Union of American Physicians and Dentists (UAPD)

Made and entered into this           day of May 2019. Patricia Hernandez                                                Mike Callagy UAPD                                                                        County Manager Zachary Plaut , M.D.                                                           Rocio Kiryczun                                                                                     Director, Human Resources Department Rick Ehling, M.D.                                                    Michelle Kuka                                                                                     Employee & Labor Relations Manager John Herbert, M.D.                                                 Katy Roberts                                                                                     Employee & Labor Relations Analyst Kara Chang,D.D.S.                                                 Robert Cabaj, M.D.                                                                                     Medical Program Manager, BHRS                                                                                     Katalin Szabo, M.D.                                                                                     Medical Director, Psychiatry                                                                                     Susan Fernyak, M.D.                                                                                     Chief Medical Officer, SMMC                                                                                     Ann Marie Silvestri, D.D.S.                                                                                     Dental Program ManagerRead More →

Ms. Patricia Hernandez Union of American Physicians and Dentists This letter shall confirm certain understandings reached in negotiations for a Memorandum of Understanding covering the period of October 14, 2012 through May 9, 2015. Direct Deposit shall be mandatory for all employees hired after August 19, 2000. Should the Federal waiver on Drug Enforcement Agency (DEA) certification fees be terminated, and DEA certification is required in order to perform the duties assigned to the position, the County and the Union shall meet and confer regarding reimbursement of these fees. Request for Part Time, Patient Care Scheduled Work Hour Analysis: Salary is established based on scheduledRead More →

UAPD Salaries – 6/2/2019 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 F140 Adult Psychiatrist 4 8,584.80 9,076.00 9,597.60  10,148.80  10,731.20 F122 Child Psychiatrist 4 – 9,483.20  10,027.20  10,603.20  11,210.40 F032 Dentist 4 5,806.40 6,140.80 6,491.20 6,864.00 7,259.20 B169 Dentist – Unclassified 4 5,806.40 6,140.80 6,491.20 6,864.00 7,259.20 B130 Psychiatric Resident – Unclassified 4 2,575.20 2,724.00 2,879.20 3,044.00 3,220.00 F124 Staff Physician 4 – 7,359.20 7,780.00 8,227.20 8,699.20 F123 Staff Physician – Pediatrics 4 – 7,359.20 7,780.00 8,227.20 8,699.20 B157 Staff Physician – Unclassified 4 – 7,359.20Read More →

Benefits Summary The following list summarizes the various benefit programs in effect as of the writing of this MOU: MEDICAL (Active): The County and covered employees share in the cost of health care premiums. The County will pay eighty-five percent (85%) of the total premium for the Kaiser HMO, Blue Shield HMO, Kaiser High Deductible Health Plan or Blue Shield High Deductible Plan, and covered employees will pay fifteen percent (15%) of the total plan premium. Alternatively, the County will pay seventy-five percent (75%) of the total premium for the Blue Shield POS Plan, and covered employees will pay twenty-five percent (25%) of the totalRead More →

Subject to applicable federal and state regulations and contribution limits, the County agrees to provide a deferred compensation plan that allows employees to defer compensation on a pre-tax basis through payroll deduction. Automatic Enrollment: 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 targetRead More →

39.1     Employees Placed in Plan 5. Employees hired on or after January 1, 2013 who are placed in Plan 5 by SamCERA will be subject only to the applicable provisions of sections 38.1 and 38.2 of Section 38 above. 39.2     Employees Placed in Plan 7. Employees hired on or after January 1, 2013 who are placed in Plan 7 by SamCERA will not be subject to any provisions in Section 38 unless specifically negotiated. Such employees will receive up to a two percent (2%) retirement COLA.Read More →

38.1    Unit member’s options for coverage by retirement plan are described by plan brochures which are available from the Retirement Office. For unit members hired on or after July 13, 1997, Plan 2 COLA is reduced to up to a two percent (2%) COLA and retirement is calculated on average salary of the three (3) highest twelve (12) consecutive months rather than single highest year. 38.2     Effective July 19, 2015, the County shall discontinue employer pick up the employee’s statutorily required retirement contribution. 38.3    The benefit enhancement under Government Code section 31676.14 (2% @55.5) shall be applicable only to those employees who retire after theRead More →

Unit members covered by this Memorandum of Understanding are eligible for benefits pursuant to the State Disability Insurance Program.Read More →

Continuance of working conditions and practices not specifically authorized by ordinance or by resolution of the Board of Supervisors is not guaranteed by this Memorandum of UnderstandingRead More →

In the event that any provision of this Memorandum of Understanding is declared by a court of competent jurisdiction to be illegal or unenforceable, that provision of the Memorandum of Understanding shall be null and void but such nullification shall not affect any other provisions of this Memorandum of Understanding, all of which other provisions shall remain in full force and effect.Read More →

Both management and bargaining unit members are committed to providing excellent medical care for residents of the County. In order to further this objective, the parties agree to form a Primary Care Performance Improvement Committee as outlined below. The Committee will be organized under the Performance Improvement and Quality Assurance Department of the hospital. The purpose of the Committee will be to jointly discuss and address clinical care issues. There will be regularly scheduled meetings held monthly as set by the Committee for not more than two (2) hours per meeting. Meetings may be cancelled by mutual agreement. The Committee will be comprised of fiveRead More →

The County may reimburse a unit member 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 unit member’s present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Department Director with concurrence of the County Manager. There must be a reasonable expectation that the unit member’s work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a collegeRead More →

Beginning July 1, 2013, physicians may be reimbursed for up to two thousand five hundred dollars ($2,500.00) per fiscal year for educational expenses authorized for maintenance of their licensure/certification. Effective July 1, 2019, physicians may be reimbursed for up to three thousand dollars ($3,000.00) per fiscal year for educational expenses authorized for maintenance of their licensure/certification. For educational reimbursement, proof of completion shall be provided to the department head along with reimbursement request. When such educational expense is authorized for training, physicians may be reimbursed for related travel expenses from the three thousand dollars ($3,000.00), provided the travel expense is directly related to the trainingRead More →

If a unit member 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 31, the unit member shall attempt to resolve the matter with the immediate supervisor. If unable to resolve the matter satisfactorily, the unit member or the unit member’s Union representative may submit the complaint in writing to Employee Relations with a copy to the Human Resources Department Director. If this matter is not resolved by Employee Relations within thirty working days from the date of receiptRead More →

30.1     Definition A grievance is any dispute which involves the interpretation or application of any provision of this Memorandum of Understanding excluding, however, those provisions of this Memorandum of Understanding 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 a unit member files an EEOC, DFEH or administrative EEO Complaint with the EEO Coordinator, the issue will no longer be subject to this grievance procedure, but will be processed in accordance with regulations or procedures governing the processing of said complaints. 30.2    Procedure Grievances shall beRead More →

29.1     Upon reclassification of filled positions, the Human Resources Department Director shall determine whether the action constitutes an upward, lateral or downward movement of the level of the position. Downward: The incumbent will be assigned to a vacant position in the same department in the same class previously held. In lieu of reassignment, the incumbent may accept a demotion in the reallocated position. If neither of these options are exercised, the layoff procedure in the Civil Service rules will be employed. Lateral: The status of the incumbent will remain unchanged in the classification to which the position is reallocated. Upward: The Human Resources Department DirectorRead More →

When a unit member has been assigned in writing by the department head or designated representative to perform the work of a permanent position having a different classification and being paid at a higher rate, and if they have worked in such classification for forty (40) consecutive work hours they shall be entitled to payment for the higher classification, as prescribed for Promotions in Section 5.6 of this Memorandum of Understanding retroactive to the first workday and continuing during the period of temporary assignment, under the conditions specified below: The assignment is caused by the absence of the incumbent; The unit member performs the dutiesRead More →

No unit member shall be required regularly to perform duties of a position outside of the classification to which appointed. However, unit members may be assigned temporarily duties outside their classifications. In addition, under the conditions described in the Rules of the Civil Service Commission, a department head may temporarily assign to unit members whatever duties are necessary to meet the requirements of an emergency situation.Read More →

The appointing authority may dismiss, suspend, reduce in step or demote any unit member in the classified service provided the rules and regulations of the Civil Service Commission are followed. If they do not appeal such action to the Civil Service Commission within fourteen (14) days after receipt of such charges, as provided in Section 507, Article V of the Charter, a permanent unit member shall have the right to appeal such action in accordance with the provisions of Section 31.2 (3) and (4) unless their objection to the action has been resolved earlier in accordance with Section 31.2 (1) or (2). A permanent classified unit member mayRead More →

When organizational changes result in geographical displacement of a unit member, the department head shall establish criteria for the selection of unit members to be relocated based on their determination of the needs of the department. The department head shall consider such job related factors as they deem appropriate including, but not limited to, experience in the particular work, length of service in the class and special skills possessed by unit members. The County shall discuss these criteria with the Union before selecting unit members for displacement.Read More →

24.1    Examinations Open Examinations: Any person who meets the minimum qualifications for the job classification may compete. General Promotional Examinations: Permanent and probationary unit members 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 months prior to layoff. Persons in unclassified positions who previously held positions in the classified service and who did not have a break in County service between the classified and unclassified appointments are eligibleRead More →

23.1     Length Probationary unit members shall undergo a probationary period of One thousand forty (1040) regular hours, unless a longer period, not to exceed Two thousand eighty (2080) regular hours is prescribed by the Civil Service Commission for the class. Individual probationary periods may be extended with good cause upon request of the department head and concurrence of the Human Resources Department Director; however, no probationary period shall exceed Two thousand eighty (2080) regular hours. If a unit member is incapacitated due to medical conditions and is reassigned to work that is not part of their normal duties, the probation period for the primary jobRead More →

22.1     Eligibility The County shall continue to provide its present long-term disability income protection plan for permanent unit members at no cost to said unit members; provided however, that in order to be eligible for such plan, unit members must have been employed by the County for three (3) or more years. 22.2     Waiting Period Effective with disabilities commencing on or after January 1, 1988, the one hundred and twenty day (120) 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 six (6) full monthsRead More →

21.1     Coverage Effective the first full pay period following ratification and approval of the agreement between the parties, Unit members shall be covered by life insurance and accidental death insurance as follows: The County shall provide Fifty Thousand Dollars ($50,000) of life insurance for each unit member and Five Hundred Dollars ($500) of life insurance for the unit member’s spouse and up to a maximum of Five Hundred Dollars ($500) of life insurance for each of the unit member’s children, depending on ages. The County shall provide an additional One Hundred Ten Thousand Dollars ($110,000) of life insurance payable to the unit member’s beneficiary if theRead More →

20.1     UAPD 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. 20.2     Health Plan Initiated 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 significantRead More →

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

18.1     The County will continue to provide dental insurance. 18.2     The County shall provide vision care coverage for the individual unit member and eligible dependents, including adult dependents, domestic partners, and the children and adult dependents of domestic partners.Read More →

17.1     Payment of Healthcare Premiums The County and covered employees share in the cost of health care premiums. The County will pay eighty-five percent (85%) of the total premium for the Kaiser HMO, Blue Shield HMO, Kaiser High Deductible Health Plan or Blue Shield High Deductible Plan, and covered employees will pay fifteen percent (15%) of the total plan premium. Alternatively, the County will pay seventy-five percent (75%) of the total premium for the Blue Shield POS Plan, and covered employees will pay twenty-five percent (25%) of the total premium for the Blue Shield POS Plan. Effective with the January 1, 2016 plan year, theRead More →

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

15.1     Accrual All unit members, except extra help, shall accrue sick leave at the rate of 3.7 hours for each biweekly pay period of full-time work. Such accrual shall be prorated for any unit member, except extra help, who work less than full time during a calendar month. For the purpose of this Section absence in a pay status shall be considered work. 15.2     Usage Sick leave is accrued paid leave from work that can be used for any of the following purposes: Diagnosis, care, or treatment of a unit member’s illness, injury, health condition, or exposure to contagious disease which incapacitates them from performanceRead More →

14.1     Vacation Allowance Unit members, excluding extra help, or as herein otherwise provided, shall be entitled to vacation with pay in accordance with the following schedules. Effective the first full pay period following Board approval of a successor MOU in 2019, vacation accrual shall be as follows: During the first five (5) years of continuous service, vacation will be accrued at the rate of 4.0 hours per biweekly pay period worked. After the completion of five (5) years of continuous service, vacation will be accrued at the rate of five (5) hours per biweekly pay period worked. After the completion of ten (10) years ofRead More →

13.1     Eligibility Regular full-time unit members in established positions shall be entitled to take all authorized holidays at full pay, not to exceed eight (8) hours for any one (1) day, provided they are in a full pay status on both their regularly scheduled work days immediately preceding and following the holiday. Part-time unit members shall be entitled to holiday pay in proportion to the average percentage of full-time hours worked during the two (2) pay periods immediately preceding the pay period which includes the holiday. If two (2) or more holidays fall on succeeding or alternate pay periods, then the average full-time hours workedRead More →

12.1     Notice of Layoff The department head will give at least fourteen (14) days advance written notice to unit members to be laid off, except in an emergency situation in which case the Human Resources Department Director may authorize a shorter period of time. 12.2     Precedence by Employment Status No permanent unit member shall be laid off while employees working in an extra help, temporary, provisional or probationary status are retained in the same classification unless that unit member has been offered the extra help, temporary or provisional appointment. The order of layoff among unit members not having permanent status shall be according to theRead 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 →

On-Call duty is currently taken on a voluntary basis. However, when warranted and in the interest of County Operations, department heads may assign unit members to “on-call” status. The County shall meet and confer with UAPD should on-call assignments become required of unit members. The call schedule is defined as Weeknight call (15 hours) from 5:00 p.m. – 8:00 a.m., Weekend call (24 hours) from 8:00 a.m. – 8:00 a.m., and Holiday call (24 hours) from 8:00 a.m. – 8:00 a.m. The standard on-call hourly rate is twenty dollars ($20.00) except as specified below. The frequency of the on-call assignments will be determined by theRead More →

For unit members who have been regularly working a shift described in Section 8 for thirty (30) or more calendar days immediately preceding a paid holiday, or the commencement of a vacation, or the commencement of a paid sick leave period, or compensatory time off, as the case may be, the applicable differential shall be included in such unit member’s holiday pay, vacation pay, paid sick leave or paid compensatory time. The vacation, sick leave, holiday and compensatory time off pay of a unit member on a rotating shift shall include the differential such unit member would have received had they been working the sameRead More →

8.1       Shift differential pay, for the purpose of this Section, is defined as pay at a rate which is eight percent (8%) above the unit member’s base pay. 8.2 Unit members shall be paid shift differential for all hours so worked between the hours of 6:00 p.m. and 6:00 a.m. 8.3 Effective May 3, 2020, Physicians who are required to work a night shift in inpatient psychiatry as part of their 40-hour work week (or part of their regular work week if on part-time or VTO status) shall receive a night shift pay rate of twelve percent (12%) base pay for all work performed duringRead More →

7.1       Call Back Unit members required to report back to work during off-duty hours shall be compensated for a minimum of two (2) hours of “call back rate” pay.Read More →

The appointing authority shall fix the hours of work with due regard for the convenience of the public and the laws of the County, State and Federal Governments. Unit members occupying part-time positions shall work such hours and schedules as the Board and the appointing authority shall prescribe. Resident physicians are employed with the understanding that they have specific needs related to their training that require additional time above that required for their employment. Resident physicians will not be compensated by the County for such additional time. Such training requirements include, but are not limited to, seminars, supervision, rotation requirements at outside institutions, and suchRead More →

5.1       Salary Ranges The salary ranges for all unit members in the aforementioned representation unit will be as set forth in Exhibit A which is attached hereto and made a part hereof. The rates of pay set forth in the Exhibit represents for each classification the standard rate of pay for full-time employment, unless the schedule specifically indicates otherwise. The rates of pay set forth in the Exhibits, unless otherwise indicated in the schedules, represent the total compensation due unit members, except for other benefits specifically provided for by the Board of Supervisors. The rates of pay set forth in the Exhibits do not includeRead More →

4.1       Attendance at Meetings County unit members who are official representatives or Stewards of the Union shall be given reasonable time off with pay, including reasonable travel time, to: A,        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 Union in settlement conferences, hearings, or other proceedings before the Public Employment Relations Board, in matters related to unfair practice charges; or To testify or appear as the designated representative of the Union inRead More →

There shall be no discrimination because of race, creed, color, national origin, sex, sexual orientation, legitimate union activities and any other classification protected by law, against any unit member or applicant for employment by the Union or by the County or by anyone employed by the County; and to the extent prohibited by applicable state and federal law there shall be no discrimination because of age. There shall be no discrimination against any disabled person solely because of such disability unless that disability prevents the person from meeting the minimum standards established.Read More →

2.1       Dues Deduction The Union may have the regular dues of its members within a representation unit deducted from unit members’ pay checks under procedures prescribed by the County Controller. Dues deduction shall be made only upon certification from the Union that an employee has authorized such deduction and shall continue (1) until such certification is revoked, in writing, by the Union; or (2) until the unit member transfers to a unit represented by another employee organization or transfers to another unit that is unrepresented. Unit members may authorize dues deductions only for the organization certified as the recognized employee organization of the unit to which suchRead More →

The Union of American Physicians and Dentists, hereinafter referred to as the “Union”, is the recognized employee organization for the Professional Physicians representation unit, certified pursuant to Resolution No. 38586, adopted by the Board of Supervisors on May 16, 1978.Read More →

The Union of American Physicians and Dentists and representatives of the County of San Mateo have met and conferred in good faith regarding wages, hours and other terms and conditions of employment of unit members in the Professional Physicians representation unit, have exchanged freely information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employment conditions and employer-employee relations of such unit members. This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500 et seq.) and has been jointly prepared by the parties for the period commencing May 5, 2019 and ending May 14,Read More →