HomeMy WebLinkAbout84-113
goA~o o~ suPER ~soRs
COUNTY OF BUTTE, STATE OF CALIFORNfA
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Resolufion No. s4-113
RESOLUTION RATIFYING THE MEMORANDUM OF UNDERSTANDING
FOR THE GENERAL UNIT OF REPRESENTATION
WHEREAS, representatives of Butte County and the Butte
County Employees' Association have "met and conferred" on
matters of hours, wages and working conditions; and,
WHEREAS, the representatives have reached agreement
on a Memorandum of Understanding ~'or the General Unit of
representation.,
NOW, THEREFORE, BE IT RESOLVED, the Board of Supervisors
of the County of Butte hereby ratifies the attached General
Unit Memorandum of Understanding, 1984-85, between the County
of Butte and the Butte County Employees' Association.
PASSED AND ADOPTED by the Butte County Board of Supervisors
this 3ra day of July 1984 by the following
vote to be effective immediately upon passage:
AYES: Supervisors Dolan, Fulton, Moseley, Wheeler and Chairman Saraceni
NOES : Done
ABSENT: None
NOT VOTING: None
.~~~~ ~
L SARACENI, Chair of the
Butte County Board of Supervisors
ATTEST:
MARTIN J. NICHOLS, Clerk of the
Board of Supervisors
By : ~ ~~~
GENERAL UNIT
MEMORANDUM OF UNDERSTANDING
1984-85
BETWEEN
THE COUNTY OF BUTTE
RND
THE BUTTE COUNTY EMPLOYEES' RSSOCIRTION
''EMORANDUM QF UNDERSTANDING .
BETWEEN THE COUNTY OF BUTTE
APID
.THE BUTTE COUNTY EMPLOYEES` ASSOCIATION
' GENERAL UNIT
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Pursuant to the provisions of the Myers-~9ilias-Brown Act,
Section 3500 et seq. of the California Government Cade and
Chapter 11 of the Butte County Personnel Rules and Regulations,
representatives of~the County of Butte,~hereafter called "County",
and the Butte County Employees' Association, hereafter called
"Association", have "met and conferred" concerning the subject
of wa.~7es, hours and working conditions far employees in the General
Unit of representation. This Memorandum represents the good faith
effort of both the County and the Association representatives to
reach agreement on matters of wages, hours and conditions of
employment. It is understood that this agreement is not binding
upon the County unti 1 such time as it is ratified by the Butte County
Board of Supervisors anal the membership of the Rssociation. It
is agreed as follows:
i.OO RECOGNITIOP!
1.01 The County recognizes the Butte County Employees' Rssociation
as the representative for employees in classifications designated
for inclusion in the General Unit of County employees pursuant
to Section 3501b of the California-Government Code and the County
Employer/Employee Relations Policy set forth in Chapter i1 of the
Butte County Personnel Rules. Such designated classifications are.
attached hereto as Appendix "R "
7.02 The County shall give notice to the Association of any new
classification proposed to be included in this Memorandu~s. Upon
request, the County shall have at least two meet and confer session
with the Association for the purpose of negotiating wages fcr such
1 classification. -When meeting and conferring pursuant to this
2 section, the Association representatives shall be limited to
~ paid staff of the Association and one unit representative
¢ designated by the Association for each classification proposed
5 to be added.
g 2.00 MANAGEMENT RIGHTS
~ The County reserves all rights with respect to matters of general-
g legislative and managerial policy including, among others, the
g exclusive right to determine the mission of its constituent
lp departments, commissions and boards; set standards of service;
I1 determine the procedures and standards of selection for employment;
12 direct its employees; take disciplinary action; relieve its
Z3 employees of duties because of lack of work ar for other legitimate
14 reasons; maintain the efficiency of governmental operations;
15 determine the methods, means and personnel by which governmental
16 operations are to be conducted; take all necessary actions to.
17 carry out its mission in emergencies; and exercise complete control
lg and discretion over its organization and the technology of
19 performing its work. These rights shall be limited only as
20 specified in this agreement.
21 3.00 ASSOCIATION SECURITY
S2 The Association shall be provided payroll deduction for membership
23 dues. The Association shall provide the County Auditor with a
24 written authorization on a form approved by the County, signed by
2g the unit member authorizing the payroll deduction and setting forth
2B the full amount to be deducted each month. The County shall,
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through the Audi tar`s Office, forward in a timely manner payroll
deductions withheld from employees within the unit. The
Association shall immediately notify -the Auditor of any cance7latic
ar changes in the deduction authorizations.
The County shall not be liable to the Association, employees or
any other party by reason of this section for the remittance
or payment of any sum other than the actual deductions made from
the employee's paycheck. The Association shall save the County
harmless against any and all claims, demands, suits, orders,
judgments or other forms of liability that may arise out of or by.
reason of action taken by the employer under this section.
4.00 ASSOCIATIOf~ RIGHTS
4.01 Ilse of Count Facilities and Resources. With the approval
of the Chief Administrative Officer or other County authorized
official, the Association may use certain County facilities,
resources and supplies as long as the County is reimbursed for
the cost of any supp1-ies or materials provided to the Association
and that such use or supply does not interfere with the efficiency
safety-and security of County operations. -The County shall
provide a list of other officials authorized to permit Association
usage of County facilities, resources and supplies.
The Association agrees to pay the County upon demand from the
Auditor, costs of such benefits ar supplies received from the
County, included but not limited to services of County-awned or
leased Xerox or other copying machines, print shop reproduction
facilities, and central services purchases far expendible office
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1 supplies for Association use.
~ 4.02 Bulletin Boards. The Rssociation sha11 be provided reasonab7
3 designated space on County bulletin boards which does not interfere'
4 with the County's official use of the bulletin board.
5 4..03 Access to Employees. With prior notice to the facility
6 manager, the Association or its officially designated representativE
7 may have aCCeSS to County employees during off-duty time in the
~ non-work areas of County facilities for the purpose of Association
9 business.
1Q With prior notice to the facility manager, the paid staff of the
11 Association shall be allowed reasonable access to employee members
12 during the work period and at the work location to investigate
13 and/or represent employees within the unit in formal grievance
~4 or appeal matters.
1~ 4.04 Information to Association. The County agrees to provide
16 the Association annually during the month of January a complete
17 updated listing of the name, classification and department of
18 assignment of all employees designated 'in the unit. The County
19 also agrees to provide on a monthly basis the name, classification,
20 date of appointment and department assigned of all new employees
21 hired into the unit.
22 In the event data processing produces periodic lists ofi demotions
23 and/or transfers during the term of this agreement, copies of such
24 lists shall be made available to the Association.
28 In the event of a layoff in classes represented by the Association,
2B the Association shall,be provided with a copy of the resulting
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1 re-employment list(s).
2 4.05 New Employee Orientation. The County will conduct an
3 orientation program for new employees. As a part of this. program,
4 the County will distribute material supplied by the Association,
5 subject to the County's right to approve-the material.
6 5.00 ASSOCIATION REPRESEPJTATTVES
7 5.01 Pegotiators. The Association shall be allowed to designate
8 up to five (5) employees within the unit to serve as representative
9 to negotiate with the County. The Association shall provide
10 the Personnel Director with the name, classification and department
I1 assigned of each of the negotiators. Should any change or a1ternat
~,2 be appointed after the original list is established, the Associatio
13 shall advise the Personnel Director immediately. Employees
14 designated as unit negotiators shall as authorized by the Personnel
15 Director be granted a reasonable release dime from scheduled duties
16 without loss of pay to meet with the County representative during
17 negotiations of matters of wages, hours and conditions of employmen
lg The County shall not be responsible far any travel, overtime o•r
lg miscellaneous cost resulting from the Association exercising this
20 ri ght~.
21 5.02 Shop. Stewards. The Association shall have the right to
22 establish shop stewards far the General. Unit according to the
23 following conditions:
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a. The Association agrees to notify the County Personnel
Director of the names, classifications and departments
of their stewards, which shall not exceed fifteen {15)
in number, including one chief steward. The Association
shall immediately inform the Personne] Director of any
changes to the original list and provide update by name,'
department and classification.
b. A reasonable amount of time will ~e granted the worker
and the steward to handle initial grievance and appeal.
investigations and the formal grievance and appeal procedures
The parties agree that in handling grievances, the worker
and the steward will use only the amount of time actually
necessary. The County is not responsible for any ,travel,
overtime or other miscellaneous cost resulting from the
exercise of this right.
c. If a worker wishes to discuss a grievance or appeal on
County time with a designated steward, the worker shall be
allowed an opportunity within a reasonable amount of time
to verify if ,the designated steward is available to be'seen.
If the steward is present and available, the worker shall
complete a "grievance release form" and submit it to the
immediate supervisor prior to meeting with the steward.
Such release form shall only contain-the worker's name,
classification title, steward's name and work location of
steward, time left, date, and upon return, the worker shall
note the time returned on the form. The supervisor shall
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maintain a record of such request. The supervisor sha7.1
determine if the employee can, because of work activity,
.be released at the time requested. If the employee is
not released, the supervisor shall set an alternative time
as soon as practical.
d. Upon authorization of the immediate supervisor, a steward
shall be released to perform the duties specified in this
section. A steward shall sign in and out of the work area
stating the time and date of leaving and returning and
where the steward may be reached. In the event the steward
is unable to be released by the immediate supervisor at
the time requested, the supervisor shall arrange a release
time as soon as practical thereafter.
6.00 DISCRIMINATION PROHIBITED
6.01 County and Association support -the concept of affirmative
action and equal employment opportunity in the public service
as consistent with merit system principles. Neither the County
nor the Association shall discriminate with regard to race, color,
national origin, politics, religion, age, sex, handicap, marital
status or other non-merit factors.
6.02 Neither the County nor the Assa"ciation shall interfere with,
intimidate, restrain, coerce or discriminate against employees
because of the exercise of rights to engage in or refrain from
Association activity pursuant to 5ectian 3502 of the California
Government Code:
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7.00 PERSONNEL FILES
An employee or his/her representative authorized in writing shall
have the right to review the contents of the employee's personnel
file during normal business hours. No material regarding the
employee's performance or conduct shall be included in the
employee's personnel fife without prior notice to the employee..
Employees may submit a reasonable amount of material relevant
to their jab performance far inclusion in their personnel file
and shall be permitted to submit rebuttals, when appropriate,
for permanent attachment to negative materials. Na prior event
which might have led to demotion, suspension or termination of
the employee which has not otherwise been included in the employee'
departmental and/or County personnel file shall be used against an
employee in a current disciplinary action.
8.00 HOURS OF WORK, SC}IEDULES, P9EAL RND REST PERIODS
8.01 Wark Schedules. The normal work schedule shall be 8:00 a.m.
to 5:00 p.m. each.day of the year except Saturdays, Sundays
and holidays. The normal work period shall be eighty (80) hours
per biweekly pay period for a full-time employee. Except for
overtime, callback and standby assignments, departments which
necessitate ,a different operational schedule sha11 maintain and
post an employee assignment schedule. No employee, except in case
of emergency, shall be required to work a different work schedule
than assigned unless the employee has been notified at least ten
(i0) days in advance of the change in work schedule.
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8.02 Special Schedules. Upon the recommendation of a department
head and the approval of the Board of Supervisors, flex-time,
job sharing and voluntary reduced work hours programs may be
established, after consultation with the Personnel Director acid
the Association. Any job-sharing program will require that ',
benefits be prorated.
8.03 Meal Periods. Tn general, employees shall be entitled to an
unpaid lunch period of not less than thirty (30) minutes nor more
than one (1) hour. Employees required to work during or through
the lunch period shall be compensated for actual time worked..
Employees may be required to work a continuous eight (8) hour
shift. Employees,. so scheduled, sha11 be allowed to eat their
meal during the shift,.
8.04 Rest Periods, Employees may be allowed rest breaks of
fifteen (l5) minutes during the mid-portion of the first and
second shift. Rest periods shall be scheduled in accordance. with
the requirements of the department but in no case shall rest
periods be added to the beginning or the ending of a work shift
or lunch period. The appointing authority may designate the time
and location at which rest periods may be taken. Rest periods
shall be considered hours worked, and employees may be required
to perform duties if necessary. The appointing authority shall
make a reasonable effort to insure that employees are permitted
rest breaks.
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1 9.00 ~ OVERTIEiE
2 9.01 Policy. It is the policy of the Board that overtime work
3 is discouraged; that each appointing authority is to arrange
4 the work of the department so that employees shall work not more
5 than the standard departmental work week; that overtime work
6 be held to a minimum consistent with the efficient performance
7 of necessary functions; and that overtime work be. used only
8 for emergencies or when temporarily using regular employees on
9 an overtime basis can be shown to be more economical than by
10 using extra help. It is recognized that occasional overtime work
1~. may be necessary, and that in such instances, provisions shall
12 be made to authorize, keep records, and compensate employees
~.3 for such necessary overtime work.
14 9.02 Authorization far Overtime Work. Overtime work shall be
15 performed only upon authorization of the appointing authority
16 or subordinate empowered to authorize the same.
17 9.03 Overtime Defined. Overtime is defined as authorized a~ork
18 of at least two-tenths of an hour (12 minutes} in excess of
19 eight (8) hours per day or eighty (80) hours per biweekly work
20 period. For employees who are regularly assigned different work
21 hours in excess of eight (8) hours per day, any authorized work in
22 excess of their regularly assigned hours p.er day, or eighty (8O}
23 hours per biweekly pay period shall be considered overtime.
24 F{o7idays, vacation and other paid time off excluding sick leave
25 shall be considered hours worked in making overtime pay
26 calculations.
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1 9.04 Overtime Compensation. Employees~shali be paid at one .and
2 one-half times the applicable straight hourly rate or granted the
3 equivalent hours of compensatory time off. Compensatory time
4 off shall be scheduled at a time mutually agreed upon by the
5 employee and the appointing authority within one- hundred eighty
6 (i8O) days following the overtime worked. I.f the appointing.`
7 authority cannot schedule the time off within one hundred eighty
8 (180} days following the overtime worked, the employee shall be
g paid the equivalent compensation.
10 9.05 __ Eri nge__Benefi is Not Affected b,~_Overtime. Overtime work ~ sha11
~.~, not be a basis of increasing vacation or sick leave benefits,. nor
12 shall it be a basis of advancing completion of required periods
13 for probationary or salary step advance.
14 -10.00 VACATION LEAVE
~,~ 70.01 Accrual. Each regular employee covered by this Memorandum
16 of Understanding shall accrue vacation leave as follows:
17 (a) .3846 working days of vacation {iO days per year}
lg for each biwee~Cly pay period in paid status until completion
lg of five years of continuous service.
20 (b} .5769 working days of vacation {15 days per year)
21 for each biweekly. pay period in paid status after completion
22 of five years of continuous service and until completion
23 of ten years of continuous service.
24 {c} .7692 working days of vacation (20 days per year} for
25 each biweekly pay period iri paid status after completion
26 of ten years of continuous service and until completion of
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twenty years of continuous service.
{d) .8467 working days of vacation {22 days per year}
for each biweekly pay period in paid status after completion
of twenty years of continuous service.
10.02 Special Vacation Entitlement. Effective ~lanuary 1 of any
year, all current employees shall be credited with three {3)
days of vacation. Employees hired between ~lanuary 1 and April 30
shall be credited with two {2) days of vacation. Employees
hired between May 1 and August 31 shall be credited with-one {1}
day of vacation. These days shall be added to the employees'.
'regular vacation earnings and the accrual limits increased
accordingly. (The special vacation entitlement is in lieu of
the personal holidays in Section 13.5(b} of the Personnel Rules.)
10.03 Vacation Eligibii~~,
a. An employee who has less than six {6) months 'of
uninterrupted service shall not be entitled to a
vacation or vacation pay pursuant to Section 10.01 hereof
upon separation from the classified service.
- b. Extra-help employees sha11 not earn vacation.
10.04 Vacation Carr over. When a unit employee is unable to
take scheduled vacation during a calendar year due to unusual
and extenuating departmental needs which result in the employee's
annual vacation accrual to exceed the maxir~um limits authorized,
the department head shall advise the Auditor that the employee
will exceed the annual vacation accrual limits and shall schedule
the excess accrual vacation days to be taken off between the period
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January 1 and March 31 of the new calendar year. Should the
employee voluntarily choose not to take the scheduled vacation
during the extension period, the excess accrual days shall be
forfeited. Should a department head, as a result of emergency
needs of the County, be unable to schedule the excess accrua1~
vacation days off during the extension period, the employee shall
be paid for the excess accrual of vacation days following the
end of the extension period.
10.05 Vacation Payout. Upon termination, an employee with mare
than six ~6) months of service shall be compensated for all unused
vacation accrual and entitlement.
10.06 Vacation Scheduling. Vacations shall be scheduled at the
request of the employee and with the approval of the department.
A departmental vacation schedule shall be arranged with time
preference given to employees an the basis of seniority.
11.00 SICK LEAVE
11.01 Sick Leave Accrual. Employees shall earn sick leave with
pay at a rate of .4675 days per biweekly pay period (12~days
per year}. Sick leave may be accumulated without limit during
a period of continuous employment.
11.02 Sick Leave Eligibility. Extra-help employees shall, not
earn sick leave.
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11.03 Uses of Sick Leave. Sick leave shall be granted only. for
the following:. .
a. The employee`s illness or disability;
b. The employee's routine medical or dental appointments;
c. Critical illness in the family.
Whenever a regular employee believes it necessary to be absent
from duty because of the critical illness of an immediate family
member, the employee may request permission of the appointing
authority to be absent for not more than three (3} consecutive
working days, or cumulative forty (40} hours per calendar year,
with pay. Critical illness shall be defined as any illness
requiring the attention of a licensed medical practitioner. Such
Mime off shall be .charged against sick leave.
11.04 Re orting Re uirement. except in emergency, in order to
receive sick leave compensation while absent, the employee shall
notify the appointing authority prior to,ar within four (4} hours
after the time set for the beginning of the employee's work shift.
11.05 Medical Reports. The employee shall, upon request, file
a physician's certificate with the appointing authority stating
the cause of the absence and the employee's physical ability to
return to work. In general, the employer shall notify employees
at the time they are reporting their absence due to illness that
a doctor's certificate. will be required. Exceptions can be made
', in cases of suspected sick leave abuse.
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1 11.06 Payment of Sick Leave. Sick leave time shall be charged
2 to the employee's accrual and paid at the employee's current rate
~ of pay. Employees who. exhaust sick leave with pay may request
¢ to use any accrued vacation ar compensatory time off.
5 11.07. Sick Leave Buy-Back Option. Upon retirement or termination
g in good standing an employee who has on accrual more than thirty
7 (30} work days of sick leave may be compensated for that portion
g over thirty {30) work days at one-half (1/2} the normal rate of
g pay for the employee u~p to a maximum of two-thousand dollars ($2,00
lp 72.00 LEAVES OF ABSENCE
~~ 12.01 Bereavement Leave. Whenever a regular-employee believes
~2 it is necessary to be absent from duty because of ,the death of a
~g member of the employee`s immediate family, the employee may request
~~ permission of the appointing authority to be absent for not more
~~ than three (3} working days with pay for each .occasion. Rny time
~g used in this manner shall not be charged to sick leave or vacation,
~~ but shall be documented and recorded as bereavement leave. For
lg purposes of this section, "immediate fiamily" means spouse; natural,
~g step or legal child. or parent; brother;. sister; grandchild;
2p grandparent; mother-in-law and father-in-law.
2~ In addition to the bereavement leave benefit set forth in Section
22 11.3 afi the Personnel Rules, a regular employee who believes it
23 necessary to be absent from duty beca-use of the death of a member
24 of the employee's immediate family who resided oui; of the State of
2g California, may have an additional two days of bereavement leave to
26 be charged to sick leave.
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12.04 Military Leave. Military leave shall be granted in
accordance with the provisions of state law. All employees
entitled to military leave shall give the appointing authority
an opportunity within the limits of such military regulations to
determine when such leave shall be taken and shall provide the
appointing authority with a copy of the military orders.
12.05 Maternity Leave. Employees shall be granted a leave of
absence for pregnancy not to exceed four calendar months upon
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presentation of proof of pregnancy. Leave shall not be granted
under this section until the employee has exhausted sick leave,
vacation and compensatory time off leave balances but may be
extended by mutual agreement of the employee and the County.. The
County may require reasonable proof of the employee's ability to
return to work.
12.06 Jury and Witness Leaves. Employees shall notify their
appointing authority immediately upon receiving notice of jury
duty or call as a witness. Regular employees who served on a
jury or are served with a subpoena which compels their presence
as a witness, unless they are a party to the court action ar an
expert witness, shall be granted a leave of .absence with pay. in
the amount of the difference between the employee's regular'
earnings and the amount received for such appearances. Employees
called for such court appearance may retain the court paid mileage
fees provided they did not use a County vehicle or claim County
mileage for such .appearance. Ifi called to jury or witness service.
a regular employee may elect ta:
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~, a. Receive the jury or witness fee and a'!so fu11
2 salary payments chargeable to yacatior or compensatory
time.
4 6. Receive the jury or witness fee and authorize the
5 County Auditor to deduct the fees, from their salary or
6 wages and receive the paid leave.
7 Regular employees called to ,fury duty or as a witness during;
g normal working hours are in each instance required to collect
g fees for SUCK service to the extent authorized by the court and
10 to advise their appointing authority.
11 73.00 HOLIDAYS
12 13.01 Holidays Defined. The fallowing shall be celebrated as
13 paid holidays:
14 1) flew Year's Day January 1
15 2} Martin Luther King Birthday Third, Monday in January.'
16 3} .Washington's Birthday Third Monday in February
17 4} .Memorial.Day Last Monday in May .
lg 5) Independence Day July 4
19 ~} Labor Day First Monday in September
20 7) Admission Day September 9
2I 8) Veterans' Day ~ ~Iavember ll
22 9} Thanksgiving Day Designated Thursday in Plovemb
2g 10) 'Post-Thanksgiving Day Friday following Thanksgiving Da
24 11) Christmas Day December 25
2g 12) Fvery day appointed by the President or Governor far a public
2g fast, thanksgiving or holiday.
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When a designated holiday fails on Sunday, the following Monday shall
be observed. When a designated holiday falls on a Saturday, the
preceding Friday shall be observed. ,
Each regular employee in a compensated employment status on the
assigned work day immediately preceding and the assigned work day
immediately following the employee's birthday, shall be entitled to
a birthday holiday. An appointing authority may require an employee
to provide fourteen (14) days notice in advance of the birthday
holiday. Birthday holidays shall be considered as a designated
holiday pursuant to Section 13.5 of the Personnel Rules.
1z 13.02 Eli ibility for Holida Pa Each regular employee in a
32 compensated employment status on the assigned work day immediately
~g preceding and the assigned work day immediately following a designat d
14 holiday shall be entitled to compensation for the designated holiday.
15 Extra-help employees shall not be entitled to paid holidays or
16 compensated time off for holidays worked.
17 13.03 Holiday Com ensation. Regular emp:loyees required to work on:
ig a designated holiday or whose regular scheduled day off falls an a
19 designated holiday shall at the discretion of the appointing authori y
20 be entitled to equivalent compensated time off scheduled either the
2I day preceding the designated holiday or within sixty (60) days
22 fallowing the designated holiday.
2g 14.00 SALARIES
24 Current salaries shall remain in effect through August 10, 1984. A
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salary increase of 5% shall be effective August 11, 1984 as shown in
Appendix A. Special adjustment shall be effective January 72, 7985
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as shown in Appendix S.
15.00 PREMIUM CONDITIONS AND SPECIAL PRACTICES
75.01 Bilingual Pay Differential. I~hen it has been determined
that an employee's use of bilingual language skills or specialized
communication skills are essential and critical for the successful
performance of job duties, a bilingual differential shall be paid
at a rate of $1.30 per day ($28.17) pEr month) of compensated servic
15.02 Shift Differential Pay. A regular employee who is required
as part of a normal work schedule to work a majority of the shift
between the hours of 5-:00 p.m. and 7:00 a.m. shall receive, in
.addition to regular pay, $2.40 for each shift worked as shift.
differential compensation. Employees shall-not be entitled to,
shift differential compensation while on sick leave, vacation or
other paid leaves. The reassignment by the appointing authority of
an employee from a shift covered by differential pay to a shift not
covered by differential pay shall not be considered as a demotion
or loss of pay and shall not be subject to the grievance or appeal
process.
15.03 Standb Pay.
a. Status
Each employee in the unit of representation shall be
entitled to recyeive $18.00 for each 8-hour standby shift,
or portion .thereof as ordered and authorized by an appointing
authority. A standby shift is. defined as any eight t8)
hour shift following the employee's normal assigned shift.
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12.02 Industrial Disability Leave With Pay. Each regular employe
not covered by Labor Code Section 4850,, shall be granted an
industrial disability leave in accordance ,with the following rules:
a. Employees shall be required to use any accrued
leave benefits in order to receive paid leave.
b. Employees' earnings will be adjusted to the differentia
between amount paid and any industrial disability benefits
received during the period of paid leave.
c. Employees shall have leave benefits reinstated ire
the equivalent value of the disability benefits.'
d. During the period of the paid industrial disability
leave, employees will continue tv accrue full benefits
for vacation,,sick leave and holidays. Benefits for
retirement and social security will be accrued on the
. salary differential representing the adjusted leave
benefits.
12.03 Industrial-Disability Leave Without Pay. Each regular
employee who is injured or contracts an industrial illness on duty
shall be granted an unpaid disability leave by the Personnel
Director from the time,accr.ued leave benefits are exhausted until
the~empioyee,is released to return to work or the employee is.
declared permanent and stationary or a compromise and release is
signed, whichever occurs first. Employees shall accrue~no benefit
while in this status except as provided by the Personnel Rules.
The Personnel Director shall notify the appointing authority of
such leave.
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b. Response Time
Employees placed on standby status shall keep the appointing
authority or designee advised of their location during the
standby shift and, shall respond to duty within two (2.)
hours from the~time of notification. Irlhen an appointing
authority determines it is in the interest of the County
to provide electronic paging devices for standby workers,
the appointing authority shall provide and maintain such
devices and instruct workers in proper use.
Employees on standby status shall not be eligible fior
shift differential pay as specified under Section 15.02
or for callback pay as specified .under 15.04. Employees
returning to duty from standby shall be eligible for
overtime as specified in Section 9.00.
c. exemption ~.
Employees who would face a hardship in serving standby
because of the need to care far small children may request
exemption from standby duty. Employees so requesting must
have arrangements for alternative .coverage. Approval shall
be in the sole discretion of the department head or his/her
designee. .
75.04 Callback. An employee who is required to return to work
on an overtime basis shall receive a minimum credit for two hours
worked and be entitled to receive mileage reimbursement pursuant
to Section 78.01.
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15.05 Temporarr~Assignment in Migher Paid Classification.
ldhenever an .employee ,is assigned in writing by their supervisor
or acting supervisor to work in a higher classification and,
therefore, performs substantially all of the duties of the higher
classification far a period of mare than tvrelve (12} cumulative
working days in a fiscal year, the :employee, shall be entitled to
be compensated with an additional five percent (5I} over his/her
current rate of pay beginning with the thirteenth (13th} day of
assignment.
16.00 INSURANCE PROGRAMS
16.01 Active Employee Wealth and Dental P7 a.n__.Eli~ibility.
A11 regular employees assigned to a one-hal-f (1/2} time or more
position and the employee's dependents shall be entitled to
participate in the County-sponsored group health insurance program
Eligible employees enrolling in the program within thirty (30}
days following their appointment w.il,l be insured .subject to 'the
contract limitation with the insurance carrier. Employees
enrolling after the thirty (30) day en.ro1lment period will be
approved only upon evidence of insurability.
Regular employees assigned less than one-half (1/2} time and
extra-help employees shall not be eligible for participation in
the health insurance program.
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Employees enrolled in the County health insurance plan shall be
subject to the provisions of Section 13.9 HEALTH INSURANCE of
the Personnel Rules, with the following exception:
Premium. The County shall contribute the following
amounts to the employee monthly health insurance
.Premium.
Total County Employee
Status Premium Share Share
Employee Only $ 82.94 $ 74.65 $ 8.29
Employee + One
.Dependent ~ 176.25 158.62 17.63
Employee + Two
or More Dep. 249.69 224.72 24.97
Should the employee health insurance premium increase
effective December 1, 1984, the County sha11 pay the
premium increase up to the following limits:
Employee Only - $10.00
Employee + One
Dependent. - 21.00
Emp1oye~ + Two
or More Dep. - 30.00
The Association shall have a representative,on the health insurance
review committee.
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16.03 Retired Employee Opt-ions. Employees who retire under the
provisions of the County's retirement contract with the Public
Employees' Retirement System (PERS) may continue to insure
themselves and their insured dependents for the basic health; and
catastrophic insurance by advising the Personnel Director and
advancing the full premium for insurance coverage in a manner
prescribed by the Personnel Director. ,
Employees with ten (10) years of continuous service with Butte
County who, upon termination, immediately retire under the
provisions of the County's contract with the Public Employees'
Retirement System shall be eligible far pre-paid basic health and
catastrophic insurance coverage for themselves (employees only)
to age 65. PERS members subject to this Memorandum of Understandi
shall be entitled to twelve (12) months of pre-paid insurance
premiums immediately following retirement. In addition,
miscellaneous. members are permitted as an option to the sick leave
buy--back plan specified in Section 11.07 of this Memorandum, to
receive one (1} month of pre-paid insurance, premiums for each day
of sicfc leave on accrual at the day of retirement. Employees
selecting a post-retirement insurance plan shall file notice with
the Personnel Director thirty (30} days before the effective
retirement date in a manner and form prescribed by the Personnel
Director. `
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16.04 Unemployment Insurance. County employees sha11 be covered
by unemployment insurance pursuant to state law. The purpose of
this coverage is to provide benefits tv former employees who are
no longer employed through no fault of their awn. Employees who
terminate from County employment shall complete termination forms
and procedures as required by the personnel Department.
17.00 RETIREMEPJT PLAN
17.01 Regular employees holding County employment shall be member
of the Public Employees' Retirement System as provided by law
and the terms of the contract in effect between the County and
the Public Employees' Retirement System. Hourly-rated extra-help
employees shall not be eligible for retirement benefits.
17.02 Retirement Contribution. The County will continue payment,
of the employee contribution tv the Public Employees' Retirement
System for the term of this agreement.
18.00 cauNT~ REIMBURSEMENT
18.01 Ex enses for Mileage. Any officer or employee who has
received authorization to use a privately-owned vehicle for County
business shall be reimbursed at a rate of twenty--five (25~) cents
for each mile driven on County business during the month. Any
officer or employee, who during the month is authorized and provide
a privately-awned vehicle for County use in excess of five (5)
working days during the .month, shall receive twenty-five ($25.00)
dollars for the first one hundred (100) mires, or portion thereof,
traveled on County business. Such officers and employees shall
receive; in addition, after the first one-hundred (100) piles per
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month, twenty-five cents (25~} a mile for all- other miles traveled
on County business. during the month.
The County shall provide a pickup truck for the use of employees
at the Welfare department who believe that travel to an applicant`s
or recipient`s home may result in damage to their personal vehicle
due to poor road conditions.
18.02 Professional License Fees. Within the limits of $2800,
the employees in the following classifications (upon the approval
of the appointing authority} shall be eligible to be reimbursed
up to 100% of the professional license or certificate fees requirec
as a prerequisite to their position: "
- Clinic Nurse
- Correctional Facilities Nurse
- Housing Inspector
- Mental Health Nurse
- Mental Health Nursing Care Specialist
- Mental Health Technician
- Occupational Therapist
- Physical. Therapist
- Public Health Microlaiologist
- Public Health Nurse
- Sanitarian I
- Sanitarian II
- Sanitarian III
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19.00 WELFARE STAFFING
The County shall fill any funded case-carrying Eligibility Worker
vacant position within twenty-five"(25) calendar days. The County
reserves the right to defend any such position following an
administrative review but shall not temporarily defend any position
far the purpose of negating this section.
20.00 DISCIPLINARY ACTION
20.01. Right to Representation. The County shall advise the
employee of his/her right to be represented by the Rssociation or
other representative of his/her choosing at.any meeting in which
disciplinary action is to be imposed or at which disciplinary
action might reasonably be expected to be imposed. if the
employee elects to have representation present, and none is
immediately available,-the meeting will be postponed for up to~
twenty-four (24) hours not including Saturdays, Sundays or
holidays, in order'ta permit the employee to obtain representation..
~dothing herein shall be construed to preclude the department. and
the employee, after due consideration of the facts and circumstance
of the department's allegations, from abandoning or modifying the
proposed disciplinary action by mutual consent.
20.02 Notice to llnion. The County Personnel Director will, upon
receiving a notice. of disciplinary action for discharge, demotion.
or suspens-ion of an employee within the unit, immediately notify
the Association. Failure of the Personnel Director to immediately
notify the Association shall not affect the appointing authority's
notice of discharge to the employee.
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20.03 Rppeai a.f Disciplinary Action. Employees .covered by this
P+Iemorandum of Understanding may appeal disciplinary action under
Section 9:7 et seq. of the Personnel Rules.
21.00 GRIEVANCE PROCEDURE
21.01 Intent. An employee {or employees} shall have the right
to present a grievance pursuant to-this procedure. The employee
(or employees} may be represented by the' Associat~ron or an
individual of his/her choice in the formal steps of this pracedure.i
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Employees wha present a grievance shall not suffer reprisal or
other punitive action by the County or the Association because
of the exercise of the right to present or appeal a grievance.
An employee (or employees} wha has a grievance shall be given
reasonable time off without ions of pay or benefits to present
the grievance to County management pursuant to this procedure.
21.02 Definition and~Sco e of a Grievance.
a. A grievance may be filed by an employee, a group of
employees or, under circumstances described in Section 21.06
of this section, by the Association, of a management
interpretation ar application of this P7emorandum of
Understanding, or if a Saw, ordinance, resolution,
regulation or rule adversely affects the employee's
wages, hours or conditions of employment.
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b. 5pecifica11y excluded from the grievance procedure:
are subjects involving the amendment of a state or federal
law; Board of Supervisors' resolution,. ordinance or minute
order; dismissals, demotions, suspensions, discriminatory
acts; and other matters which have other means of appeal.
27.03 Grievance Procedure Steps. The grievance procedure shall
consist of the following steps, each of which must be completed
prior to any request for further consideration of the matter.
Further, County management is required at all formal levels of
the grievance procedure to consult with the .Personnel Director,
or his/her designee, concerning the relationship of the grievance
to federal, state or County Taw, resolution or minute order or
Memorandum of Understanding to the employee's wages, hours or
conditions of employment. The Personnel Director shall also
provide advice as to the effect of any proposed grievance settlement
on other County departments. No grievance resolution shall be
final until this consultation step has been completed. Tim e
~7imits set forth herein are not waived pending consultation with
the Personnel Director or his/her designee.
STEP 1. Immediate Supervisor. If the employee believes that there
is a grievance which involves the employee, he/she may request
an informal meeting: with the immediate supervisor within twelve
(.12} days of the occurrence, or the employee's knowledge of the
occurrence, which gives .rise to the grievance. The immediate
supervisor shall meet with the employee within seven (7) days after
the employee's request and discuss the grievance in an effort to
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clarify the issue and to cooperatively work towards a settlement.
The immediate supervisory shall verbally present a decision to
the employee within seven (7) days from the time of the informal
discussion.
STEP 2. Second-level Management Representative. (This step is
optional and may be omitted from the procedure in a department
or a division thereof by the appointing authority. The County
shall provide the Association with a written list of those
departments which will utilize this step.) If the grievance is
not settled by Step 1, it may be formally submitted to the second-
ievel management representative designated by the appointing
~autho~rity. The grievance shall be submitted within seven (7) '
days after receipt of the decision at Step 1 and shall be submitted
formally in writing stating the nature of the grievance and the
suggested solution. Within seven (7) days after receiving the
written grievance, the second-level management representative shall
meet with the employee. Within seven {7) days thereafter a written
decision shall be delivered to the employee.
STEP 3. Appointing Authority. If the grievance is not settled
under Step 1 ar the Step 2 option, it may be formally submitted
to the appointing authority. The grievance sha11 be submitted
within seven (7) days after receipt of the written decision from
Step 2 ar the verbal:decision of Step 1, whichever applies. ~•Jithin
seven {7) days after receipt of the written grievance, the
appointing authority or designated representative sha11 meet ~~ith
'the employee. Wit~iin seven (7) days thereafter, a written decision
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shall be delivered to the employee.
STEP 4. Arbitr.at~i~on. If the parties are unable to reach a
mutually satisfactory resolution of the grievance as a resuli:
of discussions at Steps i through 3, or if there is a dispute
as to whether or not the grievance meets the definition of
grievance under Section 21.02 hereof, the issue shall be submitted
to an impartial arbitrator who shall be designated by mutual ~
agreement of grievant and his/her representative and the Personnel'
Director.
1. Should the grievant and his/her representative and the
Personnel Director fail to reach agreement on selection of the
arbitrator within fifteen {i5) days, they shall jointly request
a list of five (5} qualified arbitrators from the California
State Mediation and Conciliation Service. If mutual selection
cannot be made from the list received within five (5} days, the
parties shall select the arbitrator by alternately striking names
until only one name remains; that person sh~aTl serve as the
arbitrator. The party which strikes the first name from the list
of arbitrators shall be determined by a toss of a coin.
2. The grievant and his/her representative shall invoke the
arbitration step within five {5} days of receipt of a decision at
Step 3 of this procedure.
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3. In Gases in which the Association is not representing the '
grievant, or the Association declines to carry a case to the
arbitration step, the fees and expenses. of arbitration shall be
shared by the County and-the employee. Each party, however, shall
bear the cost of its presentation including preparation and post--
hearing briefs, if any, .provided that witnesses necessary to the
'~ presentation of the employee's Gase shall be granted necessary
time off without loss of pay or benefits to appear at th.e
arbitration hearing.
4. Decisions of arbitrators on matters properly before them
shall be f~na7 and binding on the parties hereto to the extent
permitted by law.
5. ~[o arbitrator sha17 entertain, hear, decide, or make
recommendations on any dispute unless such dispute involves a
position in the unit represented by the Rssociation and unless
such dispute fa71s within the definition of a grievance as set
forth in Section 21.02 and is consistent with all provisions herein
6. Proposals to add to or change the Memorandum of Understanding
or written agreements or addenda supplementary thereto shall not
be arbitrable and rio proposal to modify, amend or terminate 'this
Memorandum. of Understanding, nor any matter or subject arising out
of or in connection with such proposal, may be referred to
arbitration under this section.
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7. No arbitrator shall have the power to amend or modify this
Memorandum of Understanding ar a law, ordinance, resolution,°
regulation or rule which is within the authority of the Board: of
Supervisors or other legislative body. or to establish any new
terms or conditions of employment. The arbitrator's decision shall
be limited only to ,t he application and .interpretation of the
existing rule in the matter referred for consideration.
2l.Oq- Consistent Awards. loo settlement or award sha17 be made
under the grievance procedure which is inconsistent with the terms
and conditions of this Pemorandum of Understanding or any other
County law, ordinance, resolution, regulation or rule.
21.05 Administration of the Grievance Procedure.
1. As used herein, a "formally submitted grievance"
shall include a concise description of the problem; the
. section or sections of the Memorandum, law, ordinance,
resolution, regulation or rule alleged to have been
violated; the proposed remedy; the date of the grievance;
the date the grievance was filed and the signature(s) of
the person or persons filing the grievance.
2. 1f an employee does not present the grievance, or
does not appeal the decision rendered regarding the .
grievance within the time limits,. the grievance shall be
considered resolved.
3. If a County representative does not render a decision to
the employee within the time limits, the employee may, 4rithii
seven (7') days thereafter, appeal to the next step in the
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procedure.
4. Tf in the judgment of a management representative,
the management representative does not have the authority
to resolve the grievance, the grievance may be referred
to the next step of the procedure.
5. By agreement in writing, the parties may extend any
or a1T of the time limits of the grievance,pracedure.
6. A copy of ail formal grievance decisions sha11 be
forwarded to the grievant, the Personnel Director and
the Association.
7. After consultation with the Association, the Personnel
Director may temporarily suspend or .consolidate grievance
processing on a section-wide basis in an emergency situation.
Emergencies shall be defined as natural or civil disaster
or overburdening of the grievance. procedure by submission
of multiple grievances filed as a'job action tactic.
The Association may appeal the suspension ar consolidation
action of the Personnel Director at the arbitration step
of the grievance procedure.- 7n the event of such appeal,
the County and the Association agree to jointly request a
list of arbitrators from the State NEediation and Conciliation
Service within two (2) working day s. of the Personnel
Director's action and to select an arbitrator within five
(5} calendar days of receipt of the Tist. The party which
loses the appear of the Personnel Director's action under
this section shall pay the fu11 cost of the arbitrator.
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21.06 Association's Standing to Grieve. .The Association shall
have standing to grieve as follows:
a. On all matters relating to Association rights or
prerogatives or on matters re1atincd to the Association's
business relationship with the County.
b. On behalf of former County employees regarding their
termination rights and benefits.
c. Where the~Rssociation determines that there is a
substantial non-compliance with an otherwise grievable
term or condition of employment, vrhere no specific employee
is directly affected by an interpretation or application
of the County effecting otherwise grievable terms and
conditions of employment.
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22.01 Safe Working Conditions. When an employee has reason to
believe a work assignment is in an unsafe work area or involves
unsafe equipment, the employee shall report the problem to the
immediate supervisor and may refuse to work in the area or use
the equipment until it has been inspected by the supervisor.
Should the supervisor, after such inspection, order the employee
to work, the employee shall do so unless the employee believes,
within reason, the work environment~to be unsafe. zn such
instance, the employee may request the department head or
assistant department head to inspect th:e w6rk area. The employee
will be assigned other work until the inspection is made. The
decision cif the department head is final. Nothing herein shall
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be deemed to waive the employee's rights .under CRL-05HA.
22.02 Safety Study Committee. During this agreement year, a study
committee consisting of County management and up to five .unit
representatives shall be established to review the need and, if
indicated, to make recommendations for the formation of a County
safety program.
23.00 TRANSFER AND PROP90TIOPIAL OPPORTUNITY
23.01 Transfer Preference. When filling regular positions, an
appointing authority shall consider lateral transfer requests from
employees in the same class as the vacancy. An appointing authority
shall, before filling the position, interview the transfer
applicants on file with the department in a number at least equal
to the number of applicants certified on an-open eligibility 1i-st
for the position.
23.02 Promotional Interviews. When an appointing authority receive
a certified list of eligibles from the Personnel Director to fill
a regular-help position by promotion, the appointing authority shall
'interview each of the eligibles on the list that is available and
interested in the position before making a final selection for~the
position.
2.00 BENCHMARK SURVEY
The County shall annually provide the Association with a copy of the
benchmark salary survey.
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25.00 INCENTIVE PLAN COMMITTEE
The County and Association shall each appoint two members to a
committee to investigate the issue of employee incentive plans.
The committee shall prepare a report prior to commencement of
negotiations for the period beginning July 1, 1985.
26.00 FULL AGREEMENT
This Memorandum of Understanding contains all the covenants,
stipulations, and provisions agreed by the parties. It is
understood that all items relating to employee wages, hours
and other terms and conditions of employment not covered by this
Memorandum of Understanding shall remain the same for the term
of this Memorandum of Understanding. Therefore, except by mutual
agreement of the parties or as specifically provided otherwise
herein, for the life. of this Memorandum of Understanding neither
party shall be compelled to bargain with the other concerning.
any .mandatory bargaining issue whether ar not the issue was
specifically bargained prior to the execution of this Memorandum
of Understanding.
27.00 ENACTMENT
This Memorandum of Understanding shall become effective when
ratified by the Association's membership and adapted by resolutior
of the Butte County Board of Supervisors. Upon such adoption,
.the provisions of this Memorandum shall supersede and control
over conflicting or inconsistent County ordinances, resolutions
or rules.
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28.00 SAVINGS CLAUSE
If any provision of this Memorandum shall be head invalid by
operation of law ar by any court of competent jurisdiction, ar
if compliance with or enforcement of any provision sha11 be
restrained by any tribunal, the remainder of this Memorandum
of Understanding shall not be affected thereby, and the parties
sha11 enter into negotiations for the sole purpose of arriving
at a~mutually satisfactory replacement for such provision ar ,
provisions.
29.00 PEACEFUL PERFORMANCE
The parties to this Memorandum of Understanding recognize and
acknowledge that the services performed by County employees
covered by this agreement are essential to the public health,
safety and general welfare:.o=F the residents of the. County of Butte.
The Association agrees that under na circumstances will the
Association recommend, encourage, cause or permit its members to
initiate, participate in, nor wii7 any member of the bargaining
unit take part in any strike, sitdown,.stay-in, sick-out, refusal
to work overtime, slow-down or picketing. (herein collectively.
referred to as a work stoppage), in any office or department of
the County, nor to curtail any work or restrict any production,
or interfere with •any operation of the County. In the even t: of
any such work stoppage by any member of the bargaining unit, the
County shall not be required to negotiate on the merits of any
dispute which may have given rise to such work stoppage until the
work stoppage has ceased. In the event of any work stoppage durinc
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the term of this Memorandum of Understanding., whether by the
Association or by .any member of the bargaining unit, the Associatic
by its officers, shall immediately declare in writing and publicizE
that such work stoppage is illegal and unauthorized and further
direct its members in writing to cease said conduct and resume
work. Copies of such written notice sha11 be served upon the
County. If in the, event of any work stoppage, the Association
promptly and in good faith performs the~obiigations of this
paragraph, and providing that the Association has not otherwise
authorized, permitted or encouraged such work stoppage, the
Association sha11 not be liable for damages caused by the violatioi
of this provision; however, the County shall have the right
to discipline, to include discharge, any employee who instigates,
participates in, or gives leadership to, any work stoppage
activity, herein prohibited, and the County shall also have the
right to seek full legal redress including damages against the
employees. The County shall engage in no lock out of employees
covered by this Memorandum far the term of this hemorandum of
Understanding.
30.00 TERM OF MEMORAfVDUM
This Memorandum of Understanding shall become effective upon the
approval of the Board of Supervisors and the Association and
shall remain in full force and effect to and including
June 30, 1985. The Association shall submit its requests on
matters within the scope of representation by March 1, 1985. The:
County and Association will begin the meet and confer process by
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March 15, 1985.
Si gned. and entered, into thi s 22nd
,~
day of June 1984.
Bl1TTE LINTY P EE ASSN.
~f
ASSOCIATION RATIFICATION
;Ratified by the Butte County Employees' Association on this 29th
'.day of June 7 984. .
. u J^
...6/29/84 ~~~ ~ ~~
_.._ ._ _
.Date _ RICHARD BRAZIL, Pr sident
Butte County Employees' Assn.
'COUNTY RATIFICATION
Ratified by the Butte County Board of Supervisors this 3ra
day of July _ ___ _, 1984. Resolution No. s4-~~3 .
Date
~A7TEST:
MARTIN J. NICHOLS, Clerk of the
Board of Supervisors
-40~
. ~ ,~ ,
AL SARACENI, Chair of the
Butte.County Board of Supervisor
is
APPENDIX A ~-
BUTTE COUNTY GENERAL UNIT
(Rates to be effective August 11, 1984}
Salary Class
Biweekly Rates Ranc~e_ Code
Classification Title
434 - 529 9.5 2232
691 - 840 19.0 1111
761 - 925 21.0 1112
554 - 674 14.5 2235
503 - 612 12.5 2237
554 - 674 74.5 7111
674 - 878 18.5 7172
743 - 902 20.5 7173
517 - 627 13.0 77 23
674 - 878 i$.5 3791
554 - 674 74.5 ,1342
658 - 799 78.0 1345
743 - 902 20.5 7346
818 - - 996 22.5 1347
479 - 582 11.5 2371
503 - 67 2 12.5 2211
597 - 840 7.9.0 1121
Z87 - 949 2'7 .5 17 22
468 - 568 77.0 4710
517 - 627 13.0 4771
599 - 725 16.0 4712
558 - 799 78.0 4713
468 - 568 77.0 4231
599 - 725 16.0 4232
658 - 799 18.0 4235
627 - 767 17.0 3727
725 - 881 20.0 3722
781 - 949 2i.5 3723
787 - 949 21.5 3724
568 - 691 75.0 3343
376 - 456 6:;~~ 2331
417 - 503 ~ 8 , 5= 2332
456 - 554 10.5 2333
674 - 818 18.5 6641
403 - 493 ~g~0 6911
493 - 599 12.0 5804
468 - 568 71.0 4442
743 - 902 20.5 6654
434 - 529 9.5 2637
479 - 582 71.5 2632
517 - 627 13.0 2646
456 - 554 70.5 3342
468 - 568 77.0 8521
577 - 627 13.0 8522
568 - 691 15.0 8523
582 - 709 15.5 7624
674 - 818 15.5 7622
Account Clerk
Accountant I
Accountant II
Accounting Technician
Accounts and Revenue Clerk
Agricultural Biologist I
Agri cul tura1 Bi o1 ogis t I I
Agricultural Biologist III
Agricultural Pest Control Worker
Air Pollution Control Specialist
Appraisal Technician
Appraiser I
Appraiser II
Appraiser III
Assessment Clerk
Assistant Collector
Auditor-Appraiser I
Auditor-Appraiser II
Bridge Paintenance Aide
Bridge Maintenance Worker I
Bridge Maintenance Worker II
Bridge Maintenance Worker III
Building Crafts Aide
Building Crafts Worker I
Building Crafts Worker II
Building Inspector I
Building Inspector iI
Building Inspector iII
Building Plan Checker
Cadastral Drafting Technician
Clerk I
C1 erk I I
Clerk III
Clinic Nurse
Community Health Aide
Community Services Officer
Coo k
Correctional Facilities Nurse
Deputy Court Clerk I
Deputy Court Clerk II
Dispatcher-Clerk
Drafting Aide
Eligibility Worker I
Eligibility Worker II
Eligibility Worker III
Employment and Training Services
Specialist I
Employment and Training Services
Specialist II
General Unit ( Con`~.__. aed )
Page 2 of 3
Salary Class
Biweekly Rates Ranc~e_ Code Classification Title
517 - 627 13.0 3322 Engineering Aide I
599 - 725 16.0 3324 Engineering Aide TI
691 - 840 19.0 3326 Engineering Technician I
799 - 972 22,0 3328 Engineering Technician TI
517 - 627 13.0 2374 Family Support Specialist
468 - 5.68 11.0 4523 Grounds Worker
403 - 4.93 8.0 6927 Health Care Aide
456 - 5.54 T0.5 6923 Health Care Worker
542 - 6.58 14.0 6951 Health Counselor Aide
599 - 725 16.0 6426 Health Education Assistant I
658 - 7.99 18.0 6427 Health Education Assistant IT
642 - 7$1 17.5 4353 Heavy Equipment Mechanic
403 - 4.93 8.0 8532 Homemaker
818 - 9.96. 22.5 6264 Housing Inspector
725 - 881 20.0 1116 Internal Auditor I
799 - 972 22.Q 7117 Internal Auditor II
434 - 529 9.5 4224 Janitor
529 - 642 13.5 5143 Juvenile Hall Counselor
434 - 529 9.5 2463 Key Entry Operator
479 - 582 11.5 2564 Legal Filing Clerk
503 - 6:12 12.5 2565 Legal Stenographer Clerk
612 - 743 16.5 7557 Librarian I
434 - - 529 9.5 2341 Library Assistant I
493 - 599 12.0 2342 Library Assistant II
554 - 674 14.5 2343 Library Assistant TIT
599 - 725 16.0 6953 Mental Health Counselor
743 - 902 20.5 6634 Mental Health Nurse
599 - 725 ~ 16.0 6626 Mental Health Nursing Care Specialist
799 - 9:72 22.0 6931 Mental Health Social Worker
542 - 6'S$ 14.0 6623 Mental Health Technician
456 - 554 10.5 2457 Microfilm Equipment Operator
725 - 8.81 20.0 6334 Occupational Therapist
434 - 529 9.5 2451 Offset Duplicating Machine Operator I
503 - 6.12 12.5 2452 Offset Duplicating Machine Operator II
725 - 887 20.0 6336 Physical Therapist
627 - 76l 17.0 3519 Planning Technician
627 - 761 17.0 5663 Probation Officer I
725 - 881 20.0 5664 Probation Officer TI
403 - X93 8.0 6522 Public Health Laboratory Aide
468 - 568 11.0 6524 Public Health Laboratory Technician
761 - 9.25 21.0 6326 Public Health Microbiologist
743 - 9:02 20.5 6643 Public Health Nurse
799 - - 972 22.0 6645 Public Health Nurse Practitioner
554 - 674 14.5 2254 Purchasing and Civil Disaster Assistant
599 - 725 16.0 5742 Records and Identification Technician
468 - 568 11.0 4753 Road Maintenance Aide
517 - 627 13.0 4754 Road Maintenance Worker I
568 - 691 15.0 4755 Road Maintenance ldorker IT
627 - 761 17.0 4756 Road Maintenance Worker ITI
658 - 799 18.0 4757 Road Maintenance I~lorker IV
General tlni t ( Cor. ,_.. Hued )
Page 3 of 3
Salary Class
Biweekly Rates Range Code Classification Title
674 - 8:18 18.5 6258 Sanitarian I
761 - - 925 21.0 6256 Sanitarian II
818 - 996 22.5 6254 Sanitarian III
479 - 582 17.5 2233 Senior Account Clerk
743 - 902 20.5 3792 Senior Air Pollution Control Specialist
627 - 761 17.0 3344 Senior Cadastral Drafting Technician
503 - 6.12 12.5 4447 Senior Cook
493 - 599 12.0 4524 Senior Grounds Worker
493 - 599 12.0 6925 Senior Health Care Worker
691 - 840 19.0 4355 Senior Heavy Equipment Mechanic
479 - - 582 17 .5 4227 Senior ~7ani for
658 - 799 18.0 6954 Senior Mental Health Counselor
503 - 6i2 12.5 2544 Senior Stenographer Clerk
599 - 725 16.0 8547 5ociai Worker I
658 - 799 18.0 8542 Social Worker II
725 - 887 20.0 8543 Social Worker III
434 - 529 9.5 2545 Stenographer Clerk
456 - 554 10.5 2275 Stock Clerk
554 - 674 14.5 2278 ,Storekeeper
554 - 674 14.5 2624 Superior Court Calendar Clerk
503 - 612 12.5 2566 Superior Court Clerk I
554 - 674 14.5 2567 Superior Court Clerk II
517 - 627 13.0 4730 Traffic Control Painter Aide
568 - 697 15.0 4731 Traffic Control Painter I
627 - 767 17.0 4732 Traffic Control Painter II
658 - 799 18.0 4733 Traffic Control Painter III
691 - 840 19.0 3731 Transportation Systems Coordinator
554 - 674 14.5 7127 Trapper
542 - 658 14.0 4554 Tree Trimmer-Climber I
599 - 725 16.0 4555 Tree Trimmer-Climber II
376 - 456 6.5 2613 Typist Clerk i
417 - 503 8.5 2614 Typist Clerk II
456 - 554 10.5 2615 Typist Clerk III
517 - 627 13.0 4354 Vehicle Service Worker
517 - 627 13.0 2633 Warrant Clerk
517 - 627 13.0 7115 Weights and Measures Inspector Aide
554 - 6:74 14.5 7116 Weights and Measures Inspector I
674 - $i8 18.5 7117 Weights and Measures Inspector II
743 - 902 20.5 7178 Weights and Measures Inspector III
642 - 781 i7.5 4357 Welder-Mechanic
691 - - 840 19.0 3787 Zoning Investigator
APPENDIX B
BUTTE COUNTY GENERAL UNIT
Equity Pay Adjustments to be effective January 12, 1985
Salary C1 ass
Biweekl y__Ra~es Ran~e_ Code Classification Title
582 - 709 35.5 7111 Agricultural Biologist I
658 - 799 78.0 3721 Building Inspector I
761 - 925 21.0 3722 Building Inspector II
878 - 996 22.5 3723 Building Inspector III
87$ - 996 22.5 3724 Building Plan Checker
725 - 881 20.0 6641 Clinic Nurse
761 - 925 21.0 6654 Correctional Facilities Nurse
542 - 658 14.0 2646 Dispatcher-Clerk
658 - 799 1$.0 4353 Heavy Equipment Mechanic
599 - 725 16.0 5143 Juvenile Hall Counselor
767 - 925 21.0 6634 Mental Health Nurse
783 - 949 .21.5 6326 Public Health Microbiologist
767 - 925 21.0 6643_ Public Health Nurse
574 -- 818 18.5 4757 Road Maintenance Worker IV
542 - 658 74.0 2633 Warrant Clerk
582 - 709 75.5 7176 ldeights and Measures Inspector I
658 - 799 18.0 4357 Weider-Mechanic