HomeMy WebLinkAboutDoc 458 - CATeam Schedule Agrmt
SCHEDULING AGREEMENT
FOR COMMUNITY ASSESSMENT TEAM EMPLOYEES
Effective: July 1, 2010
Scheduling Agreement between and among the DESCHUTES COUNTY BEHAVIORAL
HEALTH DEPARTMENT (DCBH) and the COMMUNITY ASSESSMENT TEAM (CATeam)
employees.
A. OVERVIEW OF POSITION AND SCHEDULE:
The primary purpose of the Community Assessment Team is to provide effective crisis
intervention services to people in Deschutes County. The CATeam’s primary goal is to provide
effective crisis intervention and pre-commitment evaluations to clients on acute care units, crisis
walk-in and telephonic crisis intervention and referral services at Deschutes County Behavioral
Health .
1. Scheduling is in 9.5 hours shifts, from 7 am to 5:30 pm with seven (7) day per week
coverage. The normal schedule for a CATeam position will be five (5) days on and
five (5) days off. Schedule changes are at the discretion of the CATeam Supervisor
and must be approved and assigned by the Community Assessment Team (CAT)
supervisor. The CATeam supervisor will take into consideration the balance of
scheduled days on and off when approving or denying requests.
2. Each CATeam employee will be a salaried exempt employee- paid in equal monthly
amounts over the course of a 12 month period. There will be no over-time pay and no
additional compensation for shifts worked on actual holidays. The only additional
compensation will be as outlined in Section D.6. Pay and work hour requirements
will be based on the standard requirement for all full-time employees of 2072
hours/year- including compensation for annual leave (vacation and personal time off)
and holidays.
3. Calculation of credited work hours will be based on a fiscal year – July 1- June 30,
and pro-rated for varying start dates of new employees. If a staff person is hired with
less than 3 months remaining in a fiscal year, credited hours worked will not be
calculated until after the following full fiscal year, taking into account the full time
period from date of hire.
For Recording Stamp Only
REVIEWED
______________
LEGAL COUNSEL
CAT Scheduling agreement Page 1 of 6—County Doc# 2010-458
4. Annual Leave and Holiday compensation: For CATeam employees, annual leave will
accrue as designated vacation and personal time off (PTO) leave in lieu of a
combined time management. Due to the unique scheduling nature of the CATeam
positions, both vacation and holiday leave will be incorporated into the schedule on a
monthly basis The remaining portion of time management to which an employee is
entitled will be designated in a PTO Bank that will be accessible for illnesses beyond
3 days. (Please refer to C. Employee Benefit Section for further details)
5. CATeam staff will be union represented employees, and all issues not outlined in this
agreement will be as covered in the AFSCME union contract.
6. It is recognized that there may be events which require a change to be made to the
regularly scheduled work hour under this scheduling agreement in order to provide
sufficient coverage of required crisis duties. Such events might include staff
vacancies, extended leave, or other department needs. Any notice of changes to
regularly scheduled work hours (i.e. 5 days on 5 days off) will be made in accordance
with AFSCME union contract.
B. SCHEDULE AND WORK HOUR DOCUMENTATION
1. The CATeam will consist of 2 full-time Qualified Mental Health Professional
(QMHP) staff employed by DCBH. The normal work schedule for the period of this
contract will be 5 days on followed by 5 days off, covering 7 days/week. Required
work hours will be based on the standard of 2072 hours per year for a full-time
employee.
2. Each CATeam employee will work 9.5 hours for each scheduled shift.
Generally, because of the 2 person configuration, each CATeam employee will be
assigned to work an average of 182 days per year. Additional hours will be required
to perform other duties on days when the employee is not the primary CATeam staff
scheduled. Additional duties may the following:
Employees may be required to staff meetings scheduled during non-shift hrs.
In addition, employees will be required to provide follow-up services, such as
court appearances for civil commitment hearings, follow-up on involuntary
petitions, community consultation and education services, training or
administrative support to the organization, etc. on days during which they are
not the primary assigned CATeam staff.
All additional duties will be recorded on the time sheet based on actual work
hours
All recorded hours will be counted toward the 2072 hour standard for a 1.0 FTE
CAT Scheduling agreement Page 2 of 6—County Doc# 2010-458
C. EMPLOYEE BENEFITS/ANNUAL LEAVE
1. Total Leave Benefit: Each CATeam employee earns the following benefit package
(based upon a normal 40 hour/week county job) on an annual basis. Total benefit
hours for vacation, personal time off and holiday time will equal the time
management and holiday benefit of a normal 40 hour employee.
Annual Leave: Earned Accumulation
Vacation 14 hours/month
Personal Time Off (PTO):
0-48 months 4 hours/month
49-108 months 6 hours/month
109-168 months 8 hours/month
169-228 months 10 hours/month
229+ months 12 hours/month
Total Time Management: 216-312 hours annually
Holiday Leave (10 days per year): 6.67 hours/month
All listed benefit levels are for full-time employees and benefits are prorated for less
than 1.0 FTE.
2. Vacation and Holiday Leave: Due to the unique characteristics of scheduling the
CATeam job, holiday leave and the vacation portion of annual leave will be
accounted for in the following manner:
a. Holiday leave and Vacation leave are provided within the 5 days on and 5 days
off schedule. Therefore, each CATeam will be debited with 14 hours vacation
and 6.67 hours of holiday per pay period worked. This means that for a CATeam
employee, vacation and holiday hours will be both accrued and used in each of
the 12 pay periods throughout the year.
b. Because allowance is made for the CATeam employee to utilize the full vacation
and holiday benefit allotment of their respective hours per month, no vacation or
holiday hours will be carried from one month or year to the next.
3. Personal Time Off (PTO)
a. For normal illness leave (up through three days), the CATeam employee is
expected to trade scheduled days off with the other member of their respective
team. In the event of an emergency situation where the CATeam employee is
unable to schedule their replacement, their respective supervisor or designee will
arrange that replacement in their behalf. For extended illness leaves (i.e. in excess
of three consecutive working days), or situations where a trade of shift is not
possible, a CATeam employee may use their individual PTO bank.
CAT Scheduling agreement Page 3 of 6—County Doc# 2010-458
b. Because PTO is being accrued in lieu of time management, unused PTO benefits
will be paid to the CATeam employee at the point of termination from
employment. If a CATeam employee leaves employment on the CATeam team,
but remains an employee of Deschutes County, unused PTO leave bank will be
converted to time management and be subject to time management rules as
outlined in the union contract.
c. When needed, PTO bank leave will also be used to meet the 2072 hour annual
requirement. (Please refer to Section D. Work Hour Calculation #5).
d. Once a CATeam employee reaches a minimum of 216 hours in their PTO bank,
they will be eligible to “sell back” up to 40 hours per year as per county policy
regarding time management sell back.
e. The maximum PTO bank that a CATeam employee will be allowed to accrue is
480 hours. This will be calculated as of June 30th of each year. Any hours above
480 will automatically be paid to the employee within the following pay period at
their hourly rate as of June 30th.
4. Employees with existing time management leave:
If an employee with existing time management leave is hired into a CATeam position
under this agreement, all time management leave will be converted into PTO leave
and be governed by the guidelines as outlined above in C.3. Personal Time Off
Leave.
5. All other employee benefits, including health plan participation and retirement
program options are identical to those available to other DCBH employees.
D. WORK HOUR CALCULATION
1. Required work hours on based on 2072 hours per year for a full-time employee and are
calculated as follows:
Average 182 days/year scheduled x 9.5 hours/day = 1729 hours
Annual vacation time in schedule
14 hours/month x 12 months = 168 hours
Annual holiday time in schedule
6.67 hours/month x 12 months = 80 hours
Total Schedule Hours 1977 hours
Required Hours 2072
-Scheduled Hours -1977
Hours remaining 95
CAT Scheduling agreement Page 4 of 6—County Doc# 2010-458
2. The remaining additional hours will be scheduled outside of standard rotation to perform
other required duties as outlined in Section B.
3. It should be noted that while 182 days per year will be the average scheduled days, the
exact number of days scheduled may vary based on the actual rotation of each CATeam
member. Actual days/hours worked will be calculated for each CATeam member based
on the assigned schedule each fiscal year, and additional hours required to meet required
2072 will be adjusted accordingly.
4. Required work hours are calculated on a fiscal year basis and will be pro-rated for new
employees based on actual hire date.
5. The CATeam supervisor will monitor the actual hours worked throughout the year. By
April 30th of each year, DCBH will calculate the total number of hours worked for each
CATeam employee to determine any schedule adjustments (additional hours or decreased
hours) that may be needed to meet the 2072 requirement. When workload needs do not
require additional scheduled hours, the employee will be given the option to use accrued
PTO leave to reach the required 2072 annual requirement.
6. As a standard, it is expected that employee’s will not work in excess of 2072 hours/year.
However, due to such events as employee turnover or extensive illness, it may be
occasion when it is necessary for a CATeam employee to work days in excess of the
2072 hours/year. A CATeam employee shall not be required to work in excess of 2072
hours per fiscal year without additional compensation. Such compensation beyond the
2072 hours shall be paid at straight time at each individual CATeam employee’s hourly
rate of pay (as of June 30th) times the number of hours worked beyond the 2072 hours
expected.
7. DCBH and the CATeam employee shall reconcile any balance due at the end of each
fiscal year. The accounting period to determine use of PTO to meet 2072 hours, or
additional pay for hours worked in excess of 2072 hours will be July 1st- June 30th.
Payment for extra hours worked will be made within 31 days of the close of the
accounting period each year. For employees who start in a CATeam position within the
last 3 months of a fiscal year, reconciliation of hours worked may be extended to the end
of the following fiscal year.
8. If an employee leaves an CATeam position (i.e. leaves employment or transfers to
another position within the county) part way through a fiscal year –required work hours
will be pro-rated. Any additional pay owed to the employee or PTO leave required to be
used will be based on this pro-rated work hour calculation.
CAT Scheduling agreement Page 5 of 6—County Doc# 2010-458