Side Letter Agreement Between the County of Orange and

Side Letter Agreement Between the County of Orange and OCEA for Supervisory Management Unit

August 13, 2021

The County of Orange (County), the Orange County Sheriff-Coroner Department (The Department), and the Orange County Employees Association as the Exclusively Recognized Employee Organization for the Supervisory Management and County General Units have conferred and in good faith hereby agree to the following provisions specific to the employees in the County Supervisory Management Unit Senior Correctional Services Technician (Sr. CST) classification who voluntarily transition into the County General Unit classification of Sheriff’s Correctional Services Assistant (CSA): 1) The salaries of Sr. CST employees who successfully complete the CSA Transition Course and

transition into the integrated CSA classification, as approved by the Board of Supervisors onAugust 10, 2021, will receive a pay adjustment that places them at Step-12 of CSA salary gradeA1-52.

2) The opportunity to transition from Sr. CST to CSA will remain open until March 20, 2022,unless parties mutually agree to an extension. After which time, those Sr. CSTs who elect notto transition to the class of CSA, will be reallocated to the class of CST and keep all salaryand benefits associated with that classification until they leave or separate from the CSTclassification. The their salary placement upon reduction to CST will be governed pursuant toArticle II, Section 6.D. of the Memorandum of Understanding for the County General Unit.

3) Sr. CST employees transitioning into the CSA classification shall have their educational minimumqualifications grandfathered in under the terms of this side letter agreement.

4) Sr. CST employees who enter the CSA Transition Program and do not successfully complete theprogram, will return to their prior class of Sr. CST for the purpose of being reallocated to theclass of CST. The salary placement upon reduction to CST will be governed pursuant toArticle II, Section 6.D. of the Memorandum of Understanding for the County General Unit.

5) CST employees are not limited to remaining in the CST classification and may apply to anyrecruitments for which they meet the minimum qualifications.

6) Sr. CST employees in the process of transitioning, and those who have successfully transitionedinto an integrated CSA classification, will continue to be in separate vacation pools throughoutthe end of the 2021 calendar year. A merged vacation pool of the newly integrated CSAclassification shall commence for the 2023 vacation selections and shall be based on Countyseniority.

7) Sr. CST employees transitioning into the integrated CSA classification under the terms of thisside letter agreement shall not undergo a promotional probation period.

8) Sr. CST employees who successfully transition into the CSA classification, under the terms ofthis agreement, shall retain their ability to cash out accrued vacation balances as outlined below:Vacation Cash Out Where Employee Has No Annual Leave BalancesAfter annual leave has been exhausted, during each fiscal year, employees may request to bepaid for accrued vacation in either two (2) separate increments of up to thirty five (35) hours eachor one (1) increment of up to seventy (70) hours. Such payment shall be made upon requestunless the agency/department determines it is not economically or operationally feasible. In suchcase, payment shall be made as soon as feasible. It is the intent of this provision that the currentpractice regarding payment for vacation remain unchanged.

Attachment H – Side Letter Agreement – Supervisory Management Unit – Sr. CST Page 1 of 3

Vacation and Annual Leave Cash Out Where Employee Has Annual Leave 1). An employee with an annual leave balance may cash out vacation time if the employee’s accrued vacation bank is such that she/he will reach the applicable cap (as set forth in Section 1.D. and 1.E, of the County General Unit MOU) some time during the fiscal year unless the employee is able to cash out vacation time. 2). If an employee’s vacation balance will reach the applicable cap some time during the fiscal year, an employee may cash out vacation or any combination of vacation leave and annual leave, to an aggregate total of one hundred twenty (120) hours each fiscal year.

9) Sr. CST employees who successfully transition into the CSA classification, under the terms ofthis agreement, shall retain their ability to cash out accrued annual leave balances as outlinedbelow:

During each fiscal year, an employee with Annual Leave balances may cash out Annual Leave as follows:

a) An employee who has less than 600 hours of Annual Leave shall be allowed to cash out 60hours of Annual Leave; an additional 60 hours may be requested, with its payout at thediscretion of the Department/Agency Head.

10) An employee who has 600 or more hours of Annual Leave shall be allowed to cash out up to 120hours of Annual Leave upon his/her request until such time as his/her accumulation is less than600 hours, at which point cash out procedures will be governed by Section 7.a. above. ThisAgreement represents a full and complete settlement of the matter involving the ability for Sr.CST employees to transition into the CSA classification. Employees shall waive claims relatedto the overlap of classifications or pay discrepancies if such employees are not able to meet therequirements of the CSA classification. The Parties agree that no further grievance, claim,dispute, unfair practice charge, litigation or appeal will be filed regarding these matters.

11) The Parties agree that this Agreement shall not serve as precedent for any other classificationmaintenance study, grievance, dispute, lawsuit or appeal, excepting the issues resolved by thisAgreement.

All other terms and conditions contained in the 2021-2022 Supervisory Management Unit and County General Unit shall remain unchanged and unaffected by this Side Letter Agreement.

FOR OCEA FOR THE COUNTY OF ORANGE:

_______________________________ _______________________________ Charles Barfield Date Tom Hatch Date General Manager Chief Human Resources Officer


______________________________ _______________________________ Aaron Peardon Date Colette Farnes Date Sr. Labor Relations Representative Director of Employee & Labor Relations _______________________________ Susie Baker Date Manager, Classification & Compensation _______________________________ Jon Briggs Date Assistant Sheriff



August XX13, 2021


transition into the integrated CSA classification, as approved by the Board of Supervisors on July 27August 10, 2021, will receive a pay adjustment that places them at Step-12 of CSA salary grade A1-52.

2) The opportunity to transition from Sr. CST to CSA will remain open until March 20, 2022, unless all parties mutually agree to an extension. After which time, those Sr. CSTs who elect not to transition to the class of CSA, will be reallocated to the class of CST and keep all salary and benefits associated with that classification until they leave or separate from the CST classification. The their salary placement upon reduction to CST will be governed pursuant to Article II, Section 6.D. of the Memorandum of Understanding for the County General Unit.

3) Sr. CST employees transitioning into the CSA classification shall have their educational minimum qualifications grandfathered in under the terms of this side letter agreement.

4) Sr. CST employees who enter the CSA Transition Program and do not successfully complete the program, will return to their prior class of Sr. CST for the purpose of being reallocated to the class of CST. The salary placement upon reduction to CST will be governed pursuant to Article II, Section 6.D. of the Memorandum of Understanding for the County General Unit.

5) CST employees are not limited to remaining in the CST classification and may apply to any recruitments for which they meet the minimum qualifications.

6) Sr. CST employees in the process of transitioning, and those who have successfully transitioned into an integrated CSA classification, will continue to be in separate vacation pools throughout the end of the 2021 calendar year. A merged vacation pool of the newly integrated CSA classification shall commence on January 1, 2022for the 2023 vacation selections and shall be based on County seniority.

7) Sr. CST employees transitioning into the integrated CSA classification under the terms of this side letter agreement shall not undergo a promotional probation period.

8) Sr. CST employees who successfully transition into the CSA classification, under the terms of this agreement, shall retain their ability to cash out accrued vacation balances as outlined below: Vacation Cash Out Where Employee Has No Annual Leave Balances After annual leave has been exhausted, during each fiscal year, employees may request to be paid for accrued vacation in either two (2) separate increments of up to thirty five (35) hours each or one (1) increment of up to seventy (70) hours. Such payment shall be made upon request unless the agency/department determines it is not economically or operationally feasible. In such case, payment shall be made as soon as feasible. It is the intent of this provision that the current practice regarding payment for vacation remain unchanged. Vacation and Annual Leave Cash Out Where Employee Has Annual Leave

1). An employee with an annual leave balance may cash out vacation time if the employee’s accrued vacation bank is such that she/he will reach the applicable cap (as

Attachment H (Redline)

Page 1 of 3

Side Letter Agreement Between the County of Orange and OCEA for Supervisory Management Unit August XX13, 2021 Page 2 of 2

set forth in Section 1.D. and 1.E, of the County General Unit MOU) some time during the fiscal year unless the employee is able to cash out vacation time. 2). If an employee’s vacation balance will reach the applicable cap some time during the fiscal year, an employee may cash out vacation or any combination of vacation leave and annual leave, to an aggregate total of one hundred twenty (120) hours each fiscal year.

9) Sr. CST employees who successfully transition into the CSA classification, under the terms of this agreement, shall retain their ability to cash out accrued annual leave balances as outlined below:


a) An employee who has less than 600 hours of Annual Leave shall be allowed to cash out 60 hours of Annual Leave; an additional 60 hours may be requested, with its payout at the discretion of the Department/Agency Head.

b) An employee who has 600 or more hours of Annual Leave shall be allowed to cash out up to 120 hours of Annual Leave upon his/her request until such time as his/her accumulation is less than 600 hours, at which point cash out procedures will be governed by Section 7.a. above.

c) 10) This Agreement represents a full and complete settlement of the matter involving the ability for

Sr. CST employees to transition into the CSA classification. Employees shall waive claims related to the overlap of classifications or pay discrepancies if such employees are not able to meet the requirements of the CSA classification. The Parties agree that no further grievance, claim, dispute, unfair practice charge, litigation or appeal will be filed regarding these matters.

11) The Parties agree that this Agreement shall not serve as precedent for any other classification

maintenance study, grievance, dispute, lawsuit or appeal, excepting the issues resolved by this Agreement.



_______________________________ _______________________________ Charles Barfield Date Tom Hatch Date General Manager CHROChief Human Resources Officer


Page 2 of 3

Side Letter Agreement Between the County of Orange and OCEA for Supervisory Management Unit August XX13, 2021 Page 2 of 2 ______________________________ _______________________________ Aaron Peardon Date Colette Farnes Date Sr. Labor Relations Representative Director of Employee & Labor Relations _______________________________ Susie Baker Date Manager, Classification & Compensation _______________________________ _______________________________ Name Date Jon Briggs Date Title Assistant Sheriff


Page 3 of 3


August 13, 2021


transition into the integrated CSA classification, as approved by the Board of Supervisors onAugust 10, 2021, will receive a pay adjustment that places them at Step-12 of CSA salary gradeA1-52.

2) The opportunity to transition from Sr. CST to CSA will remain open until March 20, 2022. Afterwhich time, those Sr. CSTs who elect not to transition to the class of CSA, will be reallocated tothe class of CST and keep all salary and benefits associated with that classification until theyleave or separate from the CST classification. The their salary placement upon reduction to CSTwill be governed pursuant to Article II, Section 6.D. of the Memorandum of Understanding for theCounty General Unit.

3) Sr. CST employees transitioning into the CSA classification shall have their educational minimumqualifications grandfathered in under the terms of this side letter agreement.

4) Sr. CST employees who enter the CSA Transition Program and do not successfully complete theprogram, will return to their prior class of Sr. CST for the purpose of being reallocated to the classof CST. The salary placement upon reduction to CST will be governed pursuant to Article II,Section 6.D. of the Memorandum of Understanding for the County General Unit.

5) CST employees are not limited to remaining in the CST classification and may apply to anyrecruitments for which they meet the minimum qualifications.

6) Sr. CST employees in the process of transitioning, and those who have successfully transitionedinto an integrated CSA classification, will continue to be in separate vacation pools throughoutthe end of the 2021 calendar year. A merged vacation pool of the newly integrated CSAclassification shall commence on January 1, 2022.

7) Sr. CST employees transitioning into the integrated CSA classification under the terms of thisside letter agreement shall not undergo a promotional probation period.

8) Sr. CST employees who successfully transition into the CSA classification, under the terms ofthis agreement, shall retain their ability to cash out accrued vacation balances as outlined below:Vacation Cash Out Where Employee Has No Annual Leave BalancesAfter annual leave has been exhausted, during each fiscal year, employees may request to bepaid for accrued vacation in either two (2) separate increments of up to thirty five (35) hours eachor one (1) increment of up to seventy (70) hours. Such payment shall be made upon requestunless the agency/department determines it is not economically or operationally feasible. In suchcase, payment shall be made as soon as feasible. It is the intent of this provision that the currentpractice regarding payment for vacation remain unchanged.


Side Letter Agreement Between the County of Orange and OCEA for Supervisory Management Unit August 13, 2021 Page 2 of 2

Vacation and Annual Leave Cash Out Where Employee Has Annual Leave 1). An employee with an annual leave balance may cash out vacation time if the employee’s accrued vacation bank is such that she/he will reach the applicable cap (as set forth in Section 1.D. and 1.E, of the County General Unit MOU) some time during the fiscal year unless the employee is able to cash out vacation time. 2). If an employee’s vacation balance will reach the applicable cap some time during the fiscal year, an employee may cash out vacation or any combination of vacation leave and annual leave, to an aggregate total of one hundred twenty (120) hours each fiscal year.

9) Sr. CST employees who successfully transition into the CSA classification, under the terms of this agreement, shall retain their ability to cash out accrued annual leave balances as outlined below:


a) An employee who has less than 600 hours of Annual Leave shall be allowed to cash out 60 hours of Annual Leave; an additional 60 hours may be requested, with its payout at the discretion of the Department/Agency Head.

10) An employee who has 600 or more hours of Annual Leave shall be allowed to cash out up to 120 hours of Annual Leave upon his/her request until such time as his/her accumulation is less than 600 hours, at which point cash out procedures will be governed by Section 7.a. above. This Agreement represents a full and complete settlement of the matter involving the ability for Sr. CST employees to transition into the CSA classification. Employees shall waive claims related to the overlap of classifications or pay discrepancies if such employees are not able to meet the requirements of the CSA classification. The Parties agree that no further grievance, claim, dispute, unfair practice charge, litigation or appeal will be filed regarding these matters.

11) The Parties agree that this Agreement shall not serve as precedent for any other classification

maintenance study, grievance, dispute, lawsuit or appeal, excepting the issues resolved by this Agreement.



_______________________________ _______________________________ Charles Barfield Date Tom Hatch Date General Manager Chief Human Resources Officer


Side Letter Agreement Between the County of Orange and OCEA for Supervisory Management Unit August 13, 2021 Page 2 of 2 ______________________________ _______________________________ Aaron Peardon Date Colette Farnes Date Sr. Labor Relations Representative Director of Employee & Labor Relations _______________________________ Susie Baker Date Manager, Classification & Compensation _______________________________ Jon Briggs Date Assistant Sheriff


Side Letter Agreement Between the County of Orange and OCEA for County General Unit

August 13, 2021

The County of Orange (County), the Orange County Sheriff-Coroner Department (The Department), and the Orange County Employees Association (OCEA) as the Exclusively Recognized Employee Organization for the County General Unit have conferred and in good faith hereby agree to the following provisions specific to the employees in the County General Unit’s Correctional Services Technician (CST) classification who voluntarily transition to the Sheriff’s Correctional Services Assistant (CSA) classification:

1. CST employees who voluntarily enter the CSA Transition Course for the purposes ofpromoting to the class of CSA, whose performance evaluation date is within 90 daysfrom/after the effective date of their promotion to CSA, shall receive his/her performanceevaluation one pay period prior to the effective date of their promotion. The performanceevaluation will be based on the CST’s performance up to the last pay period prior to theeffective date of their promotion to CSA. Any step increase(s) resulting from theperformance evaluation will increase the CST employee’s step and will be included indetermining the salary upon promotion to the CSA classification, therefore generating anew merit and evaluation date under the newly integrated CSA classification.

2. The opportunity to transition from CST to CSA will remain open until March 20, 2022,unless parties mutually agree to an extension. After which time, those who elect to remainCSTs will retain their CST classification until they leave or separate from the CSTclassification.

3. CST employees transitioning into the CSA classification shall have their educationalminimum qualifications grandfathered in under the terms of this side letter agreement.

4. CST employees who enter the CSA Transition Program under the terms of this side letteragreement, and do not successfully complete the program, will return to their prior classof CST and keep all salary and benefits associated with that classification until they leaveor separate from the CST classification.

5. CST employees are not limited to remaining in the CST classification and may apply toany recruitments for which they meet the minimum qualifications.

6. CST employees in the process of transitioning, and those who have successfullytransitioned, into an integrated CSA classification will continue to be in separate vacationpools through the end of the 2021 calendar year. A merged vacation pool of the newlyintegrated CSA classification shall commence for the 2023 vacation selections and shallbe based on County seniority.

7. CST employees promoting into the CSA classification under the terms of this side letteragreement shall not undergo a promotional probation period.

8. This Agreement represents a full and complete settlement of the matter involving theability for CST employees to transition into the CSA classification. Employees shall waiveclaims related to the overlap of classifications or pay discrepancies if such employees arenot able to meet the requirements of the CSA classification. The Parties agree that nofurther grievance, claim, dispute, unfair practice charge, litigation or appeal will be filedregarding these matters.

9. The Parties agree that this Agreement shall not serve as precedent for any otherclassification maintenance study, grievance, dispute, lawsuit or appeal, excepting theissues resolved by this Agreement.

Attachment G – Side Letter Agreement – County General Unit - CST Page 1 of 2

Side Letter Agreement Between the County of Orange and OCEA for County General Unit August 13, 2021 Page 2 of 2

All other terms and conditions contained in the 2021-2022 General Unit MOU executed between the County and the OCEA/CSA Unit shall remain unchanged and unaffected by this Side Letter Agreement.

FOR OCEA FOR THE COUNTY OF ORANGE: _______________________________ _________________________________ Charles Barfield Date Tom Hatch Date General Manager Chief Human Resources Officer ______________________________ _________________________________ Aaron Peardon Date Colette Farnes Date Sr. Labor Relations Representative Director, Employee & Labor Relations _________________________________ Susie Baker Date Manager, Classification & Compensation _________________________________ Jon Briggs Date Assistant Sheriff

Attachment G – Side Letter Agreement – County General Unit - CST Page 2 of 2

Documents

Side Letter Agreement Between the County of Orange and