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

Building and Construction Trades Council Salaries: 02/01/2015 Class Code Class Title Work Group Range  A BiWeekly  B BiWeekly  C BiWeekly  D BiWeekly  E Biweekly T030 CARPENTER/MILL CABNT WKR 1 3838  $    –  $    –  $     –  $    –  $ 3,070.40 T029 CONSTRUCTION CRPNTR/MASON 1 3838  $ 2,456.00  $ 2,597.60  $  2,746.40  $ 2,904.00  $ 3,070.40 T013 CRAFTS SUPERVISOR 5 4774  $ 3,055.20  $ 3,230.40  $  3,416.00  $ 3,612.00  $ 3,819.20 T024 ELECTRICIAN 1 4245  $    –  $    –  $     –  $    –  $ 3,396.00 T033 ELEVATOR MAINTENANCE MECH 1 4189  $    –  $    –  $     –  $    –  $ 3,351.20 T100 EQUIPMENT MECH I 1Read More →

Exhibit A Additional Compensation Effective the first full pay period following ratification of a successor MOU, or the beginning of the first full pay period of the successor MOU (whichever is later), the salary ranges for Wastewater Collection Worker and Wastewater Collection Supervisor classifications will increase by two percent (2%). Effective November 20, 2016, the salary ranges for Wastewater Collection Worker and Wastewater Collection Supervisor classifications will increase by two percent (2%). The above November effective dates are a one-time arrangement. The parties will not regard these effective dates as a base line or precedent-setting for future increases. Effective November 22, 2015, the salary rangesRead More →

The following list summarizes the various benefit programs in effect for employees as of April 1, 2011: MEDICAL (Active): The County pays 90% of the total premium for OE3, 85% of the Kaiser or Blue Shield HMO (workers pay 15% of the total premium) and the County pays 75% of the total premium for Blue Shield (workers pay 25% of the total premium). For full time employees enrolled in the Kaiser or Blue Shield High Deductible Health Plan, the County will annually contribute fifty percent (50%) of the cost of the deductible amount for the plan to a Health Savings Account. For part time employeesRead More →

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 guaranteed by this Memorandum of Understanding. 41.2        Existing MOU This Memorandum of Understanding shall supersede all existing Memoranda of Understanding between the County and the Union.Read More →

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 a grievance concerning them which is kept or maintained by the County. The contents of such records shall be made available to employees for inspection and review at reasonable intervals during the County’s regular business hours. The employee’s designated representative may also review the personnel file with specific written authorization from the employee. 38.2        Employee Response The County shall provide employees an opportunity to respond in writing or personal interview to any information about which they disagree. Such response shall becomeRead More →

If an employee covered by this MOU suffers loss of compensation due to the inequitable application of rules, regulations, policies or procedures and said loss of compensation is not subject to the grievance procedure in Section 29, the employee shall attempt to resolve the matter with the immediate super­visor. If unable to resolve the matter satisfactorily, the employee or the Union may submit the complaint in writing to Employee Rela­tions with a copy to the County Manager. If the matter is not resolved by Employee Relations within thirty (30) working days from the date of receipt, the employee or the Union shall advise Employee RelationsRead More →

36.1        Definition A grievance is any dispute which involves the interpretation or application of any provision of this MOU excluding side letters and letters attached to this agreement, and excluding those provisions 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. 36.2     Grievances shall be processed in the following manner: (a)          Step 1. Department Head and/or the Designated Representative Any employee who believes that he/she has a grievance may discuss his/her complaint with such management official in the department in which he/she works as the department headRead More →

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 Civil Service Commission are followed. A permanent employee who does not appeal such action to the Civil Service Commission within fourteen (14) calendar days after receipt of such charges shall have the right to appeal the action in accordance with the provisions of Section 36.2 (c) and (d) unless his/her objection to the action has been resolved earlier in accordance with Section 36.2 (a) or (b).Read More →

34.1        Formal Appeal – Notwithstanding the provisions of Section 36, appeals of permanent employees relating to below standard performance evalua­tions shall go directly to the Civil Service Commission who will review the facts and order such action as it determines appropriate. Appeals must be filed with the Commission within ten calendar days after the evaluation becomes final. No evaluation shall be considered final until the employee has been given ten (10) working days for review and comment. 34.2        Informal Appeal – Permanent employees may also request an informal appeal of below standard evaluations. At the request of the employee and the Union to Employee Relations,Read More →

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 thousand eighty (2080) regular hours is prescribed by the Civil Service Commission for their classifications. 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 probationary period for the primary job will be extended for the duration of the reassignment. The employee shall be notified in writing of the probationary extension at the time of the reassignment. Time worked by an employee in a temporary, extra help,Read More →

When an employee has been assigned in writing by the department head or designated representative to perform the substantive duties of a permanent position having a different classification and being paid at a higher rate, and if he/she has worked in such classification for five (5) consecutive workdays (or four (4) consecutive workdays for employees on a “4/10” schedule) he/she shall be entitled to payment for the higher classification, as prescribed for promotions in subsection 5.5 of this MOU, retroactive to the first (1st) workday and continuing during the period of temporary assignment, under the conditions specified below: (1)        The assignment is caused by theRead More →

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 may be temporarily assigned duties outside their classifications. 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.Read More →

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 different cities, employees at the original geographical location who are working in the affected classes shall be given an opportunity to express their desires for transfer. In such cases the department head shall give considera­tion to length of service and transportation factors along with such job related criteria as he/she deems appropriate. Nothing shall preclude a department head from temporarily assigning employees to work at a different geographical location when prompt action is required by the needs of the County.Read More →

The County and Union acknowledge that the Career Opportunities Program described in Section 29 and Exhibit B of the 2013 MOU between the parties has become outdated and non-operational. The County and Union desire to restore and update the Career Opportunities Program, with the purpose of providing current County 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. The County recognizes that investing in and utilizing talents of its workers will enhance the performance of the organization. Therefore, the County will establish a County-wide Career DevelopmentRead More →

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 probationary employees who have served at least six (6) months in such status prior to the final filing date for the examination are eligible to compete. Persons who were laid off and whose names are on a reemployment list are also eligible provided they had served at least six (6) months prior to lay off. Persons in unclassified positions who previously held positions in the classified service who did not have a break in County service between the classified and unclassifiedRead More →

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; provided that in order to be eligible for such plan employees must have been employed by the County for three (3) or more years. The maximum monthly salary cap shall be two thousand, four hundred dollars ($2400) monthly. Benefits for psychiatric disabilities that result from stress, depression or other life events will be 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 payableRead More →

25.1        Coverage  Employees shall be covered by life insurance and accidental death insurance as follows: The County shall provide Twenty Thousand Dollars ($20,000) 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 Dollars ($500) of life insurance for each of the employee’s children, depending on ages. The County shall provide an additional Ten Thousand Dollars ($10,000) of life insurance payable to the employee’s beneficiary if the employee’s death results from an accident either on or off the job. 25.2        Supplemental Coverage  Employees, depending on pre-qualification, mayRead More →

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 in Plans 1, 2 or 4. The enhancement applies to all future service and all service back to the date of employment pursuant to the Board of Supervisor’s authority under Government Code section 31678.2(a). Government Code section 31678.2(b) authorizes the collection, from employees, of all or part of the contributions by a member or employer or both, that would have been required if section 31676.14 had been in effect during the time period specified in the resolution adopting section 31676.14, andRead More →

23.1     During the term of this MOU, the County and the Union shall investigate the feasibility of offering additional medical and/or dental coverage and/or plan(s) Agreements reached as part of the Benefits Committee may be implemented outside of negotiations if employee organizations representing a majority of employees agree, providing, however, all employee organizations are given an opportunity to meet and confer regarding such agreements. 23.2     Agreements reached with AFSCME or SEIU on Health Plan design changes will   be applied to the BCTC bargaining unit. This does not apply to changes in premium cost sharing between the County and employees. The intent of this language isRead More →

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 PMI Plan. All employees, except employees enrolled in the Building Trades Health Plan, must participate in one of these plans. 21.2        During an employee’s first year of employment, there shall be a cap on County Dental Plan coverage consisting of One Hundred Dollars ($100) deductible and sixty percent (60%) usual, customary and reasonable fees (U.C.R.). 21.3        There is an annual Twenty-five Hundred Dollar ($2,500) per person maximum benefit in the County Dental Plan. 21.4        The County will include young adult dependentsRead More →

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                      Employee Employee                                                      90%                            10% Employee + 1                                                90%                            10% Employee + Family                                       90%                            10% Increases and decreases in the Building Trades Plan will be shared between the County and employee in the same ratio as above. (2)     Payment of Healthcare Premiums: The County will pay eighty-five percent (85%) of the total premium for the Kaiser HMO, Blue Shield HMO, or Kaiser High Deductible Health Plans (employees pay fifteen percent (15%) of the total premium). The County will pay seventyRead More →

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 law and the County Ordinance Code. Unless otherwise provided, or in the event of disciplinary action, involuntary transfer, lay-off, or if an employee is no longer able to perform the essential functions of the job class with or without reasonable accommodation, the granting of a leave of absence also grants the right to return to a position in the same or equivalent class, in the same department, as the employee held at the time the leave was granted. The granting ofRead More →

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 period of full-time work. Such accrual shall be prorated for 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. 18.2        Usage Employees are entitled to be paid for sick leave used, to a maximum of the hours accrued, under the following conditions: (1)        The employee’s illness, injury or exposure to contagious disease which incapacitates him/her from performance of duties. This includes disabilitiesRead More →

17.1        Vacation Allowance Employees, excluding extra help, or as herein otherwise provided, shall be entitled to to accrue vacation with pay in accordance with the following schedule. These accruals shall be pro‑rated for part-time employees. (1)        During the first five (5) years of continuous service, vacation will be accrued at the rate of four (4.0) hours per biweekly pay period worked. (2)        After the completion of five (5) years of continuous service, vacation will be accrued at the rate of four and nine-tenths (4.9) hours per biweekly pay period worked. (3)        After the completion of ten (10) years of continuous service, vacation will be accruedRead More →

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) hours for any one day, provided they are in a pay status on both their regularly scheduled workdays immediately preceding and following the holiday. Part-time employees shall be entitled to holiday pay in proportion to the percentage of full-time hours worked during the biweekly pay period which includes a holiday; e.g., if a part-time employee works fifty percent (50%) of the full-time hours in a pay period, the employee shall receive one‑half (½) pay for each holiday falling within that payRead More →

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 reimbursement of fifty percent (50%) of the cash value of their unused sick leave and one week of pay for each full year (2080 hours) of regular service to the County, up to a maximum of ten (10) weeks of pay; provided that he/she shall be eligible for reimbursement only if he/she remains in County service until their services are no longer required by the department head. The County shall make every effort to secure comparable employment for displaced employees inRead More →

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, or otherwise when in the best interest of the County. 13.2        Notice of Layoff: Department heads 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 Department Director may authorize a shorter period of time. 13.3        Precedence by Employment Status: No permanent employee shall be laid off while employees in extra help, temporary, provisional or probationary status are retained in the same classRead More →

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

11.1        General – Except as indicated below, the County does not reimburse employees for home to work or 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. 11.2        Definition of Regular Work Location – The County facility(ies) or designated area(s) within the County where an employee reports when commencing his/her regularlyRead More →

A salary differential of fifty-five dollars ($55.00) biweekly shall be paid incumbents of positions requiring bilingual proficiency as designated by the appointing authority and the Human Resources Department Director.  Said differential shall be prorated for employees working less than full-time or who are in an unpaid leave of absence status for a portion of any given pay period. The Union shall be provided listings of employees receiving bilingual pay twice a year. 10.1        Hiring and Selection: The County will continue to recruit and hire employees based on a specific need for bilingual skills. 10.2        Testing: All employees hired for positions requiring bilingual skills will beRead More →

When warranted and in the interest of the County, department heads may assign employees to “on call” status. Compensation for “on call” duty shall be computed as follows: Employees shall be paid Four Dollars and Forty Cents ($4.40) per hour for time in which they are required to be in an on call status. Employees required to report to work during off‑duty hours when in an on‑call status shall not receive “on‑call” pay while receiving overtime pay. Employees in an On‑Call status (except Sewer Crew) required to report back shall be compensated for a minimum of two (2) hours for the first call back ofRead More →

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. (2)        Notwithstanding paragraph (1) above, the monthly shift differential pay for full-time employees shall be at least Thirty-five Dollars ($35) above the employee’s base pay, to be prorated for part-time employees. 8.2          Unit members, excluding employees on an alternate work schedule, shall be paid shift differential for all hours so worked between the hours of 6:00 p.m. and 6:00 a.m.. 8.3          A split shift is defined as a normal daily shift which is worked over a span of more than nineRead More →

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, a confirming authorization must be made on the next regular work day. Overtime worked must be in the job class in which the person is regularly employed, unless otherwise required under the Fair Labor Standards Act. 7.2          Definition – Except as otherwise provided by Charter, any authorized time worked in excess of forty (40) hours during the employee’s normal work week (a fixed and regularly recurring period of seven (7) consecutive twenty-four (24) hour periods) shall be considered overtimeRead More →

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 the standard biweekly rate of pay for full-time employment unless the schedule specifically indicates otherwise, and represent the total compensation due employees, except overtime and benefits specifically provided by the Board of Supervisors or by this MOU. The rates do not include reimbursement for actual and necessary expenses for traveling, subsistence and general expenses authorized and incurred incident to County employment. Exhibit salaries are calculated at the E-Step. Effective the first full pay period following ratification of a successor MOU, orRead More →

There shall be no discrimination because of race, creed, color, national origin, age, sex, sexual orientation, legitimate employee organization activities, or any other classification protected by law, against any employee or applicant for employment by the Union, the County or 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..Read More →

3.1          Attendance at Meetings County employees who are Union representatives shall be given reasonable time off with pay to attend meetings with management, or to be present at hearings where matters within the scope of representation are being considered. Use of time shall be reasonable and shall not interfere with the per­formance of County services. Repre­sentatives shall submit written requests to their department head copying Employee Relations two (2) working days in advance when­ever possible. Except by agreement of department heads and Employee Relations, the number of employees excused shall not exceed three (3) at any one time. Any disapproval of such a request shallRead More →

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 be made only upon the employee’s signed authorization on a form furnished by the County, and shall continue until: (1) the employee revokes such authorization in writing; or (2) the employee transfers to a unit represented by another employee organization. Employees may authorize dues deductions only for the organization certified as the recognized employee organization of the unit. Should employees in a bargaining unit represented by the Union vote to rescind Agency Shop, the provisions of Section 2.1 shall apply toRead More →

The Building and Construction Trades Council of San Mateo County (“Union”), and representatives of the County of San Mateo (“County”) have met and conferred in good faith regarding wages, hours and other terms and conditions of employment of employees in the bargaining unit listed in Section 1, have exchanged freely information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employment conditions of such employees. This Memorandum of Understanding (“MOU”) is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500-3510), has been jointly prepared by the parties to reflect employment conditions for the period commencing February 1,Read More →