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HomeMy WebLinkAboutMINUTES - 05062008 - D.5 -O.Ap...... Contra TO: BOARD OF SUPERVISORS FROM: John Cullen, County dm ator ° se�6"'� - Costa DATE: May 6, 2008 °°S'rA-Co-K County .SUBJECT: OPEB — Revised Management Resolution — No. 2008/304 SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECOMMENDATIONS: 1. ACKNOWLEDGE April 1,5, 2008 report from the County Administrator regarding recommendations on health care changes for unrepresented employees and appointed and elected officials and for persons who retired from positions that were unrepresented, appointed, or elected (Attached); and 2. ADOPT Resolution No. 2008/304 (Attached) to supersede Resolution No. 2008/147 (Management Resolution) regarding compensation and benefits for County Elected and Appointed Department Heads, Management, Exempt, and Unrepresented employees, and certain retirees, to reflect health care changes as recommended by the County Administrator. FISCAL IMPACT: The result of the recommendations herein, if implemented, will have significant future impact on the County's overall fiscal stability and ability to deliver services. BACKGROUND: On April 15 2008 the County Administrator presented the attached report to the Board of Supervisors. The report contained recommendations on health care changes for unrepresented employees and appointed and elected officials and for persons who retired from positions that were unrepresented, appointed, or elected; and draft information on the 2008 Other Post Employment Benefits (OPEB) actuarial valuation. The report also included information regarding the 2008 actuarial valuation. The County ' Administrator's Office has ordered its 2008 actuarial valuation update and has worked with the actuary in pursuit of the most up-to-date and accurate assumptions possible. One of these assumptions would involve the changes to health care benefits that are recommended for elected and appointed officials, for unrepresented employees and for persons who retired from positions that were unrepresented. r ' CONTINUED ON ATTACHMENT: X YES SIGNATURE: RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE APPROVE OTHER SIGNATURE(S): ACTION OF BOARD ON ©!�:/0 APPROVE AS RECOMMENDED X OTHER �flp�t-J'ptsr• A-VALE VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT COPY OF AN ACTION TAKEN AND ENTERED ON THE UNANIMOUS(ABSENT M -¢- ) MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE AYES: NOES: SHOWN. ABSENT: ABSTAIN: ATTESTED t3 wg CONTACT: Lisa Driscoll,(335-1023) JOHN CULLEN,CLERK OF THE BOARD OF SUPERVISORS AND COUNTY ADMINISTRATOR CC: All County Departments BY ,DEPUTY May 6, 2008 Page 2.of 2 The Board of Supervisors accepted the report and declared its intent to make health care changes as recommended. .Specifically, the Board directed the County Administrator to work with County Counsel to prepare documents to implement the health care changes and return to the Board on May 6, 2006 for formal action on the health care changes. In order to implement healthcare changes described in the April 15, 2008 report.'and to include the actuarial assumption based on those changes in the 2008*valuation, formal Board:of Supervisors action to amend the Management Resolution is recommended. Summary of Changes to the `Mana_gement Resolution' (Resolution 2008/304) Resolution 2008/304 supersedes and replaces Board of Supervisors Resolution No: 2008/147, which was adopted on March 18, 2008. Pursuant to the Board's April 15, 2008 declaration of intent to make certain health plan changes for unrepresented employees and appointed and elected officials, and for persons.who retired from positions that were unrepresented, appointed or elected, the following revisions are made to Section 2. Health and Dental Benefits of the Management Resolution: 1. After December 31, 2008, employees and retirees, and';dependents of employees and retirees, can no longer have dual coverage in two County health plans. This provision will apply to County employees and retirees who have spouses or partners who are either County employees or who, have retired from the County. .2. Individuals who become65 oh or after January 1, 2009 are required to enroll in Medicare Parts A and B. 3. Beginning on January 1,,2010, the County health care premium subsidy is set at the calendar year 2009 dollar amount. 4. A new health care tier is established`for unrepresented employees and officials hired, appointed, or elected after December 31, 2008. These employees and officials will have access to County health plans while employed. The County may provide less of a monthly premium subsidy for these employees and,their eligible family members than it provides for those persons hired, appointed or elected before January 1, 2009. Separate rate pools are established for these employees and officials during employment and.as retirees. Upon retirement, these employees and officials will have access to County health plans, but no County premium subsidy will be paid for any health or dental plan. Retirees and eligible family members.will participate at their own expense. These changes will begin the process of reducing our OPEB Liability, reducing overall°health care cost growth, and reducing health care cost;growth for the County.- The recommendations have no immediate impact, in order to allow the County and individuals time to plan for the future. The County's goal is to reduce the overall cost growth of benefits prior to 2010 through Benefit Plan design changes that counteract medical cost growth in order to preserve a balance between providing sound health ;care coverage for our employees and retirees and maintaining vital county programs and services. Next Steps 1. Report back to the Board.regarding recommendations on the CERBT (trust); .2. Continue employee and retiree information sessions; 3., Continue meeting.& conferring as labor contracts expire; and 4. Continue community education and outreach on our efforts:to achieve our goals. Detailed information on the Board's actions, including all of the County's OPEB reports, is available on the County's web-site at www_cccouny.us. 'ADDENDUM May 6, 2008 Agenda,Item D.5 On this day,the Board of Supervisors considered acknowledging a report from the County Administrator regarding recommendations on health care changes for unrepresented employees and certain retirees and adopting Resolution No. 2008/304 to supersede Resolution No. 2008/147 (Management Resolution) regarding compensation and benefits for County Elected and Appointed Department Heads, Management, Exempt, and Unrepresented employees, and certain retirees, to reflect health care changes. John Cullen, County'Administrator, introduced the item with a PowerPoint presentation (attached), detailing projected increases in health care costs and the challenges faced. Chair Glover called for public comment and the following people spoke: • Carl Doolittle, Pittsburg resident, spoke in opposition to the proposed recommendations; • Jerry Telles, Retiree Support Group of Contra Costa County, suggested that by transferring active and retired employees to CalPers the County could save $6m— $l Om annually (written comments submitted–attached); • Jaylene Ojena, Retiree Support Group, read from a letter submitted to the Board by Douglas Pipes (attached); • C.L. Morris, Retiree Support Group, spoke in opposition to the proposed recommendations and provided her comments in writing (attached); • Bob Brittion,IFPTE Local 21, suggested looking for other options; • Raylen Stack, Concord resident, brought up the Board's recent pay raise and said in that light this action is particularly unfair; • Steve Thomas, Danville resident, spoke in opposition to the proposed recommendations; • Edgar K. Irwin, Retiree Support Group; spoke in opposition,to the proposed recommendations and suggested considering CalPers; • Leona Hartmann, Concord resident, spoke in opposition to the proposed recommendations; • Sue Lambert, AFSCME-512, spoke in opposition to the proposed recommendations; r May 6, 2008 Agenda Item D.5 Page 2 of 2 • Rollie Katz, Public Employees Union Local#1, spoke in opposition to the proposed recommendations; • Linda Best, Contra Costa Council, spoke in favor of the proposed recommendations. Supervisor Gioia thanked,the,;speakers for coming. He said if we don't get control over health care and benefits, then:the County will have to cut services in programs for the poor. He said he would liketo find a reasonable approach to health care and that he definitely wants the County to have fair benefits and salaries. He noted that unless there is new information, the best:information we had shows that switching to CalPers would not achieve a savings. Supervisor Glover noted that;no one on the Board likes to make these kind of decisions. Supervisor Bonilla said that 'we are in the middle of a process, and said she appreciates the input provided today..She said the discussions need to continue and be ongoing. By a unanimous vote with none absent, the Board of Supervisors took the following action: ACKNOWLEDGED the April 15, 2008 report from the County Administrator regarding recommendations on health care changes for unrepresented employees and appointed and elected officials and forepersons who retired from positions that were unrepresented, appointed, or elected; and ADOPTED Resolution No. 2008/147 (Management Resolution) regarding compensation and benefits to reflect health care changes as recommended by the County'Administrator. THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on by the following vote: AYES: Gioia,Uilkema,Piepho,Bonilla&Glover NOES: none ABSENT: none ABSTAIN: none t , SUBJECT: Compensation and Benefits Authorized for ) County Elected and Appointed Department ) Heads, Management, Exempt, and ) Unrepresented Employees for the Period ) Resolution No. 2008/304 October 1, 2005 to September 30, 2008 and ) Until Further Order ) The Contra Costa County Board'of Supervisors acting solely in its capacity as governing Board of the County of Contra Costa RESOLVES THAT: Effective upon adoption and continuing,to September 30, 2008, and until further Order of the Board, the Board adopts the following program of compensation and benefits for County Elected and Appointed Department Heads, Management Employees, Exempt Employees and Unrepresented Employees. Except for Resolution No. 2006/609 and Section 3 of Resolution No.2002/615,this Resolution supercedes all previous resolutions providing compensation and benefits for the employees listed herein, including but not limited to Resolution No. 2008/147. Unless expressly provided otherwise,this Resolution is subject to the provisions of Resolutions providing general and pay equity;salary adjustments;Administrative Bulletins;the 1937 County Employees Retirement Act; Memoranda of Understanding covering represented Managers;the County Salary Regulations; and the County Personnel Management Regulations. This Resolution does not authorize compensation and benefits for any employees of the Contra Costa Superior Court. Manager ent and Unrepresented employees include employees in Classified, Project and Exempt classifications. This Resolution is organized to distinguish (i) those general County benefits provided to all Managers, Exempt and Unrepresented employees; (ii) those benefits provided exclusively to Management and Exempt employees; (iii) those benefits provided to Elected and Appointed Department Heads; and(iv)those benefits that are provided specifically to Managers and Unrepresented employees within selected departments or classifications. Unless otherwise expressly provided, compensation and benefits under this Resolution are authorized only for permanent and project employees who work full-time or part-time, twenty (20) or more hours per week. 9 I. BENEFITS FOR MANAGEMENT, EXEMPT AND UNREPRESENTED EMPLOYEES are provided for those classes listed in Exhibit A. II. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES are provided for those classes listed in Exhibit A, excepting the classes listed in Exhibit B. III. BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS are provided for those classes listed in Exhibit C. IV. SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR CLASS are provided as indicated in each section. V. ONE TIME WORK LEAVE is provided for those classes listed in Exhibit D. VI. CHIEF ASSISTANT CLASSES for purposes of Section 23 are listed in Exhibit E. Orig Dept.: Human Resources Department-Lori'Genties(335-1766) cc: County Administrator's Office County Counsel-Vickie L. Dawes Auditor—Controller-Elizabeth Verigin Contra Costa County Employees'Retirement Association RESOLUTION NO. 2008/304 r TABLE OF CONTENTS Resolution No. 2008/304 I. Benefits for Management; Exempt, and Unrepresented Employees 1. Leaves With and Without Pay 1.10 Holidays (list of holidays observed by the County) 1.11 Definitions 1.12 Holidays 1.13 Holidays - Flexible and Alternate Work Schedules 1.14 Holidays Part-Time Employees 1.15 No Overtime Pay, Holiday Pay, or Comp Time 1.16 Personal Holiday Credit 1.17 Vacation 1.18 Sick Leave 1.19 Part-Time;Employees 1.20 Family Care Leave 1.21 Leave Without Pay-Use of Accruals 1.22 One Time Work Leave 2. Health and Dental Benefits 2.10 Health Plan Coverages 2.11 County Health and Dental Plan Contribution Rates 2.12 Life Insurance Benefit Under Health'and Dental Plan's 2.13 Supplemental Life Insurance 2.14 Health Plan Coverage and Provisions 2.15 Retirement Coverage 2.16 Calculation of Premiums 2.17 Dual Coverage 2.18 Layoff and Other`Loss of Coverage 2.19 Family Member Eligibility Criteria 2.20 Catastrophic Leave Bank 2.21 Health Care Spending Account 2.22 PERS Long-Time Care 2.23 Dependent Care Assistance Program 2.24 Prevailing Section i RESOLUTION NO.'2008/304 3. Personal Protective Equipment 3.10 Safety Shoes 3.11 Safety Eyeglasses 4. Mileage Reimbursement 5. Retirement Contribution 6. 4141-12 Participation 7. Training . 7.10 Career Development Training Reimbursement 7.11 Management Development Policy 8. Bilingual Pay Differential 9. Higher Pay for Work in a Higher Classification 10. Workers' Compensation and Continuing Pay 10.10 Waiting Period 10.11 Continuing Pay 10.12 Physician'Visits 10.13 Labor Code §4850 Exclusion 11. Other Terms and Conditions of Employment 11.10 Overtime Exempt Exclusion 11.11 Overtime 11.12 Length of Service Credits 11.13 Mirror Classifications 11.14 Deep Classes 11.15 Administrative Provisions II. Benefits for Management and Exempt Employees 12. Management Longevity Pay 12.10 Ten Years of Service 12.11 Fifteen Years of Service 13. Deferred Compensation Incentive ii RESOLUTION NO. 2008/304 14. Annual Management Administrative Leave 15. Management Life Insurance, 16. Vacation Buy Back 17. Professional Development Reimbursement 18. Sick Leave Incentive Plan 19. Video Display terminal (VDT) Users Eye Examination 20. Long-Term Disability. Insurance III. Benefits for Elected and Appointed Department Heads 21. Executive Automobile Allowance 22. Executive Life Insurance 23: Executive Professional Development Reimbursement 23.1 Executive Advanced Notice Differential 24. Appointed Department Heads 25. Elected Department Heads 26. Elected Department Head Benefits IV. Special Benefits for Management Employees by Department or Class 27. Accounting Certificate Differential 28. Agriculture Department Differential 29. Angiogram Differential 30. Animal Services Search Warrant 31. Animal Services Uniform Allowance . 32. Attorney Fixed-Term Classes 33. Attorney State Bar Dues RESOLUTION NO. 2008/304 34. Attorney Management Administrative Leave 35. Attorney Professional Development Reimbursement 36. Assessor Education Differential 37. Assessor Mileage Reimbursement 38. Certified_Elections/Registration Administrator Certification Differential 39. District Attorney Inspectors Longevity Pay 40. District Attorney Inspector P.O.S.T. 41. District Attorney Investigator - Safety Employees Retirement Tier; Contribution Toward Cost of Enhanced Retirement Benefit 41.10 Retirement Tier 41.11 Employees With More Than 30 Years of Service 41.12 Eligible Employees. 42. Employment and Human Services Division Manager Differential 43. Engineer Continuing Education Allowance 44. Engineer Professional Development Reimbursement 45. Engineer Structural Registration Differential 46. Library Department Holidays 47. Nursing Shift Coordinator, Staff Nurse-Per Diem, and Staff Advice Nurse-Per Diem,Holiday Pay 48. Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtime Pay 49. Staff Nurse-Per Diem Differentials 50. Staff Advice Nurse-Per diem Shift Differentials 51. Nursing Shift Coordinator Differentials 52. Nurse Manager Longevity Differentials iv RESOLUTION NO. 2008/304 52.10 Seven Years of Service 52.11 Ten Years of Service 52.12 Fifteen Years of Service 52.13 Twenty Years of Service 52.14 Eligible Classes 53. Environmental Analyst III / Environmental Planner Assignment Differential 54. Podiatrists / Optometrists Unrepresented Status 55. Probation - Safety Employees Retirement Tier; Contribution Toward cost of Enhanced Retirement Benefit 55.10 Retirement Tier 55.1 1 ,Eligible Employees 56. Public Works Maintenance Managers Scheduled Day Off 57. Public Works Emergency Work Differential 58. Public Works Seasonal Construction Differential 59. Public Works Maintenance Managers Education Allowance 60. Real Property Agent Advanced Certificate Differential 61. Sheriff Sworn Management P.O.S.T. 62. Sheriff Continuing Education Allowance 63. Sheriff Emergency Services Standby Differential 64. Sheriff Law Enforcement Longevity Differential 65. Sheriff Uniform Allowance 66. Sheriff- Detention Division Meals 67. Sheriff- Retirement Tiers; Contribution Toward Cost of Enhanced Retirement Benefit 67.10 Safety Tier A 67.11 Safety Tier C 67.12 Rehires v RESOLUTION NO. 2008/304 67.13 Employees with More than 30 Years of Service 67.14 Retirement Tier Elections 67.15 Eligible Employees 68. Treasurer-Tax Collector Professional Development Differential vi RESOLUTION NO. 2008/304 I. BENEFITS FOR MANAGEMENT, EXEMPT, AND UNREPRESENTED EMPLOYEES 1. Leaves With and Without Pay 1.10 Holidays:The County will observe the following holidays during the term covered by this Resolution: New Year's Day Labor Day Martin Luther King Jr. Day Veterans' Day Presidents' Day. Thanksgiving Day Memorial Day Day after Thanksgiving Independence Day Christmas Day Such other days as the Board of Supervisors may designate by Resolution as holidays. 1.11 Definitions: Regular Work Schedule: The regular work schedule is eight (8) hours per day, Monday through Friday, inclusive, for a total of forty (40) hours per week. Flexible Work Schedule: A flexible work schedule is when the employee is regularly scheduled to work other than eight (8) hours per day between Monday and Friday, inclusive. The 9/80 schedule and the 4/10 schedule are two examples of flexible work schedules. Alternate .Work Schedule: An alternate work schedule is any work schedule where the employee is regularly scheduled to work five (5) days per week, but the employee's regularly scheduled days off are NOT Saturday and Sunday. 1.12 Holidays: Employees on regular, flexible, and alternate work schedules are entitled to observe a holiday(day off work),without a reduction in pay,whenever a holiday is observed by the County. Any holiday observed by the County that falls on a Saturday is observed on the preceding Friday and any holiday that falls on a Sunday is observed on the following Monday. 1.13 Holidays - Flexible and Alternate Work Schedules: When a holiday falls on the regularly scheduled day off of any employee who is on a flexible or alternate work schedule, the employee is entitled to take the day off, without a reduction in pay, in recognition of the holiday. These employees are entitled to request another day off in recognition of their regularly scheduled day off. The requested day off must be within the same month and workweek as the holiday and it must be pre-approved by the employee's supervisor. If the day off is not approved by the supervisor, it lost. `If the approved day off is a nine (9) hour workday, the employee must use one(1)hour of non-sick-leave accruals. If the approved day off is a ten (10) hour workday, the employee must use two (2) hours of non-sick- leave accruals: If the employee does.not have any non-sick-leave accrual balances, leave without pay (AWOP) will be authorized. 1 RESOLUTION NO. 2008/304 1.14 . Holidays - Part-Time Employees: Permanent, part-time employees are entitled to observe a holiday (day off work) in the same ratio as the number of hours in the part time employee's weekly schedule bears to forty (40) hours. 1.15 No Overtime Pay, Holiday Pay, or Comp Time: Unrepresented, management, and exempt employees are not entitled to receive overtime pay, holiday pay, overtime compensatory time,or holiday compensatory time. Employees who are unable or not permitted to observe a holiday(take the day off), are authorized to receive overtime pay ONLY IF the employee is on the Overtime Exempt Exclusion List(see Section 11). 1.16 Personal Holiday Credit: Employees are entitled to accrue two (2) hours of personal holiday credit each month. This time is prorated for part time employees. No employee may accrue more than forty (40) hours of personal holiday credit. On separation from County service, employees are paid for any unused personal holiday credit hours at the employee's then current rate of pay, up to a maximum of forty (40) hours. 1.17 Vacation: Employees are entitled to accrue paid vacation credit not to exceed the maximum cumulative hours as follows: Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 11 years 10 240 11 years 10-2/3 256 12 years 11-1/3 272 13 years 12 288 14 years 12-2/3 304 15 through 19 years 13-1/3 320 20 through 24 years 16-2/3 400 25 through 29 years 20 480 .30 years and up 23-1/3 560 Effective on November 1, 2007 and for purposes of this section only, employees who were employed by Contra Costa County, became employees of the Contra Costa Superior Court by operation of law, and are thereafter rehired by Contra Costa County in the classification of District Attorney Manager of Law Offices (JJGE), "length of service" includes all service time with Contra Costa County and all service time with the Superior Court. However, this benefit is-only applicable prospectively from the date the employee is rehired by Contra Costa County. f 1.18 Sick Leave: Employees are entitled to accrue paid sick leave credit in accordance with the provisions of the County Salary Regulations and Administrative Bulletin No. 411.7 (Sick Leave Policy) adopted on October 17, 1997, as periodically amended. 2 RESOLUTION NO. 2008/304 1.19 Part-Time Employees: Part-time employees are entitled to accrue paid vacation and sick leave credit on a pro-rata basis. 1.20 Family Care Leave: The provisions of Section 1006.3 of the Personnel Management Regulations and Resolution No. 94/416., as amended, relating to Leaves of Absence and Family Care Medical Leave apply to all employees covered by this Resolution, except that such employees shall not be entitled to Family Care or Medical Leave on a calendar year basis. Instead, such employees shall be entitled to at least eighteen (1.8)weeks of leave in a"rolling" twelve (12) month period, which shall be measured backward from the date the employee uses FMLA leave. 1.21 Leave Without Pay - Use of Accruals: The provisions of Section 1006.6 of the Personnel Management Regulations, as amended, relating to use of accruals while on leave without pay, apply to all employees covered by this Resolution. 1.22 One Time Work Leave: Employees in the classifications listed in Exhibit D, who are in active, leave, or paid leave status in a permanent full-time, permanent ,part-time, or 'permanent-intermittent position as of December 31, 2006, will receive a one-time award of twenty-four(24)work-leave hours. Permanent part- time and permanent-intermittent employees will receive the one-time award on a pro-rated basis. a. Permanent part-time employees will receive a prorated one-time award of twenty-four (24) hours based on dividing the employee's official standard hours by forty (40) and multiplying by twenty-four (24), rounded to the nearest hour with a minimum award of four (4) hours. b. Permanent-intermittent employees will receive a prorated one-time award of twenty-four (24) hours based on each employee's average regular hours worked during July 1, 2005 through June 30, 2006, multiplied by twenty-four (24), rounded to the nearest hour with a minimum award of four (4) hours. C. Excluding those employees in 24/7 shift positions, work-leave balances will be cleared upon termination, promotion, demotion, or transfer to an ineligible classification, or on September 30, 2008. Employees in 24/7 shift positions who are unable to use their work- leave hours will be paid off for any unused time upon approval by the Human Resources Director. d. Employees will be granted their choice of a work-leave day, whenever possible. If an employee is not granted their choice of a work-leave day, the supervisor must suggest alternate dates. If the employee andsupervisor cannot agree on an alternate.date,the employee must observe a work-leave day on the employee's birthday. An employee whose birthday falls on a scheduled day off may observe a work- leave day immediately preceding orfollowing the employee's birthday. 3 RESOLUTION NO. 2008/304 2. Health and Dental Benefits 2.10 Health Plan Coverages: Effective January 1, 2000, the County will provide the medical and dental coverage for Management, Exempt, and Unrepresented employees and for their eligible family members, expressed in one of the Health Plan contracts and one of the Dental Plan contracts between the County and the following providers: a. Contra Costa Health Plans (CCHP), Plan A b. Contra Costa Health Plans (CCHP), Plan B c. Kaiser Permanente Health Plan d. Health Net HMO e. Health Net PPO f. Delta Dental g. PMI Delta Care Dental 2.11 County Health and Dental Plan Contribution Rates: a. Through December 31, 2009, the County will pay the following monthly premium subsidies for employees and their eligible family members for these health and dental plans ("health plans"): 1. Contra Costa County Health Plans, Plan A, ninety-eight percent (98%): 2. Contra Costa County Health Plans, Plan B, ninety percent (90%). 3. Kaiser Permanente Health Plan, eighty percent (80%). 4. Health Net HMO, eighty percent (80%). 5. Health Net PPO,sixty-six and 27/100 percent(66.27%), provided that the County will pay only fifty percent (50%) of any premium increase after January 1, 2000. 6. Delta Dental and PMI Delta Care Dental when combined with Contra Costa,County Health Plans, Plan A or Plan B, ninety-eight percent (98%). 7. Delta Dental when combined with Kaiser Permanente Health Plan, Health Net HMO or Health Net PPO, seventy-eight percent (78%). 8. PMI Delta Care Dental when combined with Kaiser Permanente Health Plan,Health Net HMO, or Health Net PPO, seventy-eight percent (78%). 9. Delta Dental or PMI Delta Care Dental not combined with any health plan, one hundred percent (100%) less one cent ($.01). b. Beginning on January 1, 2010, and for each calendar year thereafter, the County will pay a monthly premium subsidy for each health plan listed above that is equal to the actual dollar premium subsidy that is paid by the County for calendar year 2009. The amount of the County subsidy that is paid for employees and eligible family members will thereafter be a set dollar amount and will not be a percentage of the premium charged by the health plan. If the County contracts with a health plan that is not listed above, the County will determine the monthly dollar premium subsidy that it will pay to that health plan for employees and their eligible family members. 4 RESOLUTION NO. 2008/304 c. The County may provide less of a monthly premium subsidy for employees hired on or after January 1, 2009, and their eligible family members. If the County does not provide any premium subsidy to these employees, the County will allow these employees, and their eligible family members, to participate in the County health plans by paying the full premium cost of the chosen health plan. 2.12 Life Insurance Benefit Under Health and Dental Plans: For employees who are enrolled in the County's program of medical or dental coverage as either the. primary or the dependent, term life insurance in the amount of ten thousand dollars ($10,000)„will be provided by the County as part of the County's contribution to the cost of medical and dental coverage. 2.13 Supplemental Life Insurance: In addition to the life insurance benefits provided by this resolution,employees may subscribe voluntarily and at their own expense for supplemental life insurance. Employees may subscribe for an amount not to exceed five hundred thousand dollars($500,000)guaranteed issue,provided the election is made within the required enrollment periods. 2.14 Health Plan Coverages and Provisions: The following provisions are applicable regarding County Health Plan participation: a. Health, Dental and Life Participation by Other Employees: Permanent part- time employees working nineteen (19)' hours per week or less and permanent-intermittent employees may participate in the County Health or Dental plans (with the associated seven thousand five hundred dollars [$7,500] life insurance benefit) at the employee's full expense. b. Employee Contribution Deficiencies: The County's contribution to the Health Plan premium is payable for any month in which the employee is paid. 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 unpaid amount to the Auditor-Controller. The responsibility for this payment rests with the employee. c. Leave of Absence: The County will continue to pay the County share of health care premiums for enrolled employees who are on an approved paid or unpaid leave of absence for a period of thirty (30) days or more provided the employee's share of the health care premium is paid by the employee. 2.15 Retirement Coverage: a. Upon Retirement: 1. Upon retirement and for the term of this resolution, employees and their eligible family members may remain in their County health/dental plan, but without County-paid life insurance coverage, if immediately before their proposed retirement the employees and dependents are either active, subscribers to one of the County contracted health plans or if while on 5 RESOLUTION NO. 2008/304 authorized leave of absence without pay, they have retained continuous. coverage during the leave period. The County will make the health plan monthly premium subsidies set forth in Section 2.11(a)for retirees and their eligible family members until December 31, 2009. Beginning on January 1, 2010, the County will pay the same monthly premium subsidies for retirees and their eligible family members as set forth in Section 2.11(b). 2. Any person who becomes age 65 on or after January 1, 2009 and who is eligible for Medicare must immediately enroll in Medicare Parts A and B. 3. For employees hired on or after January 1, 2009 and their eligible family members, no monthly premium subsidy will be paid by the County for any health or dental plan after they separate from County employment. However, any such employee who retires under the Contra Costa County Employees' Retirement Association ("CCCERA") may retain continuous coverage of any county health or dental plan provided that (1) he or she begins to receive a monthly retirement allowance from CCCERA within 120 days of separation from County employment and (ii) he or she pays the full premium cost under the chosen health plan without any-County premium subsidy. b. Employees Who File For Deferred Retirement: Employees, who resign and file for a deferred.retirement and their eligible family members, may continue in their County group health and dental plan under the following conditions and limitations. 1. Health and dental coverage during the deferred retirement period is totally at the expense of the employee, without any County contributions. 2. Life insurance coverage is not included. 3. To continue health and dental coverage, the employee must: 4. Deferred retirees who elect continued health benefits hereunder and their eligible family.'members may maintain continuous membership in their County health and/or dental plan group during the period of deferred retirement by paying the full premium for health and dental coverage on or before the 1 01 of each month, to the Contra Costa County Auditor-Controller. When the deferred retirees begin to receive retirement benefits, they will qualify for the same health and/or dental plan coverage and County subvention to which retirees who did not defer retirement are entitled. 5.. Deferred -retirees may elect continued health benefits hereunder after retirement and may elect not to maintain participation in their County health and/or dental plan during their deferred retirement period, in which case they and their eligible family members will .qualify for the same coverage and County subvention in any.County health and/or dental plan when they begin to receive retirement benefits as retirees who did not defer retirement are entitled, provided such reinstatement to a County group health and/or dental plan will only occur following a three (3) full calendar month waiting period 6 RESOLUTION NO. 2008/304 after the month in which their retirement allowance commences. 6. Employees who elect deferred retirement will not be eligible in any event for County health or dental plan subvention unless the member draws a monthly retirement allowance within twenty-four(24)months after separation from County service. 7. Deferred retirees and their eligible family members are required to meet .the same eligibility provisions for health/dental plans as active/retired employees. c. Employees Hired After December 31, 2006 and Before January 1, 2009 - Eligibility for Retiree Health Coverage: All employees hired after December 31, 2006 and before January 1, 2009 are eligible for retiree health coverage pursuant to subsection (a) and (b), above, upon completion of fifteen (15) years of service as an employee of Contra Costa County. For purposes of retiree health eligibility, one year of service is defined as one thousand (1,000) hours worked within one anniversary year. The existing method of crediting service while an employee is on an approved leave of absence will continue for the duration of this Resolution. d. Upon retirement and for the term of this resolution, the following employees (and their eligible family members)are eligible to receive a monthly premium subsidy for health and dental plans or are eligible to retain continuous coverage of such plans: County Elected and Appointed Department Heads, Management Employees, Exempt Employees, Unrepresented Employees, and each employee who retired from a position or classification that was unrepresented at the time of his or her retirement. 2.16 Calculation of Premiums: a. For employees and retirees (and their eligible family members)who are hired by the County prior to January 1, 2009, the monthly premium cost for each health plan will be determined by combining the actual premium cost for employees (and eligible family members) and the actual premium cost for retirees (and eligible family members). This will establish.a single premium for each health plan without separating employees from retirees. b. For employees and retirees (and their eligible family members)who are hired by the County on or after January 1, 2009, the monthly premium cost for each health plan will be determined by separating the actual premium cost for employees (and eligible family members) from the actual premium cost for retirees(and eligible family members). This will establish separate premiums for each health plan for these employees and retirees. 2.17 Dual Coverage: a. On and after January 1, 2009, each employee and retiree may be covered only by a single County health plan. For example, a county employee may be 7 J RESOLUTION NO. 2008/304 covered under a single County health plan as either the primary insured or the dependent of another County employee or retiree, but not as both the primary insured and the dependent of another County employee or retiree. b. On and after January 1, 2009, all dependents may be covered by the health plan of only one spouse or one domestic partner. :For example, when both husband and wife are County employees, all of their eligible children may be covered as dependents of either the husband or the wife, but not both. 2.18 Layoff and Other Loss of Coverage: a. If a husbandand wife both work for the County and one (1)of them is laid off,the remaining employee, if eligible,will be allowed to enroll or transfer into the health coverage combination of his/her choice. b. An.eligible employee who loses medical or dental coverage through a spouse or partner not employed by the County will be allowed to enroll or transfer into the County health plan of his/her choice within thirty (30) days of the date coverage is no longer afforded under the spouse's plan. 2.19 -Family Member;Eligibility Criteria: The following persons may be enrolled as the eligible Family Members of a medical or dental plan Subscriber: a. The Subscriber's Spouse. b. The Subscriber's Domestic Partner. c. The following children,provided that the child is dependent, unmarried and under twenty-five (25) years of age: 1. The natural or legally adopted child of a subscriber or the subscriber's spouse or domestic partner, including newborn children and children placed in the physical custody of a member for adoption. In the case of an adopted child, proof of eligibility by a court adoption order and a copy of a United States income tax return showing the child as a dependent may be required. 2. A foster child,for whom the subscriber of the subscriber's spouse or domestic partner is the legal guardian and primary source of support. Nevertheless, foster children who are eligible for Medi-Cal coverage are not eligible for coverage under the County health plans. In the case of a foster child, proof of eligibility by a copy of a Social Service Foster Care Agreement and a letter from the Employment and Human Services Department verifying that the child is not eligible for Medi-Cal coverage, will be required. 3. For dependents aged nineteen (19) to twenty-five (25), a statement may be required to verify that the child is legally dependent in accordance with Internal Revenue Service requirements. 4. Attainment of limiting age will not terminate coverage of a child while the child is and continues to be both (1) incapable of self-sustaining employment by reason of mental retardation or physical handicap and (ii) chiefly dependent 8 RESOLUTION NO. 2008/304 upon the Member for support and maintenance, provided the proof of such incapacity and dependency is furnished to the. Plan Administrator by the Subscriber within the thirty-one. (31) days of the child's twenty-fifth (25h) birthday and annually thereafter, if required by the Plan Administrator. 2.20 Catastrophic Leave Bank: All employees are included in the Catastrophic Leave Bank and may designate a portion of accrued vacation, compensatory time, holiday compensatory time, or personal holiday credit to be deducted from the donor's existing balances and credited to the bank or to a specific eligible employee. a. The County Human Resources Department operates 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 hof his/her accrued vacation, compensatory time, holiday compensatory time or personal holiday credit 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 that manifests itself during employment. b. The plan is administered under the direction of the Director of Human Resources. The Human Resources Department is responsible for receiving and recording all donations of accruals and for initiating transfer of credits from the Bank to the recipi'ent's sick leave account. Disbursement of accruals is 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 will meet as necessary to consider all requests for credits and will make determinations as to the appropriateness of the request. The committee will 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. c. Hours transferred from the Catastrophic Leave Bank to a recipient will be in the form of sick leave accruals and will be treated as regular sick leave accruals. d. To receive credits under this plan, an employee must have permanent status, 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. e. Donations are irrevocable unless the donation to the eligible employee is denied. Donations may be made in hourly blocks with a minimum donation of not less than four (4) hours from balances in the vacation, holiday, personal holiday, 9 RESOLUTION NO. 2008/304 I compensatory time or holiday compensatory time accounts. Employees who elect to donate to a specific'individual will have seventy-five percent (75%) of their donation credited to the individual and twenty-five percent (25%) credited to the Catastrophic Leave Bank. f. 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. g. Each recipient is limited to a total of one thousand forty (1040) hours or its equivalent per catastrophic event; each donor is limited to one hundred twenty (120) hours per calendar year. h. All appeals from either a donor or recipient will be resolved on a final basis by the Director of Human Resources. I. No employee has any entitlement to catastrophic leave benefits. The award of Catastrophic Leave is 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 may limit benefits in accordance with available contributions and choose from among eligible applicants on an anonymous basis those who will receive benefits, except 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 hours to be donated to the bank or returned to the donor's account. The donating employee has 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. j. Any unused hours transferred to a recipient will be returned to.the Catastrophic Leave Bank. 2.21 Health Care Spending Account: After six (6) months of permanent employment, employees may elect to participate in a Health Care Spending Account (HCSA) Program designated 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 predetermined amount of money from their pay, not to exceed four thousand five hundred dollars ($4,500) per calendar year, of before tax dollars, for health care expenses not reimbursed by any other health benefit plans. HCSA dollars may be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee. Effective January 1, 2008, an eligible employee may set aside no more than,five thousand dollars ($5,000) per calendar year. 10 RESOLUTION NO. 2008/304 2.22 PERS Long-Term Care: The County will deduct and remit monthly premiums to the PERS Long-Term Care Administrator for employees who are eligible and voluntarily elect to purchase long-term care at their personal expense through the PERS Long- Term Care Program, 2.23 Dependent Care Assistance Program: The County will offer the option of enrolling in a Dependant Care Assistance Program(DCAP)designed to qualify for tax savings under Section 129 I0 the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up to five thousand dollars ($5,000) of annual salary (before taxes) per calendar year to pay for eligible dependent care (child and elder care) expenses. Any unused balance is forfeited and cannot be recovered by the employee. 2.24 Prevailing Section:To the extent that any provision of this Section (Section 2. Health and Dental Benefits) is inconsistent with any provision of any other County enactment or policy, including but not limited to Administrative Bulletins, the Salary Regulations, the Personnel Management Regulations, or any other resolution or order of the Board of Supervisors, the provisions)of this Section (Section 2. Health and Dental Benefits)will prevail. 3. Personal Protective Equipment: The County will reimburse employees for safety shoes and prescription safety eyeglasses in those Management, Exempt and Unrepresented classifications which the County Administrator has determined eligible for such reimbursement. 3.10 Safety Shoes. The County will reimburse eligible employees for the purchase and repair of safety shoes in an amount not to exceed two hundred seventy-five dollars($275)for each two(2)year period beginning on January 1, 2002. There is no limit on the':number of shoes or repairs allowed. 3.11 Safety Eyeglasses. The County will reimburse eligible Management, Exempt and Unrepresented employees for prescription safety eyeglasses which are approved by the County and are obtained from an establishment approved by the County. 4. Mileage Reimbursement: The County will pay a mileage allowance for the use of personal vehicles on County business at the rate allowed by the Internal Revenue Service(IRS)as a tax deductible expense, 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 IRS, whichever is later. 5. Retirement Contribution: Pursuant to Government Code Section 31581.1,the County will pay fifty percent(50%)of the retirement contributions normally required of members. Employees are responsible for payment of the employee's contribution for the retirement cost-of-living program as determined by the Board of-Retirement of Contra Costa County Employees' Retirement Association without the County paying any part of the employee's share. I The County will continue to pay the employer's share of the retirement cost-of-living program contribution. 11 RESOLUTION NO. 2008/304 6. 414H2 Participation: The County,will continue to implement Section 414(h) (2) of the Internal Revenue Code,Which allows the County Auditor—Controller to reduce the gross monthly pay of employees by an amount equal to the employee's total contribution to the County Retirement System before Federal and State income taxes are withheld, and forward that amount to the Retirement system. This program of deferred retirement contribution will be universal and non-voluntary as is required by statute. 7. Training 7.10 Career DeyeloprrientTraining Reimbursement:All full-time employees(excluding attorney classesXare eligible for career development training reimbursement not to exceed seven hundred fifty dollars($750)per fiscal year. The reimbursement of training expenses includes books and is governed by any Administrative Bulletins on Travel or Training. 7.11 Management Development Policy: Employees, are authorized. to attend professional training programs, seminars, and workshops, during normal work hours at the discretion of their Department Head, for the purpose of developing knowledge, skills, and abilities, in the areas of supervision, management, and County policies,and procedures. Up to thirty (30) hours of such training time is recommended annually.' a. Departments are encouraged to provide for professional development training exceeding thirty (30) hours annually for people newly promoted to positions of direct supervision. b. Priority is given to professional training programs offered through the Contra Costa Training Institute. Other related and appropriate training/education resources approved by the department are also allowable. c. To encourage personal and professional growth, the County 'provides reimbursement for certain expenses incurred by employees for job-related training (required. training and career development training/education). Provision for eligibility and reimbursement is identified in Administrative Bulletin 112.9. d. The Department Head is responsible for authorization of individual professional development reimbursement requests. Reimbursement is through the regular demand process with demands being accompanied by proof of payment (copy of invoice or canceled check). 8. Bilingual Pay Differential: A monthly salary differential will be paid to incumbents of positions requiring bilingual proficiency as designated by the Appointing Authority and . the Director of Human'Resources. The differential will be prorated for employees working less than full time and/or on, an unpaid leave of absence during any given month. The differential iis one hundred dollars ($100.00)per month. Designation of positions'for which bilingual proficiency is required is the sole prerogative of the County, and such designations may be amended or deleted at anytime. 9. Higher Pay for Work in a Higher Classification: The County Salary Regulations 12 RESOLUTION NO. 2008/304 notwithstanding, when an employee is required to work in a higher paid classification, the employee will receive the higher compensation for such work, pursuant to the County Salary Regulations, plus any differentials and incentives the employee would have received in his/her regular position. Unless the Board has by Resolution otherwise specified;the higher pay entitlement will begin on the completion of the 40th consecutive hour in the assignment, retroactive to the beginning of the second full day of work in the assignment. 10. Workers' Compensation and Continuing Pay: For all accepted workers' compensation claims filed with the County during calendar year 2007, employees will receive eighty percent (80%) of their regular monthly salary during any period of compensable temporary disability not to exceed one (1) year. For all accepted workers' compensation claims filed with the County on or after January 1, 2008, employees will receive eighty percent (75%) of their regular monthly salary during any period of compensable temporary disability not to exceed one (1) year. Pay based on accepted workers' compensation claims filed before January 1, 2007, but after December 31, 1999, will be paid as provided in Resolution No. 2006/22. Pay based on accepted workers' compensation claims filed before January 1, 2000, will be paid as provided in resolution No. 96/488. If workers' compensation benefits become taxable..income, the County will restore the former benefit level, one hundred percent (100%) of regular monthly salary. 10.10 Waiting Period: There is a three (3)calendar day waiting period before workers' compensation benefits commence. If the injured worker loses any time on the date 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 the injury, the waiting period is the first three (3) days following the date of the, injury. The time the employee is scheduled to work during this waiting period will be charged to the employee's sick leave and/or vacation accruals.. In order to qualify for workers' compensation the employee must be under the care of a physician. Temporary compensation is payable on the first three (3) days of disability when the injury necessitates hospitalization, or when the disability exceeds fourteen (14) days. 10.11 Continuing Pay: A permanent employee will receive the applicable percentage of regular monthly salary in lieu of workers' compensation 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 towork-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 medically permanent and stationary, the salary provided by this Section will terminate. No charge will be made against sick leave or vacation for these salary payments. Sick leave and vacation rights do not accrue for those periods during which continuing pay is received. Employees are entitled to a maximum of one (1)year of continuing pay benefits for any one injury or illness. Continuing pay begins at the same time that temporary workers' compensation benefits commence and continues until either the member is declared medically permanent/stationary, or until one (1) year of continuing pay, whichever comes 13 RESOLUTION NO. 2008/304 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 employee is no longer employed by the County. In these instances, employees will be paid workers' compensation benefits as prescribed by workers' compensation laws. Ali continuing pay must be cleared through the County Administrator's Office, Risk Management Division. 10.12 Physician Visits: 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 is 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 workday whenever possible. This provision applies only to injuries/illnesses that have been accepted by the County as work related. 10.13 Labor Code §4850 Exclusion: The foregoing provisions for workers' compensation and continuing pay are inapplicable in the case of employees entitled to benefits under Labor Code Section 4850. 11. Other Terms and Conditions of Employment 11.10 Overtime Exempt Exclusion: Employees in unrepresented, management,and exempt classifications are overtime exempt and are not eligible for overtime pay,holiday pay,overtime compensatory time,or holiday compensatory time. Instead, these employees are awarded Annual Management Administrative Leave in recognition of the extra burden their job responsibilities may sometimes place on their work schedules. However, unrepresented, management,and exempt employees may be made eligible for overtime pay if their names are placed on the Overtime Exempt Exclusion List by the County Administrator's Office. Employees on the Overtime Exempt Exclusion List are authorized to receive overtime pay, only. These employees are NOT eligible for holiday pay, overtime compensatory time, or holiday compensatory time. Employees on the Overtime Exempt Exclusion List are also NOT eligible for Annual Management Administrative Leave for the quarter they are on the Overtime Exempt Exclusion List. The policies and procedures forthe Overtime Exempt Exclusion List are set forth in the County Administrator's memo of November 6, 2002, as may be amended. Employees may be �approved for placement on the Overtime Exempt Exclusion List if and when they are assigned to a special or temporary project or task that requires,persistent, excess work hours, without relief from their regularjob duties.Overtime pay will not be authorized as a means to address normal staffing or operational issues: 11.11 Overtime: Employees on the Overtime Exempt Exclusion List will be compensated at one and one-half (1.5) times their base .rate of pay (excluding differentials) for authorized work exceeding eight (8) hours in a 14 RESOLUTION NO. 2008/304 day or forty (40) hours in a week. 11.12 Length of Service Credits: Length of service credit dates from the beginning of the last period of continuous County employment, including temporary, provisional and permanent status and absences on an approved leave of absence; except that when an employee separates from a permanent position in good standing and is subsequently re-employed in a permanent County position within two (2) years from,the date of separation, the period of separation will be bridged. Under these circumstances,the service credits will include all credits accumulated at the time of separation but will not include the period of separation. The service credits of an employee are determined 'from employee status records maintained by the Human Resources Department. 11.13 Mirror Classifications: As determined in the sole discretion of the Director of Human Resources, employees in unrepresented job classifications that mirror Management, represented or unrepresented job classifications may receive the salary and fringe benefits that are received by employees in the mirror classification. 11.14 Deep Classes: No provision of this Resolution regarding terms and conditions_ of employment supersedes any provision of any Deep Class Resolution. 11.15 Administrative Provisions: The County Administrator may establish guidelines, bulletins or directives as necessary to further define or implement the provisions of this resolution. ll. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES Management and Exempt employees will receive the benefits set forth in Part I and also the following additional benefits:. 12. Management Longevity Pay: 12.10 Ten Years of Service: a. Employees who have completed ten (10) years of service for the County are eligible to receive a two and one-half percent (2.5%) longevity differential effective.on the first day of the month following the month in which the employee qualifies for the ten (10) year service award. b. In lieu of subsection a, employees in positions ineligible to receive vacation or sick leave accruals or to convert a portion of those accruals to cash under the terms of this Resolution are eligible to receive a five percent (5%) longevity differential upon the completion of ten years of service effective on the first day of the month,;following the month in which the employee qualifies for the ten(10) year service award. 15 RESOLUTION NO. 2008/304 J c. Effective July 1, 2006, this section does not apply to employees eligible to receive the Longevity Differential for Specified Nursing Management Classes (Part 4, section 69.) d. Effective April 1, 2007, this section does not apply to members of the Board of Supervisors,except those members who were receiving this benefit as of March 31, 2007. e. Effective November 1, 2007, for employees who were employed by Contra Costa County, became employees of the Contra Costa Superior Court by operation of law, and thereafter are rehired by Contra Costa County in the classification of District Attorney Manager of Law Offices (JJGE), eligibility for this longevity differential will be determined by adding together all service time with Contra Costa County and all service time with the Contra Costa Superior Court. If this sum is more than ten (10)years,this longevity differential will only be paid prospectively from the date the employee is rehired by Contra Costa County. 12.11 Fifteen Years of Service: a. Employees who have completed fifteen (15)years of service for the County are eligible to receive an additional two and one-half percent (2.5%) longevity differential effective on the first day of the month following the month in which the employee qualifies for the fifteen (15) year service award. For employees who completed fifteen (15) years of service on or before January 1, 2007, this longevity differential will be paid prospectively only from January 1, 2007. b. In lieu of subsection a, employees in positions ineligible to receive vacation or sick leave accruals or to convert a portion of those accruals to cash under the terms of this Resolution are eligible to receive an additional two and one-half percent(2.5%)longevity differential upon the completion of fifteen (15)years of service effective on the first day of the month following the month in which the employee qualifies for the fifteen (15)year service award. For employees who completed fifteen years of service on or before January 1, 2007, this longevity differential will be paid prospectively only from January 1, 2007. c. This section does not apply to employees eligible to receive the Longevity Differential for District Attorney Law Enforcement Management(Part 4, section 40,) the Longevity Differential for Sheriff's Law Enforcement Management(Part 4, section 52,) or the Longevity Differential for Specified Nursing Management Classes (Part 4, section 68.) d. Effective April 1, 2007, this section does not apply to members of the Board of Supervisors,except those members who were receiving this benefit as of March 31, 2007. e. Effective November 1, 2007, for employees who were employed by Contra Costa County, became employees of the Contra Costa Superior Court by operation of law, and thereafter are rehired by Contra Costa County in the 16 RESOLUTION NO. 2008/304 classification of District Attorney Manager of Law Offices (JJGE), eligibility for this longevity differential will be determined by adding together all service time with Contra Costa County and all service time with the Contra Costa Superior Court.. If this_sum is more than fifteen (15) years, this longevity differential will only be paid'; prospectively from the date the employee is rehired by Contra Costa°County' 13. Deferred Compensation Incentive:The County will contribute eighty-five dollars($85) per month to each employee who participates in the County's Deferred Compensation Plan. To be eligible for this Deferred Compensation Incentive, the employee must contribute to the deferred compensation plan as indicated below. Employees with Qualifying Base Monthly Contribution Required Current Monthly Contribution to Maintain Incentive Program Salary of: Amount Eligibility $2,500 and below $250 $50 $2,501 —3,334 ` $500 $50 $3,335 —4,167 $750 $50 $4,168 — 5,000 $1,000 $50 $5,001 — 5,834 $1,500 $100 $5,835—'6,667 $2,000 $100 $6,668 and above $2,500 $100 Employees who discontinue contributions or who contribute less than the required amount per month fora period of one(1)month or more will no longer be eligible for the eighty-five dollar.($8;5) Deferred Compensation Incentive. 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 either because of an approved medical leave or an approved financial hardship withdrawal will not be required to reestablish eligibility. Further, employees who lose eligibility due to displacement by layoff, but maintain contributions at the required level and are later employed in an eligible position, will not be required to reestablish eligibility. 14. Annual Management Administrative Leave: A. On January 15` of each year, full-time unrepresented, management, and exempt employees in paid status "will be credited with seventy (70) hours of paid Management Administrative Leave. This time is non-accruable and all balances will be zeroed out on December 31 of each year. B. Permanent part-time employees are eligible for Management Administrative Leave on a prorated basis, based upon their position hours. Permanent-intermittent employees are not eligible for Management Administrative Leave. C. Employees appointed (hired or promoted) to unrepresented, management, or exempt positions)are eligible for Management'Administrative Leave on the first day 17 RESOLUTION NO. 2008/304 of the month following their appointment date and will receive Management Administrative Leave on a prorated basis for that first,year. D. Unrepresented, management, and exempt employees on the Overtime Exempt Exclusion List are authorized to receive overtime pay; therefore,their Management Administrative Leave will be reduced by 25%each time the employee is on the List. The 25% reduction will be deducted from the employee's current leave balance, but if there is no balance, it will be deducted from future awarded Annual Management Administrative Leave. This section does not apply to the unrepresented, management, and exempt attorneys of the Offices of the District Attorney, County Counsel, and Public Defender. (See Section 34.) 15. Management Life Insurance: Employees are covered at County expense by term life insurance in the amount of fifty seven thousand dollars ($57,000) in addition to the insurance provided under Section 2.12. 16. Vacation Buy Back: A. Employees mayelect payment of up to one-third (1/3) of their annual vacation accrual, subject to the following conditions: (1) the choice can be made only once in each calendar year; (2) payment is based on an hourly rate determined by dividing the employee's monthly salary by 173.33; and (3)the maximum number of vacation hours that may be paid in any calendar year is one-third (1/3)of the annual accrual. B. Where a lump-sum payment is made to employees as a retroactive general salary adjustment for a portion of a calendar year that is subsequent to the exercise by an employee of the vacation buy-back provision herein, that employee's vacation buy- back will be adjusted to reflect the percentage difference in base pay rates upon which the lump-sum payment was computed, provided that the period covered by the lump-sum payment includes the effective date of the vacation buy-back. 17. Professional Development Reimbursement: Employees (excluding Department Heads, their Chief Assistant(s), Engineering Managers, and all Attorney classes) are eligible for reimbursement of up to six hundred twenty-five dollars ($625)for each two (2) year period beginning on January 1, 1999, for memberships in professional organizations,subscriptions to professional publications,attendance fees at job-related professional development activities and purchase of job-related computer hardware and software (excludes automation connectivity, support, or subscription fees) 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 and the applicable manuals. In order to receive reimbursement, the employee must have been in an eligible classification when the expense was incurred. Each professional development reimbursement request must be approved by the . Department Head and submitted through the regular demand process. Demands must be accompanied by proof of payment(copy of invoice or receipt). Certification regarding compliance with the County's computer use and security policy may be required. 18 RESOLUTION NO. 2008/304 Questions regarding appropriateness of request will be answered by the Office of the County Administrator. 18. Sick Leave Incentive Plan: Employees may be eligible for a payoff of a part of unused sick leave accruals at separation. This program is an incentive for employees to safeguard sick'leave accruals as protection against wage loss due to time lost for injury or illness. Payoff must be approved by the Director of Human Resources,and is subject to the following conditions: A. The employee must have resigned in good standing. B. Payout is not available if the employee is eligible to retire. C. The balance of sick leave at resignation must be at least seventy percent(70%) of accruals earned in the preceding continuous period of employment excluding any sick leave use covered by the Family and Medical Leave Act, the California Family Rights Act, or the California Pregnancy Disability Act. D. Payout is by the following schedule: Years of Payment Payment of Unused Sick Continuous Service Leave Payable 3 — 5 years 30% 5- 7 years 40% 7 plus years 50% E. No payoff will be made pursuant to this section unless the Contra Costa County Employees' Retirement Association has certified that an employee requesting a sick leave payoff has terminated membership in, and has withdrawn his or her contributions from, the Retirement Association. F. It is the intent of the Board of Supervisors that payments made pursuant to this section are in lieu of County retirement benefits resulting from employment by this County or by Districts governed by this Board. 19. Video Display Terminal (VDT) Users Eye Examination: Employees are eligible to receive an annual eye examination on County time and at County expense provided that the employee regularly uses a video display terminal at least an average of two (2) hours per day as certified by their department. Employees certified for examination under this program must make their request through the Benefits Service Unit of the County Human Resources Department. Should prescription VDT eyeglasses be prescribed for the employee following the examination, the County agrees to provide, at no cost, basic VDT eye wear consisting of a ten dollar ($10) frame and single, bifocal or trifocal lenses. Employees may, through individual arrangement between the employee and the employees' doctor and solely at the- employee's expense, include blended lenses and other care, services or materials not covered by the Plan. 1 19 RESOLUTION NO. 2008/304 20. Long-Term Disability Insurance: The County will continue in force the Long-Term Disability Insurance program with a replacement limit of eighty-five (85%) of total monthly base earnings reduced by any deductible benefits. 111. BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS Department Heads will receive the benefits set forth in Part I and Part II and the following additional benefits: 21. Executive Automobile Allowance: Except as provided in Subsection D, the County Administrator and thefollowing appointed Department Heads and elected Department Heads are eligible to receive a monthly automobile allowance plus mileage for miles driven outside Contra Costa County at the rate per mile allowed by the Internal Revenue Service (IRS) as a deductible expense. Receipt of the automobile allowance means that the recipients must furnish a private automobile for County business. Allowance is made as follows: A. County Administrator = $600 per month B. Elected Department Heads = $600 per month Assessor District Attorney Auditor—Controller Clerk—Recorder Treasurer—Tax Collector C. Appointed Department Heads = $600 per month Agricultural Commissioner/Director of Weights and Measures Chief Assistant County Administrator - County Counsel County Librarian County Probation Officer County Veteran's Service Officer County Welfare Director Director of Animal Services Director of Building Inspection Director of Child Support Services Director of Community Development ° Director of General Services Director of Health Services Director of Human Resources Director of Information Technology LAFCO Director Public Defender Public Works Director Retirement Administrator D. Sheriff-Coroner= $500 per month, plus mileage for miles driven inside and outside Contra Costa County. 20 RESOLUTION NO. 2008/304 E. If use of a County vehicle is temporarily required as a result of an emergency such as an accident or mechanical failure to the recipient's personal automobile,with the approval of the General Services Department, a County vehicle may be utilized. The General Services Department will charge the recipient's department forthe cost of the County vehicle usage consistent with County Policy. 22. Executive Life Insurance: In lieu of the insurance provided under Section 15, Department Heads are covered at County expense by term life insurance in the amount of sixty thousand dollars ($60,000) additional to the insurance provided under Section 2.12. 23. Executive Professional Development Reimbursement: Department Heads and those chief assistants listed in Exhibit E (excluding Attorney classes) are eligible for reimbursement of up to nine hundred twenty-five dollars ($925) for each two (2) year period beginning January 1, 1999 for memberships in professional organizations, subscriptions to professional organizations, subscriptions to professional publications, attendance fees atjob-related professional development activities,and purchase of job- related computer hardware and software, such as blackberries, I-phones, and treos (excluding automation connectivity, support, or subscription fees)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 and the applicable manuals. In order to receive reimbursement, the employee must have been in an eligible classification when the expense was incurred. Each executive professional development reimbursement request must be approved by the Department Head and submitted through the regular demand process. Demands must be accompanied by proof of payment (copy of invoice or receipt). Certification regarding compliance with the County's computer use and security policy may be required. Questions regarding appropriateness of request will be answered by the Office of the County Administrator. 23.1 Executive Advanced Notice Differential: An Appointed Department Head or an eligible key executive employee who gives the appointing authority and the County Administrator 12 months'advance written notice of his or her voluntary separation from County employment is eligible for a differential of two percent (2%) of his or her base rate of pay for each month from the first day of the month following the month in which notice is given until the date of separation,but not to exceed 12 months. The differential will be paid in a single lump sum upon separation from County employment, subject to the usual tax withholding and retirement deductions. If the Appointed Department Head or eligible key executive employee later changes his or her separation date, he or she will be ineligible for the differential, unless the separation date was changed at the written request of the appointing authority. The eligible key executive employee positions will be identified in a subsequent resolution and will only be eligible for this benefit prospectively after the adoption of the subsequent resolution. 21 RESOLUTION NO. 2008/304 24. Appointed Department Heads:The Appointed Department Heads are the Agricultural Commissioner/Di rector of Weights and Measures,Chief Assistant County Administrator, County Counsel,County Librarian,County Probation Officer,County Veteran's Services Officer, County Welfare Director, Director of Animal Services, Director of Building Inspection,,Director of Child Support Services, Director of Community Development, Director of General Services,Director of Health Services,Director of Human Resources, Director of Information Technology, Public Defender, Public Works Director, and Retirement Administrator. 25. Elected Department Heads: The Elected Department Heads are the Assessor, Auditor—Controller, Clerk—Recorder, District Attorney—Public Administrator, Sheriff—Coroner, and Treasurer—Tax Collector. 26. Elected Department Head Benefits: Elected Department Heads will receive only the following benefits under Parts I, 11, and III, together with such benefits as may be authorized under Part IV: A. The benefits provided under Part I,Sections 2.10,2.11,2.12,2.13,2.14,2.15,2.16; 2.17, 2.19, 2.20, 2.21, 5, 6, 7, 8, 10, and 11.12. B. The benefits provided under Part II, Sections 12, 13, and 20. C. As compensation for not accruing paid vacation credit,.in addition to the benefits of Part 11, Section 13 twelve thousand dollars ($12,000) as a deferred compensation contribution will be added to the elected department head's deferred compensation account effective July 1 of each year(commencing July 1, 2007). If after July 1, but prior to June 30 ofithe next succeeding year,for any reason,the elected department head's occupancy of office terminates and/or expires, the elected department head is entitled to an additional deferred compensation account contribution prorated from July 1 to include the time period the elected department head served prior to the next June 30. Further, if, for any reason, all or part of such deferred compensation cannot be paid into a deferred compensation account the elected department head is entitled to an equivalent lump-sum payment. None of the County's twelve thousand dollar ($12,000) contribution may be used-to establish eligibility and qualification to receive the additional eighty-five dollars ($85) monthly Deferred Compensation Incentive contribution otherwise provided by the County. D. The benefits provided under Part 111, Sections 21, 22, and 23. IV. SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR CLASS 27. Accounting Certificate Differential: Incumbents of Management professional accounting, auditing or fiscal officer positions who possess one of the following certifications in good standing will receive a differential of five percent (5%) of base monthly salary: (1)A valid Certified Public Accountant(CPA)license issued by the State of California, Department of Consumer Affairs, Board of Accountancy; (2) a Certified Internal Auditor (CIA) certification issued'by the Institute of Internal Auditors; (3) a Certified Management Accountant (CMA) certification issued by the Institute of 22 RESOLUTION NO. 2008/304 Management Accountants; or (4) a Certified Government Financial Manager (CGFM) certification issued by the Association of Government Accountants. 28. Agriculture Department Differential: The classes of Deputy Sealer Weights/Measure (BWHA) and Deputy Agricultural Commissioner (BAHA) will receive a differential of three and one-half percent(3.5%)of base monthly salary for possession of either a valid Commissioner License or a valid Sealer of Weights and Measures License. 29. Angiogram Differential: Employees in the classes of Diagnostic Imaging Manager (V8HB) and Assistant Diagnostic Imaging Manager (V8HC) when performing an angiogram other than on day shift, Monday through Friday, will be additionally compensated at a flat rate of five hundred dollars ($500) per procedure. 30. Animal Services Search Warrant: Employees in the Management classes of Deputy Director of Animal Services (BJDF) and Animal Services Lieutenant (BJHB) will be compensated for time spent in assisting law enforcement agencies in the serving of search warrants. The amount of special compensation per incident is one hundred dollars($100)and it will continue to be equal to that paid to Animal Services Officers for performing this duty. Only employees involved in actual entry team activities will be so compensated. The department continues to retain the sole right to select and assign personnel to such search warrant duty. 31. Animal Services Uniform Allowance: The uniform allowance for employees in the Management classifications of Animal Services Lieutenant(BJHB)and Deputy Director of Animal Services (BJDF) is eight hundred dollars ($800) effective July 1, 2001, payable one-twelfth (1/12) of the yearly total in monthly pay warrants. Any other increase in the Uniform Allowance, which may be granted to Animal Services Officers while this Resolution is in effect,is granted to the Animal Services Management classes. 32. Attorney Fixed—Term Classes: A. The following Fixed—Term attorney classes are ineligible for the Management Benefits listed in (B) below. Deputy District Attorney—Fixed Term (2KWD) Deputy District Attorney—Fixed Term Flat Rate (2KWF) B. Excluded Benefits are as follows: 1. Management two and one-half percent(2.5%)Longevity Pay Plan (Section 12). 2. Annual Management Administrative Leave (Section 14). 3. Management Attorney Administrative Leave (Section 34). 4. Management',Life Insurance (Section 15). 5. Management Long-Term Disability (Section 2.17). 6. Annual Vacation Buy-Back (Section 16). 7. Attorney Professional Development Reimbursement(Section 35): fifty percent (50%)of the benefit is available on January 1 and fifty percent(50%)is available on July 1. 23 RESOLUTION NO. 2008/304 C. Employees in the Fixed-Term Attorney classes will be credited with forty(40)hours paid administrative leave each January 1, subject to the provisions of Section 14. 33. Attorney State Bar Dues: The County will reimburse employees in the classes listed in Section 34 for California State Bar Membership dues (but not penalty fees) and, if annually approved in advance by the Department Head, fees for criminal and/or civil specialization. 34. Attorney Management Administrative Leave: A. On January 1" of each year, full time unrepresented, management, and exempt attorneys in paid status in the Offices of the District Attorney, County Counsel, Public Defender, and Child Support Services, excluding fixed-term and contract attorneys, will be,credited with eighty (80) hours of Management Administrative Leave. Management Administrative Leave must be used during the calendar year in which it is credited and any unused hours may not be'carried forward. B. Attorneys appointed between January 1" and.June 301h, inclusive, are eligible for eighty (80) hours of Management Administrative Leave on the first succeeding January 1St and annually thereafter. Attorneys appointed on or after July 1St are eligible for sixty (60) hours of Management Administrative Leave on the ,first succeeding January 1" and are eligible for eighty (80) hours annually thereafter. C. Permanent parttime attorneys are eligible for Management Administrative Leave on a prorated basis,based upon their position hours,beginning on January 1 St following their appointment and in the same proportion on each January 1s' thereafter. Permanent-intermittent attorneys are not entitled to Management Administrative Leave. Any attorney on a leave of absence will have his/her. Management Administrative Leave hours pro rated upon his/her return. D. Unrepresented, management, and exempt attorneys on the Overtime Exempt Exclusion List are authorized to receive overtime pay;therefore,their Management Administrative Leave will be reduced by 25% each time the attorney is on the List. The 25%reduction will be deducted from the employee's current leave balance, but if there is no balance, it will be deducted from future awarded Management Administrative Leave. 35. Attorney Professional Development Reimbursement: The County will reimburse employees in the below-listed Management attorney classifications up to a maximum of seven hundred dollars ($700) each fiscal year for the following types of expenses: A. Purchase of job-related computer hardware and software. B. Membership dues in legal professional associations. C. Purchase of legal publications. D. Training and travel costs for job-related educational courses. 24 RESOLUTION NO. 2008/304 E. Legal on-line computer services. Any unused accrual may be carried forward to the next fiscal year up to a maximum of eight hundred dollars($800). The eligible classes are as follows: Assistant County Counsel Chief Trial Deputy Public Defender Assistant County Counsel-Exempt Deputy District Attorney-Basic Level* Assistant Public Defender Deputy District Attorney-Advanced Assistant Public Defender-Exempt Public Defender Asst. Chief Deputy District Atty-Exempt Senior Deputy District Atty-Exempt Chief Deputy District Attorney-Exempt Supervising Attorney- Child Support Chief Asst. County Counsel-Exempt Services Chief Asst. Public Defender- Exempt Attorney -Advanced Child Support County Counsel Services Civil Litigation Attorney-Deep Class Attorney - Basic Child Support Services Deputy County Counsel-Deep Class Attorney- Entry Child Support Services Deputy County Counsel I Senior Financial Counsel - Exempt District Attorney-Public Admin *Prorated on a monthly basis 36. Assessor Education Differential: Employees in the Management classes of Principal Appraiser (DADC), Supervising Appraiser (DAHC), Supervising Auditor-Appraiser (DRNA), Assistant County Assessor (DABA) and Assistant County Assessor-Exempt (DAB1) is entitled to a.salary differential of two and one-half percent (2.5%) of base monthly salary for possession of a certification for educational achievement from at least one of the following: ` A. American Institute of Real Estate Appraisers Residential Member designation. B. State Board of Equalization Advanced Appraiser Certification. C. International Association of Assessing Officers Residential Evaluation Specialist. D. Society of Auditor-Appraiser Master Auditor-Appraiser designation. E. Society of Real Estate Appraisers Senior Residential Appraiser designation. F. Any other certification approved by the County Assessor and the Director of Human Resources. 37. Assessor Mileage Reimbursement: Effective October 1, 1999, in lieu of additional mileage reimbursement, the salaries of the Supervising Appraiser (DAHC) and Supervising Auditor-Appraiser (DRNA) classifications are increased by one (1) level. Beginning January 1, 2000, mileage allowance for use of their personal vehicles on County business will be paid at the rate allowed by the Internal Revenue Service. 25 RESOLUTION NO. 2008/304 38. Certified Elections/Registration Administrator Certification Differentiai: Employees in the classification ofClerk-Recorder(ALA1)are entitled to receive a monthly differential in the amount of five percent (5%) of base monthly salary for possession of a. valid Certified Elections/Registration Administrator Certificate issued by The Election Center- Professional Education Program. Verification of eligibility is by the County Administrator or designee. Eligibility for receipt of the differential begins on the first day of the month following the month in which the County Administrator verifies eligibility. 39. District Attorney Inspectors Longevity Pay: Incumbents of the classes of District Attorney Chief of Inspectors—Exempt(6KD1), District Attorney Lieutenant of Inspectors (6KNB), and Lieutenant of Inspectors—Welfare Fraud (6KWG) are eligible for a differential of five percent(5%)of base monthly salary when the following conditions are satisfied: The employee has (1) four (4) years of experience as a peace officer with Contra Costa County; (2)fifteen (15)years of P.O.S.T. experience; and (3)has reached the age of thirty-five (35).. 40. District Attorney Inspector P.O.S.T.: Incumbents of the classes of District Attorney Lieutenant of Inspectors (6KNB), District Attorney Lieutenant of Inspectors—Welfare Fraud (6KWG) and District Attorney Chief of Inspectors—Exempt (6KD1) who possess the appropriate certificates beyond the minimum P.O.S.T.qualifications required in their class may qualify for one of the following career incentive allowances: A. A career incentive allowance of two and one-half percent (2.5%) of base monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors- Welfare Fraud for the possession of an Advanced P.O.S.T. certificate. This. allowance will be paid to the DA Chief of Inspectors-Exempt for possession of a Management and/or Executive P.O.S.T. Certificate. B. A career incentive allowance of five percent(5%)of base monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors—Welfare Fraud for possession of an Advanced P.O.S.T. certificate and an approved Baccalaureate Degree. This allowance will be paid to the DA Chief of Inspectors for possession of a Management and/or Executive P.O.S.T. certificate and possession of an approved Baccalaureate Degree. C. A career incentive allowance of seven and one-half percent(7.5%)of base monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors—Welfare Fraud for the possession of an Advanced P.O.S.T. certificate and possession of an approved Master's Degree. This allowance will be paid to the DA Chief of Inspectors—Exempt for possession of an approved Management and/or ExecutiveP.O.S.T. certificate and possession of an approved Master's Degree. No contining education is required in order to be entitled to any of the foregoing allowances. 41. District Attorney Investigator- Safety Employees Retirement Tier; Contribution Toward Cost of Enhanced Retirement Benefit : 41.10 Retirement Tier. The retirement formula of "3 percent at 50",applies to employees in the classifications set forth in Subsection 41.12, below. The cost of living adjustment(COLA)to the retirement allowances of these employees will not exceed three percent (3%) per year. The final compensation of these employees will be based on a twelve (12) month salary average. Each 26 RESOLUTION NO. 2008/304 employee will pay nine percent(9%)of his or her retirement base to pay part of the employer's contribution for the cost of these safety retirement benefits. Such payments will be made on a pre-tax basis in accordance with applicable tax laws. "Retirement base"means base salary and other payments,such as salary differential and flat rate pay allowances,used to compute retirement deductions. 41.11 Employees with more than 30 years of Service. Commencing on July 1, 2007, eligible employees in the classifications set forth in Subsection 41.12, below, and designated by the Contra Costa County Employees'Retirement Association as safety members with credit for more than thirty (30) years of continuous service as safety members, will not make payments from their retirement base to pay part of the employer's contribution towards the cost of the safety retirement benefit. 41.12 Eligible Employees. This section applies only to the following classifications: District Attorney Chief of Inspectors-Exempt (6KD1) District Attorney Lieutenant of Inspectors (6KNB) . Lieutenant of Inspectors-Welfare Fraud (6KWG) 42. Employment and Human Services Division Manager Differential: Employees in the classification of Employment and Human Services Division Manager-Project(XAD1)are eligible to receive a 5% salary differential for a special project assignment. The qualifying special project must involve executive leadership,management,oversight,and supervision of operational division managers. The employee must be assigned to the qualifying special project by the Director of Employment and Human Services and the Director must approve the differential. The duration of the differential may not exceed twenty four (24) months, even if the special project assignment is longer. When approved, the differential will become effective on the first day of the following month. No more than two (2) employees may receive this differential at the same time, even though there may be more than two (2) special project assignments. 43. Engineer Continuing Education Allowance: Public Works employees in the classifications of Associate Civil Engineer(NKVC),Assistant County Surveyor(NSGA), Engineering Technician Supervisor—Construction (NSHE),. Engineering Technician Supervisor—Land Surveyor (NSHD), Engineering Technician Supervisor—Materials Testing (NSHC), Deputy Public Works Director-Exempt (NADO) Senior Civil Engineer (NKHA), Senior Traffic Engineer (NKHB), Senior Hydrologist (N9HC) and Supervising Civil Engineer(NKGA)are eligible to receive a one year Continuing Education Allowance of two and one-half percent (2.5%)of base monthly salary if they complete at least (60) hours of approved education or training or at least three (3) semester units of approved college credit or approved combination thereof, subject to the following conditions. A. The specific education or training must be submitted in writing by the employee to the Public'Works Director or his designee prior to beginning the course work. B. The education or training must be reviewed and approved in advance by the Public Works Director or his designee as having a relationship to the technical or managerial responsibilities of the employee's current or potential County job classifications. 27 RESOLUTION NO. 2008/304 C. Employees who qualify for this allowance do so for a period of only twelve (12) months, commencing on the first day of the month after proof of completion is received and approved by the Public Works Director or his designee. This allowance automatically terminates at the end of the twelve (12) month period. 44. Engineer Professional Development Reimbursement: Employees in the classification of EngineeringManagers will be allowed reimbursement for qualifying professional development expenses and professional engineering license fees required by. the employee's classification up to a total of seven hundred dollars ($700) for each two (2) year period beginning on January 1, 2000. Effective July 1, 2007, the allowable reimbursement amount will be increased by one hundred fifty dollars ($150) for a total of eight hundred fifty dollars ($850). Effective on January 1, 2008, Engineering Managers will be allowed reimbursement for qualifying professional development expenses and professional engineering license fees required by the employee's classification up to a total of nine hundred dollars ($900) for each two (2) year period. Allowable expenses include the following activities and materials directly related to the profession in which the individual is engaged as a County employee: A. Membership dues to professional organizations. B. Registration fees for attendance at professional meetings, conferences and seminars. C. Books, journals and periodicals. D. Tuition and text book reimbursement for accredited college or university classes. E. Professional license fees required by the employee's classification. F. Application and examination fees for registration as a professional engineer, architect or engineer-in-training. G. Certain job-related instruments,job-related computer hardware and software from a standardized County approved list or with Department Head approval, provided each Engineer complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors and the applicable manuals. In order to receive reimbursement, the employee must have been in an eligible classification when the expense was incurred. In order to receive reimbursement for the 2004-2005 period, the expense must have been incurred during the period beginning January 1,2004,through December 31,2005. Individual professional development reimbursement requests require the approval of the Department Head. Reimbursement occurs through the regular demand process with demands being accompanied by proof of payment (copy of invoice or canceled check). 28 RESOLUTION NO. 2008/304 45. Engineer Structural Registration Differential: Incumbents of the management classes of Structural Engineer-Building Inspection (NESE), Senior Structural Engineer-Building Inspection (NEVE), Supervising Structural Engineer-Building Inspection (FADB), and Principal Structural Engineer-Building Inspection (NCHA), employed in the County Building Inspection Department who possess a valid Certificate of Authority to use the title "Structural Engineer" issued by the California State Board of Registration for Professional Engineers, are entitled to receive a differential of five percent (5%) of the base monthly salary. 46. Library Department Holidays: For all management and unrepresented employees in the County Library Department, the day after Thanksgiving is deleted as a holiday and the day before Christmas is added as a holiday. 47. Nursing Shift Coordinator,Staff Nurse-Per Diem,and Staff Advice Nurse-Per Diem Holiday Pay:. Permanent full time, permanent part-time and permanent-intermittent employees in the classification of Nursing Shift Coordinator (VWHH), who work on a holiday, are entitled to receive their choice of overtime pay or compensatory time credit for all hours ,worked; up to a. maximum of eight (8) hours. Employees in the classifications of Nursing Shift Coordinator- Per Diem (VWHD), Staff Nurse- Per Diem (VWWA), and Staff Advice Nurse - Per Diem (VWXF), who work on a holiday, will be compensated at one and one-half(1.5)times the hourly rate for all hours worked, up to a maximum of eight (8) hours. This provision is effective on November 1, 2006. 48. Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtime Pay: Employees in the classifications of Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem,who are unrepresented and paid on an hourly basis, will be compensated at the rate of one and one-half(1.5)times their base rate of pay(excluding differentials)for authorized work in excess of eight (8) hours in a day. 49. Staff Nurse-Per Diem Differentials: Effective September 1, 2003, employees in the classification of Staff Nurse-Per Diem, who are unrepresented and paid on an hourly basis, are eligible for the following differentials under the stated circumstances: 1. Evening Shift. An employee who works an evening shift of four (4) hours or more between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift differential of twelve percent (12%) of the employee's base rate of pay. 2. Night Shift. An employee who works a night shift of four (4) hours or more between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of fifteen percent (15%)°of the employee's base rate of pay. 3. Detention Facility Assignment. An employee who works in a County Detention Facility(including Martinez,West County, Marsh Creek,Byron Boys Ranch,and Juvenile Hall) will be paid a differential of ten percent (10%) of the employee's base rate of pay. 4. Emergency Department Differential. An employee who works in the Emergency Department of Contra Costa Regional Medical Center will be paid a differential of five percent (5%) of the employee's base rate of pay. 29 RESOLUTION NO. 2008/304 5. Code Gray/STAT Team Differential. An employee who is assigned by administration to respond to emergency Code Gray calls as a member of the STAT Team will be paid a differential of ten percent (10%) of the employee's base rate of pay. 50. Staff Advice Nurse-Per Diem Shift Differentials: Effective September 1, 2003, employees in the classification of Staff Advice Nurse-Per Diem, who are unrepresented and paid on an hourly basis, are eligible for the following differentials under the stated circumstances: A. Evening Shift. An employee who works an evening shift of four(4) hours or more between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift differential of twelve percent (12%) of the employee's base rate of pay. B. Night Shift. An employee who works a night shift of four (4) hours or more between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of fifteen percent (15%) of the employee's base rate of pay. 51. Nursing Shift Coordinator Differentials: Effective September 1, 2003, employees in the classification of Nursing Shift Coordinator are eligible for the following differentials under the stated circumstances: A. Evening Shift. An employee who works an evening shift of four (4) hours or more between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift differential of twelve percent (12%) of the employee's base rate of pay. B. Night Shift. An employee who works a night shift of four (4) hours or more between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of fifteen percent (15%) of the employee's base rate of pay. C. Code Gray/STAT Team Differential. An employee who is .assigned by administration to respond to emergency Code Gray calls as a member of the STAT Team will be paid a differential of ten percent (10%) of the employee's base rate of pay. 52. Nurse Manager Longevity Differentials. Employees in the classifications listed in subsection 52.14, below, are eligible for the following longevity differentials: 52.10 Seven Years of Service. Employees who have completed seven (7) years of appointed service for the County are eligible to receive a two and one-half percent (2.5%) longevity differential effective on the first day of the month following the month in which the employee completes seven years of service. For employees who completed seven(7)years of appointed service on or before July 1, 2006, this longevity differential will be paid prospectively only from July 1, 2006. 52.1.1 . Ten Years of Service. Employees who have completed ten (10) years of appointed service for the County are eligible to receive an additional two and one-half percent (2.5%) longevity differential effective on the first day of the month following the month in which the employee qualifies for the ten (10)year service award, for a total longevity differential of five percent (5%). For employees who completed ten (10)years of appointed service on or before July 30 .RESOLUTION NO. 2008/304 1, 2006, this longevity differential will be paid prospectively only from July 1, 2006. 52.12 Fifteen Years of Service. Employees who have completed fifteen (15)years of appointed service for the County are eligible to receive a additional two and one- half percent (2.5%) longevity differential effective on the first day of the month following themonth in which the employee qualifies for the fifteen (15) year service award, for a total longevity differential of seven and one-half percent (7.5%). For employees who completed fifteen (15) years of appointed service on or before July 1, 2006, this longevity differential will be paid prospectively only from July 1, 2006. 52.13 Twenty Years of Service. Employees who have completed twenty(20)years of appointed service for the County are eligible to receive an additional two and one-half percent (2.5%).longevity differential effective on the first day of the month following the month in which the employee completes twenty years of service, for a total longevity differential of ten percent (10%). For employees who completed twenty(20)years of appointed service on or before July 1,2006, this longevity differential will be paid prospectively only from July 1, 2006. 52.14 Eligible Classes. This section applies only to the following classifications: Chief Nursing Officer-Exempt (VWD4) Nursing Program Manager (VWHF) Nursing Shift Coordinator(VWHH) , Director of Ambulatory Care Nursing Services (VWDC) Ambulatory. Care Clinical Supervisor.(VWHJ) 53. Environmental Analyst III / Environmental Planner Assignment Differential: Incumbents in the class of Environmental Analyst III (5RTA)and Environmental Planner (5ATC) may be given a five percent (5%) or ten percent (10%) base monthly salary differential at the discretion of the Department Head while engaged on special project assignments with major political and/or financial impact. Differentials become effective on the first of the month following the month approved, and terminate on the last day of the month in which the assignment is completed, unless terminated earlier by the Department Head. All differential assignments will be reviewed on July 1 of each year to determine what level of differential, if any, will continue to be paid. 54. Podiatrists /Optometrists Unrepresented Status: In addition to all general benefits afforded Unrepresented employees in Section I of this Resolution,the classes of Exempt Medical Staff Podiatrist (VPS2) and exempt Medical Staff Optometrist (VPS1) are also eligible for the following benefits: Educational Leave. Each permanent full-time employee with at least one (1) year of service are entitled to five (5) days leave with pay each year.to attend courses, institutions, workshops or classes which meet requirements for American Medical Association Category One Continuing Medical Education. Requests must be submitted for approval in advance to the Medical Director and Service Chief. Permanent part-time employees are entitled to educational leave under this section on a pro-rated basis. 31 RESOLUTION NO. 2008/304 Long-Term Disability Insurance: The County will continue in force the Long-Term Disability Insurance program with a replacement limit of eighty-five percent(85%)of total monthly base earnings reduced by any deductible benefits. Malpractice Coverage. The County will provide coverage under the Continuing Practice Physician's InsurancePlan. Paid Personal Leave. Permanent full-time employees with three(3)years of service will be credited with five (5) days.of non-accruable.paid personal leave effective January 1 of each calendar year. Balances not used will be returned to zero (0)at the end of each year. Permanent part-time employees are entitled to paid personal leave under this section on a pro-rated basis. 55. Probation Safety Employees Retirement Tier; Contribution Toward Cost of Enhanced Retirement Benefit: 55.10 Retirement Tier. The retirement formula of "3 percent at 50" applies to employees in the classifications set forth in Subsection 55.11,.below. The cost of living adjustment(COLA)to the retirement allowances of these employees will not exceed three percent (3%) per year. The final compensation of these employees will .be based on a twelve (12) month salary average. Each employee will pay nine percent(9%)of his or her retirement base to pay part of the employer's contribution for the cost of these safety retirement benefits. Such payments will be made on a pre-tax basis in accordance with applicable tax laws. "Retirement base"means base salary and other payments,such as salary differential and flat rate pay allowances,used to compute retirement deductions. 55.11 Eligible Employees. This section applies only to the following classifications: Assistant Chief Public Service Officer(64BA) Chief Deputy Probation Officer (7ADC) County Probation Officer- Exempt (7AA1) Institutional Supervisor II (7KGA) Probation Manager (7AGB) 56. Public Works Maintenance Managers Scheduled Day Off: When a holiday falls on a Friday that is a regularly scheduled day off for Public Works field maintenance employees and those employees take the next Monday off as their regularly scheduled day off pursuant to their Memorandum of Understanding,employees in the classifications of Public Works Maintenance Supervisor (PSHB), Public Works Assistant Field Operations Manager '(PSGA); Public Works Resources Manager (PSSD), Vegetation Management Supervisor(GPHG), and Public Works Field Operations Manager(PSFB) who supervise,oversee,or support the field.maintenance employees, must also take the next Monday off as their regularly scheduled day off, or they lose the day off. 57. Public Works Emer0ency Work Differential: Employees in the classifications of Public Works Maintenance Supervisor (PSHB), Public Works Assistant Field Operations Manager (PSGA), and Vegetation Management Supervisor (GPHG) who are required by the Public Works Director or his designee to work in response to an "emergency,"will be compensated at the rate of one,(1.00) times their base rate of pay (excluding 32 RESOLUTION NO. 2008/304 differentials)for authorized work performed in excess of their regularly scheduled work day or work week. 58. Public Works Seasonal Construction Differential: Employees in the classifications of Public Works Maintenance Supervisor(PSHB), Public Works Assistant Field Operations Manager(PSGA), and Vegetation Management Supervisor(GPHG)who are scheduled by the Public Works Director or his designee to work during the "construction season," will be compensated at the rate of one (1.00) times their base rate of pay (excluding differentials)for all authorized work performed in excess of their regularly scheduled work day or work week. 59. Public Works Maintenance Managers Education Allowance: Employees in the classifications of Public Works Field Operations Manager (PSFB), Public Works Assistant Field Operations Manager (PSGA), Public Works Maintenance Supervisor (PSHB), Vegetation Management Supervisor (GPHG), and Public Works Resources Manager (PSSD) are eligible to receive a one year Continuing Education Allowance of two and one half percent (2.5%) of base monthly salary if they,complete at least sixty (60) hours of approved education or training or at least three (3) semester units of approved college credit or approved combination thereof, subject to the following conditions: A. The specific education or training must be submitted in writing by the employee to the Public.Works Director or his designee prior to beginning the course work. B. The education or training must be reviewed and approved in advance by the Public Works Director or his designee as having a relationship to the technical or managerial,responsibilities of the employee's current or potential County job classifications. C. Employees who qualify for this allowance do so for a period of only twelve (12) months, commencing on the first day of the month after proof of completion of course work is received and approved by the Public Works Director or his designee. This allowance automatically terminates at the end of the twelve(12) month period. 60. Real Property Agent Advanced Certificate Differential: Employees in the management classes of Assessor (DAA1), Assistant County Assessor (DAB1), Lease Manager(DYDB), Principal Real Property Agent(DYDA)and Supervising Real Property Agent(DYNA)are entitled to receive a monthly differential in the amount of five percent (5%) of base monthly salary for possession of a valid Senior Member Certificate issued by the International Executive Committee of the International Right of Way Association. Verification of eligibility will be by the Department Head or his/her designee. Eligibility for receipt of the differential begins on the first day of the month following the month in which eligibility is verified by the Department Head. All employees who qualify for the Senior Member certificate must recertify every five (5) years with the International Right of Way Association in order to retain the Senior Member designation and continue to receive the differential. In order to recertify, a Senior Member must accumulate seventy-five (75) hours of approved education which may include successfully completing courses, attending educational seminars or teaching approved courses. 33 RESOLUTION NO. 2008/304 61. Sheriff Sworn Management P.O.S.T.: Incumbents of the classes of Sheriff-Coroner (6XA1),Undersheriff—Exempt(6XB4)and Commander—Exempt(6XD1)who possess the appropriate certificates beyond the minimum P.O.S.T. qualifications required in their class may qualify for one of the following career incentive allowances: A. A career incentive allowance of two and one-half percent (2.5%) monthly base pay will be awarded for the possession of a Management and/or Executive P.O.S.T. Certificate and possession of an approved Baccalaureate Degree. B. A career allowance of five percent (5%) monthly base pay will be awarded for the possession of a Management and/or Executive P.O.S.T. Certificate and possession of an approved Master's Degree. 62. Sheriff Continuing Education Allowance: Sheriff's Department employees in the classes of Sheriffs Fiscal Officer (64SJ), Sheriff's Chief of Management Services (APDC),Administrative Services Assistant III (APTA), Sheriff's Director of Property and Evidence (64FG), Detention Services Supervisor (64HA), Inmate Industries Engraving Program Supervisor (64HG), Inmate Industries Supervisor (64HF), Manager-Central Identification Services (64DB), Records Manager(64HE), Sheriff's CAD/RMS Systems Manager (PEDG),Sheriff's Communications Center Director (64NC), Supervising Sheriff's Dispatcher(64HD),Sheriff's Directorof Food Services(64FF),Sheriff's Director of Support Services(6AFE),Sheriff's Telecommunication Technology Manager(PEDD), and Supervising Forensics Toxicologist(6CHA)are eligible to receive a two and one-half percent (2.5%) of base monthly salary Continuing Education Allowance for any fiscal year in which they complete at least sixty (60) hours of education or training or at least three(3) semester units of college credit or combination thereof, approved by the department, subject to the following conditions: A. An application must be submitted in advance, to the Sheriff's Department prior, to the fiscal year in which the education or training will occur. B. The education or training must be directly related to the technical or .Management duties of the employee's job. C. The course must be reviewed and approved by the Sheriff's Department Standards and Resources Bureau in advance. D. The employee must show evidence of completion with a passing grade. 63. Sheriff Emergency Services Standby Differential: Employees in the classes of Emergency Planning Specialist—Exempt (9GS1), Emergency Planning Coordinator (9GSA), Senior Emergency Planning Coordinator (9GWB) and County Emergency Services Manager (9GGA) who perform standby duty of theOffice of Emergency Services at least one (1) week per month, are entitled to receive a differential in the amount of two and one-half percent (2.5%) of base monthly salary. 64. Sheriff Law Enforcement Longevity Differential: Incumbents in the classifications of Sheriff-Coroner(6XA1), Undersheriff(6XB4), and Commander(6XD1)are eligible for a differential of five percent (5%) of base monthly salary upon completion of fifteen (15) years of County service as a full-time, permanent, sworn law enforcement officer. 34 RESOLUTION NO. 2008/304 65. Sheriff Uniform Allowance: The Sheriff-Coroner(6XA1)and.non-sworn management employees in the Sheriff-Coroner's Department will be paid a uniform allowance in the amount of eight hundred seventy-two dollars ($872) per year effective July 1, 2007, payable one-twelfth (1/12)of the yearly total in monthly pay warrants. The management employees eligible for this uniform allowance are:Sheriff's Fiscal Officer(64SJ),Sheriff's Chief of Management Services (APDC), Supervising Sheriff's Dispatcher (64HD), and Administrative Services Assistant III (APTA). 66. Sheriff-Detention Division Meals: Employees assigned to the Detention Division will have fifteen dollars ($15.00) per month deducted from their pay checks in exchange for meals provided by the Department. The employee may choose not to eat facility food. In that case, no fees will be deducted. 67. Sheriff - Retirement Tiers; Contribution Toward Cost of Enhanced Retirement Benefit: 67.10. Safety Tier A. The retirement formula of"3 percent at 50"applies to employees in the classifications set forth in Subsection 67.15, below,who are employed by the County as of December 31, 2006. The cost of living adjustment (COLA)to the retirement allowances of these employees will not exceed three percent (3%) per year. The final compensation of these employees will be based on a twelve(12)month salary average. Beginning on October 1,2006 and continuing through the remainder of the term of the 2005-2008 Memorandum of Understanding between the Deputy Sheriff's Association and the County and any extensions thereof, each employee will pay three percent(3%)of his or her retirement base to pay part of the employer's contribution towards the cost of Safety Tier A. Such payments will be made on a pre-tax basis in accordance with applicable tax laws. "Retirement base" means base salary and other payments, such as salary differentials and flat rate pay allowances, used.to compute retirement deductions. 67.11 Safety Tier C. The retirement formula of"3 percent at 50"applies to employees in the classifications set forth in Subsection 67.15, below, who are hired by the County after December 31, 2006. The cost of living adjustment (COLA) to the retirement allowances of these employees will not exceed two percent(2%)per year. The final compensation of these employees will be based on their highest thirty-six (36) month salary average. Beginning on January 1, 2007 and continuing through the remainder of the term of the 2005-2008 Memorandum of Understanding between the Deputy Sheriff's Association and the County and any extensions thereof, each employee will pay two and one-tenths percent (2.1%) of his or her retirement base to pay part of the employer's contribution towards the cost of Safety Tier C. Such payments will be made on a pre-tax basis in accordance with applicable tax laws. All other safety tiers are closed to employees hired by the County after December 31,2006. "Retirement base" means base salary and other payments,such as salary differentials and flat rate pay.allowances, used to compute retirement deductions. 35 RESOLUTION NO. 2008/304 67.12 Rehires. .. Should an employee in any of the classifications set forth in Subsection 67.15, below, leave County service and thereafter be rehired, that employee will be placed in the retirement tier for which he or she is then eligible in accordance with the County Employees Retirement Law as determined by the Contra Costa'County Employees' Retirement Association. 67.13 Employees with more than 30 years of Service. Commencing January 1, 2007, employees in, the classifications set forth in Subsection 67.15, below, and designated by,the Contra Costa County Employees' Retirement Association as safety members with credit for more than thirty(30)years of continuous service as safety members, will not make payments from their retirement base to pay part of the employer's contribution towards the cost of the safety retirement benefit. 67.14 Retirement Tier Elections. If members of the Deputy Sheriffs'Association have the opportunity to elect different retirement tiers;employees in the classifications set forth in Subsection 67.15, below, and employed by the County.as of December 31;-2006, will be offered the same opportunity to elect new safety retirement tiers at the'same time and on the same terms and conditions that are applicable to members of the Deputy Sheriffs' Association. 67.15 Eligible Employees. This section applies only to the following classifications: Sheriff-Coroner Under Sheriff- Exempt Assistant Sheriff Chief Deputy Sheriff-Exempt Commander 68. Treasurer-Tax Collector Professional Development Differential: Incumbents of the following listed classifications in the Treasurer-Tax Collector's Department are eligible to receive a monthly; differential equivalent to five percent (5%) of base salary for possession of at least one(1)of the following specified professional certifications and for completion of required.continuing education requirements associated with the individual certifications. Verification of eligibility for any such differential must be in writing by the Treasurer-Tax Collector or his/her designee. Under this program, no employee may receive more than a single five percent (5%) differential at one time regardless of the number of certificates held. Eligible classes are: Treasurer-Tax Collector (S5A1) Treasurer's Investment Officer-Exempt (S5S3) Assistant County Treasurer-Exempt (S5134) Assistant County Tax Collector (S5DF) Chief Deputy Treasurer Tax Collector-Exempt (S5132) Treasurer's Accounting Officer (S5SG) Treasurer's Investment Operations Analyst (S5SD) Tax Operations Supervisor (S5HC) 36 RESOLUTION NO 2008/304 Qualifying Certificates: Certified Cash Manager (C.C.M.) Certified Financial Planner(C.F.P.) Certified Government Planner(C.G:F.P.) Certified.Treasury Manager(C.T.M.) Chartered Financial Analyst (C.F.A.) I 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: Cj!Vd C°% JOHN CIJLLEN,.Clerk of the Board of Supervisors and County Administrator By Deputy 37 RESOLUTION NO. 2008/304 Exhibit A Management, Exempt and Unrepresented Job Code Job Title SAWA ACCOUNTANT.I SAVA ACCOUNTANT II SATA ACCOUNTANT III APIA ADMINISTRATIVE AIDE-DEEP CLASS AP73 ADMINISTRATIVE AIDE-PROJECT APWA ADMINISTRATIVE ANALYST APW1 ADMINISTRATIVE ANALYST-PROJECT AP9A ADMINISTRATIVE INTERN-DEEP CLS ADSG JADMINISTRATIVE SUPPORT ASST APVA ADMINISTRATIVE SVCS ASST II APTA ADMINISTRATIVE SVCS ASST III APV2 ADMINISTRATIVE SVCS ASST II-PR APDB ADMINISTRATIVE SVCS OFFICER 3AGF ADULT LITERACY PROGRAM MANAGER , VWHK ADVICE NURSE MANAGER iVWHN ADVICE NURSE SUPERVISOR AJDB AFFIRMATIVE ACTION OFFICER V9HH AFTER SCHOOL PROGRAM SUPV XQVB AGING '&ADULT SVCS SR STAFF AS XQWC AGING&ADULT SVCS STAFF ASST XQD2 AGING/ADULT SVCS DIRECTOR-EX V7DB AIDS PROGRAM DIRECTOR 9BDA JAIRPORT BUS AND DEV MANAGER 9BSB AIRPORT ENVIRON &COM REL OFCR 4 9BHC AIRPORT OPERATIONS MANAGER VHD1 ALCOHOL/OTHER DRUG SVCS DIR-EX VADB ' AMBULATORY CARE ADMIN VWHJ AMBULATORY CARE CLIN SUPV VAMC AMBULATORY CARE REG MANAGER BJHC ANIMAL CENTER OPERATIONS SUPV BKS1 ANIMAL CLINIC VETERINARIAN BJHB ANIMAL SVCS LIEUTENANT BJSS ANIMAL SVCS VOLUNTEER COORD AD91 APPEALS OFFICER XQGD AREA AGENCY ON AGING PRGM MNGR JJNG ASSESSOR'S CLERICAL STAFF MNGR APSF ASSESSOR'S CUSTOMER SERV COORD VCS1 ASSIST TO HLTH SVC DIR- EX NEVA ASSOC CAPITAL FAC PROJ MANAGER NKVC ASSOC CIVIL ENGINEER NSHB ASSOC COUNTY SURVEYOR N4HA. ASSOC TRAFFIC ENGINEER Resolution No.2008/304. Page 1 of 15 Exhibit A Management, Exempt and Unrepresented NEWC ASST CAPITAL FAC PROJ MANAGER VIHA ASST CHIEF CARD SUPPORT SVCS 64BA ASST CHIEF PUBLIC SVC OFFICER VHGF ASST CLINICAL LAB MANAGER VASG ASST CONTRACTS ADMINISTRATOR ADB4 ASST COUNTY ADMINISTRATOR DABA ASST COUNTY ASSESSOR DAB1 ASST COUNTY ASSESSOR-EXE SAB1 ASST COUNTY AUDITOR CONTROLLE 2ED1 ASST COUNTY COUNSEL-EXEMPT ,3ABA ASST COUNTY LIBRARIAN 3AB1 ASST COUNTY LIBRARIAN-EXEMPT ALB3 ASST COUNTY RECORDER-EXEMPT ALB1 ASST COUNTY REGISTRAR-EXEMPT NSGA ASST COUNTY SURVEYOR +SSDF ASST COUNTY TAX COLLECTOR S5134 ASST COUNTY TREASURER-EXEMPT VBHC ASST DIAGNOSTIC IMAG MNGR 9BNA ASST DIR OF AIRPORTS VLGA ASST DIR OF ENV HLTH SVCS VLFA ASST DIR OF HAZ MAT PROGRAM VCB1 ASST DIR OF HEALTH SVCS AGB1 ASST DIR OF HUMAN'RESOURCES-EX VWGB ASST DIR OF SAFETY& PERF IMPR VYSC ASST DIR PHARMACY SVCS 1KDC ASST DIR-NUTRIT SVCS VSHQ 'ASST DIR-REHAB THER SVCS 2KD3 ASST DISTRICT ATTORNEY-EXEMPT VCSH ASST FACILITIES MANAGER GFFA ASST FACILITIES MNT. MANAGER RPBA ASST FIRE CHIEF GROUP I RPB1 ASST FIRE CHIEF-EXEMPT PMGC ASST FLEET MANAGER LBGE ASST HLTH SVCS SYS DIR-APP SFT LBGD ASST HLTH SVCS SYS DIR-NET OPS DYNB ASST LEASE MANAGER VCHF ASST MATERIEL MANAGER 25D2 ASST PUBLIC DEFENDER-EXEMPT 97131 ASST RETIREMENT ADMIN-EXEMPT AJDP ASST RISK MANAGER 6XB2 ASST SHERIFF 6XB1 ASST SHERIFF-CHF EXE ASST ADBA ASST TO THE COUNTY ADMIN Resolution No.20081304 Page 2 of 15 Exhibit A Management, Exempt and Unrepresented 29TA ATTORNEY ADVANCE-CHLD SPPT SVC 29VA ATTORNEY BASIC-CHILD SPPT SVCS i29WA ATTORNEY ENTRY-CHILD SPPT SVCS APDH AUDITOR CONTR BUS &SYS MNGR SFWA AUDITOR I SFVA AUDITOR II SFTA AUDITOR III LBWB AUTOMATED CALL DIS COORD I LBNA AUTOMATED CALL DIS COORD II LBSC AUTOMATED CALL DIST ADMINISTRA 8FH2 BATTALION CHIEF-ECCFPD 8FH3 BATTALION CHIEF-ECCFPD-40 HOUR J995BD OF SUPVR ASST-CHIEF ASST J992 BD OF SUPVR ASST-GEN OFFICE J993 BD OF SUPVR ASST-GEN SECRETARY J994 BD OF SUPVR ASST-SPECIALIST V9HD BIOMEDICAL EQUIPMENT MNGR ADSF BUDGET AND PROJECTS COORD ADSC BUDGET TECHNICIAN GFDD BUILDING AND GROUNDS MANAGER FADC BUILDING INSP SPEC PROG COORD X7SC BUSINESS SVCS REPRESENTATIVE LTWK BUSINESS SYSTEMS ANALYST LTNE BUSINESS SYSTEMS MANAGER STWA BUYER STTA BUYER II VBGC CALIF CHLDRN SVCS PROG ADMIN ADT2 CAPITAL FACILITIES ANALYST-PRJ NEG1 CAPITAL PROJECTS DIV MGR-EX X7SB CAREER CENTER COORDINATOR VPD4 CCHP MEDICAL DIRECTOR-EXEMPT ADDK CCN PRODUCTION MANAGER ADDS CCTV PRODUCTION SPECIALIST-PRJ ADDL. CCTV PRODUCTION SPECIALST ADSD CCTV PROGRAM COORDINATOR { 3AGC CENTRAL LIBRARY MANAGER VWNB CENTRAL PROCESSING SUPVR SAGC CHIEF ACCOUNTANT ADB1 CHIEF ASST COUNTY ADMIN 2ED2 CHIEF ASST COUNTY COUNSEL SMBA CHIEF ASST DIRECTOR/DCSS 2KD2 CHIEF ASST DISTRICT ATTORNEY-E 25D1 CHIEF ASST PUBLIC DEFENDER Resolution No.2008/304 Page 3 of 15 Exhibit A ' Management, Exempt and Unrepresented SFDB CHIEF AUDITOR VIGA CHIEF CARDIO SUPPORT SVCS JJDA CHIEF CLERK-BOARD OF SUPV BABB CHIEF DEP AGRIC COMM/SEALER BAB1 CHIEF DEP AGRIC COMM/SEAL-EX 7ADC ICHIEF DEP PROBATION OFFICER AXDC CHIEF DEP PUBLIC ADMIN AXD1 CHIEF DEP PUBLIC ADMIN-EXEMPT 6XB3 CHIEF DEP SHERIFF-EXEMPT S5132 CHIEF DEP TREASURE/TAX COLL-EX NAB1 CHIEF DEPUTY PW DIRECTOR-EX VCB3 CHIEF EXECUTIVE OFFICER-CCHP-E 6EH1 CHIEF INVESTIGATOR PD-EXEMPT SSBC CHIEF INVESTMENT OFFICER VWD1 CHIEF NURSING OFFICER-EXEMPT VWDG, CHIEF OF DET HLTH NURSING SVCS AGD3 CHIEF OF LABOR RELATIONS- EX VSGE CHIEF PED THERAPIST FADG CHIEF PROPERTY CONSERVATION PSFA CHIEF PUB WKS MTCE SUPT ADS2 CHIEF PUBLIC COMMUN OFFICER-EX GWGA CHIEF STATIONARY ENGINEER 25DB CHIEF TRIAL DEPUTY PUBLIC DEF VBGB CHILD HLTH & DIS PROG MANAGER 9JS2 CHILD NUTRT DIV NUTRI-PROJECT 9JS3` CHILD NUTRT FOOD OPER SUPV-PRJ APSE CHILD SPPRT BUSINESS SVCS MNGR LTWJ CHILD SPPRT INFO SYS ANALYST SMNA CHILD SPPRT SUPERVISOR 9CDA CHILD SPPRT SVCS MANAGER XAD5 CHILDREN AND FAMILY SVCS DIR-E VMHC CHRONIC DISEASE & ENV PROG MGR 2ETG CIVIL LITIG ATTY.-ADVANCED 2ETE CIVIL LITIG ATTY-BASIC LVL 2ETF CIVIL LITIG ATTY-STANDARD JPHD CIVIL OPERATIONS SUPERVISOR VHFA CLINICAL LAB MANAGER SMHA COLLECTIONS SVCS MANAGER . 6XD1 COMMANDER-EXEMPT V7DA COMMUNICABLE DIS PGRM CHIEF 3AGG COMMUNITY LIBRARY MANAGER BJSR COMMUNITY OUTREACH & EDUC MGR CCD1 COMMUNITY SVCS DIRECTOR-EXEMPT Resolution No.2008/304 Page 4 of 15 Exhibit A Management, Exempt and Unrepresented APSA COMMUNITY SVCS FISCAL OFFICER CCHA COMMUNITY SVCS PERSONNEL ADMIN 9,171 COMMUNITY SVCS PERSONNEL TECH 64NE COMMUNITY WARNING SYS MANAGER VMHB COMMUNITY WELL & PREV PRO DIR 9MS7 COMPREHENSIVE SVCS ASST MGR-PR 9MS3 COMPREHENSIVE SVCS MAN -PRJ NPHD COMPUTER MAPPING SERVICES MNGR LKVA COMPUTER OPERATIONS ANALYST LKGA COMPUTER OPERATIONS MANAGER LKHA COMPUTER OPERATIONS SUPERVISOR VQDL CONSERV/GDNSHP PROGRAM MGR VQHM CONSERVATORSHIP PROG SUPV ADTF CONTRACT COMPLIANCE SPEC XQHE CONTRACTS ADMINISTRATOR XQWA CONTRACTS/GRANTS SPLST I XQTA CONTRACTS/GRANTS SPLST.II 9GD2 COUNTY EMERGENCY SVCS DIR ADB6 COUNTY FINANCE DIRECTOR-EX VCB2 COUNTY HOSP EXEC DIR-EXEMPT AJDK COUNTY SAFETY OFFICER NAF1 COUNTY SURVEYOR-EXEMPT CJH3 CS MENTAL HLTH CLIN SUPV-PROJ GKGC CUSTODIAL & RECYCLE SVCS MNGR GKHC CUSTODIAL SVCS SUPERVISOR APD D DA CHIEF OF ADMINISTRATIVE SVC 6KD1 DA CHIEF OF INSPECTORS-EXEMPT 6KNB DA LIEUTENANT OF INSPECTORS JJGE DA MANAGER OF LAW OFFICES JJHG DA OFFICE MANAGER J3T7 DA PROGRAM ASSISTANT-EXEMPT LWSA DATABASE ADMINISTRATOR ADSH DEPTL COMM &MEDIA REL COORD XQSJ DEPTL PERS COMPUTER COORD BAHA DEPUTY'AGRICULTURE'COMMR LTD2 DEPUTY CIO-GIS-EXEMPT JJHD DEPUTY CLERK-BOARD OF SUPV ADDG DEPUTY CO ADMINISTRATOR 2ETK DEPUTY CO COUNSEL-ADVANCED 2ETH DEPUTY CO COUNSEL-BASIC 2ETJ DEPUTY CO COUNSEL-STANDARD 3AFE DEPUTY CO LIBRARIAN-PUB SVCS 3AFG JDEPUTY,.COLIBRARIAWSUPT SVCS Resolution No.2008/304 Page 5 of 15 Exhibit A Management, Exempt and Unrepresented LWS1 DEPUTY DIR CHF INFO SEC OFC-EX 5AB2 DEPUTY DIR COM DEV/CURB-EX 5AH2 DEPUTY DIR COM DEV/TRANS-EX BJDF DEPUTY DIR OF ANIMAL SERVICES VQFB DEPUTY DIR OF MENTAL HEALTH LTD1 DEPUTY DIR/INFO TECHNOLOGY-EXE 2KWF DEPUTY DISTRICT ATTORNEY-FT-FL VCD2 DEPUTY EXECUTIVE DIR/CCHP-EX NAD8 DEPUTY GENERAL SVCS DIRECTOR/E AXFA DEPUTY PUBLIC ADMINISTRATOR NADO DEPUTY PUBLIC WORKS DIRECTOR-E BWHA DEPUTY SEALER WEIGHTS/MEASURE 6XW3 DEPUTY SHERIFF RESERVE-EXEMPT 6XWC DEPUTY SHERIFF-PER DIEM 6XW1 DEPUTY SPEC IN CO SVC AREA P-1 64HA DETENTION SVCS SUPERVISOR VBGA DEVELOPMENTAL CENTER DIRECTOR V5HH DEVELOPMENTAL PROGRM SUPV V8HB DIAGNOSTIC IMAGING MANAGER VRG1 DIR MKTG/MEM SVCS & PR-CCHP-EX VWFA DIR OF SAFETY& PERF IMPROVEME ADD5 DIR OFFICE CHILD SVCS- EX VWDB DIRECTOR HOSPITAL NURSING SVCS 9BD1 DIRECTOR OF AIRPORTS VWDC DIRECTOR OF AMBULATORY CARE.NS VLD1 DIRECTOR OF ENV HEALTH SVCS-EX VCFA DIRECTOR OF FAMLY; M & CH VLD2 DIRECTOR OF HAZ MAT PROGRAM-EX VNDB DIRECTOR OF HLTH INFO MGMT ADDF DIRECTOR OF JUSTICE SYST PROG VPS4 DIRECTOR OF MED STAFF AFFAIRS VODA DIRECTOR OF PH LAB SVCS VYDC DIRECTOR OF PHARMACY SVCS VWDD DIRECTOR OF PSYCH NURSING SVCS VWSE DIRECTOR OF QUALITY MANAGEMENT 5AB1 . DIRECTOR OF REDEVEL-EXEMPT V5GH DIRECTOR OF REHAB THERAPY SVCS SMD1 DIRECTOR OF REVENUE.COLLECTION ADSB DIRECTOR OFFICE OF COMM/MEDIA VVGS DIRECTOR PUB HLTH.CLINIC SVCS VWDF DIRECTOR, INPATIENT NURSING OP VATC DISABILITY BENEFITS COORD 2RS7 JpISCOVERY REFEREE Resolution No.2008/304 Page 6 of 15 Exhibit A Management, Exempt and Unrepresented ARDC DIVERSITY SVCS COORDINATOR NPGA DRAFTING SVCS COORDINATOR NPHC DRAFTING SVCS MANAGER XASJ EHS CHIEF FINANCIAL OFFICER XAD6 EHS DIRECTOR OF ADMIN-EXEMPT XADD EHS DIVISION MANAGER XAD1 EHS DIVISION MANAGER-PROJECT XQNA EHS FACILITIES MANAGER XQHF EHS PROG INTEGRITY COORD XQH3 EHS PROG INTEGRITY COORD-PROJ AV71 EHS WORKER TRAINEE-PROJECT IX761 EHS WORKFORCE DEV YOUTH TRN-PJ X762 EHS WORKFORCE DEV YOUTH WKR-PJ 'EBNA ELECTIONS OUTREACH COORDINATOR ALHB ELECTIONS PROCESSING SUPVR IEBSA ELECTIONS SVCS MANAGER VBSC EMERGENCY MEDICAL SVS DIRECTOR VBHB EMERGENCY MEDICAL SVS PRG CORD 9GSA EMERGENCY PLANNING COORD 9GS1 "EMERGENCY PLANNING SPEC-EXEMPT 9GGA EMERGENCY SERVICES MANAGER AGD2 EMPLOYEE BENEFITS MANAGER AGSC EMPLOYEE BENEFITS SPECIALIST AJHA EMPLOYEE BENEFITS SUPERVISOR AJVC EMPLOYEE REHAB COUNSELOR GBSA ENERGY MANAGER NSHC ENGINEERING TECH SUPV MAT TSTG NSHE ENGINEERING TECHNICIAN SUPV CO NSHD ENGINEERING TECHNICIAN SUPV LS NBHB ENGINEERING TECHNICIAN SUPV-TR 5RWA ENVIRONMENTAL ANALYST I 5RVA ENVIRONMENTAL ANALYST II 5RTA ENVIRONMENTAL ANALYST III 5ATC ENVIRONMENTAL PLANNER 1WDB ENVIRONMENTAL SVCS MANAGER 1WHB ENVIRONMENTAL SVCS SUPERVISOR J3H2 EXEC ASST TO THE CO ADMINIS-EX J3HA EXEC ASST TO THE CO ADMINISTR XQSB EXEC-ASST/DEVELP DISBL COUNCIL XDS1 EXEC ASST/HAZ MAT COMM J3T6,1 EXEC SECRETARY/MERIT BOARD J3T5 EXEC SECRETARY-EXEMPT J3TJ EXECUTIVE SECRETARY-DCSS Resolution No.2008/304 Page 7 of 15 Exhibit A Management, Exempt and Unrepresented VPS1 EXEMPT MED STF OPTOMETRIST VPS2 EXEMPT MED STF PODIATRIST GFDG FACILITIES MAINTENANCE MANAGER VCDC FACILITIES MANAGER 9MD3 FACS ASSISTANT DIRECTOR-PRJ 9MH1 FACS CHILD SVC MANAGER-PROJECT 8FA2 FIRE CHIEF-EAST CCFPD P2NC FIRE DISTRICT APPARATUS MNGR APDE FIRE DISTRICT CHIEF/ADMIN SVCS GFDF FIRE DISTRICT FACILITIES MNGR SBSF ' FIRE DISTRICT FISCAL SPECIALST iLTNC FIRE DISTRICT INFO SYST MANGR RBHA FIRE DISTRICT LOGISTICS MGR REDB FIRE DISTRICT TELECOMM MANAGER RWSD FIRE EMS,QUALITY IMPR COORD RJGA FIRE MARSHAL RWHA FIRE TRAINING CHIEF 8FH1 AFIRE TRAINING SUPV-EAST CCFPD 8FB4 QRST ASST FIRE CHF'40-ECCFPD 8FB1 FIRST ASST FIRE CHF'56-ECCFPD PMFB FLEET MANAGER PMHC FLEET SERVICE CENTER SUPV 6CW1 FORENSIC ANALYST-PROJECT GFSA GENERAL SVCS FACILITIES SUPVR APSB GENERAL SVCS FISCAL OFFICER GPHH GROUNDS MAINTENANCE SUPV GPDE GROUNDS MANAGER VLSA HAZARDOUS MATERIALS OMBUDSPER V4HD HAZARDOUS WASTE REDUCTION MNGR VWHM HEALTH CARE RISK MANAGER VCGE HEALTH.PLAN BUSINESS SVCS MNGR VRGB HEALTH PLAN CLINICAL PRG OFCR VRGC HEALTH PLAN DIR COMP &GOV REL VCSG HEALTH PLAN MED ECON ANALYS VCSK HEALTH.PLAN MEMBER ADVOCATE V9HG HEALTHPLAN PATIENT SVCS SUPV VYSE HEALTH PLAN PHARMACY MANAGER VRHA HEALTH PLAN QUAL MGMT PROG MGR VCS3 HEALTH PLAN SERVICES ASST-EX VCTB HEALTH SVCS ACCOUNTANT VANF HEALTH SVCS ADMIN-LEVEL A VANG HEALTH SVCS ADMIN-LEVEL B VANH HEALTH SVCS ADMIN-LEVEL C Resolution No.2008/304 Page 8 of 15 Exhibit A Management, Exempt and Unrepresented VCDD HEALTH SVCS DIR/PLNG & FAC VBSM HEALTH SVCS EMERG PREP MANAGER LKFA HEALTH SVCS INFO SYS OPS MNGR LBTC HEALTH:SVCS INFO SYS PROG/ANL . LBTB HEALTH°SVCS INFO SYSTEMS SPEC VCFB HEALTH SVCS INFO TECH SUPV VCN2 HEALTH SVCS PERSNL OFFICER-EX VASE HEALTH SVCS PLAN/EVAL DIRECTOR VCXC HEALTH SVCS PLNR/EVAL-LEVEL A VCXD HEALTH SVCS PLNR/EVAL-LEVEL B VCTA HEALTH SVCS REIM ACCOUNTANT XQSM HEALTH SVCS SPECIAL PROJ ADMIN VCDF HEALTH SVCS SYSTEMS DIRECTOR VCHB HLTH PLAN SALES/OUTRCH MANAGER WFC HOME HEALTH AGENCY DIRECTOR VBHE HOMELESS SERVICES PROGRAM DIR V9SD HOMELESS SVCS SPECIALIST VRGD HP DIR OF PROVIDER REL & CRED VRGE HP DIRECTOR OF CONTRACTING AGSE HR DATA ADMINISTRATOR AGVF HUMAN RESOURCES CONSULTANT AGDF HUMAN RESOURCES PROJECT MNGR AG7B HUMAN RESOURCES TECHNICIAN N9SB HYDROLOGIST X7GB IVDP LIV SKILL PRG COORDINATOR X7HD INDP LIV SKILL PROG ASST COORD VWSF INFECTION PREV AND CONTROL MGR LWTA INFO SYS AUDITOR LTNA INFO SYS MANAGER LTNB INFO SYS MANAGER II LPWA - INFO SYS PROGRAMMER/ANALYST I LPVA INFO SYS PROGRAMMER/ANALYST 11 LPNB INFO SYS PROGRAMMER/ANALYST IV LPTB INFO SYS PROGRAMMER/ANLYST III LPNA INFO SYS PROJECT MANAGER LTWC INFO SYS TECHNICIAN.I LFWA INFO SYSTEM ADMINISTRATOR LFVA INFO SYSTEM ADMINISTRATOR II LFTA INFO SYSTEM ADMINISTRATOR III LBSB INFO TECH PROJECT MANAGER 64HG INMATE INDUST ENGRAVE PROG SUP 64HF INMATE INDUST SUPERVISOR 7KGA INST SUPERVISOR II Resolution No.2008/304 Page 9 of 15 Exhibit A Management, Exempt and Unrepresented AJWC INSURANCE ANALYST AJVB INSURANCE ANALYST II VTWB INTERIM PERMIT NURSE 7KFE JUVENILE INSTITUTION SUPT AGVD LABOR RELATIONS ANALYST II AG7C LABOR RELATIONS ASSISTANT AGSF LABOR RELATIONS SPECIALIST I AGSG LABOR RELATIONS SPECIALIST II 5ASF LAND INFORMATION BUS OPS MNGR 2YWB LAW CLERK I 2YVA LAW CLERK II 2YTA 'LAW CLERK III 64WB LAW ENFORCE TRNG INSTR-PER DM AJTA LEAD EXAMINATION PROCTOR 2Y7B LEGAL ASSISTANT AJWF LIABILITY CLAIMS ADJUSTER 3KW4 LIBRARY AIDE-EXEMPT 3KHA LIBRARY CIRCULATION MANAGER 3ASF LIBRARY CMNTY RLTNS MANGR 3AGE LIBRARY COLL/TECHNICAL SVCS MG 3AHB ILIBRARY READING & LITERACY MGR 3KWA LIBRARY STUDENT ASSISTANT 3KW2 LIBRARY STUDENT ASSISTANT-EX 6KWG LIEUTENANT OF INSP-WELF FRAUD ADVB MANAGEMENT ANALYST 5PDB MANAGER APPLICATION/PERMIT CE ADD4 MANAGER CAP FAC/DEBT MGMT-EX 64DB MANAGER CENTRAL ID SVCS VRWA MANAGER OF MKTG & MEM SVCS VCGA MATERIAL MANAGER VBFA MEDICAL CARE ADMINISTRATOR VCA2 MEDICAL DIRECTOR VNHB MEDICAL RECORDS ADMINISTRATOR X4HE MEDICAL SOC SVC DIRECTOR VQDM MH CLINICAL OPERATIONS CHIEF. VQSH MH CONSUMER EMPOWER PROG COORD VQSJ MH FAMILY SERVICES COORDINATOR VPD1 MH MEDICAL DIRECTOR-EX VQDN MH PROGRAM CHIEF VQDC MH PROGRAM MANAGER VQHP MH PROGRAM SUPERVISOR VQSE MH PROJECT MANAGER VQSA MH PROVIDER SVCS COORD Resolution No.2008/304 Page 10 of 15 Exhibit A Management, Exempt and Unrepresented VQSF MH QUALITY IMPROVEMENT COORD VQHQ MH VOCATIONAL SERVICES COORD \ VQH3 MH VOCATIONAL SVCS COORD-PRJ V07A MICROBIOLOGIST TRAINEE 9XHA, JMICROFILM SUPERVISOR FAHB NEIGHBORHOOD PRESVR PROG MNGR FASD NEIGHBORHOOD PRESVR PROG SPEC XQS4 NEIGHBORHOOD SVCS COORD-PROJ LNSA NETWORK ADMINISTRATOR LNSB NETWORK ADMINISTRATOR II LBVA NETWORK ANALYST LBTA NETWORK ANALYST II , LBHA NETWORK MANAGER LNWA NETWORK TECHNICIAN I LNVA NETWORK TECHNICIAN II VWHF NURSING PROGRAM MANAGER VWH1 NURSING PROGRAM MANAGER-PROJ VWHD NURSING SHIFT COORD- PER DIEM VWHH NURSING SHIFT COORDINATOR JJHC OFFICE MANAGER X7GA ONE-STOP OPER CONSORT ADMN X7HC ONE-STOP OPER CONSORT ASST ADM XAGB PRG & STAFF DEVELOP MANAGER VAGD PATIENT BILLING MANAGER VAGA PATIENT FINANCIAL SERVICES MGR VASB PATIENT OMBUDSPERSON VASD PATIENT RELTNS SVCS COORD SATB PAYROLL ACCOUNTANT SATC PAYROLL SYSTEMS ACCOUNTANT SAHM PAYROLL SYSTEMS ADMINISTRATOR ARVA PERSONNEL SERVICES ASST II ARTA PERSONNEL SERVICES ASST III AGDE PERSONNEL SERVICES SUPERVISOR 5AWA PLANNER I 5AVA PLANNER If 5ATA PLANNER III 5AV1 PLANNER II-PROJECT 5AW1 PLANNER I-PROJECT VBSG PRE-HOSPTL CARE COORDINATOR ADS5 PRIN MANAGEMENT ANALYST- PROJ DADC PRINCIPAL APPRAISER FAHE PRINCIPAL BUILDING:INSPECTOR AGH1 PRINCIPAL L/R NEGOTIATOR- EX Resolution No.2008/304 Page 11 of 15 Exhibit A Management, Exempt and Unrepresented ADHB PRINCIPAL MANAGEMENT ANALYST 5AHD PRINCIPAL PLANNER-LEVEL A 5AHE PRINCIPAL PLANNER-LEVEL B DYDA PRINCIPAL REAL PROPERTY AGENT NCHA PRINCIPAL STRUCTIONAL ENGNR-BI 9XGA PRINT& MAIL SERVICES MANAGER 9XHE PRINT & MAIL SERVICES SUPV 7KFF PROBATION FIELD SERVS DIRECTOR 7AGB PROBATION MANAGER APHA PROGRAM/PROJECTS COORDINATOR VAVA PROPERTIES TRUST OFFICER LWVD PROPERTY TAX BUS SYS MANAGER AXSD PUBLIC ADM PROGRAM ASST V7VC PUBLIC HLTH EPIDE/BIOSTATICIAN VWHL PUBLIC HLTH NURSE PROG MANAGER VBSD PUBLIC HLTH PRGM SPEC I VBND PUBLIC HLTH PRGM SPEC II VBS2 PUBLIC HLTH PRGM SPEC I-PRJ ADS1 PUBLIC INFORMATION OFFICER STDC PURCHASING SVCS MANAGER PSGA PW ASST FIELD OPERATIONS MNGR APSD PW CUSTOMER SERV COORDINATOR PSFB. PW FIELD OPERATIONS MANAGER APSC PW FISCAL OFFICER LWSB PW GIS COORDINATOR PSHB JPW MAINTENANCE SUPERVISOR PSSD PW RESOURCES MANAGER DYD1 REAL ESTATE MANAGER-EXEMPT J9HF RECORDER'S OPERATIONS MANAGER 64HE RECORDS MANAGER 9T95 RECREATION INSTRUCTOR-LVL 422 5AH4 REDEVELOPMENT PROJ MANAGER-PRJ 51 SD REDEVELOPMENT/HOUSING SPEC I 51 SE REDEVELOPMENT/HOUSING SPEC II VCHD REGISTRAR OF VITAL STATS VSHN REHABILITATION THERAPY SVC SUP VPD5 RESIDENCY DIRECTOR-EXEMPT 5A7A RESOURCE RECOVERY ASSISTANT 5ASA RESOURCE RECOVERY SPECIALIST 97NA RETIREMENT ACCOUNTANT 97DA RETIREMENT ACCOUNTING MANAGER 97HA RETIREMENT ADMINISTRATION MNGR 97GA IRETIREMENT BENEFITS MANAGER Resolution No.2008/304 Page 12 of 15 Exhibit A Management, Exempt and Unrepresented 97HB RETIREMENT BENEFITS PRG COORD 97132 RETIREMENT CHF INVEST OFCR-EX 97SA RETIREMENT COMMUNICATIONS CORD 97SB RETIREMENT INFO TECH COORD I 97SC RETIREMENT INFO TECH COORD II 97TF RETIREMENT INVESTMENT ANALYST 97HC RETIREMENT SUP ACCOUNTANT 97133 RETIRMENT GENERAL COUNSEL-EX AJD1 RISK MANAGER 6FHA SAFETY SVCS MANAGER AJWG SAFETY SVCS SPCLST-LVL A AJWH SAFETY SVCS SPCLST-LVL B AVS4 SBDC BUSINESS CONSULTANT-PRJ AVD3 SBDC DIRECTOR-PROJECT CCG1 SCHOOL READINESS PROG COOR-PRJ 8FB3 SECOND ASST FIRE CHF40 ECCFPD 8FB2 SECOND ASST FIRE CHF-ECCFPD J3S2 SECRETARY TO UNDERSHERIFF ADTD SENIOR MANAGEMENT ANALYST ADHA SERVICE INTEGRATION TEAM COORD ADGA SERVICE INTERGRATION PROG MNGR 64FG SHERIFF DIR OF PROP EVIDENCE PEDG SHERIFF'S CAD/RMS SYSTEMS MNGR APDC SHERIFF'S CHF OF MGNT SVCS 64NC SHERIFF'S COM CENTER DIRECTOR 64VA SHERIFF'S CRIME ANALYST 64FF SHERIFF'S DIRECTOR OF FOOD SVC. 6AFE SHERIFF'S DIRECTOR OF SUP SVCS J3T0 SHERIFF'S EXECUTIVE ASST-EX 64SJ SHERIFF'S FISCAL OFFICER PMSB SHERIFF'S FLEET SVCS COORD 64SK SHERIFF'S MUTUAL AID COORD PEDD SHERIFF'S TELECOM TECH MANAGER X4SG SOC SVC APPEALS OFFICER X4S2 SOC SVC APPEALS OFFICER-PRJ XAHB SOC SVC APPEALS SUPERVISOR XQHC SOC SVC BUSINESS SYST APP MNGR XASH SOC SVC FISCAL COMPLIANCE ACCT XAGA SOC SVC FRAUD PREVENTION MNGR ADB5 SPECIAL ASST TO THE CO ADMN-EX LTVJ SR BUSINESS SYSTEMS ANALYST STTB SR BUYER NEHA SR CAPITAL FAC PROJECT MNGR Resolution No.2008/304 Page 13 of 15 Exhibit A Management, Exempt and Unrepresented NKHA SR CIVIL ENGINEER 3AGH SR COMMUNITY LIBRARY MANAGER ADDH 'SR DEPUTY COUNTY ADMNISTRATOR 2KD1 SR DEPUTY DISTRICT ATTORNEY-EX 9GWB SR EMERGENCY PLANNING COORD 9GW1 SR EMERGENCY PLNG COORD-PROJ 2ED3 SR FINANCIAL COUNSELOR-EXEMPT AGTF SR HUMAN RESOURCES CONSULTANT N9HC SR HYDROLOGIST AJTB SR INSURANCE ANALYST 51SC SR PLANNING TECHNICIAN NEVB SR STRUCTURAL ENGINEER-BI NEV2 SR STRUCTURAL ENGINEER-PRJ NKHB SR TRAFFIC ENGINEER 5AHB SR TRANSPORTATION PLANNER SASE SR WATERSHED MGMT PLNG SPEC AJTC SR WORKERS COMP CLAIMS ADJS VWXF STAFF ADVICE NURSE-PER DIEM V9HC STAFF AND PAT CARE COORDINATOR XADE STAFF DEVELOPMENT SUPERVISOR VWWA STAFF NURSE-PER DIEM LMS,1 STORMWATER PCP CMPTR SPEC NASB STORMWATER POLL CONT MNGR NESB STRUCTURAL ENGINEER-BUILD INSP NK7A STUDENT AIDE-CIVIL ENGINEER 999E STUDENT WORKER-DEEP CLASS VHG5 SUBSTANCE ABUSE PROGRAM MGR-P VHGE SUBSTANCE ABUSE PROGRAM MNGR VHHB SUBSTANCE ABUSE PROGRAM SUPV SAHJ SUPERVISING ACCOUNTANT DAHC SUPERVISING APPRAISER V4HE SUPERVISING ARP ENGINEER 29HA SUPERVISING ATTORNEY-DCSS DRNA SUPERVISING AUDITOR-APPRAISER NERC SUPERVISING CAPITAL FAC PRJ MG NKGA SUPERVISING CIVIL ENGINEER VHHF SUPERVISING CLINICAL LAB SCIEN 1 KHA SUPERVISING COOK-JUVENILE HALL VLHA SUPERVISING ENVIRON HLTH SPEC RJHC SUPERVISING FIRE INSPECTOR 6CHA SUPERVISING FRNSC TOXICOLOGIST NXHA SUPERVISING GRAPHICS TECH. VSHJ SUPERVISING PEDIATRIC THERAPST Resolution No.2008/304 Page 14 of 15 Exhibit A Management, Exempt and Unrepresented VOHC SUPERVISING PH MICROBIOLOGIST VVHC ISUPERVISING PH NURSE DYNA SUPERVISING REAL PROPERTY AGNT FADB SUPERVISING STRUCTURAL ENG-BI FADF SUPERVISOR INSPECTION SERVICES 9XHB SUPPLY AND DIST SUPERVISOR VWSG SYMPTOM CONTROL PROG COORD LWWB SYSTEMS ACCOUNTANT I LWVB SYSTEMS ACCOUNTANT II LWWA SYSTEMS SOFTWARE ANALYST LWVA SYSTEMS SOFTWARE ANALYST II S5HC TAX OPERATIONS SUPERVISOR PED C TELECOM MANAGER VBHC TOBACCO PREV PROJ COORDINATOR 5ATB TRANSPORTATION PLANNER NAGA TRANSPORTATION PROGRAM MANAGER XQHG TRANSPORTATION SERVICES MANAGE i XQNB TRANSPORTATION SERVICES SPCLST S5SG TREASURER'S ACCOUNTING OFFICER S5S3 TREASURER'S INVEST OFFICER-EX S5SD TREASURER'S INVEST OPS ANALYST 6XB4 UNDERSHERIFF-EXEMPT VWSD UTILIZATION REVIEW COORD VWHG UTILIZATION REVIEW MANAGER GPHG VEGETATION MANAGEMENT SUPV 96TA VETERANS SVC BRANCH OFF MNGR 96WA VETERANS SVC REPRESENTATIVE 2KHA VICT/WIT ASSISTANCE PROG MNGR XDWF VOL AND EMERGENCY PROG SPEC VCND VOL SVCS AND COMM RES ADMN X4HD VOLUNTEER PROGRAM COORD 5ASD WATERSHED MGMNT PLNG SPEC 9KN3 WEATHERIZATION/HM REPAIR SUPV AJVE WELLNESS COORDINATOR AJVF WORKERS COMP CLAIMS ADJUST II AJWJ WORKERS COMP CLAIMS ADJUSTER I AJHB WORKERS COMP CLAIMS SUPERVISOR XAD4 WORKFORCE INV BD EXC DIR-EX XAD3 WORKFORCE SVCS DIRECTOR-EXEMPT . XANA WORKFORCE SVCS SPECIALIST Resolution No.2008/304 Page 15 of 15 Exhibit B Unrepresented Job Code Job Title ADD3 CCTV PRODUCTION SPECIALIST-PRJ 2KWF DEPUTY DISTRICT ATTORNEY-FT-FL 6XW3 DEPUTY SHERIFF RESERVE-EXEMPT 6XWC DEPUTY SHERIFF-PER DIEM 6XW1 DEPUTY SPEC IN CO SVC AREA P-1 AV71 EHS WORKER TRAINEE-PROJECT X761 EHS WORKFORCE DEV YOUTH TRN-PJ X762 EHS WORKFORCE DEV YOUTH WKR-PJ VPS1 EXEMPT MED STF OPTOMETRIST VPS2 EXEMPT MED STF PODIATRIST 6CW1 FORENSIC ANALYST-PROJECT VTWB INTERIM PERMIT NURSE 2YWB LAW CLERK I 2YVA LAW CLERK II 2YTA LAW CLERK III 64WB LAW ENFORCE TRNG INSTR-PER DM AJTA LEAD EXAMINATION PROCTOR 3KW4 LIBRARY AIDE-EXEMPT 3KWA LIBRARY STUDENT ASSISTANT 3KW2 LIBRARY STUDENT ASSISTANT-EX V07A MICROBIOLOGIST TRAINEE VWHD NURSING SHIFT COORD - PER DIEM 9T95 RECREATION INSTRUCTOR-LVL 422 VWXF STAFF ADVICE NURSE-PER DIEM VWWA STAFF NURSE-PER DIEM NK7A STUDENT AIDE-CIVIL ENGINEER 999E STUDENT WORKER-DEEP CLASS Resolution No.2008/304 Page 1 of 1 Exhibit C Elected and Appointed Department Heads Job Code Job Title BAA1 AGRICULTURAL COM-DIR WTS/MEAS DAA1 ASSESSOR AGA2 ASST COUNTY ADM-DIR HUMAN RESC SAA1 AUDITOR-CONTROLLER ADA1 BD OF SUPVR MEMBER LTA1 CHIEF INFO OFF/DIR OF INFO TEC ALA1 CLERK RECORDER ADA2 COUNTY ADMINISTRATOR 2EA1 COUNTY COUNSEL 3AAA COUNTY LIBRARIAN 7AA1 COUNTY PROBATION OFFICER-EX 96A1 COUNTY VETERANS' SVCS OFFICER XAA2 COUNTY WELFARE DIRECTOR-EXEMPT 2KA1 DA PUBLIC ADMININSTATOR BJA1 DIRECTOR OF ANIMAL SERVICES SMA1 DIRECTOR OF CHILD SUPPORT SVCS 5AA1 DIRECTOR OF COMMUNITY DEVLPMNT NAA2 DIRECTOR OF GENERAL SERVICES-E VCA1 DIRECTOR OF HEALTH SERVICES RPA1 FIRE-CHIEF-CONTRA COSTA 25A1 PUBLIC DEFENDER NAA1 PW DIRECTOR 97A1 RETIREMENT CHIEF EXEC OFCR-EX 6XA1 SHERIFF-CORONER S5A1 TREASURER-TAX COLLECTOR Resolution No.2008/304 Page 1 of 1 Exhibit D One Time Work Leave Job Code Job Titie SAWA JACCOUNTANTI SAVA IACCOUNTANT11 SATA ACCOUNTANT III APIA ADMINISTRATIVE AIDE-DEEP CLASS AP73 ADMINISTRATIVE AIDE-PROJECT APWA ADMINISTRATIVE ANALYST APW1 ADMINISTRATIVE ANALYST-PROJECT AP9A ADMINISTRATIVE INTERN-DEEP CLS ADSG ADMINISTRATIVE SUPPORT ASST APVA ADMINISTRATIVE SVCS ASST II APTA ADMINISTRATIVE SVCS ASST III APV2 ADMINISTRATIVE SVCS ASST 11-PR APDB ADMINISTRATIVE SVCS OFFICER AJDB AFFIRMATIVE ACTION OFFICER V9HH AFTER SCHOOL PROGRAM SUPV XQVB AGING &ADULT SVCS SR STAFF AS XQWC AGING &ADULT SVCS STAFF ASST XQD2 AGING/ADULT SVCS DIRECTOR-EX BAA1 AGRICULTURAL COM-DIR WTS/MEAS V7DB AIDS PROGRAM DIRECTOR 9BDA AIRPORT BUS AND DEV MANAGER 9BSB AIRPORT ENVIRON & COM REL OFCR VHD1 ALCOHOUOTHER DRUG SVCS DIR-EX VADB AMBULATORY CARE ADMIN VAHC AMBULATORY CARE REG MANAGER BJHC ANIMAL CENTER OPERATIONS SUPV BKS1 ANIMAL CLINIC VETERINARIAN BJHB ANIMAL SVCS LIEUTENANT BJSR ANIMAL SVCS PUBLIC EDUC COORD BJSS ANIMAL SVCS VOLUNTEER COORD AD91 APPEALS OFFICER XQGD AREA AGENCY ON AGING PRGM MNGR JJNG ASSESSOR'S CLERICAL STAFF MNGR APSF ASSESSOR'S CUSTOMER SERV COORD NEVA ASSOC CAPITAL FAC PROJ MANAGER NKVC ASSOC CIVIL ENGINEER NSHB ASSOC COUNTY SURVEYOR VCS1 IASSOC DIRECTOR HS-EXEMPT N4HA ASSOC TRAFFIC ENGINEER VIHA 'ASST CHIEF CARD SUPPORT SVCS 64BA JASST CHIEF PUBLIC SVC OFFICER VHGF (ASST CLINICAL LAB MANAGER AGA2 IASST COUNTY ADM-DIR HUMAN RESC 05/06/2008 RESOLUTION NO. 2008/304 Page 1 of 14 Exhibit D One Time Work Leave Job Code Job Title ADB4 JASST COUNTY ADMINISTRATOR DABA ASST COUNTY ASSESSOR DAB1 ASST COUNTY ASSESSOR-EXE SAB1 ASST COUNTY AUDITOR CONTROLLE 2ED1 ASST COUNTY COUNSEL-EXEMPT 3ABA ASST COUNTY LIBRARIAN 3AB1 ASST COUNTY LIBRARIAN-EXEMPT ALB3 ASST COUNTY RECORDER-EXEMPT ALB1 ASST COUNTY REGISTRAR-EXEMPT NSGA ASST COUNTY SURVEYOR S5DF ASST COUNTY TAX COLLECTOR S5B4 ASST COUNTY TREASURER-EXEMPT V8HC ASST DIAGNOSTIC IMAG MNGR 9BNA ASST DIR OF AIRPORTS VLFB ASST DIR OF ENV HLTH SVCS VLFA ASST DIR OF HAZ MAT PROGRAM VCB1 ASST DIR OF HEALTH SVCS AGB1 ASST DIR OF HUMAN RESOURCES-EX VYSC ASST DIR PHARMACY SVCS 1 KDC ASST DIR-NUTRIT SVCS V5HQ ASST DIR-REHAB THER SVCS 2KD3 ASST DISTRICT ATTORNEY-EXEMPT VCSH ASST FACILITIES MANAGER GFFA ASST FACILITIES MNT. MANAGER PMGC ASST FLEET MANAGER VCGC ASST HEALTH SVC SYS DIR DYNB ASST LEASE MANAGER VCHF ASST MATERIEL MANAGER XASG ASST PROPERTIES TRUST OFFICER 25D2 ASST PUBLIC DEFENDER-EXEMPT 97131 ASST RETIREMENT ADMIN-EXEMPT AJDP ASST RISK MANAGER ADBA ASST TO THE COUNTY ADMIN 29TA 1ATTORNEY ADVANCE-CHLD SPPT SVC 29VA ATTORNEY BASIC-CHILD SPPT SVCS 29WA ATTORNEY ENTRY-CHILD SPPT SVCS APDH AUDITOR CONTR BUS & SYS MNGR ` SFWA AUDITOR SFVA AUDITOR II SETA JAUDITOR III J995 BD OF SUPVR ASST-CHIEF ASST J992 !BD OF SUPVR ASST-GEN OFFICE J993 BD OF SUPVR ASST-GEN SECRETARY r 05/06/2008 RESOLUTION NO. 2008/304 Page 2 of 14 Exhibit D One Time Work Leave Job Code IlJob Title J994 BD OF SUPVR ASST-SPECIALIST V9HD BIOMEDICAL EQUIPMENT MNGR ADSF BUDGET AND PROJECTS COORD ADSA BUDGET SYSTEM ADMINISTRATOR ADSC BUDGET TECHNICIAN GFDD BUILDING AND GROUNDS MANAGER FADC BUILDING INSP SPEC PROG COORD X7SC BUSINESS SVCS REPRESENTATIVE LTWK BUSINESS SYSTEMS ANALYST LTNE BUSINESS SYSTEMS MANAGER STWA BUYER 1 STTA BUYER Il VBGC CALIF CHLDRN SVCS PROG ADMIN ADSE CAPITAL FACILITIES ADMIN ADT2 CAPITAL FACILITIES ANALYST-PRJ NEG1 CAPITAL PROJECTS DIV MGR-EX X7SB CAREER CENTER COORDINATOR VPD4 CCHP MEDICAL DIRECTOR-EXEMPT ADDK CCN PRODUCTION MANAGER ADD3 CCN PRODUCTION SPECIALIST-PRJ ADDL CCTV PRODUCTION SPECIALST ADSD CCN PROGRAM COORDINATOR 3AGC CENTRAL LIBRARY MANAGER VWNB CENTRAL PROCESSING SUPVR SAGC CHIEF ACCOUNTANT ADB1 CHIEF ASST COUNTY ADMIN 2ED2 CHIEF ASST COUNTY COUNSEL SMB1 CHIEF ASST DIRECTOR OF DCSS-EX SMBA CHIEF ASST DIRECTOR/DCSS 2KD2 CHIEF ASST DISTRICT ATTORNEY-E 25D1 CHIEF ASST PUBLIC DEFENDER SFDB CHIEF AUDITOR VIGA CHIEF CARDIO SUPPORT SVCS JJDA CHIEF CLERK-BOARD OF SUPV BABB CHIEF DEP AGRIC COMM/SEALER 7ADC CHIEF DEP PROBATION OFFICER AXDC CHIEF DEP PUBLIC ADMIN AXD1 CHIEF DEP PUBLIC ADMIN-EXEMPT S562 CHIEF DEP TREASURE/TAX COLL-EX VCB3 ICHIEF EXECUTIVE OFFICER-CCHP-E LTA1 ICHIEF INFO OFF/DIR OF INFO TEC 6NNA (CHIEF INVESTIGATOR-PUBLIC DEF SSBC ICHIEF INVESTMENT OFFICER 05/06/2008 RESOLUTION NO. 2008/304 Page 3 of 14 Exhibit D One Time Work Leave Job Code Job Title V5GE CHIEF PED THERAPIST FADG CHIEF PROPERTY CONSERVATION PSFA CHIEF PUB WKS MTCE SUPT ADS2 CHIEF PUBLIC COMMUN OFFICER-EX GWGA CHIEF STATIONARY ENGINEER 25DB CHIEF TRIAL DEPUTY PUBLIC DEF VBGB CHILD HLTH & DIS PROG MANAGER 9JS2 CHILD NUTRT DIV NUTRI-PROJECT 9JS3 CHILD NUTRT FOOD OPER SUPV-PRJ APSE CHILD SPPRT BUSINESS SVCS MNGR LTWJ CHILD SPPRT INFO SYS ANALYST SMNA CHILD SPPRT SUPERVISOR 2Y7C CHILD SPPRT SVCS ATTRNY ASST SMDA CHILD SPPRT SVCS MANAGER XAD5 CHILDREN AND FAMILY SVCS DIR-E VMHC CHRONIC DISEASE & ENV PROG MGR 2ETG CIVIL LITIG ATTY-ADVANCED 2ETE CIVIL LITIG ATTY-BASIC LVL 2ETF CIVIL LITIG ATTY-STANDARD JPHD CIVIL OPERATIONS SUPERVISOR VHFA CLINICAL LAB MANAGER SMHA COLLECTIONS SVCS MANAGER V7DA COMMUNICABLE DIS PGRM CHIEF CCB1 COMMUNITY SVCS DEP DIR-PROJECT 9KA1 COMMUNITY SVCS DIRECTOR-EXEMPT APSA COMMUNITY SVCS FISCAL.OFFICER CCHA COMMUNITY SVCS PERSONNEL ADMIN 9J71 COMMUNITY SVCS PERSONNEL TECH 64NE COMMUNITY WARNING_SYS MANAGER VMHB COMMUNITY WELL& PREV PRO DIR NPHD COMPUTER MAPPING SERVICES MNGR LKVA COMPUTER OPERATIONS ANALYST LKGA COMPUTER OPERATIONS MANAGER LKHA COMPUTER OPERATIONS SUPERVISOR VQDL CONSERV/GDNSHP PROGRAM MGR VQHM CONSERVATORSHIP PROG SUPV ADTF CONTRACT COMPLIANCE SPEC XQHE ICONTRACTS ADMINISTRATOR XQHD CONTRACTS/GRANTS ADMINISTRATOR XQWA CONTRACTS/GRANTS SPLST I XQTA CONTRACTS/GRANTS SPLST 11 ADA2 [COUNTY ADMINISTRATOR 2EA1 ICOUNTY COUNSEL 05/06/2008 RESOLUTION NO. 2008/304 Page 4 of 14 Exhibit D One Time Work Leave Job Code Job Title 9GD2 I COUNTY EMERGENCY SVCS DIR VCB2 ICOUNTY HOSP EXEC DIR-EXEMPT 3AAA COUNTY LIBRARIAN 7AA1 COUNTY PROBATION OFFICER-EX AJDK COUNTY SAFETY OFFICER 96A1 COUNTY VETERANS' SVCS OFFICER XAA2 COUNTY WELFARE DIRECTOR-EXEMPT CJH3 CS MENTAL HLTH CLIN SUPV-PROJ GKGC CUSTODIAL & RECYCLE SVCS MNGR GKHC CUSTODIAL SVCS SUPERVISOR 2Y7B DA ATTORNEY ASSISTANT APDD DA CHIEF OF ADMINISTRATIVE SVC JJGE DA MANAGER OF LAW OFFICES JJHG DA OFFICE MANAGER J3T7 DA PROGRAM ASSISTANT-EXEMPT LWSA DATABASE ADMINISTRATOR ADSH DEPTL COMM & MEDIA REL COORD XQSJ DEPTL PERS COMPUTER COORD BAHA DEPUTY AGRICULTURE COMMR LTD2 DEPUTY CIO-GIS-EXEMPT JJHD DEPUTY CLERK-BOARD OF SUPV ADDG DEPUTY CO ADMINISTRATOR 2ETK DEPUTY CO COUNSEL-ADVANCED 2ETH DEPUTY CO COUNSEL-BASIC 2ETJ DEPUTY CO COUNSEL-STANDARD 3AFE DEPUTY CO LIBRARIAN-PUB SVCS 3AFG DEPUTY CO LIBRARIAN-SUPT SVCS LWS1 DEPUTY DIR CHF INFO SEC OFC-EX 5AB2 DEPUTY DIR COM DEV/CURR-EX 5AH2 DEPUTY DIR COM DEV/TRANS-EX BJDF DEPUTY DIR OF ANIMAL SERVICES LTDA DEPUTY'DIR/INFO TECHNOLOGY 2KTG DEPUTY DISTRICT ATTORNEY-ADV 2KTF DEPUTY DISTRICT ATTORNEY-BASIC 2KWD DEPUTY DISTRICT ATTORNEY-FT 2KWF DEPUTY DISTRICT ATTORNEY-FT-FL VCD2 DEPUTY EXECUTIVE DIR/CCHP-EX NAD8 DEPUTY GENERAL SVCS DIRECTOR/E AXFA DEPUTY PUBLIC ADMINISTRATOR NADO DEPUTY PUBLIC WORKS DIRECTOR-E BWHA DEPUTY SEALER WEIGHTS/MEASURE VBGA DEVELOPMENTAL CENTER DIRECTOR V5HH DEVELOPMENTAL PROGRM SUPV 05/06/2008 RESOLUTION NO. 2008/304 Page 5 of 14 Exhibit D One Time Work Leave Job Code11job Titie V8HB DIAGNOSTIC IMAGING MANAGER VRG1 DIR MKTG/MEM SVCS & PR-CCHP-EX VWDB DIRECTOR HOSPITAL NURSING SVCS 9BD1 DIRECTOR OF AIRPORTS BJA1 DIRECTOR OF ANIMAL SERVICES FAA1 DIRECTOR OF BLDG INSPECTION-EX SMA1 DIRECTOR OF CHILD SUPPORT SVCS 5AA1 DIRECTOR OF COMMUNITY DEVLPMNT VLD1 DIRECTOR OF ENV HEALTH SVCS-EX VCFA DIRECTOR OF FAMLY, M &CH NAA2 DIRECTOR OF GENERAL SERVICES-E VLD2 DIRECTOR OF HAZ MAT PROGRAM-EX VCA1 DIRECTOR OF HEALTH SERVICES VNDB DIRECTOR OF HLTH INFO/RISK MNG ADDF DIRECTOR OF JUSTICE'SYST PROG VPS4 DIRECTOR OF MED STAFF AFFAIRS VODA DIRECTOR OF PH LAB SVCS VYDC DIRECTOR OF PHARMACY SVCS VWDD DIRECTOR OF PSYCH NURSING SVCS VWSE DIRECTOR OF QUALITY'MANAGEMENT 5AB1 DIRECTOR OF.REDEVEL-EXEMPT V5GH DIRECTOR OF REHAB THERAPY SVCS SMD1 DIRECTOR OF REVENUE COLLECTION ADSB DIRECTOR OFFICE OF COMM/MEDIA WGS DIRECTOR PUB HLTH CLINIC SVCS VATC DISABILITY BENEFITS COORD 2RS7 DISCOVERY REFEREE ARDC DIVERSITY SVCS COORDINATOR NPGA DRAFTING SVCS COORDINATOR NPHC DRAFTING SVCS MANAGER XASJ EHS CHIEF FINANCIAL OFFICER XAD6 EHS DIRECTOR OF ADMIN-EXEMPT XADD EHS DIVISION MANAGER XAD1 EHS DIVISION MANAGER-PROJECT XQNA EHS FACILITIES MANAGER XQHF EHS PROG INTEGRITY COORD XQH3 EHS PROG INTEGRITY'COORD-PROJ EBHA JELECTIONS OUTREACH COORDINATOR ALHB ELECTIONS PROCESSING SUPVR EBSA ELECTIONS SVCS MANAGER VBSC EMERGENCY MEDICAL SVS DIRECTOR VBHB EMERGENCY MEDICAL SVS PRG CORD 9GSA EMERGENCY PLANNING COORD 05/06/2008 RESOLUTION NO. 2008/304 Page 6 of 14 Exhibit D One Time Work Leave Job Code Job Titie 9GS1 EMERGENCY PLANNING SPEC-EXEMPT 9GGA EMERGENCY SERVICES MANAGER AGD2 . EMPLOYEE BENEFITS MANAGER AGSC EMPLOYEE BENEFITS SPECIALIST AJHA EMPLOYEE BENEFITS SUPERVISOR AJVC EMPLOYEE REHAB COUNSELOR NSHC ENGINEERING TECH SUPV MAT TSTG NSHE ENGINEERING TECHNICIAN SUPV CO NSHD ENGINEERING TECHNICIAN SUPV LS NBHB ENGINEERING TECHNICIAN SUPV-TR 5ATC. ENVIRONMENTAL PLANNER 1WDB ENVIRONMENTAL SVCS MANAGER 1WHB ENVIRONMENTAL SVCS SUPERVISOR J3H2' EXEC ASST TO THE CO ADMINIS-EX J3HA' EXEC ASST TO THE CO ADMINISTR XQSB EXEC ASST/DEVELP DISBL COUNCIL XDS1 EXEC ASST/HAZ MAT COMM J3T6 EXEC SECRETARY/MERIT BOARD J3T5 EXEC SECRETARY-EXEMPT J3TJ EXECUTIVE SECRETARY-DCSS VPS1 EXEMPT MED STF OPTOMETRIST VPS2 EXEMPT MED STF PODIATRIST GFDG FACILITIES MAINTENANCE MANAGER VCDC FACILITIES MANAGER 9MD3 FACS ASSISTANT DIRECTOR-PRJ 9MW8 FACS ASST DISB/MH MGR-PROJECT 9MS7 FACS ASST FAM ADVOCACY MNGR-PR 9MH1 FACS CHILD SVC MANAGER-PROJECT 9MS3 FACS FAMILY ADVOCACY MNGR-PRJ 9MS2 FACS SP NEED/MH MNGR-PROJECT P2NC FIRE DISTRICT APPARATUS MNGR APDE FIRE DISTRICT CHIEF/ADMIN SVCS GFDF FIRE DISTRICT FACILITIES MNGR SBSF FIRE DISTRICT FISCAL SPECIALST LTNC FIRE DISTRICT INFO SYST MANGR . REDB FIRE DISTRICT TELECOMM MANAGER RWSD FIRE EMS QUALITY IMPR COORD PMFB FLEET MANAGER PMHC FLEET SERVICE CENTER SUPV XHS1 GENERAL ASSISTANCE HEAR REP-PR GFSA IGENERAL SVCS FACILITIES SUPVR APSB IGENERAL SVCS FISCAL OFFICER GPHHGROUNDS MAINTENANCE SUPV 05/06/2008 RESOLUTION NO. 2008/304 Page 7 of 14 Exhibit D One Time Work Leave Job CodeJob Title GPDE GROUNDS MANAGER V4HD HAZARDOUS WASTE REDUCTION MNGR VCGE HEALTH PLAN BUSINESS SVCS MNGR VCSG HEALTH PLAN MED ECON ANALYS VCSK HEALTH PLAN MEMBER ADVOCATE V9HG HEALTH PLAN PATIENT SVCS SUPV VYSE HEALTH PLAN PHARMACY MANAGER VCHB HEALTH PLAN SALES MANAGER VCS3 HEALTH PLAN SERVICES ASST-EX VCTB HEALTH SVCS ACCOUNTANT VANF HEALTH SVCS ADMIN-LEVEL A VANG HEALTH SVCS ADMIN-LEVEL B VANH HEALTH SVCS ADMIN-LEVEL C VCDD HEALTH SVCS DIR/PLNG & FAC VBSM HEALTH SVCS EMERG PREP MANAGER L'KFA HEALTH SVCS INFO SYS OPS MNGR LPTA HEALTH SVCS INFO SYS PROG/ANL LTTC HEALTH SVCS INFO SYSTEMS SPEC VCFB HEALTH SVCS INFO TECH SUPV VCN2 HEALTH SVCS PERSNL'OFFICER-EX VASE HEALTH SVCS PLAN/EVAL DIRECTOR VCXC HEALTH SVCS PLNR/EVAL-LEVEL A VCXD HEALTH SVCS PLNR/EVAL-LEVEL B VCTA HEALTH SVCS REIM ACCOUNTANT XQSM HEALTH SVCS SPECIAL PROJ ADMIN VCDF HEALTH SVCS SYSTEMS DIRECTOR WFC HOME HEALTH AGENCY DIRECTOR VBHE HOMELESS SVCS PROG MANAGER V9SD HOMELESS SVCS SPECIALIST AGVE HUMAN RESOURCES ANALYST I AGVC HUMAN RESOURCES ANALYST Il AGSE HUMAN RESOURCES MGMT SYS COORD -KG DF HUMAN RESOURCES PROJECT MNGR AG76 HUMAN RESOURCES TECHNICIAN N9SB HYDROLOGIST LWTA INFO SYS AUDITOR LTNA INFO SYS MANAGER I, LTNB INFO SYS MANAGER II LPWA INFO SYS PROGRAMMER/ANALYST I LPVA INFO SYS PROGRAMMER/ANALYST II LPNB INFO SYS PROGRAMMER/ANALYST IV LPTB INFO SYS PROGRAMMER/ANLYST III LP-NA INFO SYS PROJECT MANAGER 05/06/2008 RESOLUTION NO. 2008/304 Page 8 of 14 r Exhibit D One Time Work Leave Job Code Job Title LTWC INFO SYS TECHNICIAN I LFWA iINFO SYSTEM ADMINISTRATOR I LFVA INFO SYSTEM ADMINISTRATOR II LFTA INFO SYSTEM ADMINISTRATOR III LBSB INFO TECH PROJECT MANAGER 7KGA INST SUPERVISOR 11 AJWC INSURANCE ANALYST I AJVB INSURANCE ANALYST 11 AGVD LABOR RELATIONS ANALYST II AGD1_ LABOR RELATIONS MANAGER-EXEMPT ADS4 LAFCO EXECUTIVE OFFICER 5ASF LAND INFORMATION BUS OPS MNGR 2YWB LAW CLERK I 2YVA LAW CLERK II 2YTA LAW CLERK III AJWF LIABILITY CLAIMS ADJUSTER 3KHA LIBRARY CIRCULATION MANAGER 3ASF LIBRARY CMNTY RLTNS MANGR 3AGE LIBRARY COLL/TECHNICAL SVCS MG 3ASH LIBRARY LITERACY DIRECTOR 3KWA LIBRARY STUDENT ASSISTANT 3KW2 LIBRARY STUDENT ASSISTANT-EX ADTE MANAGEMENT ANALYST II ADTD MANAGEMENT ANALYST III 5PDB MANAGER APPLICATION/PERMIT CE ADD4 MANAGER CAP FAC/DEBT MGMT-EX VRWA MANAGER OF MKTG & MEM SVCS VCGA MATERIAL MANAGER VBFA MEDICAL CARE ADMINISTRATOR VCA2 MEDICAL DIRECTOR VNHB MEDICAL RECORDS ADMINISTRATOR X4HE MEDICAL SOC SVC DIRECTOR ` VQDM MH CLINICAL OPERATIONS CHIEF VQDN MH PROGRAM CHIEF VQDC MH PROGRAM MANAGER VQHP MH PROGRAM SUPERVISOR VQSE MH PROJECT MANAGER VQSA MH PROVIDER SVCS COORD VQSF MH QUALITY IMPROVEMENT COORD VQH3. MH VOCATIONAL SVCS COORD-PRJ 9XHA IMICROFILM SUPERVISOR FAHB NEIGHBORHOOD PRESVR PROG MNGR FASD I NEIGHBORHOOD PRESVR PROG SPEC 05/06/2008 RESOLUTION NO. 2008/304 Page 9 of 14 Exhibit D One Time Work Leave Job Code I Job Title XQS4 NEIGHBORHOOD SVCS'COORD-PROJ LNSA NETWORK ADMINISTRATOR LNSB NETWORK ADMINISTRATOR II LBVA NETWORK ANALYST I LBTA NETWORK ANALYST II LBHA NETWORK MANAGER LNWA NETWORK TECHNICIAN I LNVA NETWORK TECHNICIAN II JJHC OFFICE MANAGER X7GA ONE-STOP OPER CONSORT ADMN X7HC ONE-STOP OPER CONSORT ASST ADM XAGB ORG & STAFF DEVELOP MANAGER VAGD PATIENT BILLING MANAGER VAGA PATIENT FINANCIAL SERVICES MGR V9NB PATIENT FINANCIAL SVCS MANAGER VASB PATIENT OMBUDSPERSON VASD PATIENT RELTNS SVCS COORD SATB PAYROLL ACCOUNTANT LWWC PAYROLL SYSTEMS ACCOUNTANT I LWVC PAYROLL SYSTEMS ACCOUNTANT II ARVA PERSONNEL SERVICES ASST II ARTA PERSONNEL SERVICES ASST III AGDE PERSONNEL SERVICES SUPERVISOR 5AWA PLANNER 5AVA PLANNER II 5ATA PLANNER III 5AV1 PLANNER II-PROJECT 5AW1 PLANNER I-PROJECT VBSG PRE-HOSP.TL CARE COORDINATOR DADC PRINCIPAL APPRAISER FAVE PRINCIPAL BUILDING INSPECTOR 5AHD PRINCIPAL PLANNER-LEVEL A 5AHE PRINCIPAL PLANNER-LEVEL B. DYDA PRINCIPAL REAL PROPERTY AGENT NCHA PRINCIPAL STRUCTIONAL ENGNR-BI 9XGA PRINT& MAIL SERVICES MANAGER 9XHE 'PRINT & MAIL SERVICES SUPV 7AGB PROBATION MANAGER LWVD PROPERTY TAX BUS SYS MANAGER AXSD PUBLIC ADM PROGRAM ASST 25A1 IPUBLIC.DEFENDER -!' V7VC PUBLIC HLTH EPIDE/BIOSTATICIAN VVHG PUBLIC HLTH NURSE PROG MANAGER 05/06/2008 RESOLUTION NO. 2008/304 Page 10 of 14 Exhibit D One Time Work Leave Job Code Job Title ' VBSD PUBLIC HLTH PRGM SPEC I VEND PUBLIC HLTH PRGM SPEC 11 VBS2 PUBLIC HLTH PRGM SPEC 1-PRJ ADS1 PUBLIC INFORMATION OFFICER STDC PURCHASING SVCS MANAGER PSGA PW ASST FIELD OPERATIONS MNGR APSD PW CUSTOMER SERV COORDINATOR NAA1 PW DIRECTOR PSFB PW FIELD OPERATIONS MANAGER APSC PW FISCAL OFFICER LWSB PW GIS COORDINATOR PSHB PW MAINTENANCE SUPERVISOR PSSDPW RESOURCES MANAGER DYD1 REAL ESTATE MANAGER-EXEMPT J9HF RECORDER'S OPERATIONS MANAGER 9T95 RECREATION INSTRUCTOR-LVL 422 . 5AH4 REDEVELOPMENT PROJ MANAGER-PRJ 51 SD REDEVELOPMENT/HOUSING SPEC I 51 SE REDEVELOPMENT/HOUSING SPEC 11 VCHD REGISTRAR OF VITAL STATS V5HN REHABILITATION THERAPY SVC SUP VPD5 RESIDENCY DIRECTOR-EXEMPT 5A7A RESOURCE RECOVERY ASSISTANT 5ASA RESOURCE RECOVERY SPECIALIST 97NA RETIREMENT ACCOUNTANT 97DA RETIREMENT ACCOUNTING MANAGER 97HA RETIREMENT ADMINISTRATION MNGR 97GA . RETIREMENT BENEFITS MANAGER 97HB RETIREMENT BENEFITS PRG COORD 9782 RETIREMENT CHF INVEST OFCR-EX 97A1 RETIREMENT CHIEF EXEC OFCR-EX 97SA RETIREMENT COMMUNICATIONS CORD 97SB RETIREMENT INFO TECH COORD 97SC RETIREMENT INFO TECH COORD II AJD1 RISK MANAGER 6FHA SAFETY SVCS MANAGER AJWG SAFETY SVCS SPCLST-LVL A AJWH SAFETY SVCS SPCLST-LVL B AVS4 SBDC BUSINESS CONSULTANT-PRJ AVD3 SBDC DIRECTOR-PROJECT CCG1 SCHOOL READINESS PROD COOR-PRJ J3S2 ,'j SECRETARY TO UNDERSHERIFF SERVICE INTEGRATION TEAM COORD rADHA. 05/06/2008 RESOLUTION NO. 2008/304 Page 11 of 14 Exhibit D One Time Work Leave Job CodeJob Title ADGA SERVICE INTERGRATION PROG MNGR APDC SHERIFF'S CHF OF MGNT SVCS 64VA SHERIFF'S CRIME ANALYST J3T0 SHERIFF'S EXECUTIVE ASSISTANT 64SJ SHERIFF'S FISCAL OFFICER PMSB SHERIFF'S FLEET SVCS COORD 64SK SHERIFF'S MUTUAL AID COORD 64HR SHERIFF'S PROPERTY&'iIEVID MNGR X4SG SOC SVC APPEALS OFFICER X4S2 SOC SVC APPEALS OFFICER-PRJ XAHB SOC SVC APPEALS SUPERVISOR XQHC SOC SVC BUSINESS SYST APP MNGR XASH SOC SVC FISCAL COMPLIANCE ACCT XAGA SOC SVC FRAUD PREVENTION MNGR ADB5 SPECIAL ASST TO.THE CO ADMN-EX ADDE SPECIAL DISTRICT ANALYST ADS5 SPECIAL PROJECT MANAGER LTVJ SR BUSINESS SYSTEMS ANALYST STTB SR BUYER NEHA SR CAPITAL FAC PROJECT MNGR NKHA SR CIVIL ENGINEER ADDH SR DEPUTY COUNTY ADMNISTRATOR 2KD1 SR DEPUTY DISTRICT ATTORNEY-EX 9GWB SR EMERGENCY PLANNING COORD 2ED3 SR FINANCIAL COUNSELOR-EXEMPT N9HC SR HYDROLOGIST AJTB SR INSURANCE ANALYST 51 SC SR PLANNING TECHNICIAN NEVB SR STRUCTURAL ENGINEER-BI NEV2 SR STRUCTURAL ENGINEER-PRJ NKHB SR TRAFFIC ENGINEER 5AHB SR TRANSPORTATION PLANNER 5ASE SR WATERSHED MGMT PLNG SPEC AJTC SR WORKERS COMP CLAIMS ADJS V9HC STAFF AND PAT CARE COORDINATOR XADE STAFF DEVELOPMENT SUPERVISOR LMS1 STORMWATER PCP CMPTR SPEC NASB STORMWATER POLL CONT MNGR NESB STRUCTURAL ENGINEER-BUILD INSP VHG5 SUBSTANCE ABUSE PROGRAM MGR-P VHGE SUBSTANCE ABUSE PROGRAM MNGR VHHB SUBSTANCE ABUSE PROGRAM SUPV SAHJ ISUPERVISING ACCOUNTANT 05/06/2008 RESOLUTION NO. 2008/304 Pege 12 of 14 Exhibit D One Time Work Leave Job Code JjJob Title DAHC SUPERVISING APPRAISER V4HE ISUPERVISING ARP ENGINEER 29H1 SUPERVISING ATTORNEY-DCSS 29HA SUPERVISING ATTORNEY-DCSS DRNA SUPERVISING AUDITOR-APPRAISER NEHC SUPERVISING CAPITAL FAC PRJ MG NKGA SUPERVISING CIVIL ENGINEER VHHF SUPERVISING CLINICAL LAB SCIEN 1KHA'° SUPERVISING COOK-JUVENILE HALL V4HC SUPERVISING ENVIRON HLTH SPEC NXHA SUPERVISING GRAPHICS TECH V5HJ SUPERVISING PEDIATRIC THERAPST VOHC' SUPERVISING PH MICROBIOLOGIST VVHC SUPERVISING PH NURSE DYNA SUPERVISING REAL PROPERTY AGNT FADB SUPERVISING STRUCTIONAL ENG-BI 9BHC SUPERVISOR AIRPORT OPERATIONS FADF, SUPERVISOR INSPECTION.SERVICES 9XHB SUPPLY AND DIST SUPERVISOR VWSG SYMPTOM CONTROL PROG COORD LWWB SYSTEMS ACCOUNTANT I LWVB ISYSTEMS ACCOUNTANT II LWWA' SYSTEMS SOFTWARE ANALYST I LWVA SYSTEMS SOFTWARE ANALYST II S5HC TAX OPERATIONS SUPERVISOR, PEDC TELECOM MANAGER VBHC TOBACCO PREV PROJ COORDINATOR 5ATB, TRANSPORTATION PLANNER NAGA TRANSPORTATION PROGRAM MANAGER S5SG TREASURER'S ACCOUNTING OFFICER SSS3 TREASURER'S INVEST OFFICER-EX S5SD TREASURER'S INVEST OPS ANALYST GPHG VEGETATION MANAGEMENT SUPV, 96TA VETERANS SVC BRANCH OFF MNGR 96WA VETERANS SVC REPRESENTATIVE 2KHA'. VICT/WIT ASSISTANCE PROG MNGR VCND VOL SVCS AND COMM RES ADMN X4HD IVOLUNTEER PROGRAM COORD 5ASD; !WATERSHEAD MGMNT PLNG SPEC 9KN3 IWEATHERIZATION/HM REPAIR SUPV AJVE IWELLNESS COORDINATOR . AJVF I WORKERS COMP CLAIMS ADJUST 11 AJWJ !WORKERS COMP CLAIMS ADJUSTER I 05/06/2008 RESOLUTION NO: 2008/304 Page 13 of 14 Exhibit D One Time Work Leave Job Code Job Title AJHB IWORKERS COMP CLAIMS SUPERVISOR XAD4 IWORKFORCE INV BD EXC DIR-EX XAD3WORKFORCE SVCS DIRECTOR-EXEMPT XANA IWORKFORCE SVCS SPECIALIST 05/06/2008 RESOLUTION NO. 2008/304 Page 14 of 14 EXHIBIT E DEPARTMENT HEADS AND THEIR CHIEF ASI'SISTANT(S) Department Head Chief Assistant!Department Head ... Agriculture Commissioner/Director of Weights and Chief Deputy Agriculture Commissioner/Sealer of Measures Weights and Measures Director of Animal Services De ut Director of�Animal Services Assessor Assistant County Assessor Auditor-Controller Assistant County Auditor-Controller Board of Supervisors Member No Assistant Director of Building Inspection No Chief Assistant Chief Information Officer/Director of Information Deputy Chief Information Officer Technology Clerk-Recorder Assistant County Registrar Assistant County Recorder Director of Child Support Services Chief Assistant Director of Child Support Services Director of Community Development Deputy Director of Community Development/ Current Planning Deputy Director of Community Development/ Transportation Planning Director of Redevelo ment County Administrator Chief Assistant County Administrator District Attorney-Public Administrator Chief Assistant District Attorney County Welfare Director Aging/Adult Services Director Children and Family Services Director Community Services Director EHS Chief Financial Officer EHS Director of Administration FACS Assistant Director- Project Workforce Services Director Fire Chief- Contra Costa County Assistant Fire Chief Director of General Services Deputy General Services.Director Director of Health Services Assistant Director& Health"Services Assistant County Administrator-Director of Human Assistant Director of Human Resources Resources LAFCO Director No Chief Assistant County Librarian Deputy County Librarian-Public Services Deputy County Librarian – Support Services County Probation Officer Chief Deputy Probation Officer Public Defender Chief Assistant Public Defender Public Works Director Deputy Public Works Director Retirement Chief Executive Officer Retirement Chief Investment Officer Director of Revenue Collections No Chief Assistant Risk Manager No Chief Assistant Sheriff-Coroner Undersheriff Treasurer-Tax Collector Chief Deputy Treasurer-Tax Collector County Veterans' Services Officer No Chief Assistant (03/28/07) 05/06/2008 RESOLUTION NO. 2008/304 Page 1 of 1 April 15, 2008 Page 2 of 6 Histo At the Board of Supervisor's request, County staff hired a benefit design consultant and began working on a plan to address the County's Other Post Employment Benefits unfunded.liability for retiree medical insurance costs. Since March 2007, the County has taken significant actions to address GASB 45: • Specific Goals and Objectives EI The Board of Supervisors has set four specific goals: 1)to fully comply with GASB Statement 45; 2)to adopt and follow an OPEB financing plan,which balances our requirement to provide public services with our desire to provide competitive health care benefits for our employees both now and when they retire; 3)to minimize collateral detrimental impact to the provision of indigent health care in our County; and 4) pursue and support Federal and State legislation. • Economic Census Assumptions and Rationales 0 Prior to ordering the first formal OPEB liability valuation, the OPEB task force met with actuaries from Buck Consultants and developed economic census assumptions and rationales for the actuarial valuation." • Funding Strategy 0 While the County has paid for health care costs on a Pay-As-You-Go("Pay-Go") basis for over forty years, the Board has publicly acknowledged the need to begin to partially pre-fund the benefit. Due to the size of the liability it is almost impossible for the County to fully pre-fund the liability; rather partial pre-funding will be phased in over thirty years. It is the Board's intent to fully pre-fund OPEB benefits over time. • Funding Levels 0 The Board established an initial pre-funding target for the County of 100%of its retirees, which currently translates to 40% of the total OPEB liability. This means that during the next 30 years, we will need to incorporate updated demographics and cost information into our financing plan in order to fully fund our OPEB benefits. In establishing this target level, a variety of things were considered: 1) specific funding guidelines for financial long-term obligations; 2)the Government-wide balance sheet impact of various funding levels; 3)the liability impact of various funding levels;4)the volatility of the assumptions/risk of funding; and 5)the ability to fund/affordability(for more information see the June 26, 2007 report to the Board). • Pre-funding resources 0 As an initial step towards funding the County's OPEB liability,the Board of Supervisors adopted the allocation of resources (and the future investment income earned)totaling $588 million (plus interest) reserved by the end of fiscal year 2022/23, and $100 million added annually thereafter. • Employee Communication Forums and Information Sessions 0 The County Administrator scheduled OPEB informational sessions throughout the County for our employees. The purpose of the presentations was to provide information regarding OPEB, to answer employees'questions, and to seek employees input and suggestions on solutions. • Establishment of a Trust Fund 0 The Board approved an irrevocable trust(Internal Revenue Code Section 115)for OPEB funding for Contra Costa County(1/15/08). The purpose of establishing the Trust is to comply. with GASB to establish a mechanism for 1) saving OPEB funds, 2)earning interest, and 3) discounting our liability. • Selection of a Benefit Design Consultant 0 County selected and contracted with a Benefit Design consultant—Buck Consultants to help in identifying cost control options. Detailed information on the Board's actions, including all of the County's OPEB reports is available on the County's web-site at www.cccouny.us. April 15, 2008 Page 3 of 6 County Administrator's Recommendations The County has ordered its 2008 actuarial evaluation update and has worked with the actuary in pursuit of the most up-to-date and accurate assumptions possible. One of these assumptions involves the changes to health care benefits that are recommended for unrepresented employees and for persons who retired from positions that were unrepresented. In order to include these assumptions in this valuation,we are asking for the Board of Supervisor to declare its intent to make the following changes to health care benefits: A. For current unrepresented employees, and appointed and elected officials, and for persons who retired from positions that were unrepresented, appointed, or elected 1. Do not allow dual coverage in two County health plans for an employee or retiree or a dependent of an employee or dependent of a retiree after December 31, 2008. This means that an individual employee or retiree can only be covered under a single county health plan. The individual can be covered as either the primary or a dependent. This applies only in the case of persons who have spouses or partners who are either county employees or who retired from the county; 2. For individuals who become 65 on or after January 1, 2009, require enrollment in Medicare Parts A& B; and 3. Beginning January 1, 2010, set the County health care premium subsidy at the 2009 dollar level. B. Establish a New Tier of health care coverage for unrepresented employees and officials hired, appointed or elected after December 31, 2008 1. Provide access to health benefits while employed; 2. Do not allow dual coverage in two county health plans for an employee or retiree or a. dependent of an employee or dependent of a retiree; 3. Establish separate rate pools for active and retired employees. This action would separate the premium rates for retirees and actives to establish a more accurate cost of coverage for active and retired employees. Over time, as these new hires became a greater percentage of the work force, this action would eliminate the implied subsidy of retirees' health care rates which must be recognized by the GASB rules and reduce future OPEB liability; and 4. Provide that upon retirement: 1)the County would make no contribution towards health care premiums; and 2)eligible retirees would have access to County health plans until age 65, when they are eligible for Medicare. C. Establish a Benefit Design Task Force charged with design recommendations for a new Health Benefit Program 1. Members of the Task Force would include: a)designated members of unrepresented employee and retiree groups; b) County subject matter experts; c) benefit design, actuary, and tax consultants; 2. Set specific achievement goals/parameters to recommend options for sound health care benefits within the County's budgetary limits; -- - 3. Set specific target dates for completion of any plan redesign recommendations before 2010; and 4. Pursue portability of health care coverage and savings mechanisms for unrepresented County employees and retirees. These recommendations will begin the process of reducing our OPEB liability, reducing overall health care cost growth, and reducing health care cost growth for the County. The recommendations have no immediate impact, in order to allow the County and individuals time to plan for the future. The County's goal is to reduce the overall cost growth of benefits prior to 2010 through Benefit Plan design changes that counteract medical cost growth in order to preserve a balance between providing sound health care coverage for our employees and retirees and maintaining vital county programs and services. April 15, 2008 Page 4 of 6 2008 Draft Actuarial Analysis/Assumptions As was mentioned, the County has ordered the 2008 valuation which will be based on certain specific assumptions. The assumptions for both the 2006 valuation and the 2008 draft valuation are included as Attachments A and B respectively. For 2006,we used assumptions common for government sponsored postretirement medical plans, most of which were based on CalPERS pension plan assumptions for governmental agencies. For 2008, we used the latest available assumptions from the Segal pension valuation based on their experience study of Contra Costa County. These assumptions were adopted by CCCERA for our pension valuations. The only non-pension assumption used is the rate for retiree health participation. Originally, we used a 100%participation assumption; however,for 2008 we used a 98% assumption, based upon the behavior of our retiring County employees. Of the assumption changes between the two valuations, the one with the single most significant impact was experienced based withdrawal rates.This assumption, by itself, had a 2% impact on the total liability. Although it did not have a significant impact on the liability, another change in the two assumptions is in our Actuarial Funding Method,which is used in order to allocate the benefit accrued by active employees as of the valuation date and the benefit to be accrued in the next year for accounting purposes. Per the Board of Supervisors directiori,we moved to the CalPERS trust required method of Entry Age Normal. As a reminder,the 2006 valuation projected a$2.6 billion total liability/accumulated postretirement benefit obligation (APBO), and a$216 million annually required contribution(ARC) based upon a 4.5%discount rate. PAYGO Total APBO $2,571,650,000 Assets 0 Unfunded Actuarial Accrued Liability $2,571,650,000 Annual Required Contribution Normal Cost 130,604,000 30 Year Amortization of UAAL 85,721,000 ARC $216,325,000 Assuming no changes in benefits and no pre-funding in FY 2008/09, the 2008 draft valuation projects a$2.6 billion total liability, and a$211 million annually required contribution based upon a 4.5%discount rate. PAYGO Total APBO $2,554,226,000 Assets Unfunded Actuarial Accrued Liability $2,554,226,000 Annual Required Contribution Normal Cost $126,232,000 30 Year Amortization of UAAL $85,141,000 ARC $211,373,000 The 2008 draft liability is less than the 2006 result. Some of the reasons are that we updated CCCERA pension valuation (experience based) assumptions as required by CalPERS (where applicable); we had better overall medical and dental plan trend and renewals over the two years than originally assumed; we had less new retirements than originally assumed,which delayed the onset of benefits (this is called a demographic gain compared to valuation assumption); and we had overall cleaner and more complete data than was available in 2006. April 15, 2008 Page 5 of 6 Impact of Recommendations on Liability Assuming the Board of Supervisors adopts a FY 2008/09 partial pre-funding of$20 million to the trust in addition to the pay-go cost, a 6.32%discount rate could be used, in which case the 2008 draft valuation projects a$1.9 billion total liability, and a$140 million annually required contribution. Partial Pre-Funding Total APBO $1,866,742,000 Assets Unfunded Actuarial Accrued Liability $1,866,742,000 Annual Required Contribution Normal Cost $77,936,000 30 Year Amortization of UAAL $62,225.000 ARC $140,161,000 Assuming the Board of Supervisors adopts the County Administrator's recommendations regarding proposed changes as to unrepresented employees and appointed and elected officials and persons who retired from positions that were unrepresented, appointed, or elected AND the FY 2008/09 recommended budget which includes$20 million in partial pre-funding,the 2008 draft valuation projects a$1.7 billion total liability, and a$130 million annually required contribution. Partial Pre-Fundinq Total APBO $1,736,915,000 Assets 0 Unfunded Actuarial Accrued Liability $1,736,915,000 Annual Required Contribution Normal Cost 71,741,000 30 Year Amortization of UAAL 57.897,000 ARC $129,638,000 Summary of OPEB Liability Changes If adopted, the recommended changes represent an $835 million or 32% reduction to total liability and an $87 million or 40% reduction in the annually required contribution. At the Board's adopted 40%funding target,these changes reduce the.County's$139 million 'gap'to approximately$54 million. Continued negotiation towards Countywide health care cost containment strategies and the redirection of designated future resources are key to resolving the OPEB dilemma.-As is obvious from the information presented, the Board of Supervisors continues to make progress towards_a solution for one of the biggest fiscal challenges the County is likely to face. . April 15, 2008 Page 6 of 6 Status of California Emplover's Retiree Benefit Trust Program(CERBT) Pursuant to Board of Supervisors direction in January, County staff directed the 2008 valuation to use the actuarial cost method required by CERBT, and has continued to track the progress of the trust. Three members of the County's OPEB Trust have attended an informational seminar on.the CERBT and are in communication with CERBT staff. The status of the CERBT fund is: • 45 agencies have sent in participation agreements; • Over$260 million has been committed; • Many more agencies are expected to join by June 30 and assets will be substantially higher by June 30, 2008; • Participation in the CERBT has surpassed expectations of CERBT staff; and • It is now believed that the total fees(including administrative, trust management and investment costs)will be in the range of 20 to 50 basis points. Given this information, we have asked CERBT administrative staff to meet with our staff to address legal and administrative issues/questions. Dependent upon the.outcome of this meeting, staff may revisit with the Board of Supervisors the decision on which trust or trusts to use. We will keep the Board informed as more information is received. Next Steps 1. April 15 - Declare Intent to make the recommended changes to health care benefits for unrepresented employees and appointed and elected officials and for persons who retired from positions that were unrepresented, appointed or elected; 2. April 22-Adopt FY 08/09 budget that reflects recommended health care benefit changes and budget reductions; 3. May 6 -Adopt changes to health care benefits for unrepresented employees and appointed and elected officials and for persons who retired from positions that were unrepresented, appointed or elected; 4. May 6- Establish Benefit Design Task Force; 5. Report back to the Board regarding recommendations on the CERBT(trust); 6. Continue employee and retiree information sessions; 7. Continue meeting &conferring as labor contracts expire; and 8. Continue community education and outreach on our efforts to achieve our goals. Attachment A 2006 Valuation Assumptions Mortality Rates-1993 Ca1PERS Service Retirement for males and females Withdrawal Rates—Representative values are shown below Withdrawals per Withdrawals per 1,000 1,000 Lives for Males Lives for Females with with less than 5 years less than 5 years of Year of Service Service 1 70.18 85.32 2 143.5 174.73 3 99.87 136.66 4 87.69 113.72 5 72.44 99.83 Withdrawals per Withdrawals per 1,000 1,000 Lives for Males Lives for Females with with more than 5 more than 5 years of ears of Service Service Age 30 16.33 25.67 35 14.67 22.64 40 13.18 19.97 45 11.84 17.62 50 10.64 15.54 55 9.56 13.71 601 8.591 12.09 New Entrants—None Assumed. Dependent Assumptions—For active employees, 85% are assumed married at retirement. Female spouses are assumed to be three (3) years younger than their husbands. Discount Rates-4.5% and 7.9%. Participation Assumption-100% active participation assumed.upon retirement. Attachment A Medical Demographic Information-8,428 active employees, 4,856 retirees and 360 surviving spouses as of 01/01/2006. Because we currently do not know the source of the survivors, we allocated all of their liability to the general Contra Costa County grouping. Retirement Rates Probability of Eligible Retirements During the Year Age Males Females 50 2.654% 3.684% 55 4.813% 5.390% 56 3.957% 4.576% 57 4.788% 4.213% 58 5.500% 6.735% 59 6.811% 6.523% 60 12.807% 9.825% 61 12.426% 8.696% 62 23.818% 18.980% 63 21.037% 17.706% 64 14.311% 12.882% 65 24.399% 23.837% 66 13.820% 14.190% 67 1.1..208% 14.001% 68 11.736% 10.330% 69 9.036% 12.344% Probability of retiring at age 70 equals 100% for both male and female. Health Care Cost and Expense Trend-Annual trend rates are shown below. Medical Trend Rates by Calendar Year CY06 12% CY07 11% CY08 10% CY09 9% CY10 8% CY11 7% CY12 6% CY13+ 5% Attachment A Contra Costa County 2006 Rates and Contributions Current contributions Rate Early Retirees(under 65) Kaiser EE 80% $451.87 EF 80% $1,052.62 Health Net HMO EE 80% $537.65 EF 80% $1,318.87 Health Net PPO EE 61% $656.75 EF 61% $1,560.16 CCHP - A EE 98% $425.25 EF 98% $1,013.17 CCHP-B EE 90% $469.14 EF 90% $1,114.74 Current Retirees (over 65) contributions Rate Kaiser Cost EE 80% +$88.50 $509.28 Retiree EF. 80%+$177.00 $1,167.64 Kaiser Senior EE 80%+$88.50 $256.43 Advantage EF 80%+$177.00 $661.94 Health Net Cost EE 80%+ $88.50 $366.66 Retiree EF 80% +$177.00 $733.32 Health Net EE 80%+$88.50 $296.40 Seniority Plus EF 80% +$177.00 $592.80 Health Net Flex EE 61% $507.01 Net PPO EF 61% $1,014.03 CCHP-A EE 98%+$88.50 $347.05 Retiree EF 98% +$177.00 $856.77 CCHP-B EE 90%+$88.50 $390.94 Retiree EF 90% +$177.00 $958.34 Attachment A CaIPERS Participating Retirees: For those retirees participating in CaIPERS, the County pays the lesser of the actual rate or the following amounts: Single - $338.76 Employee+1 Dependent - $677.62 Employee +Family - $880.78 Attachment B 2008 DRAFT Valuation Assumptions Mortality Rates—RP-2000 Combined Healthy Mortality Tables set back two years. Withdrawal Rates—Representative values are shown below General Safety Withdrawals per Withdrawals per 1,000 Lives for 1,000 Lives for employees with less employees with less than 5 years of than 5 years of Year Service Service 1 140.00 110.00 2 90.00 70.00 3 80.00 50.00 4 60.00 40.00 5 50.00 30.00 General Safety Withdrawals per Withdrawals per 1,000 Lives for 1,000 Lives for employees with more. employees with more than 5 years of than 5 years of Service Service Age 30 50.00 30.00 35 49.20 22.00 40 42.30 16.10 45 35.40 10.50 50 16.801 0.00 55 3.70 0.00 60 0.00 0.00 New Entrants—None Assumed. Dependent AssumptionsFot active employees, 80% of males and 55% of females are assumed married at retirement. Female spouses are assumed to be three (3) years younger than their husbands. Discount Rates-4.5% and 7.8%. Participation Assumption-98% active participation assumed upon retirement. Attachment B Medical Demographic Information-8,563 active employees and 5,813 retirees as of January 1, 2008. Retirement Rates Probability of Eligible Retirements During the Year Age General Safety 50 3.0% 25.0% 51 .3.0% 20.0% 52 3.0% 20.0% 53 3.0% 20.0% 54 5.0% 25.0% 55 10.0% 30.0% 56 10.0% 30.0% 57 10.0% 40.0% 58 10.0% 40.0% 59 1.0.0% 40.0% 60 15.0% 100.0% 61 20.0% 100.0% 62 25.0% 100.0% 63 25.0% 100.0% 64 30.0% 100.0% 65 35.0% 100.0% 66 35.0% 100.0% 67 35.0% 100.0%. 68 35.0% 100.0% 69 35.0% 100.0% Probability of retiring at age 70 equals 1.00% for both General and Safety. Health Care Cost and Expense Trend-Annual trend rates are shown below. Medical Trend Rates by Calendar Year CY08 10% CY09 9% CY10 8% CY11 7% CY12 6% CY13+ 5% Attachment B Contra Costa County 2008 Rates and Contributions Current contribution Rate Early Retirees (under 65) Kaiser EE 80% $499.70 EF ' 80% $1,164.29 Health Net HMO EE 80% $598.09 EF 80% $1,467.14 Health Net PPO EE 59% $832.24 EF 59% $1,977.04 CCHP - A EE 98% $516.42 EF 98% $1,230.38 CCHP-B EE 90% $569.72 EF 906/0 $1,353.74 Current Retirees (over'65) contribution Rate Kaiser Cost EE 80% +$96.40 $551.88 Retiree EF 80% +$192.80 $1,268.65 Kaiser Senior EE 80%+$96.40 $226.97 Advantage EF 80%+$192.80 $618.83 Health Net Cost EE 80% +$96.40 $404.42 Retiree EF 80% + $192.80 $808.86 Health Net EE 80% +$96.40 $296.40 Seniority Plus EF 80% +$192.80 $592.80 Health Net Flex EE 59%+$96.40 $642.48 Net PPO EF 59%+ $192.80 $1,284.97 CCHP-A EE 98% +$96.40 $420.02 Retiree EF 98%+ $192.80 $1037.58 CCHP-B EE 90% +$96.40 $473.32 Retiree EF 90%+ $192.80 $1,160.94 Attachment B CAPERS Participating Retirees: For those retirees participating in CAPERS, the County pays the lesser of the actual rate or the following amounts: Single - $409.48 Employee +1 Dependent - $818.97 Employee +Family - $1,064.65 County X miinistrator,s Recommendations . „� � � z' �a7 TI 54 �{ a Other Post=Empl yment BBI&fits DInrepresentedSEA-Imp40 loy�ees & Certain ql- et�rees ' - r4s x Table of Contents I. Our Goals II. Contra Costa's Health Care Cost Challenge III. ' Actions to Date IV. Recommendations V. OPEB Progress VI. Next Steps . P.V: a Goals • Fully comply with GASB Statement 45—which is intended to guarantee the sustainability of health care benefits into the future • Adopt and follow an OPEB fmmcing plan,which balances our requirements to provide public services with competitive health care benefits for our employers(now and when they retire) • Pursue and support Federal and State health care legislation • Continue employee and retiree information sessions • Continue meeting&conferring as labor contracts expire • Continue community education and outreach on our efforts to achieve these goals Page 3 Our Health Care Cost Challenge ♦ The County's health care expenditure and OPEB liability is determined by the cost of health care for active employees(current &future),and for retirees(current&future) ♦ As of 1-1-06 we had 8,438 active employees,4,856 retirees and 360 surviving spouses, and their dependents who are eligible for OPEB benefits ♦ The liability/cost of our entire pool of existing employees and retirees over the course of our lifetimes,is approximately$2.57 billion ♦ We are currently only budgeting for the annual health care premium for current retirees called Pay-Go($36 million in 07-08),and putting aside zero for our current employees' retiree health care Page 4 Our Health Care Cost Challenge (continued) ♦Actuarial studies tell us that over the next 30 years,and beyond,we will have increasing numbers of retirees that will consume health care services;retirees will live longer and,health care costs will continue to increase ♦Even with a fixed active population,as more people retire our annual total health care premium costs will increase • $130 million and 10.7%of our budget now($36 million/2.9%retirees) • $374 million and 22.8%in 10 years($106 million/6.5%retirees) • $684 million and 31.0%in 20 years($237 million/10.7%retirees) • $1,191million and 40.2%in 30 years($462 million/15.6%retirees) 4 and continue to increase until approximately 2085 ♦The ever growing health care expense demand on the general fund will consume our ability to provide public services. Given the size of our liability,we cannot responsibly eliminate enough programs to fund our current health care programs;we must contain and change the County's cost of health care Page 5 Board of Supervisors' Actions to Date ♦ Specific Goals and Objectives 0 The Board of Supervisors has set four specific goals: 1)to fully comply with GASB Statement 45;2)to adopt and follow an OPEB financing plan,which balances our requirement to provide public services with our desire to provide competitive health care benefits for our employees both now and when they retire;3)to minimize collateral detrimental impact to the provision of indigent health care in our County; and 4)pursue and support Federal and State legislation. ♦ Economic Census Assumptions and Rationales 0 Prior to ordering the fust formal OPEB liability valuation,the OPEB task force met with actuaries from Buck Consultants and developed economic census assumptions and rationales for the actuarial valuation. ♦ Funding Strategy 0 —- - -- While the County has paid for health care costs on a Pay-As-You-Go("Pay-Go") basis for over forty years,the Board has publicly acknowledged the need to begin to partially pre-fund the benefit. Due to the size of the liability it is almost impossible for the County to fully pre-fund the liability;rather partial pre-funding will be phased in over thirty years. It is the Board's intent to fully pre-fund OPEB benefits over time. Page6 Board of Supervisors' Actions to Date (continued) ♦ Funding Levels 0 The Board established an initial pre-funding target for the County of 100%of its retirees, which currently translates to 40%of the total liability.This means that during the next 30 years,we will need to incorporate updated demographics and cost information into our financing plan in order to fully fund our OPEB benefits. Before recommending this target level,the Task Force researched recommendations for specific funding guidelines for financial long-term obligations and considered the Government-wide balance sheet impact of various funding levels,the liability impact of various funding levels,volatility of the assumptions/risk of funding,and ability to fUnd/affordability(for more information see the June 26,2007 report to the Board). ♦ Pre-funding resources 0 As an initial step towards funding the County's OPEB liability,the Board of Supervisors adopted the allocation of resources(and the future investment income earned)totaling $588 million(plus interest)reserved by the end of fiscal year 2022/23,and$100 million added annually thereafter. On April 22,the Board of Supervisors adopted an ordinance providing that this allocation of monies could only be set aside by a five fifths vote of the Board of Supervisors. Page 7 Board of Supervisors' Actions to Date (continued) ♦ Employee Communication Forums and Information Sessions 0 The County Administrator scheduled OPEB informational sessions throughout the County for our employees. The purpose of the pres:ntations was to provide information regarding OPEB,to answer employees questions,and to seek employees input and suggestions on solutions. ♦ Establishment of a Trust Fund 0 The Board approved an irrevocable trust(Internal Revenue Code Section 115)for OPEB funding for Contra Costa County(1/15/08). The purpose of establishing the Trust is to establish a mechanism for 1)saving OPEB funds,2)earning interest,and 3)discounting our liability. ♦ Selection of a Benefit Design Consultant 0 County selected and contracted with a Benefit Design Consultant—Buck Consultants to help in identifying cost control options. ♦ On-going/Future Milestones 0 County continues to work with consultants to analyze County demographics,our and other jurisdictions'health benefit programs,cost containment strategies,and alternative plan structures. Task Force will evaluate and offer recommendations on the use of OPEB bonds as part of any OPEB cost redirection plan. Page 8 Board of Supervisors' Actions to Date (continued) ♦ April 15,2008 Board Intent 0 • Accepted report from the County Administrator regarding update on 2008 Actuarial,recommendations on health care changes for unrepresented employees and appointed and elected officials and for persons who retired from positions that were unrepresented,appointed,or elected; • Declared intent to make health care changes as recommended for unrepresented employees and appointed and elected officials and for persons who retired from positions that were unrepresented,appointed,or elected; • Directed the County Administrator to work with County Counsel to prepare documents to implement the health care changes and return to the Board on May 6,2008 for formal action on the health care changes; • Accepted update on draft information on 2008 Other Post-Employment Benefits(OPEB)Actuarial Valuation. PP9 Board of Supervisors' Actions to Date (continued) ♦ April 22,2008 Board Action-FY 2008-09 Recommended Bud eget 0 • Conducted a public hearing to receive input on the FY 2008709 Recommended Budget; • Acknowledged that the Recommended Budget balances annual estimated expenditures with estimated revenues including$20 million in partial pre-payment of OPEB Health Costs;and • Directed the County Administrator to prepare for Board adoption on May 6,2008,the FY 2008-09 County and Special District Budgets, as modified,to incorporate any changes directed by the Board during the public hearings. Page 1• County Administrator's Recommended Changes Recommended changes to health care benefits for unrepresented employees appointed and elected officials and for persons who retired from unrepresented positions —no dual coverage after December 31,2008-coverage available as either the primary or as a dependent if both spouse/partner are County employees —require enrollment in Medicare Parts A&B for individuals who become 65 on and after January 1, 2009 —Set the County health care premium subsidy at the 2009 dollar level and develop new health c.re plan options —Establish a new health care tier for persons hired after December 31,2008 —pursue health care portability and savings mechanisms Pagel l New Tier for New Hires —As of January 1, 2009 • Access to health benefits while employed; County may provide subsidy as provided for current employees • No dual coverage;coverage available as either the primary or as a dependent if both spouse/partner are County • Separate rate pools(separate the premium rates for retirees and actives to establish a more accurate cost of coverage for each group) • Upon retirement: 1)access to all County health plans and 2)no County contribution towards health care premiums P.ge 12 County Administrator's Benefit Design Task Force ♦I am establishing a Benefit Design Task Force charged with design recommendations for a new Health Benefit Program that will maximize benefit choices/options with subsidy amounts *Members of the Task Force will include a finite group • Designated members of unrepresented employee and retiree groups County subject matter experts • Benefit design,actuary, and tax consultants *The group will complete work for plan redesign recommendations by Summer 2009, for incorporation/offering January 1,2010 Peg.13 Health Care Funding Progress (OPEB) ♦2006 Actuarial Valuation —Total liability $2.571 billion —ARC $216.3 million —Gap $139 million ♦2008 Actuarial Valuation Total liability $2.554 billion —ARC $211.4 million . ♦2008 Valuation+$20 million in pre-funding in FY 08709 Budget —Total liability $1.867 billion —ARC ' $140.2 million ♦2008 Valuation+$20 million in pre-funding&today's recommendation Total liability $1.737 billion (32%reduction) —ARC $129.6 million (40%reduction) —Gap $54 million ♦Gap closed from$139 million to$54 million at a 40%Funded Target Page 14 Next Steps In order to achieve our primary goal to provide a balance of our responsibility to provide public services and desire to provide competitive health care,we ask the Board of Supervisors to: —Adopt revised Management Resolution today —Continue employee and retiree information sessions —Negotiate health care cost containment measures with our local labor organizations —Continue community education and outreach on our efforts to achieve our goals Page 15 a Questions? All OPEB Reports Available at WWW.CCCOUNTY.US Psge 16 6 E.�.,o� Pontro 4.3 TO: BOARD OF SUPERVISORS FROM: John Cullen, County Administrator °• s' p� ,a Costa ,4p DATE: April 15, 2008 �Osra co'uzi County SUBJECT: OPEB—Recommended Subsidy Changes and 2008 Actuarial Update SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECOMMENDATIONS: 1. ACCEPT report from the County Administrator regarding recommendations on health care changes for unrepresented employees and appointed and elected officials and for persons who retired from positions that were unrepresented, appointed, or elected; 2. DECLARE intent to make health care changes as recommended for unrepresented employees and appointed and elected officials and for persons who retired from positions that were unrepresented, appointed, or elected; 3. DIRECT the County Administrator to work with County Counsel to prepare documents to implement the health care changes and return to the Board on May 6, 2008 for formal action on the health care changes; 4. ACCEPT update on draft information on 2008 Other Post-Employment Benefits (OPEB) Actuarial Valuation. FISCAL IMPACT: The result of the recommendations herein, if implemented,will have significant future impact on the County's overall fiscal stability and ability to deliver services. F BACKGROUND: In March 2007, the County's Finance Committee received the County's actuarial report based upon 2006 data as required by the Governmental Accounting Standards Board (GASB) statements 43 and 45. The purpose of GASB 45 is, through planning and awareness,to-properly account for costs for retiree health benefits. The original actuary report valued the County's unfunded liability for retiree medical insurance costs at$2.6 billion based upon a cash discount' rate. This outstanding liability, if fully amortized over the following 30 years,would necessitate an Annual Required Contribution (ARC) of$216 million. At that point in time, $216 million would have been six times the amount that the County was paying toward retiree health care premiums on a"pay-as-you-go"basis. In addition, the report showed that, absent timely intervention;the dollar amount of the ARC for retiree medical would triple over the next ten years; resulting in a very real threat to the sustainability of the entire program itself and to vital County services that compete for the same funding. CONTINUED ON ATTACHMENT: X YES SIGNATURE: 4m�— RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE APPROVE —OTHER SIGNATURE(S): ACTION OF BOARD ON APPROVE AS RECOMMENDED_� OTHER P1 VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT 47( COPY OF AN ACTION TAKEN AND ENTERED ON THE /\UNANIMOUS(ABSENT MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE ' AUES: NOES: SHOWN. ABSENT: ABSTAIN: ( ATTESTED /J CONTACT: Lisa Driscoll(335-1023) JOHN CULLENU CLERK OF THE BOARD OF SUPERVISORS AND COUNTY ADMINISTRATOR CC: All County Departments BY TY i .to REQUEST TO SPEAK FORM (3 Minute Limit) I wish to speak on Agenda Item #: _S Complete this form and place it in the upright box near the Date: 46— O speaker's podium, and wait to be called by the Chair. My comments will be: ❑ General Personal information is optional. 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City: Y�— Y A Z`' n JF rJC e Ye.P1 Phone: -i - / 98a I ani speaking for: ❑ Myself Organization: � �� ❑ I do not want to speak but would like to s�rz ' leave comments for the Board to consider �Y' C C�,p (Use the back of this forin) I wish REQUEST TO SPEAK FORM (3 Minute Limit) to speak on Agenda Item #: Complete this,form and place it in the upright box near the Date: (4�q LD speaker's podium, and wait to be called by the Chair. My comments will be: General Personal it forrrration is optional. This speaker's card.will be incorporated into the public record of this meeting. , El For Name(PRINT): Le-0 VI� }--�Gl V- I v VA a(/I ❑ Against To ensure your name is announced correctly,you mciy want to include its phonetic spelling I wish to speak on the subject of. Address: S 1 S rues (e. C �` - 6?F- r� City: rD V%Lt) ✓ Phone: 9 I am speaking for: Myself. ❑ I do not want to speak but would like to ❑ Organization: leave comments for the Board to consider (Use the back of this form) 5�. RE QUEST TO SPEAK F to Limit I Nidi to s end speak on A tem#: SRM (3 Minn ) r € Complete this form and place it in the upright box near the Date: 5/ 6 )ct speaker's podium,and wait to be called by the Chair. My continents will'be: ❑ General Personal information is optional. This speaker's card will be incorporated into the public record of this meeting. ❑ For Nance (PRINT): ff Against To ensure vottr haste is arvtourtced correctly,you tttay want to include its phonetic spelling ❑ I wish to speak on the subject of.- Address: f:Address: City: Phone: I ant speaking for: ❑ Myself Organization: ❑ I do not want to speak but would like to leave comments for the Board to consider (Use the back of this forst) REQUEST TO SPEAK FORM (3Minute Limit I wish to speak on Agenda Item #: 1� Complete this form and place it in the upright box near the Date: (� 6 speaker's podium, and wait to be called by the Chair. Personal information is optional. This speaker's card will be My comments will be: El General incorporated into the public record of this meeting. ❑ For (( � Against Name: ❑ I.wish to speak on the subject of: Address: 3q City: Phone: I am speaking for: ❑ Myself Ed Organization: P L.A, ❑ I do not want to speak but would like!to leave comments for the Board to consider (use the back of this form) REQUEST TO SPEAK FORM(3 Minute Limit) I wish to speak on Agenda Item Complete this form and place it in tile upright box near the Date: speaker's podium, and wait to be called by the Chair. T My comments will be:. ❑ General Personal it formation is optional. This speaker's card will be incorporated into the public record of this meeting. C�Ior Name(PRINT): In Q� /�IC-S74 ❑ Against To enstnwe your„Rete is atittounced correctly,you may want to inclttde its phonetic spelling ❑ I wish to speak on the subject of: Address: Z3JT IdZ111O aJ h6-r ff2 City: Phone: I ani speaking for: ❑ Myself C3'—Organization: (, 6n{Y� ❑ I do not want to speak but would like to / leave comments for the Board to consider Use the hack of this forst) -s gv►pport Re 'ree Support Group of Contra Costa County a4 P.O. Box 3165 Martinez, CA 94553 (925) 827-1788 ra costa C° May 5, 2008 3 Dear Supervisor Glover and Board Members: . I WANT TO PRESENT TO YOU WAYS TO SAVE THE COUNTY MONEY FOR RETIREE HEALTH CARE First•Savings Suggestions: Two years ago Retiree Support Group (RSG) introduced the plan to transfer all actives and retirees to CalPERS Health. Using County Health Care costs Vs CalPERS costs for actives and retirees we concluded the County could save from$6 million to over $10 million annually - multiply out 30 years for OPEB minimum savings would be $180 million. The Benefit to Employer: Plans cost less Easier to administrate Less employees to manage plans The Benefit to Employees: Cost less for same coverage Adds surviving spouse coverage Adds portability for Kaiser Allows reentry This is why the Firefighters and Deputy Sheriffs went to CAPERS Health in 1997 and have { remained in the plan. The County saw the savings then and hopefully you will see it now. The Second Savings The County does not allow employees to leave the county health plans and then return, there is no reentry program. If the County would develop a reentry program it would save $18 million over 30years. I believe of the over 15,000 actives and retirees there are at least 50 people who would leave the county health plan for there spouses health plan.(in many cases better) but because there is no reentry they enroll in the CCHP plan. They pay one cent with the County paying over $1,000 per month. Do the math: "50 employees.x $1,000 = $50,000 per month $600,000 per,year x 30 years= $18 million The Third Savings: Ask current and future employees to pre fund retiree health"care. II; f: Facts to consider: (From the Retirement Board Accrual Study of 2006) For Tier I (our best tier): General Employees in 2006 there were 734 beneficiaries (widows and widowers) receiving an average monthly benefit of$1,569. Can you live on that and pay increased health care? This figure decreases as you go back. A 20.05 beneficiary receives $40.00 less per month. Fact: Tier 3 In 2006 there were 41 beneficiaries receiving an average monthly benefit of$935. Can you live on that and pay increased health care? . Fact: Tier 2 also known as "the bag lady benefit. " In 2006 there were 77 beneficiaries receiving an average monthly benefit of$795 per month. Can you live on that and pay increased health care costs? Fact: Safety considered the richest plan. In 2006 there were 266 beneficiaries receiving an average monthly benefit of$2,616 though more, it still would be hard to live on this and pay increased health care. Fact: General Tier I retirees December 2006 Average salary$2,492 per month, total retirees Tier l - 3,812. General Tier II Average Salary $877 per month, 561 retirees in this category. General Tier III Average Salary $1,690 with 777 retirees in this category. Safety Average Salary $4,951 with 1,496 in this category. Hopefully this demonstrates that 80% of retirees in this county barely have enough income from their benefit to exist let alone absorb the increase in health care if you cap the county contribution at the 2009 level. 4th WAY COUNTY CAN SAVE MONEY When the trust is developed- invest the money in the same way the Retirement Association has invested employee and employer contributions. Most people do not know that between 751/o and 80% of a retiree benefit is derived from investment earnin[zs. Or 75% of the Retirement Systems $5 billion was made from investment income and 25%was from employer and employee contributions. In conclusion,I ask that you think about these facts. I ask that you postpone making a decision and investigate the CalPERS transfer thoroughly before you act. I want you to realize that many retirees will not be able.to purchase health care if you cap your share of the health care premiums. ;ne,ely, .� Y Tj LLES, Chair REE SUPPORT GROUP i 23201 N.E. 47th Avenue Ridgefield, WA 98642 April 25, 2008 The Hon. Federal D. Glover; Chair The Hon. John Goia, Supervisor, District The Hon. Gayle Uilkema, Supervisor, District 2 The Hon. Mary Piepho, Supervisor, District 3 The Hon. Susan Bonilla, Supervisor, District 4 Contra Costa County Board of Supervisors 651 Pine Street, 1st Floor Martinez, CA 94,553 Re: Proposed Changes in Health Care Benefits Affecting Retired County Employees Dear Supervisor Glover and Members of the Board: I served as a prosecutor for Contra Costa County for nearly 31 years and retired from that position in March of 2004. 1 am a member of the Contra Costa County Retirement System and am covered by a County-sponsored health insurance plan. My wife, who is also a retiree from Contra Costa County, and I live in the State of Washington: I am an active member of the Retiree Support Group of Contra Costa County. As you know from my personal meetings with each of you, I have followed closely the developments. in the past several years regarding health insurance benefits for County retirees: However, because of a previous family wedding commitment, I will be on the East Coast on the date of your next meeting on this subject, May 6, 2008, and am thus unable to attend your meeting. I have doneextensive research in support of a proposal to switch all willing active County employees'and retirees to CalPERS Health as a means of saving Contra Costa County millions of"dollars each year in health insurance premiums. I have provided each of you with written analyses' showing the feasibility and projected cost-savings of such a proposal. I have also shared these analyses with the County Administrator. I am aware that County staff have advised you that switching County employees and retirees to CalPERS Health would cost the County an additional $26 million each year. Through public records requests) have obtained the demographic and statistical information which County officials used in making this claim. I have almost completed an independent analysis of this data and have concluded that the claim that switching to CalPERS would cost-Contra Costa County $26 million more in costs is a false claim. My calculations, which I am prepared to document using the County's own data, are 1 - nearly complete. I will next be in Contra Costa County during the week of June 2-6, 2008, and would appreciate your providing me with an opportunity, to present my findings to you at your Board meeting on June 3, 2008. At your pleasure I can provide you with a short PowerPoint presentation that graphically shows the potential savings to Contra Costa County with this proposal. I will also. bring my written analysis with supporting statistical data to share with you and with representatives of the public. It is my sincere hope that. before making important decisions regarding health insurance for active County employees and retirees that you will ensure that you have complete and accurate ,information on your available alternatives to the County's proposals. Because I am convinced that the information you have been provided by County staff regarding the cost and feasibility of switching to C6IPERS Health is grossly inaccurate, I strongly recommend that you defer making any final decisions at your May 6th meeting, and that,you provide me with an opportunity on June 3, 2008, to provide you with accurate information on the cost-savings features of the CalPERS alternative. The taxpayers of Contra Costa County are deserving of that'consideration. Sincerely, L. Douglas Pipes Senior Deputy District Attorney (Ret) Contra Costa County 2 1 23201 N.E. 47th Avenue Ridgefield, WA 98642 April 25, 2008 The Hon. Federal D. Glover, 'Chair The Hon. John Goia, Supervisor, District The Hon. Gayle Uilkema, Supervisor, District 2 The Hon. Mary Piepho, Supervisor, District 3 The Hon. Susan Bonilla, Supervisor, District 4 Contra Costa County Board of Supervisors 651 Pine Street, 1 st Floor . Martinez, CA 94553 Re: Proposed Changes in Health Care Benefits Affecting Retired County Employees Dear Supervisor Glover and Members of the Board: I served as a prosecutor for Contra Costa County for nearly 31,years and retired from that position in.March of 2004. 1 am a member of the Contra Costa County Retirement System and am covered by a County-sponsored health insurance plan. My wife, who is also a retiree from Contra Costa County,- and I live .in the State of Washington. I am an active member of the Retiree Support Group of Contra Costa County. As you know from my personal meetings with each of you, I have followed closely the developments in the past several years regarding health insurance benefits for County retirees: However, because of a previous family wedding commitment, I will be on the East Coast on the date of your next meeting on this subject, May 6, 2008, and am thus unable to attend your meeting. I have done extensive research in support of a proposal to switch all willing active County employees and retirees to Ca1PERS Health as a means of saving Contra Costa County millions of dollars each year in health insurance premiums. I have provided each of you with written analyses showing the feasibility and projected cost-savings of such a proposal. I have also shared these analyses with the County Administrator. 1 am aware that County staff have advised you that switching County employees and retirees to Ca1PERS Health would cost the County an additional $26 million each year. Through public records requests I have obtained the demographic and statistical information which County officials used in making this claim. I have almost completed an independent analysis of this data.and have concluded that the claim that switching to CalPERS would cost Contra Costa County $26 million more in costs is a false claim. My calculations, which I am prepared to document using the County's own data, are 1 Y nearly complete. I will next be in Contra-Costa 'County during the week of June 2-6, 2008, and would appreciate your providing me with an opportunity to present my findings to you at your Board meeting on June 3, 2008. At your pleasure I can provide you with a short PowerPoint presentation that graphically shows the potential savings to Contra Costa County with this proposal. I will also bring my written analysis with supporting statistical data to share with you and with representatives of the public. It is my sincere hope that before making important decisions regarding health insurance for active County employees and retirees that you will ensure that you have complete and accurate information on your available alternatives to the County's proposals. Because I am convinced that the information you have been provided by County staff regarding the cost and feasibility of switching to CalPERS Health is grossly inaccurate, I strongly recommend that you defer making any final decisions at your May 6th meeting, and that you provide me with an opportunity on June 3, 2008, to provide you with accurate information on the cost-savings features of the CaIPERS alternative. The taxpayers of Contra Costa County are deserving of that consideration. Sincerely, L. Douglas Pipes Senior Deputy District Attorney (Ret.) Contra Costa County 2 23201 N.E. 47th Avenue Ridgefield, WA 98642 April 25, 2008- The 008The Hon. Federal D. Glover, 'Chair The Hon. John Goia, Supervisor, District The Hon. Gayle Uilkema, Supervisor, District 2 The Hon. Mary Piepho, Supervisor, District 3 The Hon. Susan Bonilla, Supervisor, District 4 Contra Costa County Board of Supervisors 651 Pine Street, 1st Floor Martinez, CA 94553 Re: Proposed Changes in Health Care Benefits Affecting Retired County Employees Dear Supervisor Glover and Members of the Board: I served as a prosecutor for Contra Costa County for nearly 31 years and retired from that position in March of 2004. 1 am a member of the Contra Costa County Retirement System,and am covered by a County-sponsored health insurance plan. My wife, who is also a retiree from Contra Costa County, and I live in the. State of Washington. I am an active member of the Retiree Support Group of Contra Costa County. As you know from my personal meetings with each of you, I have followed closely the developments in the past several years regarding health insurance benefits for County retirees: However, because of a previous,family wedding commitment, I will be on the East Coast on the date of your next meeting on this subject, May 6, 2008, and am thus unable to attend your meeting. I have done(;extensive research in support of a proposal to switch all willing active County employeesiand retirees to CalPERS Health as a means of saving Contra Costa County millions of"dollars each year in health insurance premiums. I have provided each of you with written analyses showing the feasibility and projected cost-savings of such a proposal. I' have also shared these analyses with the County Administrator. I am aware that County staff have advised you that switching County employees and retirees to CalPERS Health would cost the County an additional $26 million each year. Through public records requests I have obtained the demographic and statistical information which County officials used in making this claim. . I have almost completed an independent analysis of this data and have concluded that the claim that switching to CalPERS would cost Contra Costa County $26 million more in costs is a false claim. My calculations, which I am prepared to document using the County's own data, are 1 t nearly complete. I will next be in Contra Costa County during the week of June 2-6, 2008, and would ,appreciate your providing me with an opportunity to present my findings to you at your Board meeting on June 3, 2008. At your pleasure I can provide you with a short PowerPoint presentation that graphically shows the potential savings to Contra Costa-County with this proposal. I will also bring my written analysis with supporting statistical,data to share with you and with representatives of the public. It is my sincere hope that before making important decisions regarding health insurance for active County employees and retirees that you will ensure that you have complete and accurate information on your available alternatives to the County's proposals. Because I am convinced that the information you have been provided by County staff regarding the cost and feasibility of switching to CalPERS Health is grossly inaccurate, I strongly recommend that you defer making any final decisions at your May 6th meeting, and that you provide me with an opportunity on June 3, 2008, to provide you with accurate information on the cost-savings features of the CalPERS alternative.- The taxpayers of Contra Costa County are deserving of that consideration. Sincerely, L. Douglas Pipes Senior Deputy District Attorney (Ret.) Contra Costa County 2 l P 5 My name is C.L. Morris. I'm a member of the Retiree a� Support Group. As previous speakers =have told you, .over,a year ago RSG came up with a plan, the PERS plan, that would save taxpayers millions of dollars per year and would provide employees and retirees�the health care promised them for the past forty years. we presented that plan to the county and yourselves on March 3 l st of last year with savings in black and white based upon facts that have been'vetted and revetted. `1- have felt from that day that for reasons unknown and unspoken that there iscounty resistance to that plan. Instead the county has now come up with this proposal. 3 weeks -ago=that,is detrimental to employees and retirees. The county's proposal breaks 40,plus years of promises and is based on, quote, "assumptions and�ratonales," unquote, that are never stated. No savings and:-no- black and white figures are offered. This proposal increases yearly-by-a significant amount the cost of health insurance to the employees and retirees. As you have heard from Jerry Telles's presentation, it places - pY the burden on those least��able to a for it. It is a - Let them :eatzeake" ,proposal. Employees and retirees on-the lower income levels will be driven out of health insurance. They what will t do? Well, they enter a very, costly. plan, So paid entirely -for:by taxpayer. dollars. They enter your-Contra Costa. County;Regional Medical Center, emergency room. They'll be for., to bring all their runny noses, aches and pains, cuts and bruises to the door of your emergency room, , the most costly medical plan of all. Unless your plan is to turn them away. Sortie- societies, honor their disabled and elderly by eating them. Other societies honor their infirm and old by putting them on an ice floe and pushing them out to sea. The county's :propfosal will put, a significant number of your employees and retirees on the ice floe. I like to think Contra Costa County is better than that. The county has paid out4dexmisnftants and negotiators more than a million dollars a year to come up with this - over-priced premiums an- savings. savin s. We in the Retiree support Group havegiven our time a time free of charge and come up with a lower cost plan. We've put our figures down in black and white. The -s'- county plan.lan. seems to be based on smoke and mirrors. ' And yet we're not even offered a place at the table, even though our membership)includes retirees:with expertise: ex.-county::adrnnistrators;-negotiators, attorneys. and accountants: We have some ideas that will be helpful. Together we can come up with real and abiding savings while retaining employee and retiree medical benefits. (0o My name is C.L. Morris. I'm a member of the Retiree Support Group. As.previous speakers.have'=told youover.a year:ago RSG came up with a plan, the PERS plan, that would save taxpayers millions of dollars per year and.would provide employees and retirees the health.carepromised�them for the past forty years. Ne presented that plan to the county and yourselves on March 31 st of last year with savings in black and white based upon facts that have been vetted and revetted. We'have felt from that day that for reasons unknown and unspoken that there is county resistance to that plan. Instead the county has now come up with this proposal 3 weeks ago that is detrimental to employees and retirees. The county's proposal breaks 40 ,p lus years of promisee and is based on; quote, "assumptions and rationales," unquote, that are never stated. No savings and no black and white figures are offered. This proposal increases yearly by.-:&-significant, amount the cost of health insurance to the employees and retirees. As you have heard from Jerry Telles's presentation, it places the burden on those least able-=to pay for it. It is a `.'Let them . . -eaticake" proposal. Employees and retirees on the lower income levels will be driven out of health insurance. So what W llktthey'-do? Well,they enter a very 'costly.-plan paid entirely..foruby taxpayer Fdoll-ars. They enter your Contra Co ta,County, Regional Medical Center:emergency room. They'll be forced to bring all their runny noses, aches and pains, cuts and bruises to the door of your emergency room, the most costly medical plan of all. Unless your plan is to turn them away. Some -societie-si honor their disabled and elderly by eating them. Other societies honor their infirm and old by putting them on an ice floe and pushing them out to sea. The county's prop,,osal will-put a .significant number of your employees and retirees on the ice floe. I like to think Contra Costa County' is better than that. The county has paid out4dexmicmftants and negotiators more than a million dollars a year to come up with this . over-priced premiums savings. We in the Retiree support Group have given our time free of charge and come up with a lower cost plan. C?w We've put our figures down in black and white. The county's plan lan seems to be based on smoke and mirrors. ' And yet we're not even offered a place at the table, even though our membership includes retirees wwith expertise: ex-county:administrators, negotiators, attorneys and accountants: We have some ideas that will be helpful. Together we can come up with real and abiding savings while retaining employee and retiree:medical benefits.