For those employees who currently have some or all of their service time in the General Retirement Plan, the following will apply: Employees in the non-contributory retirement plan, also known as Plan 3, and who have five years of service, shall have the opportunity to transfer to the contributory retirement plan, also known as Plan 2 or Plan 4 (depending on original date of hire). This change in plans covers future service only.  Employees will have a one-time option to make such a transfer and the transfer decision can be made at any point after five years of service.  The selection must be made in writing andRead More →

For those employees hired before July 13, 1997, and who moved from the General to Safety Retirement Plan the Safety Retirement schedule of benefits shall be based on the employee’s single highest year salary and they shall have the maximum COLA capped at three percent (3%) per year. For those employees hired into covered classifications after July 13, 1997, they shall be placed in the Safety Retirement Plan, their retirement schedule of benefits shall be based on the employee’s average salary of the highest thirty-six (36) consecutive months rather than single highest year and their Plan 2 COLA will be capped at two percent (2%) ratherRead More →

A salary differential of Seventy Dollars ($70.00) biweekly shall be paid to incumbents of positions requiring bilingual proficiency as designated by their respective Department Heads or their designee. 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 is effective the first pay period after Human Resources certifies the result of the bilingual exam. Under no circumstances is bilingual pay retroactive. Designation of positions for which bilingual proficiency is required is the sole prerogative of the Department and is based on operational and staffingRead 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 course is 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 degreeRead More →

PDA, its members and representatives, agree that it and they will not engage in, authorize, sanction, or support any strike, slowdown, stoppage of work, curtailment of production, concerted refusal of overtime work, refusal to operate designated equipment (provided such equipment is safe and sound) or to perform customary duties; and neither PDA nor any representatives thereof shall engage in 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 →

All complaints involving or concerning the payment of compensation shall be initially filed in writing with Employee Relations.  Only complaints which allege that employees are not being compensated in accordance with the provisions of this MOU shall be considered as grievances.  Any other matters of compensation are to be resolved in the meeting and conferring process if not detailed in the MOU which results from such meeting and conferring process shall be deemed withdrawn until the meeting and conferring process is next opened for such discussion.  No adjustment shall be retroactive for more than sixty (60) days from the date upon which the complaint wasRead More →

Decisions of Adjustment Boards and arbitrators on matters properly before them shall be final and binding on the parties, to the extent permitted by County Charter. 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 PDA and unless such dispute falls within the definition of a grievance as set forth in subsection 30.1. Proposals to add to or change this MOU or written agreements or addenda supplementary hereto shall not be arbitrable and no proposal to modify, amend, or terminate this MOU, may be referred to arbitration underRead More →

A. Step 1: Department Head and/or the Designated Representative Any employee who believes that they have a grievance may discuss their complaint with such management official as their department head may designate.  If the issue is not resolved within the department, or if the employee elects to submit their grievance directly to PDA, the procedures hereinafter specified may be invoked, provided, however, that all complaints involving or concerning the payment of compensation shall be in writing to Employee Relations. B. Step 2: Employee Relations Any employee or official of PDA may notify Employee Relations in writing that a grievance exists, stating the particulars of theRead More →

A grievance is any dispute which involves the interpretation or application of any provision of this MOU excluding, however, those provisions of this MOU which specifically provide that the decision of any County official shall be final, the interpretation or application of those provisions not being subject to the grievance procedure. Any grievance will be terminated once an EEO complaint is filed on the issue being grieved.Read More →

Upon reclassification of filled positions the Human Resources Director shall determine whether the action constitutes an upward, lateral or downward movement of the level of the position. Downward: The incumbent will be assigned to a vacant position in the same department in the same class previously held.  In lieu of reassignment, the incumbent may accept a demotion in the reallocated position.  If neither of these options is exercised, the layoff procedure in the Civil Service rules will be employed. Lateral: The status of the incumbent will remain unchanged in the class to which the position is reallocated. Upward: The Human Resources Director will grant statusRead More →

When an employee has been assigned in writing by the department head or their representative to perform the work of a permanent position having a different class and being paid at a higher rate, and if they have worked in such class for more than five (5) consecutive work days (or four (4) consecutive workdays for employees on a “4/10” shift), they shall be entitled to payment for the higher class as prescribed for promotions in subsection 5.6, starting on the sixth (6) workday and continuing during the period of temporary assignment, under the conditions specified below: The assignment is caused by the absence of theRead More →

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

The appointing authority may dismiss, suspend or demote any employee in the classified service provided the rules and regulations of the Civil Service Commission are followed. Any classified employee may either appeal such dismissal, suspension or demotion to the Civil Service Commission or file a grievance in accordance with Section 30.2.  Appeal to the Civil Service Commission must be filed within the timelines established by the Commission Rules.  Grievances filed in accordance with subsection 30.2 must be filed within fourteen calendar days after receipt of written charges.  No grievance involving demotion, suspension or dismissal of an employee will be entertained unless it is filed inRead More →

When organizational changes result in geographical displacement of an employee, the department head shall establish criteria for the selection of employees to be relocated based on their determination of the needs of the department.  The department head shall consider such job-related factors as they deem appropriate including, but not limited to, experience in the particular work, length of service in the classification, and special skills possessed by employees.Read More →

Permanent employees who are promoted to a higher class shall undergo the probationary period prescribed for the higher class, but shall have the right to demote to their former class in their former department if rejected during their probationary period if a vacancy in their former class exists, except that trainees who are promoted to journey level classes shall not have the right to revert to their former trainee class if rejected during the probationary period.  If no vacancy exists, such employees shall be placed in the longest standing vacancy, as determined by the requisition form date, County‑wide.  If no vacancy exists, such employees shallRead More →

General Promotional Eligible Lists: The names of applicants successful in general promotional exams shall be placed on general promotional eligible lists for the classes examined. Departmental Promotional Eligible Lists: The names of appli­cants successful in departmental promotional exams shall be placed on departmental promotional eligible lists for the classes 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 their name shall be removed from the promotional list and placed on the open competitive eligible list for that classification in accordance with their final score.Read More →

Open Exams: Any person meeting the minimum qualifica­tions for the job class may compete. General Promotional Exams: Permanent and probationary employees who have served at least six (6) months in such status prior to the date of the exam 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 (6) months prior to layoff. Departmental Promotional Exams: Permanent and probationary employees of the department in which a promotional opportunity exists who have served at least six (6) months in such status prior to the date of theRead More →

22.1 Probationary employees shall undergo a probationary period of one thousand forty (1040) regular hours, unless a longer period, not to exceed two thousand eighty (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 two thousand eight (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 extendedRead More →

The County shall continue to provide its present long-term income protection plan for permanent employees at no cost to employees who have been employed by the County for three or more years. The maximum monthly salary cap is two thousand four hundred dollars ($2400). Benefits for psychiatric disabilities that result from stress, depression or other life events is restricted to two (2) years.  However, a disability resulting from certain chronic psychotic disorders or a disorder with demonstrable organic brain deficits can qualify for benefits payable up to the age of sixty-five (65). Effective with disabilities commencing on or after January 1, 1988, the one hundred twenty (120)Read More →

20.1 Employees shall be covered by life insurance and accidental death insurance as follows: The County shall provide $50,000 of life insurance for each employee, $2,000 of life insurance for the employee’s spouse and up to a maximum of $2,000 of life insurance for each of the employee’s children, depending on ages in accordance with the plan document. The County shall provide an additional $110,000 of life insurance payable to the employee’s beneficiary if the employee’s death results from an accident either on or off the job. 20.2 An employee, depending on pre-qualification, may purchase, at the employee’s expense, additional term life insurance to aRead More →

19.1 Benefits CommiteeDuring the term of this MOU, the County and Unions shall convene the Benefits Committee for the following purposes: To continue ongoing discussions regarding cost structures as part of an overall strategy to maintain balanced enrollment in County plans. To investigate the feasibility offering additional medical and/or dental coverage and/or plan(s) and strategies to integrate wellness program participation into benefits cost structure. To address legislative changes to health insurance legislation, including but not limited to the Affordable Care Act. Agreements reached as part of the Benefits Committee may be implemented outside of negotiations if employee organizations representing a majority of employees agree, providing,Read More →

17.1 The County shall continue to provide dental insurance and contribute a sum equal to 90% of the premium for employees and eligible dependents, including young adult dependents and domestic partners. All employees must participate in dental insurance. 17.2 The County shall contribute an amount necessary to provide the current vision care benefits plan for the individual employee and eligible dependents including adult dependents and domestic partners and the children and young adult dependents of domestic partners. The County will pay the entire premium for this coverage.Read More →

A. Purpose The Catastrophic Leave Policy is designed to assist employees who have exhausted paid time credits due to serious or catastrophic illness, injury or condition of the employee or their family.  This policy allows other employees to make voluntary grants of time to that employee so that they can remain in a paid status for a longer period of time, thus partially ameliorating the financial impact of the illness, injury or condition. B. Program Eligibility Leave credits may voluntarily 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-timeRead 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 their duties, they 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 as extra help is appointed to a permanent position such appointee may receive credit for such extra help period of service in computing accumulated sick leave, provided that no credit shall be given for service preceding any period of more than 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 upon reemployment.  The employee shall not have any portion of sick leave credits restored for whichRead More →

When the requirement for sick leave is known to the employee in advance of the absence, the employee shall request authorization for sick leave at such time, in the manner hereinafter specified.  In all other instances the employee shall notify their supervisor as promptly as possible by telephone or other means.  If an employee does not return to work prior to the preparation of the payroll, other arrangements may be made with the approval of the department head and the Controller. The department head may require a physician’s statement from an employee who applies for sick leave, or make whatever investigation into the circumstances thatRead More →

Sick leave is accrued paid leave from work that can be used for any of the following purposes: Diagnosis, care, or treatment of an employee’s illness, injury, health condition, or exposure to contagious disease which incapacitates him/her from the 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.  Use of accrued sick leave may run concurrently with applicable statutory leaves, which as Family Medical Leave. The employee’s receipt of preventative care or required medical or dental care or consultation. TheRead More →

All employees, except extra help, shall accrue sick leave at the rate of 3.7 hours for each biweekly pay period of full-time work.  Such accrual shall be prorated for any employees, except extra help, who work less than full time during a pay period. For the purpose of this Section absence in a pay status shall be considered work.Read More →

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

Employees, excluding extra help, or as herein otherwise provided, shall be entitled to vacation with pay in accordance with the following schedules.  Accruals shall be prorated for any employees, except extra help who work less than full time during a pay period. Effective the first full pay period following Board approval of a successor MOU in 2019, vacation accrual shall be as follows: 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 ofRead More →

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

11.1 Regular full-time employees in established positions shall be entitled to take all authorized holidays at full pay not to exceed eight hours for any one (1) day, provided they are in a full pay status on both their regularly scheduled workdays immediately preceding and following the holiday. Part-time employees shall be entitled to holiday pay in proportion to the average percentage of full-time hours worked in the two pay periods immediately before the pay period with the holiday. If two (2) or more holidays fall on succeeding or alternate pay periods, the average full-time hours worked in the two pay periods immediately preceding theRead More →

10.5 The provisions of this Section 10 shall apply when an occupied position is abolished resulting in a classified employee losing status in their assigned classification in their assigned department. 10.6 In the event that an employee’s position is abolished and they are unable to displace another County employee as provided in this Section 10, 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 their unused sick leave; provided that they shall be eligible for reimbursement only if they remain in the serviceRead 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 class shall consist of the names of employees and former employees having probationary or permanent status who were laid off or whose positionsRead More →

Employees laid off may take a voluntary demotion within the same department to a classification in which the employee had prior probationary or permanent status provided such a position is held by an employee with less seniority. Displaced employees may request the Human Resources Director to place their name on the promotional eligible list or open eligible list for any classification for which, in the Director’s opinion, the employee is qualified. The employee’s name will be above the names of persons who have not been dis­placed, ranked in the order specified in subsection 10.2. Pursuant to the Civil Service Rules as revised, an employee may,Read More →

PDA shall designate a reasonable number of representa­tives to assist in resolving grievances depending on geographical locations, hours of employment, and departmental organizational structure, notifying the Human Resources Director of the individuals desig­nated. Alternates may be designated to perform such functions during the absence or unavailability of the designees.  Representatives may be relieved from work duties by their supervisors to investigate and process grievances initiated by other employees within the same representation unit. Release time requests shall not be denied unreasonably.  Representatives shall promptly report to PDA any grievances which may arise and cannot be adjusted on the job.  Super­visory employees shall not represent non‑supervisoryRead More →

County employees who are official PDA representatives shall be given reasonable time off with pay, including reasonable travel time, to: A.     Formally meet and confer or consult with management representatives on matters within the scope of representation; B.     To be present at hearings where matters within the scope of representation are being considered; C.     To testify or appear as the designated representative of the Association in settlement conferences, hearings, or other proceedings before the Public Employment Relations Board, in matters related to unfair practice charges; or D.     To testify or appear as the designated representative of the Association in matters before the Civil Service CommissionRead More →

There shall be no discrimination because of race, creed, color, national origin, sex, sexual orientation, age, legitimate union activities, or any protected class as set forth in Section 2 of the EEO policy or protected by law at the time of the grievance, against any worker or applicant for employment by the Union or by the County or by anyone employed by the County. 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 San Mateo County Probation and Detention Association, hereinafter referred to as “PDA”, is the recognized employee organi­zation for the Probation and Detention Unit, certified pursuant to Resolution No. 38586, adopted by the Board of Supervisors on May 16, 1978.Read More →