In summary, the significant changes are:

• Duration of Agreement – Section 32.4
  • The term of the agreement is from July 1, 2015, through June 30, 2018.
• General Wages – Section 5.1
  • Effective October 1, 2015, the salary of all classification represented by DDAA will be increased by 5%
  • Effective July 1, 2016, the salary of all classification represented by DDAA will be increased by 4.5%
  • Effective July 1, 2017, the salary of all classification represented by DDAA will be increased by 4.5%
• Definitions
  • Provide clarification that pays and benefits are not applicable to permanent intermittent employees unless otherwise indicated in the MOU.
  • Eliminate definition of “Temporary Employment” from section.
• Days and Hours of Work/Holidays – Section 9
  • Reorder section to separate “Days and Hours” provisions from provisions relevant to “Holidays.”
• Health, Life and Dental Care – Section 13
  • Inclusion of High Deductible Health Provider and Plan selected by the County.
  • Limit access to CCHP Plan B, Kaiser Permanente Plan A, Health Net HMO Plan A, and Health Net PPO to employees hired before January 1, 2016. These plans are to be eliminated for all employees beginning January 1, 2018.
  • The County will make available to employees represented by the Association any new medical or dental plans selected by the County to replace current plans not renewed. Notice will be provided regarding the effective date of any new medical or dental plans.
  • The County will adjust its monthly premium subsidies to cover all increases for the 2016 plan year.
  • Beginning January 1, 2017, any future increases in monthly premiums or plan premium penalties imposed by the medical plan, are to be shared evenly by the County and the Association.
  • Provide employees eligible to receive an offer of coverage from the County under the Affordable Care Act, with access to County medical plans at the full premium amount.
• Retirement – Section 16.3.C
  • The Association is to support legislation amending the County Employees Retirement Law of 1937 to clarify that the current Tier III disability provisions apply to employees who under PEPRA, become new members of CCCERA.
• Professional Expenses – Section 17.1 -17.2
  • The County will issue payment for California State Bar Dues and criminal specialization fees director to the State Bar rather than as a reimbursement on an individual attorney basis.
• Deferred Compensation Incentive – Section 21.A & 21.E
  • Increase the County’s deferred compensation monthly contribution from sixty dollars ($60) to eighty-five dollars ($85).
  • Incorporate prior side letter that established a Deferred Compensation Plan Loan Program on June 26, 2012.
• Computer Vision Care – Section 25
  • Replace references to “Video Display Terminal (VDT)” with “Computer Vision Care (CVC).”
  • Increase the dollar value of CVC basic eye wear (single, bifocal, or trifocal frame) from ten dollars ($10) to fifty dollars ($50).
• Attorney Fixed Term Class – Section 27.A
  • Clarify that Fixed-Term attorney class is not eligible for management life insurance and management long-term disability.
• Law School Student Loan Reimbursement Program – Section 28.B
  • Clarify that a Deputy District Attorney-Fixed Term employee is eligible for certain student loan reimbursement if he or she transitions to Deputy District Attorney-Basic Level during or on completion of his/her third consecutive year of employment.
• Scope of Agreement – Section 32.1
  • The County and the Association agree that any past side letters or any other agreements not already incorporated into or attached to the MOU are deemed no longer effective.

The County could be detrimentally impacted by the potential loss of highly-trained legal personnel.