This side letter agreement between County of San Mateo (hereinafter referred to as the “County”) and the Probation Detention Association (hereinafter referred to as the “Association”) (hereinafter collectively referred to as the “parties”) shall confirm certain understandings reached in a meet and confer that took place on September 25, 2017,

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.

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

PDA, its members and representatives, agree that it and they will not engage in, authorize, sanction, or support any strike, including a sympathy 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

30.6 County Charter and Civil Service Commission (a) The provisions of this Section shall not abridge any rights to which the 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

Members who pay dues through paycheck deductions and all employees who become members and pay dues through such deductions shall continue to pay dues for the duration of this and each subsequent MOU. During the twenty-one (21) day period that is at least seventy (70) days prior but no more

Effective April 23, 2006, for all represented employees, the County shall assume 20% of the employee’s retirement contributions. This pick-up of the employee’s retirement contributions will not reduce contributions required under Sections 34.2 or 35.2 above. Effective the first full pay period of the agreement or the first day of

• Employees hired on or after July 10, 2011 will pay 50% of the Retirement COLA cost as determined by SamCERA. • Commencing May 30, 2013, employees hired before July 10, 2011 will pay 25% of the Retirement COLA cost as determined by SamCERA. Effective July 3, 2016, all employees,

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 the first full pay period of the agreement or the first day of first pay period following ratification and Board approval, whichever

35.2 General Retirement Plans (1) For those employees who currently have some or all of their service time in the contributory General retirement plan, effective March 2005, the County implemented the 2%@55.5 retirement enhancement (Government Code Section 31676.14) for these employees who retire after that date. The enhancement will apply

35. 1 General Retirement Plan For those employees who currently have some or all of their service time in the General Retirement Plan, the following will apply: (1) Employees in the non-contributory retirement plan, also known as Plan 3, and who have five years of service, shall have the opportunity

34.2 Safety Retirement Benefit Formulas (1) For those safety employees hired prior to July 10, 2011 who are in the safety plan: The County implemented the 3% @ 50 retirement benefit consistent with Government Code section 31664.1 effective January 1, 2005 for employees in Plans 1, 2 or 4. The

34.1 Safety Retirement Plans (1) For those employees hired before July 13, 1997, and who moved from the General to Safety Retirement Plan the Safety Retirement schedule of benefits shall be based on the employee’s single highest year salary and they shall have the maximum COLA capped at 3% per

A salary differential of $50.00 biweekly shall be paid incumbents or positions requiring bilingual proficiency as designated by the appointing authority and Human Resources Director.  Bilingual pay for employees carrying a caseload at least 50% of which is comprised of non-English speaking clients shall be $65.00 biweekly.  Said differential shall

Employees who have been regularly working a shift described in Section 8 for 30 or more days immediately preceding a paid holiday, or the commencement of a vacation, or the commencement of a paid sick leave period, or compensatory time off, as the case may be, the applicable differential shall

The County may reimburse an employee for tuition and related fees paid for taking courses of study in an off-duty status if the subject matter content of the course is closely related to the employee’s present or probable future work assignments. Limits to the amount of reimbursable expense may be

30.5 No Strike PDA, 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

30.4 Compensation Complaints All complaints involving or concerning the payment of compensation shall be initially filed in writing with Employee Relations. Only complaints which allege that employees are not being compensated in accordance with the provisions of this MOU shall be considered as grievances. Any other matters of compensation are

30.3 Scope of Adjustment Board and Arbitration Decisions (a) Decisions of Adjustment Boards and arbitrators on matters properly before them shall be final and binding on the parties, to the extent permitted by County Charter. (b) No adjustment Board and no arbitrator shall entertain, hear, decide or make recommendations on

30.2 Grievances shall be processed in the following manner: (a) 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 as his/her department head may designate. If the issue is not resolved within the department,

30.1 A grievance is any dispute which involves the interpretation or application of any provision of this MOU excluding, however, 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

Upon reclassification of filled positions the Human Resources Director shall determine whether the action constitutes an upward, lateral or downward movement of the level of the position. (1) Downward: The incumbent will be assigned to a vacant position in the same department in the same class previously held. In lieu

When an employee has been assigned in writing by the department head or his/her 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 more than five consecutive work days (or

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

The appointing authority may dismiss, suspend or demote any employee in the classified service provided the rules and regulations of the Civil Service Commission are followed. Any classified employee may either appeal such dismissal, suspension or demotion to the Civil Service Commission or file a grievance in accordance with Section

When organizational changes result in geographical displacement of an employee, the department head shall establish criteria for the selec¬tion of employees to be relocated based on his/her determination of the needs of the department. The department head shall consider such job-related factors as he/she deems approp¬riate including, but not limited

Unit employees will not have a scheduled workday reduced in whole or in part to compensate for time which they are ordered to work in excess of another regularly scheduled workday.

23.3 Probationary Period Permanent employees who are promoted to a higher class shall undergo the probationary period prescribed for the higher class, but shall have the right to demote to their former class in their former department if rejected during their probationary period if a vacancy in their former class

23.2 Promotional Eligible Lists (1) General Promotional Eligible Lists: The names of applicants successful in general promotional exams shall be placed on general promotional eligible lists for the classes examined. (2) Departmental Promotional Eligible Lists: The names of appli¬cants successful in departmental promotional exams shall be placed on departmental promotional

23.1 Examinations (1) Open Exams: Any person meeting the minimum qualifica¬tions for the job class may compete. (2) General Promotional Exams: Permanent and probationary employees who have served at least six months in such status prior to the date of the exam are eligible to compete. Persons who have been

22.1 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 of

The County shall continue to provide its present long-term income protection plan for permanent employees at no cost to employees who have been employed by the County for three or more years. The maximum monthly salary cap is $2400. Benefits for psychiatric disabilities that result from stress, depression or other

20.1 Employees shall be covered by life insurance and accidental death insurance as follows: The County shall provide $50,000 of life insurance for each employee, $2,000 of life insurance for the employee’s spouse and up to a maximum of $2,000 of life insurance for each of the employee’s children, depending

19.1 During the term of this MOU, the County and PDA shall investigate the feasibility of revising medical plan(s) 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, not

18.1 The County shall contribute a sum equal to 90% of the premium for the County Plan and the Delta Dental PMI Plan for employees and eligible dependents, including young adult dependents and domestic partners. All employees must participate in one of these plans. 18.2 During an employee’s first year

The County shall contribute an amount necessary to provide the current vision care benefits plan for the individual employee and eligible dependents including adult dependents and domestic partners and the children and young adult dependents of domestic partners.  The County will pay the entire premium for this coverage.

(a) Purpose The Catastrophic Leave Policy is designed to assist employees who have exhausted paid time credits due to serious or catastrophic illness, injury or condition of the employee or his/her family. This policy allows other employees to make voluntary grants of time to that employee so that s/he can

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: (1) was hospitalized during the period for which sick leave is claimed, or, (2) received medical treatment or diagnosis and presents a statement indicating

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 as extra help is appointed to a permanent position such appointee may receive credit for such extra help period of service in computing accumulated sick leave, provided that no credit shall be given for service preceding any period of more than 28 consecutive

Sick leave may be used in increments no smaller than six minutes. Payment for sick leave used shall be at the employee’s base pay plus applicable differential, if any, as provided in Section 32.

When the requirement for sick leave is known to the employee in advance of the absence, the employee shall request authorization for sick leave at such time, in the manner hereinafter specified. In all other instances the employee shall notify his/her supervisor as promptly as possible by telephone or other

Usage Employees are entitled to be paid for sick leave used, to a maximum of the time accrued, under the following conditions: (1) Sick leave may be used for an employee or an immediate family member, for preventive care or diagnosis, care or treatment of an existing health condition, or

14.1 Accrual All employees, except extra help, shall accrue sick leave at the rate of 3.7 hours for each biweekly pay period of full-time work.  Such accrual shall be prorated for any employees, except extra help, who work less than full time during a pay period. For the purpose of

Payment for vacation shall be at the base pay of the employee plus applicable differential, if any, as provided in Section 32.

The time at which employees are granted vacation shall be at the discretion of the appointing authority. Length of service and seniority of employees shall be given consideration in scheduling vacations and in giving preference as to vacation time.

Vacation Allowance Employees, excluding extra help, or as herein otherwise provided, shall be entitled to vacation with pay in accordance with the following schedules. Accruals shall be prorated for any employees, except extra help who work less than full time during a pay period. (1) During the first five (5)

The County does not intend to prohibit employees from being absent from work on election days if employees can charge time off to the floating holiday, accumulated vacation, or compensatory time. Every effort will be made to grant their requests unless the absences would be likely to create serious problems

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 full pay status on both their regularly scheduled workdays immediately preceding and following the holiday. Part-time employees shall be

10.5     Abolition of Position The provisions of this Section 10 shall apply when an occupied posi­tion is abolished resulting in a classified employee losing status in his/her assigned classification in his/her assigned department. 10.6 In the event that an employee’s position is abolished and he/she is unable to displace another

10.3 Procedures (1) Employees laid off may take a voluntary demotion within the same department to a classification in which the employee had prior probationary or permanent status provided such a position is held by an employee with less seniority. (2) Displaced employees may request the Human Resources Director to

10.1 Notice of Layoff The department head will give at least thirty (30) days advance written notice to employees to be laid off unless a shorter period of time is authorized by the Human Resources Director. 10.2 Precedence by Employment Status No permanent employee shall be laid off while employees

PDA shall designate a reasonable number of representa­tives to assist in resolving grievances depending on geographical locations, hours of employment, and departmental organizational structure, notifying Employee Relations of the individuals desig­nated. Alternates may be designated to perform such functions during the absence or unavailability of the designees.  Representatives may be

4.1 Attendance at Meetings County employees who are official PDA representatives 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 time for this

There shall be no discrimination because of race, creed, color, national origin, sex, sexual orientation, age, legitimate union activities, or any protected class as set forth in Section 2 of the EEO policy or protected by law at the time of the grievance, against any worker or applicant for employment