HomeMy WebLinkAbout04.a. Continue Discussion Regarding Part-time Employees Page 1 of 3
Item 4.a.
CENTRAL SAN
April 2, 2024
TO: ADMINISTRATION COMMITTEE
FROM: TEJI O'MALLEY, HUMAN RESOURCES AND ORGANIZATIONAL
DEVELOPMENT MANAGER
REVIEWED BY: ROGER S. BAILEY, GENERAL MANAGER
SUBJECT: CONTINUE DISCUSSION REGARDING PART-TIME EMPLOYEES
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, and
the February 6, 2024, Administration Committee meetings and the memo has been updated to include
additional information that was requested during those meetings.
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 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.
Please note that there are provisions in both the Local #1 and MSCG MOUs that do allow for a temporary
reduction in employee hours for up to six months which can be renewed for subsequent six-month
increments. The employee cannot fall below 32 hours and accruals are pro-rated but all other benefit
levels remain fully intact (pension, health care, etc.). This does allow some flexibility for the employees but
is not utilized if the request is for a permanent reduction in hours.
As discussed by the committee members during both of meetings, staff is recommending that if the
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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 employees 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 perweekto 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
j. Tuition Reimbursement
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 Part- Minimum Same level Notes
Time number of of benefits
Employment? hours? as full-time
employees
Central San Yes No N/A Central San District Code
does allow for part-time
employment, but benefit
level is not codified.
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
Sanitation District benefits 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.
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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 Yes No No All benefits are prorated
Water 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.
Utilities District minimum. Leave benefits are
Cannot prorated upon % of hours
work more worked per week. Health
than 1000 and other benefits are
hours per offered only if working
year. more than 30 hours per
week.
Staff will be available during the meeting to answer any questions and/or provide clarification.
Stratedc Plan Tie-In
GOAL THREE: Workforce Diversity and Development
Strategy 3- Retain skilled workers by investing in resources and opportunities for all employees to grow and thrive
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