CZU PROCEDURES FOR MASS FIREFIGHTER I SEPARATIONS

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1 CZU PROCEDURES FOR MASS FIREFIGHTER I SEPARATIONS 1. The attached Exit package must be completed and reviewed by the Firefighters Supervisor PRIOR to signing out at Felton Headquarters. PLEASE ONLY TURN IN THE DOCUMENTS REQUIRING YOUR SIGNATURE AND THE EXIT SURVEY. ALL OTHER DOCUMENTS ARE INFORMATIONAL AND FOR YOUR REFERENCE ONLY. 2. Supervisors must submit completed and signed timesheets and meal reports and for separating FFIs in accordance with directives from the Personnel and Finance offices; typically one week prior to separation. 3. Firefighters will report to Felton Headquarters in work uniform at 0800 hours and are all expected to stay until 1200 hours, unless directed otherwise. All separating Firefighters are compensated for 4 hours to allow time for the sign out process. The 4 hours will not be reflected on the time sheet but will be handled by the Personnel Office. 4. Firefighters will check in at the TRAINING OFFICE where they will be grouped and assigned check out times. 5. The SERVICE CENTER, PERSONNEL, and FINANCE will process each group as assigned by the Firefighter I Coordinator. 6. If a Firefighter is unable to sign out on their assigned date, they must contact the Firefighter I Coordinator to schedule an appointment to complete their sign-out process as soon as possible. 7. Use the CZU Check-Out Sheet to insure you have completed all the necessary paperwork and procedures for the Warehouse, Personnel, and Finance in order to separate from employment. 8. Upon separation, safety gear must be laundered and returned to the Service Center in good condition. Employees are financially responsible for any lost or missing gear at the time of separation. Those Firefighters that are also County Volunteers must return the additional gear that was assigned during fire season. 9. Bring a check or money order for all pay meals, including pay meals consumed at other stations. 10. COBRA Insurance If you choose to enroll in COBRA Health, Dental, and/or Vision coverage, you will need to complete additional enrollment forms at the HQ Personnel office. 11. Last but not least BE PATIENT! You will be here for the full 4 hours. Our staff is here to assist you with this lengthy process, but it goes more smoothly with a good attitude.

2 STATE OF CALIFORNIAA NATURAL RESOURCES AGENCY Edmund G. Brown Jr., Governor DEPARTMENT OF FORESTRY AND FIRE PROTECTION P..O. Box SACRAMENTO, CA (916) Website: November 17, 2014 *POLICY CHANGE* PLEASE READ All Firefighter I s separated due to a layofff situation will now have their time base changed to intermittent. This means you are not officially separated, but simply turned off. When you return, the process will be simplified as you will only need to be turned on. Your benefits will work the same way; turned off now, turned on upon returning. This does not affect your unemployment eligibility. Sincerely, Carla Delnegro Carla Delnegro Senior Personnel Specialist, CZU Headquarters The Department of Forestry and Fire Protection serves and safeguards the people and protects the property and resources of California.

3 Fire Fighter I Non-Work Status Fact Sheet The following information explains new terminology, in regards to the status of a Firefighter I (FFI) at the end of their normal work (fire) season, and is intended to answer questions arising from the change. Instead of being Separated as in the past, FFI s are now placed in a Non-Work Status wheree they are converted to an intermittent time base at the end of their normal work season. Leave credits (annual leave, vacation, and holidays) will be bought out and FFI s will still have the option to rollover or buyout any PLP credit balances they choose. FFI s in Non-Work Status are still eligible for unemployment benefits. When a FFI voluntarily leaves employment, for any reason, the employee MUST provide their resignation in writing. They are not eligible for unemployment benefits and they will be permanently separated from State service. They will still have return rights the next season, provided they meet rehire requirements (work 60 continuous calendar days, recommended for rehire, etc.) ), but they will not be placed in a Non-Work Status. Upon initial hire, each FFI will complete Non-Work Status documents (the CalPERS Membership Disposition, Dispositionn of all PLPP credits, and Cobra Election for continuation of benefits). Personnel will utilize these prefilled documents for the end of the work season process, with the choices that are indicated at hire. Should a FFI later want to make changes to any of their original choices, they are to notify personnel immediately. When in a Non-Work When a FFI returns to Work Status for fire season, they will have the opportunity to confirm their benefit choices (i.e. add/deletee a dependent, cancel coverage, Status, FFI s benefits remain suspended until they return to work. address changes, etc.). Since they are not being separated each year, when they return to Work Status, the benefits they originally had, will commence without additional documents to complete, unless previously unreported changes have occurred. Alll other voluntary deductions in place prior to reduction in time base (such as auto/home loan payments, bank deductions, etc.) will resume upon return to Work Status. Revised 9/23/2014

4 Question and Answers 1. Will a FFI be removed from Direct Deposit when they move to Non-Work Status? Yes, they will be removed from Direct Deposit, to allow any pay owed to the Department (i.e., meals, uniform allowances, etc.) ) to be deducted from their final pay. 2. Can a FFI cash out their retirement if in Non-Work Status? No. In order to cash out retirement, employee must resign, in writing, and therefore their status will change from Non-Work Status too permanently separated and not eligiblee for unemployment benefits. 3. Does the Unit still have to meet Timely Payment of Wages since this is not a Separation? The employee is not separating, which means that Labor Code 203 does not apply, however, it is the expectation of the Department that the employee shall have their pay issued timely using Labor Code 203 as a guide. 4. At what point do we pay the uniform allowance too the FFI s? Uniform allowances will be paid at the same time as the restt of their final pay. 5. If a FFI accepts an LT FAE assignment, does the employee have a right of return to a FFI position upon completion of the assignment? No, there are no reinstatement rights to the FFI position, unless there has been 60 continuous calendar days in that class, in the current or previous season, an if the FFI meets all other ehire requirements. 6. If a FFI is in Non-Work Status and is called to participate in an administrative investigation, or to represent the Department at a hearing orr other task, how are they compensated for this time? Since the employee was not separated, they aree paid for all hours, on an hour for hour basis, using their intermittent time base the same as any other intermittent employee, up to 53 hours of work (the weekly threshold for EDWC). Revised 9/23/2014

5 7. Will this change the RPP process? There will be no change to the RPP process. The Unit will send out RPP paperwork to FFI s during the same timeframe as they would normally would. 8. Will this new status allow for the employee to change their benefit enrollment options (i.e., dependents, plan, etc.) upon return to Work status? Yes. Employees should contact their assigned Personnel Specialist to report any changes to their coverage prior to reenrollment. 9. Are there any changes to the types of leave credits that are cashed out? No, the rules for leave credit cash out will not change. Employees will still be able to carry-over or cash out VPLP/PLP credits and all other eligible leave credits will be cashed out upon conversion to Non-Work Status. 10. Does this process apply to other classifications (i.e., LT FAE, LT FFII, etc.)? No, this process only applies to FFI s. 11. What happens if a FFI resigns (i.e. return to school, etc.) prior to the end of fire season? The FFI must provide their resignation, in writing. The FFI s status will then change from Non-Work Status to permanently separated and will not be eligible for unemployment benefits. 12. If a FFI doesn t return to work the following fire season, what is their status? Returning FFI s have three opportunities to waive a job offer. If the Unit contacts the FFI during the hiring process and requests the employee to return to work, and the employee does not respond within a reasonable timeframe or does not accept the work, this is considered one waiver. The Department can attempt this contact up to three times during a normal declared fire season. The third time of either no response or decline to work, constitutes a third waiver thus severing the employment relationship via a voluntary resignation effective the date of the third waiver. If the Department calls the employee back to work during non-fire season, and the employee waives to return to work, this is not deemed a waiver since it is outside of the normal declared fire season. Revised 9/23/2014

6 "COBRA" GROUP CONTINUATION BENEFIT COVERAGE Rates for January 1, 2014 thru December 31, 2014 Rates are calculated at 102%. Not all carriers, however, will require 102%. PLAN CODE PLAN NAME 1 Party 2 Party 3 Party HEALTH 205 Blue Shield HMO $ $1, $1, Blue Shield Net Value $ $1, $1, Kaiser $ $1, $1, **** Kaiser Out-of-State $ $1, $2, PersChoice $ $1, $1, PersSelect $ $1, $1, PersCare $ $1, $1, **** These premiums cover all regions of Kaiser Out-of-State DENTAL 007 Delta Premier (Basic Plan) $49.45 $86.83 $ Rank and File Employees Only 007 Delta Premier (Basic Plan) $55.37 $98.41 $ Dependents of Rank and File Employees 009 DeltaCare USA $18.07 $29.65 $ Premier Access $16.96 $27.48 $ Safeguard $16.91 $27.40 $ Western Dental $15.01 $24.78 $35.15 VISION (Non Coben) Vision Service Plan $8.81 $8.81 $ (Coben) Premier Vision Service Plan $15.50 $22.20 $30.36 FOR MORE DETAILED INFORMATION REGARDING THESE PLANS GO TO: FOR ENROLLMENT FORMS GO TO: and Click on the link for CZU Personnel