AFSCME: EXHIBIT H: Plant and Equipment Maintenance Unit

1. Tool Allowance: The County and the Union have agreed on a tool allowance of Four hundred dollars ($400.00) 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 and such reimbursement shall be made according to procedures developed by the department.  If the employee’s service is terminated for any reason, the County shall be entitled to a prorated refund, and the County may make the appropriate deduction from the employee’s pay.
2. Flexible Staffing Automotive Service Worker: The County agrees that one position of Automotive Service Worker III may be flexibly staffed with one position of Automotive Mechanic Trainee, with the condition that upon fulfilling the minimum qualifications for the Automotive Service Worker II, the Trainee will flexibly promote to the Automotive Service Worker II only when a vacancy becomes available.
3. Large Vehicle Differential: Employees in the Motor Pool Division of Public Works in the classifications of Auto Services Worker I/II, Auto Mechanic and Auto Services Supervisor, who perform maintenance activities on vehicles of a Gross Vehicle Weight of 10,000 pounds or more will receive a differential of one step (5.74%) for the time actually spent performing the work.
4. Wastewater/Water Treatment Differential: Stationary Engineers assigned to the La Honda wastewater treatment plant or County potable water treatment plant, who possess a current California Grade II Wastewater Certificate and/or a current California Grade II Potable Water Certification, shall receive premium pay in the amount of one step (5.74%) in addition to all other compensation.  Stationary Engineers so assigned will be responsible for day to day operations and communications in coordination with the contract provider at the La Honda Wastewater Plant, Camp Glenwood wastewater plant, and/or County potable water treatment plant.  Up to two (2) employees may be so assigned on a regular basis at the discretion of the County. 
5. Lead Worker Custodians Weekend Differential: Custodians assigned as lead worker on a weekend shift shall receive premium pay at the rate of eight and six-tenths percent (8.6%) of his/her salary in addition to all other compensation for each weekend shift.  Only one (1) employee at a time may be so assigned.
6. Supervising Custodian Medical Center Premium Pay: Supervising Custodians responsible for overseeing daily housekeeping operations including staffing, solving immediate operational problems and ordering supplies in addition to retaining responsibility for a crew shall receive premium pay at a rate of ten percent (10%) of his/her salary in addition to all other compensation.  Only one employee at a time may be so assigned.
7. Utility Worker Lunch Period Coverage: Utility Workers who supervise the Sheriff’s Work Program and/or Sheriff’s inmates shall be allowed to leave work one-half (½) hour early, or may be authorized to work overtime, if the manager or his/her designee is unable to assign another deputized worker to cover the lunch period.
8. Building Services Vacancies: When a vacancy occurs within Building Services, the department will consider requests for reassignment into the vacant station. All other factors being equal, the department will consider the seniority of the interested individuals in its decision. Vacancies created from the initial reassignment will be filled with an internal or external recruitment process.   
9. Coveralls: Coveralls will be provided for Utility Workers in the Sheriff’s Department by the County at no cost to the employee.
10. Community Services Officer Uniforms: Employees in the classification of Community Services Officer who work in the Sheriff’s Department and are required to wear uniforms shall receive a uniform allowance as specified below:
    1. An initial payment of four hundred twenty-five dollars ($425.00) shall be made when the employee is hired by or transferred into the Sheriff’s Office.
    1. An annual maintenance allowance of four hundred fifty dollars ($450.00) shall be made on the employment or transfer anniversary date for current employees for the duration of the assignment to the Sheriff’s Department.  Effective the first full pay period following Board of Supervisors’ approval of a successor MOU in 2022, the annual uniform maintenance allowance for CSO’s will be increased to six hundred fifty ($650) per year.
    1. Such payments are made for uniform needs of the preceding year and employees shall make any required purchases to maintain uniforms within thirty (30) days of receipt of payment.
    1. In the event the Sheriff’s Department changes its required uniform, the County agrees to meet and confer with the Union concerning such change and the cost of purchasing new uniforms.
11. Custodian Uniforms:
    1. The County shall provide uniforms to employees in the Custodian classification who work for the Public Works Department.

The County shall continue to supply jackets to employees who travel to various locations to perform work-related duties on a routine basis.  These jackets shall remain the property of the County and shall be returned when an employee leaves County services or assume duties not requiring travel.  Employees are responsible for maintaining their jackets in a neat and clean manner.

• The County shall provide uniforms to employees in the Custodian classification who are assigned to the Receiving Home.
  • The County will provide uniforms to employees in the Custodian classification who work at the San Mateo Medical Center. Each employee will receive up to five (5) pairs of pants and five (5) shirts per year, and will receive replacement items as needed due to damage or wear and tear. Retired uniforms from past years will be returned upon receipt of new uniforms. Prescribed uniforms and shoes must be worn during all work hours.
• Safety Footwear:
  • The Department of Public Works will provide required footwear for employees in accordance with the Department’s Safety Footwear Policy, as periodically amended.
  • Effective the first full pay period following Board of Supervisors’ approval of a successor MOU in 2022, and once every calendar year thereafter, the County will provide to Custodians assigned to work at the San Mateo Medical Center a voucher of two hundred fifty ($250) for use at a vendor of the County’s choice for the purchase of slip resistant shoes. Shoes must meet compliance standards established by the San Mateo Medical Center. The voucher may be used for purchase of shoes, socks and inserts. Unused funds do not carry over year to year.
• California Backflow Tester Certification:  Department management will offer the opportunity to all interested Stationary Engineers at the II level, to have the Department pay for them to take the training and State Certification test for Backflow Testing.  Any Stationary Engineer II’s who successfully pass the test and receive the State Certification will be eligible to receive a one-step (5.74%) salary differential paid only for such hours spent performing backflow tests, backflow repair, and related work.

Effective the first full pay period following Board of Supervisors’ approval, the Stationary Engineer job description will be revised to state: “Some positions may require the successful candidate to acquire Backflow Prevention Tester certification within six months of employment.”

1. CSO Body Cameras: Effective as soon as training and implementation is administratively feasible following the Board of Supervisors’ approval of a successor MOU in 2022, the Sheriff’s Department will provide all CSO’s with body cameras and employees will be required to wear and operate them in accordance with Department Policies.
2. Labor Management Committee Discussion: Within one hundred twenty (120) calendar days following Board of Supervisors’ approval of a successor MOU in 2022, the Public Works Department and the Union will convene a Labor Management Committee meeting to discuss:
   1. The path for advancement between Stationary Engineer I and II;
   1. The path for advancement between Utility Worker and Senior Utility Worker

A representative from the Career Development Committee will attend the meeting.

1. Within one hundred twenty (120) days of Board of Supervisors’ approval of a successor MOU in 2022, the County will conduct a compensation study for the Automotive Mechanic.