Service Employees International Union (SEIU)

SECTION 1. ORDER OF ELIGIBLES: Applicants for employment who qualify in an examination shall have their names placed on the appropriate eligible lists in the order of their final scores. SECTION 2. EFFECTIVE DATE OF ELIGIBLE LISTS: Eligible lists shall be in effect from the date on which approved by the Director. Changes in rank, or addition or subtraction of names because of errors or re-ratings, shall not change the effective date of an eligible list. SECTION 3. DURATION OF ELIGIBLE LISTS: A.        The duration of eligible lists shall be as follows: Departmental promotional eligible lists are established for a period of one year. GeneralRead More →

SECTION 1. REQUISITION OR REQUEST FOR PERSONNEL: Whenever a vacancy in the classified service is to be filled, other than by transfer or demotion, the appointing authority will notify the Director as far in advance as possible and request certification on a form prescribed by the Director. In cases where selective certification based on bona fide occupational qualifications or on special skill requirements is desired the personnel requisition will include complete justification. Following receipt of a request for personnel the Director will determine which eligible list is to be used. SECTION 2. PRIORITY OF ELIGIBLE LISTS: Eligible lists shall be certified to fill permanent vacanciesRead More →

SIDE LETTER AGREEMENT Between County of San Mateo and Service Employees International Union Local 521 Re: Anti-Bullying Policy This Side Letter Agreement is entered into by and between the County of San Mateo (“County”) and the Service Employees International Union Local 521 (“Union”). This letter is effective immediately upon approval of a 2018 successor MOU by the San Mateo County Board of Supervisors and shall expire upon the County’s adoption of a County-wide Anti-Bullying Policy. By this side letter, the parties agree as follows: The County proposes to adopt the following new County-wide policy. The County will present the proposed policy to all labor organizationsRead More →

This Side Letter Agreement is entered into by and between the County of San Mateo (“County”) and the Service Employees International Union Local 521 (“Union”) (collectively referred to as the “parties”). This letter is effective the first full pay period following approval of a 2018 successor Memorandum of Understanding (MOU) by the San Mateo County Board of Supervisors, and shall expire upon the implementation of potential changes to Work Group 2, subject to the opportunity to meet and confer as required by law. By this side letter, the parties agree as follows: During the term of the 2018 MOU between the parties, the County mayRead More →

This Side Letter Agreement is entered into by and between the County of San Mateo (“County”) and the Service Employees International Union Local 521 (“Union”) (collectively referred to as the “parties”). This letter is effective the first full pay period following approval of a 2018 successor Memorandum of Understanding (MOU) by the San Mateo County Board of Supervisors, and shall expire upon the parties reaching agreement over a permanent new employee orientation agreement, subject to the opportunity to meet and confer as required by law. By this side letter, the parties agree as follows: The County and the Union shall continue to work on bestRead More →

This MOU shall be presented by the Union to the workers to be covered hereby for ratification by said workers, and shall thereafter be presented to the Board of Supervisors and, if appropriate, to the Civil Service Commission as the joint recommendations of the undersigned for salary and employee benefit adjustments for the period commencing October 7, 2018 and ending October 2, 2021. Made and entered into this first day of December 2018.Read More →

TO:                              All Management Employees FROM:                        John L. Maltbie SUBJECT:                  Employee Performance Evaluation   Evaluating worker performance is one of the most important responsibilities of a manager or supervisor. Evaluations provide a framework for setting and accomplishing organizational and individual goals and objectives. An effective evaluation process lets workers know what is expected of them, how they are performing, and how they can improve and/or take advantage of growth and career opportunities. This is particularly true when the worker is on probation, forming the basis for their future work habits and relationships. The following guidelines should be followed in the performance evaluation process: Timeliness: Employee PerformanceRead More →

DATE:            November 5, 2006 TO:                  All Managers FROM:            Casey Echarte, Employee Relations Manager SUBJECT:      Assignment to Work at an Alternative Location In some circumstances, it may be appropriate during the course of an investigation and/or during the Skelly process for an employee accused of wrongdoing to be kept away from their regular work location. Unless required by a governing agency, this should be the exception rather than the rule, and discussed with Employee Relations and/or County Counsel prior to implementation. In determining whether to leave the accused employee in their regular work area, assign them to work at home, or to assign them to anotherRead More →

SECTION 1. ORDER OF ELIGIBLES: Applicants for employment who qualify in an examination shall have their names placed on the appropriate eligible lists in the order of their final scores. SECTION 2. EFFECTIVE DATE OF ELIGIBLE LISTS: Eligible lists shall be in effect from the date on which approved by the Director. Changes in rank, or addition or subtraction of names because of errors or re-ratings, shall not change the effective date of an eligible list. SECTION 3. DURATION OF ELIGIBLE LISTS: The duration of eligible lists shall be as follows: Departmental promotional eligible lists are established for a period of one year. General promotionalRead More →

SECTION 1. REQUISITION OR REQUEST FOR PERSONNEL: Whenever a vacancy in the classified service is to be filled, other than by transfer or demotion, the appointing authority will notify the Director as far in advance as possible and request certification on a form prescribed by the Director. In cases where selective certification based on bona fide occupational qualifications or on special skill requirements is desired the personnel requisition will include complete justification. Following receipt of a request for personnel the Director will determine which eligible list is to be used. SECTION 2. PRIORITY OF ELIGIBLE LISTS: Eligible lists shall be certified to fill permanent vacanciesRead More →

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APPROVED AND ACCEPTED: SEIU Local 521                                                             County of San Mateo By                                                                                                       By Telecommuting Program The Telecommuting Program allows a worker to work at a site other than a County office. For instance, telecommuting workers may work out of their home or at another location near their residence. In January 1992, the County and the Union agreed upon and implemented a prototype Telecommuting Program. The Union reserves the right to renegotiate the Telecommuting Policies and Procedures,Read More →

Engineering Unit SEIU: Engineering(S38) – 12/30/18 Class Code Class Title Work Group  Step A Biweekly Rate  Step B Biweekly Rate  Step C Biweekly Rate  Step D Biweekly Rate  Step E Biweekly Rate N060 Construction Inspector I 1   2,665.60   2,820.00   2,979.20   3,150.40   3,332.00 N062 Construction Inspector II 1   3,135.20   3,313.60   3,505.60   3,704.80   3,917.60 N017 Delineator I 1   2,487.20   2,628.80   2,780.80   2,939.20   3,108.80 N053 Drafting Technician I 1   2,313.60   2,448.00   2,586.40   2,736.00   2,892.00 N052 Drafting Technician II 1   2,712.80   2,868.80   3,032.80   3,207.20  Read More →

SEIU: Library(S39) – 12/30/18 Class Code Class Title Work Group  Step A Biweekly Rate  Step B Biweekly Rate  Step C Biweekly Rate  Step D Biweekly Rate  Step E Biweekly Rate K008 Circulation Supervisor – Exempt 1   2,536.80   2,682.40   2,835.20   2,999.20   3,171.20 K001 Librarian I 5   2,524.80   2,668.80   2,823.20   2,986.40   3,155.20 K002 Librarian II 5   2,752.80   2,911.20   3,078.40   3,253.60   3,440.00 E071 Library Aide – Extra Help 1   1,331.20   1,408.00   1,488.80   1,574.40   1,664.80 K011 Library Assistant Bookmobile Operator 1   2,204.80   2,331.20   2,464.00   2,605.60Read More →

Library Unit Work Location – When a worker is temporarily assigned to work at a location different from the regularly assigned work location, and when said assignment results in work at more than one location in a given day, the worker shall be reimbursed for the use of the worker’s own vehicle in accordance with the County regulations. Working Conditions – If the department head, or the Safety Officer after conferring with the department head, determines that the physical conditions in any of the Library buildings have become a safety or health hazard, workers shall not be required to work at such facility while suchRead More →

SEIU: Office & Technical Services(S37) – 12/30/18 Class Code Class Title Work Group  Step A Biweekly Rate  Step B Biweekly Rate  Step C Biweekly Rate  Step D Biweekly Rate  Step E Biweekly Rate E001 Administrative Secretary I 1   2,080.80   2,200.00   2,324.80   2,458.40   2,599.20 B017 Administrative Secretary I – Unclassified 1   2,080.80   2,200.00   2,324.80   2,458.40   2,599.20 E002 Administrative Secretary II 1   2,245.60   2,374.40   2,510.40   2,655.20   2,807.20 B015 Administrative Secretary II – Unclassified 1   2,245.60   2,374.40   2,510.40   2,655.20   2,807.20 E003 Administrative Secretary III 1   2,356.80  Read More →

Sheriff’s Office Uniform Allowance for Clerical Workers: Clerical workers who work in the Sheriff’s Department and are required to wear uniforms shall receive a uniform allowance as specified below: An initial payment of four hundred fifty dollars ($450.00) shall be made when the worker is hired by or transferred into a Division requiring uniforms. Effective the first full pay period following Board of Supervisors approval of a successor MOU, an initial payment of six hundred fifty dollars ($650.00) shall be made when the worker is hired by or transferred into a Division requiring uniforms. A maintenance allowance of four hundred fifty dollars ($450.00) shall beRead More →

SEIU: Appraisal(S36) Salaries – 12/30/18 Class Code Class Title Work Group  Step A Biweekly Rate  Step B Biweekly Rate  Step C Biweekly Rate  Step D Biweekly Rate  Step E Biweekly Rate U076 Appraiser I 1              –              –   2,561.60   2,707.20   2,862.40 B304 Appraiser I – Unclassified 1              –              –   2,561.60   2,707.20   2,862.40 U074 Appraiser II 2   2,831.20   2,995.20   3,165.60   3,347.20   3,540.00 B305 Appraiser II – Unclassified 2   2,831.20   2,995.20   3,165.60   3,347.20   3,540.00 U079 Auditor – Appraiser I 1              –              –   2,561.60   2,707.20Read More →

Appraisal Unit Alternate Work Schedules for Property Appraisal: Within optional work plans established by the Assessor, the Assessor is willing to schedule workers’ 40-hour, 4-day, 5-day or 6-day workweeks at hours other than from 8:00 a.m. to 5:00 p.m. for property appraisal assignments if this will result in the more thorough or efficient completion of assigned work during daylight hours, provided the workers work at least 6 hours per day. Notwithstanding the foregoing, the Assessor may, if necessary to successfully complete assigned work, approve a six (6)-day work schedule in which the worker works not less than four (4) hours on any of the fiveRead More →

The County will notify the Union of its intent to contract or subcontract work customarily performed by members of the SEIU bargaining units where such contracting or subcontracting would result in loss or potential loss through attrition or layoff of such bargaining unit members. The County will make such notification at least 60 calendar days in advance of such action. The notice shall include an explanation of the County’s reason for proposing such contracting/subcontracting. The Union shall be given the opportunity to meet with the County to discuss the decision to contract out, and to meet and confer on the effect of such contracting outRead More →

Effective the pay period following Board approval of the successor MOU, longevity pay shall be paid as follows: One percent (1%) of base salary after the equivalent of five (5) years of full time County service (10,400 hours). An additional one and one-half percent (1.5%) of base salary (for a total of two and one half percent (2.5%)) after the equivalent of ten (10) years of full time County service (20,800 hours) An additional one and one-half percent (1.5%) of base salary (for a total of four percent (4%)) after the equivalent of twenty (20) years of full time County service (41,600 hours) An additionalRead More →

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

43.1     Continuance of working conditions and practices not specifically authorized by ordinance or by resolution of the Board of Supervisors is not guaranteed by this MOU. 43.2     This MOU shall supersede all existing memoranda of understanding between the County and the Union.Read 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 →

41.1.            Wellness Committee One worker representative from SEIU 521 may participate in the County Wellness Committee. 41.2.            EEO Advisory Committee The County agrees that SEIU 521 may designate one worker to serve on the EEO Advisory Committee. 41.3.            Central Safety Committee The County agrees that SEIU 521 may designate one worker to serve on the Central Safety Committee. Occupational health and safety are the mutual concern of the Employer, the Union and workers. Any workplace safety or health problem which is identified within the County should be directed to the supervisor, departmental Safety Committee or safety representative, County Safety Officer or the County’s Central SafetyRead More →

40.1     Inspection and Review Each worker shall have the right to inspect and review any official record relating to their performance as a worker or to a grievance concerning the worker which is kept or maintained by the County. The contents of such records shall be made available to the worker for inspection and review at reasonable intervals during the regular business hours of the County. The worker’s designated representative may also review the personnel file with specific written authorization from the worker. The County shall provide an opportunity for the worker to respond in writing, or personal interview, to any information about whichRead More →

If a worker covered by this MOU suffers loss of compensation due to the inequitable application of rules, regulations, policies and procedures and where said loss of compensation is not subject to the grievance procedure specified in Section 38 of the MOU, the worker shall attempt to resolve this matter with the immediate supervisor. If unable to resolve this matter satisfactorily, the worker or the worker’s Union representative may submit the complaint in writing to the Employee Relations Officer with a copy to the County Manager. If this matter is not resolved by the Employee Relations Officer within 30 working days from the date of receipt ofRead More →

The appointing authority may dismiss, issue non-punitive disciplinary letters to, or demote any worker in the classified service provided the rules and regulations of the Civil Service Commission are followed. Workers covered by this agreement may not be temporarily reduced in step. Right to Steward Representation Whenever a worker is required to meet with a supervisor and the worker reasonably anticipates that such meeting will involve questioning leading to disciplinary action, they shall be entitled to have a Steward present if they so request. It is not the intention of this provision to allow the presence of a Steward during the initial discussion(s) of aRead More →

Formal Appeal Notwithstanding the provisions of Section 38, appeals of permanent workers relating to performance evaluations which are below a standard score or rating set by the Human Resources Director shall go directly to the Civil Service Commission. Upon receipt of the appeal the Commission will review the facts and order such action as it determines is appropriate. Appeals must be filed with the Commission within 10 calendar days after the evaluation’s finalization. No evaluation shall be considered finalized until the worker has been given 10 working days for review and comment.   2.Informal Appeal Permanent workers may also request an informal appeal of below standard evaluations.Read More →

35.1.            Length Probationary workers 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 a worker is incapacitated due to medical conditions and is reassigned to work that is not part of the worker’s normal duties, the probation period for the primary job will be extended for the duration of the reassignment. The workerRead More →

When feasible, the County will offer work-out-of-class assignments to interested permanent workers who meet the minimum qualifications of the position prior to offering such assignments to extra-help workers. If offered, it is the worker’s responsibility to inform management of their interest in work-out-of-class assignments. Departments will solicit interest in such assignments via bulletin board posting, internal memo, and/or email within the department or division as the department deems appropriate. The intent of this section is to provide additional career development opportunities to permanent County workers when such assignments do not cause unreasonable disruptions to the work environment or work production. When feasible, the County willRead More →

No worker shall be required regularly to perform duties of a position outside of the classification to which they have been appointed. However, workers may be assigned temporarily duties outside their classification. In addition, under the conditions described in the Rules of the Civil Service Commission, a department head may temporarily assign to workers whatever duties are necessary to meet the requirements of an emergency situation. 33.1.            Reclassification Procedure A worker may request in writing a re‑evaluation of their job based on significant changes in job content or significant discrepancies between job content and the classification description. Such written request shall be submitted to theirRead More →

32.1.            Employee Preference If it becomes necessary to transfer permanently one or more workers from one geographical location to one or more geographical locations in different cities, such workers at the original geographical location who are working in the affected classifications shall be given an opportunity to express their desires for transfer. In such cases the department head shall give consideration to length of service and transportation factors along with such job related criteria as they deems appropriate, provided where all of these criteria are relatively equal, length of service shall prevail. The County shall discuss these criteria with the Union before selecting workers forRead More →

When the workload increases so that a part-time position becomes full-time, the Human Resources Director may at their sole discretion, certify that part-time worker to a full-time position in the same geographical location.Read More →

30.1.            Purpose The purpose of the Career Opportunities Program is to provide current employees with opportunities to promote, transfer, or change careers within the County in a way that is fair, competitive, easily understandable, efficient and appropriate to the County’s needs. Investing in and utilizing talents of its employees will enhance the performance of the organization.   30.2.            Career Development Program Committee In 2015, the County established a labor-management Career Development Program (CDP) Committee to evaluate the needs of today’s workplace and employees, and to restore and update the Career Opportunities Program. The CDP Committee is composed of County and labor representatives, not to exceedRead More →

29.1.            Examinations Open Examinations: Any person who meets the minimum qualifications for the job classification may compete. General Promotional Examinations: Permanent and probationary workers who have served at least six months in such status prior to the date of the examination 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 months prior to lay off. Persons in unclassified positions, who previously held positions in the classified service and who did not have a break in County service between the classified and unclassified appointments are eligible toRead More →

Workers covered by this MOU are eligible for benefits pursuant to the State Disability Insurance ProgramRead More →

The County shall continue to provide its present long term income protection plan for permanent workers at no cost to said workers; provided, however, that in order to be eligible for such plan, workers must have been employed by the County for 3 or more years. Effective with disabilities commencing on or after January 1, 1988, the 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 onset date shall be defined asRead More →

26.1.            Coverage Workers shall be covered by life insurance and accidental death insurance as follows: The County shall provide $20,000 of life insurance for each worker. The County shall provide $500 of life insurance for the worker’s spouse and up to a maximum of $500 of life insurance for each of the worker’s children depending on ages. The County shall provide an additional $10,000 of life insurance payable to the worker’s beneficiary if the worker’s death results from an accident either on or off the job. 26.2.            Supplemental Coverage Workers, depending on pre‑qualification, may purchase additional term life insurance to a maximum of $250,000 forRead More →

25.1.            Benefits Committee During 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 a part of an overall strategy to maintain balanced enrollment in County plans, To investigate the feasibility of revising medical and/or dental coverage and/or plan(s) and strategies to integrate wellness program participation into benefit insurance cost structure, and To address legislative changes to health insurance legislation, including, but not limited to, the Affordable Care Act. The Benefits Committee will be composed of County labor representatives, not to exceed two (2) representatives from each participating laborRead More →

Optional additional benefits may be available during open enrollment at an additional cost to the employee.Read More →

The County will continue to offer the Delta Dental and County Dental plans currently in effect. The County shall provide vision care coverage for workers and their eligible dependents. The County will pay the entire premium for this coverage.Read More →

22.1.            Payment of Healthcare Premiums – Regular Full Time Employees The County and covered workers share in the cost of health care premiums. The County will pay 85% of the total premium for the Kaiser HMO, Blue Shield HMO, or Kaiser High Deductible Health Plans (employees pay 15% of the total premium) and the County will pay 75% of the total premium for the Blue Shield POS Plan (employees pay 25% of the total premium). For full time employees enrolled in the Kaiser or Blue Shield High Deductible Health Plan, the County will annually contribute fifty percent (50%) of the cost of the deductible amountRead More →

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

20.1.            Accrual All workers, 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 worker, 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. 20.2.            Usage Sick leave is accrued paid leave from work that can be used for any of the following purposes: Diagnosis, care, or treatment of the worker’s illness, injury, health condition, or exposure to contagious disease which incapacitates them from performance of duties. This includes disabilities causedRead More →

19.1.            Vacation Allowance Workers, excluding extra-help or as herein otherwise provided, shall be entitled to vacation with pay in accordance with the following schedule. Part-time workers except extra-help shall be entitled to vacation accruals on a pro‑rated basis. Effective the first full pay period following Board approval of a successor MOU, vacation accrual shall be as follows: During the first 5 years of continuous service, vacation will be accrued at the rate of 4.0 hours per biweekly pay period worked. After the completion of 5 years of continuous service, vacation will be accrued at the rate of 5 hours per biweekly pay period worked. After theRead More →

The County does not intend to prohibit workers from being absent from work on election days if workers can charge such time off to a 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 →

17.1.            Eligibility Regular full-time workers in established positions shall be entitled to take all authorized holidays at full pay, not to exceed 8 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 workers shall be entitled to holiday pay, not to exceed 8 hours for any one day, in proportion to the average percentage of hours worked during the two pay periods without holidays immediately preceding the pay period which includes the holiday 17.2.            Holidays The holidays for the County are: (1)        January 1           Read More →

16.1.            Application If a worker’s position is abolished and they are unable to displace another County worker as provided in Section 15, they 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 their unused sick leave; provided, however that such worker shall be eligible for reimbursement only if they remain in the service of the County until their services are no longer required by the department head. The County shall make every effort to secure comparable employment for the displaced worker in other agencies. If such employment isRead More →

15.1.            Definition of Layoff Any department head may, with the Board of Supervisors approval, layoff workers because of lack of work, lack of funds, reorganization, or otherwise when in the best interests of the County. 15.2.            Notice of Layoff The department head will give at least thirty (30) days advance written notice to workers to be laid off except in an emergency situation in which case the Human Resources Director may authorize a shorter period of time. 15.3.            Precedence by Employment Status No permanent worker shall be laid off while workers working in extra-help, temporary, provisional, or probationary status are retained in the same classificationRead More →

A probationary or permanent worker who has resigned in good standing or accepted a voluntary demotion may, within 2 years following the effective date of the resignation or voluntary demotion, request that the Human Resources Director place their name on the reinstatement eligible list for any classification for which they are qualified. Additionally, workers who occupy positions which the Department Head has determined are at risk of being eliminated may be placed on appropriate reinstatement lists prior to the anticipated date of layoff. This list may be considered by department heads in addition to either the promotional eligible or general lists but cannot take precedenceRead More →

The County may reimburse workers for tuition and related fees paid for courses of study taken in off-duty status if the subject matter is closely related to the worker’s present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Director with the County Manager’s concurrence. There must be a reasonable expectation that the worker’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 degree, or for courses taken as part ofRead More →

Except where indicated below, the County does not reimburse workers for home to work and work to home travel. Any disputes concerning the interpretation or application of the mileage reimbursement policy shall be referred to the Human Resources Director whose decision shall be final. After notification is received from the IRS indicating a change in its allowable mileage rate, the County will change its rate to coincide with the rate set by the IRS, as soon as possible. Definition of Regular Work Location: The County facility(ies) or designated area(s) within the County where a worker reports when commencing their regularly assigned functions. Any County facility(ies)Read More →

Effective the first full pay period following Board of Supervisors approval of this successor MOU, 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. An employee may submit a request for bilingual pay to their Department Head or designee. Upon receipt of an employee request for bilingual pay, the Department Head or designee shall approve or denyRead More →

When warranted and in the interest of the County operation, department heads may assign workers to on‑call status. Compensation for on‑call duty shall be computed as follows: Workers shall be paid an hourly rate of $4.40 for time in which they are required to be in an on‑call status, unless otherwise provided below. Workers receiving call-back pay shall not be entitled to on‑call pay simultaneously.Read More →

If a worker has been receiving a shift differential or some other differential or pay for work-out-of‑class as provided in this MOU or in the Salary Ordinance for 30 or more calendar 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 worker’s holiday pay, vacation pay, paid sick leave or paid compensatory time. The vacation, sick leave, holiday and compensatory time off pay of a worker on a rotating shift shall include the shift differential suchRead More →

8.1.            Definition Shift differential pay, for the purpose of this Section, is defined as pay at a rate that is 8% above the worker’s base pay. Notwithstanding paragraph (1) above, the biweekly shift differential pay for full-time workers shall be at least twenty dollars ($20.00) above the worker’s base pay, to be prorated for part-time workers. 8.2.            Applicable Shifts Effective as soon as possible but no later than within the first three pay periods following Board of Supervisors’ adoption of a successor MOU, workers who are regularly assigned by a supervisor to work a shift of eight (8) hours or more that starts after11:59 a.m.Read More →

7.1.            Authorization All compensable overtime must be authorized by the department head or their designated representative in advance of being worked. If prior authorization is not feasible because of emergency conditions, a confirming authorization must be made on the next regular working day following the date on which the overtime was worked. Overtime worked must be in the job classification in which the person is regularly employed or in a classification for which the worker is authorized higher pay for work in a higher classification. 7.2.            Definition Except as otherwise provided by Charter, any authorized time worked in excess of the forty (40) hour weekly workRead More →

The standard workweek for workers occupying full-time positions consists of forty (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. Workers occupying part-time positions shall work such hours and schedules as the Board and the appointing authority shall prescribe. 6.1.            Out-of-Town Weekend Work Assignments Any worker who is assigned work that requires him or her to be out of town overnight on one or more weekend days shall be compensated as follows: $50.00 per day for eachRead More →

5.1.            Salary Ranges The salary ranges for all workers in the aforementioned representation units 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 for each classification the standard biweekly rate of pay for full-time employment, unless the schedule specifically indicates otherwise. The rates of pay set forth in the Exhibits represent the total compensation due workers, except for overtime compensation and other benefits specifically provided for by the Board of Supervisors or by this MOU. The rates of pay set forth in the Exhibits do not includeRead More →

There shall be no discrimination because of sex, pregnancy, childbirth, breastfeeding or related medical conditions, race, veteran status, religion (including religious dress), color, national origin or ancestry, physical or mental disability, medical condition, marital status, age, gender (including gender identity and gender expression), sexual orientation, use of family medical leave, genetic testing, or any other basis protected by federal or state law or County Ordinance, or legitimate union activities against any worker or applicant for employment by the Union or by the County or by anyone employed by the County; and to the extent prohibited by applicable state and federal law, there shall be noRead More →

The County and Union agree that professional, productive, and positive labor relations can be accomplished when Union and County representatives work together to support the services we provide to the public. To support this philosophy, the parties have agreed to the provisions regarding attendance at meetings and handling of meetings. Paid release time is intended to support the collaboration and cooperative spirit of labor relations by ensuring that Union members have access to resources designed to help support their continued success as public employees and that Union leaders have an opportunity to work together to support the success of their members. 3.1.            Attendance at MeetingsRead More →

The Union agrees that it has the duty to provide fair and non-discriminatory representation to all workers in all classes covered by this MOU regardless of whether they are members of the Union. 2.1.            Reinstatement Workers that are separated from the representation unit shall be reinstated upon the worker’s return to the representation unit. For purpose of this Section, the term separation includes transfer out of the representation unit, layoff, FMLA leave, workers comp absence and any leave of absence with or without pay. 2.2.            Payroll Deduction The County shall deduct Union membership dues and any other mutually agreed upon payroll deduction including voluntary COPERead More →