Common use of -- UNION REPRESENTATIVE LEAVE OF ABSENCE Clause in Contracts

-- UNION REPRESENTATIVE LEAVE OF ABSENCE. (GOVERNMENT CODE 3558.8) Pursuant to the provisions of Government Code section 3558.8, the County shall grant an employee, with prior department approval and upon written request of the Union, a reasonable leave of absence without loss of compensation or other benefits for the purpose of enabling employees to serve as stewards or officers of the Union. Leave time granted under this article shall not be considered productive time for purposes of determining overtime. Leave may be granted on a full-time, part-time, periodic, or intermittent basis under the following procedures: 1. The Union officer (i.e. paid Union representative) or Fresno County Chapter President (co- signed by paid Union representative) shall submit (not on County time) a written request to the department head at least 15 business days in advance of the requested leave. The request shall specify it is being made pursuant to Government Code 3558.8 and include dates, times, classification, and bargaining unit. 2. No more than three (3) employees per bargaining unit shall be on leave at the same time; and employees must have a minimum overall satisfactory evaluation rating for the most recent evaluation period, and employees cannot be in any probationary status and/or on administrative leave. For any employee going on leave, who is on a medical leave, SEIU will ensure compliance with all medical restrictions. 3. The Union shall reimburse the County for all benefits and compensation paid to and earned/realized by the employee on leave, including but not limited to all wages and benefits, and including reasonable County administrative fees of $2.50 per employee on leave, per pay period. Upon written notice from the County, XXXX agrees to reopen and meet within 30 days of notice regarding administrative fees. 4. Reimbursement by the Union shall occur within 45 days of County billing the Union. 5. The leave of absence will be approved if it does not interfere with the performance of County services and department operations. If the leave is denied, the County will provide the Union with written notification of impacted operational needs. The Union shall provide the County with alternate leave dates for the leave to occur. 6. An employee on an approved union leave of absence may, if approved by the County, work shifts that do not conflict with the times specified on the written request. At the conclusion or termination of the leave granted under this section, the officer or xxxxxxx shall have a right to reinstatement to the same position and location they held prior to such leave, or if not feasible, a substantially similar position without loss of seniority, rank, or classification. The County shall not be liable for any act, omission, or injury suffered by any employee of the County if that act, omission or injury occurs during the course and scope of the employee’s leave under this section to work for the Union. To the extent that the County is held liable for any such act, omission or injury, the Union shall indemnify and hold harmless the County. Effective September 19, 2022, employees at the Supervising Juvenile Correctional Officer classification level, shall be eligible to receive a 2.5% retention premium pay differential upon completion of at least 26 pay periods at step five, and the completion of five years of satisfactory service at that classification level, as defined in Salary Resolution Sections 410.1 and 410.2, and upon recommendation of the employee’s Department Head. Any break in County service will reset the clock for calculation of this premium. Effective July 8, 2024, the parties agree to eliminate this article from the MOU and replace it with an additional salary step (step 6).

-- UNION REPRESENTATIVE LEAVE OF ABSENCE. (GOVERNMENT CODE 3558.8) Pursuant to the provisions of Government Code section 3558.8, the County shall grant an employee, with prior department approval and upon written request of the Union, a reasonable leave of absence without loss of compensation or other benefits for the purpose of enabling employees to serve as stewards or officers of the Union. Leave time granted under this article shall not be considered productive time for purposes of determining overtime. Leave may be granted on a full-time, part-time, periodic, or intermittent basis under the following procedures: 1. The Union officer (i.e. paid Union representative) or Fresno County Chapter President (co- signed by paid Union representative) shall submit (not on County time) a written request to the department head at least 15 business days in advance of the requested leave. The request shall specify it is being made pursuant to Government Code 3558.8 and include dates, times, classification, and bargaining unit. 2. No more than three (3) employees per bargaining unit shall be on leave at the same time; and employees must have a minimum overall satisfactory evaluation rating for the most recent evaluation period, and employees cannot be in any probationary status and/or on administrative leave. For any employee going on leave, who is on a medical leave, SEIU will ensure compliance with all medical restrictions. 3. The Union shall reimburse the County for all benefits and compensation paid to and earned/realized by the employee on leave, including but not limited to all wages and benefits, and including reasonable County administrative fees of $2.50 per employee on leave, per pay period. Upon written notice from the County, XXXX agrees to reopen and meet within 30 days of notice regarding administrative fees. 4. Reimbursement by the Union shall occur within 45 days of County billing the Union. 5. The leave of absence will be approved if it does not interfere with the performance of County services and department operations. If the leave is denied, the County will provide the Union with written notification of impacted operational needs. The Union shall provide the County with alternate leave dates for the leave to occur. 6. An employee on an approved union leave of absence may, if approved by the County, work shifts that do not conflict with the times specified on the written request. At the conclusion or termination of the leave granted under this section, the officer or xxxxxxx shall have a right to reinstatement to the same position and location they held prior to such leave, or if not feasible, a substantially similar position without loss of seniority, rank, or classification. The County shall not be liable for any act, omission, or injury suffered by any employee of the County if that act, omission or injury occurs during the course and scope of the employee’s leave under this section to work for the Union. To the extent that the County is held liable for any such act, omission or injury, the Union shall indemnify and hold harmless the County. Effective September 19, 2022, employees at the Supervising Juvenile Correctional Officer classification level, shall be eligible to receive a 2.5% retention premium pay differential upon completion of at least 26 pay periods at step five, and the completion of five years of satisfactory service at that classification level, as defined in Salary Resolution Sections 410.1 and 410.2, and upon recommendation of the employee’s Department Head. Any break in County service will reset the clock for calculation of this premium. Effective July 8, 2024, the parties agree to eliminate this article from the MOU and replace it with an additional salary step (step 6).

-- UNION REPRESENTATIVE LEAVE OF ABSENCE. (GOVERNMENT CODE 3558.8) Pursuant to the provisions of Government Code section 3558.8, the County shall grant an employee, with prior department approval and upon written request of the Union, a reasonable leave of absence without loss of compensation or other benefits for the purpose of enabling employees to serve as stewards or officers of the Union. Leave time granted under this article shall not be considered productive time for purposes of determining overtime. Leave may be granted on a full-time, part-time, periodic, or intermittent basis under the following procedures: 1. The Union officer (i.e. paid Union representative) or Fresno County Chapter President (co- signed by paid Union representative) shall submit (not on County time) a written request to the department head at least 15 business days in advance of the requested leave. The request shall specify it is being made pursuant to Government Code 3558.8 and include dates, times, classification, and bargaining unit. 2. No more than three (3) employees per bargaining unit shall be on leave at the same time; and employees must have a minimum overall satisfactory evaluation rating for the most recent evaluation period, and employees cannot be in any probationary status and/or on administrative leave. For any employee going on leave, who is on a medical leave, SEIU will ensure compliance with all medical restrictions. 3. The Union shall reimburse the County for all benefits and compensation paid to and earned/realized by the employee on leave, including but not limited to all wages and benefits, and including reasonable County administrative fees of $2.50 per employee on leave, per pay period. Upon written notice from the County, XXXX agrees to reopen and meet within 30 days of notice regarding administrative fees. 4. Reimbursement by the Union shall occur within 45 days of County billing the Union. 5. The leave of absence will be approved if it does not interfere with the performance of County services and department operations. If the leave is denied, the County will provide the Union with written notification of impacted operational needs. The Union shall provide the County with alternate leave dates for the leave to occur. 6. An employee on an approved union leave of absence may, if approved by the County, work shifts that do not conflict with the times specified on the written request. At the conclusion or termination of the leave granted under this section, the officer or xxxxxxx shall have a right to reinstatement to the same position and location they held prior to such leave, or if not feasible, a substantially similar position without loss of seniority, rank, or classification. The County shall not be liable for any act, omission, or injury suffered by any employee of the County if that act, omission or injury occurs during the course and scope of the employee’s leave under this section to work for the Union. To the extent that the County is held liable for any such act, omission or injury, the Union shall indemnify and hold harmless the County. Effective September 19• 5% increase effective January 22, 2022, employees at the Supervising Juvenile Correctional Officer classification level, shall be eligible to receive a 2.5% retention premium pay differential upon completion of at least 26 pay periods at step five, and the completion of five years of satisfactory service at that classification level, as defined in Salary Resolution Sections 410.1 and 410.2, and upon recommendation of the employee’s Department Head. Any break in County service will reset the clock for calculation of this premium. Effective 2024 • Step 6 effective July 8, 20242024 • 3% increase effective January 20, 2025 Bi-weekly 5% Increase 3% Increase Building Inspector I 2179 2288 2357 Building Inspector II 2488 2612 2690 Cadastral Technician I 1744 1831 1886 Cadastral Technician II 0000 0000 0000 Cadastral Technician III 2143 2250 2318 Defense Investigator I 2094 2199 2265 Defense Investigator II 2535 2662 2742 Deputy Public Administrator I 2040 2142 2206 Deputy Public Administrator II 2247 2359 2430 Deputy Public Guardian I 2040 2142 2206 Deputy Public Guardian II 2247 2359 2430 Health Education Specialist 1891 1986 2046 Housing Rehabilitation Specialist I 2288 2402 2474 Housing Rehabilitation Specialist II 2488 2612 2690 Librarian I 1991 2091 2154 Librarian II 2193 2303 2372 Librarian III 2495 2620 2699 Librarian Trainee (Biweekly) 1670 1754 1807 Library Assistant 1346 1413 1455 Medical Assistant 0000 0000 0000 Planner I 2052 2155 2220 Planner II 2278 2392 2464 Planner III 2631 2763 2846 Current Bi-weekly 5% Increase 3% Increase Recording Technician I 1549 1626 1675 Recording Technician II 1733 1820 1875 Retirement Specialist I 1991 2091 2154 Retirement Specialist II 2207 2317 2387 Senior Library Assistant 1413 1484 1529 Senior Retirement Specialist 2549 2676 2756 The Employee Grievance Resolution Form shall be available on the parties agree Department of Human Resources website, through the individual departments and SEIU – Local 521. No changes shall be made to eliminate the form without the mutual agreement of the Union and the County. Before filing a grievance, be certain to read this article from entire procedure, including the MOU and replace it with an additional salary step (step 6)definitions.