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

2.1       The Organization may have the regular dues of its members within the representation unit deducted from employees’ pay checks 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       Hold Harmless The OrganizationRead More →

County employees who are official representatives of the Organization 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 →

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 →

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 Organization, 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 →

The full time biweekly salary effective the pay period in which the Board of Supervisors approves this successor MOU for the class of Sergeant is: Step                 A                          B                         C                         D                         E Salary     $4009.60            $4239.20            $4482.40            $4739.20            $5011.20   The full time biweekly salary effective the pay period in which the Board of Supervisors approves this successor MOU for the class of Senior District Attorney Inspector is: Step               A                          B                         C                         D                         E Salary     $4571.20            $4833.60            $5110.40            $5404.00            $5713.60   Effective at the start of the first pay period in January of 2016, the salary range for Sergeants will be adjusted to be 15% higher thanRead More →

The standard work shift for employees occupying full-time positions in this unit consists of 40 hours in a 7-day period unless otherwise specified by the Board of Supervisors. For employees working twelve-hour shifts the standard work period consists of 168 hours in a 28-day period. 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.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 provided by Charter, or as defined herein, any authorized time worked in excess of 40 hour weeklyRead More →

For employees who have been: (1)        regularly working a shift described in Section 9, and/or (2)        assigned to and regularly working a special job assignment enumerated in Exhibit A of this Memorandum, and/or (3)        eligible for and receiving Career Incentive Allowance for Law Enforcement Officers as provided in Section 12, for 30 or more calendar days immediately preceding a paid holiday, the commencement of a vacation, paid sick leave period, or comp time off, as the case may be the applicable differential shall be included in such employee’s holiday pay, vacation pay, paid sick leave or paid comp time. The vacation, sick leave, holiday andRead 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 or 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. 9.3       Employees not in an on‑call status required to report back to work during off-duty hours shall be compensated for a minimum of 3 hours. Employees inRead More →

Employees in the unit shall be eligible to receive an incentive equating to 2.5% of base pay per biweekly pay period in addition to all other compensation if they possess the intermediate Peace Officers Standards and Training (POST) Certificate, or 7.5% of base pay per biweekly pay period if they possess the Advanced POST Certificate issued by the Commission of Peace Officer Standards and Training of the California State Department of Justice.­Read More →

When warranted and in the interest of County operations, the department head may assign employees to “on‑call” status. Effective the pay period in which the Board of Supervisors approves this successor MOU, employees shall be paid an hourly rate of four dollars and forty four cents ($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. Employees in an on-call status required to report back to work during off-duty hours shall be compensated for a minimum of 2 hours. Employees not in an on-call status required to report backRead More →

A salary differential of Forty Dollars ($40.00) 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. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County and the decision of the Human Resources Director is final.Read More →

If an employee’s position is abolished and he/she is unable to displace another County employee as provided in the Civil Service Rules, he/she shall receive reimbursement of 50% of the cash value of his/her unused sick leave; provided that such employee shall be eligible for reimbursement 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 in other agencies, and if such employment is secured, he/she will not be entitled to the aforementioned reimbursement.Read More →

17.1     Medical Insurance: Regular Employees Assigned to Work Eighty (80) Hours Per Pay Period: The County pays seventy-five (75%) of the total premium for Blue Shield PPO plan (employees pay twenty-five percent (25%) of the total premium. The County pays eighty-five percent (85%) of the total premium for Kaiser HMO, Blue Shield HMO or Kaiser High Deductible Health plans (employees pay fifteen percent (15%) of the total premium). Regular Employees Assigned to Work Less Than Eighty (80) Hours Per Pay Period: For employees occupying permanent part-time positions who work a minimum of 60 but less than 80 hours in a biweekly pay period, orRead More →

During the term of the MOU, the County and Organization shall investigate the feasibility of revising medical and/or dental coverage and/or plan(s) and strategies to integrate wellness program participation into benefit insurance cost structure including FSA debit cards. The Benefits Committee will be composed of County and labor representatives, not to exceed two (2) representatives from each participating labor organization and four (4) County representatives.Read More →

22.1     For employees hired prior to July 10, 2011: The County implemented the 3% @ 50 retirement benefit consistent with Government Code section 31664.1 effective January 1, 2005 for employees in Plans 1, 2 or 4. The enhancement applies to all future safety service and all safety service back to the date of employment pursuant to the Board of Supervisors’ authority under to 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 31664.1 had been in effect duringRead 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 $2000. For new benefits claims occurring after October 16, 1999 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 withRead More →

27.1        A grievance is any dispute, which involves the interpretation or application of any provision of this MOU. 27.2        Any employee or official of the Organization may notify the Human Resources Director in writing that a grievance exists, stating the particulars of the grievance and, if possible, the nature of the determination desired. Such notification must be received within 28 calendar days from the date of the employee’s knowledge of the alleged grievance. The Employee Relations Unit will review the matter at issue and make a recommendation to the Sheriff concerning resolution. The decision of the Sheriff, if not satisfactory, may be appealed to theRead 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 the County Ordinance Code, retroactive to the first workday and continuing during the period of temporary assignment, under the conditions specified below: (1)        The assignment is caused by the incumbent’s temporary or permanent absence; (2)        The employee performs the duties regularly performed by theRead More →

Employees in the Sheriff’s Department who must provide their own uniform and equipment shall receive $892 per annum in additional compensation to cover the cost of maintaining such uniforms and equipment; such payment shall be made on the regular pay warrant that covers each new employee’s date of employment or for current employees, on the regular pay warrant for the first full pay period of each January. This amount shall be increased by twenty-five ($25) each year of the 2016 agreement, as follows: 2016: $917 2017: $942 2018: $967 2019: $992 2020: $1017Read More →

Employees assigned to the following assignments shall be paid the hourly equivalent rate of one step in the salary range in addition to all other compensation. After the completion of two years of service in an investigative capacity or the following applicable assignments, such employees shall receive two steps in addition to all other compensation. ASSIGNMENTS STEP 1 STEP 2 All Detective Assignments X X Personnel Services X X Training X X County-wide Security X X Civil X X Administrative Classification Sergeant X X Emergency Services Bureau Sergeant X Bomb X X   Sergeants assigned to Training Officer work as an FTO or JTO SergeantRead More →

23.1     The County shall provide $35,000 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. Effective the calendar month following Board approval, the County shall provide $50,000 of life insurance for each employee and $2,000 of life insurance for the employee’s spouse and up to a maximum of $2,000 of lifeRead More →

Regular full-time employees shall receive either eight (8) hours of pay or eight (8) hours of holiday leave for all authorized holidays listed in this Section, provided they are in a pay status on both their regularly scheduled workdays immediately preceding and following the holiday. An employee may carry a maximum of one hundred and twenty (120) hours of holiday leave on the books. Employees regularly scheduled to work a 9/80 or 4/10 schedule may use vacation, accrued holiday pay or compensatory time off to account for the additional one or two hours of their shift, or they can request to flex those hours withinRead More →