01. Retirement and Social Security
1.1. The coverage shall be that established by the Board of Supervisors and the Board of Retirement for employees under the County Employees’ Retirement LawRead More →
01. SALARIES AND BENEFITS
1. Definition “Confidential” shall mean employees in positions so designated by the Human Resources Director consistent with the Employer-Employee Relations Policy. This Resolution does notRead More →
02. Health Insurance
For full-time employees enrolled in County-offered health insurance plans, the County will pay 85% of the total premium for the Kaiser HMO or Kaiser HighRead More →
02. Retirement and Social Security
2.1. The coverage shall be that established by the Board of Supervisors and the Board of Retirement for employees under the County Employees’ Retirement LawRead More →
03. Dental Insurance
The County shall contribute ninety percent (90%) of the premium for the County’s dental plans. All employees must participate in one of these plans.Read More →
03. HEALTH INSURANCE
For full-time employees enrolled in County offered health insurance plans, the County will pay 85% of the total premium for the Kaiser HMO or KaiserRead More →
04. Dental Insurance
The County shall contribute ninety (90%) of the premium for the County’s dental plans. All employees must participate in one of these plans.Read More →
04. Vision Care
The County shall contribute the full premium for vision coverage. All employees must participate in this plan.Read More →
05. Life Insurance
The County shall provide fifty thousand dollars ($50,000) life insurance for employees. The coverage includes death benefits for a spouse and children in the amountRead More →
05. Vision Care
The County shall contribute the full premium for vision coverage. All employees must participate in one of these plans.Read More →
06. Accidental Death and Dismemberment Insurance
The County shall pay the premium for one hundred and ten thousand dollars ($110,000) coverage.Read More →
06. Life Insurance
The County shall provide fifty thousand dollars ($50,000) life insurance for employees. The coverage includes death benefits for a spouse and children in the amountRead More →
07. Accidental Death and Dismemberment Insurance
The County shall pay the premium for one hundred and ten thousand dollars ($110,000) coverage.Read More →
07. Long Term Disability Insurance
After three years of service employees are eligible for long-term disability benefits. The benefit is two-thirds of the salary after a waiting period of 120Read More →
08. Deferred Compensation
Effective July 1, 2019, all employees will be enrolled in the deferred compensation program at the rate of one percent (1%) of their pre-tax wagesRead More →
08. Long Term Disability Insurance
After three years of service employees are eligible for long-term disability benefits. The benefit is two-thirds of the salary after a waiting period of 120Read More →
09. Deferred Compensation
Effective July 1, 2019, all employees will be enrolled in the deferred compensation program at the rate of one percent (1%) of their pre-tax wagesRead More →
09. Health, Dental, and Vision Insurance After Retirement from County Service
The following will be in effect for those who retire during the term of this Resolution: For employees hired on or prior to April 1,Read More →
10. Administrative/Management Leave Time
Employees who have management overtime (MOT) hours available may use such time balances as time off. Any time balance not taken as time off priorRead More →
10. Health, Dental, and Vision Insurance after Retirement from County Service
The following will be in effect for those who retire during the term of this resolution: For employees hired on or prior to April 1,Read More →
11. Bereavement Leave
Employees will be provided twenty-four (24) hours of paid bereavement leave upon the death of the employee’s parent, spouse, domestic partner, child (including through miscarriageRead More →
11. Bereavement Leave
Employees will be provided twenty-four (24) hours of paid bereavement leave upon the death of the employee’s parent, spouse, domestic partner, child (including through miscarriageRead More →
12. Advanced Leave Provisions
The Department head shall have the authority to credit an attorney in their department with up to 40 hours of vacation and 80 hours of sick leaveRead More →
12. Severance Pay
If the position of an employee is abolished and the employee is unable to displace another employee within their department as defined and in accordanceRead More →
13. Bar Dues
The County shall pay actual cost of membership in the California State Bar Association on behalf of each employee. This specifically includes, but is notRead More →
13. Holidays
Regular full-time employees shall be entitled to take all authorized holidays at full pay, not to exceed eight (8) hours for any one (1) day,Read More →
14. Holidays
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 anyRead More →
14. Vacation
Vacation accruals shall be equal to that negotiated by the Service Employees International Union (SEIU).Read More →
15. Vacation
Vacation accruals shall be equal to that negotiated by the Service Employees International Union (SEIU).Read More →
15. Winter Recess
Effective in December 2024, December 2025 and December 2026, the County shall provide three (3) paid winter recess holidays (the equivalent of twenty-four (24) hoursRead More →
16. Salaries
The salary ranges are set forth in Exhibit A which is attached hereto and made a part hereof. Effective December 8, 2024, there shall beRead More →
16. Winter Recess
Effective in December 2024, December 2025 and December 2026, the County shall provide three (3) paid winter recess holidays (the equivalent of twenty-four (24) hoursRead More →
17. Longevity
Effective December 13, 2020, longevity pay shall be:1. One percent (1%) of base salary after the equivalent of five (5) years of full time CountyRead More →
17. Salaries
The salary ranges are set forth in Exhibit A which is attached hereto and made a part hereof. Effective December 8, 2024, there shall beRead More →
18. Confidential Pay
Employees covered by this resolution shall receive a five percent (5%) differential in addition to all other compensation. This is the same differential that isRead More →
18. Longevity
Effective December 13, 2020, longevity pay shall be: One percent (1%) of base salary after the equivalent of five (5) years of full time CountyRead More →
19. Special Compensation
Attorneys assigned by the District Attorney to work as a Deputy-in-Charge of the following work units shall receive a differential of 5.74% in addition toRead More →
19. Special Compensation
All Departments An individual in a confidential classification who is assigned to lead a special project or assignment shall receive a differential of up toRead More →
20. On-Call Assignments
When warranted and in the interest of the County operation, department heads may assign employees to on-call status during off-duty time, to ensure that suchRead More →
20. On-Call Pay
Attorneys shall be paid $2.00 per hour for each hour they are required by the Department Head to be in an on-call status. On-call payRead More →
2019-2022 Memorandum of Understanding between County of San Mateo and American Federation of State, County and Municipal Employees (AFSCME) and Service Employees International Union (SEIU)
Local 829, American Federation of State, County and Municipal Employees, AFL-CIO, Local 521, Service Employees International Union, and representatives of the County of San MateoRead More →
21. Bilingual Pay
A salary differential of Ninety Dollars ($90.00) per pay period for incumbents in positions requiring bilingual proficiency as designated by the appointing authority and certifiedRead More →
21.Bi-lingual Pay:
Attorney positions are not eligible for bi-lingual pay.Read More →
22. Employer-Paid Deferred Compensation
Effective December 27, 2020, any employee in Senior Attorney Level (Deputy County Counsel Attorney III/IV, Deputy District Attorney III/IV or Child Support Attorney III/IV) positionsRead More →
23. Probationary Period
The probationary period for Attorneys is 2080 hours (one year of full-time employment) of continuous service in a regular position and shall be regarded asRead More →
24. Appeal Procedures for Demotion or Dismissal
Attorneys who have completed the probationary period described in Section 24 shall be afforded the following procedure upon being issued a written notice of DecisionRead More →
AFSCME: 01. Recognition
Section 1. Recognition Local 829, American Federation of State, County, and Municipal Employees, AFL‑CIO, hereinafter referred to as the “Union” or “AFSCME 829”, is theRead More →
AFSCME: 02. Union Security
Section 2. Union Security The Union agrees that it has the duty to provide fair and non-discriminatory representation to all employees in all classes inRead More →
AFSCME: 03. Union Stewards and Official Representatives
Section 3. Union Stewards and Official Representatives The County and Union agree that professional, productive, and positive labor relations can be accomplished when Union andRead More →
AFSCME: 04. No Discrimination
Section 4. No Discrimination There shall be no discrimination because of race, creed, color, national origin, sex, sexual orientation, age, legitimate union activities, or anyRead More →
AFSCME: 05. Salaries
Section 5. Salaries 5.1 Salary Ranges The salary ranges for all employees in the aforementioned representation units will be as set forth in the ExhibitsRead More →
AFSCME: 06. Days and Hours of Work
Section 6. Days and Hours of Work 6.1 General The standard work week for employees occupying full-time positions consists of forty (40) hours unless otherwiseRead More →
AFSCME: 07. Overtime
Section 7. Overtime 7.1 Authorization All compensable overtime must be authorized by the department head or his/her designated representative in advance of being worked. IfRead More →
AFSCME: 08. Shift Differential
8.3 Split Shifts A split shift shall be defined as a daily work schedule that is interrupted by non-paid, non-working periods established by the County,Read More →
AFSCME: 09. Application of Differentials
Section 9. Application of Differentials If an employee has been receiving a shift differential or some other differential or pay for work-out-of-class as provided inRead More →
AFSCME: 10. On-Call Duty
Section 10. On-Call Assignments A. Policy When warranted and in the interest of the County operation, department heads may assign employees to on-call status duringRead More →
AFSCME: 11. Bilingual Pay
Section 11. Bilingual Pay A salary differential of Seventy Dollars ($70.00) biweekly shall be paid incumbents of positions requiring bilingual proficiency as designated by theirRead More →
AFSCME: 12. Mileage Reimbursement Policy
Section 12. Mileage Reimbursement Policy 12.1 General Except where indicated below, the County does not reimburse employees for home to work and work to homeRead More →
AFSCME: 13. Tuition Reimbursement
Section 13. Tuition Reimbursement The County may reimburse an employee for tuition and related fees paid for taking courses of study in an off-duty statusRead More →
AFSCME: 14. Layoff and Reemployment, Uncategorized
Section 14. Layoff and Reemployment 14.1 Definition of Layoff The County may layoff employees because of lack of work, lack of funds, reorganization, or otherwiseRead More →
AFSCME: 15. Severance Pay
Section 15. Severance Pay 15.1 Application Unless herein provided for in Section 15.3, in the event that an employee’s position is abolished and such employeeRead More →
AFSCME: 16. Holidays
Section 16. Holidays 16.1 Eligibility Regular full-time employees in established positions shall be entitled to take all authorized holidays at full pay, not to exceed eightRead More →
AFSCME: 17. Election Days
Section 17. Election Days The County does not intend to prohibit employees from being absent from work on election days if employees can charge suchRead More →
AFSCME: 18. Vacations
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 →
AFSCME: 19. Sick Leave
Section 19. Sick Leave 19.1 Accrual Effective until June 12, 2022, employees shall accrue “old sick leave” at the rate of three and seven-tenths (3.7)Read More →
AFSCME: 20. Leaves of Absence
Section 20. Leaves of Absence 20.1 General Employees shall not be entitled to leaves of absence as a matter of right, but only in accordanceRead More →
AFSCME: 21. Hospitalization and Medical Care
Section 21. Hospitalization and Medical Care 21.1 Payment of Healthcare Premiums The County and covered employees share in the cost of health care premiums. ForRead More →
AFSCME: 22. Dental Care and Vision Care
Section 22. Dental Care and Vision Care The County shall continue to offer dental care coverage for employees and their eligible dependents. The County willRead More →
AFSCME: 23. Optional Additional Benefits
Section 23. Optional Additional Benefits Optional additional benefits may be available during open enrollment at an additional cost to the employee.Read More →
AFSCME: 24. Change in Employee Benefit Plans
Section 24. Change in Employee Benefit Plans 24.1 New Plans During the term of this Memorandum of Understanding, the County and the Unions shall conveneRead More →
AFSCME: 25. Retirement Plans
Section 25. Retirement Plans 25.1 Employees Hired before August 7, 2011 Effective March 13, 2005, the County implemented the 2%@55.5 retirement enhancement (Government Code SectionRead More →
AFSCME: 26. Life Insurance
Section 26. Life Insurance 26.1 Coverage The County will pay group life insurance and accidental death insurance premiums for the following coverage: Life Insurance forRead More →
AFSCME: 27. Long Term Disability Insurance
Section 27. Long Term Disability Insurance The County shall continue to provide its present long term income protection plan for permanent employees at no costRead More →
AFSCME: 28. State Disability Insurance
Section 28. State Disability Insurance Employees covered by this Memorandum of Understanding are eligible for benefits pursuant to the State Disability Insurance Program.Read More →
AFSCME: 29. Promotion
Section 29. Promotion 29.1 Examinations Open Examinations: Any person who meets the minimum qualifications for the job classification may compete. General Promotional Examinations: Permanent andRead More →
AFSCME: 30. Career Opportunities Program
Section 30. Career Opportunities Program 30.1 Purpose The purpose of the Career Opportunities Program is to provide current employees with opportunities to promote, transfer, orRead More →
AFSCME: 31. Part-Time Positions Which Become Full-Time
Section 31. Part-Time Positions Which Become Full-Time When the workload increases so that a part-time position becomes full-time, the Human Resources Director may at theirRead More →
AFSCME: 32. Geographical Displacement
Section 32. Geographical Displacement 32.1 Employee Preference If it becomes necessary to transfer permanently one or more employees from one geographical location to one orRead More →
AFSCME: 33. Change of Assigned Duties
Section 33. Change of Assigned Duties No employee shall be required regularly to perform duties of a position outside of the classification to which theyRead More →
AFSCME: 34. Pay for Work-Out-Of-Classification
Section 34. Pay for Work-Out-Of-Classification When feasible, the County will offer work-out-of-class assignments to qualified, interested permanent employees prior to offering such assignments to extra-helpRead More →
AFSCME: 35. Probationary Period
Section 35. Probationary Period 35.1 Length Probationary employees shall undergo a probationary period of one thousand forty (1,040) regular hours of actual service in theRead More →
AFSCME: 36. Performance Evaluations
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 →
AFSCME: 37. Dismissal, Suspension, Reduction in Step or Demotion for Cause
Section 37. Dismissal, Suspension, Reduction in Step or Demotion for Cause The appointing authority may dismiss, issue non-punitive disciplinary letters to, suspend, reduce in step,Read More →
AFSCME: 38. Grievances
Section 38. Grievances 38.1 Definition A grievance is any dispute which involves the interpretation or application of any provision of this Memorandum of Understanding excluding,Read More →
AFSCME: 39. Loss of Compensation
Ifan employee covered by this Memorandum of Understanding suffers loss of compensation due to the . inequitable application of rules, regulations, policies and procedures andRead More →
AFSCME: 40. Personnel Files
Section 40. Personnel Files 40.1 Employee Review Each employee shall have the right to inspect and review any official record relating to his/her performance asRead More →
AFSCME: 41. Committee Involvement
Section 41. Committee Involvement 41.1 Employee Assistance Committee The County shall maintain a management/employee committee that is charged with the responsibility for reviewing the EmployeeRead More →
AFSCME: 42. Workday Reopener
Section 42. Workday Reopener During the term of agreement, upon request from the County, the Union agrees to meet and confer regarding issues within scopeRead More →
AFSCME: 43. Contracting/Subcontracting
Section 43. Contracting/Subcontracting The County will notify the Union of its intent to contract or subcontract work customarily performed by members of the AFSCME bargainingRead More →
AFSCME: 44. Separability of Provisions
Section 44. Separability of Provisions In the event that any provision of this Memorandum of Understanding is declared by a court of competent jurisdiction toRead More →
AFSCME: 45. Past Practices and Existing Memoranda of Understanding
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 →
AFSCME: 46. Resignation and Reinstatement
Section 46. Resignation and Reinstatement A probationary or permanent employee who has resigned in good standing or accepted a voluntary demotion may, within two yearsRead More →
AFSCME: 47. Miscellaneous
Section 47. Miscellaneous Workers who are required by the Department to obtain a Class A or Class B license will be reimbursed for the costRead More →
AFSCME: EXHIBIT A: Health Services Unit
Rest Period. Each Licensed Psychiatric Technician (LPT) Crisis Team Technician (CTT) and Medical Services Assistant II (MSA II) shall have an unbroken rest period ofRead More →
AFSCME: EXHIBIT B: Human Services Unit
Continuing Education (CE) Credits: Effective January 1, 2022, the Human Services Agency will provide continuing education leave to employees in the below-listed classifications as follows:Read More →
AFSCME: EXHIBIT C: Inspection and Regulation Unit
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 →
AFSCME: EXHIBIT D: Institutional Services Unit
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 →
AFSCME: EXHIBIT E: Licensed Vocational Nurse Unit
Night Shift Differential:Employees in job classifications in the LVN Unit who are regularly assigned by a supervisor to work the night shift, as defined byRead More →
AFSCME: EXHIBIT F: Parks Unit
Uniform Reimbursement: Effective January 1, 2019, following the completion of two (2) biweekly pay periods of service, employees in the Parks Unit shall receive aRead More →
AFSCME: EXHIBIT G: Planning Unit
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 →
AFSCME: EXHIBIT H: Plant and Equipment Maintenance Unit
Tool Allowance: The County and the Union have agreed on a tool allowance of Four hundred dollars ($400.00) per year for the Auto Service Worker I/IIRead More →
AFSCME: EXHIBIT I: Clinical Laboratory Scientist Unit
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 →
AFSCME: EXHIBIT J: Communications Unit
Dispatcher Differential: Effective the first full pay period following Board of Supervisors’ approval of the 2019 MOU between the County and the Union, Communication DispatchersRead More →
BCTC MOU 01: Recognition
The Building and Construction Trades Council of San Mateo County, hereinafter referred to as the “Union,” is the recognized employee organization for the Building andRead More →
BCTC MOU 02: Union Security
2.1. Dues Deduction The Union may have members’ dues deducted from employees’ pay checks under procedures prescribed by the County Controller. Dues deduction shall beRead More →
BCTC MOU 03: Union Stewards and Official Representatives
3.1. Attendance at Meetings County employees who are Union representatives shall be given reasonable time off with pay, including reasonable travel time, to: Formally meetRead More →
BCTC MOU 04: No Discrimination
There shall be no discrimination because of race, creed, color, national origin, age, sex, sexual orientation, legitimate employee organization activities, or any other classification protectedRead More →
BCTC MOU 05: Salaries
5.1. Salary Ranges The salary ranges for all employees in the bargaining unit are as set forth in the attached Exhibits. These Exhibits represent theRead More →
BCTC MOU 06: Days and Hours of Work
The standard work week for full-time employees consists of forty (40) hours unless otherwise specified by the Board of Supervisors. The appointing authority shall fixRead More →
BCTC MOU 07: Overtime
7.1. Authorization All overtime must be authorized by the department head prior to being worked. If prior authorization is not feasible due to an emergency,Read More →
BCTC MOU 08: Shift Differential
8.1. Definition (1) For this Section, shift differential is defined as a pay rate that is eight percent (8%) above the employee’s base pay inRead More →
BCTC MOU 09: On-Call Duty
When warranted and in the interest of the County, department heads may assign employees to “on call” status. Compensation for “on call” duty shall beRead More →
BCTC MOU 10: Bilingual Pay
Effective the first full pay period following Board of Supervisors approval of this successor MOU in 2019, a salary differential of Seventy Dollars ($70.00) biweeklyRead More →
BCTC MOU 11: Mileage Reimbursement Policy
1.1. General Except as indicated below, the County does not reimburse employees for home to work or work to home travel. Any disputes concerning theRead More →
BCTC MOU 12: Tuition Reimbursement
Employees may be reimbursed for tuition and related fees paid for taking courses of study in an off-duty status if the subject matter content isRead More →
BCTC MOU 13: Layoff and Re-employment
13.1. Definition of Layoff Any department head may, with the Board of Supervisors approval, layoff employees because of lack of work, lack of funds, reorganization,Read More →
BCTC MOU 14: Severance Pay
14.1. Application An employee whose position is abolished and who is unable to displace another County employee as provided in Section 13 shall receive reimbursementRead More →
BCTC MOU 15: Holidays
15.1. 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 →
BCTC MOU 16: Election Days
The County does not intend to prohibit employees from being absent from work on election days if such time off can be charged to accumulatedRead More →
BCTC MOU 17: Vacations
17.1. Vacation Allowance Employees, excluding extra help, or as herein otherwise provided, shall be entitled to accrue vacation with pay in accordance with the followingRead More →
BCTC MOU 18: Sick Leave
18.1. Accrual All employees, except extra help, shall accrue sick leave at the rate of three and seven-tenths (3.7) hours for each biweekly pay periodRead More →
BCTC MOU 19: Leaves of Absence
19.1. 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 →
BCTC MOU 20: Health and Hospitalization
20.1. 1). Effective January 1, 2000, the County shall pick up the premium payment for the Building Trades Plan in the following ratio: Tier County Read More →
BCTC MOU 21: Dental Care and Vision Care
21.1. The County shall contribute a sum equal to ninety percent (90%) of the premium for the County Plan and for the Delta Dental PMIRead More →
BCTC MOU 22: Optional Additional Benefits
Optional additional benefits may be available during open enrollment at an additional cost to the employee.Read More →
BCTC MOU 23: Change in Employee Benefits Plans
23.1. Benefits Committee During the term of this MOU, the County and Unions shall convene the Benefits Committee for the following purposes: To continue ongoingRead More →
BCTC MOU 24: Retirement Plans
24.1. 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 →
BCTC MOU 25: Life Insurance
25.1. Coverage Employees shall be covered by life insurance and accidental death insurance as follows: Effective the first of the month that is at leastRead More →
BCTC MOU 26: Long Term Disability Insurance
The County shall continue to provide its present long term income protection plan for all otherwise qualified permanent employees at no cost to said employees;Read More →
BCTC MOU 27: State Disability Insurance
Employees covered by this MOU are eligible for State Disability Insurance benefits.Read More →
BCTC MOU 28: Promotion
28.1 Examinations (1) Open Examinations: Any person who meets the minimum qualifications for the job classification may compete. (2) General Promotional Examinations: Permanent and probationaryRead More →
BCTC MOU 29: Career Opportunities Program
29.1. 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 →
BCTC MOU 30: Change of Work Location
Non-Disciplinary Disposition If it becomes necessary to transfer permanently one or more employees from one geographical location to one or more work locations in differentRead More →
BCTC MOU 31: Change of Assigned Duties
No employee shall be required regularly to perform duties of a position outside of the class to which he/she has been appointed. However, employees mayRead More →
BCTC MOU 32: Pay for Work out of Classification
When an employee has been assigned in writing by the department head or designated representative to perform the substantive duties of a permanent position havingRead More →
BCTC MOU 33: Probationary Period
33.1. Length Probationary employees shall undergo a probationary period of one thousand forty (1040) regular hours, unless a longer period, not to exceed two thousandRead More →
BCTC MOU 34: Performance Evaluations
34.1 Formal Appeal – Notwithstanding the provisions of Section 36, appeals of permanent employees relating to below standard performance evaluations shall go directly to theRead More →
BCTC MOU 35: Dismissal, Non-Punitive Discipline, Suspension or Demotion for Cause
The appointing authority may dismiss, issue non-punitive discipline, suspend or demote any employee in the classified service provided the rules and regulations of the CivilRead More →
BCTC MOU 36: Grievances
36.1 Definition A grievance is any dispute which involves the interpretation or application of any provision of this MOU excluding side lettersRead More →
BCTC MOU 37: Loss of Compensation
If an employee covered by this MOU suffers loss of compensation due to the inequitable application of rules, regulations, policies or procedures and said lossRead More →
BCTC MOU 38: Personnel Files
38.1. Employee Review Employees shall have the right to inspect and review any official record relating to their performance as an employee or to aRead More →
BCTC MOU 39: Workday Reopener
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 →
BCTC MOU 40: Separability of Provisions
In the event that any provision of this MOU is declared by a court of competent jurisdiction to be illegal or unenforceable, that provision ofRead More →
BCTC MOU 41: Past Practices and Existing Memoranda
41.1. 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 →
BCTC MOU Benefits Summary
Benefits Summary The following list summarizes the various benefit programs in effect for employees as of April 1, 2011: MEDICAL (Active): The County pays 90%Read More →
BCTC MOU Exhibit A
Clothing Allowance and Rain Gear The County shall pay Fifteen dollars ($15.00) per biweekly pay period to employees in the classifications of Carpenter, Painter, Electrician,Read More →
BCTC MOU Overtime & On-Call Side Letter
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 shallRead More →
BCTC SALARIES
Building and Construction Trades Council Salaries: 4/21/2019 Class Code Class Title Work Group Step A BiWeekly Rate Step B BiWeekly Rate Step C BiWeekly RateRead More →
CNA MOU – Introduction
The California Nurses Association and representatives of the County of San Mateo have met and conferred in good faith regarding wages, hours and other termsRead More →
CNA MOU Section 01: Recognition
The California Nurses Association, hereinafter referred to as the “Association” is the recognized employee organization for the Registered Nurses Unit, certified pursuant to Resolution No.Read More →
CNA MOU Section 02: Association Security
The Association 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 →
CNA MOU Section 03: Professional Performance Committees
3.1 Objectives The objectives of Professional Performance Committees (PPC) shall be: (1) to consider constructively and make recommendations regarding the professional practice of nursing, Read More →
CNA MOU Section 04: Recruitment and Retention Committee
A Recruitment and Retention Committee shall be established for Health System. Upon the Union’s request, this committee shall meet quarterly to consider factors affecting theRead More →
CNA MOU Section 05: Notification of New Hires and Terminations
The department shall provide a member of the representation unit, who shall be designated for this purpose by the Association, with the names, work station,Read More →
CNA MOU Section 06: No Discrimination
There shall be no discrimination because of race, creed, color, national origin, sex, sexual orientation, age, or any other classification protected by law, or legitimateRead More →
CNA MOU Section 07: Association Representatives
7.1 Attendance at Meetings County nurses who are official Nurse Representatives of CNA shall be given reasonable time off with pay to meet and conferRead More →
CNA MOU Section 08: Salaries
8.1 The salary ranges for all nurses in the aforementioned representation unit will be as set forth in Exhibit A whichRead More →
CNA MOU Section 09: Days and Hours of Work
9.1 The standard work week for nurses occupying full-time positions consists of forty (40) hours unless otherwise specified by the Board of Supervisors. TheRead More →
CNA MOU Section 10: Overtime
10.1 Authorization All compensable overtime must be authorized by the appointing authority or his/her representative in advance of being worked. If prior authorization is notRead More →
CNA MOU Section 11: On-Call Duty
11.1 On-Call Assignment Policy When warranted and in the interest of the County operation, department heads may assign employees to on-call status duringRead More →
CNA MOU Section 12: Differential
12.1 Shift Differentials Nurses shall be paid ten percent (10%) more than their base rate when assigned to and working a shift which starts afterRead More →
CNA MOU Section 13: Application of Differential
For nurses who have been regularly working a shift described in Section 12 for thirty (30) or more days immediately preceding a paid holiday, comp timeRead More →
CNA MOU Section 14: Acting Pay
A nurse assigned by the department head or his/her representative to perform the duties of a higher level class on an acting basis shall, afterRead More →
CNA MOU Section 15: Relief Acting Charge Nurse
A nurse who is assigned to be “in charge” of a unit at SMMC, outpatient clinics, or the Jail for four (4) or more hoursRead More →
CNA MOU Section 16: Preceptor/Mentoring/Orienting Program
San Mateo Medical Center and Correctional Health Services will work collaboratively with CNA to develop a Preceptor/Mentoring/Orienting Program. The program will include but not beRead More →
CNA MOU Section 17: Clinical Nursing
Clinical Nurse Program The Clinical Nursing program supports the identification of nurse leaders and coordinates their leadership activities in the advancement of evidence-based nursing practice,Read More →
CNA MOU Section 18: Bilingual Pay
A salary differential up to seventy dollars ($70.00) biweekly shall be paid incumbents of positions requiring bilingual proficiency as designated by the appointing authority andRead More →
CNA MOU Section 19: Layoff and Re-Employment
19.1 Notice of Layoff The department head will give at least 14 days advance written notice to nurses to be laid off unless a shorterRead More →
CNA MOU Section 20: Holidays
20.1 Regular full-time employees in established positions shall be entitled to take all authorized holidays at full pay, not to exceed eight (8) hours forRead More →
CNA MOU Section 21: Vacations
21.1 Vacation Allowance Nurses, excluding extra help, or as herein otherwise provided, shall be entitled to vacation with pay in accordance with the following schedules. Read More →
CNA MOU Section 22: Sick Leave
22.1 Accrual All nurses, except extra help, shall accrue sick leave at the rate of 3.7 hours for each biweekly pay period of full-time work. Read More →
CNA MOU Section 23: Leaves of Absence
23.1 General Nurses shall not be entitled to leaves of absence as a matter of right, but only in accordance with the provisions of lawRead More →
CNA MOU Section 24: Absence Without Pay
Public Health Nurses shall be entitled to up to six (6) working days (a maximum of forty eight (48) hours) absence without pay each calendarRead More →
CNA MOU Section 25: Hospitalization and Medical Care
25.1 Health Insurance for Regular Full Time Employees The County and covered nurses share in the cost of health care premiums. The County will payRead More →
CNA MOU Section 26: Dental Care
26.1 The County shall contribute a sum equal to ninety percent (90%) of the premium for the County PPO Plan and for the HMO Plan. Read More →
CNA MOU Section 27: Vision Care
The County shall provide vision care coverage for employees and eligible dependents including young adult dependents and domestic partners and the children and young adultRead More →
CNA MOU Section 28: Life Insurance
28.1 Nurses shall be covered by life insurance and accidental death insurance as follows: The County shall provide twenty thousand dollars ($ 20,000) of lifeRead More →
CNA MOU Section 29: Change in Employee Benefit Plans
29.1 Benefits Committee During the term of this MOU, the County and Unions shall convene the Benefits Committee to investigate the feasibility of revising medicalRead More →
CNA MOU Section 30: Long Term Disability Insurance
The County shall continue to provide its present long term income protection plan for permanent nurses at no cost to said nurses; provided, however, thatRead More →
CNA MOU Section 31: Probationary Period
31.1 Probationary nurses shall undergo a probationary period of one thousand forty (1040) regular hours, unless a longer period, not to exceed two thousand eightyRead More →
CNA MOU Section 32: Contracting/Subcontracting
The County will notify the Union of its intent to contract or subcontract work customarily performed by members of California Nurses Association where such contractingRead More →
CNA MOU Section 33: Promotion
33.1 Examinations (1) Open Examinations: Any person who meets the minimum qualifications for the job classification may compete. (2) General Promotional Examinations: Permanent and probationaryRead More →
CNA MOU Section 34: Dismissal, Suspension or Demotion for Cause
The appointing authority may dismiss, issue non-punitive disciplinary letters to, or demote any nurse in the classified service provided the rules and regulations of theRead More →
CNA MOU Section 35: Reallocation of Position
Upon reclassification of filled positions the HRD Director shall determine whether the action constitutes an upward, lateral or downward movement of the level of theRead More →
CNA MOU Section 36: Grievances
36.1 A grievance is any dispute which involves the interpretation or application of any provision of this MOU, excluding, however, those provisions of this MOURead More →
CNA MOU Section 37: Tuition Reimbursement
The County may reimburse a nurse for tuition and related fees paid for taking courses of study in an off-duty status if the subject matterRead More →
CNA MOU Section 38: Personnel Files
The County agrees to investigate and correct any factual inaccuracies which may exist within a Letter of Reprimand received by a nurse. A nurse mayRead More →
CNA MOU Section 39: Separability of Provisions
In the event that any provision of this MOU is declared by a court of competent jurisdiction to be illegal or unenforceable, that provision ofRead More →
CNA MOU Section 40: 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 MOU.Read More →
CNA MOU Section 41: Change in Civil Service Commission Rules
If during the term of this MOU the County agrees with any other recognized employee organization to make changes in the Civil Service Commission Rules,Read More →
CNA MOU Section 42: State Disability Insurance
Employees covered by this MOU are eligible for benefits pursuant to the State Disability Insurance Program.Read More →
CNA MOU Section 43: Mileage Reimbursement Policy
Except where indicated below, the County does not reimburse nurses for home to work and work to home travel. Any disputes concerning the interpretation orRead More →
CNA MOU Section 44: Retirement Plans
44.1 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 employeesRead More →
CNA MOU Section 45: Patient Care and Technology
Technology plays an ever-increasing role in the delivery of services, and it is the obligation of the County to make decisions regarding the selection andRead More →
CNA MOU Section 46: Deferred Compensation Plan – Automatic Enrollment for New Employees
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 throughRead More →
CNA MOU Section 47: SMMC Clinical Quality Value Analysis Committee
47.1 Clinical Quality Value Analysis Committee A. The Clinical Quality Value Analysis Committee (hereinafter “the Committee”) will provide a systematic process for the introduction, evaluation,Read More →
CNA MOU Section 48: Infectious Disease Control Committee
Effective the first full pay period following Board of Supervisors’ approval of the successor MOU in 2022, the Association may appoint a nurse to participateRead More →
CNA MOU Signatures
California Nurses Association Signatures County Management SignaturesRead More →