Riverside Takes Big Step for Child Safety by Ending Stand-By/Call-Back

Together, Riverside social workers and county management have ended the Stand-By/Call-Back system.  By August, the county will implement the command post which will eliminate mandatory shifts and reduce heavy caseloads.  This will allow social workers the room to improve caseloads during their regular shifts. 
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“We are optimistic that the command post model will help us improve quality of care. We’ll have to work out the bugs, but this is a step in the right direction for children’s safety. It’s also reassuring to know that we are getting support from all sides including Human Resources and the Board of Supervisors,” said Nancy Duncan, a social worker specializing in adoptions. “Now we will continue to work on improving caseloads during our regular shifts.”

Shift Differential:   
Employees assigned to the Command Post will be paid an additional 60¢ per hour evening shift differential (for a total of $1.20 per hour) for all hours actually worked between 3:00 p.m. and 11:00 p.m.  Employees assigned to the Command Post shall be paid the regular MOU night shift differential for all qualifying hours actually worked between 11:00 p.m. and 7:30 a.m. 

Retention Bonus:   
Employees assigned to the Command Post will receive a quarterly retention bonus of $1,050.  To qualify for the quarterly retention bonus an employee assigned to the Command Post must actually work at least 39 (i.e. 75%) of his/her regularly scheduled Command Post shifts during the fiscal quarter.  The retention bonus will be prorated during the first and last fiscal quarter the employee is assigned to the Command Post, assuming the employee actually works 75% of his/her regularly scheduled shifts during these quarters.