Law Enforcement Unit Salaries: 12/07/2014 Class Code Class Title Work Group Pay Range  A  B  C  D  E H029 CRIMINALIST I 5 4266 $2,600.00 $     2,749.60 $     2,907.20 $ 3,074.40 $     3,412.80 H028 CRIMINALIST II 5 5313 $3,238.40 $     3,424.00 $     3,620.80 $ 3,828.00 $     4,250.40 B121 CRIMINALIST II-U 5 5313 $3,238.40 $     3,424.00 $     3,620.80 $ 3,828.00 $     4,250.40 B122 CRIMINALIST I-U 5 4266 $2,600.00 $     2,749.60 $     2,907.20 $ 3,074.40 $     3,412.80 H131 DEPUTY CORONER 1 4471 $2,625.60 $Read More →

Employees in the classes of Criminalist I/II, Forensic Specialist I/II, Sheriff’s Identification Clerk, Sheriff’s Property Officer I/II and Supervising Forensic Specialist shall receive Six Dollars ($6.00) per biweekly pay period. As a condition of employment, Direct Deposit shall be mandatory for all employees hired after June 24, 2000 In the event that AFSCME Local 829 or SEIU Local 715 negotiate a termination of the employee retirement cost sharing provision, cost sharing will also be terminated for employees represented by the LEU on the same effective date as negotiated by AFSCME or SEIU.4    The classifications of Deputy Coroner, Criminalist II, Forensic Specialist II and Property OfficerRead More →

The following list summarizes the various benefit programs in effect for employees: MEDICAL (Active) The County pays eighty-five percent (85%) of the total premium for Kaiser or Blue shield HMO or Kaiser High Deductible Health plans (employees pay fifteen (15%) of the total premium) and the County pays seventy-five percent (75%) of the total premium for Blue Shield POS(employees pay twenty-five percent (25%) of the total premium). MEDICAL (Retiree) See sections 21.3-21.8 DENTAL All employees must participate in a plan.                               County Plan:         County pays 90% of premium   1st year of employment:         $100 cap on deductible 60% UCR paid to dentists   2ndRead More →

36.1 Employees hired before August 7, 2011. Effective March 13, 2005, the County implemented the 2%@55.5 retirement enhancement (Government Code Section 31676.14) for employees in Plans 1, 2 or 4. The enhancement applies to all future service and all service back to the date of employment pursuant to the Board of Supervisor’s authority under Government Code section 31678.2(a). Government Code section 31678.2(b) authorizes the collection, from employees, of all or part of the contributions by a member or employer or both, that would have been required if section 31676.14 had been in effect during the time period specified in the resolution adopting section 31676.14, andRead More →

35.1     A grievance is any dispute which involves the interpretation or application of any provision of this MOU, excluding those provisions of this MOU which specifically provide that the decision of any County official shall be final, the interpretation or application of those provisions not being subject to the grievance procedure. 35.2     Grievances shall be processed in the following manner: Step 1. Department Head and/or the Designated Representative Any 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 withinRead More →

The appointing authority may dismiss, suspend, reduce in step or demote any employee in the classified service provided the rules and regulations of the Civil Service Commission are followed. An employee may either appeal such dismissal, suspension or demotion to the Civil Service Commission or file a grievance in accordance with subsection 35.2.  Appeal to the Civil Service Commission must be filed within the timelines established by the Commission rules.  Grievances filed in accordance with subsection 35.2 must be filed within fourteen calendar days after receipt of written charges.  No grievance involving demotion, suspension or dismissal of an employee will be entertained unless it is filed inRead More →

The appointing authority may dismiss, suspend, reduce in step or demote any employee in the classified service provided the rules and regulations of the Civil Service Commission are followed. An employee may either appeal such dismissal, suspension or demotion to the Civil Service Commission or file a grievance in accordance with subsection 35.2.  Appeal to the Civil Service Commission must be filed within the timelines established by the Commission rules.  Grievances filed in accordance with subsection 35.2 must be filed within fourteen calendar days after receipt of written charges.  No grievance involving demotion, suspension or dismissal of an employee will be entertained unless it is filed inRead More →

33.1     Probationary employees shall undergo a probationary period of 6 months unless a longer period is prescribed by the Civil Service Commission for their classes.  Individual probationary periods may be extended with good cause upon request of the department head and concurrence of the HRD Director; however, no probationary period shall exceed 12 months except as stipulated below.  If an employee is incapacitated due to medical conditions and is reassigned to work that is not part of his/her normal duties, the probation period for the primary job will be extended for the duration of the reassignment.  The employee shall be notified in writing of the probationaryRead More →

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

No employee shall be required regularly to perform duties of a posi­tion outside of the class to which appointed. However, employees may be assigned temporarily duties outside their classes.  In addition, under the conditions described in the Rules of the Civil Service Commission, a department head may temporarily assign to employees whatever duties are necessary to meet the requirements of an emergency situation.Read More →

Upon reclassification of filled positions, the HRD Director shall determine whether the action constitutes an upward, lateral or downward movement of the level of the position. Downward:  The incumbent will be assigned to a vacant position in the same department in the same class previously held.  In lieu of reassignment, incumbents may accept a demotion in the reallocated position.  If neither of these options are exercised, the lay off procedure in the Civil Service rules will be employed. Lateral:  The status of the incumbent will remain unchanged in the class to which the position is reallocated. Upward:  The HRD Director will grant status to theRead More →

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

28.1     The County will provide bulletproof vests to department personnel consistent with departmental general order. 28.2     Sheriff’s Identification Technicians working in the Sheriff’s Department who are required to wear uniforms shall receive a uniform allowance as follows:  An initial payment of $450 shall be made when the employee is hired by or transferred into a Division requiring uniforms.   A maintenance allowance of $450 shall be made each year on their anniversary date for current employees.  The above payments shall be made on the employment or transfer anniversary date for new employees.  Such payments are made for uniform needs for the preceding year and employees shallRead More →

The County shall continue to provide its present long term income protection plan for permanent employees at no cost; provided, however, that in order to be eligible, employees must have been employed by the County for 3 or more years. The maximum monthly salary cap is $2400.  The County will extend coverage to all otherwise qualified permanent employees.  Benefits for psychiatric disabilities that result from stress, depression or other life events are restricted to 2 years.  However, a disability resulting from certain chronic psychotic disorders or a disorder with demonstrable organic brain deficits can qualify for benefits payable up to the age of 65.  For disabilitiesRead More →

Effective the pay period following Board adoption of this agreement, the County shall discontinue employer pick up of the employee’s statutorily required retirement contribution. Effective the pay period following Board adoption of this agreement, County pick-up shall be replaced with longevity pay as follows: One and one-half percent (1.5%) salary increase after the equivalent of ten (10) years of full time service (20,800 hours) An additional one and one-half percent (1.5%) salary increase (for a total of three percent (3%)) after the equivalent of twenty (20) years of full time service (41,600 hours) An additional one percent (1%) salary increase (for a total of fourRead More →

25.1     The County shall provide $40,000 of life insurance for each employee and $500 of life insurance for the employee’s spouse and up to a maximum of $500 of life insurance for each of the employee’s children depending on age.  The County shall provide an additional $5,000 of life insurance payable to the employee’s beneficiary if the employee’s death results from an accident either on or off the job.   25.2     Employees, depending on pre-qualification, may purchase additional term life insurance to a maximum of $500,000 for employee, $250,000 for spouse, and $10,000 for dependents.Read More →

24.1     During the term of the MOU, the County and Union shall investigate the feasibility of revising medical and/or dental coverage and/or plan(s) and strategies to integrate wellness program participation into benefit insurance cost structure including FSA debit cards. The Benefits Committee will be composed of County and labor representatives, not to exceed two (2) representatives from each participating labor organization and four (4) County representatives. 24.2     The Union agrees to participate in good faith discussions concerning the County’s Health Plans.  Both parties agree that revisions in Health Plans or in the contribution ratio between the County and the employee may be necessary to retainRead More →

21.1     Me Too Agreement: Any agreements reached with the American Federation of State, County and Municipal Employees (AFSCME) regarding Hospitalization and Medical Care (Section 21), Dental Care (Section 22), and/or Vision Care (Section 23) shall be extended to this Memorandum of Understanding. The intent of this paragraph is to memorialize a “me-too” agreement regarding medical, dental and vision benefit changes entered into with AFSCME. 21.2     Medical Insurance: The County pays seventy-five percent (75%) of the total premium for Blue Shield POS plan (employees pay twenty-five percent (25%) of the total premium). Regular Employees Assigned to Work Eighty (80) Hours Per Pay Period: The County paysRead More →

20.1     General Employees shall not be entitled to leaves of absence as a matter of right, but only in accordance with the provisions of law and the County Ordinance Code.  Unless otherwise provided, the granting of a leave of absence also grants to the employee the right to return to a position in the same or equivalent class, in the same department as held at the time the leave was granted.  The granting of any leave of absence shall be based on the presumption that the employee intends to return to work upon the expiration of the leave.  However, if a disability retirement application hasRead More →

19.1     Accrual All employees, except extra help or seasonal, shall accrue sick leave at the rate of 3.7 hours for each biweekly pay period of full‑time work.  Such accrual shall be pro-rated for employees, except extra help or seasonals, who work less than full-time during a pay period.  For purposes of this Section absence in a pay status shall be considered work. 19.2     Usage Employees are entitled to be paid for sick leave used, to a maximum of the time accrued, under the following conditions:   The employee’s illness, injury or exposure to contagious disease which incapacitates him/her from performance of duties.  This includes disabilitiesRead More →

18.1     Vacation Allowance Employees, excluding extra help or as herein otherwise provided, shall be entitled to vacation with pay in accordance with the following schedules.  Such accrual shall be pro-rated for any employees, except extra help, who work less than full-time during a pay period. During the first 5 years of continuous service, vacation will be accrued at the rate of 4.0 hours per biweekly pay period worked. After the completion of 5 years of continuous service, vacation will be accrued at the rate of 4.9 hours per biweekly pay period worked. After the completion of 10 years of continuous service, vacation will be accruedRead More →

17.1     Regular full-time employees in established positions shall be entitled to take all authorized holidays at full pay, not to exceed eight hours for any one day, provided they are in a pay status on both their regularly scheduled workdays immediately preceding and following the holiday.  Part-time employees shall be entitled to holiday pay in proportion to the percentage of full-time hours worked during the biweekly pay period which includes a holiday; e.g., if a part-time employee works 50% of the full-time hours in a pay period, the employee shall be paid for one-half for each holiday falling within that pay period. 17.2     The holidays inRead More →

If an employee’s position is abolished and he/she is unable to displace another County employee as provided in Section 15, he/she shall receive one week of pay for each full year (2080 hours) of regular service to the County, up to a maximum of ten (10) weeks of pay and 50% of the cash value of his/her unused sick leave; provided that such employee shall be eligible for payment only if he/she remains in the service of the County until his/her services are no longer required by the department head. The County shall make every effort to secure comparable employment for the displaced employee inRead More →

15.1     Notice of Layoff The department head will give at least 14 days advance written notice to employees to be laid off unless a shorter period of time is authorized by the HRD Director.   15.2     Precedence by Employment Status No permanent employee shall be laid off while employees working in an extra help, seasonal, temporary, provisional or probationary status are retained in the same class unless that employee has been offered the extra help, seasonal, temporary or provisional appoint­ment.  The order of layoff among employees not having permanent status shall be according to the following categories:  Extra help or seasonal  Temporary  Provisional  Probationary LayoffsRead More →

Employees in the Deputy Coroner class who have successfully completed a probationary period of one of those classes and hold permanent status, shall be eligible to receive an incentive equating to 2.5% of base pay per biweekly pay period in addition to all other compensation if they possess the intermediate Peace Officers Standards and Training (POST) Certificate, or 5% of base pay per biweekly pay period if they possess the Advanced POST Certificate issued by the Commission of Peace Officer Standards and Training of the California State Department of Justice. The permanent status requirement shall not apply to probationary employees who have laterally transferred toRead More →

Employees may be reimbursed for tuition and related fees paid for taking courses of study in an off-duty status if the subject matter content is closely related to present or probable future work assignments, and limited to programs of instruction that correspond to courses offered by independent bona fide institutions of learning. Limits to the amount of reimbursable expense may be set by the HR Director with the County Manager’s concurrence.  There must be a reasonable expectation that the employee’s work performance or value to the County will be enhanced as a result of the course.  Courses taken as part of a program of studyRead More →

A salary differential of $42.50 biweekly shall be paid incumbents or positions requiring bilingual proficiency as designated by the appointing authority and HRD Director.  Said differen­tial shall be prorated for employees working less than full‑time or who are in an unpaid leave of absence status for a portion of any given pay period.  Designation of positions for which bilingual profi­ciency is required is the sole prerogative of the County and the decision of the HRD Director is final.  The Union shall be notified when such designations are made.Read More →

The Department Head may assign employees to “on-call” status. Employees shall be paid an hourly rate of $4.40 for time in which they are required to be in an on-call status.  Employees receiving call-back pay shall not be entitled to on-call pay simultaneously. Criminalists and Forensic Specialists shall be assigned “on-call” status for one (1) week at a time and shall bid for “on-call” weeks based on Classification seniority. Classification seniority shall be defined as time in the existing classification plus time in a higher classification.Read More →

For employees who have been: regularly working a shift described in Section 9, and/or assigned to and regularly working a special job assignment enumerated in Exhibit A of this MOU, and/or eligible for and receiving Career Incentive Allowance as provided in Section 14 for 30 or more calendar days immediately preceding a paid holiday, the commencement of a vacation, paid sick leave period, or comp time off, the applicable differential shall be included in such employee’s holiday pay, vacation pay, paid sick leave or paid comp time. The vacation, sick leave, holiday and comp time off pay of an employee on a rotating shift shall include theRead More →

9.1       Shift differential pay, for the purpose of this Section, is defined as pay at a rate which is one step above the employee’s base pay in the salary range for his/her class.  If the base pay is at the top step, shift differential pay shall be computed at one step above such base pay.   9.2       Employees shall be paid shift differential for all hours so worked between the hours of 6:00 p.m. and 6:00 a.m.Read More →

8.1       Authorization All compensable overtime must be authorized by the appointing authority or designated representative prior to being worked.  If prior authorization is not feasible due to emergency condi­tions, a confirming authorization must be made on the next regular working day following the date on which the overtime was worked.  Overtime worked must be in the job class in which the person is regularly employed or in a class for which the employee is authorized higher pay for work in a higher class.   8.2       Definition Except as otherwise defined herein, any authorized time worked in excess of a 40 hour weekly work schedule shallRead More →

The standard work week for employees occupying full-time positions consists of 40 hours unless otherwise specified by the Board of Supervisors. The appointing authority shall fix the hours of work with due regard for the convenience of the public and the laws of the State and County.  Employees occupying part-time positions shall work such hours and schedules as the Board and the appointing authority shall prescribe.  Except as hereinafter provided, County offices shall be open for business from 8:00 a.m. to 5:00 p.m. every day except Saturdays, Sundays and holidays.  With the County Manager’s approval, department heads may make such changes to the schedule of office hours asRead More →

6.1       The salary ranges for all employees in the Law Enforcement represen­tation unit will be as set forth in the Exhibits attached hereto and made a part hereof.   As reflected in the Exhibits, salaries for all covered classifications shall be adjusted as follows: Year One: Effective the first full pay period following ratification of the agreement by the bargaining unit, December 7, 2014, the base monthly salary for all classifications in the bargaining unit will increase by four percent (4%).   Year Two: Effective June 7, 2015, the base monthly salary for all classifications in the bargaining unit will increase by three percentRead More →

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

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

County employees who are official representatives of the Union shall be given reasonable time off with pay to meet and confer or consult with management representatives or to be present at hearings where matters within the scope of representation are being con­sidered. The use of official time for this purpose shall be reason­able and shall not interfere with the performance of County services as determined by the County.  Such representatives shall submit written requests for excused absences to Employee Relations at least two working days prior to the scheduled meeting whenever possible. Except by agreement with Employee Relations, the number of employees excused for suchRead More →

2.1       Dues Deduction The Union may have the regular dues of its members within the representation unit deducted from employees’ paychecks under pro­cedures prescribed by the County Controller.  Dues deduction shall be made only upon signed authorization from the employee upon a form furnished by the County, and shall continue:  (1) until such authorization is revoked, in writing, by the employee; or (2) until the transfer of the employee to a unit represented by another employee organization.  Employees may authorize dues deduc­tions only for the organization certified as the recognized employee organization of the unit to which such employees are assigned.   2.2       Agency Shop   TheRead More →

The Deputy Sheriff’s Association (DSA), hereinafter referred to as the “Union”, is the recognized employee organization for the Law Enforcement Unit, certified pursuant to Resolution No. 38586, adopted by the Board of Supervisors on May 16, 1978.  Read More →

The Deputy Sheriff’s Association and representatives of the County of San Mateo have met and conferred in good faith regarding wages, hours and other terms and conditions, have exchanged freely information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employ­ment conditions and employer-employee relations of such employees. This Memorandum of Understanding (MOU) is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500 et seq) and has been jointly prepared by the parties.  This MOU shall be presented to the County Board of Supervisors and, if appropriate, to the Civil Service Commission as the joint recommendations of theRead More →

The Deputy Sheriff’s Association and representatives of the County of San Mateo have met and conferred in good faith regarding wages, hours and other terms and conditions, have exchanged freely information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employ­ment conditions and employer-employee relations of such employees. This Memorandum of Understanding (MOU) is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500 et seq) and has been jointly prepared by the parties.  This MOU shall be presented to the County Board of Supervisors and, if appropriate, to the Civil Service Commission as the joint recommendations of theRead More →