Wages and Other Related Issues. 12 Section 1. Wages 12 Section 2. Variable Entry 15 ARTICLE 5. HOURS OF WORK, PREMIUMS AND BONUSES 15 Section 1. Hours of Work 15 Section 2. Overtime Work and Compensation 16 Section 3. Call-Back Work 20 Section 4. Schedule of Hours at Institutions 21 Section 5. Night Shift Premium 22 Section 6. Non-Routine Shift Change Compensation 22 Section 7. Less than Full-time Work Provisions 22 Section 8. Temporary Assignment Compensation 23 Section 9. Employees on Eighty-Four (84) Hour Schedule 24 Section 10. Institutional Employees Premium 24 Section 11. Instructor Training Differential 24 Section 12. Shift Leader Premium 25 Section 13. Flextime 25 Section 14. Production Standards - Field Services 26 Section 15. Bilingual Premium 27 Section 16. Armed Unit Differential 28 Section 17. Mandatory Overtime Cancellation Compensation… 28 Section 18. Field Training Officer Premium 28 Section 19. 20-Year Retention Incentive… 29 ARTICLE 6. PAID LEAVES 29 Section 1. Holidays and Holiday Compensation 29 Section 2. Vacation 31 Section 3. Bereavement Leave 35 Section 4. Sick Leave 36 Section 5. Workers' Compensation Leave and Light Duty 38 Section 6. Court Leave (Jury Duty) 39 Section 7. Military Leave 40 Section 8. Administrative Leave 40 Section 9. Catastrophic Leave Program 42 Section 10. Employee Poll Worker Program 43 Section 11. Appeal of Disputes: Paid Leaves 45 ARTICLE 7. ASSOCIATION PRESIDENT’S LEAVE 45
Wages and Other Related Issues. Section 1. Wages
Wages and Other Related Issues. A. The County has the non-appealable right to increase compensation for classifications covered by this MOU.
Wages and Other Related Issues. 8 Section 1. Wages 8 Section 2. Step Plan 11 ARTICLE 5. HOURS OF WORK, PREMIUMS AND BONUSES 12 Section 1. Hours of Work 12 Section 2. Overtime Work and Compensation 14 Section 3. Call-Back Work 18 Section 4. Standby Duty Compensation 20 Section 5. Available Time 22 Section 6. Non-Routine Shift Change Compensation 22 Section 7. Shift Differential 22 Section 8. Temporary Assignment Compensation 23 Section 9. Temporary Service with Registrar of Voters 24 Section 10. Compensation for Lunch Time Supervisors of Adult – Institution Residents 24 Section 11. Night Duty Compensation in Overnight Camping Parks 24 Section 12. Transcribing Premium 25 Section 13. Work Location Premiums 25 Section 14. Assignment Premiums 29 Section 15. Certifications/Special Training (5%) 30 Section 16. Bilingual Premium 31 Section 17. Child Protective Services/ Adult Protective Services Supervisor (#5259) Spanish Retention BilingualPremium 32 Section 18. Master of Social Work (MSW) Degree Premium 33 Section 19. Sheriff’s Dispatcher Training Premium 34 Section 20. Sheriff’s Dispatcher Lead Premium 34 Section 21. Sheriff’s Detentions Procedures Training Premium 34 Section 22. Child Support Officer Lead Premium 35 Section 23. Hospital Outstation Assignment Premium 35 Section 24. Hazardous Incident Response Work – Environmental Health Specialists 35
Wages and Other Related Issues. The current wage scale for all represented classes shall remain the same through the last full pay period inclusive of June 30, 2018. Each regular employee who is a member of this bargaining unit shall receive, for the 2018 plan year only, in lieu of a credit towards the employee’s County-sponsored health, dental, and vision plan premiums, up to $1,950.00 divided by and paid out in installments in each of the remaining benefit pay periods for the 2018 plan year following Board of Supervisor’s approval of this MOU. The payments shall be subject to applicable payroll deductions and will be made in addition the current wage of each regular employee who remains a member of this bargaining unit during the benefit pay period in which it is paid. Effective the first full pay period in July, 2018, the County will increase base wages for employees in the bargaining unit to ensure that benchmark job classifications within the bargaining unit are approximately 10% (+/- 1%) behind the median market average utilized by the County. The County will increase the base wages of non-benchmark job classifications to maintain current internal ties and percentage wage differences between ranks. Such equity adjustments are based on the October 20, 2017, total compensation survey completed by the County which does not include longevity pay.
Wages and Other Related Issues. Effective the first full pay period following Board of Supervisors adoption of the January 1, 2023 to December 31, 2025 MOU, the County will increase base wages for benchmark classifications and internally tied non-benchmark classifications to approximately the median (+/- 1%) of the County’s May 2022 comparable agency compensation survey. Effective the first full pay period in July 2023, the County will increase base wages for all classifications in this bargaining unit by 2.0%. Effective the first full pay period in July 2024, the County will increase base wages for all classifications in this bargaining unit by 2.0%.
Wages and Other Related Issues. Effective the first full pay period following Board of Supervisors adoption of the January 1, 2020 – December 31, 2022 MOU, the County will increase base wages for journey level benchmark classifications and internally tied non-benchmark classifications to approximately 8.0% (+/- 1%) behind the median of the County’s December, 2019 comparable compensation survey data. Effective the first full pay period of January 2021, all represented employees shall receive an increase of one percent (1.0%) to their base rate of pay. Effective the first full pay period of January 2022, all represented employees shall receive an increase of one and one half percent (1.5%) to their base rate of pay.
Wages and Other Related Issues. A. Wages
Wages and Other Related Issues
