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 17, Hospitalization and Medical Care 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 onRead More →

V238 SENR GRAPHICS SPEC  $ 35.35  $ 37.38  $ 39.52  $ 41.79  $ 44.19 V234 SENR INFO TECH ANALYST  $ 44.60  $ 47.16  $ 49.86  $ 52.73  $ 55.75 B153 SENR INFO TECH ANLYST-U  $ 44.60  $ 47.16  $ 49.86  $ 52.73  $ 55.75 V231 SENR INFO TECHNOLOGY TECH  $ 35.35  $ 37.38  $ 39.52  $ 41.79  $ 44.19 E093 SENR INTERNAL AUDITOR  $ 43.26  $ 45.75  $ 48.37  $ 51.15  $ 54.08 K017 SENR LIBRARY ASST  $ 25.24  $ 26.69  $ 28.22  $ 29.84  $ 31.55 K016 SENR LIBRARY TECH  $ 25.24  $ 26.69  $ 28.22  $ 29.84  $ 31.55 V225 SENR SYS ENGINEERRead More →

U077 PRINCIPAL AUDITOR-APPRS-E  $ 44.40  $ 46.95  $ 49.64  $ 52.49  $ 55.50 B049 PRINCIPAL AUDITR/APPRSR-U  $ 44.40  $ 46.95  $ 49.64  $ 52.49  $ 55.50 V100 PRODUCTION TECH I  $ 22.54  $ 23.84  $ 25.20  $ 26.65  $ 28.18 V101 PRODUCTION TECH II  $ 24.92  $ 26.35  $ 27.86  $ 29.46  $ 31.15 G243 PROGRAM COORDINATOR I  $ 30.92  $ 32.69  $ 34.57  $ 36.55  $ 38.65 G244 PROGRAM COORDINATOR II  $ 36.28  $ 38.36  $ 40.56  $ 42.89  $ 45.35 G243-Y PROGRAM COORDINATOR I-Y  $ 39.32 K006 PROJECT READ PROGRAM DIR  $ 34.25  $ 36.21  $ 38.29  $ 40.49  $ 42.81 E018 PROPERTYRead More →

E376 LEGAL OFFICE SERV SUPVR-E  $ 31.94  $ 33.77  $ 35.71  $ 37.75  $ 39.92 E375 LEGAL OFFICE SPECIALIST  $ 26.84  $ 28.38  $ 30.01  $ 31.73  $ 33.55 B055 LEGAL OFFICE SPECIALIST-U  $ 26.84  $ 28.38  $ 30.01  $ 31.73  $ 33.55 E387 LEGAL PROCESS TECH I  $ 20.49  $ 21.66  $ 22.91  $ 24.22  $ 25.61 B071 LEGAL PROCESS TECH I-U  $ 20.49  $ 21.66  $ 22.91  $ 24.22  $ 25.61 E377 LEGAL SECRETARY I  $ 24.86  $ 26.29  $ 27.80  $ 29.39  $ 31.08 E378 LEGAL SECRETARY II  $ 27.67  $ 29.26  $ 30.94  $ 32.71  $ 34.59 E355 LEGAL WORD PROCESSORRead More →

B067 FISCAL OFFICE SPEC-U  $ 24.42  $ 25.82  $ 27.30  $ 28.86  $ 30.52 N043 GRAPHICS COMMUNCTN SPEC  $ 36.23  $ 38.31  $ 40.51  $ 42.83  $ 45.29 N041 GRAPHICS SPECIALIST  $ 29.02  $ 30.69  $ 32.45  $ 34.31  $ 36.28 B028 GRAPHICS SPECIALIST-U  $ 29.02  $ 30.69  $ 32.45  $ 34.31  $ 36.28 E486 HEALTH BENEFITS SUPV  $ 36.78  $ 38.89  $ 41.12  $ 43.48  $ 45.97 E483 HLTH BENEFITS ANALYST I  $ 26.81  $ 28.34  $ 29.97 E484 HLTH BENEFITS ANALYST II  $ 27.16  $ 28.72  $ 30.37  $ 32.11  $ 33.95 E418 HOSPITAL UNIT COORDINATOR  $ 22.87  $ 24.18  $ 25.57  $Read More →

E434 CHILD SUPPORT SUPVR-E  $ 35.94  $ 38.00  $ 40.18  $ 42.48  $ 44.92 B145 CHILD SUPPORT SUPVR-U-E  $ 35.94  $ 38.00  $ 40.18  $ 42.48  $ 44.92 E432 CHILD SUPPORT TECH  $ 24.40  $ 25.80  $ 27.28  $ 28.85  $ 30.50 E431 CHLD SUP CUST SVC SPEC  $ 24.40  $ 25.80  $ 27.28  $ 28.85  $ 30.50 K008 CIRCULATION SUPERVISOR-E  $ 29.61  $ 31.31  $ 33.10  $ 35.00  $ 37.01 G245 COMM PROG ANALYST I  $ 30.92  $ 32.69  $ 34.57  $ 36.55  $ 38.65 G246 COMM PROG ANALYST II  $ 36.28  $ 38.36  $ 40.56  $ 42.89  $ 45.35 G226 COMM PROG SPCRead More →

ClassCode Class Title  A Step Hourly  B Step Hourly  C Step Hourly  D Step Hourly  E Step Hourly E030 ACCOUNTANT I  $ 27.21  $ 28.77  $ 30.42  $ 32.16  $ 34.01 E011 ACCOUNTANT II  $ 31.81  $ 33.63  $ 35.56  $ 37.60  $ 39.76 E010 ACCOUNTANT II-E  $ 31.81  $ 33.63  $ 35.56  $ 37.60  $ 39.76 B002 ACCOUNTANT II-U  $ 31.81  $ 33.63  $ 35.56  $ 37.60  $ 39.76 B001 ACCOUNTANT I-U  $ 27.21  $ 28.77  $ 30.42  $ 32.16  $ 34.01 E029 ADMIN ASST I  $ 29.02  $ 30.69  $ 32.45  $ 34.31  $ 36.28 E089 ADMIN ASST II-E  $ 32.97  $ 34.86Read More →

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

F054 SR COMM HLTH PLANNER  $ 39.18  $ 41.42  $ 43.80  $ 46.31  $ 48.97 G117 SR COMMUNITY WORKER  $ 26.22  $ 27.73  $ 29.32  $ 31.00  $ 32.78 B273 SR COMMUNITY WORKER-UNC  $ 26.22  $ 27.73  $ 29.32  $ 31.00  $ 32.78 F056 SR PUBLIC HEALTH EDUCATOR  $ 39.18  $ 41.42  $ 43.80  $ 46.31  $ 48.97 T041 STATIONARY ENGINEER I  $ 27.94  $ 29.54  $ 31.23  $ 33.03  $ 34.92 T040 STATIONARY ENGINEER II  $ 41.31 F101 SUPERVISING EPIDEMIOLOGST  $ 43.54  $ 46.04  $ 48.68  $ 51.48  $ 54.43 F092 SUPERVISING PHARMACIST  $ 61.03  $ 64.53  $ 68.24  $ 72.15  $ 76.29 F191Read More →

B072 RADIOLOGIC TEC III-U  $ 41.02  $ 43.37  $ 45.86  $ 48.49  $ 51.27 F119-R RADIOLOGIC TEC II-R  $ 40.74  $ 43.08  $ 45.55  $ 48.17  $ 50.93 F075-R RADIOLOGIC TEC I-R  $ 38.52  $ 40.73  $ 43.07  $ 45.54  $ 48.15 F072 RADIOLOGY ASSISTANT  $ 22.70  $ 24.01  $ 25.38  $ 26.84  $ 28.38 F151 REHAB MARKETING MANAGER  $ 37.55  $ 39.71  $ 41.98  $ 44.39  $ 46.94 F150 REHAB PRODCTN MANAGER-E  $ 39.25  $ 41.50  $ 43.88  $ 46.40  $ 49.06 F041 REHAB PRODCTN SUPVR I  $ 25.66  $ 27.13  $ 28.68  $ 30.33  $ 32.07 F043 REHAB PRODCTN SUPVR II  $ 29.15Read More →

L043 PARKS ELECTR & MAINT WKR  $ 35.43  $ 37.46  $ 39.61  $ 41.89  $ 44.29 G115 PEER SUPP WORKER I  $ 20.50  $ 21.67  $ 22.92  $ 24.23  $ 25.62 G116 PEER SUPP WORKER II  $ 22.63  $ 23.93  $ 25.30  $ 26.76  $ 28.29 B187 PEER SUPP WORKER II-UNC  $ 22.63  $ 23.93  $ 25.30  $ 26.76  $ 28.29 B186 PEER SUPP WORKER I-UNC  $ 20.50  $ 21.67  $ 22.92  $ 24.23  $ 25.62 J067 PEST DETECTION SPEC  $ 21.21  $ 22.42  $ 23.71  $ 25.07  $ 26.51 B092 PEST DETECTION SPEC-U  $ 21.21  $ 22.42  $ 23.71  $ 25.07  $ 26.51 J070Read More →

F120 LICENSED PSYCH TECH  $ 27.91  $ 29.51  $ 31.21  $ 33.00  $ 34.89 F120-R LICENSED PSYCH TECH-R  $ 29.30  $ 30.98  $ 32.75  $ 34.63  $ 36.62 B154 LICENSED PSYCH TECH-U  $ 27.91  $ 29.51  $ 31.21  $ 33.00  $ 34.89 B154-R LICENSED PSYCH TECH-U-R  $ 29.30  $ 30.98  $ 32.75  $ 34.63  $ 36.62 F020 LICENSED VOC NURSE  $ 29.51  $ 31.21  $ 33.00  $ 34.89 F020-R LICENSED VOC NURSE-R  $ 29.30  $ 30.98  $ 32.75  $ 34.63  $ 36.62 B155 LICENSED VOC NURSE-U  $ 29.51  $ 31.21  $ 33.00  $ 34.89 S003 LINEN HOUSEKEEPG SVC SP-E  $ 24.34  $ 25.74  $ 27.22Read More →

J004 HAZ MAT SPECIALIST III  $ 40.50  $ 42.82  $ 45.28  $ 47.87  $ 50.62 B053 HAZ MAT SPECIALIST III-U  $ 40.50  $ 42.82  $ 45.28  $ 47.87  $ 50.62 B052 HAZ MAT SPECIALIST II-U  $ 38.17  $ 40.36  $ 42.67  $ 45.12  $ 47.71 B033 HAZ MAT SPECIALIST I-U  $ 32.58  $ 34.45  $ 36.43 J005 HAZ MAT SPECIALIST IV  $ 43.73  $ 46.24  $ 48.89  $ 51.69  $ 54.66 B054 HAZ MAT SPECIALIST IV-U  $ 43.73  $ 46.24  $ 48.89  $ 51.69  $ 54.66 G085 HEALTH EDUCATION ASSOC  $ 27.15  $ 28.71  $ 30.36  $ 32.10  $ 33.94 B115 HEALTH EDUCATION ASSOC-U  $Read More →

G224 DEPUTY PUBLIC ADMSTR II  $ 29.62  $ 31.32  $ 33.12  $ 35.02  $ 37.03 B326 DEPUTY PUBLIC ADMSTR II-U  $ 29.62  $ 31.32  $ 33.12  $ 35.02  $ 37.03 B325 DEPUTY PUBLIC ADMSTR I-U  $ 29.32  $ 31.00  $ 32.78 G220 DEPUTY PUBLIC GDN CON I  $ 29.32  $ 31.00  $ 32.78 G225 DEPUTY PUBLIC GDN CON II  $ 29.62  $ 31.32  $ 33.12  $ 35.02  $ 37.03 G217 DEPUTY PUBLIC GDN CON III  $ 34.93  $ 36.93  $ 39.05  $ 41.29  $ 43.66 S032 DIETETIC ASSISTANT-T  $ 28.79  $ 30.44 S031 DIETETIC TECH  $ 24.35  $ 25.75  $ 27.23  $ 28.79  $ 30.44Read More →

G401-Y CASE MGMNT/ASSESS SP II-Y  $ 37.33 F080 CENTRAL SERVICES & SUPPLY  $ 37.71  $ 39.88  $ 42.16  $ 44.58  $ 47.14 F052 CHIEF PUBLIC HLTH EDUC  $ 37.84  $ 40.01  $ 42.31  $ 44.73  $ 47.30 E433 CHILD SUPPORT INVESTIGATR  $ 34.78  $ 36.78  $ 38.89  $ 41.12  $ 43.48 B029 CHILD SUPPORT INVSTGTR-U  $ 34.78  $ 36.78  $ 38.89  $ 41.12  $ 43.48 F074 CLIN LAB SCIENTIST I  $ 39.74  $ 42.02  $ 44.44  $ 46.98  $ 49.68 F023 CLIN LAB SCIENTIST II  $ 42.07  $ 44.49  $ 47.04  $ 49.74  $ 52.59 F023-R CLIN LAB SCIENTIST II-R  $ 44.18  $ 46.71  $Read More →

EXHIBIT A AFSCME- Extra Help Unit Salaries October 9, 2016 ClassCode Class Title  A Step/ Hourly  B Step/ Hourly  C Step/ Hourly  D Step/ Hourly  E Step/ Hourly M003 AIRPORT OPERATIONS SPC I  $ 24.69  $ 26.10  $ 27.60  $ 29.19  $ 30.86 M002 AIRPORT OPERATIONS SPC II  $ 27.47  $ 29.05  $ 30.71  $ 32.48  $ 34.34 M001 AIRPORT OPERATIONS SUPV-E  $ 34.87  $ 36.87  $ 38.99  $ 41.22  $ 43.59 L024 ASSISTANT HARBORMASTER  $ 32.22  $ 34.06  $ 36.02  $ 38.09  $ 40.27 E040 ASST DIR HLTH INFO MGMT-E  $ 34.54  $ 36.53  $ 38.62  $ 40.84  $ 43.18 W038 AUTO MECHANIC  $Read More →

Extra-help Medical Services Assistants II who are assigned to the clinics and perform advanced patient care duties as defined in the classification specification shall receive a differential of 6.2% in addition to all other compensation. Extra-help professional staff designated by the department head who provide child or adult protective services work shall receive a five percent 5% differential in addition to all other compensation. Extra-help professional staff designed by the Human Services Agency department head who provide emergency response in protective services work shall receive a five percent 5% differential in addition to all other compensation. The County shall continue to provide appropriate uniforms forRead More →

Effective the first pay period following Union ratification, a salary differential of Fifty-five ($55.00) biweekly shall be paid incumbents of 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.   Bilingual pay for employees carrying a caseload of at least 50% of which is comprised of non-English speaking clients shall be paid a salary differential of Seventy-Dollars ($70.00).   Designation of positions for which bilingual proficiency is required is the soleRead More →

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 in the Agile Workforce Program. The County will use Limited Term Employees only in the following circumstances, at the County’s discretion, for assignments not to exceed three years. (Note: the terms “temporary” and “short term” below shall be defined as not to exceed three 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, including seasonalRead More →

This Memorandum of Understanding shall be presented by the Unions to represented extra-help employees to be covered hereby for ratification by said employees, and shall thereafter be presented to the Board of Supervisors as the joint recommendations of the undersigned commencing October 31, 2015 through 90 days following the expiration date of the AFSCME and SEIU Memoranda of Understanding commencing October 12, 2014 which cover regular employees.  Read 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 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 thirty (30) 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 its members,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 he/she disagrees. 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 his/her personnel record.  Read More →

Each extra-help employee shall have the right to inspect and review any official record relating to his/her performance or to a grievance concerning him/her that is kept or maintained by the County. 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. The extra-help employee’s designated representative may also review the personnel file with specific written authorization from the extra-help employee.  Read 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 20 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 →

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 (b) of subsection 20.2 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 →

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 20.1. Proposals to add to or change this Memorandum of Understanding or written agreements or addenda supplementary heretoRead 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 he/she has a grievance may discuss his/her complaint with such management official in the department in which he/she works as the department head may designate. If the issue is not resolved within the department, or if the extra-help employee elects to submit his/her grievance directly to the Union recognized as the representative of his/her 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 ofRead 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 →

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 worker who has worked at least 1,386 cumulative extra-help hours in a given classification for the County will no longer be utilized due to concerns about his/her performance and/or conduct, written notice shall be provided to him or her at least nine(9) calendar days prior to the effective date of separation. This written notice shall include the reason for separation, and the right to union representation. Notice postmarkedRead More →

The County shall continue to enroll eligible extra-help employees in the Part-Time, Seasonal, Temporary Retirement Plan. Each pay period, 7.5%, or that amount designated by law, shall be deducted from each extra-help employee’s salary and deposited into his/her  Part-Time, Seasonal, Temporary Retirement Plan  account. 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 his/her monthly account activity. Subject to applicable federal regulations, the County agrees to provide a deferred compensation plan that allows employees (extra help employees and limited term employees) to defer compensation on a pre-tax basis through payroll deduction. EffectiveRead More →

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 enrollment process. Extra-Help employeesRead More →

The Healthworx Contract expires on August 31, 2015. In the event that the contract is not renewed, an employee enrolled in the plan who is determined to be eligible for the Kaiser HDHP based on eligibility as outlined in section 17.3.1 below, may choose to enroll in the Kaiser HDHP at that time through a qualified mid-year life event. For non-eligible employees, they can find health insurance through California’s health insurance exchange.  Read More →

The ongoing eligibility period is from September 1, through August 31, of each year.  Category A Extra Help employees in Category A are not required to work thirty 30 hours per pay period during the “off-season”. At the end of the working season, when Category A individuals drop off payroll they will be notified that they can elect to continue coverage or drop coverage. If they choose to continue coverage, they pay one hundred percent (100%) of the premium. If they fail to pay the premium during any pay period they will be terminated from coverage, offered COBRA, and they will not be eligible forRead More →

Extra-help employees in classifications designated as “relief” are not eligible for coverage. The County will review the eligibility of extra-help employees in other classifications within the following two categories: Category A Extra-help employees in the classifications of Election Technician, Library Aide, Park Aide and Pest Detection Specialist, who have worked seven hundred fifty 750 hours in the prior fiscal year. Category B Extra-help employees in the classifications not designated as “relief”, who have worked nine hundred 900 hours in the prior fiscal year. The Benefits Division will require individual payments by extra-help employees in Categories A and B who do not work regularly or sufficientlyRead More →

The HealthWorx Health Insurance Plan is a health benefit for extra-help employees who meet certain eligibility criteria, as outlined below. Coverage is for the extra-help employee only, and does not cover spouses or other dependents. Extra-help employees who have other health coverage are not eligible. Extra-help employees who are eligible for and enroll in HealthWorx and who subsequently lose HealthWorx coverage for any reason will be offered COBRA. 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 HealthRead More →

At the union’s request, the Director of Human Resources, or his/her designee, shall meet with AFSCME and SEIU representatives as necessary 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 hours to regular positions will beRead More →

Initial action to approve or disapprove any leave of absence shall be by the extra-help employee’s department head; however, leaves of absence of more than two (2) biweekly pay periods must also be approved by the Director of Human Resources. Denial of requested leave in whole or in part at the department head level may be appealed by the extra-help employee to the Director of Human Resources, whose decision shall be final.  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 physician’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 he/she 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 term employees, do not accrue vacation credits. If an extra-help employee is appointed to a regular position, such appointee shall receive credit for his/her extra-help period of service in computing accumulated vacation (up to a maximum accrual of 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 he/she was 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 normally be scheduledRead 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 his or her 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 his/her 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 his/her supervisor as promptly as possible by telephone or other means. The department head may require a physician’s statement from a 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 →

Employees may use accrued sick leave beginning on the ninetieth (90th) day of employment. Employees may use up to twenty-four (24) hours or up to the equivalent of three (3) regularly scheduled shifts of Sick leave in a twelve (12) month period, for the following purposes: Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee; Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee’s family member (includes parent, child, spouse, registered domestic partner, parent-in-law, sibling, grandchild or grandparent); or For an employee who is a victim of domestic violence, sexual assault,Read More →

Extra-help employees, excluding term employees, do not accrue sick leave credits. Effective July 1, 2015, 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 twenty-four (24) hours or the equivalent of three (3) regularly scheduled shifts of paid sick leave. Unused sick leave shall expire at the end of the year upon receipt of the new, annual allocation or failure to return to employment.  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 →

Extra-help employees in the classifications of Park Aide, Pest Detection Specialist, and Election Technician shall have the right to return as extra-help in the same classification the next season, under the following conditions: Extra-help opportunities are available; He/she had performed satisfactorily; He/she has had no interim criminal convictions that are in conflict with the classification; and He/she meets the qualifications for the classification.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 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 →

Extra-help employees employed in twenty-four hour operations who are assigned to work a full shift which starts between 2:00 p.m. and 3:00 a.m. shall be paid at shift differential rates for all hours worked during such shift. For all other employees, 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. All grandfathering agreements between the parties regarding shift differentials are hereby terminated.  Read More →

Any extra-help employee who is assigned work that requires him/her to be out of town on one 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, at one and one-half (11/2) time, when the travel occurs outside of the extra-help employee’s regular work schedule.Read 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 his/her 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 he/she 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 he/she has 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 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 next higher step inRead 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 he/she is 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 salary ranges for all extra-help in the aforementioned representation units will be as set forth in the Exhibits which are attached hereto and made a part hereof. The rates of pay set forth in the Exhibits represent for each classification the standard hourly rate of pay. 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. Any salary adjustments made subsequentRead More →

There shall be no discrimination because of race, creed, color, national origin, sex, sexual orientation, age, or any other classification protected by law, or legitimate union activities against any extra-help employee 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, there shall be no discrimination against any disabled person solely because of such disability unless that disability prevents the person from performing the essential duties of the position.  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 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 basis a listing of extra-help employees and their length of service, grouped by department. For extra-help employees hired sixty (60) days following the adoption of this Agreement, hours listed will include only hours worked in an extra-help, rather than regular, capacity, except for persons who fluctuate between regular and extra-help status duringRead 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, 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 practicable date thereafter the Union shall be provided with theRead More →

The Union shall be allowed by a County department, in which it represents extra-help employes, use of available bulletin board space for communications having to do with official organization business, such as times and places of meetings provided such use does not interfere with the needs of the department. The department involved and/or Human Resources department 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 distribution channels if approved by the Director of Human Resources. This privilege may be revoked in the eventRead 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 Union shall provide the County with a copy of the Union’s “Hudson procedure” for the determination and protest of its agency fees. The Union shall provide a copy of said “Hudson procedure” to every agency fee payer covered by this Memorandum of Understanding and annually thereafter, and as a condition to any percentage change in the agency fee. Local 829 and Local 521 will supply the County with deduction authorization forms and/or membership applications. Annually, the Union shall provide the Director of Human Resources with copies of the financial report which the Union annually files with the California Employee Relations Board, the United StatesRead More →

Any new extra-help employee hired into a non-supervisory job class or positions covered by this Memorandum of Understanding shall be provided by the County with and shall execute an “Employee Authorization for Payroll Deduction” form selecting one of the following: 1) Union dues; 2) agency fee; or 3) if he/she qualifies, a fee equal to agency fee payable to one of three negotiated charities. All dues, service fees and PEOPLE/COPE deductions shall be transmitted to AFSCME Local 829 or SEIU Local 521 in an expeditious manner. All transmittal checks shall be accompanied by documentation which denotes the extra-help employee’s name, social security number (for unitRead More →

The Union shall have the regular dues of its members within a representation unit deducted from employees’ paychecks under procedures prescribed by the County Controller for such deductions. Dues deduction shall be made only upon signed authorization from the extra-help employee upon a form established by Unions and issued 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. The Human Resources Department and the Controller’s Office will work to provide that dues deductions are promptly terminated when an extra-help employee transfersRead More →

For the purpose of this section, a supervisor or supervisory employee shall be an employee who regularly supervises the work of two or more employees and whose work customarily and regularly involves spending more than 50 percent of work time on supervisory, rather than journeyperson, activity. Supervisors as defined above shall not be subject to the provisions of this Section 2.1, Agency Shop, but shall continue to be covered by Section 2.3, Maintenance of Membership.  Read More →

All extra-help employees who become members of AFSCME Local 829 or SEIU Local 521 and who tender periodic dues through dues deductions of their San Mateo County biweekly paycheck shall continue to pay dues for the duration of this Memorandum of Understanding and each subsequent Memorandum of Understanding thereafter. For a period of one hundred and ten to ninety (110-90) days prior to the expiration of this Memorandum of Understanding and one hundred and ten to ninety (110-90) days prior to the expiration of any subsequent Memorandum of Understanding, any employee who is a member of AFSCME Local 829 or SEIU Local 521 shall haveRead More →

All extra-help employees in classifications covered by this MOU, except supervisors as defined in Section 2.4 below, shall as a condition of employment either: Become and remain a member of the Union. Pay to the Union an agency fee in an amount to be determined by the Union in accordance with legal requirements; or Do both of the following: Present to the Union and the Controller a written declaration that he/she is a member of a bonafide religion, body, or sect which has historically held a conscientious objection to joining or financially supporting any public employee organization as a condition of employment; and Pay aRead 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 →