Local 829, American Federation of State, County and Municipal Employees, AFL-CIO, Local 521, Service Employees International Union, and representatives of the County of San Mateo have met and conferred in good faith regarding wages, hours and other terms and conditions of employment of extra-help employees in the representation units listed

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

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

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 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

ClassCode Class Title Work Group Pay Range A B C D E N060 CONSTRUCTION INSPECTOR I 1 3966 $     2,538.40 $     2,684.00 $     2,837.60 $     3,000.80 $     3,172.80 N062 CONSTRUCTION INSPECTOR II 1 4663 $     2,984.00 $  

Class Code Class Title Work Group Pay Range A B C D E N060 CONSTRUCTION INSPECTOR I 1 3888 $     2,488.00 $     2,631.20 $     2,782.40 $     2,941.60 $     3,110.40 N062 CONSTRUCTION INSPECTOR II 1 4572 $     2,926.40 $

ClassCode Class Title Work Group Pay Range A B C D E K008 CIRCULATION SUPERVISOR-E 1 3775 $     2,416.00 $     2,554.40 $     2,700.80 $     2,856.00 $     3,020.00 K001 LIBRARIAN I 5 3756 $     2,404.00 $     2,541.60

Class Code Class Title Work Group Pay Range A B C D E K008 CIRCULATION SUPERVISOR-E 1 3701 $     2,368.80 $     2,504.80 $     2,648.00 $     2,800.00 $     2,960.80 K001 LIBRARIAN I 5 3682 $     2,356.80 $    

Class Code Class Title Work Group Pay Range A B C D E K008 CIRCULATION SUPERVISOR-E 1 3593 $     2,299.20 $     2,431.20 $     2,571.20 $     2,718.40 $     2,874.40 K001 LIBRARIAN I 5 3575 $     2,288.00 $    

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

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 dollars ($450.00) shall be made when the worker is hired by or transferred into a Division requiring uniforms. A maintenance allowance of

Class Code Class Title Work Group Pay Range A B C D E U076 APPRAISER I 1 3243 $     2,320.80 $     2,453.60 $     2,594.40 B304 APPRAISER I- U 1 3243 $     2,320.80 $     2,453.60 $     2,594.40 U074 APPRAISER

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,

Accounting and Administrative Unit 1Premium Pay for Communications Technicians.  A premium of $5.00 per hour or fraction thereof will be paid to technicians for the time they are required to spend working on towers or poles used as antenna support structures at heights greater than 25 feet above the base of

The following list summarizes the various benefit programs in effect for workers: MEDICAL (Active): The County pays 85% of the total premium for HMO Plans – Kaiser or Blue Shield HMO  (workers pay 15% of the total premium) and the County pays 75% of the total premium for Blue Shield

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

Effective the pay period following Board approval of the successor MOU (November 23, 2014), the County shall discontinue employer pick up of the employee’s statutorily required retirement contribution. Effective the pay period following Board approval of the successor MOU (November 23, 2014), County pick-up shall be replaced by longevity pay

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

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.

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

41.1 Employee Assistance Committee The County shall maintain a management/worker committee that is charged with the responsibility for reviewing the Employee Assistance Program in San Mateo County. The worker representatives include one worker from SEIU 521. Please see plan documents for specifics on coverage for this benefit.   41.2 EEO Advisory

40.1 Inspection and Review Each worker shall have the right to inspect and review any official record relating to his/her 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

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

38.1 Definition 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 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

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

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

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

33.1                                                                                                                                No worker shall be required regularly to perform duties of a position outside of the classification to which he/she has 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

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

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

Establish County-wide Committee to Revise Career Opportunities Program. The County and Union acknowledge that the Career Opportunities Program described in Section 30 and Exhibit F of the 2010 MOU between the parties has become outdated and non-operational. The County and Union desire to restore and update the Career Opportunities Program,

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

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

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

25.1 Benefits Committee During the term of this MOU, the County and Unions shall convene the Benefits Committee 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 including FSA debit cards. The Benefits Committee will

The County shall provide vision care coverage for workers and their eligible dependents. The County will pay the entire premium for this coverage.

The County will continue to offer the Delta Dental and County Dental plans currently in effect.

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

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

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

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 prorated basis. During the first 5 years of continuous service, vacation will be accrued

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

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 pay status on both their regularly scheduled workdays immediately preceding and following the holiday. Part-time workers shall

16.1 Application If a worker’s position is abolished and he/she is unable to displace another County worker as provided in Section 15, he/she 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

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

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 his/her name on the reinstatement eligible list for any classification for which he/she

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

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

Effective the first pay period following Union ratification, a salary differential of $55.00 biweekly shall be paid incumbents of positions requiring bilingual proficiency as designated by the appointing authority and Human Resources Director. Said differential shall be prorated for workers working less than full-time or who are in an unpaid

Section 10. On Call Duty 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

If a worker has been receiving a shift differential or some other differential or pay for work-out-ofclass 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

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 $20.00 above the worker’s base pay, to be

7.1 Authorization All compensable overtime must be authorized by the department head or his/her 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

The standard workweek for workers occupying full-time positions consists of 40 hours unless otherwise specified by the Board of Supervisors. The appointing authority shall fix the hours of work with due regard for the convenience of the public and the laws of the State and the County. Workers occupying part-time

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

There shall be no discrimination because of sex, pregnancy, childbirth or related medical conditions, race, veteran status, religion, 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

3.1 Attendance at Meetings County workers who are official representatives or Stewards of the Union 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

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 Agency Shop All workers and new hires employed in classes covered by this MOU, except supervisors

Local 521, Service Employees International Union, hereinafter referred to as the “Union” or “SEIU 521”, is the recognized employee organization for the representation units listed below, certified pursuant to Resolution No. 38586, adopted by the Board of Supervisors on May 16, 1978. Accounting and Administrative Services Unit Appraisal Unit Office and Technical

Memorandum of Understanding between County of San Mateo and Service Employees International Union (SEIU) Local 521 October 12, 2014 –October 6, 2018 Local 521, Service Employees International Union, and representatives of the County of San Mateo have met and conferred in good faith regarding wages, hours and other terms and conditions