Agenda

Return

D. 8

To:	Board of Supervisors
From:	David Twa, County Administrator
Date:	December 11, 2018

Contra

Costa

County

Subject:

Resolution No. 2018/582 Memorandum of Understanding with the Deputy District Attorneys' Association

APPROVE	OTHER
RECOMMENDATION OF CNTY ADMINISTRATOR	RECOMMENDATION OF BOARD COMMITTEE

Action of Board On: 12/11/2018

APPROVED AS RECOMMENDED

OTHER

Clerks Notes:

VOTE OF SUPERVISORS

AYE:

Candace Andersen, District II Supervisor
Diane Burgis, District III Supervisor
Karen Mitchoff, District IV Supervisor
Federal D. Glover, District V Supervisor

ABSENT:

John Gioia, District I Supervisor

Contact:	Lisa Driscoll, County Finance Director (925) 335-1023
cc:	Robert Campbell, County Auditor-Controller Diana Becton, District Attorney Dianne Dinsmore, Human Resources Director

I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Board of Supervisors on the date shown.
ATTESTED: December 11, 2018
David Twa,

BY:	, Deputy

RECOMMENDATION(S):

ADOPT Resolution No. 2018/582 approving the Memorandum of Understanding (MOU) between Contra Costa County and the Deputy District Attorneys' Association (DDAA) implementing negotiated wage agreements and other economic terms and conditions of employment, for the period of July 1, 2018 through June 30, 2022.

FISCAL IMPACT:

The estimated annual cumulative cost of the negotiated contract is $576,000 for FY 2018/19, $1.9 million for FY 2019/20, $2.5 million for FY 2020/21, and $3.4 million for FY 2021/22. For the 2020 year and beyond, projections are based on current enrollment and an average eight percent medical inflation cost each year. The out-year on-going annual cost for the contract is estimated at $3.5 million.

BACKGROUND:

BACKGROUND: (CONT'D)

The DDAA began bargaining with Contra Costa County on or about May 7, 2018. A Tentative Agreement was reached between the County and the DDAA on December 4, 2018 and ratified on December 6, 2018. The resulting Memorandum of Understanding is attached.

In summary, the significant changes are:

Duration of Agreement – Section 32.4
- The term of the agreement is from July 1, 2018, through June 30, 2022.
General Wages – Section 5.1
- Effective January 1, 2019, the salary of all classifications represented by DDAA will be increased by 5%
- Effective July 1, 2019, the salary of all classifications represented by DDAA will be increased by 4%
- Effective July 1, 2020, the salary of all classifications represented by DDAA will be increased by 3%
- Effective July 1, 2021, the salary of all classifications represented by DDAA will be increased by 4%
Grievance Procedure - Section 8
- Modifies grievance procedure to add additional steps (Step-2, Department Head; Step-3 Labor Relations; and Step-4, Mediation) and eliminate previous Step-2 (Board of Adjustment) to make more consistent with standard County practice.
Sick Leave – Section 11
- Updates reference to current Administrative Bulletin (No. 411.8) regarding County’s sick leave policy.
Leave of Absence – Section 12
- Updates reference to “Family and Medical Leave Act/California Family Rights Act” throughout entire section when applicable. Makes provisions consistent with state and federal laws.
Health, Life and Dental Care – Section 13
- The County will adjust its monthly premium subsidies for active employees as follows:
  - For the 2019 plan year, the County will adjust its monthly premium subsidies to cover at least the increases for the 2019 plan year;
  - Beginning January 1, 2020, the County will provide a premium subsidy of up to 75% of the second lowest priced non-deductible HMO plan (currently Kaiser A) for Employee and Employee +1, and 76.5% for Employee +2 or more;
  - Beginning January 1, 2021, the County will provide a premium subsidy of up to 78.5% of the second lowest priced non-deductible HMO plan (currently Kaiser A) for all tiers; and
  - Beginning January 1, 2022, the County will provide a premium subsidy of up to 80% of the second lowest priced non-deductible HMO plan (currently Kaiser A) for all tiers.
- Annual contributions into an HSA for active employees who are enrolled in an eligible High Deductible Health Plan and who have an HSA.
- Inclusion in the Joint Labor/Management Benefits Committee.
Attorney Fixed Term Class – Section 27
- Provides that Fixed-Term attorney class is eligible for Professional Development Reimbursement on January 1 of each year.
Law School Student Loan Reimbursement Program – Section 28
- Increases reimbursement amount by six thousand dollars ($6,000).
Non-Healthcare/Non-General Wage Reopener - Section 33 (new)
- Provides a 2020 reopener for the limited purpose of negotiating over a specific and finite list of non-healthcare/non-general wage/non-lump sum issues identified by the Union and agreed upon by the County. The sum of $2 million will be divided on a per capita basis of total Healthcare Coalition union-represented employees per union as of October 1, 2018. The $2 million will have a start date no earlier than January 1, 2021.
State Bar Fingerprinting Requirement - Section 34 (new)
- Provides for Live Scan service performed by the Human Resources Department at no cost to the employee. A one-time credit to professional expenses will be made for employees who have already completed the Live Scan process required by California Rule of Court 9.9.5.

CONSEQUENCE OF NEGATIVE ACTION:

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