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, 2017. 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.
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SEIU (JOINT) MOA 2013-2017
ARTICLE 4. WAGES AND OTHER RELATED ISSUES (Cont’d)
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 proposalAttachment #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
Physician
Psychiatrist
Sr. Physician
Rate
2.5%
2%
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.
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SEIU (JOINT) MOA 2013-2017
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%)
SEIU (JOINT) MOA 2013-2017
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0
ARTICLE 4. WAGES AND OTHER RELATED ISSUES (Cont’d)
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
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
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SEIU (JOINT) MOA 2013-2017
ARTICLE 4. WAGES AND OTHER RELATED ISSUES (Cont’d)
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.
A.
Step Plan
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
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SEIU (JOINT) MOA 2013-2017
ARTICLE 4. WAGES AND OTHER RELATED ISSUES (Cont’d)
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 5.1.6 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
For the County
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SEIU (JOINT) MOA 2013-2017
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Date
Date
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SEIU (JOINT) MOA 2013-2017