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Home My WebLink AboutMINUTES - 06052001 - C.45 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopt this Order on June 5, 2001 by the following vote: AYES: GIOIA, GERBER, DeSAULNIER, GLOVER, and UILKEMA NOES: NONE ABSENT: NONE ABSTAIN: NONE SUBJECT: Salary Adjustment for Uniformed Fire ) Resolution No. 2001/226 District Managers in County Merit System ) and Volunteer Fire Districts ) THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS in its capacity as Governing Board of the County of Contra Costa and all districts of which it is ex-officio Governing Board RESOLVES THAT: A. Effective on the dates indicated the salary ranges for the management classifications in East Diablo, Bethel Island, and Contra Costa County Fire Protection Districts which are listed below shall be increased as follows: July 1, 2000 74% March 1, 2001 2% July 1, 2001 3% ]. Lump Sum Payment: In lieu of retroactive pay requiring special payroll processing back to July 1, 2000, the County will make a lump-sum payment to each eligible employee, without interest, for the months of July 2000 through May 2001 computed as follows: Employee regular pay, overtime pay and specific other earnings ordinarily computed as a percentage of base pay will be added together for each applicable pay period to determine the appropriate pay base. The base for the period July 1, 2000 through February 28, 2001 will then be multiplied by seven percent (7.0%) and an additional two percent (9.14% compounded) for the period of March 1, 2001 through May 31, 2001. The payment amount thus computed will be added to the employee's July 10, 2001 paycheck where it will be listed separately as a"LUMP-SUM PAYMENT" and will be subject to normal deductions such as taxes and retirement. Any employee believing there is an underpayment resulting from this methodology exceeding $50 may contact the Human Resources Department. The Human Resources Department and the Auditor-Controller's office will investigate and issue the additional pay, if owed, as soon as possible. All provisions regarding lump-sum payment in lieu of retroactive pay shall be applicable to any and all employees who terminated or retired during the period noted above. 2. Classifications: Classification Code Administrative Fire Officer RPSA Assistant Fire Chief- Exempt RPB 1 Assistant Fire Chief—Group 1 RPBA Battalion Chief—Bethel Island 8BA2 Chief Fire Inspector RJGA Fire Chief- Bethel Island 8BA1 Fire Chief—Contra Costa County RPAI Fire Chief—East Diablo 8EA1 Fire Training Chief RWHA Fire Training Supv. —E. Diablo 8EH1 First Asst. Fire Chief—E. Diablo 8EB 1 Second Asst. Fire Chief—E. Diablo 8E132 Supervising Fire Inspector RJHC B. Effective July 1, 2001, Pursuant to Government Code Section 31581.1, the District will continue to pay fifty percent (50%) of the retirement contributions nornially required of employees. Such payments shall continue until the provisions, outlined below, go into effect. Effective sixty (60) .days subsequent to approval of this Resolution by the Board of Supervisors and pursuant to United States Code, Title 26, Subtitle A, Chapter 1, Subchapter D, Part I, Subpart B, Section 414(h)(2), the following Retirement Contribution Procedure will be implemented: The employee's base pay will be increased by 3.9%. This amount is one half(1/2) the average retirement percentage rate paid by represented members (not including cost of living program contribution). The employee will be responsible for one hundred percent (100%) of the normal contribution required of the employee. The contribution will be deducted from the employee's earnings pretax based on the individual employee's retirement contribution percentage, based on age of entry into the retirement system. Employees shall be responsible for payment of the employees' contribution for the retirement cost of living program as determined by the Board of Retirement of the Contra Costa County Employees' Retirement Association without the District paying any part of the employees share. The District will pay the remaining one-half(1/2) of the retirement cost-of-living program contribution. B. Health Plan 1. Effective as soon as is practicable the .District will substitute for the existing health benefit contracts, these group health benefits through the California Public Employees' Retirement System (CaIPERS) for all permanent full-time employees and permanent part-time employees regularly scheduled to work at least twenty (20) hours per week in classes represented by this Resolution. Open enrollment will be held approximately sixty (60) days prior to the date of implementation. Thereafter, the CaIPERS program, as regulated by the Public Employees' Medical and Hospital Care Act (PEMHCA), will control on all issues, including but not limited to eligibility, benefit levels and premium costs. CaIPERS Health Plan program benefits may not be equal to benefits previously available and Consolidated Omnibus Budget Reconciliation Act (COBRA) counterparts through the various optional health programs previously offered by the District. CaIPERS may terminate or change covered expenses, benefit payments, co- payments on covered benefits, deductibles, lifetime and/or annual maximum limits and eligibility rules, and may implement cost control measures as they deem appropriate. 2. Contra Costa Health Plan (CCHP) Plan A. Because CCHP Plan A has met the minirnum standards required under PEMHCA and is approved as an alternative CaIPERS plan option, Association members and COBRA counterparts may elect to enroll in CCHP under the CaIPERS plan rules and regulations. 3. Health Plan Contribution. The District's contribution to the CaIPERS monthly health plan premiums for coverage hereunder shall be as provided below. Any increase in the Health Plan premium costs greater than the District's contributions identified below occurring shall be borne by the employee. 4. District's Contribution Effective Upon Implementation The District will contribute up to an amount equivalent to eighty-seven percent (87%) of the CalPERS Kaiser premium at each level (employee only, employee + one, employee + two or more) toward the covered employee's CalPERS or CalPERS Alternative Plan (CCHP)premium. In the event, in whole or in part, that the above amounts are greater than one hundred percent (100%) of the applicable premium of any plan, the District's contribution will not exceed one hundred percent (100%) of the applicable plan premium. 5. Premium Payment gents. Employee participation in any health, dental, or life insurance plan is contingent upon the employee authorizing payroll deduction by the District of the employee's share of the premium cost. The District's contribution to health plan monthly premiums are payable as follows: CalPERS Plan (.Includes Alternate CCHP Plan). The District's contribution to the health plan premium is payable one (1) month in advance. If an employee's compensation in any month is not sufficient to pay the employee share of the premium, the employee must make up the difference by remitting the amount delinquent to the Auditor- Controller. The responsibility for this payment rests solely with the employee. hereby certify that this is a true and correct COPY of an action taken and entered on the minutes of th Board of Supervisors on the date shown. ATTEjri : J p�(�O JW TEN, C1::rk of th Board °f � nt d inistrator By Deputy