Equipment and Uniforms:
(1) Culinary Knives: The County shall provide knives for those extra-help culinary personnel required to use them in the course of their work.
(2) Food Service Uniforms/ Lab Coats: The County shall provide appropriate uniforms for extra-help employees in the Food Services Divisions who are required to wear a uniform. In accordance with this provision, Lab Coats will be made available to all extra-help Food Services Supervisors.
(3) Park Aide Uniforms and Safety Shoe Allowance: The Parks Department shall annually provide the following clothing items to all Park Aides:
- Three (3) pairs of Ben Davis green jean pants
- Three (3) Parks short or long sleeve t-shirts
- One (1) Parks baseball cap
- One (1) black basket weave belt with brass buckle
- One (1) Loden green sweatshirt with Department logo
If a Park Aide works less than one hundred sixty (160) hours, these items belong to the County and are issued on loan during the time the individual works for the Parks Department. They shall be required to return all of the above clothing items to the Parks Department upon separation from service. After working one hundred sixty (160) hours, these items become the property of the Park Aide.
The Parks Department shall make available the following clothing items to all Park Aides:
- One (1) Flying Cross Deluxe Tropical Khaki long or short sleeve shirt with badge tab and shoulder straps with shoulder patches
- One (1) Carhartt J43 quilt lined green jacket with shoulder patches
Regardless of the hours worked, these items belong to the County and are issued on loan during the time the individual works for the Parks Department. A Park Aide must return these additional clothing items in clean condition to the Parks Department upon separation of service.
In addition, the Parks Department will provide a one-time seventy-five dollar ($75.00) allowance along with the above uniform items for the purchase of:
- One (1) pair of black or brown safety toe boots/shoes that meet Title 8, Code of California Regulations 3385, Foot Protection and have such compliance tag sewn into the footwear.
Effective the first full pay period following Board of Supervisors’ approval of a successor MOU in 2022/23, the boot allowance will be increased to one hundred dollars ($100).
A subsequent seventy-five dollar ($75.00) allowance will be given for replacement of safety footwear upon request after each additional one thousand forty (1,040) hours worked. Effective the first full pay period following Board of Supervisors’ approval of a successor MOU in 2022/23, the subsequent boot allowance will be increased to one hundred dollars ($100).
It is understood by both parties that these uniform items are acceptable for all Park Aides to wear during their assignments, including working in the Gatehouse. It is the responsibility of Park Aides to keep the uniform items clean and in good repair. The Parks Department may change the uniform item specifications if Department need or item availability changes.
The County and the Union will discuss provision of coveralls at the Labor-Management meeting.
(4) Utility Workers Coveralls: Coveralls will be provided for extra-help Utility Workers in the Sheriff’s Office by the County at no cost to the extra-help employee.
(5) Custodian Uniforms: The County shall provide uniforms to extra-help employees in the Custodian classification who work for the Public Works Department.
(6) Jackets: The County shall supply jackets to extra-help employees in the classifications of Custodians and Utility Workers in the Building Services section of the Public Works Department who travel to various locations to perform work-related duties on a routine basis. These jackets shall remain the property of the County and shall be returned when an extra-help employee leaves County services or assume duties not requiring travel. Extra-help employees are responsible for maintaining their jackets in a neat and clean manner.
(7) Safety Shoe Allowance: Extra-help employees in the following classifications within the Department of Public Works are required to wear safety shoes during all work hours, and shall receive an allowance of one hundred seventy-five dollars ($175.00) in late May/early June of each year for the purchase of safety shoes that meet policy requirements from the Department’s footwear vendor:
- Automotive Mechanic/Trainee
- Automotive Service Supervisor
- Automotive Service Worker I/II/III
- Boiler Watch Engineer
- Gardener
- Lead Gardener
- Stationary Engineer I/II, and
- Utility Worker I/II who work (a) at the Motor Pool; (b) with the Stationary Engineers/Boiler Watch Engineers; (c) with the Facilities Crafts workers; (d) in the Construction Services section, Tower Road; (e) in the Roads Landscape unit; (f) with the Equipment Mechanics at the Grant Yard.
Special Pay Provisions:
(8) Heavy Vehicle Differential: Extra-help employees in the Motor Pool Division of Public Works who are in the classifications of Auto Services Worker I/II, Auto Mechanic and Auto Services Supervisor, who perform maintenance activities on vehicles of a Gross Vehicle Weight of 10,000 pounds or more will receive a differential of one step (5.74%) for the time actually spent while performing the work.
(9) Minimum Call Back: Employees required to report back to work during off-duty hours in the San Mateo Medical Center in the Pharmacy, Operating Room, and Radiology shall be compensated for a minimum of two (2) hours of overtime.
Employees called back to work for these departments are not covered by Section 9.2 of this MOU.
(10) Advanced Patient Care Differential: Extra-help Medical Services Assistants II who are assigned to the clinics and perform advanced patient care duties as defined in the classification specification shall receive a differential of six and two-tenths percent (6.2%) in addition to all other compensation.
(11) Adult Protective Services Differential: Extra-help professional staff in Aging & Adult Services who are in the classifications of Deputy Public Guardian Conservator I/II/III and Social Worker I/II/III designated by the department head to provide adult protective services work shall receive a five percent (5%) differential in addition to all other compensation.
(12) Clinic Option (Assignment Differential): Extra-help Licensed Vocational Nurses employed in the Clinic Option shall receive compensation in the amount of 6.74% in addition to all other compensation.
(13) Night Shift Differential: Effective no later than two (2) months following Board of Supervisors’ adoption of a successor MOU, employees in job classifications in the Health Unit who are regularly assigned by a supervisor to work the night shift, as defined by the County, at the San Mateo County Medical Center shall be paid shift differential rate of twelve percent (12%) for all hours worked during such shift. This is in lieu of shift differential provided under Section 8 (entitled “Shift Differential”) of the MOU between the parties.
To be eligible for shift differential, such shifts must be approved by the Department Head or designee. Time worked on a flexible schedule requested by the employee and approved by the supervisor shall not be eligible for shift differential.
(14) Mammography/Fluoroscopy Certification Differential: Effective the first full pay period following Board of Supervisors’ approval of the successor MOU, the County agrees to pay a ten percent (10%) differential for Radiologic Technicians I, II and III who maintain and utilize current Mammography and Fluoroscopy certifications.
(15) Specialty Certification Differentials: The County agrees to a one step (5.74%) differential for the following specialty certifications. Employees shall be eligible for a maximum of one (1) specialty certification differential at one time.
(a) Physical Therapy: Geriatrics, Neurology, Orthopedics, Women’s Health, Certified Hand Therapist, Pediatrics
(b) Occupational Therapy: Gerontology, Physical Rehabilitation, Certified Hand Therapist, Pediatrics
(c) Speech Therapy: Swallowing and swallowing disorders
(16) Weekend Differential: Effective the first full pay period following Board of Supervisors’ approval of a successor MOU in 2024, Extra-Help employees in job classifications in the Health Unit and LVN Unit shall be paid a differential of six percent (6%) more than their base rate for any work performed at the San Mateo County Medical Center between Friday 2315 hours and Sunday 2315 hours. Employees may not receive both the weekend differential and night shift differential concurrently (i.e., employees who qualify for a night shift differential and a weekend differential will receive only the night shift differential).
(17) Ultrasonography Certification Differential: Effective the first full pay period following Board of Supervisors’ approval of a successor MOU in 2024, the County agrees to pay a three percent (3%) differential for Extra-Help Ultrasonographers who maintain and utilize two out of the following three certifications Abdomen, OB/GYN, or Breast.
(18) Pharmacy Compounding Chemotherapy Differential: Effective the first full pay period following Board of Supervisors’ approval of a successor MOU in 2024, Relief employees in the Pharmacist classifications assigned to compounding hazardous chemotherapy shall receive a five percent (5.0%) differential for all hours performing hazardous chemotherapy compounding.
(19) Cross-Trained Dispatcher Premium Pay: Communications Dispatchers II who are qualified as Cross-Trained Dispatchers shall receive premium pay of one-half step (2.87%) in addition to their base salary. Effective the first full pay period following Board of Supervisors approval of the 2019 MOU, Cross-Trained Communication Dispatcher premium pay shall be increased to ten percent (10%). A Cross-Trained Dispatcher is defined as a Communications Dispatcher II who is currently certified at all radios. This premium pay shall not be granted until training is received, and certification is issued. Certification will not be issued to any Dispatcher unable to demonstrate proficiency in all radio categories. Should a previously trained and certified Cross-Trained Dispatcher lose certification, this premium pay shall also be lost until certification is regained.
(20) Dispatcher Differential: Effective the first full pay period following Board of Supervisors’ approval of the 2019 MOU between the County and the Union, Communication Dispatchers shall receive a ten (10%) differential pay.
(21) Public Safety Dispatcher POST Incentive:
(a) Effective within one hundred twenty (120) days following Board of Supervisors’ approval of the 2019 MOU, Communications Dispatchers who obtain a California Commission on Peace Officer Standards and Training (POST) Public Safety Dispatchers’ Intermediate Certificate shall receive incentive pay equal to two percent (2%) of base salary.
(b) Effective within one hundred twenty (120) days following Board of Supervisors’ approval of the 2019 MOU, Communications Dispatchers who obtain a POST Public Safety Dispatchers’ Advanced Certificate shall receive incentive pay equal to an additional three and one-half percent (3.5%) of base salary.
(22) Communications Training Officer (CTO) Differential: Dispatchers who are assigned in writing to serve as CTO will receive an 11.48% differential only for time spent training.
(23) Acting Supervisor Differential: Dispatchers assigned in writing to serve as acting supervisor for a shift will receive an eight percent (8%) differential only for the time worked as acting supervisor. Opportunity to serve as acting supervisor will be given to Regular employees prior to appointing an Extra Help Dispatcher.
(24) Cross-Trained Medical Laboratory Technicians Shift Differential: Effective the first full pay period following Board of Supervisors’ approval of a successor MOU in 2022/23, Cross-trained Medical Laboratory Technicians who are regularly assigned to and work on the evening or night shift shall receive an extra two and one-half percent (2.5%) base pay for being cross-trained in two areas of specialization. Cross-trained Medical Laboratory Technicians shall receive an extra five percent (5%) base pay for being cross-trained in three (3) or more areas of specialization.
(25) Cross-Trained Clinical Lab Scientists Shift Differential: Effective the first full pay period following Board of Supervisors’ approval of a successor MOU in 2022/23, Cross-trained Clinical Laboratory Scientists who are regularly assigned to and work on the evening or night shift shall receive an extra two and one-half percent (2.5%) for being cross-trained in two areas of specialization. Cross-trained Clinical Laboratory Scientists shall receive an extra five percent (5%) for being cross-trained in three (3) or more areas of specialization.