. 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 LVN 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.

  1. 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.

Rest Period: Each institutional Nurse shall have an unbroken rest period of at least twelve (12) hours between shifts, and of at least fifty-five (55) hours between shifts when the Nurse is off duty on the weekend or two (2) consecutive days off duty, and of at least thirty-one (31) hours between shifts when the Nurse is off-duty on a holiday or for a single day.

  • All hours worked within the above rest periods shall be paid at the rate of one and one-half (1 ½) times the nurse’s straight-time rate of pay. This provision may be waived on the request of the individual Nurse and with the agreement of the supervisor provided that the Nurse is not otherwise eligible to receive overtime compensation. If employees are receiving overtime for such rest period time, they are ineligible for this payment. The provisions of this Section shall not apply to nurses whose regularly scheduled shift requires less than twelve (12) hours between the end of one (1) regularly scheduled workday and the beginning of the next regularly scheduled workday.

3.   Scheduled Days Off: The County will continue its present practice with regard to scheduling employees an average of one out of three weekends off duty and shall endeavor to schedule employees an average of every other weekend offduty as soon as feasible. Patient care requirements and equitable staff scheduling shall be considered.

No Rotation of Shifts: Shift assignments shall not be rotated for the sole purpose of equalizing tours of duty for Licensed Vocational Nurses on each shift.

  • Shift Assignments: Licensed Vocational Nurses shall be assigned to the shift for which they were employed within (3) months following their first work day. Up to three (3) months of employment shall be considered an orientation period during which time Licensed Vocational Nurses will normally be assigned to the day shift.
  • Double Shift: Part-time nurses working less than forty (40) hours per week who work a double shift of sixteen

(16) hours shall receive sixty dollars ($60.00) in addition to all other compensation. Part-time nurses working more than eight (8) hours but less than sixteen (16) hours shall receive an hourly proration of the above rate.

  • On-Call Duty.: Institutional nurses in the Licensed Vocational Nurses’ Unit shall be paid the hourly equivalent of one-half (1/2) their base pay for each hour they are required to be in an on-call status. Nurses will not receive on­ call pay for periods when they are actually at work.
  • Attendance at Educational Courses: The County will endeavor to schedule required hours of work for Licensed Vocational Nurses so as to permit them to attend educational courses directly related to the nursing profession; provided, however, that such scheduling shall not interfere with normal operation of the department.
  • Educational Leave: All Licensed Vocational Nurses shall be allowed six (6) days of educational leave each fiscal year under prescribed policies.
  • IV/Phlebotomy Skills: The County has agreed to encourage nursing supervisory staff to make use of IV and Phlebotomy skills of those nurses who have passed IV/Phlebotomy classes. The County also agrees to provide the necessary State qualifying training for nurses who are asked to carry out IV and phlebotomy activities.
  1. Lead Worker: A Licensed Vocational Nurse who is assigned to work in a lead capacity will receive a differential of one step (5.74%) in addition to all other compensation.
  2. Clinic Option: Licensed Vocational Nurses employed in the Clinic Option shall receive compensation in the amount of one step (5.74%) in addition to all other compensation.
  3. Work Schedules: In areas with no regular schedule, a tentative work schedule shall be posted six (6) weeks prior to its effective date. The schedule shall be finalized no later than ten (10) working days prior to its effective date. Affected LVN’s shall be notified before any changes are made to the final schedule.
  4. Reduction in Force of Less than Fourteen (14) Days:For reductions in force of 14 days or less including “call- offs”, scheduled hours shall be reduced or cancelled in the following order:
    1. Employees working beyond 40 hours in a week
    1. Volunteers to reduce or cancel hours
    1. Extra Help
    1. Part-Time working beyond hired FTE in that payroll week.

Staff who volunteer or are involuntarily reduced may use (within accrual balances) earned vacation, holiday or comp time, or unpaid leave of absence. Employees will be notified at least one and a half (1 ½) hours prior to the start of their shift. Employees who are not notified at least one and a half (1 ½) hours prior to the beginning of a scheduled shift and who report for work will be worked and paid a minimum of four (4) hours. This minimum guarantee shall not apply if the employer has contacted the employee personally by telephone at least one and a half (1 ½) hours prior to the beginning of the shift. In attempting to make personal contact, the employer shall call employees in both call-off order and in order of seniority until an employee is contacted. If the employer is unable to personally contact any of the employees in a unit scheduled to work, and if all of those employees report for wotk, the employee at the top of the call-offlist, with the least seniority shall be sent home without pay. It shall be the responsibility of each employee to notify the employer of their current home phone number and address. Prior to temporarily closing, employees will be consulted on the timing and process of the closure. Every effort will be made to provide eight hours’ notice prior to closing.

AFSCME: Licensed Vocational Nurses Salaries – 2/24/2019
Class Code   Class Title Work Group StepA BiWeeklyRate StepB BiWeekl yRate StepC BiWeekly Rate StepD BiWeekly Rate StepE BiWeekl yRate
F020 Licensed Vocational Nurse 1   2,552.80 2,700.00 2,854.40 3,019.20
F020- R Licensed Vocational Nurse – Relief 1 2,534.40 2,680.00 2,833.60 2,996.00 3,168.80
B155 Licensed Vocational Nurse – Unclassified 1 2,552.80 2,700.00 . 2,854.40 3,019.20
AFSCME: Licensed Vocational Nurses Salaries -10/06/2019
Class Code Class Title Work Group Step A BiWeekl yRate StepB BiWeekl yRate StepC BiWeekly Rate StepD BiWeekly Rate StepE BiWeekl yRate
F020 Licensed Vocational Nurse 1 2,655.20 2,808.00 2,968.80 3,140.00
F020- R Licensed Vocational Nurse – Relief 1 2,636.00 2,787.20 2,947.20 3,116.00 3,295.20
B155 Licensed Vocational Nurse – Unclassified 1 2,655.20 2,808:00 2,968.80 3,140.00
AFSCME: Licensed Vocational Nurses Salaries -10/4/2020
Class Code Class Title Work Group StepA BiWeekl yRate StepB BiWeekl yRate StepC BiWeekly Rate StepD BiWeekly Rate StepE BiWeekl yRate
F020 Licensed Vocational Nurse 1 2,735.20 2,892.00 3,057.60 3,234.40
F020- R Licensed Vocational Nurse – Relief 1 2,715.20 2,871.20 3,036.00 3,209.60 3,394.40
Bl 55 Licensed Vocational Nurse – Unclassified 1 2,735.20 2,892.00 3,057.60 3,234.40

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Uniform Reimbursement: Effective January 1, 2019, following the completion of two (2) biweekly pay periods of service, employees in the Parks Unit shall receive a uniform reimbursement of up to a maximum of eight hundred fifty dollars ($850) per year for purchase, repair, maintenance, and dry-cleaning of uniform items. Employees hired after January 1st shall receive a prorated uniform reimbursement. If the employee’s service is terminated for any reason, the County shall be entitled to a prorated refund, and the County may make the appropriate deduction from the employee’s pay.

Employees may use the uniform reimbursement to purchase items from approved vendors. For items not covered by the vendor agreements, employees will submit receipts for reimbursement. The uniform committee shall determine what items or services will be eligible for reimbursement outside the vendor contract. Whether directly billed to the County or reimbursed to employees, the total annual uniform reimbursement per employee will not exceed eight hundred and fifty dollars ($850.00).

The County agrees to continue the Uniform Committee as needed for the purpose of re-evaluating the uniform policy.

2.   Memorial Park Wastewater Certificate: A Park Ranger assigned to the Memorial Park Wastewater Treatment Plant who possesses a current California Grade II Wastewater Certificate, and who spends at least fifty percent (50%) of their time performing duties related to the Memorial Park Wastewater Treatment Plant, shall receive premium pay in the amount of one step (5.74%) in addition to all other compensation. Only one employee may be so assigned. Park Rangers so assigned will be responsible for day to day operations and communications in coordination with the contract provider.

3.. Memorial Park Wastewater Relief: A Park Ranger with a current California Grade II Wastewater Certificate, who provides relief for the Ranger regularly assigned to Memorial Park Wastewater Treatment Plant, shall receive the amount of one step (5.74%) in addition to all other compensation paid only for such hours spent performing relief duties. Only one employee may be so assigned.

  • Park Department Maintenance Unit at Coyote Point: Park Rangers II, III, IV, Equipment Mechanic/Operator Parks, and the Parks Open Space Equipment Operator assigned to perform maintenance work at the Parks Department Maintenance Unit at Coyote Point shall receive premium pay at the rate of ten percent (10%) of their base salary in addition to all other compensation. This ten percent (10%) premium pay will be paid beginning in the thirteenth pay period after the employee is assigned to the unit, provided that the employee has demonstrated acceptable maintenance skills.
    • For Park Rangers assigned to perform maintenance work at the Parks Department Maintenance Unit at Coyote Point, the maintenance unit premium shall be paid in recognition of maintaining a Class A or B driver’s license, and for regular performance of the following job duties the combination of which constitutes duties over and above the requirements of the employee’sjob description:
      • Regular operation of Class A vehicles such as bull dozers, skip loaders, backhoe, paving equipment, excavators, rollers, and industrial mowers in the performance of job duties. Such job duties may include, but are not limited to, transporting large equipment, delivering rock, and removing green waste materials; or regular operation of Class B vehicles such as garbage trucks in the performance of job duties;

Regular performance of infrastructure repairs requiring highly skilled trade qualifications in areas such as such as electrical, carpentry, welding and metal manufacturing, concrete, roofing sewer lines, and tree hazard work.

  • For Equipment Mechanic/Operator Parks, and the Parks Open Space Equipment Operator, the maintenance unit premium shall be paid in recognition ofregular performance ofinfrastructure repairs requiring highly skilled trade qualifications in areas such as electrical, carpentry, welding and metal manufacturing, concrete, roofing sewer lines, and tree hazard work.
  • Mileage Reimbursement: Per the Parks and Recreation Division’s Administrative Policies and Procedures memo on “Mileage Reimbursement-Remote Areas”, Park Rangers assigned to remote locations shall receive mileage reimbursement up to maximum oftwenty-five (25) miles per day.
  • Advance Notice of Trainings: It is the Department’s intent to provide thirty (30) days’ notice to employees of upcoming, required trainings, when feasible. The Department will make every effort to provide this notice to employees; however, the parties acknowledge the Department does not always have control  over the schedules ofthe professionals providing these trainings. In cases where more than thirty (30) days’ notice is given, the Department will work with the employees to reschedule days off to enable them to attend the required training. In cases where schedules must be changed because the Department cannot give thirty (30) days’ notice,. the County will compensate employees for time in attendance ofthe required training at the appropriate level of compensation.
  • Labor Management Committee: The Parks Department and Union will continue to meet in a Labor/Management committee to discuss the future Department organization, work assignments, use ofnon­ county personnel, and other issues to be identified. The Union may have up to one (1) representative per District on this committee.
  • Parity with Comparable Classes Represented by BCTC: The County will maintain parity between the following classifications represented by AFSCME and comparable job classifications represented by Building and Construction Trades Council (BCTC):

AFSCME Classification

Equipment Mechanic/Operator Parks

Parks and Open Space Equipment Operator Parks Electrician and Maintenance Worker

BCTC Classification Equipment Mechanic II Road Equipment Operator II Electrician

In the first full pay period in July ofeach year, the County shall compare the pay for the above-listed classifications. In the subsequent pay period in July, ifthe hourly rates for the comparable classifications differ, the County shall adjust the hourly rate ofthe lower-paid classification to the hourly rate of its comparable classification in the other bargaining unit.

  • California Playground Inspector Certification: Up to three (3) Park Rangers assigned by department management as California Playground Inspectors who maintain a current California Playground Inspector Certification shall receive a one-step (5.74%) salary differential paid only for such hours spent performing playground inspections and related work.
  • California Backflow Tester Certification: Up to two (2) Park Rangers assigned by department management as Backflow Testers who maintain current California Backflow Tester Certification shall receive a one-step (5.74%) salary differential paid only for such hours spent performing backflow tests and related work.
AFSCME: Parks Salaries – 2/24/2019
Class Code   Class Title Work Grou p StepA BiWeekl yRate StepB BiWeekly Rate StepC BiWeekl yRate StepD BiWeekl yRate StepE BiWeekl yRate
L024 Assistant Harbormaster 5 2,788.00 2,946.40 3,116.80 3,295.20 3,895.20 3,484.00
L044 County Arborist – Urban Forester 5 3,295.20 3,484.00 3,684.00 4,120.00
L017 Equipment Mechanic / Operator Parks 1 2,965.60 3,135.20 3,314.40 3,505.60 2,876.00 3,705.60
L042 Gardener 1 2,432.80 2,572.00 2,720.00 3,040.00
L005 Lead Gardener 1 2,788.00 2,946.40 3,116.80 3,295.20 3,484.00
L046 Park Aide – Extra Help 1 1,344.00 1,421.60 1,502.40 1,589.60 1,680.80
L040 Park Ranger I 1 2,241.60 2,370.40 2,507.20 2,651.20 2,803.20
L041 Park Ranger II 1 2,538.40 2,684.80 2,839.20 3,001.60 3,174.40
L039 Park Ranger III 5 2,909.60 3,076.80 3,253.60 3,439.20 3,636.00
L025 Park Ranger IV – Exempt 5 3,295.20 3,484.00 3,684.00 3,895.20 4,120.00
L014 Parks And Open Space Equipment Operator 1 3,024.00 3,196.80 3,380.00 3,575.20 3,780.00
L043 Parks Electrician And Maintenance Worker 5 3,064.80 3,241.60 3,427.20 3,624.00 3,832.00
AFSCME: Parks Salaries – 10/6/2019 Class Code   Class Title Work Group Step A BiWeek lyRate StepB BiWeekly Rate StepC BiWeekl yRate StepD BiWeekl yRate StepE BiWeekl yRate L024 Assistant Harbormaster 5 2,899.20 3,064.00 3,241.60 3,427.20 3,623.20 L044 County Arborist – Urban Forester 5 3,427.20 3,623.20 3,831.20 4,051.20 4,284.80 L017 Equipment Mechanic / Operator Parks 1 3,084.00 3,260.80 3,447.20 3,645.60 3,853.60 L042 Gardener 1 2,530.40 2,675.20 2,828.80 2,991.20 3,161.60 L005 Lead Gardener 1 2,899.20 3,064.00 3,241.60 3,427.20 3,623.20 L046 Park Aide – Extra Help 1 1,397.60 1,478.40 1,562.40 1,652.80 1,748.00 L040 Park Ranger I 1 2,331.20 2,465.60 2,607.20 2,757.60 2,915.20 L041 Park Ranger II 1 2,640.00 2,792.00 2,952.80 3,121.60 3,301.60 L039 Park Ranger III 5 3,025.60 3,200.00 3,384.00 3,576.80 3,781.60 L025 Park Ranger IV – Exempt 5 3,427.20 3,623.20 3,831.20 4,051.20 4,284.80 L014 Parks And Open Space Equipment Operator 1 3,144.80 3,324.80 3,515.20 3,718.40 3,931.20 L043 Parks Electrician And Maintenance Worker 5 3,187.20 3,371.20 3,564.00 3,768.80 3,985.60    

I

AFSCME: Parks Salaries – 10/4/2020
Class Code   Class Title Work Group Step A BiWeek lyRate StepB BiWeekly Rate StepC BiWeekl yRate StepD BiWeekl yRate StepE BiWeekl yRate
L024 Assistant Harbormaster 5 2,986.40 3,156.00 3,339.20 3,530.40 3,732.00
L044 County Arborist – Urban Forester 5 3,530.40 3,732.00 3,946.40 4,172.80 4,413.60
L017 Equipment Mechanic / Operator Parks 1 3,176.80 3,358.40 3,550.40 3,755.20 3,969.60
L042 Gardener 1 2,606.40 2,755.20 2,913.60 3,080.80 3,256.80
L005 Lead Gardener 1 2,986.40 3,156.00 3,339.20 3,530.40 3,732.00
L046 Park Aide – Extra Help 1 1,439.20 1,522.40 1,609.60 1,702.40 1,800.80
L040 Park Ranger I 1 2,400.80 2,539.20 2,685.60 2,840.00 3,002.40
L041 Park Ranger II 1 2,719.20 2,876.00 3,041.60 3,215.20 3,400.80
L039 Park Ranger III 5 3,116.00 3,296.00 3,485.60 3,684.00 3,895.20
AFSCME: Parks Salaries – 10/4/2020
Class Code   Class Title Work Group Step A BiWeek lyRate StepB BiWeekly Rate StepC BiWeekl yRate StepD BiWeekl yRate StepE BiWeekl yRate
L025 Park Ranger IV – Exempt 5 3,530.40 3,732.00 3,946.40 4,172.80 4,413.60
L014 Parks And Open Space Equipment Operator 1 3,239.20 3,424.80 3,620.80 3,829.60 4,048.80
L043 Parks Electrician And Maintenance Worker 5 3,283.20 .3,472.00 3,671.20 3,881.60 4,104.80