Trinity County Municipal Code Art. XV Temporary Employee Classification

A. This article creates a special temporary employee classification. This classification has been necessitated by the county's temporary assumption of the operation of the Trinity Hospital until a permanent administrative entity for the hospital can be found. Its purpose is to provide for reasonable compensation for former Westworld employees until such time as the permanent operation of the hospital is resolved.

B. The compensation, duties and rights of interim hospital employees shall be as set out in this article, which shall control over any conflicting provisions in any other county ordinance. Classification as interim hospital employee shall be in lieu of any other classification. The interim hospital employees classification will continue until either: (1) hospital operation is assumed by a new entity; (2) the county closes the hospital; or (3) the board of supervisors, by affirmative action, permanently assumes responsibility for the hospital operation. In any case, an employee's status as an interim hospital employee shall continue no longer than twelve months from March 1, 1987.

(Ord. 1092 §1(part), 1987)

A. Salaries. Salaries for interim hospital employees shall be those established by the county upon temporary assumption of the hospital operation in March, 1987. Should the county's operation of the hospital extend beyond December 1, 1987, the county will review the salaries for the hospital employees and such salaries shall be subject to adjustment by the county to current conditions.

B. Medical Insurance.

1. Effective July 1, 1987, interim hospital employees shall be given the opportunity to enroll in the county's health insurance plan. The county's contribution for interim hospital employees shall be the same as that provided to other county employees.

2. Initial rates for hospital employees shall be:

a. Employee only, ninety-five dollars and forty-seven cents;

b. Employee plus one dependent, sixty-nine dollars and fifty-three cents;

c. Employee plus two or more dependents, one hundred fifteen dollars and seventy-nine cents.

3. County shall pay the premium for the employee only. Employees shall pay the balance by payroll deduction. Employees shall also participate in the county dental plan. The county shall pay the premium of sixteen dollars per employee per month for the full family coverage.

C. Holidays. Interim hospital employees shall observe the holiday schedule observed by all other county employees for the term of their status as interim hospital employees.

D. Vacation.

1. Monthly accrual rates for interim hospital employees shall be based on the number of hours of work normally assigned an employee as follows:

a. One hundred sixty or more hours, one hundred percent;

b. One hundred twenty through one hundred fifty-nine hours, seventy-five percent;

c. Eighty through one hundred nineteen hours, fifty percent;

d. Seventy-nine or less hours, zero percent.

2. These accrual rates shall apply to part-time permanent employees. Full-time permanent employees who work forty regularly scheduled hours shall be eligible for full-time benefits. Licensed or certified classifications (RN, LVN, CNA or EMT) who work thirty-two regularly scheduled hours as it relates to twelve-hour-per-day shift schedules shall be eligible for full-time benefits.

E. Overtime Compensation. Overtime, standby and shift differential compensation shall be paid pursuant to the Westworld policy in effect as of February 28, 1987, and as adopted by the county and outlined in Salary Resolution No. 58-87. Compensatory time off shall be permitted subject to the mutual agreement of the employee and supervisor. The hospital administrator shall have the authority to order the usage of accrued compensatory time off. If compensatory time off is not taken within sixty days, it shall be paid as overtime.

F. Sick Leave. Licensed or certified classifications (RN, LVN, CNA or EMT) who work thirty-two regularly scheduled hours as it relates to twelve-hour-per-day shift schedules shall be eligible for full-time benefits.

G. Prior Accrued Time. The county is not liable for sick leave or vacation time accrued prior to March 1, 1987. The county will use its best efforts to have successor operators provide employees with credit for time accrued prior to March 1, 1987.

(Ord. 1096 §1, 1987; Ord 1095 §1, 1987; Ord. 1092 §1(part), 1987)

A. Grievance, Discipline, and Layoff Procedure. Grievance and disciplinary appeals shall be processed in accordance with Westworld procedures in effect February 28, 1987. Any economic layoff shall be handled by seniority within classification. The policies shall be amended to provide for a ten-working-day time limit for response at each level of the grievance procedure. The county administrator shall be substituted for the company president as the final step of the process.

B. Employee Contribution. The county will use its best effort to have the successor operator hire all current Trinity Hospital Employees as probationary employees. The county will require that the successor operator pay compensation equal to its other employees in similar classifications and geographic areas.

C. County Personnel Regulations. County personnel ordinance provisions shall not apply to interim hospital employees except as specified below:

D. Benefit Waiting Period. Individuals employed by Trinity Hospital in permanent positions as of March 1, 1987, shall not be required to observe normal county waiting periods for implementation of benefits (e.g., six months' waiting period for medical insurance). Individuals hired after March 1, 1987, shall observe all normal waiting periods.

(Ord. 1092 §1(part), 1987)