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D.3
To: Board of Supervisors From: David Twa, County Administrator Date: September  10, 2019		Contra Costa County
Subject: Memoranda of Understanding with Deputy Sheriffs Association Proabation & Probation Supervisors Units
APPROVE OTHER RECOMMENDATION OF CNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
Action of Board On:   09/10/2019 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: Todd Billeci, County Probation Officer     Robert Campbell, Auditor-Controller     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:     September  10, 2019 David Twa,   BY: , Deputy
RECOMMENDATION(S): ADOPT Resolution No. 2019/548 approving the Memorandum of Understanding between Contra Costa County and Deputy Sheriffs Association Probation and Probation Supervisors Units, implementing negotiated wage agreements and other economic terms and conditions of employment beginning July 1, 2019 through June 30, 2023.   FISCAL IMPACT: The terms and conditions set forth in this action are estimated at a County FY 2019/20 (10 month) cost of $1,657,000, including $753,000 in benefit costs; the FY 2020/21 additional cost of $2.40 million, including $1.09 million in benefit costs; the FY 2021/22 additional cost of $2.16 million, including $975,000 in benefit costs, and the FY 2022/23 additional cost of $2.53 million, including $1.01 million in benefit costs.   BACKGROUND:

• Duration of Agreement (Section 47.4)
  • The term of the agreement is from July 1, 2019 through June 30, 2023.
• General Wages (Section 5.1)
  • Effective September 1, 2019, the base rate of pay for all Deputy Probation Officer (DPO) classifications represented by the Association will be increased by five percent (5%) and the base rate of pay for all Juvenile Institution Officer (JIO) classifications represented by the Association will be increased by four percent (4%).
  • Effective July 1, 2020, the base rate of pay for all DPO classifications represented by the Association will be increased by five percent (5%) and the base rate of pay for all JIO classifications represented by the Association will be increased by four percent (4%).
  • Effective July 1, 2021, the base rate of pay for all DPO classifications represented by the Association will be increased by five percent (5%) and the base rate of pay for all JIO classifications represented by the Association will be increased by four percent (4%).
  • Effective July 1, 2022, the base rate of pay for all DPO classifications represented by the Association will be increased by five percent (5%) and the base rate of pay for all JIO classifications represented by the Association will be increased by four percent (4%).
• Sick Leave (Section 13)
  • Amend Section 13.3.B.4 to clarify eligibility and usage of sick leave when used in conjunction with Pregnancy Disability Leave.
• Leave of Absence (Section 15)
  • Amend multiple areas of Section 15 to include references to FMLA and CFRA.
  • Clarify language in Section 15.2 regarding circumstances where leave without pay may be taken.
  • Amend the process for certification of FMLA/CFRA leaves and remove redundant language under Section 15.9.
  • Amend definitions and criteria under Section 15.9.
  • Update Military leave language to align with Federal Uniformed Services Employment & Reemployment Rights Act (USERRA), limiting period to a maximum of five (5) years, plus ninety (90) days.
• Health, Life & Dental Care (Section 17)
  • Beginning July 1, 2019, the County will adjust its monthly premium subsidies to cover at least the increases for the 2019 plan year. Lump sum adjustments will be made for prior periods.
  • 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 for all tiers.
  • Beginning January 1, 2022, the County will provide a premium subsidy of up to 80% of the second lowest priced non-deductible HMO plan for all tiers.
  • The County will make an annual contribution into an HSA for active employees who are enrolled in an eligible High Deductible Health Plan and who have an HSA.
• Probationary Period (Section 18)
  • Revised Section 18.4 modifying permanent-intermittent position probationary period hour requirements.
• Posting of Vacancies and Reassignments (Section 20)
  • Amend Section 20.1 regarding eligibility requirements for reassignment for Juvenile Intuition Officers, including process for annual shift assignments.
  • Amend Section 20.2 regarding eligibility requirements for reassignment for Deputy Probation Officers, including process for specialized shift assignments.
  • Amend Section 20.3 regarding requirements for voluntary reassignments.
• Clean-up of various sections and incorporation of existing side letters into MOU.

CONSEQUENCE OF NEGATIVE ACTION: