03/20/2015 (2) - Laserfiche WebLink

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Special Magistrate's Recommendation: Reject changes proposed by the County to reduce accrued leave and payouts on separation from employment consistent with reductions that have occurred County -wide. Adopt changes proposed by the County to bring the usage of medical (a/k/a sick leave) under control. County Administrator's Recommendation: In ¶1126.03 (newly numbered) and 26.09, the County has proposed a reduction in the amount of medical leave that bargaining unit employees can carry forward each year and the amount that is paid out upon separation from employment. These proposed reductions are based on direction from the BCC to reduce the liability that the County has on its financial sheets for medical and annual leave. Such reductions have been implemented for all of the other County employees beginning in October 2011, including the County's non-union employees and the members of the Teamsters' bargaining unit. As a result, the County currently has a —$5 million medical and annual leave liability — —$3 million for the 552 non - Fire Rescue Division employees, and —$2 million for the 236 Fire Rescue Division employees. Thus, the Fire Rescue Division employees have a much higher percentage of the County's medical and annual leave liability than their percentage of representation in the County's workforce. The County seeks to create parity between all employees in its workforce. Currently, bargaining unit employees can carry forward each year up to 50 24- hour shifts of medical leave (1,200 hours), and can cash in 50 24-hour shifts of medical leave (1,200 hours) upon separation from employment. Under the County's proposal, bargaining unit employees with 25 or more 24-hour shifts of accrued medical leave (600 hours) would be grandfathered from any changes. Bargaining unit employees with less than 25 24-hour shifts of accrued medical leave (600 hours) would be capped at carrying forward and cashing out 25 24- hour shifts of accrued medical leave (600 hours). While this is a reduction, it would still leave current bargaining unit employees with up to 2.5 months of medical leave for use or pay out upon separation. And, this reduction would bring the Local 2201 bargaining unit employees' accruals and payouts in line with the County's other current employees, including the Teamsters' bargaining unit employees. As for employees hired after the effective date of this Article, they would be capped at carrying forward 15 24-hour shifts of accrued medical leave (360 hours) and cashing out 7.5 24-hour shifts of accrued medical leave (180 hours). With respect to the issue of the amount cashed out upon separation, this would address the issue created by employees earning leave at one rate and then cashing it out at a higher rate upon separation. And, the County's proposal regarding new hires would actually put them in a better position than their Teamster counterparts. 16 16