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File #: 18-1970    Version: 1
Type: Agenda Item Status: Approved
File created: 12/19/2018 In control: Board of Supervisors
On agenda: 1/29/2019 Final action: 1/29/2019
Title: Human Resources Department recommending the Board adopt and authorize the Chair to sign the negotiated Letter of Agreement to the Memorandum of Understanding between the County of El Dorado and El Dorado County Probation Officers Association representing the Probation bargaining unit. FUNDING: N/A
Attachments: 1. A - PR Letter of Agreement Premium Compensation 1-29-19, 2. B - Approved Blue Route 1-29-19, 3. Executed Letter of Agreement EDCPOA
Related files: 18-0252
Title
Human Resources Department recommending the Board adopt and authorize the Chair to sign the negotiated Letter of Agreement to the Memorandum of Understanding between the County of El Dorado and El Dorado County Probation Officers Association representing the Probation bargaining unit.

FUNDING: N/A
Body
DISCUSSION / BACKGROUND
County and EDCPOA, representing employees in the PR bargaining unit, have an executed MOU for the period of July 1, 2016 - December 31, 2019. The implementation of the Fenix payroll system has subsequently necessitated modifications to overtime, compensatory time, and part-time employee prorated holiday leave.

These modifications include:

· Restricting compensatory time off (CTO) accrual to only Fair Labor Standards Act (FLSA)-required overtime (those hours beyond forty [40] in a work period, or beyond eighty [80] if a FLSA 207 [K] exemption applies). This change is necessary to ensure payroll administration of CTO in Fenix is FLSA compliant. Employees currently have the choice to receive cash for overtime, or with Department Head approval, may instead receive CTO at a rate of one and one half hours for each hour of overtime worked. With this change, overtime compensation not required by the FLSA, also known as contract overtime, will be compensated in cash and will not be eligible for CTO. As there is no change to contract overtime duties or FLSA overtime work hours, there is no known cost impact to this change.

· Modify existing references to “overtime rate” for call-back compensation and compensation for working as part of essential service during a building closure to the term “premium rate” in order to distinguish between FLSA-required overtime and non-FLSA required overtime (“contract overtime”) compensation rates and CTO accrual eligibility; and to clarify that such premium is paid regardless of number of hours worked during a FLSA work period. The premium rate is equal to the contract overtime compensation rates alr...

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