Negotiations 2006

County Contract Ratified...see summary below

The 2006 CEMA bargaining Team Pictured: (Front l. to r) Phil Mayer, Mark Hand, Laura Colunga, Richard Rapacchietta and Tom Starkey. (Back l. to r.) Eric Goodrich, Consuelo Collard, Theresa Nelson, Edna Esguerra and Aileen Arellano. Not Pictured: Amando Cablas and Randy Johnese (behind the camera).

Following membership meetings which were held between May 16^th and May 23^rd, the CEMA Bargaining Committee has finalized the CEMA Proposals which can be viewed here. These proposals will be submitted to the County at the first bargaining session which is scheduled for June 22^nd. Please check this web page regularly for negotiations updates which will be posted below after each bargaining session.

For additional information or if you have a concern regarding negotiations, please contact a member of the CEMA Bargaining Committee. A list of the Bargaining Committee members can be found here.

Bargaining Updates

County Contract Ratified

A new contract between CEMA and the County of Santa Clara was ratified in membership meetings held on Sunday, August 13^th and Monday, August 14^th. The details of the agreement are as follows:

ARTICLE 1 RECOGNITION
New language to recognize that certain CEMA represented classifications are non-exempt under the Fair Labor Standards Act (FLSA) and, therefore, eligible to overtime compensation and that certain other CEMA represented classifications are eligible to shift assignment pay, pest advisory differential, bilingual pay and/or uniform allowance.

ARTICLE 2 SALARIES
1. 1. Effective 8/14/06 – Agreed upon realignments (see separate Realignment document here)
  2. Effective 10/30/06 – 3%
  3. Effective 12/17/07 – 4%
  4. Effective 8/11/08 – 1%
  5. Effective 9/26/08 – Bonus equal to 2% of pay
2. The County shall increase the level of PERS contribution for Park Ranger Supervisor and Manager Park Ranger Operations by 1 percent to a total contribution of 2 percent.
3. The following classes shall be tied to movement in RNPA bargaining unit both for general wage movement (COLA) and realignments:
  - B05, Director of Cardiovascular Services;
  - B6F Mgr Adult Custody MH;
  - C69 Public Health Nurse Mgr II;
  - C70 Public Health Nurse Mgr I;
  - C87 Quality Improvement Coordinator - SCVMC;
  - P70 Nursing Info Systems Mgr;
  - S01 Quality Improvement Mgr – Hospital;
  - S02 Admissions & Utilization Service Mgr;
  - S03 Infection Control Nurse Supervisor;
  - S07 Quality Improvement Mgr – Amb CHS;
  - S10 Utilization Review Supervisor;
  - S12 Utilization Review Coordinator;
  - S13 Quality Improvement Mgr – MH OP;
  - S16 Director of Educ Adv Prac Nrs Quty Imp;
  - S18 Patient Services Case Coordinator;
  - S19 Utilization Review Coordinator – VHP;
  - S1T Nrs Mgr Ambulatory Care – U;
  - S20 Quality Imprv Mgr – Alc & Drg Sr;
  - S31 Nrs Mgr Cld Shlt Cstdy Hlth;
  - S42 Nrs Mgr Critical Care;
  - S43 Nrs Mgr Burn Center;
  - S53 Nrs Mgr Emergency Department;
  - S55 Nrs Mgr Operating Room Servs;
  - S61 Nrs Mgr Post Anesthesia Cr Unt;
  - S62 Nrs Mgr Rehabilitation;
  - S63 Nrs Mgr Medical Surgical Nrsin;
  - S64 Nrs Mgr Mother Infant Cr Ctr;
  - S65 Nrs Mgr Lbr Del Pernl Evl Prd;
  - S66 Nrs Mgr Artificial Kidney Unit;
  - S67 Nrs Mgr Pediatrics – ICU;
  - S69 Quality Impvmnt Mgr Inpt Nrs;
  - S71 Trauma Program Coordinator;
  - S72 Quality Improvmnt Mgr – A P Sv;
  - S77 Admin Nurse V;
  - S80 Admin Nurse II;
  - S81 Nrs Mgr Neonatal ICU;
  - S82 Nrs Mgr Ambulatory Care;
  - S84 Nrs Mgr Mental Health Nursing;
  - S90 Dir Mental Health Nursing;
  - P70 Nursing Info Systems Mgr:
  - B12 Utilization Management Q-A Mgr;
  - P62 Specialty Programs Nurse Coord.
  (The provision above will mean that those classes will receive a cost of living increase of 3% and a realignment of 2% on November 6, 2006 and a further realignment of 2% on May 7, 2007. Subsequent cost of living increases and realignments will be dependant on the provisions of the subsequent RNPA agreement.)
4. Effective August 14, 2006 the following broad range classifications shall be converted to a five-step salary plan. The schedule will be created by starting with the maximum step and creating four lower steps with a five percent differential between each step.
  - Y50 Project Manager
  - S18 Patient Services Case Coordinator
  - S01 Quality Improvement Manager - Hospital
  - S07 Quality Improvement Manager Ambulatory CHS
  - C94 Manager of Volunteer Services
5. Assignment Pay
  Provide that certain CEMA represented employees assigned to work evening shifts shall receive assignment pay in the amount of $320.00 biweekly. Certain CEMA represented employees assigned to work night shifts shall receive assignment pay in the amount of $580.00.
  Included are:
  - Admin Nurse II
  - Utilization Review Coord
6. Pest Advisory Differential
  A Park Field Support Manager who obtains and maintains a valid Agricultural Pest Control Advisor License issued by the State of California and is assigned to perform pest control advisory functions shall be compensated at a range approximately 7.5% higher than that specified for regular positions in this classification. This differential shall be limited to one position in Parks.
7. Automatic Check Deposit
  All employees hired after the effective date of this agreement shall be paid by automatic check deposit. By January 2007, all workers hired prior to the effective date of this agreement shall be paid by automatic check deposit.
ARTICLE 3 RETIREMENT
Amend PERS contract effective 12/17/07 to provide for 2.5% at 55 Retirement Formula . CEMA represented employees will pay a PERS premium of 3.931% effective that date.

ARTICLE 5 INSURANCE PROGRAMS
2. Increase County paid term life insurance to $50,000.00. Allow employees to purchase up to $500,000.00 based on annual salary. County will provide letter confirming the ability of retirees to convert to a paid life insurance amount.
3. Employees hired on or after June 19, 2006 shall work ten (10) years for the County to be eligible for retiree medical benefits.

ARTICLE 7 PROFESSIONAL DEVELOPMENT
- Increase fund to $200,000.00 per fiscal year (was $135,000)
- Increase Tuition Reimbursement to $800.00 in FYs 2007, 2008, & 2009. (was $650)
- Professional Development annual maximum of 1,250.00 and per occurrence of $650.00. (was $1,100.00 and $550.00)

ARTICLE 9 CERTIFICATION FUND
Increase fund to $7500.00 per year and reimburse 100% of cost of State mandated licenses and certificates. (Was $5000.00)

ARTICLE 10 – TEMPORARY ASSIGNMENT RESPONSIBILITY DIFFERENTIAL (TARD)
Eligibility to TARD occurs after 5 days (was 6)

ARTICLE 11 - LATERAL TRANSFER
Change transfer band to 12% (was 10%)

ARTICLE 12 STO AND SICK LEAVE
- CEMA and the County agree to establish a joint labor-management committee to redesign annual leave for CEMA represented employees. The goal will be to convert the STO and sick leave accruals into a single annual leave accrual and to do so in a manner that is cost neutral to both parties. The committee will meet during March and April of 2007 a maximum of ten (10) times to study the issue and form a recommendation. The committee shall make a recommendation to both the Union and the County no later than May 15, 2007. If accepted by both parties the proposal will be implemented no later than August 13, 2007.
- Add 3 additional days of Bereavement Leave if out of state travel is required.
- Family Care Usage
  An employee is entitled to use one-half (1/2) of his/her annual accrued leave in order to care for a sick or injured member of the employee’s immediate family requiring care. The initial period of time granted up to one full day, must be charged to the STO bank. The balance shall be charged to sick leave if necessary. “Immediate family” shall mean the mother, father, grandmother, grandfather of the employee or of the spouse of the employee or of the same sex domestic partner and the spouse, son son-in-law, daughter, daughter-in-law, brother or sister of the employee or any person living in the immediate household of the employee.

ARTICLE 17 – TERM OF AGREEMENT
August 14, 2006 through August 9, 2009.

Uniform Allowance Sideletter
Increase yearly Uniform Allowance to $500 for; Park Maintenance Supervisor, Supervising Custody Support Assistant, EMS Coordinator, Law Enforcement Records Manager, Law Enforcement Records Supervisor, the following safety classes: Park Ranger Supervisor, Manager of Park Ranger Operations shall receive $850 per year.

Bilingual Sideletter
Increased bilingual payments from one hundred-twenty dollars as follows:
- Effective August 14, 2006 – one hundred–thirty dollars ($130) per month.
- Effective August 13, 2007 – one hundred-forty dollars ($140) per month.
- Effective August 11, 2008 – one hundred-fifty dollars ($150) per month.

CLASSIFICATIONS
The County agrees to provide CEMA with a letter outlining the Boards policy on reclassifications, a procedure for departments to submit reclassification requests and a procedure for employees to appeal the failure of a department to follow through on a reclassification request where it is required.
Agreement to complete the following classification reviews within the next year: Hiedi Hudson (Sr. Health Care Program Manager), Philip Chantri (Election Services Coordinator) and Amy Brinkman-Viall (Prevention Program Analyst II).
Agreement to complete a classification study on: Anne Perkins (Rehabilitation Srv Program Rep), Dolores Alvarado (Maternal Child & Adol Health Div Dir), Grace Jimenez (Data Processing Supervisor), Karin Accorinti (Election Recruiting &Training Sup) and Jenny Howard (Ambulatory Service Manager) within twelve months.
Labor/Management IB Committee
During the term of this agreement the County and CEMA will jointly participate in a Interest Based Committee to discuss:
1. Training Programs for new CEMA bargaining unit employees,
2. CEMA/County participation in regional health care cost containment,
3. Improvement of the CEMA performance appraisal process, and
4. Problems with dues processing.
The Committee will convene it’s first meeting no later than November 1, 2006.

Fair Labor Standards Act (FLSA)
The following classes are covered by the Fair Labor Standard’s Act (FLSA) and shall receive compensory time off for hours worked over forty in any week or, in the case of safety employees, eighty in a pay period. Compensatory time shall be earned at the rate of one and one half hour for each overtime hour worked.
Included classes are:
- Assoc Mgmt Analyst A
- Assoc Mgmt Analyst B
- Citizenship Coordinator
- Health Care Analyst I
- Health Care Program Analyst Assoc
- Human Relations Coord I
- Mgmt Aide
- Supv Probation Counselor
- Park Ranger Supervisor
These classifications shall not be eligible for Admin Leave.

A tentative agreement (TA) was reached with the County at approximately 10 pm on Saturday. Please attend one of the membership meetings on Sunday and Monday for details.
***

The CEMA Bargaining Committee has met for 12 - 14 hours every day this week. We expect to meet until late Friday and all day Saturday. Please plan to attend one of the Membership Meetings on Sunday and Monday to hear the resluts of our efforts.

August 7, 2006 The CEMA and County Bargaining Committees met at 1:30 pm and the County presented CEMA with the following proposal:

Wages: The County's offer remains
- 3% effective the pay period following ratification
- 4% effective February 11, 2008 - almost 2 months after the 3.931% deduction begins for the PERS upgrade
- 1% effective August 11, 2008
- a lump sum equal to 2% of annual salary paid on September 26, 2008
Language on 'Assignment Pay' for nursing classes working shifts but "...with respect to other classes, the County is not willing to entertain a differential...but is willing to study a list provided by CEMA to consider making realignment adjustments."
Retirement - 2.5% @ 55 effective 12/17/07 but employees must pay a 3.931% premium effective that date.
Retiree Medical Benefits - "Employees hired on or after June 19, 2006 shall work ten (10) years for the County to be eligible for retiree medical benefits."
Life Insurance - Increase County paid life insurance from $25,000 to $50,000 and allow CEMA level employees to purchase up to $500,000 of Supplemental Life Insurance based upon the employee's salary.
Scheduled Time Off (STO) - "Separate holidays from STO as soon as practicable. Pay holidays as they are observed. If an employee is required to or assigned to work a holiday, the employee shall receive an alternate day off.
The County proposes to establish a committee to study the feasibility of converting the STO Bank to and annual leave progam provided that the conversion is cost neutral. This would then be subject to negotiation in a subsequent contract
Bereavement Leave - The County will provide CEMA members with the same bereavement leave as other County Employees.
Uniform Allowance - Increase from $400 to $500 per year and the County will entertain a higher amount for safety classes if CEMA submits a list of the uniform requirements with specific costs.

Following the presentation of their counter-proposal, the County stated that they expected CEMA to make a significant reduction in their realignment proposal as part of their next counter proposal. The parties then adjourned and the CEMA Committee went into caucus on a response until 9:30 pm.

August 6, 2006 County responded to CEMA's modification of it's realignment proposal by presenting the following counter:

County Realignment Proposal #2 8/6/06 at 4 pm

Classification Proposed % realignment

Accountant III 1

Admin Director, Lab 3

Assessment Roll Admin 4

Asst Admin Director Lab 3

Assistant Chief Appraiser 2

Asst Chief Auditor Appraiser 2

Asst Dir of Pharmacy Services 4

Asst Tech Planning & Ctl Mgr 1.5

Assoc Mgmt Analyst A 1

Assoc Mgmt Analys B 1

Chief Communications Disp 4

Chief of Design Services 5

Chief Respiratory Care Practnr 8

Clinical Biochemist 3

Clinical Microbiologist 3

Communications Engineer 4

County Communications Ast Dir 4

County Networks Manager 1

County Webmaster 3

Customer Support Services Manager 1

Data Processing Staff Assist 2

Data Processing Supervisor 3

Dept Fiscal Officer 3

Diagnostic Imaging Asst Dir 3

Dir of Diagnostic Imaging 2

Dir of Pharmacy SVCS SCVHHS 4

Division Mgr-Clk of the Board 3

Employment Program Supv 3

Fleet Maintenance Supervisor 2

Health Program Mgr I 1

Health Program Mgr II 1

Information Systems Mgr II 1

Information Systems Mgr III 1

IT Planner/Architect 1

Janitor Supervisor 1

Laudry Services supervisor 1

Local Area Network Specialist 1

Mapping & I.D. Supervisor 2

Mat Child & Adol Hlth Div Dir 3

Mgmt Analyst 1

Mgr of Park Maintenance Svcs 1

Mgr Training and Staff Dev 1

Network Designer 2

Network Operations Supv 2

Pretrial Prg Mgmt Spec 1

Principal Planner 4

Project Support Svcs Manager 1

Public Health Nurse Mgr I 5

Public Health Nurse Mgr II 5

Road Operations Superintendent 1

Sr Accountant 3

Sr Communications Dispatcher 4

Sr Diagnostic Img Info Sys Spc 1

Sr Planner 4

Sr Systems Software Engineer 2
Supv Account Clerk II 2

Supv Appraiser 1

Supv Assessment Clerk 1

Supv Auditor-Appraiser 2

Supv Diagnostic Imag Tech 2

Supv Environmental Health Spec 1

Supv Indexer 1

Supv Pharmacist 4

Supv Recordable Doc Tech 1

Supv Respiratory Care Practnr 8

Systems & Program Mgr 1

Tax Roll Mgr 1

Training & Staff Dev Spec 1

Trust & Fiduciary Accnting Mgr 1

* For any class not listed the County is proposing nothing.
** The total cost of this proposal is $833,118.50.

CEMA Made the following response:

CEMA Counter-Proposal On Realignments - 8/6/06 at 9:00 pm

Classification Proposed % realignment

Accountant III 3

Admin Director, Lab 9

Admin Nurse V 5

Admin Services Mgr I 3

Admin Support Officer III 1

Ambulatory Service Mgr 9

Assessment Roll Admin 4

Assoc Mgmt Analyst A 1

Assoc Mgmt Analyst B 1

Asst Admin Director Lab 9

Asst Chief Appraiser 7

Asst Chief Auditor Appraiser 7

Asst Dir of Pharmacy Services 10

Asst Tech Planning & Ctl Mgr 1.5

Business Mgr-Clk of the Board 3

Cancer Care Program Coordinator 15

Central Service Mgr-SS 8

Chief Clin Neurophysiolc Tech 3

Chief Communications Disp 4

Chief of Design Services 5

Chief Respiratory Care Practnr 8

Children's Services Mgr 5

Clinical Biochemist 9

Clinical Microbiologist 9

Communications Engineer 4

Communications Engineering Mgr 2

Community Librarian 5

Coord of Programs for Disabled 3

Cottage Manager 1

County Communications Ast Dir 4

County Networks Manager 5

County Webmaster 7

Customer Support Services Mgr 5

Data Base Admin Mgr 5

Data Processing Staff Assist 9

Data Processing Supervisor 12

Dept Fiscal Officer 5

Diagnostic Imaging Asst Dir 9

Diagnostic Imaging Info SS II 6

Diagnostic Inaging Info Sys Mg 8

Dir of Diagnostic Imaging 9

Dir of Environmental Svcs HHS 2

Dir of Pharmacy Svcs SCVHHS 10

Division Mgr-Clk of the Board 3

Election Division Coord 3

Election Recrt & Trng Supv 10

Electrical Systems Supervisor 2

Employment Program Supv 3

Equal Oportunity Officer 3

Exemption Supervisor 2

Fleet Maintenance Supervisor 2

Fleet Services Coord 5

Grounds Supervisor 1

Head Cook 2

Health Care Fin Analyst I 6

Health Care Fin Analyst II 6

Health Care Fin Analyst Assoc 6

Health Care Program Anal Assoc 20.98

Health Care Program Analyst I 3

Health Care Program Mgr I 5.5

Health Care Program Mgr II 6.5

Healthcare Serv Bsns Dev Anal 5

Housekeeping Serv Section Mgr 2

Information Systems Mgr I 1

Information Systems Mgr II 1

Information Systems Mgr III 1

Internal Auditor III 1.5

IT Planner/Architect 2.5

Janitor Supervisor 1

Laundry Services Supervisor 3

Liability Claims Adjuster II 1

Liability Claims Adjuster III 1

Local Area Network Specialist 4

Managing Dietitian 3

Mapping & I. D. Supervisor 5

Mat Child & Adol Hlth Div Dir 28

Mental Health Prog Spec II 3

Mgmt analysis Prog Mgr I 3

Mgmt Analyst 1

Mgmt Info Svcs Mgr II 6

Mgr of Park Maintenance Svcs 6

Mgr Patient Accounting SCVHHS 5

Mgr Training and Staff Dev 1

Network Designer 2

Network Operations Supv 5

Nursing Info Systems Mgr 9.37

Operations Mgr Family Support 1

Park Field Support Mgr 7.5

Park Maintenance Supervisor 6

Payroll Manager 2

Pretrial Prg Mgmt Spec 2

Program Mgr I 3

Project Mgr 3

Project Support Svcs Mgr 8

Property Transfer Supv 3

Public Health Nurse Mgr I 20

Public Health Nurse Mgr II 19

Recorded Documents Mgmt Cord 2

Records Mgr-Clk of the Board 1

Rehabilitati0on Srv Prog Rep 20

Road Operations Superintendent 2

Road Ops Supt-Pest Conrl Advs 2

Social Services Prg Mgr I 4

Social Services Prg Mgr II 4

Social Services Prg Mgr III 4

Specialty Programs Nurse Coord 10

Sr Accountant 3

Sr Call Center Coordinator 2

Sr Communications Dispatcher 4

Sr Corr Training Specialist 3

Sr Diagnostic Img Info Sys Spc 8

Sr Health Care Prog Analyst 3

Sr Health Care Program Mgr 30

Sr Info Techology Project Mgr 3

Sr Internal Auditor 3

Sr Mgmt Analyst 3

Sr Planner 4

Sr Programming Analyst 2

Sr Systems Software engineer 2

Sr Training & Staff Developmnt 3

Sr Hlth Care Fin Analyst 6

Steril Process Education Cord 0

Supv Account Clerk II 2

Supv Appraisal Data Coord 3

Supv Appraiser 8

Supv Assessment Clerk 3

Supv Auditor-Appraiser 8

Supv Deputy Public Guardian 0

Supv Diagnostic Imag Tech 6

Supv Environmental Health Spec 2

Supv Estate Administrator 0

Supv Family Support Officer 4

Supv Health Services Rep II 3

Supv Indexer 3

Supv Internal Auditor 3

Supv Legal Clerk 1

Supv Paralegal 0

Supv Pharmacist 10

Supv Recordable Doc Tech 5

Supv Respiratory Care Practnr 8

Systems & Program Mgr 6

Tax Roll Mgr 4

Technical Services Mgr 5

Telephone Services Engineer 2

Traffic Painter Supv 2

Training & Staff Dev Spec 3

Trauma Program Coord 2

Trust & Fiduciary Accntng Mgr 4

The total cost of this proposal is $3,425,661.51

August 5, 2006 CEMA and the County met at 8:30. The County presented CEMA with their first response on realignments. They began by stating that CEMA's proposal was way too costly at nearly $8 million. They then presented us with the following proposal:

County Realignment Proposal #1 8/5/06 at 10 am

Classification Proposed % realignment

Accountant III 1

Admin Director, Lab 1

Assessment Roll Admin 1

Assistant Chief Appraiser 1

Asst Chief Auditor Appraiser 1

Asst Dir of Pharmacy Services 2

Asst Tech Planning & Ctl Mgr 1

Assoc Mgmt Analyst A 1

Assoc Mgmt Analys B 1

Chief of Design Services 2

Chief Respiratory Care Practnr 3

Clinical Biochemist 2

County Webmaster 3

Dept Fiscal Officer 2

Diagnostic Imaging Info Sys Mg 1

Diagnostic Imaging Info SS II 3

Employment Program Supv 2

Dir of Pharmacy SVCS SCVHHS 1

Mgmt Analyst 1

Mgmt Info Svcs Mgr II 2

Mgr Training and Staff Dev 1

Network Designer 1

Network Operations Supv 2

Public Health Nurse Mgr I 3

Public Health Nurse Mgr II 3

Sr Accountant 1

Sr Planner 1

Sr Diagnostic Img Info Sys Spc 1

Supv Appraiser 1

Supv Auditor-Appraiser 1

Supv Environmental Health Spec 1

Supv Pharmacist 2

Systems & Program Mgr 1

Trust & Fiduciary Accnting Mgr 1

* For any class not listed the County is proposing nothing.
** The total cost of this proposal is $356,756.

The CEMA Bargaining Committee then spent the remainder of the day re-examining the CEMA realignment proposals and, at 8:30 pm, presented the County with the following counter proposal:

CEMA Counter-Proposal On Realignments - 8/5/06 at 8:30 pm

Classification Proposed % realignment

Accountant III 3

Admin Director, Lab 12

Admin Nurse V 5

Admin Services Mgr I 3

Admin Support Officer III 3

Ambulatory Service Mgr 10

Assessment Roll Admin 4

Assoc Mgmt Analyst A 1

Assoc Mgmt Analyst B 1

Asst Admin Director Lab 12

Asst Chief Appraiser 7

Asst Chief Auditor Appraiser 7

Asst Dir of Pharmacy Services 12

Asst Tech Planning & Ctl Mgr 1.5

Business Mgr-Clk of the Board 5

Cancer Care Program Coordinator 32.5

Central Service Mgr-SS 8

Chief Clin Neurophysiolc Tech 5

Chief Communications Disp 4

Chief of Design Services 5

Chief Respiratory Care Practnr 8

Children's Services Mgr 5

Clinical Biochemist 12

Clinical Microbiologist 12

Communications Engineer 4

Communications Engineering Mgr 2

Community Librarian 5

Coord of Programs for Disabled 3

Cottage Manager 1

County Communications Ast Dir 4

County Networks Manager 5

County Webmaster 8

Customer Support Services Mgr 5

Data Base Admin Mgr 5

Data Processing Staff Assist 10

Data Processing Supervisor 15

Dept Fiscal Officer 6

Diagnostic Imaging Asst Dir 12

Diagnostic Imaging Info SS II 6

Diagnostic Inaging Info Sys Mg 8

Dir of Diagnostic Imaging 12

Dir of Environmental Svcs HHS 2

Dir of Pharmacy Svcs SCVHHS 12

Division Mgr-Clk of the Board 3

Election Disision Coord 3

Election Recrt & Trng Supv 10

Electrical Systems Supervisor 2

Equal Oportunity Officer 3

Exemption Supervisor 3

Fleet Maintenance Supervisor 2

Fleet Services Coord 10

Grounds Supervisor 1

Head Cook 2

Health Care Fin Analyst I 8

Health Care Fin Analyst II 8

Health Care Program Anal Assoc 20.98

Health Care Program Analyst I 3

Health Care Program Mgr I 5.5

Health Care Program Mgr II 6.5

Healthcare Serv Bsns Dev Anal 10

Housekeeping Serv Section Mgr 2

Information Systems Mgr I 2

Information Systems Mgr II 2

Information Systems Mgr III 2

Internal Auditor III 2

IT Planner/Architect 2.5

Janitor Supervisor 1

Laundry Services Supervisor 4

Liability Claims Adjuster II 2

Liability Claims Adjuster III 2

Local Area Network Specialist 5

Managing Dietitian 5

Mapping & I. D. Supervisor 6

Mat Child & Adol Hlth Div Dir 28

Mental Health Prog Spec II 3

Mgmt analysis Prog Mgr I 3

Mgmt Analyst 1

Mgmt Info Svcs Mgr II 6

Mgr of Park Maintenance Svcs 9

Mgr Training and Staff Dev 1

Network Designer 2

Network Operations Supv 5

Nursing Info Systems Mgr 9.37

Operations Mgr Family Support 1

Park Field Support Mgr 7.5

Park Maintenance Supervisor 9

Payroll Manager 2

Pretrial Prg Mgmt Spec 3.5

Program Mgr I 3

Project Mgr 5

Project Support Svcs Mgr 10

Property Transfer Supv 6

Public Health Nurse Mgr I 21

Public Health Nurse Mgr II 20

Recorded Documents Mgmt Cord 3

Records Mgr-Clk of the Board 1

Rehabilitati0on Srv Prog Rep 20

Road Operations Superintendent 2

Road Ops Supt-Pest Conrl Advs 2

Social Services Prg Mgr I 5

Social Services Prg Mgr II 5

Social Services Prg Mgr III 5

Specialty Programs Nurse Coord 10

Sr Accountant 3

Sr Call Center Coordinator 3

Sr Communications Dispatcher 4

Sr Corr Training Specialist 3

Sr Diagnostic Img Info Sys Spc 8

Sr Health Care Prog Analyst 3

Sr Health Care Program Mgr 30

Sr Info Techology Project Mgr 5

Sr Internal Auditor 5

Sr Mgmt Analyst 3

Sr Planner 4

Sr Programming Analyst 3

Sr Systems Software engineer 2

Sr Training & Staff Developmnt 3

Sr Hlth Care Fin Analyst 8

Steril Process Education Cord 1

Supv Account Clerk II 2

Supv Appraisal Data Coord 3

Supv Appraiser 8

Supv Assessment Clerk 4

Supv Auditor-Appraiser 8

Supv Deputy Public Guardian 1

Supv Diagnostic Imag Tech 6

Supv Environmental Health Spec 2

Supv Estate Administrator 1

Supv Family Support Officer 4

Supv Health Services Rep II 3

Supv Indexer 5

Supv Internal Auditor 5

Supv Legal Clerk 5

Supv Paralegal 1

Supv Pharmacist 12

Supv Recordable doc Tech 8

Supv Respiratory Care Practnr 8

Supv Revenue Collections Ofc 1

Systems & Program Mgr 6

Tax Roll Mgr 5

Technical Services Mgr 5

Telephone Services Engineer 3

Traffic Painter Supv 2

Training & Staff Dev Spec 3

Trauma Program Coord 2

Trust & Fiduciary Accntng Mgr 5

The total cost of this proposal is $3,950,835.72

August 3, 2006 The County takes a step backward. The County began this session by proposing major revisions to language on Alternate Work Schedules which had previously been agreed to in principal. (see posting for July 20^th below) In addition to changes in the language, the County proposed to add a new paragraph that negated the whole agreement. Someone at 70 W. Hedding does not want any language that would imply that CEMA level employees could have a regular schedule. When CEMA protested that the County was making the problem worse, the County suggested that we "park" the issue and move on to the next issue. Fine, now we have a wreck in the parking lot - call it 'Alternate Work Schedules'.

We then spent the rest of the day discussing problems with reclassification and actually made some progress on listing possible solutions for reclassification problems. The bargaining session adjourned without a final resolution of this issue.

We will be bargaining on both Saturday, August 5^th and Sunday, August 6^th. Summaries of those sessions will be posted as soon as possible following the sessions.

July 24, 2006 CEMA and the County met for a full day bargaining session. The County began the morning by presenting CEMA with their first comprehensive proposal and response to CEMA's proposal. The County's Proposal was:

Salary
1. Effective the pay period following ratification - 3%
2. Effective February 11, 2008 - 4%
3. Effective August 11, 2008 - 1%
4. Effective September 26, 2008 - Lump sum payment equal to 2% of annual salary.
Realignments - The County is not prepared to respond to realignments at this time.
Automatic Check Deposit - The County wants all employees paid by automatic deposit by January, 2007.
Retirement - The County proposes to go to the '2.5% at 55 formula' effective December 17, 2007. Effective that date the County proposes to begin deducting 3.931% to pay for it. (Please note that the County proposes to begin this deduction two months before they propose to increase CEMA wages to cover the deduction.)
Insurance Premiums - The County states that employees hired after June 19, 2006, shall work ten (10) years to be eligible for retiree medical benefits. (Note that the County is not proposing this change. They claim that it is an accomplished fact based on the 715 agreement. CEMA disagrees with the County's interpretation of the law on this matter.)
Professional Development Fund - The County agrees to increase the Professional Development Fund from $135,000 to $200,000.
Tuition Reimbursement - The County agrees to increase the tuition reimbursement maximum from $650 per year to $800 per year.
Professional Development Funds - The County proposes to increase the maximum draw from $1,100 to $1,250 per year and the maximum per occuraence from $550 to $650.
State Mandated Licensure/Certification Fund - increase the fund from $5,000 per year to $7,500 and increase reimbursement limit from $150 to the full cost (no limit).
Temporary Assignment Responsibility Differential (TARD) - The County proposes to change payment from 6 days or more to 5 days or more.
Lateral Transfer - The County agrees to increase the band from 10% to 12%.
STO and Sick Leave - The County is not yet prepared to respond to CEMA's proposal.

Finally the County stated that any CEMA proposal not otherwise responded to should be considered rejected. The CEMA team then caucused and made the following Response and Counter-Proposal:

Salaries -
1. Effective 8/14/06 - 4%
2. Effective 811/07 - 4%
3. Effective 8/10/08 - 2%
Supervisory Range - Proposes that Supervisory salaries are intended to be at least 10% above their subordinates and that, if CEMA determined that the range between any supervisor and his/her subordinates was less than 10%, the County would agree to bargain (meet and confer) with CEMA over a remedy.
Park Ranger Supervisor and Manager Park Ranger Operations PERS Contribution - propose that the County contribute at the same level for these classes as they do for Probation Manager and Supervising Probation Counselor (7%).
CEMA RN classes tied to RNPA raises - proposed that, should RNPA wages increase, the County would immediately meet with CEMA to adjust the salaries of these classes accordingly.
Broad Range - Propose that CEMA represented Broad Range classes except Budget and Public Policy Analyst, Agenda Review Administrator, Budget Operations Manager, and Principle Budget and Public Policy Analyst receive cost of living adjustments (COLAs) on the dates stated above for salary adjustments.
CEMA Premiums - We modified the proposed compensation to 3% and divided the proposed 'Management Premium' up as follows:
1. Stand by / On Call - for managers regularly scheduled stand by or on call shifts
2. Call Back - for managers who are responsible for twenty-four hour functions that regularly require return to work at hours other than the manager's regularly scheduled hours or on weekends.
3. Registrar of Voters - during peak work periods when work week exceeds 50 hours for two or more pay periods.
4. Hazardous Duty - for managers who regularly work in proximity to inmates of the jail, juvenile hall, either of the juvenile ranches or any of the locked acute psychiatric facilities.
Longevity - propose two longevity steps of 5% each after 36 at step 5 in a CEMA class and again after 36 months at step 6.
Realignments - Still waiting for County response.
Assignment Pay -
1. Evening Shift - $320 for nursing classes and $200 for non-nursing classes
2. Night Shift - $580 for nursing classes and $240 for non-nursing classes
Retirement - We agreed to the '2.5% at 55' formula effective 12/17/07 and that CEMA members would contribute 3.931% for that benefit effective that date.
Sick Leave conversion to PERS credit - We withdrew this proposal.
EMS Coordinator Safety Retirement - Proposed that CEMA and the County jointly request that PERS rule on the eligibility of this class for safety retirement.
Current Benefits - CEMA continues to propose that the County pick up any increases in premiums.
Delta Dental - CEMA proposes that County increase the annual caps on basics and prosthodontics and the lifetime cap on orthodontics to $2,500 and that they change the co-pay from 75-25 to 80-20.
Retire Health - We reject the County's proposal to increase the qualifying period to 10 years and we propose to add vision and dental.
Vision coverage - Increase coverage for exams, frames and lenses every 12 months with no deductible. Add laser eye surgery as a covered benefit.
Professional Development and Tuition Reimbursement - Tentative Agreement (TA) with County proposal.
Licensure/Certification Fund - TA County's proposal.
TARD - TA County's Proposal
Lateral Transfer - TA
STO and Sick Leave (Paid Time Off) - Waiting for County response.
Uniform Allowance - CEMA proposes $850 per year.
CEMA data and membership issues - still unresolved.
Fair Labor Standars Act (FLSA) - CEMA and the County have agreed on which CEMA classes will be eligible to overtime and how they will be compensated. We are waiting for a written agreement.
Automatic Deposit - CEMA agrees to managements proposal but requests that some language be included should an employee be without a checking account

Following the presentation of the CEMA Response and Counter-Proposal, the County's spokesperson stated that the parties were clearly very far apart. He also indicated that he was disappointed that CEMA made so little movement. CEMA's spokesperson stated that this was the County's first comprehensive proposal and that CEMA was using its counter to emphasis that the CEMA membership was not looking for a cookie cutter version of the 715 agreement. We want something that recognizes the special needs of middle management and which provides some recognition for their efforts over the past few years in particular. With that the parties adjourned.

July 20, 2006 The CEMA bargaining Committee and the County met for a full day. The primary focus of discussion was language providing for alternate work schedules for CEMA members. It appears that the parties are very close to agreeing on this issue. The second topic of discussion was was concerns that the County has with the lay off process. There has been no resolution to these issues yet.

The next bargaining session is scheduled for Monday, July 24^th at that time the County is expected to make a comprehensive response to CEMA's proposals.

July 18, 2006 The CEMA Bargaining Committee met with the County team for a couple of hours primarily to submit the detail on the CEMA realignment proposal. You can view the CEMA proposal here. This is our initial realignment proposal and, as such, it must be noted that the final agreement will probably be very different.

In addition to a brief discussion of the realignment proposal, the County gave CEMA the estimated costs for some of the CEMA proposals. By the County's calculation, the first year cost of CEMA's proposal (excluding realignments) is more than $37 million.

July 14, 2006 CEMA presented the County with a list of classes that would be affected by our management premium proposal. The County presented CEMA with several documents for costing various CEMA proposals. There was general discussion as to how proposals would be costed. The Session ended with CEMA Chief Spokesperson, Tom Starkey, stating that the CEMA membership was looking for an agreement that reflected the County's appreciation for the additional work that mid-managers have pick up over the past several years as the County has down-sized. Tom asked that the County take a close look at the CEMA proposal for the expressed needs of the CEMA membership as mid-managers. He also stated that this cannot be a copy of the 715 agreement. CEMA members do not receive many of the benefits that 715 members do. So, CEMA needs a contract that uniquely addresses the CEMA membership's needs.

July 12, 2006 CEMA and the County met for 7 hours. The parties began the day by agreeing that they could not reach agreement on the issue of Open Negotiations. The County indicated that they were not willing to allow CEMA members to observe the bargaining. CEMA informed the County that they would be filing an Unfair Labor Practice charge with the Public Employee Relations Board.

We went on to discuss CEMA's management premium proposal and our proposal for assignment pay for shift assignment. Management raised questions about which classifications and positions would be affected by these proposals. Next we discussed our proposal to set a minimum supervisory range of 10% and our proposal to link certain nurse management classifications to subordinate nurse classes when the RNPA negotiates raises. The County indicated that they had serious concerns about both of these proposals as they would commit the County to automatically grant wage increases in the future. The County also indicated that they would look at dealing with problems with broadrange classes by taking all or some of them back to steps. They explained that they would do this by placing the 5^th step at the top of the broad range and the 4^th step 5% below that, the 3^rd step 5% below that etc.

After lunch, CEMA gave the County the following wage proposal:

5% effective August 13, 2006
5% effective August 11, 2007
1% effective August 10, 2008

We then spent some time explaining CEMA's PTO proposal which would replace STO and sick leave.

Finally, the County responded to our longevity proposal stating that it is too costly (approximately $8 million according to the County), that they only do longevity where they have recruitment and retention problems and that, where they have longevity pay, it has caused promotional issues and problems with compaction. In other words they said, "No."

July 8, 2006 - CEMA and the County met for 7 hours on Saturday. There were primarily two topics of discussion.

First was continued discussion of the bargaining process. At issue is the provision for Open Negotiations in the CEMA by-laws (Article 14.3). The parties are discussing this in an interest based process but do not appear to be close to an agreement.

The second issue is CEMA's proposal to include language regarding alternative work schedules in the contract. The parties are close to agreement on this and are working out language.

Note: CEMA's complete realignment proposal is due to be presented on 7/18. We will post a copy of the proposal following that meeting.

June 29, 2006 - CEMA finished explaining its proposals. The County then presented eight proposals:

Performance Appraisals
Revisit the jointly developed process with a view to making it more efficient.
Lay off / Recall Procedures
Develop processes whereby lay offs and recalls consider any specialty skills required for specific positions within the same job classifications.
Broad Range Salaries
Examine the appropriate relevancy of broad range classifications.
FLSA Issues
Review appropriate FLSA classification revisions necessitated by changes to the Fair Labor Standards Act>
Personal Leave
Explore alternative leave system that encourage appropriate attendance practices.
Bargaining Processes
Examine the bargaining process in order to arrive at a mutually agreeable process.
Applying County wide provisions to CEMA.
Review County practices with other bargaining units with a view to extending certain provisions to CEMA
Compensation
Provide a fair compensation package taking into consideration the fiscal realities facing the County.

The parties then spent the remainder of the day discussing the bargaining process.

June 22, 2006 - First bargaining session held. CEMA presented it's proposals. The parties discussed bargaining ground rules and confirmed additional dates for bargaining. Tom Starkey explained CEMA's proposals and answered questions from the County's Bargaining Team. The following bargaining dates have been set: June 29, July 6, 14, 20, and 24, August 3. The full week of August 7 has be reserved as the CEMA contract expires on August 13. All bargaining sessions are scheduled to begin at 9:00 am and to last until at least 5 pm.