512 and the appointing authority. During or at the conclusion of the contract period, the Plan may be terminated for cause by either party or continued by mutual agreement. Two weeks advance notice of termination shall be given to affected employees. If, at a termination of the Plan during the contract period, there is any imbalance of hours between the normal schedule and 9/80 schedule, an adjustment will be made by awarding time off or working additional hours equal to the imbalance of hours. Additional hours will not be considered overtime. I 2. PARTICIPATION All employees in classifications represented by the Property Appraisers' Unit of Local 512 will be given the option of participating in the Plan or remaining on the normal schedule. Each appraiser will submit his/her annual election on a signed form on or before June 30, effective July 1 of each year. 3. SCHEDULE Annually, a schedule will be prepared by the Department. This schedule will be prepared on a fiscal year basis so that no compensatory time accrues. The schedule will recognize, as nearly as possible, provisions of Part 4 (WORK HOURS AND DAYS) and Part 5 (HOLIDAYS) of this Letter of Understanding. The schedule will be developed in four separate parts designated as Plans "A", "B", "C 51, and "D". All employees assigned to a crew must be on the same Plan. It is the responsibility of the Division Chief to assign personnel to Plans "A", "B", "C" and «D„ The attached schedules, Plan "A", "B", "C" and "D", are included as a part of this Letter of Understanding. 4. WORK HOURS AND DAYS On each Monday, Tuesday, Wednesday and Thursday, Plan "A" and Plan "B" 9/80 participants' work hours will be from 7:30 a.m. to 5.00 p.m. with lunch from 12:00 to 12:30 p.m. Participants will have every other Friday off. On those Fridays that they do work, participants will work a normal shift. On each Tuesday, Wednesday, Thursday and Friday, Plan "C" and Plan "D" 9/80 participants' work hours will be from 7:30 a.m. to 5:00 p.m. with lunch from 12:00 to 12:30 p.m. Participants will have every other Monday off. On those Mondays that they do work, participants will work a normal shift. Employees scheduled for training sessions, audit trips or in the office for annual complaint period: A. If the scheduled period is of five (5) full days duration or longer and one of those days is the employee's 9/80 day off, the employee will revert to the normal schedule for two (2) consecutive weeks. B. If the scheduled period is five (5) full days duration or less and all of those days are regular work days, the employee may choose to remain on his/her 9/80 schedule or revert to the normal schedule for two (2) consecutive weeks. 2 C. If the scheduled period is four (4) full days or less in duration and is scheduled during the employee's 9/80 day off, the employee will be allowed a half-day off(7.30 --- Noon) on the first day of the class, and a half day off (12.30 —5:00 p.m.) on the last day of the class. This splits the regularly scheduled day off (either Monday or Friday) into 2 half days. Any travel performed during the alternate half day-off or during the scheduled day off will not be considered work time, and any work performed during these periods will not be considered overtime. Or, an employee may choose to revert to the normal schedule for two (2) consecutive weeks. For this section, a full day of class is defined as one a.m. and one p.m. session, which may or may not occur on the same day. 5. HOLIDAYS If a holiday falls on a scheduled nine hour work day all 9/80 participants will be required to work nine hours on what would be their normal eight-hour Monday or Friday in the 9/80 schedule. Holidays falling on an employee's Friday off will be recognized on the following Monday. Holidays falling on an employee's Monday off will be recognized on the following 'Tuesday. 6. IMBALANCE OF HOURS Any imbalance of hours that results due to the employee working other than an assigned schedule shall be adjusted n later than the subsequent month in which the imbalance of hours occurs, by working additional hours or taking additional time off. Additional hours worked will not be considered overtime. The department will notify the employee when there is an imbalance of hours. It is the responsibility of the employee to arrange with his/her immediate supervisor to make up additional hours or take time off within the time period allowed by this section. Non compliance with this section will result in the following: A. If the employee does not work the required number of hours as scheduled and does not make up the deficiency by the end of the following month, his/her pay will be adjusted accordingly. 3 B. If the employee does not use the excess hours by the end of the following month, he/she will lose them. 7. SICK. LEAVE AND VACATION Time spent on sick and vacation leave will be charged on an hour-for-hour basis; i.e., if the employee takes leave on a scheduled nine-hour day, he/she will be charged nine hours leave time. The employee will not be allowed to take sick leave on a day he/she is not scheduled to work. 8. JURY DUTY 9/80 participants will receive no compensatory time credit for jury duty on a scheduled Monday or Friday off. 9. OVERTIME Overtime for 9/80 Plan employees shall be any authorized service exceeding their normal 9/80 schedule and shall be compensated accordingly to current and future yearly elections covering compensation at one and one-half times the employee's basic hourly salary rate or by accumulation of compensatory time at a rate of one and one-half hours for each hour of overtime worked. 10. TERMINATION/RESIGNATION If, during the contract period, a participant of the 9/80 Plan terminates from county employment for whatever reason, the Department will compute any imbalance of hours as of the termination date and notify the Auditor-Controller to: A. Pay the employee an amount representative of any hours worked during the contract period which are in excess of those total cumulative hours he/she would have worked on a regular schedule as of the termination date. B. Deduct from the employee's final pay an amount representative of any hours worked during the contract period which are less than those total cumulative hours he/she would have worked on a regular schedule as of the termination date. a K `9 Attest: For the Department Lori Koch Steve Dawkins For the Prol2el1y Appraisers'..UnitofAFSCME.. Local 512 Jim Hicks .r Richard Cabral John Jorgenson Bernice Peoples Date Approved. Gus S. Kramer, Assessor Date 5 TO UNION PROPOSAL NO.13 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 10/25/99 Revised: 12123199 SECTION ## = PROPERTY APPRAISERS UNIT SPECIAL ISSUES Mileage The mileage allowance for use of personal vehicles on County business shall be two cents ($.02) per mile above the Internal Revenue Service base rate. The base rate 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. Effective January 1 . 2000, in lieu of payment of the_aforementioned two cents ($.02) per mile, the salaries of classifications in the Pro edy Appraisers Unit shall be increased by one (1) level. Beginning January 1 . 2000,mileage allowance for use of personal vehicles on County business shall be paid according to the rates allowed by the Internal Revenue Service. TENTATIVE AGREEMENT DATED: 3 11-7 [C2 CONTRA COSTA COUNTY AF_WMETLL 51 i COUNTER TO UNION PROPOSAL. NO. 6 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 08/25/99 SECTION 5 — SALARIES 5.16 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. 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 two-(2) 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 Human Resources or designee, or the Auditor-Controller or designee. Recovery of fraudulently 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 3mployee. TENTATIVE AGREEMENT DATED: Y.L;�- �-/,7 CONTRA COSTA COUNTY AFSC L 512 r W 1/�+S...S✓ Com./ t 3 COUNTER TO UNION PROPOSAL No. 15 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 09/08/99 SECTION 39 - REASSIGNMENTS 39.2 Involuntary Reassignments. In the event an involuntary reassignment must be made, the Social Service Department will determine the building from which the employee will be reassigned, based on workload statistics. The least senior employee in that building in the appropriate classification will be transferred. If a vacancy occurs in the same class and in the same geographic area from which an employee was involuntarily reassigned, the Department shall offer the position to the employee who was involuntarily reassigned. if the employee declines the offer, he/she will not be considered for any future vacancies in that geographic area except as provided in Section 39.1 above. For the purposes of this Section, geographic areas shall be defined as: West County: 4306 MaGdenald AveRue, Riehmend Read,3055 Re6eaFGh 0.1. -1 3630 San Rable Dam El 89bFa;:Ae -end and Central County: 2590 AlhaFnbFa Ayenue, MartiRez '2A NA,.ir E> ,^e4 fiA.ss-�irr.s� A^ NAt,ir_C7ri++r1 NA.+r�irrss �hl'� t`'r+,.rf �'4rcah� NA.+rPirnn� 40 Douglas DFive, MaFtine ,fib V '; 'Y Qffiees in TENTATIVE AGREEMENT DATED: 5bot 6, M9 CONTRA COSTA COUNTY AFSCME LOCAL 512 i COUNTER TO UNION PROPOSAL NO. 16 AI=SCME LOCAL 512 1999 NEGOTIATIONS Presented: 09/08/99 Revised: 10/25199 Revised: 12/23/99 SECTION 39 - REASSIGNMENTS 39.3 Social Service Staff Specialists Unit. S.S. Program Analysts, S.S. Information Systems Analysts, and S.S. Sr. Information Systems Analysts and S.S. Staff Developmental Specialists (hereinafter referred to as Analysts) in this unit, shall have the opportunity to express their desire for reassignments to a position in the same classification at any time in accordance with Section 23.5. Analysts shall be notified of positions vacant and eligible to be filled via memo at their work site. The Department shall interview all interested Analysts in that classification who have responded to the vacancy notification. Selection of Analysts for reassignment to vacant positions will be reviewed with consideration given to various factors including but not limited to: experience or demonstrated skill appropriate to the position sought, any previous involuntary reassignments; seniority within the classification, operational and programmatic needs of the Department; location of the work assignment relative to the Analyst's place of residence. The Department Head or designated representative shall make the sole determination as to reassignment of personnel. In the event of an involuntary reassignment, the number of times an Analyst has been involuntarily reassigned shall be considered so as to prevent any Analyst from being involuntarily reassigned more than once in any twelve (12) month period. Analysts involuntarily reassigned will be given priority consideration to return to the assignment and location from which they were reassigned should that vacancy occur and it is determined that the position is to be refilled. �G TENTATIVE AGREEMENT DATED: t t oc, CONTRA COSTA COUNTY SCME L AL 512 l x COUNTER TO UNION PROPOSAL NO. SA AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 10/25/99 Revised: 12/23/99 SECTION 5 - SALARIES 5.16 Building Supervisor Differential. Institutional Supervisor I's in Juvenile Hall and Summit Center will receive a seven and one half percent (7.5%) differential premium pay when assigned as Building Supervisor, commencing with the first hour worked while substituting for the Institutional Supervisor ll. The , 1997. TENTATIVE AGREEMENT DATED: 1 �7 I CO- CONTRA COSTA COUNTY IOC 512 v►* � im ell�s 3 1zP/-4e!) 61Y COUNTER TO UNION PROPOSAL NO. 8A AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 10125/99 SECTION 6 - DAYS AND HOURS OF WORT{ 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. 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, and 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), it will meet and confer with the Union prior to implementing said new shift. The Probation Department agrees to establish continue a p#et 9/80 work schedule program for those Institutional Supervisor I employees who work the graveyard shift at Juvenile Hall with the following conditions: A. The 9/80 program does not negatively impact the operations of the Juvenile Hall graveyard shift; B. The 9/80 program will not result in additional staff costs; ;43 9 d/-fid D. The 9/80 work schedule will be optional to the assigned Institutional Supervisor I employee. TENTATIVE AGREEMENT DATED: oc CONTRA COSTA COUNTY gd E LO L '12 w E COUNTER TO UNION PROPOSAL NO. 171 19, 22 & 39 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 19/25/99 Revised: 12/23199 SECTION 29 - REIMBURSEMENT 29.1 Training Reimbursement. The County Administrative Bulletin on Training shall govern reimbursement for training and shall limit reimbursement for career development training to exceed six hundred fifty dollars ($650) per fiscal year, except as otherwise provided in the supplemental sections of this MOU. EffeGtlye july 1, 4996-, Reimbursement under the above limits for the costs of books for career development training shall be allowable. TENTATIVE AGREEMENT DATED: CONTRA COSTA COUNTY AFSCME L4ALL1 7/ COUNTER TO UNION PROPOSAL NO. 20 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 12123/99 SECTION 50 — SHERIFF'S NON-SWORN MANAGEMENT UNIT 50.3 Incorporation into MOU. The County agrees to extend the terms of the MOU to include the Sheriff's Non-Sworn Management Unit except for Sections 7 (Overtime and Compensatory Time), 8 (Call-Back Time) and 9 (On-Call Duty). However, effective January 1, 2000, employees in the classification of [detention Services Supervisor shall be eligible to receive Call-Back Time in accordance with the provisions of Section 8 — Call-Back Time. TENTATIVE AGREEMENT DATED. 3 11 (00 CONTRA COSTA COUNTY ;FSCMEZLCA?L12 101 1 COUNTER TO (INION PROPOSAL NO. 26 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 10/25/99 Revised: 12/23/99 SECTION 53 - SPECIAL BENEFITS Incumbents in all classes in the Social Service Staff Specialist Unit, Income Maintenance Unit, Clerical Supervisory Unit, Probation Supervisors Unit and Sheriffs Non-Sworn Management Unit are eligible to receive the following benefits: D. Professional Development. Reimbursement will be provided for up to two hundred dollars ($200) per fiscal year for memberships in professional organizations, subscriptions to professional publications, attendance fees at job-related professional development activities, job-related books, electronic calendars and organizers, and soft and hardware from a standardized County approved list or with Department Head approval, provided each employee complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors. Beginning January 1, 2000, employees shall be eligible for reimbursement of up to four hundred dollars ($400) for each two year period. Authorization for individual professional development reimbursement requests shall be made by the Department Head. Reimbursement will occur through the regular demand process with demands being accompanied by proof of payment (copy of invoice or canceled check). ,tet-cam; TENTATIVE AGREEMENT DATED: t C7 CONTRA COSTA COUNTY Mli CAL 592 S r 1 COUNTER TO UNION PROPOSAL NO. 2519 AFSCNtE LOCAL 512 1999 NEGOTIATIONS Presented: 10/25/99 Revised: 12/23/59 SECTION 53 - SPECIAL BENEFITS Incumbents in all classes in the Social Service Staff Specialist Unit, Income Maintenance Unit, Clerical Supervisory Unit, Probation Supervisors Unit and Sheriff's Non-Sworn Management Unit are eligible to receive the following benefits: A. Life Insurance. $36,000 Effective January 1, 2000, $45,000 Croup Term Life Insurance will be provided. , Unit, . Premiums for this insurance will be paid by the County with conditions of eligibility to be reviewed annually. Provisions of this Section do not apply to the Engineering Technician Unit. Effective January 1, 2000, incumbents in all classes in the Property Appraisers Unit shall be eligible for $45,000 Group Term Life Insurance. TENTATIVE AGREEMENT DATED: t ~7 1 oc CONTRA COSTA COUNTY A8GIGIE LOC L 512 LII,W/-3 COUNTER TO UNION PROPOSAL NO. 29 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 12/23/99 SECTION 53 — SPECIAL BENEFITS G. Deferred Compensation Incentive. Effective May 1 , 1992, the County's contribution to eligible employees who participate in the County's deferred Compensation Plan will be forty dollars ($40) per month. Effective January 1, 2000, the County's contribution to eligible employees who participate in the County's Deferred Compensation Plan will be fifty dollars ($50) per month. To be eligible for this incentive supplement, eligible employees must first contribute a Base Contribution Amount to the Deferred Compensation Plan as follows: Monthly Base Current Contribution Amt. Monthly Qualifying Base for Maintaining Salary Contribution Amt. Program Eligibility $2,500 & below $250 $50 2501 - 3334 500 50 3335 - 4167 750 50 4168 - 5000 1000 50 5001 - 5834 1500 100 5835 - 6667 2000 100 6668 & above 2250 100 Employees who meet these Base Contribution Amounts must contribute at least fifty dollars ($50) or one hundred dollars ($100) per month to remain eligible for the forty dollars ($40) County supplement. Effective January 1, 2000, the County supplement will be increased to fifty dollars ($50) per month. Employees who discontinue contributions or who contribute less than the required amount per month for a period of one (1) month or more will no longer be eligible for the forty dollar ($40) County supplement. Effective January 1, 2000, the County supplement will be increased to fifty dollars ($50) per month. To reestablish eligibility, employees must again make a Base Contribution Amount as set forth above based on current monthly salary. Employees with a break in Deferred Compensation Contributions because of an approved medical leave, shall not be required to reestablish eligibility. Z5 s Employees with a break in deferred compensation contributions because of either an approved medical leave or approved financial hardship withdrawal shall not be required to reestablish eligibility. Further, employees who lose eligibility due to budgetary constraints but maintain contributions at the required level and later return to an eligible position shall not be required to re-establish eligibility. Eligible employees who participated in the Deferred Compensation Flan prior to May 1, 1992 but were not eligible to receive the County contribution will be given credit towards the qualifying base amount for contributions made after January 1 , 1992. TENTATIVE AGREEMENT DATED: 1 �`l C)C) CONTRA COSTA COUNTY CME LqCA512 . r COUNTER TO UNION PROPOSAL NO. 43 APSCME LOCAL 512 1999 NEGOTIATIONS Presented: 10/25/99 NEW SECTION Name & Address Changes. On a quarterly basis beginning January 1, 2000, the County will provide to the Union an updated list of employee names and addresses. TENTATIVE AGREEMENT DATED: 3 ) 1-7 100 CONTRA COSTA COUNTY AF LOC 512 COUNTER TO UNION PROPOSAL NO. 45 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 12/23/99 The Employment and Human Services Department and the Union agree to establish a labor/management committee to discuss supervisory staffing responsibilities. The Health Services Department and the Union agree to establish a labor/management committee to discuss supervisory staffing responsibilities. TENTATIVE AGREEMENT DATED: 2L:� CONTRA COSTA COUNTY �AFSCME LO AL 512 COUNTER TO UNION PROPOSAL NO. 47 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 12/23/99 SECTION 4 -- SHOP STEWARDS AND OFFICIAL REPRESENTATIVES 4.3 Release Time for Training. The County shall provide the Union a maximum of fifty 60) seventy-five (75) total hours per year of release time for Union designated stewards or officers to attend Union-sponsored training programs. TENTATIVE AGREEMENT DATED: 3 1 t -7 (ou CONTRA COSTA COUNTY A1F8G E LO AL 512 Lz ryi,t j r COUNTER TO UNION PROPOSAL NO. 7 `� At=SCME LOCAL 592 1999 NEGOTIATIONS Presented: 08/25/99 SECTION 5 — SALARIES 6.40 SoGial SeFViGe Staff SpeGialist Unit - Equity Ad-lustment. liffecAiye t 9 line,thiFty five (35) levels to G3-2110 WhiGh Will Feestablish paFity With the Se TENTATIVE AGREEMENT DATED: 7 1p S'/ �F 7 CONTRA COSTA COUNTY AFSQM CAL 512 r t � -- 1 COUNTER TO UNION PROPOSAL NO. 10 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 08/25/99 SECTION 11 - SENIORITY, WORKFORCE REDUCTION LAYOFF & REASSIGNMENT TENTATIVE AGREEMENT CONTRA COSTA COUNTY AFSC CAL 51 45;y :3 re-0 COUNTER TO UNION PROPOSAL NO. 12 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 08/25/99 SECTION 31- SAFETY AND SAFETY EQUIPMENT REIMBURSEMENT TENTATIVE AGREEMENT SATED: I / CONTRA COSTA COUNTY AFS OCAL 512 COUNTER TO UNION PROPOSAL NO. 18 AFSCME LOCAL 512 1999 NEGOTIATIONS Presented: 08/25/99 SECTION 48 - CLASSIFICATION STUDIES r Union by june 30, 4092. TENTATIVE AGREEMENT DATED: I I CONTRA COSTA COLNTY :AFSC-:M­EL511 2 D a Human Resources��' Costa � Department ;4a Administration Bldg. �flS>. `''�` 651 Pine Street,Third Floor CountyMartinez, California 94553-1292 (925) 335-1770 Leslie T. Knight March 17, 2000 Director of Human Resources Mr. Jim Hicks, Business Agent AFSCME Local 512 1000 Court Street Martinez, CA 94553 Re: Linda Belton Management Differential Dear Mr. Hicks: This confirms agreement that in full and final resolution of this issue, and on a non-precedent setting basis, Ms. Linda Belton (Employee No. 16382) shall receive the 2.5% Management Differential retroactive beginning July 1, 1993 when she became eligible for the differential through September 30, 1995. As you know, Ms. Belton has been receiving Management Differential since October 1, 1995. Sincerely, ' e Kathy Ito Labor Relations Manager Concur: Hicks, Bu mess Agent AFSCME Local 512 LABOR COALITION - 1999 NEGOTIATIONS MANAGEMENT PROPOSAL SECTION 54 — SCOPE OF AGREEMENT & SEPARABILITY OF PROVISIONS 54.4 Duration of Agreement. This Agreement shall continue in full force and effect from October 1, 4 095 1995, to and including September 30, 4 099 2002. 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 termination date, of its intention to amend, modify or terminate the agreement. Local One - Section 54.4 CNA - Section 57.4 PDOCC - Section 33.4 WCE - Section 46.4 Local 535 R&F - New Section 54.4 Local 535 SUP - New Section 54.4 Local 512 - Section 55 Local 2700 - Section 56 TENTATIVE AGREEMENT Dated. CONTRA COSTA CO TY LABOR COALITION