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Human Resources Department

Deputy Sheriff's Law Enforcement Management Unit (DSLEM)

2018 - 2019 DSLEMMemorandum of Understanding:   Article 11: Staff Development

Deputy Sheriff’s Law Enforcement Management

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11.1 Staff Development

The County and the Association agree that the County retains full authority to determine training needs, resources that can be made available, and the method of payment for training authorized by the County. Nothing in this Subsection shall preclude the right of an employee to request specific training.

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11.2 Staff Development and Wellness Benefit Allowance Program

The Department of Human Resources shall develop, modify, implement and administer administrative/programmatic guidelines to remain in compliance with federal and/or state law, and all County policies and procedures, based on the County’s Staff Development Benefit Allowance Program Administrative Manual.

Full-time and part-time (0.40 FTE and above) employees in regular allocated positions are eligible for the Staff Development Benefit Allowance.

An eligible employee may request reimbursement for allowable expenses, upon approval of the appointing authority, and as defined in the County’s Staff Development and Wellness Benefit Allowance Program Administrative Manual.

11.2.1 Staff Development and Wellness Benefit Allowance – Amounts

As specified in the chart below, full-time and part-time eligible employees shall be entitled to the following annual benefit amounts:

Bargaining Unit Full time Allowance Part time Allowance
Management (0043)$1,200$800
Asst. Sheriffs (0043)$1,400N/A

Total funds per fiscal year can be used for Staff Development and/or Wellness expenditures.  Funds may not be carried over into next fiscal year.  Use of funds is subject to approval and provisions of the Staff Development Benefit Allowance Program Administrative Manual and may be taxable pursuant to the Internal Revenue Code.

Computer Hardware, Equipment and Mobile Devices

Staff Development and Wellness Benefit Allowances may be used towards reimbursement for the purchase of computer hardware devices as defined in the County’s Staff Development and Wellness Benefit Allowance Program Administrative Manual, as well as other computer hardware, equipment and mobile devices. Monthly service charges for internet and mobile communication connections are not reimbursable under this program.  The use and approval of all computer hardware, equipment and mobile devices is subject to review by the Department Head (or may be delegated to a senior manager only) and is subject to the specific job requirements for each job classification in that department.  All computer hardware, equipment and mobile devices must be directly job related, must be used for County business a minimum of 50% of their use and requires Department Head (or senior manager designee) authorization in order to qualify for reimbursement.  Department Head authorization for the use of this benefit towards reimbursements for computer hardware, equipment and mobile devices must be outlined and approved in the employees’ annual Professional Development Plan document and will be considered together with other staff development training and educational priorities required by the Department Head.

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11.3 In-Service Training

The County shall make every effort to provide a program of in-service training for employees in the bargaining unit designed to maintain a high standard of performance and to increase the skills of employees in the bargaining unit. Training courses to be attended shall have a direct bearing on the work of the employee. Attendance at training courses may be authorized by the department head. Decisions by department heads on requests by employees should be based on the following criteria: the effect the absence of the employee will have on the department’s operations and its ability to continue to provide the services and perform the functions for which it is responsible; the relationship of the subject of the program, seminar, conference or workshop to the function performed by the employee and the department, and the employee’s professional development; and the method of financing requested by the employee.

11.3.1 Payment – In-Service Training

There are three ways the expenses of the program might be paid:

BY THE COUNTY:  Expenditures for travel, meals, lodging, registration and other items included annually within the department budget.

BY OTHER PUBLIC OR PRIVATE AGENCIES:  Occasionally, employees receive approval for their expenditures to be paid by grants from the State or Federal governments, from private organizations or from professional organizations.

BY THE INDIVIDUAL EMPLOYEE: Occasionally, the departmental budget may not permit expenditures for certain in-service training to be paid by the County. The employee may feel that the training would be of benefit to the employee’s professional development, and therefore, would be willing to pay the expenses in whole or in part from their Staff Development and Wellness Benefit Allowance if the employee were permitted time off from work at full salary.

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11.4 Physical Fitness

The total annual maximum Staff Development and Wellness Benefit Allowance allowed under Section 11.2.1 is available for wellness related taxable expenses and for use towards a physical fitness / wellness program.  Employee enrollment in any physical fitness / wellness program shall be voluntary.

An eligible employee may request reimbursement for allowable expenses as defined in the County’s Staff Development Benefit Allowance Program Administrative Manual.

DSLEM represented employees in the Sheriff’s Office can contribute $50 or more from the Staff Development and Wellness benefit allowance to share voluntarily in the costs of equipment and equipment maintenance for the DSA/DSLEM sponsored workout rooms located in Sheriff's Office facilities (currently located at the Main office and Sonoma Police Department).  These contributed funds are subject to the following requirements:

11.4.1

Contributions from the Staff Development and Wellness benefit must be made by May 15 each year.  County funds contributed pursuant to Section 11.4, but not expended in any fiscal year may be reallocated in the subsequent fiscal year up to a maximum total of $50,000 for all Sheriff’s Office workout room sites (currently located at the Main office and Sonoma Police Department).  If a third workout room site is added in the future, this total shall be increased by $15,000.  The maximum additional Staff Development and Wellness benefit amount specified in this Section applies to all contributions to Sheriff’s Office workout room sites by employees in the Bargaining Units represented by the Deputy Sheriff's Association (DSA) and the Deputy Sheriff's Law Enforcement Management Association (DSLEM) combined.

11.4.2

A joint labor-management committee made up of two members appointed by the County and two members appointed by the Deputy Sheriff's Association oversees the equipment purchase and maintenance. All equipment becomes the property of the County.

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11.5 Non-Grievable

Article 11 of this MOU shall not be grievable or appealable under any County policy, resolution, rule, or contract provision.

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