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D.10
To: Board of Supervisors
From: Monica Nino, County Administrator
Date: August  16, 2022
The Seal of Contra Costa County, CA
Contra
Costa
County
Subject: Resolution No. 2022/289 approving Memoranda of Understanding between the County and AFSCME, Local 512
APPROVE OTHER
RECOMMENDATION OF CNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
Action of Board On:   08/16/2022
APPROVED AS RECOMMENDED OTHER
Clerks Notes:

VOTE OF SUPERVISORS

AYE:
John Gioia, District I Supervisor
Candace Andersen, District II Supervisor
Diane Burgis, District III Supervisor
Karen Mitchoff, District IV Supervisor
Federal D. Glover, District V Supervisor
Contact: David Sanford, Chief of Labor Relations, (925) 655-2070
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:     August  16, 2022
,
 
BY: , Deputy

 

RECOMMENDATION(S):

ADOPT Resolution No. 2022/289 approving the agreement for a successor Memorandum of Understanding between Contra Costa County and AFSCME, Local 512, implementing negotiated wage agreements and other economic terms and conditions of employment, for the period of July 1, 2022 through June 30, 2026.

FISCAL IMPACT:

The estimated increase in salary costs of the negotiated contract between the County and AFSCME, Local 512 is $1.4 million for Fiscal Year 2022-2023, $1.6 million for FY23-24, $1.7 million for FY24-25, and $1.8 million for FY25-26. Employees may exchange up to 1/3 of their annual vacation accruals for cash, at an estimated annual cost of $40,000. The Juneteenth Holiday will have an approximate cost of $1.3 million per year for all employee groups in the County. The Pandemic Service Relief Payment has an estimated one-time cost for the nine Coalition unions of approximately $16.3 million and a County-wide one-time cost of $22.8 million.  
BACKGROUND:

The County began bargaining with the Union Coalition unions on April 18, 2022. A Tentative Agreement was reached between the County and AFSCME, Local 512 on August 5, 2022. The Union completed their ratification on August 12, 2022. The resulting Tentative Agreements between the County and the Union, attached, includes modifications to wages, health care, and other benefit changes. In summary, those changes are:

  

  • Duration of Agreement - Section 53
    • The term of the agreement is from July 1, 2022 through June 30, 2026.
  • General Wages - Section 5
    • Effective August 1, 2022, the base rate of pay for all classifications represented by the Association will be increased by five percent (5.0%).
    • Effective July 1, 2023, the base rate of pay for all classifications represented by the Association will be increased by five percent (5.0%).
    • Effective July 1, 2024, the base rate of pay for all classifications represented by the Association will be increased by five percent (5.0%).
    • Effective July 1, 2025, the base rate of pay for all classifications represented by the Association will be increased by five percent (5.0%).
    • Pandemic Service Relief Payment of up to $2,500.
    • Compensation study.
    • Amend language to clarify current process for pay advance requests.
  • Medical, Life and Dental Care - Section 16
    • Amends dental plan design.
    • Increases the health savings account County contribution from $625 to $750 annually for participants in the Kaiser High Deductible Health Plan.
    • Medical Plan Cost Sharing for Active Employees reopener in 2024.
    • Amended language for the existing Joint Labor/Management Benefits Committee
  • Promotion and Transfer - Section 5.14
    • Amends the definition of promotion and transfer.
  • Sick Leave - Section 14
    • Adds language for baby/child bonding. Clarifies circumstances where employees exhaust accruals.
  • Leave of Absence - Section 18
    • Clarifies and amends references to FMLA and CFRA throughout.
    • Cleans up section to be consistent with the law.
  • PEPRA Safety Option - Section 28.3
    • Provides a two percent (2%) cap on future cost of living adjustments for Safey employees who become CCCERA members after January 1, 2016.
  • Union Security - Section 2
    • Amends language in response to the Janus Supreme Court case and subsequent changes in the law.
  • Vacation Accrual Rates - Section 13.3
    • Amends the vacation accrual rates for the Income Maintenance Unit to align with other supervisors.
  • Compensatory Time - Section 7.3
    • New employees hired after May 31 who are eligible for compensatory time must wait until the next fiscal year to make the selection.
  • Vacation Buy-Back - Section 11.7
    • Provides for the option for employees hired after November 1, 2012 to sell back up to 1/3 of their yearly vacation accruals.
  • Holidays - Section 12
    • Adds the Juneteenth holiday to list of observed holidays.
  • Bilingual Provisions - Section 27
    • Increases bilingual stipend from $100 to $200 per month.
  • State Disability Insurance - Section 16
    • Clarifies the sick leave integration method for SDI.
  • Counseling - Section 38
    • Provides for a counseling process prior to discipline in certain cases.
  • Personnel Files - Section 37
    • Amends language regarding retention of disciplinary and non-disciplinary materials in personnel files and sets conditions on the use of those materials.
  • Joint Labor/Management Benefits Committee - Section 4.4
    • Provides for regular meetings between the Union and Labor Relations for the purpose of discussing issues and concerns.
  • Amend Attachment A (Class and Salary Listing) to include merit increments for the first year of the MOU.
Incorporate side letters and renumber and reorder as needed.  
CONSEQUENCE OF NEGATIVE ACTION:

Employees would be out of contract, which may cause labor issues.

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