In AFSCME: 14. Layoff and Reemployment

Defmition of Layoff Any department head may, with the Board of Supervisors approval, layoff employees because of lack of work, lack of funds, reorganization, or otherwise when in the best interest of the County. Notice of Layoff The department head will give at least thirty (30) days advance written notice to employees to be laid off except in an emergency situation in which case the Human Resources Director may authorize a shorter period of time. Precedence by Employment Status 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 thatRead More →

In 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 and where said loss of compensation is not subject to the grievance procedure specified in Section 38 ofthe 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. Ifthis matter is not resolved by the Employee Relations Officer within thirty (30) working days fromRead More →

In AFSCME

San Mateo County Rule IX CIVIL SERVICE COMMISSION RULES REQUISITION AND CERTIFICATION SECTION 1. REQUISITION OR REQUEST FOR PERSONNEL: Whenever a vacancy in the classified service is to be filled, other than by transfer or demotion, the appointing authority will notify the Director as far in advance as poss1ble and request certification on a form prescribed by the Director. In cases where selective certification based on bona fide occupational qualifications or on special skill requirements is desired the personnel requisition will include completejustification. Following receipt of a request for personnel the Director will determine which eligible list is to be used. SECTION 2. PRIORITY OFRead More →

In AFSCME

Benefits Summary 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 AnnualRead More →

In AFSCME: 09. 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 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 →

In AFSCME: 08. Shift Differential

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 classifications shallRead More →

In AFSCME: 07. Overtime Authorization

Authorization 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 par for work in a higher classification. Definition Except as otherwise provided by Charter, any authorized time worked in excess of the forty (40) hour weekly work scheduleRead More →

In AFSCME: 06. Days and Hours of Work

General The standard work week for employees occupying full-time positions consists offorty (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. Except as provided below, the regular workweek shall consist of forty (40) hours within a seven (7) day workweek which begins Sunday morning at 12:00 a.m., and ends Saturday night at 11 :59 p.m For employeesRead More →

In AFSCME: 05. Salary Ranges

Salary Ranges 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 necessaryRead More →

In AFSCME: 04. No Discrimination

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 →

In AFSCME: 03. Union Stewards and Official Representatives

The County and Union agree that professional, productive, and positive labor relations can be accomplished when Union and County representatives’ work together to support the services we provide to the public. To support this philosophy, the parties have agreed to the provisions regarding attendance at meetings and handling of meetings. Paid release time is intended to support the collaboration and cooperative spirit of labor relations by ensuring that Union members have access to resources designed to help support their continued success as public employees and that Union leaders have an opportunity to work together to support the success of their members. Any denial of requestedRead More →

In AFSCME: 02. Union Security

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 which this section is applicable regardless of whether they are members of the Union. Maintenance of Membership All employees who are members of AFSCME and who are tendering periodic dues through dues deductions from their San Mateo County biweekly paycheck and all employees who become members of AFSCME and who tender periodic dues through dues deductions of their San Mateo County biweekly paycheck shall continue to pay dues for the duration of this Memorandum of Understanding and each subsequent Memorandum ofRead More →

In AFSCME: 01. Recognition

Union Recognition 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 organization for the representation units listed below, certified pursuant to Resolution No. 38586, adopted by the Board of Supervisors on May 16, 1978. Communication Dispatchers Health Services Unit Human Services Unit Inspection and Regulation Unit Institutional Services Unit Licensed Vocational Nurse Unit Parks Unit Planning Unit Plant and Equipment Maintenance Unit Clinical Laboratory Scientist Unit Telecommunications UnitRead More →

In AFSCME: 21. Hospitalization and Medical Care

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). Part Time Employees 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 premiumsRead More →

In AFSCME: 20. Leaves of Absence

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 they 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 retirement applicationRead More →

In AFSCME: 19. Sick Leave

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. Usage 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 them from performanceRead More →

In AFSCME: 18. Vacations

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 at theRead More →

In AFSCME: 17. Election Days

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 →

In AFSCME: 16. Holidays

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 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 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 →

In AFSCME: 15. Severance Pay

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 →

In AFSCME: 13. Tuition Reimbursement

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 graduateRead More →

In AFSCME: 12. Mileage Reimbursement Policy

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. Definition of Regular Work Location: The County facility(ies) or designated area(s) within the County where an employee reports when commencing his/her regularly assigned functions. AnyRead More →

In AFSCME: 11. Bilingual Pay

Effective February 24, 2019 (for all represented classifications excluding those in the Human Services Unit), and effective March 24, 2019 (for all represented classifications in the Human Services Unit), a salary differential of Seventy Dollars ($70.00) biweekly shall be paid 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 noRead More →

In AFSCME: 10. On-Call Duty

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 February 24, 2019 (for all represented classifications excluding those in the Human Services Unit), and effective March 24, 2019 (for all represented classifications in the Human Services Unit), employees shall be paid an hourly rate of Five Dollars and forty cents ($5.40) for time inRead More →

In AFSCME: 24. Change in Employee Benefit Plans

New Plans During the term of this Memorandum of Understanding, the County and the Unions shall convene the Benefits Committee for the following purposes: To continue ongoing discussions regarding cost structures as a part of an overall strategy to maintain balanced enrollment in County plans, 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, and To address legislative changes to health insurance legislation, including, but not limited to, the Affordable Care Act. The Benefits Committee will be composed of County and labor representatives, not to exceed two (2) representatives fromRead More →

In AFSCME: 25. Retirement Plans

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 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 3 l 678.2(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,Read More →

In AFSCME: 26. Life Insurance

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 offthe job. Supplemental Coverage Employees, depending on pre-qualification, may purchase additional termRead More →

In AFSCME: 27. Long Term Disability Insurance

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’sRead More →

In AFSCME: 29. Promotion

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 to competeRead More →

In AFSCME: 30. Career Opportunities Program

Purpose The purpose ofthe 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. ComponentsPromotional 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, andRead More →

In AFSCME: 32. Geographical Displacement

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 suchjob related criteria as they deem 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 a different geographicalRead More →

In AFSCME: 33. Change of Assigned Duties

No employee shall be required regularly to perform duties of a position outside of the classification to which they 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 their department head a written request for re-evaluation of their position based on significant changes injob content or significant discrepancies betweenjob content and the job description. If the employee feels their request has beenRead More →

In AFSCME: 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-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 →

In AFSCME: 35. Probationary Period

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 employee shallRead More →

In AFSCME

Uniforms: 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. Culinary Knives: The County has agreed to provide knives for those culinary personnel required to use them in the course of their work. Senior Meals Delivery Coordination Differential: 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 beRead More →

In AFSCME

Geologist Differential: Environmental Health employees in the classifications of Environmental Health Program Supervisor, Environmental Health Program Specialist, and Hazardous Materials Specialist, who obtain and are assigned to work duties requiring 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. While the incumbents receiving the differential as of June 8, 2018 remain eligible for the differential, no more than two (2) employees at a time may receive this differential. At such time that one or more of the incumbents become ineligible to receive the differential, the parties agree toRead More →

In AFSCME

. Night Shift Differential:_Effective no later than two (2) months following Board of Supervisors’ adoption of a successor MOU, employees in job classifications in the LVN Unit who are regularly assigned by a supervisor to work the night shift, as defined by the County, at the San Mateo County Medical Center shall be paid shift differential rate of twelve percent (12%) for all hours worked during such shift. This is in lieu of shift differential provided under Section 8 (entitled “Shift Differential”) of the MOU between the parties. To be eligible for shift differential, such shifts must be approved by the Department Head or designee.Read More →

In AFSCME

      Professional Practices Committee: 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 shallRead More →

In AFSCME

Dispatcher Differential: Effective the first full pay period following Board of Supervisors’ approval ofthe 2019 MOU between the County and the Union, Communication Dispatchers shall receive a ten (10%) differential pay. Public Safety Dispatcher POST Incentive: Effective within one hundred twenty (120) days following Board of Supervisors’ approval of the 2019 MOU, Communications Dispatchers who obtain a .California Commission on Peace Officer Standards and Training (POST) Public Safety Dispatchers’ Intermediate Certificate shall receive incentive pay equal to two percent (2%) of base salary. Effective within one hundred twenty (120) days following Board of Supervisors’ approval of the 2019 MOU, Communications Dispatchers.who obtain a POST Public Safety Dispatchers’Read More →

In AFSCME

SIDE LETTER AGREEMENT between County of San Mateo and American Federation of State County and Municipal Employees (AFSCME), Local 829, AFL-CIO January 9, 2019 This Side Letter Agreement is entered into by and between the County ofSan Mateo (“County”) and AFSCME Local 829 (“AFSCME”). This letter is effective immediately upon approval ofa 2018 successor MOU by the San Mateo County Board ofSupervisors and shall expire upon completion ofthe process described herein. By this side letter, the parties agree as follows: Within 90 days oft.he County ofSan Mateo Board ofSupervisors’ approval ofa successor MOU, County Parks Department management representatives including the Parks Department Director, Assistant Director,Read More →

In AFSCME

San Mateo County Rule VIII ELIGIBLE LISTS CNIL SERVICE COMMISSION RULES SECTION 1. ORDER OF ELIGIBLES: Applicants for employment who qualify in an examination shall have their names placed on the appropriate eligible lists in the order of their final scores. SECTION 2. EFFECTNE DATE OF ELIGIBLE LISTS: Eligible lists shall be in effect from the date on which approved by the Director. Changes in rank, or addition or subtraction of names because of errors or re-ratings, shall not change the effective date of an eligible list. SECTION 3. DURATION OF ELIGIBLE LISTS: The duration of eligible lists shall be as follows: Departmental promotional eligibleRead More →

In AFSCME

reemployment eligible lists, in making certification on a County-wide basis. SAN MATEO COUNTY HUMAN RESOURCES DEPARTMENT Inter-Departmental Correspondence DATE: November 5, 2006 TO:      All Managers FROM: Casey Echarte, Employee Relations Manager SUBJECT:          Assignment to Work at an Alternative Location In some circumstances, it may be appropriate during the course ofan investigation and/or during the Skelly process for an employee accused ofwrongdoing to be kept away from his/her regular work location. Unless required by a governing agency, this should be the exception rather than the rule, and discussed with Employee Relations and/or County Counsel prior to implementation. In determining whether to leave the accused employee inRead More →

In AFSCME: 36. Performance Evaluations

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. Informal Appeal Permanent employees may alsoRead More →

In AFSCME: 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, 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, they shall be entitled to have a Steward present if they so request. ItRead More →

In AFSCME: 38. Grievances

Definition A grievance is any dispute which involves the interpretation or application ofany provision of this Memorandum ofUnderstanding 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. Ifan 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 an EEOC, DFEH or administrativeRead More →

In AFSCME: 40. Personnel Files

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 ofsuch 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. Employee Response The County shall provide an opportunity for the employee to respond in writing, or personal interview, to any information about which they disagree. SuchRead More →

In AFSCME: 41. Committee Involvement

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 employee from AFSCME. The County will provide young adult dependents and domestic partners access to the Employee Assistance Program. EEO Advisory Committee The County agrees that AFSCME may designate one (1) employee to serve on the EEO Advisory Committee. Central Safety Committee The County agrees that AFSCME may designate one (1) employee to serve on the Central Safety Committee. Deferred Compensation Committee The County agrees that AFSCME may designate one (1) employee to serveRead More →

In AFSCME: 43. Contracting/Subcontracting

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 layoffof 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’sreason 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 contracting out uponRead More →

In AFSCME: 44. Separability of Provisions

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. By mutual agreement, the parties may enter into negotiations when requested by either party, for the sole purpose of arriving at a mutually satisfactory replacement for such provisions.Read More →

In AFSCME: 45. Past Practices and Existing Memoranda of Understanding

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. Existing MOU This Memorandum of Understanding shall supersede all existing memoranda of understanding between the County and the Union. 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 they are qualified. Additionally, employees who occupy positionsRead More →