HomeMy WebLinkAbout84-114w
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,' ~iesolufion No. s¢-114
RESOLUTION RATIFYING THE MEMORRNDUM OF UNDERSTANDING
FOR THE MANAGEMENT, CONFIDENTIRL AND SUPERVISORY UNIT
OF REPRESENTATION
WHEREAS, representatives of Butte County and the Butte
County MCS Unit have "met and conferred" on matters of wages,
hours and working conditions; and,
WHEREAS, the representatives have reached agreement on
a Memorandum of Understanding for the Management, Confidential
and Supervisory Unit of representation.
NOW, THEREFORE, BE iT RESOLVED, the Board of Supervisors
of the County of Butte hereby ratifies the attached Management,
Confidential and Supervisory Unit Memorandum of Understanding,
1984-85, between the County of Butte and Butte County MCS
Unit.
PASSED AND ADOPTED by the Butte County Board of Supervisors
th i s 3rd day of July , l 984 by the fol 7 owi ng
vote to be effective immediately upon passage:
AYES: Supervisors Dolan, ~'ul~on, Moseley, wheeler and Chairman Saraceni
NOES: None
ABSENT: None
NOT VOTING : None
AL SARACENI, Chair of the
Butte County Board of Supervisors
ATTEST:
MARTIN J. NICHOLS, Clerk of the
Board of Supervisors
BY ~ ~~~~
MANAGEMENT, CONFIDENTIAL AND SUPERVI50RY UNIT
MEMORRNDUM OF UNDERSTANDING
1984-85
. BETWEEN
THE COUNTY OF BUTTE .
AND
BUTTE COUNTY MCS UNIT
MEMORANDUM .O F.UNDERSTANDINr
BET~rE~N
COUNTY OF BUTTE
AND
MANAGEMENT, CONFIDENTIAL AND SUPERVISORY UNIT
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Pursuant to the provisions of.the Myers-Milias-Brawn Act,
Section 3500 et seq. of the California-Government Cade and
'i Chapter ll of the Butte County Personnel Rues and Regulations,
representatives of the County of Butte, hereinafter called "County"
and the Butte County Management, Confidential and Supervisory Unit,
hereinafter called "Unit", have "met and conferred" concerning
the subject of wages, hours and working conditions for employees
in the Management, Confidential and Supervisory Unit of
representation.
This Memorandum represents the good faith effort of both the
County and the Unit 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 until such
time as it is ratified by the Butte County Board of Supervisors
and the membership of the Unit. It is agreed as follows:
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1.01 MANAGEMENT RIGHTS.
The County reserves all rights with respect to matters of general
legislative and managerial policy including, among others, the
exclusive right to determine the mission of its constituent
departments, commissions. and boards; set standards of service;
determine the procedures and standards of selection for employment;
direct its employees; take disciplinary action; relieve its employe
of duties because of lack of work or for other legitimate reasons;
maintain efficiency of governmental operations; determine the
methods, means and personnel by which governmental operations are;
's
1 to be conducted; take all necessary actions to carry out its
2 mission in emergencies; and exercise complete control and
3 discretion over its organization and the technology of performing
4 its work. These rights shall be limited only as specified in~
5 this agreement.
6 1.02 RECOGNITION.
7 The county recognizes the Butte County Management, Confidential
8 and Supervisory Unit as the exclusive representative for employees
9 designated in the Management, Confidential and Supervisory Unit
10 of County employees pursuant to Section 3501b of the California
11 Government Code and the County Employer/Employee Relations Policy
12 set forth in Chapter 77 of the Butte County Personnel Rules. Such
13 designated classifications and positions are attached hereto as
14 Appendix "~."
15 1.03 UNIT SECURITY.
16 The Unit shall be provided payroll deduction for membership dues.
17 The Unit shall provide the County Auditor with a written authorizat
18 on a form approved by the County signed by the Unit member
19 authorizing the payroll deduction and setting forth the full amount
20 to be deducted each month. The County shall, through the Auditor's
21 Office, forward in a timely manner payroll deductions withheld .from
22 employees within the Unit. The Unit shall Immediately notify
23 the Auditor of any cancellation or changes .in the deduction
24 authorizations.
2S The County shall not be liable to the Unit, employees or any other
2B party by reason of this section, for the remittance ar payment of
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any sum other-than the actual deductions-made from the employee`s
paycheck. The Unit 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.
1.04 USF OF COUNTY FACILITIES RNQ RESOURCES..
~41ith the approval 6f the Chief Administrative Officer or other.
County authorized official, the Unit may use certain County
facilities, resources and supplies as long as the County is
reimbursed for the cost of any supplies or materials provided
to the Unit 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 Unit usage of County facilities, resources and supplies..
The Unit agrees to pay the County upon demand from the Auditor,
costs of such benefits or supplies received from the County,,
included but not limited to services of County-owned or leased
Xerox or other copying machines, print shop reproduction facilities
and central services purchases for expendib1e office supplies
for Unit use.
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The Unit shall be provided reasonable designated space on County
bulletin boards which does not interfere with the County's official
use of the bulletin board.
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I.OG ACCESS TO EMPLOYEES.
With prior notice to the facility manager, the Unit or its
officially designated representatives may have access to County
employees during off-duty time in the non-work areas of County
facilities for the purpose of Unit business.
1.07 INFORMATION TO U~lIT.
The County agrees to provide the Unit annually during the month
of January a complete updated listing of the name, classification
and department of assignment of all employees designated in ,the
Unit. The County also agrees to provide on a monthly basis the
name, classification, date of appointment and department assigned
of all new employees hired into the Unit. In the event of a
layoff in classes represented by the Unit, the Unit shall be
provided with a copy~of the resulting re-employment list(s~.
7.08 RECOGNITION.
The County sha11 give notice to the Unit of any new classification
proposed to be included in this Memorandum. Upon request, the
County shall have at least two meet and confer sessions with the
Unit for the purpose of negotiating wages for such classification.
4Jhen meeting and conferring pursuant to this section, the Unit's
representatives shall be limited to paid staff or one officer of
the Unit and one Unit representative designated by the Unit for
.each classification proposed to be added.
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1.09 UNIT REPRESENTATIVES.
The Unit shall be allowed to designate up to two (2) employees
within the Unit to serve as representatives to negotiate with
the County. The Unit shall provide the Personnel Director with
the name, classification and department assigned of each of the
negotiators.
Should any change or alternates be appointed after the original
list is established, the Unit shall advise the Personnel Director
immediately. Employees designated as Unit negotiators shall,
as authorized by the Personnel Director, be granted a reasonable
release time from scheduled duties without loss of pay to meet
with the County representatives during negotiations of matters
of wages, hours and conditions of employ-meet. The County shall
not be responsible for any travel, overtime or miscellaneous cost
resulting from the Unit exercising this right.
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2.Q1 '~10RK SCHEDULES.
The normal work schedule shall be 8:Oa a.m. to 5:00 p.m. each day
of the year except Saturdays, Sundays and holidays. The normal
work period shall be 80 hours per biweekly pay period far a fu17-
time employee. Except for callback and standby assignments,
departments which necessitate a different operational schedule
shall 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 (70) days in advance of the change
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in work schedule.
2.02 COMPEPdSATION.
Current salary rates shall remain in effect through August 10, T984.
Salaries shall be increased by 5l (five percent) effective
August 11, 1984, by multiplying the current salary-rates by 1.05
and rounding to -the nearest whole dollar. The resulting rates
are shown in Appendix A. Special equity .range adjustments shall
be effective January 12,-1985 as shown in Appendix B.
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2.03 TEMPDRARY.ASSIGPiMENT TO A HIGHER PAID CLASSIEICATI01~.
4F~henever an employee is assigned in writing by the department head
to work in a higher classification and, therefore, performs
substantially all of the duties of the higher classification for
!a period of more than twelve {12) cumulative working days in a
'fiscal year, the employee shall be entitled to be compensated with
an additional five percent {5%) over his/her current rate of pay
beginning with the thirteenth (13th) day of assignment.
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2.04 STANDBY PAY.
a. Status
Each employee in the Unit of representation shall. be
entitled to receive $T8.QQ far each eight-hour standby
shift, yr portion thereof, as ordered and authorized
by an appointing authority. A standby shift is defined
as any eight-hour shift following the employee`s normal
. assigned shift.
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.
4~hen 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 the proper use.
Employees on standby status shall .not be eligible for.
shift differential pay as specified under Section 12.17,
or for callback pay as specified under.Section 12.14(i} of
the Personnel Rules. .Non-exempt~emp1oyees returning to
duty from standby shall be eligible for overtime as
j specified in Section 12.14 of the Personnel Rules.
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2.05 BILINGUAL. PAY DIFFERENTIAL.
ldhen 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 the functions of
a County department, the employee shall receive a pay differential
of $1.30 per day ($28.17 per month) of compensated service. The
Personnel Director shall formulate policies and procedures for
administering the provisions of this section which will require
the written justification by the appointing authority, verificatior
of the employee's language or communication skill ability and
procedures for review of continued need on no less than an annual
basis.
2.06 ADMINISTRATIVE LEAVE.
Employees exempt from paid overtime shall earn five {5) days
administrative leave per year as specified in Section 12.14{j}
of the Personnel Rules.
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Each employee of the Unit shall be entitled to earn vacation.
Vacation shall be ,earned according to the following schedule:
Service Year Vacation Days Biweekly Credit Factor
0 .. 5 14 0.5385
~ - l0 19 0.7308
11 - 20 24 0.9231
2i and over 26 l:oo
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Vacation will be credited biweekly on a prorata portion of fu11-
time compensated service. Employees with less than six months
of uninterrupted service shall not be entitled to a vacation or
vacation pay upon separation. Vacation time off~may be .requested
by the employee subject to the approval of.the appointing authority
Effective the beginning ofi the fiirst pay period commencing the
calendar year, an employee`s vacation accrual shall not exceed
twice the annual earnings.
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 maximum 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 of 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 accrual vacation days off during the extension
period, the employee shall be paid for the excess accrual days.
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2._08 EXTENDED BEREAVEME]~T LEAVE.
In addition to the bereavement leave benefit set forth in
Section 13.3 of the Butte County Personnel Rules, a regular employeE
who believes it necessary to be absent from duty because of the
death of a member of the employee's immediate family who resided
out of the State of California, may have an additional two days
of bereavement leave to be charged to sick leave.
2.09 SICK LEAVE BEl.Y-BACK OPTIOP~.
On retirement or termination in good standing, an employee wh;o
:has on accrual more than thirty {30) work days of sick leave
may be compensated for that portion over thirty (30} days at
one-half (1/2} the normal rate of pay for the employee up to a
maximum of $2,500.
-2.10 MATERNITY LEAVE {Female).
Employees sha11 be gra-rated a leave of absence for pregnancy not
to exceed four calendar months upon presentation of proof of
pregnancy. Th.e non-compensated portion of such leave shall not
be granted under this section until the er~p7oyee has exhausted
sick leave, vacation and compensatory time a.ff~leave balances but
may 6e 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.
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2.12 SPECIAL HOLIDAY:
The third Monday in January is designated h1artin'Luther King's
birthday, to be observed as a holiday under this agreement.
2.13 HEALTH PLAN PREMIUMS.
Employees enrolled in the County health insurance plan shall be
subject to the provisions of Section 13.9 HEALTH INSURANCE ai=
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 shall pay the
premium increase up to the following limits:
Employee Only - $10.00
_ Employee + One
.Dependent - 21.00.. .
Employee + Two
ar i~Rore Dep. - 30.00
Th.e Unit shall have a representative on the health insurance
re.v.i etr committee .
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2.14 PROFESSIONAL DEVELOPP1ENT AND TRAINING.
The County Personnel Director will provide a training program for
Management, Confidential and Supervisory employees to improve
skills and knowledge..in such areas as employee supervision,.
performance, evaluation, non-discriminatory selection, workers'
compensation and unemployment insurance processes, discipline
and employee relations. Within the agreed limitation of $4,000,
the employees in the following grouping (upon approval of the
appointing authority) shall be eligible to be reimbursed up to
100% of the professidnal license or certificate fees required
as a prerequisite to their position:
- - Attorneys ~.
- Court Reporters
- Physicians
- psychiatrists
- Registered Engineers
- Registered Nurses
- Registered Sanitarians
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3.01 FULL AGREEMENT':
This Memorandum of Understanding contains ail 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
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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 or not the issue was
specifically bargained prior to the execution of this Memorandum
of Understanding.
3. Q2 ENACTME€~T.
This Memorandum of Understanding shall become effective when
ratified by the Unit's membership and adopted by resolution 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,
~ n~ CAl1TAlf'C r^i n~ic~
If any provision of this Memorandum shall be held invalid by
operation of law or by any court of competent jurisdiction, or 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 shall enter into
negotiations for the sole purpose of arriving at a mutually
',satisfactory replacement for such provision or provisions.
3.04 PEACEEUC PERE'ORMANCE.
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 hearth, safety and
general welfare of the residents ofi the County of Butte. The Unit
agrees that under no circumstances will the Unit recommend, encoura~
1e
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or cause its members to initiate, participate in, nor will 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 o~ the County, nor to curtail any work or
restrict any production, or interfere with any operation of the
County. Tn the event 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 during the term of this Memorandur
of Understanding, whether by the Unit or by any member of the
bargaining unit, the Unit by its officers, shall immediately declarE
in writing and publicize that such work stoppage is illegal and
unauthorized and further directs its members in writing to cease
said conduct and resu~e work. Copies of such written notice shall
be served upon the County. If in the event of any work stoppage
the Unit promptly and in good faith performs the obligations of
'this paragraph, and providing that the Unit has not otherwise
authorized, permitted ar encouraged such work stoppage, the Unit
shall not be liable for damages caused by the violation 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 prohibit
and the County shall also have the right to seek fu11 legal redress
(including damages against the employee.
~d,
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3.05 TERM OF MEMORAPIOUM.
This Memorandum of Understanding shall become effective upon'
the approval of the Board of Supervisors and the Unit and sh:a11
remain in full force and effect to and including June 30, 1985.
It is agreed that the Unit will present to the County a proposal
for the FY Sb negotiations by March T, 1985., and that meet and
confer sessions with the County will commence no later than
March 15, 1985. It is the intended goal that the negotiation
process will be concluded by July 1, 1985.
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Signed and entered into this ~.~ day of ~ ~v/~ 1984.
COUNTY OF BUTTE BUTTE COUNTY MCS UNIT
Jim cker Personnel Director D n Bendorf
• MCS Unit. Negotiator
L an art
MC Unit Negotiator
UNIT RATIFICATION
Ratified by the Butte County MCS Unit an this c~ ~ day of
7 984 .
_7-~ -~~
Date ALICE MORTON, President
' Butte County MCS Unit
COUNTY RATIFICATION
Ratified by the Butte County Board of Supervisors on this 3ra
day of Ju~.y ,- 1984. Resolution -No.. 8~-~~4
~~L ~ 9 ~4 ~~~ ~
. Date AL SARACE I, Chair of the
Butte County Board of 5upe,rvisors
ATTEST:
MARTIN J. NICHOLS, Clerk of the
Board of Supervisors
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,__. APPENDIX A
BUTTE COUNTY MANAGEMENT, CONFIDENTIAL AND SUPERVISORY UNIT
(Rates to be effective August 11, 1984}
Salary Class
Biweekly Rates Ra---~_ Code
Classification Title
818- 996. 22.5 1713 Accountant III
554- 674 14.5 2234 Accounting Control Supervisor
709-- $60 79.5 1225 Administrative Analyst I
818-:996 22.5 1226 Administrative Analyst II
949-1153 25.5 7224 Administrative Analyst TII
554- 674 74.5 1223 Administrative Services Rssistant
691- $40 19.0 2372 Assessment Office Supervisor
1072-1302: 28.0 7114 Assistant Agricultural Commissioner
1047-7273- 27.5 1343 Assistant Assessor
860-1047 23.5 3122 Rssistant Civil Engineer
582- 709 15.5 2522 Assistant Clerk to the Board of
Supervisors
761- 925 27.0 1822 Assistant County Clerk
627- 761 17.0 7862 Assistant County Recorder
1099-1336 28.5 8557 Assistant County Welfare Director
7072-1302 28.0 7626 Assistant Director of Employment and
Training Programs
881-1072 24.0 7557 Assistant Director of Libraries
1273-7545 31.5 3142 Assistant Director of Public Works
1368-1662 33.0 7336 Rssistant District Attorney
709- 860 19.5 3521' Assistant Planner
761- 925: 21.0 1832 Assistant Registrar of Voters
799- 972 22.0 3533 Assistant Transportation Planner
996-1211 26.5 3124 Associate Civil Engineer
818-.996 22.5 3523 Associate Planner
972--1182- 26.0 4545 Building and Grounds Superintendent
1072-1302 28.0 3729 Chief Building Tnspector
996-1211 26.5 1118 Chief Deputy Auditor--Controller
767- 925 21.0 2214 Chief Deputy Tax Collector
860-1047 23.5 1176 Chief Deputy Treasurer
554- 674 74.5 2612 Clerical Supervisor
761-.925 21.0 2639 Clerk of the Court
949-7153 25.5 2569 Court Reporter
691- $40 19.0 2562 Court Secretary and Jury Commissioner
582- 709: 15.5 7637 Court Work Placement Coordinator
1072--1302 .28.0 7227 Deputy Administrative Officer
902-1099 24.5 7155 Deputy Agricultural Commissioner
902-1099 24.5 3795 Deputy Air Pollution Control Officer
902-1099' 24.5 5667 Deputy Chief Probation Officer
840-1021 23.0 7341 Deputy County Counsel I
7027-1241 27.0 7342 deputy County Counsel II
1182-1436 30.0 7343 Deputy County Counsel TTT
1302-1582 32.0 7344 Deputy County Counsel IV
996-7211: 26.5 7625 Deputy Director of Employment and
Training Services
902-1099 24.5 7719 Deputy Director of Weights and Measures
840-1021: 23.0 7337 Deputy District Attorney I
1021-124 1 27.0 7332 Deputy District Attorney II
7182-1436 30.0 7333 Deputy District Attorney III
1302-1582 32.0 7334 Deputy District Attorney IV
MCS Unit (Continued;..__.
Page 2 of 3
Salary Class
Biweekly Rates Range Code
554- 674 14.5 2375
1021-1241 27.0 6252
949-1153 25.5 6425
881-1072 24.0 6325
996-1271 26.5 6646
658- 799 18,0 8525
799- 972 22.0 8526
860-1047 23.5 2269
6i2- 743 16.5 2525
743- 902 20,5 6917
542- 658 14.0 4446
493-.599 12.0 8535
743- 902 20.5 3126
554- 674 14.5 2563
709- 860: 19.5 7552
860-7047 23.5 4759
554- 674 14.5 2236
709- 860 19.5 1623
878- 996 22.5 1624
949-1153 25.5 1625
949-1153 25:5 6355
1926-2344 40.0 6835
503- 612 12.5 2617
612- 743 16.5 2455
925-1125 25.0 8557
1926-2344 40.0 6853
1125-1368 29,0 6855
i072-1302. 28.0 1701
949-1753 25.5 1253
972-1782 26.0 4758
503- 612- 12.5 2541
554- 674 14.5 2542
743- 902 20.5 7110
76i- 925 21.0 4245
860-1047 23.5 3726
1072-1302: 28.0 3128
554- 674 14.5 2273
799- 972 22.0 6655
612- 743 16.5 5146
799- 972 22,0 6635
881-1072- 24.0 ' 6933
949-1153 25.5 3523
799- 972 22.0 6644
582- 709 i5.5 2568
799- 972 22.0 8555
860-1047 23.5 8556
799- 972 22.0 8544
949-1153 25.5 1245
627- 76i- 17.0 1243
881-1072 24.0 6955
902-1099 24.5 1348
Classification Ti tie
Deputy Public. Guardian
Director of Environmental Health
Director of Health Education
Director of Public Health Laboratory
Director of Public Health Nursing
Eligibility Supervisor I
Eligibility Supervisor II
Employment and Training Services
Specialist III
Executive Secretary to the Chief
Administrative Officer
Family Health Services Project Supervisor
Food Services Supervisor
Homemaker Supervisor
Junior Civil Engineer
Legal Secretary
Librarian II
Maintenance Operations Coordinator
Payroll Supervisor
Personnel Analyst I
Personnel Analyst Ii
Personnel Analyst III
Pharmacist
Physician
Principal Clerk
Print Shop Supervisor
Program Manager
Psychiatrist
Psycho? ogi s t
Purchasing and Civil Disaster Officer
Risk Management Coordinator
Road Superintendent
Secretary I
Secretary IT
Senior Agricultural Biologist
Senior Building Crafts Worker
Senior Building Plan Checker
Senior Civil Engineer
Senior Collector
Senior Correctional Facilities Nurse
Senior Juvenile Hall Counselor
Senior Mental Health Nurse
Senior Mental Health Social Worker
Senior Planner
Senior Public Health Nurse
Senior Superior Court Clerk
Social Worker Supervisor I
Social Worker Supervisor II
Social lJorker IV
Staff Services Manager
Staff Services Specialist
Substance Rbuse Coordinator
Supervising Appraiser
MCS Unit {Continued,.
Page 3 of 3
Salary C1 ass
Biweekly Rates Range Code
Classification Title
902--1099 24.5 1127 Supervising Auditor-Appraiser
761- 925 27.0 4715 Supervising Bridge Maintenance Worker'
881-1072 24.0 3725 Supervising Building Tnspector
761- 925 27,0 4356 Supervising Heavy Equipment Mechanic
503- 612 12.5 2634 Supervising Justice Court Clerk I
627- 761 17.0 2635 Supervising Justice Court Clerk II
725- 881 20.0 5957 Supervising Mental Health Counselor
881-1072 24.0 6337 Supervising Mental health Nurse
840-1021 23.0 5656 Supervising Probation Officer
881-1072 24.0 6647 Supervising Public Health Nurse
761- 925- 21.0 4751 Supervising Road Maintenance Worker
761- 925 21.0 4735 Supervising Traffic Control Painter
799- 972: 22.0 3329 Survey. Party Chief
949-1153 25.5 3534 Transportati on Planner
542- 658 14.0 $802 Veterans' Se rvice Officer
APPENDIX B
BUTTE COUNTY MANAGEMENT, CONFIDENTIAL APED SUPERVISORY UNIT
Equity Pay Adjustments to be effective January 72, 1985
Salary Class
Biweekly Rates- Range Code Classification Title
799- 972 22.0 2372 Assessment Office Supervisor
799- 972 22.0 1822 Assistant County Clerk
691- 840 19.0 1862 Assistant County Recorder
1021-1241 27.0 7557 Assistant Director of Libraries
1401-7705. 33.5 7336 Assistant District Attorney
799- 972- 22.0 2214 Chief Deputy Tax Collector
840- 881 23.0 2639 Clerk of the Court
709- 860 19.5 2562 Court Secretary and Jury Commissioner
658- 799 18.0 7631 Court Work Placement Coordinator
972-1182 26.0 5667 Deputy Chief Probation Officer
1336-1624 32.5 7344 Deputy County Counsel IV
1336-1624 32.5 7334 Deputy District Attorney IV
902-1099 24.5 6325 Director of Public Health Laboratory
761- 925- 21.0 6917 Family Health Services Project Supervisor
658- 799- 78.0 2455 Print Shop Supervisor
925-1125 26.0 8557 Program Manager
642- 781 17.5 5746 Senior Juvenile Hall Counselor
674- 818 18.5 1243 Staff Services 5pecia7ist
554 674 14.5 2634 Supervising Justice Court Clerk i
691- 840 19.0 2635 Supervising Justice Court Clerk II
860-1047 23.5 5666 Supervising Probation Officer
599- 725 16.0 8802 Veterans' Service Officer