In Probation & Detention Association (PDA)

February 7, 2003 David H. Anderson President, Probation and Detention Association Dear Mr. Anderson: It is the County’s policy and goal that all workers shall be treated with respect and dignity. To that end, managers, supervisors, and line workers will each have an obligation of mutual respect. This shall not prevent a manager or supervisor from providing training or correction to workers and shall not prevent a line worker from responding on their own behalf or offering their personal opinion on the subject under discussion. However, each is expected to do so in a civil manner and without name-calling or demeaning tone. Correction of workRead More →

In Probation & Detention Association (PDA)

The attached Overtime Policy has been developed to provide clear and concise procedures and guidelines that are consistent with the Fair Labor Standards Act (FLSA) and with the Memorandum of Understanding between the County and the Probation and Detention Association (PDA).  It is the intent of this Policy to continue an atmosphere of open communication between line staff and management regarding overtime.  Probation officers and their supervisors should discuss potential overtime situations as early as possible.   The FLSA categorizes the nature of probation officer work as that which requires overtime pay for work beyond 40 hours in a work week.  Employees are not expectedRead More →

In Probation & Detention Association (PDA)

Attached is the Probation Department Transfer Policy. The parties agree that application and interpretation of this policy is subject to the negotiated grievance process. The parties further agree that the Department retains the right to amend, suspend or terminate this policy in accordance with the provisions set forth in the attached policy. The parties agree that, prior to implementing any decision to amend, suspend or terminate this policy, the Department will meet and confer in good faith with PDA about the proposed change. Dated:                                                                                                                                                                                                                         Probation Department                                                 Probation & Detention Association DEPARTMENTAL TRANSFER POLICY DEPARTMENT TRANSFERS/INITIATED BY STAFF POLICY All Department staff areRead More →

In Probation & Detention Association (PDA)

February 7, 2003 David H. Anderson President, Probation & Detention Association Dear Dave: I want to confirm my commitment to provide opportunities for Group Supervisors to promote into the Deputy Probation Officer job series. To further this goal, I encourage and support the following steps: Discussing with PDA leadership the need to use closed promotional exams on a caseby-case basis to ensure that a sufficient advancement opportunities exist for group supervisors. Aggressively recruiting bilingual individuals for Group Supervisor position to increase the pool of internal bilingual candidates for DPO vacancies. Continual analysis of DPO recruitments to determine if Group Supervisors are successful in competing forRead More →

In Probation & Detention Association (PDA)

Compensation One Step Differential limited to 30 DPO III’s. Duties In addition to managing a caseload, DPO III’s selected for the Senior Differential will: Review and sign reports Act as supervisor in the supervisor’s absence Develop and conduct on-going training for new employees Coach and provide training/assistance to DPO’s with performance problems Provide support and guidance to staff in difficult situations Act as a mentor or coach in departmental career development programs Serve as a resource to DPO’s experiencing difficulty with specific cases Coordinate special projects Handle more difficult cases Requirements Standard evaluation 3 years (cumulative) as a DPO III in San Mateo County WillingnessRead More →

In Probation & Detention Association (PDA)

PDA Dear Mark & Melvin: This letter shall confirm certain understandings reached in negotiations for a Memorandum of Understanding covering the period of May 22, 2016 through May 19, 2019. Vacation Requests. Any vacation request for 2 weeks or longer will be responded to not later than one month after the written request.  Any request for time off for less than 2 weeks will be responded to as quickly as possible, but not later than 2 weeks after the written request. Holdover Overtime. In making “holdover” overtime assignments, seniority among employees possessing the skills and abilities required for the specific overtime assignment will be theRead More →

In PDA Addendums

PDA Salaries – 7/14/2019 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 B116 Group Supervisor I – Unclassified 1  2,320.00  2,452.00  2,592.80  2,741.60  2,898.40 B117 Deputy Probation Officer III – Unclassified 1  3,408.80  3,604.80  3,812.00  4,032.00  4,262.40 B118 Deputy Probation Officer II – Unclassified 1  3,223.20  3,407.20  3,602.40  3,810.40  4,028.00 B119 Deputy Probation Officer I – Unclassified 1  2,887.20  3,053.60  3,228.00  3,414.40  3,609.60 B120 Group Supervisor II – Unclassified 1  2,617.60  2,768.00  2,926.40  3,094.40  3,272.80 B135 Group Supervisor III – Unclassified 5  2,910.40  3,078.40  3,254.40  3,440.00  3,637.60Read More →

In PDA Addendums

Deputy Probation Officer III’s who are currently assigned lead responsibilities shall receive premium pay at the rate of one step of their salary in addition to all other compensation.  DPO III’s accepting the lead assignment agree that they can be transferred anywhere within the Department without regard to the Department Transfer Policy. The number of employees assigned to the lead assignment will be reduced, through attrition, proportionally to the size of the workforce. The parties will meet over the course of the following year to develop new criteria to determine employee selection for future assignments, as well as clarifying the duties of the work assignment.Read More →

In PDA 16. Hospitalization and Medical Care

Retirees who live in areas where neither Kaiser nor Blue Shield coverage is available, and who are eligible for conversion of sick leave credits to a County contribution toward health plan premiums, may receive such contribution in cash while continuously enrolled in an alternate health plan in the area of residence.  It is understood that such enrollment shall be the sole responsibility of the retiree.  This option must be selected either: At the time of retirement, or During the annual open enrollment period for the County’s health plans, provided the retiree has been continuously enrolled in one of the County’s health plans at the timeRead More →

In PDA 16. Hospitalization and Medical Care

Upon request from the County, the parties will reopen this Section 16 during the term of the agreement if necessary to address changes required under the ACA or other healthcare legislation.  Upon the County or PDA’s request, the County and PDA shall reopen the issue of payment of any taxation assessed against employers in association with employer health insurance contributions (e.g., the excise tax referred to as “the Cadillac Tax” under the ACA), or other taxation resulting from future healthcare legislation.Read More →

In PDA 16. Hospitalization and Medical Care

16.1 Regular Employees Assigned to Work Eighty (80) Hours Per Pay Period: The County pays eighty-five percent (85%) of the total premium for Kaiser HMO, Blue Shield HMO or Kaiser High Deductible Health plans (employees pay fifteen percent (15%) of the total premium). The County pays seventy-five (75%) of the total premium for Blue Shield PPO plan (employees pay twenty-five percent (25%) of the total premium. 16.2 Regular Employees Assigned to Work Less Than Eighty (80) Hours Per Pay Period: For County employees occupying permanent part-time positions, who work a minimum of forty (40), but less than sixty (60) hours in a biweekly pay period,Read More →

In PDA 15. Leaves of Absence

The County will provide up to twenty-four (24) hours paid bereavement leave upon the death of an employee’s parent, spouse, domestic partner, child (including through miscarriage or stillbirth), step-child, sibling, sibling-in-law, mother-in-law, father-in-law, grandparent, grandparent-in-law or grandchild. In addition, employees may utilize accrued sick leave pursuant to Section 14.2, subsection (4).Read More →

In PDA 15. Leaves of Absence

Educational leave of absence with pay may be granted to employees under the conditions specified in this Section.  In order to be granted educational leave of absence with pay an employee must submit on the prescribed form a request to the appointing authority contain­ing all information required to evaluate the request. The County may, after approval of an employee’s application, grant leave of absence with pay for a maximum of sixty-five (65) working days during any fifty-two (52) biweekly pay periods for the purpose of attending a formal training or educational course of study.  Eligibility for such leaves will be limited to employees with atRead More →

In PDA 15. Leaves of Absence

Refusal of Leave or Failure to Return After Leave:  Failure to report for duty after a leave of absence request has been disapproved, revoked, or canceled by the appointing authority, or at the expiration of a leave, shall be considered an absence without leave. Absence Without Leave: Absence from duty without leave for any length of time without an explanation satisfactory to the appointing authority is cause for dismissal.  Absence without leave for four (4) or more consecutive days without an explana­tion satisfactory to the appointing authority shall be deemed a tender of resignation.  If within thirty (30) days after the first day of absenceRead More →

In PDA 15. Leaves of Absence

With the department head’s approval, an employee shall be permitted authorized absence from duty for appearance in Court because of jury service, in obedience to subpoena related to the employee’s San Mateo County employment, or as directed by the proper authority, in accordance with the following provisions: Absence from duty will be with full pay to a maximum of eight (8) hours for each day the employee serves on the jury or testifies as a witness in a criminal case, other than as a defendant, including necessary travel time. As a condition of receiving such full pay, the employee must, within fifteen (15) days ofRead More →

In PDA 15. Leaves of Absence

Granting of Leaves of Absence Without Pay:  An appointing authority may grant leaves of absence without pay for personal reasons up to a maximum of two (2) biweekly pay periods. Leaves of Absence Without Pay for Non-Job Incurred Illness or Injury: Leaves of absence on account of illness or injury which are not job incurred may be granted for a maximum of twenty-six (26) full biweekly pay periods encompassing use of accrued paid leave and approved unpaid leave once accrued leave is exhausted, except as required by law. This includes disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth, and recovery therefrom.  All accruedRead More →

In PDA 15. Leaves of Absence

A. Job Incurred Disability Leave With Pay Definition: Disability leave with pay is an employee’s absence from duty with pay because of disability caused by illness or injury arising out of and in the course of employment which has been declared to be compensable under the Workers’ Compensation Law.  Only permanent or probationary employees occupying permanent positions are eligible for disability leave with pay. Payment: Payment of disability leave shall be at the base pay of the employee and shall be reduced by the amount of temporary disability indemnity received pursuant to Workers’ Compensation Law. Application for and Approval of Job Incurred Disability Leave WithRead More →

In PDA 15. Leaves of Absence

Authorized absence without pay which exceeds twenty-eight (28) consecutive calendar days, for:  (1) a leave of absence for personal reasons; (2) a leave of absence on account of illness or injury not compensated through Worker’s Compensation benefits; or (3) a leave of absence to fill an unexpired term in an elective office shall not be included in determining salary adjustment rights, or any seniority rights based on length of employment.Read More →

In PDA 15. Leaves of Absence

To the extent consistent with applicable local, state and federal laws, employees on leaves of absence without pay in excess of two (2) biweekly pay periods shall not be entitled to payment of the County’s portion of the premiums for their health, dental, life, or long term salary continuation insurance, except as provided hereinafter or in accordance with legal requirements.  The entitlement to payment of the County’s portion of the premiums shall end on the last day of two (2) full biweekly pay periods in which the employee was absent.  An employee who is granted a leave of absence without pay for reasons of theRead More →

In PDA 15. Leaves of Absence

Employees shall not be entitled to leaves of absence as a matter of right, but only in accordance with the provisions of law and this code. Unless otherwise provided, the granting of a leave of absence also grants to the employee the right to return to a position in the same class, or equivalent class in the same department, as held at the time the leave was granted. The granting of any leave of absence shall be based on the presumption that the employee intends to return to work upon the expiration of the leave.  However, if a disability retirement application has been filed withRead More →

In PDA 9. On-Call Duty

When warranted and in the interest of the County operation, the department head may assign employees to “on‑call” status.  Effective the pay period following the Board of Supervisors’ adoption of a successor MOU in 2019, employees shall be paid an hourly rate of five dollars and forty cents ($5.40) for time in which they are required to be in an on-call status. Employees required to respond to issues remotely while “on call” shall be paid the applicable rate of pay, in accordance with this MOU, for all time spent responding remotely, and for corresponding record-keeping that is required by a supervisor to be completed whileRead More →

In PDA 8. Shift Differential

Shift differential pay, for the purpose of this Section, is defined as pay at a rate which is one step above the employee’s base pay in the salary range for their classification.  If the base pay is at the top step, shift differential pay shall be computed at one step above such base pay. Notwithstanding the paragraph above, the monthly shift differential pay for full-time employees shall be at least $35.00 above the employee’s base pay, to be prorated for part-time employees.Read More →

In PDA 7. Overtime

Utilization of comp time off shall be by mutual agreement between the employee and the department head.  The smallest increment of compensatory time which may be taken off is six minutes. Compensatory time off which accrues in excess of ninety-six (96) hours must be liquidated by monetary payment. All monetary payments for overtime must be paid no later than the next biweekly payroll following the pay period in which the overtime was worked. The maximum compensatory time off accrual shall be ninety-six (96) hours.Read More →

In PDA 7. Overtime

The Human Resources Director shall allocate all job classes to the following described work groups for purposes of determining categories of employees to be compensated by monetary payment or by compensatory time off.  The decision of the Director shall be final; provided, however, that prior to changing the work group of an existing class covered by this MOU the Director shall notify PDA of the contemplated change and if requested, discuss with PDA the reasons for the work group change. Work Group 1:  All employees covered by the Fair Labor Standards Act shall be allocated to Work Group 1. Work Group 1 employees may beRead More →

In PDA 7. Overtime

Except as otherwise provided by Charter, any authorized time worked in excess of the forty (40) hour weekly work schedule shall be considered overtime compensable at the rate of one and one-half times the overtime worked whether by monetary pay­ment or compensatory time off.  In determining eligibility for overtime compensation any absence with pay shall be considered time worked. Effective January 1, 2007, paid sick leave will not count as hours worked in determining overtime eligibility.Read More →

In PDA 7. Overtime

All compensable overtime must be authorized by the appointing authority or their representative in advance of being worked. If prior authorization is not feasible due to emergency conditions a confirming authorization must be made on the next regular working day following the day on which the overtime was worked.Read More →

In PDA 6. Days and Hours of Work

The standard work week for employees occupying full-time positions consists of 40 hours unless otherwise specified by the Board of Supervisors. Except as provided below, the regular workweek shall consist of forty (40) hours within a seven (7) day workweek which begins Sunday morning at 12:00 a.m., and ends Saturday night at 11:59 p.m. For employees working a 9/80 work schedule (with a regular day off every other week), each employee’s designated work week shall begin exactly four (4) hours after the start of their eight (8) hour shift on the day of the week that corresponds to the employee’s alternating regular day off. TheRead More →

In PDA 5. Salaries

Employees reclassified downward shall continue in their present salary range, with cost of living adjustments, for two years, at which point their salary shall be frozen (“Y”‑rated) until the salary assigned to the lower class equals or exceeds the “Y” rate. These “Y” rate provisions shall not apply to layoffs, demotions, or other personnel actions resulting in an incumbent moving from one position to another.Read More →

In PDA 5. Salaries

An employee reclassified to a lower class shall have the right of either (1) transferring to a vacant position in their present class in the same or another department, provided the head of the department into which the transfer is proposed agrees, or (2) continuing in the same position in the lower class at a “Y” rate of pay when the incumbent’s pay is higher than the maximum step of the salary range for the lower classRead More →

In PDA 5. Salaries

Should the County determine that recruitment and retention of employees in the unit is directly impacted by salary and benefit levels outlined in this MOU, the County may at its sole discretion increase such salary and benefit levels after discussing such increases with PDA.Read More →

In PDA 5. Salaries

When an employee is promoted from a position in one class to a position in a higher class, and at the time of promotion is receiving a base salary equal to, or greater than the minimum base rate for the higher class, that employee shall be entitled to the next step in the salary schedule of the higher class which is at least one step above the rate they have been receiving except that the next step shall not exceed the maximum salary of the higher class. If an employee is demoted, voluntarily or otherwise, that employee’s compensation shall be adjusted to the salary prescribedRead More →

In PDA 5. Salaries

Employees shall be considered for salary step increases based on their appointment date or revised salary anniversary date. If an employee begins service later than the first business day of a biweekly pay period, or has changes which would cause the salary anniversary date to be on other than the first business day of a biweekly pay period, the salary anniversary date shall be determined from the first day of the following biweekly pay period. Changes in an employee’s salary because of promotion, upward reclassification, postponement of salary step increase, or special merit increase will set a new salary anniversary date as stated in theRead More →

In PDA 5. Salaries

Permanent and probationary employees in regular established positions shall be considered on their salary anniversary date for advancement to the next step in the salary schedule for their classes as follows. A step shall be defined as 5.74% and all references to a “step” in this agreement are understood to equate to 5.74%. All increases shall be effective at the beginning of the next full pay period. A. After completion of one thousand forty (1040) regular hours satisfactory service in Step A of the salary schedule, and upon recommendation of the appointing authority, the employee shall be advanced to the next higher step in theRead More →

In PDA 5. Salaries

Except as herein otherwise provided, the entrance salary for employees entering County service shall be the minimum salary for the class to which appointed.  When warranted, the Human Resources Director, with the department head’s recommendation, may approve an entrance salary, which is more than the minimum salary. The Director’s decision shall be final.  Such a salary may not be more than the maximum salary for the class to which the employee is appointed unless such salary is designated as a Y rate by the Board of Supervisors.Read More →

In PDA 5. Salaries

The salary ranges for all employees represented by PDA will be as set forth in the Exhibits which are attached hereto and made a part hereof. The rates of pay set forth in the Exhibits represent the standard biweekly rate of pay for full-time employment, unless the schedule specifically indicates otherwise and represent the total com­pensation due employees, except for overtime compensation and other benefits specifically provided for by the Board of Supervisors or by this MOU. The rates of pay in the Exhibits do not include reimbursement for actual and necessary expenses for traveling, subsistence, and general expenses authorized and incurred incident to CountyRead More →

In PDA 2. Association Security

The Probation Department shall allow PDA use of available bulletin board space for communications involving official organization business, such as times and places of meetings, provided such use does not interfere with department needs. PDA may distribute materials to unit employees through County mail distribution channels if approved by the Human Resources Director. If the Association violates the terms of this provision, the County may take such action it deems appropriate, to the extent authorized by law. PDA representatives shall give notice to the employees’ department head or designee at least twenty-four (24) hours in advance of contacting departmental employees during an employee’s duty period,Read More →

In PDA 2. Association Security

Members who pay dues through paycheck deductions and all employees who become members and pay dues through such deductions shall continue to pay dues for the duration of this and each subsequent MOU. During the twenty-one (21) day period that is at least seventy (70) days prior but no more than ninety (90) days prior to the expiration of this and any subsequent MOU, members shall have the right to withdraw membership by discontinuing dues deduction. The employee shall communicate the withdrawal in writing to PDA by certified mail. Employees subsequently employed in a position outside of the unit repre­sented by PDA shall not beRead More →

In PDA 2. Association Security

PDA may have members’ dues deducted from their paychecks under the County Controller’s procedures. Deductions shall be made only upon certification from the Union that an employee has authorized such deduction and shall continue until 1) such certification is revoked in writing, by the Union or 2) the employee transfers to unit represented by another employee organization or transfers to another unit that is unrepresented.  Employees may also authorize dues deduction for the California Probation, Parole and Correctional Association, but deduction may not be authorized for any other organization. Not more than once per week (preferably bi-weekly on non-payroll Fridays), the PDA will send aRead More →