HomeMy WebLinkAboutRESOLUTIONS - 04091991 - 91-213 1-031
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA r
Adopted this Order on April 9 , 1991 , by the following vote:
AYES: Supervisors Fanden, Schroder, McPeak, Torlakson, Powers
NOES: None
ABSENT: None
ABSTAIN: None
In the Matter of Extending the }
County Management Benefits Program ) Resolution No. 91/ 213
to Management Employees in the )
Bethel Island Fire Protection District )
The Board of Supervisors adopted Resolution 88/75 effective January 1, 1988
which established a continuing policy for annual maintenance of pay rates and
other compensation for full-time employees in the several County Volunteer fire
districts, including Bethel Island; and
The Bethel Island Board of Fire Commissioners has reviewed the management
responsibilities of the administrative staff of the District and has requested
that a program of salaries and benefits be provided to these employees
commensurate with those provided management employees in surrounding Contra
Costa County fire districts; and
The County Administrator has reviewed this request and recommended its adoption
with the provision that some adaptation to certain benefits and accruals be
made in consideration of the 56 hours per week shift operation of the District
which requires that management staff regularly work that schedule;
NOW THEREFORE, THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS in its capacity as
governing board of Contra Costa County and all districts of which it is
ex-officio governing board RESOLVES THAT effective March 1, 1991, the following
salary and benefit program is adopted for the management classifications of
Fire Chief, 1st Assistant Fire Chief and 2nd Assistant Chief (Battalion Chief)
in the Bethel Island Fire Protection District:
I SALARIES
A. March 1, 1991 Equity Adjustment
Class Salary Schedule/Level
Fire Chief (86A1) C3-2285 ($4918-5423)
Assistant Fire Chief (86B1) C5-2134 ($3836-4663)
Assistant Fire Chief (8681) (Bn Chief) C5-2088 ($3664-4453)
II INCENTIVES
A. Management 2.5% Longevity Pay Plan: Management employees who have
completed ten (10) years of service for the District shall be eligible to
receive a 2.5% longevity differential . For purposes of determining ten
(10) years of service for this differential , the policies and records
utilized for service award purposes in merit system classifications will
control . Approval of the Fire Chief or the Fire Commission based upon
satisfactory work performance is required prior to granting of the
longevity differential .
B. Deferred Compensation Plan and Incentive: Management employees of the
district as defined herein shall be eligible to participate in the
County's Deferred Compensation Plan. Such employees shall also be
eligible for a supplemental contribution (incentive) from the District of
$40 per month upon satisfying certain contribution requirements. To be
eligible for this incentive supplement, qualifying management employees
must first contribute a Base Contribution Amount to the deferred
compensation plan as follows:
RESOLUTION NO. 91/213
Employees Qualifying
with a Current Base Contribution
Monthly Salary of Amount
$ 2,500 and below $ 750
2,501 - 3,334 1,000
3,335 - 4,167 1,250
4,168 - 5,000 1,500
5,001 - 5,834 1,750
5,835 - 6,667 2,000
6,668 - 7,500 2,250
7,501 and above 2,500
Employees who meet these Base Contribution Amounts must contribute at
least $100 per month to remain eligible for the $40 County supplement.
Employees who discontinue contributions or who contribute less than $100
per month for a period of one (1) month or more will no longer be eligible
for the $40 County supplement. To reestablish eligibility, employees must
again make a Base Contribution Amount as set forth above based on current
monthly salary. Employees with a break in deferred compensation
contributions because of an approved medical leave, shall not be required
to reestablish eligibility.
C. Educational Incentive
1. Effective March 1, 1991 Bethel Island Fire Protection District
management employees who possess the appropriate certificates or
educational degrees beyond the minimum requirements for their class
and/or meet appropriate continuing educational requirements, shall be
eligible to qualify for professional development educational
incentives under conditions described herein.
2. Incumbents of the following classifications are eligible to
participate in this program:
a. Fire Chief
b. Assistant Chief
C. Battalion Chief
3. All differentials shall be designated as either contingent or
permanent allowances and shall be awarded in increments of 2.5% of
monthly base salary. The combined contingent and permanent
educational incentives awarded any employee in any class listed above
shall not exceed 7.5% of monthly base pay.
4. This plan will be subject to appropriate administrative guidelines
and controls developed by the Bethel Island Fire Chief and Board of
Fire Commissioners and approved by the Personnel Director to insure
that standards described herein are met. These guidelines will
include, but not be limited to, the following requirements:
a. Employees who qualified for permanent allowance at either the
2.5% or 5% level as described herein effective March 1, 1991,
shall be eligible for receipt of the appropriate allowance
beginning on that date.
b. Employees who wish to qualify for any 2.5% contingent allowance
as described herein may do so effective July 1, 1991 providing
that (1) the appropriate training or education requirement has
been completed between January 1; 1991 and June 30, 1991 and (2)
the employee has officially declared the specific training or
educational objective being pursued.
C. Subsequent to March 1, 1991 employees may qualify for either the
permanent or contingent levels of allowance as defined herein
effective the first day of the month providing that acceptable
documentation is received by fire district administration not
later than the twenty-fifth of the preceding month.
5. The program shall carry as its intent, the further professional
development of eligible fire district management personnel by the
pursuit and achievement of job-related certificates or degrees to
include:
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a. A Certificate of Achievement in Fire Technology, Business
Administration, Management and Supervision, or a related field
from an accredited college.
b. An Associate of Arts or Science degree from an accredited
college with a major in Fire Technology, Business
Administration, Management and Supervision, or a related field.
C. A Chief Officer certification issued by the Office of the State
Fire Marshal .
d. A Baccalaureate Degree from an accredited college or university
with a major in Business or Public Administration or a related
field.
6. Qualification for allowances shall be under the following conditions:
a. A contingent allowance of 2.5% shall be awarded for annually
completing at least forty (40) hours of approved education or
training or at least three (3) approved college semester units
(or equivalent quarter units) , or an approved combination
thereof in pursuit of options a through d in Section 5.
b. A permanent allowance of 2.5% shall be awarded for possession of
one of the options a through d in Section 5. Only one 2.5%
permanent allowance is available within this category.
C. A permanent allowance of 2.5% shall be awarded for possession of
one of options a through d in Section 5 and an additional
contingent allowance of 2.5% shall be awarded for annually
completing at least forth (40) hours of approved education or
training or at least three (3) approved college semester units
(or equivalent) quarter units), or an approved combination
thereof in pursuit of any other option consistent with the
officially declared educational objective.
d. A permanent allowance of 5% shall be awarded for possession of
either (1) options b and c in Section 5 or (2) options a and d
in Section 5.
e. A permanent allowance of 5% shall be awarded for possession of
either (1) options b and c in Section 5 or (2) options a and d
in Section 5 and an additional contingent allowance of 2.5%
shall be awarded for annually completing at least forty (40)
hours of approved education or training or at least three (3)
approved college semester units (or equivalent quarter units) ,
or an approved combination thereof consistent with the
officially declared educational objective. Normally, this
objective would be a Fire Chief certificate issued by the Office
of the State Fire Marshal , a Baccalaureate Degree or a Master's
Degree.
III DIFFERENTIALS
A. Bilingual Pay Differential : A salary differential of $50 per month shall
be paid management employees who are incumbents of positions requiring
bilingual proficiency as designated by the Appointing Authority and
Director of Personnel . Said differential shall be prorated for employees
working less than full-time and /or on an unpaid leave of absence during
any given month.
Designation of positions for which bilingual proficiency is required is
the sole prerogative of the District and the County, and positions which
may now or in the future require special language skills may have such
equipment amended or deleted.
B. Emergency Recall and Standby Differential : A salary differential in the
amount of three and one third percent (3 1/3%) of the monthly base salary
shall be .in effect for management personnel in the District subject to
assigned standby and emergency recall a minimum of one and one third
(1 1/3) weeks each month. This differential is available to the Fire
Chief.
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C. First Responder Basic Life Support Differential : Employees in fire
district management classifications who meet the qualifying requirements
shall be eligible for receipt of a First Responder Basic Life Support
Differential of $70 per month.
IV. LEAVES AND PAY FOR TIME NOT WORKED
A. Holidays: For 40 hour employees the District will observe the following
holidays during the Calendar year.
New Year's Day Labor Day
Martin Luther King Day Veterans' Day
Washington's Birthday Thanksgiving Day
Memorial Day Day After Thanksgiving
Independence Day Christmas Day
Such other days as the Board of Supervisors may by Resolution designate as
holidays.
Any holiday listed above which falls on a Saturday shall be celebrated on
the preceding Friday and any holiday listed above which falls on a Sunday
shall be celebrated on the following Monday.
If amendments to Government Code Section 6700 and/or 6701 become effective
to delete any of the above as holidays or to add new holidays, such
amendments shall be effective for employees whose classifications are
listed herein.
B. Floating Holiday: All 40 hour employees whose classifications are set
forth herein shall accrued two (2) hours of personal holiday credit per
month. Such personal holiday time may be taken in increments of one-half
(1/2) hours. No employee may accrue more than forty (40) hours of
personal holiday credit. On separation from District service, the
employee shall be paid for any unused personal holiday credits at the
employee's then current pay rate.
C. Holidays for 56 hour Employees: Any management employee assigned to work
a 56 hour week shall receive no direct compensation or accruals for
working any of the 10 fixed holidays or credit for the 3 floating
holidays. Compensation for holidays so worked is factored into existing
base pay rates.
D. Vacation Accrual :
1. All 56 hour management employees shall accrue vacation credit as
follows:
Length of Service Monthly Accrual Hours Maximum Cumulative Hours
Under 11 years 14 336
11 years 15 360
12 years 16 384
13 years 17 408
14 years 18 432
15 through 19 years 19 456
20 through 24 years 20 552
25 through 29 years 28 672
30 years and up 33 792
2. All 40 hour management employees shall accrue vacation credit as
follows:
Length of Service Monthly Accrual Hours Maximum Cumulative 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
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E. Annual Management Administrative Leave: All management employees listed
herein shall be credited effective each January 1st with five (5) days
of paid personal leave in accordance with provisions of County Resolutions
No. 79/781 and 81/1007, County Administrative Bulletin No. 323 (Paid
non-accruable) and all balances will be zeroed out effective December 31st
each year.
V BENEFITS AND ALLOWANCES
A. Health Plan Contribution Rates: For management employees listed herein,
the County will provide a program of combined medical , dental and term
life insurance coverage through 1st Choice, Contra Costa Health Plan,
Kaiser, California Dental Service, Safeguard Dental and Aetna Life.
Effective January 1, 1991, the County (District) will contribute up to the
following monthly amounts toward the existing coverage provided.
KAISER HEALTH PLAN OPTION
Category Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $ 140.50 $ 117.59 $ 22.91
Delta 159.73 125.87 33.86
Safeguard 152.20 125.68 26.52
Family (No Medicare)
No Dental $ 324.52 $ 249.82 $ 74.70
Delta 368.03 261.53 106.50
Safeguard 348.74 258.87 89.87
CONTRA COSTA HEALTH PLAN OPTION
Category Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $ 115.45 $ 115.44 $ .01
Delta 134.68 134.67 .01
Safeguard 127.15 127.14 .01
Family (No Medicare)
No Dental $ 288.45 $ 288.44 $ .01
Delta 331.96 330.95 .01
Safeguard 312.67 312.66 .01
1ST CHOICE HEALTH PLAN OPTION
Category Total Cost County Share Employee Share
Employee Only (No Medicare)
No Dental $ 217.61 $ 188.30 $ 29.31
Delta 236.84 197.24 39.60
Safeguard 229.31 195.77 33.54
Family (No Medicare)
No Dental $ 508.26 $ 414.17 $ 94.09
Delta 551.77 427.70 124.07
Safeguard 532.48 423.13 109.35
DENTAL PLANS ONLY
Category Total Cost County Share Employee Share
Employee Only
Delta $ 20.46 $ 20.45 $ .01
Safeguard 12.93 12.92 .01
Family
Delta $ 44.74 $ 44.73 $ .01
Safeguard 25.45 25.44 .01
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1. Medical Treatment for Job Injuries: Whenever an employee who has
been injured on the job and has returned to work is required by
his/her attending physician to leave work for treatment during working
hours, he/she shall be allowed time off up to three (3) hours for
such treatment without loss of pay or benefits. This provision
applies only to injuries that have been accepted by the District as
job-connected.
2. Individual Health Plan Participation: Management employees listed
herein shall be allowed to maintain their County Group Health Plan
coverage at the County group rate for twelve (12) months if on
approved medical leave of absence provided that the employee shall
pay the entire premium (i .e. , both employer and employee share) for
the health plan during said leave. Said payment shall be made by the
employee at a time and place specified by the County and late payment
shall result in cancellation of the health plan coverage.
3. Permanent Intermittent Health Plan Participation: A permanent
intermittent employee may continue to participate in the County Group
Health Plan of combined insurance coverage wholly at the employee's
expense. The District will not contribute to the employee's monthly
premium and the employee will be responsible for paying the monthly
premium appropriately and punctually. Failure to meet the monthly
premium deadline will mean automatic and immediate withdrawal from
the County Group Health Plan and reinstatement may only be
effectuated during the annual open enrollment period.
4. Provisional Employee Health Plan Participation: Employees
provisionally appointed to permanent positions .may participate in the
County Group Health Plan of combined medical , dental and life
insurance coverage wholly at the employee's expense. Other
conditions of premium payment as noted above in Paragraph B3
(Permanent Intermittent Health Plan Participation) shall apply to
these provisional employees.
5. Partial Month: The District's contribution to the Health Plan
premium is payable for any month in which the employee is paid. If
an employee is not paid enough compensation in a month to pay the
employee share of the premium, the employee must make up the
difference by remitting the amount delinquent to the
Auditor-Controller. The responsibility for this payment rests with
the employee. If payment is not made, the employee shall be dropped
from the health plan. An employee is thus covered by the health plan
for the month in which compensation is paid.
6. Coverage During Absences: An employee on approved leave shall be
allowed to continue his/her health plan coverage at the County group
rate for twelve (12) months provided that the employee shall pay the
entire premium for the health plan during said leave.
An employee on leave in excess of twelve (12) months may continue
health plan coverage by converting to an individual health plan
option (if available) or continuing group coverage subject to the
provisions of the Consolidated Omnibus Budget Reduction Act (COBRA)
provided the employee pays the entire cost of coverage, plus any
administrative fees, for the option selected. The entire cost of
coverage shall be paid at a place and time specified by the County.
Late payment may result in cancellation of health plan coverage with
no reinstatement allowed.
An employee who terminates District employment may convert to
individual health plan coverage, if available, or may continue County
group health plan coverage to the extend provided under COBRA by
making premium payments to the County at a time and place specified
by the County.
7. Retirement Coverage: Upon retirement, employees may remain in the
same County group medical plan if immediately before their retirement
they are either active subscribers to one of the County health plans
or if on authorized leave of absence without pay, they have retained
individual conversion membership from the County plan.
6 91/213
8. Dual Coverage_ : If a husband and wife both work for the District and
one of them is laid off, the remaining eligible shall be allowed to
enroll or transfer into the health coverage combination of his/her
choice.
An eligible employee who is no longer covered for medical or dental
coverage through a spouse's coverage shall be allowed to enroll or
transfer into the , health coverage combination of his/her choice
within thirty (30) days of the date coverage is no longer afforded
under the spouse's plan.
B. Mileage Reimbursement: Mileage allowance for the use of personal vehicles
on District business shall be paid according to the following per month
formula:
1 - 400 miles . . . . . . . . . . . . $ .26 per mile
401 - plus miles . . . . . . . . . . . . $ .20 per mile
The above rates shall be adjusted to reflect an increase or decrease in the
cost of gasoline which shall be determined as provided below on the basis
of the average price of "gasoline, all types" per gallon as listed in
Table 5 (Gasoline Average Prices Per Gallon, U.S. City Average and
Selected Areas) for the San Francisco-Oakland, California area published
by the Bureau of Labor Statistics, U.S. Department of Labor, hereinafter
referred to as the "Energy Report".
The above rates shall be increased or decreased by $ .01 for each $ .15
increase or decrease in the base price for gasoline which shall be defined
as the average price of gasoline per gallon for July, 1979 as published in
the Energy Report. Any such rate increase or decrease shall be effective
the first of the month following publication of the Index. The above
formula rates, include price increases reported since July, 1979.
The mileage rate increase or decrease based on the Energy Report shall be
contingent upon the continued availability of the official monthly Energy
Report in its present form and calculated on the same basis.
C. Retirement Contribution: Pursuant to Government Code Section 31581.1, the
District will continue to pay 50% of the retirement contributions normally
required of management employees listed herein. Employees shall be
responsible for payment of the employee's contribution for the retirement
cost-of-living program as determined by the Board of Retirement of the
Contra Costa County Employees' Retirement Association without the District
paying any part of the employee's share. The District will continue to
pay the remaining share of the retirement cost-of-living program
contribution.
D. 414H Participation: Effective January 1, 1990, the County implemented
provisions of 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 is universal and non-voluntary as is
required by statute.
E. Management Life Insurance: Management employees referenced herein shall
be provided with a $40,000 term life insurance policy. Premiums for this
insurance shall be paid by the District with conditions of eligibility to
be reviewed periodically by the County. The Bethel Island Fire Chief
shall be eligible under this section for term life insurance of $50,000.
F. Training: All management employees listed herein shall to be eligible for
career development training reimbursement in the maximum amounts of $200
per semester or $150 per quarter, not to exceed $600 per year.
G. Long-Term Disability Insurance: For management employees listed herein
the District shall provide a Long-Term Disability Insurance program with a
replacement limit of 85% of total monthly base earnings reduced by any
deductible benefits. The premium for this Long-Term Disability Insurance
program shall be fully paid by the District.
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91/213
H. Vacation Buy Back: Management employees listed herein may choose
reimbursement for 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 shall be based on an hourly rate
determined by dividing the employee's monthly salary by 173.33 (242.67 for
employees working twenty-four (24) hour shifts in fire districts) ; and (3)
the maximum number of hours that may be reimbursed in any year is
one-third (1/3) of the annual accrual .
In those instances where a lump-sum payment has been made to management
employees in lieu of a retroactive general salary adjustment for a portion
of the calendar year which is subsequent to exercise by a management
employee of the vacation buy-back provision herein, that employee's
vacation buy-back shall 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 was inclusive of the
effective date of the vacation buy-back.
I. Uniform Allowance: The monthly uniform allowance for management
employees in the Bethel Island Fire Protection District shall be $40.00.
J. Sick Leave and Vacation Rates: Vacation and sick leave accrual and usage
rates for management employees in the Bethel Island Fire Protection
District shall be in accordance with Administrative Bulletins issued by
the District.
K. Professional Development: Management employees listed herein shall be
eligible for annual reimbursement of expenses for memberships in
professional organizations, subscriptions to professional publications and
attendance fees at job-related professional development activities. The
Fire Chief shall be eligible for a maximum of $300 per year. Other
managers shall be eligible for $150 per year.
Authorization for individual professional development reimbursement
requests shall be made by the Fire Chief. Reimbursement will occur
through the regular demand process with demands being accompanied by proof
of payment (copy of invoice or cancelled check) .
L. Sick Leave Incentive Plan. Management employees listed herein are
eligible for a payoff of unused sick leave accruals at separation. This
program is initiated as an incentive for employees to safeguard sick leave
accruals as protection against wage loss due to time lost for injury or
illness. Payoff shall be approved by the Director of Personnel and can be
awarded only under the following conditions:
1. The employee must have resigned in good standing.
2. Payout 'is not available if the employee retires.
3. The balance at resignation must be at least 70% of accruals earned in
the preceding continuous period of employment.
4. Payout shall be under the following schedule.
Years of Permanent Percent of Unused
Continuous Service Sick Leave Paid
3 - 5 years 30%
5 - 7 years 40%
7 plus years 50%
VII. CURRENT TERMS AND CONDITIONS OF EMPLOYMENT
A. Overtime Exclusion: In recognition of their management status, all
management employees listed herein shall be overtime exempt. The Office
of the County Administrator shall continue its authority to exclude
certain management classes from Overtime Exemption. Provisional
appointees to management classes and employees receiving higher pay for a
higher management classification who were not previously in a management
class shall be automatically placed on the Overtime Exempt Exclusion List
since they are not eligible for management benefits.
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B. Part-Time Employees. Part-time classified, exempt and project management
employees who work at least 50% of full-time on a continuing basis, shall
be provided the management benefits listed in this Resolution on a full or
pro-rata basis.
C. Permanent Intermittent Employees: Permanent intermittent employees are
eligible for vacation and sick leave benefits ad defined in this
Resolution on a pro-rata basis.
D. Length of Service Credits: For all employees listed herein the length of
service credits of each permanent employee shall date from the beginning
of the last period of continuous District employment including temporary,
provisional and permanent status and absences on approved leave of absence
except that when an employee separates from a permanent position in good
standing and is subsequently reemployed in a permanent District position
prior to the completion of two (2) years from date of separation the
period of separation will be bridged. Under these circumstances, the
service credits shall include all credits accumulated at time of
separation but shall not include the period of separation. The service
credits of an employee shall be determined from employee status records of
the Personnel Department.
E. Administrative Provision: The County Administrator shall establish
guidelines, bulletins or directives as necessary to further define or
implement provisions contained in this Resolution, all provisions of
Resolution No. 83/1 and the County Salary Regulations shall continue to
apply to management employees covered by the terms of this Resolution.
I hereby certify that this Is a true and correct copy of
an action taken and entered on the minutes of the
Board of SupervisorsAn the date shown.
ATTESTED: ,/,.,,.
PHIL BATCHELOR,Clerk of the Board
of Supervisors and County Administrator
6hâ–º Deputy
cc: Bethel Island fire Protection District
Terry McGraw - County Administrator's Office
Payroll
Personnel Records
RESOLUTION NO. 91/213
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