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 1)         Assistant Engineer 2) Associate Engineer and Associate Civil EngineerRead More →

2.1.             Dues Deduction 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 certification from the Council that an employee has authorized such deduction, and shall continue until: (1) such certification is revoked, in writing, by the Council; or (2) the employee transfers to a unit represented by another employee organization or transfers to another unit that is unrepresented. Employees may authorize dues deductions only for the organization certified as the recognized employee organization of the unit to which such employees are assigned. Not moreRead More →

If, after all other involuntary and insurance premium deductions are made in any pay period, the balance is not sufficient to pay the deduction of Council dues required by this Section, no such deduction shall be made for the current pay period. 2.3.             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. 2.4             The Council shall indemnify, defend, and hold the County harmless against any and all claims, demands, suits, orders, or judgments, damage related toRead 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 →

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 the CouncilRead More →

The County and the Council shall continue to work on best practices to ensure labor access to new employees for the purpose of educating them on their representation opportunities. Toward that goal, the County shall administer an opportunity for the Council to meet with new employees as follows: All new employees are encouraged to attend the first new employee benefits orientation following the commencement of their employment. New employee Benefits Orientation is scheduled for every other Monday, and the Council will have up to thirty (30) minutes at the end of each session to provide information regarding its organization to its represented employees and members.Read 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.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 bargaining unit. Requests for release time shall not be unreasonably denied. Representatives shall promptlyRead More →

3.1.             Attendance at Meetings County employees who are official representatives of the Council shall be given reasonable time off with pay, including reasonable travel time, to: Formally meet and confer or consult with management representatives on matters within the scope of representation; To be present at hearings where matters within the scope of representation are being considered; To testify or appear as the designated representative of the Council in settlement conferences, hearings, or other proceedings before the Public Employment Relations Board, in matters relating to an unfair practice charge; or To testify or appear as the designated representative of the Council in matters before theRead 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 →

5.1.             Salary Ranges 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 byRead 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 →

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 →

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 →

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 →

Effective the first full pay period following Board of Supervisors’ approval of a successor MOU, longevity pay shall begin to be phased in over the term of this Agreement. At the completion of these incremental increases, timed to coincide with COLA increases, effective February 21, 2021, longevity pay shall be: One percent (1%) of base salary after the equivalent of five (5) years of full time County service (10,400 hours). An additional one and one-half percent (1.5%) of base salary (for a total of two and one half percent (2.5%)) after the equivalent of ten (10) years of full time County service (20,800 hours) AnRead More →

6.1.  Reclassification of Position 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. 6.2.  Y” Rate Process Upon Reclassification When an employee is reclassified downward, he/she shall continue in his/her present salary range, with cost ofRead 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 →

8.1.   Authorization   All compensable overtime must be authorized by the department head or his/her designated representative in advance of being worked. If prior authorization is not feasible because of emergency conditions, a confirming authorization must be made on the next regular working day following the date on which the overtime 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. 8.2      Definition Except as otherwise provided by Charter, any authorized time worked in excess of the forty (40) hours duringRead More →

Shift Differential Pay is defined as pay at a rate that is one step above the employee’s base pay. Effective the first full pay period following the Board of Supervisor’s adoption of this 2019 successor MOU, shift differential pay, for the purpose of this Section, shall be defined as pay at a rate that is eight percent (8%) 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.Read 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 on‑call status. Employees required to report backRead More →

A salary differential of Seventy Dollars ($70.00) biweekly shall be paid to incumbents of positions requiring bilingual proficiency as designated by their respective Department Heads or their designee. Said differential shall be prorated for employees working less than full-time or who are in an unpaid leave of absence status for a portion of any given pay period. Bilingual pay is effective the first pay period after Human Resources certifies the result of the bilingual exam. Under no circumstances is bilingual pay retroactive. Designation of positions for which bilingual proficiency is required is the sole prerogative of the Department and is based on operational and staffingRead More →

12.1.             Definition of Layoff Any department head may, with the Board of Supervisors approval, layoff employees because of lack of work, lack of funds, reorganization, or otherwise when in the best interest of the County. 12.2.             Notice of Layoff The department head will give at least thirty (30) days advance written notice to employees to be laid off except in an emergency situation in which case the Human Resources Director may authorize a shorter period of time. 12.3.             Precedence by Employment Status   No permanent employee shall be laid off while employees working in a seasonal, temporary, provisional or probationary status are retained in theRead More →

13.1.             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 forRead 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 this provision. 14.2.             HolidaysRead More →

15.1.             Vacation Allowance   Employees, excluding seasonal or as herein otherwise provided, shall be entitled to accrue vacation with pay in accordance with the following schedule: Effective the first full pay period following Board approval of this 2019 successor MOU, vacation accrual shall be as follows:   (1)      During the first five (5) years of continuous service, vacation will be accrued at the rate of four (4) 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 five (5) hours per biweekly pay period worked. (3)      After the completion ofRead More →

16.1.             Accrual 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. 16.2.             Usage   Sick leave is accrued paid leave from work that can be used for any of the following purposes:  (1)        Diagnosis, care, or treatment of an employee’s illness, injury, health condition, or exposure to contagious disease which incapacitates him/her fromRead 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. TheRead 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 →

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 →

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 be reducedRead More →

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) payRead 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 related to the employee’s San Mateo County employment 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 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 →

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. 2.   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 explainRead More →

The County will provide up to twenty-four (24) hours paid bereavement leave upon the death of an employee’s parent, spouse, domestic partner, child (including through miscarriage or stillbirth), step-child, sibling, mother-in-law, father-in-law, grandparents, grandparent-in-law, or grandchildren. In addition, employees may utilize accrued sick leave pursuant to Section 16.2.Read More →

18.1.             Payment of Healthcare Premiums (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). 18.2.             Permanent Part Time Employees For County employees occupying permanent part-time positions, who work a minimum of forty (40),Read More →

19.1.             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 discussions. 19.2.             Health Plan Changes 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 inRead 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 →

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. 22.2.             Supplemental Coverage  Employees, depending onRead 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 →

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 →

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. Non-Disciplinary Disposition If it becomes necessaryRead 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 situationRead 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 →

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 →

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. 30.2.             Informal Appeal Permanent employees mayRead 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 →

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 →

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 →

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. 34.2.             Employee Response  The County shall provide an opportunity for the employee to respond in writing or personal interview to any information withRead 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 →

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 →

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. 39.2.             Existing MOU This MOU shall supersede all existing memoranda of understanding between the County and the Council.Read 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 →

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). Made and entered into this 4th day of March, 2019. ________________________________   _________________________________ Alan Velasquez                                            Mike Callagy SMCCE President                                        County Manager ________________________________   _________________________________ Anthony Lum                                                 Rocio Kiryczun SMCCE                                                          Director of Human Resources ________________________________   _________________________________ Eric Chen                                                      Michelle Kuka SMCCE                                                         Employee and Labor Relations Manager                                                                         _________________________________                                                                         Zhanna Abuel                                                                         Employee and Labor Relations Analyst                                                                         _________________________________                                                                         BonnieRead More →

San Mateo County Council of Engineers Salaries: 3/10/2019 Class Code Class Title Work Group Step A BiWeekly Rate Step B BiWeekly Rate Step C BiWeekly Rate Step D BiWeekly Rate Step E BiWeekly Rate N018 Associate Engineer 5 3,642.40 3,850.40 4,071.20 4,304.80 4,552.00 N020 Associate Civil Engineer 5 4,077.60 4,311.20 4,558.40 4,820.00 5,096.00 N033 Assistant Engineer 1 3,078.40 3,252.80 3,440.00 3,638.40 3,847.20 San Mateo County Council of Engineers Salaries: 2/23/2020 Class Code Class Title Work Group Step A BiWeekly Rate Step B BiWeekly Rate Step C BiWeekly Rate Step D BiWeekly Rate Step E BiWeekly Rate N018 Associate Engineer 5 3,788.00 4,004.80 4,234.40 4,476.80 4,734.40Read More →

Differential Pay: Associate Engineers, Associate Civil Engineers and Assistant Engineers licensed by the State of California as Traffic Engineers, or licensed as Geotechnical Engineers by the State of California, shall be paid the equivalent of one-half (1/2) step (2.87%) 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. One (1) Engineer in the Department of Public Works who is licensed by the State of California and designated by the Department of Public Works as a Traffic Engineer shall be eligible to receive premium pay in the amount of one (1)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 →

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 →