SBPEA TENTATIVE AGREEMENT SUMMARY Members are encouraged to attend one of the informational meetings. **Important to note the county proposal was for 7% salary reduction with no other enhancements** Below is the summary of items included in the contract that SBPEA members will be voting on. AGREEMENT INCENTIVE As an incentive to the parties to reach a timely agreement, the County will provide an incentive to each employee in an SBPEA represented bargaining unit covered by this agreement on April 15, 2014, payable in a lump-sum of $1,250 in the first year and $500 in the second year (proration for part-time/job sharing employees). MEDICAL PREMIUM SUBSIDY • Effective 6/28/2014, increase MPS for grandfathered Kaiser - Employee Only (approx. 382 employees) from $190 to $230.25 per pay period ($1,046.50 per year) and grandfathered Blue Shield – Employee Only (approx. 365 employees) from $190 to $194.90 ($127.40 per year); • With the exception of current employees in the Supervisory Nurses Unit, increase MPS in year 2 of this agreement for Employee + 1 and Employee + 2 by $9.74 for Employee + 1 and $13.79 for Employee + 2 per pay period (approx. 3%). • Effective 6/28/2014, convert pensionable FBP$ to MPS for grandfathered employees • Effective 6/28/2014, establish fixed $ MPS at current amounts for current employees in all units (Employee Only: $194.90 Blue Shield and $230.25 Kaiser; Employee + 1: $324.83; Employee + 2: $459.64) except new hire and current employees in the Supervisory Nurses Unit; current Supervisory Nurses employees to receive fixed $ MPS at current amounts (Employee Only, $205.72; Employee + 1, $411.45; Employee + 2, $582.21); • Effective upon BOS approval, new hires in all units to receive MPS equal to $194.90 for Employee Only, $324.83 for Employee + 1, and $459.64 for Employee + 2; NOTE- This does not impact the Needles subsidy SALARY STRUCTURE Effective at the beginning of the first full pay period in January of 2016, add a new top step at 2.5% (two and one-half percent) above the current top step. Employees who are at the existing top step on that date and have completed 2,080 service hours at that step and received a meet standards on their most recent WPE in the 12 consecutive months prior to the first full pay period in January of 2016, are eligible to advance on that date. Employees who would have otherwise met the eligibility requirement (i.e., completed 2,080 service hours at the top step) who did not receive a meet standards on their most recent WPE in the 12 consecutive months prior to the first full pay period in January of 2016, will advance to the new top step when they receive a meet standards on the WPE following the creation of the new top step. Effective upon minimum wage increase (approx. 7/1/14), restructure salary ranges 8 through 11 as follow: o Range 8, eliminate current steps 1 through 4 o Range 9, eliminate current steps 1 through 3 o Range 10, eliminate current steps 1 and 2 o Range 11, eliminate current step 1 Effective upon minimum wage increase (approx. 1/1/16), restructure salary ranges 8 through 15 as follow: o Range 8, eliminate current steps 5 through 8 o Range 9, eliminate current steps 4 through 7 o Range 10, eliminate current steps 3 through 6 o Range 11, eliminate current steps 2 through 5 o Range 12, eliminate current steps 1 through 4 o Range 13, eliminate current steps 1 through 3 o Range 14, eliminate current steps 1 and 2 o Range 15, eliminate current step Employees on eliminated steps will be placed on the appropriate step of the range that is at least the minimum wage. Creation of 2 new sub-steps at 2.5% each for all ranges. (Does not affect current employees) STEP INCREMENTS Effective upon BOS approval, reduce step increments from two steps to one step for all remaining employees. VACATION CASH OUT During term of MOU only, employees who used at least 80 hours of vacation in a year may elect to cash out up to 60 hours of future vacation leave accruals (minimum of 8 hours) in the following year, in accordance with IRS requirements. EQUITY ADJUSTMENT The County agrees to implement equity adjustments to the following classifications: Assistant Nurse Managers Clinical Assistant Clinic Supervisor-ARMC Clinic Supervisor- Public Health Equipment Parts Specialist II Mental Health Nurses Mgr-ARMC Sheriff’s Communication Dispatcher II Tr., II, and III Sheriff’s Supervising Communication Dispatcher (NOTE: these equity adjustments do not impact the equity pool) EQUITY POOL The County will establish an equity pool of up to $2,000,000 (annualized amount), which will be implemented in September 2014. The County will establish an additional equity pool of up to $2,000,000 in year 2 of the contract. Eligible employees will be placed on the step in the higher range that is approximately 2.5% increase not to exceed the maximum step of the new range. (Requested Special Circumstances will be addressed in the first year) EXTENDED PAY RANGE ISSUES To be reviewed and adjusted as appropriate. DIFFERENTIALS- UNIT/ASSIGNMENT DIFFERENTIALS Effective at the beginning of the first full pay period of Fiscal Year 2015/16, up to $.50 increase per hour for the following unit/assignment differentials: a) After Hours Hotline Supervisor Differential b) Inpatient Assignment Compensation c) Laboratory Technologist Night Standby Duty Pay d) ARMC Custodian Assignment Differential e) Clinical Therapists Detention Facilities Differential f) General Maint. Mechanics Juvenile Det. Differential g) Sheriff’s Aviation Mechanic Inspection Authorization Differential h) Probation Division Director Juvenile Hall Differential i) Child Abuse Hotline Weekend Day Differential j) Child Abuse Hotline Child Welfare Service Manager After Hours Assignment Differential k) High Voltage Differential DIFFERENTIALS- ADD CLASSIFICATIONS TO INPATIENT ASSIGNMENT COMPENSATION Effective at the beginning of the first full pay period of Fiscal Year 2015/16, following classifications with full-time assignment for work in the Behavioral Health Inpatient Unit of ARMC: a) Licensed Vocational Nurse I, II, and III b) Nursing Attendant c) Occupational Therapy Assistant d) Psychiatric Technician I and II DIFFERENTIALS- ADD CLASSIFICATIONS TO MEDICAL SUPPORT WEEKEND Effective at the beginning of the first full pay period of Fiscal Year 2015/16, the following classifications for employees assigned to hospital and correctional institutions: a) Psychiatric Technician I and II b) Licensed Vocational Nurse I, II, and III c) Licensed Vocational Nurse Corrections I and II d) Emergency Room Technician e) Nursing Attendant f) Psychiatric Aide DIFFERENTIAL (NEW) - DISPATCHER POST CERTIFICATION Effective at the beginning of the first full pay period of Fiscal Year 2015/16, provide a new Dispatcher POST Differential in the amount of $1/hour for Intermediate POST and $1.50/hour for Advanced POST for each hour worked for employees in a classification of Sheriff’s Communication Dispatcher I, II Tr., II, III, Sheriff’s Supervising Communication Dispatcher, and Sheriff’s Communications Manager who possess a POST certification. DIFFERENTIAL (NEW) – CLASS “A” LICENSE Effective at the beginning of the first full pay period of Fiscal Year 2015/16, provide a new differential to employees in the classifications of Maintenance Construction Worker I, II, and Equipment Operator I, II and III in the amount of $1/hour for each hour worked on a day in which the employee is required for 25% or more of his/her daily schedule to perform duties requiring Class “A” licensure. DIFFERENTIAL (NEW)- SHERIFF MAINTENANCE MECHANIC Effective at the beginning of the first full pay period of Fiscal Year 2015/16, provide a new differential to employees in the classifications of Sheriff’s Maintenance Mechanic Trainee, Sheriff’s Maintenance Mechanic, and Sheriff’s Maintenance Manager in the amount of $1.50/hour for each hour worked. Any new differential paid to employees who are not currently receiving said differential shall be paid on hours actually worked. Any differential not currently provided on hours actually worked shall remain as currently provided. Employee on an extended leave of absence (i.e., on a leave for 80 or more consecutive hours), shall not be paid any differential (i.e., current and newly added) during the extended leave. TUITION REIMBURSEMENT Effective 6/28/2014, increase the career development, training, and education fund for the Technical and Inspection Unit by $20,000 (from $40,000 to $60,000). OVERTIME Sick leave that is not pre-approved and any sick leave used by employees on leave restriction shall not be considered as time actually worked for the purpose of calculating overtime. RETIREMENT PICK UP Effective 6/28/2014, eliminate County retirement pick up of employee’s share of retirement (7%, appr. 5.5% done as pre-tax). 30-YEAR EMPLOYEE ONE-TIME RETIREMENT PICK UP Employees with more than 25 years of service as of 6/28/2014, may, upon attaining 30 years of service, receive (one time only) a 7% retirement pick up for 26 consecutive pay periods. TOOL ALLOWANCE Effective 6/28/2014, increase Tool Allowance as follow (subject to proration provision): a) Equipment Services Specialist I, II – from $215 to $300 b) Mechanics Assistant – from $340 to $425 c) Motor Fleet Mechanic – from $400 to $500 d) Sheriff’s Aviation Mechanic and Sheriff’s Lead Aviation Mechanic – from $550 to $600. UNIFORM ALLOWANCE Effective 6/28/2014, increase Uniform Allowance for employees assigned to Calico Regional Park who are required to wear uniforms as follow (subject to proration provision): a) Clerical Unit, from $375 to $500 b) General Services Workers, from $390 to $500 c) Park Ranger I, II, III, from $390 to $500 d) Assistant Park Superintendent, from $375 to $500 Effective 6/28/2014, increase current Uniform Allowance, except for employees assigned to Calico, as follow (subject to proration provision): a) From $125 to $175 b) From $195 to $245 c) From $375 to $425 d) From $390 to $440 Effective 6/28/2014, provide Uniform Allowance to Autopsy Assistant in an amount of $390 per year. BOOT/SPECIALIZED FOOTWEAR ALLOWANCE- (NEW) Effective 6/28/2014, provide a $100/year Boot/Specialized Footwear Allowance for employees in the following classifications who are required to wear work boots or specialized footwear which are approved by the department (subject to proration provision): a) Cook I, II, and III b) Equipment Operators I, II, and III c) Sheriff’s Cook I and II Maintenance/Construction Worker I and II d) Ecological Resource Specialist NEW PAY RANGE- SHERIFF’S CUSTODY SPECIALIST AND SHERIFF’S CUSTODY SPECIALIST – 12 HOUR SHIFT Create Range 40a for Sheriff’s Custody Specialist and Sheriff’s Custody Specialist - 12 Hour Shift classifications at 1.25% between current ranges 40 and 41. PST(EXTRA-HELP AND RECURRENT EMPLOYEES) Eliminate County pick-up to PST retirement upon BOS approval. SHORT TERM DISABILITY An RFP to be released approximately on June 2014 for recommendation of vendor, which includes participation of all bargaining units including SBPEA. TERM Term of 3 years, with an economic re-opener after the second year. ****All terms are dependent upon ratification of the tentative agreement as a whole. For any bargaining unit that does not ratify, we will move into fact-finding (mediation) and probable County imposing 7% pay cut or 7% takeaway of the retirement pick-up without signing bonus or other negotiated benefits.
Posted on: Tue, 29 Apr 2014 05:51:46 +0000
Trending Topics
Recently Viewed Topics
© 2015