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MEMORANDUM OF AGREEMENT
BETWEEN
COUNTY OF SANTA CLARA
AND
COUNTY EMPLOYEES MANAGEMENT ASSOCIATION
AFFILIATED WITH OPERATING ENGINEERS
LOCAL UNION NO. 3 OF THE INTERNATIONAL UNION OF OPERATING
ENGINEERS AFL-CIO
(CORRECTED VERSION)
JUNE 27, 2011 THROUGH JUNE 23, 2013
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TABLE OF CONTENTS
ARTICLE 1 – RECOGNITION ..................................................................................................... 6
ARTICLE 2 – SALARIES.............................................................................................................. 8
Section 2.1 – Basic Wage ........................................................................................................... 8
Section 2.2 – Evening/Night Shift for Certain Nurse Classifications and Computer Operations
Shift Supervisor .......................................................................................................................... 8
Section 2.3 – Pest Advisory Differential .................................................................................... 8
Section 2.4 – Bilingual Differential ............................................................................................ 8
Section 2.5 – Nurse Longevity Pay............................................................................................. 9
Section 2.6 – Nurse Realignments ............................................................................................ 10
Section 2.7 – Compensation Compaction Review Process and Outcomes .............................. 11
Section 2.8 – Automatic Check Deposit ................................................................................... 13
ARTICLE 3 – RETIREMENT ..................................................................................................... 14
ARTICLE 4 – SHIFT ROTATION .............................................................................................. 16
ARTICLE 5 – INSURANCE PREMIUMS .................................................................................. 17
Section 5.1 – Medical Insurance ............................................................................................... 17
Section 5.2 – Dental Insurance ................................................................................................. 17
Section 5.3 – Life Insurance ..................................................................................................... 18
Section 5.4 – Vision Care Plan ................................................................................................. 18
Section 5.5 – County-wide Benefits ......................................................................................... 18
Section 5.6 – Medical Benefits for Retirees ............................................................................. 18
ARTICLE 6 – DOMESTIC PARTNERS ..................................................................................... 20
ARTICLE 7 – STATE DISABILITY INSURANCE (SDI) ......................................................... 21
ARTICLE 8 – PROFESSIONAL DEVELOPMENT ALLOWANCE AND
EDUCATIONAL LEAVE ............................................................................................................ 22
Section 8.1 – Tuition Reimbursement Program ........................................................................ 22
Section 8.2 – Professional Development Program ................................................................... 22
ARTICLE 9 – UNIFORM ALLOWANCE .................................................................................. 23
ARTICLE 10 – TRAINING FUND ............................................................................................. 24
ARTICLE 11 – STATE MANDATED LICENSURE/CERTIFICATION FUND ...................... 25
Section 11.1 – General Provisions ............................................................................................ 25
Section 11.2 – State Mandated License and Certification Fee Reimbursement ....................... 25
Section 11.3 – Reasons for Denial ............................................................................................ 25
Section 11.4 – Eligible Classifications ..................................................................................... 25
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ARTICLE 12 – TEMPORARY ASSIGNMENT RESPONSIBILITY
DIFFERENTIAL (TARD) ............................................................................................................ 26
ARTICLE 13 – LATERAL TRANSFER ..................................................................................... 27
ARTICLE 14 – STO AND SICK LEAVE ................................................................................... 28
Section 14.1 – Scheduled Time Off .......................................................................................... 28
Section 14.2 – Sick Leave Bank Accrual.................................................................................. 30
ARTICLE 15 – LAYOFF PROCEDURES .................................................................................. 33
Section 15.1 – Seniority Defined .............................................................................................. 33
Section 15.2 – Transfer of Prior Agency Service ..................................................................... 33
Section 15.3 – Changes to Classes ............................................................................................ 33
Section 15.4 – Order of Layoff ................................................................................................. 33
Section 15.5 – Notice of Layoff ................................................................................................ 35
Section 15.6 – Reassignment in Lieu of Layoff ....................................................................... 35
Section 15.7 – Layoff ................................................................................................................ 35
Section 15.8 – Inplacement ....................................................................................................... 35
Section 15.9 – Re-employment List.......................................................................................... 37
Section 15.10 – Temporary Work for Laid Off Employees ..................................................... 37
Section 15.11 – Names Dropped from Re-employment List .................................................... 37
Section 15.12 – Rights Restored ............................................................................................... 38
ARTICLE 16 – GRIEVANCE PROCEDURE ............................................................................. 39
Section 16.1 – Grievance Defined ............................................................................................ 39
Section 16.2 – Grievance Presentation ..................................................................................... 39
Section 16.3 – Pre-Arbitration .................................................................................................. 40
Section 16.4 – Arbitration Panel ............................................................................................... 41
Section 16.5 – Arbitration Release Time .................................................................................. 41
Section 16.6 – Letter of Reprimand .......................................................................................... 41
ARTICLE 17 – PERFORMANCE APPRAISAL AND DEVELOPMENT PROCESS .............. 42
ARTICLE 18 – ALTERNATE WORK SCHEDULES AND TELEWORKING ........................ 43
ARTICLE 19 – SAFETY SHOES ................................................................................................ 44
ARTICLE 20 – PROBATIONARY PERIOD .............................................................................. 45
ARTICLE 21 – FULL AGREEMENT ......................................................................................... 46
ARTICLE 22 – SAVINGS CLAUSE ........................................................................................... 47
ARTICLE 23 – TERM OF AGREEMENT ................................... Error! Bookmark not defined.
Appendix A – Classifications Eligible for License Reimbursement ............................................ 49
Appendix B – Salary Schedule ..................................................................................................... 51
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SIDELETTER OF AGREEMENT – Health Care Assistance ...................................................... 65
SIDELETTER OF AGREEMENT – Furlough ............................................................................ 66
SIDELETTER OF AGREEMENT – “ME TOO” ........................................................................ 69
ADMINISTRATIVE LEAVE LETTER ...................................................................................... 70
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MEMORANDUM OF UNDERSTANDING
This is a Memorandum of Understanding between the County of Santa Clara (County) and the
County Employees Management Association (CEMA) a California Corporation, which is
affiliated with Operating Engineers, Local Union #3, AFL-CIO.
This Memorandum is the result of both parties meeting and conferring in good faith. The parties
agree that the rates of pay contained herein comply with Section 709 of the Charter of the
County of Santa Clara for the full term of this Agreement, which is June 27, 2011 through June
23, 2013.
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ARTICLE 1 – RECOGNITION
The County recognizes County Employees Management Association (CEMA) as exclusive
bargaining representative for all classified and unclassified employees in coded classifications
within the Supervisory-Administrative bargaining unit.
For the purposes of this Agreement, an employee shall be defined as a person employed in a
coded classification in the bargaining unit covered by this Agreement.
These employees are considered management employees and are expected to perform the duties
and responsibilities required to accomplish their job. Premium pay and other special
compensation are inapplicable to CEMA represented employees (except for cash overtime or
compensatory time off for those classifications designated by the County as non-exempt under
the Fair Labor Standards Act, and except for bilingual pay, uniform allowance, night shift
differential, pest advisory differential and vacation add-back as provided in this Agreement).
Employees who are designated as exempt under FLSA in this Unit are considered salaried. The
rates of pay shown in the Appendices reflect the appropriate salary which is due to the level of
responsibility and the inapplicability of the various forms of premium pay and special
compensations.
The County has designated the following classifications to be nonexempt under the provisions of
the Fair Labor Standards Act:
B1T Associate Management Analyst A
B1R Associate Management Analyst B
J30 Credentials Specialist
B9C Health Care Financial Analyst Associate
B5Y Health Care Program Analyst I
B5Z Health Care Program Analyst Associate
B18 Human Relations Coordinator I
B95 Liability Claims Adjuster I
B1W Management Aide
X20 Supervising Probation Counselor
T29 Park Ranger Supervisor
Employees in the above classifications shall receive overtime pay in accordance with FLSA.
For non-exempt employees who do not meet the FLSA criteria for different work periods,
overtime is defined as time worked beyond forty (40) hours in any seven (7) consecutive day
work period or eight (8) hours in any one day (twenty-four hours) period. Non-exempt
employees assigned under FLSA to work periods other than seven (7) or fourteen (14)
consecutive day work periods, shall have work periods and daily overtime defined accordingly.
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As allowed by the 7k exemption for law enforcement employees, the County has designated a
fourteen day work period. Overtime is defined as time worked beyond eighty (80) hours in a
fourteen consecutive day work period or a regular scheduled shift duration in any workday.
Time for which pay is received but not worked, such as holiday, STO, sick leave, and authorized
compensatory time off, is counted towards the base period. Employees shall not be assigned
irregular work hours to avoid the payment of overtime. The County Executive shall determine by
administrative order those classes and positions which shall be eligible for overtime work and for
cash payment.
When overtime work is assigned and is authorized by an appointing authority to be worked,
compensation for such time worked by non-exempt employees shall be time off with pay
computed at the rate of one and one-half (1 1/2) hours off for every hour of overtime worked,
except that such overtime work shall be paid in cash at the rate of one and one-half (1 1/2) times
the regular hourly rate when specifically authorized by administrative order of the County
Executive. Compensatory time off accruals/balance shall be limited to a maximum of two
hundred and forty (240) hours.
All compensatory time off must be taken within twelve (12) months of the date the overtime was
worked. Any balance remaining after twelve (12) months shall be paid in cash at the regular rate.
Compensatory time balances shall be paid in cash on separation. An employee may elect in
advance to receive compensatory time off credit in lieu of cash compensation for overtime where
compensatory time off is allowed, if the appointing authority agrees.
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ARTICLE 2 – SALARIES
Section 2.1 – Basic Wage Salaries for the term of the agreement for represented classifications are contained in Appendix
A.
Section 2.2 – Evening/Night Shift for Certain Nurse Classifications and Computer Operations Shift Supervisor a) The following classifications, when assigned to work evening shifts on a regular, ongoing
basis, shall receive an additional $320.00 biweekly. Evening shift shall be defined as any
scheduled shift of at least eight hours beginning on or after 2:00 p.m. and ending on or before
2:00 a.m.
S80 Admin Nurse II
S12 Utilization Review Coordinator
b) The following classifications, when assigned to work night shifts on a regular, ongoing basis,
shall receive an additional $580.00 biweekly. Night shift shall be defined as any scheduled
shift of at least eight hours beginning on or after 10:00 p.m. and ending on or before 10:00
a.m.
S80 Admin Nurse II
S12 Utilization Review Coordinator
c) One (1) Computer Operations shift Supervisor position, when assigned to work evening
shifts on a regular, ongoing basis shall receive an additional $212.00 biweekly. Evening shift
shall be defined as any scheduled shift of at least eight hours beginning on or after 2:00 pm
and ending on or before 2:00 a.m.
d) One (1) Computer Operations shift Supervisor position, when assigned to work night shifts
on a regular, ongoing basis shall receive an additional $264.00 biweekly. Night shift shall be
defined as any scheduled shift of at least eight hours beginning on or after 10:00 pm and
ending on or before 10:00 a.m.
Section 2.3 – Pest Advisory Differential A Park Field Support Manager who obtains and maintains a valid Agricultural Pest Control
Advisor License issued by the State of California and is assigned to perform pest control
advisory functions shall be compensated at a range approximately seven and a half percent
(7.5%) higher than that specified for regular positions in this classification. This differential shall
be limited to one position in Parks.
Section 2.4 – Bilingual Differential CEMA represented employees who meet the requirements set forth in Section 52: Special
Compensation F. Language Translations Differential of the Salary Ordinance shall continue to be
eligible for bilingual pay. Effective August 11, 2008, such bilingual pay shall be one hundred
fifty dollars ($150) per month.
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Section 2.5 – Nurse Longevity Pay
a) Incumbents in these nursing-related classifications shall be eligible for salary step six after
accumulation of thirty-six (36) months of competent service at the fifth step of the current
classification.
Incumbents in these nursing-related classifications shall be eligible for compensation at a rate
five percent (5%) higher than Step 5 after accumulation of thirty-six (36) months of
competent service at the fifth step of the current classification.
S80 Administrative Nurse II
B56 Clinical Risk Prevention Program Manager
S90 Dir Nursing Acute Psych Svcs
H55 Dir Q&U Amb & Comm Hlth/Mng Cr
N56 Dir Valley Speciality Center
N5A Dir of Care Management
B05 Dir of Cardiovascular Services
N54 Dir of Nursing Professional Practice
B5B Manager of Care Management
B6F Mgr Adult Custody M H
S66 Nurse Mgr Artificial Kidney Unit
S43 Nurse Mgr Burn Center
S31 Nurse Mgr Cld Shlt Cstdy Health
S42 Nurse Mgr Critical Care
S53 Nurse Mgr Emergency Department
S65 Nurse Mgr Labr Del Pernl Evl Prd
S63 Nurse Mgr Medical Surgical Nursing
S84 Nurse Mgr Mental Health Nursing
S64 Nurse Mgr Mother Infant Care Ctr
S81 Nurse Mgr Neonatal ICU
S55 Nurse Mgr Operating Room Services
S67 Nurse Mgr Pediatrics-ICU
S61 Nurse Mgr Post Anesthesia Cr Unt
S62 Nurse Mgr Rehabilitation
S18 Patient Services Case Coord
C87 Q I Coord – SCVMC
S20 Q I Mgr - A&D Serv
S07 Q I Mgr - Ambulatory CHS
S01 Q I Mgr – Hospital
S71 Trauma Program Coordinator
S12 Utilization Review Coordinator
S19 Utilization Review Coord-VHP
S10 Utilization Review Supervisor
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b) Incumbents in these nursing-related classifications shall be eligible for up to an additional
5% pay above the established maximum in the broad range after accumulation of thirty-
six (36) months of competent service at the top of the salary range in the current
classification.
S72 Q I Mgr - Acute Psych Svcs
S69 Q I Mgr - Inpatient Nursing
S13 Q I Mgr - MH Outpt Progs
Section 2.6 – Nurse Realignments The following classifications, during the term of this Agreement, shall be aligned with the
appropriate classes in RNPA:
S80 Administrative Nurse II
B56 Clinical Risk Prevention Prog Mgr
B05 Director of Cardiovascular Svs
S03 Infection Control Nurse Supervisor
B6F Manager, Adult Custody Mental Health Services
S66 Nurse Manager Artificial Kidney Unit
S43 Nurse Manager Burn Center
S31 Nurse Manager Children Shelter Custody Health
S42 Nurse Manager Critical Care
S53 Nurse Manager Emergency Department
S65 Nurse Manager Labor Del Pernl Evl Prd
S63 Nurse Manager Medical Surgical Nursing
S84 Nurse Manager Mental Health Nursing
S64 Nurse Manager Mother Infant Care Center
S81 Nurse Manager Neonatal ICU
S55 Nurse Manager Operating Room Services
S67 Nurse Manager Pediatrics-ICU
S61 Nurse Manager Post Anesthesia Care Unit
S62 Nurse Manager Rehabilitation
P70 Nursing Info Systems Mgr
S18 Patient Services Case Coord
C70 Public Health Nurse Manager I
C69 Public Health Nurse Manager II
C87 Quality Improvement Coordinator - SCVMC
S20 Quality Improvement Manager - Alc & Drug Srv
S07 Quality Improvement Manager - AMB CHS
S01 Quality Improvement Manager - Hospital
S69 Quality Improvement Manager Inpt Nursing
S13 Quality Improvement Manager - MH Ops
S72 Quality Improvement Manager - A P SV
P62 Specialty Programs Nurse Coordinator
S71 Trauma Program Coordinator
B12 Utilization Management QA Mgr
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S12 Utilization Review Coordinator
S19 Utilization Review Coordinator - VHP
S10 Utilization Review Supervisor
Section 2.7 – Compensation Compaction Review Process and Outcomes
a) Definition
Compensation compaction exists when there is an insufficient difference in the
compensation between a supervisory classification/position and its subordinate
classification(s)/position(s). Compensation compaction becomes an issue for the County
when the County’s Employee Services Agency (ESA) determines that a supervisor or
manager is not compensated appropriately above subordinates for performance of
supervisory duties and/or when it is difficult to recruit for a supervisory or management
position because lower-level qualified employees believe that the added responsibility of
a promotion is not worth the small difference in salary.
Compaction can result from a classification study that increased the salary for a sub-
ordinate classification or from contract negotiations that afforded the lower classification
a significant realignment. Another factor found to contribute to compaction includes pay
differentials that are available to the subordinate class but not to the supervisory
classification. Even though the County does not have a policy stating a minimum
percentage of salary difference between a supervisor and a subordinate classification,
general compensation principles indicate that a supervisor with the same skill-set as a
subordinate should earn more than the subordinate.
b) Review Process – Below is the process that an employee in a CEMA-represented
classification may undertake to ensure that the employee’s position is properly
compensated in relation to the position(s) supervised.
1) Employee
If an employee believes that there is insufficient difference in compensation between
the employee’s position and one or more subordinate positions, the employee will
complete the Compensation Compaction Review Request Form. The employee will
forward the form to his/her immediate supervisor/manager and request to meet to
discuss the information provided.
2) Supervisor
Within ten County business days of receiving the form, the immediate
supervisor/manager will review the form for accuracy of the reporting relationship
identified, attach an organizational chart to the form and schedule a meeting with the
employee to discuss the request. After the immediate supervisor/manager meets with
the employee, the immediate supervisor/manager will send the form to the
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Department Head with comments, including possible solutions if ESA determines
that compaction exists.
3) Department Head
The Department Head will review the form and organizational chart, make comments
and send the completed form to ESA for a determination of whether compaction
exists. A copy of the completed form shall be provided to the employee. The
Department Head may take interim action(s) within existing management authority to
address the possible compaction pending the decision from ESA. The Department
shall notify CEMA of the interim action(s) and meet and confer upon request.
4) Review of Submitted Requests
Either party can request a meeting to determine the order in which requests will be
evaluated. Consideration will be given to the order in which the request was
submitted, severity of the compaction, ease of solution, duration of compaction and
the County’s resources and business needs.
5) ESA
ESA will review the request and verify the accuracy of the salary data, taking into
consideration the factors that create compaction, and determine whether there is an
insufficient difference in compensation between the positions under review. ESA
will confer with the Department and develop a final recommendation.
ESA will send CEMA the findings and recommendation(s) and the basis for its
findings. CEMA will have ten (10) County business days to review and request a
meet and confer with the County over the results of its review. CEMA will provide
the findings and recommendations to the employee.
If ESA finds that the position may not be appropriately classified, the employee will
complete a Position Description Questionnaire and the position will be studied.
ESA’s findings as a result of the study will be posted to CEMA. CEMA will have
ten (10) County business days to review and request to meet and confer with the
County over the results of the study.
c) Outcomes of the Review Process
The County has the ability to address compaction administratively by reassigning
supervisory responsibilities or reorganizing reporting relationships, as examples.
If administrative solutions are not practicable and ESA has determined that compaction
exists, a future compensation adjustment is warranted. Even if there is a finding of
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compaction, the employee will not be eligible for an adjustment in compensation during
the term of this agreement.
Below is a solution that allows the County to address compaction for a specific position
within a classification without adjusting the salary for the classification.
Compaction Compensation for a Single Position within a Classification:
When compensation compaction exists between a supervisory position (as compared to a
classification) represented by CEMA and that position’s subordinate(s), the County may
compensate the supervisor up to ten (10) percent above the supervisor’s step. That
compaction compensation shall be subject to the approval of the Personnel Director based
on the ongoing, regular assignment to supervise such positions in accordance with Merit
System Rules A25-347 – “Supervisory employee” defined.
The County shall review positions receiving this compaction compensation not less than
annually to ensure that the compensation continues to be warranted. Should it be
determined that such compensation is no longer warranted, this compaction
compensation shall cease.
d) General Terms
If there is a finding that compensation compaction does not exist, a request for
compaction review of the position may not be re-submitted unless there are changes in
circumstances related to the position, including but not limited to the following: a
reorganization, reclassification or realignment of subordinate classes, or changes that
result from contract negotiations.
Requests for review will be included on the quarterly classification study report and
reviews will be completed within a year of the compaction review request. If the review
cannot be completed within one year, ESA will notify CEMA. If a classification study is
conducted the parties will agree on a reasonable completion date.
The Compensation Compaction Review Process and Outcomes is not subject to the
grievance procedure.
Section 2.8 – Automatic Check Deposit All employees hired after the effective date of this agreement shall be paid by automatic check
deposit. By January 2007 all employees hired prior to the effective date of this agreement shall
be paid by automatic check deposit.
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ARTICLE 3 – RETIREMENT
Effective June 22, 1992, (pay period 92/14), employees in the miscellaneous retirement system
shall be eligible for the 2% at 55 Retirement Plan. The County of Santa Clara's increase in
contribution to PERS as a result of implementation of the 2% at 55 Retirement Plan as well as
existing employer payment of employee PERS contribution shall be reflected as part of the
effective wages.
The County will increase the lump sum benefit to $5,000 and will implement the pre-retirement
optional settlement 2 death benefits.
The County shall continue to pay on behalf of all employees covered under Public Employees’
Retirement System (PERS) Miscellaneous seven percent (7%) member contribution to PERS as
well as an additional 0.49% which is attributable to reporting Employer Paid member
Contribution (EPMC) as special compensation. The County shall continue to pay on behalf of
employees in the classifications of Probation Manager and Supervising Probation Counselor
seven percent (7%) within the required nine percent (9%) member contribution to PERS as well
as an additional forty-nine one hundredth percent (0.49%) which is attributable to reporting
EPMC as special compensation.
Effective August 14, 2006, the County shall increase the contribution from one percent (1%) to
two percent (2%) within the nine percent (9%) of the required member contribution to PERS for
the classifications of Supervising Park Ranger and Manager, Park Ranger Operations as well as
an additional four one-hundredth percent (0.04%) which is attributable to reporting EPMC as
special compensation.
In accordance with Section 20636, subsection (c)(4) of the California Public Employee
Retirement Law, the County and CEMA agree that the full monetary value of the Employer Paid
Member Contribution (EPMC) will continue to be reported to PERS as special compensation.
Taking into consideration of the reporting of EPMC as special compensation the County is
entitled to add the additional percentage amount which is attributable to this optional
contribution to the base wage for effective wage.
The County further agrees to amend its contract with PERS effective December 17, 2007 for the
2.5% at 55 Plan for Miscellaneous employees. In consideration for this amendment the Union
agrees for each employee covered under this benefit to contribute to PERS, through payroll
deduction effective December 17, 2007, an amount equal to 3.931% of PERS reportable gross
pay for the duration of this Agreement.
Effective June 27, 2011, the employee’s contribution toward employer PERS contribution shall
be at total of 10.271% (new contribution 7.34% and existing contribution 2.931%). Total CEMA
employee paid contribution for PERS equaled 11.271%.
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Effective September 19, 2011 the employee’s contribution toward employer PERS contribution
shall be at total of 8.011% (new contribution 5.08% and existing contribution 2.931%). Total
CEMA employee paid contribution for PERS is 9.011%.
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ARTICLE 4 – SHIFT ROTATION
For employees in this unit, who are assigned shift work, the matter of shift rotation is a proper
subject for discussion with their manager. If the manner in which shifts are assigned is not
agreeable to a majority of the employees, or if CEMA requests, a meeting shall be held with an
executive level manager of that area. If, following this meeting, issues still remains for
discussion, upon request, CEMA may meet with the appropriate department/agency head and the
Department of Labor Relations. The department/agency head will make the final decision on all
unresolved issues.
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ARTICLE 5 – INSURANCE PREMIUMS
Section 5.1 – Medical Insurance The County agrees during the term of this Agreement to fully pay medical coverage for
employee and dependents on the lowest cost medical plan. The lowest cost medical plan will be
either Kaiser or Health Net plan. Up to the same maximum contribution will be made to the other
plans (i.e., Kaiser, Health Net and Valley Health Plan).
The County will continue to pay the employee only contribution for Kaiser, Health Net Plan and
Valley Health Plan.
The parties also agree that the Kaiser Plan, Valley Health Plan and the Health Net plan shall
continue under the current coverage in effect on July 2011.
Effective with coverage on or about January 1, 2012, the Kaiser Plan co-payments will be
changed to:
$10 co-payment for office visits,
$35 co-payment for emergency room visits,
$5-$10 co-payment for prescriptions (30-day supply)
$10-$20 co-payment for prescriptions (100-day supply
$100 co-payment for hospital admission
Effective with coverage on or about January 1, 2012 the Health Net Plan will be changed to:
$15/$20/30% (Tiers 1/2/3) co-payment for office visits
$50/$75/30% co-payment for emergency room visits
$5/$15/$30 (generic/brand/formulary) co-payment for prescription (30-day supply)
$10/$30/$60 co-payment for prescription (90-day supply).
The parties agree that effective November 1, 1999, hearing aid coverage shall be added to all
health plans.
The County will pay the employee premium while on medical, maternity or industrial injury
leave of absence up to thirteen (13) pay periods.
Section 5.2 – Dental Insurance The County agrees to contribute the amount of the current monthly insurance premium for dental
coverage to cover the employee and full dependent contribution. The existing Delta Dental Plan
coverage will be continued in accordance with the following schedule:
Basic and Prosthodontics: 75-25 - no deductible. $2,000 maximum per patient per calendar year.
Orthodontics: 60-40 - no deductible. $2,000 lifetime maximum per patient (no age limit).
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The County will pick up inflationary costs for the term of the agreement.
The County will continue to provide an alternative dental plan. The current alternative dental
plan is Pacific Union Dental. The County will contribute up to the same dollar amount to this
alternative dental plan premium as is paid to the Delta Dental Plan.
Section 5.3 – Life Insurance The County agrees to provide the same Basic Group Life Insurance Plan for the term of the
Agreement as is provided under agreements with other bargaining units. The present policy is
$50,000 per employee.
Section 5.4 – Vision Care Plan The County agrees to provide a Vision Care Plan for all employees and dependents. The Plan
will be the Vision Service Plan - Plan A with benefits at 12/12/24 month intervals with twenty
dollar ($20.00) deductible for examinations and twenty dollar ($20.00) deductible for materials.
The County will fully pay the monthly premium for employee and dependents and pick up
inflationary costs during the term of this agreement.
Section 5.5 – County-wide Benefits The parties agree that, during the term of this Agreement, County-wide changes in benefits, such
as medical, dental, life insurance, vacation, sick leave, holidays, or retirement, shall be applied to
employees in this unit.
Section 5.6 – Medical Benefits for Retirees a) For employees hired on or after August 12, 1996.
The County shall contribute an amount equal to the cost of Kaiser retiree-only medical plan
premium to the cost of the medical plan of employees who have completed eight (8) years of
service (2088 days of accrued service) or more with the County and who retire on PERS
directly from the County. Retirees over 65 or otherwise eligible for Medicare Part B must be
enrolled in such a plan, and the County shall reimburse the retiree for the cost of Medicare
part B premium on a quarterly basis. This reimbursement is subject to the maximum County
contribution for retiree medical. The surviving spouse or domestic partner (as defined in the
Domestic Partner section of this agreement) of an employee eligible for retiree medical
benefits may continue to purchase medical coverage after the death of the retiree.
b) For employees hired on or after June 19, 2006.
The County shall contribute an amount equal to the cost of Kaiser retiree-only medical plan
premium to the cost of the medical plan of employees who have completed ten (10) years of
service (2610 days of accrued service) or more with the County and who retire on PERS
directly from the County. Retirees over 65 or otherwise eligible for Medicare Part B must be
enrolled in such a plan, and the County shall reimburse the retiree for the cost of Medicare
part B premium on a quarterly basis. This reimbursement is subject to the maximum County
contribution for retiree medical. The surviving spouse or domestic partner (as defined in the
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Domestic Partner section of this agreement) of an employee eligible for retiree medical
benefits may continue to purchase medical coverage after the death of the retiree.
c) Such years of service expressed in a) and b) above must be continuous service with the
County and shall have been completed immediately preceding retirement directly on PERS
from the County.
d) Employee Contribution Toward Retiree Medical Obligation Unfunded Liability
All coded employees shall contribute on a biweekly basis an amount equivalent to $13.50 of
the lowest cost early retiree premium rate. Such contributions are to be made on an after-tax
basis and employees shall have no vested right to the contributions made by the employees.
Such contributions shall be used by the County exclusively to offset a portion of the
County’s annual required contribution amount to the California Employers Retirement
Benefit Trust established for the express purpose of meeting the County’s other post
employment benefits (OPEB) obligations and shall not be used for any other purpose.
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ARTICLE 6 – DOMESTIC PARTNERS
a. Registered Domestic Partners
County employees who have filed a Declaration of Registered Domestic Partnership in
accordance with the provisions of Family Code 297-297.5 shall have the same rights, and
shall be subject to the same responsibilities, obligations as are granted to and imposed
upon spouses. The terms spouse in this contract shall apply to Registered Domestic
Partners.
a. Unregistered Domestic Partners
County employees who have an Affidavit of Domestic Partnership for Health or Dental
Plan Enrollment Of Same-Sex Domestic Partners and Domestic Partner’s Children
currently on file with the County benefits office, who are not also Registered Domestic
Partners under 297-297.5, may continue to receive benefits as provided in the Affidavit
agreement through June 30, 2012. Effective July 1, 2012 the County will only recognize
employee who have registered their Domestic Partnership through the Secretary of State.
b. Tax Liability
Employees are solely responsible for paying any tax liability resulting from benefits
provided as a result of their domestic partnership.
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ARTICLE 7 – STATE DISABILITY INSURANCE (SDI)
The County and CEMA agree as follows regarding coverage of the Supervisory-Administrative
Unit by the State Disability Insurance plan (SDI):
a) The County will continue registration of the Supervisory- Administrative Unit with the
director of Employment Development Department for the purposes of SDI coverage for
represented employees.
b) The Controller's Office shall withhold wage earner contributions each pay period at the rate
set pursuant to the Unemployment Insurance Code and forward the funds to the State
Disability Fund.
c) Within one week of being disabled from work, the employee or his/her representative must
contact the office designated by the County to provide information on the following:
1. The date the disability/illness commenced;
2. The estimated duration of the disability
3. A phone number where the employee can be reached;
4. The election of sick leave/scheduled time off usage during the first week of disability;
5. Whether or not the employee is planning to file for SDI;
6. The election to integrate sick leave and scheduled time off pay with SDI benefits.
d) An employee who is determined to be eligible to receive SDI benefits and who has made
timely election to integrate shall be paid a biweekly amount (sick leave/scheduled time off)
which, when added to SDI benefits, shall approximately equal his/her normal biweekly net
pay after taxes. Such warrants will be issued on normal County paydays.
If notification is not received, no integration of sick leave or scheduled time off will be
effected. However, one time only, the employee may elect integration and it shall be
implemented at the start of the next pay period. In such case, integration payments shall be
made prospective only.
The employee will have the responsibility to notify the office designated by the County of
any change in status (either health or length of disability) that may affect his/her return to
County employment.
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ARTICLE 8 – PROFESSIONAL DEVELOPMENT ALLOWANCE AND EDUCATIONAL LEAVE
The County will fund a Tuition Reimbursement Program and a Professional Development
Program. The maximum County expenditures for these programs shall not exceed two hundred
thousand dollars $200,000 per fiscal year during the term of this Agreement. The amount will be
rolled over from year to year during the term of the agreement.
Section 8.1 – Tuition Reimbursement Program The training undertaken must be related to the employee's occupational area or have
demonstrated value to the County. Total reimbursement shall be limited to eight hundred dollars
($800) during fiscal years 2012 and 2013. If authorized courses are only available during
working hours the employee must make up 25% of the time away from the job. Specifics of the
program will be set by the CEMA/ County committee listed in Section 7.2.
Section 8.2 – Professional Development Program This fund shall cover group and individual programs on a matching basis. The matching
expenses shall be on a 50/50 basis for individual programs and 25/75 CEMA/County basis for
group programs. The maximum draw per employee per fiscal year is limited to one thousand two
hundred fifty dollars ($1,250) and the maximum draw per occurrence is limited to six hundred
fifty dollars ($650). Individual and group programs are subject to approval by a County/CEMA
committee which administers the programs, including the selection of group programs and
approval of programs selected by individuals.
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ARTICLE 9 – UNIFORM ALLOWANCE
A yearly uniform allowance of five hundred dollars ($500.00) shall be payable quarterly to the
following eligible employees: Park Maintenance Supervisor, Supervising Custody Support
Assistant, Emergency Medical Services Coordinator, Law Enforcement Records Manager and
Law Enforcement Records Supervisor. The following safety employees shall receive eight
hundred fifty dollars ($850) annually, to be paid quarterly: Manager Park Ranger Operations
and Park Ranger Supervisor. Said uniform allowance shall be payable the first pay period of
February, May, August and November during the term of the Memorandum of Understanding.
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ARTICLE 10 – TRAINING FUND
The County has established a Manager/Supervisor Program for the purpose of training all
managerial and administrative professional staff. All CEMA represented employees will have an
opportunity to attend the Manager/Supervisor Program courses.
The County has set aside eighty five thousand dollars ($85,000) per fiscal year during the term of
this Agreement to conduct this training program for all CEMA represented employees. The
County shall maintain control of program design and funds not expended shall be rolled over
from year to year during the term of the Agreement.
Specifics of any program beyond the Manager/Supervisor Program will be set by the
CEMA/County committee listed in section 7.2 - Professional Development Program.
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ARTICLE 11 – STATE MANDATED LICENSURE/CERTIFICATION FUND
The County shall establish a fund of seven thousand five hundred ($7,500) for each year of the
term of this Agreement, to be administered at a County-wide level. The purpose of the fund will
be to provide, within the allowable total, up to one hundred percent (100%) reimbursement to
employees for the cost of State mandated licenses and certificates (excluding driver licenses)
incurred between June 27, 2011 and June 23, 2013.
Section 11.1 – General Provisions a) Only employees in classifications as listed in this section are eligible for reimbursement of
costs of State required licenses in accordance with the provisions of this fund.
b) Employees shall not lose any rights to this fund due to reclassification or retitling of a
classification as long as the new classification also has a State required license.
c) Should State Legislation be passed mandating licensure for additional classifications
represented by CEMA, or modifying existing mandated licensure for any of the classes listed
in this section, the County and CEMA shall meet and confer over their inclusions in this
provision.
d) These funds shall apply to all employees in classifications noted in this section who are
required by the State to pay required licensure/certification fees. Eligible employees may
only apply for license/certification reimbursement once during the term of this Agreement.
e) Total reimbursement for each employee in this program will not exceed one hundred percent
(100%).
Section 11.2 – State Mandated License and Certification Fee Reimbursement a) All eligible employees whose State mandated license/certificate expires between June 27,
2011 and June 23, 2013, must present a receipt showing proof of payment and/or the
renewed license/certificate within thirty (30) working days after the expiration of the
license/certificate in order to receive reimbursement.
b) Requests for reimbursement are to be submitted on the form provided by the County.
Section 11.3 – Reasons for Denial Management may disapprove an application for reimbursement under this provision under the
following circumstances:
a) There are not sufficient funds available in the program.
b) The employee has already received the maximum allowed under this program.
Section 11.4 – Eligible Classifications Only employees in the classifications listed in Appendix A are eligible for reimbursement of
costs of a State required license in accordance with the provision of this fund.
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ARTICLE 12 – TEMPORARY ASSIGNMENT RESPONSIBILITY DIFFERENTIAL (TARD)
Employees within the bargaining unit will receive compensation for additional higher level
duties assigned and performed during the temporary absence of an incumbent in a higher
classification. The temporary absence may be the result of the higher level employee being
absent from duty or as a result of the higher level employee being temporarily re-assigned to
perform a special assignment. Such payment will be made consistent with the promotional pay
procedures under the Merit System Rules and will only apply where the assignment is made for a
period of one (1) working day or more. When such pay for higher-level duties is appropriate
under these terms and conditions, it will commence on the first day of the assignment and
continue throughout the duration thereof. Application of TARD as a result of the higher
classification’s incumbent’s reassignment requires the approval of the County Executive. It shall
be the responsibility of the appointing authority to ensure that there are sufficient appropriations
for the TARD assignment. No TARD assignment may be made to a position for longer than
twenty-six pay periods.
Application of TARD may be extended to vacancies only upon the approval of the County
Executive. The provisions described above are also applicable to TARD coverage for vacant
positions. An employee assigned TARD to a fill a vacant must meet the minimum qualifications
for the higher-level position.
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ARTICLE 13 – LATERAL TRANSFER
When making a lateral transfer or demotion to another class, an application review by the
Personnel Director shall be deemed an appropriate qualifying examination for CEMA employees
in instances where a qualifying examination is required. If otherwise qualified under this
provision and the only prohibition to lateral transfer is the salary of the new class, it shall be
deemed to be a lateral transfer if the move from one classification to another does not exceed
twelve percent (12%) upward range movement.
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ARTICLE 14 – STO AND SICK LEAVE
Section 14.1 – Scheduled Time Off The parties have agreed to a Scheduled Time Off (STO) program which covers all former paid
leave.
a) STO Bank Accrual
Each employee shall be entitled to annual Scheduled Time Off. Scheduled time off is earned
on an hourly basis. For purposes of this section, a day is defined as eight (8) work hours.
Effective the first pay period following Labor Day, September 4, 2006 holidays shall be
separated from STO and paid as they are observed. If an employee is required to or assigned
to work a holiday, he/she shall have the option of taking an alternate day off at a time
mutually agreed upon by the appropriate supervisor or receiving an STO add-back of one
day. The accrual schedule shall be as follows:
Total Service Years & Work
Day Equivalent
Yearly
Accrual in
Work Days
Accrual
Factor Per
Hour
Accrual
Factor Per
PP
Maximum*
Allowable Balance
1st year 19 .073075 5.846 57 work days
1st through 261 days (456 hours)
2nd
through 4th
year 21 .080769 6.461 63 work days
262 through 1044 days (504 hours)
5th
through 9th
year 25 .096153 7.692 75 work days
1045 through 2349 days (600 hours)
10th
through 14th
year 27 .103846 8.307 81 work days
2350 through 3654 days (648 hours)
15th
through 19th
year 29 .111538 8.923 87 work days
3655 through 4959 days (696 hours)
20th
and thereafter 31 .119230 9.538 93 work days
4960 days (744 hours)
*Base (includes one additional day).
b) STO Hours in Lieu of Elimination of Holidays
1. In consideration of the elimination of the 4 holidays in FY 2012, employees will be
credited with 32 additional hours of STO to be added to their STO bank and a
temporary increase of the same number of hours to the maximum allowable STO
carryover balance. The additional STO hours will be prorated for part-time coded
employees based on their code status. In addition, employees hired after September 19,
2011 or who are separated from County employment after this date or who transfer in
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or out of classifications represented by CEMA, will have these additional STO hours
adjusted on a prorata basis depending on their hire, separation, or transfer date. The
temporary increase of 32 hours to the maximum allowable STO carryover balance for
FY 2012 will expire on June 24, 2012.
2. In consideration of the elimination of the 2 holidays in FY 2013, employees will be
credited with 16 additional hours of STO to be added to their STO bank effective with
the pay period beginning June 25, 2012, and a temporary increase of the same number
of hours to the maximum allowable STO carryover balance. The additional STO hours
will be prorated for part-time coded employees based on their code status. In addition,
employees hired after June 25, 2012 or who are separated from County employment
after this date or who transfer in or out of classifications represented by CEMA, will
have these additional STO hours adjusted on a prorata basis depending on their hire,
separation, or transfer date. The temporary increase of 16 hours to the maximum
allowable STO carryover balance for FY 2013 will expire on June 23, 2013.
3) When the temporarily increased cap on STO is decreased on June 25, 2012, the County
will ensure that any accrued STO hours are preserved. Any STO hours that exceed the
cap when it is lowered, will be placed into a separate leave bank and the hours will be
available to be used as STO. The separate leave bank will have a “sunset” date in
twenty (20) years, however, unused hours in the bank cannot be lost. Excess hours and
a few additional hours will be moved into the separate leave bank so that employees
who are very near, but not over, the reduced cap will not immediately be at the cap in
the first pay period.
c) Pre-Scheduled Usage Scheduled Time Off may be used for any lawful purpose by the employee; the time requested
shall require the approval of management with due consideration of employee convenience
and administrative requirements.
d) Scheduled Time Off Bank Carry Over In the event the employee does not take all the scheduled time off to which entitled in the
succeeding twenty-six (26) pay periods, the employee shall be allowed to carry over the
unused portion, provided that the employee may not accumulate more than three (3) years'
earnings except:
1. When absent on full salary due to work-related compensation injury which prevents the
employee reducing credits to the maximum allowable amount, or
2. In the case of inability to take paid time off because of extreme emergency, such as fire,
flood or other similar disaster, an additional accumulation may be approved by the
County Executive.
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If the appointing authority does not provide vacation for an employee sufficient to reduce
accumulated STO balance to the maximum allowable balance permitted, the employee
may take vacation as a matter of right immediately before the end of the pay period in
which the STO would be lost.
e) Scheduled Time Off Bank Pay-Off Upon termination of employment an employee shall be paid the monetary value of the earned
Scheduled Time Off balance as of the actual date of termination of employment.
Section 14.2 – Sick Leave Bank Accrual a) Sick leave Bank Accrual
Each employee shall be entitled to an annual sick leave bank accrual. Sick leave is accrued
on an hourly basis and computed at the rate of sixty-four (64) hours per year and may be
accrued without limitation. The accrual factor per hour is .030769 and the accrual factor per
full pay period is 2.462.
b) First Day Usage
Prior Contract History: Four days (32 hours) of sick leave were converted into the STO
accrual leaving employees to accrue 8 days (64 hours) of sick leave instead of 12 days (96
hours). These additional four days of STO were integrated into the STO yearly accrual rate
(Section 14.1 a).
Effective Pay Period 1, December 24, 2012, to allow more flexibility in the use of an
employee’s accrued leave banks while maintaining the eligibility for cash out, the following
terms shall apply:
During each payroll calendar year employees may use up to a maximum of 32 hours of STO
for absences due to personal illness or any other absences which are chargeable to sick leave
in accordance with the following terms:
For the purpose of first day usage, a day is defined as 8 hours.
For employees who work less than full time, the first day STO and the requirement of 32
hours of STO usage would be prorated.
The first 8 hours of such absences shall be charged to STO.
Employees working longer shifts have the option of using STO or sick leave for the
remainder of the shift.
If the STO bank is exhausted, the first 8 hours shall be Leave Without Pay.
Such absences beyond the first 8 hours shall be charged to sick leave unless the employee
requests to use STO up to a maximum of 32 hours.
After using 32 hours of STO for such absences within each payroll calendar year,
subsequent absences shall be charged to sick leave including the first day.
For the purpose of this section 14.2.b, absences chargeable to sick leave include but are
not limited to family care usage and bereavement leave.
For employees who are hired into the bargaining unit after the beginning of the payroll
calendar year, the requirement to use 32 hours of STO shall not be prorated.
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Notwithstanding the above, an employee who experiences a continuation of a verified
personal illness or that of a member of the immediate family within 14 calendar days of
her/his original return to work, may charge the renewed absence directly to accumulated sick
leave balance but subject to any restrictions in Section 14.2 c).
Exceptions may be granted for absences due to life threatening illness requiring ongoing
treatment beyond four incidents of absence in a calendar year upon review and approval of
an executive manager.
c) Family Care Usage An employee is entitled to use one-half (1/2) of his/her annual accrued leave in order to care
for a sick or injured member of the employee's immediate family requiring care. The initial
period of time granted, up to one full day, must be charged to the STO bank unless the
employee has used 32 hours of STO for absences outlined in 14.2.b in which case the leave is
charged to the sick leave, not STO. "Immediate family" shall mean the mother, father,
grandmother, grandfather of the employee or of the spouse or of the same-sex domestic
partner of the employee and the spouse, son, son-in-law, daughter, daughter-in-law, the
employee’s brother or sister, or any other person living in the immediate household of the
employee.
d) Doctor's Notes Request for sick leave with pay in excess of three (3) working days must be supported by a
statement from an accredited physician. Management may require such a supporting
statement for absences less than three (3) days.
e) Bereavement Leave Leaves of absence with pay shall be granted employees in order that they may discharge the
customary obligations arising from the death of a member of their immediate family.
"Immediate family" shall mean the mother, father, grandmother, grandfather of the employee
or of the spouse of the employee and the spouse, son, son-in-law, daughter, daughter-in-law,
brother, sister, brother-in-law, sister-in-law, or grandchild of the employee or any person
living in the immediate household of the employee. Up to five (5) days with pay shall be
granted. The first two (2) days shall not be charged to any employee bank. If necessary, the
third day shall be charged to the STO bank unless the employee has used 32 hours of STO
for absences outlined in 14.2.b in which case the leave is charged to the sick leave, not STO.
The fourth and fifth days shall be charged to the sick leave bank unless the employee
requests to use STO. Up to an additional three days, two of which are chargeable to sick
leave and the third day not charged to any accumulated balance, is authorized if out-of-state
travel is required.
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f) Sick Leave Bank Pay Off Upon death, retirement or resignation in good standing, an employee shall be paid for any
balance in the sick leave bank at the following rate.
Days of Service % Paid at
0 through 2610 0%
2611 " 2871 20%
2872 " 3132 22%
3133 " 3393 24%
3394 " 3654 26%
3655 " 3915 28%
3916 " 4176 30%
4177 " 4437 32%
4438 " 4698 34%
4699 " 4959 36%
4960 " 5220 38%
5221 " 5481 40%
5482 " 5742 42%
5743 " 6003 44%
6004 " 6264 46%
6265 " 6525 48%
6526 " accumulation 50%
g) Reinstatement Pay Back Employees receiving a sick leave bank payoff in accordance with Section f) may, if
reinstated within one (1) year, repay the full amount of sick leave bank payoff received and
have the former sick leave bank balance restored. Repayment in full must be made prior to
reinstatement.
h) STO Cash Out Employees who use no sick leave for a period of one year beginning pay period 12/01
December 26, 2011, through pay period 12/26 December 23, 2012 shall be allowed to cash
out forty (40) hours of STO with an option to cash out an additional forty (40) hours of STO.
Effective December 24, 2012, employees who use no more than 16 hours of sick leave for a
period of one year beginning pay period 13/01 December 24, 2012 through pay period, 13/26
December 22, 2013, and each December to December period thereafter during the term of
this agreement, June 27, 2011 through June 23, 2013, shall be allowed to cash out forty (40)
hours of STO. Those employees who use no sick leave during that period have an option to
cash out an additional 40 hours of STO (for a total of 80 hours). Eligible employees shall
submit their request to ESA Human Resources during the month of January and payment
shall be made during the month of February.
Sick leave charged for any purpose (i.e., bereavement leave) is used to determine STO cash
out eligibility.
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ARTICLE 15 – LAYOFF PROCEDURES
When the County determines that a layoff is imminent within the bargaining unit, it shall give
the Union such advance notice as is reasonable under the circumstances. Such notice shall
describe the general areas which may be affected and the circumstances requiring the layoff.
Upon request, the Union shall be afforded the opportunity to meet with the County to discuss
these matters and any proposed alternatives.
Section 15.1 – Seniority Defined Except as otherwise provided in Section 15.2, seniority is defined as days of accrued service
within any coded classification with the County. For layoff purposes all time on Worker's
Compensation and Military Leave shall be added to this computation.
Section 15.2 – Transfer of Prior Agency Service If a function of another agency is transferred to the County, the seniority of employees who
transfer with the function shall be computed based upon application of the definition of Section
15.1, to each employee's prior service with the other agency.
Section 15.3 – Changes to Classes To the extent possible, employees should not lose their rights under this article because classes
have been revised, established, abolished or retitled.
Section 15.4 – Order of Layoff
a) Bilingual Designation - The department shall at least annually determine the number of
positions in each classification that require a specific skill paid for through a differential.
The number of such positions must be approved by the Director of Personnel. In all cases
the employees in the department certified in that skill shall be retained in order of
seniority until the requisite number of skill-positions are filled. The parties agree that the
term "skill" as used in this section relates to bilingual skills.
b) Special Skills – Before each layoff, the department may identify one or more position(s)
that require one or more special skills, abilities or knowledge areas (for simplicity
“skills”) that it believes must be retained. The list of criteria below is not an exhaustive
list, and management may provide other criteria if it can demonstrate the operational need
for the particular skills(s).
1) Cannot perform the work without the special skill as determined by an outside
entity (e.g., legal, regulatory, certification)
2) The skill is tied to grant funding.
3) The skill is required and/or was recruited for as part of selective certification or
the recruitment process when the position was last filled.
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4) The position has previously been designated as requiring a special skill and the
underlying conditions remain the same.
ESA will review the request to retain the position that requires the special skill(s) and
send the recommendation to retain the position to CEMA. CEMA will have ten (10)
County business days to review the recommendation and request to meet and confer. If
there is no agreement, the employee shall remain in seniority order for the purposes of the
layoff.
If the parties agree that the skill(s) required to perform the duties of the position are to be
retained, there shall be a determination of which employees within the classification
possess the required skills. This may result in an employee, with the skill(s), being
retained out of seniority order.
If there is more than one employee within the classification who possesses the skill(s),
and is subject to layoff, then seniority as defined under section 15.1 and order of layoff
outlined in section 15.4 c) will determine the lay off between the employees who possess
the skills.
If a less-senior employee’s layoff notice is rescinded, and the less-senior employee is
recalled due to the special skill and in that process the employee with more seniority is
bypassed and laid off from the classification, then the more-senior affected employee will
be placed on the re-employment list.
In addition, the more senior affected employee shall be eligible for additional
consideration in the layoff and re-employment process:
1) Inplacement - The employee can elect to be considered for in-placement instead
of returning to former class.
2) Second-Inplacement- The employee may be considered for another inplacement if
the first inplacement was not a good fit as determined by ESA and CEMA.
3) Probationary Period - The parties may mutually agree to extend the probationary
period for the inplacement.
4) Re-employment List - The affected employee will remain on the re-employment
list until re-employed, provided the employee has not declined two offers of re-
employment within the same classification or equivalent classification. Refusal to
accept one of the two offers of re-employment shall cause the name of the person
to be dropped from the re-employment list.
5) Training – ESA will make every effort to work with the Department to develop a
training plan to assist the employee in the new inplacement position.
a) Except as set forth earlier, in this section regarding special skills and bilingual
designation, when one (1) or more employees performing in the same class in a County
department/agency are to be laid off, the order of layoff in the affected
department/agency shall be as follows:
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1. Provisional employees in inverse order of seniority.
2. Probationary employees in inverse order of seniority.
3. Permanent employees in inverse order of seniority.
Section 15.5 – Notice of Layoff Employees subject to the provisions of this article shall be given at least twenty (20) working
days written notice prior to the effective date of layoff. The procedures listed below shall be
applied prior to the effective date of the layoff.
Section 15.6 – Reassignment in Lieu of Layoff a) Vacant Code in County
In the event of notice of layoff, any employee so affected will be allowed to transfer to a
vacant position the County has determined to be filled in the same classification in any
County department/agency.
b) Former Classification
In the event there are no vacancies as listed in a) above, an employee will be offered a vacant
position in any classification at the same level in which permanent status had formerly been
held, first in the affected department/agency and then County-wide.
c) Displacement
In the event there are no vacancies as listed in a) or b) above, the employee shall have the
right, upon request, to be returned to any classification in the department/agency at the same
level in which permanent status had formerly been held and the regular layoff procedure in
that same level shall apply.
d) Lower Level Classifications
In the event that an employee does not have enough seniority to claim a position under b) or
c) above, those sections shall be applied to each subsequent lower level classification in
which permanent status had formerly been held.
Section 15.7 – Layoff In the event that an employee is not reassigned in lieu of layoff as in Section 1315.6 above, the
employee shall be laid off. If an employee elects not to exercise the rights in Section 1315.6(c)
he/she may be deemed to have been offered and to have declined such work.
Section 15.8 – Inplacement If an employee has been issued a layoff notice pursuant to Section 15.5, Notice of Layoff, and
has no reassignment in lieu of layoff rights pursuant to Section 15.6 or 15.7 then that employee
shall be considered for inplacement.
Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee with
a layoff notice to a vacant position which the County intends to fill during the layoff notice
period.
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The following conditions apply to the inplacement process:
a) An employee must be qualified to transfer or demote. The Personnel Director shall
determine qualifications
1. Testing requirements will be the same as if the employee had been reclassified.
2. In determining qualifications and possible positions, transfers and demotions to
both related and non-related classes may be considered.
b) Transfer will be deemed a "lateral transfer" if movement from one class to another does
not exceed an upward salary change of twelve percent (12%).
c) Normal transfer (ordinance code) rules apply (i.e.: the employee can be taken on a
permanent or probationary basis at the discretion of the appointing authority). If an
employee has underlying permanent status the probationary period following the transfer
shall be considered a subsequent probation. Consistent with this status, the employee on a
subsequent probation with underlying permanent status, has Personnel Board appeal
rights.
d) The employee may express a preference for certain occupational fields, appointments or
departments. However, the employee has no right to claim any position nor is the County
required to offer inplacement.
e) The position shall not be considered "vacant" for inplacement purposes if the position has
been identified as claimable under Section 15.6(a), or (c) by another employee who has
been issued a layoff notice under Section 15.5, Notice of Layoff, or by an employee on a
re-employment list established pursuant to Section 15.9., Re-employment List.
f) An employee who is placed under this inplacement section or laid off under Section 15.7
shall have his/her name placed on all re-employment lists pursuant to the appropriate
classification
g) In determining placement offers, CEMA and the County, on a case by case basis, may by
mutual agreement include as part of the placement offer:
1. basic skill competency training and/or;
37
2. literacy training and/or;
3. other methods (other than transfer or demotion) of filling vacant positions
that do not violate Merit System principles or County Ordinance Code
provisions.
h) All inplacement offers must be made and accepted or rejected prior to the effective date
of the layoff notice. Time permitting, the Personnel Department may assist employees on
the re-employment list in addition to those workers with layoff notices. Such employees
shall be entitled to all provisions of this Agreement.
i) If an employee is not placed by the effective date of the layoff notice, he/she shall be laid
off under the provisions of the layoff notice.
Section 15.9 – Re-employment List a) The names of such probationary and permanent employees reassigned or laid off in
accordance with Section 15.6(b), (c), or Section 15.7 of this article shall be entered upon a re-
employment list in inverse order as specified under Section 15.4. Upon certification of the re-
employment list to the appointing authority, the person standing highest on a re-employment
list for a particular classification when a vacancy exists in that classification in any
department/agency shall be offered the appointment. Employees on re-employment lists shall
retain the right to take promotional exams and/or receive promotional preference on exams.
The re- employment lists shall take precedence over all other methods of appointment.
b) When required by the needs of the department and approved by the Director of Personnel,
selective certification may be utilized to re-employ employees with particular skills as listed
in Section 15.4.
Section 15.10 – Temporary Work for Laid Off Employees Interested employees who are placed upon the re-employment list due to layoff and who elect to
be available for temporary work shall be given preference for such work in their former
department/agency in the classification from which they were laid off. The election to be
available for temporary work must be made at the time of layoff. Employees may decline to be
available for temporary work or may decline such work itself without affecting any rights under
this article.
Section 15.11 – Names Dropped from Re-employment List No name shall be carried on a re-employment list for a period longer than two (2) years, and the
names of persons re-employed in a permanent position within the same classification shall, upon
re-employment, be dropped from the list. Refusal to accept the one of two offers of re-
38
employment within the same classification, shall cause the name of the person to be dropped
from the re-employment list.
Section 15.12 – Rights Restored Upon re-employment of an employee from a re-employment list, all rights acquired by an
employee prior to his/her placement on such list shall be restored.
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ARTICLE 16 – GRIEVANCE PROCEDURE
Section 16.1 – Grievance Defined a) Definition
A grievance is defined as an alleged violation, misinterpretation or misapplication of the
provisions of this Memorandum of Agreement, Merit System Rules, or other County
ordinances, except as excluded under b) below.
b) Matters Excluded From Consideration Under the Grievance Procedure 1. Performance Evaluations/Management Planning and Appraisal Report
2. Probationary release of employees
3. Position Classification
4. Workload/Caseload
5. Merit System Examinations
6. Items requiring capital expenditures
7. Items within the scope of representation and subject to the meet and confer process.
8. Disciplinary Actions taken under Section 708 of the Charter.
9. Denials of Alternate Work Schedules and Telework.
10. Compaction Review Process and Outcomes
Section 16.2 – Grievance Presentation a) Informal Resolution
The employee(s) shall discuss the grievance with his/her immediate supervisor within ten (l0)
working days of the occurrence or discovery of an alleged grievance. Within ten (l0) working
days, the supervisor shall give his/her decision to the employee. A group grievance shall
proceed in the same manner.
b) Formal Grievance
1) Step One - Within ten (l0) working days if the employee is not satisfied with the response
from the supervisor or the employee has not received a response within the ten (l0)
working day limit, the employee or CEMA may present the grievance in writing to the
Office of Labor Relations. The grievance form shall contain information which:
a. Identifies the aggrieved;
b. The specific nature of the grievance;
c. The time or place of its occurrence;
d. The section of the MOU or other sections identified in Section 1416.1 alleged to have
been violated, improperly interpreted, applied or misapplied;
e. The consideration given or steps taken to secure informal resolution;
f. The corrective action desired; and
40
g. The name of any person or representative chosen by the employee to file the
grievance on his/her behalf.
2) Step One- Decision
a. A decision shall be made by Labor Relations in writing within twenty (20) working
days of receipt of the grievance. A copy shall be sent to CEMA and this copy shall
dictate the time limits.
b. At the request of either party, a meeting will be held within twenty (20) working days
of receiving the grievance, for the purpose of a mutual exchange of information. If
such a meeting is requested, the decision shall be due twenty (20) working days from
the date of the meeting.
c. Existing grievances shall not be amended to include additional alleged violations.
3) Step Two - If the aggrieved continues to be dissatisfied, CEMA may, within twenty (20)
working days after receipt of the Step One Decision, request that the grievance be
referred to an impartial arbitrator mutually agreed upon or jointly selected from a panel
provided in section 16.4. The arbitrator's compensation and expenses shall be borne
equally by the Union and the County.
The decision made by the arbitrator shall be final and binding.
Section 16.3 – Pre-Arbitration All parties will attempt to stipulate or agree on the issue(s)/question(s) to be submitted to an
arbitrator.
The Arbitrator shall be advised of and agree to the following provisions:
1. Within twenty (20) working days of receipt of the grievance at Step Two, one (1)
arbitrator shall be selected from the panel and the parties shall use their best efforts to
schedule a hearing within thirty (30) calendar days. At this time the parties will
stipulate whether to provide pre-hearing briefs.
2. If the selected arbitrator cannot be scheduled within one hundred twenty (120)
calendar days, the parties will mutually agree to either another arbitrator or extend the
time limits for the hearing.
3. Arbitration proceedings shall be recorded but not transcribed except at the request of
either party or the arbitrator. If a transcript is prepared, the parties shall share equally
in the cost. Upon mutual agreement, the County and the Union may submit written
briefs to the arbitrator for decision in lieu of the hearing. The parties may submit pre-
and or post-hearing briefs to the arbitrator and provide copies to the parties. Pre-
hearing briefs shall be submitted thirty (30) calendar days in advance of the hearing.
41
4. No issue that was not specified in the grievance may be raised in the arbitration. This
memorandum of agreement shall be submitted as a joint exhibit. Nothing in the
agreement shall be construed to empower any arbitrator to change, modify or amend
any of its provisions.
Section 16.4 – Arbitration Panel
Unless mutually agreed, for the term of this agreement the County and the CEMA shall use the
following panel:
Morris Davis
John Kagel Christopher Burdick
Norman Brand Fred D’Orazio
Catherine Harris Carol Vendrillo
The parties may also mutually agree to choose another arbitrator not on the above list.
Section 16.5 – Arbitration Release Time The following statement on employee participation in grievance arbitration hearings is agreed to:
a) The employee on whose behalf the grievance has been filed will be granted release time
for the entire hearing. Release time to serve as a witness will be granted on a scheduled
basis, i.e., when the employee is scheduled to appear. In the case of a group grievance,
release time will be granted for the designated spokesperson for the entire hearing.
b) Other requests for leave for the purpose of defending the grievance in the arbitration
hearing will also be granted provided the absence does not unduly interfere with the
performance of service.
Section 16.6 – Letter of Reprimand A letter of reprimand shall be retained in an employee’s personnel file for a period of two (2)
years from the date of issue. At the end of the two (2) year period, it shall be removed from the
personnel file provided that no related disciplinary action or letter of reprimand has been issued
during the intervening period.
42
ARTICLE 17 – PERFORMANCE APPRAISAL AND DEVELOPMENT PROCESS
Performance appraisals shall be completed annually by the employee’s immediate Supervisor
/Manager on ESA-approved forms. A copy of the completed appraisal shall be retained in the
employee’s personnel file.
An employee who is dissatisfied with his/her appraisal may request and receive a review from
the next highest level manager. This request must be received in writing within twenty (20)
working days of the receipt of the completed of the appraisal. If still dissatisfied, the employee
may request a further review from the Department/Agency Head. If the employee reports
directly to the Department Head, the employee may request a further review from the next
highest level person. Changes made as a result of the review process will be included in the
appraisal document.
The performance appraisal document may be used by either party in the transfer and promotion
process but may not be used in the disciplinary process, the oral board process or in a
probationary release.
43
ARTICLE 18 – ALTERNATE WORK SCHEDULES AND TELEWORKING
The County of Santa Clara recognizes that flexible work arrangements and reduced commutes
can benefit the employee, the department and the public by making the most efficient use of staff
time.
The County shall provide alternate work schedules and telework opportunities to CEMA
represented classifications. Eligibility for these opportunities shall be in accordance with the
County of Santa Clara Alternate Work Schedule Policy or Teleworking Policy for CEMA
represented classifications.
This section is not subject to the grievance procedure.
44
ARTICLE 19 – SAFETY SHOES
County Employees Management Association (CEMA) represented employees shall be eligible
for County approved safety shoes, as authorized and approved by the County Executive, in
accordance with the Protective Footwear Policy and Safety Shoes Reimbursement Program.
Classification eligibility shall be determined by review/approval of the Agency/Department
Head, Employee Services Agency (ESA) Insurance Division and the Office of Labor Relations.
Employees may appeal denials through the County-wide Safety Committee. The decision of the
Committee is final.
45
ARTICLE 20 – PROBATIONARY PERIOD
1. Original probationary period for employees shall be nine (9) months to be counted by pay
periods. The ending date shall be counted as nine (9) calendar months moved to the
beginning of the next pay period.
2. Subsequent probationary period for employees shall be six (6) months, to be counted by
pay periods. The ending date shall be counted as six (6) calendar months moved to the
beginning of the next pay period.
46
ARTICLE 21 – FULL AGREEMENT
It is understood this Agreement represents a complete and final under- standing on all negotiable
issues between the County and its Departments and CEMA. This Agreement supersedes all
previous memoranda of understanding or memoranda of agreement between the County and its
Departments and CEMA except as specifically referred to in this Agreement. All ordinances or
rules covering any practice, subject or matter not specifically referred to in this Agreement shall
not be superseded, modified or repealed by implication or otherwise by the provisions hereof.
The parties, for the term of this Agreement, voluntarily and unqualifiedly agree to waive the
obligation to negotiate with respect to any practice, subject or matter not specifically referred to
or covered in this Agreement even though such practice, subject or matter may not have been
within the knowledge of the parties at the time this Agreement was negotiated and signed. In the
event any new practice, subject or matter arises during the term of this Agreement and an action
is proposed by the County, CEMA shall be afforded all possible notice and shall have the right to
meet and confer upon request. In the absence of agreement on such a proposed action, the
County reserves the right to take necessary action by Management direction.
47
ARTICLE 22 – SAVINGS CLAUSE
If any provision of this Agreement should be held invalid by operation of law or by any court of
competent jurisdiction, or if compliance with or enforcement of any provision should be
restrained by any tribunal, the remainder of this Agreement shall not be affected thereby, and the
parties shall enter into negotiations for the sole purpose of arriving at a mutually satisfactory
replacement for such provision.
If the State of California notifies the County of Santa Clara that legislation has been
implemented which assesses monetary penalties to local governments which settle wages and/or
benefits with increases in excess of certain limits (such legislation currently pending is titled AB
1040), those benefits and/or wages shall not be implemented or continue to be paid. The parties
shall immediately enter into negotiations for the sole purpose of arriving at a mutually agreed
upon alternative.
The County reserves the right to cease payment or seek repayment of wages and/or benefits upon
which the State of California is basing the monetary penalty. The County Employees
Management Association reserves the right to contest the legality of the payment cessation or
repayment.
It is understood that the purpose of this Section is to ensure that the County does not incur any
liability or penalties on either the original agreement provisions, or the negotiated alternate
provisions.
48
49
Appendix A – Classifications Eligible for License Reimbursement
Administrative Nurse II,
Administrative Director, Laboratory
Assistant Administrative Director, Laboratory
Assistant Chief Respiratory Care Practitioner
Assistant Director of Pharmacy Services
Chief Cardiovascular Technologist
Chief Nuclear Medicine Technologist
Chief Radiation Therapist
Chief Respiratory Therapist/Practitioner
Clinical Biochemist
Clinical Microbiologist
Clinical Toxicologist
Deputy Sealer of Weights and Measures
Diagnostic Imaging Assistant Director
Director of Diagnostic Imaging Services
Director of Medical Social Services
Director of Pharmacy Services SCVHHS
Emergency Medical Services Field Coordinator
Health Care Program Manager II (where license required)
Nurse Manager Artificial Kidney Unit
Nurse Manager Burn Center
Nurse Manager Children’s Shelter & Custody Health Services
Nurse Manager Critical Care
Nurse Manager Emergency Department
Nurse Manager Labor & Delivery, PEP Laboratory
Nurse Manager Medical Surgical Nursing
Nurse Manager Mental Health Nursing
Nurse Manager Mother Infant Care Center
Nurse Manager Neonatal ICU
Nurse Manager Operating Room Services
Nurse Manager Pediatrics ICU
Nurse Manager Post Anesthesia Care Unit
Nurse Manager Rehabilitation
Patient Services Case Coordinator
Public Health Nurse Manager I
Public Health Nurse Manager II
Quality Improvement Manager – Acute Psychiatric Services
Quality Improvement Manager – Alcohol & Drug Services
Quality Improvement Manager – Ambulatory CHS
Quality Improvement Manager – Inpatient Nursing
Quality Improvement Manager – Mental Health Outpatient Programs
Radiation Therapist
Senior Health Care Program Analyst
Supervising Diagnostic Imaging Technologist
50
Supervising Environmental Health Specialist
Supervising Pharmacist
Supervising Respiratory Care Practitioner
Supervising Transportation Engineer
Trauma Program Coordinator
Utilization Review Coordinator
Supervisor, Surveying and Mapping Program
Vector Control Operations Supervisor
51
Appendix B – Salary Schedule
Job Code
Job Title Biwkly Step1
Biwkly Step 2
Biwkly Step 3
Biwkly Step 4
Biwkly Step 5
Monthly Step 1
Monthly Step 5
B77 Accountant III 2570.40 2699.20 2834.64 2976.56 3125.44 5569.20 6771.79
Z1B Accounting Manager-SCVHHS 3264.88 3428.08 3599.52 3779.52 3968.56 7073.91 8598.55
C91 Accounts Payble Mgr - HHS 2507.52 2633.12 2765.36 2903.92 3049.12 5432.96 6606.43
C03 Admin Booking Manager 3171.52 3330.24 3496.72 3671.60 3855.28 6871.63 8353.11
B59 Admin Coroner 2778.80 2918.16 3064.08 3217.36 3378.32 6020.73 7319.69
B2H Admin Director, Lab 4787.20 5031.68 5288.56 5558.64 5842.56 10372.27 12658.88
S80 Admin Nurse II 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
B27 Admin Services Mgr - ISD 3361.76 3529.92 3706.40 3891.76 4086.40 7283.81 8853.86
B2L Admin Services Mgr I 2889.68 3035.20 3187.12 3346.56 3513.84 6260.97 7613.32
B2J Admin Services Mgr II 3201.68 3361.84 3529.92 3706.48 3891.84 6936.97 8432.32
B2R Admin Support Officer I 2209.68 2319.84 2435.60 2556.96 2685.12 4787.64 5817.76
B2P Admin Support Officer II 2354.48 2471.92 2595.60 2725.68 2862.48 5101.37 6202.04
B2N Admin Support Officer III 2595.60 2725.68 2862.48 3005.84 3156.16 5623.80 6838.35
B2T Administrator Acute Psychiatric Services 3064.08 3217.36 3378.32 3547.28 3724.64 6638.84 8070.05
A45 Administrator Satellite Clinic 3378.32 3547.28 3724.64 3910.96 4106.56 7319.69 8897.55
A1A Administrator Valley Health Plan 3125.44 3281.84 3445.92 3618.24 3799.20 6771.79 8231.60
B04 AIDS Program Mgr 3125.44 3281.84 3445.92 3618.24 3799.20 6771.79 8231.60
T86 Airport Business Mgr 2460.00 2582.96 2712.48 2848.48 2991.12 5330.00 6480.76
C95 Airport Noise Abatement Prog Coord 2209.68 2319.84 2435.60 2556.96 2685.12 4787.64 5817.76
T89 Airport Operations Supv 2220.96 2331.60 2447.92 2570.40 2699.20 4812.08 5848.27
C59 Ambulatory Service Mgr 3513.84 3689.60 3874.16 4067.92 4271.36 7613.32 9254.61
B6V Animal Control Program Manager 2889.68 3035.20 3187.12 3346.56 3513.84 6260.97 7613.32
V99 Animal Shelter Supervisor 2319.84 2435.60 2556.96 2685.12 2819.76 5026.32 6109.48
G7F Application Joint Appl Dev Spc 2918.16 3064.08 3217.36 3378.32 3547.28 6322.68 7685.77
J36 Art Education Prog Dir 2991.12 3140.72 3297.76 3462.72 3635.84 6480.76 7877.65
N08 Asset Development Manager 3949.20 4146.64 4354.00 4572.80 4806.16 8556.60 10413.34
B1T Assoc Mgmt Analyst A 1871.04 1965.12 2063.68 2167.04 2274.88 4053.92 4928.91
B1R Assoc Mgmt Analyst B 2177.60 2286.00 2400.24 2519.76 2646.08 4718.13 5733.17
B2X Assoc Trng & Staff Dev Spec I 1808.00 1898.56 1994.00 2094.08 2198.96 3917.33 4764.41
B2F Assoc Trng & Staff Dev Spec II 2115.28 2220.96 2331.60 2447.92 2570.40 4583.11 5569.20
B2Q Asst Admin Director Lab 4250.48 4464.88 4692.72 4932.40 5184.16 9209.37 11232.35
Appendix B Salary Schedule
52
C46 Asst Chief Appraiser 3547.28 3724.64 3910.96 4106.56 4311.92 7685.77 9342.49
C56 Asst Chief Auditor Appraiser 3547.28 3724.64 3910.96 4106.56 4311.92 7685.77 9342.49
U94 Asst Chief of Protective Serv 2411.92 2532.16 2659.04 2792.40 2932.40 5225.83 6353.53
R47 Asst Chief Respiratory Care Practitioner 2725.68 2862.48 3005.84 3156.16 3314.00 5905.64 7180.33
V10 Asst Claims Manager 2094.08 2198.96 2308.40 2423.68 2544.48 4537.17 5513.04
V66 Asst Crime Laboratory Dir 3799.20 3989.12 4188.64 4398.64 4623.20 8231.60 10016.93
G75 Asst Customer Support Serv Mgr 4028.40 4229.84 4442.64 4669.44 4907.92 8728.20 10633.83
H39 Asst Dir Food Services 2890.08 3034.96 3186.88 3346.32 3513.68 6261.84 7612.97
A2P Asst Dir Of County Airports 2991.12 3140.72 3297.76 3462.72 3635.84 6480.76 7877.65
R26 Asst Dir Of Pharmacy Services 5670.48 5960.08 6264.40 6584.32 6920.48 12286.04 14994.37
C20 Asst Dir Of Procurement 3635.84 3817.60 4008.64 4209.12 4419.52 7877.65 9575.63
C67 Asst Dir Patient Business Srvs 3462.72 3635.84 3817.76 4008.72 4209.12 7502.56 9119.76
J75 Asst Dir, Health Info Mgmt Services 2876.48 3020.40 3171.52 3330.24 3496.72 6232.37 7576.23
G20 Asst DP Operations Mgr 4028.40 4229.84 4442.64 4669.44 4907.92 8728.20 10633.83
L78 Asst Land Development Coord 3125.44 3281.84 3445.92 3618.24 3799.20 6771.79 8231.60
M67 Asst Manager Building Ops 3529.92 3706.48 3891.84 4086.48 4290.88 7648.16 9296.91
X75 Asst Manager,Vector Cntl Dist 2834.64 2976.56 3125.44 3281.84 3445.92 6141.72 7466.16
G05 Asst Supv Program Analyst 4028.40 4229.84 4442.64 4669.44 4907.92 8728.20 10633.83
G02 Asst Tech Planning & Ctl Mgr 4028.40 4229.84 4442.64 4669.44 4907.92 8728.20 10633.83
B1M Bond & Investment Analyst 2918.16 3064.08 3217.36 3378.32 3547.28 6322.68 7685.77
C92 Budget Operations Manager 3567.20
5252.00 7728.93 11379.33
C64 Budget & Public Policy Analyst 1854.32
3838.56 4017.69 8316.88
M05 Building Operations Supv 3005.84 3156.16 3314.00 3479.68 3653.76 6512.65 7916.48
G55 Business Consult & Proj Sv Mgr 4355.12 4577.36 4811.12 5056.80 5314.96 9436.09 11515.75
G1P Business Info Tech Consultant 3582.08 3761.20 3949.20 4146.72 4355.12 7761.17 9436.09
G53 Business Info Tech Strategic Planner 3855.28 4047.92 4250.48 4464.88 4692.72 8353.11 10167.56
B53 Business Mgr - Clk Of The Board 3081.04
4336.40 6675.59 9395.53
G1B Call Center Mgr, Valley Connection 3706.48 3891.84 4086.48 4290.88 4509.52 8030.71 9770.63
V70 Calwin Planning Impl Manager 3603.20
4761.04 7806.93 10315.59
B7R Cancer Care Program Coord 1889.36 1984.32 2083.92 2188.16 2297.20 4093.61 4977.27
B9P Census/Redistricting Prg Mgr 2889.68 3035.20 3187.12 3346.56 3513.84 6260.97 7613.32
J56 Central Reference Coord 2633.12 2765.36 2903.92 3049.12 3201.68 5705.09 6936.97
B57 Central Service Mgr-SSA 3513.84 3689.60 3874.16 4067.92 4271.36 7613.32 9254.61
G84 Central Supply Distribution Supv 2115.28 2220.96 2331.60 2447.92 2570.40 4583.11 5569.20
Appendix B Salary Schedule
53
S36 Chief Cardiovascular Tech 2765.36 2903.92 3049.12 3201.68 3361.84 5991.61 7283.99
R01 Chief CCS Therapist 3599.52 3779.52 3968.56 4166.96 4376.80 7798.96 9483.07
R73 Chief Clin Neurophysiolc Tech 3049.12 3201.68 3361.84 3529.92 3706.48 6606.43 8030.71
G87 Chief Communications Disp 3855.28 4047.92 4250.48 4464.88 4692.72 8353.11 10167.56
V84 Chief Coroner Investigator 3201.68 3361.84 3529.92 3706.48 3891.84 6936.97 8432.32
R92 Chief Nuclear Medical Tech 2738.96 2876.48 3020.40 3171.52 3330.24 5934.41 7215.52
L21 Chief Of Construction Srv 4086.48 4290.88 4509.52 4739.76 4981.84 8854.04 10793.99
L22 Chief Of Design Services 4290.88 4509.52 4739.76 4980.32 5236.16 9296.91 11345.01
U95 Chief Of Protective Serv 3171.52 3330.24 3496.72 3671.60 3855.28 6871.63 8353.11
R42 Chief Public Health Laboratory 3671.60 3855.28 4047.92 4250.48 4464.88 7955.13 9673.91
S54 Chief Radiation Therapist 3817.76 4008.72 4209.12 4420.64 4646.32 8271.81 10067.03
E06 Chief Registrar Of Vital Stat 2054.16 2156.96 2264.80 2377.52 2496.16 4450.68 5408.35
R18 Chief Respiratory Care Practioner 4008.72 4209.12 4420.64 4646.32 4883.52 8685.56 10580.96
R89 Chief Urology Technician 2507.52 2633.12 2765.36 2903.92 3049.12 5432.96 6606.43
J5A Circulation Systems Supervisor 2242.88 2354.80 2472.16 2595.44 2725.36 4859.57 5904.95
B33 Claims Mgr 3125.44 3281.84 3445.92 3618.24 3799.20 6771.79 8231.60
D60 Clerical Office Supv 1862.40 1955.92 2054.16 2156.96 2264.80 4035.20 4907.07
F1G Clerk - Recorder Supervisor 2297.20 2411.92 2532.16 2659.04 2792.40 4977.27 6050.20
L49 Climate Change/Sustain Prg Mgr 3201.68 3361.84 3529.92 3706.48 3891.84 6936.97 8432.32
B4A Clinical Admin Services Mgr 2862.48 3005.84 3156.16 3314.00 3479.68 6202.04 7539.31
B3A Clinical Admin Suppt Offcr I 2209.68 2319.84 2435.60 2556.96 2685.12 4787.64 5817.76
B3B Clinical Admin Suppt Offcr II 2354.48 2471.92 2595.60 2725.68 2862.48 5101.37 6202.04
B3C Clinical Admin Suppt Offcr III 2595.60 2725.68 2862.48 3005.84 3156.16 5623.80 6838.35
R52 Clinical Biochemist 5107.44 5368.16 5642.32 5930.48 6233.36 11066.12 13505.61
R51 Clinical Microbiologist 5107.44 5368.16 5642.32 5930.48 6233.36 11066.12 13505.61
R2N Clinical Nutrtition Svcs Mgr 3079.12 3233.20 3394.88 3564.56 3742.80 6671.43 8109.40
C2A Clinical Research Prog Dir 3855.28 4047.92 4250.48 4464.88 4692.72 8353.11 10167.56
C2B Clinical Research Prog Mgr 2624.08 2755.20 2892.88 3037.92 3190.24 5685.50 6912.18
B56 Clinical Risk Prv Prog Mgr 4024.64 4225.92 4437.28 4659.20 4893.28 8720.05 10602.10
P30 Clinical Standards Coord 2918.16 3064.08 3217.36 3378.32 3547.28 6322.68 7685.77
C93 Collection Services Manager 3462.72 3635.84 3817.76 4008.72 4209.12 7502.56 9119.76
K05 Communications Engineer 3529.92 3706.48 3891.84 4086.48 4290.88 7648.16 9296.91
K02 Communications Engineering Mgr 3742.80 3930.00 4126.56 4333.44 4554.64 8109.40 9868.39
J55 Community Librarian 3233.20 3394.88 3564.56 3742.80 3930.00 7005.27 8515.00
Appendix B Salary Schedule
54
C41 Compliance Officer 4126.56 4333.44 4554.64 4787.20 5031.68 8940.88 10901.97
G24 Computer Operations Shift Supv 2471.92 2595.60 2725.68 2862.48 3005.84 5355.83 6512.65
V23 Consumer Affairs Coord 2377.52 2496.16 2621.12 2752.40 2889.68 5151.29 6260.97
B32 Coord Of Programs For Disabled 2889.68 3035.20 3187.12 3346.56 3513.84 6260.97 7613.32
M03 Corr Support Services Mgr 2976.56 3125.44 3281.84 3445.92 3618.24 6449.21 7839.52
U76 Corr Training Specialist 2544.48 2671.20 2806.08 2946.72 3094.08 5513.04 6703.84
S32 Corr Food Services Dir 3582.08 3761.20 3949.20 4146.72 4355.12 7761.17 9436.09
X21 Cottage Manager 2834.64 2976.56 3125.44 3281.84 3445.92 6141.72 7466.16
B36 County Communications Asst Dir 4188.64 4398.64 4623.20 4859.28 5107.44 9075.39 11066.12
G44 County Networks Manager 4577.36 4811.12 5056.80 5314.96 5586.40 9917.61 12103.87
L11 County Surveyor Supv Surv Map 3618.24 3799.20 3989.12 4188.64 4398.64 7839.52 9530.39
G48 County Webmaster 3479.68 3653.76 3836.48 4028.40 4229.84 7539.31 9164.65
J30 Credentials Specialist 2073.84 2177.60 2286.00 2400.24 2519.76 4493.32 5459.48
H08 Custodial & Grounds Supt 3125.44 3281.84 3445.92 3618.24 3799.20 6771.79 8231.60
B13 Custodial Services Manager 2411.92 2532.16 2659.04 2792.40 2932.40 5225.83 6353.53
G03 Customer Support Services Mgr 4577.36 4811.12 5056.80 5314.96 5586.40 9917.61 12103.87
B2S Data Base Admin Mgr 4028.40 4229.84 4442.64 4669.44 4907.92 8728.20 10633.83
Y60 Day Care Center Dir 1974.72 2073.84 2177.60 2286.00 2400.24 4278.56 5200.52
B8D Debt Management Officer 3268.72 3432.16 3603.76 3783.92 3973.04 7082.23 8608.25
Z1C Decision Support Mgr-SCVHHS 3618.24 3799.20 3989.12 4188.64 4398.64 7839.52 9530.39
B96 Dept Fiscal Officer 3217.36 3378.32 3547.28 3724.64 3910.96 6970.95 8473.75
V03 Deputy Agricultural Commissioner 2946.72 3094.08 3248.96 3411.44 3582.08 6384.56 7761.17
Y33 Deputy Dir Childrens Shelter 3428.08 3599.52 3779.52 3968.56 4166.96 7427.51 9028.41
B66 Deputy Dir Of Mgmt Info Services 4746.96
5778.08 10285.08 12519.17
B41 Deputy Dir Pub Hlth Med Services 3599.52 3779.52 3968.56 4166.96 4376.80 7798.96 9483.07
V26 Deputy Sealer Weight Measures 2819.76 2961.12 3109.28 3264.88 3428.08 6109.48 7427.51
R84 Diagnostic Imaging Asst Dir 4532.00 4763.44 5006.72 5262.24 5530.96 9819.33 11983.75
R7A Diagnostic Imaging Info SS I 2876.48 3020.40 3171.52 3330.24 3496.72 6232.37 7576.23
R7B Diagnostic Imaging Info SS II 3281.84 3445.92 3618.24 3799.20 3989.12 7110.65 8643.09
R30 Diagnostic Imaging Info Sys Mgr 4166.96 4376.80 4600.24 4835.12 5082.00 9028.41 11011.00
C5C Dir Care, Cont, Perf, An & Spt 3935.44 4132.32 4339.04 4556.00 4783.92 8526.79 10365.16
V08 Dir Div Consumer Protection 3573.52
4812.96 7742.63 10428.08
V09 Dir -Div Haz Mat Compliance 3573.52
4812.96 7742.63 10428.08
S90 Dir Nursing Acute Psych Svcs 5378.88 5653.52 5942.08 6245.60 6564.64 11654.24 14223.38
Appendix B Salary Schedule
55
R06 Dir Nutrition & Food Services 3411.44 3582.08 3761.20 3949.20 4146.72 7391.45 8984.56
D1H Dir Office Of Veterans' Affairs 3281.84 3445.92 3618.24 3799.20 3989.12 7110.65 8643.09
B3G Dir Patient Access 3935.44 4132.32 4339.04 4556.00 4783.92 8526.79 10365.16
H55 Dir Q&U Amb & Comm Hlth/Mng Cr 5378.88 5653.52 5942.08 6245.60 6564.64 11654.24 14223.39
P74 Dir Research Evaluation A D Svs 3378.32 3547.28 3724.64 3910.96 4106.56 7319.69 8897.55
N56 Dir Valley Speciality Center 5647.76 5936.16 6239.12 6557.84 6892.80 12236.81 14934.40
B05 Dir of Cardiovascular Services 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
A2M Dir of Children Services 3171.52 3330.24 3496.72 3671.60 3855.28 6871.63 8353.11
B7N Dir of County Airports 3635.84 3817.76 4008.72 4209.12 4420.64 7877.65 9578.05
R81 Dir of Diagnostic Imaging 5530.96 5813.52 6110.32 6422.40 6750.32 11983.75 14625.69
H45 Dir of Environmental Svcs HHS 3005.84 3156.16 3314.00 3479.68 3653.76 6512.65 7916.48
B7M Dir of Health Education 2862.48 3005.84 3156.16 3314.00 3479.68 6202.04 7539.31
J74 Dir of Health Info Mgmt Svcs 3653.76 3836.48 4028.40 4229.84 4442.64 7916.48 9625.72
Y01 Dir of Medical Social Services 3064.08 3217.36 3378.32 3547.28 3724.64 6638.84 8070.05
N54 Dir of Nursing Professional Practice 5378.88 5653.52 5942.08 6245.60 6564.64 11654.24 14223.39
R25 Dir of Pharmacy Svcs SCVHHS 6390.40 6716.80 7059.60 7420.32 7799.28 13845.87 16898.44
U87 Dir of Program Development-U 3564.56 3742.80 3930.00 4126.56 4333.44 7723.21 9389.12
T33 Dir of Public Communication 3653.76 3836.48 4028.40 4229.84 4442.64 7916.48 9625.72
B70 Dir of Research-Public Health 3618.24 3799.20 3989.12 4188.64 4398.64 7839.52 9530.39
B68 Dir of Resource Management 3655.76
4666.48 7920.81 10110.71
R33 Dir of Therapy Services 4106.56 4311.92 4532.00 4763.44 5006.72 8897.55 10847.89
E03 Dispute Resolution Prg Cord 2725.68 2862.48 3005.84 3156.16 3314.00 5905.64 7180.33
B7G Div Dir, Health Prom MCAH Mgmt 3874.16 4067.92 4271.36 4487.12 4716.24 8394.01 10218.52
B26 Division Dir Alcohol Drug Srvs 3671.60 3855.28 4047.92 4250.48 4464.88 7955.13 9673.91
B48 Division Mgr - Clk Of The Board 2671.20 2806.08 2946.72 3094.08 3248.96 5787.60 7039.41
G90 Election Division Coord 2834.64 2976.56 3125.44 3281.84 3445.92 6141.72 7466.16
G64 Election Process Supv I 1773.76 1862.40 1955.92 2054.16 2156.96 3843.15 4673.41
G63 Election Process Supv II 2136.08 2242.72 2354.48 2471.92 2595.60 4628.17 5623.80
G86 Election Services Coord 2778.80 2918.16 3064.08 3217.36 3378.32 6020.73 7319.69
K89 Electrical Systems Supervisor 3248.96 3411.44 3582.08 3761.20 3949.20 7039.41 8556.60
S09 Emergency Medical Serv Spclst 3155.12 3312.96 3478.72 3652.64 3835.28 6836.09 8309.77
B10 Emergency Planning Coord 2570.16 2698.88 2834.48 2976.48 3125.28 5568.68 6771.44
L23 Emergency Services Program Mgr 3187.12 3346.56 3513.84 3689.60 3874.16 6905.43 8394.01
C8A Employee Assistance Prog Mgr 3049.12 3201.68 3361.84 3529.92 3706.48 6606.43 8030.71
Appendix B Salary Schedule
56
Y20 Employment Program Mgr 2961.12 3109.28 3264.88 3428.08 3599.52 6415.76 7798.96
Y25 Employment Program Supv 2752.40 2889.68 3035.20 3187.12 3346.56 5963.53 7250.88
M02 Engineering & Scheduling Supv 3140.72 3297.76 3462.72 3635.84 3817.76 6804.89 8271.81
G0A Enterprise Content Manager 4577.36 4811.12 5056.80 5314.96 5586.40 9917.61 12103.86
C2G Enterprise Fund Budget Mgr 4106.56 4311.92 4532.00 4763.44 5006.72 8897.55 10847.89
F68 Enterprise ITPS Manager 4577.36 4811.12 5056.80 5314.96 5586.40 9917.61 12103.87
V11 Environmental Health Prog Mgr 3411.44 3582.08 3761.20 3949.20 4146.72 7391.45 8984.56
B2C Equal Opportunity Analyst I 2073.84 2177.60 2286.00 2400.24 2519.76 4493.32 5459.48
B2A Equal Opportunity Analyst II 2484.00 2608.24 2738.96 2876.48 3020.40 5382.00 6544.20
C11 Equal Opportunity Officer 2889.68 3035.20 3187.12 3346.56 3513.84 6260.97 7613.32
C61 Exemption Manager 2685.12 2819.76 2961.12 3109.28 3264.88 5817.76 7073.91
K62 Field Survey Supervisor 2976.56 3125.44 3281.84 3445.92 3618.24 6449.21 7839.52
V90 Fingerprint Identification Dir 3049.12 3201.68 3361.84 3529.92 3706.48 6606.43 8030.71
B6A Fixed Income Portofolio Manager 3953.76 4151.52 4359.04 4576.88 4805.76 8566.48 10412.48
M2S Fleet Logistics Supervisor 2624.08 2755.20 2894.48 3037.92 3190.24 5685.51 6912.19
M21 Fleet Maintenance Supervisor 3064.08 3217.36 3378.32 3547.28 3724.64 6638.84 8070.05
M07 Fleet Manager 3653.76 3836.48 4028.40 4229.84 4442.64 7916.48 9625.72
M2M Fleet Operations Manager 3348.96 3516.56 3692.48 3877.12 4070.96 7256.08 8820.41
M27 Fleet Services Coord 2342.96 2460.00 2582.96 2712.48 2848.48 5076.41 6171.71
H41 Food Production Cafeteria Mgr 2297.20 2411.92 2532.16 2659.04 2792.40 4977.27 6050.20
H56 Food Service Supervisor 2156.96 2264.80 2377.52 2496.16 2621.12 4673.41 5679.09
B7U General Accounting Mgr 2836.24
3973.04 6145.19 8608.25
K7C Geographic Info Sys Analyst Sup 3378.32 3547.28 3724.64 3910.96 4106.56 7319.69 8897.55
K63 Geographic Info Sys Mgr 3968.56 4166.96 4376.80 4600.24 4835.12 8598.55 10476.09
H27 Grounds Supervisor 2242.72 2354.48 2471.92 2595.60 2725.68 4859.23 5905.64
V52 Hazardous Materials Prgm Mgr 3855.28 4047.92 4250.48 4464.88 4692.72 8353.11 10167.56
B9C Health Care Fin Analyst Assoc 1871.04 1965.12 2063.68 2167.04 2274.88 4053.92 4928.91
B9D Health Care Fin Analyst I 2177.60 2286.00 2400.24 2519.76 2646.08 4718.13 5733.17
B9E Health Care Fin Analyst II 2621.12 2752.40 2889.68 3035.20 3187.12 5679.09 6905.43
B5Z Health Care Prog Analyst Assoc 1853.36 1946.40 2044.08 2146.48 2253.68 4015.61 4882.97
B5Y Health Care Program Analyst I 2156.96 2264.80 2377.52 2496.16 2621.12 4673.41 5679.09
B5X Health Care Program Analyst II 2595.60 2725.68 2862.48 3005.84 3156.16 5623.80 6838.35
C84 Health Care Program Mgr I 2819.76 2961.12 3109.28 3264.88 3428.08 6109.48 7427.51
C83 Health Care Program Mgr II 3079.12 3233.20 3394.88 3564.56 3742.80 6671.43 8109.40
Appendix B Salary Schedule
57
C13 Healthcare Service Business Dev Analyst 3094.08 3248.96 3411.44 3582.08 3761.20 6703.84 8149.27
H30 Health Center Manager 5424.48 5701.52 5992.72 6298.64 6620.24 11753.04 14343.85
B01 Health Planning Spec III 2400.24 2519.76 2646.08 2778.80 2918.16 5200.52 6322.68
B19 Health Program Spec 3064.08 3217.36 3378.32 3547.28 3724.64 6638.84 8070.05
H23 Health Realization Analyst I 2544.48 2671.20 2806.08 2946.72 3094.08 5513.04 6703.84
H22 Health Realization Analyst II 2848.48 2991.12 3140.72 3297.76 3462.72 6171.71 7502.56
A2K Homeless and Housing Concerns
Coordinator 3094.08 3248.96 3411.44 3582.08 3761.20 6703.84 8149.27
C68 Hospital Admin Support Officer 2507.52 2633.12 2765.36 2903.92 3049.12 5432.96 6606.43
H10 Housekeeping Serv Section Mgr 2167.04 2274.88 2388.40 2507.52 2633.12 4695.25 5705.09
B18 Human Relations Coord I 1799.20 1889.36 1984.32 2083.92 2188.16 3898.27 4741.01
B16 Human Relations Coord II 2073.84 2177.60 2286.00 2400.24 2519.76 4493.32 5459.48
B14 Human Relations Coord III 2496.16 2621.12 2752.40 2889.68 3035.20 5408.35 6576.27
B17 Human Relations Mgr 3445.92 3618.24 3799.20 3989.12 4188.64 7466.16 9075.39
H95 Immigration Services Coord 2725.68 2862.48 3005.84 3156.16 3314.00 5905.64 7180.33
S56 Infection Control Nurse Mgr 5986.96 6292.64 6613.92 6951.76 7306.72 12971.75 15831.23
S03 Infection Control Nurse Supv 5041.60 5299.04 5569.60 5854.08 6153.04 10923.47 13331.59
G14 Information Systems Mgr I 3378.32 3547.28 3724.64 3910.96 4106.56 7319.69 8897.55
G12 Information Systems Mgr II 3706.48 3891.84 4086.48 4290.88 4509.52 8030.71 9770.63
G11 Information Systems Mgr III 4086.48 4290.88 4509.52 4739.76 4981.84 8854.04 10793.99
G5D Information Tech Proj Mgr 3582.08 3761.20 3949.20 4146.72 4355.12 7761.17 9436.09
B86 Insurance Program Manager 3653.76 3836.48 4028.40 4229.84 4442.64 7916.48 9625.72
B49 Insurance Technical Manager 2991.12 3140.72 3297.76 3462.72 3635.84 6480.76 7877.65
B4B Internal Audit Manager 3898.48 4093.44 4294.56 4513.20 4738.88 8446.71 10267.57
B45 Internal Auditor I 1835.36 1927.52 2024.24 2125.68 2231.84 3976.61 4835.65
B30 Internal Auditor II 2242.72 2354.48 2471.92 2595.60 2725.68 4859.23 5905.64
B28 Internal Auditor III 2582.96 2712.48 2848.48 2991.12 3140.72 5596.41 6804.89
G49 It Planner/Architect 3949.20 4146.72 4355.12 4577.36 4811.12 8556.60 10424.09
H12 Janitor Supervisor 2024.24 2125.68 2231.84 2342.96 2460.00 4385.85 5330.00
F3A Juvenile Probation Records Supervisor 2105.44 2210.88 2321.36 2436.88 2558.56 4561.78 5543.54
D4F LAFCO Analyst 3034.16 3186.96 3346.48 3513.76 3689.52 6574.01 7993.96
D6F LAFCO Executive Officer 3428.24 3599.60 3779.52 3968.48 4166.80 7427.85 9028.07
H80 Laundry Services Supervisor 1816.80 1908.00 2003.68 2104.32 2209.68 3936.40 4787.64
B62 Law Enforcement Recds Admin 3479.68 3653.76 3836.48 4028.40 4229.84 7539.31 9164.65
Appendix B Salary Schedule
58
B63 Law Enforcement Recds Mgr 2932.40 3079.12 3233.20 3394.88 3564.56 6353.53 7723.21
D41 Law Enforcement Records Supv 2582.96 2712.48 2848.48 2991.12 3140.72 5596.41 6804.89
B7V Legislative Analyst 2484.00 2608.24 2738.96 2876.48 3020.40 5382.00 6544.20
Q19 Legislative Representative-U 3348.24
5206.72 7254.52 11281.23
B95 Liability Claims Adjuster I 1705.44 1790.48 1880.24 1974.72 2073.84 3695.12 4493.32
B94 Liability Claims Adjuster II 2073.84 2177.60 2286.00 2400.24 2519.76 4493.32 5459.48
B93 Liability Claims Adjuster III 2460.00 2582.96 2712.48 2848.48 2991.12 5330.00 6480.76
J59 Library Circulation Supv 2136.08 2242.72 2354.48 2471.92 2595.60 4628.17 5623.80
J61 Literacy Program Mgr 2778.80 2918.16 3064.08 3217.36 3378.32 6020.73 7319.69
G67 Local Area Network Specialist 3513.84 3689.60 3874.16 4067.92 4271.36 7613.32 9254.61
E30 Mail Room Supervisor 1616.24 1697.12 1781.84 1871.04 1965.12 3501.85 4257.76
N29 Maintenance Coord-VMC 2699.20 2834.64 2976.56 3125.44 3281.84 5848.27 7110.65
B5M Maintenance Project Manager 2889.68 3035.20 3187.12 3346.56 3513.84 6260.97 7613.32
N26 Manager of Construction 3445.92 3618.24 3799.20 3989.12 4188.64 7466.16 9075.39
R20 Managing Dietitian 2685.12 2819.76 2961.12 3109.28 3264.88 5817.76 7073.91
K40 Mapping & I. D. Supervisor 2253.68 2366.00 2484.00 2608.24 2738.96 4882.97 5934.41
N25 Materials Testing Supv 2699.20 2834.64 2976.56 3125.44 3281.84 5848.27 7110.65
B1V Medical Admin Support OffIcer I 2286.00 2400.24 2519.76 2646.08 2778.80 4953.00 6020.73
J70 Medical Librarian 2778.80 2918.16 3064.08 3217.36 3378.32 6020.73 7319.69
D22 Medical Staff Coord 2321.20 2436.88 2558.40 2686.40 2821.04 5029.26 6112.25
C01 Medical Translator Coord 2308.40 2423.68 2544.48 2671.20 2806.08 5001.53 6079.84
B72 Mental Health Division Manager 3761.20 3949.20 4146.72 4355.12 4577.36 8149.27 9917.61
D1F Mental Hlth Office Supervisor 1965.12 2063.68 2167.04 2274.88 2388.40 4257.76 5174.87
P14 Mental Health Prog Spec II 2946.72 3094.08 3248.96 3411.44 3582.08 6384.56 7761.17
B1W Mgmt Aide 1664.80 1748.00 1835.36 1927.52 2024.24 3607.07 4385.85
B1L Mgmt Analysis Prog Mgr I 2889.68 3035.20 3187.12 3346.56 3513.84 6260.97 7613.32
B1J Mgmt Analysis Prog Mgr II 3201.68 3361.84 3529.92 3706.48 3891.84 6936.97 8432.32
B1H Mgmt Analysis Prog Mgr III 3618.24 3799.20 3989.12 4188.64 4398.64 7839.52 9530.39
B1P Mgmt Analyst 2621.12 2752.40 2889.68 3035.20 3187.12 5679.09 6905.43
G69 Mgmt Info Svcs Mgr I 3506.32
4315.52 7597.03 9350.29
G68 Mgmt Info Svcs Mgr II 3914.24
4757.84 8480.85 10308.65
G6M Mgmt Info Svcs Mgr III 4305.84 4521.12 4747.12 4984.40 5233.60 9329.32 11339.47
G65 Mgmt Info Svcs Project Mgr 3381.04
4110.00 7325.59 8905.00
B29 Mgmt Info Systems Auditor 2659.04 2792.40 2932.40 3079.12 3233.20 5761.25 7005.27
Appendix B Salary Schedule
59
F89 Mgmt Info Systems Analyst I 2659.04 2792.40 2932.40 3079.12 3233.20 5761.25 7005.27
F86 Mgmt Info Systems Analyst II 2862.48 3005.84 3156.16 3314.00 3479.68 6202.04 7539.31
B6F Mgr Adult Custody M H 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
B73 Mgr Integrated Pest Mgmt 3201.68 3361.84 3529.92 3706.48 3891.84 6936.97 8432.32
K4A Mgr, Office of Sustainability 3618.24 3799.20 3989.12 4188.64 4398.64 7839.52 9530.39
A2H Mgr Office Womens Advocacy 3094.08 3248.96 3411.44 3582.08 3761.20 6703.84 8149.27
B6C Mgr of Admitting & Registration 3049.12 3201.68 3361.84 3529.92 3706.48 6606.43 8030.71
B6J Mgr of Park Maintenance Svcs 3330.24 3496.72 3671.60 3855.28 4047.92 7215.52 8770.49
Z78 Mgr of Real Estate Assets 3949.20 4146.72 4355.12 4577.36 4811.12 8556.60 10424.09
S27 Mgr of Supply Proc, Proc Dist 2471.92 2595.60 2725.68 2862.48 3005.84 5355.83 6512.65
C94 Mgr of Volunteer Services 2778.80 2918.16 3064.08 3217.36 3378.32 6020.73 7319.69
B6K Mgr Park Ranger Operations 3330.24 3496.72 3671.60 3855.28 4047.92 7215.52 8770.49
B54 Mgr Patient Accounting SCVHHS 2862.48 3005.84 3156.16 3314.00 3479.68 6202.04 7539.31
R68 Mgr Tech Opr-Artificial Kidney Unit 2484.00 2608.24 2738.96 2876.48 3020.40 5382.00 6544.20
B7K Mgr Training And Staff Dev 3297.76 3462.72 3635.84 3817.76 4008.72 7145.15 8685.56
G31 Network Designer 3874.16 4067.92 4271.36 4487.12 4716.24 8394.01 10218.52
G5C Network Operations Supv 3513.84 3689.60 3874.16 4067.92 4271.36 7613.32 9254.61
S66 Nurse Mgr Artificial Kidney Unit 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
S43 Nurse Mgr Burn Center 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
S31 Nurse Mgr Cld Shlt Cstdy Health 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
S42 Nurse Mgr Critical Care 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
S53 Nurse Mgr Emergency Department 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
S65 Nurse Mgr Labr Del Pernl Evl Prd 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
S63 Nurse Mgr Medical Surgical Nursing 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
S84 Nurse Mgr Mental Health Nursing 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
S64 Nurse Mgr Mother Infant Care Ctr 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
S81 Nurse Mgr Neonatal ICU 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
S55 Nurse Mgr Operating Room Servs 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
S67 Nurse Mgr Pediatrics-ICU 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
S61 Nurse Mgr Post Anesthesia Cr Unt 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
S62 Nurse Mgr Rehabilitation 5117.52 5378.88 5653.52 5942.08 6245.60 11087.96 13532.13
P70 Nursing Info Systems Mgr 4917.76 5168.80 5432.64 5710.08 6001.68 10655.15 13003.64
H54 Nutrition Services Mgr 3079.12 3233.20 3394.88 3564.56 3742.80 6671.43 8109.40
X88 Occupational Sfty Envir Compl Mgr 3653.76 3836.48 4028.40 4229.84 4442.64 7916.48 9625.72
Appendix B Salary Schedule
60
C76 Office Mgmt Coord 2188.16 2297.20 2411.92 2532.16 2659.04 4741.01 5761.25
B4P Ombudsperson Prg Coordinator 2725.68 2862.48 3005.84 3156.16 3314.00 5905.64 7180.33
S24 Operating Room Business Mgr 2084.72
2780.64 4516.89 6024.72
B2G Operations Mgr Child Supt Serv 3007.04
4252.80 6515.25 9214.40
T03 Park Field Support Mgr 2621.12 2752.40 2889.68 3035.20 3187.12 5679.09 6905.43
T30 Park Maintenance Supervisor 2792.40 2932.40 3079.12 3233.20 3394.88 6050.20 7355.57
T29 Park Ranger Supervisor 2792.40 2932.40 3079.12 3233.20 3394.88 6050.20 7355.57
T34 Parks Interpretive Prog Supv 2792.40 2932.40 3079.12 3233.20 3394.88 6050.20 7355.57
T35 Parks Natural Resources Pg Sup 2792.40 2932.40 3079.12 3233.20 3394.88 6050.20 7355.57
S18 Patient Services Case Coord 4044.40 4246.72 4459.12 4682.16 4917.76 8762.87 10665.15
B7J Payroll Manager 2836.24
3973.04 6145.19 8608.25
L52 Planner/Estimator 2646.08 2778.80 2918.16 3064.08 3217.36 5733.17 6970.95
L82 Planning & Development Coord 3381.04
4465.36 7325.59 9674.95
G56 Precinct Operations Supervisor 2242.72 2354.48 2471.92 2595.60 2725.68 4859.23 5905.64
V40 Pretrial Prg Mgmt Spec 3125.44 3281.84 3445.92 3618.24 3799.20 6771.79 8231.60
C24 Prevention Program Analyst I 2544.48 2671.20 2806.08 2946.72 3094.08 5513.04 6703.84
C23 Prevention Program Analyst II 2848.48 2991.12 3140.72 3297.76 3462.72 6171.71 7502.56
C63 Principal Budget & Public Policy Analyst 2919.92
4315.60 6326.49 9350.47
N30 Principal Construction Insp 2976.56 3125.44 3281.84 3445.92 3618.24 6449.21 7839.52
L76 Principal Planner 2962.40
4357.28 6418.53 9440.77
C34 Principal Real Estate Agent 3217.36 3378.32 3547.28 3724.64 3910.96 6970.95 8473.75
F78 Printing Supervisor 2918.16 3064.08 3217.36 3378.32 3547.28 6322.68 7685.77
H3A Probation Food Services Mgr 3049.12 3201.68 3361.84 3529.92 3706.48 6606.43 8030.71
X44 Probation Mgr 3707.36 3892.80 4087.36 4291.84 4507.44 8032.61 9766.12
P09 Procurement Contracts Spec 3034.16 3186.96 3346.40 3513.84 3689.52 6574.01 7993.96
P07 Procurement Manager 3361.76 3529.92 3706.40 3891.76 4086.40 7283.81 8853.87
G2P Procurement Systems Manager 3968.56 4166.96 4376.80 4600.24 4835.12 8598.55 10476.09
B3P Program Mgr I 2889.68 3035.20 3187.12 3346.56 3513.84 6260.97 7613.32
B3N Program Mgr II 3201.68 3361.84 3529.92 3706.48 3891.84 6936.97 8432.32
B7F Program Mgr/School-Linked Srv 3171.52 3330.24 3496.72 3671.60 3855.28 6871.63 8353.11
M43 Project Control Specialist 2582.96 2712.48 2848.48 2991.12 3140.72 5596.41 6804.89
Y50 Project Mgr 3094.08 3248.96 3411.44 3582.08 3761.20 6703.84 8149.27
G54 Project Support Svcs Manager 4577.36 4811.12 5056.80 5314.96 5586.40 9917.61 12103.87
B8E Property Tax Manager 3268.72 3432.16 3603.76 3783.92 3973.04 7082.23 8608.25
Appendix B Salary Schedule
61
K41 Property Transfer Supv 2253.68 2366.00 2484.00 2608.24 2738.96 4882.97 5934.41
J29 Provider Relations Manager 3064.08 3217.36 3378.32 3547.28 3724.64 6638.84 8070.05
J31 Provider Relations Specialist 2484.00 2608.24 2738.96 2876.48 3020.40 5382.00 6544.20
B7P Public Communications Mgr 2918.16 3064.08 3217.36 3378.32 3547.28 6322.68 7685.77
C70 Public Health Nurse Mgr I 4727.44 4963.84 5217.20 5483.68 5763.76 10242.79 12488.15
C69 Public Health Nurse Mgr II 4963.84 5217.20 5483.68 5763.76 6057.84 10754.99 13125.32
C87 Q I Coord - SCVMC 4024.64 4225.92 4437.28 4659.20 4893.28 8720.05 10602.11
S20 Q I Mgr - A&D Serv 4205.36 4415.68 4636.56 4868.88 5117.52 9111.61 11087.96
S72 Q I Mgr - Acute Psych Svcs 4966.88
6044.96 10762.09 13097.41
S07 Q I Mgr - Ambulatory CHS 4966.88 5220.48 5487.12 5767.20 6061.76 10761.57 13133.81
S01 Q I Mgr - Hospital 4966.88 5220.48 5487.12 5767.20 6061.76 10761.57 13133.81
S69 Q I Mgr - Inpatient Nursing 4967.12
6044.96 10762.09 13097.41
S13 Q I Mgr - MH Outpt Progs 4967.12
6044.96 10762.09 13097.41
G1R Quality Assurance Manager 3968.56 4166.96 4376.80 4600.24 4835.12 8598.55 10476.09
F10 Recording Division Supv I 2024.24 2125.68 2231.84 2342.96 2460.00 4385.85 5330.00
F04 Recording Division Supv II 2297.20 2411.92 2532.16 2659.04 2792.40 4977.27 6050.20
J84 Records Mgr - Clk Of The Board 2595.60 2725.68 2862.48 3005.84 3156.16 5623.80 6838.35
P61 Rehabilitation Services Prog Mgr 3651.52
4822.56 7911.63 10448.88
C48 Revenue Control Analyst 1601.44
3021.92 3469.79 6547.49
N60 Road Operations Superintendent 3187.12 3346.56 3513.84 3689.60 3874.16 6905.43 8394.01
M34 Roads Ops Supt-Pest Control Advs 3428.08 3599.52 3779.52 3968.56 4166.96 7427.51 9028.41
S9E SCVHHS Envir Svcs Director 3201.68 3361.84 3529.92 3706.48 3891.84 6936.97 8432.32
S9M SCVHHS Envir Svcs Manager 2307.84 2422.72 2543.60 2670.48 2804.24 5000.32 6075.85
Z1D SCVHHS Reimbmnt Mgr/Asst Ctrl 4106.56 4311.92 4532.00 4763.44 5006.72 8897.55 10847.89
K17 Securities Analyst 2918.16 3064.08 3217.36 3378.32 3547.28 6322.68 7685.77
U92 Sheriff Training Specialist 2544.48 2671.20 2806.08 2946.72 3094.08 5513.04 6703.84
C66 Social Services Clerical Mgr 2231.84 2342.96 2460.00 2582.96 2712.48 4835.65 5877.04
B9B Social Services Fiscal Officer 3233.20 3394.88 3564.56 3742.80 3930.00 7005.27 8515.00
E53 Social Services Prg Cntrl Supv 2608.24 2738.96 2876.48 3020.40 3171.52 5651.19 6871.63
Y32 Social Services Prg Mgr I 2961.12 3109.28 3264.88 3428.08 3599.52 6415.76 7798.96
Y31 Social Services Prg Mgr II 3281.84 3445.92 3618.24 3799.20 3989.12 7110.65 8643.09
Y30 Social Services Prg Mgr III 3618.24 3799.20 3989.12 4188.64 4398.64 7839.52 9530.39
Z82 Special Projects Director-U 3891.84 4086.48 4290.88 4509.52 4739.76 8432.32 10269.48
P62 Specialty Programs Nurse Coord 4225.92 4437.28 4659.20 4893.28 5143.04 9156.16 11143.25
Appendix B Salary Schedule
62
B76 Sr Accountant 2918.16 3064.08 3217.36 3378.32 3547.28 6322.68 7685.77
G85 Sr Business Info Tech Consult 3968.56 4166.96 4376.80 4600.24 4835.12 8598.55 10476.09
G1A Sr Call Center Coordinator 2918.16 3064.08 3217.36 3378.32 3547.28 6322.68 7685.77
D80 Sr Cashier 1739.52 1826.48 1918.16 2014.40 2115.28 3768.96 4583.11
U75 Sr Corr Training Specialist 2889.68 3035.20 3187.12 3346.56 3513.84 6260.97 7613.32
R39 Sr Diagnostic Img Info Sys Spc 3836.48 4028.40 4229.84 4442.64 4669.44 8312.37 10117.12
S2E Sr Emergency Med Svcs Specialist 3393.20 3562.96 3741.28 3928.32 4124.72 7351.93 8936.89
B06 Sr Emergency Planning Coord 2905.44 3050.96 3203.52 3363.84 3532.00 6295.12 7652.66
V20 Sr Environmental Safety Trainee 2834.64 2976.56 3125.44 3281.84 3445.92 6141.72 7466.16
B9F Sr Health Care Fin Analyst 2889.68 3035.20 3187.12 3346.56 3513.84 6260.97 7613.32
W71 Sr Health Care Prog Analyst 2889.68 3035.20 3187.12 3346.56 3513.84 6260.97 7613.32
C82 Sr Health Care Program Mgr 3361.84 3529.92 3706.48 3891.84 4086.48 7283.99 8854.04
G3A Sr Info Technology Project Mgr 3968.56 4166.96 4376.80 4600.24 4835.12 8598.55 10476.09
B31 Sr Internal Auditor 2946.72 3094.08 3248.96 3411.44 3582.08 6384.56 7761.17
V72 Sr Loss Prevention Spec 2889.68 3035.20 3187.12 3346.56 3513.84 6260.97 7613.32
P13 Sr Mental Health Prog Spec 3330.24 3496.72 3671.60 3855.28 4047.92 7215.52 8770.49
B1N Sr Mgmt Analyst 2889.68 3035.20 3187.12 3346.56 3513.84 6260.97 7613.32
B3V Sr Mgmt Info Systems Analyst 3064.08 3217.36 3378.32 3547.28 3724.64 6638.84 8070.05
B22 Sr Mgmt Info Systems Auditor 3217.36 3378.32 3547.28 3724.64 3910.96 6970.95 8473.75
G45 Sr Network Engineer 3706.48 3891.84 4086.48 4290.88 4509.52 8030.71 9770.63
L80 Sr Planner 3094.08 3248.96 3411.44 3582.08 3761.20 6703.84 8149.27
G07 Sr Programming Analyst 3761.20 3949.20 4146.72 4355.12 4577.36 8149.27 9917.61
C72 Sr Real Estate Agent 3217.36 3378.32 3547.28 3724.64 3910.96 6970.95 8473.75
G26 Sr Systems Software Engineer 3836.48 4028.40 4229.84 4442.64 4669.44 8312.37 10117.12
B23 Sr Training & Staff Development Specialist 2889.68 3035.20 3187.12 3346.56 3513.84 6260.97 7613.32
V65 SSA Application Dec Sup Mgr 3168.48
4425.52 6865.04 9588.63
W20 SSA Info Technology Spec 3638.24
6995.76 7882.85 15157.48
Y34 SSA Security And Safety Mgr 2862.48 3005.84 3156.16 3314.00 3479.68 6202.04 7539.31
J32 Sterile Process Education Coord 2115.28 2220.96 2331.60 2447.92 2570.40 4583.11 5569.20
D95 Supv Account Clerk I 2115.28 2220.96 2331.60 2447.92 2570.40 4583.11 5569.20
D94 Supv Account Clerk II 2308.40 2423.68 2544.48 2671.20 2806.08 5001.53 6079.84
V04 Supv Agricultural Biologist 2519.76 2646.08 2778.80 2918.16 3064.08 5459.48 6638.84
C80 Supv Appraisal Data Coord 2242.72 2354.48 2471.92 2595.60 2725.68 4859.23 5905.64
C45 Supv Appraiser 3233.20 3394.88 3564.56 3742.80 3930.00 7005.27 8515.00
Appendix B Salary Schedule
63
D86 Supv Assessment Clerk 2054.16 2156.96 2264.80 2377.52 2496.16 4450.68 5408.35
C54 Supv Auditor-Appraiser 3233.20 3394.88 3564.56 3742.80 3930.00 7005.27 8515.00
D53 Supv Board Clerk 2308.40 2423.68 2544.48 2671.20 2806.08 5001.53 6079.84
R02 Supv CCS Therapist 3217.36 3378.32 3547.28 3724.64 3910.96 6970.95 8473.75
E84 Supv Child Support Officer 2646.08 2778.80 2918.16 3064.08 3217.36 5733.17 6970.95
D34 Supv Clerk 2054.16 2156.96 2264.80 2377.52 2496.16 4450.68 5408.35
G91 Supv Communications Dispatcher 3496.72 3671.60 3855.28 4047.92 4250.48 7576.23 9209.37
N27 Supv Construction Inspector 2699.20 2834.64 2976.56 3125.44 3281.84 5848.27 7110.65
V39 Supv Criminalist 3361.84 3529.92 3706.48 3891.84 4086.48 7283.99 8854.04
G70 Supv Custody Support Assistant 2063.68 2167.04 2274.88 2388.40 2507.52 4471.31 5432.96
V45 Supv Deputy Public Guardian 2918.16 3064.08 3217.36 3378.32 3547.28 6322.68 7685.77
R83 Supv Diagnostic Imag Tech 3968.56 4166.96 4376.80 4600.24 4835.12 8598.55 10476.09
V14 Supv Environmental Health Spec 3346.56 3513.84 3689.60 3874.16 4067.92 7250.88 8813.83
V24 Supv Estate Administrator 2918.16 3064.08 3217.36 3378.32 3547.28 6322.68 7685.77
D56 Supv Health Info Mgmt Svcs 2460.00 2582.96 2712.48 2848.48 2991.12 5330.00 6480.76
D10 Supv Health Services Rep I 1880.24 1974.72 2073.84 2177.60 2286.00 4073.85 4953.00
D08 Supv Health Services Rep II 2054.16 2156.96 2264.80 2377.52 2496.16 4450.68 5408.35
D59 Supv Indexer 1946.40 2044.08 2146.48 2253.68 2366.00 4217.20 5126.33
B21 Supv Internal Auditor 3378.32 3547.28 3724.64 3910.96 4106.56 7319.69 8897.55
D05 Supv Legal Clerk 2297.20 2411.92 2532.16 2659.04 2792.40 4977.27 6050.20
D64 Supv Legal Secretary I 2366.00 2484.00 2608.24 2738.96 2876.48 5126.33 6232.37
J62 Supv Librarian 2671.20 2806.08 2946.72 3094.08 3248.96 5787.60 7039.41
V82 Supv Paralegal 2725.68 2862.48 3005.84 3156.16 3314.00 5905.64 7180.33
D44 Supv Patient Business Services Clerk 2274.88 2388.40 2507.52 2633.12 2765.36 4928.91 5991.61
R56 Supv Pharmacist 5107.44 5368.16 5642.32 5930.48 6233.36 11066.12 13505.61
V51 Supv Pretrial Services 2738.96 2876.48 3020.40 3171.52 3330.24 5934.41 7215.52
X20 Supv Probation Counselor 3202.16 3362.40 3530.48 3707.04 3892.48 6938.01 8433.71
U9D Supv Protective Services Officer 2009.44 2105.92 2208.16 2313.76 2426.08 4353.79 5256.51
V96 Supv Public Defender Invest 3547.28 3724.64 3910.96 4106.56 4311.92 7685.77 9342.49
S44 Supv Public Health Nurse 3513.84 3689.60 3874.16 4067.92 4271.36 7613.32 9254.61
F30 Supv Recordable Doc Tech 1844.32 1936.96 2034.16 2136.08 2242.72 3996.03 4859.23
R17 Supv Respiratory Care Practitioner 3330.24 3496.72 3671.60 3855.28 4047.92 7215.52 8770.49
V32 Supv Revenue Collections Officer 2496.16 2621.12 2752.40 2889.68 3035.20 5408.35 6576.27
G80 Supv Storekeeper 2054.16 2156.96 2264.80 2377.52 2496.16 4450.68 5408.35
Appendix B Salary Schedule
64
L15 Supv Survey Map Prog 3125.44 3281.84 3445.92 3618.24 3799.20 6771.79 8231.60
C90 Supv Tax Collection Clerk 2054.16 2156.96 2264.80 2377.52 2496.16 4450.68 5408.35
L31 Supv Transportation Engineer 3836.48 4028.40 4229.84 4442.64 4669.44 8312.37 10117.12
G04 Systems & Program Mgr 4577.36 4811.12 5056.80 5314.96 5586.40 9917.61 12103.87
C89 Tax Collection Mgr 3171.52 3330.24 3496.72 3671.60 3855.28 6871.63 8353.11
C77 Tax Roll Mgr 2582.96 2712.48 2848.48 2991.12 3140.72 5596.41 6804.89
G06 Technical Planning & Control Mgr 4355.12 4577.36 4811.12 5056.80 5314.96 9436.09 11515.75
J53 Technical Services Mgr 3233.20 3394.88 3564.56 3742.80 3930.00 7005.27 8515.00
K16 Telecommunications Engineer 3201.68 3361.84 3529.92 3706.48 3891.84 6936.97 8432.32
E27 Telecommunications Ops Mgr 3671.60 3855.28 4047.92 4250.48 4464.88 7955.13 9673.91
R16 Therapy Services Admin Mgr 3125.44 3281.84 3445.92 3618.24 3799.20 6771.79 8231.60
R31 Therapy Services Program Mgr 3462.72 3635.84 3817.76 4008.72 4209.12 7502.56 9119.76
N77 Traffic Painter Supv 2447.92 2570.40 2699.20 2834.64 2976.56 5303.83 6449.21
B2E Training & Staff Dev Spec 2570.40 2699.20 2834.64 2976.56 3125.44 5569.20 6771.79
S71 Trauma Program Coord 4523.44 4749.60 4991.60 5246.56 5514.56 9800.79 11948.21
T39 Treasury Coordinator 2146.48 2253.68 2366.00 2484.00 2608.24 4650.71 5651.19
B87 Trust & Fiduciary Accntng Mgr 2889.68 3035.20 3187.12 3346.56 3513.84 6260.97 7613.32
B12 Utilization Mgmt/Q-A Mgr 4610.48 4841.04 5083.12 5337.44 5606.16 9989.37 12146.68
S12 Utilization Review Coordinator 4024.64 4225.92 4437.28 4659.20 4893.28 8720.05 10602.11
S19 Utilization Review Coord-VHP 4024.64 4225.92 4437.28 4659.20 4893.28 8720.05 10602.11
S10 Utilization Review Supv 4437.28 4659.20 4893.28 5143.04 5405.60 9614.11 11712.13
X84 Vector Control Opers Supv 2297.20 2411.92 2532.16 2659.04 2792.40 4977.27 6050.20
X74 Vector Control Program Mgr 3217.36 3378.32 3547.28 3724.64 3910.96 6970.95 8473.75
X85 Vector Control Sci-Tech Srv Mgr 2834.64 2976.56 3125.44 3281.84 3445.92 6141.72 7466.16
C02 VHP/Managed Care Compl Officer 3125.44 3281.84 3445.92 3618.24 3799.20 6771.79 8231.60
C4A Vital Records Supervisor I 1955.92 2054.16 2156.96 2264.80 2377.52 4237.83 5151.29
C43 Vital Records Supervisor II 2253.68 2366.00 2484.00 2608.24 2738.96 4882.97 5934.41
X70 Weed Abatement Coord 2519.76 2646.08 2778.80 2918.16 3064.08 5459.48 6638.84
M10 Work Center Manager 3233.20 3394.88 3564.56 3742.80 3930.00 7005.27 8515.00
J57 Young Adult Coord 2582.96 2712.48 2848.48 2991.12 3140.72 5596.41 6804.89
65
SIDELETTER OF AGREEMENT – Health Care Assistance between
County of Santa Clara
and
County Employees Management Association (CEMA)
The parties agree to eliminate the Kaiser co-payment reimbursement effective September 1,
2011. The last day to incur such co-payment expense and be eligible for reimbursement is
August 31, 2011. Employees will have until September 30, 2011 to submit their claim for
reimbursement.
A cap for premium contribution for employee with Health Net family coverage is established
effective after the September 1999 open enrollment window. This cap is built from the current
employee contribution rate of $32.31 with an escalator based on subsequent Health Net
percentage premium increases by applying that premium increase factor at each new plan year.
This escalator is to be adjusted based on a review of Kaiser rate increases.
66
SIDELETTER OF AGREEMENT – Furlough BETWEEN
COUNTY OF SANTA CLARA
AND
COUNTY EMPLOYEES MANAGEMENT ASSOCIATION (CEMA)
I. In Fiscal Year 2012
a. Two Furlough Days (Non-Smoothing)
Employees shall take two (2) mandatory management-approved, self directed, unpaid
furlough days (a day is defined as equivalent of 8 hours).
b. Failure to Comply with Furlough Requirements
For employees who did not take two (2) furlough days in fiscal year 2012 in
accordance with the collective bargaining agreement, the County will convert an
equivalent number of hours of STO that the employee used during that fiscal year to
unpaid furlough hours. These STO hours will be returned to the employee’s STO
bank causing an overpayment. The overpayment will be deducted from the
employee’s pay in accordance with the existing practice on overpayments.
II. In Fiscal Year 2013
Definition of Furlough
a. “Furlough” refers to one or more hours of required unpaid leave taken on a
consecutive or intermittent basis.
b. In FY 13 all full-time, regular employees will be required to take 2 days (16 hours) of
furlough Part-time employees shall have furlough hours pro-rated.
c. Employees on alternative work schedules will have the option of taking, in addition to
furlough hours, vacation, STO or unpaid leave to cover any scheduled hours in one
(1) day. [For example: an employee who normally works 10 hour shifts might use 10
furlough hours on one day and 6 furlough hours and four hours of STO on a second
day.]
Even Distribution of Furlough Days (“Smoothing”):
d. For Fiscal year 2013, the County and the Association agree to implement a process
which provides a uniform procedure and levels the impact to employees by having
furlough days distributed evenly among 25 pay periods so as to avoid fluctuations on
67
each employee’s pay check as a result of taking furloughs. From July 09, 2012
through June 23, 2013, the deduction will be calculated at the equivalent of .64 hours
per pay period for 25 pay periods. This process of distributing furlough days evenly
among pay periods will not reduce the overtime rate, where applicable under this
agreement.
e. If an employee leaves the County service, changes bargaining units, or is in an unpaid
status that results in the employee using more furlough hours than has previously
been deducted via “smoothing” from the employees pay, that amount shall be
considered and processed as an overpayment. During his or her last pay period of
employment with the County, an employee shall be allowed to use an amount of
furlough hours exactly equal to the amount of "smoothing" deductions accumulated
through his or her last pay check, but not previously taken as furlough provided that
the employee has given reasonable advanced notice to the County of their intent to
terminate their employment and giving due consideration to operational requirements.
f. Any furlough time not taken off during fiscal year 2013, shall be forfeited.
Furlough Usage
g. Furloughs shall typically be taken in a minimum of one work day increments. Lesser
increments may be taken by mutual agreement with prior supervisor approval. This
includes the ability to adjust alternative work schedules by mutual agreement to avoid
the necessity for an employee to use paid or unpaid leave to cover any scheduled
hours in excess of eight (8) hours in one (1) day. For example an employee on a 9/80
schedule may request to switch his/her 9 hour day and 8 hour day so that the furlough
day will fall on the 8 hour work day instead of the 9 hour work day. Adjustment of
alternate work schedules shall not result in overtime.
h. Furlough time will be considered time in paid status for the following:
Accrual of paid leave
Seniority
Time in service for step increases
Completion of probation
i. Furlough time will be addressed in accordance with CalPERS regulations for the
purpose of pension.
j. Furlough time will not count as hours worked for the purpose of calculating overtime
for those employees who are eligible for overtime compensation under the agreement.
h. Should an emergency arise and the County requires an employee to work on a
scheduled and previously approved furlough day, the employee shall have the
68
opportunity to schedule another furlough day and will have the highest priority in
selecting a date.
i. Furlough time off will be tracked under a separate hours code and appear on the
payroll advices as a bank of hours.
j. Furlough days may be substituted for approved vacation days, either in part or in
whole.
k. An employee who is on a leave of absence that requires the employee to charge a
leave bank other than sick leave, shall have the furlough bank charged first until
exhausted.
l. When an employee is on a leave under section 14.2b of the MOU, that requires that
the first shift of sick leave be charged to STO, he/she may use furlough for the first
day, but not for the subsequent sick days.
69
SIDELETTER OF AGREEMENT – “ME TOO” BETWEEN
COUNTY OF SANTA CLARA
AND
COUNTY EMPLOYEES MANAGEMENT ASSOCIATION (CEMA)
(This language is from a part of an existing agreement reflected below as a standalone sideletter
agreement)
If any other employee group, represented or non-represented takes a smaller pro-rata share of the
targeted reduction, that nets the County $75,000,000 in general fund savings, or receives an
increase in wages, that shall apply equally to CEMA. This shall exclude existing contracts.
70
ADMINISTRATIVE LEAVE LETTER
71