LEAD WORKER DIFFERENTIAL. Lead Workers are defined as having the responsibility of assigning, reviewing, and coordinating the work of other staff in an organization wherein management has determined the need for such a role. Eligibility Worker III’s and Social Worker Aides assigned by management to perform Lead Worker duties as defined above involving the leading of one (1) or more employees shall be paid a $100.00 per pay period differential. Persons designated by management to receive this differential do so at the pleasure of management and assignment decisions designating or removing designation are not grievable or appealable to the Civil Service Commission or subject to challenge in a court of law. Lead Worker differential will be paid for an entire pay period inclusive of Annual Leave or other paid off-duty time based on the assumption the Lead Worker responsibilities are assumed for the entire pay period and are not assumed by another individual during the Lead Worker’s time off. If another individual is assigned by management to perform Lead Worker duties in the absence of the previously designated employee, a pro-rated differential based on the actual number of shifts worked in that capacity shall be paid to each. ARTICLE 39 -- TIER III GENERAL/MISCELLANEOUS RETIREMENT PLAN – MANDATORY (EFFECTIVE JUNE 18, 2007) Effective Fiscal Year 2007-2008, any employee hired into a permanent general/miscellaneous position represented by SEIU – Local 521 shall be enrolled mandatorily under the following 1937 Act retirement plan section: ▪ 2.6186% @ age 60; 3.1336% @ age 65 ▪ 3 year average for final compensation The vested “health benefit” (currently $3.00 per year of service) resulting from the Settlement Agreement (Fresno County Superior Court Cases 605588-3, 608028-7 and 634171-3) [see Section 9] entered into judgment on December 15, 2000, shall be extended to employees enrolled in Tier III General/Miscellaneous. Any employee occupying a permanent position that is represented or unrepresented, who promotes, demotes or transfers into a permanent position represented by Unit 4 – Eligibility Workers, shall continue under the retirement tier in which they were enrolled immediately prior to their promotion, demotion or transfer. Any employee occupying a permanent position represented by Unit 4 – Eligibility Workers, who promotes, demotes or transfers into a permanent position that is represented or unrepresented, shall continue under the retirement tier in which they were enrolled immediately prior to their promotion, demotion or transfer. Any employee occupying a permanent position who promotes, demotes or transfers from a Safety classification to a General/Miscellaneous classification, or vice versa, shall be enrolled in the corresponding retirement tier (e.g., Tier I Safety membership shall end and Tier I General/Miscellaneous membership shall begin; Tier II Safety membership shall end and Tier II General/Miscellaneous membership shall begin). Tier II Tier II Tier III Tier I Tier I NOTE: Employees initially enrolled in Tier III General/Miscellaneous who become enrolled in Tier II Safety and subsequently return to a permanent position in a General/Miscellaneous classification shall be re-enrolled into Tier III General/Miscellaneous. Any employee who deferred retirement prior to the December 15, 2000, Ventura II settlement agreement who subsequently rejoins the retirement association shall be enrolled in Tier I General/Miscellaneous or Tier I Safety. Any other employee who defers retirement and subsequently rejoins the retirement association shall continue under the retirement tier he or she was enrolled in prior to deferral. The foregoing summary of Tier III General/Miscellaneous Retirement Plan - Mandatory is for the parties’ general reference, and does not modify the County Board resolutions or County ordinances which established the tiers.
Appears in 2 contracts
Samples: Memorandum of Understanding, Memorandum of Understanding
LEAD WORKER DIFFERENTIAL. Lead Workers are defined as having the responsibility of assigning, reviewing, and coordinating the work of other staff in an organization wherein management has determined the need for such a role. Eligibility Worker III’s and Social Worker Aides Aide II’s assigned by management to perform Lead Worker duties as defined above involving the leading of one (1) or more employees shall be paid a $100.00 50.00 per pay period differential. Persons designated by management to receive this differential do so at the pleasure of management and assignment decisions designating or removing designation are not grievable or appealable to the Civil Service Commission or subject to challenge in a court of law. Lead Worker differential will be paid for an entire pay period inclusive of Annual Leave or other paid off-duty time based on the assumption the Lead Worker responsibilities are assumed for the entire pay period and are not assumed by another individual during the Lead Worker’s time off. If another individual is assigned by management to perform Lead Worker duties in the absence of the previously designated employee, a pro-rated differential based on the actual number of shifts worked in that capacity shall be paid to each. ARTICLE 39 -- TIER III GENERAL/MISCELLANEOUS RETIREMENT PLAN – MANDATORY (EFFECTIVE JUNE 18, 2007) Effective Fiscal Year 2007-2008, any employee hired into a permanent general/miscellaneous position represented by SEIU – Local 521 shall be enrolled mandatorily under the following 1937 Act retirement plan section: ▪ 2.6186% @ age 60; 3.1336% @ age 65 ▪ 3 year average for final compensation The vested “health benefit” (currently $3.00 per year of service) resulting from the Settlement Agreement (Fresno County Superior Court Cases 605588-3, 608028-7 and 634171-3) [see Section 9] entered into judgment on December 15, 2000, shall be extended to employees enrolled in Tier III General/Miscellaneous. Any employee occupying a permanent position that is represented or unrepresented, who promotes, demotes or transfers into a permanent position represented by Unit 4 – Eligibility Workers, shall continue under the retirement tier in which they were enrolled immediately prior to their promotion, demotion or transfer. Any employee occupying a permanent position represented by Unit 4 – Eligibility Workers, who promotes, demotes or transfers into a permanent position that is represented or unrepresented, shall continue under the retirement tier in which they were enrolled immediately prior to their promotion, demotion or transfer. Any employee occupying a permanent position who promotes, demotes or transfers from a Safety classification to a General/Miscellaneous classification, or vice versa, shall be enrolled in the corresponding retirement tier (e.g., Tier I Safety membership shall end and Tier I General/Miscellaneous membership shall begin; Tier II Safety membership shall end and Tier II General/Miscellaneous membership shall begin). Tier II I Tier II Tier III Tier I Tier I II NOTE: Employees initially enrolled in Tier III General/Miscellaneous who become enrolled in Tier II Safety and subsequently return to a permanent position in a General/Miscellaneous classification shall be re-enrolled into Tier III General/Miscellaneous. Any employee who deferred retirement prior to the December 15, 2000, Ventura II settlement agreement who subsequently rejoins the retirement association shall be enrolled in Tier I General/Miscellaneous or Tier I Safety. Any other employee who defers retirement and subsequently rejoins the retirement association shall continue under the retirement tier he or she was enrolled in prior to deferral. The foregoing summary of Tier III General/Miscellaneous Retirement Plan - Mandatory is for the parties’ general reference, and does not modify the County Board resolutions or County ordinances which established the tiers. ARTICLE 40 -- TIER IV GENERAL/MISCELLANEOUS RETIREMENT PLAN MANDATORY – [THREE (3) YEAR AVERAGE] Effective June 11, 2012, any employee newly hired into a permanent position in a General/Miscellaneous classification represented by SEIU Local – 521, Unit 4, shall be enrolled pursuant to the following sections of the County Employees Retirement Law of 1937 (Tier IV): ▪ GC 31676.1 – 1.67% @ 57½; 2% @ 61; 2.43% @ 65 ▪ GC 31621 – Default Member Contribution Code ▪ GC 31462 – 3 year average for final compensation ▪ 0 (zero) Cost of Living The “Settlement Health Benefit” (currently $3.00 per year of service) resulting from the Settlement Agreement (Fresno County Superior Court Cases 605588-3, 608028-7 and 634171-3) [see Section 9] entered into judgment on December 15, 2000 shall not be extended to employees enrolled in General Tier IV. Any employee occupying a permanent position who promotes, demotes or transfers from a Safety classification to a General/Miscellaneous classification, or vice versa, shall be enrolled in the corresponding retirement tier (e.g., Tier I Safety membership shall end and Tier I General/Miscellaneous membership shall begin; Tier II Safety membership shall end and Tier II General/Miscellaneous membership shall begin). Tier I Tier II Tier III Tier IV Tier I Tier II Tier IV NOTE: Employees initially enrolled in Tier III General/Miscellaneous who become enrolled in Tier II Safety and subsequently return to a permanent position in a General/Miscellaneous classification shall be re-enrolled into Tier III General/Miscellaneous. Any employee who deferred retirement prior to the December 15, 2000, Ventura II settlement agreement who subsequently rejoins the retirement association shall be enrolled in Tier I General/Miscellaneous or Tier I Safety. Any other employee who defers retirement and subsequently rejoins the retirement association shall continue under the retirement tier he or she was enrolled in prior to deferral. The foregoing summary of Tier IV Safety Retirement Plan – Mandatory is for the parties’ general reference and does not create any retirement benefits. The tier will be established by resolution, or other enactment, as applicable, to be adopted or approved by the County Board of Supervisors prior to June 11, 2012.
Appears in 2 contracts
Samples: Memorandum of Understanding, Memorandum of Understanding
LEAD WORKER DIFFERENTIAL. Lead Workers are defined as having the responsibility of assigning, reviewing, and coordinating the work of other staff in an organization wherein management has determined the need for such a role. Eligibility Worker III’s and Social Worker Aides Aide II’s assigned by management to perform Lead Worker duties as defined above involving the leading of one (1) or more employees shall be paid a $100.00 50.00 per pay period differential. Persons designated by management to receive this differential do so at the pleasure of management and assignment decisions designating or removing designation are not grievable or appealable to the Civil Service Commission or subject to challenge in a court of law. Lead Worker differential will be paid for an entire pay period inclusive of Annual Leave or other paid off-duty time based on the assumption the Lead Worker responsibilities are assumed for the entire pay period and are not assumed by another individual during the Lead Worker’s time off. If another individual is assigned by management to perform Lead Worker duties in the absence of the previously designated employee, a pro-rated differential based on the actual number of shifts worked in that capacity shall be paid to each. ARTICLE 39 -- TIER III GENERAL/MISCELLANEOUS RETIREMENT PLAN – MANDATORY (EFFECTIVE JUNE 18, 2007) Effective Fiscal Year 2007-2008, any employee hired into a permanent general/miscellaneous position represented by SEIU – Local 521 shall be enrolled mandatorily under the following 1937 Act retirement plan section: ▪ 2.6186% @ age 60; 3.1336% @ age 65 ▪ 3 year average for final compensation The vested “health benefit” (currently $3.00 per year of service) resulting from the Settlement Agreement (Fresno County Superior Court Cases 605588-3, 608028-7 and 634171-3) [see Section 9] entered into judgment on December 15, 2000, shall be extended to employees enrolled in Tier III General/Miscellaneous. Any employee occupying a permanent position that is represented or unrepresented, who promotes, demotes or transfers into a permanent position represented by Unit 4 – Eligibility Workers, shall continue under the retirement tier in which they were enrolled immediately prior to their promotion, demotion or transfer. Any employee occupying a permanent position represented by Unit 4 – Eligibility Workers, who promotes, demotes or transfers into a permanent position that is represented or unrepresented, shall continue under the retirement tier in which they were enrolled immediately prior to their promotion, demotion or transfer. Any employee occupying a permanent position who promotes, demotes or transfers from a Safety classification to a General/Miscellaneous classification, or vice versa, shall be enrolled in the corresponding retirement tier (e.g., Tier I Safety membership shall end and Tier I General/Miscellaneous membership shall begin; Tier II Safety membership shall end and Tier II General/Miscellaneous membership shall begin). Tier II I Tier II Tier III Tier I Tier I II NOTE: Employees initially enrolled in Tier III General/Miscellaneous who become enrolled in Tier II Safety and subsequently return to a permanent position in a General/Miscellaneous classification shall be re-enrolled into Tier III General/Miscellaneous. Any employee who deferred retirement prior to the December 15, 2000, Ventura II settlement agreement who subsequently rejoins the retirement association shall be enrolled in Tier I General/Miscellaneous or Tier I Safety. Any other employee who defers retirement and subsequently rejoins the retirement association shall continue under the retirement tier he or she was enrolled in prior to deferral. The foregoing summary of Tier III General/Miscellaneous Retirement Plan - Mandatory is for the parties’ general reference, and does not modify the County Board resolutions or County ordinances which established the tiers. ARTICLE 40 -- TIER IV GENERAL/MISCELLANEOUS RETIREMENT PLAN MANDATORY – [THREE (3) YEAR AVERAGE] Effective June 11, 2012, any employee newly hired into a permanent position in a General/Miscellaneous classification represented by SEIU Local – 521, Unit 4, shall be enrolled pursuant to the following sections of the County Employees Retirement Law of 1937 (Tier IV): GC 31676.1 – 1.67% @ 57½; 2% @ 61; 2.43% @ 65 GC 31621 – Default Member Contribution Code GC 31462 – 3 year average for final compensation 0 (zero) Cost of Living The “Settlement Health Benefit” (currently $3.00 per year of service) resulting from the Settlement Agreement (Fresno County Superior Court Cases 605588-3, 608028-7 and 634171-3) [see Section 9] entered into judgment on December 15, 2000 shall not be extended to employees enrolled in General Tier IV. Any employee occupying a permanent position who promotes, demotes or transfers from a Safety classification to a General/Miscellaneous classification, or vice versa, shall be enrolled in the corresponding retirement tier (e.g., Tier I Safety membership shall end and Tier I General/Miscellaneous membership shall begin; Tier II Safety membership shall end and Tier II General/Miscellaneous membership shall begin). Tier I Tier II Tier III Tier IV Tier I Tier II Tier IV NOTE: Employees initially enrolled in Tier III General/Miscellaneous who become enrolled in Tier II Safety and subsequently return to a permanent position in a General/Miscellaneous classification shall be re-enrolled into Tier III General/Miscellaneous. Any employee who deferred retirement prior to the December 15, 2000, Ventura II settlement agreement who subsequently rejoins the retirement association shall be enrolled in Tier I General/Miscellaneous or Tier I Safety. Any other employee who defers retirement and subsequently rejoins the retirement association shall continue under the retirement tier he or she was enrolled in prior to deferral. The foregoing summary of Tier IV Safety Retirement Plan – Mandatory is for the parties’ general reference and does not create any retirement benefits. The tier will be established by resolution, or other enactment, as applicable, to be adopted or approved by the County Board of Supervisors prior to June 11, 2012.
Appears in 1 contract
Samples: Memorandum of Understanding
