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 and usage of such technology.  Recognizing this, the County and the Association agree that the development and deployment of clinical technologies is intended for the improvement

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 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

Except where indicated below, the County does not reimburse nurses 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 HRD Director whose decision shall be final.  After notification is received from the IRS

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, any changes adopted by the Civil Service Commission shall be applied to the employees represented by CNA.

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.

In the event that any provision of this MOU is declared by a court of competent jurisdiction to be illegal or unenforceable, that provision of the MOU shall be null and void but such nullification shall not affect any other provision of this MOU, all of which other provisions shall

The County agrees to investigate and correct any factual inaccuracies which may exist within a Letter of Reprimand received by a nurse. A nurse may request in writing that any Letter of Reprimand which is three (3) or more years old be removed from his/her personnel file.  Such request will

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 matter content of the course is closely related to the nurse’s present or probable future work assignments.  Limits to the amount of reimbursable expense may be

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 MOU which specifically provide that the decision of any County official shall be final, the interpretation or application of those provisions not being subject to the

Upon reclassification of filled positions the HRD Director shall determine whether the action constitutes an upward, lateral or downward movement of the level of the position. (1)        Downward:  The incumbent will be assigned to a vacant position in the same department in the same classification previously held.  In lieu of

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 the Civil Service Commission are followed.  If he/she does not appeal such action to the Civil Service Commission within fourteen (14) days after receipt of such

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 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

The County will notify the Union of its intent to contract or subcontract work customarily performed by members of California Nurses Association where such contracting or subcontracting would result in loss or potential loss through attrition or layoff of such bargaining unit members.  The County will make such notification at

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 eighty (2080) regular hours is prescribed by the Civil Service Commission for their classifications.  Individual probationary periods may be extended with good cause upon request of

The County shall continue to provide its present long term income protection plan for permanent nurses at no cost to said nurses; provided, however, that in order to be eligible for such plan, nurses must have been employed by the County for 3 or more years. Effective with disabilities commencing

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 medical and/or dental coverage and/or plan(s) and strategies to integrate wellness program participation into benefit insurance cost structure. The Benefits Committee will be composed of County

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 life insurance for each nurse, five hundred dollars ($500) of life insurance for the nurse’s spouse and up to a maximum of five hundred dollars ($500)

The County shall provide vision care coverage for employees and eligible dependents including young adult dependents and domestic partners and the children and young adult dependents of domestic partners as eligible dependents.  The County will pay the entire premium for this coverage.  This coverage is for Vision Service Plan (VSP)

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.  All nurses must participate in one of these plans. 26.2     During a nurse’s first year of employment with the County, there shall be a cap

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 pay eighty-five percent (85%) of the total premium for the HMO and High Deductible Plans or seventy-five percent (75%) of the total premium for the PPO

Public Health Nurses shall be entitled to up to six (6) working days (a maximum of forty eight (48) hours) absence without pay each calendar year.  Such absence shall not be considered a break in service for purposes of eligibility for salary adjustments, sick leave, vacation or seniority.  Such absences

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 law and this MOU. Unless otherwise provided the granting of a leave of absence also grants the nurse the right to return to a position in

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.  Such accrual shall be prorated for any nurses, except extra help, who work less than full-time during a pay period.  For the purpose of this

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.  Vacation accruals shall be pro‑rated for part-time nurses. (1)        During the first five (5) years of continuous service, vacation will be accrued at the rate

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 for any one (1) day, provided they are in a pay status on both their regularly scheduled workdays immediately preceding and following the holiday.  Part-time employees

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 shorter period of time is authorized by the HRD Director. 19.2     Precedence by Employment Status No permanent nurse shall be laid off while nurses working in

A salary differential up to fifty-five dollars ($55.00) biweekly shall be paid incumbents of positions requiring bilingual proficiency as designated by the appointing authority and HRD Director.  Said differential shall be prorated for nurses working less than full-time or who are in an unpaid leave of absence status for a

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, performance improvement activities, and the advancement of efforts to meet the SMMC’s publicly reported patient care metrics.  The program is coordinated through a Clinical Nurse

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 be limited to the following: Definitions Preceptorship – A constant teaching and learning method using nursing as clinical role models.  The novice is defined as a

A nurse who is assigned to be “in charge” of a unit at SMMC, outpatient clinics, or the Jail for four (4) or more hours of a shift shall be paid an additional thirty dollars ($30.00) for that shift provided that no more than one nurse is assigned “in charge”

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, after five consecutive workdays, receive retroactive to the first day of such assignment, acting pay which shall be computed at one step more than the nurse’s

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 time off, or the beginning of a vacation or a paid sick leave period, the applicable differential shall be included in the nurse’s holiday pay, vacation

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 after 1:59 p.m. and before 10:00 p.m.  Nurses shall be paid fifteen percent (15%) more than their base rate when assigned to and working a shift which starts

11.1     Nurses shall be paid the hourly equivalent rate of one-half their base pay for time in which they are required to be on an on-call status.  Nurses will not receive on-call pay for periods when they are actually at work. 11.2     Nurses required to report back to work during

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 not feasible due to emergency conditions a confirming authorization must be made on the next regular work day following the date on which the overtime was

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.  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 salary ranges for all nurses in the aforementioned representation unit will be as set forth in Exhibit A which is attached hereto and made a part hereof.  As reflected in the Exhibits, salaries shall be adjusted as follows:   Cost of Living Adjustments Effective April 22, 2018, there shall

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 confer or consult with management representatives or to be present at hearings where matters within the scope of representation are being considered.  Use of official time

There shall be no discrimination because of race, creed, color, national origin, sex, sexual orientation, age, or any other classification protected by law, or legitimate employee organization activities against any employee or applicant for employment by the Association or by the County or by anyone employed by the County; and

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, job title; work, home, and personal cellular telephone numbers; personal email addresses on file with the employer; and home address of any newly hired employee

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 the County’s ability to recruit and retain nurses.  The committee shall be composed of three (3) nurses appointed by CNA and up to three (3) County

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, and (2)        to consider and recommend ways and means to improve patient care.   3.2       Composition A PPC shall be composed of registered nurses covered by

2.1.  Dues Deduction The Association may have the regular dues of its members within the Unit deducted from employees’ paychecks under procedures prescribed by the County Controller for such deductions.  Dues deduction shall be made only upon signed authorization from the nurse on a form furnished by the County, and shall

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. 38586, adopted by the Board of Supervisors on May 16, 1978.  

The California Nurses Association and representatives of the County of San Mateo have met and conferred in good faith regarding wages, hours and other terms and conditions, have exchanged freely information, opinions, and proposals and have endeavored to reach agreement on all matters relating to the employment conditions and employer-employee

Alternative Work Week Options The examples below reflect basic information about the various alternative workweek options.  For a more detailed description of the options and parameters that are available at your location, refer to your Department/Division/Unit Agreement (some of which are attached herein).   4/10: Four (4) consecutive workdays of

        Salaries: 4/22/2018   Salaries: 5/5/2019            Salaries: 2/9/2020               Salaries: 2/7/2021

47.1     Clinical Quality Value Analysis Committee The Clinical Quality Value Analysis Committee (hereinafter “the Committee”) will provide a systematic process for the introduction, evaluation, assessment, and acquisition of products, equipment, and clinical technology that is reviewed by members of the Hospital and Clinics. The Committee will evaluate all medical/surgical products