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

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

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

During the term of agreement, upon request from the County, the Council agrees to meet and confer regarding issues within the scope of representation related to the implementation of the Workday Human Resources information system (Workday).

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

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

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

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

40.3 Employees hired on or after January 1, 2013. Employees hired on or after January 1, 2013 will be placed into Plan 5 or Plan 7 (two percent at sixty-two (2%@62)) depending upon their legacy eligibility as determined by SamCERA.

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

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

This MOU shall supersede all existing memoranda of understanding between the County and the Council.

39.1 Past Practices 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.

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

The County agrees to provide payment on a reimbursement basis of professional registration fees for represented employees.

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

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

This Section does not apply to the records of an employee relating to the investigation of a possible criminal offense or to letters of reference;

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

At or before time of placement, employees shall be given a copy of all letters or memoranda concerning the employee’s job performance which are to be placed in the employee’s official personnel file(s).

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

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

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

(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

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;

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

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

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

Probationary employees are entitled to clarification of below standard evaluations and may request that a Council representative be present. All such requests must first be made to the Director of Human Resources, or his/her designee.

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

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

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

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

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

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

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

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)

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

(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

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

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

(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

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

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

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.

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

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

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

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.

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

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

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

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

The County shall continue its practice of calculating employee contributions for health and dental premiums on a pretax basis consistent with Section 125 of the IRS Code.

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.

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

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

(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

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

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%)

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

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.

(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

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

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

The provisions of the Military, Veterans Code of the State of California, and the Uniformed Services Employment and Reemployment Rights Act (USERRA) shall govern military leave of County employees.

(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

(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

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

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

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

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

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

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

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

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

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

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

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.

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

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

14.5 Seasonal employees are not entitled to paid holidays. If such employees work on holidays, they shall be paid the same amount as for any other day.

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

If one of the holidays listed above falls on Sunday and the employee is not regularly scheduled to work that day, the employee’s first regularly scheduled workday following the holiday shall be considered a holiday.

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

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

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

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,

The provisions of this Section 12 shall apply when an occupied position is abolished resulting in a classified employee losing status in his/her assigned classification in his/her assigned department.

(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,

(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