Law Enforcement Unit Salaries: 12/07/2014 Class Code Class Title Work Group Pay Range  A  B  C  D  E H029 CRIMINALIST I 5 4266 $2,600.00 $     2,749.60 $     2,907.20 $ 3,074.40 $     3,412.80 H028 CRIMINALIST II 5 5313 $3,238.40 $     3,424.00 $  

Employees in the classes of Criminalist I/II, Forensic Specialist I/II, Sheriff’s Identification Clerk, Sheriff’s Property Officer I/II and Supervising Forensic Specialist shall receive Six Dollars ($6.00) per biweekly pay period. As a condition of employment, Direct Deposit shall be mandatory for all employees hired after June 24, 2000 In the

The following list summarizes the various benefit programs in effect for employees: MEDICAL (Active) The County pays eighty-five percent (85%) of the total premium for Kaiser or Blue shield HMO or Kaiser High Deductible Health plans (employees pay fifteen (15%) of the total premium) and the County pays seventy-five percent

Continuance of working conditions and practices not specifically authorized by ordinance or by resolution of the Board of Supervisors is not guaranteed by this MOU.  

If any provision of this MOU is declared illegal or unenforceable by a court of competent jurisdiction, that provision shall be null and void but such nullification shall not affect any other provision of the MOU, all of which other provisions shall remain in full force and effect.

36.1 Employees hired before August 7, 2011. 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

35.1     A grievance is any dispute which involves the interpretation or application of any provision of this MOU, excluding those provisions of this MOU which specifically provide that the decision of any County official shall be final, the interpretation or application of those provisions not being subject to the grievance

33.1     Probationary employees shall undergo a probationary period of 6 months unless a longer period is prescribed by the Civil Service Commission for their classes.  Individual probationary periods may be extended with good cause upon request of the department head and concurrence of the HRD Director; however, no probationary period

When an employee has been assigned in writing by the department head or designated representative to perform the work of a permanent position having a different class and being paid at a higher rate, and if he/she has worked in such class for 5 consecutive workdays, he/she shall be entitled

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

Upon reclassification of filled positions, the HRD Director shall determine whether the action constitutes an upward, lateral or downward movement of the level of the position. Downward:  The incumbent will be assigned to a vacant position in the same department in the same class previously held.  In lieu of reassignment,

29.1     Examinations Open Examinations:  Any person who meets the minimum qualifications for the job class may compete. General Promotional Examinations:  Permanent and probationary employees who have served at least 6 months in such status prior to the date of the exam are eligible to compete.  Persons who have been laid

28.1     The County will provide bulletproof vests to department personnel consistent with departmental general order. 28.2     Sheriff’s Identification Technicians working in the Sheriff’s Department who are required to wear uniforms shall receive a uniform allowance as follows:  An initial payment of $450 shall be made when the employee is hired

The County shall continue to provide its present long term income protection plan for permanent employees at no cost; provided, however, that in order to be eligible, employees must have been employed by the County for 3 or more years. The maximum monthly salary cap is $2400.  The County will

Effective the pay period following Board adoption of this agreement, the County shall discontinue employer pick up of the employee’s statutorily required retirement contribution. Effective the pay period following Board adoption of this agreement, County pick-up shall be replaced with longevity pay as follows: One and one-half percent (1.5%) salary

25.1     The County shall provide $40,000 of life insurance for each employee and $500 of life insurance for the employee’s spouse and up to a maximum of $500 of life insurance for each of the employee’s children depending on age.  The County shall provide an additional $5,000 of life insurance

24.1     During the term of the MOU, the County and Union shall 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 Benefits Committee will be composed of County and labor representatives,

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

21.1     Me Too Agreement: Any agreements reached with the American Federation of State, County and Municipal Employees (AFSCME) regarding Hospitalization and Medical Care (Section 21), Dental Care (Section 22), and/or Vision Care (Section 23) shall be extended to this Memorandum of Understanding. The intent of this paragraph is to memorialize

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 the County Ordinance Code.  Unless otherwise provided, the granting of a leave of absence also grants to the employee the right to return to

19.1     Accrual All employees, except extra help or seasonal, shall accrue sick leave at the rate of 3.7 hours for each biweekly pay period of full‑time work.  Such accrual shall be pro-rated for employees, except extra help or seasonals, who work less than full-time during a pay period.  For purposes

18.1     Vacation Allowance Employees, excluding extra help or as herein otherwise provided, shall be entitled to vacation with pay in accordance with the following schedules.  Such accrual shall be pro-rated for any employees, except extra help, who work less than full-time during a pay period. During the first 5 years

17.1     Regular full-time employees in established positions shall be entitled to take all authorized holidays at full pay, not to exceed eight hours for any one day, provided they are in a pay status on both their regularly scheduled workdays immediately preceding and following the holiday.  Part-time employees shall be

If an employee’s position is abolished and he/she is unable to displace another County employee as provided in Section 15, he/she shall receive one week of pay for each full year (2080 hours) of regular service to the County, up to a maximum of ten (10) weeks of pay and

15.1     Notice of Layoff The department head will give at least 14 days advance written notice to employees to be laid off unless a shorter period of time is authorized by the HRD Director.   15.2     Precedence by Employment Status No permanent employee shall be laid off while employees working

Employees in the Deputy Coroner class who have successfully completed a probationary period of one of those classes and hold permanent status, shall be eligible to receive an incentive equating to 2.5% of base pay per biweekly pay period in addition to all other compensation if they possess the intermediate

Employees may be reimbursed for tuition and related fees paid for taking courses of study in an off-duty status if the subject matter content is closely related to present or probable future work assignments, and limited to programs of instruction that correspond to courses offered by independent bona fide institutions

A salary differential of $42.50 biweekly shall be paid incumbents or positions requiring bilingual proficiency as designated by the appointing authority and HRD Director.  Said differen­tial shall be prorated for employees working less than full‑time or who are in an unpaid leave of absence status for a portion of any

The Department Head may assign employees to “on-call” status. Employees shall be paid an hourly rate of $4.40 for time in which they are required to be in an on-call status.  Employees receiving call-back pay shall not be entitled to on-call pay simultaneously. Criminalists and Forensic Specialists shall be assigned

For employees who have been: regularly working a shift described in Section 9, and/or assigned to and regularly working a special job assignment enumerated in Exhibit A of this MOU, and/or eligible for and receiving Career Incentive Allowance as provided in Section 14 for 30 or more calendar days immediately preceding a

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

8.1       Authorization All compensable overtime must be authorized by the appointing authority or designated representative prior to being worked.  If prior authorization is not feasible due to emergency condi­tions, a confirming authorization must be made on the next regular working day following the date on which the overtime was worked. 

The standard work week for employees occupying full-time positions consists of 40 hours unless otherwise specified by the Board of Supervisors. 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 County.  Employees occupying part-time positions

6.1       The salary ranges for all employees in the Law Enforcement represen­tation unit will be as set forth in the Exhibits attached hereto and made a part hereof.   As reflected in the Exhibits, salaries for all covered classifications shall be adjusted as follows: Year One: Effective the first

There shall be no discrimination because of race, creed, color, national origin, sex, sexual orientation, legitimate employee organization activities, or on the basis of any other classification protected by law against any employee or applicant for employment by the Union, the County, or anyone employed by the County. To the

Except where modified by this MOU, the County retains the exclusive right to determine the methods, means and personnel by which County government operations are to be conducted; to determine the mission of each of its departments, boards and commissions; to set standards of service to be offered to the

County employees who are official representatives of the Union shall be given reasonable time off with pay to meet and confer or consult with management representatives or to be present at hearings where matters within the scope of representation are being con­sidered. The use of official time for this purpose

2.1       Dues Deduction The Union may have the regular dues of its members within the representation unit deducted from employees’ paychecks under pro­cedures prescribed by the County Controller.  Dues deduction shall be made only upon signed authorization from the employee upon a form furnished by the County, and shall continue: 

The Deputy Sheriff’s Association (DSA), hereinafter referred to as the “Union”, is the recognized employee organization for the Law Enforcement Unit, certified pursuant to Resolution No. 38586, adopted by the Board of Supervisors on May 16, 1978.  

The Deputy Sheriff’s Association and representatives of the County of San Mateo have met and conferred in good faith regarding wages, hours and other terms and conditions, have exchanged freely information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employ­ment conditions and employer-employee relations

The Deputy Sheriff’s Association and representatives of the County of San Mateo have met and conferred in good faith regarding wages, hours and other terms and conditions, have exchanged freely information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employ­ment conditions and employer-employee relations