SEIU Local 521 Santa Clara County Chapter SUMMARY of SSU Tentative Agreements 2015

Transcription

1 SEIU Local 521 Santa Clara County Chapter SUMMARY of SSU Tentative Agreements 2015 Major points and changes to language. All other sections of appendix G remain the same (CCL) G.1 SALARIES- Name change only from Eligibility Examiner to Social Services Appeals Officer- (6/18/15) Hazard Duty Pay in Master County agrees to allow SSU workers to receive Hazard Duty Pay differential per Master Contract- (6/23/15) G.4- OFFICIAL REPRESENTATIVES AND STEWARDS 4.1 (d) New language- When requested by the Union, and with prior approval of his/her manager additional stewards or subject matter experts may attend a monthly labor/management meeting. By mutual advance agreement of the union and management additional SME s may attend the meeting (county agrees 6/26/25) 4.2 (a) County agrees to (75) Seventy Five stewards- (6/26/15) A minimum of one hundred (100) (150) fifty (80) eighty (75) seventy five stewards shall be allocated for (DEBS, DFCS, and DAAS 4.4- Official Representative and Chief Steward Workload Reduction Workload reduction Official Representatives and Stewards shall have the right to participate in activities of their Union, including their functions as provided in this Agreement, and these rights shall not be restrained or interfered with, and the Department shall not discriminate against Official Representatives or Stewards by Page 1 of 8

2 assigning caseloads or giving work assignments in excess of the Standards designated for their job classification or function for this reason. The County agrees to provide a workload reduction for Official Representatives and the Chief Steward for purposes of their representational functions. The total reduction will not exceed 150% 180 % one hundred twenty-five (125%) One hundred and fifty two hundred (200%) (of one (1) worker s workload, distributed between not more than six Official Representatives including the Chief Steward. (Modify 6/22/15) (Union TA to county proposal from 6/26/15) G.5 LAYOFF 5.1-Seniority Defined Section Seniority Defined Except as otherwise provided in Sections 5.2 and 6.8 (in Master), seniority is defined as days of accrued service within any coded classification with the County. Days of accrued service shall be either the number computed and reported on the worker's paycheck or that number as modified by operation of the following provision of this section and/or the provisions of Section 5.5 (in SSU). Workers who, prior to January 1, 1983, report in writing to Labor Relations the date of their halftime employment worked prior to October 11, 1982 will upon verification, have such half-time service credited as full-time for the purposes of this section. (TA to county strike out from proposal #10) 5.5-Job Security and Training New Section 5.5 (a) Nepotism- TA to county link to 1975 Nepotism policy to be placed in appendix G- 6/26/15 G.6 G- 6.1 (c) Workers in this appendix are subject to provisions 6.2 and 6.3 of the Master contract ESA will accept reclassification of EW s and SW s for study to begin thirty days after ratification of contract and approval by the Board of Supervisors. The study will be completed within 12 months and transmitted to the Union. G.7- PAY PRACTICES Section 7.1 Differentials Page 2 of 8

3 a) Bilingual, Trilingual, Quadrilingual Differential The County will pay a differential of ( $185) One hundred and eighty five ($200.) ($190) one hundred seventy ($170) a month to bilingual workers covered by the Social Services Bargaining Unit. An additional twenty dollars ($20) per month will be paid for a third language certification and an additional twenty dollars ($20) per month for a fourth language certification (Union Modified 6/22/15) ( Union accepts 6/24/15 county proposal) c. Eligibility Worker II- Intake Differential- to be paid the same as an EWIII, subject to section 7.3 of the Master (Effective Promotion, demotion or transfer on Salaries) 6/26/15 f) DEBS Floater The County may provide for workload balancing, authorized absences and uncovered workloads through the utilization of DEBS Floaters (Eligibility Worker III s) Eligibility Worker II s will be paid a differential of $3.00 two dollars and forty cents ($2.40) five percent (5%) differential per hour when doing floater work. (Modify union proposal 6/22/15) (TA to county move and to $3.00) g. ER/DI and Continuing Unit Social Worker II/III differential 4.45% (a total of 6%) - 6/30/15 G.8- HOURS OF WORK AND PREMIMUM PAY Section 8.4- Lateral/Administrative Transfer Opportunities and Requests a) 2 Vacancies resulting from promotion, resignation, termination, or transfer. Such transfer opportunities shall be listed with the transfer information system, within five days of vacancies. Positions listed with the transfer information system shall be listed for 7 5 ten (10) 5 working days prior to filling the position. The County will continue routine distribution of transfer and promotional opportunities. b) Lateral Transfer (TA on 6/24/15) Lateral transfers will be posted on the County website. Both Only permanent and probationary workers may apply. Workers in a classification who wish to transfer to another position in the same classification within the County may apply online (4) times a year using the on-line transfer information system. If there are five or more names within the same classification on the transfer list, the County will interview the five most senior employees, based on days of accrued service and select one. If Page 3 of 8

4 there are less than five qualified workers within the same classification, then all must be interviewed prior to requesting the appropriate Merit System eligible list. The filling of vacancies by transfer shall be consistent with Merit System Rule Section A25-184c. Probationary workers shall not have their probationary period extended due to a lateral transfer if it is within the same classification. Workers who transfer to another position in a different classification must serve a new probationary period. Section 8.5 Hazard Duty Pay (Modify 6/22/15 will drop contingent upon SSU added to Master Contract section 8.16 Hazard Duty Pay- TA contingent on acceptance at master table accepted at Master on 6/29/15 (County TA on SSU to be added to Master Hazard Duty Pay) G.9 WORKLOAD STANDARDS : (Modified County 6/30/15) Section Department of Employment and Benefits (DEBS) a) Intake CCL( GA, HCR and AB units remain current practice) b) Continuing Individual caseloads Foster Care Intake: 50 Continuing: AAP 615/ FC -150 CalWORKs a month Cal Fresh/Medical combo: 322 a month GA: 266 a month Medical remains as is (unit based caseload standards at 422) The county agrees to a Time in Motion study with Union involvement consistent with section 9.2 with the understanding that the results of the study will be no later than 18 months unless mutual agreement for a later completion. 1. (a) Integrated Eligibility Verification System (IEVS) Unit- #1-63 and #2 CCL (78) 3.(d) TA to name change only Eligibility Examiner to Social Services Appeals Officer Page 4 of 8

5 Maximum flexibility will be used in developing and providing the training. There will be an ongoing evaluation of the September 2013 yearly induction training class, and formal evaluation will follow (HOLD to union proposal 6/8/15) (TA 6/26/15) County/ Union TA- 6/27/15 Section 9.9 Department of Family and Children Services (DFCS) 1. Child Welfare Services a. Mixed caseload not to exceed 30 children PP 30 (County modifies 6/30)- Need to correct formula in ER b. Informal Supervision - CCL c. Adoption Finalization CCL-TA (6/26/15) d. Foster Home Licensing CCL-TA (6/26/15) e. Home Studies 32 families CCL-TA (6/26/15) Post adoptive services TA on 6/25/15- to 4.0 FTE RFA agree to M&C after a reasonable amount of time to develop a number g. Non Minor Dependency CCL h. KinGap Distribution of Cases Workers assigned to work KinGap cases primarily handle KinGap cases. Staff currently carrying Kin Gap cases will be given a caseload credit of 0.25 for these cases. If there is a sibling set in two different homes, these cases shall have a caseload credit of (TA 6/26/15) Cases will be evenly distributed throughout Kin Gap workers with an average of 130 cases per workers. These cases are closed in CWS/CMS and closed in Court. There will be a separate file for the social worker to document their contact with the family. (TA 6/26/15) Not in agreement with reporting KinGAP credits and assignments Workers who close out KinGap cases in Court will no longer continue to keep these cases and will transfer the cases to KinGap only unit. (TA 6/26/15) l. Social Worker II-All Social Workers II s, in areas where caseload/workload standards exist, shall have a caseload standard of no more than 80% of the standards outlined in Article 9 of this MOA and will receive additional supervision at a minimum of twice a month. Such standards shall comply with Section 9.6 (Bilingual, Trilingual, Quadrilingual Workloads/Caseloads). (Union TA to county OK from 6/25/15-County TA 6/26/15) Page 5 of 8

6 2. Emergency Response- CCL 3. Dependency Investigation-There will be no more than 5 families at one time. Until the completion of the negotiated DFCS Practice Changes, the control clerk will distribute the cases as equally as possible, taking into consideration staff availability and language needs. If a worker has 4 non English speaking families they shall be assigned only 4 families. The County will work to ensure equitable flow of cases to the extent practicable. In the event of overflow cases, the overflow cases will be offered first to volunteers in the Bureau, then to others outside of DI in the other Bureaus, and then by inverse seniority. Should a volunteer take a case, then the volunteer will be skipped on the first round of mandatory assignments as determined by inverse seniority. The County and Union will meet after 6 months or sooner to assess the standard. The supervisor can make adjustments to the assignment if applicable. ( UNION TA to #3 only) Section Department of Aging and Adult Services (DAAS) a) Adult Protective Services CCL b) IHSS (County 6/30 - Modified) IHSS Social Workers will be assigned an average of 276 annual reassessments, per year. Cases will be distributed equally to the extent practicable. Workloads will be a regular subject in the monthly Labor- Management meeting. The workload will be reviewed every six months. Intake assessments may be proportionally reduced for all authorized absences of 40 consecutive hours or more. As soon as practicable, the County will provide IHSS SW with equipment to facilitate completion of casework and telework in accordance to the telework section in the Master contract SWI s monthly intake assignments will remain the same as SWIIs with the exception of share of cost cases and minor children cases. Paragraph #2 of IHSS Struck out (TA 6/26/15) Page 6 of 8

7 Section 9.13 Social Worker II (in DFCS) Caseload Standards (TA 6/26/15) l. Social Worker II-All Social Workers II s, in areas where caseload/workload standards exist, shall have a caseload standard of no more than 80% of the standards outlined in Article 9 of this MOA and will receive additional supervision at a minimum of twice a month. Such standards shall comply with Section 9.6 (Bilingual, Trilingual, Quadrilingual Workloads/Caseloads). (Union TA to county OK from 6/25/15-County TA 6/26/15) G.10 LEAVE PROVISIONS Section Educational Leave and Tuition Reimbursement (HOLD TO UNION PROPOSAL 5/18/15) (Union TA contingent on agreement for length of contract) a) The County shall maintain an educational leave and tuition reimbursement program for the term of this Agreement. The total monies in this program will be administered at the County level. The fund will consist of $ $300,000 one hundred twenty thousand dollars ($120,000). ¼ One-half (1/2) thirty thousand dollars of the first year's fund $75,000 sixty thousand dollars ($60,000) will be held until January 1, Funds not used for any six (6) month period shall be carried over for use in the next six (6) month period. ¼ One-half (1/2) $60000 sixty thousand dollars $75,000 (thirty thousand ($30,000) of the second year's fund, $75,000 sixty thousand dollars ($60,000) will be held until January 1, Fiscal Year st half - July 1, nd half - January 1, Fiscal Year st half - July 1, nd half - January 1, Fiscal Year st half July 1 st nd half Jan 1 st 2018 Fiscal Year st Half Jul nd Half Jan b) Eligibility Workers are eligible to participate in the program provided (CCL) Page 7 of 8

8 c) Disapproval (CCL) d) Reimbursement Total reimbursement for each worker participating in the program will not exceed twelve hundred ($1200) Two Thousand ($2000) Five Hundred ($2500) in each Fiscal Years 2014 and , 2017, 2018 and 2019 Mileage and subsistence will not be authorized unless the training is required of the worker. Within the above limit, workers shall receive full immediate reimbursement for tuition and other required costs (including textbooks) upon presentation of a receipt showing such payment has been made.(hold-to Union prop 5/18/15) e) Deduction Authorization (CCL) G.11 WORKERS IN UNCLASSIFIED POSITIONS (CCL) (TA) G.12 GRIEVANCE PROCEDURES (CCL)(TA-6/16/15) Section Grievance Defined (CCL) (TA-6/16/15) Section Grievance Presentation (CCL) (TA-6/16/15) Section Procedural Compliance (CCL) (TA- 6/16/15) Section Informal Resolution/Time Limits (CCL) (TA-6/16/15) Section Formal Grievance (Union drops Proposal) CCL TA on 6/22/15 Section Arbitration Release Time (CCL)(TA-6/16/15) G.13 STRIKES AND LOCKOUTS (CCL) (TA- 6/16/15) APPENDIX A CONTRACTING OUT PILOT PROJECT - (CCL) (TA-6/16/15) Sideletter of Agreement for the Social Services Unit Continuing Operations (Modified 6/27/15) Page 8 of 8