Alameda County Municipal Code Ch. 3.72 Miscellaneous Personnel Regulations

For the purpose of promoting the improvement of personnel management and employer-employee relations in the county government, the board of supervisors recognizes the right of county employees to form and join organizations of their own choice and to be represented by such organizations in their employment relationships with the county. Furthermore, county employees shall have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves individually in such employment relationships with the county.

(Prior admin. code § 2-1.14)

For the purpose of promoting efficiency, initiative and morale of county employees, the board of supervisors may by appropriate action each year recognize by name those persons who have been continuously employed by the county for five years, or multiples thereof, and who have demonstrated their merit and capacity for service to the county.

(Prior admin. code § 2-1.15)

In recognition of such services the board of supervisors may present, to those employees who have served five years or more, lapel buttons or pins which signify the length of such service. The board of supervisors may provide for the design of different buttons or pins to designate each successive five years of service to the county.

(Prior admin. code § 2-1.16)

For the purpose of stimulating and encouraging county employees to make constructive suggestions for the improvement of county government, the board of supervisors may by appropriate action initiate and sustain a plan of suggestion awards which rewards, through recognition or cash payment, those employees whose suggestions lead to better service, improved working conditions, safety or a reduction in the cost of service.

(Prior admin. code § 2-1.17)

In the event of the termination of an employee for a cause other than intoxication on the job, gross insubordination, dishonesty or conviction of a felony which substantially relates to the employee's job, the appointing authority or its designated agent shall give to such employee a written notice of termination no less than ten working days prior to the effective date of said termination. In the event, however, that such employee is not on the job on the date he would be entitled to such notice, it shall be mailed to him on such date. Time spent on the job during such ten-day notice period by a probationary employee shall not be counted toward completion of the probationary period.

(Prior admin. code § 2-1.24)

All persons employed in the classification Public Service Employee—Title II and Public Service Employee—Title VI shall receive the same employment fringe benefits as persons employed in the equivalent county classification, except that no employment fringe benefits relating to the first ten thousand dollars ($10,000.00) in annual salary shall be received by any public service employee except to the extent that the cost of such benefits is both reimbursable and reimbursed to the county from Comprehensive Employment and Training Act funds, and provided further, however, that persons employed in the classification of Public Service Employee—Title VI shall not be entitled to or eligible for participation in the retirement system or coverage under the Federal Insurance Contributions Act.

(Prior admin. code § 2-1.25)

All persons employed in the classifications of Retired Annuitant I (Job Code #1090), Retired Annuitant II (Job Code #1091), Retired Annuitant - Safety I (Job Code #1092) and Retired Annuitant - Safety II (Job Code #1093) shall not be eligible for the fringe benefits or accrued leaves set forth in Chapter 3.12 Leaves of Absence, Chapter 3.16 Holidays, Chapter 3.20 Sick Leave, Chapter 3.24 Vacations, Chapter 3.64 Employee Health and Welfare Benefit Program, and Chapter 3.68 Retirement System, except for the following:

A. County paid holidays enumerated in Section 3.16.010(A)(1)—(A)(11), provided that the employee is scheduled and on paid status the workday before and the workday after the holiday; and

B. Any benefits mandated by federal or state law.

(Ord. 2004-35 § 1)

(Ord. No. 2021-3, § 1, 1-5-21)

A. An applicant for appointment to a position in the class of sheriff's recruit, as a condition of county employment and prior to said appointment, shall be required to agree in writing that (1) he/she will not voluntarily quit employment with the Alameda County sheriff's office for at least five years commencing from the date of employment as a sheriff's recruit; and that (2) in the event that he/she voluntarily quits said employment within the period of five years referred to in subpart (1) above, he/she will reimburse the sheriff's office a portion of the direct and indirect costs of the training that he/she received while at the Alameda County sheriff's office Recruit Training Academy prorated in accordance with the schedule set forth in subsection B of this section.

B. The following reimbursement schedule will be applicable to sheriff's recruits and badge personnel covered by subsection A of this section who voluntarily terminate their employment in the Alameda County sheriff's office before completing five years of employment:

Before the end of:

C. Reimbursement of training costs will not be required in the event that the employee is separated while on probation, discharged, required to terminate employment due to a disabling illness or injury, or exercises the option to resign in lieu of dismissal. The sheriff is granted the discretion to waive enforcement of the provisions of this section and of the employee's written agreement referred to in subsection A of this section, in those instances in which in the opinion of the sheriff, enforcement thereof would result in an extraordinary hardship.

D. In the event that an employee voluntarily separates his/her employment with the Alameda County sheriff's office, who then went to work for another law enforcement agency, but who subsequently returns to work with the Alameda County sheriff's office within two years of their original separation date, that employee may be entitled to reimbursement of any money which he/she paid back to the Alameda County sheriff's office, at the sole discretion of the sheriff, pursuant to subsection B of this section. If the reinstated employee again voluntarily separates his/her employment in the next five years, the employee will be subject to reimbursement schedule stipulated above.

E. In addition to those matters referred to in subsections A and B of this section, the agreement to be signed by the applicant shall also provide that (1) complete payment of the reimbursement obligation shall be made within one year of the date upon which the employee voluntarily leaves the sheriff's office unless, in the sole discretion of the sheriff, a different payment schedule is agreed upon in writing, (2) the employee will be liable for the county's attorneys' fees and costs, or any other costs incurred by the county in an effort to collect any delinquent sums owing pursuant to this section, (3) the employee shall be liable for legal interest that shall accrue on the amount of funds owed and unpaid as of the date the reimbursement obligation became due, and (4) the applicant has been provided and has reviewed a copy of this section.

F. A question as to the interpretation or application of this section shall not be subject to the grievance procedure set forth in any memorandum of understanding, nor does this section (1) modify any other term and condition of employment, (2) confer any right of continued employment, (3) affect the authority of the sheriff to impose disciplinary action, or (4) create or modify a property right.

(Ord. 98-11 § 1)