CITY OF SAN MATEO and SEIU NON-MERIT PART-TIME UNIT
2024 MOU NEGOTIATIONS
TENTATIVE AGREEMENT
13.0 SICK LEAVE
13.1 Sick Leave
After thirty (30) days of work, non-merit part-time employees shall accrue sick leave at the rate of .03333 hours of sick leave for each hour of work. Credit is not received for time off without pay. After their 90th calendar day of employment, such employees shall be permitted to use up to twenty four (21) forty (40) hours of sick leave per fiscal year in a minimum increment of at least one (1) hour. The maximum sick leave accrual permitted as a of any pay period shall be forty eight (18) hours. Sick 1 avc credit shall not be made—enee—the—maximum—aceumulation—has occurred. The sick leave bank will roll over from year to year but cannot exceed the maximum accrual cap of eighty (80) hours.
An employee can use sick leave for themselves or a family member for the diagnosis, care or treatment of an existing health condition or preventive care or for specified purposes for an employee who is a victim of domestic violence, sexual assault or stalking.
For the SEIU: For the City:
.47
Patrick
Date: Date: 671//Z.r
Exhibit A
CITY OF SAN MATEO and SEIU NON-MERIT PART-TIME UNIT
2024 MOU NEGOTIATIONS
TENTATIVE AGREEMENT
10.2 Differential Pay for Working Out of Class Pay
Upon hiring, new employees shall be provided a copy of their classification description as well as have access to their classification description at their work site provided by their employer. If an employe performs a significant portion but not all of the duties of a higher paid classification, the employee may, upon Department Head approval, qualify for a minimum of one (1) shift, qualify for a higher rate to be determined by duties assigned for this work out of class, qualifies for a differential pay rate of the position filled and duties performed assigned-fei-this--wefk-eut-e-f-elass, For the SEIU: For the City:
,../
Patrick Phillips Stacey Cue
Date: l%i/ 2tI Date: 6)//
CITY OF SAN MATEO and SEIU NON-MERIT PART-TIME UNIT
2024 MOU NEGOTIATIONS
TENTATIVE AGREEMENT
NEW SECTION- 11.0 HOURS OF WORK
NEW LANGUAGE- OVERTIME
11.2 Overtime Pay
Overtime Pay will be paid in accordance with the Fair Labor Standards Act (FLSA).
For the SEIU: For the City:
Patrick PhilliP -s'
Stacey Cue
Date: /7/ 2 LI
Date:
Stacey Cue -
12 44
Patrick Phillips
CITY OF SAN MATEO and SEIU NON-MERIT PART-TIME UNIT
2024 MOU NEGOTIATIONS
TENTATIVE AGREEMENT
NEW SECTION- 11.0 HOURS OF WORK
NEW LANGUAGE- HOURS OF WORK
11.1 Rest & Meal Periods
Employees shall be provided rest breaks and meal periods as required by the California State law and be compensated in accordance with the Fair Labor Standards Act (FLSA).
For the SEIU: For the City:
Date: b///3 -727-/ Date:
CITY OF SAN MATEO and SEIU NON-MERIT PART-TIME UNIT
2024 MOU NEGOTIATIONS
TENTATIVE AGREEMENT
16.2 15.2 Performance Feedback Sessions
After one year of continuous service, an employee who works 400 800 hours per year, may request an employee counseling session for verbal feedback on his/her job performance.
The conversation will be memorialized and placed in the employee's file. The City can perform such an evaluation at any time at its discretion.
For the SEIU: For the City:
Stacey Cue
Ptrick Phillips
Date: •
Date: /9/7
Date: Date:
v
CITY OF SAN MATEO and SEIU NON-MERIT PART-TIME UNIT
2024 MOU NEGOTIATIONS
TENTATIVE AGREEMENT
15.0 EMPLOYMENT LEAVE
15.1 Bereavement Leave
In the event of a death in the immediate family, employees may take unpaid leave up to three (3) days, or up to five (5) days at--the-disefetiewef--the-empleyeels-Depar-tilient-14eafl, in the event of a death of an immediate member of his/her family.
Immediate family shall be defined as: spouse, domestic partner, child, foster child or who resided with the employee at the time of his/her death, stepchild, mother, father, stepmother, stepfather, mother-in-law, father-in-law, brother, stepbrother, sister, stepsister, brother-in-law, sister-in-law, grandmother, grandfather, spouse's grandmother, spouse's grandfather, son-in-law, daughter-in-law or grandchildren.
For the SEIU: For the City:
Patrick Phillips
Stacey Cue
CITY OF SAN MATEO and SEIU NON-MERIT PART-TIME UNIT
2024 MOU NEGOTIATIONS
TENTATIVE AGREEMENT
16.2 15.2 Performance Feedback Sessions
After one year of continuous service, an employee who works 400 8-0-0 hours per year, may request an employee counseling session for verbal feedback on his/her job performance.
The conversation will be memorialized and placed in the employee's file. The City can perform such an evaluation at any time at its discretion.
For the SEIU: For the City:
Patrick Phillips
Stacey Cue
Date: I-) i t/ Date: 15--7 S,'2y
ke'L
I _
I
CITY OF SAN MATEO and SEIU NON-MERIT PART-TIME UNIT
2024 MOU NEGOTIATIONS
TENTATIVE AGREEMENT
2.0 NO DISCRIMINATION
The City and the Union agree that there shall be no discrimination of any kind because of prohibited by applicable state and federal law and there shall be no discrimination because of age in accordance with California Government code Section 12940.
10.0 DIFFERENTIALS AND PREMIUM PAY
10.1 Bilingual Differential
Based upon the City's need and community need and the bilingual language proficiency of the employee and recommendation of the Department Head, the Human Resources Director may approve bilingual premium pay to an employee the employee may request and the Department Head may recommend bilingual premium for an employee. Said premium pay shall be pro rated to the full time payment of Ninety Dollars ($90.00) biweekly. In addition to English speaking skills, an individual must possess either Chinese, Department Head. Approval will only be given where the employee's bilingual skill is regularly used in the course of City business. Approval or rejection by the Department Head will be given within 10 business days of request. Following approval, the bilingual premium pay will be available to all employees who pass a basic proficiency test.
Bilingual premium pay shall be ninety dollars ($90) biweekly and shall become payable the first day of the pay period following proficiency certification. If a bilingual qualified employee works less than full-time, the biweekly differential will be prorated. If an employee is off work for an extended leave (over 30 days), they will not receive the bilingual pay for the remainder of the leave.
In order to ensure that employees retain bilingual proficiency, periodic re-qualification shall may be required and shall be administered by the Human Resources Department. Re- qualification shall not be required more frequently than once each year unless there is a concern about the language proficiency of an employee.
11.0 HOLIDAYS
Beginning January 1, 2009, employees in the SEIU Per Diem Unit who have worked a minimum of eight hundred (800) hours in the preceding fiscal year shall be entitled to Holiday pay. The holidays to be observed are as follows:
Juneteenth, June 19th
Independence Day July 4th
Labor Day 1st Monday in September
Thanksgiving 4th Thursday in November
Christmas Day December 25th
To be eligible for Holiday pay for time not actually worked, the employee must work be in paid status on their regularly scheduled work day immediately before and their regularly scheduled work day immediately after the holiday (this may or may not be the day adjacent to the holiday).
A qualifying employee regularly scheduled to work on Juneteenth, Independence Day, Labor Day, the Christmas holiday, or Thanksgiving will receive Holiday pay at their base hourly rate of pay for the hours they would have been scheduled (up to a maximum of eight (8) hours). If an employee is scheduled and works part of their regularly scheduled shift on the holiday, they will receive overtime pay at one and a half times their base hourly rate for the hours that they work. If they work part, but not all, of their regularly scheduled shift, they are entitled to holiday pay at their base hourly rate for the remaining hours of their regularly scheduled shift (to a maximum of eight (8) hours).
15.0 EMPLOYMENT LEAVE
15.3 Family Care Leave for Eligible Employees
In accordance with the Federal Family and Medical Leave Act, and the California Family Rights Act, the City will grant job protected unpaid family and medical leave to eligible employees for up to twelve (12) weeks per rolling twelve-month (12) period). An eligible employee is one that has worked twelve hundred and fifty hours in the twelve months preceding application for such leave.
In general, Family Medical Leave is available to employees for: the birth, adoption or placement of a foster child; the diagnosis, care or treatment of an existing health condition of, or preventative care for an employee's family member, as defined in California Labor Code section 245.5(C) care for an immediate family—member—of-the—employee—if-such immediate family member has a serious health condition; or the employee's own serious health condition that makes the employee unable to perform the functions of his/her position.
The City will adhere to applicable Federal and State laws regarding Family and Medical Leave. For specific conditions governing Family Medical Leave please refer to the City Policy.
19.6 Safety Clothing/Equipment (new)
The City will provide up to one hundred and twenty-five dollars $125.00 per fiscal year toward the reimbursement of safety shoes, socks, and orthotics for those employees required to don safety shoes, socks and orthotics for their job. Said reimbursement shall be against original official receipts for safety shoes, socks and orthotic expenditures.
Safety shoes are defined as any Safety Committee recommended shoe. The City shall continue to supply all required safety equipment.
25.0 TERMINATION OF AGREEMENT
This agreement shall terminate as of 11:59 p.m., June 5-1-0, 20273.
In the event that this Agreement is terminated or expires the salaries and benefits paid on the date of termination shall remain in effect. Negotiations shall establish any changes from the last existing salary and benefits, as well as other conditions of employment. The use of a formula to establish salaries and benefits shall not establish past practice.
The existing and unmodified rules, regulations, resolutions, or ordinances relating to wages, hours and conditions of employment not covered in this Agreement for workers in this Unit shall remain unchanged unless the changes are the result of meeting and conferring as required by law.
For the SEIU: For the City:
Eric Rosenthal
Date: / I5/5 Date:
LETTER OF UNDERSTANDING
between
City of San Mateo
and
SEIU Non-Merit Part-Tim Unit
City of San Mateo No Discrimination
During the course of the 2024 labor contract negotiations, the parties discussed the City of San Mateo's harassment and discrimination policies and trainings available to bargaining unit employees.
The City commits to schedule one-time required trainings for all Parks and Recreation current employees similar to the trainings provided to new employees in June 2024 for, implicit bias/pronouns, DEI-related training and a refresher of the California state mandated harassment prevention training. As of October 2024, there is no City-wide DEI- related training. The City will research and incorporate DEI-related training for all new hires no later than May 31, 2025. Thereafter, any newly hired employee(s) shall receive DEI-related training as part of new hire onboarding along with the California state mandated harassment prevention training.
DATED \
SEIU NON-MERIT PART-TIME UNIT CITY OF SAN MATEO
By By
Eric Rosenthal Stacey Cue