CNA MOU Section 8: Salaries

The salary ranges for all nurses in the aforementioned representation unit will be as set forth in Exhibit A which is attached hereto and made a part hereof.  As reflected in the Exhibits, salaries shall be adjusted as follows:

 

  1. Cost of Living Adjustments

Effective April 22, 2018, there shall be a cost of living increase of four percent (4%);

Effective May 5, 2019, there shall be a cost of living increase of four percent (4%);

Effective February 9, 2020, there shall be a cost of living increase of three percent (2%);

Effective February 7, 2021, there shall be a cost of living increase of two percent (2%).

2. Equity Adjustments

Effective April 22, 2018, there shall be an equity adjustment of one percent (1%) for all employees represented by the bargaining unit.

 

8.2       The base salaries for the Staff Nurse Series, which includes the classifications listed below, will have an ongoing linkage:

  • Ambulatory Care Nurse
  • Correctional Health Nurse
  • Critical Care Nurse
  • Infusion Nurse
  • Long Term Care Nurse
  • Medical-Surgical Nurse
  • Perioperative Nurse
  • Psychiatric Nurse

Current salaries for the above classifications are equal.  Any future requests for a salary review for any of these classifications will include a salary review of all the linked classifications as listed in this section.

The salary of the Community Mental Health Nurse is aligned with the Public Health Nurse.

 

8.3       Except as herein otherwise provided, the entrance salary for a new nurse entering County service shall be the minimum salary for the class to which appointed.  When circumstances warrant, the HRD Director may, upon recommendation of the department head, approve an entrance salary which is more than the minimum salary.  The Director’s decision shall be final.  Such a salary may not be more than the maximum salary for the class to which that employee is appointed unless such salary is designated as a Y-rate by the Board of Supervisors.

8.4       Public Health Nurses shall be appointed at the “C” step of the salary range if the nurse has a MPH degree and at least one (1) year of experience, or five (5) years of experience.  Such experience must be in Public Health Nursing in an official setting.

8.5       Effective April 22, 2018, Nurses who have completed the equivalent of three (3) years of continuous full-time service with the County (6,240) shall receive experience pay in the amount of three percent (3%) of base pay.

Nurses who have completed the equivalent of ten (10) years of continuous full-time service with the County (20,800 hours) shall receive experience pay in the amount of two percent (2%) of base pay for a total of five percent (5%).

Nurses who have completed the equivalent of fifteen (15) years of continuous full-time service with the County (31,200 hours) shall receive additional experience pay in the amount of two percent (2%) of base pay for a total of seven percent (7%).

Nurses who have completed the equivalent of twenty (20) years of continuous full-time service with the County (41,600 hours) shall receive additional experience pay in the amount of two percent (2%) of base pay for a total of nine percent (9%).

Nurses who have completed the equivalent of twenty-five (25) years of continuous full-time service with the County (52,000 hours) shall receive additional experience pay in the amount of two percent (2%) of base pay for a total of eleven percent (11%).

8.6       Permanent and probationary nurses serving in regular established positions shall be considered by the appointing authority on their salary anniversary dates 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 at the beginning of the next full pay period. Salary range adjustments for a classification will not set a new salary anniversary date for nurses serving in that classification.

 

  • After completing one thousand forty (1040) regular hours satisfactory service in Step A of the salary schedule, and upon the appointing authority’s recommendation, nurses shall be advanced to the next higher step in the salary schedule for the class. If a nurse is appointed at a step higher than the first step of the salary range for that class, the first merit increase shall be after completion of two thousand eighty (2080) regular hours of satisfactory service.

(2)        After completing two thousand eighty (2080) regular hours satisfactory service in each of the salary step above A, and upon the appointing authority’s recommendation, nurses shall be advanced to the next higher step in the salary schedule for the class until the top step is reached.

(3)        If a nurse completes the one thousand forty (1040) or two thousand eighty (2080) hours in the middle of a pay period, he/she shall be eligible for an increase as follows:

  • if the merit increase period is completed during the first week of a pay period, the increase will be effective with the start of the then current pay period.
  • if the merit increase period is completed during the second week of a pay period, the increase will be effective with the start of the next pay period.

(4)     Upon recommendation of the appointing authority and approval by the HRD Director, nurses may receive special merit increases at intervals other than those specified in this Section.  The Director’s decision shall be final.

 

8.7       Each nurse shall be considered for salary step increases according to the date of that nurse’s appointment, or the revised salary anniversary date.  If a nurse begins service later than the first business day of a biweekly pay period, or has changes which would cause the salary anniversary date to be other than the first business day of a biweekly pay period, then the salary anniversary date shall be determined from the first day of the following biweekly pay period.

Changes in a nurse’s salary because of promotion, upward reclassification, postponement of salary step increase, or special merit increase will set a new salary anniversary date, which date shall be as stated in the preceding paragraph.

Nurses who are rejected during the probationary period and revert to their former classification shall return to the salary anniversary date held in the former class unless otherwise determined by the HRD Director.

The salary anniversary date for a nurse shall not be affected by a transfer, downward reclassification or a demotion.

A permanent nurse accepting provisional employment in a higher or different class in the Classified Service, who reverts to the former class, shall retain the salary anniversary date in the former class on the same basis as if there had been no such provisional appointment.

Upon the appointing authority’s recommendation and approval of the HRD Director, provisional, temporary and extra help nurses shall be advanced to the next higher step in the salary schedule upon completion of the periods of service prescribed in this Section, provided that their service has been satisfactory.  Also, upon the appointing authority’s recommendation and approval by the Director, continuous service in a provisional, temporary or extra help capacity shall be added to service in a regular established position for purposes of determining a nurse’s salary anniversary date, eligibility for salary increases, and vacation and sick leave accrual. Such service may not be added if it preceded a period of over 28 consecutive calendar days during which the nurse was not in a pay status, except when the nurse is absent from the position due to an injury or disease for which he/she is entitled to and currently receiving Workers’ Compensation benefits.

 

8.8       Salary Step When Salary Range Is Revised

Whenever the salary range for a class is revised, each incumbent in a position to which the revised schedule applies shall remain at the step in the previous range, unless otherwise specifically provided for by the Board of Supervisors.

 

8.9       Salary Step After Promotion or Demotion

When a nurse is promoted from a position in one class to a position in a higher class, and at the time of promotion is receiving a base salary equal to, or greater than, the minimum base rate for the higher class, that nurse shall be entitled to receive the next step in the salary schedule of the higher class which is at least 5.7% above the rate he/she has been receiving, except that the next step shall not exceed the maximum salary of the higher class.  When a nurse is demoted, whether such demotion is voluntary or otherwise, that nurse’s compensation shall be adjusted to the salary prescribed for the class to which demoted, and the specific rate of pay within the range shall be determined by the HRD Director, whose decision shall be final; provided, however, that the Board of Supervisors may provide for a rate of pay higher than the maximum step of the schedule for the nurse’s class, and designate such rate of pay as a Y rate, and also provided that a nurse demoted as a result of abolition of a position shall be placed at the salary step in the lower class which most closely approximates (but does not exceed) his/her salary in the higher class.

 

8.10     ‘‘Y’’ Rate Process

When a nurse is reclassified downward, she/he shall continue in his/her present salary range, with cost of living adjustments, for two years, at which point his/her salary shall be frozen (“Y” – rated) until the salary assigned to the lower class equals or exceeds such “Y” rate.  The “Y” rate provisions of this section shall not apply to layoffs, demotions, or other personnel actions resulting in an incumbent moving from one position to another.

 

8.11     Nurse Practitioner Exempt Status

Nurse Practitioners shall have exempt status under the Fair Labor Standards Act (FLSA) and do not receive compensation for hours worked in excess of forty (40) per week.

Nurse Practitioners whose FTE status is seventy-five percent (75%) or greater shall receive the equivalent of three (3) hours per pay period of time placed into a bank for their use as paid time off throughout the year (seventy-eight (78) hours).  This bank will be established the first full pay-period of each fiscal year and must be used prior to the final full pay period in the fiscal year.  Balances remaining at the end of the fiscal year will be forfeited with no cash value.  Processes for advanced approvals for time off will not change and the Nurse Practitioners will be expected to follow established policies when requesting to use this time.

For Nurse Practitioners hired during the fiscal year, this bank will be established the first full pay period following their date of hire.  The bank will be loaded with the equivalent of three (3) hours per pay period of the remainder of the fiscal year.  For example, if there are three (3) pay periods remaining in the fiscal year, the Nurse Practitioner’s bank will be loaded with nine (9) hours which must be used prior to the final full pay period in the fiscal year.

This bank will be established the first full pay-period of each fiscal year and must be used prior to the final full pay period in the fiscal year.  Balances remaining at the end of the fiscal year will be forfeited with no cash value.  Processes for advanced approvals for time off will not change and the Nurse Practitioners will be expected to follow established policies when requesting to use this time.

If a Nurse Practitioner works an additional, full shift (defined as four (4) hours or more) beyond his or her regularly assigned work hours which results in the Nurse Practitioner actually working more than forty (40) hours in a workweek, the Nurse Practitioner shall earn straight time pay for the additional hours worked.  This shift of four (4) hours or more must be utilized to provide patient care and not for administrative purposes.

 

8.12     Affiliate Staff Dues

For Nurse Practitioners and Supervising Nurse Practitioners who are required to pay affiliate staff dues to the San Mateo Medical Center, the County agrees to pay the annual affiliate staff dues per employee for the term of this agreement.  These funds are in addition to the educational expenses detailed in Section 23.11.