UAPD Section 5: Salaries

5.1       Salary Ranges

The salary ranges for all unit members in the aforementioned representation unit will be as set forth in Exhibit A which is attached hereto and made a part hereof. The rates of pay set forth in the Exhibit represents for each classification the standard rate of pay for full-time employment, unless the schedule specifically indicates otherwise. As reflected in the Exhibits, salaries shall be adjusted as follows. Effective June 21, 2015, there shall be an increase of four percent (4%); effective May 8, 2016, there shall be an increase of three percent (3%) effective May 7, 2017, there shall be an increase of three percent (3%); effective May 6, 2018, there shall be an increase of at least two percent (2%) and no more than three percent (3%) to be determined by the amount of the 2016-2017 fiscal year average of the Bureau of Labor Statistics San Francisco Bay Area Consumer Price Index (CPI) for all Urban Wage Earners.

In June 2016, the County will conduct a salary survey of benchmark classifications, using standard comparators of Alameda Health System, Contra Costa County, San Francisco City/County, and Santa Clara County. The County and Union shall meet & confer over such market date and proposed market equity adjustments in July 2016.

Effective June 21, 2015 there shall be an equity adjustment of ten percent (10%) for Adult Psychiatrists, Child Psychiatrists, Supervising Adult Psychiatrists, and Supervising Child Psychiatrists. Effective May 8, 2016, there shall be an equity adjustment of five percent (5%) for Adult Psychiatrists, Child Psychiatrists, Supervising Adult Psychiatrists, and Supervising Child Psychiatrists.

Effective May 12, 2013 salaries were increased by two percent (2%); effective May 11, 2014 increased by three-quarters of one percent (0.75%). These increases were provided in exchange for and contingent upon the elimination of overtime compensation (overtime pay and Comp Time Off) for hours in excess of forty (40) hours per week, as reflected in the MOU. The elimination of overtime compensation was effective May 12, 2013, at which time employees will be regarded as “exempt” under the provisions of the Fair Labor Standards Act.

Effective August 12, 2007 employees at ten (10) years of full-time County service (20,800 hours) were eligible to receive two percent (2%) experience pay differential.

Effective July 19, 2015, County pick-up shall be replaced by experience longevity pay as follows:

  • An additional one percent (1%) salary increase (for a total of three percent (3%)) after the employee achieves the equivalent of ten (10) years of full time County service (20,800 hours)
  • An additional one percent (1%) salary increase (for a total of four percent (4%)) after the employee achieves the equivalent of fifteen (15) years of full time County service (31,200 hours)
  • An additional one percent (1%) salary increase (for a total of five percent (5%)) after the employee achieves the equivalent of twenty (20) years of full time County service (41,600 hours)
  • An additional one percent (1%) salary increase (for a total of six percent (6%)) after the employee achieves the equivalent of twenty-five (25) years of full time County service (52,000 hours)

The rates of pay set forth in the Exhibits, unless otherwise indicated in the schedules, represent the total compensation due unit members, except for other benefits specifically provided for by the Board of Supervisors.

The rates of pay set forth in the Exhibits do not include reimbursement for actual and necessary expenses for traveling, subsistence and general expenses authorized and incurred incident to County employment.

Physicians working as Inpatient Psychiatrists covering in-patient units shall receive premium pay at the rate of ten percent (10%) of their salary in addition to all other compensation.

Physicians who obtain Board certification in a specialty and who practice that specialty as their main assignment shall be paid a five percent (5%) premium in addition to all other compensation.

Child Psychiatrists who obtain Board certification in a specialty and who practice that specialty as their main assignment shall be paid a five percent (5%) premium in addition to all other compensation.

Physicians who obtain Board Certification in a specialty that is not their main assignment, but rather in a specialty that is deemed by either the Director of Mental Health Services or the CEO of Hospital and Clinics to provide added value to the County, shall be paid a five percent (5%) premium in addition to all other compensation.

No Physician shall receive more than two Board Certification differentials.

The decision as to whether or not an application for an additional five percent (5%) premium provides added value to the County may be appealed to the Director of the Human Resources Department, whose decision is final.

5.2       Salary Step Increases

Except as herein otherwise provided, the entrance salary for a new unit member entering County service shall be the minimum salary for the class to which appointed. When circumstances warrant, the Human Resources Department Director may, upon recommendation of the department head, approve an entrance salary which is more than the minimum salary. The Human Resources Department Director’s decision shall be final. Such a salary may not be more than the maximum salary for the class to which that unit member is appointed unless such salary is designated as a “Y” rate by the Board of Supervisors.

5.3       Salary Anniversary Dates

Permanent and probationary unit members serving in regular established positions shall be considered by the appointing authority on their salary anniversary dates for advancement to the next higher step in the salary schedule for their respective classes as follows. A step shall be defined as 5.74%, and all references to a “step” in this agreement are understood to equate to 5.74%. All increases shall be effective at the beginning of the next full pay period. All paid time off shall be computed as hours worked for the purpose of this section.

(1)        After completion of one thousand forty (1040) regular hours satisfactory service in the lowest step of the salary schedule, and upon recommendation of the appointing authority, the unit member shall be advanced to the next higher step in the salary schedule for the classification. If a unit member is appointed at a step higher than the first step of the salary range for that classification, the first merit increase shall be after completion of two thousand eighty (2080) regular hours of satisfactory service.

(2)        After the completion of two thousand eighty (2080) regular hours satisfactory service in each of the salary steps above the lowest, and upon recommendation of the appointing authority, the unit members shall be advanced to the next higher step in the salary schedule for the classification until the top of the range is reached.

(3)        Upon recommendation of the appointing authority and approval by the Human Resources Department Director, unit members may receive special merit increases at intervals other than those specified in this Section. The Human Resources Department Director’s decision shall be final.

(4)        If a unit member completes the one thousand forty (1040) or two thousand eighty (2080) hours in the middle of a pay period, the unit member shall be eligible for an increase as follows:

—          if the merit increase period is completed during the first week of a pay period the increase will be made effective with the start of the then current pay period.

—          if the merit increase period is completed during the second week of a pay period the increases will be made effective with the start of the next pay period.

Each unit member shall be considered for salary step increases according to the date of that unit member’s appointment, or the revised salary anniversary date. If a unit member begins service later than the first business day of a biweekly pay period, or has changes which would cause the salary anniversary date to be on other than the first business day of a biweekly pay period, then the salary anniversary date shall be determined from the first day of the following biweekly pay period.

Changes in a unit member’s salary because of promotion, upward reclassification, postponement of salary step increase, or special merit increase will set a new salary anniversary date for that unit member, which date shall be as stated in the preceding paragraph.

Unit members who are rejected during the probationary period and revert to their former classification shall return to the salary anniversary date held in the former class unless otherwise determined by the Human Resources Department Director.

The salary anniversary date for a unit member shall not be affected by a transfer, downward reclassification or a demotion.

A permanent unit member accepting provisional employment in a higher or different class in the County classified service, and who reverts to the former classification, shall retain the salary anniversary date in the former class on the same basis as if there had been no such provisional appointment.

Salary range adjustments for a classification will not set a new salary anniversary date for unit members serving in that classification. Upon recommendation of the appointing authority and approval of the Human Resources Department Director, provisional, temporary, and extra help unit members shall be advanced to the next higher step in the salary schedule upon completion of the periods of service prescribed in this Section, provided that their service has been satisfactory. Also, upon recommendation of the appointing authority and approval by the Human Resources Department Director, continuous service in a provisional, temporary, or extra help capacity shall be added to service in a regular established position for the purpose of determining a unit member’s salary anniversary date, eligibility for salary increases, and vacation and sick leave accrual.

However, such service may not be added if it preceded a period of over twenty-eight (28) consecutive calendar days during which the unit member was not in a pay status, except when the unit member is absent from his/her position by reason of an injury or disease for which he/she is entitled to and currently receiving Workers’ Compensation benefits.

5.5       Salary Step When Salary Range is Revised

Whenever the salary range for a class is revised, each incumbent in a position to which the revised schedule applies shall remain at the same step in the previous range, unless otherwise specifically provided by the Board of Supervisors.

5.6       Salary Step After Promotion or Demotion

When a unit member is promoted from a position in one class to a position in a higher class, and at the time of promotion is receiving a base salary equal to, or greater than, the minimum base rate for the higher class, that unit member shall be entitled to the next step in the salary schedule of the higher class which is at least 5.7% above the rate he/she has been receiving, except that the next step shall not exceed the maximum salary of the higher class. When a unit member is demoted, whether such demotion is voluntary or otherwise, that unit member’s compensation shall be adjusted to the salary prescribed for the class to which demoted, and the specific rate of pay within the range shall be determined by the Human Resources Department Director, whose decision shall be final; provided, however, that the Board of Supervisors may provide for a rate of pay higher than the maximum step of the schedule for the unit member’s classification, and designate such rate of pay as a “Y” rate.

5.7       Reclassification of Position

A unit member in a position reclassified to a lower classification shall have the right of either (1) transferring to a vacant position in his/her present classification in the same or another department, provided the head of the department into which the transfer is proposed agrees, or (2) continuing in the same position in the lower classification at a “Y” rate of pay when the incumbent’s pay is higher than the maximum step of the salary range for the lower classification.

5.8       Y” Rate Process

When a unit member is reclassified downward, he/she shall continue in his/her present salary range, with cost of living adjustments, for two years, at which point the unit member’s salary shall be frozen (“Y” ‑ rated) until the salary assigned to the lower classification equals or exceeds such “Y” rate. The “Y” rate provisions of this Section shall not apply to layoffs, demotions, or other personnel actions resulting in an incumbent moving from one position to another.

5.9       Exempt Status/Compensatory Time Off

Effective the first full pay period following ratification and approval of this Agreement, employees will be regarded as “exempt” under the provisions of the Fair Labor Standards Act and will cease to be eligible to earn overtime compensation (pay or CTO).

Previously accrued, unused compensatory time off (CTO) at the time of ratification and adoption of this agreement (May 7, 2013) shall be used by the employee within three hundred sixty-five (365) days. Utilization of compensatory time off shall be by mutual agreement between the department and the employee.