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MONTEREY COUNTY PERSONNEL POLICIES AND PRACTICES RESOLUTION No. 98-394



Adopted September 15, 1998 Successor policy document combining and replacing the Salary and Benefits Resolution No. 84- 579 and the Personnel Resolution No. 80-339 MONTEREY COUNTY PERSONNEL POLICIES AND PRACTICES RESOLUTION Resolution No. 98-394 (Consolidates and Supercedes Resolutions No. 84-579 and No. 80-339) TABLE OF CONTENTS I. SHORT TITLE ............................................................................................................. 11 II. EFFECTIVE DATE ...................................................................................................... 11 III. APPLICABILITY ......................................................................................................... 11 IV. SEPARABILITY .......................................................................................................... 11 V. DEFINITIONS.............................................................................................................. 12 VI. EMPLOYEE / BARGAINING UNITS.......................................................................... 17 A. SALARY AND BENEFITS .......................................................................................... 19
A.1 BASIC SALARY PLAN AND HOURLY CONVERSION ............................ 19 A.1.1 Salary Tables Established................................................................................ 19 A.1.2 Salary Ranges Applied to Classes ................................................................... 19 A.1.3 Establishment of Pay Periods .......................................................................... 19 A.1.4 Method of Compensation................................................................................ 19 A.1.5 Compensation for Temporary Employees ....................................................... 19 A.1.6 Compensation for Portion of a Pay Period....................................................... 19 A.1.7 Physicians' Salary Rates.................................................................................. 20 A.1.8 Trainee Salary Range ...................................................................................... 20 A.1.9 Y-Rates........................................................................................................... 21 A.1.10 Confidential (Z Unit) and Court Reporters, Supervisor's Clerical Assistants (Unit P) Salary Adjustments............................................................................ 21 A.2 EMPLOYMENT AT STEP WITHIN SALARY RANGE ............................... 22 A.2.1 General Provisions.......................................................................................... 22 A.2.2 Sheriff's Deputies' and Correctional Officers' Lateral Entry (Deleted) ............ 22 A.2.3 Deputy Sheriff-Operations and Deputy Sheriff-Corrections Intradepartmental
Transfers......................................................................................................... 22 A.3 SPECIAL APPOINTMENT PROVISIONS FOR NURSING PERSONNEL .. 23 A.3.1 Third Step Appointment of Nurses (Deleted) ................................................... 23 A.3.2 Appointment of Part-Time Administrative Nurses........................................... 23 A.3.3 Appointment of Pre-Registered Nurses ........................................................... 23 A.3.4 Appointment of Pre-Licensed Vocational Nurses ............................................ 23 A.4 INCREASES WITHIN SALARY RANGE..................................................... 24 A.4.1 Eligibility for Step Advancements................................................................... 24 A.4.2 Date of Step Advancement.............................................................................. 24 A.4.3 Evaluation....................................................................................................... 25 A.4.5 Adjustment of Step Eligible Date.................................................................... 25 A.4.6 Step Eligible Dates - "Acting" and Working Out of Class Appointments......... 25 A.4.7 Step Advancement for Temporary Employees................................................. 26 A.4.8 Step Advancement for Part-time Permanent Employees.................................. 26 A.4.9 Waiver for Unusual Circumstances ................................................................. 27 A.4.10 Step Eligible Date – Deputy Sheriff Transfers................................................. 27
A.5 SALARY ON CHANGE OF CLASS OR POSITION..................................... 27 A.5.1 Salary on Change to Higher Class ................................................................... 27 A.5.2 Benefits on Class Change to Representation Unit With Greater Benefits......... 28 A.5.3 Salary on Change to Lower Paid Class............................................................ 28
A.5.3.1 Salary on Reassignment................................................................. 29 A.5.4 Benefits on Class Change to Representation Unit With Lesser Benefits .......... 29 A.5.5 Step Increase and Change of Class.................................................................. 30 A.5.6 Effective Date of Personnel Actions................................................................ 30 A.5.7 Temporary Working Out Of Class Assignment ............................................... 30 A.5.8 Salary on Reappointment ................................................................................ 31 A.6 SALARY ON TRANSFER............................................................................. 31 A.7 SALARY AND STATUS UPON REEMPLOYMENT ................................... 31 A.8 OVERTIME ................................................................................................... 31 A.8.1 Overtime Discouraged .................................................................................... 32 A.8.2 Overtime Approval ......................................................................................... 32 A.8.3 Overtime Eligibility ........................................................................................ 32 A.8.4 Overtime Defined ........................................................................................... 32
A.8.4.1 General Employees' Overtime........................................................ 32 A.8.4.2 Flex-time and Alternate Work Schedule Excluded ......................... 32 A.8.5 Overtime Compensation.................................................................................. 33
A.8.5.1 General Overtime Provisions ......................................................... 33 A.8.5.2 Medical Center Overtime for Lower Class Assignment.................. 33 A.8.5.3 Special Overtime Provision for Relief Pharmacist.......................... 34 A.8.5.4 Special Overtime Provisions for Communications Operations
Manager ........................................................................................ 34 A.8.6 Reporting of Compensatory Time ................................................................... 34 A.8.7 Administrative Leave for Overtime Exempt Classes ....................................... 34 A.8.8 Sheriff's Department Safety Employees' Limited............................................. 34 A.8.9 Emergency Overtime for Exempt Classes ....................................................... 35 A.8.10 Holiday Overtime ........................................................................................... 35 A.8.10.1 General Employees' Holiday Pay................................................... 35
A.8.10.2 Hospital Employees' Holiday Pay .................................................. 35 A.8.11 Compensatory Time Pay Off........................................................................... 36
A.9 SPECIAL PAY PRACTICES ......................................................................... 36 A.9.1 Standby........................................................................................................... 36 A.9.2 Standby Pay Limited....................................................................................... 36 A.9.3 Call Back ........................................................................................................ 36
A.9.3.1 General Call Back Provisions ........................................................ 36 A.9.4 Sonographer Special Per Incident Pay............................................................. 37 A.9.5 Bilingual Skill Pay.......................................................................................... 37 A.9.6 Board of Supervisors Clerk Pay Premium ....................................................... 37 A.9.7 Water Resources Professional Engineer Pay Premium .................................... 37 A.9.8 Municipal Court Commissioner Pay Premium................................................. 38 A.9.9 Road Commissioner Pay Premium.................................................................. 38 A.9.10 County Surveyor Pay Premium ....................................................................... 38
A.9.11 Temporary Communication Dispatcher Premium Pay..................................... 38
A.9.12 Special Training Pay....................................................................................... 38
A.9.13 Sealer of Weights & Measure Premium Pay.................................................... 39
A.9.14 Temporary Special Assignment Pay................................................................ 39
A.9.15 Assistant Director of Planning and Building Inspection................................... 39
A.10.1 Department Heads Designated ........................................................................ 39
A.10.2 Assistant Department Heads Designated ......................................................... 40
A.10.3 Expense Allowance......................................................................................... 41
A.10.4 Eligibility for Expense Allowance................................................................... 41
A.10.5 "Acting" Class Expense Allowance................................................................. 41
A.11 MANAGEMENT PHYSICAL EXAMS ......................................................... 42 A.11.1 Physical Exams Encouraged ........................................................................... 42
A.11.2 Department Head and Assistant Department Head Physicals........................... 42
A.11.3 Confidentiality................................................................................................ 42
A.11.4 Management Unit Physicals ............................................................................ 42
A.11.5 Physical Exam Procedures .............................................................................. 42
A.11.6 Management Retiree Physicals........................................................................ 42
A.12. SPECIAL BENEFITS—PHYSICIANS .......................................................... 42 A.12.1 Physician Classes Designated.......................................................................... 42
A.12.2 Physician's Educational Conference Leave...................................................... 43
A.12.3 Malpractice Insurance..................................................................................... 44
A.12.4 Chief of Service Premium Pay ........................................................................ 44
A.12.5 Faculty Premium Pay...................................................................................... 44
A.12.6 Family Practitioner Premium Pay.................................................................... 44
A.13 SPECIAL BENEFITS—ATTORNEY ............................................................ 44 A.13.1 Bar Dues......................................................................................................... 44
A.13.2 Professional Association Dues ........................................................................ 44 A.13.3 C.E.B. Course Reimbursement........................................................................ 45
A.13.4 Attorney Educational Reimbursement ............................................................. 45
A.14 UNIFORM ALLOWANCE ............................................................................ 45 A.14.1 Safety Officers' Uniform Allowance ............................................................... 45
A.14.2 Public Works' Uniform ................................................................................... 46
A.14.3 Payment of Uniform Allowance...................................................................... 46
A.15 MEDICAL STAFF FEE-FOR-SERVICE PROGRAM ................................... 46 A.16 COMPENSATION OF EXTRA HELP PHARMACISTS............................... 46 A.17 PERSONAL PROPERTY REIMBURSEMENT............................................. 46 A.17.1 General Provisions.......................................................................................... 46
A.17.2 Claims for Reimbursement.............................................................................. 46
A.17.3 Exclusion from Reimbursement ...................................................................... 46
A.17.4 Maximum Reimbursement .............................................................................. 47
A.17.5 Minimum Claim ............................................................................................. 47
A.17.6 Uniform Exclusion.......................................................................................... 47
A.18 MILEAGE ALLOWANCE............................................................................. 47 A.18.1 Mileage Reimbursement--General Provisions ................................................. 47
A.18.2 Personal Automobiles Required ...................................................................... 47
A.18.3 Mileage Claims............................................................................................... 47
A.18.4 Fixed Sum Mileage Reimbursement................................................................ 48
A.19 TRAVEL EXPENSE ...................................................................................... 48 A.19.1 Conditions for Travel Reimbursement............................................................. 48
A.19.2 Travel Reimbursement Payment ..................................................................... 48
A.19.4 Eligibility for Travel Reimbursement.............................................................. 48
A.19.5 Travel Advances ............................................................................................. 48
A.19.6 Automobile Policy for Executive Management, Unit Y................................... 49
A.19.7 Automobile Policy - Condition of Employment .............................................. 49
A.19.8 Vehicle Allowance for Elected Department Heads, Unit Y.............................. 50
A.20 LIFE INSURANCE AND ACCIDENTAL DEATH AND DISMEMBERMENT
(AD&D) ......................................................................................................... 50 A.20.1 General Provisions.......................................................................................... 50
A.20.2 Optional Additional Life Insurance Coverage ................................................. 50
A.21 HEALTH, DENTAL AND OPTICAL INSURANCE ..................................... 51 A.21.1 Provision of Health, Dental and Optical Insurance .......................................... 51
A.21.2 Insurance Enrollment ...................................................................................... 51
A.21.3 Health Insurance Stipend ................................................................................ 51
A.21.3 Retiree Dental & Vision Benefits.................................................................... 51
A.21.4 Health Insurance Plans : Flexible Benefits Plan & Alternative Benefit Option 52 A.21.4.1 Flexible Benefits Plan – Units O, S, X and Y................................. 52 A. General Provisions ............................................................... 52 B. County Non-Elective Contributions...................................... 53 C. County Elective Contributions.............................................. 54 A.21.4.2 Alternative Benefit Option – Units O, S, X and Y.......................... 55 A.23 PROFESSIONAL ORGANIZATION MEMBERSHIP AND EMPLOYEE JOB
ENHANCEMENT .......................................................................................... 56 A.24 HOLIDAYS.................................................................................................... 56 A.24.1 Holidays Listed............................................................................................... 56
A.24.2 Weekend Holidays .......................................................................................... 57
A.24.3 Compensation for Holidays Worked ............................................................... 57
A.24.4 Holidays During Vacation............................................................................... 57
A.24.5 Holidays During Leave of Absence Without Pay ............................................ 58
A.24.6 Eligibility for Holiday Compensation.............................................................. 58
A.24.7 Holiday Accrual for Part-time and Temporary Employees .............................. 58
A.25 VACATION ................................................................................................... 58 A.25.1 Vacation Accrual Rates................................................................................... 58
A.25.2 Adjustment in Vacation Accrual Eligibility Date............................................. 59
A.25.3 Vacation Accrual Limit................................................................................... 59
A.25.4 Vacation Accrual Limit When in an Acting or Provisional.............................. 59
A.25.5 Vacation Usage............................................................................................... 59
A.25.6 Vacation Pay Off ............................................................................................ 59
A.25.7 Vacation for Temporary Employees................................................................ 60
A.25.8 Partial Vacation Leave Accrual....................................................................... 60
A.25.9 Vacation Buy Back ......................................................................................... 60
A.26 ABSENCE DUE TO ON THE JOB INJURY ................................................. 60 A.27 SICK LEAVE ................................................................................................. 61 A.27.1 Miscellaneous Employees' Sick Leave ............................................................ 61
A.27.2 Approval for Use of Sick Leave ...................................................................... 61
A.27.3 Substantiating Evidence for Sick Leave .......................................................... 61
A.27.4 Bereavement Leave......................................................................................... 61
A.27.5 Maternity Leave.............................................................................................. 62
A.27.6 Family Sick Leave .......................................................................................... 62 A.27.6.1 Confidential Unit's Family Sick Leave........................................... 62 A.27.6.1.A California Kin Care Law ........................................... 62 A.27.6.2 Management and Executive Management Unit Family Sick Leave 63 A.27.7 Sick Leave Pay Off ......................................................................................... 63
A.27.8 Sick Leave for Elected Officials...................................................................... 64 A.27.9 Sick Leave for Temporary Employees............................................................. 65
A.27.10 Sick Leave on Transfer to a Temporary Position............................................. 65
A.27.11 Partial Sick Leave Accrual.............................................................................. 65
A.28 STATE DISABILITY INCOME PROTECTION PLAN................................. 65 A.29 PAID TIME OFF............................................................................................ 65 A.29.1 Paid Time Off Defined.................................................................................... 65
A.29.2 Usage.............................................................................................................. 66
A.30 MANAGEMENT ANNUAL LEAVE AND INCOME PROTECTION PLAN 66 A.30.1 Eligible Employees ......................................................................................... 66
A.30.2 Accrual Rate Limit.......................................................................................... 66
A.30.3 Sick Leave Balance: Usage and Pay-Off ......................................................... 67
A.30.4 Annual Leave Usage ....................................................................................... 67
A.30.5 Annual Leave Pay-Off Upon Termination....................................................... 68
A.30.6 Rate of Pay While on Annual Leave ............................................................... 68
A.30.7 Annual Leave Accrual While on Temporary Disability................................... 68
A.30.8 Use of Annual Leave When Permanently Incapacitated .................................. 68
A.30.9 Disability Income Protection Plan................................................................... 68
A.30.10 Annual Leave Buy Back ................................................................................. 69
A.31 COMMISSIONER ANNUAL LEAVE & INCOME PROTECTION.............. 69 A.32 LEAVE OF ABSENCE—MILITARY............................................................ 70 A.33 LEAVE OF ABSENCE WITHOUT PAY....................................................... 70 A.34 ABSENCE WITHOUT LEAVE SEPARATION ............................................ 71 A.35 PROFESSIONAL LEAVE ............................................................................. 71 A.35.1 Unrepresented Attorneys' Professional Leave.................................................. 71
A.35.2 Management Professional Leave ..................................................................... 71
A.35.3 Administration of Professional Leave ............................................................. 71
A 36. ELECTED OFFICIAL (Unit Y) IN-LIEU SERVICE CREDIT....................... 72 A.37 JURY OR WITNESS DUTY.......................................................................... 72 A.38 BOARD OF SUPERVISORS STAFF ASSISTANTS..................................... 73 A.38.1 Board Member Staff Assistants....................................................................... 73
A.38.2 Board Chairman Clerical Assistance ............................................................... 73
A.38.3 Board Aide Travel Expense ............................................................................ 73
A.39 DEDUCTIONS FOR MAINTENANCE ......................................................... 73 A.40 RETIREMENT............................................................................................... 74 A.40.1 Management Retirement Formula ................................................................... 74
A.40.2 Management Retirement Contribution ............................................................ 74
A.40.3 Miscellaneous Employees Retirement Contribution ........................................ 74
A.41 REPEAL OF PREVIOUS RESOLUTIONS.................................................... 74 A.42 CHILD CARE REFERRAL LEAVE PROGRAM .......................................... 74 A.43 DEPENDENT CARE ASSISTANCE PROGRAM (DEPCARE) .................... 75 A.44 PUBLIC EMPLOYEES RETIREMENT SYSTEMS (PERS) SERVICE
CREDIT ......................................................................................................... 75 A.44.1 Military Service Credit.................................................................................... 75
A.44.2 Peace Corps and/or VISTA Service Credit ...................................................... 75
A.45 PREMIUM ONLY PLAN (POP) .................................................................... 75 A.46 PHYSICAL THERAPIST RECRUITMENT STIPEND.................................. 75 A.47 WORKSITE BLOOD DONATION................................................................ 76 A.48 EDUCATION AND TRAINING .................................................................... 76 A.48.1 Compensated Voluntary Training.................................................................... 76
A.48.2 Educational Assistance Program ..................................................................... 76
A. 49 EMPLOYEE INCENTIVE PROGRAMS ....................................................... 76
A.49.1. Employment Bonus Program .......................................................................... 77
A.49.2. Employee Referral Bonus Program ................................................................. 77
A.49.3. Employee Relocation/Moving Allowance ....................................................... 77 B. PERSONNEL POLICIES AND PRACTICES..................................................................... 77 B.1 CREATION OF NEW POSITIONS................................................................ 77 B.2 CLASSIFICATION OF POSITIONS.............................................................. 77 B.3 QUALIFICATIONS OF EMPLOYEES.......................................................... 78 B.5 APPOINTMENTS.......................................................................................... 78 B.5.2 Reemployment................................................................................................ 78 B.5.6 Reappointment to a previous class .................................................................. 79 B.6 INITIAL PROBATIONARY PERIOD ........................................................... 79 B.7 PHYSICAL FITNESS EXAMINATION ........................................................ 79 B.8 FINGERPRINTS ............................................................................................ 80 B.9 LOYALTY OATH ......................................................................................... 81 B.10 EMPLOYER-EMPLOYEE RELATIONS ...................................................... 81 B.11 TRANSFERS ................................................................................................. 81 B.12 SERVICE AWARDS...................................................................................... 81 B.13 OFFICE HOURS ............................................................................................ 81 B.14 OTHER EMPLOYMENT............................................................................... 82 B.15 EMPLOYMENT OF SPOUSES OR RELATIVES ......................................... 82 B.15.1 Elected Official – Spouse or Relatives ............................................................ 82
B.15.2 Appointed Official – Spouse or Relatives........................................................ 83
B.15.3 Spouses or Relatives Within a Department...................................................... 83
B.15.6 DELETED ...................................................................................................... 83
B.16 SERVICE AT THE PLEASURE OF THE APPOINTING AUTHORITY....... 83 B.17 LAYOFF AND RECALL PROCEDURES FOR UNREPRESENTED
EMPLOYEES................................................................................................. 84 B.17.1 APPLICABILITY........................................................................................... 84
B.17.2 POLICY ......................................................................................................... 84
B.17.3 DEFINITIONS ............................................................................................... 84
B.17.4 ORDER OF LAYOFFS .................................................................................. 85
B.17.5 ORDER OF LAYOFF, EXCEPTION TO RANKING SEQUENCE ............... 85
B.17.6 RANKING IN PREVIOUS CLASS................................................................ 86
B.17.7 DEMOTION IN LIEU OF LAYOFF .............................................................. 86
B.17.8 VOLUNTARY TRANSFER IN LIEU OF LAYOFF ...................................... 86
B.17.9 NOTICE ......................................................................................................... 87
B.17.10 REEMPLOYMENT OF EMPLOYEES LAID OFF........................................ 87
B.17.11 STATUS OF EMPLOYEES RE-EMPLOYED FROM A PREFERRED ELIGIBLE LIST............................................................................................. 88 B.17.12 RESTORATION OF BENEFITS FOR RECALLED EMPLOYEES............... 89
B.17.13 INSURANCE COVERAGE ........................................................................... 89
B.17.14 APPEAL PROCEDURE ................................................................................. 90
B.17.15 USE OF ALTERNATIVES TO LAYOFF ...................................................... 90 C. DISCIPLINARY ACTIONS ......................................................................................... 90
C.1 Disciplinary Action......................................................................................... 90 C.2 Notice of Disciplinary Action ......................................................................... 90 C.3 Reprimand ...................................................................................................... 91 C.4 Disciplinary Probation .................................................................................... 91 C.5 Suspension without Pay .................................................................................. 91 C.6 Suspension with Pay ....................................................................................... 92 C.7 Suspension Pending Investigation for Disciplinary Action .............................. 92 C.8 Reduction in Salary......................................................................................... 92 C.9 Disciplinary Demotion.................................................................................... 92 C.10 Dismissal ........................................................................................................ 92 C.11 Absence without Leave Separation.................................................................. 92 C.12 Statute of Limitations...................................................................................... 93 C.13 Appeals from Disciplinary Action................................................................... 93 D. GRIEVANCE PROCEDURE........................................................................................ 94
D.1 Purpose........................................................................................................... 94 D.2 Definition ....................................................................................................... 95 D.3 Basic Rules ..................................................................................................... 95 D.3.1 Non-Discrimination ........................................................................................ 95 D.3.2 Grievance Forms............................................................................................. 95 D.3.3 Modifications.................................................................................................. 95 D.3.4 Notice of Meetings.......................................................................................... 96 D.3.5 Right of Representation .................................................................................. 96 D.3.6 Grievance Withdrawal .................................................................................... 96 D.3.7 Grievance Resolution...................................................................................... 96 D.3.8 Reconsideration at a Prior Level ..................................................................... 96 D.3.9 Consolidation of Grievances ........................................................................... 96 D.4 Processing Grievances .................................................................................... 97 D.4.2 Time Limitations ............................................................................................ 98 D.5 Grievance Procedure Steps.............................................................................. 98 STEP 1 - Informal Discussion with Supervisor............................................................... 98
STEP 2 - Formal Written Grievance............................................................................... 98
STEP 3 - Department Head-Management Review .......................................................... 99
STEP 4 - Administrative Officer .................................................................................... 99
Before the Board of Supervisors in and for the
County of Monterey, State of California

RESOLUTION NO. 98-394

ADOPT "MONTEREY COUNTY
PERSONNEL POLICIES AND PRACTICES
RESOLUTION" AS THE SUCCESSOR
POLICY DOCUMENT REPLACING THE
SALARY AND BENEFITS RESOLUTION NO.
84-579 AND THE PERSONNEL
RESOLUTION NO. 80-339

Be it resolved, that, effective September 8, 1998, the Board hereby approves the consolidation of
the Salary and Benefits Resolution No. 84-579 and the Personnel Resolution No. 80-339, and all
contained corrections and deletions, and adopts the Monterey County Personnel Policies and
Practices Resolution No 98-394 as the County's successor personnel policy document, as
follows: I. SHORT TITLE This resolution shall be known as "Monterey County Personnel Policies and Practices
Resolution". II. EFFECTIVE DATE
This Resolution is a successor to Resolution 84-579 and Resolution 80-339 and is meant to
replace those Resolutions in their entirety. Except as may be specifically provided for herein
below, it is the intent of the Board of Supervisors that all provisions of this Resolution shall be
effective November 1, 1998, unless a different effective date is provided for in a specific section. III. APPLICABILITY
This Resolution (Personnel Policies and Practices Resolution) shall set forth the basic salary and
benefits, and personnel rules and procedures for Monterey County employees generally. In the
event there is a conflict between any provision(s) of this Resolution and an operable
Memorandum of Understanding or a Physicians' Employment Agreement, then the terms of said
Memorandum of Understanding or Physicians' Agreement shall prevail. IV. SEPARABILITY
If any section, sub-section, paragraph, sentence, clause or phrase of this resolution is, for any
reason, held to be invalid or unconstitutional, such invalidity or unconstitutionality shall not
affect the resolution, it being hereby expressly declared that this resolution and each section, sub-
section, paragraph, sentence, clause and phrase thereof would have been adopted irrespective of
the fact that any one or more section, sub-sections, paragraphs, sentences, clauses or phrases be
declared invalid or unconstitutional. V. DEFINITIONS
The words and terms defined in this section shall have the following meanings in this resolution
and in any other resolution classifying and fixing salaries, compensation and benefits or
authorizing the employment of personnel in any department or office of the County of Monterey. Acting Appointment The act of the appointing authority to place a qualified County employee into a position in
Unit Y on an interim basis pending recruitment. Administrative Officer Administrative Officer when used alone, means the County Administrative Officer of the
County of Monterey. Allocation The official determination of the class to which a position belongs and the assignment of a
position to its class. Appointing Authority The person or group of persons lawfully authorized to make appointments or to remove
persons from positions in the County service. Appointment The act of the appointing authority to place a person in a County position. Board When used alone, means the Board of Supervisors of the County of Monterey and the
Board of Supervisors of the Monterey County Water Resources Agency. Class A definitely recognized kind of employment in the County service designated by the Board
to embrace all positions having the title, duties and responsibilities sufficiently similar so
that the same requirements as the education, experience, knowledge, and ability may be
required of incumbents and so that the same schedule of compensation may be made to
apply. Class Family A group of classes having common promotional opportunities as set forth in the
Classification Plan. Classification The action of assigning a position(s) to a class. Classification Plan The arrangement of positions in classes, together with the titles and specifications
describing each class. Consolidation of Classes An act whereby classes having similar scope, responsibilities and requirements of
education, experience, knowledge, and ability are combined into a single class for the
purpose of reorganizing the classification structure. The consolidation of classes has a
neutral affect on the employee (i.e. no start of new probationary period, no change in salary
step, no change in step advancement date, no loss of seniority in class, etc.) Continuous Employment Employment in a permanent or seasonal position uninterrupted from the effective date of
appointment except by authorized absence with pay or authorized leave of absence without
pay of thirty (30) days or less. Contract Physician A physician rendering services to the County pursuant to an at-will employment
relationship in which all terms and conditions of that relationship, including but no limited
to compensation, benefits, rights, duties, status, and tenure are set for the entirely in and
governed by the provisions of a contract. Demotion An involuntary change in class of an employee to a class with a lower salary range. Amended 2/18/03; 03-063 Department An administrative unit of the County of Monterey. Disciplinary Probation A form of disciplinary action which places a permanent or seasonal employee on
probationary status, as distinguished from initial probation for a newly appointed
employee. Dismissal Any involuntary separation, other than layoff, of an officer or employee from County
employment. Employee A person occupying a position in the County service, including county, judicial district, and
appointive officers. Employee Organization Any bonafide organization which includes employees of the County and which has as one
of its primary purposes representing such employees in their employment relations with the
County provided, however, that said organization has no restriction on membership based
on race, color, creed, sex, national origin or age. Employment List A list, established by the Administrative Officer, of persons qualified for employment in a
class. Hearing Officer A person appointed as a hearing officer by the Board of Supervisors pursuant to this
resolution. Said person shall not be an employee of Monterey County. Layoff Termination of employment without fault on the part of the employee, such as of lack of
work, lack of funds, or in the interests of economy. Leave of Absence Authorized absence from duty for a specified period and for a specified purpose, with the
right to return on or before the expiration of the period. Municipal Courts All Municipal Courts in the County of Monterey. Officers All County, Water Resources Agency, Judicial District and appointive officers. Part-Time Employee An employee who is assigned to work less than the normal number of hours in full-time
employment for the department in which he/she is employed. Pay Period A two-week period consisting of fourteen (14) consecutive days. Permanent Employee An employee who has been appointed to a permanent position. Permanent Position Any position specifically authorized by the Board in the County budget or by Board order
or resolution as a permanent position which is paid from a permanent salaries line item in
the budget. Any permanent position budgeted for less than forty (40) hours in a week shall
be considered a permanent part-time position. Position A combination of duties regularly assigned to be performed by one person for a specified
number of hours in a pay period. Probationary Employee or Probationer An employee who is serving a probationary period, or is on disciplinary probation during
which the terms of the disciplinary probation must be satisfied. An employee serving
his/her initial probationary period shall have no right to appeal from adverse action and
serves at the pleasure of the appointing authority. In the case of an employee serving a
period of disciplinary probation, however, the forfeiture of appeal rights shall extend only
to the act(s) and/or omission(s) which constitute the underlying basis for such disciplinary
probation. Probationary Period a) A working test period required before an appointment to a permanent or seasonal position is completed. Unless a shorter initial probationary period is set forth in the
applicable memorandum of understanding, this test period shall be a minimum of
twelve (12) months. b) In the case of disciplinary probation, the period of time set forth in the action placing the employee on disciplinary probation during which the terms of the disciplinary
probation must be satisfied. Probationary Status a) Initial probationary status is the status of an employee legally holding a position who has not yet completed the required initial probationary period prescribed by the above
section a) Probationary Period. An employee on such initial probationary status serves
at the pleasure of the appointing authority. b) Disciplinary probationary status is the status of an employee legally holding a permanent position who has not yet completed a period of disciplinary probation as
prescribed by the above section b) Probationary Period and the terms of his/her
disciplinary probation. Promotion Advancement of an employee from a position in one class to a position in a class with a
higher salary range, a class with a higher salary range in the same department, or to another
department or to or from Municipal Court, or to or from any special district under the
control of the Board. Range Numbers The unique number which designates each range in the salary table. Reallocation A change in the allocation of an individual position from one class to another. Reappointment The appointment, without using the referral process, of a current permanent employee to:
1. a class previously held as a permanent employee, or
2. a related class on a comparable level with the previously held class, or
3. a lower paid class in the same class family as the previously held class. Amended 4/3/01; 01-140 Reclassification A process including reallocation of a filled position and the promotion, demotion or
transfer of an employee occupying the position. Reemployment The appointment within a two (2) year period following separation, of a former permanent
employee of the County who separated from County employment in good standing without
resorting to the recruitment and referral process. Reinstatement The restoration of a dismissed employee to his/her former position or to a position having
the same or a lower salary for which the employee is qualified, upon the order of the body
or person having the lawful authority to order such reinstatement. Resignation The voluntary action of an officer or employee which separates him/her from County
employment Salary Table The table of basic compensation rates established by the Board of Supervisors as a series of
ranges which when related to the basic classification plan indicates the basic compensation
for a class of positions. Seasonal Employee An employee who has been appointed to a seasonal position. Seasonal Position A budgeted position specifically authorized by the Board which normally requires the full-
time services of an employee during certain parts of each year. Separation Any termination of employment. Specification The official description of a class including 1) the title, 2) a definition, 3) a statement of the
duties and responsibilities, and 4) the employment standards, such as education,
experience, knowledge, skills, and abilities which may be required of applicants. Employment Status The condition of an employee's present appointment, such as temporary, seasonal,
permanent, part-time or full-time. Suspension The involuntary temporary removal from employment of an employee imposed by the
appointing authority in conformity with sections titled "Suspension Without Pay" and/or
"Suspension with Pay" of this resolution. Temporary Employee An employee appointed to a temporary position Temporary Position Any position which is of a limited duration and which is paid from the temporary
employees line item of the budget. Transfer a) A voluntary change of class of an employee to a class with the same or lower salary range OR: b) Any movement of an employee from a position in one department to a position in the same class in another department. Amended 2/18/03:03-063 Vacant Position Any permanent or seasonal position which has been authorized by the Board and is
unfilled. Y-Rate A rate of pay above the highest step or which falls between the steps in the salary range as
authorized by the Administrative Officer in accordance with the Personnel Policies and
Practices Resolution.
VI. EMPLOYEE / BARGAINING UNITS Unit A General Safety representation unit as designated by the Board and the Administrative
Officer. Unit B Safety Supervisory representation unit as designated by the Board and the Administrative
Officer. Unit C Safety Management representation unit as designated by the Board and the Administrative
Officer. Unit D Public Defender’s representation unit as designated by the Board and the Administrative
Officer. Unit E Prosecutor’s representation unit as designated by the Board and the Administrative Officer. Unit F General Supervisory representation unit as designated by the Board and the Administrative
Officer. Unit H Health Care Employees representation unit as designated by the Board and the
Administrative Officer. Unit J General Employees representation unit as designated by the Board and the Administrative
Officer. Unit K Social Services Employees representation unit as designated by the Board and the
Administrative Officer. Unit M Probation / Juvenile Institution Officers representation unit as designated by the Board and
the Administrative Officer. Unit N Probation / Juvenile Institution Supervisors representation unit as designated by the Board
and the Administrative Officer. Unit O Members of the Board of Supervisors. Unit P Unrepresented Board of Supervisor’s Secretaries as designated by the Board and the
Administrative Officer. Unit Q Park Rangers representation unit as designated by the Board and the Administrative
Officer. Unit R Resident Physicians representation unit as designated by the Board and the Administrative
Officer. Unit T Temporary or Grant Employee representation unit as designated by the Board and
Administrative Officer. Unit V Park Rangers Supervisory representation unit as designated by the Board and the
Administrative Officer. Unit X Management representation unit as designated by the Board and the Administrative
Officer. Unit Y Executive Management representation unit as designated by the Board and the
Administrative Officer. Unit Z Unrepresented Confidential unit as designated by the Board and the Administrative Officer. Added Units Q & V, deleted Units S & W, changed title 6/08/04; 04-002 A. SALARY AND BENEFITS A.1 BASIC SALARY PLAN AND HOURLY CONVERSION A.1.1 Salary Tables Established
The Salary ranges listed in Appendix A are hereby established as a basic salary
plan and are applied to the classifications indicated in Appendix B, except
where otherwise shown in that Appendix. Where any monthly salary
established herein is to be converted to an hourly rate, the hourly conversion
column shall be used. A.1.2 Salary Ranges Applied to Classes
For each class there is hereby established the salary range number
corresponding to a salary rate specified in Appendix A and/or an hourly,
monthly, or annual salary rate shown in Appendix B. A.1.3 Establishment of Pay Periods
Salaries earned shall be paid on the basis of payroll periods ending on Friday,
July 5, 1974, and every two weeks thereafter; payments to be made on or before
the Friday following the close of each payroll period. If a pay day falls on a
holiday, payment will be made on the Thursday before, if reasonably possible. A.1.4 Method of Compensation
Permanent and seasonal employees shall be compensated at an hourly, daily or
monthly rate of pay as determined by and in accordance with the rate of pay
established in Appendix B, of this Resolution, or in the Salary Resolution or
Memorandum of Understanding applicable to their position classification.
The hourly or daily method of compensation shall be applied only upon
approval by the County Administrative Officer.
Employees shall, for each two (2) week period, receive a salary based on the
biweekly salary as set forth in the Salary Tables applicable to their position
classification.
Nothing in this section shall be construed as guaranteeing or establishing a
minimum number of hours of work per week or a minimum amount of pay per
biweekly pay period. A.1.5 Compensation for Temporary Employees Deleted 3/9/99; 99-092 A.1.6 Compensation for Portion of a Pay Period
Any employee compensated at the monthly rate who works less than a full
departmental pay period, except when on accrued vacation, paid-time-off,
annual leave, holiday or paid sick leave, shall be compensated by allowing such
employee one-tenth (1/10) of the biweekly pay for each day worked during the pay period. The biweekly pay amount conversion from a monthly flat rate shall
be computed by multiplying the monthly rate by twelve (12) and dividing the
result by twenty-six (26). However, such pay shall not exceed the employee's
biweekly pay rate. Any employee compensated at the hourly or daily rate who
works less than a full departmental pay period, except when on accrued
vacation, paid-time-off, annual leave, paid sick leave or paid holiday, shall be
compensated at the applicable hourly or daily rate provided in this Resolution. A.1.7 Physicians' Salary Rates
a) The salary rate of each incumbent of a physician class shall be determined as follows.
The minimum annual salary established for the class shall be paid to those
physicians who essentially fulfill only the minimum qualifications for the
class. The maximum increment of Physician I shall be granted after at least
four (4) years of appropriate experience beyond the experience required for
the minimum increment. The maximum annual salary established for all
other physician classes shall be paid only to those who are American Board
certified in an appropriate specialty, according to the approved County
specification, or to those exceptional few who are Board eligible and who
the County Administrative Officer considers to have credentials of equal
value, utility and significance to the County. b) Assignment of physicians to a rate of pay within the specified salary range shall be made by the County in accordance with the criteria and method
specified in the section above; however, should such assignment to a flat
rate of pay for a physician class be considered by the incumbent physician to
be inconsistent with said criteria and method, such physicians shall have the
opportunity to make a presentation before the Board of Supervisors of the
County of Monterey. c) Temporary physicians and physicians paid on a contract services basis shall be paid at an hourly rate equal to the hourly rate paid to full-time physicians
having equivalent qualifications. Notwithstanding any other provision of
this paragraph, physicians working in the Family Planning Clinic may, in
the discretion of the Director of Health Services be paid at an appropriate
rate within the range of Physician II. A.1.8 Trainee Salary Range
All classes included herein may be underfilled by a special class of Trainee
under a County operated training program or an on-the-job training assignment.
Such underfilling shall require approval of the Assistant CAO - Human
Resources and shall be specifically limited to employees undergoing training.
The salary paid such employees shall be ten percent (10%) below the salary
range provided herein for employees in the class for which training is being
given. The title of such employees shall be the job title provided herein dash (-)
Trainee. If an employee transfers into a 'Trainee' class, and the employee's former salary
range falls between the new class' actual and 'Trainee' (-10%) salary ranges, the
appointing authority may set the transferred employee's 'Trainee' salary
according to the following criteria: • The employee's salary placement must be an amount between the new class's
actual and 'Trainee' (-10%) salary ranges • The employee's salary placement cannot exceed the employee's former salary Amended 2/18/03; 03-062 A.1.9 Y-Rates
Except as specifically prohibited elsewhere, when an employee is reclassified or
demoted to a class with a lower salary range than the salary range of his/her
current class, he/she may be Y-rated.
"Y-rating" is a procedure whereby an employee who is reclassified or demoted
to a class having a lower salary range than his/her current class may retain
his/her current salary after the reclassification to the lower class. The
employee's salary at the time of the Y-rate shall not increase until such time as
the maximum salary of the class to which the employee was reclassified
exceeds the employee's salary.
When an employee's current rate of pay falls between the step authorized for the
lower paid class, he/she shall continue to receive the current rate of pay until
such time as an authorized increase in pay or step increase can be granted which
places the employee at a step in the range without increasing his/her salary by
an amount more than that normally provided by the salary increase or step
advancement.
The Deputy CAO - Human Resources shall approve or deny a Y-rate for an
employee who is reclassified to a lower class. Y-rating is not subject to the
grievance procedure.
The salary on Y-rate shall be only the rate of pay in effect for the employee's
class and step on the day prior to the effective date Y-rate action, as shown in
Appendices A and B of the Personnel Policies and Practices Resolution. Shift
differential shall be paid in addition to the Y-rate when the employee's
assignment qualified for such pay. Such other differentials as "Bilingual,"
"Certified Court Interpreter," "Float," and "Charge Pay" shall not be added to
the Y-rate. A.1.10 Confidential (Z Unit) and Court Reporters, Supervisor's Clerical Assistants (Unit P) Salary Adjustments
All classifications assigned to employee Units P and Z shall receive the same
general salary adjustments (including step increases), in accordance with those
negotiated by the Supervisory (F) and General (J) Units. Unit P and Z special
salary adjustments may also be implemented in addition to those obtained
through the collective bargaining efforts of Units F and J. Added 7/19/88; 88-388 Amended 7/01/01; 01-289 A.2 EMPLOYMENT AT STEP WITHIN SALARY RANGE A.2.1 General Provisions
The first step of the salary range is the minimum rate and shall normally be the
rate paid to an employee upon appointment to a class. In cases where it is
deemed reasonable and necessary, the appointing authority may make an
appointment at above the first step. In determining the appropriateness of
placing an employee above the first step, the following criteria should be
considered:
a) Credit for Experience: The person has prior years of applicable and related experience, from which the County will benefit. b) Difficulty of recruitment: There is a scarcity of applicants that meet the employment standards as demonstrated through recruitment efforts. c) Unusual qualifications: The applicant possesses knowledge, abilities or skills which are necessary to provide needed services and which are unusual
in the applicant population and normally have been acquired through
substantial specialized training or experience. d) Reduction in pay: the person would receive a pay cut.
e) Employment Negotiation: The person would not accept the position without the advanced step placement. f) Employee Retention: The ability of the County to retain the employee will be enhanced if an advanced step placement is given. g) Current Workforce: The placement of an employee at an advanced step would not result in the employee being placed at a higher step than existing
employees with similar training and experience. h) Budget Implications: Short and long term. Amended 3/9/99; 99-092 A.2.2 Sheriff's Deputies' and Correctional Officers' Lateral Entry (Deleted) Deleted 3/9/99; 99-092 A.2.3 Deputy Sheriff-Operations and Deputy Sheriff-Corrections Intradepartmental
Transfers
The Sheriff is hereby authorized to receive, consider and approve requests for
transfer from employees in the classification of Deputy Sheriff - Corrections to
Deputy Sheriff - Operations or vice versa, provided the following conditions
have been met:
a) The Deputy Sheriff - Corrections or Deputy Sheriff – Operations has successfully completed a one-year probationary period in his/her current
classification with the Monterey County Sheriff Office. b) The Deputy Sheriff - Corrections or Deputy Sheriff – Operations has obtained the basic POST Certificate. c) The Deputy Sheriff - Corrections or Deputy Sheriff – Operations has successfully passed an updated background investigation which may include
a psychological evaluation. If the intradepartmental transfer is granted, the employee must:
a) Successfully complete the field training or correctional training applicable to the specific classification. b) Successfully complete a one-year probationary period in the new classification. Added Section A.2 12/13/88; 86-608 Amended Section A.2.3 4/11/00; 00-142 A.3 SPECIAL APPOINTMENT PROVISIONS FOR NURSING PERSONNEL A.3.1 Third Step Appointment of Nurses (Deleted) Deleted 3/9/99; 99-092 A.3.2 Appointment of Part-Time Administrative Nurses
The NMC - Chief Executive Officer is hereby authorized to employ Registered
Nurses on a part-time basis to provide Nursing Department supervision on the
Administrative Nurse/House Supervisor level when it is not possible to recruit
sufficient full-time employees to staff all of the above categories of budgeted
positions.
Full-time Registered Nurses currently employed at Natividad Medical Center
are hereby authorized to be employed as part-time Administrative Nurse/House
Supervisor, in addition to their regular appointment, and shall be compensated
for said duty as performed at the appropriate step on the salary range, or at their
current rate, whichever is higher. Amended 3/9/99; 99-092 A.3.3 Appointment of Pre-Registered Nurses
The NMC - Chief Executive Officer is hereby authorized to employ graduate
nurses, and persons holding interim permits to practice nursing under the
provisions of Section 2732.1 of the California Nursing Practice Act, in the
classification of Staff Nurse I .Any nurse so employed who fails to receive
registration from the State of California may continue employment in another
class for which qualified. Amended 3/9/99; 99-092 A.3.4 Appointment of Pre-Licensed Vocational Nurses
The NMC - Chief Executive Officer is hereby authorized to employ graduate
vocational nurses and out-of-state vocational and/or practice nurses awaiting
licensure from the State of California in the classification of Nursing Assistant. Any vocational/practical nurse so employed who fails to receive licensure from
the State of California may continue employment as a Nursing Assistant at the
first step, or in another class for which they are qualified. Amended 3/9/99; 99-092 A.3.5 Part-Time Per Diem Relief Nurse Compensation (Deleted) Added 4/16/86; 86-250 Deleted 6/10/03; 03-226 A.4 INCREASES WITHIN SALARY RANGE A.4.1 Eligibility for Step Advancements
An employee will be eligible for advancement to any higher step in a salary
range of his/her class upon completion of each year of continuous service in
his/her class in a full-time permanent or seasonal position. The County
Administrative Officer may, upon written request of the department head,
authorize the step advancement of an employee on a date other than the step
eligible date when s/he deems it to be in the best interest of the County.
During an employee's initial probationary period in that class, the appointing
authority may grant advancement to any higher step in the salary range. In
determining the appropriateness of advancing a probationary employee above
the initial step, the appointing authority should consider the criteria used for
determining initial step placement.
The step advancement shall be effective at the beginning of the pay period
within which the employee becomes eligible for the step advancement.
If the County Administrative Officer determines that an employee failed to
receive a step advancement on the date on which he/she was otherwise eligible
due to administrative or clerical error, the Auditor-Controller is authorized and
directed to pay the employee the amount he/she would have received if the error
had not been made.
The granting of step increases shall be based on satisfactory performance and
continuing job-related development by each employee. It shall be the
prerogative of an appointing authority to withhold any employee's step increase
upon his/her finding lack of satisfactory performance of normal job-related
development by an employee. Withholding of a step advancement shall not
change the step eligible date. Amended 11/13/01; 01-438 A.4.2 Date of Step Advancement
The date of eligibility for advancement of a permanent or seasonal employee to
a higher step in a salary range shall be determined by the employee's most
recent date of appointment or reemployment to his/her current class. Each time
an employee receives a permanent appointment, regardless of the nature of the
appointment (i.e., original appointment, demotion, transfer, promotion,
reclassification, reemployment, reinstatement, etc.), to a different class, eligibility for step advancement will be the date of appointment to the new
current class. Notwithstanding the foregoing, the transfer of an employee to a
position in the same class shall not affect the step eligible date. Amended 2/18/03; 03-063 A.4.3 Evaluation
An evaluation of eligibility for advancement to the highest step will occur at
least three (3) months prior to the employee's step eligible date. If the
employee's performance is found lacking, additional instruction and experience
will be recommended and/or provided by the appointing authority. The
appointing authority shall confirm this evaluation in writing to the employee if
there is need for improvement. Failure to provide notice of reasons for
withholding advancement to the highest step at least three (3) months prior to
the step eligible date, due to an administrative omission, shall not preclude
withholding of such advancement. Amended 7/31/01; 01-320 A.4.4 (Deleted) Deleted 7/31/01; 01-320 A.4.5 Adjustment of Step Eligible Date
A leave of absence by an employee which exceeds thirty (30) calendar days
shall not constitute service for advancement to the next highest step. An
employee's date of eligibility for advancement to a higher step shall be
advanced the number of days of leave of absence in excess of thirty (30). An
exception to this subsection shall be made for any leave of absence granted for
injuries or illness suffered by an employee in the course of County employment,
provided the employee is drawing temporary disability for such injuries or
illness under workers' compensation. In such instances, the employee's
eligibility date for step advancement shall not be adjusted. Amended 7/31/01; 01-320 A.4.6 Step Eligible Dates - "Acting" and Working Out of Class Appointments
a) Acting Appointment Employees serving in an "acting" capacity shall not be eligible for a step
advancement during the duration of the "acting" appointment.
The new step advancement date of an employee who has served in a class in
an "acting" capacity pursuant to the section of the Personnel Policies and
Practices Resolution titled "Appointments" for a period of four (4) pay
periods or more may be adjusted, as follows, upon approval of the Deputy
CAO - Human Resources, if said employee is appointed without a break in
service on a permanent basis to the class in which he/she served in an
"acting" capacity:
The NEW date of eligibility for step advancement may be adjusted by the
number of days in excess of sixty (60) calendar days that the employee has served in an "acting" capacity. Said adjustment shall provide for the
employee becoming eligible for step advancement on an earlier date than
he/she otherwise would.
When an employee is permanently appointed to a position in which he/she
held an "acting" appointment without a break in service, he/she shall receive
a minimum five percent (5%) increase in salary over the salary received in
the class held prior to the "acting" appointment, in accordance with section
A.4.1 of this Resolution. The salary used in computing the five percent
(5%) increase shall be determined by including any step advancements
he/she would have received in the class held prior to the "acting"
appointment. b) Working Out of Class Assignment An employee in Units F, J, H and K who has been given a working out of
class assignment pursuant to the provisions of section A.5.7 shall retain
his/her eligible date, but shall not be eligible for a step advancement during
the "working out of class" assignment. c) Return from Acting Appointment or Working Out of Class Assignment When a permanent employee is given an "acting" appointment or "working
out of class" assignment and is subsequently returned to the permanent
position he/she occupied immediately prior to receiving the "acting"
appointment, without a break in service, said employee shall retain the same
step eligible date as he/she had prior to the "acting" or working out of class
appointment. If said employee's step eligible date occurred while he/she
was serving in an "acting" or "working out of class" capacity, said employee
shall receive the step advancement immediately upon return to the position
held prior to the "acting" or working out of class appointment. d) Nothing in this section shall serve to reduce the probationary period established pursuant to the Personnel Policies and Practices Resolution. The
provisions of this section shall not apply to temporary assignments made
pursuant to any memorandum of understanding or section A.5.7 of this
Resolution. A.4.7 Step Advancement for Temporary Employees
A temporary employee may be advanced within a salary range, based on the
number of hours worked without a break in service. To be eligible for
advancement to a higher step, a temporary employee must have completed one
(1) continuous year and two thousand eighty (2080) hours of service in his/her
class. Eligibility for step increases for a temporary employee appointed to
permanent positions shall be determined by his/her date of permanent
appointment. It shall be the prerogative of an appointing authority to grant step
advances to temporary employees. Amended 7/31/01; 01-320 A.4.8 Step Advancement for Part-time Permanent Employees A part-time permanent employee may be advanced within a salary range based
on the number of hours worked. To be eligible for advancement to any higher
step, a part-time permanent employee must have completed one (1) continuous
year and two thousand eighty (2080) hours of service in his/her class.
Eligibility for step increases for part-time permanent employees shall, from the
date of change to part-time status, be calculated based on the completion of an
equivalent number of hours to that required of a full-time permanent employee.
Such employees' step eligibility date shall continue to be calculated in this
manner until the employee moves to a higher or lower paid class on a full-time
basis. Eligibility for step increases for a part-time permanent employee
appointed to a full-time permanent higher or lower paying new classification
shall be determined by his/her date of appointment to the full-time position. Amended 7/31/01; 01-320 A.4.9 Waiver for Unusual Circumstances
a) In any case where, by reason of unusual circumstances, rigid adherence to the principles related to salary adjustment set forth in Section A.4. or
Section A.5. would otherwise cause a manifest injustice, the County
Administrative Officer may, upon written request of the department head,
authorize the advancement of an employee to such step in the employee's
salary range as the County Administrative Officer determines to be just and
proper. b) Notwithstanding any other provision of this Resolution, the County Administrative Officer may authorize the advancement of employees to the
next step in their salary range when all of the following conditions exist.
1) An employee has been demoted to a class with a lower salary range in lieu of layoff through no fault of the employee; 2) Said employee has been reinstated to his/her original class; and
3) Said employee would have been entitled to step advancement in the original class if the time said employee spent serving in the lower class
had been spent serving in his/her original higher class. Amended 3/9/9 A.4.10 Step Eligible Date – Deputy Sheriff Transfers Upon the transfer of employees in the classification of Deputy Sheriff –
Corrections to Deputy Sheriff – Operations or vice versa, the Sheriff may
approve the reinstatement of the employee to the step advancement date of the
previously held class. Added Section A.4.10 4/11/00; 00-142 A.5 SALARY ON CHANGE OF CLASS OR POSITION A.5.1 Salary on Change to Higher Class
The salary of an employee who is promoted or reclassified to a class having a
higher salary range shall be adjusted to the first step of the new salary range or to the next higher step which provides a minimum of five percent (5%) salary
increase.
Except as provided below, it is the intent of the Board of Supervisors that
employees receive an increase of not less than five percent (5%) or Step 5,
whichever is less, as a result of a promotion or reclassification to a higher salary
range.
In cases where a current County employee competes for a vacant position in a
class with a higher salary range than his/her current position, and he/she is
referred to an Appointing Authority, and he/she is selected to fill the position,
Section "A.2.1 General Provisions" of "Employment at Step Within Salary
Range" of this Personnel Policies and Practices Resolution may be applied to
determine rate of pay upon appointment to the new class.
In cases where as a result of reclassification an employee is being promoted into
a class directly from a "working out of class" status for a period of one (1) year
and has not received an increase in salary per the provisions of section A.4.6
and, as a consequence, will not receive an increase at the time of his/her
promotion under the provisions of the first paragraph of this section, the Deputy
CAO - Human Resources at his/her discretion may authorize placement in the
range of the class to which the employee is being reclassified which would
provide an increase of up to five percent (5%) above the salary received while
"working out of class."
If an employee is being paid at a Y-rate and is promoted as a result of
reclassification to a class which has a pay range exceeding the Y-rate amount,
the five percent (5%) minimum increase shall not apply. Instead, the
employee's salary shall be adjusted to the lowest step in the new range which
provides an increase in salary. Amended Section A.5.1 to include current employees 7/11/95; 95-301 A.5.2 Benefits on Class Change to Representation Unit With Greater Benefits
When an employee is promoted or is reclassified to a classification having
benefits of overall greater value than the benefits assigned to his/her former
class, effective the date of the change of class:
a) The employee will receive the benefits of the new class.
b) All benefits assigned to the old class will terminate except that existing leave balances will be maintained or converted if applicable. A.5.3 Salary on Change to Lower Paid Class
When an employee covered by the provisions of this agreement is demoted or
his/her position is reclassified to a class having a lower salary range, the
appointing authority may:
a) Assign the employee to a step in the new (lower) range which is equal to or lower than the salary rate the employee was receiving in the old (higher)
class; or b) Place the employee at a Y-Rate. Under Y-Rate, the employee's Y-Rate salary (current salary) stays in effect until either:
1) The range of the new (lower) is increased causing the step (immediately below the employee's Y-Rate salary) to meet or exceed the employee's
Y-Rate salary; in which case the employee will be placed in that step, or 2) The employee's step eligible date occurs, in which case the employee will be moved to the next higher step in the range of his/her new class
which is above the Y-Rate salary. Having now been assigned to a step in the new (lower) classification, the
employee will be advanced to the next step as provided in the sections of this
Resolution governing step advancements, demotions and reclassification. A.5.3.1 Salary on Reassignment
If an employee voluntarily accepts reassignment to another County
position of equal or lower pay for which he/she meets the minimum
qualifications, and such reassignment is deemed by the County
Administrative Officer to be in the best interest of the County, salary
and benefit placement will be made in accordance with the County's
regular Y-rating procedures. Added all bargaining units and benefits 12/11/01; 01-480 A.5.4 Benefits on Class Change to Representation Unit With Lesser Benefits
When an employee is:
a) Involuntarily demoted or reclassified; or the classification to which he/she is currently assigned is moved into a different representative unit, AND
b) His/her salary is Y-Rated, increased, or not changed
AND
c) The benefits assigned to the new class, or representation unit differ from and are of overall lesser value than the benefits assigned to his/her former class
or representation unit, the employee will continue to receive the benefits assigned to the former class
or representation unit (including any benefits modifications) for as long as
his/her Y-Rate salary, as calculated under Section A.5.3 b) (Y-Rate), is in effect,
OR
for a maximum period of one (1) year from the date of change of class or
representation unit.
On the applicable effective date, benefits assigned to the old class or
representation unit will be discontinued and the employee will begin receiving
only benefits assigned to the new class. At no time during the term specified above will there be any duplication or
pyramiding of benefits. A.5.5 Step Increase and Change of Class
In the event that a promotion, reclassification, or salary adjustment is to be
effective on the same date that an employee is eligible for consideration for a
step increase, he/she shall, if approved, receive the step increase prior to
calculation of salary effective upon promotion, reclassification or salary
adjustment. Amended 7/11/95; 95-301 A.5.6 Effective Date of Personnel Actions
Promotions, demotions, reclassification, transfers, changes in normal hours
worked, additional or deletion of pay differentials and changes in status shall be
made effective only at the beginning of a pay period unless the County Auditor-
Controller, after receiving a statement of necessity from the appointing
authority, approves another effective date. This restriction shall not apply to
appointment of employees in the class of a Pre-Registered Nurse and Resident
Physician. A.5.7 Temporary Working Out Of Class Assignment
a) Safety & Attorney Employees An employee in Unit A, B, C, D or E who is temporarily assigned for a
period in excess of twenty (20) consecutive working days to work in a class
having a higher salary range shall be considered, as to the time in excess of
twenty (20) consecutive working days, to have been temporarily promoted
and shall receive the salary herein provided for promotions. Such temporary
promotions shall not result in an adjustment in eligibility for step increases
in the lower, permanent class. The provisions of this section shall apply
only in situations where the person occupying the higher class is absent by
reason of vacation, sick leave, leave of absence, or disciplinary suspension. b) Miscellaneous Employees When an employee in Units F, H, J, K, X, or Z is assigned to and performs
all of the duties of a higher permanent position in a classification whose
salary range is at least ten percent (10%) higher than the range of the
employee's regular classification, that employee shall be compensated at the
step in the higher classification that provides an increase to the assigned
employee of at least five percent (5%). Such assignment shall not change
the unit designation or other benefits of the assigned employee except when
a higher vacation accrual limit is in effect for the higher class. In such case,
the higher vacation accrual limit applicable to the higher class shall be used.
The assignment must be for over twenty (20) consecutive working days.
Such additional compensation shall begin on the twenty-first (21st) working
day after the assignment to the duties of the higher vacant position. This provision shall not apply when the higher vacant position is
temporarily vacant due to the use of vacation leave by the incumbent. Amended Section A.5 in entirety 4/30/90; 90-178 A.5.8 Salary on Reappointment
An employee reappointed to a previous class may be placed at any step of the
salary range up to the step the employee held when s/he left the previous class.
An employee reappointed to 1) a lower paid class in the same class family as the
previous class, or 2) a related class on a comparable or lower salary level with
the previous class, may be placed at any step which does not exceed the current
salary level of the step the employee last held in the previous class. Eligibility
for step advancement shall be based upon the date of an employee's
reappointment. Amended 4/3/01; 01-140 A.6 SALARY ON TRANSFER
An employee who transfers from one position to another in the same class or to another
class having the same salary range may, upon the approval of the appropriate appointing
authority, be compensated at the same step in the salary range as he/she previously
received and retain the same eligibility date for advancement to the next higher step. Amended 2/18/03; 03-063 A.7 SALARY AND STATUS UPON REEMPLOYMENT
A permanent employee who has passed his/her initial probationary period and who
separated from County employment in good standing shall have the right to be
considered for reemployment under this article for a period of two (2) years. In addition,
an employee who has over one (1) year of service in a permanent position but who has
not completed an initial probationary period because he/she was promoted to a higher
class within the same class family prior to the completion of his/her initial probationary
period, may also be considered for reemployment under this section upon approval of the
Deputy CAO - Human Resources.
A person may be reemployed in the same class, or lower level class in the same series, in
which he/she previously held permanent status and from which he/she separated in good
standing within two (2) years of such separation, upon recommendation of the appointing
authority and approval of the Deputy CAO - Human Resources. An employee
reemployed under the provisions of this section shall return to County service as a new
employee and with the same benefits as a new employee in all respects except that the
employee may upon recommendation of the appointing authority and approval of the
Deputy CAO - Human Resources, be appointed to the same or a lower step of the salary
range of the class which he/she occupied at the effective date of resignation, or, at any
step in a lower paid class in the same class series which does not exceed the employee's
salary in effect at the time of resignation. Eligibility for step advancement shall be based
upon the date of an employee's reemployment. A.8 OVERTIME A.8.1 Overtime Discouraged
It shall be the policy of the Board to discourage overtime. A.8.2 Overtime Approval
If, in the judgment of an appointing authority, extra hours are required for the
accomplishment of County business, the appointing authority may authorize and
require the performance of said extra hours. A.8.3 Overtime Eligibility
All county job classes shall be designated as either 1) overtime eligible, or 2)
overtime exempt. Each of the above categories shall be assigned a special code
which shall appear beside each class as listed in the Personnel Policies and
Practices Resolution Salary Listing. (Y=overtime eligible, N=not overtime
eligible.) A.8.4 Overtime Defined A.8.4.1 General Employees' Overtime
For Unit Z, overtime shall be defined as time actually worked in
excess of forty (40) hours in a work week except for those
departments listed below for which overtime shall be defined as time
actually worked in excess of eighty (80) hours in a pay period. In
administering this article with respect to employees in Unit Z, time
worked for purposes of determining eligibility for overtime shall
include paid time in holiday, vacation or compensatory time off
status. Those departments for which the overtime standard is eighty
(80) hours in a pay period are:
Communications
Information System Department
Natividad Medical Center
Parks Department
Probation Department
Sheriff's Department
Nothing in this section shall be construed so as to require an
appointing authority to approve an employee's request for vacation
or compensatory time off in a pay period or work week when
overtime has been worked. A.8.4.2 Flex-time and Alternate Work Schedule Excluded
Notwithstanding the provisions of section A.8.4.1 above, employees
who are working on a flex-time or alternate work schedule such as
the 9-80 plan which requires work in excess of forty (40) hours in a
work week, shall have overtime determined on the basis of time
actually worked (unless, by virtue of an operative memorandum of understanding, some other paid time may count as hours worked) in
excess of eighty (80) hours in a pay period.
Further, in those situations where employees are allowed to work for
one another, known as shift exchange or shift trading, no overtime
liability shall accrue as a result of said shift trades or exchanges. A.8.5 Overtime Compensation
The rate of overtime compensation shall be one and one-half (1-1/2) times the
employee's regular base rate of pay except that the rate of overtime
compensation may be modified pursuant to the specific terms of this section that
specify that under certain circumstances the overtime rate for certain medical
and safety classes shall be based on a lower classification (see A.8.5.2). A.8.5.1 General Overtime Provisions
Except as otherwise provided herein, employees in overtime eligible
classes, as designated by a "Y" in the column titled "OT" the
classification table shall be compensated for overtime authorized by
their appointing authority by either 1) compensatory time off at the
rate of one and one-half (1-1/2) hours credit for each hour of
overtime, or, 2) in cash at the rate of one and one-half (1-1/2) times
the employee's base rate of pay.
The method of compensation shall be determined by the appointing
authority after consultation with the affected employee, except that
an employee in Unit Z shall not be allowed to accumulate more than
sixty (60) hours of compensatory time off, above which maximum
all overtime compensation shall be paid in cash. An exception shall
be made to this section for certain classes in the Parks Department. Removed Unit P 4/16/86; 86-250 Amended in entirety Section A.8.5.1 8/26/86; 86-520 A.8.5.2 Medical Center Overtime for Lower Class Assignment
When employees of Natividad Medical Center whose regular classes
appear in the column on the left below are assigned to work overtime
duties normally assigned to the classes listed in the column to the
right below, the following shall occur: The employee shall be
compensated at the overtime pay rate applicable to the highest step
of the salary range of the lower paid class shown on the right below. EMPLOYEE'S REGULAR APPLICABLE LOWER CLASS JOB CLASS Administrative Nurse Staff Nurse II Senior Cardiopulmonary Technician Cardiopulmonary Technician II Senior Clinical Laboratory Scientist Clinical Laboratory Scientist Nurse Manager Staff Nurse II Senior Radiologic Technologist Radiologic Technologist Amended 1/15/02; A-08839 A.8.5.3 Special Overtime Provision for Relief Pharmacist
Notwithstanding the fact that the classes of Pharmacist I-II are not
eligible for overtime compensation, overtime may be paid to
employees in the class of Pharmacist I or II when said employee is
working in relief of another Pharmacist and has met the basic criteria
for overtime compensation of eighty (80) hours of work in the pay
period. A.8.5.4 Special Overtime Provisions for Communications Operations
Manager
When employee(s) of the Emergency Communications Department
in the classification Communications Operations Manager are
assigned to work overtime duties normally assigned to the lower
class of Communications Dispatcher II, the following shall occur:
(1) on normal workdays, after hours, and on weekends, the employee
shall be compensated at the overtime pay rate applicable to the fifth
step of the salary range of the lower paid class; or (2) on county paid
holidays, the employee shall be compensated at the rate of one and
one-half (1-1/2) times the employee's base rate of pay. A.8.6 Reporting of Compensatory Time
Credit for compensatory time off for overtime eligible employees, excepting
Park Ranger, shall be reported on payroll sheets submitted to the Auditor-
Controller each pay period, and balance shall be kept on the employee's check
stub. The use of compensatory time off shall be administered by the appointing
authority in accordance with the applicable provisions of the memoranda of
understanding with employee organizations in effect at the time the
compensatory time is used. A.8.7 Administrative Leave for Overtime Exempt Classes
Employees who are not in overtime eligible classes shall not receive
compensation for overtime, but may be authorized administrative leave with pay
by their appointing authority or his/her designee in the event that County
operations result in extraordinary work assignments for such employees. Such
administrative leave shall not exceed two (2) working days in any pay period.
The County Administrative Officer may approve additional administrative leave
with pay, upon written request from an employee's appointing authority
showing special circumstances warranting such leave. Such approval shall be
given in writing.
The provisions of this section shall be administered by the appointing authority,
but shall in no way establish any right to any type of overtime compensation for
overtime exempt employees, regardless of whatever records are kept by the
appointing authority. A.8.8 Sheriff's Department Safety Employees' Limited The Sheriff is authorized to grant up to two (2) working days of administrative
leave with pay to a safety employee who within the course and scope of
carrying out his/her duties seriously wounds or kills another person with the
employee's authorized firearm if:
a) The employee fired the weapon in a situation authorized by department procedures for the purpose of protecting his/her life or the life of a third
person; and b) The Sheriff believes it to be in the best interest of the County to authorize leave with pay to the deputy involved; and c) The discharge of the weapon was not accidental or for training purposes. A.8.9 Emergency Overtime for Exempt Classes
The provisions of the section titled "Administrative Leave For Overtime
Exempt Classes" notwithstanding, employees who are in overtime exempt
classes may become eligible to receive compensation for overtime for work
authorized during specific emergency situations which require the extraordinary
performance of services by employees in overtime exempt classes in order to
protect life or property or to prevent a disruptive interruption of County
services, as declared by the County Administrative Officer. Overtime for such
emergencies shall be defined as time actually worked in excess of eighty (80)
hours in a pay period. In such emergencies, employees in overtime exempt
classes in Units C, X, Y, and Z may, at the discretion of the County
Administrative Officer, be compensated on an hour-for-hour credit basis and
said employees in classes in other units shall be compensated on a one and one-
half hour credit for each hour overtime basis. Hour credits for such overtime
may be accrued as compensatory time off or paid in cash, at the option of the
employee. A.8.10 Holiday Overtime A.8.10.1 General Employees' Holiday Pay All employees, except as provided below, who work on a holiday
shall be entitled to compensatory time off (CTO) on an hour-for-
hour basis for up to eight (8) hours for such work on a holiday,
unless the employee is paid for the holiday in cash, in which case no
compensatory time off shall be granted. The decision as to whether
the compensation for working the holiday shall be in the form of
CTO or cash shall be made by the appointing authority after
consulting the affected employee(s). Overtime eligible employees
who, on a holiday, work in excess of either eight (8) hours or their
normal daily schedule, whichever is greater, shall be entitled to
overtime compensation for the time worked in excess of eight (8)
hours or their normal work day if greater. A.8.10.2 Hospital Employees' Holiday Pay Notwithstanding the provisions of the section titled "General
Employees Holiday Pay," all employees at Natividad Medical Center
in the classification of Administrative Nurse shall be paid one and
one-half (1-1/2) times their base rate of pay for any hours worked in
a regularly scheduled County holiday plus straight time
compensation or straight time compensatory time off for the holiday. A.8.11 Compensatory Time Pay Off An employee who terminates employment, takes a leave of absence without pay
or military leave in excess of thirty (30) calendar days, is laid off, or retires and
has compensatory time off accrued to his/her credit under the provisions of this
Resolution, shall be paid for such compensatory time off in the manner provided
in the section of this Resolution titled "Compensation for a Portion of a Pay
Period." A.9 SPECIAL PAY PRACTICES A.9.1 Standby
An appointing authority, after receiving written approval from the County
Administrative Officer, may place employees on standby duty. Standby duty
refers to a situation where a permanent off duty employee holds himself/herself
available for immediate response as directed by management. A.9.2 Standby Pay Limited
No employee shall be paid for standby duty time while that employee actually is
being paid for other compensable duty time. A.9.3 Call Back A.9.3.1 General Call Back Provisions
Employees in Unit Z who are not on standby duty shall be credited
with a minimum of two (2) hours of work when said employees are
not otherwise being compensated and when following the
completion of their workday and departure from their place of
employment, they are unexpectedly called back and must report to a
work site in response to a directive from management because of
unanticipated work requirements.
Notwithstanding any provision of this Resolution, employees of
Natividad Medical Center in the classes listed below shall receive
one and one-half (1-1/2) times the applicable lower class rate of pay
for all hours of call back duty.
Cardiopulmonary Technician I-II
Chief Radiologic Technologist
Clinical Laboratory Technologist
Licensed Vocational Nurse Nurse Anesthetist
Nursing Assistant
Pre-Registered Nurse
Radiologic Technologist
Senior Cardiopulmonary Technician
Senior Radiologic Technologist
Staff Nurse Surgery Technician A.9.4 Sonographer Special Per Incident Pay
The NMC - Chief Executive Officer is hereby authorized to engage
Sonographers to provide service on a per incident basis beyond normal work
hours. Payment to the Sonographer providing such service shall be One
Hundred Dollars ($100) per incident.
In the event the Sonographer providing the per incident services as described
above is an employee of Natividad Medical Center, he/she shall be paid as
provided in the applicable Show Up Time provisions of the applicable MOU's.
In such cases, the time spent shall not qualify for any form of additional
compensation such as, but not limited to, as may be provided in section Shift
Differential, Standby, Call Back, or Show Up Time provisions of the applicable
MOU, nor shall the time worked on a per incident basis be credited toward any
form of overtime entitlement. A.9.5 Bilingual Skill Pay
An employee in Unit Z, who meets specified conditions, shall be paid a
bilingual skill pay differential as provided for in the applicable memorandum of
understanding.
To be designated as "bilingual," a position shall require the use of a second
language on the average of at least twenty percent (20%) of the time. In
addition, up to a total of five (5) positions of Communications Dispatcher may
be designated bilingual skill pay eligible by the department head.
An employee in Units D, E, X or Y, upon assigned by the Department Head,
approval of the County Administrative Officer and successfully passing a
proficiency test, shall be eligible for bilingual pay in the amount of twenty
dollars ($20) per pay period. Mgmt Paragraph added 3/19/02; 02-096 A.9.6 Board of Supervisors Clerk Pay Premium
Effective November 18, 1989, the Board of Supervisors Clerk assigned as Clerk
to the Assessment Appeals Board shall receive a two and one-half percent (2-
1/2%) pay premium in addition to their base salary for the period of such
assignment. Added 11/21/89; 89-633 A.9.7 Water Resources Professional Engineer Pay Premium Individuals in the classifications of WRA Water Resource Engineer, WRA
Associate Water Resource Engineer, and WRA Senior Water Resource
Engineer, who earn State of California registration as a Professional Engineer
shall receive a five percent (5%) pay premium in addition to their base salary. Added 1/8/91; 91-008 Amended 10/20/01; 01-429 A.9.8 Municipal Court Commissioner Pay Premium Deleted 5/1/01; 01-173
Added 7/12/94; 94-304 A.9.9 Road Commissioner Pay Premium
The individual appointed by the Board as Road Commissioner, if that individual
is a person other than the Public Works Director, shall receive an additional five
percent (5%) premium in addition to his/her base salary.
This appointment and salary adjustment shall terminate automatically as of the
date upon which the Public Works Director becomes licensed as a Civil
Engineer in the State of California. Added Section 13.18 5/8/90; 90-270 A.9.10 County Surveyor Pay Premium The individual appointed by the Board as County Surveyor, if that individual is
a person other that the Public Works Director, shall receive an additional five
percent (5%) premium in addition to his/her base salary.
This appointment and salary adjustment shall terminate automatically as of the
date upon which the Public Works Director becomes licensed as a Land
Surveyor in the State of California. Section 13.19 added 5/8/90; 90-270 A.9.11 Temporary Communication Dispatcher Premium Pay For reasons of operational necessity and upon the joint concurrence of the
Director of Emergency Communications and the Assistant CAO – Human
Resources & Employment Services, temporary employees in the Classification
of Communication Dispatcher II or Communication Dispatcher III are eligible
to receive Standby Pay in the amount of $2.55 per hour. This provision shall be
subject to the same conditions set forth in provisions A.9.1 and A.9.2. A.9.12 Special Training Pay For reasons of operational necessity and upon the joint concurrence of the
Director of Emergency Communications and the Assistant CAO – Human
Resources & Employment Services, temporary employees in the classification
of Communication Dispatcher II may be assigned to Special Training Duty.
Special Training Duty refers to a specific assignment of limited duration in
which the temporary employee teaches department-approved curriculum to a Communication Dispatcher I or II. Special Training Pay shall be 5% of the
employee's base pay and shall not be subject to pyramiding. A.9.13 Sealer of Weights & Measure Premium Pay The Agricultural Commissioner, if appointed by the Board as the Sealer of
Weights and Measures, shall receive a five percent (5%) premium in addition to
his/her base salary.
The individual assigned as Assistant Sealer of Weights and Measures shall
receive a ten percent (10%) pay premium in addition to her/her base salary for
the period of such assignment. Added 6/5/01; 01-246 A.9.14 Temporary Special Assignment Pay It is the interest of the County to compensate employees who work in
departments that are undergoing changes in staffing and organizational
structures, whereby the employee is directed to perform special assignments that
are significantly beyond the scope of their classifications and compose more
than a majority of their work time. Administration of Temporary Special
Assignment Pay shall be in accordance with the Administrative Guidelines
established by the County Administrative Officer. Added 12/29/01; 01-482 A.9.15 Assistant Director of Planning and Building Inspection Individuals in the classification of Assistant Director of Planning and Building
Inspection who hold active International Code Council Certification as a
Building Official shall receive a five percent (5%) pay premium in addition to
their base salary. Added 1/7/03; 03-010 A.10.1 Department Heads Designated The following management classes are hereby designated as department heads:
11A02 Agricultural Commissioner
11B01 Assessor-County Clerk-Recorder
10B02 Auditor-Controller
10A01 Board of Supervisors Chairman
10A02 Board of Supervisors Member
11A06 Chief Probation Officer
11A01 County Administrative Officer
11A04 County Counsel
11A05 County Librarian
11A03 Director of General Services
11A26 Director of Child Support Services
11A09 Director of Health Services 12E18 Director of Information Technology
11A10 Director of Parks
11A22 Director of Planning & Building Inspection
11A12 Director of Social Services
10B04 District Attorney
14B25 Equal Opportunity Officer
11A15 General Manager - Water Resources Agency
11A25 NMC Chief Executive Officer
11A18 Public Defender
11A19 Public Works Director
11A20 Registrar of Voters
10B05 Sheriff-Coroner
10B06 Treasurer-Tax Collector
60U20 Military & Veteran's Affairs Officer Amended 5/1/01; 01-172 A.10.2 Assistant Department Heads Designated The following management classes are hereby designated as assistant
department heads:
12C01 Assistant Agriculture Commissioner
12A15 Assistant Assessor-Valuation
12A02 Assistant Auditor-Controller
12C35 Assistant Chief Probation Officer
12E15 Assistant County Administrative Officer –Environmental Resource Policy 12E06 Assistant County Administrative Officer - Human Resources & Employment Services 12A05 Assistant County Clerk- Recorder
12C38 Assistant County Counsel
12C19 Assistant Director of Planning
12C13 Assistant Director of Social Services 16C92 Assistant Information Systems Director
12K28 Assistant Hospital Administrator – Nursing Services
12C11 Assistant Public Defender
Assistant Public Works Director 12C14 Assistant Registrar of Voters
12A24 Assistant Treasurer-Tax Collector
12E01 Chief Assistant County Administrative Officer
12C39 Chief Assistant County Counsel
12A03 Chief Assistant District Attorney
12A10 Chief Deputy Sheriff 12E10 Deputy County Administrative Officer - Support Services
12C36 Deputy General Manager – Water Resources Agency
14K24 Director of Environmental Health
14A25 Emergency Services Manager
Hospital Chief 12E02 Leadership Institute Executive Director
12C31 NMC - Assistant Chief Executive Officer
12C02 Parks Operations Manager
12A13 Undersheriff
14K27 Zoning Administrator Added: Section A.10.2 7/31.90 E.S.C.; Deputy CAO- Information Systems, Assist. Treasurer-Tax Collector, Assist. Municipal Court Clerk/Administrator 8/26/86 86-526; Assist. Co. Counsel 7/5/95 95-399; Assist. Assessor-Valuation 12/5/95 95-948; Chief Asst CAO, Asst CAO - HR, -Environ Policy 6/15/99 Deleted County Clerk Recorder, Municipal Court Clerk/Administrator 4/11/00;00-14 Retitled Affirmative Action (Equal Opportunity) Officer, County (Chief) Probation Officer, Water Resources Agency General Manager(General Manager – Water Resources Agency), Director of Nursing Services (Assistant Hospital Administrator – Nursing Services) 4/11/00;00-144 Added Assistant Court Executive Office 4/11/00, 00-144 Amended 5/1/01; 01-172 A.10.3 Expense Allowance The Auditor-Controller is hereby directed to pay eligible employees a monthly
expense allowance for incidental expenses not ordinarily subject to
remuneration by claim. Effective July 1, 2001, the monthly expense allowance
for incumbents of elected department head classes shall be two hundred and
fifty dollars ($250) monthly. The monthly expense allowance for incumbents of
department head classes shall be forty-one dollars and sixty-seven cents
($41.67) monthly. The monthly expense allowance for incumbents of all other
classes in Units X and Y shall be thirty-three dollars and thirty-four cents
($33.34) monthly. Expense allowance shall be paid at the end of each month. Amended: Unit X quarterly allowance 6/30/87; 87-387 Paid monthly, 4/21/92; 92-151 Amended 7/11/00;00-302 Amended 3/19/02; 02-096 Elected Dept Heads added 3/19/02 A.10.4 Eligibility for Expense Allowance Employees are eligible to receive the monthly expense allowance prescribed in
this article for each calendar month during which they occupied an eligible
class. Amended 4/11/00; 00-144 Amended 7/11/00, 00-302 A.10.5 "Acting" Class Expense Allowance An employee appointed by the Board of Supervisors, or, upon approval of the
County Administrative Officer, to a class in Unit X or Y in an "acting" capacity
shall be eligible to receive the monthly expense allowance. Amended 7/11/00; 00-302 A.10.6 (Deleted) Deleted 7/31/01 A.11 MANAGEMENT PHYSICAL EXAMS A.11.1 Physical Exams Encouraged All employees in the Executive Management and Management representation
units are strongly encouraged to take an annual physical examination. A.11.2 Department Head and Assistant Department Head Physicals The Auditor-Controller is hereby directed to reimburse department heads and
assistant department heads, upon approval of the County Administrative
Officer, an amount not to exceed Three Hundred Dollars ($300) per year for an
annual physical examination. Said employees shall be eligible for
reimbursement once each fiscal year. A.11.3 Confidentiality The results of a physical examination shall be confidential between employee
and his/her physician. Amended 10/13/87; 87-544 A.11.4 Management Unit Physicals All employees in Unit X and C shall be eligible for a complete physical
examination at Natividad Medical Center by a County Physician once a fiscal
year. A.11.5 Physical Exam Procedures The County Administrative Officer is directed to establish the procedures
necessary to implement this section. A.11.6 Management Retiree Physicals Management employees (Units X and Y) retiring after January 1, 1989, shall be
eligible for a complete physical examination at Natividad Medical Center by a
County physician once a fiscal year. Added 8/2/88; 88-403 A.12. SPECIAL BENEFITS—PHYSICIANS A.12.1 Physician Classes Designated The following are designated as physician classes:
Anesthesiologist Chief of Preventive Medicine
Chief Pathologist
Chief Psychiatrist
Director, Family Practice Residency Program
Director of Health Services
Director of Maternal and Child Health
Extra Help Relief Physician
Family Practitioner
General Internist
General Surgeon
Mental Health Medical Director
NMC Medical Director
Neurologist
OB/GYN Surgeon
Occupational Physician
Orthopedic Surgeon
Pediatrician
Physician II
Psychiatrist Amended 3/14/89; 89-113 A.12.2 Physician's Educational Conference Leave Upon approval of the appointing authority, the County will provide at County
expense to full-time permanent physicians, in classes set forth in A.12.1 above,
up to five (5) working days per fiscal year of attendance at schools, seminars,
and conferences, subject to the following conditions:
a) The cost is within the budget limitations of the department
b) The days allowed may be taken either in part or consecutively
c) The days must be taken within the fiscal year and may not be carried over to future years or paid off in cash d) Additional time may be granted for travel at the discretion of the department head e) The amount of reimbursement shall be limited to registration for the schooling, seminars, or conferences and for such reasonable additional
expenses, such as travel, room, and board, equivalent to that usually used by
County employees as may be approved by the County Administrative
Officer f) Travel may be to any of the states
g) Travel and expenses for conferences, schools, and seminars outside of the state of California shall be subject to the approval of the Board of
Supervisors. A.12.3 Malpractice Insurance In addition to the general liability coverage which the County of Monterey
carries on each and every employee, the County shall pay the cost of
malpractice insurance for physicians receiving a flat rate of pay, the amount and
coverage of which shall be determined by the County of Monterey. A.12.4 Chief of Service Premium Pay Employee Physicians at Natividad Medical Center, when designated by the
NMC - Chief Executive Officer as Chief of Service, will receive a Chief of
Service pay premium equal to five percent (5%) of the employee's basic rate of
pay while serving as Chief of Service. When employee is no longer designated
as Chief of Service by the NMC - Chief Executive Officer, the premium pay
will cease. Added 3/14/89; 89-113 A.12.5 Faculty Premium Pay Employee Physicians at Natividad Medical Center, when designated by
University of California at San Francisco as faculty for the Residents, will
receive a faculty pay premium equal to five percent (5%) of the employee's
basic rate of pay while serving as faculty. When employee is no longer serving
as faculty, the premium will cease. Added 11/22/94; 94-464 A.12.6 Family Practitioner Premium Pay Employee Family Practitioners at Natividad Medical Center, when credentialed
by the Medical Staff to perform OB/GYN procedures, will receive an OB/GYN
premium pay equal to five percent (5%) of the employee's basic rate of pay.
Should Medical Staff revoke OB/GYN credentials, the premium pay will cease. Added sections A.12.5 & A.12.6 11/22/94; 94-464 A.13 SPECIAL BENEFITS—ATTORNEY A.13.1 Bar Dues Permanent County employees classified as, Legal Research Attorney, Deputy
County Counsel I, Deputy County Counsel II, Deputy County Counsel III,
Deputy County Counsel IV, District Attorney, Assistant District Attorney,
Public Defender, Assistant Public Defender, County Counsel, Assistant County
Counsel, or Senior Deputy County Counsel on the date on which bar dues are
due, shall be reimbursed by the County for one hundred percent (100%) of the
cost of their basic bar dues. An eligible employee must submit to the Auditor-
Controller a claim certifying that the bill has been paid in order to receive
reimbursement. Amended 3/1/94; 94-095. Added Assist. Co. Counsel, Sr. Deputy Co. Counsel 9/5/95; 95-399 A.13.2 Professional Association Dues Permanent County employees classified as Deputy County Counsel I, II, III or
IV and Senior Deputy Counsel shall be eligible for reimbursement up to one
hundred dollars ($100.00) per fiscal year for professional organization
membership. In order to receive reimbursement, an eligible employee must
submit to the Auditor-Controller a claim approved by the County Counsel
certifying that eligible professional organization dues have been paid. Added Dep. Co. Counsel 6/30/90; 90-517 A.13.3 C.E.B. Course Reimbursement Each permanent employee in the classes of Deputy County Counsel I, Deputy
County Counsel II, Deputy County Counsel III, Deputy County Counsel IV and
Senior Deputy County Counsel shall be entitled to reimbursement for
Continuing Education of the Bar courses successfully completed.
Reimbursement shall be under the provisions of the Tuition Reimbursement
section. Amended 12/3/91; 91-579 & 9/5/95 A.13.4 Attorney Educational Reimbursement In lieu of the tuition reimbursement benefits set forth in Section A.41, each
permanent employee in the class of Legal Research Attorney shall, during the
fiscal year period of July 1st through June 30th, be eligible for reimbursement
of up to One Hundred Seventy-Five Dollars ($175) for educational expenses.
Eligible employees employed after July 1, in any year shall be eligible for
reimbursement on a pro rata basis. Amended 3/1/94; 94-094 Amended 12/7/99; A-08101 & A-08102 A.14 UNIFORM ALLOWANCE A.14.1 Safety Officers' Uniform Allowance Eligible employees in Unit Y, shall be paid a uniform allowance pursuant to the
following schedule.
a) Every newly hired employee in Unit Y, in the Sheriff's Office, who is required to have and maintain a uniform, shall receive a credit of Four
Hundred Fifty Dollars ($450) to be used exclusively to purchase required
uniform items. Said uniform items shall be considered the property of the
Monterey County Sheriff's Department for a period of one (1) year from the
newly hired employee's date of appointment. Any employee whose
employment is terminated prior to the completion of one (1) year of service
shall return all uniform items to the department or refund the full Four
Hundred Fifty Dollars ($450) uniform credit. Employees who receive the
initial Four Hundred Fifty Dollars ($450) uniform credit shall not receive an
additional uniform allowance during their first year of employment. b) The monthly uniform allowance for those employees eligible for such monthly uniform allowance and not covered by the provisions of paragraph
A of this article shall be as follows:
1) Forty-five Dollars ($45) per month for employees required to maintain and wear a uniform at all times. 2) Twenty-five Dollars ($25) per month for employees required to maintain, but not regularly wear a uniform. Amended 8/26/97; 97-354 A.14.2 Public Works' Uniform Allowance Public Works Department employees classified as Guards shall be
paid a uniform allowance of Twenty-Five Dollars ($25) per month. A.14.3 Payment of Uniform Allowance Payment of uniform allowance shall be made quarterly by the Auditor-
Controller based upon certified lists of eligible personnel submitted to the
Auditor-Controller by the appropriate department heads. A.15 MEDICAL STAFF FEE-FOR-SERVICE PROGRAM Payment for services provided by physicians under the fee-for-service program for
medical staff at Natividad Medical Center shall be based upon the 1974 California
Medical Association Relative Value Scale using a unit value of Fifty-Six Dollars ($56)
for surgical procedures and Two Dollars Fifty Cents ($2.50) for medical procedures. A.16 COMPENSATION OF EXTRA HELP PHARMACISTS Deleted 3/9/99; 99-092 A.17 PERSONAL PROPERTY REIMBURSEMENT A.17.1 General Provisions Whenever an employee engaged in assigned official duties on behalf of the
County sustains a loss of personal property, through no fault of the employee,
that employee shall be eligible for reimbursement for such personal property.
The employee shall at all times bear the burden of proving the extent of any loss
and the absence of any contributing negligence on the employee's part. A.17.2 Claims for Reimbursement A request for reimbursement must be submitted by claim to the appointing
authority no later than thirty (30) days from the date of loss. Management shall
review the claim and if circumstances warrant, reimbursement shall be made. A.17.3 Exclusion from Reimbursement