In PDA Side Letter: Group Supervisor Officer of the Day Pay, SMCCE 23: Long Term Disability Insurance

The County shall continue to provide its present long-term income protection plan for permanent employees at no cost to said employees, provided, however, that in order to be eligible for such plan, employees must have been employed by the County for three (3) or more years. Effective with disabilities commencing on or after January 1, 1988, the one hundred and twenty (120) day disability period required to qualify for long term income protection shall no longer require continuous disability but shall be cumulative for any single medically verified illness or injury within a period of 6 full months from the date of the disability’s onset. The onsetRead More →

In PDA Side Letter: Group Supervisor Officer of the Day Pay

This side letter agreement between County of San Mateo (hereinafter referred to as the “County”) and the Probation Detention Association (hereinafter referred to as the “Association”) (hereinafter collectively referred to as the “parties”) shall confirm certain understandings reached in a meet and confer that took place on September 25, 2017, for a Memorandum of Understanding covering the period of May 22, 2016 through May 19, 2019. Effective the first pay period following Board of Supervisors approval, employees in the Group Supervisor II or Group Supervisor III classifications when assigned by an Institution Services Manager (ISM) to act as “Officer of the Day” (OD) shall receiveRead More →

In PDA 40. Separability of Provisions

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

In PDA 39. No Strike, Uncategorized

PDA, its members and representatives, agree that it and they will not engage in, authorize, sanction, or support any strike, including a sympathy 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 PDA nor any representatives thereof shall engage in a job action for the purpose of effecting changes in the directives or decisions of county management, nor to effect a change of personnel or operations of management or of employees not covered by this MOU.Read More →

In PDA 30. Grievances

30.6 County Charter and Civil Service Commission (a) The provisions of this Section shall not abridge any rights to which the 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. (b) All grievances of employees in representation units represented by PDA shall be processed under this Section. If the County Charter requires that a differing option be available to the employee, no action under paragraph (b) of subsection 30.2 above shall be taken unless itRead More →

In PDA 2. Association Security

Members who pay dues through paycheck deductions and all employees who become members and pay dues through such deductions shall continue to pay dues for the duration of this and each subsequent MOU. During the twenty-one (21) day period that is at least seventy (70) days prior but no more than ninety (90) days prior to the expiration of this and any subsequent MOU, members shall have the right to withdraw membership by discontinuing dues deduction. The employee shall communicate the withdrawal in writing to the Controller by certified mail. Employees subsequently employed in a position outside of the unit repre¬sented by PDA shall notRead More →

In Probation & Detention Association (PDA)

February 7, 2003 David H. Anderson President, Probation and Detention Association Dear Mr. Anderson: It is the County’s policy and goal that all workers shall be treated with respect and dignity. To that end, managers, supervisors, and line workers will each have an obligation of mutual respect. This shall not prevent a manager or supervisor from providing training or correction to workers and shall not prevent a line worker from responding on their own behalf or offering their personal opinion on the subject under discussion. However, each is expected to do so in a civil manner and without name-calling or demeaning tone. Correction of workRead More →

In Probation & Detention Association (PDA)

The attached Overtime Policy has been developed to provide clear and concise procedures and guidelines that are consistent with the Fair Labor Standards Act (FLSA) and with the Memorandum of Understanding between the County and the Probation and Detention Association (PDA).  It is the intent of this Policy to continue an atmosphere of open communication between line staff and management regarding overtime.  Probation officers and their supervisors should discuss potential overtime situations as early as possible.   The FLSA categorizes the nature of probation officer work as that which requires overtime pay for work beyond 40 hours in a work week.  Employees are not expectedRead More →

In Probation & Detention Association (PDA)

Purpose To meet the public service needs of the Department and promote the career development of staff through a process that allows staff to obtain a broad base of experience and provides the Department with Institution staff who have extensive background, skills and knowledge. Voluntary Reassignment Voluntary- Initiated at the employees’ request. All employees are encouraged to submit their assignment preferences indicating up to three choices, including geographical preference. Employees are eligible to apply for voluntary reassignment regardless of time in their current assignment once they complete their probationary period. Preference will be given to employees with 12 or more months in their current assignment.Read More →

In Probation & Detention Association (PDA)

Attached is the Probation Department Transfer Policy. The parties agree that application and interpretation of this policy is subject to the negotiated grievance process. The parties further agree that the Department retains the right to amend, suspend or terminate this policy in accordance with the provisions set forth in the attached policy. The parties agree that, prior to implementing any decision to amend, suspend or terminate this policy, the Department will meet and confer in good faith with PDA about the proposed change. Dated:                                                                                                                                                                                                                         Probation Department                                                 Probation & Detention Association DEPARTMENTAL TRANSFER POLICY DEPARTMENT TRANSFERS/INITIATED BY STAFF POLICY All Department staff areRead More →

In Probation & Detention Association (PDA)

February 7, 2003 David H. Anderson President, Probation & Detention Association Dear Dave: I want to confirm my commitment to provide opportunities for Group Supervisors to promote into the Deputy Probation Officer job series. To further this goal, I encourage and support the following steps: Discussing with PDA leadership the need to use closed promotional exams on a caseby-case basis to ensure that a sufficient advancement opportunities exist for group supervisors. Aggressively recruiting bilingual individuals for Group Supervisor position to increase the pool of internal bilingual candidates for DPO vacancies. Continual analysis of DPO recruitments to determine if Group Supervisors are successful in competing forRead More →

In Probation & Detention Association (PDA)

Compensation One Step Differential limited to 30 DPO III’s. Duties In addition to managing a caseload, DPO III’s selected for the Senior Differential will: Review and sign reports Act as supervisor in the supervisor’s absence Develop and conduct on-going training for new employees Coach and provide training/assistance to DPO’s with performance problems Provide support and guidance to staff in difficult situations Act as a mentor or coach in departmental career development programs Serve as a resource to DPO’s experiencing difficulty with specific cases Coordinate special projects Handle more difficult cases Requirements Standard evaluation 3 years (cumulative) as a DPO III in San Mateo County WillingnessRead More →

In Probation & Detention Association (PDA)

PDA Dear Mark & Melvin: This letter shall confirm certain understandings reached in negotiations for a Memorandum of Understanding covering the period of May 22, 2016 through May 19, 2019. Vacation Requests. Any vacation request for 2 weeks or longer will be responded to not later than one month after the written request.  Any request for time off for less than 2 weeks will be responded to as quickly as possible, but not later than 2 weeks after the written request. Holdover Overtime. In making “holdover” overtime assignments, seniority among employees possessing the skills and abilities required for the specific overtime assignment will be theRead More →

In Probation & Detention Association (PDA)

Deputy Probation Officer III’s who are currently assigned lead responsibilities shall receive premium pay at the rate of one step of their salary in addition to all other compensation.  DPO III’s accepting the lead assignment agree that they can be transferred anywhere within the Department without regard to the Department Transfer Policy. The number of employees assigned to the lead assignment will be reduced, through attrition, proportionally to the size of the workforce. The parties will meet over the course of the following year to develop new criteria to determine employee selection for future assignments, as well as clarifying the duties of the work assignment.Read More →

In PDA 38. Past Practices

Effective April 23, 2006, for all represented employees, the County shall assume 20% of the employee’s retirement contributions. This pick-up of the employee’s retirement contributions will not reduce contributions required under Sections 34.2 or 35.2 above. Effective the first full pay period of the agreement or the first day of first pay period following ratification and Board approval, whichever is later, the employer paid member contribution as described above will be eliminated. There shall be a salary increase of one percent (1%) for all employees, regardless of retirement plan or hire date, to offset the elimination of the employer paid member contribution to retirement.Read More →

In PDA 37. Separability of Provisions

• Employees hired on or after July 10, 2011 will pay 50% of the Retirement COLA cost as determined by SamCERA. • Commencing May 30, 2013, employees hired before July 10, 2011 will pay 25% of the Retirement COLA cost as determined by SamCERA. Effective July 3, 2016, all employees, regardless of plan or hire date, will pay a COLA cost share equal to fifty percent (50%) of the retirement COLA costs as determined by SamCERA. Plan 7 members do not pay the COLA cost share as the Plan 7 COLA costs are part of the Plan 7 contributions. In recognition of the additional employeeRead More →

In PDA 36. Retirement Contributions

Subject to applicable federal regulations, the County agrees to provide a deferred compensation plan that allows employees to defer compensation on a pre-tax basis through payroll deduction.   Effective the first full pay period of the agreement or the first day of first pay period following ratification and Board approval, whichever is later, each new employee will be automatically enrolled in the County’s Deferred Compensation program, at the rate of one percent (1%) of their pre-tax wages, unless he or she chooses to opt out or to voluntarily change deferrals to greater than or less than the default one percent (>1%) as allowed in the plan or as allowed byRead More →

In PDA 35. General Retirement

35.2 General Retirement Plans (1) For those employees who currently have some or all of their service time in the contributory General retirement plan, effective March 2005, the County implemented the 2%@55.5 retirement enhancement (Government Code Section 31676.14) for these employees who retire after that date. The enhancement will apply to all future general service and all general 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 beenRead More →

In PDA 35. General Retirement

35. 1 General Retirement Plan For those employees who currently have some or all of their service time in the General Retirement Plan, the following will apply: (1) Employees in the non-contributory retirement plan, also known as Plan 3, and who have five years of service, shall have the opportunity to transfer to the contributory retirement plan, also known as Plan 2 or Plan 4 (depending on original date of hire). This change in plans covers future service only. Employees will have a one time option to make such a transfer and the transfer decision can be made at any point after five years ofRead More →

In PDA 34. Safety Retirement

34.2 Safety Retirement Benefit Formulas (1) For those safety employees hired prior to July 10, 2011 who are in the safety plan: 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, thatRead More →

In PDA 34. Safety Retirement

34.1 Safety Retirement Plans (1) For those employees hired before July 13, 1997, and who moved from the General to Safety Retirement Plan the Safety Retirement schedule of benefits shall be based on the employee’s single highest year salary and they shall have the maximum COLA capped at 3% per year. (2) For those employees hired into covered classifications after July 13, 1997, they shall be placed in the Safety Retirement Plan, their retirement schedule of benefits shall be based on the employee’s average salary of the highest 36 consecutive months rather than single highest year and their Plan 2 COLA will be capped atRead More →

In PDA 33. Bilingual Pay

A salary differential of $50.00 biweekly shall be paid incumbents or positions requiring bilingual proficiency as designated by the appointing authority and Human Resources Director.  Bilingual pay for employees carrying a caseload at least 50% of which is comprised of non-English speaking clients shall be $65.00 biweekly.  Said differential shall be prorated for employees working less than full‑time or in an unpaid leave of absence status for a portion of any given month.  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.  PDA shall be notified when suchRead More →

In PDA 32. Application of Differential

Employees who have been regularly working a shift described in Section 8 for 30 or more days immediately preceding a paid holiday, or the commencement of a vacation, or the commencement of a paid sick leave period, or compensatory 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 compensatory time. The vacation, sick leave, holiday and compensatory time off pay of an employee on a rotating shift shall include the differential such employee would have received had he/she been working during such period.Read More →

In PDA 31. Tuition Reimbursement

The County may reimburse an employee for tuition and related fees paid for taking courses of study in an off-duty status if the subject matter content of the course is closely related to the employee’s present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Director with con¬currence of the County Manager. There must be a reasonable expecta¬tion that the employee’s work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a college undergraduate or graduate degreeRead More →

In PDA 30. Grievances

30.5 No Strike PDA, 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 PDA nor any representatives thereof shall engage in job action for the purpose of effecting changes in the directives or decisions of county management, nor to effect a change of personnel or operations of management or of employees not covered by this MOU.Read More →

In PDA 30. Grievances

30.4 Compensation Complaints All complaints involving or concerning the payment of compensation shall be initially filed in writing with Employee Relations. Only complaints which allege that employees are not being compensated in accordance with the provisions of this MOU shall be considered as grievances. Any other matters of compensation are to be resolved in the meeting and conferring process if not detailed in the MOU which results from such meeting and conferring process shall be deemed withdrawn until the meeting and conferring process is next opened for such discussion. No adjustment shall be retroactive for more than sixty (60) days from the date upon whichRead More →

In PDA 30. Grievances

30.3 Scope of Adjustment Board and Arbitration Decisions (a) Decisions of Adjustment Boards and arbitrators on matters properly before them shall be final and binding on the parties, to the extent permitted by County Charter. (b) 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 PDA and unless such dispute falls within the definition of a grievance as set forth in subsection 30.1. (c) Proposals to add to or change this MOU or written agreements or addenda supplementary hereto shall not be arbitrable and no proposal toRead More →

In PDA 30. Grievances

30.2 Grievances shall be processed in the following manner: (a) 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 as his/her department head may designate. If the issue is not resolved within the department, or if the employee elects to submit his/her grievance directly to PDA, the procedures hereinafter specified may be invoked, provided, however, that all complaints involving or concerning the payment of compensation shall be in writing to Employee Relations. (b) Step 2. Employee Relations Any employee or official of PDA may notify Employee Relations in writingRead More →

In PDA 30. Grievances

30.1 A grievance is any dispute which involves the interpretation or application of any provision of this MOU excluding, however, 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. Any grievance will be terminated once an EEO complaint is filed on the issue being grieved.Read More →

In PDA 29. Reallocation of Position

Upon reclassification of filled positions the Human Resources Director shall determine whether the action constitutes an upward, lateral or downward movement of the level of the position. (1) Downward: The incumbent will be assigned to a vacant position in the same department in the same class previously held. In lieu of reassignment, the incumbent may accept a demotion in the reallocated position. If neither of these options is exercised, the lay off procedure in the Civil Service rules will be employed. (2) Lateral: The status of the incumbent will remain unchanged in the class to which the position is reallocated. (3) Upward: The Human ResourcesRead More →

In PDA 28. Pay for Work-Out-of-Classification

When an employee has been assigned in writing by the department head or his/her 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 more than five consecutive work days (or four consecutive workdays for employees on a “4/10” shift), he/she shall be entitled to payment for the higher class as prescribed for promotions in subsection 5.6, starting on the sixth workday and continuing during the period of temporary assignment, under the conditions specified below: (1) The assignment is caused by the absence of the incumbent;Read More →

In PDA 27. Change of Assigned Duties

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

In PDA 26. Dismissal, Suspension, or Demotion for Cause

The appointing authority may dismiss, suspend or demote any employee in the classified service provided the rules and regulations of the Civil Service Commission are followed. Any classified employee may either appeal such dismissal, suspension or demotion to the Civil Service Commission or file a grievance in accordance with Section 30.2. Appeal to the Civil Service Commission must be filed within the timelines established by the Commission Rules. Grievances filed in accordance with subsection 30.2 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 →

In PDA 25. Geographical Displacement

When organizational changes result in geographical displacement of an employee, the department head shall establish criteria for the selec¬tion of employees to be relocated based on his/her determination of the needs of the department. The department head shall consider such job-related factors as he/she deems approp¬riate including, but not limited to, experience in the particular work, length of service in the classification, and special skills possessed by employees.Read More →

In PDA 23. Promotion

23.3 Probationary Period Permanent employees who are promoted to a higher class shall undergo the probationary period prescribed for the higher class, but shall have the right to demote to their former class in their former department if rejected during their probationary period if a vacancy in their former class exists, except that trainees who are promoted to journey level classes shall not have the right to revert to their former trainee class if rejected during the probationary period. If no vacancy exists, such employees shall be placed in the longest standing vacancy, as determined by the requisition form date, County wide. If no vacancyRead More →

In PDA 23. Promotion

23.2 Promotional Eligible Lists (1) General Promotional Eligible Lists: The names of applicants successful in general promotional exams shall be placed on general promotional eligible lists for the classes examined. (2) Departmental Promotional Eligible Lists: The names of appli¬cants successful in departmental promotional exams shall be placed on departmental promotional eligible lists for the classes examined. (3) These lists shall take precedence over General Eligible Lists. (4) If, at the time of termination, an employee’s name appears on a promotional eligible list his/her name shall be removed from the promotional list and placed on the open competitive eligible list for that classification in accordance withRead More →

In PDA 23. Promotion

23.1 Examinations (1) Open Exams: Any person meeting the minimum qualifica¬tions for the job class may compete. (2) General Promotional Exams: Permanent and probationary employees who have served at least six months in such status prior to the date of the exam are eligible to compete. Persons who have been laid off and whose names are on a re¬employment list are also eligible provided they had served at least six months prior to layoff. (3) Departmental Promotional Exams: Permanent and probation¬ary employees of the department in which a promotional opportunity exists who have served at least six months in such status prior to the dateRead More →

In PDA 22. Probationary Period

22.1 Probationary employees shall undergo a probationary period of 1040 regular hours, unless a longer period, not to exceed 2080 regular hours is prescribed by the Civil Service Commission for their classifications. Individual probationary periods may be extended with good cause upon request of the department head and concurrence of the Human Resources Director; however, no probationary period shall exceed 2080 regular hours. If an employee is incapacitated due to medical conditions and is reassigned to work that is not part of the employee’s normal duties, the probation period for the primary job will be extended for the duration of the reassignment. The employee shallRead More →

In PDA 21. Income Protection Insurance

The County shall continue to provide its present long-term income protection plan for permanent employees at no cost to employees who have been employed by the County for three or more years. The maximum monthly salary cap is $2400. Benefits for psychiatric disabilities that result from stress, depression or other life events is restricted to two 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 sixty-five. Effective with disabilities commencing on or after January 1, 1988, the 120 day disability period required to qualify for longRead More →

In PDA 20. Life Insurance

20.1 Employees shall be covered by life insurance and accidental death insurance as follows: The County shall provide $50,000 of life insurance for each employee, $2,000 of life insurance for the employee’s spouse and up to a maximum of $2,000 of life insurance for each of the employee’s children, depending on ages in accordance with the plan document. The County shall provide an additional $110,000 of life insurance payable to the employee’s beneficiary if the employee’s death results from an accident either on or off the job. 20.2 An employee, depending on pre-qualification, may purchase, at the employee’s expense, additional term life insurance to aRead More →

In PDA 19. Change in Employment Benefit Plans

19.1 During the term of this MOU, the County and PDA shall investigate the feasibility of revising medical plan(s) 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. Sick Leave Credit: Effective July 1, 2017, the County and Association will reopen Section 16.9 regarding the elimination of the Additional Sick Leave Credit; however; meetings pursuant to the reopener shall not exceed three (3) except by mutual agreement, andRead More →

In PDA 18. Dental Care

18.1 The County shall contribute a sum equal to 90% of the premium for the County Plan and the Delta Dental PMI Plan for employees and eligible dependents, including young adult dependents and domestic partners. All employees must participate in one of these plans. 18.2 During an employee’s first year of employment with the County, there shall be a cap on County Dental Plan coverage consisting of $100.00 deductible and 60% U.C.R. 18.3 There is an annual $2500.00 per person maximum benefit in the County Dental Plan.Read More →

In PDA 17. Vision Care

The County shall contribute an amount necessary to provide the current vision care benefits plan for the individual employee and eligible dependents including adult dependents and domestic partners and the children and young adult dependents of domestic partners.  The County will pay the entire premium for this coverage.Read More →

In PDA 16. Hospitalization and Medical Care

16.10 Out of Area Retirees who live in areas where neither Kaiser nor Blue Shield coverage is available, and who are eligible for conversion of sick leave credits to a County contribution toward health plan premiums, may receive such contribution in cash while continuously enrolled in an alternate health plan in the area of residence. It is understood that such enrollment shall be the sole responsibility of the retiree. This option must be selected either: 1) At the time of retirement, or 2) During the annual open enrollment period for the County’s health plans, provided the retiree has been continuously enrolled in one of theRead More →

In PDA 16. Hospitalization and Medical Care

16.3     Cadillac Tax Reopener: After July 1, 2019, the County may reopen with the Association to meet and confer regarding payment of “the Cadillac Tax” as described in the Affordable Care Act.   16.4     General ACA Reopener: Upon request from the County, the parties will reopen this Section 16 (and any other Section in this MOU relating to health insurance) during the term of the agreement if necessary to address changes required under the ACA.     16.5     Sick Leave Converted to Medical Insurance Premiums at Retirement: Workers whose employment with the County is severed by reason of retirement during the term of this MOURead More →

In PDA 16. Hospitalization and Medical Care

16.2 Regular Employees Assigned to Work Less Than Eighty (80) Hours Per Pay Period: For County employees occupying permanent part-time positions, who work a minimum of forty, but less than sixty hours in a biweekly pay period, the County will pay one half of the hospital and medical care premiums described above. Employees will pay the remainder of the total premium. For County employees occupying permanent part-time positions who work a minimum of sixty, but less than eighty hours in a biweekly pay period, or qualify for health benefits under the Affordable Care Act (ACA) the County will pay eighty-five percent (85%) of the KaiserRead More →

In PDA 16. Hospitalization and Medical Care

16.1 Medical Insurance: Regular Employees Assigned to Work Eighty (80) Hours Per Pay Period: The County pays eighty-five percent (85%) of the total premium for Kaiser HMO, Blue Shield HMO or Kaiser High Deductible Health plans (employees pay fifteen percent (15%) of the total premium). 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.Read More →

In PDA 15. Leaves of Absence

15.10 Bereavement Leave The County will provide up to two days paid bereavement leave upon the death of an employee’s parent, spouse, domestic partner, child or step-child. In addition, employees may utilize accrued sick leave pursuant to Section 14.2 (4).Read More →

In PDA 15. Leaves of Absence

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

In PDA 15. Leaves of Absence

15.8 Absence Without Leave (1) Refusal of Leave or Failure to Return After Leave: Failure to report for duty after a leave of absence request has been disapproved, revoked, or canceled by the appointing authority, or at the expiration of a leave, shall be considered an absence without leave. (2) Absence Without Leave: Absence from duty without leave for any length of time without an explanation satisfactory to the appointing authority is cause for dismissal. Absence without leave for 4 or more consecutive days without an explana¬tion satisfactory to the appointing authority shall be deemed a tender of resignation. If within 30 days after theRead More →

In PDA 15. Leaves of Absence

15.7 Absence Due to Required Attendance in Court An employee shall be permitted absence from duty for appearance in Court because of jury service, in obedience to subpoena or by direction of proper authority, in accordance with the following provisions: (1) Absence from duty will be with full pay to a maximum of eight (8) hours for each day the employee serves on the jury or testifies as a witness in a criminal case, other than as a defendant, including necessary travel time. As a condition of receiving such full pay, the employee must, within 15 days of receipt, remit to the County Treasurer throughRead More →

In PDA 15. Leaves of Absence

15.5 Leave of Absence Without Pay (1) Granting of Leaves of Absence Without Pay: An appointing authority may grant leaves of absence without pay for personal reasons up to a maximum of 2 biweekly pay periods. (2) Leaves of Absence Without Pay for Non-Job Incurred Illness or Injury: Leaves of absence on account of illness or injury which are not job incurred may be granted for a maximum of 26 full biweekly pay periods encompassing use of accrued paid leave and approved unpaid leave once accrued leave is exhausted, except as required by law. This includes disabilities caused or contributed to by pregnancy, miscarriage, abortion,Read More →

In PDA 15. Leaves of Absence

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

In PDA 15. Leaves of Absence

15.3 Seniority Rights and Salary Adjustments Authorized absence without pay which exceeds 28 consecutive calendar days, for either: (1) a leave of absence for personal reasons; (2) a leave of absence on account of illness or injury not compensated through Worker’s Compensation benefits; or (3) a leave of absence to fill an unexpired term in an elective office shall not be included in determining salary adjustment rights, or any seniority rights based on length of employment.Read More →

In PDA 15. Leaves of Absence

15.2 Benefit Entitlement To the extent consistent with applicable local, state and federal laws, employees on leaves of absence without pay for more than 2 biweekly pay periods shall not be entitled to payment of the County’s portion of the premiums for their health, dental, life, or long term salary continuation insurance, except as provided hereinafter. The entitlement to payment of the County’s portion of the premiums shall end on the last day of 2 full biweekly pay periods in which the employees was absent. An employee who is granted a leave of absence without pay for reasons of the employee’s illness or accident shallRead More →

In PDA 15. Leaves of Absence

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 this 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 class, or equivalent class in the same department, as held at the time the leave was granted. The granting of any leave of absence shall be based on the presumption that the employee intends to return to work upon the expiration of the leave. However, if a disability retirement application has been filedRead More →

In PDA 14. Sick Leave

(a) Purpose The Catastrophic Leave Policy is designed to assist employees who have exhausted paid time credits due to serious or catastrophic illness, injury or condition of the employee or his/her family. This policy allows other employees to make voluntary grants of time to that employee so that s/he can remain in a paid status for a longer period of time, thus partially ameliorating the financial impact of the illness, injury or condition. (b) Program Eligibility Leave credits may voluntarily be transferred from one or more donating employees to another receiving employee under the following conditions: 1. The receiving employee is a permanent full orRead More →

In PDA 14. Sick Leave

An employee who is injured or who becomes ill while on vacation may be paid for sick leave in lieu of vacation provided that the employee: (1) was hospitalized during the period for which sick leave is claimed, or, (2) received medical treatment or diagnosis and presents a statement indicating illness or disability signed by a physician covering the period for which sick leave is claimed, or, (3) was preparing for or attending the funeral of a member of the immediate family. To have sick leave considered in lieu of vacation the request and substantiation must be provided within 10 days of the employees’ returnRead More →

In PDA 14. Sick Leave

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

In PDA 14. Sick Leave

When an employee who has been working as extra help is appointed to a permanent position such appointee may receive credit for such extra help period of service in computing accumulated sick leave, provided that no credit shall be given for service preceding any period of more than 28 consecutive calendar days in which an employee was not in a pay status. If an employee who has unused sick leave accrued is laid off and subsequently re‑employed in a permanent position, such sick leave credits shall be restored upon reemployment.  The employee shall not have any portion of sick leave credits restored for which he/sheRead More →

In PDA 14. Sick Leave

When the requirement for sick leave is known to the employee in advance of the 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. If an employee does not return to work prior to the preparation of the payroll, other arrangements may be made with the approval of the department head and the Controller. The department head may require a physician’s statement from an employee who applies for sick leave, or make whatever investigation into the circumstances thatRead More →

In PDA 14. Sick Leave

Usage Employees are entitled to be paid for sick leave used, to a maximum of the time accrued, under the following conditions: (1) Sick leave may be used for an employee or an immediate family member, for preventive care or diagnosis, care or treatment of an existing health condition, or for specified purposes if the employee is a victim of domestic violence, sexual assault or stalking. (2) Any approved leave of absence provided for by any applicable local, state or federal law in which the law grants the employee the right to use accrued sick leave. (3) The employee’s preparation for or attendance at theRead More →

In PDA 14. Sick Leave

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

In PDA 13. Vacations

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

In PDA 13. Vacations

Vacation Allowance Employees, excluding extra help, or as herein otherwise provided, shall be entitled to vacation with pay in accordance with the following schedules. Accruals shall be prorated for any employees, except extra help who work less than full time during a pay period. (1) During the first five (5) years of continuous service, vacation will be accrued at the rate of 4.0 hours per biweekly pay period worked. (2) After the completion of five (5) years of continuous service, vacation will be accrued at the rate of 4.9 hours per biweekly pay period worked. (3) After the completion of ten (10) years of continuousRead More →

In PDA 12. Election Days

The County does not intend to prohibit employees from being absent from work on election days if employees can charge time off to the floating holiday, accumulated vacation, or compensatory time. Every effort will be made to grant their requests unless the absences would be likely to create serious problems in rendering proper services to the public.Read More →

In PDA 11. Holidays

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 full 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 average percentage of full-time hours worked in the two pay periods immediately before the pay period with the holiday. If two or more holidays fall on succeeding or alternate pay periods, the average full-time hours worked in the two pay periods immediately preceding the first holiday shallRead More →

In PDA 10. Layoff and Re-Employment

10.5     Abolition of Position The provisions of this Section 10 shall apply when an occupied posi­tion is abolished resulting in a classified employee losing status in his/her assigned classification in his/her assigned department. 10.6 In the event that an employee’s position is abolished and he/she is unable to displace another County employee as provided in this Section 10, such employee shall receive reimbursement of one week of pay for each full year (2080 hours) of regular service to the County and 50% of the cash value of his/her unused sick leave; provided that he/she shall be eligible for reimbursement only if he/she remains in theRead More →

In PDA 10. Layoff and Re-Employment

10.4 Names of Employees Laid Off to be Placed on Reemployment and General Eligible Lists The names of employees laid off shall be placed on reemployment eligible lists as hereinafter specified. Former employees appointed from a reemployment eligible list shall be restored all rights accrued prior to being laid off, such as sick leave, vacation credits, and credit for years of service. However, such reemployed employees shall not be eligible for benefits for which they received compensation at the time of or subsequent to the date they were laid off. The departmental reemployment eligible list for each class shall consist of the names of employeesRead More →

In PDA 10. Layoff and Re-Employment

10.3 Procedures (1) Employees laid off may take a voluntary demotion within the same department to a classification in which the employee had prior probationary or permanent status provided such a position is held by an employee with less seniority. (2) Displaced employees may request the Human Resources Director to place their name on the promotional eligible list or open eligible list for any classification for which, in the Director’s opinion, the employee is qualified. The employee’s name will be above the names of persons who have not been dis¬placed, ranked in the order specified in subsection 10.2. (3) Pursuant to the Civil Service RulesRead More →

In PDA 10. Layoff and Re-Employment

10.1 Notice of Layoff The department head will give at least thirty (30) days advance written notice to employees to be laid off unless a shorter period of time is authorized by the Human Resources Director. 10.2 Precedence by Employment Status No permanent employee shall be laid off while employees in an extra help, temporary, provisional, or probationary status are retained in the same class unless that employee has been offered the extra help, temporary, or provisional appointment. The order of layoff among employees not having permanent status shall be according to the following categories: (1) Extra help or seasonal (2) Temporary (3) Provisional (4)Read More →

In PDA 9. On-Call Duty

When warranted and in the interest of the County operation, the department head may assign employees to “on call” status. Employees shall be paid an hourly rate of $3.95 for time in which they are required to be in an on call status. Effective the pay period following the Board of Supervisors’ adoption of a successor MOU, employees shall be paid an hourly rate of four dollars and twenty cents ($4.20) for time in which they are required to be in an on-call status. Effective the first pay period of January 2017, employees shall be paid an hourly rate of four dollars and forty centsRead More →

In PDA 8. Shift Differential

8.1 (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 classification. If the base pay is at the top step, shift differential pay shall be computed at one step above such base pay. (2) Notwithstanding paragraph (1) above, the monthly shift differential pay for full-time employees shall be at least $35.00 above the employee’s base pay, to be prorated for part-time employees. 8.2 Full-time employees who are assigned to and are working a shift which starts between 2:00 p.m. and 5:00 a.m.Read More →

In PDA 7. Overtime

Utilization of comp time off shall be by mutual agreement between the employee and the department head. The smallest increment of compensatory time which may be taken off is six minutes. Compensatory time off which accrues in excess of eighty (80) hours must be liquidated by monetary payment. All monetary payments for overtime must be paid no later than the next biweekly payroll following the pay period in which the overtime was worked. Effective the first full pay period following the Board of Supervisor’s adoption of a successor MOU, the maximum compensatory time off accrual shall be increased from the current amount of eighty (80)Read More →

In PDA 7. Overtime

The Human Resources Director shall allocate all job classes to the following described work groups for purposes of determining categories of employees to be compensated by monetary payment or by compensatory time off. The decision of the Director shall be final; provided, however, that prior to changing the work group of an existing class covered by this MOU the Director shall notify PDA of the contemplated change and if requested, discuss with PDA the reasons for the work group change. Work Group 1: All employees covered by the Fair Labor Standards Act shall be allocated to Work Group 1. Work Group 1 employees may beRead More →

In PDA 7. Overtime

Except as otherwise provided by Charter, any authorized time worked in excess of the 40 hour weekly work schedule shall be considered overtime compensable at the rate of one and one-half times the overtime worked whether by monetary pay¬ment or compensatory time off. In determining eligibility for overtime compensation any absence with pay shall be considered time worked. Effective January 1, 2007, paid sick leave will not count as hours worked in determining overtime eligibility.Read More →

In PDA 7. Overtime

7.1 Authorization All compensable overtime must be authorized by the appointing authority or his/her representative in advance of 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 day on which the overtime was worked.Read More →

In PDA 6. Days and Hours of Work

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 the County.  Employees occupying part-time positions shall work such hours and schedules as the Board and the appointing authority shall prescribe.Read More →

In PDA 5. Salaries

Employees reclassified downward shall continue in their present salary range, with cost of living adjustments, for two years, at which point their salary shall be frozen (“Y” rated) until the salary assigned to the lower class equals or exceeds the “Y” rate. These “Y” rate provisions shall not apply to layoffs, demotions, or other personnel actions resulting in an incumbent moving from one position to another.Read More →

In PDA 5. Salaries

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

In PDA 5. Salaries

Should the County determine that recruitment and retention of employees in the unit is directly impacted by salary and benefit levels outlined in this MOU, the County may at its sole discretion increase such salary and benefit levels after discussing such increases with PDA.Read More →

In PDA 5. Salaries

When an employee is promoted from a position in one class to a position in a higher class, and at the time of promotion is receiving a base salary equal to, or greater than the minimum base rate for the higher class, that employee shall be entitled to the next step in the salary schedule of the higher class 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 class. If an employee is demoted, voluntarily or otherwise, that employee’s compensation shall be adjusted to the salary prescribedRead More →

In PDA 5. Salaries

Employees shall be considered for salary step increases based on their appointment date or revised salary anniversary date. If an employee begins service later than the first business day of a biweekly pay period, or has changes which would cause the salary anniversary date to be on other than the first business day of a biweekly pay period, the salary anniversary date shall be determined from the first day of the following biweekly pay period. Changes in an employee’s salary because of promotion, upward reclas¬sification, postponement of salary step increase, or special merit increase will set a new salary anniversary date as stated in theRead More →

In PDA 5. Salaries

Permanent and probationary employees in regular established positions shall be considered on their salary anniversary date for advancement to the next step in the salary schedule for their classes as follows. A step shall be defined as 5.74% and all references to a “step” in this agreement are understood to equate to 5.74%. All increases shall be effective at the beginning of the next full pay period. (1) After completion of 1040 regular hours satisfactory service in Step A of the salary schedule, and upon recommendation of the appointing authority, the employee shall be advanced to the next higher step in the salary schedule forRead More →

In PDA 5. Salaries

Except as herein otherwise provided, the entrance salary for employees entering County service shall be the minimum salary for the class to which appointed. When warranted, the Human Resources Director, with the department head’s recommendation, may approve an entrance salary, which is more than the minimum salary. The Director’s decision shall be final. Such a salary may not be more than the maximum salary for the class to which the employee is appointed unless such salary is designated as a Y rate by the Board of Supervisors.Read More →

In PDA 5. Salaries

The salary ranges for all employees represented by PDA 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 the standard biweekly rate of pay for full-time employment, unless the schedule specifically indicates otherwise and represent the total com¬pensation due employees, except for overtime compensation and other benefits specifically provided for by the Board of Supervisors or by this MOU. The rates of pay in the Exhibits do not include reimbursement for actual and necessary expenses for traveling, subsistence, and general expenses authorized and incurred incident to CountyRead More →

In PDA 4. Representatives

PDA shall designate a reasonable number of representa­tives to assist in resolving grievances depending on geographical locations, hours of employment, and departmental organizational structure, notifying Employee Relations of the individuals desig­nated. Alternates may be designated to perform such functions during the absence or unavailability of the designees.  Representatives may be relieved from work duties by their supervisors to investigate and process grievances initiated by other employees within the same work area or representation unit. Release time requests shall not be denied unreasonably.  Representatives shall promptly report to PDA any grievances which may arise and cannot be adjusted on the job.  Super­visory employees shall not representRead More →

In PDA 4. Representatives

4.1 Attendance at Meetings County employees who are official PDA representatives 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 time for this purpose shall be reasonable and shall not interfere with the performance of County services as determined by the County. Representatives shall submit requests to Employee Relations at least two working days in advance whenever possible. Except by agreement with Employee Relations the number of employees excused for such purposes shall not exceed three at anyRead More →

In PDA 3. No Discrimination

There shall be no discrimination because of race, creed, color, national origin, sex, sexual orientation, age, legitimate union activities, or any protected class as set forth in Section 2 of the EEO policy or protected by law at the time of the grievance, against any worker or applicant for employment by the Union or by the County or by anyone employed by the County. 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 adequately performing the essential duties of the position.Read More →

In PDA 2. Association Security

Except in cases of emergency as provided below, PDA, if affected, shall be given reasonable advance written notice of any ordinances, 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. Any written notice of dismissal, suspension, reduction is step or demotion sent to an employee shall include a statement advising him/her of the right to be represented by the Association concerning the disciplinary action. The County agrees to remind and support the department sending copies of final decisionRead More →

In PDA 2. Association Security

The Probation Department shall allow PDA use of available bulletin board space for communications involving official organization business, such as times and places of meetings, provided such use does not interfere with department needs. PDA may distribute materials to unit employees through County mail distribution channels if approved by Employee Relations. If the Association violates the terms of this provision the County may take such action it deems appropriate, to the extent authorized by law. Any representative of the Union shall give notice to the employees’ department head in advance when contacting departmental employees during the duty period of employees, provided that solicitation for membershipRead More →

In PDA 2. Association Security

A. PDA agrees that it has a duty to provide fair and nondiscriminatory representation to all unit employees regardless of whether they are members. B. All employees employed in the PDA representation unit shall as a condition of employment either: 1. Become and remain a member of PDA; or 2. Pay an agency fee which does not exceed an amount which may be lawfully collected under applicable constitutional, statutory, and case law (e.g., Hudson v. Chicago Teachers Union, Local No. 1), which shall be less than the monthly dues made during the duration of this MOU, it being understood that it shall be the soleRead More →

In PDA 2. Association Security

PDA shall indemnify, defend, and save the County harmless against any and all claims, demands, suits, orders, or judgments, or other forms of liability 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 attorneys’ fees and costs.Read More →

In PDA 2. Association Security

PDA may have members’ dues deducted from their paychecks under the County Controller’s procedures. Deductions shall be made only on the employee’s signed authorization on a form furnished by the County and shall continue until 1) the employee revokes the authorization in writing or 2) the employee transfers to another representation unit. Employees may also authorize dues deduction for the California Probation, Parole and Correctional Association, but deduction may not be authorized for any other organization.Read More →

In PDA 1. Recognition

The San Mateo County Probation and Detention Association, hereinafter referred to as “PDA”, is the recognized employee organization for the Probation and Detention Unit, certified pursuant to Resolution No. 38586, adopted by the Board of Supervisors on May 16, 1978.Read More →

In Probation & Detention Association (PDA)

Memorandum of Understanding between County of San Mateo and Probation and Detention Association (PDA) * * * May 22, 2016 – May 19, 2019 MEMORANDUM OF UNDERSTANDING The San Mateo County Probation and Detention 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 is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500 et seq) and hasRead More →