Engineers & Scientists of California

2018 - 2019 ESC
Memorandum of Understanding:  
Article 11: Union Rights and Security

11.1 Fair and Equal Representation

It is recognized that ESC must provide fair and equal representation to all employees in all represented classes.

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11.2 Agency Shop Service Fee

As a condition of employment, all represented employees must be members or service fee payers of the Union.  If an employee does not voluntarily make application for membership or service fee status within forty-five (45) days of the effective date of this section or within forty-five (45) days of beginning work, whichever is later, the County shall enroll the employee as a service fee payer automatically and by default.  The County shall deduct the service fee from the employee’s paycheck.  Non-chargeable costs as defined in Section 11.6 below and/or by statutory or case law will be refunded on an annual basis.  In no event will they exceed ninety-five percent (95%) of the regular membership dues.

Payroll deductions shall be made bi-weekly.  However, the initial deduction for any employee shall not begin unless either a voluntary authorization for deduction of Union dues or a service fee has been properly executed or the forty-five (45) day application period for considering voluntary enrollment has expired.  Changes in the amount of the monthly membership dues must be delivered to the Auditor-Controller-Treasurer-Tax Collector, Payroll Division, at least thirty (30) calendar days prior to the last pay day of the calendar month prior to the change becoming effective.

A represented employee may revoke his/her voluntary authorization for deduction of Union dues only as provided in Section 11.19 (Maintenance of Membership) of this contract.  Any represented employee who revokes his/her voluntary authorization for membership shall be immediately enrolled as a service fee payer.  All sums deducted by the County shall be remitted to the Union at an address given to the County by the Union, by the tenth (10) calendar day following the pay period when the deductions were made, together with a list of names and the amount deducted for each employee for whom a deduction was made.  The County will also notify the Union of the name of each employee who revokes his “Voluntary Authorization for Deduction of Union Dues.”  This does not apply to “Special Assessments or penalties” levied by the Union that are over and above the regular paid dues. 

The County shall not be liable to the Union by reason of the requirements of this Article for the remittance or payment of any sum other than that constituting actual deductions made from the pay earned by the employees. In addition, the Union shall indemnify and hold the County harmless from any liability resulting from any and all claims, demands, suits or any other action arising from compliance with this Article or in reliance on any list, notice, certification or authorization furnished under this Article.

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11.3 Agency Shop – Religious Exemption

Any represented employee who executes a written declaration that the employee is a member of a bona fide religion, body, or sect which holds a conscientious objection to joining or financially supporting any public employee organization as a condition of employment shall not be required to join or financially support the Union.

Such employee shall pay a sum equal to the agency shop service fee described in Article 11 above to a non-religious, non-labor charitable fund chosen by the employee from those charities listed with United Way, Combined Health Appeal of California or Environmental Federation of California.  The employee shall have, on a biweekly basis, a payroll deduction of this agency shop service fee or charitable contribution.

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11.4 Separation From Unit Exception

The provisions of Article 11.2 above shall not apply during periods of separation from the eligible bargaining unit by any employee otherwise subject to that article but shall reapply to such employee following the first full pay period following the return of the employee to the bargaining unit.  The term “separation” includes layoffs, transfers-out of the covered bargaining units by request, promotion, demotion, reclassification, or for any other lawful reason, and unpaid leaves of absence of a duration of more than one (1) full pay period, for any reason, including disability.

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11.5 Chargeable Costs

To the extent authorized by law, the costs of its collective bargaining activities shall be considered by ESC when making a determination of the amount of the agency shop service fee authorized by this article.  Examples of chargeable costs include but are not limited to (1) expenditures for labor contract negotiations (e.g., the fees and expenses of the union representative and staff support, including research of and preparation for negotiating matters within the scope of representation); and (2) expenditures for administration of contracts (e.g., meetings and discussions with management concerning grievances under the contracts, meetings with employees as part of grievance resolutions, and costs of representatives for arbitrations and staff support including research and preparation).

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11.6 Non-Chargeable Costs

Currently, the following activities are not included in the calculation or determination of the agency shop service fee:

  1. Lobbying or other political activity except as authorized by law; 
  2. payments to affiliates, except for chargeable costs as authorized by law;
  3. social activities except as authorized by law;
  4. charitable and philanthropic activities;
  5. insurance and other benefit programs except as authorized by law; and
  6. any cost that, by law, cannot be included in a agency shop service fee.

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11.7 Notice Of Agency Shop Service Fee

All enrolled service fee payers shall receive annual written notice sent by certified mail from ESC, which includes legally adequate audited information concerning the breakdown of “chargeable” and “non-chargeable” expenses, a reasonably prompt opportunity as provided below to challenge the amount of the fee before an impartial decision-maker, and an escrow shall be set up by ESC for the amounts reasonably in dispute while such challenges are pending.  Specifically, such notice shall, at a minimum, include:

  1. An accounting report prepared, signed and verified by an independent auditor, who is a certified public accountant, for the overall purpose of providing an itemization of the expenditures of the Union in detail necessary for an employee reasonably to be able to determine what the Union spends on both chargeable items and non-chargeable items, and consider whether expenses designated as chargeable are related to the Union’s collective bargaining functions.  However, this requirement can be met without requiring or allowing non-members or the County to become the union’s auditors.  The accounting will utilize data from the prior fiscal year.  At a minimum, this accounting report must:
    1. state the amount of the agency shop service fee and provide an overview of how the accounting reports were translated into calculation of this fee;
    2. disclose the Union’s major categories of expenses, including employee compensation, specifying the actual expenditures within each category and the amount spent in each expenditure for chargeable items and non chargeable items; each major category and the allocations of expenditures therein for chargeable and non-chargeable expenses must be verified by the auditor;
    3. disclose what percentage of total Union expenditures is allocable to chargeable items and what percentage is allocable to non-chargeable items;
    4. state the total sum of money the Union pays affiliates and demonstrate what percentage of such money is used for chargeable and what percentage is used for non-chargeable activities;
    5. disclose what percentage of regular membership dues is allocable to chargeable items and what percentage is allocable to non-chargeable items and, consequently, what percentage of dues will be collected as the agency shop service fee;
    6. explain the methodology used in producing this accounting report.

    To enable the independent auditor to prepare the accounting report, the Union shall provide the auditor access to all records reasonably necessary for such a preparation, including a record of the employee’s activities in sufficient detail to enable the auditor to make the necessary determinations of chargeable or non-chargeable.  In the event that payments are made to any other organization, the auditor shall be provided access either to such organizations’ records or relevant audited financial statements when reasonably necessary to prepare the above accounting.
  2. Instructions on filing a challenge to the amount of the agency shop service fee with the Union, which, at a minimum, shall provide as follows:
    1. Non-members who wish to challenge collection of the agency shop service fee because the amount identified allegedly contains expenditures for non-chargeable activities, must file an objection letter with the Union within thirty (30) calendar days of receipt of notice (notice shall be rebuttably presumed to have been received no later than five (5) calendar days after it is postmarked).

      A non-member may file a letter by presenting it to the Union business office in person or by certified mail, return receipt requested.  The non-member shall provide a copy of the letter to the County’s Director of Labor Relations within three (3) calendar days of its filing with the Union;
    2. The letter shall be signed by the challenger or the challenger’s agent under penalty of perjury and must state with specificity the particular expenditures being challenged, and the grounds for such challenge.  The letter must contain the name and mailing address of the challenger;
    3. During the pendency of the challenge, the amount of the agency shop service fee reasonably in dispute shall be placed in an escrow account established by ESC;
    4. Within thirty (30) calendar days after receipt, the Union shall schedule a date for arbitration, which shall be conducted in accordance with procedures established by American Arbitration Association. Pending the commencement of arbitration, the Union and the challenger may, by mutual agreement, attempt to resolve the dispute informally;
    5. The arbitrator shall be selected in accordance with the procedures of the American Arbitration Association;
    6. The Union shall have the burden of proving that the fee amount complies with this article and applicable law; and
    7. The costs of the arbitrator and court reporter, if any, shall be borne entirely by ESC.  The challenging employee shall be responsible for his/her costs including but not limited to attorney fees and copies of the court reporter’s original transcript.

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11.8 Union’s Constitutional Obligations

  1. It is recognized that this agency shop provision affects sensitive and important political speech and associational rights of County employees, which are protected by the First Amendment of the U.S. Constitution. In an effort to ensure that these rights are not infringed, this Article sets forth procedures and requirements that the Union must, at a minimum, follow. Nothing in this article or any other, however, relieves the Union of taking whatever additional action may legally be required to protect the constitutional rights of employees who are subject to an agency shop service fee under this Article. The Union also acknowledges that the law in this area is constantly evolving, and therefore, recognizes that it has an ongoing obligation to monitor relevant legal developments, including the case law on this subject, and to adapt its conduct in implementing this Article as required. The Union also recognizes that it is foreseeable that the employees subject to the agency shop service fee may suffer damages if this Article is not carried out in accordance with the First Amendment. For this reason, and others, the County has strongly encouraged and still does strongly encourage the Union to consult with competent legal counsel throughout the term of this contract over the implementation of this Article.
  2. No employee shall be discriminated against or harassed on the basis of his or her status as a non-union member or a non-union agency shop service fee payer. Reasonable communication regarding the Union and/or union membership shall not be considered discrimination or harassment under this Article. 

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11.9 Part-Time Employees

The financial obligations, of employees who work less than full-time, are subject to the agency shop service fee provisions of Section 11.2 above. The agency shop service fee shall be set on a pro-rata basis expressed as a percentage of salary.

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11.10 Notice Of New and Ongoing Represented Employee Information

  1. Notice of New and Ongoing Represented Employees Information: On a bi-weekly basis, the County shall provide to a person designated by the Union, a report containing the following information for all represented employees: 
    • full name
    • home address
    • work, home and cellular telephone numbers
    • work email addresses and personal email addresses on file with employer
    • date of hire
    • union membership status
    • job code,
    • job classification
    • department and section code
    • work site address
    • FTEs
    • pay rate, scale and step
    • Employee ID #

    The County will also provide, on a bi-weekly basis, a report identifying which employees are new employees or transfers who are newly represented by the ESC Bargaining Unit.
  2. Union stewards shall be authorized to receive the names and addresses of new employees not more than each pay period from the departmental payroll clerk.
  3. The names and addresses provided to the Union shall be kept confidential.
  4. A Union steward or Union Field Representative is entitled to contact all newly-hired employees and transfers who are newly represented by the ESC Bargaining Unit, to present Union information, on the Union steward’s and employee’s own time (meaning rest breaks, meal breaks and after work hours).
  5. The Union recognizes and respects the legal right of each employee to the employee’s privacy and agrees not to use or allow others to use any information obtained pursuant to this agreement for commercial gain or in a manner that would violate those rights.  With respect to this promise, the Union agrees to indemnify, defend and hold harmless the County of Sonoma, its officers, employees and agents from any claim, liability or damage arising from the Union’s breach of its duty under this Memorandum.
  6. The County shall notify new ESC represented employees and transfers who are newly represented by the ESC Bargaining Unit, that the Union is the recognized employee organization for the employee’s job classification.

11.10.1 New Employee Union Orientation

  1. Within thirty (30) days of hire, employees shall normally be expected to attend a New Employee Orientation (“NEO”) program presented by the County Human Resources (“HR”) Department.  The County shall provide the Union written notice of all NEOs, including those presented by the County HR Department, Permit Sonoma (the Permit and Resource Management Department), the Department of Health Services and any other formal group department orientation program at which ESC Local 20 members are in attendance, excluding payroll sign-ups. 
  2. Said notice shall be given at least ten (10) calendar days in advance of a NEO, except that shorter notice may be provided in specific instances where there is an urgent need critical to the County’s operations that was not reasonably foreseeable.  In the event that a previously noticed NEO needs to be re-scheduled, the County shall notify the Union of the cancellation as soon as practicable. The County shall re-schedule ESC represented employees to attend another regularly scheduled NEO, taking into account required notice for union release time, and immediately notify the Union of the new date. 
  3. At least 72 hours in advance of a NEO the County shall provide the Union an electronic list of expected participants of each NEO, along with any contact information received by County HR from the hiring department at that time.  Each new employee shall receive a copy of the Union’s standard introductory packet, copies of which shall be provided by the Union.
  4. The Union shall have the opportunity to make a 30-minute presentation at each NEO program presented by the County HR Department with new hires or new transfers into the ESC Bargaining Unit in attendance.  The County shall provide the Union a copy of the sign-in sheet within five (5) business days of each NEO program presented by the County HR Department attended by ESC represented employees. 
  5. If a new hire or transfer into the ESC Bargaining Unit has not attended the Union Orientation section of a NEO program at County HR within forty-five (45) days of hire or transfer into the ESC Bargaining Unit, a Union steward or Union Field Representative may meet with the new or transfer employee for up to thirty (30) minutes during the new or transfer employee’s regular working hours, at the employee’s worksite.
  6. One Union designee shall be granted 30 minutes of County release time plus reasonable release time for necessary travel to present on the Union’s behalf at the NEO program presented by the County HR Department or make-up sessions.
  7. In addition, the Union shall have the opportunity to make a 10-minute presentation at each NEO program presented by Permit Sonoma (the Permit and Resource Management Department), the Department of Health Services and any other formal group department orientation program at which ESC Local 20 members are in attendance.
  8. A NEO meeting (or make-up meeting) shall take place in a meeting room provided by the employer, during normal working hours and on paid time. No representative of management shall be present during the Union’s presentation at the NEO or make-up session.

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11.11 Indemnification

ESC shall defend, indemnify, hold harmless, release and save the County, its agents and employees, from and against any and all claims, demands, suits, orders, judgments, expenses or other forms of liability arising out of or in connection with this Article and/or any action taken or not taken by the County and/or ESC under this Article, including, but not limited to, the collection and procedures for collection of agency shop service fees and the amount of such fees. This Section shall be in addition to any other remedy available to the County under this contract or provision of law.

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11.12 Rescission Of Agency Shop Provision

The implementation of the provisions of this article shall not prohibit or restrict an election to rescind this provision as provided by Section 3502.5 of the California Government Code. This agency shop provision may be rescinded pursuant to Government Code Section 3502.5 or its successor provision.

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11.13 Effective And Expiration Dates

This Article shall expire upon the expiration of this MOU, unless it is terminated earlier pursuant to state law or this agreement.

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11.14 Record-Keeping And Reporting

ESC shall comply with the financial record-keeping and reporting requirements of Government Code Section 3502.5(d) or its successor provision.

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11.15 Violation Of Article

If a court finds the implementation of this Article in violation of constitutional law, the Union shall have sixty (60) days to comply with the Court’s order or the County may thereafter cancel Article 11, Sections 11.1-11.20.  In the interim, all collections of agency shop service fees by way of payroll deductions by the County shall be suspended, except as allowed by the Court.  Also, except as allowed by the Court, no unpaid agency shop fee that would otherwise have been due during the time such violation existed may be collected retroactively after the violation was corrected.

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11.16 Non-Arbitrability

Except as provided below, Article 11 shall be grievable and arbitrable under Article 18 of this agreement.

The following are not grievable or arbitrable under this agreement:

  1. The adequacy of the union’s notice required by Section 11.8 above; and/or
  2. other issues bearing on the constitutionality of the union’s collection of an agency shop service fee as prescribed by the courts.

Disputes regarding the amount of the agency shop service fee shall be arbitrable under this memorandum but only pursuant to Section 11.8 above.

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11.17 Dues Check Off And Agency Shop Service Fee Deductions

The County agrees to deduct all union dues, agency shop service fees as provided for in Section 11.2 (Agency Shop Service Fee), insurance premiums and assessments for the pay of those employees who have authorized that such deduction be made. The amounts deducted shall be remitted promptly to Union or its designees, with an alphabetical list of the employees from whom deducted. The Union agrees to indemnify, defend and hold harmless the County, its officers, agents and employees from any claim, liability or damage arising from this provision.

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11.18 Payroll Deductions

The Union and County agree that all payroll deductions for employees represented by the union shall be made on no more than ten (10) data processing codes.  The Union agrees to work with the Auditor-Controller-Treasurer-Tax Collector to establish protocols for use of these codes.

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11.19 Maintenance Of Membership

Effective upon adoption of this MOU, all Union members who had deduction authorizations on file with the County Auditor-Controller-Treasurer-Tax Collector (ACTTC), or the Union, or who may thereafter authorize in writing the deduction of their Union dues, shall remain on payroll deduction for the term of this Memorandum or as long as they are members of the bargaining unit. Union members may change to agency fee deductions at the expiration of this Memorandum by giving written notice to the Union and the ACTTC during a one-month period between ninety (90) and sixty (60) days prior to the expiration of the term of this Memorandum.  The Union agrees to indemnify, defend and hold harmless the County, its officers, agents and employees from any claim, liability or damage arising from this provision.

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11.20 Bulletin Boards

County will furnish reasonable bulletin board space measuring no less than 36 x 48 inches. Bulletin boards shall be located in all primary worksites of County employees represented by ESC, and other mutually acceptable areas and shall, when reasonably possible, be out of plain view of the public. All materials to be posted on said boards shall be in good taste and strictly impersonal in nature and limited to the legitimate business of the Union.

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11.21 Communications

  1. Interdepartmental Messenger
    The County’s interdepartmental messenger service may be used for individual business-oriented communication between employees who are represented by Union and between the paid staff of Union and such employees, provided that paid staff of the Union shall pick up and deliver all written communications outside the County’s normal distribution route. Union understands that the continuance or discontinuance of the interdepartmental messenger service is a matter within the sole discretion of the County and will be administered in accordance with Section 14 of the County Employee Relations Policy.
  2. E-Mail Use
    As with union communications posted on bulletin boards, e-mail content shall be in good taste, impersonal in nature and limited to the legitimate business of the union. Further, the parties agree that time spent by County employees generating or responding to union notices or queries on the County e-mail system will be kept to a minimum. Should the union or the County have concerns about the length or content of specific communications they will contact the County Director of Labor Relations.

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11.22 Stewards

The Union may designate up to ten (10) Union Stewards from among employees in the bargaining unit. Stewards have the right and obligation to represent and assist individual employees as provided for in this Memorandum. The Union will provide the County’s Director of Labor Relations with a current and updated list of Stewards.

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11.23 Steward Duties

Duties required by the Union of its Stewards, except for attendance at formal meetings with the County, supervisory personnel and aggrieved employees arising out of a pre-disciplinary investigation, pre-disciplinary meeting, or any meeting under the grievance procedure,shall not interfere with the Union Stewards’ or other employees’ regular work assignments. No Steward may leave duty or work for purposes of Union representation without the specific approval of the Steward’s supervisor or other authorized management official.  Such release will not be capriciously or arbitrarily denied (Discipline as used in this provision shall mean oral or written reprimands, suspension without pay, involuntary demotion, or involuntary discharge).  The Union and the County agree that employee performance evaluation meetings which do not include a discussion of discipline will not create a right for Steward representation or assistance at the meeting.

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11.24 Steward Selection

While the Union is free to choose its Stewards from employees, it agrees that the number of Steward(s) from any one department, division or work area will not hinder effective working relationships or productivity and delivery of County services.  The Union’s request for Steward release time shall not be made capriciously or arbitrarily and release time demands of any one employee shall be within reasonable limits. The County will not take reprisal against any Steward for the Steward’s protected activities as provided for under this Memorandum.

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11.25 Work Access

Authorized Union representatives will be given access to work locations during working hours to investigate and process grievances or post bulletins on the bulletin board. Union representatives desiring access to a work location shall state the purpose of the visit and request the department head’s or designee’s authorization within a reasonable amount of time before the intended visit. Union shall give to each affected department head and the Director of Labor Relations a written list of authorized Union Representatives. Only those people whose names appear on the current list shall be granted access under this provision.

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11.26 Meeting Space

Upon request of the Union, the County may provide meeting space outside working hours, provided such space is available and Union complies with all departmental rules and policies of the Board of Supervisors.  Request for use of facilities shall be made in advance to the department head, and will indicate the date, time, and general purpose of the meeting and facilities needed.

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11.27 Classification Study Requests

In response to a written request from a department head, the Union, or an employee for a reclassification study, the Human Resources Department shall acknowledge receipt of said request and if possible indicate the general priority, if known, within thirty (30) calendar days of the date said request is received by the Human Resources Department. The Director of Human Resources or his designee will review the status of pending classification study requests with a staff member of Union upon request.

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11.28 Non-Discrimination For Union Activity

Neither the County nor the Union will discriminate against any employee because of the employee’s legitimate Union activity or non involvement in Union activity.

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11.29 Union / County Meetings

The Union and County shall meet whenever the Union’s Chief Steward, Union Representative, or General Manager and the County’s Director of Labor Relations agree to meet to discuss matters of mutual interest. Agenda items will be agreed to as well as the date and time of such meeting. Either party may refuse to meet if the subject of the meeting involves an ongoing grievance under Article 18.

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11.30 Steward Selection

11.30.1 Union Business Release Time Bank

The Union is authorized a total of 100 hours of paid Union Business Release Time each Fiscal Year, starting with the Board of Supervisors’ approval of the 2016-2018 Memorandum of Understanding between the parties. Upon request from the Union Business Agent or designee, the County agrees to authorize stewards and other member(s) of the Union release time to attend to Union business related to County of Sonoma. In all cases use of Union Business Release Time will not unreasonably interfere with the Department’s operations and the Union member(s) shall secure permission from their supervisor before leaving their work assignment. The Union’s request for Union Business Release Time shall not be made capriciously or arbitrarily, and time demands on any one employee shall be within reasonable limits and with the approval of the designated supervisory representative.

Effective the first full pay period following Board of Supervisors’ adoption of this agreement, the County will add one hundred (100) hours of Union Release Time into the bank. 

Starting on the date when the Union notifies the County of its intent to re-open the MOU, for the 2018-2019 successor MOU negotiations, the County shall allow the Bargaining Team three (3) four-hour blocks of paid release time to prepare for negotiations.

11.30.2 Process

The Union shall normally request Union Business Release Time four (4) business days in advance of the release date. The Union and the County agree that issues will come up where four (4) business days advance notification is not possible. The Union will make every effort to notify the County as soon as possible and consider department operations when designating employees for Union Business Release Time in these situations. For any requests for Union Business Release Time, the Union shall specify in the request whether the time to be used will be paid time (which shall be subtracted from the Union Business Release Time Bank) or unpaid time.

11.30.3 Unpaid Release Time

Unpaid release time requested by the Union may be taken as paid time if the employee uses accrued vacation or compensatory time off.

11.30.4 Travel Time

Travel time related to Union business shall be handled in one of the following ways: 

  1. The Union shall request the travel time as Union Business Release Time and such time shall be subtracted from the Union Business Release Time Bank, 
  2. The employee shall use accrued vacation or compensatory time to cover the travel time, subject to advance approval of the employee’s supervisor, or 
  3. The employee may take unpaid time off, subject to advance approval of the employee’s supervisor.

11.30.5 Reporting

The Union shall provide a monthly reporting to the Employee Relations Manager with the names and hours used by Union member(s) during County work hours.

When paid release time for Union Business will result in overtime to backfill the position, the County will charge the Union Business Release Time Bank at the overtime rate. The County shall communicate to the Union the identity and number of hours worked by the replacement employee. 

11.30.6 Carry Over Hours

Up to 50 hours of unused Union release time may carryover at the end of the fiscal year. Total available hours in any fiscal year shall not exceed two hundred (200) hours. 

11.30.7 Union Business

Union Business Time for employees shall be provided as specified in this Memorandum of Understanding and as required by law.  The table below is provided as a guide only.

Union Business Release Time County Release Time
Four (4) business days advance notice Completion of release time form.
Approval of Employee Relations and Operational Department designee.
Union Business Release Time Bank hours charged. 
Pre-approval from Employee Relations and Operational Department designee. Union time bank hours not charged. 
Union Sponsored Classes Steward Training Joint Labor Management Committees i.e., Joint Labor Management Benefits Committee meeting (JLMBC) Housing Assistance Committee (HAC), etc.
Internal Union MattersCounty Initiated Informational Meetings / Surveys
Union Safety MeetingsMeet and Confer
Civil Service Commission Meetings – general attendance Civil Service Commission Meetings (Appellants and Appellant’s Representative)
Meetings with business agents or union officials.

Grievances (Grievant and Representative)

  • Investigations 
  • Grievance meetings
  • Arbitration
Union Organizing CampaignsNotice of Intended Disciplinary action. (Skelly) Meeting  
BOS MeetingsInterest Based Bargaining Training
Special Elections and Ratifications

11.30.8 Indemnification

The Union shall defend, indemnify, hold harmless, release and save the County, its agents and employees, from and against any and all claims, demands, suits, orders, judgments, expenses or other forms of liability arising out of or in connection with this Article and/or any action taken by the County and/or the Union under this Article 11.30, including, but not limited to, Union members taking paid release time to attend to Union business.  This indemnification clause shall be in addition to any other remedy available to the County under this contract or provision of the law.

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Contact Information

Human Resources Department
Business Hours
Monday – Friday
8:00 AM – 5:00 PM
Contact us by Phone
Address
575 Administration Drive
Room 116 B
Santa Rosa, CA 95403
38.465237, -122.725363

Labor Negotiation Updates

Bargaining Unit Contacts

Lis Fiekowsky
Labor Representative
Phone: (510) 238-8320
Cell: (510) 637-8407
lfiekowsky@ifpte20.org

810 Clay Street         
Oakland,  CA  94607-3908

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ESC MOU 2018-2019
(PDF: 1.8 MB)