5.1 Salary Ranges
The salary ranges for all employees 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.
The rates of pay set forth in the Exhibits, unless otherwise indicated in the schedules, represent the total compensation due employees, 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.
As reflected in the Exhibits, salaries for all covered classifications shall be adjusted as follows:
Effective the pay period in which the Board of Supervisors approves the successor MOU in 2022, there will be a combined cost of living adjustment and equity adjustment of six percent (6%) to salary schedules of all classifications represented by the bargaining unit, including supervisory and resident classifications.
In addition to the combined cost of living adjustment and equity adjustment of six percent (6%) applied to all classifications, effective the pay period in which the Board of Supervisors approves the successor MOU in 2022, there will be a market adjustment of three percent (3%) for Staff Physician, Staff Physician – Pediatrics, Dentist, Child Psychiatrist, and related supervising classifications.
In addition to the combined cost of living adjustment and equity adjustment of six percent (6%) applied to all classifications, effective the pay period in which the Board of Supervisors approves the successor MOU in 2022, there will be a market adjustment of six percent (6%) for the Adult Psychiatrist and Supervisory Adult Psychiatrist classifications.
Effective the first full pay period following Union ratification and Board of Supervisors’ adoption of a successor MOU in 2022, each full time employee in active paid status will receive a lump sum payment of two thousand dollars ($2,000) as a non-discretionary incentive to ratify the agreement. It is the intent of the parties that the lump sum payments will not be treated as salary or wages, as the payments are not provided as compensation for hours of employment or longevity pay. The lump sum payments will not be included in overtime/regular rate of pay calculations, and there will be no roll up effect of the lump sum payments. The County will withhold taxes from lump sum payments in accordance with federal and state requirements. The lump sum amount will be prorated for part time employees.
Effective May 14, 2023, there will be a cost of living increase for all classifications represented by the bargaining unit of three percent (3%).
Effective May 19, 2024, there will be a cost of living increase for all classifications represented by the bargaining unit of four percent (4%).
Beginning six (6) months prior to May 17, 2025, the County and the Union will meet to discuss the comparable classifications used in County salary surveys for the benchmark classifications represented by the bargaining unit. The comparable jurisdictions used in the surveys will be those listed in the County’s compensation philosophy.
5.2 Experience Pay
Effective the first full pay period following Board of Supervisors’ approval of a successor MOU in 2019, experience pay shall be paid as follows:
Two percent (2%) of base salary after the employee achieves the equivalent of five (5) years (10,400 hours) of full time County service.
- An additional one percent (1%) base 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%) base 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%) base 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%) base 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)
5.3 Differential Pay
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 Behavioral Health and Recovery 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 employee shall receive more than two (2) 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.
5.4 Salary Step Increases
Except as herein otherwise provided, the entrance salary for a new employee 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 employee is appointed unless such salary is designated as a “Y” rate by the Board of Supervisors.
5.5 Salary Anniversary Dates
Permanent and probationary employees 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.
- 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 employee shall be advanced to the next higher step in the salary schedule for the If an employee 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.
- 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 employees shall be advanced to the next higher step in the salary schedule for the classification until the top of the range is
- Upon recommendation of the appointing authority and approval by the Human Resources Department Director, employees may receive special merit increases at intervals other than those specified in this The Human Resources Department Director’s decision shall be final.
- If an employee completes the one thousand forty (1040) or two thousand eighty (2080) hours in the middle of a pay period, the employee 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 employee shall be considered for salary step increases according to the date of that employee’s appointment, or the revised salary anniversary date. If an employee 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 an employee’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 employee, which date shall be as stated in the preceding paragraph.
Employees 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 an employee shall not be affected by a transfer, downward reclassification or a demotion.
A permanent employee 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 employees serving in that classification. Upon recommendation of the appointing authority and approval of the Human Resources Department Director, provisional, temporary, and extra help employees 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 an employee’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 employee was not in a pay status, except when the employee is absent from their position by reason of an injury or disease for which they are entitled to and currently receiving Workers’ Compensation benefits.
5.6 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.
5.7 Salary Step After Promotion or Demotion
When an employee 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 employee shall be entitled to the next step in the salary schedule of the higher class which is at least 5.7% above the rate they have been receiving, except that the next step shall not exceed the maximum salary of the higher class. When an employee is demoted, whether such demotion is voluntary or otherwise, that employee’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 employee’s classification, and designate such rate of pay as a “Y” rate.
5.8 Reclassification of Position
An employee in a position reclassified to a lower classification shall have the right of either (1) transferring to a vacant position in their 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.
5.9 Y” Rate Process
When an employee is reclassified downward, they shall continue in their present salary range, with cost of living adjustments, for two years, at which point the employee’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.
5.10 Exempt Status/Compensatory Time Off
Effective May 7, 2013, 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.