The Contra Costra County Board of Supervisors approved a resolution yesterday approving a Memoranda of Understanding between Contra Costa County and Deputy Sheriffs’ Association (DSA) Management Unit and the Memorandum of Understanding between Contra Costa County and DSA Rank and File Unit, implementing negotiated wage agreements and other economic terms and conditions of employment, for the period of July 1, 2013 through June 30, 2016.
As a result of approving the Memoranda of Understanding, it led to the approval of the following other items which were similar in nature.
SD3: As shown in the valuation, the result of the health plan changes described herein, if implemented, will create a $21.0 million or 2.04% decrease in the Actuarial Accrued Liability and a $1.9 million or 2.70% decrease in the calculated Annual Required Contribution. These figures represent the changes for both active and retired individuals. Approved 4-0 (1 absent)
SD4: to provide for salary increases for the Sheriff-Coroner and Sheriff-Coroner unrepresented sworn positions to parallel those in the new Deputy Sheriffs’ Association Memorandum of Understanding (Management Unit) for the period January 1, 2014 and beyond. The terms and conditions set forth in this action are estimated at a County FY 2013/14 cost of $29,000; the FY 2014/15 cost is an additional $86,000; and the FY 2015/16 total cost is $173,000. Approved 4-0 (1 absent)
The terms and conditions set forth in this action have an estimated FY 2013/14 net cost of $1.7 million; FY 2014/15 net cost of $4.6 million; and FY 2015/16 net cost of $11.7 million. The result of the health plan changes will create a $21.0 million or 2.04% decrease in the Actuarial Accrued Liability and a $1.9 million or 2.7% decrease in the calculated Annual Required Contribution.
The Deputy Sheriffs’ Association Management Unit (DSA-MGMT) and Rank & File Unit (DSA-R&F) have reached a Tentative Agreement with the County and expect a successful ratification vote by Friday, September 27. The resulting Memoranda of Understanding, which are attached, include modifications to wages and benefits. In summary, those changes are:
Term – Section 37.4 (DSA-MGMT) and Section 50.4 (DSA-R&F)
- The terms of both agreements are from July 1, 2013 through June 30, 2016.
General Wages – Section 5.1 (DSA-MGMT and DSA-R&F)
- The base rate of pay for all classifications represented by DSA-MGMT and DSA-R&F will be increased as follows:
- Effective January 1, 2014, a 3% wage increase
- Effective July 1, 2014, a 3% wage increase
- Effective July 1, 2015, a 3% wage increase
- Effective January 1, 2014, two new salary steps will be added to the current salary range for Deputy Sheriff-40 hours (6XWA) and Deputy Sheriff-56 hour (6XWB) classifications. The new steps will be 10 percent (10%) and five percent (5%) less than the current step 1.
Days and Hours of Work – Section 6 (DSA-MGMT and DSA-R&F)
- Language was added and deleted to clarify work schedules, define 12/80 schedules, require permanent intermittent employees to timestamp in and out, and salaried employees to report time off and time worked for special pays on the electronic timecard.
Overtime- Section 7 (DSA-R&F)/Call Back Time – Section 8 (DSA-R&F)/On-Call Duty – Section 9 (DSA-R&F)/Shift Differential/Other Terms & Conditions of Employment – Section 19 (DSA-R&F)
- Language was added and deleted to clarify pay practices and time reporting for overtime, call back, on-call, and shift-pay. • Overtime will be based upon hours worked, not hours in paid status.
Holidays – Section 8 (DSA-MGMT) and Section 12 (DSA-R&F)
- Language was added and deleted to clarify pay practices and time reporting for holidays.
Vacation Leave – Section 9 (DSA-MGMT) and Section 13 (DSA-R&F)/Sick Leave – Section 10 (DSA-MGMT) and Section 14 (DSA-R&F)
- Accruals were changed from six to one minute increments.
Work Scheduling – Section 10 (DSA-R&F)
- The parties agree to reopen the provisions of the MOU pertaining to the terms and conditions of employment for the Sheriff’s Dispatcher classifications in the event of a consolidation of Sheriff dispatch operations with Fire dispatch operations.
Health, Life & Dental Care – Section 13 (DSA-MGMT) and Section 17 (DSA-R&F)
- Effective January 1, 2014, the County will pay a monthly premium subsidy for each health and dental plan that is equal to the actual dollar monthly premium subsidy that is paid by the County as of November 30, 2013. In addition, if there is an increase in the monthly premium charged by a health or dental plan for 2014 and for each year thereafter, the County and the employee will each pay fifty percent of the monthly premium increase that is above the previous year’s plan premium.
Time Reporting and Pay Practices Waiver – Section 15.10 (DSA-MGMT) and Section 6.4 (DSA-R&F)
- The Association agrees to the implementation of an Automated Timekeeping System. The Association waives its right to meet and confer regarding any impacts that may result from the County’s implementation of the automated timekeeping system, including but not limited to, changes to current departmental time reporting and pay practices. The Association agrees to convert from the current payroll cycle when the County is able to upgrade the current Payroll system or implement a new County Payroll System.
Probationary Period – Section 18 (DSA-R&F)
- Effective January 1, 2014, employees promoted into the classification of Sheriff’s Dispatcher II (64WM) will serve a six month probationary period.
Safety PEPRA Tier – Section 22 (DSA-MGMT) and Section 28 (DSA-R&F)
- Public Employees Pension Reform Act (PEPRA) language was added for general and safety classifications.
- In the Safety PEPRA Tier, the PEPRA retirement formula is PEPRA Safety Option Plan Two with two and seven-tenths percent at fifty-seven years of age (2.7% at 57). The COLA is 2%. • In the General PEPRA Tier, the PEPRA retirement formula is two percent at sixty-two years of age (2% at 62). The COLA is 2% and the disability provisions are the same as current Tier III disability provisions.
Premium Pays – Section 27 (DSA-R&F)
- Effective January 1, 2014, permanent full-time employees in the classifications of Sheriff’s Dispatcher I (64WK), Sheriff’s Dispatcher II (64WM), and Supervising Sheriff’s Dispatcher (64HD) will receive a career incentive allowance of one percent (1.0%) of base pay per month for the possession of a valid intermediate P.O.S.T. certificate and one percent (1.0%) of base pay per month for the possession of a valid Advanced P.O.S.T. certificate for a total of up to two percent (2.0%). • Effective January 1, 2014, while assigned to the Investigations Unit and Special Investigations Unit the classifications of Sergeant (6XTA) and Deputy Sheriff (6XWA) will be entitled to a five percent (5.0%) differential to base rate of pay.
- Effective January 1, 2014, while assigned to Forensic Services, Crime Scene Investigator II classifications will be entitled to a five percent (5.0%) differential to base rate of pay.
Intermediate P.O.S.T. Certificate – Section 34.3 (DSA-MGMT)
- Effective January 1, 2014, permanent full-time employees in the classifications of Lieutenant (6XHA), Administrative Lieutenant (6XHB), and Captain (6XDA) will receive a career incentive allowance of two and one-half percent (2.5%) of base pay per month for the possession of a valid intermediate P.O.S.T. certificate.
For the full report and info attached with this item, visit COCO County Website
|Resolution No. 2013/384|
|Deputy Sheriffs’ Association Management Unit MOU 7-1-13 thru 6-30-16|
|Deputy Sheriffs’ Association Rank and File Unit MOU 7-1-13 thru 6-30-16|
Wow, what’s it like to get a raise, I haven’t had one since Obama took office, just salary cuts that get worse every year.
This is why the cities and county etc are running such huge deficits.
Julio, read the article a little closer. Maybe you missed it?
“The result of the health plan changes will create a $21.0 million or 2.04% decrease in the Actuarial Accrued Liability and a $1.9 million or 2.7% decrease in the calculated Annual Required Contribution.”
I’m a HUGE believer in public employee pension reform, EXCEPT when it comes to ANY public safety personnel AND our teachers – especially teachers for cryin out loud, who do their job for practically nothing already!
I agree Chris.
I don’t want emergency personnel – public safety employees (police and fire) who are working till they are 60-70 years old because they cannot afford to retire. The idiots screaming for public safety pension reform seem to always miss that part of the equation. The last thing we need is 70 year old cops trying to chase down teenagers or 70 year old firefighters failing at doing their physical job. Only the nit wits who haven’t thought this through keep preaching pension reform from our public safety members. Enough is enough. Use some common sense people!!!!!!
Let’s not forget that even approaching sixty, they are one strenuous call away from a career ending disability claim.
Guess who pays that “for life” deal? That’s right. The same nuts trying to squeeze another nickel by extending their careers with flawed pension reform boondoggles.
It’s a young person profession, like it or not. There are only so many desk jobs to be given out in those twilight career years.
Common sense and logic runs a little light with a lot of the anti-tax/anti-government types. The lady who led the charge to kill fire ballot measures(Kris Hunt) no longer lives in the state!
She led the sheep to slaughter knowing full well she wouldn’t be here to suffer the consequences. People were played by the CCTPA and I’ll be most don’t even know it yet.
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