SEIU Local 221 Proposal to County of San Diego April 27, 2017

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1 SEIU Local 221 Proposal to County of San Diego April 27, 2017 The Union makes the following proposal to modify the Memorandum of Agreement which expires June 22, Any section or Sideletter not modified is intended to remain current contract. The Union agrees to sign tentative agreements which remain tentative pending final ratification by the Union s members and the County Board of Supervisors. Each Proposal will be, unless otherwise stated, applicable to the Joint MOA, RN MOA, Health Services MOA and Social Worker MOA. ARTICLE 4. WAGES AND OTHER RELATED ISSUES Section 1. Wages new proposal A. 1. All regular employees who have paid service during the September 6, 2013 payperiod, shall receive a one-time monetary payment equivalent to 2% of the employee s base pay at the time of the of eligibility for the payment. This onetime monetary payment shall be paid beginning with the first pay period of the month following completion of two pay periods after adoption by the Board of Supervisors. Part time employees shall receive a pro-rated amount according to their standard hours. The 2% one-time payment shall be paid out in six equal payments, to be paid with the first payday of each month. June 23, 2017 pay period shall receive a salary increase of 6.25% and the Wage Scales shall be increased by 6.25%. 2. Effective pay-period one (1) in fiscal year 2014/2015, eligible employees shall receive a one-time monetary payment equivalent to 2% of base pay. Eligible employees shall be all regular employees who have paid service during the twenty-sixth payroll period of Fiscal year 2013/2014. Part time employees shall receive a pro-rated amount according to their standard hours. The 2% one-time payment shall be paid out in six equal payments, to be paid with the first payday of each month. 3. In no event shall an employee be entitled to the provisions of A.1 or A.2 above if they received a one-time payment under the terms of a different bargaining unit for the same fiscal year or if they are no longer employed by the County on the date of payment. 8

2 4. The Union and the County agree that employees in the bargaining units in this MOA should aim to provide high quality services and should be compensated in the top tier of the 6 comparable California Counties (Los Angeles, Riverside, Orange, Ventura, San Bernardino, Kern_. Effective June 23, 2017 the County shall increase the pay of employees in the following classifications the Minimum Scales of the following classifications: Effective January 10, 2014 the following job classifications shall receive an equity increase as specified below: (list will be attached to this proposal- Attachment #1) Classification Rate Food Services Worker 2.5% Physician 2.5% Psychiatrist 2% Public Health Nurse Supervisor 2% Recreational Therapist 1% Sr. Physician 2.5% Supervising Nurse 1% Telecommunications Tech III 1.5% Telecommunications Tech IV 1.5% Treasurer-Tax 2% Collector Specialist 4. Effective January 9, 2015, the following job classifications shall receive an equity increase as specified below: Classification Rate Physician 2.5% Psychiatrist 2% Sr. Physician 2.5% 5. Effective June 27, 2014 June 23, 2018, employees in the classifications listed in Appendix C shall have an equity increase of 1.2%. all classifications represented in this Agreement shall receive a salary increase of 6.25% 6. Effective June 26, 2015, June 23, 2019 all classifications represented in this agreement shall receive a salary increase of 2%. 6.25%. 7. Effective June 24, 2016, all classifications represented in this agreement shall receive a salary increase of 2%. B. During the term of this Memorandum of Agreement, the County has the nonappealable right to increase compensation for classifications covered by this Agreement. Prior to implementing any wage increase, the County shall discuss, in a non-meet-and-confer forum, its intention(s) with the Union. 9

3 C. Class Study Window -In the month of September of each year of this MOA, an employee may submit a written request to the Human Resources Agency requesting that his/her classification/series be reviewed in order to comply with Civil Service XXXX. In the event the County determines, after review, that the classification/series shall be modified, the County shall meet and confer with the Union prior to implementing the modification. In the event the County determines not to modify the classification or series, the County shall send a written notice to the Union outlining the reasons for the decision not to modify. D. Minimum Wage Adjustments In the event the applicable Minimum Wage exceeds any step in any wage scale for a classification under this Agreement, the County shall adjust the Wage Scale so that the Start rate meets or exceeds the new applicable Minimum and all other steps in the scale exceed the Start Rate by the same percentages as existed prior to the adjustment. The Union and the County shall meet upon request and review compliance with this provision. E. Quality First Program- status? A Quality First performance based team incentive plan in addition to regular wages set forth in the Memorandum of Agreement shall be instituted in County departments. The purpose of Quality First will be to ensure the achievement of quality service and customer satisfaction. The Quality First program provides up to two percent (2.0%) in temporary incentive pay annually for success in achieving at least two percent (2.0%) 1

4 savings through the program. To reward a team of employees whose efforts result in surpassing two percent (2.0%) in goals/savings, employees can receive, in a temporary salary adjustment, an additional increase on a 50/50 basis (50 cents on the dollar) up to a maximum of four percent (4.0%) in accordance with the following: ANNUALIZED TEMPORARY SAVINGS WAGE RATE % INCREASE Aggregate Amount Saved 10 Total Potential Employee Payout 2.0% 2.0% 3.0% 2.5% 4.0% 3.0% 5.0% 3.5% 6.0% maximum 4.0% maximum The Quality First programs shall be at the discretion of the County and shall not be subject to appeal under the Grievance Procedure of this Agreement. This program shall not result in any negative personnel action, loss of regular compensation, loss of promotion or any other punitive action against an employee or group of employees. Quality First programs are separate from and in addition to other current discretionary award programs for County employees. Employee Eligibility Criteria: To be eligible to participate in the Quality First Program requires that, during each applicable plan year which begins on July 1: a. The employee must have begun his/her employment with the County on or before December 31; b. The employee must not have received a sub-standard performance evaluation or equivalent rating; and c. The employee must not have received final disciplinary action, which includes any County appeal or County review procedures including the Civil Service Commission. Disciplinary actions are defined as those formal actions that are recognized by the Civil Service Rules, Section 7.3, but shall not include written reprimands. The department will notify the Union when the planning process begins for a Pay for Performance Program. The department will ask the Union to attend and participate in the planning session with employees and managers on the establishment of the goals and objectives of the Program. Such programs will be

5 developed at the department level or other divisional unit. The department may institute Quality First goals and objectives for smaller work groups in conjunction with department Quality First plans. The Chief Administrative Officer will have final approval of all programs. F. Direct Deposit of Payroll Warrants All employees hired on or after July 1, 2001 must maintain valid arrangements for the direct deposit of their paychecks via electronic fund transfer into the financial institution of their choice using forms approved by the Auditor/Controller. All employees hired on or prior to June 30, 2001 who have not made arrangements for direct deposit of their paychecks via electronic transfer will be grandfathered. Employees who change financial institutions and/or bank accounts shall advise the Central Payroll Division of the Auditor/Controller, in writing, of the need to cancel the previous authorization and shall concurrently submit a new Direct Deposit Authorization form pertaining to the new financial institution/account. Such information must be received by the Central Payroll Division by close of business on the last day of the payroll period in order for the Auditor/Controller to issue a warrant(s) to the employee during the transition period. Section 2. Step Plan A. Employed before July 1, 1974 Employees as of June 30, 1974, having an appointment as a result of blanketingin, suspension of competitive examination or certification from an eligible list, who has served in his/her class for at least twenty-six (26) weeks at Step 1, 2, or 3, or for at least fifty-two (52) weeks at Step 4, 5, or 6 shall advance on the first day of the next succeeding biweekly pay period to the next higher step within the range prescribed herein for his/her class. This provision shall apply as long as the employee has unbroken service, even though he/she may change classification. B. Employed July 1, 1974 or subsequently Employees employed on July 1, 1974 or subsequently, having an appointment as a result of suspension of competitive examination or certification from an eligible list, who has served in his/her class for at least 26 weeks at Step 1, or at least 52 weeks at Step 2, 3, 4, 5, or 6 shall advance on the first day of the next succeeding biweekly pay period to the next higher step within the range prescribed herein for his/her class. C. Employed October 8, 2013 or subsequently 11

6 Employees employed or promoted on October 8, 2013 or subsequently, having an appointment as a result of suspension of competitive examination or certification from an eligible list, who have served in his/her class for at least 52 weeks at each step shall advance on the first day of the next succeeding biweekly pay period to the next higher step within the range prescribed herein for his/her class. D. Employees covered by this Agreement may not advance to the next higher step if, for the preceding performance rating period, the employee s overall performance was rated at a below standard level (i.e., unsatisfactory, improvement needed). Employees may advance to the next higher step if, for the preceding performance rating period, the employees overall performance was rated standard or higher. An employee who has received a below standard rating shall receive, if requested by the employee, a supplemental appraisal midway through the employee s next appraisal cycle. Pursuant to Civil Service Rule 5, this supplemental appraisal shall be dated from the date of the previous rating period and will adjust the beginning date of the next appraisal. The administrative appeal process set forth in Civil Service Rule shall be available to employees who have been rated below standard and thereby denied a step increase. If the employee receives a standard rating on the supplemental evaluation, he/she will receive his/her step increase effective the first day of the first pay period following such evaluation. E. Variable Entry The County has the right to: 1. determine which class(es), if any, shall be designated variable entry ; 2. implement such determinations as the County deems advisable. For the Union 12 For the County

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