reemployment eligible lists, in making certification on a County-wide basis.

SAN MATEO COUNTY

HUMAN RESOURCES DEPARTMENT

Inter-Departmental Correspondence DATE: November 5, 2006

TO:      All Managers

FROM: Casey Echarte, Employee Relations Manager SUBJECT:          Assignment to Work at an Alternative Location

In some circumstances, it may be appropriate during the course ofan investigation and/or during the Skelly process for an employee accused ofwrongdoing to be kept away from his/her regular work location.

Unless required by a governing agency, this should be the exception rather than the rule, and discussed with Employee Relations and/or County Counsel prior to implementation. In determining whether to leave the accused employee in his/her regular work area, assign them to work at home, or to assign them to another location/set of duties, the following issues will be discussed:

  • Could the employee hinder the investigation by corrupting data or removing/destroying other evidence?
  • Could the employee cause further harm ifleft in his/her current position? (e.g. A Social Worker accused of inappropriate behavior with a child)
  • Is the employee a potential threat/danger to others?
  • Are there other governing agency requirements? (e.g. State requirement to remove a health care employee accused ofabuse)

Ifthe department determines to assign the employee to an alternative location, a letter will be given to the employee, informing them ofthis arrangement, the duration ofwhich will be kept to the shortest amount oftime that circumstances warrant.

San Mateo Medical Center

A County System ofHealthra.re

October 31, 2006

Nadia Bledsoe, Business Agent AFSCME Local 829, AFL-CIO

144 Brentwood Drive

South San Francisco, CA 94080 Dear Ms. Bledsoe:

The San Mateo Medical Center is interested in establishing a Labor/Management committee to meet annually upon the request of the Union to assess the training needs for employees in medical professional and ancillary services classifications. During this meeting, we can also discuss desirable training opportunities within available funding parameters and review continuing education requirement� that may be adopted by the State legislature and other regulatory agencies.

The Union is also invited to send one person to the in-patient and out-patient SMMC education committees from the AFSCME classifications on the nursing units and will notify you In advance of each meeting.

·      ·  

The San Mateo Medical Center Leadership Team agrees to meet with Union within 120 days of the ratificatlo.n o( the MOU to discuss the Union’s concerns regarding guidelines for assigning Medical Service Assistants on the nursing units, a system for tracking overtime and equitable allocation of overtime, and a process for posting transfer opportunities. The Leadership Team will consist ofRhonda Alvarez, Malu Cruz, Heather Ruiz, and Dionne Miller.

I look forward to working with you to enhance the work environment for SMMC employees. Sincerely,

/             .               .,              �

stJi;r  

pf�0

Nancy

Chief Executive Officer

Main Con-.,us Oinics 650-573-3434 • Ron Robin.son Senior Care Center 650-573-2426 • Co:i:<tside Clink 650-S?J-3941 • South S•n Franci�co Clinic6l0-877-7070

. Daly City Clinic 6S0-301-8600 • Daly City Youth llcahh Center 6S0-9�5-7000 • F3ir Oaks Clinic liS0-:!64.«IIO • Scqooia Teen Wellness Center 650.366-2927 Fair Oaks Children·s Cliruc 650-261-3710 • Willow Clinic (,$0-599-3890 • Melhadone Clinic 650-578-7190 • Dtll Haven Oinie 650-321-09!0

Burlingame Long Tenn Care 6�0-692-3758

October 30, 2006

Nadia Bledsoe, Business Agent AFSCME Local 829, AFL-CIO

144 Brentwood Drive

South San Francisco; CA 94080 Dear Ms. Bledsoe:

The public Health Department is interested in establishing a Labor/Management cornmittee to meet annually upon the request of the Union to assess the training needs for f;!fTlployees in the Public Health Division. During this meeting, we can also discuss dE:!sirable training opportunities within available funding parameters and. r�yie� ‘ccuitinuing education requir�ments that may be adopted by the State legislature and othe.r regulatory agencies;

I lopk fo·rward to �ofl<ing with you to continue enhancing the work environment

fo                     Ith employees.

Bri ··       rno

Director, Public Health

l’MlUC rrn,\LTII A\l) 1-:.\\’!IW.\.\IK\’f.\l. l’!Wn;CTIO\’ Ol\’1�10.�

Board or:-:111ll’nlsors: \l:irl. Chord1 • �11�1• Jan,t,� 1;!1,::un • 1.:h hi,ril “· ‘·•·:-,io111 • J, 11’\ llill • ,\,lrit·n111· ·ji,-:�t• r, lh’.illh llln·rlnr: 1.h;nl,·r;;• s;1,”,

155

M    Revised Agreement ..

Mental Health Division and AFSCME Local 829

·Part�Time Employees – School and Community�Based Youth Staff

The following agreement Is entered into between the Mental Health Services Division and AFSCME Local 829, effective November 1, 2000.

The Mental Health Division employs part time staff in school-based and community-based Mental Health youth programs whose weekly work schedules often exceed the hows authorized by their status (e.g..5 FrE = 20 hours per week, .8 = 32 hours per w�ek) 1) while school in session and/or-2) because of the.inability to predictably schedule work.with their target client populi:ition. Conversely,  the· weekly  work  sche. dules.. of those. positions .commonly .require· fewer ·hours .than those authorized by their status i) during the summer (non-school) months and/or 2) when there

are fewer crises or slower, more predictable activityin their target-client population.

The  goal  of  this  agreement  is that  the  hours  worked  in  any  such  _part time  position  over  the calendar· yeaar will, excepting authorized overtime (see below) be approximately equal to the worker’s status as a percent of full time.

Hours worked in a work week while schools in session or ·durin_g a period of peak client ,activity which exceed the worker’s normal status may be .converted to.-cornpensatory .time·.on an hour-for­ hour straight time basis subject to the provisions Of the MOU .regarding cornpensaole -overtlme and to the limits on accrued compensatory ·time in the applicable w_ork groups_.

If such an employee works more than forty (40) hours in. a ·work week they will be compensated. at

  • the overtime rate pursuant to.the provisions of Section 7 of the MOU.

These part time employees shall. be entitled to holiday pay tn proportion to their annual FTE status (e.g: .5 FfE := · 4 hours holiday pay, .8 == 6.4 hours holiday pay). Employees will accrue holiday time at the same rates for floating and Saturday holidays. Section 16.1 of the MOU ·on calculating

  • holiday. paay for part time employees shall not apply to these employees.                       ·

156

SAN MATEO MEDICAL CENTER

A County System ofHealthcare

‘To open doc,rs to ..xullence in

/,ea/th 1111rc”

222 West: 39′” Avenue San M11tell, CA 94403

PJJONE NO. 650 S73 2222

TDD NO.          650 573 3753

FAXNO.             650 .573 2950

http://www.smhea/th

CEO:

NancyJ. Steiger

Clinics:

Norlh Co1ml)• Cli11ic Phonu No. 650 ‘JOJ /J600

Dn�v City fo111h CUnic Phone No. 650 99/ 1240

So11th San F’ronciscu Clinic PlrcmeNo. 650877 1070

Collst:.id<: Clinic PhoneNo.   6$0S7j J911

.‘19 tltAwm,e Famila• Clinic Phone No. 6.50 573 2122

Fair Oalis Family Clinic PIIOMNO. 650364 6010

Re,/ll’ood City }’0111/, Cli11ic Phona No. 6.SO 366 2927

R�dwoo,I City Scl,ool-1,nsed Cli11ic

Phone No. 650 369 9.J::!7

Willow Clinic

PlroM No. 650 5!}9 3.190

Bell�Hnven Clinic PhoneNo.  6503:JI 0980

November 10, 2002

Nadia Bledsoe AFSCME Local 829

144 Brentwood Drive

South San Francisco, CA 94080

Dear Nadia:

This fetter confirms the understandings reached at the October 2·1, 2002 side meeting. The discussion covered the career advancement program, the normal workweek for the Licensed Vocational Nurses, and the orientation for individuals (LVN’s/MSA’s/Community Workers) who are temporarily reassigned within the outpatient system.

.CAREER ADVANCEMENT

Staff of the San Mateo Medical Center remains committed to the development of a career advancement program which will enable staff to not only improve their skills but enhance their advancement opportunities. Recognizing that the legislated staffing requirements will place additional pressure an recruitment and retention strategies, the department will continue to explore all possibilities to fund a comprehensive program. Current efforts are being made to develop a program in conjunction with the Hospital Consortium.

I                        LVNs  

NORMAL WORK WEEK

understand the desire to have two days off in succession, and I appreciate how disruptive it can be to have only one full day off and the second day split in two half days. However, the County and the Medical Center have made increased access to health care one of its primary objectives. This objective is met by having clinics open six days a week. Our current resources dictate the number of hours the clinics are open and the staff availability to staff them. At this time economics prohibit the hiring of additional staff or the rescheduling of clinics. In January 2003, I expect to receive detailed fiscal and productivity data which will enable us to make scheduling decisions on a clinlc-by-clinic basis. At that time I will review the information to include identifying opportunities to improve the work schedules for all affected staff.

Board ofSupervisors: Mark Church. Rose Jacobs Gibson. Richard S. Gordon . Jerry Hill. J\1ichael D. Nevin

i-‘ I

ORIENTATION/fRAINING (clinic reassignments)

I have agreed to develop an orientation checklist for the LVNS, MSAs and Community Workers to assist them when they are assigned to a clinic other than their regular assignment. The purpose of the checklist

.is to provide staff with a basic guide on what they need ·to know in order to do their work while in the temporary assignment. This checklist is meant to be a tool and. does not replace the orientation or competency training. I expect all Charge Nurses to provide this checklist so that allemployees understand their responsibilities and the procedures related to the particular clinic in which they are assigned. This checklist will be available no later than January 1, 2003. The clinics will be redefining the duties and competencies for LVN’s and MSA’s, and I will work with Supervising Physicians to provide training to providers (Physicians, Nurse Practitioners, Physician’s Assistants) regarding the job duties of the classifications that support them.

I look forward to continuing to work with you to enhance the work environment and career opportunities for all clinic employees.

qdv.J  

Sincerely,

John VolaVonti-f.ami;_,afir Deputy Director Outpatient Services

)21

158

·                                        ·Hlli\Ll’H -��K\/1\j�� j\\J)jl,\.Jl

Board of Supervisors:

Mark Church • Rose Jacobs

-Gibson • Richard S. Gordo� • Jerry Hill • Michael D. Nevin

. Health Services Director: Margaret Taylor

November 7, �002

Linda Gregory AFSCME

144 Brentwood Drive

South San Francisco, CA 94080

Dear�:V

·  

This letter is to confirm our conversations and side meetings related to Aging and Adult Services developing a job sharing program and a training program for adult protective

  • services and public guardian staff.

JOB SHARING

Aging and Adult Services agrees to implement a job sharing policy and procedure, which mirrors the agreement that had been previously negotiated With the Human Services Agency. It is my intent to add job sharing to the alternative. work programs, which are already in existence within the Division. Such an option will be availa_ble to staff no later than April 1, 2003. Any staff expressing an interest in the program prior to the completion of the agreement and the necessary policies and procedures may indicate such interest in writing and every effort will be made to accommodate the request providing the issues of workload coverage are adequately addressed.

TRAINING

Aging and Adult Services agrees to work jointly with the union on the development of a standardized training program to· provide orientation for all new staff and program specific training for employees assigned to centralized intake and the public guardian units. The intent is to provide a combination of classroom training and on-the-job training. The curriculum and length of training will be developed by staff, supervisors and managers, and the program components will be d�veloped and approved by the supervisors of the units.

Aging and Adult Services has a vacant Deputy Public Guardian position which we will

. request to fill to provide. the training and as feasible cover vacant caseloads within adult protectiv� services and the public guardian program.

AGING AND ADULT SERVICES • PUBLIC GUARDIAN

.  225 – 37th Avenue• San Mateo, CA 94403·• PIIONE 650.573.390.0 • 1’DD 650.573.2220 • 11Ax 650.573.2310

onn 0″7r::: ll’JPC’ /1″),I ‘h,utn H…. o “” non,u,t l\hnn.o\ • “”‘” Q{\() 00/f A1AA

Linda Gregory Page2

November 7,2002

Upon approval of the County Manager’s Office, the trainer will be expected to plan, assign, review · and supervise the work of the assigned staff; train staff in work procedures and ensure the professional development of staff; develop individual arid team performance; train staff in County policies and procedures, and federal, state and local laws, rules. and regulations; prepare and conduct in-service training for staff to ensure currency with changing policies and rules; and ensure compliance with all policies and procedures related to Superior Court.

.                                                                                   .                       •.

T�e detail of the implementation will be developed over the next 60 days and will be available for your review and comment by February 1, 2003�  I look forward ·to working with you to provide the staff within Aging and Adult Services the necessary tools for them to be successful.  in meeting their assigned responsib. ilities.

Sincerely;

�.·

Charlene A. Silva, Director Aging and Adult $ervi(?es

CAS:e

160

San Mateo County Memorandum of Understanding                                                                       AFSCME 2018-2021

County  of  San   Mateo

350-90rh Street, 3rd Floor Daly City

California • 94015

Telephone: 650-301-8720

Fax: 650-994-6853

Director

Maureen D. Borland

Northern Regional Director

Scuart Oppenheim

Board of Supervisors

Richard Gordon Mary Griffin Jerry Hill

Michael D. Nevin

1/30/03

Linda Gregory, Associate Director AFSCME District Council 57 for Local 829 144 Brentwood Drive

South San Francisco, CA 94080

Dear Ms. Gregory:

I am writing to confirm the decisions we agreed to when we met to discuss particular Children and Family Services issues that came up during this year’s contract negotiations.

l believe that the following two agreements were reached during our meeting:

  1. . After the conclusion ofnegotiations, we will meet to discuss issues related to the workload concerns ofbilingual staffthat were raised during our meeting, including but not limited to, the issues related to the ability ofbilingual staffto voluntarily transfer to different assignments.
  • After the conclusion ofnegotiations we will also meet to discuss the overall caseload concerns that you raised during our meeting.

In addition, we have agreed to continue providing in service training to Children and Family Services staffto include the following:

I. Forensic sex abuse interviewing

  • Mandated and ongoing computer training (CWS/CMS)
  • Updates on the following issues:
  • Court training: providing tertimony in court and preparation ofcourt reports
  • Agency/State removal standards/300 WIC
  • Risk assessment
  • Stress management/ongoing stress support groups”

Please feel free to contact me at your convenience to schedule the first meetings ‘in each ofthese areas so that we can begin moving towards their reso µ,tion.

Stuart Oppenheim.

Northern Regional Director

cc: Madelyn Martin, Deputy Director

Casey Echarte, Employee and i:iublic Services ·

\.

550 Quarry Road San Carlos California • 94070

Telephone: 650-802-6483

Fax: 650-637-0452

(

Human Services Agency

Maureen D. Borland

Central Region Director Glen H. Brooks Jr.

_Board of Supervisors

Mark Church Richard Gordon

Jerry Hill

Rose Jacobs Gibson

Michael Nevin

November 6, 2002

Linda Gregory, Associate Director AFSCME Local 829, AFL-CIO

144 Brentwood Drive

So. San Francisco, CA 94080 Dear Ms. Gregory:

.  

This letter is in response to the Union’s request to clarify and capsµlate our recent discussion. On October 28, 2002 we met to discuss Benefit Analysts located at the Family Resource potential future hiring in the Benefit Analysts classification, lead function/positions and the workload for Income Employment Service Specialists (IESS) with CalWORKs caseloads.

I am pleased to indicate that we will consider the feasibility of your proposal to have all cases that are generally assigned to Eligibility Technicians moved from the Family Resource Centers to regional offices. We are researching the Impact on staffing if we were to commit�othis proposal.

Our plan· is to hire Benefit Analysts in the future contingent upon sufficient State funding and within the context of the proposed Medi-Cal s_ervic� delivery changes. We are being very cautious in our hiring efforts as we expect the upcoming budget cutbacks to be at least as substantial as what was experienced during this and the

  • 1ast fiscal years. Additionally, we are in the process of redesigning services for Medi-Cal clients by implementing a call center. While future hiring of Benefit Analysts will occur, the exact timing of this cannot be predicted at this rr:ioment.

We discussed your request for additional Lead Workers. As you -are aware we are curr�ntly developing supervisory arid leadership initiatives. We are also implementing a quality assurance process in .

·  :  ·                             ·               ·  

the future. In this context and given the current fiscal.situation creating additional Lead Worker positions is inappropriate from our pro?pective.     ·

In response to your request to decrease the IESS caseload· target from 45 family cases to 32; we are u·nable to accommodate your ‘request. We don’t b�liev_e-that the caseload du£}ht to be lowered.

162

Further, we understand that this performance level is towards the lower end of . such Statewid� levels. In addition, this request could not be achieved given the reduction in State funding and the current fiscal crisis the County is facing.

However, it is our intention to look at how the Employment Services Delivery system can be improved. In this context we will consider the IESS function and prioritize tasks that need to be completed. The Employment Services Integration Workgroup has been given, among its tasks, the charge to begin discussions around IESS activities prioritization. The Workgroup membership includes managers, supervisors, and line staff. We have attached a Workgroup roster. If you would like additional Union participants in this Workgroup, please forward their names to me.

We continue to appreciate our discussions with the Union as we work through these tumultuous fiscal times. If you have any questions concerning this letter, please call me at 802-6579.

  • Sincerely yours,

�H .·B�·

Glen H. Brooks, Jr.

Central Region Director Attachment

�, W-.

� �·

cc: Maureen Borland, Director Madelyn Martin, Deputy Director ·

Casey Echarte, Employee & P�blic Services