Local 829, American Federation of State, County, and Municipal Employees, AFL-CIO, hereinafter referred to as the "Union" or "AFSCME 829", is the recognized employee organizationRead More →

The Union agrees that it has the duty to provide fair and non-discriminatory representation to all employees in all classes in the units for whichRead More →

The County and Union agree that professional, productive, and positive labor relations can be accomplished when Union and County representatives’ work together to support theRead 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 byRead More →

5.1 Salary Ranges The salary ranges for all employees in the aforementioned representation units will be as set forth in the Exhibits which are attachedRead 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. TheRead More →

7.1 Authorization All compensable overtime must be authorized by the department head or their designated representative in advance of being worked. If prior authorization isRead 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’sRead More →

9.1 If an employee has been receiving a shift differential or some other differential, except pay for work-out-of-class as provided in this Memorandum of UnderstandingRead More →

A. Policy When warranted and in the interest of the County operation, department heads may assign employees to on-call status during off-duty time, to ensureRead More →

A salary differential of Ninety Dollars ($90.00) biweekly shall be paid to incumbents of positions requiring bilingual proficiency as designated by their respective Department HeadsRead 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 theRead 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 subjectRead More →

14.1 Definition of Layoff The County may layoff employees because of lack of work, lack of funds, reorganization, or otherwise when in the best interestRead 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 displaceRead 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) hoursRead 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 aRead 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 followingRead More →

19.1 Accrual Effective until June 12, 2022, employees shall accrue “old sick leave” at the rate of three and seven-tenths (3.7) hours for each biweeklyRead 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 lawRead More →

21.1 Payment of Healthcare Premiums The County and covered employees share in the cost of health care premiums. For full-time employees enrolled in County-offered healthRead More →

The County shall continue to offer dental care coverage for employees and their eligible dependents. The County will pay ninety percent (90%) of the premiumRead More →

Optional additional benefits may be available during open enrollment at an additional cost to the employee.Read More →

24.1 New Plans During the term of this Memorandum of Understanding, the County and the Unions shall convene the Benefits Committee for the following purposes:Read More →

25.1 Employees Hired before August 7, 2011 Effective March 13, 2005, the County implemented the 2%@55.5 retirement enhancement (Government Code Section 31676.14) for employees inRead More →

26.1 Coverage The County will pay group life insurance and accidental death insurance premiums for the following coverage: A. Life Insurance for each employee withRead 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, thatRead More →

Employees covered by this Memorandum of Understanding are eligible for benefits pursuant to the State Disability Insurance Program.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 whoRead 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 CountyRead More →

When the workload increases so that a part-time position becomes full-time, the Human Resources Director may at their sole discretion, certify that part-time employee toRead 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 inRead More →

No employee shall be required regularly to perform duties of a position outside of the classification to which they have been appointed. However, employees mayRead 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 interestRead More →

35.1 Length Probationary employees shall undergo a probationary period of one thousand forty (1,040) regular hours of actual service in the employee’s job classification, unlessRead 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 belowRead 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 rulesRead 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 provisionsRead 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 andRead More →

40.1 Employee Review Each employee shall have the right to inspect and review any official record relating to their performance as an employee or toRead 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 SanRead More →

During the term of agreement, upon request from the County, the Union agrees to meet and confer regarding issues within scope of representation related toRead 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 suchRead 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, thatRead 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 guaranteedRead 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 ofRead More →

A. Workers who are required by the Department to obtain a Class A or Class B license will be reimbursed for the cost of theRead More →

1. Rest Period. Each Licensed Psychiatric Technician (LPT) Crisis Team Technician (CTT) and Medical Services Assistant II (MSA II) shall have an unbroken rest periodRead More →

1. Continuing Education (CE) Credits: Effective January 1, 2022, the Human Services Agency will provide continuing education leave to employees in the below-listed classifications asRead More →

Geologist Differential: Environmental Health employees in the classifications of Environmental Health Program Supervisor, Environmental Health Program Specialist, and Hazardous Materials Specialist, who obtain and areRead More →

Uniforms: The County shall continue to provide appropriate uniforms for employees of the Food Services Division who must wear a uniform. In accordance with thisRead More →

Night Shift Differential: Employees in job classifications in the LVN Unit who are regularly assigned by a supervisor to work the night shift, as definedRead More →

1. Uniform Reimbursement: Following the completion of two (2) biweekly pay periods of service, employees in the Parks Unit (not including Park Aides) shall receiveRead More →

Notice of Reassignment: Departmental management shall discuss with employees proposed reassignments from one division to another, including workload transition, and shall advise employees of impendingRead More →

Tool Allowance: The County and the Union have agreed on a tool allowance of Four hundred dollars ($400.00) per year for the Auto Service WorkerRead More →

Professional Practices Committee: The Professional Practices Committee shall be established consisting of no more than three (3) employees selected by the Union who are coveredRead More →

1. Dispatcher Differential: Effective the first full pay period following Board of Supervisors’ approval of the 2019 MOU between the County and the Union, CommunicationRead More →

Read More →

There are two Parts in this Agreement: Part A applies to the Regular Employees. Part B applies to the Extra Help Unit (covering Extra-help, Seasonal/Periodic,Read More →