SIDE LETTER AGREEMENT Between County of San Mateo and AFSCME Local 859 and Service Employees International Union Local 521 Re: Anti-Bullying Policy This Side Letter Agreement is entered into by and between the County of San Mateo (“County”) and the American Federation of State, County and Municipal Employees (AFSCME) Local 859 the Service Employees International Union (SEIU) Local 521 (“Unions”). This letter is effective immediately upon approval of a 2018 successor MOU by the San Mateo County Board of Supervisors and shall expire upon the County’s adoption of a County-wide Anti-Bullying Policy.  By this side letter, the parties agree as follows: The County proposes toRead More →

I. Extra-help Usage: Temporary absence of a regular employee Short-term variation in workload Short-term special project/assignment/pilot program Temporary filling of a vacant position Eligible Classifications: Classifications represented by AFSCME and SEIU, other than seasonal/periodic and relief. Compensation: Hourly wage, at the same rate of pay as regular employees who are in the same classification Health Benefits: Eligible under the criteria listed in Section 19 Health Insurance Hours Limitations: Cannot work more than 1,040 hours in a fiscal year, unless an exemption is filed by the department and approved by the County Manager’s Office II. Seasonal/Periodic Usage: Operational need for increased staffing is on a predictableRead More →

Effective October 4, 2020, the base monthly salary for represented classifications shall be increased by at least two percent (2%) and no more than three percent (3%) to be determined by the amount of April 2019 to April 2020 fiscal year average of Bureau of Labor Statistics San Francisco Bay Area Consumer Price Index (CPI) for all Urban Wage Earners.  The salary rate table includes the salary minimum of 2% and 1% equity increase. Class Code Class Title Work Group Step A Hourly Rate Step B Hourly Rate Step C Hourly Rate Step D Hourly Rate Step E Hourly Rate E030 Accountant I 5 $31.22Read More →

Class Code Class Title Work Group Step A Hourly Rate Step B Hourly Rate Step C Hourly Rate Step D Hourly Rate Step E Hourly Rate E030 Accountant I 5 $30.31 $32.05 $33.88 $35.85 $37.89 B001 Accountant I – Unclassified 5 $30.31 $32.05 $33.88 $35.85 $37.89 E011 Accountant II 5 $35.44 $37.47 $39.63 $41.90 $44.29 E010 Accountant II – Exempt 5 $35.44 $37.47 $39.63 $41.90 $44.29 B002 Accountant II – Unclassified 5 $35.44 $37.47 $39.63 $41.90 $44.29 E029 Administrative Assistant I 5 $32.33 $34.17 $36.15 $38.21 $40.41 B131 Administrative Assistant I – Unclassified 5 $32.33 $34.17 $36.15 $38.21 $40.41 E089 Administrative Assistant II – ExemptRead More →

Class Code Class Title Work Group Step A Hourly Rate Step B Hourly Rate Step C Hourly Rate Step D Hourly Rate Step E Hourly Rate E030 Accountant I 5 $29.14 $30.82 $32.58 $34.47 $36.43 B001 Accountant I – Unclassified 5 $29.14 $30.82 $32.58 $34.47 $36.43 E011 Accountant II 5 $34.08 $36.03 $38.11 $40.29 $42.59 E010 Accountant II – Exempt 5 $34.08 $36.03 $38.11 $40.29 $42.59 B002 Accountant II – Unclassified 5 $34.08 $36.03 $38.11 $40.29 $42.59 E029 Administrative Assistant I 5 $31.09 $32.86 $34.76 $36.74 $38.86 B131 Administrative Assistant I – Unclassified 5 $31.09 $32.86 $34.76 $36.74 $38.86 E089 Administrative Assistant II – ExemptRead More →

Advance Payments for Extra-Help Auditor-Appraiser Travel. For out of town overnight assignments for a period greater than one week, extra-help Auditor-Appraisers will be allowed up to two thousand ($2,000.00) dollars as an advance on expenses. Operational/Management Audit Differential. Extra-help Senior Internal Auditors in the Controller’s Office who are assigned to conduct operational/management audits shall receive a ten percent (10%) differential for all hours worked in said assignment.Read More →

Class Code Class Title Work Group Step A Hourly Rate Step B Hourly Rate Step C Hourly Rate Step D Hourly Rate Step E Hourly Rate V051 911 Communications Calltaker 1 $29.16 $30.83 $32.60 $34.46 $36.44 M003 Airport Operations Specialist I 1 $28.60 $30.24 $31.97 $33.81 $35.76 M002 Airport Operations Specialist II 1 $31.84 $33.66 $35.58 $37.62 $39.79 M001 Airport Operations Supervisor – Exempt 1 $40.42 $42.72 $45.18 $47.76 $50.51 L024 Assistant Harbormaster 5 $37.33 $39.45 $41.74 $44.13 $46.65 W038 Automotive Mechanic 1 $0.00 $0.00 $0.00 $0.00 $44.53 W039 Automotive Mechanic Trainee 1 $33.73 $35.67 $37.73 $39.87 $42.16 W125 Automotive Service Supervisor – Exempt 5Read More →

Class Code Class Title Work Group Step A Hourly Rate Step B Hourly Rate Step C Hourly Rate Step D Hourly Rate Step E Hourly Rate V051 911 Communications Calltaker 1 $28.31 $29.93 $31.65 $33.46 $35.38 M003 Airport Operations Specialist I 1 $27.77 $29.36 $31.04 $32.83 $34.72 M002 Airport Operations Specialist II 1 $30.91 $32.68 $34.54 $36.52 $38.63 M001 Airport Operations Supervisor – Exempt 1 $39.24 $41.48 $43.86 $46.37 $49.04 L024 Assistant Harbormaster 5 $36.24 $38.30 $40.52 $42.84 $45.29 W038 Automotive Mechanic 1 $0.00 $0.00 $0.00 $0.00 $43.23 W039 Automotive Mechanic Trainee 1 $32.75 $34.63 $36.63 $38.71 $40.93 W125 Automotive Service Supervisor – Exempt 5Read More →

Class Code Class Title Work Group Step A Hourly Rate Step B Hourly Rate Step C Hourly Rate Step D Hourly Rate Step E Hourly Rate G078 Behavioral Health And Recovery Services Analyst I 1 $33.43 $35.34 $37.39 $39.51 $41.79 B278 Behavioral Health and Recovery Services Analyst I – Unclassified 1 $33.43 $35.34 $37.39 $39.51 $41.79 G079 Behavioral Health And Recovery Services Analyst II 5 $39.24 $41.48 $43.87 $46.38 $49.04 B279 Behavioral Health and Recovery Services Analyst II – Unclassified 5 $39.24 $41.48 $43.87 $46.38 $49.04 G080 Behavioral Health And Recovery Services Supervisor 5 $43.74 $46.26 $48.92 $51.70 $54.68 G071 Benefits Analyst I 1 $0.00Read More →

Class Code Class Title Work Group Step A Hourly Rate Step B Hourly Rate Step C Hourly Rate Step D Hourly Rate Step E Hourly Rate V051 911 Communications Calltaker 1 $27.22 $28.78 $30.43 $32.17 $34.02 M003 Airport Operations Specialist I 1 $26.70 $28.23 $29.85 $31.57 $33.38 M002 Airport Operations Specialist II 1 $29.72 $31.42 $33.21 $35.12 $37.14 M001 Airport Operations Supervisor – Exempt 1 $37.73 $39.88 $42.17 $44.59 $47.15 L024 Assistant Harbormaster 5 $34.85 $36.83 $38.96 $41.19 $43.55 W038 Automotive Mechanic 1 $0.00 $0.00 $0.00 $0.00 $41.57 W039 Automotive Mechanic Trainee 1 $31.49 $33.30 $35.22 $37.22 $39.36 W125 Automotive Service Supervisor – Exempt 5Read More →

Culinary Knives: The County shall provide knives for those extra-help culinary personnel required to use them in the course of their work. Food Service Uniforms/ Lab Coats: The County shall provide appropriate uniforms for extra-help employees in the Food Services Divisions who are required to wear a uniform. In accordance with this provision, Lab Coats will be made available to all extra-help Food Services Supervisors. Park Aide Uniforms and Safety Shoe Allowance: The Parks Department shall annually provide the following clothing items to all Park Aides: Three (3) pairs of Ben Davis green jean pants Three (3) Parks short or long If a Park AideRead More →

Extra-help and limited term employees will have opportunity to apply for working-out-of-class opportunities.  When feasible, the County will offer work-out-of-class assignments to interested permanent employees who meet the minimum qualifications of the position prior to offering such assignments to extra-help employees.  If offered, it is the employee’s responsibility to inform management of their interest in work-out-of-class assignments.  Departments will solicit interest in such assignments via bulletin board posting, internal memo, and/or email within the department or division as the department deems appropriate. The intent of this section is to provide additional career development opportunities to extra-help and limited term County employees when such assignments doRead More →

Upon request from an Extra-Help employee, and the employee’s completion of at least one thousand forty (1,040) cumulative extra-help hours of service within the same assignment, the County shall provide a performance evaluation to the employee. This section shall not be subject to the grievance procedure in this MOU.  This section shall not apply for departments participating in the County’s Performance Pilot.Read More →

The County shall provide an opportunity for the extra-help employee to respond in writing, or personal interview, to any information about which they disagree. Such response shall become a permanent part of the extra-help employee’s personnel record. The extra-help employee shall be responsible for providing the written responses to be included as part of their personnel record.Read More →

Each extra-help employee shall have the right to inspect and review any official record relating to their performance or to a grievance concerning the employee that is kept or maintained by the County in the Human Resources Department. The contents of such records shall be made available to the extra-help employee for inspection and review at reasonable intervals during the regular business hours of the County Human Resources Department. The extra-help employee’s designated representative may also review the personnel file with specific written authorization from the extra-help employee.Read More →

The provisions of this Section shall not abridge any rights to which an extra-help employee may be entitled under the County Charter, nor shall it be administered in a manner which would abrogate any power which, under the County Charter may be within the sole province and discretion of the Civil Service Commission. All grievances of extra-help employees in representation units represented by the Union shall be processed under this Section. If the County Charter requires that a differing option be available to the extra-help employee, no action under paragraph (2) of subsection 22.2 above shall be taken unless it is determined that the extra-helpRead More →

The Union, 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 Union 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 or operations of management or of extra-help not covered by this Memorandum of Understanding. In the case of aRead More →

All complaints involving or concerning the payment of compensation shall be initially filed in writing with the Director of Human Resources. Only complaints which allege that extra-help employees are not being compensated in accordance with the provisions of this Memorandum of Understanding 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 Memorandum of Understanding which results from such meet and confer process shall be deemed withdrawn until the meet and confer process is next opened for such discussion. No adjustment shall be retroactive for more than sixty (60) calendarRead More →

Grievances shall be processed in the following manner: Step 1. Department Head and/or the Designated Representative Any extra-help employee who believes that they have a grievance may discuss their complaint with such management official in the department in which they work as the department head may designate. If the issue is not resolved within the department, or if the extra-help employee elects to submit their grievance directly to the Union recognized as the representative of their classification, the procedures hereinafter specified may be invoked, provided, however, that all complaints involving or concerning the payment of compensation shall be in writing to the Director of HumanRead More →

Decisions of Adjustment Boards and 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 Adjustment Board and no arbitrator shall entertain, hear, decide or make recommendations on any dispute unless such dispute involves a position in a unit represented by the Union 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 22.1. Proposals to add to or change this Memorandum of Understanding or written agreements or addenda supplementary heretoRead More →

Extra-Help Employees (including Limited Term Employees) are at-will employees, but have the right to the Reconsideration Process described in this section. In the event it is determined that the services of an extra-help, seasonal, periodic, or relief employee who has worked at least one thousand three hundred eighty six (1,386) cumulative extra-help hours in a given classification for the County will no longer be utilized due to concerns about their performance and/or conduct, written notice shall be provided to them at least nine (9) calendar days prior to the effective date of separation. This written notice shall include the reason for separation, and the rightRead More →

20.1     The County shall continue to enroll eligible extra-help employees in the Part-Time, Seasonal, Temporary Retirement Plan. 20.2     Each pay period, seven and one-half percent (7.5%), or that amount designated by law, shall be deducted from each extra-help employee’s salary and deposited into their Part-Time, Seasonal, Temporary Retirement Plan account in lieu of Social Security. 20.3     Contributions and investment returns, minus administrative expenses, shall be credited to each extra-help employee’s Part-Time, Seasonal, Temporary Retirement Plan account based on their monthly account activity. 20.4     Subject to applicable federal regulations, the County agrees to provide a deferred compensation plan that allows employees (extra help employees and limitedRead More →

19.2.1  Initial Enrollment The County will determine ACA eligibility by virtue of the extra-help employees’ appointed FTE (Full-Time Equivalent) upon hire or actual hours worked within a measurement period. Category A (Appointed FTE) Extra-help employees who work a Full Time Equivalent (FTE) of 0.75 or more (as defined by the Patient Protection and Affordable Care Act (ACA) of 2010 will be offered coverage effective the first of the following month after hire. Employees who remain in this Category will be included in the County’s Standard Measurement Period (October of current year to October of next year) and will be part of the annual open enrollmentRead More →

In accordance with the Patient Protection and Affordable Care Act (ACA) of 2010, Extra Help employees and their qualified dependents who meet the eligibility criteria outlined below may elect to enroll in the Kaiser High Deductible Health Plan (HDHP) or the Kaiser HMO Plan.  Extra Help Employees who elect to enroll in the Kaiser HDHP will automatically be enrolled in a Health Savings Account (HSA) and receive a biweekly Employer contribution of twenty-eight dollars and eighty-four cents ($28.84) in their HSA (seven hundred fifty dollars ($750) annual amount.Read More →

At the Union’s request, not to exceed on a semi-annual basis, the Director of Human Resources, or their designee, shall meet with AFSCME and SEIU representatives to discuss the unions’ recommendations and justifications for conversion of extra help hours to permanent positions. Human Resources will communicate the Unions’ recommendations and accompanying justifications directly to the operating departments. Nothing precludes the Unions from having a separate meeting with the operating departments to discuss their recommendations. Operating departments will incorporate such recommendations as they deem feasible in preparing their recommended budgets for the fiscal year, within the context of budget constraints. The conversion of extra help hoursRead More →

Employment of Extra Help employees (excluding those in positions designated as “Relief,” as defined in Exhibit C of this MOU, and “Limited Term”) in an extra help assignment is limited to a maximum of one thousand forty (1,040) hours in a fiscal year, unless a request for an exemption is filed by the department and approved by the County Human Resources Director or designee. On a monthly basis, Human Resources will provide the Unions with a list of approved exemptions.  Exemptions are limited to the following circumstances: ongoing temporary absence of a regular employee, ongoing short-term variation in workload, ongoing short-term special project or assignment,Read More →

An Extra Help employee who has worked at least one thousand forty (1,040) hours of service with the County may participate in the following County LMS Training classes: “Nuts and Bolts of Applying for a County Position,” and “Presenting Yourself Effectively in a Civil Service Interview Process,” or the successor classes, upon request. Training shall occur on paid County time, subject to the advance approval of the Department manager. An employee may request, and the Department manager or designee may agree, to substitute a different LMS Training class for one or both of the afore-mentioned classes. Upon advance approval of the Department manager or designee,Read More →

Effective the first pay period following Board of Supervisors’ approval of a successor MOU in 2019, one representative from the SEIU Extra Help unit and one representative from the AFSCME Extra Help unit may participate in the CDP Committee. The CDP Committee will continue meeting on a quarterly basis during the term of this agreement to address training and development activities to enable employees to improve knowledge, skills and abilities in order to achieve promotional and regular employment eligibility.  Release Time requested for both Extra Help representatives to attend CDP Committee meetings will be reviewed and approved by Employee & Labor Relations under normal ReleaseRead More →

The purpose of the Career Opportunities Program is to provide current employees with opportunities to promote, transfer, or change careers within the County in a way that is fair, competitive, easily understandable, efficient and appropriate to the County’s needs.  Investing in and utilizing talents of its employees will enhance the performance of the organization.Read More →

Extra Help employees with a minimum of one thousand forty (1,040) continuous hours of service, defined as no break in service of greater than twenty-eight (28) consecutive calendar days referenced in Section 5.6, are eligible to apply in recruitments designated as: Department Only County Promotional Only Open and Promotional OpenRead More →

Extra-help employees who are official representatives or Stewards of the Union shall be given reasonable time off with pay, including reasonable travel time, during attendance for formal contract negotiations on successor MOU’s.  The number of extra-help employees excused for such purposes shall not exceed four (4) per Union.  Paid release time for formal negotiations shall not be provided for stewards who are not extra-help to represent extra-help employees, other than (a) a maximum of one regular employee from each Union, and (b) a representative or steward who moves from extra-help to regular status during a given set of negotiations shall continue to be provided paidRead More →

A salary differential of Seventy ($70.00) biweekly shall be paid to incumbents of positions requiring bilingual proficiency as designated by their respective Department Heads or their designee.   Said differential shall be prorated for employees working less than full-time or who are in an unpaid leave of absence status for a portion of any given pay period. An employee may submit a request for bilingual pay to their Department Head or designee. Upon receipt of an employee request for bilingual pay, the Department Head or designee shall approve or deny the request within thirty (30) calendar days. If the Department Head or designee does not respondRead More →

1.The County will designate a separate group of Extra Help employees in the AFSCME/ SEIU Extra Help bargaining unit, entitled Limited Term Employees, consisting solely of limited term employees. 2.The County will use Limited Term Employees only in the following circumstances, at the County’s discretion, for assignments not to exceed three (3) years). (Note: the terms “temporary” and “short term” below shall be defined as not to exceed three (3) years) for the purpose of Limited Term Employees.) Temporary absence of incumbent (such absences include those resulting from Family Medical Leave, pregnancy disability, or industrial injury); Short-term variations in workload, substantiated by a written summaryRead More →

It is understood this Agreement represents a complete and final understanding on all negotiable issues between the County and its Departments and the Union. This Agreement supersedes all previous memoranda of understanding, memoranda of agreement and written or unwritten past practices pertaining to wages, hours and conditions of employment between the County and its Departments and the Union except as specifically referred to in this Agreement. The parties, for the term of this Agreement, agree to waive the obligation to negotiate with respect to any practice subject or matter not specifically referred to or covered in this Agreement even though such practice, subject or matterRead More →

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

The County will notify the applicable Union of its intent to contract or subcontract work customarily performed by members of the AFSCME or SEIU Extra-help bargaining units where such contracting or subcontracting to non-County entities would result in loss or potential loss through attrition or release of such bargaining unit members. The County will make such notification at least sixty (60) calendar days in advance of such action. The notice shall include an explanation of the County’s reason for the contracting/subcontracting out. The Union shall be given the opportunity to meet and confer with the County on the effect of such contracting out upon itsRead More →

If an extra-help employee covered by this Memorandum of Understanding suffers loss of compensation due to the inequitable application of rules, regulations, policies and procedures and where said loss of compensation is not subject to the grievance procedure specified in Section 21 of this Memorandum of Understanding, and where said loss of compensation is not a complaint of discrimination, harassment or retaliation based on a protected class, the extra-help employee shall attempt to resolve this matter with the immediate supervisor. If unable to resolve this matter satisfactorily, the extra-help employee or the extra-help employee’s Union representative may submit the complaint in writing to the EmployeeRead More →

A grievance is any dispute which involves the interpretation or application of any provision of this Memorandum of Understanding excluding, however, those provisions of this Memorandum of Understanding which specifically provide that the decision of any County official shall be final, the interpretation or application of those provisions not being subject to the grievance procedure.Read More →

No leave of absence without pay, or combination of leaves of absence without pay, shall exceed the amount of time off allowed under the Family and Medical Leave Act (FMLA)/California Family Rights Act (CFRA), the Pregnancy Disability Leave Law (PDLL), and all other applicable laws, and provided the extra-help employee meets the eligibility criteria as set forth in these laws. Such leave will be granted if it is sufficiently substantiated by a licensed healthcare professional’s statement.Read More →

No leave of absence without pay, or combination of leaves of absence without pay, shall exceed the amount of time off allowed under the Family and Medical Leave Act (FMLA)/California Family Rights Act (CFRA), the Pregnancy Disability Leave Law (PDLL), and all other applicable laws, and provided the extra-help employee meets the eligibility criteria as set forth in these laws. Such leave will be granted if it is sufficiently substantiated by a licensed healthcare professional’s statement.Read More →

Extra-help employees shall not be entitled to leaves of absence without pay as a matter of right, but only in accordance with the provisions of law and this Memorandum of Understanding. Unless otherwise provided, the granting of a leave of absence without pay also grants to the extra-help employee the right to return to a position in the same classification, or equivalent classification in the same department as they held at the time the leave was granted. The granting of any leave of absence without pay shall be based on the presumption that the extra-help employee intends to return to work upon the expiration ofRead More →

Extra-Help employees, excluding limited term employees, do not accrue vacation credits. If an extra-help employee is appointed to a regular position, such appointee shall receive credit for their extra-help period of service in computing accumulated vacation (up to a maximum accrual of fifty-two (52) bi-weekly pay periods) and sick leave, provided that no credit shall be given for service preceding any period of more than twenty-eight (28) consecutive calendar days in which they were not in a pay status, except where the absence from pay status was due to an approved leave of absence or a period during which the extra-help employee would not normallyRead More →

Extra-Help employees, excluding limited term employees, do not accrue vacation credits. If an extra-help employee is appointed to a regular position, such appointee shall receive credit for their extra-help period of service in computing accumulated vacation (up to a maximum accrual of fifty-two (52) bi-weekly pay periods) and sick leave, provided that no credit shall be given for service preceding any period of more than twenty-eight (28) consecutive calendar days in which they were not in a pay status, except where the absence from pay status was due to an approved leave of absence or a period during which the extra-help employee would not normallyRead More →

Sick leave shall not be subject to cash out upon separation. An employee’s unused, accrued paid sick leave shall be reinstated at the time of re-hire so long as the employee resumes County employment within one (1) year of their previous separation from County employment. An employee who is rehired within one (1) year of separation but did not work the requisite ninety (90) days during their previous employment shall be required to work the remaining number of days needed to meet the ninety (90) days of employment before using any reinstated accrued and unused paid sick leave.Read More →

When the requirement for sick leave is known to the employee in advance of their absence, the employee 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. The department head may require a physician’s statement from an employee who applies for sick leave. The department head may make whatever investigation into the circumstances of an employee’s request for sick leave that appears warranted before taking action on the request.Read More →

Extra-help employees, excluding limited term employees, do not accrue sick leave credits. Upon working thirty (30) days within one (1) year of beginning employment and on an annual basis thereafter for the period of continued employment, the employer shall grant each employee thirty six (36) hours or the equivalent of three (3) regularly scheduled shifts of paid sick leave.  Subsequent to the date adopted by the Board of Supervisors for the successor MOU, twelve (12) sick leave hours will be loaded into the leave bank for eligible employees. Unused sick leave shall expire at the end of the fiscal year upon receipt of the new,Read More →

Extra-help employees, excluding limited term employees, do not accrue sick leave credits. Upon working thirty (30) days within one (1) year of beginning employment and on an annual basis thereafter for the period of continued employment, the employer shall grant each employee thirty six (36) hours or the equivalent of three (3) regularly scheduled shifts of paid sick leave.  Subsequent to the date adopted by the Board of Supervisors for the successor MOU, twelve (12) sick leave hours will be loaded into the leave bank for eligible employees. Unused sick leave shall expire at the end of the fiscal year upon receipt of the new,Read More →

Extra Help Applicants for New Positions Extra Help employees with a minimum of 1040 continuous hours of service, defined as no break in service of greater than 28 days, are eligible to apply in recruitments designated as: Department Only County Promotional Only Open and Promotional Open For ranking purposes, Extra Help Employees with 1040 hours of continuous service will receive five (5) promotional points for Open and Promotional recruitments as afforded to regular employees.Read More →

Extra-help employees who work on a holiday shall be compensated for such time worked at the rate of one and one-half (1 1/2) times the straight-time rate as provided in the Overtime Section of this MOU for their work group. Extra-help employees who work their scheduled day immediately before and after a holiday, but do not work on the holiday itself, shall receive holiday pay at straight time for the holiday in the amount equal to: One-half of the normal hours worked per day by the extra help employee, or If hours per day vary, one-half(1/2) of the daily average of normal hours worked overRead More →

January 1                                                         (New Year’s Day) Third Monday in January                            (Martin Luther King, Jr’s Birthday) Third Monday in February                          (Washington’s Birthday) Last Monday in May                                     (Memorial Day) July 4                                                               (Independence Day) First Monday in September                        (Labor Day) Second Monday in October                        (Columbus Day) November 11                                                  (Veterans Day) Fourth Thursday in November                  (Thanksgiving Day) Friday following Thanksgiving Day December 25                                                 (Christmas) Every day appointed by the President of the United States or the Governor of the State of California to be a day of public mourning, thanksgiving, or holiday. The granting of such holidays shall be discretionary with the Board of Supervisors. If the legislatureRead More →

The County facility(ies) or designated area(s) within the County where an extra-help employee reports when commencing their assigned functions. An extra-help employee is entitled to mileage reimbursement under the conditions specified below: Once an extra-help employee arrives at their assigned work location, any subsequent work related travel in the extra-help employee’s own vehicle shall be eligible for mileage reimbursement. Travel to Trainings and Conferences (a)  If an extra-help employee uses their own vehicle for travel to and from any required training program or conference, the extra-help employee shall be entitled to mileage reimbursement for all miles traveled unless the extra-help employee is leaving directly fromRead More →

Except where indicated below, the County does not reimburse extra-help 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 Director of Human Resources, 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 increase its rate to coincide with that set by the IRS.Read More →

Section 10.1: General Except where indicated below, the County does not reimburse extra-help 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 Director of Human Resources, 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 increase its rate to coincide with that set by the IRS. Section 10.2: Definition of Work Location The County facility(ies) or designated area(s) within the County where an extra-help employee reports when commencing his/her assignedRead More →

Extra-help employees who are authorized to be placed in an on-call status, shall be paid the hourly equivalent on-call rate applicable for their classification in the regular service, during the time in which they are required to be in an on-call status. Extra-help employees in an on-call status who are required to physically report to work shall be compensated at the time and one half rate of pay (1 1/2 time) for a minimum of three (3) hours as “call back-pay”. Extra-help employees receiving “call-back pay” shall not be entitled to “on-call” pay simultaneously. Full time employees required by their supervisor to conduct work viaRead More →

Extra-help employees shall not be placed in an on-call status except for hard-to-fill classifications working in units that are required to maintain on-call coverage. In order to approve an extra-help employee to be placed in an on-call status, the Department Head must request written authorization from the Director of Human Resources, and the extra-help employee may not be assigned to an on-call status until written authorization is received.Read More →

A split shift shall be defined as a daily work schedule that is interrupted by non-paid, non-working periods established by the County, other than bonafide rest or meal periods. Effective no later than within the first three pay periods following Board of Supervisors’ adoption of a successor MOU in 2019, extra-help employees  who are assigned to, and work, a split shift as defined in this Section shall be paid a minimum of one (1) hour of pay at the California state minimum wage, in addition to the shift differential described in Section 8.2 where applicable. For Shelter Care Counselors (Family Care Workers) and Transportation OfficersRead More →

Effective no later than within the first three pay periods following Board of Supervisors’ adoption of a successor MOU in 2019, for all extra help employees (excluding extra help employees in the classifications of Shelter Care Counselors (Family Care Workers) and Transportation Officers), shift differential will be paid at shift differential rates for all hours worked between 6:00 pm and 6:00 am, excluding those on alternate work schedules, regardless of when shift begins. Effective no later than within the first three pay periods following Board of Supervisors’ adoption of a successor MOU in 2019, for extra help employees in the classifications of Shelter Care CounselorsRead More →

Any extra-help employee who is assigned work that requires them to be out of town overnight on one (1) or more weekend days shall be compensated as follows: Fifty dollars ($50.00) per day for each weekend day (Saturday and/or Sunday) the extra-help employee is out of town; and Regular and/or overtime compensation as provided in this section for each hour actually worked during such assignments, subject to the usual pre-approval requirements; and Travel time for such assignments shall be compensated at actual time traveled, portal-to-portal. If such travel time results in actual time worked of more than forty (40) hours per week, then such timeRead More →

The Director of Human Resources shall allocate all job classifications to the following described work groups for purposes of determining categories of extra-help to be compensated by monetary payment. The decision of the Director of Human Resources shall be final; provided, however, that prior to changing the work group of an existing classification covered by this Memorandum of Understanding the Director of Human Resources shall notify the Union of the contemplated change and if requested, discuss with the Union the reasons for the work group change. Work Group 1: All extra-help employees covered by the Fair Labor Standards Act shall be allocated to Work GroupRead More →

Except as otherwise provided by Charter, any authorized time worked in excess of 40 hours in the workweek shall be considered overtime and shall be compensable at the rate of one and one-half (1-1/2) times the overtime worked. Extra-help employee shall be paid at the overtime rate after having worked forty hours during their normal workweek, which is a fixed and regularly recurring period of seven consecutive twenty-four hour periods. Overtime resulting from required attendance at training classes or training meetings shall be compensable at the straight-time rate in an amount equal to the overtime worked unless monetary payment at a different rate is prescribedRead More →

All compensable overtime must be authorized by the department head or their designated representative in advance of being worked. If prior authorization is not feasible because of emergency conditions, a confirming authorization must be made on the next regular working day following the date on which the overtime was worked. Overtime worked must be in the job classification in which the person provides extra-help services, or in a classification for which the extra-help employee is authorized higher pay for work in a higher classification.Read More →

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. Extra-help employees shall work such hours and schedules as the Board and the appointing authority shall prescribe. It is understood that extra-help employees are not entitled to a particular shift or schedule and are subject to daily cancellation. An extra-help employee whose assignment is cancelled shall be provided at least two (2) hours’ notice before the beginning of the scheduled shift. Should at least two (2) hours’ notice not be provided, the extra-help employee shall be “floated” forRead More →

When a currently employed extra-help employee takes an extra-help opportunity in a lower-paying classification, that extra-help employee’s compensation shall be adjusted to the salary prescribed for the lower-paying classification, and the specific rate of pay within the range shall be determined by the Director of Human Resources, whose decision shall be final. If an extra-help employee is hired into an extra-help classification they previously held, the extra-help employee shall be placed at the same step in that classification which the extra-help employee held last.Read More →

When a currently employed extra-help employee takes an extra-help opportunity in a higher-paying classification without a break in service and at the time is receiving a base salary equal to, or greater than, the minimum base rate for the higher classification, that extra-help employee shall be entitled to the next step in the salary schedule of the higher classification 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 classification. A break in service is defined as twenty-eight (28) consecutive calendar days during which the extra-help employee wasRead More →

Extra-help employees shall be considered by the appointing authority for advancement to the next higher step in the salary schedule for their respective classes based on hours served in that classification as defined below. All increases shall be effective as described below.  Salary range adjustments for a classification will not set a new salary advancement hours balance for extra-help employees serving in that classification. Hours of Service Necessary for Step Increases: After completion of one thousand forty (1040) regular hours satisfactory service in Step A of the salary schedule, and upon recommendation of the appointing authority, the extra-help employee shall be advanced to the nextRead More →

Except as herein otherwise provided, the entrance salary for a new extra-help employee entering County service shall be the minimum salary for the class to which they are appointed. When circumstances warrant, the Director of Human Resources may, upon recommendation of the department head, approve an entrance salary which is more than the minimum salary. The Director of Human Resource’s decision shall be final. Such a salary may not be more than the maximum salary for the class to which that extra-help employee is appointed.Read More →

The rates of pay set forth in the Exhibits represent for each classification the standard hourly rate of pay as of May 19, 2019. Salary adjustments for extra-help shall occur at the time and in the same percentage of general salary and equity adjustments for parallel regular classifications. Salary adjustments for extra-help in classifications for which there is no parallel regular classification shall occur at the time and in the same percentage of the general salary adjustments. The rates of pay set forth in the Exhibits represent the total compensation due extra-help, except for overtime compensation and other benefits specifically provided for by the BoardRead More →

There shall be no discrimination because of sex, pregnancy, childbirth, breastfeeding or related medical conditions, race, veteran status, religion (including religious dress), color, national origin or ancestry, physical or mental disability, medical condition, marital status, age, gender (including gender identity and gender expression), sexual orientation, use of family medical leave, genetic testing, or any other basis protected by federal or state law or County Ordinance, or legitimate union activities against any extra-help employee (including limited term) or applicant for employment by the Union or by the County or by anyone employed by the County; and to the extent prohibited by applicable state and federal law,Read More →

The Union shall designate a reasonable number of extra-help Stewards to assist in resolving grievances. The designation will depend on such circumstances as geographical locations, hours of employment, and departmental organizational structure. The Union shall notify the Director of Human Resources in writing of the individuals so designated. Alternates may be designated to perform steward functions only during the absence or unavailability of the stewards except by mutual agreement of the parties. Extra-help stewards may be relieved from their assigned work duties by their supervisors to investigate and process grievances initiated by other extra-help employees within the same work area or representation unit. Requests forRead More →

Extra-help employees who are official representatives or Stewards of the Union shall be given reasonable time off with pay during attendance at a meet and confer session, consultation with management representatives, or being present at hearings where matters within the scope of representation are being considered, when the time spent coincides with their pre-scheduled work day/shift. 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. Such representatives or stewards shall submit written requests for excused absences to the Director of Human Resources at least two (2) working daysRead More →

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

The County shall include extra-help employees on lists which provide information regarding additions and deletions to the Union’s bargaining units, as well as which extra-help employees were having Union dues withheld from their pay checks as of the date the roster was prepared. The County shall supply to the Union on a biweekly electronic and sortable data processing run of the names, classifications, work locations, work, home, and personal cellular telephone numbers on file with the County, personal email addresses on file with the County, and home addresses on file with the County of all employees in the units represented by the Union. For extra-helpRead More →

Except in cases of emergency as provided below in this subsection, the Union, if affected, shall be given reasonable advance written notice of any ordinance, resolution, any new or permanent or temporary change to a County policy, 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 theRead More →

The Union shall be allowed by a County department, in which it represents extra-help employees, use of a designated bulletin board space for communications having to do with official organization business. The department involved and/or Employee and Labor Relations will investigate problems that the Union identifies with respect to use of these bulletin boards. The Union may distribute materials to extra-help employees within the unit it represents through County mail and email distribution channels if approved by Employee and Labor Relations. This privilege may be revoked in the event of abuse after Employee and Labor Relations consults with representatives of the Union.  The content ofRead More →

The Union shall indemnify, defend, and save the County harmless against any and all claims, demands, suits, orders, or judgments, or other forms of liability or damages that arise out of or by reason of this union security Section, or action taken or not taken by the County under this Section. This includes, but is not limited to, the County’s attorney’s fees and costs.Read More →

The County and the Unions shall continue to work on best practices to ensure labor access to new employees for the purpose of educating them on their representation opportunities.  Toward that goal, the County shall administer an opportunity for the Union to meet with new employees as follow: All new employees are encouraged to attend the first new employee benefits orientation following the commencement of their employment.  New Employee Benefits Orientation is scheduled for every other Monday, and the Unions will have up to thirty (30) minutes at the end of each session to provide information regarding its organization to its represented employees and members.Read More →

The Union shall have the dues of its members within a representation unit deducted from employees’ paychecks under procedures prescribed by the County Controller for such deductions. The deduction shall be made only after the Union certifies to the County a list of employees who have authorized such deductions.  Where the County receives employee requests to cancel or change deductions, the County will direct employees to the Union.  The Human Resources Department and the Controller’s Office will work to provide that dues deductions are promptly terminated when an extra-help employee transfers out of union representation through a change in classification or status. Extra-help employees mayRead More →

Local 829, American Federation of State, County, and Municipal Employees, AFL-CIO, hereinafter referred to as the “Union” or “AFSCME 829”, is the recognized employee organization for extra-help in the classifications listed in Exhibit A, as certified by the State Mediation and Conciliation Service in a letter dated July 18, 2005. Local 521, Service Employees International Union, hereinafter referred to as the “Union” or “SEIU 521”, is the recognized employee organization for extra-help in the classifications listed in Exhibit B, as certified by the State Mediation and Conciliation Service in a letter dated July 18, 2005.Read More →

Local 829, American Federation of State, County and Municipal Employees, AFL-CIO, Local 521, Service Employees International Union, and representatives of the County of San Mateo have met and conferred in good faith regarding wages, hours and other terms and conditions of employment of extra-help employees in the representation units 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 and employer-employee relations of such employees. This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500-3510) and has been jointly prepared by the parties.Read More →