SIDE LETTER AGREEMENT
between County of San Mateo and
American Federation of State County and Municipal Employees (AFSCME),
Local 829, AFL-CIO
January 9, 2019
This Side Letter Agreement is entered into by and between the County of San Mateo (“County”) and AFSCME Local 829 (“AFSCME”). This letter is effective immediately upon approval of a 2018 successor MOU by the San Mateo County Board of Supervisors and shall expire upon completion of the process described herein. By this side letter, the parties agree as follows:
1. Within 90 days of the County of San Mateo Board of Supervisors’ approval of a successor MOU, County Parks Department management representatives including the Parks Department Director, Assistant Director, and Superintendent, will meet with Park Ranger IVs. During the meeting, Park Ranger IVs may present their suggestions for how year-round alternate work week scheduling for AFSCME-represented classifications employed by the County Parks Department may work on a District by District basis.
2. Parks Department management representatives will evaluate the impact(s) of the year round alternate work week scheduling on the Department’s operations. Within 30 days of the parties’ meeting described in number 1, Parks Department management representatives shall decide, on a District by District basis, whether to implement year-round alternate work week schedules.
3. In the event the Parks Department management decides to implement year-round alternate work scheduling in one or more Districts, and later determines that the year-round alternate work schedule no longer satisfies County business needs due to loss of productivity, inadequate staffing, attendance issues, additional overtime costs, or other business reason(s), the Parks Department management reserves the right to revoke approval of year-round alternate work schedules on a District by District basis.
4. Any alternate work week schedule implemented by the Parks Department will be subject to Article 6.2 of the MOU governing Alternate Work Week Options. All management decisions regarding approval or denial of alternate work schedules shall be final. Such decisions shall not be subject to the MOU grievance procedure or meet and confer.
5. Determination to authorize year-round alternative work week schedules shall be at the sole discretion of Parks Department management.
San Mateo County: AFSCME Local 829:
/ /
(Signature / Printed Name) (Signature / Printed Name)
Dated: Dated:
/ /
(Signature / Printed Name) (Signature / Printed Name)
Dated: Dated:
November 16, 2006
Linda Gregory
AFSCME, Local 829
144 Brentwood Drive
South San Francisco, CA 94080
Dear Ms. Gregory:
Occupational health and safety are the mutual concern of the employer, the union and employees. To that end, the County shall comply with applicable Federal, State and local safety laws, rules and regulations and ensure that employees will do the same.
Any workplace safety or health problem which is identified should be initially directed to the supervisor, departmental safety committee or safety representative, or the County’s Central Safety Committee as appropriate for review and/or investigation. If the matter is not resolved at the initial level, the union or employee may appeal in writing to Risk Management.
The Safety Officer will investigate the safety and/or health problem, and will respond in writing as soon as possible, but no later than 30 calendar days from the date the problem was brought to his/her attention. The response will include a timeframe for abatement of the problem. If the matter is not satisfactorily resolved with this response, the matter may be submitted to the County Manager for review.
Sincerely,
Janine Keller
Risk Manager
November 16, 2006
Linda Gregory
AFSCME Local 829
Dear Ms. Gregory:
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 work performance, when given by a supervisor, shall normally be done in private.
Sincerely,
Donna Vaillancourt
Human Resources Director
November 16, 2006
Linda Gregory
AFSCME Local 829
Dear Ms. Gregory:
It has been the County’s policy to investigate allegations of harassment made by workers of this County against their supervisors. Admittedly, harassment is a very subjective matter, but the County has and will continue to investigate said allegations and attempt to resolve the problem in an expeditious manner. The County will also investigate and attempt to resolve in an expeditious manner problems which are brought to our attention concerning the narrative section of performance evaluation.
Sincerely,
Donna Vaillancourt
Human Resources Director
November 16, 2006
Linda Gregory
AFSCME, Local 829
Dear Ms. Gregory:
The following letter was sent to all management staff by April 30, 1990, as agreed in negotiations.
TO: All Management Employees
FROM: John L. Maltbie
SUBJECT: Employee Performance Evaluation
Evaluating employee performance is one of the most important responsibilities of a manager or supervisor. Evaluations provide a framework for setting and accomplishing organizational and individual goals and objectives. An effective evaluation process lets employees know what is expected of them, how they are performing, and how they can improve and/or take advantage of growth and career opportunities. This is particularly true when the employee is on probation, forming the basis for their future work habits and relationships. The following guidelines should be followed in the performance evaluation process:
1. Timelines: Employee Performance Reports are to be completed annually on all permanent employees regardless of the length of service. For 6 month probationary employees, reports are to be completed prior to the end of the third and sixth months and for 12 month probationary periods, prior to the end of the third, sixth, and twelfth months.
It is particularly important that reports be done in a timely manner. Probationary employees must have a report completed at the end of their third month of service so that they have every opportunity to successfully complete their probationary period.
2. Feedback: Feedback on employee performance is a continual process throughout the year and needs to be given as recognition for achievements or when the employee is having difficulty meeting performance standards or objectives. the report form itself documents the ongoing feedback that the supervisor has discussed with the employee throughout the year, in addition to setting specific objectives the employee is expected to accomplish during the next review period. Although employees may disagree with some of the supervisor’s statements, there should be no surprises during the performance appraisals conference.
3. Employee Response: Employees should be given 10 working days from the date the written report is discussed with the employee to comment and/or respond to the evaluation content and process.
4. Working Draft: Since the performance appraisal conference is a cooperative effort between supervisor and employee, the report form should initially be done as a draft. This provides an opportunity for the employee to assess his/her performance and draft performance objectives to be discussed at the conference.
5. Improvement Needed/Unsatisfactory Evaluation: If the overall work performance either needs improvement (below the standard level required for the position) or is unsatisfactory (inadequate and definitely inferior to the standards of performance required for the position), Employee Performance Reports must be completed monthly with clearly defined 30-day performance objectives.
Sincerely,
Donna Vaillancourt
Human Resources Director
