In order to comply with the Fair Labor Standards Act (FLSA), employees who work an extra hour on the day when daylight savings time ends each fall must be compensated for that extra hour.  For most full-time employees, this extra hour will be paid at the overtime rate (time and one-half).  Conversely, those employees who work one less hour when daylight savings time goes into effect each spring are only eligible to be paid for the actual hours worked.  To implement this requirement, Payroll/Personnel Specialists with 24-hour facilities need to take the following actions: Start of Daylight Savings Identify those employees who worked the graveyardRead More →

2019 Transgender Policy (PDF) Purpose This transgender policy reaffirms the County’s commitment to providing a welcoming, safe, and inclusive environment for all employees. This policy supports the County’s Equal Employment Opportunity (EEO) Policy which prohibits discrimination on the basis of certain protected characteristics such as sex, sexual orientation, gender identity, or gender expression. This policy provides guidance to address the issues that arise pertaining to transgender and transitioning employees, clarifies the expectations and process for managers, supervisors, and employees, and creates a safe and productive work environment for all employees. This policy does not anticipate every situation that might occur with respect to transgender orRead More →

COUNTY OF SAN MATEO HUMAN RESOURCES DEPARTMENT Inter-Departmental Correspondence DATE: August 2018 TO: All Management Employees FROM: Nicole McKay, Employee & Labor Relations Manager SUBJECT: Employee Relations Bulletin 19 Family School Partnership Act   This act allows an employee who is a parent[1]  with children in a licensed day care facility or in Kindergarten through 12th grade to take up to 40 hours a year for the purpose of either of the following child related activities: To find, enroll, or reenroll their child in a school or with a licensed child care provider, or to participate in activities of the school or child care provider.Read More →

Please download & read the policy in its entirety: SocialMediapolicyRevised2015 (PDF) We have highlighted some sections that are applicable to all employees using social media:​ 1.1.1. Executive Summary of Steps for Departmental Use of Social Media This policy outlines what a County department should do when using social media for official purposes. In summary, a department that is looking to use social media or that is already using social media should be sure that it follows the following steps for each use of social media (for example, go through the steps for the department’s use of Facebook and separately for the department’s use of Twitter): ConsiderRead More →

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 negotiations for a Memorandum of Understanding.   The County agrees to review the salary and conduct a market analysis for the Group Supervisors in May 2018 incorporating the parties’ negotiated May 2018 COLA. Upon completion of the review, the County shall provide data to the Association regarding its findings. If the Group Supervisor maximum salary is found to be below the mean of the County’s comparableRead More →

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, for a Memorandum of Understanding covering the period of May 22, 2016 through May 19, 2019. Effective the first pay period following Board of Supervisors approval, employees in the Group Supervisor II or Group Supervisor III classifications when assigned by an Institution Services Manager (ISM) to act as “Officer of the Day” (OD) shall receiveRead More →

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 remain in full force and effect.Read More →

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 perform customary duties; and neither PDA nor any representatives thereof shall engage in a job action for the purpose of effecting changes in the directives or decisions of county management, nor to effect a change of personnel or operations of management or of employees not covered by this MOU.Read More →

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 the sole province and discretion of the Civil Service Commission. (b) All grievances of employees in representation units represented by PDA shall be processed under this Section. If the County Charter requires that a differing option be available to the employee, no action under paragraph (b) of subsection 30.2 above shall be taken unless itRead More →

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 than ninety (90) days prior to the expiration of this and any subsequent MOU, members shall have the right to withdraw membership by discontinuing dues deduction. The employee shall communicate the withdrawal in writing to the Controller by certified mail. Employees subsequently employed in a position outside of the unit repre¬sented by PDA shall notRead More →

COUNTY OF SAN MATEO HUMAN RESOURCES DEPARTMENT Inter-Departmental Correspondence DATE: December 2017 TO: All Management Employees FROM: Nicole McKay, Employee & Labor Relations Manager SUBJECT: Employee Relations Bulletin 25 AB 1008 “Ban the Box” Expansion – Changes in Hiring Procedures Regarding Criminal History Consideration   AB1008, expanding the statewide “Ban-the-Box” Laws included in the California Fair Employment and Housing Act (FEHA), will significantly change our current recruiting process.   Specifically, effective January 1, 2018 we may no longer request conviction information prior to making a conditional job offer. What does this mean for you, the hiring department? Approximately December 1, 2017 Human Resources Personnel Services staffRead More →

SAN MATEO COUNTY EMPLOYEE  AND PUBLIC SERVICES DEPARTMENT Inter-Departmental Correspondence DATE: June 12, 2003 TO: Department/Division Directors FROM: Mary Welch, Employee and Public Services Director SUBJECT: Restoration of Sick Leave and Advanced Vacation Accruals Memo Sick Leave restoral 6_12_03 Sick Leave Restoration Resolution On January 29, 2002, the Board of Supervisors. adopted a resolution enabling the County to restore sick leave and grant advanced vacation accruals to former County employees hired on or after January 1, 2002 who are re-hired within two years of separation. On June 10, 2003, the Board of Supervisors adopted a resolution (attached) enabling the County to restore sick leave andRead More →

Excerpt: Section 7.2 Overtime shall include the following language: “All other absences with pay shall not be considered time worked, except vacation and CTO shall count as hours worked when the employee is called back to work after regular hours pursuant to  Section 7.4 of the MOU.” Vacation and CTO shall count as hours worked when the employee is called back to work as a result of being in an on-call status, pursuant to Section 9. BCTC Overtime & On-Call Side LetterRead More →

Disability Pay and Accommodations The County offers short-term disability (STD) insurance for limited-term employees working 20 or more hours per week and who are not enrolled in State Disability Insurance (SDI). New employees enrolled in SDI may also enroll in the basic short term disability program for their first seven months on the job. After seven months, when SDI benefits become payable, the basic STD benefits will be cancelled. STD insurance is designed to pay a weekly benefit in the event an employee cannot work because of a covered illness or injury. This benefit replaces a portion of income, which can help meet financial commitmentsRead More →

The County offers a wide variety of programs geared towards employee health, development, and overall work-life balance. Limited term employees are eligible for all of the following County-sponsored employee programs. Wellness Program The County’s Wellness Program is dedicated to creating healthy workspaces and supporting healthy employees. The program hosts a wide variety of activities from County softball and volleyball tournaments, to meditation and nutrition classes. Limited term employees are welcome to participate in any of the County’s Wellness classes, events, and programs. Tuition Reimbursement The County is dedicated to the professional development of its employees. Limited term employees are eligible to apply for the County’sRead More →

Limited term employees receive a 401(a) retirement plan and a 457 deferred compensation plan, which is a different retirement package than a regular permanent County employees. This retirement package is not part of the County’s pension system. 401(a) Retirement Plan Limited term employees receive a 401(a) retirement plan which includes: An employer contribution of 2% in year 1 of employment (2,080 hours), 3% in year 2 (4,160 hours), and 4% in year 3 (6,240 hours). An additional employer matching contribution based on employee contribution, up to an additional 3% The employer contributions to the 401(a) plan fully vest at the end of year 3 (6,240Read More →

Limited term employees are eligible to sign up for all of the health benefits available to regular permanent County employees which include health, vision, and dental plans. All employees are given 14 calendar days from the start of their first day with County to enroll in their preferred benefits plans. To learn more about employee benefits, please visit: http://hr.smcgov.org/employee-benefits Note: Limited term employees are not eligible for retiree health benefits once they leave the organization.Read More →

Standard Work Time All limited term employees occupying full-time positions are expected to work a standard work week of 40 hours, unless otherwise specified by their supervisor. Vacation Time Limited term employees are entitled to vacation with pay and accrue vacation hours at a rate of 4 hours for each bi-weekly pay period. The time at which limited term employees shall be granted vacations is at the discretion of their supervisor. When a limited term employee separates from County service, their remaining vacation allowance will be added to their final compensation. Sick Leave Limited term employees accrue sick leave at a rate of 3.7 hoursRead More →

Employment At-Will All limited term employees are at-will employees, and their assignments can be terminated at any time, with or without cause. The phrase “limited-term” refers to a maximum length of employment with the County and is not a guarantee of employment for the length of specified term. Because limited term employees are at-will, there is no probationary period for limited term employees. Limited term employees subject to the AFSME/SEIU Extra Help MOU may have the right to the Reconsideration Process specified in the MOU if they qualify under its provisions. Recruitment Limited term employee recruitments are not bound by the standard Civil Service RecruitmentRead More →

About Limited Term Employment In our efforts to become a more agile organization, the County of San Mateo created limited term employment. Limited term employees are employees who serve the County for a period of up to 6,240 hours. Limited term employees are typically brought on to work on special projects, help the department address a significant spike in workload, or backfill for a regular employee who is on leave or working out of class. Limited term employees subject to the AFSCME/SEIU Extra-Help MOU can only be used in circumstances outlined in the AFSCME/SEIU Extra-Help MOU. To the extent limited term employees are hired toRead More →

1) Purpose A violent intruder is an individual(s) actively engaged in killing or attempting to kill people in a confined and populated area. In most cases, violent intruders use firearms. There is not necessarily a pattern to their violence and such an event may occur in any public or private location, such as a workplace, school or other venues open to the public. The purpose of this policy is to recognize the potential of a violent intruder threat, however rare, and to advise employees of the County of San Mateo on responding to such an event, should one occur. 2) Scope This policy pertains toRead More →

SEIU – Accounting and Administrative Services Salaries: 10/11/2015 Class Code Class Title Work Group Pay Range A B C D E E030 ACCOUNTANT I 5 3302 $     2,113.60 $     2,234.40 $     2,362.40 $     2,498.40 $     2,641.60 E011 ACCOUNTANT II 5 3860 $     2,470.40 $     2,612.00 $     2,761.60 $     2,920.80 $     3,088.00 E010 ACCOUNTANT II-E 5 3860 $     2,470.40 $     2,612.00 $     2,761.60 $     2,920.80 $     3,088.00 B002 ACCOUNTANT II-U 5 3860 $     2,470.40Read More →

Accounting and Administrative Unit 1Premium Pay for Communications Technicians.  A premium of $5.00 per hour or fraction thereof will be paid to technicians for the time they are required to spend working on towers or poles used as antenna support structures at heights greater than 25 feet above the base of the tower or pole. Contracting and Sub‑Contracting (ISD).  The County agrees to meet with the union to discuss ongoing concerns about contracting/sub‑contracting. ISD workers who are required in writing to carry pagers after their assigned work hours will be compensated in accordance with Section 10 (On‑Call Duty). Temporary Project Manager Differential.  On a temporary basis, andRead More →

The following list summarizes the various benefit programs in effect for workers: MEDICAL (Active): The County pays 85% of the total premium for HMO Plans – Kaiser or Blue Shield HMO  (workers pay 15% of the total premium) and the County pays 75% of the total premium for Blue Shield POS (workers pay 25% of the total premium).  For full time employees enrolled in the Kaiser or Blue Shield High Deductible Health Plan, the County will annually contribute fifty percent (50%) of the cost of the deductible amount for the plan to a Health Savings Account.  For part time employees working half time or more,Read More →

Local 521, Service Employees International Union, hereinafter referred to as the “Union” or “SEIU 521”, is the recognized employee organization for the representation units listed below, certified pursuant to Resolution No. 38586, adopted by the Board of Supervisors on May 16, 1978. Accounting and Administrative Services Unit Appraisal Unit Office and Technical Services Unit Engineering Unit Library UnitRead More →

Memorandum of Understanding between County of San Mateo and Service Employees International Union (SEIU) Local 521 October 12, 2014 –October 6, 2018 Local 521, Service Employees International Union, and representatives of the County of San Mateo have met and conferred in good faith regarding wages, hours and other terms and conditions of employment of workers in the representation units listed in Section 1, 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 of such employees. This Memorandum of Understanding (MOU) is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500-3510)Read More →

AFSCME – Telecommunications Salaries: 11/23/2014 Class Code Class Title Work Group Range A B C D E E478 LEAD TELEPHONE OPERATOR 1 2977 $ 1,905.60 $ 2,014.40 $ 2,130.40 $ 2,252.00 $ 2,381.60 E480 TELEPHONE OPERATOR 1 2411 $ 1,543.20 $ 1,631.20 $ 1,724.80 $ 1,824.00 $ 1,928.80 V053 TELEPHONE SVCS ANALYST 1 3639 $ 2,328.80 $ 2,462.40 $ 2,604.00 $ 2,753.60 $ 2,911.20 E477 TELEPHONE SVCS SUPVSR-E 5 3372 $ 2,158.40 $ 2,281.60 $ 2,412.80 $ 2,551.20 $ 2,697.60   AFSCME – Telecommunications Salaries: 10/11/2015 Class Code Class Title Work Group Range A B C D E E478 LEAD TELEPHONE OPERATOR 1 3066 $Read More →

Communications Dispatchers II who are qualified as cross-trained dispatchers shall receive premium pay of one-half step (2.87%) in addition to their base salary. A cross-trained dispatcher is defined as a Communications Dispatcher II who is currently certified at all radios. This premium pay shall not be granted until training is received and certification is issued, certification will not be issued to any Dispatcher unable to demonstrate proficiency in all radio categories.       Should a previously trained and certified cross-trained dispatcher lose certification, this premium pay shall also be lost until certification is regained. Dispatchers assigned in writing to serve as acting supervisor for aRead More →

The Professional Practices Committee shall be established consisting of no more than three (3) employees selected by the Union who are covered by this Memorandum of Understanding. The objectives of the Professional Practices Committee shall be to consider constructively the professional practice of medical technology and to consider ways and means to improve medical technology. The Clinical Services Managers in the Public Health Laboratory and the San Mateo Medical Center Laboratory shall meet with the Professional Practices Committee, upon request, for a meeting of no longer than two (2) hours to discuss the activities of the Professional Practices Committee. There shall be no more thanRead More →

The County and the Union have agreed on a tool allowance of Three hundred and Seven dollars ($307.00) 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. Coveralls will be provided for Utility Workers in the Sheriff’s Department byRead More →

The County and the Union have agreed to the following equity adjustments which shall become effective October 12, 2014. The salary rate listed in the salary exhibits includes this increase. Classification                                   Equity Code Compliance Officer/Senior     4.1% Departmental management shall discuss with employees proposed reassignments from one division to another, including workload transition, and shall advise employees of impending reassignments prior to the general release of such information, unless absence of the employee makes this impossible. Registration Fees. The County agrees to provide payment on a reimbursement basis of professional registration fees for employees in the classification of Capital Projects Manager. Professional Societies and Associations. ForRead More →

The County and the Union have agreed to the following equity adjustments which shall become effective as specified. The salary rate listed in the salary exhibits includes this increase. Classification                     Equity Park Ranger I-IV                 4.6% New employees shall receive a thirteen (13) biweekly pay period allowance by the completion of two (2) biweekly pay periods of service with subsequent payments to be made at the completion of each additional thirteen (13) biweekly pay periods of continuous service. 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 theRead More →

Shift Differential. Nurses shall be paid at the rate specified in Section 8.1 (1) when assigned to a shift which starts after 1:59 p.m. and before 10:00 p.m. Rest Period. Each institutional Nurse shall have an unbroken rest period of at least twelve (12) hours between shifts, and of at least fifty-five (55) hours between shifts when the Nurse is off duty on the weekend or two (2) consecutive days off duty, and of at least thirty-one (31) hours between shifts when the Nurse is off-duty on a holiday or for a single day. All hours worked within the above rest periods shall be paid at theRead More →

The County shall continue to provide appropriate uniforms for employees of the Food Services Division who must wear a uniform. In accordance with this provision, Lab Coats will be made available to all Food Services Supervisors. The County has agreed to provide knives for those culinary personnel required to use them in the course of their work. Cooks who perform the duties of baker and AAA Senior Meals Program delivery coordination at San Mateo Medical Center  shall receive a differential equivalent to the salary for the classification of Supervising Cook I. Only one employee at a time may be so assigned. A Food Service Worker whoRead More →

The County and the Union have agreed to the following equity adjustments which shall become effective October 12, 2014. The salary rate listed in the salary exhibits includes this increase. Classification                                                               Equity Environmental Health Specialists I-IV/Supervisors     2.65% Hazardous Materials Specialists I-IV/Supervisors       2.65% Environmental Health employees in the following classifications, Environmental Health Program Supervisor, Environmental Health Program Specialist and Hazardous Materials Specialist, who obtain a certificate/registration as a Professional Engineer, Registered Geologist, or Registered Engineering Geologist shall receive a differential of one step (5.74%) in addition to all other compensation. No more than two employees at a time may receive this differential. At the request of theRead More →

The County and the Union have agreed to the following equity adjustments which shall become effective October 12, 2014. The salary rate listed in the salary exhibits includes this increase. Classification Equity Welfare Fraud Investigator 1.0% At such time as Continuing Education (CE) credits are required as a condition of State licensure, registration or certification for positions in this bargaining unit, the County agrees to meet with the Union regarding formal educational leave provisions for the fulfillment of such requirements. The County recognizes that employees who are Benefits Analysts should meet with the Human Services Agency in order to provide input into the formulation ofRead More →

The County and the Union have agreed to the following equity adjustments which shall become effective October 12, 2014. The salary rate listed in the salary exhibits includes this increase. Classification Equities Epidemiologist/Supervising 8.0% Pharmacist/Supervising 1.3% Pharmacy Technicians 5.0% Radiologic Technologists/Supervising 10.0% Imaging Specialists/Lead Imaging Specialist 10.0% Respiratory Therapist I-III 10.2% Speech Pathologists 1.0%   Rest Period. Each Licensed Psychiatric Technician (LPT) Crisis Team Technician (CTT) and Medical Services Assistant II (MSA II) shall have an unbroken rest period of at least twelve (12) hours between shifts, and of at least fifty-five (55) hours between shifts when the LPT, CTT or MSA II is offRead More →

The following list summarizes the various benefit programs in effect for employees as of April 1, 2011: MEDICAL (Active): The County pays 85% of the total premium for Kaiser or Blue Shield HMO plans (employees pay 15% of the total premium) and the County pays 75% of the total premium for Blue Shield POS plan (employees pay 25% of the total premium). MEDICAL (Retiree): See section 21.3. DENTAL: All employees must participate in a plan. County Plan:   County pays 85% of premium 1st year:                 $100 cap on deductible 60% UCR paid to dentists 2nd year:               No deductible 85% UCR paid to dentists Annual maximum ofRead More →

A probationary or permanent employee who has resigned in good standing or accepted a voluntary demotion may, within two years following the effective date of the resignation or voluntary demotion, request that the Human Resources Director place his/her name on the reinstatement eligible list for any classification for which he/she is qualified. Additionally, employees who occupy positions which the department head has determined are at risk of being eliminated may be placed on appropriate reinstatement list prior to the anticipated date of layoff. This list may be considered by department heads in addition to either the promotional eligible or general eligible lists but cannot takeRead More →

45.1 Past Practices Continuance of working conditions and practices not specifically authorized by ordinance or by resolution of the Board of Supervisors is not guaranteed by this Memorandum of Understanding. 45.2 Existing MOU This Memorandum of Understanding shall supersede all existing memoranda of understanding between the County and the Union.Read More →

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, all of which other provisions shall remain in full force and effect.Read More →

The County will notify the Union of its intent to contract or subcontract work customarily performed by members of the AFSCME bargaining units where such contracting or subcontracting would result in loss or potential loss through attrition or layoff of such bargaining unit members. The County will make such notification at least ninety (90) calendar days in advance of such action. The notice shall include an explanation of the County’s reason for proposing such contracting/subcontracting. The Union shall be given the opportunity to meet with the County to discuss the decision to contract out, and to meet and confer on the effect of such contractingRead More →

41.1   Employee Assistance Committee The County shall maintain a management/employee committee that is charged with the responsibility for reviewing the Employee Assistance Program in San Mateo County. The employee representatives include one (1) employee from AFSCME. The County will provide young adult dependents and domestic partners access to the Employee Assistance Program. 41.2   EEO Advisory Committee The County agrees that AFSCME may designate one (1) employee to serve on the EEO Advisory Committee. 41.3   Central Safety Committee The County agrees that AFSCME may designate one (1) employee to serve on the Central Safety Committee. 41.4   Deferred Compensation Committee The County agrees that AFSCME may designate one (1) employee to serveRead More →

With regards to the investigation of a possible criminal offense, if such investigation leads to neither conviction nor to disciplinary action, reference to the investigation shall be removed from the employee’s personnel file. If the criminal investigation results in conviction and/or disciplinary action any reference to the investigation which may be in the employee’s personnel file will be retained and will be subject to inspection pursuant to this Section.Read More →

This Section does not apply to the records of an employee relating to the investigation of a possible criminal offense or to letters of reference; provided, however, that pre‑employment reference materials obtained in confidence shall be removed from official personnel files after one (1) year of continuous County employment.Read More →

Employees may request in writing to the Department Head with a copy to the Human Resources Director that letters of reprimand which are two (2) or more years old be sealed and kept separate from the employee’s personnel files. Said letters of reprimand shall be sealed and removed provided the following conditions are met: The file does not contain subsequent letters of reprimand or records of disciplinary action involving the same type of infraction in which case the prior letter of reprimand will remain in the employee’s personnel file until the most current related letter of reprimand or record of disciplinary action is two (2)Read More →

The County shall provide an opportunity for the 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 employee’s personnel record. The employee shall be responsible for providing the written responses to be included as part of the employee’s permanent personnel record.Read More →

40.1 Employee Review Each employee shall have the right to inspect and review any official record relating to his/her performance as an employee or to a grievance concerning the employee which is kept or maintained by the County. The contents of such records shall be made available to the employee for inspection and review at reasonable intervals during the regular business hours of the County. The employee’s designated representative may also review the personnel file with specific written authorization from the employee.Read More →

If an employee covered by this Memorandum of Understanding suffers loss of compensation due to the inequitable application of rules, regulations, policies and procedures and where said loss of compensation is not subject to the grievance procedure specified in Section 38 of the Memorandum of Understanding, the employee shall attempt to resolve this matter with the immediate supervisor. If unable to resolve this matter satisfactorily, the employee or the employee’s Union representative may submit the complaint in writing to the Employee Relations Officer with a copy to the County Manager. If this matter is not resolved by the Employee Relations Officer within thirty (30) working daysRead More →

The provisions of this Section shall not abridge any rights to which an 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 the sole province and discretion of the Civil Service Commission. All grievances of employees in representation units represented by the Union shall be processed under this Section. If the County Charter requires that a differing option be available to the employee, no action under paragraph (b) of subsection 38.2 above shall be taken unless it is determined that the employee is not availing himself/herself ofRead More →

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; and neither the Union nor any representatives thereof shall engage in job action for the purpose of effecting changes in the directives or decisions of management of the County, nor to effect a change of personnel or operations of management or of employees not covered by this Memorandum of Understanding. In the case of aRead More →

Irrespective of the defenses of timeliness and/or arbitrability, all issues and remedies shall be fully discussed and/or responded to at each level, prior to and including arbitration, without prejudice to those defenses. For the purpose of meeting timelines, postmarks or date of hand delivery shall establish the dates of receipt. If a steward is present at a grievance meeting at any step in the procedure, he/she will be copied on the applicable grievance-related correspondence. If arbitration has been invoked, stewards will not be copied on correspondence to attorneys involved in the arbitration process.Read More →

All complaints involving or concerning the payment of compensation shall be initially filed in writing with the Human Resources Director. Only complaints which allege that employees are not being compensated in accordance with the provisions of this Memorandum of Understanding shall be considered as grievances. Any other matters of compensation are to be resolved in the meet and confer process if not detailed in the Memorandum of Understanding which results from such meet and confer process shall be deemed withdrawn until the meet and confer process is next opened for such discussion. No adjustment shall be retroactive for more than sixty (60) calendar days fromRead More →

Decisions of Adjustment Boards and arbitrators on matters properly before them shall be final and binding on the parties hereto, to the extent permitted by the Charter of the County. No Adjustment Board and no arbitrator shall entertain, hear, decide or make recommendations on any dispute unless such dispute involves a position in a unit represented by the Union which has been certified as the recognized employee organization for such unit and unless such dispute falls within the definition of a grievance as set forth in subsection 38.1. Proposals to add to or change this Memorandum of Understanding or written agreements or addenda supplementary heretoRead More →

Grievances shall be processed in the following manner: 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 in the department in which he/she works as the department head may designate. If the issue is not resolved within the department, or if the employee elects to submit his/her grievance directly to the Union recognized as the representative of his/her classification, the procedures hereinafter specified may be invoked, provided, however, that all complaints involving or concerning the payment of compensation shall be in writing to the Human Resources Director. Step 2.Read More →

38.1 Definition 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 subject to the grievance procedure. If an employee files an EEOC, DFEH or administrative EEO complaint with the EEO Coordinator, the issue will no longer be subject to this grievance procedure, but will be processed in accordance with regulations or procedures governing the processing of said complaints. An employee may, however, file anRead More →

The appointing authority may dismiss, issue non-punitive disciplinary letters to, suspend, reduce in step, or demote any employee in the classified service provided the rules and regulations of the Civil Service Commission are followed. A reduction in step is defined as movement to the next lower salary step in the range for the classification for a period not to exceed six months. Right to Steward Representation Whenever an employee is required to meet with a supervisor and the employee reasonably anticipates that such meeting will involve questioning leading to disciplinary action, he/she shall be entitled to have a Steward present if he/she so requests. ItRead More →

Permanent employees may also request an informal appeal of below standard evaluations. At the request of the employee and the union to the Human Resources Director or his/her designee, a meeting will be arranged in an effort to clarify and, if possible, resolve areas of disagreement. Such meetings will be attended by the employee, his/her union representative, the employee’s first and second level supervisors, and a representative of the Human Resources Department. Informal appeals may be granted at any time prior to Civil Service Commission review.Read More →

36.1   Formal Appeal Notwithstanding the provisions of Section 38 of the Memorandum of Understanding, appeals of permanent employees relating to performance evaluations which are below a standard score or rating set by the Human Resources Director shall go directly to the Civil Service Commission. Upon receipt of the appeal the Commission will review the facts and order such action as it determines is appropriate. Appeals must be filed with the Commission within ten (10) calendar days after the evaluation’s finalization. No evaluation shall be considered finalized until the employee has been given ten (10) working days for review and comment.Read More →

Permanent employees who transfer to another position in the same classification within the same department shall not be required to undergo a new probationary period in the position into which transferred. Employees who transfer within the same class to another department may be required by the department head to start a new probationary period. If a new probationary period is a condition for transfer, the employee must sign a statement indicating an understanding of this fact prior to the effective date of the transfer. If a new probationary period is in force, the employee shall have a window period of twenty-eight (28) days from theRead More →

The appointing authority may terminate a probationary employee at any time during the probationary period without right of appeal in any manner and without recourse to the procedures provided in Section 38 (Grievances) hereof, except when the employee alleges, and substantiates in writing that the termination was due to discrimination prohibited by county, state or federal statutes or regulations. If discrimination is alleged, the appeal or grievance shall be decided solely on the basis of whether or not the termination was due to discrimination; and unless it is determined that there was discrimination, the person or persons hearing the appeal or grievance shall not substitute theirRead More →

An employee who is laid off and subsequently appointed as a result of certification from a general employment eligible list to a position in a different classification than that from which laid off shall undergo the probationary period prescribed for the class to which appointed. Former probationary employees whose names were placed on a reemployment eligible list before they achieved permanent status shall start a new probationary period when appointed from a reemployment eligible list.Read More →

An employee who is not rejected prior to the completion of the prescribed probationary period shall acquire permanent status automatically. Former permanent employees appointed from a reemployment eligible list shall be given permanent appointments when re-employed. Permanent employees who are involuntarily demoted to lower classifications shall be given permanent appointments in the lower classifications.Read More →

35.1 Length 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 Human Resources Director; however, no probationary period shall exceed 2080 regular hours. If an employee is incapacitated due to medical conditions and is reassigned to work that is not part of the employee’s normal duties, the probation period for the primary job will be extended for the duration of the reassignment. The employeeRead More →

When feasible, the County will offer work-out-of-class assignments to qualified, interested permanent employees prior to offering such assignments to extra-help employees. Departments will solicit interest in such assignments via bulletin board posting, internal memo, and/or email within the department or division as the department deems appropriate. If offered, it is the employee’s responsibility to inform management of their interest in work-out-of-class assignments. The intent of this section is to provide additional career development opportunities to permanent County employees when such assignments do not cause unreasonable disruptions to the work environment or work production. When feasible, the County will offer to rotate interested, qualified employees inRead More →

No employee shall be required regularly to perform duties of a position outside of the classification to which he/she has been appointed. However, employees may be assigned temporarily duties outside their classification. In addition, under the conditions described in the Rules of the Civil Service Commission, a department head may temporarily assign to employees whatever duties are necessary to meet the requirements of an emergency situation. An employee my submit to his/her department head a written request for re-evaluation of his/her position based on significant changes in job content or significant discrepancies between job content and the job description. If the employee feels his/her requestRead More →

32.1 Employee Preference If it becomes necessary to transfer permanently one or more employees from one geographical location to one or more work locations in different cities, employees at the original geographical location who are working in the affected classifications shall be given an opportunity to express their desires for transfer. In such cases the department head shall give consideration to length of service and transportation factors along with such job related criteria as he/she deems appropriate, provided where all of these criteria are relatively equal, length of service shall prevail. Nothing shall preclude a department head from temporarily assigning employees to work at aRead More →

Notwithstanding the provisions of the Grievance Section of the Memorandum of Understanding appeals of employees of applications of the procedures of the Career Opportunities Program shall go directly to the Human Resources Director and if not satisfactorily resolved then to the Civil Service Commission. Procedures that are appealable under this section have been mutually agreed to by the Career Opportunities Program Joint Labor/Management Committee.Read More →

A.     Promotional Opportunities Recruitments for classifications covered by this program will be conducted on either a promotional basis (as designated in Exhibit L 1.) or an open and promotional basis (as designated in Exhibit L 2.). All recruitments for these classifications will be conducted in accordance with the Civil Service Rules, and any appeals will be processed under authority of the Civil Service Rules. B.     Transfer Opportunities The Transfer Program permits employees to transfer from one position to another without competitive examination, within the specific classification groupings listed in Exhibit L 3. Utilization of the Transfer Program is at the department’s discretion; if used, allRead More →

30.1   Purpose The purpose of the Career Opportunities Program is to provide current employees with opportunities to promote, transfer, or change careers within the County in a way that is fair, competitive, easily understandable, efficient and appropriate to the County’s needs. Investing in and utilizing talents of its employees will enhance the performance of the organization.Read More →

Permanent employees who are promoted to a higher classification shall undergo the probationary period prescribed for the higher classification, but shall have the right to demote to their former classification in their former department if a vacancy in their former classification exists. If no vacancy exists, such employees shall be placed in the longest standing vacancy, as determined by the requisition form date, County‑wide. Should the longest standing vacancy entail “unusual” work hours, the employee shall have the one-time option of returning to the second longest standing vacancy should one exist. (“Unusual” shall mean work hours or work week dissimilar to those of the positionRead More →

General Promotional Eligible Lists: The names of applicants successful in general promotional examinations shall be placed on general promotional eligible lists for the classifications examined. Departmental Promotional Eligible Lists: The names of applicants successful in departmental promotional examinations shall be placed on departmental promotional eligible lists for the classifications examined. These lists shall take precedence over General Eligible Lists. If, at the time of termination, an employee’s name appears on a promotional eligible list, his/her name shall be removed from the promotional list and placed on the open general eligible list for that classification in accordance with his/her final score.Read More →

29.1   Examinations Open Examinations: Any person who meets the minimum qualifications for the job classification may compete. General Promotional Examinations: Permanent and probationary employees who have served at least six months in such status prior to the date of the examination are eligible to compete. Persons who have been laid off and whose names are on a reemployment list are also eligible provided they had served at least six months prior to lay off. Persons in unclassified positions, who previously held positions in the classified service and who did not have a break in County service between the classified and unclassified appointments are eligible toRead More →

The County shall continue to provide its present long term income protection plan for permanent employees at no cost to said employees; provided, however, that in order to be eligible for such plan, employees must have been employed by the County for three (3) or more years. Effective with disabilities commencing on or after January 1, 1988, the one hundred and twenty (120) day disability period required to qualify for long term income protection does not require continuous disability but shall be cumulative for any single medically verified illness or injury within a period of six (6) full months from the date of the disability’s onset. TheRead More →

Employees, depending on pre‑qualification, may purchase additional term life insurance to a maximum of $250,000 for employee, $125,000 for spouse, and $10,000 for dependents. Applying for additional life insurance will not place an employee’s current level of insurability at risk.Read More →

26.1 Coverage Employees shall be covered by life insurance and accidental death insurance as follows: The County shall provide Twenty Thousand Dollars ($20,000) of life insurance for each employee. The County shall provide Five Hundred Dollars ($500) of life insurance for the employee’s spouse and up to a maximum of Five Hundred ($500) of life insurance for each of the employee’s children depending on ages. The County shall provide an additional Ten Thousand Dollars ($10,000) of life insurance payable to the employee’s beneficiary if the employee’s death results from an accident either on or off the job.Read More →

Employees hired on or after August 7, 2011 will pay fifty percent (50%) of the Retirement COLA cost as determined by SamCERA. COLA costs are included in the Plan 7 statutory rate. Effective July 5, 2015, all employees will pay fifty percent (50%) of the Retirement COLA cost as determined by SamCERA. Effective October 12, 2014, employees will receive a one percent (1%) salary increase to offset the additional employee payment toward retirement COLA.Read More →

Plan 5: 1.725% @ 58 (pre-enhancement tier) with no 3% cost share Current Plan 4: 2% @ 55.5 (as described in 25.3 above) is closed to new employees hired on or after the effective date of the commencement of Plan 5.   However, employees may transfer into Plan 4 after providing the equivalent of ten years (20800 hours) of service in Plan 5, and entering into an agreement with the San Mateo County Employee’s Retirement Association to pay all of the employee and employer contributions that would have been required if the employee had been in Plan 4 since the date of employment, plus interest PlanRead More →

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 of Supervisor’s authority under Government Code section 31678.2(a). Government Code section 31678.2(b) authorizes the collection, from employees, of all or part of the contributions by a member or employer or both, that would have been required if section 31676.14 had been in effect during the time period specified in the resolution adopting section 31676.14, and that the time period specified in theRead More →

25.1 Longevity Pay Effective November 23, 2014, the County shall discontinue employer pick up of the employee’s statutorily required retirement contribution. Effective November 23, 2014, County pick-up shall be replaced by longevity pay as follows: One and one-half percent (1.5%) salary increase after the equivalent of ten (10) years of full time service 20,800 hours) An additional one and one-half percent (1.5%) salary increase (for a total of three percent (3%) after the equivalent of twenty (20) years of full time service (41,600 hours) An additional one percent (1%) salary increase (for a total of four percent (4%) after the equivalent of twenty-five (25) yearsRead More →

Health plan changes that are initiated by the health plan based on either legislative/ regulatory changes or health plan organization policy changes are provided to employers each year. These changes are typically not significant in terms of the number of individuals who are impacted by the change. For instance, they do not often include co-pay changes for outpatient or inpatient physician or facility services, prescription drug   or other major plan design co-pays. Where health plans initiate these kinds of changes to the contract, Employee Benefits will share with labor the specific changes health plans are communicating at the time of renewal, before implementing the changes.Read More →

24.1 New Plans During the term of this Memorandum of Understanding, the County and the Unions shall convene the Benefits Commttee to 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, not to exceed two (2) representatives from each participating labor organization and four (4) County representatives.Read More →

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 January 1, 2016, each new employee will be automatically enrolled in the County’s Deferred Compensation program, at the rate of one percent (1%) of their pre-tax wages, unless he or she chooses to opt out or to voluntarily change deferrals to greater than or less than the default one percent (>1%) as allowed in the plan or as allowed by law. The pre-tax deduction will be invested in the target fund associated with the employees’ date ofRead More →

Retirees who live in areas where no County Health plan coverage is available, and who are eligible for conversion of sick leave credits to a County contribution toward health plan premiums, may receive such contribution in cash while continuously enrolled in an alternate health plan in the area of residence. It is understood that such enrollment shall be the sole responsibility of the retiree. This option must be selected either: At the time of retirement or During the annual open enrollment period for the County’s health plans, provided the retiree has been continuously enrolled in one of the County’s health plans at the time ofRead More →

Employees who retire after March 31, 2008 will, upon exhaustion of accrued sick leave, be credited with additional hours of sick leave as follows: With at least 10 but less than 15 years of service with the County of San Mateo – 96 hours With at least 15 but less than 20 years of service with the County of San Mateo – 192 hours With 20 years or more of service with the County of San Mateo – 288 hours The County and the Unions shall convene a special committee within the first twelve (12) months following adoption of the successor MOU between the parties,Read More →

Employees in the Licensed Vocational Nurse Unit shall be reimbursed by the County for unused sick leave at the time of retirement on the following basis: For each day of unused sick leave at the time of retirement, the County shall pay for one (1) month’s premium for health coverage for the nurse only, to a maximum of 180 months of continued health coverage. Should a retired nurse die while receiving benefits under this section, the employee’s spouse and eligible dependents shall continue to receive coverage to the limits provided above.Read More →

Employees hired on or after January 1, 2011, whose employment with the County is severed by reason of retirement during the term of this MOU shall be reimbursed by the County for the unused sick leave at time of retirement on the following basis: For each 8 hours of unused sick leave at time of retirement, the County shall contribute toward one month’s premium for health or dental coverage for the worker and eligible dependents (if such dependents are enrolled in the plan at the time of retirement.) The County shall not be obligated to contribute at a rate in excess of $400 per 8Read More →

Unless otherwise provided in this MOU, employees hired prior to January 1, 2011 whose employment with the County is severed by reason of retirement during the term of this MOU shall be reimbursed by the County for the unused sick leave at time of retirement on the following basis: For each 8 hours of unused sick leave at time of retirement, the County shall contribute towards one (1) month’s premium for health coverage or for dental coverage for the employee and eligible dependents (if such dependents are enrolled in the plan at the time of retirement). The County shall not be obligated to contribute atRead More →

For County employees occupying permanent part-time positions, who work a minimum of forty (40), but less than sixty (60) hours in a biweekly pay period, the County will pay one‑half (½) of the hospital and medical care premiums described above. For County employees occupying permanent part-time positions who work a minimum of sixty (60), but less than eighty (80) hours in a biweekly pay period, or qualify for health benefits under the Affordable Care Act (ACA), the County will pay85% of the Kaiser High Deductible Health Plan (HDHP) or three-fourths (3/4) of the hospital and medical care premiums described above. Upon request from the County,Read More →

21.1 Payment of Healthcare Premiums The County and covered employees share in the cost of health care premiums. The County will pay 85% of the total premium for the Kaiser HMO , Blue Shield HMO, or Kaiser High Deductible Health Plans(employees pay 15% of the total premium), and the County pays 75% of the total premium for the Blue Shield POS Plan (employees pay 25% of the total premium) .Read More →

Failure to report for duty after a leave of absence request has been disapproved, revoked, or canceled by the appointing authority, or at the expiration of a leave, shall be considered an absence without leave. Absence Without Leave Absence from duty without leave for any length of time without a satisfactory explanation is cause for dismissal. Absence without leave for four (4) or more consecutive days without a satisfactory explanation shall be deemed a tender of resignation. If within thirty (30) days after the first day of absence without leave a person who has been absent makes an explanation satisfactory to the Board of Supervisors,Read More →

Educational leave of absence with pay may be granted to employees under the conditions specified in this Section. In order to be granted educational leave of absence with pay an employee must submit on the prescribed form a request to the appointing authority containing all information required to evaluate the request. The County may, after approval of an employee’s application, grant a leave of absence with pay for a maximum of sixty-five (65) working days during any fifty-two (52) biweekly pay periods for the purpose of attending a formal training or educational course of study. Eligibility for such leaves will be limited to employees withRead More →

Upon approval by the department head, an employee, other than extra-help or a seasonal worker, shall be permitted authorized absence from duty for appearance in Court because of jury service, in obedience to subpoena or by direction of proper authority, in accordance with the following provisions: Said absence from duty will be with full pay to a maximum of eight hours for each day the employee serves on the jury or testifies as a witness in a criminal case, other than as a defendant, including necessary travel time. As a condition of receiving such full pay, the employee must remit to the County Treasurer, throughRead More →

General Provisions Qualifying: Only permanent or probationary employees occupying permanent positions are eligible for leaves of absence without pay under the provisions of this Section. Application for and Approval of Leaves of Absence Without Pay: In order to receive leave without pay, an employee must submit a request on the prescribed form to his/her department head describing the reasons for the request and all other information required for the department head, or his/her representative, to evaluate the request. Granting of Leaves of Absence Without Pay: An appointing authority may grant leave of absence without pay for up to a maximum of two (2) biweekly payRead More →

Job Incurred Disability Leave With Pay Definition: Job incurred disability leave with pay is an employee’s absence from duty with pay because of disability caused by illness or injury arising out of and in the course of his/her employment which has been declared to be compensable under the Workers’ Compensation Law. Only permanent or probationary employees occupying permanent positions are eligible for job incurred disability leave with pay. Payment: Payment of job incurred disability leave shall be at the base pay of the employee, and shall be reduced by the amount of temporary disability indemnity received, pursuant to Workers’ Compensation Law. Application for and ApprovalRead More →

Employees on leaves of absence without pay for more than two (2) biweekly pay periods shall not be entitled to payment of the County’s portion of the premiums for the health, dental, life, or long-term disability insurance, except as provided hereinafter. The entitlement to payment of the County’s portion of the premiums shall end on the last day of two (2) full biweekly pay periods in which the employee was absent. An employee who is granted a leave of absence without pay for reasons of the employee’s illness or accident shall be entitled to two (2) biweekly pay periods of the County’s portion of theRead More →

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 this Memorandum of Understanding. Unless otherwise provided, the granting of a leave of absence also grants to the employee the right to return to a position in the same classification, or equivalent classification in the same department as he/she held at the time the leave was granted. The granting of any leave of absence shall be based on the presumption that the employee intends to return to work upon the expiration of the leave. However, if a disability retirementRead More →

Leave credits may be transferred from one or more donating employees to another receiving employee under the following conditions: The receiving employee is a permanent full or part-time employee whose participation has been approved by his/her department head; The receiving employee or the receiving employee’s spouse/domestic partner or direct family member has sustained a life threatening or debilitating illness, injury or condition. (The Department Head may require that the condition be confirmed by a doctor’s report); The receiving employee has or will have exhausted all paid time off; The receiving employee must be prevented from returning to work for at least 30 days and mustRead More →

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: was hospitalized during the period for which sick leave is claimed, or received medical treatment or diagnosis and presents a statement indicating illness or disability signed by a physician covering the period for which sick leave is claimed, or was preparing for or attending the funeral of a member of the immediate family. To have sick leave considered in lieu of vacation the request and substantiation must be provided within ten (10) days of the employees’ return to work.Read More →

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 sick leave, vacation, holiday and compensatory time.Read More →

When an employee who has been working in a seasonal or extra-help category is appointed to a permanent position such appointee shall receive credit for such extra-help or seasonal period of service in computing accumulated sick leave, provided that no credit shall be given for service preceding any period of more than twenty-eight (28) consecutive calendar days in which an employee was not in a pay status. If an employee who has unused sick leave accrued is laid off and subsequently re-employed in a permanent position, such sick leave credits shall be restored to him/her upon reemployment. The employee shall not have any portion ofRead More →

When the requirement for sick leave is known to the employee in advance of his/her 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 means. Before an employee may be paid for the use of accrued sick leave he/she shall complete and submit to his/her department head a request stating the dates and hours of absence, and such other information as is necessary for the request to be evaluated. If an employee does not return to work prior toRead More →

Employees are entitled to be paid for sick leave used, to a maximum of the time accrued, under the following conditions: The employee’s illness, injury, or exposure to contagious disease which incapacitates him/her from performance of duties. This includes disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth, and recovery therefrom as determined by a licensed physician, or, under the Kaiser plan, a licensed health care professional. The employee’s receipt of required medical or dental care or consultation. The employee’s attendance on a member of the immediate family who is ill. The employee’s preparation for or attendance at the funeral of a member ofRead More →

19.1   Accrual All employees, except extra-help or seasonal employees, 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 employee, except extra-help or seasonal employees, who work less than full time during a pay period. For the purpose of this Section absence in a pay status shall be considered work.Read More →

The time at which employees shall be 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.Read More →

18.1   Vacation Allowance Employees, excluding seasonal and extra-help, or as herein otherwise provided, shall be entitled to vacation with pay in accordance with the following schedule, based on a full time work schedule. Accruals listed are prorated for part time employees: During the first five (5) years of continuous service, vacation will be accrued at the rate of 4.0 hours per biweekly pay period worked. After the completion of five (5) years of continuous service, vacation will be accrued at the rate of 4.9 hours per biweekly pay period worked. After the completion of ten (10) years of continuous service, vacation will be accrued atRead More →

The County does not intend to prohibit employees from being absent from work on election days if employees can charge such time off to a 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 in rendering proper services to the public.Read More →

If any of the holidays listed above falls on a day other than Sunday and the employee is not regularly scheduled to work that day, or if an employee is required to work on a holiday, the employee shall be entitled to equivalent straight time off with pay. This equivalent straight time off earned is limited to 120 hours with any time earned in excess of 120 hours cashed out at the equivalent straight time rate. If an employee leaves County service with accrued hours, those hours will be cashed out.Read More →

The holidays for the County are: January 1 (New Year’s Day) Third Monday in January (Martin Luther King, Jr.’s Birthday) February 12 * (Lincoln’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/Indigenous Peoples Day) November 11 (Veterans Day) Fourth Thursday in November (Thanksgiving Day) Friday following Thanksgiving Day December 25 (Christmas) Every day appointed by the President of the United States or the Governor of the State of California to be a day of public mourning, thanksgiving, or holiday. The granting of such holidaysRead More →

16.1 Eligibility Regular full-time employees in established positions shall be entitled to take all authorized holidays at full pay, not to exceed eight (8) hours for any one (1) 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 entitled to holiday pay in proportion to the average percentage of full-time hours worked during the two (2) pay periods immediately preceding the pay period which includes the holiday. If two or more holidays fall on succeeding or alternate pay periods, then the average full-time hours worked in the two (2) payRead More →

If an employee is laid off and not reemployed by the County through a transfer, demotion, or displacement of another employee, the County will pay up to four thousand dollars ($4,000) for tuition or fees in payment for accredited courses or training taken within twelve (12) months of layoff, and taken for the purpose of finding new employment. The administration of this new benefit will be determined by mutual agreement between the County and the UnionRead More →

The County agrees to pay the County premium for nine (9) months of medical coverage for an individual who is laid off. This coverage is contingent on the following conditions: the individual has not refused a County job offer; the individual is unemployed; the individual continues to pay their share of the premium and the coverage is for health only and does not cover dental or vision. Such coverage runs concurrently with COBRA and CalCOBRA.Read More →

15.1 Application Unless herein provided for in Section 15.3, in the event that an employee’s position is abolished and such employee is unable to displace another County employee as provided in Section 14 of this Memorandum of Understanding, such employee shall receive reimbursement of one week of pay for each full year (2080 hours) of regular service to the County, and fifty percent (50%) of the cash value of such employee’s unused sick leave; provided, however that such employee shall be eligible for reimbursement only if the employee remains in the service of the County until his/her services are no longer required by the department head.Read More →

The names of employees laid off shall be placed on reemployment eligible lists as hereinafter specified. Former employees appointed from a reemployment eligible list shall be restored all rights accrued prior to being laid off, such as sick leave, vacation credits, and credit for years of service. However, such reemployed employees shall not be eligible for benefits for which they received compensation at the time of or subsequent to the date they were laid off. The departmental reemployment eligible list for each classification shall consist of the names of employees and former employees having probationary or permanent status, and who were laid off or whoseRead More →

A displaced employee will be transferred to any vacancy with equivalent FTE status in his/her classification in his/her home department. For the purpose of this section, the following shall be considered “departments”: Agriculture, Weights and Measures Assessor, County-Clerk Recorder & Chief Elections Officer Board of Supervisors Child Support Services Controller Coroner County Counsel County Managers Office/Clerk of the Board Court District Attorney Fire Protection Services Health System – San Mateo Medical Center Health System – All Other Health Housing Human Resources Department Human Services Agency Information Services Department Parks Department Planning and Building Probation Public Works Library Sheriff’s Office Tax Collector/Treasurer/Revenue Services   If noRead More →

No permanent employee shall be laid off while employees working in extra-help, seasonal, temporary, provisional, or probationary status are retained in the same classification unless that employee has been offered the extra-help, seasonal, temporary, or provisional appointment. The order of layoff among employees not having permanent status shall be according to the following categories: Extra-Help or Seasonal Temporary Provisional Probationary – among probationary employees in a given classification, order of layoff shall be according to reverse order of seniority as determined by total continuous County civil service, not continuous time in that probationary period. Employees in flexibly-staffed positions serving a second probationary period (at aRead More →

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 courses are closely related to the employee’s present or probable future work assignments.   Limits to the amount of reimbursable expense may be set by the Human Resources Director with concurrence of the County Manager. There must be a reasonable expectation that the employee’s work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a college undergraduate or graduate degree,Read More →

The County facility(ies) or designated area(s) within the County where an employee reports when commencing his/her regularly assigned functions. Any County facility(ies) or designated area(s) to which an employee is assigned for a period in excess of twenty (20) consecutive work days shall ordinarily be considered a regular work location and, as such, not subject to employee mileage reimbursement. Temporary assignments which extend beyond twenty days may be considered for a mileage reimbursement eligibility extension not to exceed a total of ten (10) additional work days. All approval authority for extensions rests with the Human Resources Director whose decision shall be final. An employee isRead More →

12.1   General Except where indicated below, the County does not reimburse employees 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 Human Resources Department Director whose decision shall be final. As soon as practicable after notification is received from the IRS of a change in its allowable mileage rate, the County shall change its rate to coincide with that set by the IRS.Read More →

Administration of the bilingual pay plan will be the overall responsibility of the Human Resources Department. Any disputes concerning the interpretation or application of the bilingual pay plan shall be referred to the Human Resources Director whose decision shall be final.Read More →

The number and location of bilingual pay positions shall be periodically reviewed by management. If the number of filled positions in a specific division or geographical location are to be reduced, employees will be given reasonable notice prior to loss of the bilingual pay differential.Read More →

Transfers of employees occupying bilingual pay positions shall be in accordance with County policy and practice and shall not be in violation of the Memorandum of Understanding. It is recognized that utilization of a bilingual skill may be the sole reason for transfer in order to meet a specific County need.Read More →

A salary differential of Fifty-five Dollars s ($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 unpaid leave of absence status for a portion of any given pay period Bilingual pay for employees carrying a caseload at least 50% of which is comprised of non-English speaking clients shall be paid a salary differential of Seventy – Dollars ($70.00). Designation of positions for which bilingual proficiency is required is the sole prerogative of the County and the decisionRead More →

When warranted and in the interest of the County operation, department heads may assign employees to on-call status. Compensation for on-call duty shall be computed as follows: Employees shall be paid an hourly rate of Four Dollars and forty cents ($4.40) for time in which they are required to be in an on-call status, unless otherwise provided below. Effective November 19, 2006, employees assigned to the Hazardous Materials Emergency Response Team will receive an additional $1.50 per hour to the above on-call differential amounts. Operating Room Technicians and employees of the Clinical Laboratory Scientist Unit shall be paid the hourly equivalent rate of one-half (1/2)Read More →

If an employee has been receiving a shift differential or some other differential or pay for work-out-of-class as provided in this Memorandum of Understanding or in the Salary Ordinance for thirty (30) or more calendar 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 be included in such employee’s holiday pay, vacation pay, paid sick leave or paid compensatory time. The vacation, sick leave, holiday and compensatory time off pay of an employee on a rotating shift shall include theRead More →

A split shift is defined as a normal daily shift which is worked over a span of more than nine (9) consecutive hours. Employees required by proper authority to work a split shift shall be paid Three Dollars ($3.00) per each such split shift worked in addition to all other compensation.Read More →

Employees employed in twenty-four hour operations who are assigned to work a shift of 8 hours or more 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. Communications Dispatchers frequently work a shift from 6:00 am until 6:00 pm and then work a partial overtime shift beginning at 6:00 pm that does not exceed 8 hours. Due to the operational uniqueness of the 911 Dispatch system, the County agrees that in such situations, Dispatchers will be paid shift differential for hours past 6:00 p.m. The parties agree that this provision only applies to CommunicationsRead More →

8.1 Definition 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 classification. Effective November 19, 2006, shift differential pay is defined as pay at a rate which is 8% above the employee’s base pay. Notwithstanding paragraph (1) above, the biweekly shift differential pay for full-time employees shall be at least Twenty Dollars ($20.00) above the employee’s base pay, to be prorated for part-time employees. Notwithstanding paragraph (1) above, the shift differential pay for the Licensed Vocational Nurse and Licensed Vocational Nurse Trainee classificationsRead More →

Any employee who is assigned work that requires him/her to be out of town on one or more weekend days shall be compensated as follows: Fifty dollars ($50.00) per day for each weekend day (Saturday and/or Sunday) the employee is out of town. Regular and/or overtime compensation as provided in this section for each hour actually worked during such assignments, subject to the usual pre-approval requirements. Travel time for such assignments shall be compensated at actual time traveled, portal to portal, at one and one-half (1½) time, when the travel occurs outside of the employees’ regular work schedule.Read More →

Employees required to physically report back to work during off-duty hours shall be compensated for a minimum of three (3) hours of overtime pay. Full-time employees required by their supervisor to conduct work via a remote connection (telephone or computer) during off-duty hours shall receive overtime pay for a minimum of thirty (30) minutes and any additional actual time worked rounded up to the nearest six-minute increment. Part time workers will receive compensation for work via a remote connection during off-duty hours in accordance with hours worked within the workweek.Read More →

The Human Resources Director shall allocate all job classifications to the following described work groups for purposes of determining categories of employees to be compensated by monetary payment or by compensatory time off. The decision of the Human Resources Director shall be final; provided, however, that prior to changing the work group of an existing classification covered by this Memorandum of Understanding the Human Resources Director shall notify the Union of the contemplated change and if requested, discuss with the Union the reasons for the work group change. Work Group 1: All employees covered by the Fair Labor Standards Act shall be allocated to WorkRead More →

Except as otherwise provided by Charter, any authorized time worked in excess of the forty (40) hour weekly work schedule shall be considered overtime and shall be compensable at the rate of one and one-half (1-1/2) times the overtime worked, whether compensated by monetary payment or by the granting of compensatory time off. Only designated work groups are eligible for overtime as defined. Overtime resulting from required attendance at training classes or training meetings shall be compensable at the straight-time rate in an amount equal to the overtime worked unless monetary payment at a different rate is prescribed for an employee covered by the FairRead More →

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. Overtime worked must be in the job classification in which the person is regularly employed or in a classification for which the employee is authorized higher pay for work in a higher classification.Read More →

Full-time, permanent employees may request a reduction in their work through the Voluntary Time Off (VTO) Program as described in the County’s Voluntary Time Off Policy as summarized herein. Employees may apply for the VTO Program at any time during the year. Application forms shall be made available through payroll clerks and the Benefits Office. Approved applications for enrollment received after April 1st of each year will be effective the first pay period in July of that year. Approved applications received prior to April 1st will be effective the pay period following receipt of approved applications in Human Resources . Participating employees shall be considered toRead More →

The County may on a department by department, division by division or unit by unit basis offer alternate work week options. Such options may include but are not limited to 4/10 work week, 9/80 scheduling, flexible schedules and job sharing. Should a department or division agree to enter into an alternate work week agreement, the department except in cases of emergency as provided below also agrees to meet with the Union as soon as any problems with the alternate schedules are identified. Except in cases of emergency alternate schedules shall not be discontinued without such a meeting taking place. In all decisions regarding alternate workRead More →

6.1     General The standard work week for employees occupying full-time positions consists of forty (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 the County. Employees occupying part-time positions shall work such hours and schedules as the Board and the appointing authority shall prescribe.Read More →

When an employee is reclassified downward, he/she shall continue in his/her present salary range, with cost of living adjustments, for two years, at which point the employee’s salary shall be frozen (“Y” – rated) until the salary assigned to the lower classification 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.Read More →

An employee in a position reclassified to a lower classification shall have the right of either: (1) transferring to a vacant position in his/her present classification in the same or another department, provided the head of the department into which the transfer is proposed agrees, or (2) continuing in the same position in the lower classification at a “Y” rate of pay when the incumbent’s pay is higher than the maximum step of the salary range for the lower classification.Read More →

When an employee is demoted, whether such demotion is voluntary or otherwise, that employee’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 Human Resources 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 employee’s classification, and designate such rate of pay as “Y” rate (see Section 5.8), and also provided that an employee demoted as a result of abolition of position shall be placedRead More →

When an employee 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 employee shall be entitled to the next step in the salary schedule of the higher class which is at least one step above the rate he/she has been receiving, except that the next step shall not exceed the maximum salary of the higher class.Read More →

Date Established: November 1, 2004 I. Introduction Overview The purpose of this policy is to ensure the integrity, reliability and good performance of San Mateo County computing resources through the effective and efficient prevention of computer virus outbreaks and network security attacks involving computers and fileservers attached to the San Mateo County Network by the implementation of proactive, centrally administered virus protection and Operating System patch management. Virus protection is most effective if every computer and fileserver on the San Mateo County network has anti-virus software installed and is configured to receive updates from a centrally located anti-virus server. Operating system updates are most effectiveRead More →

Permanent and probationary employees 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 workers serving in that classification. Hours of Service Necessary for Step Increases After completion of 1040 regular hours satisfactory service in Step A of the salary schedule, andRead More →

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

The salary ranges for all employees 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 biweekly rate of pay for full-time employment. The rates of pay set forth in the Exhibits represent the total compensation due employees, except for overtime compensation and other benefits specifically provided for by the Board of Supervisors or by this Memorandum of Understanding. The rates of pay set forth in the Exhibits do not include reimbursement for actual and necessary expenses forRead More →

There shall be no discrimination because of race, creed, color, national origin, sex, sexual orientation, age, legitimate union activities, or any other classification protected by law, against any employee or applicant for employment by the Union or by the County or by anyone employed by the County; and to the extent prohibited by applicable state and federal law, there shall be no discrimination against any disabled person solely because of such disability unless that disability prevents the person from adequately performing the essential duties of the position.Read More →

The Union shall designate a reasonable number of 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 Human Resources Department Director in writing of the individuals so designated. Alternates may be designated to perform Steward functions only during the absence or unavailability of the Stewards except by mutual agreement of the parties. Stewards may be relieved from their assigned work duties by their supervisors to investigate and process grievances initiated by other employees within the same work area or representation unit including participating in Steps 1-4Read More →

3.1     Attendance at Meetings County employees who are official representatives or Stewards 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 shall be reasonable and shall not interfere with the performance of County services as determined by the County. Such representatives or Stewards shall submit written requests for excused absences to the Human Resources Director at least two (2) working days prior to the scheduled meeting whenever possible. Except byRead More →

The County shall supply without cost to the Union a monthly with a data processing run of the names and classifications of all employees in the units represented by the Union. Such lists shall indicate which employees were having Union dues withheld from their pay checks as of the date the roster was prepared, the names added to or deleted from the previous list, and whether each such change in status was by reason of leave of absence, termination or withdrawal from the Union. The lists shall be supplied without cost to the Union. The County shall notify the Union of employees who are onRead More →

When a person is hired in any classification represented by the Union, the County shall notify that person that the Union is the recognized employee organization for the employees in said classification and present that person with a copy of the current Memorandum of Understanding as well as an approved packet of information which has been supplied by the Union. The County will provide the new employee orientation list to the unions each month. This listing shall include each employee’s name, classification, and department number. Each Union shall be allowed twenty (20) minutes at the end of each new employee orientation session to speak toRead More →

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 opportunity to meet with the appropriate management representatives prior to adoption. In cases of emergency when the foregoing procedure is not practical or in the best public interest, the County may adopt or put into practice immediately such measures as are required. At the earliest practicable date thereafter the Union shall be provided with theRead More →

The Union shall be allowed by a County department, in which it represents employees, use of available bulletin board space (17″ by 14″) for communications having to do with official organization business, such as times and places of meetings provided such use does not interfere with the needs of the department. The department involved and/or Human Resources will investigate problems that the Union identifies with respect to use of these bulletin boards. The Union may distribute materials to employees within the unit it represents through County mail distribution channels if approved by the Human Resources Director. This privilege may be revoked in the event ofRead More →

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 that arise out of or by reason of this union security Section, or action taken or not taken by the County under this Section. This includes, but is not limited to, the County’s attorney’s fees and costs.Read More →

The Union shall provide the County with a copy of the Union’s “Hudson procedure” for the determination and protest of its agency fees. The Union shall provide a copy of said “Hudson procedure” to every agency fee payor covered by this Memorandum of Understanding and annually thereafter, and as a condition to any percentage change in the agency fee. Local 829 will supply the County with deduction authorization forms and/or membership applications. Annually, the Union shall provide the Director of Human Resources   with copies of the financial report which the Union annually files with the California Employee Relations Board, the United States Department of LaborRead More →

Understanding shall be provided by the County with and shall execute an “Employee Authorization for Payroll Deduction” form selecting one of the following: 1) Union dues; 2) agency fee; or 3) if he/she qualifies, a fee equal to agency fee payable to one of three negotiated charities. All dues, service fees and PEOPLE deductions shall be transmitted to Local 829 in an expeditious manner. All transmittal checks shall be accompanied by documentation which denotes the employee’s name, social security number (for members only), amount of deduction (including PEOPLE) and member or fee payer status. The County shall hand out agreed upon Union materials along with the Agency Shop forms.Read More →

The Union may have the regular dues of its members within a representation unit deducted from employees’ paychecks under procedures prescribed by the County Controller for such deductions. Dues deduction shall be made only upon signed authorization from the employee upon a form furnished by the County, and shall continue: (1) until such authorization is revoked, in writing, by the employee; or (2) until the transfer of the employee to a unit represented by another employee organization. The Human Resources Department and the Controller’s Office will work to provide that dues deductions are promptly terminated when an employee transfers out of union representation through a change inRead More →