1. Night Shift Differential: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.

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.

  • 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 off duty 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. 
  • 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.
  • 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. Effective the first full pay period following Board of Supervisors’ approval of a successor MOU in 2022, LVN’s assigned to Clinics will receive an additional one percent (1%) Clinic Assignment Differential for the time spent working in the Clinic Assignment, for a total of 6.74% in addition to all other compensation.
  • 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.
  • 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:

A. Employees working beyond 40 hours in a week

B. Volunteers to reduce or cancel hours

C. Extra Help

D.  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 work, the employee at the top of the call-off list, 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. 

  1. Preceptor and Training Pay: Effective the first full pay period following Board of Supervisors’ approval of a successor MOU in 2022, an LVN assigned Preceptor duties by a manager will be paid a preceptor differential at two dollars ($2.00) above the hourly rate for each hour that the LVN is so assigned. The LVN preceptor will be paid the preceptor differential for the period of time determined by the employer for preceptor duties. Preceptors will be paid to train full time, part time and per diem newly hired and transferred LVNs. The manager will determine when the preceptor duties end once the LVN can satisfactorily and independently perform clinical functions.

Effective the first full pay period following Board of Supervisors approval of a successor MOU in 2022, LVN’s assigned in writing to provide training and lead direction to MSA’s, over and above their regular duties as described by their job description, shall receive a differential pay of two dollars ($2) per hour, in addition to all other compensation, only for time during which the training and lead direction is provided.

  1. Scrub Discussion: Effective within ninety (90) days of Board of Supervisors’ approval of a successor MOU in 2022, the County will meet with AFSCME to discuss the type of scrubs to be provided through the County’s uniform service provider.
AFSCME: LVNs Salaries – 2/20/22
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
F020 Licensed Vocational Nurse 1   2,817.60 2,978.40 3,149.60 3,331.20
F020-R Licensed Vocational Nurse – Relief 1 2,796.80 2,957.60 3,127.20 3,305.60 3,496.00
B155 Licensed Vocational Nurse – Unclassified 1   2,817.60 2,978.40 3,149.60 3,331.20
AFSCME: LVNs Salaries – 10/2/2022
Class CodeClass TitleWork GroupStep A BiWeekly RateStep B BiWeekly RateStep C BiWeekly RateStep D BiWeekly RateStep E BiWeekly Rate
F020Licensed Vocational Nurse1–  2,902.403,068.003,244.003,431.20
F020-RLicensed Vocational Nurse – Relief12,880.803,046.403,220.803,404.803,600.80
B155Licensed Vocational Nurse – Unclassified1–  2,902.403,068.003,244.003,431.20
AFSCME: LVNs Salaries – 10/1/2023
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
F020 Licensed Vocational Nurse 1 –   3,018.40 3,190.40 3,373.60 3,568.80
F020-R Licensed Vocational Nurse – Relief 1 2,996.00 3,168.00 3,349.60 3,540.80 3,744.80
B155 Licensed Vocational Nurse – Unclassified 1 –   3,018.40 3,190.40 3,373.60 3,568.80
2019-09-16