San Mateo County Registered Nurse Work Locations as of October 2017   Belmont Foster Care CPS – PHN Programs 1 Davis Drive Children & Family Services 1 Davis Drive   Daly City Daly City Clinic 380 90th St Daly City Youth Health 2780 Junipero Serra Blvd North County BHRS & Total Wellness 375 89th St   East Palo Alto BHRS Services 2415 University Ave 3rd Floor Foster Care CPS – PHN Programs – 2415 University Ave. 3rd Floor Home Visiting Case Management – 2415 University Ave. 3rd Floor Prenatal Advantage/Black Infant Health 2415 University Ave 2nd Floor Prenatal to Three and Children & Family ServicesRead More →

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 ten and one-half (10½) consecutive hours each, between specified hours, of which one-half (½) hour shall be the unpaid meal break. Four (4) consecutive workdays, of eleven (11) consecutive hours each, between specified hours, of which one (1) hour will be the unpaid meal break.   9/80: A two-week schedule providing nine (9) workdays duringRead More →

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 and equipment that impacts Central Supply, including all catalogued products used by more than one modality or clinic. The Committee’s objective is to seek opportunities to standardize product lines that are cost effective, clinically efficacious, and provide the highest quality care and safety to patients and caregivers. The Union may appoint up to two (2)Read More →

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 through payroll deduction.   Effective January 1, 2016, each new employee will be automatically enrolled in the County’s Deferred Compensation program, at the rate of one percent (1%) of their pre-tax wages, unless he or she chooses to opt out or to voluntarily change deferrals to greater than or less than the default one percent (>1%) as allowed in the plan or as allowed by law.  The pre-tax deduction will be invested in the target fund associated with the employees’ date of birth. All deferrals areRead More →

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 of quality outcomes, and is intended to be consistent with the provision of safe, therapeutic and effective patient care.  It is understood that technology is intended to enhance patient care, and its deployment shall not limit a Registered Nurse’s input of clinical judgment in assessment, evaluation, planning and implementation of care; nor from acting asRead More →

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 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,Read More →

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 indicating a change in its allowable mileage rate, the County will change its rate to coincide with the rate set by the IRS as soon as possible. Definition of Regular Work Location: The County facility(ies) or designated area(s) within the County where a nurse reports when commencing his/her regularly assigned functions. Any County facility(ies) orRead More →

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 be granted and confirmed in writing by Employee Relations provided the following conditions are met: The personnel file does not contain any subsequent Letters of Reprimand or record of disciplinary action involving the same type of infraction. The nurse has not been notified in writing of pending disciplinary action at the time the written requestRead More →

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 set by the HRD Director with concurrence of the County Manager.  There must be a reasonable expectation that the nurse’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 willRead More →

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 grievance procedure.  Any grievance will be terminated once an EEO complaint is filed on the issue being grieved.   36.2     Grievances shall be processed in the following manner: (a)        Step 1.  Department Head and/or the Designated Representative Any nurse who believes that he/she has a grievance may discuss the complaint with such management official inRead More →

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 reassignment, the incumbent may accept a demotion in the reallocated position.  If neither of these options are exercised, the layoff procedure in the Civil Service rules will be employed. (2)        Lateral:  The status of the incumbent will remain unchanged in the classification to which the position is reallocated. (3)        Upward:  The HRD Director will grantRead More →

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 charges, as provided in the Charter, a permanent nurse shall have the right to appeal such action in accordance with the provisions of Section 35.2 (c) and (d) unless his/her objection to the action has been resolved earlier in accordance with Section 35.2 (a) or (b).Read More →

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 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 areRead More →

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 least ninety (90) calendar days in advance of such action.  The notice shall include an explanation of the County’s reason 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 outRead More →

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 department head and concurrence of the HRD Director; however, no probationary period shall exceed two thousand eighty (2080) regular hours.  If a nurse is incapacitated due to medical conditions and is reassigned to work that is not part of his/her normal duties, the probation period for the primary job will be extended for theRead More →

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 on or after January 1, 1988, the one hundred twenty (120) day disability period required to qualify for long term income protection shall no longer 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’s onset.  The onset dateRead More →

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 labor representatives, not to exceed two (2) representatives from each participating labor organization and four (4) County representatives.   29.2      Agreement Implementation 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 toRead More →

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) of life insurance for each of the nurse’s children depending on ages.  The County shall provide an additional ten thousand dollars ($10,000) of life insurance payable to the nurse’s beneficiary if the nurse’s death results from an accident either on or off the job.   28.2     Nurses, depending on pre-qualification, may purchase additional term lifeRead More →

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) San Mateo County Plan B.  Optional additional benefits may be available during open enrollment at additional cost to the employee.Read More →

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 on PPO Dental Plan coverage consisting of one hundred dollars ($100.00) deductible and sixty percent (60%) U.C.R. 26.3     There is an annual two thousand five hundred dollars ($2,500) per person maximum benefit in the PPO Dental Plan. 26.4     Young adult dependents and domestic partners and the children and young adult dependents of domestic partners areRead More →

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 Plan.  Covered nurses will pay fifteen percent (15%) of the total premium for the HMO and High Deductible Health Plans or twenty-five (25%) of the total premium for the PPO Plan. For full time employees enrolled in the High Deductible Health Plan, the County will annually contribute fifty percent (50%) of the cost of theRead More →

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 shall be requested in writing, and shall be scheduled by the department head consistent with the needs of the department.Read More →

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 the same or equivalent class in the same department as at the time the leave was granted. The granting of any leave of absence shall be based on the presumption that the nurse intends to return to work upon the expiration of the leave.  However, if a disability retirement application has been filed with theRead More →

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 Section absence in a pay status shall be considered work. 22.2     Usage Nurses are entitled to be paid for sick leave used, to a maximum of the time accrued, under the following conditions: (1)        The nurse’s illness, injury, or exposure to contagious disease which incapacitates him/her from performance of duties.  This includes disabilities caused orRead More →

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 of 4.0 hours per biweekly pay period worked. (2)        After the completion of five (5) years of continuous service, vacation will be allowed at the rate of 4.9 hours per biweekly pay period worked. (3)        After the completion of ten (10) years of continuous service, vacation will be allowed at the rate of 5.9 hoursRead More →

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 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; holiday hours shall be calculated on all hours worked (including the holiday shift) in the pay period in which the holiday occurs.  For example, if a part-time employee works fifty percent (50%Read More →

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 an extra help, temporary, provisional, or probationary status are retained in the same class unless that nurse has been offered the extra help, temporary, or provisional appointment.  The permanent nurse will be eligible for such appointment even if the position is occupied by an RN from a travel company at the time the permanent nurseRead More →

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 portion of any given pay period. Designation of bilingual positions is the sole prerogative of the County and the Director’s decision is final. CNA shall be provided listings of nurses receiving bilingual pay twice a year.  Bilingual pay for nurses in the classifications of Public Health Nurse, Community Mental Health Nurse and Nurse Practitioner withRead More →

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 Committee. Clinical Nurse Program Committee: Membership: The Clinical Nurse Committee is composed of 3 Nurse Managers or Deputy Directors selected by the SMMC Chief Nursing Officer and 3 represented nurses selected by CNA. At least two of the represented nurses on the committee shall be in the clinical nurse status. Work of the Program Committee:Read More →

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 licensed nurse moving into a new role, domain or setting.  Under Section 19.3(1)(d) and (e), the employee must demonstrate required competencies for the position within the allotted precepting period and obtain a competent evaluation at three (3) months and six (6) months following transfer.  Example:  A new nurse graduate hired to work in Specialty ClinicRead More →

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” of each unit for each shift.  For RN’s who have regularly been assigned as a “charge nurse” for thirty (30) days or more immediately before a paid holiday, sick leave or the start of a vacation, the applicable additional pay shall be included in the RN’s holiday or vacation pay.Read More →

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 current salary in his or her present class.  Nurses who are at the top step of their salary schedule and are otherwise eligible for acting pay in accordance with this section shall receive the equivalent of one step (5.74%).  Work assignments shall not be changed for the purpose of evading this requirement of providing actingRead More →

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 pay, paid sick leave, or paid comp time.  The vacation, sick leave, holiday and comp time off pay of a nurse on a rotating shift shall include the differential such nurse would have received had he/she been working during such period.Read More →

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 after 9:59 p.m. and before 5:00 a.m. Nurses who are on alternative shift schedules as provided for in Section 9.5 and Exhibit B shall be paid shift differential in accordance with their applicable Alternative Work Schedule Agreement.  In the event there is no written agreement regarding hours of shift pay, the County and CNA agree to meetRead More →

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 off duty hours shall be compensated for a minimum of three (3) hours of overtime.Read More →

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 worked.  Overtime worked must be in the job class in which the nurse is regularly employed or in a class for which the nurse is authorized higher pay for work in a higher class.   10.2     Definition Except as otherwise provided by Charter, any authorized time worked in excess of a forty (40) hour weeklyRead More →

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 County.  Nurses occupying part-time positions shall work such hours and schedules as the Board and the appointing authority shall prescribe.   9.2       Scheduled Days Off The County will continue its present practice regarding scheduling nurses at San Mateo Medical Center or the County Jail an average of every other weekend off duty.  Patient careRead More →

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 be a cost of living increase of four percent (4%); Effective May 5, 2019, there shall be a cost of living increase of four percent (4%); Effective February 9, 2020, there shall be a cost of living increase of two percent (2%); Effective February 7, 2021, there shall be a cost of living increase ofRead More →

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 for this purpose shall be reasonable and shall not interfere with the performance of County services as determined by the County.  Such representatives shall submit written requests for absences to Employee Relations at least two (2) working days prior to the scheduled meeting whenever possible.  Except by agreement with Employee Relations the number of nursesRead More →

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 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 meeting the minimum standards established.Read More →

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 within thirty (30) days of the date of hire or by the first pay period of the month following hire of each registered nurse employed.  The release of personal cell phone numbers, personal email addresses and home addresses may be subject to employee notice and opt out procedures. The County shall also provide the designatedRead More →

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 representatives, 1 of whom may be the County’s Nurse Recruiter. The County will respond in writing within thirty (30) calendar days to all written Committee recommendationsRead More →

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 this MOU.   3.3       Meetings (1)        The PPC may post notices of meetings on authorized bulletin boards and utilize County premises for their meetings. (2)        Not more than six (6) Public Health Nurses shall be excused from duty with pay, for up to two (2) hours each in any one (1) month to participate inRead More →

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 continue (1) until such authorization is revoked in writing by the nurse; or (2) until the transfer of the nurse to a unit represented by another employee organization.  Nurses may authorize dues deductions only for the organization certified as the recognized employee organization of the unit to which such employees are assigned. 2.2.   Voluntary PoliticalRead More →

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 relations of such employees. This Memorandum of Understanding (MOU) is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500 et. seq.) and has been jointly prepared by the parties. This MOU shall be presented by the Association to the employees to be covered hereby for ratification by said employees, and shall thereafter beRead More →