I. Extra-help Usage: Temporary absence of a regular employee Short-term variation in workload Short-term special project/assignment/pilot program Temporary filling of a vacant position Eligible Classifications: Classifications represented by AFSCME and SEIU, other than seasonal/periodic and relief. Compensation: Hourly wage, at the same rate of pay as regular employees who are

Advance Payments for Extra-Help Auditor-Appraisers. For out of town assignments for a period greater than one week, extra-help Auditor-Appraisers will be allowed up to $2,000.00 as an advance on expenses. Operational/Management Audits. Extra-help Senior Internal Auditors in the Controller’s Office who are assigned to conduct operational/management audits shall receive a

Extra-help Medical Services Assistants II who are assigned to the clinics and perform advanced patient care duties as defined in the classification specification shall receive a differential of 6.2% in addition to all other compensation. Extra-help professional staff designated by the department head who provide child or adult protective services

Upon request from an Extra-Help employee and the employee’s completion of one thousand forty (1,040) hours of service within the same assignment, the County shall provide a performance evaluation to the employee. This section shall not be subject to the grievance procedure in this MOU.

Effective the first pay period following Union ratification, a salary differential of Fifty-five ($55.00) biweekly shall be paid incumbents of positions requiring bilingual proficiency as designated by the appointing authority and Human Resources Director. Said differential shall be prorated for employees working less than full-time or who are in an

The County will designate a separate group of Extra Help employees in the AFSCME/ SEIU Extra Help bargaining unit, entitled Limited Term Employees, consisting solely of limited term employees in the Agile Workforce Program. The County will use Limited Term Employees only in the following circumstances, at the County’s discretion,

This Memorandum of Understanding shall be presented by the Unions to represented extra-help employees to be covered hereby for ratification by said employees, and shall thereafter be presented to the Board of Supervisors as the joint recommendations of the undersigned commencing October 31, 2015 through 90 days following the expiration

It is understood this Agreement represents a complete and final understanding on all negotiable issues between the County and its Departments and the Union. This Agreement supersedes all previous memoranda of understanding, memoranda of agreement and written or unwritten past practices pertaining to wages, hours and conditions of employment between

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 or SEIU Extra-help bargaining units where such contracting or subcontracting to non-County entities would result in loss or potential loss through attrition or release of such bargaining unit members.

Departments will, at their sole discretion, provide training opportunities to extra-help employees and pay them at straight time for their attendance, unless monetary payment at a different rate is prescribed for an employee covered by the Fair Labor Standards Act.  

The County shall provide an opportunity for the extra-help 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 extra-help employee’s personnel record. The extra-help employee shall be responsible for providing the written responses to be

Each extra-help employee shall have the right to inspect and review any official record relating to his/her performance or to a grievance concerning him/her that is kept or maintained by the County. The contents of such records shall be made available to the extra-help employee for inspection and review at

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;

Grievances shall be processed in the following manner: Step 1. Department Head and/or the Designated Representative   Any extra-help 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

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 not being

The County shall continue to enroll eligible extra-help employees in the Part-Time, Seasonal, Temporary Retirement Plan. Each pay period, 7.5%, or that amount designated by law, shall be deducted from each extra-help employee’s salary and deposited into his/her  Part-Time, Seasonal, Temporary Retirement Plan  account. Contributions and investment returns, minus administrative

The County’s share of the premium will be equal to eighty-five percent (85%) of the cost for employee only coverage (two hundred dollars and fifty seven cents ($200.57) for 2015.) The Employee cost will be any remaining cost of the premium for the coverage tier selected.

The County will determine ACA eligibility by virtue of the extra-help employees’ appointed FTE (Full-Time Equivalent) upon hire or actual hours worked within a measurement period. Category A (Appointed FTE) Extra-help employees who work a Full Time Equivalent (FTE) of 0.75 or more (as defined by the Patient Protection and

The ongoing eligibility period is from September 1, through August 31, of each year.  Category A Extra Help employees in Category A are not required to work thirty 30 hours per pay period during the “off-season”. At the end of the working season, when Category A individuals drop off payroll

Extra-help employees in classifications designated as “relief” are not eligible for coverage. The County will review the eligibility of extra-help employees in other classifications within the following two categories: Category A Extra-help employees in the classifications of Election Technician, Library Aide, Park Aide and Pest Detection Specialist, who have worked

The HealthWorx Health Insurance Plan is a health benefit for extra-help employees who meet certain eligibility criteria, as outlined below. Coverage is for the extra-help employee only, and does not cover spouses or other dependents. Extra-help employees who have other health coverage are not eligible. Extra-help employees who are eligible

At the union’s request, the Director of Human Resources, or his/her designee, shall meet with AFSCME and SEIU representatives as necessary to discuss the unions’ recommendations and justifications for conversion of extra help hours to permanent positions. Human Resources will communicate the unions’ recommendations and accompanying justifications directly to the

Initial action to approve or disapprove any leave of absence shall be by the extra-help employee’s department head; however, leaves of absence of more than two (2) biweekly pay periods must also be approved by the Director of Human Resources. Denial of requested leave in whole or in part at

No leave of absence without pay, or combination of leaves of absence without pay, shall exceed the amount of time off allowed under the Family and Medical Leave Act (FMLA)/California Family Rights Act (CFRA), the Pregnancy Disability Leave Law (PDLL), and all other applicable laws, and provided the extra-help employee

Extra-help employees shall not be entitled to leaves of absence without pay 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 without pay also grants to the extra-help employee the

Employees may use accrued sick leave beginning on the ninetieth (90th) day of employment. Employees may use up to twenty-four (24) hours or up to the equivalent of three (3) regularly scheduled shifts of Sick leave in a twelve (12) month period, for the following purposes: Diagnosis, care, or treatment

Extra-help employees, excluding term employees, do not accrue sick leave credits. Effective July 1, 2015, upon working thirty (30) days within one (1) year of beginning employment and on an annual basis thereafter for the period of continued employment, the employer shall grant each employee twenty-four (24) hours or the

Extra Help Applicants for New Positions Extra Help employees with a minimum of 1040 continuous hours of service, defined as no break in service of greater than 28 days, are eligible to apply in recruitments designated as: Department Only County Promotional Only Open and Promotional Open For ranking purposes, Extra

Extra-help employees who work on a holiday shall be compensated for such time worked at the rate of one and one-half (1 1/2) times the straight-time rate as provided in the Overtime Section of this MOU for their work group. Extra-help employees who work their scheduled day immediately before and

January 1                                                         (New Year’s Day) Third Monday in January                            (Martin Luther King, Jr’s Birthday) Third Monday in February                          (Washington’s Birthday) Last Monday in May                                     (Memorial Day) July 4                                                               (Independence Day) First Monday in September                        (Labor Day) Second Monday in October                        (Columbus Day) November 11                                                  (Veterans Day) Fourth Thursday in

Extra-help employees in the classifications of Park Aide, Pest Detection Specialist, and Election Technician shall have the right to return as extra-help in the same classification the next season, under the following conditions: Extra-help opportunities are available; He/she had performed satisfactorily; He/she has had no interim criminal convictions that are

Section 10.1: General Except where indicated below, the County does not reimburse extra-help for home to work and work to home travel. Any disputes concerning the interpretation or application of the mileage reimbursement policy shall be referred to the Director of Human Resources, whose decision shall be final. As soon

Extra-help employees who are authorized to be placed in an on-call status, shall be paid the hourly equivalent on-call rate applicable for their classification in the regular service, during the time in which they are required to be in an on-call status. Extra-help employees in an on-call status who are

Extra-help employees shall not be placed in an on-call status except for hard-to-fill classifications working in units that are required to maintain on-call coverage. In order to approve an extra-help employee to be placed in an on-call status, the Department Head must request authorization from the Director of Human Resources,

Extra-help employees who are assigned to and work a shift of more than eight (8) hours which starts before 2:00 p.m. and includes at least five (5) hours worked after 2:00 p.m., shall be paid at shift differential rates for all hours so worked after 2:00 p.m.  

Extra-help employees employed in twenty-four hour operations who are assigned to work a full shift which starts between 2:00 p.m. and 3:00 a.m. shall be paid at shift differential rates for all hours worked during such shift. For all other employees, shift differential will be paid at shift differential rates

Shift differential pay, for the purpose of this Section, is defined as pay at a rate which is one step above the extra help employee’s base pay in the salary range for his/her classification. If the base pay is at the top step, shift differential pay shall be computed at

The Director of Human Resources shall allocate all job classifications to the following described work groups for purposes of determining categories of extra-help to be compensated by monetary payment. The decision of the Director of Human Resources shall be final; provided, however, that prior to changing the work group of

Except as otherwise provided by Charter, any authorized time worked in excess of 40 hours in the workweek shall be considered overtime and shall be compensable at the rate of one and one-half (1-1/2) times the overtime worked. Extra-help employee shall be paid at the overtime rate after having worked

All compensable overtime must be authorized by the department head or his/her designated representative in advance of being worked. If prior authorization is not feasible because of emergency conditions, a confirming authorization must be made on the next regular working day following the date on which the overtime was worked.

The appointing authority shall fix the hours of work with due regard for the convenience of the public and the laws of the State and the County. Extra-help employees shall work such hours and schedules as the Board and the appointing authority shall prescribe. It is understood that extra-help employees

Upon recommendation of the department head, an extra-help employee hired into the entry level of a flexibly-staffed series may advance to the journey level within that series based on length of service, satisfactory performance, and ability to meet minimum requirements of the higher class.  

Extra-help employees shall be considered by the appointing authority for advancement to the next higher step in the salary schedule for their respective classes based on hours served in that classification as defined below. All increases shall be effective as described below. Salary range adjustments for a classification will not

Except as herein otherwise provided, the entrance salary for a new extra-help employee entering County service shall be the minimum salary for the class to which he/she is appointed. When circumstances warrant, the Director of Human Resources may, upon recommendation of the department head, approve an entrance salary which is

The salary ranges for all extra-help in the aforementioned representation units will be as set forth in the Exhibits which are attached hereto and made a part hereof. The rates of pay set forth in the Exhibits represent for each classification the standard hourly rate of pay. Salary adjustments for

There shall be no discrimination because of race, creed, color, national origin, sex, sexual orientation, age, or any other classification protected by law, or legitimate union activities against any extra-help employee or applicant for employment by the Union or by the County or by anyone employed by the County; and

The Union shall designate a reasonable number of extra-help Stewards to assist in resolving grievances. The designation will depend on such circumstances as geographical locations, hours of employment, and departmental organizational structure. The Union shall notify the Director of Human Resources in writing of the individuals so designated. Alternates may

Extra-help employees who are official representatives or Stewards of the Union shall be given reasonable time off with pay during attendance at a meet and confer session, consultation with management representatives, or being present at hearings where matters within the scope of representation are being considered, when the time spent

The County shall include extra-help employees on lists which provide information regarding additions and deletions to the Union’s bargaining units, as well as which extra-help employees were having Union dues withheld from their pay checks as of the date the roster was prepared. The County shall supply to the Union

Except in cases of emergency as provided below in this subsection, the Union, if affected, shall be given reasonable advance written notice of any ordinance, resolution, rule or regulation directly relating to matters within the scope of representation proposed to be adopted by the County and shall be given the

County buildings and other facilities may be made available for use by County extra-help employees or the Union or its representatives in accordance with such administrative procedures as may be established by the County Manager or department heads concerned.  

The Union shall indemnify, defend, and save the County harmless against any and all claims, demands, suits, orders, or judgments, or other forms of liability or damages that arise out of or by reason of this union security Section, or action taken or not taken by the County under this