2019 - 2023 Local 39 Memorandum of Understanding:   Article 14: Staff Development

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What’s on this Page

• 14.1 Staff Development
• 14.2 Staff Development and Wellness Benefit Allowance Program
  
  • 14.2.1 Staff Development and Wellness Benefit Allowance – Amounts
  • 14.2.2 Tool Allowance / Staff Development and Wellness Allowance
• 14.3 Staff Development – Continuing Education Courses
• 14.4 Staff Development – In-service Training
• 14.5 Staff Development – Non-Grievable

Read Next: Article 15: Health & Welfare Benefits

The County and the Union 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 Section shall preclude the right of an employee to request specific training.

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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 Administrative Program Document.

All policies governing the program including any category of items and services eligible for the Staff Development and Wellness Benefit Reimbursement Program will be documented in a manual and posted on a County website available to employees.

The County shall provide the Union with a minimum of 30 days’ notice prior to any change to the Staff Development and Wellness Benefit Allowance Program.

14.2.1 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: 

Total funds per fiscal year can be used for Staff Development and/or Wellness expenditures and/or if eligible, Tool Allowance. The Staff Development funds may be used towards reimbursement for the purchase of computer hardware and mobile devices as defined in the County’s Staff Development Benefit Allowance Program Administrative Manual. Funds may not be carried over into the next fiscal year. Use of Staff Development / Wellness Benefit and/or, if eligible, Tool Allowance funds subject to approval and provisions of the Staff Development Administrative Manual and non-job related expenses may be taxable pursuant to the Internal Revenue Code.

On the date of County Board of Supervisors’ approval of this successor MOU, the fiscal year Staff Development / Wellness Benefit and/or if eligible, Tool Allowance, may be used towards reimbursement for allowable Staff Development, Wellness Benefit and/or if applicable Tool Allowance. Reimbursement of expenses will be based on the MOU in effect on the purchase date. 

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14.2.2 Tool Allowance / Staff Development and Wellness Allowance

Full time employees who are required to provide their own personal tools to perform mechanic work may receive up to $615 of Tool Allowance and Staff Development / Wellness Allowance. Part-time employees may receive up to $310 of Tool Allowance / Staff Development and Wellness Benefit Allowance provided in this Section.

The following employees are required to provide their own tools and are eligible for Tool Allowance / Staff Development and Wellness Benefit Allowance: employees assigned to Fleet Operations, Sonoma County Fair and Exposition, Inc. or Water Agency as an Automotive Mechanic, Automotive Technician, Heavy Equipment Mechanic, Heavy Equipment Technician, Lead Automotive Technician, Lead Heavy Equipment Technician, or Welder.

Employees who receive a Tool Allowance / Staff Development and Wellness Benefit Allowance may use their allowance to purchase / replace tools or for any approved Staff Development reason; however, $615/$310 shall be the maximum amount available for any combination of tool purchase / replacement and Staff Development / Wellness Benefit. 

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Employees in allocated positions are eligible for Continuing Education Courses. Those courses taken on County time must be directly related to an employee’s present position, or career advancement within the present department, and be approved by the County. When a Continuing Education Course that is directly related to the employee’s present position or career advancement within the employee’s present department is offered during an employee’s normal work schedule, the County may approve Continuing Education leave for the employee. Approval of one course in a series does not automatically constitute approval for the entire series unless specifically authorized by the County. Continuing Education leave shall be considered as time worked.

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Departments shall seek the prior advice and suggestions of employees on what training, special projects or equipment the department should spend its annual in-service training funds which may be available for covered employees in accordance with departmental policy and available funds. When a department purchases new equipment that will be used and maintained by employees, the department will make reasonable effort to provide appropriate training, or to obtain appropriate training with the purchase of the new equipment, for employees who will be expected to operate and/or maintain the equipment. In-service training courses to be attended by an employee shall have a direct bearing on the work of the employee. Approval for training will be at the discretion of the Department Head. In-service training for all employees shall be made available in accordance with departmental policy and available funds and be consistent.

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Article 14 of this MOU shall not be grievable or appealable under any County policy, resolution, rule or contract provision.

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