In DSA-Sworn Safety

The following letter summarizes the parties’ understanding regarding K-9 Unit Compensation. Employees who are assigned to the K-9 Unit are entitled to compensation for the off-duty hours spent caring, grooming, feeding and one-on-one non-formal training of their canine and maintaining their canine vehicle/unit.  To receive such compensation, deputy sheriffs assigned to the K-9 Unit must have responsibility for caring, grooming, feeding and training of a canine. The parties acknowledge that the Fair Labor Standards Act, which governs the entitlement to compensation for canine duties, entitles the parties to agree to a reasonable number of hours per month for the performance of off-duty canine duties.  TheRead More →

In DSA-Sworn Safety

If any provision of this MOU is declared illegal or unenforceable by a court of competent jurisdiction, that provision shall be null and void but such nullification shall not affect any other provision of the MOU, all of which other provisions shall remain in full force and effect.Read More →

In DSA-Sworn Safety

Except in cases of emergency as provided below in this subsection, the Association, if affected, shall be given reasonable advance written notice of any ordinance, resolution, rule or regulation directly relating to matters within the scope of representation proposed to be adopted by the County and shall be given the opportunity to meet with the appropriate management representatives prior to adoption. In cases of emergency when the foregoing procedure is not practical or in the best public interest, the County may adopt or put into practice immediately such measures as are required. At the earliest practical date thereafter the Association shall be provided with theRead More →

In DSA-Sworn Safety

SUPPLEMENTAL AGREEMENT BETWEEN SAN MATEO SHERIFF’S OFFICE AND THE DEPUTY SHERIFF’S ASSOCIATION   The Sheriff’s Department and Association agree to the use of extra help former San Mateo County Deputy Sheriffs as follows: “Their primary need/use is as bailiffs when the incumbent deputies are off on vacation or disability. They will also be used for pro tems. In addition, they will work the fourth floor holding area (however, we will continue to utilize this position for suitable deputies who have a need for temporary light duty) and sick calls in transportation/court security after reasonable attempts to offer the overtime to full-time sheriff’s deputies have failed. When extraRead More →

In DSA-Sworn Safety

  Employees assigned to the following assignments shall be paid the hourly equivalent rate of one step in the salary range in addition to all other compensation. After the completion of two (2) years of service in the following assignments such employees shall receive two (2) steps in addition to all other compensation. ASSIGNMENTS STEP 1 STEP 2 All Detective Assignments X X Personnel Services X X Training X X County-wide Security X X Transportation Desk Officer X Jail Management System (JMS) X X Classification X X Civil X X HIDTA/NCRIC X X Bomb X X Deputy Sheriffs and Correctional Officers assigned to Training OfficerRead More →

In DSA-Sworn Safety

The Association, its members and representatives, agree that it and they will not engage in, authorize, sanction or support any strike, slowdown, stoppage of work, curtailment of production, concerted refusal of overtime work, refusal to operate designated equipment (provided such equipment is safe and sound) or to perform customary duties; and neither the Association nor any representatives thereof shall engage in job action for the purpose of effecting changes in the directives or decisions of management of the County, nor to effect a change of personnel of operations of management or of employees not covered by this MOU.Read More →

In DSA-Sworn Safety

The County will provide up to two (2) days paid bereavement leave upon the death of an employee’s parents, spouse, domestic partner, child, or step-child. In addition, employees may utilize accrued sick leave pursuant to Section 19.2-4.Read More →

In DSA-Sworn Safety

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 they choose 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 are fully vestedRead More →

In DSA-Sworn Safety

All employees subject to this MOU hired on or after January 8, 2012 will pay fifty percent (50%) of the Retirement COLA cost as determined by SamCERA. Effective the first full pay period in July of 2016, all employees, regardless of plan or hire date, will pay a COLA cost share equal to fifty percent (50%) of the retirement COLA costs as determined by SamCERA. Plan 7 members do not pay a separate retirement COLA cost share as the Plan 7 COLA costs are part of the Plan 7 contributions. In recognition of the additional employee contribution to retirement COLA, effective January 31, 2016 andRead More →

In DSA-Sworn Safety

34.1 Retirement Plan (a)   Employees Hired Before January 8, 2012 Effective January 2, 2005, the County implemented the 3% @ 50 retirement enhancement (Government Code section 31664.1) for employees in Plans 1, 2 or 4. The one year final average compensation for participants in the safety retirement Plan 1 or 2 will be calculated in accordance with Government Code section 31462.1.  For those participants in the safety retirement Plan 4 in accordance with Government Code section 31462. The enhancement will apply to all future safety service and all safety service back to the date of employment pursuant to the Board of Supervisor’s authority under GovernmentRead More →

In DSA-Sworn Safety

Any sworn peace officer in the Sheriff’s Department who believes they have been subjected to a transfer for the purpose of punishment may appeal said transfer through the chain of command to the Sheriff (or, in cases where the Sheriff has been personally involved, to the Human Resources Director or designee). In cases where the transfer involves a loss of compensation, they shall have the option of appealing either to the Sheriff or to an ad hoc panel as described hereafter. All such appeals shall be filed, in writing, within five calendar days after the date of transfer. The following procedure shall apply:   StepRead More →

In DSA-Sworn Safety

Complaints involving or concerning payment of compensation shall be initially filed in writing with Employee Relations. Only complaints which allege employees are not being compensated in accordance with the provisions of this MOU shall be considered as grievances. Any other matters of compensation are to be resolved in the meet and confer process if not detailed in the MOU. No adjustment shall be retroactive for more than 60 days from the date upon which the complaint was filed. 33.6  County Charter and Civil Service Commission: The provisions of this section shall not abridge any rights to which an employee may be entitled under the CountyRead More →

In DSA-Sworn Safety

Decisions of arbitrators on matters properly before them shall be final and binding on the parties hereto, to the extent permitted by the Charter of the County. No arbitrator shall entertain, hear, decide or make recommendations on any dispute unless such dispute involves a position in a unit represented by the Association which has been certified as the recognized employee organization for such unit and unless such dispute falls within the definition of a grievance as set forth in subsection 33.1. Proposals to add to or change this MOU or written agreements or addenda supplementary hereto shall not be arbitrable and no proposal to modify,Read More →

In DSA-Sworn Safety

The grievance must be filed at either Step 1 or Step 2 within twenty-eight (28) calendar days from the date of the employee’s knowledge of the alleged grievance or within fourteen (14) calendar days if grieving a demotion, suspension or dismissal from employment. The grievant shall state the grievance in writing and the resolution desired.   Step 1. Department Head or Designee The grievant may discuss the complaint with the department head or designee. The department head or designee shall provide the grievant a written or oral response within fourteen (14) calendar days from the grievance meeting. If the grievance is not resolved the grievantRead More →

In DSA-Sworn Safety

33.1 Grievance A grievance is defined as any dispute which involves the interpretation or application of any provision of this MOU, excluding 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 shall not be subject to the grievance procedure.   33.2 Grievant The grievant is defined as the Association or the affected employee. The Association or any employee may file a grievance.Read More →

In DSA-Sworn Safety

The appointing authority may dismiss, suspend, reduce in step or demote any employee in the classified service provided the rules and regulations of the Civil Service Commission are followed. An employee may either appeal such dismissal, suspension or demotion to the Civil Service Commission or file a grievance in accordance with subsection 33.2. Appeal to the Civil Service Commission must be filed within the timelines established by the Commission rules. Grievances filed in accordance with subsection 33.2 must be filed within fourteen calendar days after receipt of written charges. No grievance involving demotion, suspension or dismissal of an employee will be entertained unless it isRead More →

In DSA-Sworn Safety

31.1 Probationary employees shall undergo a probationary period of six (6) months unless a longer period is prescribed by the Civil Service Commission for their classes. 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 twelve (12) months except as stipulated below. If an employee is incapacitated due to medical conditions and is reassigned to work that is not part of their normal duties, the probation period for the primary job will be extended for the duration of the reassignment. The employee shall be notified inRead More →

In DSA-Sworn Safety

When an employee has been assigned in writing by the department head or designated representative to perform the work of a permanent position having a different class and being paid at a higher rate, and if they have worked in such class for 5 consecutive workdays, they shall be entitled to payment for the higher class, as prescribed for promotions in subsection 6.6 of this MOU, retroactive to the first workday and continuing during the period of temporary assignment, under the conditions specified below: The assignment is caused by the incumbent’s temporary or permanent absence; The employee performs the duties regularly performed by the absentRead More →

In DSA-Sworn Safety

No employee shall be required regularly to perform duties of a position outside of the class to which appointed. However, employees may be assigned temporarily duties outside their classes. 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 →

In DSA-Sworn Safety

Upon reclassification of filled positions, the Human Resources Director shall determine whether the action constitutes an upward, lateral or downward movement of the level of the position. Downward: The incumbent will be assigned to a vacant position in the same department in the same class previously held. In lieu of reassignment, incumbents 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. Lateral: The status of the incumbent will remain unchanged in the class to which the position is reallocated. Upward: The Human Resources Director will grant status toRead More →

In DSA-Sworn Safety

Permanent employees who are promoted to a higher class shall undergo the probationary period prescribed for the higher class, but shall have the right to demote to their former class in their former department if rejected during their probationary period if a vacancy in their former class exists. If no vacancy exists, such employees shall be placed in the longest standing vacancy, as determined by the requisition form date, Countywide. If no vacancy exists, such employees shall displace the least senior employee as determined by Rule XVI. If no less senior position exists, then the employee shall be removed from County service.  Read More →

In DSA-Sworn Safety

These lists shall take precedence over General Eligible Lists. Departmental Promotional Eligible Lists: The names of applicants successful in departmental promotional examinations shall be placed on departmental promotional eligible lists for the classes examined.  General Promotional Eligible Lists: The names of applicants successful in general promotional examinations shall be placed on general promotional eligible lists for the classes examined. If, at the time of termination, an employee’s name appears on a promotional eligible list their name shall be removed from the promotional list and placed on the open competitive eligible list for that class in accordance with their final score.Read More →

In DSA-Sworn Safety

27.1 Examinations Open Examinations: Any person who meets the minimum qualifications for the job class may compete. General Promotional Examinations: Permanent and probationary employees who have served at least 6 months in such status prior to the date of the exam are eligible to compete. Persons who have been laid off whose names are on a reemployment list are also eligible provided they had served at least 6 months prior to layoff. Departmental Promotional Examinations: Permanent and probationary employees of the specific department in which a promotional opportunity exists who have served at least 6 months in such status prior to the date of theRead More →

In DSA-Sworn Safety

26.1     Employees in the Sheriff’s Office who must provide their own uniform and equipment shall receive $892.00 per annum in additional compensation to cover the cost of maintaining such uniforms and equipment; such payment shall be made on the regular pay warrant that covers each new employee’s date of employment or for current employees, on the pay warrant for the first full pay period of each January. This amount shall be increased by twenty-five dollars ($25) each year of the 2016 agreement, as follows: 2016: $917 2017: $942 2018: $967 2019: $992 2020: $1,017 26.2 The County will provide bulletproof vests to department personnelRead More →

In DSA-Sworn Safety

25.1 The County shall provide $50,000 of life insurance for each employee and $2000 of life insurance for the employee’s spouse and up to a maximum of $2000 of life insurance for each of the employee’s children depending on age. The County shall provide an additional $110,000 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 Employees, depending on pre-qualification, may purchase additional term life insurance to a maximum of $500,000 for employee, $250,000 for spouse, and $10,000 for dependents.Read More →

In DSA-Sworn Safety

24.1 During the term of the MOU, the County and the Association shall 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 including FSA debit cards. The Benefits Committee will be composed of County and labor representatives, not to exceed two (2) representatives from each participating labor organization and four (4) County representatives.Read More →

In DSA-Sworn Safety

The County shall provide Vision care coverage for employees and eligible dependents including young adult dependents and domestic partners. The County will pay the entire premium for this coverage.Read More →

In DSA-Sworn Safety

The County shall contribute a sum equal to ninety percent (90%) of the premium for the County Plan and the Delta Dental Plan for employees and eligible dependents, including young adult dependents and domestic partners. All employees must participate in one of these plans.Read More →

In DSA-Sworn Safety

Unless otherwise provided in this MOU, employees whose employment with the County is severed by reason of retirement during the term of this MOU shall be reimbursed by the County for unused sick leave at time of retirement as follows:       Tier 1 Sick Leave Employees hired prior to April 1, 2011, for each eight (8) hours of unused sick leave at time of retirement, the County shall pay for one month’s premium for health, dental, and/or vision coverage for the employee and eligible dependents (if such dependents are enrolled in the plan at the time of retirement) provided that the County shallRead More →

In DSA-Sworn Safety

21.1 Me Too Agreement Any agreements reached with the American Federation of State, County and Municipal Employees (AFSCME) regarding Hospitalization and Medical Care (Section 21), Dental Care (Section 22), and/or Vision Care (Section 23) shall be extended to this Memorandum of Understanding.  The intent of this paragraph is to memorialize a “me-too” agreement regarding medical, dental and vision benefit changes entered into with AFSCME.   21.2 Medical Insurance (a) Employees Assigned to Work Eighty (80) Hours Per Pay Period: The County pays eighty-five percent (85%) of the total premium for Kaiser HMO, Blue Shield HMO, or Kaiser High Deductible Health plans (employees pay fifteen percentRead More →

In DSA-Sworn Safety

Educational leave of absence with pay may be granted to employees under the conditions specified in this Section. In order to be granted educational leave of absence with pay employees must submit on the prescribed form a request to the appointing authority contain­ing all information required to evaluate the request. The County may, after approval of an employee’s application, grant leave of absence with pay for a maximum of 65 working days during any 52 biweekly pay periods for the purpose of attending a formal training or educational course of study. Eligibility for such leaves will be limited to employees with at least 13 biweeklyRead More →

In DSA-Sworn Safety

Refusal of Leave or Failure to Return After Leave: Failure to report for duty after a leave of absence request has been disapproved, revoked or canceled by the appointing authority, or at the expiration of a leave, shall be considered an absence without leave. Absence Without Leave: Absence from duty without leave for any length of time without an explanation satisfactory to the appointing authority is cause for dismissal. Absence without leave for four or more consecutive days without an explanation satisfactory to the appointing authority shall be deemed a tender of resignation. If within thirty days after the first day of absence without leaveRead More →

In DSA-Sworn Safety

Upon approval by the department head, any employee, other than extra help or seasonal, shall be permitted absence from duty for appearance in Court because of jury service, in obedience to subpoena or by direction of proper authority, in accordance with the following provisions:   Absence from duty will be with full pay to a maximum of eight (8) hours for each day the employee serves on the jury or testifies as a witness in a criminal case, other than as a defendant, including necessary travel time. As a condition of receiving such full pay, the employee must remit to the County Treasurer, through theRead More →

In DSA-Sworn Safety

Qualifying: Only permanent or probationary employees in permanent positions are eligible for leaves of absence without pay under this Section. Granting of Leaves of Absence Without Pay: Appointing authorities may grant leave of absence without pay for personal reasons up to a maximum of two biweekly pay periods. Leaves of Absence Without Pay for Non-Job Incurred Illness or Injury: Leaves of absence without pay for non-job incurred illness or injury, including disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth and recovery therefore may be granted for a maximum of 26 full biweekly pay periods. Such leaves will be granted only after all accruedRead More →

In DSA-Sworn Safety

Job Incurred Disability Leave (1)  Job Incurred Disability Leave With Pay Definition: Disability leave with pay is an employee’s absence from duty with pay due to disability caused by illness or injury arising out of and in the course of employment which has been declared compensable under the Workers’ Compensation Law. Only permanent or probationary employees occupying permanent positions are eligible for disability leave with pay. Payment: Payment of disability leave shall be at the base pay of the employee and shall be reduced by the amount of temporary disability indemnity received pursuant to Workers’ Compensation Law. Application for and Approval of Job Incurred DisabilityRead More →

In DSA-Sworn Safety

Authorized absence without pay for either: (1) a leave of absence for personal reasons; (2) a leave of absence on account of illness or injury not compensated through Worker’s Compensation benefits; or (3) a leave of absence to fill an unexpired term in an elective office shall not be included in determining salary adjustment rights or any seniority rights based on length of employment.Read More →

In DSA-Sworn Safety

Employees on leaves of absence without pay for more than one month shall not be entitled to payment by the County of their health, dental, life or long term salary continuation insurance premiums, except as provided hereinafter. Entitlement to County payment of premiums shall end on the last day of the month in which the employee was absent one full calendar month. An employee granted a leave of absence without pay due to their illness or accident shall be entitled to have one month’s insurance premiums paid by the County for each year of County service, or major fraction thereof, to a maximum of 12Read More →

In DSA-Sworn Safety

 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, the granting of a leave of absence also grants to the employee the right to return to a position in the same or equivalent class, in the same department as 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 application has beenRead More →

In DSA-Sworn Safety

Leave credits may be transferred from one or more donating employees to another receiving employee under the following conditions: The receiving employee is a permanent full or part-time employee whose participation has been approved by their department head; The receiving employee or the receiving employee’s spouse/domestic partner or direct family member has sustained a life threatening or debilitating illness, injury or condition. (The Department Head may require that the condition be confirmed by a doctor’s report); The receiving employee has or will have exhausted all paid time off; The receiving employee must be prevented from returning to work for at least 30 days and mustRead More →

In DSA-Sworn Safety

An employee who is injured or becomes ill while on vacation may be paid for sick leave in lieu of vacation provided that the employee: (1) was hospitalized during the period for which sick leave is claimed, or (2) received medical treatment or diagnosis and presents a statement indicating illness or disability signed by a physician covering the period for which sick leave is claimed, or (3) was preparing for or attending the funeral of a member of the immediate family. No request to be paid for sick leave in lieu of vacation will be considered unless such request is made and the above substantiationRead More →

In DSA-Sworn Safety

If the appointing authority has been informed through a doctor’s report of a medical examination that an employee is not capable of properly performing their duties, they may require the employee to abstain  from work until the incapacity is remedied. During such absence the employee may utilize any accumulated sick leave, vacation, holiday and compensatory time.Read More →

In DSA-Sworn Safety

When an employee who has been working in a seasonal or extra help category is appointed to a permanent position they may receive credit for such extra help or seasonal period of service in computing accumulated sick leave, provided that no credit shall be given for service preceding any period of more than twenty-eight consecutive days in which an employee was not in a pay status. If an employee who has unused sick leave accrued is laid off and subsequently reemployed in a permanent position, such sick leave credits shall be restored upon reemployment. No portion of sick leave credits for which an employee receivedRead More →

In DSA-Sworn Safety

When the requirement for sick leave is known to the employee in advance of the absence, they shall request authorization for sick leave at such time, in the manner hereinafter specified. In all other instances the employee shall notify their supervisor as promptly as possible by telephone or other means. Before an employee may be paid for the use of accrued sick leave, they shall complete and submit to their department head a signed statement, on a prescribed form, stating the dates and hours of absence and such other information as is necessary for the request to be evaluated. If an employee does not returnRead More →

In DSA-Sworn Safety

Employees are entitled to be paid for sick leave used, to a maximum of the time 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 disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth and recovery therefore as determined by a licensed physician, or, under the Kaiser plan, a licensed health care professional. (2)    The employee’s receipt of required medical or dental care or consultation. (3)    The employee’s attendance on an immediate family member who is ill. (4)    The employee’s preparation for or attendance atRead More →

In DSA-Sworn Safety

All employees, except extra help or seasonal, shall accrue sick leave at the rate of 3.7 hours for each biweekly pay period of full-time work. Such accrual shall be pro-rated for employees, except extra help or seasonal employees, who work less than full-time during a pay period. For purposes of this Section absence in a pay status shall be considered work.Read More →

In DSA-Sworn Safety

The time at which employees shall be granted vacation shall be at the discretion of the appointing authority. Length of service and seniority of employees shall considered in scheduling vacations and in giving preference as to vacation time.Read More →

In DSA-Sworn Safety

Employees, excluding extra help or as herein otherwise provided, shall be entitled to vacation with pay in accordance with the following schedules. Such accrual shall be pro­rated for any employees, except extra help, who work less than full-time during a pay period. (1)     During the first 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 5 years of continuous service, vacation will be accrued at the rate of 4.9 hours per biweekly pay period worked. (3)     After the completion of 10 years of continuous service, vacationRead More →

In DSA-Sworn Safety

17.1 Regular full-time employees shall receive either eight (8) hours of pay or eight (8) hours of holiday leave for all authorized holidays listed in 17.3, provided they are in a pay status on both their regularly scheduled workdays immediately preceding and following the holiday. An employee may carry a maximum of one hundred and twenty (120) hours of holiday leave on the books. 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 50% of the full-time hours in a pay period,Read More →

In DSA-Sworn Safety

If an employee‘s position is abolished and they are unable to displace another County employee as provided in Section 15, they shall receive reimbursement of 50% of the cash value of their unused sick leave; provided that such employee shall be eligible for reimbursement only if they remain in the service of the County until their services are no longer required by the department head. The County shall make every effort to secure comparable employment for the displaced employee in other agencies, and if such employment is secured, he/she will not be entitled to the aforementioned reimbursement.Read More →

In DSA-Sworn Safety

The names of employees laid off shall be placed on re-employment eligible lists as hereinafter specified. Former employees appointed from a re-employment eligible list shall be restored all rights accrued prior to being laid off, such as sick leave, vacation credits and credit for years of service. However, such reemployed employees shall not be eligible for benefits for which they received compensation at the time of, or subsequent to, the date they were laid off. The departmental reemployment eligible list for each class shall consist of employees and former employees with probationary or permanent status who were laid off or whose positions were reclassified downward.Read More →

In DSA-Sworn Safety

(1)   Employees who are laid off may take a voluntary demotion within the Sheriff’s Office or District Attorney’s Office to a class in which the employee had prior probationary or permanent status provided such a position is held by an employee with less seniority. (2)  Displaced employees may request the Human Resources Director to place their name on the promotional eligible list or open eligible list for any class for which, in the Director’s opinion, the employee is qualified. The employee’s name will be above the names of persons who have not been displaced, ranked in the order specified in subsection 15.2. (3)   Pursuant toRead More →

In DSA-Sworn Safety

No permanent employee shall be laid off while employees working in an extra help, seasonal, temporary, provisional or probationary status are retained in the same class unless that employee has been offered the extra help, seasonal, temporary or provisional appointment. The order of layoff among employees not having permanent status shall be according to the following categories: Extra help or seasonal Temporary Provisional Probationary Layoffs shall be by job class according to reverse order of seniority as determined by total continuous County civil service, except as specified above. The following provisions shall apply in computing total continuous service: Time spent on military leave, leaves toRead More →

In DSA-Sworn Safety

Employees in the classes of Deputy Sheriff, and District Attorney’s Inspector who have successfully completed a probationary period of one of those classes and hold permanent status, shall be eligible to receive an incentive equating to 2.5% of base pay per biweekly pay period in addition to all other compensation if they possess the intermediate Peace Officers Standards and Training (POST) Certificate, or 7.5% of base pay per biweekly pay period if they possess the Advanced POST Certificate issued by the Commission of Peace Officer Standards and Training of the California State Department of Justice. These incentives will apply to Sheriff‘s Correctional Officers who possessRead More →

In DSA-Sworn Safety

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, and limited to programs of instruction that correspond to courses offered by independent bona fide institutions of learning. Limits to the amount of reimbursable expense may be set by the Human Resources 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. Courses taken as part of a program ofRead More →

In DSA-Sworn Safety

A salary differential of $42.50 biweekly shall be paid incumbents or positions requiring bilingual proficiency as designated by the appointing authority and Human Resources 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. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County and the decision of the Human Resources Director is final. The Association shall be notified when such designations are made.Read More →

In DSA-Sworn Safety

When warranted and in the interest of County operations, the department head may assign employees to “on-call” status. Effective January 31, 2016, employees shall be paid an hourly rate of three dollars ($3.00) for time in which they are required to be in an on-call status. Effective the first pay period of January 2017, employees shall be paid an hourly rate of three dollars and seventy cents ($3.70) for time in which they are required to be in an on-call status. Effective the first pay period of January 2018, employees shall be paid an hourly rate of four dollars and forty cents ($4.40) for timeRead More →

In DSA-Sworn Safety

For employees who have been: regularly working a shift described in Section 9, and/or assigned to and regularly working a special job assignment enumerated in Exhibit B of this Memorandum, and/or eligible for and receiving Career Incentive Allowance for Law Enforcement Officers as provided in Section 14, for 30 or more calendar days immediately preceding a paid holiday, the commencement of a vacation, paid sick leave period, or comp 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 comp time. The vacation, sick leave, holiday and comp time offRead More →

In DSA-Sworn Safety

9.1 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 their class. If the base pay is at the top step, shift differential pay shall be computed at one step above such base pay.   9.2 Employees shall be paid shift differential for all hours so worked between the hours of 6:00 p.m. and 6:00 a.m.Read More →

In DSA-Sworn Safety

CTO which accrues in excess of eighty (80) hours must be liquidated by monetary payment. Utilization of compensatory time off shall be by mutual agreement between the department head and the employee. The smallest increment of CTO which may be taken off is 6 minutes. Effective January 31, 2016, the maximum compensatory time off accrual shall be increased from the current amount of eighty (80) hours to ninety-six (96) hours. This provision shall be in effect for six (6) months. At the end of the six-month period, the Department will compare overtime usage for this past six-month period with the same six month period inRead More →

In DSA-Sworn Safety

The Human Resources Director shall allocate all job classes to the following described work groups for purposes of determining categories of employees to be compensated by monetary payment or comp time off. The Director‘s decision shall be final; provided that prior to changing the work group of an existing class covered by this MOU the Director shall notify the Association of the contemplated change and if requested, discuss with the Association the reasons for the work group change.   Work Group 1: Employees in Work Group I are covered by the Fair Labor Standards Act (FLSA) and may be compensated for overtime worked either byRead More →

In DSA-Sworn Safety

  Except as otherwise provided by Charter, or as defined herein, any authorized time worked in excess of a 40 hour weekly work schedule shall be considered overtime and shall be compensable at the rate of one and one-half times the overtime worked whether compensated by monetary payment or by the granting of compensatory time off. For employees on a 12-hour shift schedule in classes permitted by the Fair Labor Standards Act, overtime shall be defined as hours worked in excess of 168 hours in a 28 day period. For purposes of determining eligibility for overtime compensation, any absence with pay, except sick leave, shallRead More →

In DSA-Sworn Safety

All compensable overtime must be authorized by the appointing authority or designated representative prior to being worked. If prior authorization is not feasible due to 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 class in which the person is regularly employed or in a class for which the employee is authorized higher pay for work in a higher class.Read More →

In DSA-Sworn Safety

The standard workweek for employees occupying full-time positions consists of 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 County. Employees occupying part-time positions shall work such hours and schedules as the Board and the appointing authority shall prescribe. Except as hereinafter provided, County offices shall be open for business from 8:00 a.m. to 5:00 p.m. every day except Saturdays, Sundays and holidays. With the County Manager’s approval, department heads may make such changes to the schedule of officeRead More →

In DSA-Sworn Safety

When an employee is reclassified downward, he/she shall continue in their present salary range, with cost of living adjustments, for two years, at which point the employee’s salary shall be frozen (“Y” – rated) until the salary assigned to the lower class equals or exceeds such “Y” rate. The “Y” rate provisions of this Section shall not apply to layoffs, demotions, or other personnel actions resulting in an incumbent moving from one position to another.Read More →

In DSA-Sworn Safety

An employee in a position reclassified downward shall have the right to either (1) transfer to a vacant position in their present class in the same or another department, provided the head of the department into which the transfer is proposed agrees, or (2) continue in the same position in the lower class at a “Y” rate of pay when their pay is higher than the maximum step of the salary range for the lower class.Read More →

In DSA-Sworn Safety

When an employee is promoted from a position in one class to a position in a higher class and at the time of promotion is receiving a base salary equal to or greater than the minimum base rate for the higher class, they shall be entitled to the next step in the salary schedule of the higher class which is at least one step above the rate they have been receiving, except that the next step shall not exceed the maximum salary of the higher class. When an employee is demoted, voluntarily or otherwise, that employee’s compensation shall be adjusted to the salary prescribed forRead More →

In DSA-Sworn Safety

In addition to the salary provisions described in Section 6.1 above, employees in the classifications of Deputy Sheriff, Sheriffs Correctional Officer and District Attorney Inspector shall receive experience pay at the following rates: 2% at the beginning of the 12th year 3% at the beginning of the 15th year 4% at the beginning of the 18th year 5% at the beginning of the 20th year Such experience pay shall be paid bi-weekly, beginning on the first full pay period after the above periods of service with the County of San Mateo, for the classification of Deputy Sheriff and District Attorney Inspector based on total yearsRead More →

In DSA-Sworn Safety

On or before the first Monday in April in each year, commencing in the calendar year 2016, and ending in the calendar year 2020, the representatives of the County and the representatives of the Deputy Sheriffs Association shall jointly certify to the Board of Supervisors the highest pay rate in effect as of January 31 of that year for deputy sheriffs in the counties of Alameda, Contra Costa, Marin, Napa, San Francisco, Santa Clara, Solano and Sonoma. The terms “pay”, “rates of pay”, and “pay rates” are hereby defined and intended to include the maximum rate of base pay provided in each of the aboveRead More →

In DSA-Sworn Safety

There shall be no discrimination because of race, creed, color, national origin, sex, sexual orientation, legitimate employee organization activities, or on the basis of any other classification protected by law against any employee or applicant for employment by the Association, the County, or anyone employed by the County. To the extent prohibited by applicable state and federal law there shall be no discrimination because of age. There shall be no discrimination against any handicapped person solely because of such handicap unless that handicap prevents the person from meeting the minimum standards established.Read More →

In DSA-Sworn Safety

Except where modified by this MOU, the County retains the exclusive right to determine the methods, means and personnel by which County government operations are to be conducted; to determine the mission of each of its departments, boards and commissions; to set standards of service to be offered to the public; to administer the Civil Service system; to classify positions; to add or delete positions or classes to or from the salary ordinance; to establish standards for employment, promotion and transfer of employees; to direct its employees; to take disciplinary action for proper cause; to schedule work; and to relieve its employees from duty becauseRead More →

In DSA-Sworn Safety

  3.1 Release Time for Meet and Confer County employees who are official representatives of the Association 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. The 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. Except by agreement with Employee Relations, the number of employees excused for such purposes shall not exceed three (3) at any one time. Any denial of requested time offRead More →

In DSA-Sworn Safety

County buildings and facilities may be made available for use by County employees or the Association or its representatives in accordance with such administrative procedures as may be established by the County Manager or department head concerned.Read More →

In DSA-Sworn Safety

The Association shall be allowed by County departments in which it represents employees use of available bulletin board space for communications having to do with official Association business, such as times and places of meetings, provided such use does not interfere with department needs. The Association may distribute materials to unit employees through County mail distribution channels if approved by the Human Resources Director. This privilege may be revoked in the event of abuse after the Director consults with Association representatives. Any Association representative shall give the Department Head or representative at least twenty-four (24) hours advance notice when contacting employees during the duty period,Read More →

In DSA-Sworn Safety

The Association may have the regular dues of its members within the representation unit deducted from employees’ paychecks under procedures prescribed by the County Controller. Dues deduction shall be made only upon signed authorization from the employee upon a form furnished by the County, and shall continue: (1) until such authorization is revoked, in writing, by the employee; or (2) until the transfer of the employee 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 to which such employees are assigned.Read More →

In DSA-Sworn Safety

2.1       Agency Shop A.    The Association agrees that it has the duty to provide fair and non-discriminatory representation to all employees in the representation unit regardless of whether they are members of the Association. B.   All employees in the representation unit shall as a condition of employment do one of the following: Become and remain a member of the Association; Pay to the Association an agency fee which does not exceed an amount which may be lawfully collected under applicable constitutional, statutory, and case law (e.g., Hudson v. Chicago Teachers Union), which shall be less than the monthly dues made during the duration of this MOU. Read More →

In DSA-Sworn Safety

The Deputy Sheriffs’ Association, hereinafter referred to as the “DSA”, is the recognized employee organization for this bargaining unit, certified pursuant to Resolution No. 38586, adopted by the Board of Supervisors on May 16, 1978. This MOU covers County probationary and regular employees employed in the classifications of Deputy Sheriff, Deputy Sheriff Trainee, Sheriff’s Correctional Officer and District Attorney Inspector.Read More →

In DSA-Sworn Safety

The Deputy Sheriffs Association (DSA) 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 to the County Board of Supervisors and, if appropriate, to the Civil Service Commission as the joint recommendationsRead More →