Local 829, American Federation of State, County and Municipal Employees, AFL-CIO, Local 521, Service Employees International Union, and representatives of the County of San Mateo have met and conferred in good faith regarding wages, hours and other terms and conditions of employment of extra-help employees in the representation units listed

AFSCME – Telecommunications Salaries: 11/23/2014 Class Code Class Title Work Group Range A B C D E E478 LEAD TELEPHONE OPERATOR 1 2977 $ 1,905.60 $ 2,014.40 $ 2,130.40 $ 2,252.00 $ 2,381.60 E480 TELEPHONE OPERATOR 1 2411 $ 1,543.20 $ 1,631.20 $ 1,724.80 $ 1,824.00 $ 1,928.80 V053 TELEPHONE

Communications Dispatchers II who are qualified as cross-trained dispatchers shall receive premium pay of one-half step (2.87%) in addition to their base salary. A cross-trained dispatcher is defined as a Communications Dispatcher II who is currently certified at all radios. This premium pay shall not be granted until training is received

The Professional Practices Committee shall be established consisting of no more than three (3) employees selected by the Union who are covered by this Memorandum of Understanding. The objectives of the Professional Practices Committee shall be to consider constructively the professional practice of medical technology and to consider ways and

The County and the Union have agreed on a tool allowance of Three hundred and Seven dollars ($307.00) per year for the Auto Service Worker I/II and III, Auto Mechanic, Auto Mechanic Trainee and Automotive Services Supervisor classifications. The allowance shall be in the form of a reimbursement for actual expenses

The County and the Union have agreed to the following equity adjustments which shall become effective October 12, 2014. The salary rate listed in the salary exhibits includes this increase. Classification                                   Equity Code Compliance Officer/Senior     4.1% Departmental management shall discuss with employees proposed reassignments from one division to another, including

The County and the Union have agreed to the following equity adjustments which shall become effective as specified. The salary rate listed in the salary exhibits includes this increase. Classification                     Equity Park Ranger I-IV                 4.6% New employees shall receive a thirteen (13) biweekly pay period allowance by the completion of

Shift Differential. Nurses shall be paid at the rate specified in Section 8.1 (1) when assigned to a shift which starts after 1:59 p.m. and before 10:00 p.m. Rest Period. Each institutional Nurse shall have an unbroken rest period of at least twelve (12) hours between shifts, and of at least fifty-five

The County shall continue to provide appropriate uniforms for employees of the Food Services Division who must wear a uniform. In accordance with this provision, Lab Coats will be made available to all Food Services Supervisors. The County has agreed to provide knives for those culinary personnel required to use

The County and the Union have agreed to the following equity adjustments which shall become effective October 12, 2014. The salary rate listed in the salary exhibits includes this increase. Classification                                                               Equity Environmental Health Specialists I-IV/Supervisors     2.65% Hazardous Materials Specialists I-IV/Supervisors       2.65% Environmental Health employees in the following classifications, Environmental

The County and the Union have agreed to the following equity adjustments which shall become effective October 12, 2014. The salary rate listed in the salary exhibits includes this increase. Classification Equity Welfare Fraud Investigator 1.0% At such time as Continuing Education (CE) credits are required as a condition of

The County and the Union have agreed to the following equity adjustments which shall become effective October 12, 2014. The salary rate listed in the salary exhibits includes this increase. Classification Equities Epidemiologist/Supervising 8.0% Pharmacist/Supervising 1.3% Pharmacy Technicians 5.0% Radiologic Technologists/Supervising 10.0% Imaging Specialists/Lead Imaging Specialist 10.0% Respiratory Therapist I-III

The following list summarizes the various benefit programs in effect for employees as of April 1, 2011: MEDICAL (Active): The County pays 85% of the total premium for Kaiser or Blue Shield HMO plans (employees pay 15% of the total premium) and the County pays 75% of the total premium

A probationary or permanent employee who has resigned in good standing or accepted a voluntary demotion may, within two years following the effective date of the resignation or voluntary demotion, request that the Human Resources Director place his/her name on the reinstatement eligible list for any classification for which he/she

45.1 Past Practices Continuance of working conditions and practices not specifically authorized by ordinance or by resolution of the Board of Supervisors is not guaranteed by this Memorandum of Understanding. 45.2 Existing MOU This Memorandum of Understanding shall supersede all existing memoranda of understanding between the County and the Union.

In the event that any provision of this Memorandum of Understanding is declared by a court of competent jurisdiction to be illegal or unenforceable, that provision of the Memorandum of Understanding shall be null and void but such nullification shall not affect any other provisions of this Memorandum of Understanding,

The County will notify the Union of its intent to contract or subcontract work customarily performed by members of the AFSCME bargaining units where such contracting or subcontracting would result in loss or potential loss through attrition or layoff of such bargaining unit members. The County will make such notification

During the term of agreement, upon request from the County, the Union agrees to meet and confer regarding issues within scope of representation related to the implementation of the Workday Human Resources information system.

41.1   Employee Assistance Committee The County shall maintain a management/employee committee that is charged with the responsibility for reviewing the Employee Assistance Program in San Mateo County. The employee representatives include one (1) employee from AFSCME. The County will provide young adult dependents and domestic partners access to the Employee Assistance

With regards to the investigation of a possible criminal offense, if such investigation leads to neither conviction nor to disciplinary action, reference to the investigation shall be removed from the employee’s personnel file. If the criminal investigation results in conviction and/or disciplinary action any reference to the investigation which may

This Section does not apply to the records of an employee relating to the investigation of a possible criminal offense or to letters of reference; provided, however, that pre‑employment reference materials obtained in confidence shall be removed from official personnel files after one (1) year of continuous County employment.

Employees may request in writing to the Department Head with a copy to the Human Resources Director that letters of reprimand which are two (2) or more years old be sealed and kept separate from the employee’s personnel files. Said letters of reprimand shall be sealed and removed provided the

At or before time of placement, employees shall be given copies of all letters or memoranda concerning the employee’s job performance which are to be placed in the employee’s official personnel file(s).

The County shall provide an opportunity for the employee to respond in writing, or personal interview, to any information about which he/she disagrees. Such response shall become a permanent part of the employee’s personnel record. The employee shall be responsible for providing the written responses to be included as part

40.1 Employee Review Each employee shall have the right to inspect and review any official record relating to his/her performance as an employee or to a grievance concerning the employee which is kept or maintained by the County. The contents of such records shall be made available to the employee

If an employee covered by this Memorandum of Understanding suffers loss of compensation due to the inequitable application of rules, regulations, policies and procedures and where said loss of compensation is not subject to the grievance procedure specified in Section 38 of the Memorandum of Understanding, the employee shall attempt to

The provisions of this Section shall not abridge any rights to which an employee may be entitled under the County Charter, nor shall it be administered in a manner which would abrogate any power which, under the County Charter may be within the sole province and discretion of the Civil

The Union, its members and representatives, agree that it and they will not engage in, authorize, sanction or support any strike, slowdown, stoppage of work, curtailment of production, concerted refusal of overtime work, refusal to operate designated equipment (provided such equipment is safe and sound) or to perform customary duties;

Irrespective of the defenses of timeliness and/or arbitrability, all issues and remedies shall be fully discussed and/or responded to at each level, prior to and including arbitration, without prejudice to those defenses. For the purpose of meeting timelines, postmarks or date of hand delivery shall establish the dates of receipt.

All complaints involving or concerning the payment of compensation shall be initially filed in writing with the Human Resources Director. Only complaints which allege that employees are not being compensated in accordance with the provisions of this Memorandum of Understanding shall be considered as grievances. Any other matters of compensation

Decisions of Adjustment Boards and arbitrators on matters properly before them shall be final and binding on the parties hereto, to the extent permitted by the Charter of the County. No Adjustment Board and no arbitrator shall entertain, hear, decide or make recommendations on any dispute unless such dispute involves

Grievances shall be processed in the following manner: Step 1. Department Head and/or the Designated Representative Any employee who believes that he/she has a grievance may discuss his/her complaint with such management official in the department in which he/she works as the department head may designate. If the issue is

38.1 Definition A grievance is any dispute which involves the interpretation or application of any provision of this Memorandum of Understanding excluding, however, those provisions of this Memorandum of Understanding which specifically provide that the decision of any County official shall be final, the interpretation or application of those provisions

The appointing authority may dismiss, issue non-punitive disciplinary letters to, suspend, reduce in step, or demote any employee in the classified service provided the rules and regulations of the Civil Service Commission are followed. A reduction in step is defined as movement to the next lower salary step in the

Probationary employees are entitled to clarification of below standard evaluations and may request that a union representative be present. All such requests must first be made to the Human Resources Director, or his/her designee.

Permanent employees may also request an informal appeal of below standard evaluations. At the request of the employee and the union to the Human Resources Director or his/her designee, a meeting will be arranged in an effort to clarify and, if possible, resolve areas of disagreement. Such meetings will be

36.1   Formal Appeal Notwithstanding the provisions of Section 38 of the Memorandum of Understanding, appeals of permanent employees relating to performance evaluations which are below a standard score or rating set by the Human Resources Director shall go directly to the Civil Service Commission. Upon receipt of the appeal the

Permanent employees who transfer to another position in the same classification within the same department shall not be required to undergo a new probationary period in the position into which transferred. Employees who transfer within the same class to another department may be required by the department head to start

The appointing authority may terminate a probationary employee at any time during the probationary period without right of appeal in any manner and without recourse to the procedures provided in Section 38 (Grievances) hereof, except when the employee alleges, and substantiates in writing that the termination was due to discrimination prohibited

An employee who is laid off and subsequently appointed as a result of certification from a general employment eligible list to a position in a different classification than that from which laid off shall undergo the probationary period prescribed for the class to which appointed. Former probationary employees whose names

An employee who is not rejected prior to the completion of the prescribed probationary period shall acquire permanent status automatically. Former permanent employees appointed from a reemployment eligible list shall be given permanent appointments when re-employed. Permanent employees who are involuntarily demoted to lower classifications shall be given permanent appointments

35.1 Length Probationary employees shall undergo a probationary period of 1040 regular hours, unless a longer period, not to exceed 2080 regular hours is prescribed by the Civil Service Commission for their classifications. Individual probationary periods may be extended with good cause upon request of the department head and concurrence

When feasible, the County will offer work-out-of-class assignments to qualified, interested permanent employees prior to offering such assignments to extra-help employees. Departments will solicit interest in such assignments via bulletin board posting, internal memo, and/or email within the department or division as the department deems appropriate. If offered, it is

No employee shall be required regularly to perform duties of a position outside of the classification to which he/she has been appointed. However, employees may be assigned temporarily duties outside their classification. In addition, under the conditions described in the Rules of the Civil Service Commission, a department head may

32.1 Employee Preference If it becomes necessary to transfer permanently one or more employees from one geographical location to one or more work locations in different cities, employees at the original geographical location who are working in the affected classifications shall be given an opportunity to express their desires for

When the workload increases so that a part-time position becomes full-time, the Human Resources Director may at his/her sole discretion, certify that part-time employee to a full-time position in the same geographical location.

The Labor-Management Career Opportunities Program Committee will meet quarterly during the term of the agreement to evaluate and recommend modifications, if necessary, to allow the program to meet the needs of the participants. Such modifications may include revisions to the classes listed in Exhibits L 1 and L 2.

Notwithstanding the provisions of the Grievance Section of the Memorandum of Understanding appeals of employees of applications of the procedures of the Career Opportunities Program shall go directly to the Human Resources Director and if not satisfactorily resolved then to the Civil Service Commission. Procedures that are appealable under this

A.     Promotional Opportunities Recruitments for classifications covered by this program will be conducted on either a promotional basis (as designated in Exhibit L 1.) or an open and promotional basis (as designated in Exhibit L 2.). All recruitments for these classifications will be conducted in accordance with the Civil Service

30.1   Purpose The purpose of the Career Opportunities Program is to provide current employees with opportunities to promote, transfer, or change careers within the County in a way that is fair, competitive, easily understandable, efficient and appropriate to the County’s needs. Investing in and utilizing talents of its employees will

Permanent employees who are promoted to a higher classification shall undergo the probationary period prescribed for the higher classification, but shall have the right to demote to their former classification in their former department if a vacancy in their former classification exists. If no vacancy exists, such employees shall be

General Promotional Eligible Lists: The names of applicants successful in general promotional examinations shall be placed on general promotional eligible lists for the classifications examined. Departmental Promotional Eligible Lists: The names of applicants successful in departmental promotional examinations shall be placed on departmental promotional eligible lists for the classifications examined.

29.1   Examinations Open Examinations: Any person who meets the minimum qualifications for the job classification may compete. General Promotional Examinations: Permanent and probationary employees who have served at least six months in such status prior to the date of the examination are eligible to compete. Persons who have been laid

The County shall continue to provide its present long term income protection plan for permanent employees at no cost to said employees; provided, however, that in order to be eligible for such plan, employees must have been employed by the County for three (3) or more years. Effective with disabilities

Employees, depending on pre‑qualification, may purchase additional term life insurance to a maximum of $250,000 for employee, $125,000 for spouse, and $10,000 for dependents. Applying for additional life insurance will not place an employee’s current level of insurability at risk.

26.1 Coverage Employees shall be covered by life insurance and accidental death insurance as follows: The County shall provide Twenty Thousand Dollars ($20,000) of life insurance for each employee. The County shall provide Five Hundred Dollars ($500) of life insurance for the employee’s spouse and up to a maximum of

Employees hired on or after August 7, 2011 will pay fifty percent (50%) of the Retirement COLA cost as determined by SamCERA. COLA costs are included in the Plan 7 statutory rate. Effective July 5, 2015, all employees will pay fifty percent (50%) of the Retirement COLA cost as determined

Effective March 13, 2005, the County implemented the 2%@55.5 retirement enhancement (Government Code Section 31676.14) for employees in Plans 1, 2 or 4. The enhancement applies to all future service and all service back to the date of employment pursuant to the Board of Supervisor’s authority under Government Code section

25.1 Longevity Pay Effective November 23, 2014, the County shall discontinue employer pick up of the employee’s statutorily required retirement contribution. Effective November 23, 2014, County pick-up shall be replaced by longevity pay as follows: One and one-half percent (1.5%) salary increase after the equivalent of ten (10) years of

The County agrees to receive and discuss any suggestions the Unions may have for improvement of the booklets or folders describing various employee benefits provided by the County.

The County shall issue each employee one Flexible Spending Account (FSA) “Debit Card” with a value of two hundred dollars ($200) on January 1, 2015.

Effective July 1, 2017, the County and Union shall reopen the issue of payment of “the Cadillac Tax” under the Affordable Care Act.

Health plan changes that are initiated by the health plan based on either legislative/ regulatory changes or health plan organization policy changes are provided to employers each year. These changes are typically not significant in terms of the number of individuals who are impacted by the change. For instance, they

Agreements reached as part of the Benefits Committee may be implemented outside of negotiations if employee organizations representing a majority of employees agree, providing, however, all employee organizations are given an opportunity to meet and confer regarding such agreements.

During the term of this agreement, the County agrees to continue all benefit programs at current benefit levels as listed in the MOU and the Benefit Summary.

24.1 New Plans During the term of this Memorandum of Understanding, the County and the Unions shall convene the Benefits Commttee to investigate the feasibility of revising medical and/or dental coverage and/or plan(s and strategies to integrate wellness program participation into benefit insurance cost structure, including FSA debit cards. The

The County shall provide vision care coverage for employees and their eligible dependents. The County will pay the entire premium for this coverage.

The County shall continue to offer the Delta Dental and County Dental Plan currently in effect.

Subject to applicable federal regulations, the County agrees to provide a deferred compensation plan that allows employees to defer compensation on a pre-tax basis through payroll deduction.   Effective January 1, 2016, each new employee will be automatically enrolled in the County’s Deferred Compensation program, at the rate of one percent

Effective October 20, 1996 grandchildren of custodial grandparents will be eligible dependents on all health, dental, and vision plans, whether or not formal adoption has occurred. This eligibility is contingent on documentation which is acceptable to the Health Plan.

The County shall continue its practice of calculating employee contributions for health and dental premiums on a pre‑tax basis consistent with Section 125 of the IRS Code.

Retirees who live in areas where no County Health plan coverage is available, and who are eligible for conversion of sick leave credits to a County contribution toward health plan premiums, may receive such contribution in cash while continuously enrolled in an alternate health plan in the area of residence.

Employees who retire after March 31, 2008 will, upon exhaustion of accrued sick leave, be credited with additional hours of sick leave as follows: With at least 10 but less than 15 years of service with the County of San Mateo – 96 hours With at least 15 but less

The surviving spouse of an active employee who dies may, if he/she elects a retirement allowance, convert the employee’s accrued sick leave to the above specified limits providing that the employee was age 55 or over with at least twenty years (20) of continuous service.

For County employees occupying permanent part-time positions, who work a minimum of forty (40), but less than sixty (60) hours in a biweekly pay period, the County will pay one‑half (½) of the hospital and medical care premiums described above. For County employees occupying permanent part-time positions who work a

21.1 Payment of Healthcare Premiums The County and covered employees share in the cost of health care premiums. The County will pay 85% of the total premium for the Kaiser HMO , Blue Shield HMO, or Kaiser High Deductible Health Plans(employees pay 15% of the total premium), and the County

The County will provide up to two days paid bereavement leave upon the death of an employee’s parents, spouse, domestic partner, child, or step-child. In addition, employees may utilize accrued sick leave pursuant to Section 19.2-4.

Educational leave of absence with pay may be granted to employees under the conditions specified in this Section. In order to be granted educational leave of absence with pay an employee must submit on the prescribed form a request to the appointing authority containing all information required to evaluate the

Upon approval by the department head, an employee, other than extra-help or a seasonal worker, shall be permitted authorized absence from duty for appearance in Court because of jury service, in obedience to subpoena or by direction of proper authority, in accordance with the following provisions: Said absence from duty

The provisions of the Military and Veterans Code of the State of California as well as the Uniformed Services Employment and Reemployment Rights Act (USERRA) shall govern military leave of County employees.

General Provisions Qualifying: Only permanent or probationary employees occupying permanent positions are eligible for leaves of absence without pay under the provisions of this Section. Application for and Approval of Leaves of Absence Without Pay: In order to receive leave without pay, an employee must submit a request on the

Job Incurred Disability Leave With Pay Definition: Job incurred disability leave with pay is an employee’s absence from duty with pay because of disability caused by illness or injury arising out of and in the course of his/her employment which has been declared to be compensable under the Workers’ Compensation

Any authorized absence without pay (regardless of length) which begins on or after October 20, 1996, shall not be included in determining salary adjustment rights, or any seniority rights, based on the length of employment.

Employees on leaves of absence without pay for more than two (2) biweekly pay periods shall not be entitled to payment of the County’s portion of the premiums for the health, dental, life, or long-term disability insurance, except as provided hereinafter. The entitlement to payment of the County’s portion of

20.1   General Employees shall not be entitled to leaves of absence as a matter of right, but only in accordance with the provisions of law and this Memorandum of Understanding. Unless otherwise provided, the granting of a leave of absence also grants to the employee the right to return to

Leave credits may be transferred from one or more donating employees to another receiving employee under the following conditions: The receiving employee is a permanent full or part-time employee whose participation has been approved by his/her department head; The receiving employee or the receiving employee’s spouse/domestic partner or direct family

An employee who is injured or who becomes ill while on vacation may be paid for sick leave in lieu of vacation provided that the employee: was hospitalized during the period for which sick leave is claimed, or received medical treatment or diagnosis and presents a statement indicating illness or

If the appointing authority has been informed through a doctor’s report of a medical examination, that an employee is not capable of properly performing his/her duties, he/she may require the employee to absent himself/herself from work until the incapacity is remedied. During such absence the employee may utilize any accumulated

When an employee who has been working in a seasonal or extra-help category is appointed to a permanent position such appointee shall receive credit for such extra-help or seasonal period of service in computing accumulated sick leave, provided that no credit shall be given for service preceding any period of