HomeMy WebLinkAbout04.c. Hold Discussion Regarding the Utilization of Part-Time Employees at the DistrictPage 1 of 5
Item 4.c.
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February 6, 2024
TO: ADMINISTRATION COMMITTEE
FROM: TEJI O'MALLEY, HUMAN RESOURCES AND ORGANIZATIONAL
DEVELOPMENT MANAGER
REVIEWED BY: ROGER S. BAILEY, GENERAL MANAGER
SUBJECT: HOLD A DISCUSSION REGARDING THE UTILIZATION OF PART-TIME
EMPLOYEES AT THE DISTRICT
Review and discuss the attached memo regarding District part-time positions.
Strategic Plan re -In
GOAL THREE: Workforce Diversity and Development
Strategy 1 - Recruit from a diverse pool of qualified applicants, Strategy 3 - Retain skilled workers by investing in
resources and opportunities for all employees to grow and thrive
ATTACHMENTS:
1. Discussion on District Part -Time Positions
February 6, 2024 Regular ADMIN Committee Meeting Agenda Packet - Page 55 of 63
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CENTRAL CONTRA COSTA
SANITARY DISTRICT
February 6, 2024
TO: ADMINISTRATION COMMITTEE
VIA: ROGER S. BAILEY, GENERAL MANAGER
FROM: TEJI O'MALLEY, HUMAN RESOURCES AND
ORGANIZATIONAL DEVELOPMENT MANAGER
SUBJECT: DISCUSSION ON DISTRICT PART-TIME POSITIONS
Attachment 1
This memo is to provide the Administration Committee with information related to part-
time positions and the utilization of such positions at the District. This item was
discussed during the September 5, 2023, Administration Committee meeting and the
memo has been updated to include additional information that was requested during
that meeting.
Pursuant to section 4.12.050 of the District Code, the District recognizes four different
categories of employment. They are:
1. Temporary: Employees hired on a temporary basis with no specific budgeted
position and are considered at -will employees.
2. Regular -Probationary: Employees hired on a permanent basis in a specific
budgeted position but are considered at -will positions while serving a
probationary period.
3. Regular: Employees (non -management) hired on a permanent basis working
forty hours per week who have a specific budgeted position, are not considered
at -will, and are governed by bargaining unit memorandum of understanding
(MOU) based upon the position.
4. Regular Part -Time: Employees (non -management) hired on a permanent basis
working less than forty hours a week who have a specific budgeted position, are
not considered at -will, and are governed by bargaining unit MOUs based upon
the position.
Although these four employment categories are allowable within the District code, the
District has not historically utilized regular part-time positions. Should the District move
February 6, 2024 Regular ADMIN Committee Meeting Agenda Packet - Page 56 of 63
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Administration Committee
February 6, 2024
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forward with utilizing such positions, staff would need clarification and direction on the
eligibility for benefits for those positions and their incumbents as that is not detailed in
the bargaining unit MOUs nor codified in other District documents.
As discussed by the committee members during the September 2023 meeting, staff is
recommending that if the District were to move forward with utilizing part-time positions
and codifying the benefits, the analysis and evaluation of any adverse operational
impacts of adding part-time versus full-time positions should be delegated to the
General Manager.
Currently, full-time District employes receive the following benefits:
1. Fully paid Medical (CaIPERS requires minimum of 20 hours per week to be
eligible), Dental, Vision, Life, Accidental Death and Dismemberment, Long -Term
Disability Insurance and the Employee Assistance Program.
2. Participation in the pension program administered by Contra Costa Employees
Retirement Association (CCCERA). CCCERA requires a minimum of 20 hours
per week to be eligible. Service credit and contributions would be based on hours
worked.
3. All other provisions within the MOUs, including but not limited to:
a. Administrative leave
b. Vacation and sick leave accruals
c. Cafeteria Plan
d. Grievance and appeal rights
e. Longevity Pay
f. Overtime
g. Shift differentials
h. Bilingual Pay
i. Stand-By/Call-Out Pay
i. Tuition Reimbursement
February 6, 2024 Regular ADMIN Committee Meeting Agenda Packet - Page 57 of 63
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Administration Committee
February 6, 2024
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For comparative purposes, staff also surveyed several agencies to see if they utilize
part-time positions and what level of benefits are offered to such positions, if applicable.
The table below reflects that data:
Agency
Allow for
Minimum
Same level
Notes
Part -Time
number of
of benefits
Employment?
hours?
as full-time
employees
Alameda County
No
Water District
West County
No
Wastewater District
Vallejo Wastewater
No
Oro Loma Sanitary
No
District
Delta Diablo
No
West Valley
Yes
No
No
Not covered by MOU benefits
Sanitation District
and only receive state
mandated sick leave.
North Marin Water
Yes
20
No
All benefits are prorated
District
based upon % of hours
worked per week.
West Bay Sanitary
Yes
No
No
Only eligible for CalPERS
District
pension and state mandated
sick leave.
Union San
Yes
No
No
All benefits are prorated
based upon % of hours
worked. No benefits for less
than 20 hours per week.
Dublin San Ramon
Yes
20
No
All benefits are prorated
Sanitary District
based upon % of hours
worked per week.
Contra Costa Water
Yes
No
No
All benefits are prorated
District
based upon % of hours
worked per week. Full-time
benefits for more than 29
hours per week.
East Bay Municipal
Yes
No
No
No pension benefits. Leave
Utilities District
minimum.
benefits are prorated upon %
Cannot
of hours worked per week.
work
Health and other benefits are
more than
offered only if working more
1000
than 30 hours per week.
hours per
year.
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Administration Committee
February 6, 2024
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Staff will be available during the meeting to answer any questions and/or provide
clarification.
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