Serving Looks and Representation
If management changes a schedule with less than 14 days’ notice, what rights do employees have?
Employee gets non-routine compensation of $300
When does an employee become eligible for their next step increase, and what factors can delay it?
Employees advance after 52 weeks at each step, effective the first day of the next pay period. Advancement requires a satisfactory rating.
If an employee is called back to work after leaving their shift, what is the minimum call-back pay they are guaranteed?
Employees called back after their regular shift receive a minimum of three (3) hours at time-and-one-half pay (4.5 hours of pay).
How often can employees take de-escalation training?
All employees shall have an opportunity to participate at internal in-person self-defense and de-escalation training once every two years on paid County time.
For the year 2026, how many employees can be trained at the Joint County trainings?
120 total- 30 per training
Article 10, Section 11. Training The County and SEIU will hold a joint training at County facilities for up to thirty (30) employees up to four times a year.
What should a steward do if management refuses or delays release time for representation duties?
Supervisors must approve steward release time unless there are compelling operational reasons. If denied, the supervisor must provide the reason and arrange an alternate time. If release is blocked for more than one workday, the grievance time limits are automatically extended by the length of the delay. Stewards should document the denial and confirm the alternate time.
What happens to an employee’s step placement after returning from a leave of absence?
Unpaid leave does not count toward the 52 weeks required for step advancement. Paid leave (sick, vacation, injury leave) continues to count. Step credit and seniority are restored if the employee is reinstated after layoff.
What are the time limits for filing a grievance, and what happens if they’re missed?
Employees must file grievances within 45 calendar days of the incident or when they should have reasonably known about it. Missing the deadline means the grievance is considered waived.
Does the County reimburse tuition or certification costs, and if so, under what conditions
Yes. The MOAs provide tuition reimbursement programs. Employees may be reimbursed for job-related college coursework, credentialing, or certification, as long as the expense is pre-approved and funds are available in the department’s tuition fund.
An employee was hired on July 1st, 2025. As of today, they are on extended leave due to a car accident. They contact you and want to know when they will receive the new bonus. What do you tell them?
They are not eligible! Employees must have paid service in fiscal year 2024-2025 to receive the bonus.
If management holds a meeting during an employee’s unpaid lunch period, what protections apply?
The MOAs define the lunch period as unpaid, off-duty time. Employees cannot be required to attend work meetings during this period without it becoming paid work. Contracts guarantee at least a 30-minute to one-hour meal period, depending on the unit.
Vacation requests must be approved or denied in how many days?
Vacation requests must be acted on within 15 working days. If denied, the employee can resubmit for alternate dates.
What rights do employees have to request telework, and can management revoke it once approved?
Employees have the right to request telework. Departments are expected to approve reasonable requests if the work is suitable. If telework is denied, management must provide written reasons, and the employee can appeal through Labor Relations with union support. If telework is later revoked, the same appeal rights apply.
According to the Contract, what is supposed to be the first item on an agenda for Departmental Labor Management committees?
Clerical Dignity and Respect
The County is committed to support the practice of all employees interacting in a dignified and respectful manner at all times in the workplace. To memorialize this ongoing commitment, the County agrees with the Union to give “Clerical Dignity and Respect” issues first priority at the departmental Labor Management Committees when they convene for the first time. The first item to be placed on the agenda of each committee will be "Clerical Dignity and Respect" issues to be seriously considered by the members of each committee. Employees with dignity and respect concerns may be called upon to make presentations at these committee meetings. If it appears to be beneficial, a special facilitator could be brought in by the parties through a mutually acceptable process.
Under what circumstances could an employee receive bereavement leave when their Aunt passes away?
If they were serving as a parent, or who has served as a parent, or a close person living in the same household as the employee.
Article 6, Section 3c
Immediate family includes husband, wife, child, stepchild, brother, brother-in-law, stepbrother, sister, sister-in-law, stepsister, grandmother, grandfather, grandchild, parent, stepparent, mother-in-law, father-in-law, or any person serving as a parent, or who has served as a parent, or any other close person living in the same household as the employee.
What rest breaks are employees entitled to under California law?
None, only the MOA gives them rest breaks of 15 minutes.
What is the bilingual premium, and who qualifies to receive it?
Employees assigned to positions requiring bilingual skills receive a biweekly cash premium based on usage level.
Class A: $60 biweekly ($0.75/hr) if bilingual use is ≥50% of the time or involves technical skills (reading, writing, translation).
Class B: $30 biweekly ($0.375/hr) if bilingual use is less than 50%.
How do employees request alternate schedules (such as 4/10s or 9/80s), and what conditions can management place on them?
Employees can request alternate schedules like 9/80s, 4/10s, or 9/80s. These must be approved in advance by supervisors.
An employee received a letter of warning in June, 2024. She heard from a supervisor that letters of warning are removed from a file after one year. What steps can the employee take to have the letter of warning removed from her file?
None. Discipline stays in the file forever!
A beloved member with 25 years of service in your route is retiring. They have 600 hours of sick leave in their balances, and they don't want it to go to waste. They ask you if there is anything they could do with this leave, such as cashing it out, to help with their retirement. What should you tell them?
Article 6 (G) -Conversion of Sick Leave Credits to Retirement Service Credit
Upon retirement, deferred retirement, disability retirement from County service, or death, an eligible employee’s sick leave balance may be converted into retirement service credits subject to the rules and regulations of the San Diego County Retirement Association, provided that: a. b. c. H. The employee has completed ten (10) or more years of continuous service during that employee’s present employment; and The employee’s sick leave balance totals three hundred (300) hours or more; and therefore, Employees with ten (10) or more years of service may convert one hundred percent (100%) of their total sick leave credits.
If my supervisor sends me a text message at 11pm, do I earn standby pay?
NOPE!
How does standby pay work, and what is the difference between regular standby and critical standby?
Standby duty requires an employee to remain reachable for immediate return to duty. Regular standby is paid at a set hourly rate or stipend. Critical standby (e.g., Medical Examiner Investigators, Criminalists, Hazardous Incident staff) is compensated at two hours’ pay per standby shift, recognizing the urgency.
Do teleworkers have the same rights to overtime, breaks, and premium pay as employees in the office?
Yes. Teleworking employees must be treated the same as non-teleworkers in terms of overtime eligibility, breaks, promotions, and recognition. Work rules and pay protections (like overtime and premiums) apply equally, regardless of location.
A member contacts you and they are very upset. The member recently requested intermittent FMLA for a health condition, but they were denied by the County for being ineligible. Before you decide to send an intake, what two questions would you ask to determine if this is a valid intake?
1) How long have you been employed with the County?
2) How many hours have you worked in the last 12 months?
Article 7, section 3(B) Family Medical Leave shall apply to all biweekly rate employees who have been employed by the County for at least twelve (12) months and for at least one thousand two hundred and fifty (1,250) hours of service during the twelve (12) month period immediately preceding the commencement of the leave and who meet all the eligibility requirements of the FMLA or the CFRA.