Licensed Land Surveyors, Associate Engineers, Associate Civil Engineers and Assistant Engineers licensed by the State of California as Traffic Engineers, shall be paid the equivalent of one-half (1/2) step in addition to all other compensation. At the County’s request, the County and Council will reopen this section to meet and confer over changes. At the discretion of the Department head, and on a case by case basis, The Department of Public Works will provide required footwear for employees Licensed Land Surveyors, Assistant Engineers, Associate Engineers, and Associate Civil Engineers assigned to perform work in the field. Within one hundred and twenty (120) days of theRead More →

San Mateo County Council of Engineers Salaries: 03/01/2015 Class Code Class Title Work Group Range A B C D E N033 ASSISTANT ENGINEER 1 4189 $ 2,680.80 $ 2,834.40 $ 2,997.60 $ 3,169.60 $3,351.20 N020 ASSOCIATE CIVIL ENGINEER 5 5550 $ 3,552.00 $ 3,756.00 $ 3,971.20 $ 4,199.20 $4,440.00 N018 ASSOCIATE ENGINEER 5 4957 $ 3,172.80 $ 3,354.40 $ 3,547.20 $ 3,750.40 $3,965.60 N021 LICENSED LAND SURVEYOR 5 5630 $ 3,603.20 $ 3,809.60 $ 4,028.80 $ 4,260.00 $4,504.00   San Mateo County Council of Engineers Salaries: 07/05/2015 Class Code Class Title Work Group Range A B C D E N033 ASSISTANT ENGINEER 1 4231 $Read More →

The following list summarizes the various benefit programs in effect for employees as of April 1, 2011: MEDICAL (Active): The County pays 85% of the total premium for Kaiser and Blue Shield HMO plans, (employees pay 15% of the total premium) and the County pays 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 amount for the plan to a Health Savings Account. For part time employeesRead More →

Subject to applicable federal regulations, the County agrees to provide a deferred compensation plan that allows employees to defer compensation on a pre-tax basis through payroll deduction. Effective January 1, 2016, 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 employee’s date ofRead More →

Any agreements reached with AFSCME regarding retirement plans shall be extended to this MOU. The intent of this paragraph is to memorialize a “me-too” agreement regarding retirement plan changes entered into with AFSCME. In the event that AFSCME Local 829 or SEIU Local 521 negotiate a termination of the employee retirement cost sharing provision, cost sharing will also be terminated for employees represented by SMCCE on the same effective date as that negotiated by AFSCME or SEIU.Read More →

Employees hired on or after August 7, 2011 will pay fifty percent (50%) of the Retirement COLA cost as determined by SamCERA. COLA costs are included in the Plan 7 statutory rate. Effective July 3, 2016, all employees will pay fifty percent (50%) of the Retirement COLA cost as determined by SamCERA. Effective July 5, 2015, employees will receive a one percent (1%) salary increase to offset the additional employee payment toward retirement COLA.Read More →

Effective August 7, 2011, the County will pick up 75% of employees’ statutorily required retirement contributions. The employer pick-up of the employee’s retirement contribution shall not apply to the additional contribution described in Section 41.3 below. Effective March 1, 2015, employer payment of the employee’s share of retirement cost (Employer Paid Member Cost- EPMC) described in Section 41.2 shall be eliminated and replaced with a five percent (5%) salary offset. Historical Information: In the agreement beginning April 13, 2003 the County’s increase of the County’s pick up from 50% to 100% was made in lieu of a 2% salary increase.  In the agreement beginning onRead More →

40.2 Employees hired between August 7, 2011 and December 31, 2012. The retirement benefit options shall be: Plan 5: (1.725% @ 58) (pre‐enhancement tier) with no three percent (3%) cost share. Current Plan 4: Two percent at fifty-five and one-half (2% @ 55.5) (as described in 41.1 above) is closed to new employees hired on or after the effective date of the commencement of Plan 5. However, employees may transfer into Plan 4 after providing the equivalent of ten (10) years (twenty thousand eight hundred (20,800) hours) of service in Plan 5, and entering into an agreement with the San Mateo County Employee’s Retirement AssociationRead More →

40.1 Employees hired before August 7, 2011. Effective March 13, 2005, the County implemented the two percent at fifty-five and one-half (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 inRead More →

The County agrees to provide payment on a reimbursement basis to a maximum of three hundred dollars ($300) for the annual cost of dues, functions, events and activities sponsored by the professional societies and/or association which are work related and as one of their principal purposes is not the representation of individuals in matters concerning wages, hours or other terms and conditions of employment. The organizations which the employee wishes to join shall be selected by the employee. Reimbursement shall be subject to participation by the employee in said societies and/or associations and written approval of the department head or his/her designated representative.Read More →

The County will, under the terms of the tuition reimbursement section of the contract and within the tuition reimbursement program budget, 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 Director of Human Resources 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 theRead More →

With regards to the investigation of a possible criminal offense, if such investigation leads to neither conviction nor disciplinary action, reference to the investigation shall be removed from the employee’s personnel file. If the criminal investigation results in conviction and/or disciplinary action, any reference to the investigation which may be in the employee’s personnel file will be retained and will be subject to inspection pursuant to this Section.Read More →

Employees may request in writing to the Department Head with a copy to the Human Resources Director that letters of reprimand which are two (2) or more years old be sealed and kept separate from the employee’s personnel files. Said letters of reprimand shall be sealed and removed provided the following conditions are met: 1. The file does not contain subsequent letters of reprimand or records of disciplinary action involving the same type of infraction, in which case the prior letter of reprimand will remain in the employee’s personnel file until the most current related letter of reprimand or record of disciplinary action is twoRead More →

The County shall provide an opportunity for the employee to respond in writing or personal interview to any information with which he/she disagrees. Such response shall become a permanent part of the employee’s personnel record. The employee shall be responsible for providing the written responses to be included as part of the employee’s permanent personnel record.Read More →

34.1 Employee Review Each employee shall have the right to inspect and review any official record relating to his/her performance as an employee or to a grievance concerning the employee that is kept or maintained by the County. The contents of such records shall be made available to the employee for inspection and review at reasonable intervals during the regular business hours of the County. The employee’s designated representative may also review the personnel file with specific written authorization from the employee.Read More →

If an employee 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 32 of this MOU, the employee shall attempt to resolve this matter with the immediate supervisor. If unable to resolve this matter satisfactorily, the employee or the employee’s Council representative may submit the complaint in writing to the Employee Relations Manager with a copy to the County Manager. If this matter is not resolved by the Employee Relations Manager within thirty (30) working days from the dateRead More →

(a) The provisions of this Section shall not abridge any rights to which an employee may be entitled under the County Charter, nor shall it be administered in a manner which would abrogate any power which, under the County Charter, may be within the sole province and discretion of the Civil Service Commission. (b) All grievances of employees in the bargaining unit 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 32.2 above shall be taken unless it is determined that the employee is not availing himself/herself ofRead More →

The Council, 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 the Council nor any representatives thereof shall engage in job action for the purpose of effecting changes in the directives or decisions of management of the County, nor to effect a change of personnel or operations of management or of employees not covered by this MOU. In the case of a legally declaredRead More →

All complaints involving or concerning the payment of compensation shall be initially filed in writing with the Director of Human Resources. 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 and 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 uponRead More →

Any employee or official of the Council may notify the Human Resources Director in writing that a grievance exists, stating the particulars of the grievance and, if possible, the nature of the determination desired. Such notification must be received within twenty-eight (28) calendar days from the date of the employee’s or Council official’s knowledge of the alleged grievance. The Employee Relations Unit will review the matter at issue and make a recommendation to the Public Works Director concerning resolution. The decision of the Public Works Director, if not satisfactory, may be appealed to the County Manager whose decision shall be final.Read More →

32.1 Definition A grievance is any dispute which involves the interpretation or application of any provision of this MOU excluding side letters and letters attached to this agreement, and 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. If an employee files an EEOC, DFEH or administrative EEO complaint with the Equal Employment Opportunity Manager, the issue will no longer be subject to this grievance procedure, but will be processed in accordance with regulations or procedures governing the processing ofRead More →

The appointing authority may dismiss, suspend, reduce in step or demote any employee in the classified service provided the rules and regulations of the Civil Service Commission are followed. Procedures for dismissal, suspension, reduction in step or demotion for cause are set forth in Rule XIII of the San Mateo County Civil Service Commission Rules. Any employee may appeal such dismissal, suspension, reduction in step or demotion to the Civil Service Commission. Appeals to the Civil Service Commission must be filed within fourteen (14) calendar days after notice of dismissal, suspension, reduction in step or demotion for cause is mailed or hand delivered to theRead More →

Permanent employees may also request an informal appeal of below standard evaluations. At the request of the employee and the Council to the Human Resources Director or his/her designee, a meeting will be arranged in an effort to clarify and, if possible, resolve areas of disagreement. Such meetings will be attended by the employee, his/her Council representative, the employee’s first and second level supervisors, and a representative of the Human Resources Department. Informal appeals may be granted at any time prior to Civil Service Commission review.Read More →

30.1 Formal Appeal Notwithstanding the provisions of Section 32 of this MOU, appeals of permanent employees relating to performance evaluations which are below a standard score or rating set by the Director of Human Resources 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 ten (10) calendar days after the evaluation’s finalization. No evaluation shall be considered finalized until the employee has been given ten (10) working days for review and comment.Read More →

Permanent employees who transfer to another position in the same classification within the same department shall not be required to undergo a new probationary period in the position into which transferred. Employees who transfer to a class in another series or in another department may be required by the department head to start a new probationary period. If a new probationary period is a condition for transfer, the employee shall sign a statement indicating an understanding of this fact prior to the effective date of the transfer. At the discretion of the Human Resources Director, examinations to demonstrate qualifications may be required before transfers betweenRead More →

The appointing authority may terminate a probationary employee at any time during the probationary period without right of appeal in any manner and without recourse to the procedures provided in Section 32 (Grievances), except when the employee alleges, and substantiates in writing that the termination was due to discrimination prohibited by county, state or federal statutes or regulations. If discrimination is alleged, the appeal or grievance shall be decided solely on the basis of whether or not the termination was due to discrimination; and unless it is determined that there was discrimination, the person or persons hearing the appeal or grievance shall not substitute theirRead More →

An employee who is laid off and subsequently appointed as a result of certification from a general employment eligible list to a position in a different classification than that from which laid off shall undergo the probationary period prescribed for the class to which appointed. Former probationary employees whose names were placed on a reemployment eligible list before they achieved permanent status shall start a new probationary period when appointed from a reemployment eligible list.Read More →

An employee who is not rejected prior to the completion of the prescribed probationary period shall acquire permanent status automatically. Former permanent employees appointed from a reemployment eligible list shall be given permanent appointments when re-employed. Permanent employees who are involuntarily demoted to lower classifications shall be given permanent appointments in the lower classifications.Read More →

29.1 Length Probationary employees shall undergo a probationary period of one thousand forty (1,040) regular hours, unless a longer period, not to exceed two thousand eighty (2,080) regular hours is prescribed by the Civil Service Commission for their classifications. 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 probationary period for the primary job will be extended for the duration of the reassignment. The employee shall be notified in writing of the probationary extension at the time of the reassignment. Time worked by an employee in a temporary or provisionalRead More →

When an employee has been assigned in writing by the department head or designated representative to perform the substantive duties of a permanent position having a different classification and being paid at a higher rate, and if he/she has worked in such classification for five (5) consecutive workdays, (four (4) consecutive workdays for an employee on a four-ten (“4/10”) work schedule), he/she shall be entitled to payment for the higher classification, as prescribed for promotions in subsection 5.5 of this MOU, retroactive to the first (1st) workday and continuing during the period of temporary assignment, under the following conditions: (1) The assignment is caused byRead More →

No employee shall be required regularly to perform duties of a position outside of the classification to which he/she has been appointed. However, employees may be temporarily assigned 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 employees whatever duties are necessary to meet the requirements of an emergency situation.Read More →

(1) Employee Preference If a majority of employees in the same classification or organizational unit working in the same geographical location are to be transferred to one (1) or more work locations in different cities, such employees 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 he/she deems appropriate. The County shall discuss these criteria with the Council before selecting employees for transfer. (2) Non-Disciplinary Disposition If itRead More →

Permanent employees who are promoted to a higher classification shall undergo the probationary period prescribed for the higher classification but shall have the right to demote to their former classification in their former department if a vacancy in their former classification exists. 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 shall displace the least senior employee as determined by Civil Service Rule XVI. If no less senior position exists, then the employee shall be removed from County service.Read More →

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

24.1 Examinations (1) Open Examinations: Any person who meets the minimum qualifications for the job classification may compete. (2) General Promotional Examinations: Permanent and probationary employees who have served at least six (6) 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 (6) months prior to lay off. (3) Departmental Promotional Examinations: Permanent and probationary employees of the specific department in which a promotional opportunity exists who have served at least six (6) months inRead 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 →

Employees, depending on pre-qualification, may purchase additional term life insurance to a maximum of two hundred fifty thousand dollars ($250,000) for employee, one hundred twenty-five thousand dollars ($125,000) for spouse, and ten thousand dollars ($10,000) for dependents.Read More →

22.1 Coverage Employees shall be covered by life insurance and accidental death insurance as follows: The County shall provide twenty thousand dollars ($20,000) of life insurance for each employee. The County shall provide five hundred dollars ($500) of life insurance for the employee’s spouse and up to a maximum of five hundred dollars ($500) of life insurance for each of the employee’s children, depending on their ages. The County shall provide an additional ten thousand dollars ($10,000) of life insurance payable to the employee’s beneficiary if the employee’s death results from an accident either on or off the job.Read More →

The County shall contribute an amount necessary to provide the current vision care benefits plan for the individual employee and eligible dependents including adult dependents and domestic partners and the children and young adult dependents of domestic partners. The County will pay the entire premium for this coverage. Ten dollar ($10.00) copays exist for both examinations and materials. The County will continue to pay one hundred percent (100%) of the premium for the Vision Care Plan.Read More →

20.1 The County shall contribute a sum equal to ninety percent (90%) of the premium for the County Plan and for the Delta Dental PMI Plan. All employees must participate in one of these plans. 20.2 During an employee’s first year of employment with the County, there shall be a cap on County Dental Plan coverage consisting of one hundred dollars ($100.00) deductible and sixty percent (60%) usual customary and reasonable fees (U.C.R.). 20.3 There is an annual twenty-five hundred dollar ($2,500) per person maximum benefit in the County Dental Plan. 20.4 Children and young adult dependents of domestic partners are covered by the dentalRead More →

Agreements reached with AFSCME or SEIU on Health Plan design changes will be applied to the SMCCE bargaining unit. This does not apply to changes in premium cost sharing between the County and employees. The intent of this language is to establish “me-too” agreement regarding Health Plan design changes.Read More →

During the term of this MOU, the County and the 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 be composed of County and labor representatives, not to exceed two (2) representatives from each participating labor organization and four (4) County representatives.Read More →

Health plan changes that are initiated by the health plan based on either legislative/regulatory changes or health plan organization policy changes are provided to employers each year. These changes are typically not significant in terms of the numbers of individuals who are impacted by the change. For instance, they do not often include co-pay changes for outpatient or inpatient physician or facility services, prescription drug co-pays or major plan design co-pays. Where health plans initiate these kinds of changes to the contract, Employee Benefits will share with labor the specific changes health plans are communicating at the time of renewal, before implementing the change. WhereRead More →

The Council agrees that it will participate in good faith discussions concerning the County’s Health Plans. Both parties agree that revisions in Health Plans or in the contribution ratio between the County and the employee may be necessary to retain an equitable relationship between the gross premium and the County/employee contribution to that premium. The County agrees to provide information to support and inform such discussionsRead More →

Effective October 20, 1996 grandchildren of custodial grandparents will be eligible dependents on all health, dental, and vision plans, whether or not formal adoption has occurred. This eligibility is contingent on documentation which is acceptable to the Health Plan. Retiree Health Savings Account The County will implement a retiree health savings plan in which the bargaining unit may elect to participate. The terms under which the retiree health savings plan will operate will be determined through the joint Labor/Management Committee process. In the event an employee separates from County employment with less than ten (10) years of service, he or she will forfeit the CountyRead More →

Retirees who live in areas where no County Health plan coverage is available, and who are eligible for conversion of sick leave credits to a County contribution toward health plan premiums, may receive such contribution in cash while continuously enrolled in an alternate health plan in the area of residence. This option can be selected at any time the retiree moves out of a County health plan coverage area. It is understood that such enrollment shall be the sole responsibility of the retiree. This option must be selected either: 1) At the time of retirement or 2) During the annual open enrollment period for theRead More →

Employees may increase the number of hours per month to be converted up to a maximum of fourteen (14) hours of sick leave per month. Such conversion may be in one (1) full hour increments above a minimum of six (6) or eight (8) hours. The number of hours to be converted shall be set upon retirement and can be changed annually during open enrollment, or upon a change in family status that impacts the number of covered individuals (e.g., death of spouse, marriage and addition of spouse).Read More →

Employees who retire from the County of San Mateo via service retirement during the term of this contract will, upon exhaustion of accrued sick leave, be credited with additional hours of sick leave as follows: With at least ten (10) but less than fifteen (15) years of service with the County of San Mateo – ninety-six (96) hours With at least fifteen (15) but less than twenty (20) years of service with the County of San Mateo – one hundred ninety two (192) hours With twenty (20) years or more of service with the County of San Mateo – two hundred eighty eight (288) hoursRead More →

(a) Surviving Spouse of Active Employee: The surviving spouse of an active employee who dies may, if the spouse elects a retirement allowance, convert the employee’s accrued sick leave to the above specified limits providing that the employee was age fifty-0five (55) or over with at least twenty (20) years of continuous service. (b) Surviving Spouse of Retiree: Should a retired employee die while receiving benefits under this section, the employee’s spouse and eligible dependents shall continue to receive coverage to the limits provided above.Read More →

Employees whose employment with the County is severed by reason of retirement during the term of this (MOU) shall be reimbursed by the County for their unused, accrued sick leave at time of retirement on the following basis: (a) Employees Hired Prior to July 10, 2011: For employees hired prior to July 20, 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 July 10, 2011, who retire with at least fifteen (15) years ofRead More →

For County employees occupying permanent part-time positions, who work a minimum of forty (40), but less than sixty (60) hours in a biweekly pay period, the County will pay one-half (½) of the hospital and medical care premiums described above. For County employees occupying permanent part-time positions who work a minimum of sixty (60), but less than eighty (80) hours in a bi-weekly pay period, or qualify for health benefits under the Affordable Care Act (ACA), the County will pay eighty-five percent (85%) of the Kaiser High Deductible Health Plan (HDHP) or three-fourths (¾) of the hospital and medical care premiums described above. Upon requestRead More →

Regular Full Time Employees: The County and covered employees share in the cost of health care premiums. Effective April 1, 2011, the County will pay eighty-five percent (85%) of the total premium for the Kaiser HMO, Blue Shield HMO, or Kaiser High Deductible Health Plan (employees pay fifteen percent (15%) of the total premium), or the County will pay seventy-five percent (75%) of the total premium for the Blue Shield POS Plan (employees pay twenty-five percent (25%) of the total premium) .Read More →

18.1 Any agreements reached with the American Federation of State, County and Municipal Employees (AFSCME) regarding Hospitalization and Medical Care, including Retiree Health (Section 18), Dental Care (Section 20), and/or Vision Care (Section 21) shall be extended to this Memorandum of Understanding. The intent of this paragraph is to memorialize a “me-too” agreement regarding medical, dental and vision benefit changes entered into with AFSCME.Read More →

The County will provide up to two (2) days paid bereavement leave upon the death of an employee’s parent, spouse, domestic partner, child or step-child, sibling, mother-in-law, father-in-law, grandparents or grandchildren. In addition, employees may utilize accrued sick leave pursuant to Section 16.2.Read More →

(1) Refusal of Leave or Failure to Return After Leave: Failure to report for duty after a leave of absence request has been disapproved, revoked or canceled by the appointing authority, or at the expiration of a leave, shall be considered an absence without leave. Absence Without Leave: Absence from duty without leave for any length of time without a satisfactory explanation is cause for dismissal. An employee is deemed to have resigned if the employee is absent for five (5) consecutive work days without prior authorization and without notification during the period of absence. Regular employees will be given an opportunity to explain theRead More →

Educational leave of absence with pay may be granted to employees under the conditions specified in this Section. In order to be granted educational leave of absence with pay an employee must submit on the prescribed form a request to the appointing authority containing all information required to evaluate the request. The County may, after approval of an employee’s application, grant leave of absence with pay for a maximum of sixty-five (65) working days during any fifty-two (52)  pay periods for the purpose of attending a formal training or educational course of study. Eligibility for such leaves will be limited to employees with at leastRead More →

Upon approval by the department head, an employee, shall be permitted authorized absence from duty for appearance in court because of jury service, in obedience to subpoena or by direction of proper authority, in accordance with the following provisions: (1) Said absence from duty will be with full pay to a maximum of eight (8) hours for each day the employee serves on the jury or testifies as a witness in a criminal case, other than as a defendant, including necessary travel time. As a condition of receiving such full pay, the employee must remit to the County Treasurer through the employee’s department head, withinRead More →

(1) General Provisions (a) Qualifying: Only permanent or probationary employees occupying permanent positions are eligible for leaves of absence without pay under the provisions of this Section. (b) Application for and Approval of Leaves of Absence Without Pay: To receive leave without pay, an employee must submit a request on the prescribed form to his/her department head describing the reasons for the request and all other information required for the department head, or his/her representative, to evaluate the request. (c) Granting of Leaves of Absence Without Pay: An appointing authority may grant leave of absence without pay for up to a maximum of two (2)Read More →

(1) Job Incurred Disability Leave With Pay (a) Definition: Job incurred disability leave with pay is an employee’s absence from duty with pay because of disability caused by illness or injury arising out of and in the course of his/her employment which has been declared to be compensable under the Workers’ Compensation Law. Only permanent or probationary employees occupying permanent positions are eligible for job incurred disability leave with pay. Job incurred disability leave runs concurrently with other applicable statutory leaves, including FMLA and CFRA. (b) Payment: Payment of job incurred disability leave shall be at the base pay of the employee, and shall beRead More →

Authorized absence without pay which exceeds twenty-eight (28) consecutive calendar days for either: (1) a leave of absence for personal reasons; (2) a leave of absence on account of illness or injury not compensated through Workers’ Compensation benefits; or (3) a leave of absence to fill an un-expired term in elective office shall not be included in determining salary adjustment rights or any seniority rights based on length of employment.Read More →

Employees on leaves of absence without pay for more than two (2) pay periods shall not be entitled to payment of the County’s portion of the premiums for the health, dental, life or long-term disability insurance, except as provided hereinafter or in accordance with legal requirements. The entitlement to payment of the County’s portion of the premiums shall end on the last day of two (2) full pay periods in which the employee was absent. An employee who is granted a leave of absence without pay for reasons of the employee’s illness or accident shall be entitled to two (2) biweekly pay periods of theRead More →

17.1 General Employees shall not be entitled to leaves of absence as a matter of right, but only in accordance with the provisions of law and this MOU. Unless otherwise provided, or in the event of disciplinary action, involuntary transfer, lay-off, or if an employee is no longer able to perform the essential functions of the job class with or without reasonable accommodation, the granting of a leave of absence also grants to the employee the right to return to a position in the same classification, or equivalent classification, in the same department, as he/she held at the time the leave was granted. The grantingRead More →

An employee who is injured or who becomes ill while on vacation may be paid for sick leave in lieu of vacation provided that the employee: (1) Was hospitalized during the period for which sick leave is claimed, or (2) Received medical treatment or diagnosis and presents a statement indicating illness or disability signed by a physician covering the period for which sick leave is claimed, or (3) Was preparing for or attending the funeral of a member of the immediate family. No request to be paid for sick leave in lieu of vacation will be considered unless such request is made and the aboveRead More →

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

When an employee who has been working in a seasonal or extra help category is appointed to a permanent position such appointee may receive credit for such extra help or seasonal 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 to him/her upon reemployment. The employee shall not have anyRead More →

When the requirement for sick leave is known to the employee in advance of his/her absence, the employee shall request authorization for sick leave at such time, in the manner hereinafter specified. In all other instances the employee shall notify his/her supervisor as promptly as possible by telephone or other means. Before an employee may be paid for the use of accrued sick leave he/she shall complete and submit to his/her department head a request with the dates and hours of absence and such other information as is necessary for the request to be evaluated. If an employee does not return to work prior toRead More →

Employees are entitled to be paid for sick leave used, to a maximum of the time accrued, under the following conditions: (1) The employee’s illness, injury or exposure to contagious disease which incapacitates him/her from 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 shall run concurrently with applicable statutory leaves, such as Family Medical Leave. (2) The employee’s receipt of required medical or dental care or consultation. (3) The employee’s attendance on a memberRead More →

All employees, except seasonal employees, shall accrue sick leave at the rate of three and seven-tenths (3.7) hours for each two-week pay period of full-time work. Such accrual shall be prorated for any employee, except seasonal employees, 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 →

When an employee is separated from County service after continuous employment of at least thirteen (13) biweekly pay periods, the cash out value of his/her unused, accrued vacation shall be added to his/her final compensation. An employee separated before serving thirteen (13) pay periods shall not be eligible for vacation cash out.Read More →

The time at which employees shall be granted vacation time off 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 seasonal or as herein otherwise provided, shall be entitled to accrue vacation with pay in accordance with the following schedule: (1) During the first five (5) years of continuous service, vacation will be accrued at the rate of four (4.0) hours per biweekly pay period worked. (2) After the completion of five (5) years of continuous service, vacation will be accrued at the rate of four and nine-tenths (4.9) hours per biweekly pay period worked. (3) After the completion of ten (10) years of continuous service, vacation will be accrued at the rate of five and nine-tenths (5.9) hours per biweekly pay periodRead More →

Employees working on a holiday shall be compensated for such time worked at the rate of one and one-half (1-½) times the straight-time rate. This compensation may, at the option of the employee, be in the form of overtime pay or compensatory time off, but may not be a combination of the two.Read More →

If any of the holidays listed above falls on a day other than Sunday and the employee is not regularly scheduled to work that day, or if an employee is required to work on a holiday, the employee shall be entitled to equivalent straight time off with pay. An employee may accrue equivalent straight time off earned up to one hundred twenty (120) hours with any time earned in excess of 120 hours cashed out at the equivalent straight time rate. If an employee leaves County service with accrued holiday hours, those hours will be cashed out.Read More →

The holidays in this County are: (1) January 1 (New Year’s Day) (2) Third Monday in January (Martin Luther King, Jr.’s Birthday) (3) February 12* (Lincoln’s Birthday) (4) Third Monday in February (Washington’s Birthday) (5) Last Monday in May (Memorial Day) (6) July 4 (Independence Day) (7) First Monday in September (Labor Day) (8) Second Monday in October (Columbus Day) (9) November 11 (Veterans Day) (10) Fourth Thursday in November (Thanksgiving Day) (11) Friday following Thanksgiving Day (12) December 25 (Christmas) (13) Every day appointed by the President of the United States or the Governor of the State of California to be a day of publicRead More →

14.1 Eligibility Regular full-time employees in established positions shall be entitled to take all authorized holidays at full pay, not to exceed eight (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 employees shall be entitled to holiday pay equivalent to their benefit status (half ( ½ )-time employees shall receive four (4 )hours, three-fourths ( ¾)-time employees shall receive six (6) hours). It is understood that employees on the Voluntary Time Off (VTO) Program are considered to be in a full pay status for purposes of thisRead More →

If an employee is laid off and not reemployed by the County through a transfer, demotion, or displacement of another employee, the County will pay up to four thousand dollars ($4,000) for tuition or fees in payment for accredited courses or training taken within twelve (12) months of layoff, and taken for the purpose of finding new employment. The administration of this new benefit will be determined by mutual agreement between the County and the Council.Read More →

Health Benefits Following Layoff The County will pay the County share of premium for nine (9) months of medical coverage only for an individual who are laid off. This coverage is contingent on the following conditions: The individual has not refused a County job offer. The individual is unemployed. The individual continues to pay their share of the premium. The coverage is for health insurance only, and does not cover dental or vision. Such coverage runs concurrently with COBRA and Cal COBRA..Read More →

Application In the event that an employee’s position is abolished and such employee is unable to displace another County employee as provided in Section 12 of this Memorandum of Understanding such employee shall receive one week of pay for each full year (2080 hours) of regular service to the County, and 50% of the cash value of his/her unused sick leave; provided, however that such employee shall be eligible for pay only if the employee remains in the service of the County until his/her services are no longer required by the department head. The County shall make every effort to secure comparable employment for theRead More →

The names of employees laid off shall be placed on reemployment eligible lists as specified below. Former employees appointed from a reemployment eligible list shall be restored all rights accrued prior to being laid off, such as sick leave credits, vacation credits, and vacation accrual rate, and credit for years of service toward the calculation of seniority. However, such re-employed 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 classification shall consist of the names of employees and former employees having probationaryRead More →

(1) Employees who are laid off shall have the choices to: (a) 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. (b) On a departmental basis, displace the employee in the same classification having the least seniority in County service. (2) A displaced employee may request the Director of Human Resources to place his/her name on the promotional eligible list or open eligible list for any classification for which, in the Human Resource Director’s opinion, the employee is qualified. The employee’sRead More →

(1) The classifications in flexibly staffed series, including Assistant Engineer, Associate Engineer and Associate Civil Engineer, are treated as one classification for the purposes of layoff. (2) When a classification has formal numbered options, each of which specifies separate hiring criteria, each option shall be treated as a separate classification for layoff purposes.Read More →

No permanent employee shall be laid off while employees working in a seasonal, temporary, provisional or probationary status are retained in the same classification unless that employee has been offered the seasonal, temporary or provisional appointment. The order of layoff among employees not having permanent status shall be according to the following categories: (1) Seasonal (2) Temporary (3) Provisional (4) Probationary: among probationary employees in a given classification, order of layoff shall be according to reverse order of seniority as determined by total continuous County civil service, not continuous time in that probationary period. Seniority Layoffs shall be by job classification according to reverse orderRead 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 bilingual pay plan shall be referred to the Human Resources 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 employees with one full pay period of notice prior to loss of the bilingual pay eligibility.Read More →

Transfers of employees occupying bilingual pay positions shall be in accordance with County policy and practice and shall not be in violation of this MOU. 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 →

Employees hired to fill positions requiring bilingual skills may be required to remain in bilingual pay positions. Employees 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 employees and there are sufficient positions within the classification that said employee can fill. Nothing herein precludes any of the above-specified employees from promoting to higher classifications.Read More →

All employees 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 shall be final.Read More →

A salary differential of fifty-five dollars ($55) biweekly shall be paid incumbents of positions requiring bilingual proficiency as designated by the appointing authority and Director of Human Resources. 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 for employees carrying a caseload at least 50% of which is comprised of non-English speaking clients shall be paid a biweekly salary differential of seventy dollars ($70). Designation of positions for which bilingual proficiency is required is the sole prerogative of the County and the decisionRead More →

When warranted and in the interest of the County, department heads may assign employees to “on-call” status. On-call duty shall be defined as follows: On-call duty is any time other than the time when the employee is actually on duty during which an employee is not required to be on County premises or other designated work site, but required to stand ready to immediately report for duty when called on to do so. Employees shall be paid an hourly rate of three dollars and ninety-five cents ($3.95) for time in which they are required to be in an oncall status. Employees required to report backRead More →

Shift Differential Pay: Is defined as pay at a rate that is one step above the employee’s base pay. Base pay for the purpose of calculating shift differential shall be the employee’s base pay, including premium pay for being registered as a Civil Engineer or Land Surveyor. Employees are not eligible for shift differential when they are out on sick leave. Effective March 1, 2015, all grandfathering and special agreements related to shift differential are eliminated. Full-Time Employees: Who are assigned to work a full day, a portion or all of which is between 6 p.m. and 6 a.m. shall be paid at a shift differentialRead More →

If an employee has been receiving pay for work out of class as provided in this MOU or in the Salary Ordinance for thirty (30) or more calendar days immediately preceding a paid holiday, the commencement of a vacation, the commencement of a paid sick leave period, or compensatory time off, as the case may be, the work out of class pay shall be included in such employee’s holiday pay, vacation pay, paid sick leave or paid compensatory time.Read More →

When authorizing comp time off, department heads shall consider when employees wish to utilize the comp time. The Department Head’s decision shall be final. The smallest increment of compensatory time which may be taken off is six (6) minutes.Read More →

Employees required to report back to work during off-duty hours shall be compensated for a minimum of three (3) hours of overtime, except that this minimum shall not apply to employees in an oncall status. Hours worked contiguous with the employee’s regular shift shall not be subject to call back pay.Read More →

The Director of Human Resources shall allocate all job classifications to the following work groups for purposes of determining overtime compensation as set forth below.. The Human Resources Director’s decision shall be final, provided however, that prior to changing the work group of an existing classification covered by this MOU, the Human Resources Director shall notify the Council of the contemplated change and, if requested, discuss with the Council the reasons for the work group change. (1) Work Group 1: Employees in Work Group 1 may be compensated for overtime worked either by monetary payment or by compensatory time off, at the employee’s option. CompRead More →

Except as otherwise provided by Charter, any authorized time worked in excess of the forty (40) hours during the employee’s normal work week (a fixed and regularly recurring period of 7 consecutive twenty-four hour periods) shall be considered overtime and compensable at the rate of one and one-half (1 ½) times the overtime worked, whether compensated by monetary payment or by the granting of compensatory time off. Overtime resulting from required attendance at training classes or training meetings shall be compensable at the straight-time rate in an amount equal to the overtime worked unless monetary payment at a different rate is prescribed for an employeeRead More →

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 was worked. Overtime worked must be in the job classification in which the person is regularly employed or in a classification for which the employee is authorized higher pay for work in a higher classification.Read More →

The standard work week for employees 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. Employees occupying part-time positions shall work such hours and schedules as the Board and the appointing authority shall prescribe.Read More →

When an employee is reclassified downward, he/she shall continue in his/her present salary range, with cost of living adjustments, for two years, at which point the employee’s salary shall be frozen (“Y”-rated) until the salary assigned to the lower classification equals or exceeds such “Y” rate. The “Y” rate provisions of this section shall not apply to layoffs, demotions, or other personnel actions resulting in an incumbent moving from one position to another.Read More →

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

When an employee is demoted, whether such demotion is voluntary or otherwise, that employee’s compensation shall be adjusted to the salary prescribed for the class to which demoted. The specific rate of pay within the range shall be determined by the Director of Human Resources, whose decision shall be final; provided however, that the Board of Supervisors may provide for a rate of pay higher than the maximum step of the schedule for the employee’s classification and designate such rate of pay as a “Y” rate (see Section 6.2 below), and also provided that an employee demoted as a result of abolition of a positionRead More →

When an employee is promoted from a position in one class to a position in a higher class and at the time of promotion is receiving a base salary equal to or greater than the minimum base rate for the higher class, that employee shall be entitled to the next step in the salary schedule of the higher class which is at least one step above the rate he/she has been receiving, except that the next step shall not exceed the maximum salary of the higher class.Read More →

Permanent and probationary employees serving in regular established positions shall be considered by the appointing authority on their salary anniversary dates for advancement to the next higher step in the salary schedule for their respective classes as follows. A step shall be defined as five and seventy-four one-hundredths percent (5.74%), and all references to a “step” in this agreement are understood to equate to five and seventy-four one-hundredths percent (5.74%). All increases shall be effective at the beginning of the next full pay period directly following their advancement to the next higher step in the salary schedule for their respective class. Hours of Service NecessaryRead More →

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

The salary ranges for all employees in the aforementioned bargaining unit are as set forth in Exhibit A, which is attached hereto and made part hereof. The rates of pay set forth in the Exhibit A represent for each classification the standard biweekly rate of pay for full-time employment, unless the schedule specifically indicates otherwise. For the purposes of this section, the “biweekly” rate of pay, means the amount an employee is paid for a two-week period. The rates of pay set forth in Exhibit A represent the total compensation due employees, except overtime compensation and other benefits specifically provided for by the Board ofRead More →

There shall be no discrimination because of race, creed, color, national origin, sex, sexual orientation, age, legitimate union activities, or any other classification protected by law, against any employee or applicant for employment by the Council 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 no discrimination against any disabled person solely because of such disability.Read More →

The Council shall designate a reasonable number of representatives to assist in resolving grievances. The designation will depend on such circumstances as geographical locations, hours of employment and departmental organizational structure. The Council shall notify the Director of Human Resources in writing of the individuals so designated. Alternates may only be designated to perform representative functions during the absence or unavailability of all of the designated representatives. Representatives may be relieved from their assigned work duties by their supervisors to investigate and process grievances initiated by other employees within the same work area or bargaining unit. Requests for release time shall not be unreasonably denied.Read More →

County employees who are official representatives of the Council shall be given reasonable time off with pay to meet and confer or consult with management representatives or to be present at hearings where matters within the scope of representation are being considered. The use of official time for this purpose shall be reasonable and shall not interfere with the performance of County services as determined by the County. Such representatives shall submit written requests for excused absences to the Human Resources Director at least two (2) working days prior to the scheduled meeting whenever possible. Except by agreement with the Director of Human Resources, theRead More →

The County shall supply the Council monthly with a data processing run of the names and classifications of all employees in the units represented by the Council. Such lists shall indicate which employees were having dues withheld from their pay checks as of the date the roster was prepared, whether names were added to or deleted from the previous list, and whether each such change in status was by reason of leave of absence, termination or withdrawal from the Council. The lists shall be supplied without cost to the Council. Social Security numbers will be provided for Union members only.Read More →

When a person is hired in any classification represented by the Council, the County shall notify that person that the Council is the recognized employee organization for the employees in said classification and shall present that person with a copy of the current MOU and approved information which has been supplied by the Council.Read More →

Except in cases of emergency as provided below , the Council, if affected, shall be given reasonable, advance, written notice of any new or change to an existing ordinance, resolution, rule or regulation directly relating to matters 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. In cases of emergency when the foregoing procedure is not practical or in the best public interest, the County may adopt or put into practice immediately such measures as are required. At the earliest practicable date thereafter theRead More →

The Council shall be allowed by a County department, in which it represents employees, use of available bulletin board space for communications having to do with official organization business, such as times and places of meetings, provided such use does not interfere with the needs of the department. The Council may distribute materials to employees within the unit it represents through County mail distribution channels if approved by the Director of Human Resources. This privilege may be revoked in the event of abuse after the Director of Human Resources consults with representatives of the Council. Any representative of the Council shall give notice to theRead More →

A. The Council agrees that it has the duty to provide fair and non-discriminatory representation to all employees in all classes in the units for which this section is applicable regardless of whether they are members of the Council. B. As soon as possible after the Council has presented evidence to the County, either by an election conducted by the State Conciliation Service or by a showing of Council dues payment which evidence must be presented to the County, that it represents a majority of the employees in that bargaining unit, all employees employed in that unit, except supervisors as defined in Section 2.2 C. below, shallRead More →

The Council may have the regular dues of its members within the bargaining unit deducted from employees’ paychecks under procedures prescribed by the County Controller. Dues deduction shall be made only upon the employee’s signed authorization on a form furnished by the County, and shall continue until: (1) the employee revokes such authorization, in writing,; or (2)  the employee transfers to a unit represented by another employee organization. Employees may authorize dues deductions only for the organization certified as the recognized employee organization of the unit to which such employees are assigned. In the event that employees in a bargaining unit represented by the Council voteRead More →

San Mateo County Council of Engineers is the recognized bargaining representative for the Professional Engineering Bargaining Unit, which organization has been certified as such. The bargaining unit as of the effective date of this MOU consists of employees in all allocated positions in classifications listed below:  Assistant Engineer Associate Engineer and Associate Civil Engineer Licensed Land SurveyorRead More →

San Mateo County Council of Engineers, hereinafter referred to as the Council, and representatives of the County of San Mateo, hereinafter referred to as the County, have met and conferred in good faith regarding wages, hours and other terms and conditions of employment of employees in the bargaining unit, have exchanged freely information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employment conditions of such employees. This Memorandum of Understanding (“MOU”) is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500-3511) and has been jointly prepared by the parties to reflect employment conditions for the periodRead More →