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)

Purpose To meet the public service needs of the Department and promote the career development of staff through a process that allows staff to obtain a broad base of experience and provides the Department with Institution staff who have extensive background, skills and knowledge. Voluntary Reassignment Voluntary- Initiated at the employees’ request. All employees are encouraged to submit their assignment preferences indicating up to three choices, including geographical preference. Employees are eligible to apply for voluntary reassignment regardless of time in their current assignment once they complete their probationary period. Preference will be given to employees with 12 or more months in their current assignment.Read 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 Probation & Detention Association (PDA)

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

16.10 Out of Area 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: 1) At the time of retirement, or 2) During the annual open enrollment period for the County’s health plans, provided the retiree has been continuously enrolled in one of theRead More →

In PDA 16. Hospitalization and Medical Care

16.3     Cadillac Tax Reopener: After July 1, 2019, the County may reopen with the Association to meet and confer regarding payment of “the Cadillac Tax” as described in the Affordable Care Act.   16.4     General ACA Reopener: Upon request from the County, the parties will reopen this Section 16 (and any other Section in this MOU relating to health insurance) during the term of the agreement if necessary to address changes required under the ACA.     16.5     Sick Leave Converted to Medical Insurance Premiums at Retirement: Workers whose employment with the County is severed by reason of retirement during the term of this MOURead More →

In PDA 16. Hospitalization and Medical Care

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, but less than sixty hours in a biweekly pay period, the County will pay one half of the hospital and medical care premiums described above. Employees will pay the remainder of the total premium. For County employees occupying permanent part-time positions who work a minimum of sixty, but less than eighty hours in a biweekly pay period, or qualify for health benefits under the Affordable Care Act (ACA) the County will pay eighty-five percent (85%) of the KaiserRead More →

In PDA 16. Hospitalization and Medical Care

16.1 Medical Insurance: 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.Read More →

In PDA 15. Leaves of Absence

15.10 Bereavement Leave The County will provide up to two days paid bereavement leave upon the death of an employee’s parent, spouse, domestic partner, child or step-child. In addition, employees may utilize accrued sick leave pursuant to Section 14.2 (4).Read More →

In PDA 15. Leaves of Absence

15.9 Educational Leave of Absence With Pay 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 contain¬ing 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 65 working days during any 52 biweekly pay periods for the purpose of attending a formal training or educational course of study. Eligibility for such leaves will beRead More →

In PDA 15. Leaves of Absence

15.8 Absence Without Leave (1) 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. (2) 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 4 or more consecutive days without an explana¬tion satisfactory to the appointing authority shall be deemed a tender of resignation. If within 30 days after theRead More →

In PDA 15. Leaves of Absence

15.7 Absence Due to Required Attendance in Court An employee shall be permitted absence from duty for appearance in Court because of jury service, in obedience to subpoena or by direction of proper authority, in accordance with the following provisions: (1) 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 15 days of receipt, remit to the County Treasurer throughRead More →

In PDA 15. Leaves of Absence

15.5 Leave of Absence Without Pay (1) 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 2 biweekly pay periods. (2) 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 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,Read More →

In PDA 15. Leaves of Absence

15.4 Job Incurred Disability Leave (1) Job Incurred Disability Leave With Pay (A) 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. (B) 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. (C) Application forRead More →

In PDA 15. Leaves of Absence

15.3 Seniority Rights and Salary Adjustments Authorized absence without pay which exceeds 28 consecutive calendar days, for either: (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

15.2 Benefit Entitlement To the extent consistent with applicable local, state and federal laws, employees on leaves of absence without pay for more than 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. The entitlement to payment of the County’s portion of the premiums shall end on the last day of 2 full biweekly pay periods in which the employees was absent. An employee who is granted a leave of absence without pay for reasons of the employee’s illness or accident shallRead More →

In PDA 15. Leaves of Absence

General 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 filedRead 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. Employees shall be paid an hourly rate of $3.95 for time in which they are required to be in an on call status. Effective the pay period following the Board of Supervisors’ adoption of a successor MOU, employees shall be paid an hourly rate of four dollars and twenty cents ($4.20) for time in which they are required to be in an on-call status. Effective the first pay period of January 2017, employees shall be paid an hourly rate of four dollars and forty centsRead More →

In PDA 8. Shift Differential

8.1 (1) 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 his/her classification. If the base pay is at the top step, shift differential pay shall be computed at one step above such base pay. (2) Notwithstanding paragraph (1) 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. 8.2 Full-time employees who are assigned to and are working a shift which starts between 2:00 p.m. and 5:00 a.m.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 eighty (80) 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. Effective the first full pay period following the Board of Supervisor’s adoption of a successor MOU, the maximum compensatory time off accrual shall be increased from the current amount of eighty (80)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 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 pay¬ment 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

7.1 Authorization All compensable overtime must be authorized by the appointing authority or his/her 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. The appointing authority shall fix the hours of work with due regard for the convenience of the public and the laws of the State and the County.  Employees occupying part-time positions shall work such hours and schedules as the Board and the appointing authority shall prescribe.Read 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 his/her 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 class.Read 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 he/she has 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 reclas¬sification, 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. (1) After completion of 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 the salary schedule forRead 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 com¬pensation 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

Except in cases of emergency as provided below, PDA, if affected, shall be given reasonable advance written notice of any ordinances, resolution, rule or regulation directly relating to matters within the scope of representation proposed to be adopted by the County and shall be given the opportunity to meet with the appropriate management representatives prior to adoption. Any written notice of dismissal, suspension, reduction is step or demotion sent to an employee shall include a statement advising him/her of the right to be represented by the Association concerning the disciplinary action. The County agrees to remind and support the department sending copies of final decisionRead 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 Employee Relations. If the Association violates the terms of this provision the County may take such action it deems appropriate, to the extent authorized by law. Any representative of the Union shall give notice to the employees’ department head in advance when contacting departmental employees during the duty period of employees, provided that solicitation for membershipRead More →

In PDA 2. Association Security

A. PDA agrees that it has a duty to provide fair and nondiscriminatory representation to all unit employees regardless of whether they are members. B. All employees employed in the PDA representation unit shall as a condition of employment either: 1. Become and remain a member of PDA; or 2. Pay an agency fee which does not exceed an amount which may be lawfully collected under applicable constitutional, statutory, and case law (e.g., Hudson v. Chicago Teachers Union, Local No. 1), which shall be less than the monthly dues made during the duration of this MOU, it being understood that it shall be the soleRead More →

In PDA 2. Association Security

PDA shall indemnify, defend, and save the County harmless against any and all claims, demands, suits, orders, or judgments, or other forms of liability that arise out of or by reason of this union security section, or action taken or not taken by the County under this Section. This includes, but is not limited to, the County’s attorneys’ fees and costs.Read 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 on the employee’s signed authorization on a form furnished by the County and shall continue until 1) the employee revokes the authorization in writing or 2) the employee transfers to another representation unit. Employees may also authorize dues deduction for the California Probation, Parole and Correctional Association, but deduction may not be authorized for any other organization.Read More →

In Probation & Detention Association (PDA)

Memorandum of Understanding between County of San Mateo and Probation and Detention Association (PDA) * * * May 22, 2016 – May 19, 2019 MEMORANDUM OF UNDERSTANDING The San Mateo County Probation and Detention Association and representatives of the County of San Mateo have met and conferred in good faith regarding wages, hours and other terms and conditions, have exchanged freely information, opinions, and proposals and have endeavored to reach agreement on all matters relating to the employment conditions and employer-employee relations of such employees. This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500 et seq) and hasRead More →