HomeMy WebLinkAboutMINUTES - 06242008 - D.5 TO: BOARD OF SUPERVISORS f _ _ . Contra
FROM: John Cullen, County Administrator y Costa
n 4F
DATE: June 24, 2008 couKCounty
SUBJECT: OPEB — Revised Management Resolution — No. 2008/358
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATIONS:
1. ACKNOWLEDGE May 6, 2008 action of the Board of Supervisors adopting health care
changes for unrepresented employees and appointed and elected officials and for persons
who retired from classifications that were unrepresented at the time of retirement, appointed,
or elected;
2. ADOPT Resolution No. 2008/358 (Attached) to supersede Resolution No. 2008/304
(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 May 6, 2008 the Board of Supervisors accepted a report from the County Administrator
containing recommendations on health care changes for unrepresented employees and
appointed and elected officials and for persons who retired from classifications that were
unrepresented at the time of retirement, appointed, or elected; and draft information on the 2008
Other Post Employment Benefits (OPEB) actuarial valuation. The information regarding the 2008
actuarial valuation included an assumption involving changes to health care benefits that were
recommended for elected and appointed officials, for unrepresented employees and for persons
who retired from classifications that were unrepresented at the time of retirement.
The Board of Supervisors accepted the report and adopted the County Administrator's
recommendations for health care changes.
CONTINUED ON ATTACHMENT: X YES SIGNATURE: �.
RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
APPROVE OTHER
SIGNATURE(S): ^
ACTION OF BOARD ON p4 12 l� y APPROVE AS RECOMMENDED OTHER
VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT
COPY OF AN ACTION TAKEN AND ENTERED ON THE
UNANIMOUS(ABSENT MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE
AYES: NOES: SHOWN.
ABSENT: ABSTAIN: Q
ATTESTED
CONTACT: Lisa Driscoll(335-1023) JOHN CULLEN,CL RK OFT E BOARD OF SUPERVISORS
AND COUNTY ADMINISTRATOR
CC: All County Departments
BY DEPUTY
Resolution 2008/358
June 24, 2008
Page 2 of 3
The adopted changes covered County elected and appointed officials, management, and
unrepresented employees, and persons who retired from positions that were unrepresented,
appointed or elected, and who are not safety employees and not covered by CaIPERs health
plans. This action and a subsequent action concerning the Contra Costa County Fire Protection
District are intended to make similar health care changes applicable to County and Fire District
elected and appointed safety officials and management, and unrepresented safety employees,
and certain safety retirees covered by CaIPERs health plans. In addition, today's actions are
intended to address dual coverage between County and Board governed special district health
plans, including CaIPERS health plans, as to all elected and appointed officials, management and
unrepresented employees and persons who retired from positions that were unrepresented.
Summary of Changes to the 'Mana_gement Resolution' (Resolution 2008/358)
Resolution 2008/358 supersedes and replaces Board of Supervisors Resolution No. 2008/304,
which was adopted on May 6, 2008 (the "Management Resolution"). The following revisions are
made to Section 2. Health, Dental and Related Benefits of the Management Resolution:
1. Beginning on January 1, 2010, the County health care premium subsidy for unrepresented
safety employees, officials and retirees who receive health care coverage from CalPERS is
set at the calendar year 2009 dollar amount, or the CalPERS statutory minimum employer
monthly premium subsidy, whichever is greater.
2. Beginning on January 1, 2010, the County dental care premium subsidy for unrepresented
safety employees, officials and retirees who receive health care coverage from CalPERS is
set at the calendar year 2009 dollar amount.
3. A new dental care tier is established for unrepresented safety employees and safety
officials hired, appointed, or elected after December 31, 2008 who receive health care
coverage through CalPERS. These employees and officials will have access to County
dental plans while employed. The County may provide less of a monthly dental 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 dental 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 dental plans,
but no County premium subsidy will be paid for any dental plan. Retirees and eligible
family members will participate at their own expense.
4. After December 31, 2008, employees and retirees, and dependents of employees and
retirees, can no longer have dual coverage in two County/District health or dental plans,
including CalPERS plans. This provision will apply to County and District employees and
retirees who have spouses or partners.who are either County or District employees or who
have retired either from the County or from a Board governed special district such as the
Contra Costa County Fire Protection District.
5. For purposes of determining who may be enrolled as a dependent on the health or dental
plan, the definition of eligible family member has been modified for consistency with
Internal Revenue Service Publication 501.
6. A new section has been added to reference employees' ability to participate in the
Premium Conversion Plan which allows payment of health and dental premiums with pre-
tax dollars.
These changes will continue the process of reducing our OPEB liability, reducing overall health
care cost growth, and reducing health care cost growth for the County and Board governed
special districts. The recommendations have no immediate impact, in order to allow the County,
Fire District and individuals time to plan for the future. The goal remains reducing the overall cost
growth of benefits prior to 2010 in order to preserve a balance between providing sound health
care coverage for our employees and retirees and maintaining vital County and Fire District
programs and services.
Resolution 2008/358
June 24, 2008
Page 3 of 3
Impact of Recommendations on Liability
Assuming adoption of the County Administrator's recommendations on this item and the
companion item regarding proposed changes as to CalPERS covered unrepresented safety
employees and appointed and elected officials and persons who retired from safety classifications
that were unrepresented at the time of retirement, appointed, or elected, the current projected
valuation of $1.7 billion total liability and $130 million annually required contribution (ARC) would
be reduced by $4,285,000 (36%/64% County/District share) and $237,000 (48%/52%
County/District share) respectively.
Before After
Partial Pre-Funding Recommendations Recommendations
Total Liability $1,736,915,000 $1,732,630,000
Normal Cost 71,741,000 71,647,000
30 Year Amortization of UAAL 57,897,000 57,754,000
ARC $129,638,000 $129,401,000
Summary of OPEB Liability Changes
If adopted, the recommended changes in this item and the companion item represent a $4.3
million or .25% reduction to total liability and a $237 thousand or .18% reduction in the
annually required contribution. At the Board's adopted 40% funding target, these changes
reduce the County's $54 million 'gap' to approximately $53.7 million. Continued negotiation
towards countywide health care.cost containment strategies and the redirection of designated
future resources are key to resolving the OPEB dilemma. The Board of Supervisors continues to
make progress towards a solution for one of the biggest fiscal challenges the County is likely to
face.
Next Steps
1. Continue employee and retiree information sessions;
2. Continue meeting & conferring as labor contracts expire; and
3. 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
June 24, 2008
Agenda Items D.5 and D.6
On this day, the Board of Supervisors considered the following agenda items:
D.5 CONSIDER acknowledging report from the County Administrator regarding recommendations
on health care changes for unrepresented employees and certain retirees and Adopting Resolution
No. 2008/358 to supersede Resolution No. 2008/304 (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; and
D.6 CONSIDER acknowledging report from the County Administrator regarding recons rnendations
on health care changes for unrepresented employees and certain retirees and Adopting Resolution
No. 2008/359 to supersede Resolution No. 2008/218 (Fire Management Resolution) regarding
compensation and benefits for Contra Costa County Fire Protection District Unrepresented Fire
Safety Management Employees and certain retirees, to reflect health care changes.
Lisa Driscoll, County Administrator's Office, introduced the items and provided a summary of
the proposed actions.
The Chair called for public comment and the following people spoke:
■ Ed Irwin, Martinez resident, said lie was sure the only reason a large number of
firefighters were not present for this item is that they didn't know about it. IIe asked the
Board to postpone this item for two or three weeks to give people a chance to attend.
Supervisor Bonilla asked about the notification given on this item, and also its timing and
urgency.
John Cullen, County Administrator, responded that a letter was sent to each affected group, and
that a meeting was also scheduled for people to ask questions and provide input prior to the
Board meeting. He said there is not an issue of time sensitivity.
■ Jerry Telles, RSG AFSCME, commented that if the Board proceeds with this action, the
ratio of employer/employee contributions to.health care will go from 80 County/20
employee to 80 employee/20 County in a matter of just eight years;
■ Mary Louise Williams, Contra Costa County Retired Employees Association, said these
benefits are what we worked for: we earned it and we deserve it;
■ Rollie Katz, Public Employees Union Local #1, said there is no urgency for this action
today and said he hopes the Board will be open to other ideas.
Supervisor Gioia said this is difficult but the goal is to continue to look at new health plan
options so that we don't end up with the 80/20 employee contribution split.
Supervisor Bonilla indicated she was open to continuing the action to a fixture date.
Supervisor Uilkema asked what kind of notification could be provided.
Mr. Cullen responded that the same notification could be re-issued to allow additional time, but
it would be up to the groups to notify their members.
By a unanimous vote with none absent, the Board of'Supervisors took the folloiving action.-
RE-LISTED
ction:RE-LISTED to July 22, 2008, items D.5 and D.6 from this day.
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
SUBJECT: Compensation and Benefits Authorized for )
County Elected and Appointed Department )
Heads, Management, Exempt, and )
Unrepresented Employees for the Period ) Resolution No. 2008/358
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. 2008/304.
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;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 or for any management employee who is represented by an
employee organization with a Memorandum of Understanding.
Management 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.
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.
VII. CALPERS HEALTH PLAN CLASSES for purposes of Section 2 are listed in Exhibit F.
Orig Dept.: Human Resources Department-Lori Gentles(335-1766)
cc: County Administrator's Office
County Counsel-Vickie L. Dawes
Auditor—Controller-Elizabeth Verigin
Contra Costa County Employees'Retirement Association
RESOLUTION NO. 2008/358
TABLE OF CONTENTS
Resolution No. 2008/358
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, Dental, and Related Benefits
2.10 Application
2.A. Employees in Classifications Who Receive Health Care Coverage from
County Plans
2.11 Health Plan Coverages
2.12 County Health and Dental Plan Contribution Rates
2.13 Retirement Coverage
2.14 Calculation of Premiums
2.15 Health Plan Coverage and Provisions .
2.15 Layoff and Other Loss of Coverage
2.16 Health Plan Coverages and Provisions
2.17 Family Member Eligibility Criteria
2.B. Employees in Classifications Who Receive Health Care Coverage from
CalPERS
2.18 CalPERS Controls
2.19 Contra Costa Health Plan (CCHP)
i
RESOLUTION NO. 2008/358
2.20 CalPERS Health Plan Monthly Premium Subsidy
2.21 CalPERS Retirement Coverage
2.22 CalPERS Premium Payments
2.23 Dental Plan - CalPERS Participants
2.C. All Employees
2.24 Dual Coverage
2.25 Life Insurance Benefit Under Health and Dental Plans
2.26 Supplemental Life Insurance
2.27 Catastrophic Leave Bank
2.28 Health Care Spending Account
2.29. PERS Long-Term Care
2.30 Dependent Care Assistance Program
2.31 Premium Conversion Plan
2.32 Prevailing Section
3. Personal Protective Equipment
3.10 Safety Shoes
3.11 Safety Eyeglasses .
4. Mileage Reimbursement
5. Retirement Contribution
6. 414H2 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
ii
RESOLUTION NO. 2008/358
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
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
iii
RESOLUTION NO. 2008/358
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
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
iv
RESOLUTION NO. 2008/358
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-Perdiem Shift Differentials
51. Nursing Shift Coordinator Differentials
52. Nurse Manager Longevity Differentials
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
55.11 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
v
RESOLUTION NO. 2008/358
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
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. 2008/358
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),with 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 is 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. 2008/358
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.
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. 2008/358
1.19 Part-Time Employ: 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 (18)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
and supervisor 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-
3
RESOLUTION NO. 2008/358
leave day immediately preceding or following the employee's
birthday.
2. Health, Dental, and Related Benefits
2.10 Application:
a. Employees in classifications who receive health care coverage from County
Plans: The following Sections apply to all employees in classifications
covered by this Resolution who receive health care coverage from County
Plans and do hot receive health plan coverage through CaIPERS: Section
2.11 "Health Plan Coverages," Section 2.12"County Health and Dental Plan
Contribution Rates," Section 2.13 "Retirement Coverage," Section 2.14
"Calculation of: Premiums," Section 2.15 "Layoff and Other Loss of
Coverage," Section 2.16 "Health Plan Coverages and Provisions," and
Section 2.17 "Family Member Eligibility."
b. Employees in classifications who receive health care coverage from
CaIPERS:The following Sections apply to all employees in the classifications
listed in Exhibit F: Section 2.18 "CaIPERS Controls, Section 2.19 "Contra
Costa Health Plan (CCHP)," Section 2.20 "CaIPERS Health Plan Monthly
Premium Subsidy," Section 2.21 "CaIPERS Retirement Coverage," Section
2.22 "CaIPERS Premium Payments," and Section 2.23 "Dental Plan -
CaIPERS Participants."
c. General provisions: The following Sections apply to all employees in all the
classifications covered by this Resolution: Section 2.24 "Dual Coverage,"
Section 2.25"Life Insurance Benefit Under Health and Dental Plans,"Section
2.26"Supplemental Life Insurance,"Section 2.27"Catastrophic Leave Bank,"
Section 2.28 "Health Care Spending Account," Sections 2.29 "PERS Long-
Term Care," Section 2.30 "Dependent Care Assistance Program," Section
2.31 "Premium Conversion Plan," and Section 2.32 "Prevailing Section."
2.A. Employees In Classifications Who Receive Health Care Coverage From
County Plans
2.11 Health Plan Coverages: Effective on 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
4
RESOLUTION NO. 2008/358
g. PMI Delta Care Dental
2.12 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:
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 for employees who do not
receive any health care coverage from the County (or from
CalPERS), 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 and dental 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 or dental plan. If the County contracts with a health or dental 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.
c. In the event that the County premium subsidy amounts are greater than one
hundred percent (100%) of the applicable premium of any health or dental
plan,for any plan year,the County's contribution will not exceed one hundred
percent (100%) of the applicable plan premium.
d. 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 and dental plans by paying the full premium
5
RESOLUTION NO. 2008/358
cost of the chosen health plan.
2.13 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/dental plans or if while on
authorized leave of absence without pay, they have retained continuous
coverage during the leave period. The County will pay the health/dental plan
monthly premium subsidies set forth in Section 2.12(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 2.12(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 (i) 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 Whofile For Deferred Retirement: Employees, who resign and
file fora 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:
i. be qualified for a deferred retirement under the 1937 Retirement Act
provisions;
ii. be an active member of a County,group health and/or dental plan at
the time of filing their deferred retirement application and elect to
continue plan benefits;
6
RESOLUTION NO. 2008/358
iii. be eligible for a monthly allowance from the Retirement System and
direct receipt of a monthly allowance within twenty-four (24) months of
application for deferred retirement; and
iv. file an election to defer retirement and to continue health benefits
hereunder with the County Benefits Division within thirty (30) days
before separation from County service.
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 10'h 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
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.
8. This subpart b "Employees Who File for Deferred Retirement' does not
apply to any employee in any classification listed in Exhibit F.
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/dental
coverage pursuant to subsections (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. Subject to the provisions of Section 2.13 subparts (a).(b), and (c) and upon
7
RESOLUTION NO. 2008/358
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.
2.14 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 and dental 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 and dental 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 and dental 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 and dental plan for these employees and
retirees.
2.15 Layoff and Other Loss of Coverage:
a. If a husband and 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 and/or dental 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 and/or dental plan of his/her choice within
thirty(30)days of the date coverage is no longer afforded under the spouse's
plan.
2.16 Health Plan Coverages and Provisions: The following provisions are applicable
regarding County Health and Dental 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 life insurance benefit)at the employee's full
expense.
b. Employee Contribution Deficiencies:The County's contributions to the Health
Plan and/or Dental Plan premiums are payable for any month in which the
8
RESOLUTION NO. 2008/358
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 solely with the
employee.
c. Leave of Absence: The County will continue to pay the County shares of
health and/or dental plan 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 premiums are paid by the
employee.
d. Coverage Upon Separation: An employee who separates from County
employment is covered by his/her County health and/or dental plan through
the last day of.the month in which he/she separates. Employees who
separate from County employment may continue group health and/or dental
plan coverage to the extent provided by the COBRA laws and regulations.
2.17 Family Member Eligibility Criteria: The following persons maybe enrolled as the
eligible Family Members of a medical or dental plan Subscriber:
a. The Subscriber's Legal Spouse.
b. The Subscriber's Qualified Domestic Partner.
c. Children of the Subscriber, the Subscriber's spouse, or the Subscriber's
Qualified Domestic Partner who are unmarried and are:
1. Under 19 years of age.
2. Age 19 and over,who are dependent qualifying children as defined by the
Internal Revenue Service in Publication 501.
3. Age 19 and over, disabled and incapable of sustaining employment due
to a physical or metal disability that existed prior to the child's attainment of
age 19, and who are qualifying dependent children as defined by the Internal
Revenue Service in Publication 501.
4. Children who qualify as"dependent children"include natural children,step-
children, adopted children, and any children specified in a Qualified Medical
Support Order or similar court order.
2,13. Employees In Classifications Who Receive Health Care Coverage From
CaIPERS
2.18 CalPERS Controls: The CalPERS health care program, as regulated by the
Public Employees' Medical and Hospital Care Act(PEMHCA), regulations issued
pursuant to PEMHCA;and the administration of PEM HCA by CalPERS, controls
on all health plan issues for employees who receive health care coverage from
9
RESOLUTION NO. 2008/358
CalPERS, including, but not limited to, eligibility, benefit plans, benefit levels,
minimum premium subsidies, and costs.
2.19 Contra Costa Health Plan (CCHP): Because CCHP has met the minimum
standards requred under PEMHCA and is approved as an alternative CalPERS
plan option, employees and COBRA counterparts may elect to enroll in CCHP
under the CalPERS plan rules and regulations.
2.20 CaIPERS Health Plan Monthly Premium Subsidy: The County's subsidy to the
CalPERS monthly health plan premiums are as provided below. The employee
must pay any CalPERS health plan premium costs that are greater than the
County's subsidies identified below.
a. County Premium Subsidy Through December 31,2009. Through December
31, 2009, the County will pay a monthly premium subsidy for the CalPERS
health plan chosen by the employee in an amount not to exceed eighty-
seven percent (87%) of the PERS Bay Area/Sacramento Kaiser premium at
each level (employee only, employee + one., employee + two or more).
b. County Premium Subsidy On and After January 1, 2010. Beginning on
January 1, 2010, and for each calendar year thereafter, the County will pay
a monthly premium subsidy for each CalPERS health plan chosen by the
employee that is equal to the actual dollar monthly premium subsidy that was
paid by the County for calendar year 2009 for that plan, or the CaIPERS
statutory minimum employer monthly premium subsidy, whichever amount
is greater. In no event will the subsidy paid by the County be more than
100% of the premium cost. 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 CalPERS Bay Area/Sacramento
Kaiser premium. If CalPERS changes the plans it offers, then the County's
premium subsidy for the new plan(s) will not exceed the actual dollar
equivalent of eight-seven percent (87%) of the PERS Bay Area/Kaiser
premium at each level (employee only, employee + one, employee + two or
more) as of December 31, 2009.
2.21 CaIPERS Retirement Coverage: Government Code section 22892 applies to all
employees in those classifications listed in Exhibit F.
2.22 CalPERS Premium Payments: Employee participation in any CalPERS health
plan is contingent upon the employee authorizing payroll deduction by the
County of the employee's share of the premium cost. If an employee's
compensation in any month(including during a leave of absence)is not sufficient
to pay the employee's share of the premium, the employee must pay the
difference to the Auditor-Controller. The responsibility for this payment rests
solely with the employee.
2.23 Dental Plan - CalPERS Participants:
10
RESOLUTION NO. 2008/358
a. Employees in the classifications listed in Exhibit F may participate in any
available County Group Dental Plan. The County may change dental plan
providers at anytime during the term of this resolution.
b. Dental Plan Premium Subsidy:
1. Through December 31, 2009, the County's monthly premium subsidies
for dental plan premiums are as set forth below. The employee will pay any
dental plan premium costs that are greater than the County's premium
subsidies set forth below.
i. Dental with Health Plan: The County premium subsidy for those
enrolled in a CalPERS Plan, other than the CCHP alternative, will be
seventy-eight percent (78%) of the monthly dental plan premium. The
County premium subsidy for those enrolled in the CalPERS Plan CCHP
alternative will be ninety-eight percent (98%) of the monthly dental plan
premium.
ii. _Dental only: Employees who elect dental coverage and who receive
no health coverage from the County, including from CalPERS, will pay
one cent ($.01) per month for dental only coverage.
2. The provisions of Section 2.12, subparts (b),(c), and (d), relating to the
County subsidies for dental coverage apply on and after January 1, 2009.
c. As to dental coverage only,the following Sections apply to all classifications
listed in Exhibit F: Section 2.13 "Retirement Coverage," Section 2.14
"Calculation of: Premiums," Section 2.15 "Layoff and Other Loss of
Coverage," Section 2.16 "Health Plan Coverages and Provisions," and
Section 2.17 "Family Member Eligibility Criteria."
2.C. All Employees
2.24 Dual Coverage:
a. On and after January 1, 2009, each employee and retiree may be covered only
by a single County health (or dental) plan, including a CalPERS plan. For
example, a County employee may be covered under a single County health
and/or dental 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
and/or dental 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.
11
RESOLUTION NO. 2008/358
c. For purposes of Section 2.24 only, "County"includes the County of Contra Costa
and all special districts governed by the Board of Supervisors, including, but not
limited to, the Contra Costa County Fire Protection District.
2.25 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.
2.26 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), of which one hundred
thousand ($100,000)is a guaranteed issue, provided the election is made within
the required enrollment periods.
2.27 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
dono.r'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 of 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 recipient'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
12
RESOLUTION NO. 2008/358
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, 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.
13
RESOLUTION NO. 2008/358
j. Any. unused hours transferred to -a recipient will be returned to the
Catastrophic Leave Bank.
2.28 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 five thousand dollars ($5,000) 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.
2.29 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.
2.30 Dependent Care Assistance Program: The County offers the option of enrolling
in a Dependant Care Assistance Program (DCAP) designed to qualify for tax
savings under Section 129 of 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.
2.31 Premium Conversion Plan: The County offers the Premium Conversion Plan
(PCP) designed to qualify for tax savings under Section 125 of the Internal
Revenue Code, but tax savings are not guaranteed. The program allows
employees to use pre-tax dollars to pay health and dental premiums.
2.32 Prevailinq Section: To the extent that any provision of this Section (Section 2.
Health, Dental, and Related 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 provision(s)of this
Section (Section 2. Health, Dental, and Related 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.
14
RESOLUTION NO. 2008/358
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. The County will continue to pay the employer's share of
the retirement cost-of-living program contribution.
6. 4141-112 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 Development Training Reimbursement: All full-time employees
(excluding attorney classes) are 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
15
RESOLUTION NO. 2008/358
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 is 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 any time.
9. Higher Pay for Work in a Higher Classification: The County Salary Regulations
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
16
RESOLUTION NO. 2008/358
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
to work-connected disability which qualifies for temporary disability
compensation under workers' compensation law set forth in Division 4 of the
California Labor Code. When any disability becomes 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
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. All
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
.17
RESOLUTION NO. 2008/358
compensatory time. Instead, these. employees are awarded Annual
Management Administrative Leave in recognition of the extra burden theirjob
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 for the 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
projector task that requires persistent, excess work hours,without relief from
their regular job 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
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.
18
RESOLUTION NO. 2008/358
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.
II. 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.
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
19
RESOLUTION NO. 2008/358
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
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
20
RESOLUTION NO. 2008/358
$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 for a period of one(1)month or more will no longer be eligible for the
eighty-five dollar ($85) 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.
. t
14. Annual Management Administrative Leave:
A. On January 1" 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
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.
21
RESOLUTION NO. 2008/358
16. Vacation Buy Back:
A. Employees may elect 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. 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
22
RESOLUTION NO. 2008/358
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.
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.
III. 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 the following 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
23
RESOLUTION NO. 2008/358
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.
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 Departmentwill 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
24
RESOLUTION NO. 2008/358
period beginning January 1, 1999 for memberships in professional organizations,
subscriptions to professional organizations, subscriptions to professional publications,
attendance fees at job-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.
24. Appointed Department Heads:The Appointed Department Heads are the Agricultural
Commissioner/Director 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
25
RESOLUTION NO. 2008/358
following benefits under Parts I, II, 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 of the 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 Vto 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 III, 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
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
26
RESOLUTION NO. 2008/358
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 (21<WF)
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.
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't of each year, full time unrepresented, management, and exempt
attorneys in paid status in the Offices of the District Attorney, County Counsel,
27
RESOLUTION NO. 2008/358
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 30th, inclusive, are eligible for
eighty (80) hours of Management Administrative Leave on the first succeeding
January 1 St and annually thereafter. Attorneys appointed on or after July 1" are
eligible for sixty (60) hours of Management Administrative Leave on the first
succeeding January 1St and are eligible for eighty (80) hours annually thereafter.
C. Permanent part time attorneys are eligible for Management Administrative Leave
on a prorated basis, based upon their position hours, beginning on January 1"
following their appointment and in the same proportion on each January 1"
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.
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:
28
RESOLUTION NO. 2008/358
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
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.
38. Certified Elections/Registration Administrator Certification Differential:Employees
in the classification of Clerk-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
29
RESOLUTION NO. 2008/358
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
Executive P.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
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.
30
RESOLUTION NO. 2008/358
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 bythe 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.
31
RESOLUTION NO. 2008/358
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 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 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 byathe 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).
32
RESOLUTION NO. 2008/358
45. Engineer Structural Registration Differential: Incumbents of the management
classes of Structural Engineer-Building Inspection (NESB), Senior Structural Engineer-
Building Inspection(NEVB),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.
33
RESOLUTION NO. 2008/358
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 betweenthe 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 52.94, 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.
52.11 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
34
RESOLUTION NO. 2008/358
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
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 the month 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 (VWD1)
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
35
RESOLUTION NO. 2008/358
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.
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 Insurance Plan.
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
36
RESOLUTION NO. 2008/358
day off.
57. Public Works Emergency 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
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 creditor 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.
37
RESOLUTION NO. 2008/358
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.
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 Sheriff's 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 (PE DG),Sheriff's Communications Center Director (64NC), Supervising
Sheriff's Dispatcher(64HD),Sheriff's Director of 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 the Office of Emergency
Services at least one (1) week per month, are entitled to receive a differential in the
38
RESOLUTION NO. 2008/358
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.
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
39
RESOLUTION NO. 2008/358
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.
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.
40
RESOLUTION NO. 2008/358
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)
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:
JOHN CULLEN,'Clerk of the Board of Supervisors and
County Administrator .
By Deputy
41
RESOLUTION NO. 2008/358
Exhibit A
Management, Exempt and Unrepresented Employees
Job Code Job Title'
SAWA ACCOUNTANT I
SAVA ACCOUNTANTII
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
APV2 ADMINISTRATIVE SVCS ASST II-PR
APTA ADMINISTRATIVE SVCS ASST III
APDB ADMINISTRATIVE SVCS OFFICER
3AGF ADULT LITERACY PROGRAM MANAGER
VWHK ADVICE NURSE MANAGER
VWHN 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 AIRPORT BUS AND DEV MANAGER
913SB AIRPORT ENVIRON & COM REL OFCR
9BHC AIRPORT OPERATIONS MANAGER
VHD1 ALCOHOUOTHER DRUG SVCS DIR-EX
VADB AMBULATORY CARE ADMIN
VWHJ AMBULATORY CARE CLIN SUPV
VAHC 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
9MD3 ASSISTANT DIRECTOR-PROJECT
NEVA ASSOC CAPITAL FAC PROJ MANAGER
NKVC ASSOC CIVIL ENGINEER
NSHB ASSOC COUNTY SURVEYOR
06/24/08 RESOLUTION NO. 2008/358 PAGE 1 of 15
Exhibit A
Management, Exempt and Unrepresented Employees
..... ...
Job,Code Job Title .
WHA ASSOC TRAFFIC ENGINEER
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
913NA 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 THEIR 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
6X132 JASST SHERIFF
06/24/08 RESOLUTION NO. 2008/358 PAGE 2 of 15
Exhibit A
Management, Exempt and Unrepresented Employees
Job Code. Job Title'
6XB1 ASST SHERIFF-CHF EXE ASST
ADBA ASST TO THE COUNTY ADMIN
29TA ATTORNEY ADVANCE-CHLD SPPT SVC
29VA ATTORNEY BASIC-CHILD SPPT SVCS
29WA 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
J995 BD 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
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 I
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 CCTV PRODUCTION MANAGER
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
SFDB CHIEF AUDITOR
06/24/08 RESOLUTION NO. 2008/358 PAGE 3 of 15
Exhibit A
Management, Exempt and Unrepresented Employees
Job Code Job TitleW
VIGA CHIEF CARDIO SUPPORT SVCS
JJDA CHIEF CLERK-BOARD OF SUPV
BAB1 CHIEF DEP AGRIC COMM/SEAL-EX
BABB CHIEF DEP AGRIC COMM/SEALER
7ADC CHIEF 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
9MH1 CHILDREN SVCS MGR-PROJECT
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 ICOMMUNITY OUTREACH & EDUC MGR
06/24/08 RESOLUTION NO. 2008/358 PAGE 4 of 15
Exhibit A
Management, Exempt and Unrepresented Employees
.....::.:::.
:.,:. .
Job o et Job Title�;;�_
CCD1 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
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 CONSERVIGDNSHP 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
APDD 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
06/24/08 RESOLUTION NO. 2008/358 PAGE 5 of 15
Exhibit A
Management, Exempt and Unrepresented Employees
Job Code Job Title
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
VQFB DEPUTY DIR OF MENTAL HEALTH
LTD1 DEPUTY DIR/INFO TECHNOLOGY-EXE
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
64HA DETENTION SVCS SUPERVISOR
VBGA DEVELOPMENTAL CENTER DIRECTOR
VSHH DEVELOPMENTAL PROGRM SUPV
VBHB 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
VSGH DIRECTOR OF REHAB THERAPY SVCS
SMD1 DIRECTOR OF REVENUE COLLECTION
ADSB DIRECTOR OFFICE OF COMM/MEDIA
WGS DIRECTOR PUB HLTH CLINIC SVCS
VWDF DIRECTOR, INPATIENT NURSING OP
VATC DISABILITY BENEFITS COORD
2RS7 DISCOVERY REFEREE
ARDC DIVERSITY SVCS COORDINATOR
06/24/08 RESOLUTION NO. 2008/358 PAGE 6 of 15
Exhibit A
Management, Exempt and Unrepresented Employees
Jobri,Code°`ra' Job Title � ''
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 ELECTIONS 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
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
J3112 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
J3T5 EXEC SECRETARY-EXEMPT
J3T6 EXEC SECRETARY/ MERIT BOARD
J3TJ EXECUTIVE SECRETARY-DCSS
GFDG FACILITIES MAINTENANCE MANAGER
VCDC FACILITIES MANAGER
P2NC FIRE DISTRICT APPARATUS MNGR
06/24/08 RESOLUTION NO. 2008/358 PAGE 7 of 15
Exhibit A
Management, Exempt and Unrepresented Employees
. .>
Job; ode ,w Job;Title
APDE FIRE DISTRICT CHIEF/ADMIN SVCS
GFDF FIRE DISTRICT FACILITIES MNGR
SBSF FIRE DISTRICT FISCAL SPECIALST
LTNC 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
PMFB FLEET MANAGER
PMHC FLEET SERVICE CENTER SUPV
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 HEALTH PLAN 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
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
06/24/08 RESOLUTION NO. 2008/358 PAGE 8 of 15
Exhibit A
Management, Exempt and Unrepresented Employees
Job Code Job Title
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
AG713 HUMAN RESOURCES TECHNICIAN
N9SB HYDROLOGIST
X7GB INDP 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 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
LPNA INFO SYS PROJECT MANAGER
LTWC INFO SYS TECHNICIAN I
LFWA INFO SYSTEM ADMINISTRATOR I
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
AJWC INSURANCE ANALYST I
AJVB INSURANCE ANALYST II
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
2Y7B LEGAL ASSISTANT
AJWF ILIABILITY CLAIMS ADJUSTER
06/24/08 RESOLUTION NO. 2008/358 PAGE 9 of 15
Exhibit A
Management, Exempt and Unrepresented Employees
Job Code 'Job Title 'M-
� :... .
3KHA LIBRARY CIRCULATION MANAGER
3ASF LIBRARY CMNTY RLTNS MANGR
3AGE LIBRARY COLLITECHNICAL SVCS MG
3AHB LIBRARY READING & LITERACY MGR
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
VQSF MH QUALITY IMPROVEMENT COORD
VQHQ MH VOCATIONAL SERVICES COORD
VQH3 MH VOCATIONAL SVCS COORD-PRJ
9XHA MICROFILM SUPERVISOR
FAHB NEIGHBORHOOD PRESVR PROG MNGR
FASD NEIGHBORHOOD PRESVR PROG SPEC
XQS4 NEIGHBORHOOD SVCS COORD-PROJ
LNSA NETWORK ADMINISTRATOR I
LNSB NETWORK ADMINISTRATOR II
LBVA NETWORK ANALYST I
LBTA NETWORK ANALYST II
LBHA NETWORK MANAGER
LNWA NETWORK TECHNICIAN I
LNVA NETWORK TECHNICIAN II
VWHF NURSING PROGRAM MANAGER
VWH1 NURSING PROGRAM MANAGER-PROJ
VWHH NURSING SHIFT COORDINATOR
JJHC OFFICE MANAGER
06/24/08 RESOLUTION NO. 2008/358 PAGE 10 of 15
Exhibit A
Management, Exempt and Unrepresented Employees
Jobe: =IORG
Job'Title
= .Po
X7GA ONE-STOP OPER CONSORT ADMN
X7HC ONE-STOP OPER CONSORT ASST ADM
XAGB & 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
5AW1 PLANNER I-PROJECT
5AVA PLANNER II
5AV1 PLANNER II-PROJECT
5ATA PLANNER III
VBSG PRE-HOSPTL CARE COORDINATOR
ADS5 PRIN MANAGEMENT ANALYST- PROJ
DADC PRINCIPAL APPRAISER
FAHE PRINCIPAL BUILDING INSPECTOR
AGH1 PRINCIPAL L/R NEGOTIATOR- EX
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
VBS2 PUBLIC HLTH PRGM SPEC I-PRJ
VBND PUBLIC HLTH PRGM SPEC II
ADS1 PUBLIC INFORMATION OFFICER
06/24/08 RESOLUTION NO. 2008/358 PAGE 11 of 15
Exhibit A
Management, Exempt and Unrepresented Employees
Job Code' Job'Title
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 PW MAINTENANCE SUPERVISOR
PSSD PW RESOURCES MANAGER
DYD1 REAL ESTATE MANAGER-EXEMPT
J9HF RECORDER'S OPERATIONS MANAGER
64HE RECORDS MANAGER
5AH4 REDEVELOPMENT PROJ MANAGER-PRJ
51 SD REDEVELOPMENT/HOUSING SPEC 1
51 SE REDEVELOPMENT/HOUSING SPEC 11
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 RETIREMENT BENEFITS MANAGER
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 11
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
J3S2 SECRETARY TO UNDERSHERIFF
ADTD SENIOR MANAGEMENT ANALYST
ADHA ISERVICE INTEGRATION TEAM COORD
ADGA ISERVICE INTERGRATION PROG MNGR
06/24/08 RESOLUTION NO. 2008/358 PAGE 12 of 15
Exhibit A
Management, Exempt and Unrepresented Employees
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
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
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
06/24/08 RESOLUTION NO. 2008/358 PAGE 13 of 15
Exhibit A
Management, Exempt and Unrepresented Employees
=Job Code .. Job Title
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 SUPERVISING ACCOUNTANT
DAHC SUPERVISING APPRAISER
V4HE SUPERVISING ARP ENGINEER
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
VLHA SUPERVISING ENVIRON HLTH SPEC
RJHC SUPERVISING FIRE INSPECTOR
6CHA SUPERVISING FRNSC TOXICOLOGIST
NXHA SUPERVISING GRAPHICS TECH
VSHJ SUPERVISING PEDIATRIC THERAPST
VOHC SUPERVISING PH MICROBIOLOGIST
WHC SUPERVISING 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 I
LWVA SYSTEMS SOFTWARE ANALYST II
SSHC TAX OPERATIONS SUPERVISOR
PEDC TELECOM MANAGER
VBHC TOBACCO PREV PROJ COORDINATOR
5ATB TRANSPORTATION PLANNER
NAGA TRANSPORTATION PROGRAM MANAGER
XQHG TRANSPORTATION SERVICES MANAGE
XQNB TRANSPORTATION SERVICES SPCLST
SSSG TREASURER'S ACCOUNTING OFFICER
S5S3 TREASURER'S INVEST OFFICER-EX
SSSD TREASURER'S INVEST OPS ANALYST
6XB4 UNDERSHERIFF-EXEMPT
VWSD UTILIZATION REVIEW COORD
06/24/08 RESOLUTION NO. 2008/358 PAGE 14 of 15
Exhibit A
Management, Exempt and Unrepresented Employees
......... ....... ...
m: A:
Job Code:. :..Job Title,
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
06/24/08 RESOLUTION NO. 2008/358 PAGE 15 of 15
Exhibit B
Unrepresented Employees
Job Code Job Title ..
.......
ADD3 CCN 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
06/24/08 RESOLUTION NO. 2008/358 PAGE 1 of 1
Exhibit C
Elected and Appointed Department Heads
Job Code Job Title =;-
. ...............:.:.:..::.
n:-.:..:..:.:.:.......
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
4AD1 DEP DIR OF CONVR, DEV- EXEMPT
4AA1 DIR OF CONVR, DEV- EXEMPT
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
06/24/08 RESOLUTION NO. 2008/358 PAGE 1 of 1
Exhibit D
One Time Work Leave
Job Code IIJob Title
SAWA (ACCOUNTANT I
SAVA JACCOUNTANT II
SATA +ACCOUNTANT III
APIA (ADMINISTRATIVE AIDE-DEEP CLASS
AP73 'ADMINISTRATIVE AIDE-PROJECT
APWA ADMINISTRATIVE ANALYST
APW1 JADMINISTRATIVE ANALYST-PROJECT
AP9A !ADMINISTRATIVE INTERN-DEEP CLS
ADSG JADMINISTRATIVE SUPPORT ASST
APVA !ADMINISTRATIVE SVCS ASST II
APTA JADMINISTRATIVE SVCS ASST III
APV2 JADMINISTRATIVE SVCS ASST II-PR
APDB (ADMINISTRATIVE SVCS OFFICER
AJDB 1AFFIRMATIVE 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 JAGRICULTURAL COM-DIR WTS/MEAS
V7DB JAIDS PROGRAM DIRECTOR
9BDA 'AIRPORT BUS AND DEV MANAGER
9BSB !AIRPORT ENVIRON & COM REL OFCR
VHD1 JALCOHOLIOTHER DRUG SVCS DIR-EX
VADB 'AMBULATORY CARE ADMIN
VAHC 'AMBULATORY CARE REG MANAGER
BJHC JANIMAL CENTER OPERATIONS SUPV
BKS1 'ANIMAL CLINIC VETERINARIAN
BJHB 'ANIMAL SVCS LIEUTENANT
BJSR 'ANIMAL SVCS PUBLIC EDUC COORD
BJSS jANIMiAL SVCS VOLUNTEER COORD
AD91 1APPEALS OFFICER
XQGD !AREA AGENCY ON AGING PRGM MNGR
JJNG ASSESSOR'S CLERICAL STAFF MNGR
APSF ASSESSOR'S CUSTOMER SERV COORD
NEVA IASSOC CAPITAL FAC PROJ MANAGER
NKVC IASSOC CIVIL ENGINEER
. NSHB JASSOC COUNTY SURVEYOR
VCS1 'ASSOC DIRECTOR HS-EXEMPT
N4HA . 'ASSOC TRAFFIC ENGINEER
VIHA jASST CHIEF CARD SUPPORT SVCS
64BA ;ASST CHIEF PUBLIC SVC OFFICER
VHGF 'ASST CLINICAL LAB MANAGER
AGA2 'ASST COUNTY ADM-DIR HUMAN RESC
06/24/08 RESOLUTION NO. 2006/356 Paae 1 of 14
Exhibit D
One Time Work Leave
Job Code Job Title
ADS4 ASST COUNTY ADMINISTRATOR
D.ABA jASST COUNTY ASSESSOR
DAB1 (ASST COUNTY ASSESSOR-EXE
SAB1 'ASST COUNTY AUDITOR CONTROLLE
2ED1 IASST COUNTY COUNSEL-EXEMPT
3ABA IASST COUNTY LIBRARIAN
3AB1 jASST COUNTY LIBRARIAN-EXEMPT
ALB3 jASST COUNTY RECORDER-EXEMPT
ALB1 JASST COUNTY REGISTRAR-EXEMPT
NSGA IASST COUNTY SURVEYOR
S5DF I ASST COUNTY TAX COLLECTOR
S5B4 JASST COUNTY TREASURER-EXEMPT
V8HC 'ASST DIAGNOSTIC IMAG MNGR
9BNA ;ASST DIR OF AIRPORTS
VLFB JASST DIR OF ENV HLTH SVCS
VLF, IASST DIR OF HAZ MAT PROGRAM
VCB1 JASST DIR OF HEALTH SVCS
AGB1 IASST DIR OF HUMAN RESOURCES-EX
VYSC. (ASST DIR PHARMACY SVCS
1KDC 'ASST DIR-NUTRIT SVCS
V5HQ IASST DIR-REHAB THEIR SVCS
2KD3 ASST DISTRICT ATTORNEY-EXEMPT
VCSH IASST FACILITIES MANAGER
GFFA IASST FACILITIES PINT. MANAGER
PMGC IASST FLEET MANAGER
VCGC IASST HEALTH SVC SYS DIR
DYNB JASST LEASE MANAGER
VCHF IASST MATERIEL MANAGER
XASG JASST PROPERTIES TRUST OFFICER
25D2 jASST PUBLIC DEFENDER-EXEMPT
97131 . IASST RETIREMENT ADMIN-EXEMPT
AJDP IASST RISK MANAGER
ADBA JASST TO THE COUNTY ADMIN
29TA 1ATTORNEY ADVANCE-CHLD SPPT SVC
29VA (ATTORNEY BASIC-CHILD SPPT SVCS
29WA 1ATTORNEY ENTRY-CHILD SPPT SVCS
APDH 1AUDITOR CONTR BUS & SYS MNGR
SFWA jAUDITOR
SFVA AUDITOR II
SFTA.. ;AUDITOR III
J995 SBD OF SUPVR ASST-CHIEF ASST
J992 BD.m OF SUPVR ASST-GEN OFFICE
J993 BD OF SUPVR ASST-GEN SECRETARY
05124/08 RESOLUTION NO. 20081358 Page 2 of 14
Exhibit D
One Time Work Leave
Job Code IlJob Title
J994 jBD OF SUPVR ASST-SPECIALIST
V9HD JBIOMEDICAL EQUIPMENT MNGR
ADSF +BUDGET AND PROJECTS COORD
ADSA BUDGET SYSTEM ADMINISTRATOR
ADSC BUDGET TECHNICIAN.
GFDD IBUILDING AND GROUNDS MANAGER
FADC IBUILDING INSP SPEC PROG COORD
X7SC j BUSINESS SVCS REPRESENTATIVE .
URAIK I BUSINESS SYSTEMS ANALYST
LTNE IBUSINESS SYSTEMS MANAGER
STWA BUYER I
STTA I BUYER II
VBGC ICALIF CHLDRN SVCS PROG ADMIN
ADSE ICAPITAL FACILITIES ADMIN
ADT2 (CAPITAL FACILITIES ANALYST-PRJ
NEG1 (CAPITAL PROJECTS DIV MGR-EX
X7SB (CAREER CENTER COORDINATOR
VPD4 1CCHP MEDICAL DIRECTOR-EXEMPT
ADDK CCN PRODUCTION MANAGER
ADD3 I CCTV PRODUCTION SPECIALIST-PRJ
ADDL CCN PRODUCTION SPECIALST
ADSD I CCN PROGRAM COORDINATOR
3AGC jCENTRAL LIBRARY MANAGER
VWNB ICENTRAL PROCESSING SUPVR
SAGC (CHIEF ACCOUNTANT
ADB1 (CHIEF ASST COUNTY ADMIN
2ED2 (CHIEF ASST COUNTY COUNSEL
SMB1 CHIEF ASST DIRECTOR OF DCSS-EX
SMBA ICHIEF ASST DIRECTOR/DCSS.
2KD2 ICHIEF ASST DISTRICT ATTORNEY-E
25D1 ICHIEF ASST PUBLIC DEFENDER
SFDB (CHIEF AUDITOR
VIGA jCHIEF CARDIO SUPPORT SVCS
JJDA (CHIEF CLERK-BOARD OF SUPV
BABB j CHIEF DEP AGRIC COMM/SEALER
7ADC ICHIEF DEP PROBATION OFFICER
AXDC JCHIEF DEP PUBLIC ADMIN
AXD1 CHIEF DEP PUBLIC ADMIN-EXEMPT.
S5B2 ICHIEF DEP TREASURETTAX COLL-EX
VCB3 ICHIEF EXECUTIVE OFFICER-CCHP-E
LTA1 (CHIEF INFO OFF/DIR OF INFO TEC
6NNA (CHIEF INVESTIGATOR-PUBLIC DEF
S5BC ;CHIEF INVESTMENT OFFICER
05/24/08 RESOLUTION NO. 2008/358 Page 3 of 14
i
Exhibit D
One Time Work Leave ,
Job Code JjJob Title
V5GE (CHIEF PED THERAPIST
FADG (CHIEF PROPERTY CONSERVATION
PSFA I CHIEF PUB WKS MTCE SUPT
ADS2 CHIEF PUBLIC COMMUN OFFICER-EX
GWGA ICHIEF STATIONARY ENGINEER
25DB CHIEF TRIAL DEPUTY PUBLIC DEF
VBGB CHILD HLTH & DIS PROG MANAGER
9JS2 CHILD NUTRT DIV NUTRI-PROJECT
9JS3 i CHILD NUTRT FOOD OPER SUPV-PRJ
APSE CHILD SPPRT BUSINESS SVCS MNGR
LTWJ I CHILD SPPRT INFO SYS ANALYST
SMNA ICHILD SPPRT SUPERVISOR
2Y7C CHILD SPPRT SVCS ATTRNY ASST
SMDA CHILD SPPRT SVCS MANAGER
XADS ICHILDREN AND FAMILY SVCS DIR-E
VMHC CHRONIC DISEASE & ENV PROG MGR
2ETG I CIVIL LITIG ATTY-ADVANCED
2ETE CIVIL LITIG ATTY-BASIC LVL
2ETF CIVIL LITIG ATTY-STANDARD
JPHDCIVIL OPERATIONS SUPERVISOR
VHFA CLINICAL LAB MANAGER
SMNA COLLECTIONS SVCS MANAGER
V7DA COMMUNICABLE DIS PGRM CHIEF
CCB1 1COMMUNITY SVCS DEP DIR-PROJECT
9KA1 I COMMUNITY SVCS DIRECTOR-EXEMPT
APSA JCOMMUNiTY SVCS FISCAL OFFICER
CCHA COMMUNITY SVCS PERSONNEL ADMIN
9J71 COMMUNITY SVCS PERSONNEL TECH
64NE 1COMMUNITY WARNING SYS MANAGER
VMHB COMMUNITY WELL & PREV PRO DIR
NPHD COMPUTER MAPPING SERVICES MNGR
LKVA I COMPUTER OPERATIONS ANALYST
LKGA COMPUTER OPERATIONS MANAGER
LKHA COMPUTER OPERATIONS SUPERVISOR
VQDL 1 CONSERV/GDNSHP PROGRAM MGR
VQHM 1CONSERVATORSHIP PROG SUPV
ADTF 1CONTRACT COMPLIANCE SPEC
XQHE jCONTRACTS ADMINISTRATOR
XQHD CONTRACTS/GRANTS ADMINISTRATOR
XQWA I CONTRACTS/GRANTS SPLST I
XQTA I CONTRACTS/GRANTS SPLST II
ADA2 COUNTY ADMINISTRATOR
2EAl jCOUNTY COUNSEL
06/24/08 RESOLUTION NO. 20OB1358 Page_4 of 14
Exhibit D
One Time Work Leave
Job Code Job Title
9GD2 (COUNTY EMERGENCY SVCS DIR
VCB2 (COUNTY HOSP EXEC DIR-EXEMPT
3AAA (COUNTY LIBRARIAN
7AA1 (COUNTY PROBATION OFFICER-EX
AJDK COUNTY SAFETY OFFICER
95A1 iCOUNTY VETERANS' SVCS OFFICER
XAA2 COUNTY WELFARE DIRECTOR-EXEMPT
CJH3 ICS MENTAL HLTH CLIN SUPV-PROJ
GKGC iCUSTODIAL & RECYCLE SVCS MNGR
GKHC jCUSTODIAL SVCS SUPERVISOR
2Y7B IDA ATTORNEY ASSISTANT
APDD IDA CHIEF.OF ADMINISTRATIVE SVC
JJGE IDA MANAGER OF LAW OFFICES
JJHG IDA OFFICE MANAGER
J3T7 IDA PROGRAM ASSISTANT-EXEMPT
LWSA DATABASE ADMINISTRATOR
ADSH DEPTL COMM & MEDIA REL COORD
XQSJ DEPTL PERS COMPUTER COORD
BAHA !DEPUTY AGRICULTURE COMMR
LTD2 I DEPUTY CIO-GIS-EXEMPT
JJHD .!DEPUTY CLERK-BOARD OF SU PV
ADDG DEPUTY CO ADMINISTRATOR
2ETK DEPUTY CO COUNSEL-ADVANCED
2ETH iDEPUTY CO COUNSEL-BASIC
2ETJ I DEPUTY CO COUNSEL-STANDARD
3AFE I DEPUTY CO LIBRARIAN-PUB SVCS
3AFG (DEPUTY CO LIBRARIAN-SUPT SVCS
LWS1 DEPUTY DIR CHF INFO SEC OFC-EX
5AB2 i 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 j DEPUTY DISTRICT ATTORNEY-BASIC
2KWD i DEPUTY DISTRICT ATTORNEY-FT
2KWF I DEPUTY DISTRICT ATTORNEY-FT-FL
VCD2 DEPUTY EXECUTIVE DIR/CCHP-EX
NAD8 I DEPUTY GENERAL SVCS DIRECTOR/E
AXFA i DEPUTY PUBLIC ADMINISTRATOR
NADO j DEPUTY PUBLIC WORKS DIRECTOR-E
BWHA DEPUTY SEALER WEIGHTS/MEASURE
VBGA DEVELOPMENTAL CENTER DIRECTOR
V5HH IDEVELOPMENTAL PROGRM SUPV
06/24/08 RESOLUTION NO. 2008/358 Page 5 of 14
Exhibit D
One Time Work Leave
Job Code Job Title
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
VVGS 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 I EHS DIVISION MANAGER-PROJECT
XQNA EHS FACILITIES MANAGER
XQHF EHS PROG INTEGRITY COORD
XQH3 EHS PROG INTEGRITY COORD-PROJ
EBHA ELECTIONS OUTREACH COORDINATOR
ALHB !ELECTIONS PROCESSING SUPVR
EBSA ELECTIONS SVCS MANAGER
VBSC I EMERGENCY MEDICAL SVS DIRECTOR
VBHB JEMERGENCY MEDICAL SVS PRG CORD
9GSA j EMERGENCY PLANNING COORD
06/24/08 RESOLUTION NO. 2008/358 Page 6 of 14
Exhibit D
One Time Work Leave
Job Code 7jJob Title
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
1 WDB 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 jFACS ASSISTANT DIRECTOR-PRJ
9MW8 FACS ASST DISB/1\4H MGR-PROJECT
9MS7 lFACS ASST FAM ADVOCACY MNGR-PR
9MH1 FACS CHILD SVC MANAGER-PROJECT
9MS3 FACS FAMILY ADVOCACY MNGR-PRJ
9MS2 FACS SP NEEDIMH MNGR-PROJECT
P2NC FIRE DISTRICT APPARATUS MNGR
APDE IFIRE 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 f FIRE EMS QUALITY IMPR COORD
PMFB FLEET MANAGER
PMHC FLEET SERVICE CENTER SUPV
XHS1 GENERAL ASSISTANCE HEAR REP-PR
GFSA ,GENERAL SVCS FACILITIES SUPVR
APSB IGENERAL SVCS FISCAL OFFICER
GPHH ;GROUNDS MAINTENANCE SUPV
05/24/08 RESOLUTION NO. 20081358 Page 7 of 14
Exhibit D
One Time Work Leave
Job Code IlJob Title
GPDE IGROUNDS 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 I 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
YANG HEALTH SVCS ADMIN-LEVEL B
VANHHEALTH SVCS ADMIN-LEVEL C
VCDD HEALTH SVCS DIR/PLNG & FAC
VBSM (HEALTH SVCS EMERG PREP MANAGER
LKFA IHEALTH.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
VASEHEALTH SVCS PLAN/EVAL DIRECTOR
VCXC HEALTH SVCS PLNR/EVAL-LEVEL A
VCXD I HEALTH SVCS PLNR/EVAL-LEVEL B
VCTA HEALTH SVCS REIM ACCOUNTANT
XQSM HEALTH SVCS SPECIAL PROJ ADMIN
VCDF HEALTH SVCS SYSTEMS DIRECTOR
WFC IHOME HEALTH AGENCY DIRECTOR
VBHE I HOMELESS SVCS PROG MANAGER
V9SD HOMELESS SVCS SPECIALIST
AGVE HUMAN RESOURCES ANALYST I
AGVC HUMAN RESOURCES ANALYST II
AGSE HUMAN RESOURCES MGMT SYS COORD
AGDF HUMAN RESOURCES PROJECT MNGR
AG7B HUMAN RESOURCES TECHNICIAN
N9SB HYDROLOGIST
LWTA I INFO SYS AUDITOR
LTNA INFO SYS MANAGER I
LTNB !INFO SYS MANAGER II
LPWA I INFO SYS PROGRAMMER/ANALYST I
LPVA +INFO SYS PROGRAMMER/ANALYST II
LPNB INFO SYS PROGRAMMER/ANALYST IV
LPTB INFO SYS PROGRAMMER/ANLYST III
LPVA 'INFO SYS PROJECT MANAGER
06/24/08 RESOLUTION NO. 2008/356 Page 8 of 14
Exhibit D
One Time Work Leave.
Job Code IlJob Title
LTWC !INFO SYS TECHNICIAN I
LFWA ;INFO SYSTEM ADMINISTRATOR I
LFVA 'INFO SYSTEM ADMINISTRATOR 11
LFTA (INFO SYSTEM ADMINISTRATOR III
LBSB I INFO TECH PROJECT MANAGER
7KGA INST SUPERVISOR II
AJWC I INSURANCE ANALYST I
AJVB INSURANCE ANALYST 11
AGVD LABOR RELATIONS ANALYST II
AGD1 I LABOR RELATIONS MANAGER-EXEMPT
ADS4 ;LAFCO EXECUTIVE OFFICER
5ASF BLAND INFORMATION BUS OPS IANGR
2YWB LAW CLERK I
2YVA !LAW CLERK I I
2YTA LAW CLERK III
AJWF PLIABILITY CLAIMS ADJUSTER
3KHA LIBRARY CIRCULATION MANAGER
3ASF .I LIBRARY CMNTY RLTNS MANGR
3AGE LIBRARY COLL/TECHNICAL SVCS MG
3ASH (LIBRARY LITERACY.DIRECTOR
3KWA !LIBRARY STUDENT ASSISTANT
3KW2 j LIBRARY STUDENT ASSISTANT-EX
ADTE MANAGEMENT ANALYST I I
ADTD i 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 IMH CLINICAL OPERATIONS CHIEF
VQDN IMH PROGRAM CHIEF
VQDC MH PROGRAM MANAGER
VQHP MH PROGRAM SUPERVISOR
VQSE I MH PROJECT MANAGER
VASA IMH PROVIDER SVCS COORD
VQSF MH QUALITY IMPROVEMENT COORD
VQH3 IMH VOCATIONAL SVCS COORD-PRJ
9XHA I MICROFILM SUPERVISOR
FAHB NEIGHBORHOOD PRESVR PROG MNGR
FASD j NEIGHBORHOOD PRESVR PROD SPEC
06/24/08 RESOLUTION NO: 2008/358 Page 9 of 14
Exhibit D
One Time Work Leave
Job Code JjJob Title
XQS4 NEIGHBORHOOD SVCS COORD-PROJ
LNSA ;NETWORK ADMINISTRATOR I
LNSB 'NETWORK ADMINISTRATOR 11
LBVA NETWORK ANALYST I
LBTA NETWORK ANALYST Il
LBHA I NETWORK MANAGER
LNWA NETWORK TECHNICIAN I
LNVA NETWORK TECHNICIAN 11
JJHC 1OFFICE MANAGER
X7GA ONE-STOP OPER CONSORT ADMN
X7HC ONE-STOP OPER CONSORT ASST ADM
XAGB JORG & STAFF DEVELOP MANAGER
VAGD I PATIENT BILLING MANAGER
VAGA iPATIENT FINANCIAL SERVICES MGR
V9NB IPATIENT FINANCIAL SVCS MANAGER
VASE PATIENT OMBUDSPERSON
VASD PATIENT RELTNS SVCS COORD
SATB PAYROLL ACCOUNTANT
LWWC PAYROLL SYSTEMS ACCOUNTANT I
LWVC jPAYROLL SYSTEMS ACCOUNTANT II
ARVA IPERSONNEL SERVICES ASST II
ARTA I PERSONNEL SERVICES ASST III
AGDE PERSONNEL SERVICES SUPERVISOR
5AWA i PLANNER I
SAVA IPLANNER II
5ATA I PLANNER III
5AV1 'PLANNER II-PROJECT.
5AW1 PLANNER I-PROJECT
VBSG iPRE-HOSPTL CARE COORDINATOR
DADC PRINCIPAL APPRAISER
FAVE PRINCIPAL BUILDING INSPECTOR
5AHD PRINCIPAL PLANNER-LEVEL A
5AHE i PRINCIPAL PLANNER-LEVEL B
DYDA PRINCIPAL REAL PROPERTY AGENT
NCHA PRINCIPAL STRUCTIONAL ENGNR-BI
9XGA I PRINT & MAIL SERVICES MANAGER
9XHE (PRINT & MAIL SERVICES SUPV
7AGB PROBATION MANAGER
LWVD PROPERTY TAX BUS SYS MANAGER
AXSD PUBLIC ADM PROGRAM ASST
25A1 PUBLIC DEFENDER
V7VC. 'PUBLIC HLTH EP1DE/BiOSTATICIAN
WHG PUBLIC HLTH NURSE PROG MANAGER
05/24/08 RESOLUTION NO. 20081358 Page 10 of 14
Exhibit D
One Time Work Leave
Job Code JjJob Title
VBSD ;PUBLIC HLTH PRGM SPEC I
VBND PUBLIC HLTH PRGM SPEC 11
VBS2 j 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
NAA1 PW DIRECTOR
PSFB IPW FIELD OPERATIONS MANAGER
APSC j PW FISCAL OFFICER
LWSB iPW GIS COORDINATOR,
PSHB PW MAINTENANCE SUPERVISOR
PSSD IPW RESOURCES MANAGER
DYD1 'REAL ESTATE MANAGER-EXEIAPT
J9HF 'RECORDER'S OPERATIONS MANAGER
9T95 RECREATION INSTRUCTOR-LVL 422
5AH4 REDEVELOPMENT PROJ MANAGER-PRJ
51 SD j 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 I RETIREMENT ACCOUNTANT
97DA j RETIREMENT ACCOUNTING MANAGER
97HA i RETIREMENT ADMINISTRATION MNGR
97GA RETIREMENT BENEFITS MANAGER
97HB RETIREMENT BENEFITS PRG COORD
97B2 RETIREMENT CHF INFEST OFCR-EX
97A1 RETIREMENT CHIEF EXEC OFCR-EX
97SA RETIREMENT COMMUNICATIONS CORD
97SB 'RETIREMENT INFO TECH COORD I
97SC RETIREMENT INFO TECH COORD 11
AJD1 !RISK MANAGER
5FHA j SAFETY SVCS MANAGER
AJWG 'SAFETY SVCS SPCLST-LVL A
AJWH SAFETY SVCS SPCLST-LVL B
AVS4 'SBDC BUSINESS CONSULTANT-PRJ
AVD3 SBDC DIRECTOR-PROJECT
C0G1SCHOOL READINESS PROG COOR-PRJ
J3S2 SECRETARY TO UNDERSHERIFF
ADHA 'SERVICE INTEGRATION TEAM COORD
05/24/08 RESOLUTION NO. 2008/358 Page 11 of 14
Exhibit D
One Time Work Leave
Jab Code Job Title
ADGA jSERVICE 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 & EVID MNGR
X4SG jSOC SVC APPEALS OFFICER
X4S2 SOC SVC APPEALS OFFICER-PRJ
XAHB' isoC SVC APPEALS SUPERVISOR
XQHC 'SOC SVC BUSINESS SYST APP MNGR
XASH jSOC SVC FISCAL COMPLIANCE ACCT
XAGA I SOC SVC FRAUD PREVENTION MNGR
ADB5 SPECIAL ASST TO THE CO ADMN-EX
ADDE I SPECIAL DISTRICT ANALYST
ADSS ISPECIAL PROJECT MANAGER
LTVJ ISR BUSINESS SYSTEMS ANALYST
STTB I SR BUYER
NEHA ISR CAPITAL FAC PROJECT MNGR
NKHA SR CIVIL ENGINEER
ADDH SR DEPUTY COUNTY ADMNISTRATOR
2KD1 ISR DEPUTY DISTRICT ATTORNEY-EX
9GWB ISR.EMERGENCY PLANNING COORD
2ED3 SR:FINANCIAL COUNSELOR-EXEMPT
N9HC ISR,HYDROLOGIST
AJTB SR INSURANCE ANALYST
51 SC I SR,PLANNING TECHNICIAN
NEVB ISR 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 ISTAFF DEVELOPMENT SUPERVISOR
LMS1 ISTORMWATER PCP CMPTR SPEC
NASB I STORMWATER POLL CONT MNGR
NESB 'STRUCTURAL ENGINEER-BUILD INSP
VHG5 'SUBSTANCE ABUSE PROGRAM MGR-P
VHGE SUBSTANCE ABUSE PROGRAM MNGR
VHHB (SUBSTANCE ABUSE PROGRAM SU PV
SAHJ !SUPERVISING ACCOUNTANT
06/24/08 RESOLUTION NO. 2008/358 Page 12 of 14
Exhibit D
One Time Work Leave
Job Code 11job Title
DAHC jSUPERVISING APPRAISER
V4HE ISUPERVISING ARP ENGINEER
29H1 SUPERVISING ATTORNEY-DCSS
29HA ISUPERVISING ATTORNEY-DCSS
DRNA j SUPERVISING AUDITOR-APPRAISER
NEHC SUPERVISING CAPITAL FAC PRJ MG
NKGA jSUPERVISING CIVIL ENGINEER
VHHF 1SUPERVISING CLINICAL LAB SCIEN
1 KHA 1SUPERVISING COOK-JUVENILE HALL
V4HC SUPERVISING ENVIRON FILTH SPEC
NXHA ;SUPERVISING GRAPHICS TECH
V5HJ 'SUPERVISING PEDIATRIC THERAPST
VOHC jSUPERVISING PH MICROBIOLOGIST
VVHC (SUPERVISING PH NURSE
DYNA SUPERVISING REAL PROPERTY AGNT
FADB SUPERVISING STRUCTIONAL ENG-B!
9BHC SUPERVISOR AIRPORT OPERATIONS
FADF ISUPERVISOR INSPECTION SERVICES
9XHB 1,5U.PPLY AND DIST SUPERVISOR
VWSG SYMPTOM CONTROL PROG COORD
LWWB (SYSTEMS ACCOUNTANT I
LWVB SYSTEMS ACCOUNTANT II
LWWA !SYSTEMS SOFTWARE ANALYST I
LWVA SYSTEMS SOFTWARE ANALYST II
S5HC +TAX OPERATIONS SUPERVISOR
PEDC 1TELECOM MANAGER
VBHC ITOBACCO PREY PROJ COORDINATOR
5ATB ITRANSPORTATION PLANNER
NAGA (TRANSPORTATION PROGRAM MANAGER
S5SG TREASURER'S ACCOUNTING OFFICER
S5S3 ITREASURER'S INVEST OFFICER-EX
S5SD 'TREASURER'S INVEST OPS ANALYST
GPHG IVEGETATION MANAGEMENT SUPV
96TA IVETERANS SVC BRANCH OFF MNGR
96WA (VETERANS SVC REPRESENTATIVE
2KHA IVICT/WIT ASSISTANCE FROG MNGR
VCND IVOL SVCS AND COMM RES ADMN
X4HD IVOLUNTEER PROGRAM COORD
5ASD !WATERSHEAD MGMNT PL14G SPEC
9KN3 !WEATHERIZATION/HM REPAIR SUPV
AJVE WELLNESS COORDINA T OR
AJVF IWORKERS COMP CLAIMS ADJUST II
.AJWJ WORKERS COMP CLAIMS ADJUSTER I
06/24/08 RESOLUTION NO. 2006/358 Page 13 of 14
Exhibit D
One Time Work Leave
Job Code JjJob Title
AJHB WORKERS COMP CLAIMS SUPERVISOR
XAD4 IWORKFORCE INV BD E:XC DIR-EX
XAD3WORKFORCE SVCS DIRECTOR-EXEMPT
XANA i WORKFORCE SVCS SPECIALIST
06/24/08 RESOLUTION NO. 2008/358 Page 14 of 14
EXHIBIT E
DEPARTMENT HEADS AND THEIR CHIEF ASSISTANT(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 Deputy 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 Redevelopment
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 De ut General Services Director
Director of Health Services Assistant Director of 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
De ut 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)
06/24/2008 RESOLUTION NO. 2008/358 Page 1 of 1
EXHIBIT F
CaIPERS Health Plan Classes
Job Code Job Title
6XA1 SHERIFF-CORONER
6XB1 ASSISTANT SHERIFF-CHIEF EXEC ASST
6XB2 ASSISTANT SHERIFF
6X63 CHIEF DEPUTY SHERIFF-EXEMPT
6XB4 UNDERSHERIFF-EXEMPT
6XD1 COMMANDER-EXEMPT
06/24/08 RESOLUTION NO. 2008/358 Page 1 of 1
F
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: 6 ' Z f-j~ 0 '
speaker's podium, and wait to be called by the Chair.
My comments will be: ❑ .General
Personal igformatio»is.optional. This sneaker's card will be.
incorporated into the public record of this meeting. ❑ For
Name (PRINT): /;_CY ( , /�.� 7y ❑ Against
7o ensure your nanteiss artnotutced correctly,you may it-ant to include its phonetic spelling
[ wish to speak on the subject of:
Address: 9 igY 4 To
City:
Phone:
1 am speaking for: ❑ Myself
❑ Organization: �, ❑ 1 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 the upright box near the Date:
speaker's podium, and wait to be called by the Chair. N1 � �
My comments will be: tlCietierat
Personal irrforrrration is optional. This speaker's card will be
incorporated into the public record of this r ieeting. El For
Name (PRINT):
.� � 12 A ainst
�� '�� �
To ensure your name is mmotinced corripth,,you may want to inchide its phonetic spelling
_ I wish to speak on the subject of.
Address: S �a/!y,lr�A a t I
City: M, C41, Pel
p q
Phone: 924r
I am speaking for: ❑ Myself
Organization: ❑ I do not want to speak but would like to
leave comments for the Board to consider
(U.se the back of this forri:)
REQUEST TO SPEAK Ali FORM (3 Minute Limit) I wish to speak on Agenda Item #: ,D-=
Complete lltis,form and place it in the upright box near the Date: c �)
speaker's podium, and wait to be called by the Chair.
My comments will be: ❑. General
Personal information is optional. This speaker's card will be
incorporated into the public record of this meeting. ❑ hor
Name(PRINT): Against
To ensure your name is announced correctly,you may want to include it/�s phorrdic shelling
❑ I wish to speak on the subject of:
Address: =U
City:
Phone:
1 ani 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)
REQUEST TO"SPEAK FORINT (3 Minute Limit) I wish to speak on Agenda Item#:
Complete this form and place it in the upright box near the Date: C � /d
speaker's podium, and wait to be called by the Chair.
My comments will be: ❑ .General
Personal infonnation is optional. This speaker's card iyill be
incorporated into the public record of this meeting. ❑ For
Name (PRINT): ' " '" Q Against
7o ensure your name is announced correctly,you may ivant to include its phonetic spelling
❑ I wish to speak on the subject of:
Address:
City: �Ne1
Phone:
l am speaking for: ❑ Myself J
Organization: ��Vi L 0 J ❑ I do not want to speak but would like to
leave comments for the Board to consider
(Use the.back of this form)