MCMEA Tentative Agreement - May 23, 2022

Section XXVII: Salaries

A. Salary Increases

Effective the first full pay period of July 2022, or in the in the first full pay period following adoption of the Agreement, whichever is later, the rate of pay for all job classes and employees shall be increased by three and one half (3.5%).

Effective the first full pay period in July 2023, the rate of pay for all classes and employees shall be increased by three percent (3.0%).

Effective the first full pay period in July 2024, the rate of pay for all classes and employees shall be increased by three percent (3.0%).

B. Salary Equity Adjustments

Effective the first full pay period in July 2022, or in the first full pay period following adoption of the agreement, whichever is later, the rate of pay for the following job classes will be increased as follows:

Job Class Rate of Pay Increase
Senior Librarian 2.23%
Library Services Manager 2.23%
Chief Park Ranger 0.66%
Park/Open Space Superintendent 0.66%
Office Services Supervisor 1.15%
Assessment Recording County Clerk Supervisor 1.15%
Legal Process Supervisor 4.75%
Sheriff’s Legal Processing Manager 4.75%
Medical Records Supervisor 1.15%
Principal Planner 2.51%
Chief of Natural Resources 2.51%
Planning Manager 2.51%
Principal Landscape Architect 2.51%
Principal Transportation Planner 2.51%
Water Resources Manager 2.51%
Storm Water Program Administrator 2.51%
Public Works Program Manager 2.51%
Social Services Program Manager 2.67%
BHRS Division Director 2.67%
BHRS Program Manager 2.67%
Chief Investigator SIU 2.67%
Epidemiology Manager 2.67%
Medical Director-Mental Health 2.67%
Public Guardian/Conservator 2.67%
Public Health Division Director 2.67%
Public Health Program Manager 2.67%
QI Coordinator 6.94%
Social Service Division Director 2.67%
BHRS Unit Supervisor 4.39%
Eligibility Program Specialist 4.39%
Eligibility Supervisor 4.39%
Public Health Unit Supervisor 4.39%
Social Service Unit Supervisor 4.39%
Supervising Child Support Officer 4.39%
Supervising Employment Development Counselor 4.39%
Supervising Public Health Nurse 1.81%
EMS Administrator 0.59%
Nursing Services Manager 0.59%
Supervising Behavioral Health Nurse 0.59%
Supervising Reprographic Technician 1.15%
Victim/Witness Program Supervisor 0.23%
Assistant Chief Fiscal Officer - HHS 5.0%
Consumer & Community Mediation Coordinator 0.23%
Administrative Services Officer 2.7%
Administrative Services Associate 2.7% 
Administrative Services Manager 2.7% 
Administrative Services Technician 2.7%
Food Services Supervisor 9.96%
BHRS Peer Program Coordinator 1.32%
Senior Program Coordinator 1.32%
Veterans Services Officer 1.32%
WIC Lactation Consultant 1.32%
Associate Architect 3.0%
Capital Planning Project Manager I 3.0%
Capital Planning Project Manager II 3.0%
Capital Planning Project Manager III 3.0%
Chief of Construction 3.0%
Engineer I 3.0%
Engineer II 3.0%
Engineering Assistant 3.0%
Chief Deputy Recorder-County Clerk 9.04%
Chief Public Defender Investigator 13.68%
  

1. Hard to Fill Bonus:  When a position is deemed “hard to fill”, as determined by Human Resources, after notification to MCMEA, new employees hired after July 1, 2022 shall be eligible for up to a $2500-$10000 signing bonus.  “Hard to fill” generally means an approved open recruitment has been unfilled for six (6) months, or the approved recruitment needed to re-open more than once because the County was unable to hire a candidate for the opening, or the County can show a difficulty retaining employees in the classification due to salary concerns, or other similar agencies are offering a signing bonus for the classification. The signing bonus shall be split and the new employee shall receive 50% of the signing bonus in the first paycheck and 50% of the bonus after successful completion of the probationary period. In any case, if the employee does not complete the first full year of employment, the employee shall reimburse the County for the signing bonus received. 

  1. In the event that the County provides a Hard to Fill bonus to a new employee, on a one-time basis only, and only where sufficient remaining funds exist (described in 4 below), incumbents in the same hard to fill classification shall receive up to $1200 additional dollars. (i.e. If a hard to fill bonus is provided to a new hire of $2500, the incumbents in the class would receive an additional $700, since they already received $1800 from the retention bonus. If a hard to fill bonus is provided to a new hire of $5000, the incumbents in the class would receive an additional $1200- totaling a maximum of $3000)
  2. Retention Bonus:  All-regular hire employees on the books on July 1, 2022 will receive a one-time $900 bonus in the first paycheck in August in recognition of years of service to the County.  Part time employees shall receive a prorated amount based on their FTE. All-regular hire employees, except employees who have received the hard to fill bonus identified in #1 above, who are on the books on July 1, 2023 will receive a one-time $900 bonus in the first paycheck in August 2023 in recognition of years of service to the County. 
  3. $92,400 in one-time dollars is set aside to compensate existing employees in hard to fill classifications, as identified in section #2 above, for the term of this contract only. Any money remaining in this set-aside as of April 30, 2025 will be used for the bargaining unit as agreed to by the parties.

 

Section XXIX: Medical, Dental, Life, and Retirement Benefits

The County provides a fringe benefits package described below. Unless expressly stated, all benefits listed in this article are prorated based upon the employee’s regular hire FTE. Hours worked as a contingent hire (i.e., Extra Hire) employee, and/or hours worked in excess of a part-time regular hire FTE, and/or overtime hours do not count toward the accrual of benefits.

A. Fringe-Benefit Amount

Regular hire employees enrolled in a County medical plan receive bi-weekly fringe benefit payments in calendar year 2022 as follows:

 
  Employee Only Employee +
1 Dependent
Employee +
Family
Bi-Weekly Fringe -
Under $75K*
514.60 690.56 934.53
Bi-Weekly Fringe -
Over $75K*
514.60 677.66 908.74

*Annual salary threshold to determine the County’s fringe benefit contributions shall be under/over $77,000 for 2023, under/over $79,000 for 2024, and under/over $85,000 for 2025.

Effective in December 2022, December 2023 and December 2024, in the pay period in which there will be an increase in health insurance premiums, the County will increase the bi-weekly fringe benefit package by the same dollar amount as the Kaiser Silver plan increase, from zero percent (0%) to five percent (5%) (based on the premium increase to the Kaiser Silver plan) for benefitted employees at the employee plus one (1) and employee plus family benefit levels.

In December 2022, in addition to the above, the County will add .65 per pay period to the ee only, employee+1 and ee+family fringe payments.

Any employee enrolling in County medical coverage is eligible to receive up to $100.00 cash back of any remaining unused amount of their bi-weekly fringe benefit package, provided that they were hired before July 1, 2018, and they received cash back as of July 1, 2018.   

Adjustment to County Fringe Contribution at the Employee-Only Enrollment Level in Plan Years 2023, 2024 and 2025:  If the biweekly premium at the Kaiser Silver employee-only level in plan years 2023,2024, and 2025 exceeds the County’s  biweekly fringe contribution at the employee-only level (i.e., $514.50 biweekly), the County will increase its biweekly fringe contribution at the employee-only level to an amount equal to 100% of the biweekly premiums for employee-only enrollment in Kaiser Silver and mandated employee only dental, vision and basic life insurance, for all represented employees who enroll in employee-only medical plans.

C. Domestic Partners

A regular-hire employee may enroll a registered domestic partner and/or the children of a registered domestic partner in the County's benefit plans, including medical, dental, vision, and dependent life insurance, under the same conditions that apply to spouses and dependent children, in compliance with the terms and conditions of the plan.  Employee will be responsible for all taxes incurred under rules set by the Internal Revenue Service and the Franchise Tax Board regarding imputed income.

D. Waiver of Participation

During open enrollment or within 30 days of a qualifying event (as defined by the County of Marin Section 125 Plan), any employee covered by this Agreement may make written application to the Human Resources Director for waiver of required participation in a County medical plan if said employee provides acceptable proof of equivalent coverage in a group plan through other sources. An employee who waives participation under this section shall use the fringe-benefit package to pay for mandated benefits and may receive up to one hundred dollars $100.00 cash back of any remaining unused amount of their bi-weekly fringe benefit package.

E. Retirement Benefit Levels

The County and Association agree that the following provisions shall apply only to new regular-hire employees and employees rehired under PMR 48.  It is agreed that these provisions shall not affect employees laid off due to reduction in force and subsequently rehired during the course of the Agreement.

1. The retirement benefit level will be in accordance with California Government Code Section 31676.1 under the County Employees' Retirement Act of 1937.

2. The maximum cost-of-living adjustment (COLA) will be two percent (2%).

3. The computation of retirement allowance will be based on the average of an employee's three (3) years' highest salaries.

F. Unused Sick Leave

County will allow seventy-five percent (75%) of unused sick-leave balance to be used as retirement-service credit.

H. Flexible Spending Accounts

Members of the Association may participate in the County’s flexible spending accounts in accordance with IRS Section 125 to allow employees to set aside pre-tax dollars by payroll deduction for approved expenses including:

  1. DCAP-Dependent Care Assistance Program
  2. Health Flexible Spending Account

I. Retirement Age

For employees who become members of the retirement system on or after January 1, 2008, the minimum retirement age will be adjusted from fifty (50) to fifty-five (55) with the appropriate requirements.

J. Continuation of Benefits for Industrial Injury

In cases where an industrial accident victim exhausts all paid leave, the County will continue to contribute, for the period of the approved leave of absence, the amount due toward the employee’s medical, dental, life, supplemental-life, vision, and long-term-disability insurance premiums the employee was receiving at the time of the industrial accident. Such contributions will be made for the period of time computed on the basis of one (1) month of each two (2) years of continuous service, not to exceed twelve (12) months.

This provision is to be interpreted and applied in the same manner as this exact language is (and has been) interpreted and applied under the MAPE collective bargaining agreement.

K. Teamsters Local Union 856, Health and Welfare Trust

For the term of this Agreement, the County of Marin agrees to participate in the Teamsters    Local Union No. 856 Health and Welfare Trust for the sole purpose of offering to its employees the Teamsters Trust Anthem Preferred Provider Organization plan (“Anthem PPO” or “Teamsters Plan).

L. Single and Double Supplemental Life Insurance

Employees may enroll in single or double supplemental life insurance, and may use County fringe contributions towards this enrollment, where available. IRS rules governing imputed income will apply.

M. Long Term Disability

Employees may enroll in long-term disability insurance and may use County fringe contributions to pay for this benefit, where available.

 

Section VIII: Overtime

A. Overtime Defined

Overtime is time worked (for the purpose of calculating overtime eligibility, legal holidays shall be considered time worked. In addition, employees who work alternative work schedules and use paid time off to supplement legal holidays shall have such paid time off hours considered as time worked):

  1. In excess of forty (40) hours per work week (37.5 hours for 75 hour Employees);
  2. On holidays other than Saturday or Sunday;
  3. For the following classifications only, in the Road Maintenance Division in the Department of Public Works, overtime shall be defined as time in paid status in excess of the full-time work week of 37.5 or 40 hours:
    • Chief of Construction (only when assigned to Roads)
    • Engineering Assistant (only when assigned to Roads)
    • Road Maintenance Superintendent
    • Road Maintenance Supervisor
    • Senior Road Maintenance Supervisor
    • Traffic Safety Maintenance Supervisor
  4. For the following classifications only, who work exclusively in the Department of Public Works, overtime shall be defined as time worked in excess of 40 hours per work week (or 37.5 hours for 75-hour employees).  For the purposes of calculating overtime eligibility, holidays and paid sick leave shall be considered time worked. In addition, employees who work alternative work schedules and use paid time off to supplement legal holidays shall have such paid time off hours considered as time worked. 
    • Engineer I
    • Engineer II
    • Chief of Construction (When NOT assigned to Roads)
    • Civil Engineer
    • Custodial Supervisor
    • Engineering Assistant (When NOT assigned to Roads)
    • Fleet Manager
    • Fleet Supervisor
    • Senior Civil Engineer
    • Capital Planning and Project Manager II
    • Supervising Communications Technician

Eligible employees shall be paid for all overtime worked at one and one half (1-1/2) times the base rate of pay or "compensatory time" at the one-and-one-half (1-1/2) time rate, subject to the following limitations, conditions, and authorizations.  Overtime eligibility is determined in accordance with the provisions of the Fair Labor Standards Act.

For employees in classifications that are not exempt from the overtime provisions of the Fair Labor Standards Act (FLSA), the regular rate of pay for the purposes of calculating overtime under the FLSA shall only apply when the employee works in excess of their full-time work schedule of either 40 hours or 37.5 per work week.

Overtime and compensatory time shall be compensated to the nearest six (6) minute increment.

Prior authorization to work overtime must be secured by the department head and communicated to the employees. This requirement shall not apply in the event of emergency situations in the Roads Division, Building Maintenance Division, and Communications Division.

Overtime payment shall be based on time records maintained in the manner prescribed by the County and shall be open to review by Association.

Members of the Association shall be eligible for overtime/compensatory time as designated to their class in the salary tables denoted "OT rate" and "comp. rate." If an employee promotes or demotes into a classification where compensatory time is not able to be accrued, upon the promotion or demotion, the employee will receive a lump sum payment for all earned and accrued compensatory time.

Under unusual circumstances of major projects or excessive overtime over a sustained period of time, upon written request from the department head, the County Administrator, , may authorize on a case-by-case basis overtime or compensatory time at straight time for employees in exempt job classes, subject to confirmation from the Department of Labor as consistent with its guidelines regarding exempt employees.

During a declared disaster and/or emergency, MCMEA and the County shall meet and confer (over impacts) within five (5) business days to determine exempt positions that shall be paid overtime and/or compensatory time at straight time to fill key positions within the Incident Command Structure (ICS).

This will not impact employees currently eligible for overtime or compensatory time.

No employee shall accumulate more than forty (40) hours of compensatory time without specific approval of the County Administrator.

B. Call Back

Any employee who has departed from a work location and is called back to a physical work location is guaranteed a minimum of four (4) hours employment at their applicable rate of pay unless the work immediately precedes their regular shift. 

If an overtime eligible employee is required, by his/her supervisor, to engage in work remotely for more than one (1) hour, they shall be guaranteed a minimum of two (2) hours at the applicable rate of pay, unless the work immediately proceeds their regular shift.

For overtime exempt employees, only when they are working ARC or standby shifts, if they work more than 2 cumulative hours during the ARC/Standby shift they will receive straight time overtime for all hours worked during that shift.

For classifications where staff are non-exempt, call back rate of pay shall be time and a half of the regular rate of pay, if the employee is otherwise eligible to receive overtime based on a 37.5 or 40 hour workweek (as specified in paragraph A of this section).

C. Standby

Employees assigned to standby status shall be paid one (1) hour's pay at the employee's hourly salary for every four- (4) hour period or fraction thereof assigned to standby status. Standby status shall be defined as any status which requires the employee to restrict their activities and/or location in some way such as remaining within so many miles, not drinking alcoholic beverages, staying by a phone, calling in periodically, etc. 

When this response requires that an employee physically returns to work or works remotely pursuant to B above, the employee will cease receiving standby pay and will begin receiving call back pay pursuant to B above.

D. Administrative Response Compensation (ARC)

Administrative response compensation will be provided for employees in Association- represented job classes as designated by the department head and Human Resources. The following is a non-exhaustive list of classifications that may be eligible for ARC: 

  • Airport Manager
  • Custodial Supervisor
  • Chief Park Ranger
  • Road Maintenance Superintendent
  • Road Maintenance Supervisor
  • Supv Technology Systems Specialist
  • Social Service Program Manager
  • BHRS Division Director
  • BHRS Unit Supervisor
  • BHRS Program Manager
  • Public Health Program Manager
  • Public Health Division Director
  • Social Service Division Director
  • Social Service Unit Supervisor
  • Emergency Medical Services Administrator
  • Nursing Services Manager
  • Supervising Behavioral Health Nurse
  • Supervising Public Health Nurse
  • Assistant Communications Dispatch Mgr
  • Communications Dispatch Mgr
  • Communications Manager
  • HHS Facilities Manager

Designated employees must be available to respond by telephone to staff who work in twenty-four- (24) hour facilities or to staff who provide twenty-four- (24) hour, emergency protective response to children or adults or are responsible for public health and safety. ARC shall be defined as any status which requires the employee to be available for consultation and/or make administrative decisions.

The duties of the administrative response assignment require that the employee be available by phone from 5:00 p.m. to 8:00 a.m. on weekdays and twenty-four (24) hours on Saturdays, Sundays, and MCMEA contract-defined holidays.  Administrative response compensation (ARC) will be paid at the rate of an additional $4.50 per hour. 

When this response requires that a supervisor/program manager return to the workplace or works remotely pursuant to Section B (Call Back) above, the employee will cease receiving ARC and begin receiving call back pay.

 

Section XI: Vacations

D. Vacation Leave Usage

Vacation leave may not be taken without written request to the employee’s supervisor or manager and notification from them that the request has been approved in advance of the vacation leave.  Vacations should be scheduled as far in advance as reasonably possible in each work unit.

Employees shall be given their preference in vacation time as approved by the department head or designee within the limits of the vacation schedule established by the department head.  After reasonable notice to the Association, each department shall establish a system for assignment of vacations which affords reasonable recognition of seniority and annual rotation.

Employees with approved vacations which are later canceled by the County may have unavoidable, out-of-pocket costs associated with such vacations. The County will reimburse such reasonable, out-of-pocket costs in accordance with County policy.

E. Unused Vacation Time

Accumulated, unused time shall not exceed three hundred forty (340) hours for employees working seventy-five (75) hours per pay period and three hundred sixty-three (363) hours for employees working eighty (80) hours per pay period. Thereafter, additional accumulation shall be suspended unless otherwise approved in advance by the County Administrator in the County Administrator's sole discretion in cases where such is beneficial to the County. When an employee reaches the applicable maximum accrual, they shall cease earning vacation time until they balance falls below the maximum accrual.

Where an employee's vacation is denied or canceled by the County after the employee has reached their cap of vacation time accrual or resulting in the employee reaching the cap, the employee may request of their department head that the accumulation cap be temporarily suspended by the County Administrator until such time that the County permits the employee to use vacation.  Such requests shall not be unreasonably denied. Where such a request is approved, accumulation shall continue from the date in which the vacation was denied or canceled.

During a declared disaster and/or emergency, MCMEA and the County shall meet and confer within five (5) business days to determine key positions within the Incident Command Structure (ICS) that shall have their vacation cap temporarily suspended until such time as they can take their vacation time.

F. Holiday and Illness During Vacation

When a holiday falls within an employee's vacation period, that day will not be charged against the employee’s accrued vacation leave.  If an employee becomes ill while on vacation, the time of actual illness may be charged against accumulated sick leave, subject to sick leave requirements.

G. Vacation Payment at Termination

A person who resigns, retires, is laid off, or discharged and who has earned vacation time on record shall be paid for the vacation as of the effective date of termination, except that no payment shall be made to any employee who has been employed less than six (6) continuous months.

 

Section XV: Temporary Promotion

In cases of prolonged absence from duty, vacancy of an approved position, or other emergencies, the appointing authority (e.g., the hiring manager with approval from the Department Head) with the consent of the Director of Human Resources or designee may, in writing, temporarily promote a regular employee when such employee is regularly required to substantially perform the full duties of a budgeted position within a higher classification for a period in excess of ten (10) days. Departments need to submit request(s) for temporary promotions to the Department of Human Resources prior to an employee assuming any new duties of the higher classification.  If it is determined that the employee was eligible for a temporary promotion AND the department had the employee begin to perform the higher-level duties AND the department failed to timely submit the request to Human Resources, that failure alone is grievable.

The process shall include notification to employees of the temporary promotion opportunity for at least five (5) calendar days, and if a meeting by the hiring authority and/or designee is required, then there shall be no more than one meeting per interested employee.

In such cases, the employee shall be paid for all hours in paid status at the rate on the salary range of the higher classification that is closest to, but not less than five percent (5%) above their base hourly rate in the classification in which they hold regular status at the time they are temporarily promoted. All increases shall be rounded to the nearest whole percentage using regular rounding rules, provided that in no event shall an employee in a temporary promotion receive less than 5% above their present base salary nor more than the top step of the higher classification into which the employee is temporarily promoted. (For example, if Step 3 of the class into which the employee is temporarily promoted is 4.6% above the current base hourly rate, the employee will be placed on Step 4 of the scale and then the rounding will occur). If the full time status of the classification into which the employee temporarily promotes is different from the classification in which he/she holds regular status (e.g., an employee in a classification that is 37.5 hours full time per week temporarily promotes to a classification that is 40 hours per week full time, or vice versa), the employee will continue to work the scheduled hours of his/her regular hire classification. An employee’s eligibility for overtime and leave accrual shall be pursuant to his/her regular classification.

An employee must meet the minimum qualifications for the job class to which they are being temporarily promoted, and must have completed the first six (6) months of their initial probationary period with the County. The appointing authority will consider all interested and eligible employees. The selection decision rests with the appointing authority. The request for temporary promotion must be submitted to Human Resources by the appointing authority in writing and should include the justification for the temporary promotion along with the required documentation.  Approval of temporary promotions shall not be unreasonably denied. Temporary promotions shall not exceed one (1) year. Beyond the first year of a temporary promotion, an extension of an additional six months may be granted. Any additional extensions beyond 18 months may only be granted after consultation with MCMEA representatives. Management will be required to provide a justification for the extension.

An example of an appropriate justification could be an accommodation related to injury or illness.

The granting and/or discontinuance of a temporary promotion shall not be subject to the grievance procedure. Otherwise, PMR 41.3 shall govern temporary promotion.

Pay will be effective as of the start date of the assignment.

Emergency Management Assignments Subsection

The parties agree to meet and confer by January 1, 2023 in order to determine a process to evaluate DSW assignments and backfilling regular positions during times of declared disasters and/or emergencies in order to utilize the Temporary Promotion language to the fullest extent possible.

 

Section XVI Temporary Special Assignment Pay

Temporary special assignment (TSAP) is defined as a practice where, as directed by an appointing authority, at least 25% of an employee’s work time requires the performance of higher level duties outside of their regularly assigned classification that significantly changes the nature of their work. It is not the intent of the County to use Temporary Special Assignment Pay in place of Temporary Promotion.

Temporary special assignments must be a minimum of ten (10) working days, and shall not exceed six (6) calendar months. In the event of unusual circumstances, a department head may request extensions in up to six (6) month increments from the Director of Human Resources after consultation with MCMEA. Temporary special assignments will be effective no earlier than the start of the pay period in which the application was received. 

An employee shall be paid an additional five percent (5%) of his or her present salary on hours worked. Temporary special assignment pay shall not be provided in addition to temporary promotion pay.

The request for temporary special assignment pay may only be initiated by the appointing authority by shall be submitting the request for temporary special assignment pay to Human Resources in writing. The request should include a description of the additional duties assigned that are not represented in the employee’s regularly assigned classification and the expected duration of the assignment. Any conflicts concerning the application of this policy shall be decided by the County Administrator, whose decision shall be final.  The granting and/or discontinuance of temporary special assignment pay shall not be subject to the grievance procedure.

Emergency Management Assignments subsection:

The parties agree to meet and confer by January 1, 2023 in order to determine a process to evaluate DSW assignments that should be filled by TSAP assignments during times of declared disasters and/or emergencies with the understanding that Temporary Special Assignment Pay should be utilized to the fullest extent possible, including backfilling of positions whose incumbents are Temporarily Promoted.

 

Section XXVIII: Reimbursements and Provided Equipment

C. Add The CHIEF PARK RANGER, remove Chief Open Space Ranger

G. License Renewal

The County will reimburse the cost of one license renewal up to a maximum of $300 every two (2) years to each regular hire employee in the following classifications:

  • 0271 BHRS Program Manager
  • 0272 BHRS Division Director
  • 0277 BHRS Unit Supervisor
  • 1003 Supervising Public Health Nurse
  • 1018 Supervising Pediatric Therapist
  • 1448 Supervising Behavioral Health Nurse
  • 1469 Nursing Services Manager
  • 0281 Quality Improvement Coordinator
  • 1079 Public Health Program Manager assigned to WIC

H. Cell Phone Reimbursement

The County is required to provide its employees with the tools necessary to complete their job related activities in a safe and professional manner, including the use of cell phones. To this end, County issued cell phones or a reimbursement for personal cell phone use will be made available for all MCMEA employees who have the demonstrated need based on their job responsibilities.

Management holds the final authority to determine if an employee is eligible to receive a County issued cell phone for work use and cannot unreasonably deny an employee’s request for a County issued cell phone if their work responsibilities justify the need.

If a County cell phone is not available or the MCMEA member does not elect to carry a County phone; the County will reimburse the MCMEA staff person for work-related usage of their personal cell phones in the amount of $50.00 (fifty dollars) per month.

This policy does not afford the County access to employee’s personal cell phone records. While it is recognized that this policy does not provide the County access to employees’ personal cell phone records, the County does not relinquish any legal rights to access County business records maintained on employees’ personal cell phones.

Payment will be made to the employee regularly once eligibility has been established.

Employees will be responsible for any and all costs associated with securing and maintaining their personal cell phones. Employees are wholly responsible for personal use of their cell phones.

 

Section XVII: Pay Differentials

A. Bilingual Pay

When a Department Head, with the approval of the Director of Human Resources, designates a position as requiring bilingual skills in a specific non-English language on a regular basis during the course of his/her workday, an employee in such a designated position shall receive a five percent (5%) bilingual salary differential based on his or her hourly pay rate, provided that the Human Resources department certifies the employee as proficient in the specific non-English language.  Employees will demonstrate proficiency in the non-English language by successfully passing a language examination in the specified language. The bilingual salary differential payment to the employee will be discontinued when the Department determines that based on operation needs, the employee’s position no longer requires non-English language skills, or when the employee no longer works in a position requiring non-English language skills.

D. Job Related License Differential –

Employees in the following classifications required to have a license for their classification, shall receive a license differential of 2.0% above base salary:

  • BHRS Unit Supervisor
  • BHRS Division Director
  • BHRS Program Manager
  • BHRS Quality Improvement Coordinator
  • Civil Engineer
  • Senior Civil Engineer
  • Principal Civil Engineer

Section IX. Leaves

H. Professional Leave

Employees in the following job classes shall be provided with a maximum of five (5) days (40 hours) leave each fiscal year without loss of compensation subject to departmental approval for the purpose of attending professional and/or educational activities i.e.:  continuing education to maintain licensure.

  • Nursing Services Manager
  • Supervising Behavioral Health Nurse
  • Supervising Public Health Nurse
  • BHRS Unit Supervisors
  • BHRS Program Managers
  • BHRS Division Directors
  • Supervising Pediatric Therapist

J. Disaster Leave

The County will approve up to three (3) working days paid administrative leave in any twelve (12) month period when the employee’s primary residence located in California is rendered uninhabitable due to fire, flood, or earthquake. Requests must be approved by the CAO. Documentation must be provided within a reasonable period of time. If adequate documentation is not provided, leave will be charged against any of the employee’s other paid time accruals.

 

Section X. Sick Leave

B. Bereavement

Leave with pay up to five (5) non-consecutive standard workdays over a 90-day period and within no more than three separate timeframes, shall be granted by the department head in case of the death of a parent(s), spouse, domestic partner (meets terms of a domestic partner affidavit), parents of a spouse or domestic partner, grandparent(s), grandchildren, sibling, child, or child of a spouse or a domestic partner of a regular employee.,. In cases of special circumstances or death of other persons bereavement leave may be granted upon approval of the department head. Bereavement leave shall be charged against accumulated sick leave.

 

Section VII: Hours of Work

Delete Paragraph F. Hours for Senior Therapist and Chief Therapist

 

Section XXXIX: Strikes and Lockouts

A. During the term of this Agreement, County agrees that it will not lock out employees, and the Association agrees that they will not engage in, encourage, or approve any strike, slowdown, or other work stoppage growing out of any dispute relating to the terms of this Agreement, Association will take whatever lawful steps are necessary to prevent any interruption of work in violation of the Agreement, recognizing with the County that all matters of controversy within the scope of this Agreement shall be settled by established grievance procedures.

B. Each party consents to and waives any defenses against an injunctive action by the other party to restrain any violation of this section.

C. Any strike, slowdown, sick-out, work-to-rule, or other work stoppage growing out of any dispute relating to the terms of this Agreement shall cause the County to immediately suspend dues deductions. The biweekly amount that would usually have been deducted from employees' pay during the biweekly pay period shall not be deducted if any work stoppage as defined above occurs at any time during the pay period.

Sideletter: Administrative Services Officer classification

By the end of July 2023, the County will evaluate each ASO in MCMEA to determine if they are routinely working at least 40 hours per week. If employees are routinely working at least 40 hours per week, the County will create a 40-hour ASO classification and reclassify specific employees to the 40-hour classification, based on workload. Once the new 40 hour Administrative Services Officer classification is created, all new hires will be hired into the 40 hour classification.

  • Keep as a side letter

Contracting

Any work within the class specification for any classification currently represented by MCMEA shall not be contracted out during the lifetime of the contract without completion of the parties’ meet and confer obligations or until negotiations for a successor agreement have concluded.

  • DELETE this side letter

SIDE LETTER AGREEMENT

MARIN COUNTY MANAGEMENT EMPLOYEES' ASSOCIATION

Re-Opener on Administrative Technologies of Marin

  • Delete Side letter on specific studies

MARIN COUNTY MANAGEMENT EMPLOYEES' ASSOCIATION

  • Merge/Combine Market Equity Side Letter and Salary Survey Committee Side Letter as proposed below and maintain as Side Letter in MOU

SIDE LETTER AGREEMENT

MARIN COUNTY MANAGEMENT EMPLOYEES' ASSOCIATION

A. Market Equity Issues

In the event that MCMEA believes a recruitment and/or retention issue may exist for a particular classification as a result of external market salary issues, MCMEA has the right to request a meeting with Human Resources to discuss these concerns. This meeting will commence within 14 days of the request unless otherwise agreed. At this meeting, MCMEA must present data to support that recruitment and/or retention issues exist. Human Resources in collaboration with MCMEA will consider the information presented by MCMEA and will evaluate other relevant labor market data before issuing its findings. If the compensation review results in a consensus that an equity adjustment is warranted, the Human Resources may submit the findings to the County Administrator. The County Administrator, at his sole discretion, will determine if financial resources are available to provide the adjustment prior to the recommendation being forwarded to the Board of Supervisors for approval Salary Survey Committee

2022 – 2025

The parties agree to participate in a joint Salary Survey Committee during the term of the Agreement. The Salary Survey Committee shall meet no more than three (3) times per year, unless additional meetings are mutually agreed upon. The parties shall endeavor to create a mutual understanding, agreement and transparency regarding the comparability of job classes used in salary surveys. In order to facilitate mutual understanding, the County and MCMEA agree:

• To review comparable jurisdictions in the MCMEA-defined labor market

• To review the job-class family groupings in the MCMEA bargaining unit and their associated benchmarks

• To review the comparable classes to be used in salary surveys in advance of survey compilation

• To review minimum qualifications 

• To keep joint minutes of all meetings. Responsibility for minutes shall alternate between the County and MCMEA.

The Salary Survey Committee shall be composed of six (6) members consisting of three (3) members of the Association and three (3) members of the Human Resources Department or designees. The parties can mutually agree to bring additional subject matter experts on an as needed basis.

Listed below are the agencies (collectively, “market”) that the County used to conduct a salary survey of the MCMEA benchmarked classifications.

Alameda County, Contra Costa County, Napa County, San Francisco City and County, San Mateo County, Solano County, Sonoma County, City of Berkeley, City of San Rafael, City of Santa Rosa.

SIDE LETTER AGREEMENT

MARIN COUNTY MANAGEMENT EMPLOYEES' ASSOCIATION

Rental Assistance:

Parties agree to discuss no later than December 2022 to determine if the program should continue in its current form or modifications shall be made.

Section XLII:  Term

Except as may be otherwise specifically provided herein, this Agreement shall be effective July 1, 2022 to June 30, 2025.

Settlement intent

May 19, 2022

In the event that the County of Marin reaches agreement with another labor organization whose  contract expires June 2022 or with MAPE if they agree to a contract extension in 2022, and the County provides that union a negotiated Cost of Living Salary increase (not including class specific equity adjustments) and/or any additional non unit specific  one-time payments, which are greater than those this unit agreed to in this Agreement, the County agrees to provide the higher COLA* or one-time payment to MCMEA, unless the negotiated salary increase is part of a package proposal. In such event, MCMEA can vote to accept the entire package or refuse the entire package but cannot receive the increase without the corresponding concessions. *COLA increases received by the other bargaining units in 2021 will be included in the analysis of whether a unit has received a higher cumulative COLA.

Notwithstanding the above, in no event will the $2,400 extendebr dto MCMEA in 2021, even if provided to other units who have not received it to date, be paid to MCMEA again under this clause.

In the event that the County of Marin reaches a tentative agreement with another labor organization whose  contract expires June 2022 or with MAPE if they agree to a contract extension in 2022,  and the County  provides an increase to the fringe benefit package that is greater than the benefit in this agreement, MCMEA may elect to substitute the higher fringe benefit package for the fiscal years of the agreement, unless the negotiated fringe benefit increase is part of a package proposal. In such event MCMEA can vote to accept the package or refuse the package but cannot receive the increase without the corresponding concessions.

Add Side Letters

The County agrees to commence a classification study of the Supervising Behavioral Health Nurse no later than December 31, 2022 to determine proper classification.

The County agrees to meet and confer with MCMEA no later than December 31, 2022 to review the Medical Records Supervisor job specifications.

In September 2022, MCMEA and the County shall meet and confer regarding health, dental, and vision plans as part of a health care committee. Neither party shall be permitted to impose any plan, any increase and/or decrease in employee cost toward fringe benefits, nor impose any increase and/or decrease to any benefit conferred on employees pursuant to this Agreement as part of these discussions.