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Salary Ordinance

Article 7 - Provisions Applicable to Persons in Classifications Designated SE, EM, SM, PA, CA, MA, OR M and only as specifically mentioned in certain provisions to employees represented by the Probation Peace Officers' Association in Representation Units 001 and 076 (reference to PPOA approved by BOS 12/21/10) and by the Union of American Physicians and Dentists in Representation Units 018 and 024, (reference to UAPD approved by BOS 3/13/12) and unrepresented non-management classes related to SEIU represented employees (reference to unrepresented non-management approved by BOS 7/24/12),except for unrepresented related to SEIU Intermittent, Services-As-Needed (SAN), unrepresented related to management, unrepresented related to Physicians and Dentist Services-as-Needed (SAN), unrepresented classes that don't receive regularly scheduled adjustments and Temporary Assignment Pool (TAP) employees. (Reference to unrepresented SEIU Intermittent ... approved by BOS 10/1/12)

SECTION 7-1. APPLICATION

This article applies only to persons occupying positions in classifications for which the Job Code includes the suffix SE, EM, SM, PA, CA, MA or M. Such persons are hereafter called employee(s). The provisions of this article, other than Sections 7-3, 7-4, and 7-5 shall also apply to judges of the municipal courts and to elective county officers. This article shall not apply to County retirees employed temporarily in positions requiring special skills and knowledge as permitted by section 31680.2 of the Government Code.

This article shall also apply, only as specifically mentioned in certain provisions to employees represented by the Probation Peace Officers' Association in Representation Units 001 and 076 and by the Union of American Physicians and Dentists in Representation Units 018 and 024 (BOS approved article 12/21/10) (BOS approved addition of UAPD 3/13/12).

This article shall also apply, only as specifically mentioned in certain provisions, to unrepresented non-management classes related to SEIU represented employees (BOS approved 7/24/12), except for unrepresented related to SEIU Intermittent, Services-As-Needed (SAN), unrepresented related to management, unrepresented related to Physicians and Dentists, Services as Needed (SAN), unrepresented classes that don't receive regularly scheduled adjustments and Temporary Assignment Pool (TAP) employees. (BOS approved 10/2/12)

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SECTION 7-2. VESTED RIGHTS NOT ESTABLISHED

The provisions of this article are not intended to and do not establish vested or contractual rights and are subject at anytime to change or repeal by the Board with or without the substitution of comparable benefits.

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SECTION 7-3. WORKWEEK

Employees are subject to a workweek of 40 hours.

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SECTION 7-4. VACATION SELLBACK

Unless otherwise provided in this Section, an employee accruing vacation at the rate of 10 working days or more per year may receive equivalent cash payment for up to 5 vacation days per fiscal year. An employee accruing vacation at a rate of 20 working days per year may receive equivalent cash payment for up to 10 vacation days per fiscal year. This benefit shall be prorated for part time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. In lieu of, or in addition to the foregoing, an employee may have accrued vacation leave credited against his/her transition pay obligation to the County.

A. Effective July 1, 1995 an ACMEA represented employee (Confidential and General Government Units) may receive equivalent cash payment for up to 15 vacation days per fiscal year. This benefit shall be prorated for part-time employees based upon the proportion of normal 40 hour workweek for which the employee is regularly scheduled to work. In lieu of, or in addition to the foregoing, an employee may have accrued vacation leave credited against his/her transition pay obligation to the County. In addition, employees may sell up to 10 additional days (prorated for part-time employees) to be used solely for the purchase of Long Term Disability Insurance.

B. Effective October 3, 2010, this section deleted (BOS approved 9/28/10) Effective July 1, 1995, an ACMEA represented employee (Sheriff's Unit) accruing vacation at the rate of 10 working days or more per year may receive equivalent cash payment for up to 7.5 vacation days per fiscal year. An employee accruing vacation at a rate of 20 or more working days per year may receive equivalent cash payment for up to 15 vacation days per fiscal year. This benefit shall be prorated for part-time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. In lieu of, or in addition to the foregoing, an employee may have accrued vacation leave credited against his/her transition pay obligation to the County.

C. Effective July 1, 1995 an employee represented by the Professional Association of County Employees may receive equivalent cash payment for up to 15 vacation days per fiscal year. This benefit shall be prorated for part-time employees based upon the proportion of the normal 40 hour work week for which the employee is regularly scheduled to work. In lieu of or in addition to the foregoing, an employee may have accrued vacation leave credited against his/her transition pay obligation to the County. In addition, employees may sell up to 10 additional days (prorated for part-time employees) to be used solely for the purchase of long term disability insurance.

D. Effective July 1, 1995 an unrepresented employee may receive equivalent cash payment for up to 15 vacation days per fiscal year. This benefit shall be prorated for part-time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. In lieu of, or in addition to the foregoing, an employee may have accrued vacation leave credited against his/her transition pay obligation to the County. In addition, employees may sell up to 10 additional days (prorated for part-time employees) to be used solely for the purchase of Long Term Disability Insurance.

E. Effective July 1, 2007, in Fiscal Years 2007-2008 and 2008-2009, an unrepresented employeee may sell back an additional five days of vacation.

F. Effective July 1, 1997, employees represented by IFPTE Local 21, Civil Engineers Management Unit, may receive equivalent cash payment for up to 15 vacation days per fiscal year. This benefit shall be prorated for part-time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. In lieu of, or in addition to the foregoing, an employee may have accrued vacation leave credited against his/her transition pay obligation to the County. In addition, employees may sell up to 10 additional days (pro-rated for part-time employees) to be used solely for the purchase of Long Term Disability insurance.

G. Effective July 1, 2000, an employee represented by ACFWIA, Operating Engineers Local 3, assigned to Representation Unit 064, may receive equivalent cash payment for up to 15 vacation days per fiscal year. This benefit shall be pro-rated for part time employees based upon the proportion of the normal 40 hour work week for which the employee is regularly scheduled to work. In lieu of or in addition to the foregoing, an employee may have accrued vacation credited against his/her transition pay obligation to the County. In addition, employees may sell up to 10 additional days (pro-rated for part time employees) to be used solely for the purchase of Long term Disability Insurance.

H. Effective July 1, 2007, in Fiscal Years 2007-2008 and 2008-2009, an employee represented by the Professional Association of County Employees (PACE) may sell back an additional five days of vacation. (BOS approved 6/17/08)

I. Effective July 1, 2007, in Fiscal Years 2007-2008 and 2008-2009, an employee represented by the Professional Association of County Employees (PACE) and Civil Engineers Management Unit (CEMU) may sell back an additional five days of vacation. (BOS approved 7/22/08)

J. Effective July 1, 2009, in Fiscal Years 2009-2010 and 2010-2011, an employee represented by the Alameda County Management Employees Association (ACMEA) Confidential and General Government Units, and each Unrepresented management employee and Representation Units R53 and R61, may sell back an additional five days of vacation. (BOS approved 5/12/09) (BOS approved 7/21/09 unrep. mgmt. and Rep. Units R53 and R61)

K. Effective October 3, 2010, this section deleted (BOS approved 9/28/10). Effective July 1, 2010, in Fiscal Years 2010-2011, 2011-2012, 2012-2013, 2013-2014 and 2014-2015, an employee represented by ACMEA Sheriff's Unit 029 may sell back an additional five days of vacation.

L. Effective July 1, 2010, in Fiscal Years 2010-2011 and 2011-2012, an employee represented by IFPTE Local 21, Alameda County Counsels' Association in Representation Unit R65, may sell back an additional five days of vacation. Allowable vacation sell back shall return to fifteen days in Fiscal Year 2012-2013. (BOS approved 6/29/10)

M. Effective July 1, 2010, in Fiscal Years 2010-2011 and 2011-2012, an employee represented by IFPTE, Local 21, Public Defenders Unit in Representation Units R68 and 069, may sell back an additional five days of vacation. Allowable vacation sell back shall return to fifteen days in Fiscal Year 2012-2013. (BOS approved 6/29/10)

N. Effective July 1, 2010, in Fiscal Years 2010-2011 and 2011-2012 an employee represented by IFPTE Local 21, Civil Engineers Management Unit in Representation Unit R30, may sell back an additional five days of vacation.  Allowable vacation sellback shall return to fifteen days in Fiscal Year 2012-2013. (BOS approved 7/13/10)

O.  An employee represented by ACMEA (Sheriff’s Unit 029) may receive equivalent cash payment for up to 15 vacation days per fiscal year. This benefit shall be prorated for part-time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. In lieu of, or in addition to the foregoing, an employee may have accrued vacation leave credited against his/her transition pay obligation to the County. In addition, employees may sell up to 10 additional days (prorated for part-time employees) to be used solely for the purchase of Long Term Disability Insurance.

Effective July 1, 2006, in Fiscal Years 2006-2007 and 2007-2008, an employee represented by ACMEA (Sheriff's Unit 029) may sell back an additional five days of vacation.

Effective July 1, 2010, in Fiscal Years 2010-2011, 2011-2012, 2012-2013, 2013-2014, and 2014-2015, an employee represented by ACMEA (Sheriff's Unit 029) may sell back an additional five days of vacation.

Effective July 1, 2010, an employee represented by ACMEA (Sheriff’s Units 026, 027 & 028) may receive equivalent cash payment for up to 15 vacation days per fiscal year. This benefit shall be prorated for part-time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. In lieu of, or in addition to the foregoing, an employee may have accrued vacation leave credited against his/her transition pay obligation to the County. In addition, employees may sell up to 10 additional days (prorated for part-time employees) to be used solely for the purchase of Long Term Disability Insurance.

The yearly maximum allowable vacation sellback for ACMEA Sheriff’s (Management Units 026, 027, 028 & 029) shall return to fifteen (15) days in fiscal year 2015-2016.   (BOS approved 9/28/10)

P.     Effective December 12, 2010, for employees represented by ACMEA Probation Managers Unit 075, the   yearly maximum vacation sellback shall be increased from fifteen (15) days to twenty (20) days in Fiscal   Years 2010-2011, 2011-2012, 2012-2013, 2013-2014 and 2014-2015. The yearly maximum allowable vacation sellback for an employee represented by the ACMEA Probation Managers Unit 075, shall return to fifteen (15) days in Fiscal Year 2015-2016. (BOS approved 11/30/10)

Q. Effective July 1, 2012, for employees represented by PACE, in Units S-06 and S-25, the yearly maximum vacation sellback shall be increased from fifteen (15) days to twenty (20) days in Fiscal Years 2012-2013 and 2013-2014. The yearly maximum vacation sellback for an employee represented by PACE, in Units S-06 and S-25, shall return to fifteen (15) days in Fiscal Year 2014-2015. (BOS approved 1/11/12)

R. Effective July 1, 2011, an employee represented by the Alameda County Management Employees Association (ACMEA) General Government and Confidential Units may increase the yearly maximum vacation sellback from fifteen (15) days to twenty (20) days in Fiscal Year 2011-2012. The yearly maximum vacation sellback for ACMEA General Government and Confidential Units shall return to fifteen (15) days in Fiscal Year 2012-2013. (BOS approved 5/22/12)

S. Effective July 1, 2011, each unrepresented management employee may increase the yearly maximum vacation sellback from fifteen (15) days to twenty (20) days in Fiscal Year 2011-2012. The yearly maximum vacation sellback for unrepresented management employees shall return to fifteen (15) days in Fiscal Year 2012-2013. (BOS approved 6/5/12)

T. Effective July 1, 2013, the yearly maximum vacation sellback for employees represented by the Alameda County Management Employees Association (ACMEA) - General Government and Confidential Units R15, R44, R48, R49, R50, R50, R53, and R61 shall be fifteen (15) days in Fiscal Year 2012-2013 and will continue through Fiscal Year 2016-2017. (BOS approved 7/16/13)

U. Effective July 1, 2013, the yearly maximum vacation sellback for unrepresented management employees shall be fifteen (15) days per Fiscal Year. (BOS approved 7/16/13)

V. Effective July 1, 2013, in Fiscal Years 2013-2014, 2014-2015, 2015-2016, 2016-2017 and 2017-2018, an employee represented by IFPTE, Local 21, Civil Engineers Management Unit in Representation Unit R30, may sell back fifteen (15) days of vacation. (BOS approved 9/24/13)

W. Effective July 1, 2015, in Fiscal Years 2015-2016, 2016-2017, 2017-2018, 2018-2019, 2019-2020, and 2020-2021, an employee represented by the ACMEA Sheriff's Sworn Unit in Representation Units 026, 027 and 028, may sell back an additional five days of vacation. (BOS approved 6/30/15).

 

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SECTION 7-5. PAID LEAVE

This plan recognizes that the time required by employees to complete their duties is not limited by the length of the normal County workweek by allowing each employee up to ten days of paid leave of absence in each fiscal year.

  1. Each employee shall receive three days of paid leave of absence in each fiscal year to be selected by the employee, subject to the approval of the department head, and to be taken only within that fiscal year. Days that for any reason are not taken in the fiscal year earned shall not thereafter be paid in any form. An employee appointed after the start of the fiscal year shall receive paid leave of absence prorated at the rate of .92 hour for each pay period to be worked thereafter during the remainder of the fiscal year. Paid leave shall be prorated for part time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. For the period July 1, 2002 through December 31, 2002, each employee shall receive 1.5 days of paid leave of absence.
  2. In addition, each employee who, as an executive, administrative, or professional employee, is exempt from the overtime provisions of the Fair Labor Standards Act may be granted up to seven days of paid leave of absence in each fiscal year in recognition of time worked in excess of the normal County workweek, but not on an hour-for-hour or other proportional basis. Such leave will not be unreasonably denied, but department heads shall retain discretion to require that the scheduling of the leave be consistent with operating needs. For the period July 1, 2002 through December 31, 2002, each such employee may be granted 3.5 days of paid leave of absence.
  3. Employees who, with the written approval of their agency/department head, temporarily volunteer to be assigned to the Registrar of Voters Office as election poll workers during County-sponsored elections, shall, in addition to their regular salary, be paid the stipend authorized by the Board of Supervisors for Inspector in recognition of such work.
  4. Paid leave allowed pursuant to subsection B above shall be scheduled by mutual agreement of the employee and the agency/department head and taken within the fiscal year in which it was granted, except that, when granted after the pay period which includes May 1, the paid leave of absence may be taken in the following fiscal year. Effective July 1, 2002 through December 31, 2002, paid leave of absence received or granted in this period shall be scheduled by mutual agreement of the employee and the agency/department head and taken within this time period.

Effective January 1, 2003, the provisions of paragraph one and subsections A, B and D are no longer applicable and are replaced by the following:

This plan recognizes that the time required by employees to complete their duties is not limited by the length of the normal County work week by allowing each employee up to ten days of paid leave of absence in each calendar year.

  1. Each employee shall receive three days of paid leave of absence in each calendar year to be selected by the employee, subject to the approval of the department head, and to be taken only within that calendar year. Days that for any reason are not taken in the calendar year earned shall not thereafter be paid in any form. An employee appointed after the start of the calendar year shall receive paid leave of absence prorated at the rate of .92 hour for each pay period to be worked thereafter during the remainder of the calendar year. Paid leave shall be prorated for part time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work.
  2. In addition, each employee who, as an executive, administrative, or professional employee, is exempt from the overtime provisions of the Fair Labor Standards Act may be granted up to seven days of paid leave of absence in each calendar year in recognition of time worked in excess of the normal County workweek, but not on an hour-for-hour or other proportional basis. Such leave will not be unreasonably denied, but department heads shall retain discretion to require that the scheduling of the leave be consistent with operating needs.
  3. Paid leave allowed pursuant to subsections F and G above shall be scheduled by mutual agreement of the employee and the agency/department head and taken within the calendar year in which it was granted, except that, when granted after the pay period which includes November 1, the paid leave of absence may be taken in the following calendar year.

Effective December 30, 2007, the provisions of paragraph one and sub-sections F, G and H shall no longer apply to employees represented by ACMEA in Representation Units 029 and 075. The following subsections shall apply to employees represented by ACMEA in Representation Units 029 and 075 and effective December 26, 2010, this section no longer applies to employees represented by ACMEA Sheriff's Unit in Representation Units 026, 027 and 028. (BOS approved 6/29/10)

This plan recognizes that the time required by employees to complete their duties is not limited by the length of the normal County work week by allowing each employee a paid leave of absence in each calendar year.

  1. Each unrepresented employee, and effective December 31, 2006, each employee represented by ACMEA in Representation Units R15, R44, R45, R48, R49, and R50, and effective December 30, 2007, each employee represented by ACMEA in Representation Unit 029 and 075, and effective December 28, 2008, each employee represented by CEMU In Representation Unit R30, effective January 1, 2009, each employee represented by PACE (Professional Association of County Employees (PACE) in Units S-06 and S-25, who is an executive, administrative, or professional employee exempt from the overtime provisions of the Fair Labor Standards Act, shall receive seven days of paid management leave of absence in each calendar year to be selected by the employee, subject to the approval of the department head, and to be taken only within that calendar year. Days that for any reason are not taken in the calendar year earned shall not thereafter be paid in any form. An employee appointed after the start of the calendar year shall receive paid leave of absence prorated at the rate of 4.67 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. Paid leave shall be prorated for part time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. (BOS approved 7/22/08 the additional Unit R30) (BOS approved 4/28/09 PACE, Units S-06 and S-25)
  2. Each unrepresented employee and effective December 31, 2006, each employee represented by ACMEA in Representation Units R15, R44, R45, R48, R49, and R50, and effective December 30, 2007, each employee represented by ACMEA in Representation Unit 029 and 075, effective December 28, 2008 each employee represented by CEMU in Representation Unit R30 and effective January 1, 2009, each employee represented by Professional Association of County Employees (PACE) in Representation Units S-06 and S-25, who is covered by the overtime provisions of the Fair Labor Standards Act, shall receive three days of paid leave of absence in each calendar year to be selected by the employee, subject to the approval of the department head, and to be taken only within that calendar year. Days that for any reason are not taken in the calendar year earned shall not thereafter be paid in any form. An employee appointed after the start of the calendar year shall receive paid leave of absence prorated at the rate of two hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. Paid leave shall be prorated for part time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. (BOS approved 7/22/08 the additional Unit R30) (BOS approved 4/28/09 PACE, Units S-06 and S-25)
  3. Paid Leave Pursuant to subsections I and J above shall be scheduled by mutual agreement of the employee and the agency/department head and taken within the calendar year in which it was approved.
  4. Effective June 14, 2009, each employee represented by ACMEA in Representation Units R15, R44, R45, R48, R49, R50, and each Unrepresented management employee and Representation Units R53 and R61, effective July 25, 2010, each employee represented by IFPTE, Local 21, Public Defender, in Representation Units R68 and 069, and effective upon adoption of the June 27, 2009 - June 23, 2012, each employee represented by IFPTE, Local 21, Civil Engineers Management Unit, in Representation Unit R30, who is an executive, administrative, or professional employee exempt from the overtime provisions of the Fair Labor Standards Act, shall receive an additional three days of paid management leave of absence for a total of ten in calendar year 2010 and an additional one day of paid management leave of absence for a total of eight in calendar year 2011. The three additional days in 2010 and the one additional day in 2011 may not be used until after July 1, of the year it is granted. The County reserves the right to designate when such additional days shall be taken. An employee appointed after the start of the calendar year 2010 shall receive paid leave of absence prorated at the rate of 6.67 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. An employee appointed after the start of the calendar year 2011 shall receive paid leave of absence prorated at the rate of 5.33 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year Paid leave shall be prorated for part time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. Following the expiration of this footnote Paid Leave provisions revert back to Section I of this note. (BOS approved 5/12/09) (BOS approved 7/14/09 unrepresented mgmt. and Rep. Units R53 and R61) (BOS approved 6/29/10 R68 and 069) (BOS approved 7/13/10 Unit R30)
  5. Effective June 14, 2009, each employee represented by ACMEA in Representation Units R15, R44, R45, R48, R49, and R50, and each Unrepresented management employee and Representation Units R53 and R61, effective July 25, 2010, each employee represented by IFPTE, Local 21, Public Defender, in Representation Units R68 and 069, and effective upon adoption of the June 27, 2009 - June 23, 2012, each employee represented by IFPTE, Local 21, Civil Engineers Management Unit, in Representation Unit R30, who is covered by the overtime provisions of the Fair Labor Standards Act, shall receive an additional three days of paid management leave of absence for a total of six in calendar year 2010 and an additional one day of paid management leave of absence for a total of four in calendar year 2011. The three additional days in 2010 and the one additional day in 2011 may not be used until after July 1, of the year it is granted. The County reserves the right to designate when such additional days shall be taken. An employee appointed after the start of the calendar year 2010 shall receive paid leave of absence prorated at the rate of 4.0 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. An employee appointed after the start of the calendar year 2011 shall receive paid leave of absence prorated at the rate of 2.67 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year.Paid leave shall be prorated for part time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. Following the expiration of this footnote Paid Leave provisions revert back to Section J of this note. (BOS approved 5/12/09) (BOS approved 7/21/09 unrepresented mgmt. and Rep. Units R53 and R61) (BOS approved 6/29/10 R68 and 069) (BOS approved 7/13/10 Unit R30)
  6. Effective January 1, 2011, an employee represented by ACMEA Sheriff's Unit in Representation Units 026, 027 and 028 who are exempt from the overtime provisions of the FLSA shall receive seven paid leave days each calendar year. Effective January 1, 2011, an exempt employee represented by ACMEA (Sheriff's Unit) in Representation Units 026, 027, 028 and 029 shall receive three additional paid leave days for a total of ten days for calendar year 2011 only, and one additional paid leave day for calendar year 2012 only, for a total of eight days, to be used after July 1 of the year it is granted. The County reserves the right to designate when such additional days shall be taken. Effective January 1, 2013, the paid leave days for FLSA exempt employees represented by ACMEA (Sheriff's Unit) in Representation Units 026, 027, 028 and 029 shall return to seven days per calendar year. Employees covered by the overtime provisions of the FLSA in ACMEA (Sheriff's Unit) in Representation Units 026, 027, 028 and 029 shall receive three paid leave days for each calendar year. Effective January 1, 2011, an employee covered by the overtime provisions of the FLSA, shall receive three additional paid leave days for a total of six days per calendar year 2011 only, and one additional paid leave day for calendar year 2012 only, for a total of four days, to be used after July 1 of the year it is granted. The County reserves the right to designate when such additional days shall be taken. Effective January 1, 2013, the paid leave days for employees covered by the overtime provision of the FLSA, represented by ACMEA (Sheriff's Unit) MOU, shall return to three days per calendar year. (BOS approved 6/29/10)
  7. Effective July 25, 2010, each employee represented by IFPTE, Local 21, in Representation Unit R65, who is an executive, administrative, or professional employee exempt from the overtime provisions of the Fair Labor Standards Act, shall receive three days of management paid leave of absence in calendar year 2010 and one day of management paid leave of absence in calendar year 2011. The three days in 2010 and the one day in 2011 may not be used until after July 1 of the year it is granted.  The County reserves the right to designate when such days shall be taken.            An employee appointed after the start of the calendar year 2010 shall receive the three management paid leave of absence days prorated for each month or any part of a month to be worked thereafter during the remainder of the calendar year.  An employee appointed after the start of the calendar year 2011 shall receive the one day of paid leave of absence prorated for each month or any part of a month to be worked thereafter during the remainder of the calendar year. Paid leave shall be prorated for part time employees based upon the proportion of the normal 40 hours workweek for which the employee is regularly scheduled to work.  The three management paid leave days for calendar year 2010 and the one management paid leave day for calendar year 2011 are not subject to the Office of County Counsel billable hours requirement.   Effective January 1, 2012, Section 7-5, Subsection “O” shall no longer apply. (BOS approved 6/29/10)
  8. Effective January 1, 2010, each employee represented by ACMEA, Probation Managers Unit 075, who is an executive, administrative, or professional employee exempt from the overtime provisions of the Fair Labor Standards Act, shall receive 7 paid leave days each calendar year. Effective January 1, 2011, an employee represented by ACMEA Probation Manager Unit 075 shall receive 3 additional paid leave days for a total of 10 days in calendar year 2011 only, and 1 additional paid leave day for a total of 8 days in calendar year 2012 only, to be used after July 1 of the year it is granted. The County reserves the right to designate when such additional days shall be taken. An employee appointed after the start of the calendar year 2011 shall receive paid leave of absence prorated at the rate of 6.67 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. An employee appointed after the start of the calendar year 2012 shall receive paid leave of absence prorated at the rate of 5.33 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. Paid leave shall be prorated for part time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. (BOS approved 11/30/10)

Effective January 1, 2013, the paid leave days for FLSA exempt employees represented by ACMEA Probation Managers Unit 075 shall return to 7 days per calendar year. (BOS approved 11/30/10)

Effective January 1, 2010, each employee represented by ACMEA in Representation Unit 075, who is covered by the overtime provisions of the Fair Labor Standards Act, shall receive 3 paid leave days for each calendar year. Effective January 1, 2011, an employee shall receive an additional 3 days of paid management leave of absence for a total of 6 in calendar year 2011 only and an additional 1 day of paid management leave of absence for a total of 4 in calendar year 2012 only. The 3 additional days in 2011 and the 1 additional day in 2012 may not be used until after July 1, of the year it is granted. The County reserves the right to designate when such additional days shall be taken. An employee appointed after the start of the calendar year 2011 shall receive paid leave of absence prorated at the rate of 4.0 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. An employee appointed after the start of the calendar year 2012 shall receive paid leave of absence prorated at the rate of 2.67 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. Paid leave shall be prorated for part time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. (BOS approved 11/30/10)

Effective January 1, 2013, the paid leave days for employees covered by the overtime provision of the FLSA, represented by ACMEA Probation Managers Unit 075 shall return to 3 days per calendar year. (BOS approved 11/30/10)

Q.   Effective January 1, 2012, each employee represented by Professional Association of County Employees (PACE) in Representation Units S-06 and S-25, who is an executive, administrative, or professional employee exempt from the overtime provisions of the Fair Labor Standards Act, shall receive an additional 3 days of paid management  leave of absence for a total of 10 days in calendar year 2012 only, and an additional 1 day of paid management leave of absence for a total of 8 days in calendar year 2013 only, to be used after July 1 of the year it is granted. The County reserves the right to designate when such additional days shall be taken. An employee appointed after the start of the calendar year 2012 shall receive paid leave of absence prorated at the rate of 6.67 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. An employee appointed after the start of the calendar year 2013 shall receive paid leave of absence prorated at the rate of 5.33 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. Paid leave shall be prorated for part time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. (BOS approved 1/11/12)

Effective January 1, 2014, the paid leave days for FLSA exempt employees represented by Professional Association of County Employees (PACE) in Representation Units S-06 and S-25, shall return to 7 days of paid management leave per calendar year. (BOS approved 1/11/12)

Effective January 1, 2012, each employee represented by Professional Association of County Employees (PACE) in Representation Units S-06 and S-25, who is covered by the overtime provisions of the Fair Labor Standards Act, shall receive an additional 3 days of paid management leave of absence for a total of 6 in calendar year 2012 only and an additional 1 day of paid management leave of absence for a total of 4 in calendar year 2013 only. The 3 additional days in 2012 and the 1 additional day in 2013 may not be used until after July 1, of the year it is granted. The County reserves the right to designate when such additional days shall be taken. An employee appointed after the start of the calendar year 2012 shall receive paid leave of absence prorated at the rate of 4.0 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. An employee appointed after the start of the calendar year 2013 shall receive paid leave of absence prorated at the rate of 2.67 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. Paid leave shall be prorated for part time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. (BOS approved 1/11/12)

Effective January 1, 2014, the paid leave days for employees covered by the overtime provision of the FLSA, represented by Professional Association of County Employees (PACE) in Representation Units S-06 and S-25, shall return to 3 days of paid management leave per calendar year. (BOS approved 1/11/12)

R. Effective January 1, 2012, each employee represented by ACMEA in Representation Units R15, R44, R45, R48, R49, R50, and R53 and R61, who is an executive, administrative, or professional employee exempt from the overtime provisions of the Fair Labor Standards Act, shall receive one additional day of paid management leave of absence for a total of eight (8) in calendar year 2012 only. The one additional day in 2012 may not be used until after July 1, of the year it is granted. The County reserves the right to designate when such additional day shall be taken. An employee appointed after the start of the calendar year 2012 shall receive paid leave of absence prorated at the rate of 5.33 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. Paid leave shall be prorated for part time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. (BOS approved 5/22/12)

Effective January 1, 2013, the paid leave days for FLSA exempt employees represented by ACMEA in Representation Units R15, R44, R45, R48, R49, R50, and R53 and R61, shall return to seven (7) days of paid management leave per calendar year. (BOS approved 5/22/12)

S. Effective January 1, 2012, each employee represented by ACMEA in Representation Units R15, R44, R45, R48, R49, R50, and R53 and R61, who is covered by the overtime provisions of the Fair Labor Standards, shall receive one additional day of paid management leave of absence for a total of four (4) in calendar year 2012 only. The one additional day in 2012 may not be used until after July 1, of the year it is granted. The County reserves the right to designate when such additional day shall be taken. An employee appointed after the start of the calendar year 2012 shall receive paid leave of absence prorated at the rate of 2.67 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. Paid leave shall be prorated for part time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. (BOS approved 5/22/12)

Effective January 1, 2013, the paid leave days for employees covered by the overtime provisions of the FLSA, represented by ACMEA in Representation Units R15, R44, R45, R48, R49, R50, and R53 and R61, shall return to three (3) days of paid management leave days per calendar year. (BOS approved 5/22/12)

T. Effective January 1, 2012, each unrepresented management employee, who is an executive, administrative, or professional employee exempt from the overtime provisions of the Fair Labor Standards Act, shall receive one additional day of paid management leave of absence for a total of eight (8) in calendar year 2012 only. The one additional day in 2012 may not be used until after July 1, of the year it is granted. The County reserves the right to designate when such additional day shall be taken. An employee appointed after the start of the calendar year 2012 shall receive paid leave of absence prorated at the rate of 5.33 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. Paid leave shall be prorated for part time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work.

Effective January 1, 2013, the paid leave days for FLSA exempt unrepresented management employees shall return to seven (7) days of paid management leave per calendar year. (BOS approved 6/5/12)

U. Effective January 1, 2012, each unrepresented management employee, who is covered by the overtime provisions of the Fair Labor Standards Act, shall receive one additional day of paid management leave of absence for a total of four (4) in calendar year 2012 only. The one additional day in 2012 may not be used until after July 1, of the year it is granted. The County reserves the right to designate when such additional day shall be taken. An employee appointed after the start of the calendar year 2012 shall receive paid leave of absence prorated at the rate of 2.67 hours for each month or any part of a month to be worked thereafter during the remainder of the calendar year. Paid leave shall be prorated for part time employees based upon the proportion of the normal 40 hour workweek for which the employee is regularly scheduled to work. (BOS approved 6/5/12)

Effective January 1, 2013, the paid leave days for each unrepresented management employees shall return to three (3) days of paid management leave days per calendar year. (BOS approved 6/5/12)

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SECTION 7-6. JOB-RELATED EXPENSES REIMBURSEMENT PLAN

The purpose of this plan is to encourage employees to be well-trained and informed and to encourage the acquisition and use of modern tools and technology for work-related purposes unless otherwise provided in this section. Effective January 1, 2006, this section shall no longer apply to unrepresented employees, and effective December 31, 2006, this section will not longer apply to ACMEA represented employees in Representation Units R15, R44, R45, R48, R49, R50. Effective January 1, 2008, this section shall no longer apply to ACMEA represented employees in Representation Unit 029. Effective January 1, 2009, this section shall no longer apply to ACMEA represented employees in Representation Unit 075 (BOS approved 3/11/08). Effective January 1, 2009, this section shall no longer apply to ACMEA represented employees in Representation Unit 075, and CEMU represented employees In Representation Unit R30. (BOS approved 7/22/08). Effective January 1, 2008, this section will no longer apply to ACWFIA, Alameda County Counsel and Public Defender Association represented employees in Representation Units 064, R65, 069 AND R68. Effective January 1, 2011, this section will no longer apply to employees in Representation Units 026, 027 and 028 represented by ACMEA Sheriff's Unit. (BOS approved 6/29/10) and effective January 1, 2009, this section shall no longer apply to employees in Representation Units IFPTE, Local 21, PACE S06 and S25. (BOS approved 2/22/11)

Each employee who is employed and on paid status in a position designated EM, SM, CA, PA, MA, or M during the last pay period falling wholly within the month of December of any year shall be , reimbursed as set forth below for job-related expenses up to $600 for the following calendar year if the employee was on full-time status during the qualifying pay period, and a prorated lesser allowance if on less than full-time status during that pay period or if he/she leaves County service or leaves a position designated EM, SM, CA, PA, MA, or M for a position without such designation prior to the end of the calendar year following the qualifying pay period. A person who is hired into a position designated EM, SM, CA, PA, MA, or M after the qualifying pay period shall not be entitled to job-related expense reimbursement.,

  1. Reimbursement may be made for all actual and necessary expenses for job-related (1) training and conferences; (2) technical, managerial, or professional publications; (3) tools and technology; and (4) membership dues in professional organizations deemed by the department head to be in the interest of the County, and in civic, fraternal, service and cultural organizations, membership in which is deemed by the department head to be of significant importance to the County in terms of its goals and objectives, provided that payment of membership dues in an organization is authorized hereunder only if a majority of the members thereof are not current or former County employees, except in the case where reimbursement of dues in such organizations was approved by the department head and in effect prior to July 1, 1981.

    Unless otherwise provided in this section claims for reimbursement hereunder shall be submitted to the department/agency head who shall, following the end of the calendar year, certify to the Auditor-Controller the total expenses submitted by each employee during the calendar year which are deemed by the department/agency head to be job-related and approved for reimbursement, and the sums so certified shall thereafter be paid.

    Effective January 1, 1998 each ACMEA represented employee (General Government, Confidential or Sheriff's Unit), and each unrepresented employee who is employed and on a paid status in a management designated position during the first pay period of any year shall be reimbursed as set forth below for job related expenses up to $600 (based on $23.07 for biweekly pay period worked); or a lesser prorated amount if on a less than full-time status. If such employee leaves County service or is no longer covered by the Confidential or General Government Unit MOU, or is no longer unrepresented the biweekly accrual amount will end with the final pay period worked as a management employee. Any person who is hired into a management designated position after the first pay period of any year shall not be entitled to job-related expense reimbursement for that calendar year.

    Effective January 1, 2001 each unrepresented employee and each ACMEA represented employee assigned to Representation R15, R44, R48, R49, or R50 (General Government and Confidential Units) who is employed and on a paid status in a management designated position during the first pay period of any calendar year shall be reimbursed as set forth below for job related expenses up to $800 (based on $30.77 for each biweekly pay period worked); or a lesser pro-rated amount if on less than full time status. If such employee leaves County service or is no longer covered by the General Government Unit or Confidential Unit Memorandum of Understanding the biweekly accrual amount will end with the final pay period worked as an employee assigned to Representation Unit R15, R44, R45, R48, R49 or R50 or as an unrepresented employee. Any person who is hired into a management designated position after the first pay period of any calendar year shall not be entitled to job-related expense reimbursement for that calendar year.

    Effective January 1, 2001, each CEMU represented employee assigned to Representation Unit R30, who is employed and on a paid status in a management designated position during the first pay period of any calendar year shall be reimbursed as set forth below for job related expenses up to $800 (based on $30.77 for each biweekly pay period worked); or a lesser prorated amount if on less than full time status. If such employee leaves County service or is no longer covered by the International Federation of Professional and Technical Engineers, Local 21, Civil Engineers Management Unit (CEMU) Memorandum of Understanding, the biweekly accrual amount will end with the final pay period worked as an employee assigned to Representation Unit R30. Any person who is hired into a management designated position after the first pay period of any calendar year shall not be entitled to the job related expense reimbursement for that calendar year.

    Effective January 1, 2003, each ACMEA represented employee (Sheriff's Unit), who is employed and on a paid status in a management designated position during the first pay period of any calendar year shall be reimbursed as set forth below for job related expenses up to $800 (based on $30.77 for each biweekly pay period worked); or a lesser prorated amount if on less than full time status. If such employee leaves County service or is no longer covered by the Sheriff's Unit Memorandum of Understanding, the biweekly accrual amount will end with the final pay period worked as an employee assigned to Representation Unit 026, 027, 028, or 029. Any person who is hired into a management designated position after the first pay period of any calendar year shall not be entitled to the job related expense reimbursement for that calendar year.

    Effective January 1, 2002, each ACWFIA represented employee assigned to Representation Unit 064, who is employed and on a paid status in a management designated position during the first pay period of any calendar year shall be reimbursed as set forth below for job related expenses up to $800 (based on $30.77 for each biweekly pay period worked); or a lesser prorated amount if on less than full time status. If such employee leaves County service or is no longer covered by the ACWFIA Memorandum of Understanding, the biweekly accrual amount will end with the final pay period worked as an employee assigned to Representation Unit 064. Any person who is hired into a management designated position after the first pay period of any calendar year shall not be entitled to the job related expense reimbursement for that calendar year.

    Effective January 1, 2002, each PACE represented employee assigned to Representation Unit S06 or S25, who is employed and on a paid status in a management designated position during the first pay period of any calendar year shall be reimbursed as set forth below for job related expenses up to $800 (based on $30.77 for each biweekly pay period worked); or a lesser prorated amount if on less than full time status. If such employee leaves County service or is no longer covered by the PACE Memorandum of Understanding, the biweekly accrual amount will end with the final pay period worked as an employee assigned to Representation Unit S06 or S25. Any person who is hired into a management designated position after the first pay period of any calendar year shall not be entitled to the job related expense reimbursement for that calendar year.

    Reimbursement may be made for all actual and necessary expenses for job-related (1) training and conferences; (2) technical, managerial, or professional publications; (3) tools and technology; and (4) membership dues in professional organizations deemed by the department/agency head to be in the interest of the County, and in civic, fraternal, service and cultural organizations, membership in which is deemed by the department/agency head to be of significant importance to the County in terms of its goals and objectives, provided that payment of membership dues in an organization is authorized hereunder only if a majority of the members thereof are not current or former County employees, except in the case where reimbursement of dues in such organizations was approved by the department/agency head and in effect prior to July 1, 1981.

    Claims for reimbursement hereunder shall be submitted to the department/agency head who shall, following the last payday in June (first reimbursement period) and December of any year (second reimbursement period), certify to the Auditor-Controller the amount of the reimbursement for each eligible employee during the specified reimbursement period which are deemed by the department/agency head to be job related and approved for reimbursement, and the sums so certified shall thereafter be paid.

    The amount of the reimbursement for the period following the last payday in June shall not exceed one-half of the annual limit (prorated for less than full time employees). Any unclaimed balance remaining from the first reimbursement period, may be claimed with the second reimbursement period.
  2. Effective January 1, 1997 employees represented by the Alameda County Management Employees Association (General Government and Confidential Units) and each unrepresented employee may be reimbursed for job required licenses, certification, or Federal, State, or Board registration expenses provided that they are approved by the Agency/Department Head and are not currently being reimbursed by the Department/Agency. Fees for all licenses issued by the Department of Motor Vehicles are not reimbursable under this section.
  3. Effective January 1, 1998, employees listed below represented by IFPTE Local 21, Civil Engineers Management Unit, may be reimbursed for the cost of renewing the following certificates or registrations:
Item # Title Certification/Registration
2215PA Architect Registration with the State of California Board of Architectural Examiners.
2157SM Supervising Land Surveyor Registration as a Civil Engineer or a Land Surveyor with the California Board of Registration for Civil and Professional Engineers.
2155SM Associate Land Surveyor Registration as a Land Surveyor or a Civil Engineer authorized to practice land surveying with the California Board of Registration for Civil and Professional Engineers.
2070SM Supervising Engineer Scientist Registration by the State of California as a Civil Engineer or Environmental Professional or recognition by the National Association of Environmental Professionals as a Certified Environmental Professional.
2025SM Supervising Civil Engineer Certificate of registration as a Civil Engineer issued by the California Board of Registration for Civil and Professional Engineers.
2520SM Chief Right of Way Agent Certificate of registration as a Senior Member of the American Right of Way Association or equivalent.
2518SM Assist. Chief Right of Way Agent Certificate of registration as a Senior Member of the American Right of Way Association or equivalent.
8309SM Supervising Plans Checker Certificate of registration as a Civil Engineer issued by the California State Board of Registration for Civil and Professional Engineers or a certificate as an Architect issued by the California State Board of Architectural Examiners.

 

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SECTION 7-7. HEALTH AND DENTAL PLAN COVERAGE

Employees are eligible for the health and dental benefits specified in Article 3.64 of the Alameda County Administrative Code. Each such person who is employed in the Sheriff's Department may elect coverage under the Operating Engineers Health and Welfare Trust for Northern California in lieu of the County-sponsored plans.

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SECTION 7-8. GROUP TERM LIFE INSURANCE

Employees shall be provided, at County expense, group term life insurance in the amount of $25,000, said coverage being reduced by 35 percent at the age of 65 and to $2,500 at age 70. This coverage is subject to the provisions, conditions, and limitations of the insurer's contract with the County.

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SECTION 7-9. CAFETERIA BENEFIT PLAN: PURPOSE

The purpose of the cafeteria benefit plan is to provide optional benefits for employees and an opportunity for capital preservation through salary reduction and the pre-tax purchase of benefits.

Effective January 1, 2011, Cafeteria Benefit Plan: Allocation of Benefits, for employees represented by the Probation Peace Officers’ Association (PPOA) in Representation Units 001 and 076 to read as follows:

Prior to January 1 of each year, and within the first 30 days of employment in the case of a new employee, the employee may allocate the plan amount among the following benefit accounts. Failure of the employee to allocate benefits within the stated time frame will result in all funds being allocated to the Health Care expense account. Except in the case of a termination and reinstatement or a change in dependent status, no change may be made in this allocation during the calendar year and any sums remaining unspent at the end of the year, including salary contributions made pursuant to Section 7-11, are County funds.

Effective January 1, 2011, Health Care Expenses Account for employees represented by the Probation Peace Officers’ Association (PPOA) in Representation Units 001 and 076 to read as follows.

Payments may be made for qualifying medical care expenses within the meaning of Code Section 213(d) of the Internal Revenue Code (i.e., out-of-pocket medically necessary, medical, dental and vision care expenses, including deductibles, co-insurance payments, services and over-the-counter drugs (OTC)), providing that such expenses incurred during a period of coverage and paid by the employee and eligible family members and are not reimbursed or paid under the employee’s medical and dental plans or any other applicable personal or group health and dental plan.

Effective January 1, 2011, Dependent Care, for employees represented by the Probation Peace Officers’ Association (PPOA) in Representation Units 001 and 076 to read as follows.

Subject to the applicable provisions of the Internal Revenue Code, employees covered by this Memorandum of Understanding are eligible to contribute from their salary on a pre-tax basis an amount up to $5,000 each calendar year for approved dependent care.  Eligible employees may only contribute salary for such expenses; there is no County contribution for dependent care.  Reimbursements are made solely on a monthly basis subject to submission of itemized statements, proof of payment, adequate accumulation of salary contributions and all applicable County Administrative procedures. (BOS approved 12/21/10 PPOA reference)

Effective January 1, 2012, Cafeteria Benefit Plan: Allocation of Benefits, for employees represented by the Union of American Physicians and Dentists (UAPD) in Representation Units 018 and 024 to read as follows:

Prior to January 1 of each year, and within the first 30 days of employment in the case of a new employee, the employee may allocate the plan amount among the following benefit accounts. Failure of the employee to allocate benefits within the stated time frame will result in all funds being allocated to the Health Care expense account. Except in the case of a termination and reinstatement or a change in dependent status, no change may be made in this allocation during the calendar year and any sums remaining unspent at the end of the year, including salary contributions made pursuant to Section 7-11, are County funds. (BOS approved UAPD reference 3/13/12)

Effective January 1, 2013, Cafeteria Benefit Plan: Allocation of Benefits, for unrepresented non-management classes related to SEIU represented employees except for unrepresented related to SEIU Intermittent, Services as Needed (SAN), unrepresented related to management, unrepresented related to Physicians and Dentists, Services as Needed (SAN), unrepresented classes that don't receive regularly scheduled adjustments and Temporary Assignment Pool (TAP) employees (BOS approved the exception 10.2.12) read as follows:

Prior to January of each year, and within the first 30 days of employment in the case of a new employee, the employee may allocate the plan amount towards eligible benefit accounts. Failure of the employee to allocate benefits within the stated time frame will result in all funds being allocated to the Health Care expense account. Except in the case of a termination and reinstatement or a change in dependent status, no change may be made in this allocation during the calendar year and any sums remaining unspent at the end of the year are County funds. (BOS approved 7/24/12)

 

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SECTION 7-10. CAFETERIA BENEFIT PLAN: AMOUNT OF ALLOCABLE MONEY

Each full-time employee is eligible for a cafeteria benefit plan in the amount of $1,250 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to an employee who reinstates shall not exceed $1,250 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination.

Effective January 1, 2001 each full time ACMEA represented employee assigned to Representation Unit R15, R44, R45, R48, R49, or R50 (General Government or Confidential Unit) and each unrepresented employee, is eligible for a cafeteria benefit plan in the amount of $1,350 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the last two full pay periods, and any partial pay period prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to an ACMEA represented employee (General Government or Confidential Unit) in the representation units enumerated earlier in this paragraph or to an unrepresented employee who reinstates shall not exceed $1,350 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination.

Effective January 1, 2001 each full-time CEMU represented employee assigned to Representation Unit R30 is eligible for a cafeteria benefit plan in the amount of $1,350 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE, or M, shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the last two full pay periods, and any partial pay period prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to a CEMU represented employee who reinstates shall not exceed $1,350 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination.

Effective January 1, 2003, each full-time ACMEA represented employee (Sheriff's Unit) assigned to Representation Unit 026, 027, 028, or 029, is eligible for a cafeteria benefit plan in the amount of $1,500 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA ,SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the last two full pay periods, and any partial pay period prior to December 31, shall not be eligible for plan benefits until the following calendar year. The maximum sum available to an ACMEA represented employee assigned to Representation Unit 026, 027, 028, or 029 who reinstates, shall not exceed $1,500 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination.

Effective January 1, 2005, each full-time ACWFIA represented employee assigned to Representation Unit 064 is eligible for a cafeteria benefit plan in the amount of $1,500 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the last two full pay periods, and any partial pay period prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to an ACWFIA represented employee assigned to Representation 064 who reinstates shall not exceed $1,500 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination.

Effective January 1, 2002, each full-time PACE represented employee assigned to Representation Unit S06 or S25 is eligible for a cafeteria benefit plan in the amount of $1,350 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the last two full pay periods, and any partial pay period prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to a PACE represented employee assigned to Representation Unit S06 or S25 who reinstates shall not exceed $1,350 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination.

Effective January 1, 2004,each full-time PACE represented employee assigned to Representation Unit S06 or S25 is eligible for a cafeteria benefit plan in the amount of $1,500 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to a PACE represented employee assigned to Representation Unit S06 or S25 who reinstates shall not exceed $1,500 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination.

Effective January 1, 2003, each full-time ACMEA represented employee assigned to Representation Unit R15, R44, R48, R49 or R50 (General Government or Confidential), and each unrepresented employee, is eligible for a cafeteria benefit plan in the amount of $1,500 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to an ACMEA represented employee assigned to Representation Unit R15, R44, R48, R49 or R50 (General Government or Confidential), or unrepresented employee who reinstates shall not exceed $1,500 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination.

Effective January 1, 2003, each full-time CEMU represented employee assigned to Representation Unit R30, is eligible for a cafeteria benefit plan in the amount of $1,500 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to a CEMU represented employee assigned to Representation Unit R30 who reinstates shall not exceed $1,500 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination.

Effective January 1, 2006, each full-time unrepresented employee, and effective December 31, 2006 each ACMEA represented full time employee in Representation Units R15, R44, R45, R48, R49, R50 is eligible for a cafeteria benefit plan in the amount of $2,300 for the calendar year. Effective January 1, 2008, each full time ACMEA represented employee In Representation Unit 029 is eligible for a cafeteria benefit plan in the amount of $2,300 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to unrepresented employee who reinstates shall not exceed $2,300 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination.

Effective January 1, 2008, each ACWFIA represented full time employee in Representation Unit 064 is eligible for a cafeteria benefit plan in the amount of $2,300 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to unrepresented employee who reinstates shall not exceed $2,300 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar.

Effective January 1, 2008, each Alameda County Counsels Association represented full time employee in Representation Unit R65 is eligible for a cafeteria benefit plan in the amount of $2,300 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to unrepresented employee who reinstates shall not exceed $2,300 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar.

Effective January 1, 2008, each Public Defenders Association represented full time employee in Representation Units 069 and R68 are eligible for a cafeteria benefit plan in the amount of $2,300 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to unrepresented employee who reinstates shall not exceed $2,300 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar.

Effective January 1, 2009, each Alameda County Management Employees Association represented full time employee in Representation Unit 075 and Civil Engineers Management Unit represented full time employees in Representation Unit R30 are eligible for a cafeteria benefit plan in the amount of $2,300 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to unrepresented employee who reinstates shall not exceed $2,300 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar. (BOS approved 3/11/08) (BOS approved 7/22/08 the addition of CEMU)

Effective January 1, 2010, each ACMEA represented full time employee in Representation Units R15, R44, R45, R48, R49, R50, and Unrepresented management employee and Representation Units R53 and R61, is eligible for a cafeteria benefit plan in the amount of $2,600 for the calendar year and effective January 1, 2011 the amount shall be increased to $2,900 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year. (BOS approved 5/12/09) (BOS approved 7/21/09 Unrep. mgmt. and Rep. Units R53 and R61)

Effective January 1, 2010, each full-time ACMEA represented employee (Sheriff’s Unit) assigned to Representation Unit 026, 027, and 028, is eligible for a cafeteria benefit plan in the amount of $1,650 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with Job Code suffix EM, SM, CA, PA, MA, SE or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the last two full pay periods, and any partial pay period prior to December 31, shall not be eligible for plan benefits until the following calendar year.  The maximum sum available to an ACMEA represented employee assigned to Representation Unit 026, 027 and 028 who reinstates, shall not exceed $1,650 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 6/29/10)

Effective January 1, 2010, each full-time ACMEA represented employee (Sheriff’s Unit) assigned to Representation Unit 029, is eligible for a cafeteria benefit plan in the amount of $2,450 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with Job Code suffix EM, SM, CA, PA, MA, SE or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the last two full pay periods, and any partial pay period prior to December 31, shall not be eligible for plan benefits until the following calendar year.  The maximum sum available to an ACMEA represented employee assigned to Representation Unit 029 who reinstates, shall not exceed $2,450 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 6/29/10)

Effective January 1, 2011, each full-time ACMEA represented employee (Sheriff’s Unit) assigned to Representation Unit 026, 027, 028, and 029 is eligible for a cafeteria benefit plan in the amount of $2,900 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with Job Code suffix EM, SM, CA, PA, MA, SE or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the last two full pay periods, and any partial pay period prior to December 31, shall not be eligible for plan benefits until the following calendar year.  The maximum sum available to an ACMEA represented employee assigned to Representation Unit 026, 027, 028, and 029 who reinstates, shall not exceed $2,900 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 6/29/10)

Effective January 1, 2010, each IFPTE Local 21, Alameda County Counsels’ Association represented full time employee in Representation Units R65 is eligible for a cafeteria benefit plan in the amount of $2,450 for the calendar year. This amount shall be prorated in advance for the calendar year for employees regularly scheduled to work less than the full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to a Alameda County Counsels’ Association represented employee assigned to Representation Unit R65 who reinstates, shall not exceed $2,450 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 6/29/10)

Effective January 1, 2011, each IFPTE Local 21, Alameda County Counsels’ Association represented full time employee in Representation Unit R65 is eligible for a cafeteria benefit plan in the amount of $2,900 for the calendar year. This amount shall be prorated in advance for the calendar year for employees regularly scheduled to work less than the full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to a Alameda County Counsels’ Association represented employee assigned to Representation Units R65 who reinstates, shall not exceed $2,900 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 6/29/10)

Effective January 1, 2010, each IFPTE Local 21, Public Defender represented full time employee in Representation Units R68 and 069 is eligible for a cafeteria benefit plan in the amount of $2,450 for the calendar year. This amount shall be prorated in advance for the calendar year for employees regularly scheduled to work less than the full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to a Public Defender represented employee assigned to Representation Units R68 and 069 who reinstates, shall not exceed $2,450 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 6/29/10)

Effective January 1, 2011, each IFPTE Local 21, Public Defender represented full time employee in Representation Units R68 and 069 is eligible for a cafeteria benefit plan in the amount of $2,900 for the calendar year. This amount shall be prorated in advance for the calendar year for employees regularly scheduled to work less than the full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to a Public Defender represented employee assigned to Representation Units R68 and 069 who reinstates, shall not exceed $2,900 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 6/29/10)

Effective January 1, 2010, each IFPTE Local 21, Civil Engineers Management Unit represented full time employee in Representation Unit R30 is eligible for a cafeteria benefit plan in the amount of $2,450 for the calendar year. This amount shall be prorated in advance for the calendar year for employees regularly scheduled to work less than the full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to a Civil Engineers Management Unit represented employee assigned to Representation Unit R30 who reinstates, shall not exceed $2,450 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 7/13/10)

Effective January 1, 2011, each IFPTE Local 21, Civil Engineers Management Unit represented full time employee in Representation Unit R30 is eligible for a cafeteria benefit plan in the amount of $2,900 for the calendar year. This amount shall be prorated in advance for the calendar year for employees regularly scheduled to work less than the full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to a Civil Engineers Management Unit represented employee assigned to Representation Unit R30 who reinstates, shall not exceed $2,900 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 7/13/10)

Effective January 1, 2011, each Alameda County Management Employees Association represented full time employee in Representation Unit 075 is eligible for a cafeteria benefit plan in the amount of $2,600 for the calendar year. This amount shall be prorated in advance for the calendar year for employees regularly scheduled to work less than the full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to an ACMEA represented employee assigned to Representation Unit 075 who reinstates, shall not exceed $2,600 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 11/30/10)

Effective January 1, 2012, each Alameda County Management Employees Association represented full time employee in Representation Unit 075 is eligible for a cafeteria benefit plan in the amount of $2,900 for the calendar year. This amount shall be prorated in advance for the calendar year for employees regularly scheduled to work less than the full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to an ACMEA represented employee assigned to Representation Unit 075 who reinstates, shall not exceed $2,900 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 11/30/10)

Effective January 1, 2011, each Probation Peace Officers’ Association represented full time employee is eligible for a cafeteria benefit plan in the amount of $300 for the 2011 plan calendar year and an additional $300 for a total annual amount of $600 in calendar year 2012.  For years 2013, 2014, and 2015 the annual total amount shall be $600 per plan year.  This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work.  An employee appointed mid-year shall be entitled to a prorated amount based upon the number of pay periods to be worked during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year.  The maximum sum available to employees who reinstates shall not exceed $300 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year. (BOS approved 12/21/10)

Effective January 1, 2012, each PACE represented full time employee in Representation Units S-06, and S-25, is eligible for a cafeteria benefit plan in the amount of $2,600 for the calendar year (prorated to the effective date of the 90/10 cost sharing). This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to an PACE represented employee assigned to Representation Units S-06 and S-25 who reinstates, shall not exceed $2,600 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 1/10/12)

Effective January 1, 2013, each PACE represented full time employee in Representation Units S-06, and S-25, is eligible for a cafeteria benefit plan in the amount of $2,900 for the calendar year and every year thereafter. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to an PACE represented employee assigned to Representation Units S-06 and S-25 who reinstates, shall not exceed $2,900 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 1/10/12)

Effective January 1, 2012, each Union of American Physicians and Dentists represented full time employee in Representation Units 018 and 024 is eligible for a cafeteria benefit plan in the amount of $300 for the 2012 plan calendar year and an additional $300 for a total annual amount of $600 in calendar year 2013.  For year 2014 the annual total amount shall be $600.  This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work.  An employee appointed mid-year shall be entitled to a prorated amount based upon the number of pay periods to be worked during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year.  The maximum sum available to employees who reinstates shall not exceed $300 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year. (BOS approved 3/13/12)

Effective January 1, 2013, each unrepresented non-management related to SEIU, full time employee except for unrepresented related to SEIU Intermittent, Services as Needed (SAN), unrepresented related to management, unrepresented related to Physicians and Dentists, Services as Needed (SAN), unrepresented classes that don't receive regularly scheduled adjustments and Temporary Assignment Pool (TAP) employees, is eligible for a cafeteria benefit plan in the amount of $900 for the calendar year.  This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work.  Employees hired after January 1st shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time. (BOS approved the exception 10.2.12)

An employee appointed mid-year shall be entitled to a prorated amount based upon the number of pay periods to be worked during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year.  The maximum sum available to employees who reinstate shall not exceed $900 minus the sum of cafeteria plan benefits received by the employee during any previous portion of the calendar year. (BOS approved 7/24/12)

Effective January 1, 2014, each ACMEA represented full-time employee in Representation Units R15, R44, R45, R48, R49, R50, R53 and R61, and each full-time Unrepresented management employees, is eligible for a cafeteria benefit plan in the amount of $3,000 for the calendar year 2014 and 2015; and effective January 1, 2016 the amount shall be increased to $3100 per calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work.

An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year. The Plan will be revised to include Dependent Care Assistance and Adoption Assistance, effective January 1, 2014. (BOS approved 7/16/13)

Effective January 1, 2014, each IFPTE Local 21, Civil Engineers Management Unit represented full time employee in Representation Unit R30 is eligible for a cafeteria benefit plan in the amount of $3,000 for the calendar year. This amount shall be prorated in advance for the calendar year for employees regularly scheduled to work less than the full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to a Civil Engineers Management Unit represented employee assigned to Representation Unit R30 who reinstates, shall not exceed $3,000 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. The plan will be revised to include Dependent Care Assistance and Adoption Assistance effective January 1, 2014. (BOS approved 9/24/13)

Effective January 1, 2016, each IFPTE Local 21, Civil Engineers Management Unit represented full time employee in Representation Unit R30 is eligible for a cafeteria benefit plan in the amount of $3,100 for the calendar year. This amount shall be prorated in advance for the calendar year for employees regularly scheduled to work less than the full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, CA, PA, MA, SE, or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to a Civil Engineers Management Unit represented employee assigned to Representation Unit R30 who reinstates, shall not exceed $3,100 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 9/24/13)

Effective January 1, 2016, each ACMEA Sheriff’s Sworn Unit represented full-time employee in Representation Units 026, 027, and 028, is eligible for a cafeteria benefit plan in the amount of $3000 for the calendar year 2016 and 2017; and effective January 1, 2018 the amount shall be increased to $3100 per calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. (BOS approved 6/30/15)

Effective January 1, 2017, each PACE represented full time employee in Representation Units S-06, and S-25, is eligible for a cafeteria benefit plan in the amount of $3,000 for the calendar year.  This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to an PACE represented employee assigned to Representation Units S-06 and S-25 who reinstates, shall not exceed $3,000 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 7/12/16)

Effective January 1, 2018, each PACE represented full time employee in Representation Units S-06, and S-25, is eligible for a cafeteria benefit plan in the amount of $3,100 for the calendar year. This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work. An employee appointed to a position in a classification with a Job Code suffix EM, SM, CA, PA, MA, SE or M shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year. The maximum sum available to an PACE represented employee assigned to Representation Units S-06 and S-25 who reinstates, shall not exceed $3,100 minus the sum of cafeteria plan benefits received by the employee during the portion of the calendar year preceding termination. (BOS approved 7/12/16)

Effective January 1, 2017, each unrepresented non-management related to SEIU, and each unrepresented non-management related to Building and Construction Trades Council; each unrepresented non-management related to Union of American Physician and Dentists and each unrepresented non-management related to Management, full time employee is eligible for a cafeteria benefit plan in the amount of $1100 for the calendar year.  This amount shall be prorated in advance of the calendar year for employees regularly scheduled to work less than full-time based upon the hours which the employee has been regularly scheduled to work.  Employees hired after January 1st shall be entitled to a prorated amount based upon the number of pay periods to be worked full-time. An employee appointed mid-year shall be entitled to a prorated amount based upon the number of pay periods to be worked during the remainder of the calendar year, except that employees appointed during the two last full pay periods, and any following partial pay period, prior to December 31 shall not be eligible for plan benefits until the following calendar year.  The maximum sum available to employees who reinstate shall not exceed $1100 minus the sum of cafeteria plan benefits received by the employee during any previous portion of the calendar year. (BOS approved 9/13/16) (BOS approved 12/6/16)

 

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SECTION 7-11. CAFETERIA BENEFIT PLAN: CONTRIBUTION OF SALARY

An employee may, through payroll deduction, contribute up to $10,000 per year to his/her cafeteria benefit plan in order to pay for plan benefits with pre-tax salary. These benefits are those specified in Section 7-12 hereof and, to the extent permitted by Internal Revenue Service regulations, dependent care. In making payments from plan benefit accounts, it shall be deemed that such payments were first made from the allocation designated by the employee from the County contribution to the plan, except that payments from the plan for dependent care may be made only from employee contributions of salary.

Effective January 1, 2011, an employee, represented by the Peace Officers’ Association (PPOA) in Representation Units 001 and 076, may through payroll deduction, contribute to his/her cafeteria benefit plan in order to pay for plan benefits with pre-tax salary. The maximum employee contribution for each year of the Memorandum of Understanding shall be $3,000.  These benefits are those specified in Section 7-9 hereof and, to the extent permitted by Internal Revenue Service regulations, dependent care. In making payments from plan benefit accounts, it shall be deemed that such payments were first made from the allocation designated by the employee from the County contribution to the plan, except that payments from the plan for dependent care may be made only from employee contributions of salary. (BOS approved 12/21/10)

Effective January 1, 2012, an employee represented by the Union of American Physicians and Dentists (UAPD) in Representation Units 018 and 024, may through payroll deduction, contribute to his/her cafeteria benefit plan in order to pay for plan benefits with pre-tax salary. The maximum employee contribution for the 2012 plan calendar year shall be $5,000 and the maximum for the 2013 and 2014 plan calendar years shall be $2,500 as established by Federal Law. 

In addition, subject to the applicable provisions of the Internal Revenue Code, employees covered by this Memorandum of Understanding are eligible to contribute from their salary on a pre-tax basis an amount up to $5,000 each calendar year for approved dependent care. Eligible employees may only contribute salary for such expenses: there is no County contribution for dependent care.  Reimbursements are made solely on a monthly basis subject to submission of itemized statements, proof of payment, adequate accumulation of salary contributions and all applicable County Administrative procedures. (BOS approved reference to UAPD 3/13/12)

Effective January 1, 2013, each eligible unrepresented non-management related to SEIU employee, except for unrepresented related to SEIU Intermittent, Services-as-needed (SAN), unrepresented related to management, unrepresented related to Physician and Dentist Services-As-Needed (SAN), unrepresented classes that don’t receive regularly scheduled adjustments and Temporary Assignment Pool (TAP) employees (BOS approved exception 10.2.12), may through payroll deduction, contribute to his/her cafeteria benefit plan in order to pay for plan benefits with pre-tax salary. The maximum employee contribution shall be $2,500 and indexed in subsequent years pursuant to the Patient Protection and Affordable Care Act, and IRS regulations.

 

 

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SECTION 7-12. CAFETERIA BENEFIT PLAN: ALLOCATION OF BENEFITS

Prior to January 1 of each year, and within the first 30 days of employment in the case of a new employee, the employee may allocate the plan amount among the following benefit accounts. Failure of the employee to allocate benefits within the stated time frame will result in all funds being allocated to the Health Care expense account. Except in the case of a termination and reinstatement or a change in dependent status, no change may be made in this allocation during the calendar year and any sums remaining unspent at the end of the year, including salary contributions made pursuant to Section 7-11, are County funds.

  1. Supplemental Group Life Insurance and Group Accidental Death and Dismemberment Insurance Plan Account. Payments may be made for supplemental group life insurance and/or group accidental death and dismemberment insurance on the employee, the employees spouse, and dependent children. These programs are subject to premium costs, eligibility requirements, age limitations, coverage exclusions, conversion rights, and all other provisions set forth in the applicable insurer contracts.
  2. Health Care Expenses Account. Payments may be made for qualifying medical care expenses within the meaning of Code Section 213(d) of the Internal Revenue Code (i.e., out-of-pocket medically necessary, medical, dental and vision care expenses, including deductibles, co-insurance payments, services and over-the-counter drugs (OTC)), provided that such expenses incurred during a period of coverage and paid for by the employee and eligible family members and are not reimbursed or paid under the employee's medical and dental plans or any other applicable personal or group health and dental plan. Payments may also be made for the portion of the premium for the County-sponsored health plan not covered by the County contribution.

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SECTION 7-13. PAID LEAVE FOR STATE-MANDATED TRAINING

Employees under Job Codes 5320SM, 5325MA, 5341PA and 5457PA, shall be granted up to fifteen hours per calendar year paid leave for state-mandated training required to maintain their licenses or certifications provided that the County may substitute on an hour for hour basis accredited mandated training offered by the County on an in-service basis.

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SECTION 7-14. ADDITIONAL VACATION PURCHASE

Full-time employees may elect to purchase one or two additional weeks of vacation over and above their regular entitlement. The additional week(s) may be purchased in the following manner: on or before the biweekly pay period nearest October 1 of any year, an eligible employee shall submit a written request to the Agency/Department Head, stating his/her desire to purchase one or two extra weeks of vacation. Such vacation must be purchased in increments of one or two weeks.

Effective with the pay period containing January 1, 2003, and annually thereafter, the employees' vacation balance will be updated with the additional amount of vacation purchased, and they may then use the vacation time purchased. The County shall then make deductions from the pay of such employee in the amount of the value of one or two weeks of salary in 24 equal installments. In the event an employee uses their purchased vacation time, and leaves the employment of the County prior to paying for the additional vacation, the County will recover the cost from the employee.

  1. For purposes of cash payment of vacation leave, vacation purchased pursuant to this section shall be combined with vacation accrued. Said combined vacation balance shall be subject to the cash payment in lieu of vacation leave as set forth in the Administrative Code.
  2. Employees may not elect to purchase one additional week of vacation if their purchased vacation balance in October exceeds five days.
  3. Effective Plan Year 2010, and every year thereafter, unrepresented management eligible employees who elect to participate in the Vacation Purchase Program shall be charged for salary and shall be charged for all benefit costs and shall not accrue vacation, sick leave, retirement or seniority when using vacation purchase. (BOS approved 11/10/09)
  4. Effective Plan Year 2013, and every year thereafter, unrepresented management full-time employees who elect to participate in the Vacation Purchase Program who have completed less than 104 full-time biweekly pay periods (4 years) of continuous employment and are accruing vacation at the two week per year rate may elect to purchase one additional week of vacation over and above their regular entitlement. Employees accruing vacation at three weeks or more are not eligible to participate in the Vacation Purchase Program. (BOS approved 6/5/12) (BOS approved deletion 7/30/13)
  5. Effective Calendar Year 2013 and every year thereafter, only those full-time unrepresented management employees who have completed less than 104 full-time biweekly pay periods (4 years) of continuous employment and who are accruing vacation at the two week per year rate may elect to purchase one additional week of vacation over and above their regular entitlement during Open Enrollment.  Part-time and intermittent employees may not purchase vacation. (BOS approved 7/30/13)
    1. On the first pay period of the calendar year, the participating employees’ vacation balance will be adjusted to reflect the additional amount of vacation purchased.  Employees may use the vacation time purchased, scheduled by mutual agreement, between the employee and the Agency/Department Head.  Employees pay for the vacation time purchased in equal installments during the calendar year.
    2. To be eligible to purchase vacation for the upcoming plan year an employee must have completed payment for any previous vacation purchased by the end of the current plan year.  The County reserves the right to revoke vacation purchase elections made during Open Enrollment if the previous year vacation purchase payments are not complete.
    3. To be eligible to purchase one week of vacation, an employee must have no unused purchased vacation as of the third pay period prior to the start of Open Enrollment.
    4. In the event that an employee uses purchased vacation and leaves County service prior to paying for it, the employee agrees as a condition of participation that the County has the right to recover the unpaid cost for any used and unpaid vacation from the employee, deducting any sum owed to the County from the employee’s final pay warrant.
    5. In the event there is insufficient pay to deduct from the employee’s final pay warrant, the amount is still due and payable to the County; the employee must repay the County.  Any failure to repay the County upon termination will result in collection proceedings.
    6. In the event that an employee is unable to cover the cost of purchased vacation in any pay period(s) due to insufficient pay, the County reserves the right to adjust the amount of the deductions from future warrants to cover the cost of the purchased vacation. 
    7. In the event that a participating employee moves between a 40-hour per week position and a 37.5-hour per week position, s/he shall carry over his/her purchased vacation balance in the same number of days and fractions of days.
    8. In the event that an employee changes status from eligible to purchase vacation to a non-eligible status:
      1. The County shall cease deduction and no additional days will be allowed for purchase.
      2. The County shall reduce the purchased vacation balance by the amount which the employee has not yet paid.
      3. The employee shall be allowed to retain and use the time purchased as of the date of the change from eligibility to ineligibility through the final pay period of the calendar year of the date of ineligibility.
      4. For purchased vacation remaining and unused through the final pay period of the calendar year, as set forth in section h.iii. above, the employee shall be paid at the pay rate at the time of enrollment, for the purchased vacation time not taken as of the 1st pay period of the following year.
      5. If the employee has used the purchased vacation time prior to completing payment for such vacation, the County will recover the cost of that vacation not yet paid for from the employee by pay warrant deduction.
    9. In the event that an employee experiences a pay rate change during the plan year, the total annual cost will remain the same as at the time of enrollment.

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SECTION 7-15. MEDICAL COVERAGE FOR LAID OFF EMPLOYEES

Employees laid off will be entitled to one additional month of County-paid health coverage equal to the health care coverage the month prior to layoff provided the employee is not covered by health coverage from any other source.

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SECTION 7-16. FLOATING HOLIDAY

Effective July 1, 2001 through June 30, 2002, each unrepresented employee shall be entitled to one floating holiday in addition to any other holidays provided by this ordinance or the County Administrative Code. This holiday is to be scheduled by mutual agreement of the employee and the Agency/Department Head and taken within the fiscal year, except that an employee hired after April 1st of any year shall not be entitled to the floating holiday for that fiscal year.

Effective July 1, 2002 through December 31, 2002, each unrepresented employee shall be entitled to one-half day floating holiday subject to the same conditions in paragraph one, except that an employee hired after November 1, 2002, shall not be entitled to the one-half day floating holiday.

Effective January 1, 2003, each unrepresented employee shall be entitled to one floating holiday in addition to any other holidays provided by this ordinance or the County Administrative Code. This holiday is to be scheduled by mutual agreement of the employee and the Agency/Department Head and taken within the calendar year, except that an employee hired after July 1st of any year shall not be entitled to the floating holiday for that calendar year.

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SECTION 7-17. ADMINISTRATION

The County Administrator and Auditor-Controller are directed to prepare regulations and procedures for the administration and implementation of this Article 7.

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