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T THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on April 4, 2000 by the following vote: AYES: SUPERVISORS GIOIA, UILKEMA, DESAULNIER, CANCIAMIUA, AND GERBER NOES: NONE ABSENT: NONE ABSTAIN: NONE SUBJECT: Adopt Letter of Understanding ) With Physicians' & Dentists' ) Resolution No. 20001160 Organization of Contra Costa ) 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 Dr. Stephen Daniels, President, Physicians' & Dentists' Organization of Contra Costa, regarding economic terms and conditions for January 1, 1999 through September 30, 2002 for those classifications represented by that employee organization. 1 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 date shown. ATTESTED: _ April 4, 2000 PHIL BATCHELOR,clerk of the Board of Supervi rs and County Administrator A�, By ,Deputy Orig. Dept.: Human Resources Department(Kathy Ito @ 5-1785) cc: Labor Relations Unit Personnel Services Unit Darlene Roth, Human Resources Auditor-Controller/Payroll Dr. William Walker, Health Services Director Lee Ann Adams, Health Services Personnel Director Dr. Stephen Daniels, PDOCC RES01 TION NO. 2000/160 Cr1C Cost. °F Human Resources � Department ��' Administration Bldg. County �s;A` ;�-��` 651 fine Street,Third Floor Martinez, California 94553-1292 (925) 335-1770 Leslie T.Knight Director of Human Resources March 29, 2000 Dr. Stephen Daniels, President Physicians' & Dentists' Organization of Contra Costa P. O. Box 1503 Martinez, CA 94553 RE; ECONOMIC TERMS & CONDITIONS FOR PHYSICIANS' & DENTISTS' ORGANIZATION OF CONTRA COSTA 1999-2002 LETTER OF UNDERSTANDING Dear Dr. Daniels: This confirms agreement to submit this Letter of Understanding outlining negotiated wage agreements and other economic terms and conditions of employment beginning January 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 Physicians' & Dentists' Organization of Contra Costa, 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 Physicians' & dentists' Organization of Contra Costa are expressed in the last expired MOU, subject to the terms of this Letter of Understanding. COALITION AGREEMENTS 1. Wage Increases: October 1, 1999: 5.0% increase October 1, 2000: 3.0% increase October 1, 2001: 4.0% increase 2. Lum12 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. A. 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. B. The payment amount thus computed will be paid on the May 10, 2000 pay warrant as a "Lump Sum Payment" and will be subject to normal tax withholding and retirement deduction requirements. 3. Ca ast ochic 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. DisaWft. Amend section to add Psychologist to the list approved for examination of employees. 5. Health ar Spending Accent. 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. 8. Probatimary rlod. Increase minimum from six (6) to nine (9) months for original entrance appointments as detailed in Section 29, Probationary Period. 7. Retirement C ver ae. Clarification of language regarding conversion of medical plan upon retirement. 8. Wpickers" Com en a Ion. 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 .2_ be scheduled contiguous to either the beginning or end of the scheduled work day whenever possible. 9. Medical/Dental/Life insurance Ad Justments. 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 Plan. 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. Pormanent!.Intermittenttlempgrary Eml2lo, e`yC_.a Medical. The County agrees to provide CCHP Plan A-2 to Permanent-Intermittent and Temporary Employees who meet the eligibility requirements. 12. Joint LabodManagement Committee. Create a subcommittee to review the Memorandum of Understanding and recommend correction of inadvertent errors, deletion of obsolete language, etc. 13. Grievance p, rocedure. Step 4 — Adjustment Board may be waived by the written mutual agreement of the parties. 14. 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. 15. 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 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. 16. Domestic Partner. Add Domestic Partner to definition of Immediate Family in Sick Leave Section. -3- -e' PDOCC PROPOSAL AGREEMENTS 17. Duration of Agree ement. This agreement shall remain in full force and effect from January 1, 1999 to and including September 30, 2002. 18. Physicians and Dentists as Employees or Contractors Agreement defines specialties where physicians and dentists will be hired as employees and not as contractors. 19. St"Peke, A. Effective January 1, 2000, the stipend for the President of the Medical Staff will be increased to $750 per month. B. Effective January 1, 2000, the stipend for Ambulatory Family Medicine, Anesthesia, Dental (excluding Chief of Dental Services), Diagnostic Imaging, Emergency Medicine, Internal Medicine, Geriatrics, Obstetrics and Gynecology, Pathology, Pediatrics, Psychiatry, Regional DFM Division Head, Chief Surgery Registrar, Rehabilitation and Surgery stipend will be increased to $550 per month. C. Effective January 1, 2000, The Ambulatory Policy Committee Chair, Chief Orthopedics Registrar and Chief Oncology Registrar will receive a stipend of$350 per month. D. Effective January 1, 2000, the stipend for Chairpersons of the Medical Staff committees will be increased to $550 per month. E. Effective January 1, 2000, the stipend for Division Heads, the Assistant Residency Director, the Assistant Surgical Chief and other comparable assignments will be increased to $275 per month. F. Effective January 1, 2000, eligible physicians and dentists will receive a monthly stipend in the amount of $75 to $350 per month based on continuous employment and position hours. 20. Release Time for Training Effective January 1, 2000, the County shall provide a maximum of fifty (50) hours per calendar year of release time for union-designated representatives to attend labor related training programs. 21. Education Reimbursement Effective January 1, 2000, the maximum amount for education reimbursement will be increased to six hundred dollars ($600) per calendar year. -4- 5;-' c?z� 22. D and HourA orf York. Language modified to allow physicians and dentists certain administrative and staff development time, depending on assignments, years of service, and position hours. 23. Evenina and Weekend Assionments, A physician assigned to work in the Emergency Department will be compensated as set forth in Section 6.6 -- Emergency Room Pay. 24. eve Ina and Weekes Assignments. A physician with inpatient responsibilities assigned to the Department of Pediatrics will be paid at the hourly equivalent of his/her base pay. A physician with inpatient responsibilities assigned to the Department of OB-CYN shall be paid as described in Section 6.3 — Regular OB Coverage for Holidays, Evenings, and Weekends. 25. Regular OB Coverage for Holidays, Even Ina and Weekends. Effective October 1, 1999, physicians assigned to in-house OB-GYN call will be paid at the straight time hourly rate, plus a ten dollar ($10) per hour differential, for the actual hours assigned in-house on call between 5:00 P.M. and 6:30 A.M. and all hours on weekends and holidays and the per month payment shall be void. 26. Definitions- Definitions shall be expanded to include Registrar. 27. Work Restructuring, Delete section. 26. Addi#longi tuty Pay. Effective November 1, 1999, employees in the classification of Resident Physician I will receive Additional Duty Pay when assigned additional duties. Dated: 2 `1 �z 7 00 CONTRA COSTA COUNTY PDOCC Kathy Ito, Lab r Rela ions Manager Prl"Stepii4n Daniels, President LR:unions\#1 iou.doc cc: Leslie Knight, Director of Human Resources Dr.William Walker, Health Services Director Lee Ann Adams, Health Services Personnel Officer Auditor/Payroll - 5- LABOR COALITION — 1999 NEGOTIATIONS COUNTY SETTLEMENT PACKAGE PROPOSAL Presented: October 1, 1999 04:15 AM COALITION PROPOSALS 1. SALARY 1011199 -5% 1011100-3% 10/1/01 -4% 2. LONGEVITY Drop 3. BENEFITS Attached Tentative Agreement 9. TEMP. LANGUAGE Attached Tentative Agreement 21. PUTEMP MEDICAL -Subvention Temp. - 50% PI —64% as full and final settlement of all temporary proposals -Pian Design CCHP Plan A-2 -Eligibility (Temps.) -3 continuous months @ 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 provisions/100% 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 COUNTY PROPOSALS 2. ANNUALIZE® HRLY Crop 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 —9/330/99 COMPENSATION 14. DIRECT MAILING Drop TENTATIVE AGREEMENT Dated: t 0) CONTRA COSTA CqJNTY LABOR C ALITION j� COALITION LABOR COALITION r 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 3 Presented: 06110199 Revised: 08118/99 Revised: 08126199 Revised: 08130/99 CATASTROPHIC LEAVE BANK Program Design. , The County Human Resources Department will begin operation of operate 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. t3r,.2mtlon. 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 aGefuals to be awa 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 (8) 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 employee is denied. and [donations may be made in hourly blocks with a minimum blsake donation of not less than four (4) hours from balances in the vacation, holiday, floating holiday, compensatory time, or holiday compensatory time accounts. Emolovees who elect to d naf to a nd' ' ual shall ve sev -five rcen ° f their donation ted to the individual and twenty-fto pgMgjA (25°,+0)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 grievable. All appeals from either a donor or recipient will be resolved on a final basis by the director of Human Resources. This GatastmphiG Leave 8ankPFG9F8FA is adopted eR a twelvementh (12) p by lY • 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 e, xcept for hours donated to a specific employee. In the event a_donation is made to a specific employee and the committee determines the employee does not meet the Catastrophic Leave Bank criteria, the donating employee may authorize the hour to be donated to the bank or returned to the donor's account. The donating employee will have fourteen (14)-calendar days from notification to submit his/her decision regarding the status of their donation, or the hours will be irrevocably transferred to the Catastrophic Leave Bank. Any unused hours transferred to a recipient will be returned to the Catastrophic Leave Bank. Local One -- Section 15 Local 512-Section 15 Local 535 R&I~ - Section 16 Loral 535 Supv- Section 16 Local 2700 -Section 16 Appralsers -Section 16 CNA-Section 15 PDOCC --Section New WCE-Section 16 TENTATIVE AGREEMENT Dated: y/A 19� CONTRA COSTA COUNTY LABOR COALITION ov 1 ��I� LABOR COALITION — 1999 NEGOTIATIONS L EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO, 4 Presented: 06/10/99 Revised: 07/01/99 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 a 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 TENTATIVE AGREEMENT Gated. 7 CONTRA COSTA COUNTY LABOR COALITION LABOR COALITION -- 1998 NEGOTIATIONS ALL EMPLOYEE Q.RGANIZATIONS MANAGEMENT PagPO O Presented: 06110199 HEALTH CAFE SPENDING ACCOUNT (LOCAL ONE, 512, 53SR,&P, 2780, APPRAISERS, CNA, WCE) The County will offer regular full-time and part-time (20140 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 $2499 QQQ0 per year, for health care expenses not reimbursed by any other health benefits pian 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. (635 SUPV, PDOCC) , The County will offer regular full-time and part-time (20140 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 0 $3Ov per year, fief i iealii l U-0-re ex-piimcz, iivi reimbursed by any other health benefits plan with before tax dollars. HCSA dollars 419 Y�f f 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—Section18.9 CNA--Section 18.8 PDOCC—Section12.9 MICE—Section 18.8 TENTATIVE AGREEMENT Dated: Li CONTRA COSTA COUNTY LABOR COALITION SCC �r LABOR COALITION -- 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PRQPOSAL NO,-9 Presented: 08/10199 Revised: 09130/99 Revised: 10114/99 Revised: 11/09/99 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 period shall be from sem- 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. (PDOCC) 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 six 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. 1 (LOCAL ONE) 20.2 Classes With Probationary Period Over Six (6)/Nine (9 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 I - 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) 21.2 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 & RILE UNIT— Section 19.2) (LOCAL #535 SERVICE LINE SUPERVISORS UNIT— Section 20.2) Classes With Probation Periods Over Six (6)/Nine (9) Months. listed below are those classes represented by the Union which have probation periods in 2 excess of s ) nine (9) months for original entrance appointments and six se5 (6) months for promotional appointments: None. THE ABOVE MODIFICATIONS RE PROBATIONARY PERIODS OVER 619 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. 20.4rester a. 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 nine (9) month probation period, probation will be considered completed upon serving ) fifteen hundred (1,500) hours after appointment except that in no instance will this period be less than sem) 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 s TENTATIVE AGREEMENT Dated: { l CONTRA COSTA COUNTY LABOR COALITION a LABOR COALITION F- 1999 NEGOTIATIONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT PROPOSAL NO. 10 Presented: OW10199 Revised: 09123/99 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 Pians or if on authorized leave of absence without pay they have retained their membership by either continuing to nay their monthly premium to the County by the deadlines established by the County or converting to individual conversion memberships from the County plan through the medical plan carrier, if available. LABOR COALITION— '1999 NEGO17AInONS ALL EMPLOYEE ORGANIZATIONS MANAGEMENT OS L. O 1 Presented: 061'10199 Revised. 09123199 Revised: 09130199 SAMPLE LANGUAGE WORKERS' COMPENSATION AND CONTINUING PAY Local One Workers' Compensation. A permanent non-safety employee shall continue to receive 880 the appropriate percent of regular monthly salary, for all accepted clams filed before Janus 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, 4097 2000, the percentage of pay for employees entitled to Workers' Compensation shall be decreased from-8l� *4e 87% to 86%. All savings generated be used- toward offsetting GhaFgeab! . If Workers` Compensation becomes taxable, the County agrees to restore the ewFeRt original benefit level (100% of monthly salary) and the parties shall meet and confer with respect to funding the increased cost. A. Waitingj2e6ed, (Excludes Local 835 R&F/Supe) �1-8_G_swuals. This vAI be rensideFed as the last day benefits: 2: There is a three (3) calendar day waiting period before Workers' Compensation sta#s be_ nefits commence. If the iniured worker loses any time on the day of iniury. that day counts as day one (j)-of-the waiting period. if the iniured worker does not lose time on the date of injury, the waiting period will be the first three (3) calendar days the employee does not work as a result of the iniu!y a 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'/0 of regular monthly salary during any period of compensable temporary disability not to exceed one year. 1 4092 LetteF of AgFeerAent between the . "Compensable temporary disability absence" for the purpose of this Section, is any absence due to work connected disability which qualifies for temporary i LA OR COAUTION--1999 NEG071A-nONS ALL, ORGANIZAMNS UNTY COUNTER TO COALITION No. 3 HEALTH &WE6F6M UFE J DENTAL CARE and the mediral insu an annfra Gount., Health Plan, to all peFmanent week. WfeGWe F--ebFuaFy 4. 4004 the QualMed Wealth Plan vAl be adde } in effert. The Coun!y will continue to offerexis#in Couniy�Grouo.Benefit Programs of medical dental and life insurance coverage through December 31 1999 to all vermanent employees regularly scheduled to work twenty 20or more hours per week. Effective January 1, 2000, the County will offer Group Benefit Programs for medical dental and life insurance coverage to all permanent employees regularly scheduled to work twenty (20hours or moreer week as described in the Se tember 3C} 1999 a reement (Attachment 1 between the County and the labor Coalition. -;-71 TENTATIVE AGREEMENT Crated: )0 /L4-- I 't)- 4-) CENTRA COSTA UNITY LABOR COALITION, r J?/ LABOR COALITION-•1999 NEGOTIATIONS ALL EMPLMEEDROANIZATIQNS COUNTY CONTER TO COALITION Presented: 09124199 Devised: 09130199 TENTATIVE AGREEMENT MEDICALIDENTAL JFE INSURANCE ADJUSTMENTS Ct VER6GES OFFERED Effective January 1, 2000, the County will offer the following plans: 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. },�,g6UH PLAN SQMffiNTlON Effective January 1, 2000, the County subvention for medical plans will be as follows: CCHP A 9810 CCHP B 90% miser 80% Health Net HMO 80% Health Net PPO 88.27% - The County and Coalition will equally share (50/50) 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/B 98% PMI Delta Care/CCHP AIB 98% Delta Dental 78% PMI Delta Care 78% at 3 year rate guarantee Dental Only County pays all but .01 MEDICAL PLAN EN ANCEMENTS Effective January 1, 2000 benefits will be added to the medical plans as follows: Increase Annuat ma)amum Twrri -o izvv �mE f,,eat,x.u, iv. $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. LFE INSt1RANCE Effective January 1, 2000 increase coverage from $3000 to $7500 for employees enrolled in either a health and/or dental plan. QP9N ENRQL MENT Open enrollment shall be held September 1 through October 15, 2000 and 2001 for coverage effective January 1, 2001 and 2002 respectively. Open enrollment for coverage effective January 1, 2003 shall be dependent on the outcome of negotiations. CLAN MODIFIQTiONS 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 WCE --Attachment A `ENTATIVE AGREEMENT Dated: I I I q 1 CONTRA C STA CO TY LABO OALITIO LABOR COAL 17ION—'1999 NEGOTIATIONS COUNTY CC3LlNTER TO C0 tj,jj0, 39&E Pmented: 07108/99 Revised: 071' 6NO Revised: 87129/99 3, Benefits Heath Plans C. The Counly and the Health Cara-Oversight Committee as a sub- comm' ee of the Cou& and the Labor Coalftion shall seek and secure mutually agreeable options of health plans which provide improved "nortabily for participants. E. The County and the Labor Coalition agree that the ioint aborlmana ement Health Care Oversight Committee shall consider the following issues: 1. _ Improve the appointment scheduling for CCHP 2. Redugg the wait for pharma2t orders for CCHP 3. Expand the portabil"fty of CCHP 4. Improve vision care cove=e The Committee shall report its findings to the County and the Labor Coalition by no later than July 1. 2000 fallowing which, upon re ua est. he artier `i# ee d nfer regard-Ioptions LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO CO t O O Page 2 TENTATIVE AGREEMENT Dated: 1 CONTRA COSTA COUNTY LABOR COALITION L r` LABOR COALITION— 11999 NEGOTIA11ONS ALL. EMPLOYEE QRCANIZA ONS—COUNTY-COUNTER TO !QQ j 0 JRQJ3 Presented: 071.D8199 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 MCOUs 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 indivi l,7 LABOR COALITION -- 1999 NEGOTIATIONS COUNTY COUNj9R TD COALITION NO, 6 Presented. 09130199 GRIEVANCE PROCEDURE (ALL EMPLOYEE ORGANIZATIONS) Step 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 Focal 2700 — Section 26 CNA— Section 24 PDOCC — Section 15 WCE -- Section 24 TENTATIVE AGREEMENT Dated: 11 / 99 CONTRA COSTA CO NTY LABOR COAL.IT N ,-- if LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER IQ COALITION Presented: 09/23199 Revised: 09/23199 Revised: 09130199 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 ,lune 30, 2404. TENTATIVE AGREEMENT Dated: 1. 1 11 111 T9 _ CONTRA COSTA COU TY LABOR COALITION t LABOR COALITION -- 1999 NEGOTIATIONS ALL EMPLOYEE OROANIZATIONIS COUMCOUNMEMCOALITIONNO- 14 Y Presented: 08130199 EERSC3NNEL 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 erngloyee's union. representative, with written authorization by. the employee, shall also have the ric jht to inspect and review any official record s described above. The contents of such records shall be made available to the employee and/or the employee's union representative, for inspection and review at reasonable intervals during the regular business hours of the County. TENTATIVE AGREEMENT Dated; 11 /11 1 'n CONTRA COSTA C LINTY LABOR CO= ZL LABOR COALITION — 1999 NEGOTIATIONS COUNTY COUNTER TO COALITION NO. 14 If Senate gill 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. 1.1 li 1 CONTRA COSTA COUNTY COALITION 1/W LABOR COALITION - 1999 NEGOTIATIONS _ COUNTY COUNTER TO COALITION NO. 3 Presented: 9130/99 SICK LEAVE (ALL EMPLOYEE ORGANIZATIONS) 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, son-in-law, brother-in-law, sister-in-law, foster children, aunt, uncle, cousin, stepbrother, of 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 CONTRA COSTA COUNTY LABOR COALITION `l LABOR COALITION — 1999 NEGOTIATIONS MANAGEMENI PROP SAL SECTION54 — SCOPE OF AGREEMENT 8c SEPARABILITY OF PR0VISIONS 54.4 Duration of Agreement. This Agreement shall continue in full force and effect from October 1, 4996 1999, to and including September 30, 4QW 2042. 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 SUI' - New Section 54.4 Local 512 - Section 55 Local 2740 - Section 56 TENTATIVE AGREEMENT Dated: 1 �U✓ ? CONTRA COSTA CO TY LABOR COALITION i Z> 1 PDOCC 1999 NEGOTIATIONS COUNTY COUNTER PROPOSAL P-1 Dated: 11-30-99 Revised: 1-25-00 Revised: 2-18-00 Revised: 2-18-00 Revised 2-23-00 Section (Newel Physicians and Dentists As_Employees or Contractors A. Erniftmes or Contractors. Effective upon adoption of the Memorandum of Understanding by the Board of Supervisors, the County agrees to hire new physicians and dentists who are or will be regularly scheduled to work eaeFe than 20 or more hours each week, as employees in positions assigned to the PDOCC Bargaining Unit, and not as contractors, in the following specialties: 1. General Intemal Medicine 2. General Pediatrics 3. Emergency Medicine 4. Family Practice 5. General Pathology 6. Oral Surgery 7. General Dentistry 8. General Practice 9. Medical and Surgical Registrars B. Psychiatrists. No less than sixty percent (60%) of the psychiatric service hours provided annually by the County will be provided by employee psychiatrists, assigned to positions in the PDOCC Bargaining Unit. Within sixty e/--eo (60) days of a request from PDOCC, but no more than once a year, the Health Services Department shall provide an alphabetical list of all psychiatrists working for the Department with their number of weekly scheduled work hours, and the total number of weekly scheduled work hours (excluding vacation and sick leave), for both employed and contracted psychiatrists, at the time of PDOCC's request. C. CCHP Community Provider Network Physicians. Notwithstanding subsections A. and B. above, the County may continue to contract for physician services needed by the Contra Costa Health Plan. Date: 2j 2,>A30 CONTRA COSTA COUNTY PDOCC PDOCC 1999 NEGOTIATIONS COUNTY COUNTER PROPOSAL P-2 (A-D) P-10, C-2 Date. 11-30-99 Revised 1-10-00 Revised 2-18-00 Revised 2-23-00 SECTION 5.14 - Stipends 5.14 Stipgnds. Effective January 1. _2000. Exempt Medical Staff Members are eligible for the following additional compensation. An employee may be eligible for and receive stipends in more than one category. OR GQAti . Neither periods of voluntary separation nor periods of involuntary separation exceeding two years, will be bridged. A. The President of the Medical Staff will receive $ $750 per month. S. The Department Heads for Ambulatory Family Medicine, Anesthesia, Dental (excluding the classification Chief of dental Service), Diagnostic Imaging, Emergency Medicine, Internal Medicine, Geriatrics, Obstetrics and Gynecology, Pathology, Pediatrics, Psychiatry, Regional DFM Division Head. Chie Surges Registray, Rehabilitation and Surgery, and other comparable assignments deemed appropriate by the appointing authority or designee will receive per month. C. The Residenry DireGWF and the Dire-n-ter. of Quality The Ambulatory Policy Committee Chair, Chief Orthopedics Registrar and Chief Oncology Registrar will receive $350 per month. D. The Chairpersons of the Medical Staff committees charged with considerable responsibility, such as Credentials, Medical . ... .. ......... Quality Assurance, Utilization Review, and other comparable assignments deemed appropriate by the appointing authority or designee will receive per month. E. The Division Heads (e.g. Nursery, AmbulateFy Mediri , and Out Patient Psychiatry, and Detention), the Assistant Residency Director, , the Assistant Surgical Chief, and other comparable assignments deemed appropriate by the appointing authority or designee will receive per month. F—. A r-eqistFaF stipend of$47-5 will be awarded as . the system %.AAW be elioible fqF half of the total stopend after eligible fn-r- t-hA- :fi-Jl stipend after- Gempleting a sixth yea a Fegi . 2: A Fegist ed to a position of 20 to 31 hGuFs in t system �19 feF enequarteF of the full stipend stipend afteF six yeaFs. An.. stipend of $75 P9F FAGnth Wall be awaFded tq S-44. , 4G-. . System, and to P , I I I Ist.6--and Dentists based OR GO Mearsof amnlnumanf ar. m nzsr_rAaRent empley-ee as felinirr 1 . stipend.will be eligible feF one-half of the full stipend AeF thFee The full stipend be than isamc-i as the full Fegist � P9F week Gf will not be -eligible f49F the ambulateFy FeGG@AItiGR stipend-. A monthly stipend will be awarded to physicians and dentists based uDon continuous years of emplovment as a permanent employee as follows: Years of Completed Service Position Hours Less Than 3—5 Years 6--8 Years 9 Years or 3 Years More 32 or More 4 4 20 -31 Q Employees assigned to a pos'tion of less than 20 hours per week are not eligible for this stipend. The above stipends will become effective on the first of the month following the employee's appointment unless the appointment is effective on the first of the month, in which case the stipend will commence immediately. Date: 2=oa CONTRA COSTA COUNTY JFDOCC ez t P/11D PDOCC 1999 NEGOTIATIONS COUNTY COUNTER PROPOSAL P- 8 Date: 11-30-99 Sedl n 2.6 Release Time for Training. Effective January 1. 2000. the oun shall provide a maximum of fifty (50.) hours poL calendar year of release time for union-designated re r� esenattend labor related training Requests for release time shall be provided in writing to the Department and the Human.Resou=s Department in wdting at least fifteen (15) days in adyance o the time requested The Department will reasonably consider each request and notify the affected employ_ ee whether such re i iest is approved within one 111 week of receipt Date: Z1 CONTRA COSTA COUNTY PDOCC PDOCC 1998 NEGOTIATIONS COUNTY COUNTER P- 9 Date: 11-30~99 SECTION 17 • EDUCATION REIMBURSEMENT Permanent full time employees in classifications subject to this MOU will be eligible for $500 each calendar year to be applied to reimbursement for continuing education courses and associated tests, medical books and journals, medical/dental on-line computer services (e: : atef4-Med), computer hardware and software, from a standardized-County- approved list or with appointing authority approval, provided each employee complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors. Unused reimbursement entitlements may be carried over to the next calendar year, but the maximum reimbursement available in any calendar year may not exceed twice the annual entitlement. bequests for reimbursement must be submitted within ninety (90) days of the date the expense was incurred. Permanent part-time Medi--al 1 PQQQC Unit members assigned to positions of at least twenty (20) hours per week shall be entitled to educational reimbursement on a prorated basis, _Effective January 1, 200(1. the amount will be increased to six hundreddollars 600) Per calm ar year CONTRA COSTA COUNTY PDOCC PDOCC 1999 NEGOTIATIONS COUNTY COUNTER PROPOSAL P-11-B-C Date: 11-30-1999 Revised: 12-17-99 Revised 1-18-00 Revised 2-23-00 SECTION 6 - DAYS AND HOURS OF WORK 6.1 Days and Hours of Work. The normal work week for employees, except Residents, shall consist of five eight-hour days or a total of forty hours, 12.01 a.m. Sunday to 12:010 midnight Saturday, however, where operational requirements require deviations from the usual pattern of five eight-hour days per work week, an employee may be scheduled to meet these requirements. With the exception of Emergency Room assignments there shall be no split shifts without the employee's consent. The appointing authority or designee shall prepare written schedules in advance to encompass the complete operational cycle contemplated. The employee's preferences as well as Departments operational requirements will be considered in preparing the schedule. The normal work week for residents shall be determined by the Residency Program A. Administrative Time. The basic physician and dental dentis schedule, excluding Registrars and physicians assigned dmarily to the_Emergency_Department, for a 40 hour position will consist of 36 hours of direct patient care, and 4 hours of administrative time. This administrative time shall be prorated for all employees working in a 20 hour or greater position according to the following schedule. The nature of the administrative time shall be decided by the appropriate Department Head. Administrative time shall be in blocks of four hours. Posl i n Hours per Wee Admin. Hours per Week 36 -40 4 28 - 35 3 20 - 27 2 Twenty percent (20%) of the administrative time per ten week cycle will be "at risk" to fill in for unscheduled absences and/or for any absences for short notice clinics, small clinics with two or fewer providers, the detention facilities, or at the discretion of the Department Head, to other clinics as necessary to allow for maximum latitude in approving leave requests. In addition, all Registrars with appropriate medical skills, the Department Head and Division Heads of the Department of Family Medicine, and the Residency Director, shall be "at risk" for six four-hour blocks of time per calendar year to fill in for absences as described in this paragraph. Registrar eligibility and scheduling shall be coordinated between the head of the appropriate department and the head of the Department of Family Medicine. The decision of the appointing authority or designee regarding eligibility and scheduling of "at risk" blocks shall be final. Sixteen consecutive hours per week on call time (paid 1:4) may be scheduled instead of 4 hours of"direct patient care" with the employee's approval. �. Administrative Time — Emergency Department-- The basic schedule for full Alma physician assignedrip marily tQ the Emergency Department will consist of thirty two 32) hours of direct patient care. four (4) hours of administrative-time and four (4) hours of time in lieu of"Back Up" coverage. Administrative time and "Back Up" coverage time. for part time physicians assigneesnma_r ly to the Emergency Department is as follows: S�1 Position Hours per Admin. Hours pa Back Up Hours per Wee IS Week Week 40 4 4 34-39 3 3 28-33 2 2 <28 0 0 Then tore of Ahe administrative time will__be determined by the appointing autbodly or designae, Physicians assigned_i y to the Emergency Department will be assigned to provide "back-up coverage_for ahysicians_whv are unable to work their assigned Emergency Department shifts due to unplanned absences. The "back-up coverage" schedule will be developed and administered by the ing Authority or designee. All physicians who receive Emergency j2epartment Administrative hours are_requ'rel d to provide "back-urs coverage" when assigned Time worked s "back-up coyeraq "_will be paid at the rate set forth in Sec ion-6.6.-Emergency Pay. for the shift w rked. "Back-up coverage" shall be assigned among-individual physicians as-a--ratio of their individual hours assigned to themergen -impartment divided by the total physician hours assigned to the Emergency Department. C. Administrative Time — Family Practice. Physicians who are scheduled to work an average of 5.5 or more "guaftnq clinics" per week may request, in wntinq. the following djustments in their schedules based upon_their_ years of service as a Couoly employee: On or after the, completion of 12 years of County service in a permanent status. "at risk" Administrative Time as described in Section 6.1 A may be reduced from twenty 20%)to zero percent (0%). .S'Sy Physicians who are scheduled to work an average of seven (7) or more "qualffyina clinics" per week may request, in_writing, the following adjustments in their_schedule based upon their years of service as a County employe: On or after the completion of 15 years of Co unto service jn a permanent status, Staff Development Time as described in Sect'on 6.1 F may be increased to the following total weekly hours. Posjtion Hours per Week Staff DevelopmentHours per Week 3.6-44 $ 28-36 4 24=27 -3 Qo or after the completion of 20 years of County service jn a Qermanent status_ an average of four hours of Staff Development time per week may be converted to administrative time that is not"at risk". "Qualifying clinics" are Fam'ly Practice Clinics. Scheduled Short Notice Clinics. Float Time (i.e.. time in physician's schedule des agnated to over ori, Mary e responsibilities). HIV. Older Adults. Vietnamese and Laotian Clinics. When granted, schedule changes will be effective within 90 days after receipt of the_wrjtten request by the appointing authodfy or his desjgnee. D. Administraitive Time -- Dental Clinics. Dentists who are scheduled to work an e,Yerage of six (6) or more dental clinics per week may request. in writing. the following adiustments in their schedules based upon their years of service_ as_a County employee: On or after the completion of 12 years of County service in a pemlan nt status. "a# risk" Administrative Time as described in Section 6.1-A may be reduced from twenty percent 20%)to zero percent („0°_I®). J. On or after the completion of 15 years of County service anent statin Staff Developm nt time may be allowed in accordance with Section 6.1.F. as Position Hours Staff Development Hours/per per Wee 3 4 24_27 2 Q On or after the completion of twenty (20)-years of County service in a permanent s tat a Staff Development Time may be-converted to not"at risk" Administrative Time. P�, 'Telephone Backup. Sixteen consecutive hours per week of telephone advice nurse backup on-call time (paid 1:6) may be scheduled instead of two hours of "direct patient care" at the discretion of the appointing authority or designee. Individual employees with regular evening or Saturday clinic, or regular on-call assignments are exempt from this on-call provision, unless agreed to by the employee. "Direct patient care" is any time in which the employee's primary responsibility is delivering health care directly to patients, including clinics, emergency room, procedures, diagnostic tests, and surgery. E Staff Development Employees regularly scheduled to work 16 hours per week or more of Family Practice Clinics and who have majority of their position hours assigned to Family Practice and Urgent Care Clinics shall be eligible for staff development time. The nature of the staff development time shall be decided by the appropriate Department Head and could include such responsibilities as s specialty clinic assignments, or activities which contribute to patients' health, system efficiency or quality care. Employees may apply to use such time by submitting a proposal describing the goals and process of their work to the appointing authority or designee for approval. Employees will be notified in writing of the decision regarding their proposal. Approval of the use of staff development time shall be for a specific period of time and may be discontinued at any time with a written explanation, at the discretion of the appointing authority or designee. Employees involved in such work shall be required to submit periodic progress reports as determined by the appointing authority or designee. Those employees in 40-hour positions will be assigned four (4) hours of staff development time per week. This staff development time shall be prorated for those qualifying employees working in a 24-hour or greater position according to the following schedule: Total Hours per Week Staff Development Hrs per Week 36 -40 4 28 - 35 3 24 - 27 2 All physicians except those assigned to positions in the Emergency Department will be scheduled to work between the hours of 6:00 a.m. and 5:30 p.m., (normally between 8:00 a.m. and 5:00 p.m.) Monday through Friday. G. Evening and Weekend Assignments, The schedule for any physician working at least 20 hours per week may include one four-hour evening clinic per week and/or one 4, 6, or 8 hour weekend clinic every eight weeks, at the discretion of the appointing authority-or designee. Physicians with regular weekend direct patient care responsibilities are exempt from weekend clinic assignments. Such clinics will be compensated at the physician's base rate plus $10 per hour. Except for those physicians , given assignments in the Departments of Emergengy Medicine.__Obstetrics & Gynecology and Pediatrics. additional evening or weekend work will be by mutual agreement. Such work will be compensated as described in Section 6.6 - Emergency Room Pay. This additional compensation applies only to the scheduled time and does not include unscheduled work required for patient care needs or inpatient morning rounds. Additional evening and weekend work in the Departments of Emergency Medicine. OB-GYN and Pediatrics will be comlensated • s follows: 1. Emergency Department: A physician assigned to work in the Emergency Department will be compensated as set forth in Section 6.6. EmergencPay 2. Department of Pediatrics: A physician with inpatient regiponsibilitles for a physician assigned to the Department of Pediatrics will be paid at the hourly„ equivalent of his/her base_aay. 3. Department of flB GY : A physician with inpatient responsibilities assigned to the Department of QB-GYN shall be paid as described in Section 6.3. Regular OB Coverage for Holidays. Evenings. and Weekends. The-real- PFegFam-Dife jj Implementation: Schedules reflecting the administrative hours and staff development hours will be implemented 90 days after the adoption of this MOU. Date: -- � 1 CONTRA COSTA COUNTY PDOCC l� � % % Si e-' PDOCC 1998 NEGOTIATIONS COUNTY COUNTER P-11 (D) - Date: 11.30-99 Revised: 12-17-99 Section 6.3 Regular OB Coverage for Holidays, Evenings, and Weekends. In lieu of the on-call rates described in Section 6.2, Physicians assigned to OB- GYN will share a total of $40,740 $11,500 per month to cover all after hours services required for good patient care. Thir, amount will be inGFeased to $14,500 effect' Effective October.l. 1999 this per month payment shall be void Effective October 1, 1999. Physicians assigned to-in-house OB-GYN call will be said at the straight time ho rlv",_plus a tend filar ($10) per hour differential for the actual ho ed in-house cin call between 5:00 P.M. and 6:30 A.M. and all hours on weekends and holidays. After hours delivery by physicians not on call for OB shall be paid at the base hourly rate with a three hour minimum and a six hour maximum. Date: :---/Z i[`Zsl> CONTRA STA COUNTY PDOCC r Wtut B.w,u �. M. PERSONNEL SERVIC HM"Stncts OOICTOQ >k1rol— i 2530AmodD tee,. . sunx is CA 945` Phone925 335-88.' CONTRA COSTA Pax 925)335-88', HEALTH SERVICES Novembe , 1999 Z l Stephen Daniels, MD, President PDOCC P.O. Box 1803 Martinez, CA 94553 RE: Pathology Department Dear Dr. Daniels: The Department will meet with the Pathology Department to discuss the creation of a back-up call system for physicians working in Pathology. Si rely, Z'jSteve Tr ain, MD Senior Medical Director Sr.n„k • caw:cow c *�46AAyWN www Sovka.* COM COU t_,y, Ut&d$v%t s • +�01 Oru ' COW f_ Hsft • cows cou ►/r•���• • coma CORS iiteMou�i V'IW4 w� •C41 COM liar►• CAR"CWA Ir k#%ft • Caft Cada Room MR6�cat�.i�wP •tows cou WttLum S. Wxcrtk M. D. PERSONNEL SERVICES taut«Slttwerts!}tettcmt 3530 Arnold I)ti e,suite 120 madn-�� ,....•+r- —""�--- Phoue�2�5� -$850 C&94553 CONTRA COSTA Fax(925) 335-8876 HEALTH SERVICES 1 00 Stephen Daniels, M.D.,President Physicians' and Dentists' Organization of Contra Costa P.O. Box 18013 Martinez,CA 94553 RE: Letter of Understanding Regarding Contracting for Emergency Department Physicians Dear Dr. Daniels: The Health Services Department agrees that upon the expiration of contracts nos. 26-956, 26- 332, and 26-333, the Department will not renew said contracts. The Department reserves the right to offer employment to the physicians who are parties to said contracts during the terms of their contracts or thereafter,but the Department is not obligated to do so. Very truly yours, Lee Ann Adams, HSD Personnel Officer V Ll7:LAA:mk Cc: Frank Puglisi Steve Tremain, M.D. Kathy Ito Vickie L. Dawes Ginger Marieiro C*W*Cotta Ca-wwW Wb"W A&M Se*.a • Cw**Coag(wWgM Sef%iM • Caw*Casts ffttlafYpNltlt f%ft COVA CamHum ru •COVS Carso#%U( A MMMb ftWWM *Coeat Costs MenW rkft * CW*A Cotta#%#A#%ft * Coma Cow kWW me"Ce:ekrc * C0*8 Cosh Nam Cox PHYSICIANS' AND DENTISTS' ORGANIZATION 3/- COUNTY /COUNTY PROPOSAL NO. 1 Presented: 7-30-1999 DEFINITIONS Registrar: A physician designated by the appoi tins authority and assigned to the Emergency Room r ascijoe igniticant teaching and inpatient care responsibilities and Who pmesseaexpertise in a given fie d and acts as---a resource to hisiber colleagues. Y t�FVy PDOCC ` 1998 NEGOTIATIONS COUNTY PROPOSAL C-4 Date: 10-18-99 Revised: 2-23-00 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 cis-(6) nine (9) month probationary period commencing on the date of appointment. The probationary period shall not include time served in temporary or residency appointments or any period of continuous absence exceeding fifteen (15) calendar days. Employees will receive an evaluation during the probationary period. 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 Human Resources 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. If a clerical or administrative error delays a probationary report and it is determined that it was the intent of the appointing authority to retain the probationer, the employee affected will not suffer any loss of pay or benefits. Employees will serve a probationary period unless at the discretion of the appointing authority the probationary period is waived for employees who have previously served one (1) year or more in a permanent position in good standing in this bargaining unit and who have not been separated from County service for a period of more than five (5) years. During the probationary period, employees are subject to termination by the appointing authority without cause and without right of appeal or compliance with Section 14 - Dismissal, Suspension, Reduction in Pay, and Demotion, or Section 15 - Grievance Procedure. CONTRA COSTA COUNTY PDOCC -24 Z' :l PHYSICIANS' AND DENTISTS' ORGANIZATION COUNTY PROPOSAL NO. 5 `' Presented: 7-30-1999 tiGeS of other health jiFe that the Gn-f-Inty have a target implementation date of jaRuaFy �11- -- 9RsatioR of repm6eRted F--,,i96 Will ate 4 . CT?