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Home My WebLink About03.d. Review draft Position Paper to adopt the attached side letters between the District and both Public Employees Union Local #1 (Local 1) and Management Support/Confidential Group (MS/CG) establishing the benefit level for part-time positionsPage 1 of 6 Item 3.d. DCENTRALSAN MEETING DATE: FEBRUARY4, 2025 BOARD OF DIRECTORS POSITION PAPER DRAFT SUBJECT: REVIEW DRAFT POSITION PAPER TO ADOPT THE ATTACHED SIDE LETTERS BETWEEN THE DISTRICTAND BOTH PUBLIC EMPLOYEES UNION, LOCAL #1 (LOCAL 1) AND MANAGEMENT SUPPORT/CONFIDENTIAL GROUP (MS/CG) ESTABLISHING THE BENEFIT LEVEL FOR PART-TIME POSITIONS SUBMITTED BY: INITIATING DEPARTMENT: TEJI O'MALLEY, HUMAN RESOURCES AND OFFICE OF THE GENERAL MANAGER - ORGANIZATIONAL DEVELOPMENT HUMAN RESOURCES MANAGER REVIEWED BY: ROGER S. BAILEY, GENERAL MANAGER ISSUE Board of Directors' approval is required to approve Side Letter Agreements with the Unions. BACKGROUND Although the District Code allows for the utilization of permanent part-time positions, the level of benefits afforded to these positions had never been determined. Since this is an item subject to meet and confer, the District met with both bargaining units on several occasions with the purpose of establishing the benefit levels for permanent part-time positions . The District and the bargaining units came to an agreement that any position that worked more than 32 hours a week would be given the same level of benefits as full-time employees. Any position between 32- 40 hours will be afforded benefits on a prorated basis. The attached side letters detail the agreement between the District and both of the bargaining units. ALTERNATIVES/CONSIDERATIONS Do not approve the side letters establishing the level of benefits for permanent part-time positions. If this action is not approved, the District will not be able to determine what benefits shall be afforded to any position that is not considered full-time. February 4, 2025 Regular ADMIN Committee Meeting Agenda Packet - Page 40 of 47 Page 2 of 6 FINANCIAL IMPACTS As all positions are already budgeted as full-time, there will be no cost associated with this action. COMMITTEE RECOMMENDATION The Administration Committee reviewed this matter at its February 4, 2025 meeting and recommended RECOMMENDED BOARD ACTION Approve Human Resources' recommendation to adopt the attached side letters between the District and both Local 1 and MS/CG. Strategic Plan re -In GOAL THREE: Workforce Diversity and Development Strategy 2 - Engage employees and conduct labor relations in a transparent, effective, and collaborative environment, Strategy 3 - Retain skilled workers by investing in resources and opportunities for all employees to grow and thrive ATTACHMENTS: 1. Side Letter Agreement - Local 1 2. Side Letter Agreement- MS/CG February 4, 2025 Regular ADMIN Committee Meeting Agenda Packet - Page 41 of 47 Page 3 of 6 Attachment 1 SIDE LETTER AGREEMENT Between Central Contra Costa County Sanitary District And AFSCME/Public Employees Union, Local #1 February 20, 2025 Central Contra Costa County Sanitary District (District) and AFSCME/Public Employees Union, Local #1 (Local 1) met and conferred on several occasions between August and November 2024, with the purpose of negotiating the benefits for any position that is not considered full-time (40 hours per week). The District and union agreed to the following benefits for part-time employees: 1. For part-time employees working between 32-40 hours per week: • All medical, dental, vision, and ancillary benefits as detailed in Article IV — Benefit Provisions will be fully paid. • Any accruals (vacation, sick, admin leave, etc.) will be pro -rated based on hours worked. 2. For part-time employees working between 20-32 hours per week: • All medical, dental, vision, and ancillary benefits as detailed in Article IV — Benefits Provisions will be paid for on a pro -rated basis. For example, if an employee were to work in a 20 hour a week position, they would be responsible for paying for 50% of the premiums. • Any accruals (vacation, sick, admin leave, etc.) will be pro -rated based on hours worked. An existing employee may submit a written request for a permanent reduction in hours to his/her supervisor, who will give the request full, prompt, and responsible consideration and consider all operational impacts of the request. An employee may request any number of hours per week but no less than twenty (20) hours. The request will be forwarded by the February 4, 2025 Regular ADMIN Committee Meeting Agenda Packet - Page 42 of 47 Page 4 of 6 supervisor to the Division Manager, Deputy General Manager and the General Manager with their recommendation. The decision of the General Manager is final and not subject to the grievance procedure. Should the request be approved, there is no guarantee that the hours will be increased in the future upon request. Furthermore, hours worked beyond the assigned position hours will not be overtime until more than forty (40) hours are worked in a week. For the District: For AFSCME/PEU, Local #1: ¢i (`�N� (AV, 6VU (WM Teji O'Malley Winston Ingram Human Resources and Union President Organization Development Manager February 4, 2025 Regular ADMIN Committee Meeting Agenda Packet - Page 43 of 47 Page 5 of 6 SIDE LETTER AGREEMENT Attachment 2 Between Central Contra Costa County Sanitary District And Management Support/Confidential Group February 20, 2025 Central Contra Costa County Sanitary District (District) and Management Support/Confidential Group (MS/CG) met and conferred on several occasions between August and November 2024, with the purpose of negotiating the benefits for any position that is not considered full-time (40 hours per week). The District and union agreed to the following benefits for part-time employees: 1. For part-time employees working between 32-40 hours per week: • All medical, dental, vision, and ancillary benefits as detailed in Article V — Employee Benefits will be fully paid. • Any accruals (vacation, sick, admin leave, etc.) will be pro -rated based on hours worked. 2. For part-time employees working between 20-32 hours per week: • All medical, dental, vision, and ancillary benefits as detailed in Article V — Employee Benefits will be paid for on a pro -rated basis. For example, if an employee were to work in a 20 hour a week position, they would be responsible for paying for 50% of the premiums. • Any accruals (vacation, sick, admin leave, etc.) will be pro -rated based on hours worked. An existing employee may submit a written request for a permanent reduction in hours to his/her supervisor, who will give the request full, prompt, and responsible consideration and consider all operational impacts of the request. An employee may request any number of hours per week but no less than twenty (20) hours. The request will be forwarded by the supervisor February 4, 2025 Regular ADMIN Committee Meeting Agenda Packet - Page 44 of 47 Page 6 of 6 to the Division Manager, Deputy General Manager and the General Manager with their recommendation. The decision of the General Manager is final and not subject to the grievance procedure. Should the request be approved, there is no guarantee that the hours will be increased in the future upon request. Furthermore, hours worked beyond the assigned position hours will not be overtime until more than forty (40) hours are worked in a week. For the District: h O-N Teji O'Malley Human Resources and Organization Development Manager For MS/CG: ("s (,W(AAIV Chris Carpenter Union President February 4, 2025 Regular ADMIN Committee Meeting Agenda Packet - Page 45 of 47