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 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 →

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 →

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 →

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 →

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 →

• 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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

(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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →