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 →

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. 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 by law.  The pre-tax deduction will be invested in the target fund associated with the employees’ date of birth. All deferrals are fully vested at theRead More →

Administration of the bilingual pay plan will be the overall responsibility of the Human Resources Department. Any disputes concerning the interpretation or application of the administration of bilingual pay shall be referred to the Human Resources Department Director, whose decision shall be final.Read More →

Management shall periodically review the number and location of bilingual pay positions. If the County decides to reduce the number of filled positions in a specific division or location eligible for bilingual pay, the County shall provide individual unit members with one full pay period of notice prior to loss of the bilingual pay eligibility.Read More →

Transfers of unit members occupying bilingual pay positions shall be in accordance with County policy and practice and shall not be in violation of the Memorandum of Understanding. It is recognized that utilization of a bilingual skill may be the sole reason for transfer in order to meet a specific County need.Read More →

Unit members hired to fill positions requiring bilingual skills may be required to remain in bilingual pay positions. Unit members who were selected to fill positions requiring bilingual skills during the implementation of the bilingual program will be allowed to voluntarily leave such positions provided management can reasonably replace said unit members and there are sufficient positions within the classification that said unit member can fill. Nothing herein precludes any of the above specified unit members from promoting to higher classifications.Read More →

All unit members hired to fill positions requiring bilingual skills will be tested for bilingual proficiency. Employee requests for bilingual testing will be referred to the Human Resources Department Director’s designee whose decision regarding bilingual assignment shall be final.Read More →

Within the first six (6) months of this MOU and contingent upon the agreement of the majority of the major County labor groups to participate the County and Council shall form a Retiree Health Coverage Committee to review Sections 16.5-16.10 of the MOU related to sick leave conversion upon retirement for health coverage/contributions to premiums and identify alternative or supplemental retiree medical options, including potential variations on the current program. Within thirty (30) calendar days of the formation of the Retiree Health Coverage Committee, the parties shall schedule committee meetings. The parties agree to review the current terms of the MOU and develop alternatives forRead More →

Workers whose employment with the County is severed by reason of retirement during the term of this MOU shall be reimbursed by the County for the unused accrued sick leave at time of retirement on the following basis: A. Employees Hired Prior to May 1, 2011: For employees hired prior to May 1, 2011 who retire with less than fifteen (15) years of service with the County of San Mateo, the conversion rate for each eight (8) hours of sick leave will be four hundred forty dollars ($440.00). For employees hired prior to May 1, 2011 who retire with at least fifteen (15) but lessRead More →

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: Extra help or seasonal Temporary Provisional Probationary Seniority Layoffs shall be by job classification according to reverse order of seniority as determined by total continuous County civil service, except as specified above. The following provisions shall apply in computing total continuous service: A. The following shall count as County service: TimeRead More →

Employees who have been regularly working a shift described in Section 8.2 or 8.2 above for thirty (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 →

Effective as soon as possible but no later than within the first three pay periods following Board of Supervisors’ adoption of a successor MOU in 2019, full-time employees who are regularly assigned by a supervisor to work a shift of eight (8) hours or more that starts between 11:59 a.m. and before 1:01 a.m. shall be paid at shift differential rates for all hours worked during such shift. To be eligible for shift differential, such shifts must be approved by the Department Head or designee. Time worked on a flexible schedule requested by the employee and approved by the supervisor shall not be eligible forRead More →

Effective the pay period following the Board of Supervisors’ approval of a successor MOU in 2019, general and safety longevity pay provided in Section 37 of the 2016-2019 MOU shall cease. Beginning the first full pay period following Board of Supervisors’ approval of a successor MOU in 2019, longevity pay shall be phased in over the term of this Agreement as described in this Section.  Phased-in, incremental increases to longevity pay will be timed to coincide with COLA increases, as follows: Years of Service (Hours) Completed Pay Period following BOS Approval May 2020 May 2021 Five years (10,400 hours) 0.5% +0.5% for a total ofRead More →

The County shall supply PDA, at no cost, a monthly electronic and sortable list report of the names and classifications of all employees represented by PDA, indicating whether PDA dues are being with­held from their pay checks as of the date the report was prepared, whether names were added to or deleted from the previous reports, and whether each such change in status was due to any type of leave of absence, termination or withdrawal from the PDA.  Social Security numbers will be provided for PDA members only.Read More →

The County and the Union shall continue to work on best practices to ensure labor access to new employees for the purpose of educating them on their representation opportunities.  Toward that goal, the County shall administer an opportunity for the PDA to meet with new employees as follows: All new employees are encouraged to attend the first new employee orientation following the commencement of their employment.  New employee orientation is scheduled for every other Monday, and the PDA shall have up to thirty (30) minutes at the end of each new employee benefits orientation session to provide information regarding its organization to represented employees andRead More →

Except in cases of emergency as provided below, PDA, if affected, shall be given reasonable advance written notice of any new or change to an existing ordinance, resolution, rule or regulation within the scope of representation proposed to be adopted by the County and shall, upon request, 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 sendingRead More →

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 →

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 →

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. 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 it is determined that the employee is not availing himself/herself of suchRead More →

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 →

Effective July 3, 2016, the employer paid member contribution as described above was eliminated. There was a salary increase of one percent (1%) for all employees on July 3, 2016, regardless of retirement plan or hire date, to offset the elimination of the employer paid member contribution to retirement.Read More →

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.Read More →

A. 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 been required if section 31676.14Read More →

For those employees who currently have some or all of their service time in the General Retirement Plan, the following will apply: 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 of service.  The selection must be made in writing andRead More →

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 three percent (3%) per year. 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 thirty-six (36) consecutive months rather than single highest year and their Plan 2 COLA will be capped at two percent (2%) ratherRead More →

A salary differential of Seventy Dollars ($70.00) biweekly shall be paid to incumbents of positions requiring bilingual proficiency as designated by their respective Department Heads or their designee. Said differential shall be prorated for employees working less than full-time or who are in an unpaid leave of absence status for a portion of any given pay period. Bilingual pay is effective the first pay period after Human Resources certifies the result of the bilingual exam. Under no circumstances is bilingual pay retroactive. Designation of positions for which bilingual proficiency is required is the sole prerogative of the Department and is based on operational and staffingRead 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 concurrence of the County Manager.  There must be a reasonable expectation that the employee’s work performance or value to the County will be enhanced as a result of the course of study.  Courses taken as part of a program of study for a college undergraduate or graduate degreeRead More →

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 →

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 which the complaint wasRead More →

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. 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. Proposals to add to or change this MOU or written agreements or addenda supplementary hereto shall not be arbitrable and no proposal to modify, amend, or terminate this MOU, may be referred to arbitration underRead More →

A. Step 1: Department Head and/or the Designated Representative Any employee who believes that they have a grievance may discuss their complaint with such management official as their department head may designate.  If the issue is not resolved within the department, or if the employee elects to submit their 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 writing that a grievance exists, stating the particulars of theRead More →

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. 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 layoff procedure in the Civil Service rules will be employed. Lateral: The status of the incumbent will remain unchanged in the class to which the position is reallocated. Upward: The Human Resources Director will grant statusRead More →

When an employee has been assigned in writing by the department head or their representative to perform the work of a permanent position having a different class and being paid at a higher rate, and if they have worked in such class for more than five (5) consecutive work days (or four (4) consecutive workdays for employees on a “4/10” shift), they shall be entitled to payment for the higher class as prescribed for promotions in subsection 5.6, starting on the sixth (6) workday and continuing during the period of temporary assignment, under the conditions specified below: The assignment is caused by the absence of theRead 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 selection of employees to be relocated based on their determination of the needs of the department.  The department head shall consider such job-related factors as they deem appropriate including, but not limited to, experience in the particular work, length of service in the classification, and special skills possessed by employees.Read More →

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 vacancy exists, such employees shallRead More →

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. Departmental Promotional Eligible Lists: The names of appli­cants successful in departmental promotional exams shall be placed on departmental promotional eligible lists for the classes examined. These lists shall take precedence over General Eligible Lists. If, at the time of termination, an employee’s name appears on a promotional eligible list their name shall be removed from the promotional list and placed on the open competitive eligible list for that classification in accordance with their final score.Read More →

Open Exams: Any person meeting the minimum qualifica­tions for the job class may compete. General Promotional Exams: Permanent and probationary employees who have served at least six (6) 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 re­employment list are also eligible provided they had served at least six (6) months prior to layoff. Departmental Promotional Exams: Permanent and probationary employees of the department in which a promotional opportunity exists who have served at least six (6) months in such status prior to the date of theRead More →

22.1 Probationary employees shall undergo a probationary period of one thousand forty (1040) regular hours, unless a longer period, not to exceed two thousand eighty (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 two thousand eight (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 extendedRead 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 two thousand four hundred dollars ($2400). Benefits for psychiatric disabilities that result from stress, depression or other life events is restricted to two (2) years.  However, a disability resulting from certain chronic psychotic disorders or a disorder with demonstrable organic brain deficits can qualify for benefits payable up to the age of sixty-five (65). Effective with disabilities commencing on or after January 1, 1988, the one hundred twenty (120)Read 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 Benefits CommiteeDuring the term of this MOU, the County and Unions shall convene the Benefits Committee for the following purposes: To continue ongoing discussions regarding cost structures as part of an overall strategy to maintain balanced enrollment in County plans. To investigate the feasibility offering additional medical and/or dental coverage and/or plan(s) and strategies to integrate wellness program participation into benefits cost structure. To address legislative changes to health insurance legislation, including but not limited to the Affordable Care Act. Agreements reached as part of the Benefits Committee may be implemented outside of negotiations if employee organizations representing a majority of employees agree, providing,Read More →

17.1 The County shall continue to provide dental insurance and contribute a sum equal to 90% of the premium for employees and eligible dependents, including young adult dependents and domestic partners. All employees must participate in dental insurance. 17.2 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 their family.  This policy allows other employees to make voluntary grants of time to that employee so that they 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: The receiving employee is a permanent full or part-timeRead 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: was hospitalized during the period for which sick leave is claimed, or, 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, 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 ten (10) days of the employees’ return to work.Read 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 their duties, they 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 twenty-eight (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 whichRead 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 their 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 →

Sick leave is accrued paid leave from work that can be used for any of the following purposes: Diagnosis, care, or treatment of an employee’s illness, injury, health condition, or exposure to contagious disease which incapacitates him/her from the performance of duties. This includes disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth and recovery therefrom as determined by a licensed physician, or under the Kaiser plan, a licensed health care professional.  Use of accrued sick leave may run concurrently with applicable statutory leaves, which as Family Medical Leave. The employee’s receipt of preventative care or required medical or dental care or consultation. TheRead More →

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 →

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. Effective the first full pay period following Board approval of a successor MOU in 2019, vacation accrual shall be as follows: 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. After the completion of five (5) years of continuous service, vacation will be accrued at the rate ofRead 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 →

11.1 Regular full-time employees in established positions shall be entitled to take all authorized holidays at full pay not to exceed eight hours for any one (1) 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 (2) or more holidays fall on succeeding or alternate pay periods, the average full-time hours worked in the two pay periods immediately preceding theRead More →

10.5 The provisions of this Section 10 shall apply when an occupied position is abolished resulting in a classified employee losing status in their assigned classification in their assigned department. 10.6 In the event that an employee’s position is abolished and they are 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 fifty percent (50%) of the cash value of their unused sick leave; provided that they shall be eligible for reimbursement only if they remain in the serviceRead More →

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 employees and former employees having probationary or permanent status who were laid off or whose positionsRead More →

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. 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 dis­placed, ranked in the order specified in subsection 10.2. Pursuant to the Civil Service Rules as revised, an employee may,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 the Human Resources Director 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 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 represent non‑supervisoryRead More →

County employees who are official PDA representatives shall be given reasonable time off with pay, including reasonable travel time, to: A.     Formally meet and confer or consult with management representatives on matters within the scope of representation; B.     To be present at hearings where matters within the scope of representation are being considered; C.     To testify or appear as the designated representative of the Association in settlement conferences, hearings, or other proceedings before the Public Employment Relations Board, in matters related to unfair practice charges; or D.     To testify or appear as the designated representative of the Association in matters before the Civil Service CommissionRead 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 →