The salary ranges for all workers in the aforementioned representation units will be as set forth in the Exhibits which are attached hereto and made a part hereof.
The rates of pay set forth in the Exhibits represent for each classification the standard biweekly rate of pay for full-time employment, unless the schedule specifically indicates otherwise. The rates of pay set forth in the Exhibits represent the total compensation due workers, except for overtime compensation and other benefits specifically provided for by the Board of Supervisors or by this MOU.
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 shall be adjusted as follows.
Effective the first, full pay period following Board of Supervisors’ approval of a successor MOU, there shall be a three percent (3%) cost of living adjustment plus a one percent (1%) equity adjustment (for a total adjustment of 4%) for all represented classifications.
Effective October 6, 2019, there shall be a three percent (3%) cost of living adjustment plus a one percent (1%) equity adjustment (for a total adjustment of 4%) for all represented classifications.
Effective October 4, 2020, there shall be a cost of living adjustment for all represented classifications that is at least two percent (2%) and no more than three percent (3%), determined by the 2019-20 fiscal year average of Bureau of Labor Statistics San Francisco Bay Area Consumer Price Index (CPI) for all Urban Wage Earners. In addition, there shall be a one percent (1%) equity adjustment (for a total adjustment of 3% to 4%) for all represented classifications.
Except as herein otherwise provided, the entrance salary for a new worker entering County service shall be the minimum salary for the class to which they are appointed. When circumstances warrant, the Human Resources Director may upon recommendation of the department head approve an entrance salary which is more than the minimum salary. The Director’s decision shall be final. Such a salary may not be more than the maximum salary for the class to which the worker is appointed unless such salary is designated as a “Y” rate by the Board of Supervisors.
Permanent and probationary workers 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 based on hours served in that classification as defined below. 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. Salary range adjustments for a classification will not set a new salary anniversary date for workers serving in that classification.
- After completion of 1040 regular hours of satisfactory service in Step A of the salary schedule, and upon recommendation of the appointing authority, the worker shall be advanced to the next higher step in the salary schedule for the classification. If a worker is appointed at a step higher than the first step of the salary range for that class, the first merit increase shall be after completion of 2080 regular hours of satisfactory service.
- After the completion of 2080 regular hours of satisfactory service in each of the salary steps above A, and upon recommendation of the appointing authority, the worker shall be advanced to the next higher step in the salary schedule for the classification until the top of the range is reached.
- If an operating department verifies in writing that an administrative or clerical error was made in failing to submit the documents needed to advance a worker to the next salary step on the first pay period when eligible, said advancement shall be made retroactive to the first pay period when eligible. This section also applies to fully flexibly staffed promotions in which case the advancement shall be made retroactive to the first pay period when approved by the appointing authority.
- When recommended by the appointing authority and approved by Human Resources Director, workers may receive special merit increases at intervals other than those specified in this Section. The Director’s decision shall be final. Changes in a worker’s salary due to promotion, upward reclassification, postponement of salary step increase, or special merit increase will set a new salary anniversary date for that worker.
- If a worker completes the 1040 or 2080 hours in the middle of a pay period, the worker shall be eligible for an increase as follows:
1. if the merit increase period is completed during the first week of a pay period the increase will be effective with the start of the then current pay period.
2. if the merit increase period is completed during the second week of a pay period the increase will be effective with the start of the next pay period.
Workers 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 Director. The salary anniversary date for a worker shall not be affected by a transfer, downward reclassification or a demotion.
A permanent worker accepting provisional employment in a higher or different class in the County Classified Service, 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.
Upon recommendation of the appointing authority and approval by the Human Resources Director, provisional, temporary and extra-help workers 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, continuous service in provisional, temporary, or extra-help capacity shall be added to service in a regular established position for the purpose of determining a worker’s salary anniversary date, eligibility for salary increases, as well as vacation and sick leave accrual.
However, such service may not be added if it preceded a period of over 28 consecutive calendar days during which the worker was not in a pay status, except by approval of the Human Resources Director or except when the worker is absent from their position by reason of an injury or disease for which they are entitled to and currently receiving Workers’ Compensation benefits.
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 as in the previous range, unless otherwise specifically provided by the Board of Supervisors.
When a worker 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 worker shall be entitled to the next step in the salary schedule of the higher class which is at least one step above the rate they have been receiving, except that the next step shall not exceed the maximum salary of the higher class.
When a worker is demoted, whether such demotion is voluntary or otherwise, that worker’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 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 worker’s classification, and designate such rate of pay as “Y” rate (see Section 5.8), and also provided that a worker demoted as a result of abolition of position shall be placed at the salary step in the lower classification which most closely approximates (but does not exceed) their salary in the higher classification.
If a worker voluntarily demotes to a class previously held, the worker shall be placed at the same step in that class which the worker held last. The worker’s service time at such step shall be the same as the service time held at such step previously.
In order to further the movement from lower-level to higher-level careers, a worker taking a voluntary demotion to a classification in the higher series (e.g., clerical worker to Benefits Analyst I class) shall be placed at the salary step in the new salary range which most closely approximates such worker’s salary in the prior class.
A worker in a position reclassified to a lower class shall have the right of either (1) transferring to a vacant position in their present class 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 class at a “Y” rate of pay when the incumbent’s pay is higher than the maximum step of the salary range for the lower class.
When a worker is reclassified downward, they shall continue in their present salary range, with cost of living adjustments, for two years, at which point the worker’s salary shall be frozen (“Y” ‑ rated) until the salary assigned to the lower class 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.
The County will make biweekly paychecks available to workers who are assigned to and working a shift as defined in Section 8, on the Thursday evening prior to the regular Friday pay day. It is understood that events may occur which may make delivery of Thursday paychecks impractical. The Union shall hold the County and its officers and workers including the Controller, harmless for failing to make available paychecks on Thursday evenings as provided above. Workers subject to wage garnishment shall not be eligible for Thursday night availability of paychecks.