This section (Exhibit B) of the MOU only applies to Regular employees in the classification of Institution Services Manager. Institution Services Managers receive all of the benefits outlined in the PDA MOU, except for the MOU sections that are specified in this exhibit.
A. Retiree Health
Health, Dental, and Vision Insurance After Retirement from County Service
The following will be in effect for those who retire during the term of this agreement:
For management employees hired prior to April 1, 2008:
The County will pay to management employees who retire concurrently with separation from County service one month’s health, dental and vision premium for the employee and eligible dependents for each 8 hours of unused sick leave. Employees who separate from County service and enter into deferred retirement or otherwise separate without retiring are not eligible for this benefit.
For management employees commencing employment between April 1, 2008 and December 31, 2010:
For management employees who retire concurrently with separation from County service, for every 8 hours of unused sick leave, the County will pay $700 toward the premium for one month of the retiree health plan and the full cost of one month of the dental and vision coverage. Management employees who separate from County service and enter into deferred retirement or otherwise separate without retiring are not eligible for this benefit. For active management employees, the County will contribute $100 per month during employment to a post-employment health reimbursement account on a pre-tax basis. This account may only be used to pay for eligible premiums or medical expenses upon retirement or termination.
For management employees commencing employment after January 1, 2011: For management employees who retire concurrently with separation from County service, for every 8 hours of unused sick leave, the County will pay $400 toward the premium for one month of the retiree health plan. Management employees who separate from County service and enter into deferred retirement or otherwise separate without retiring are not eligible for this benefit.
Managers who retire receiving $400 per 8 hours of sick leave, will, upon exhaustion of accrued sick leave, be credited with additional hours of sick leave as follows:
With at least 10 but less than 15 years of service with the County of San Mateo – 96 hours
With at least 15 but less than 20 years of service with the County of San Mateo – 192 hours
With 20 years or more of service with the County of San Mateo – 288 hours
For all management employees: On the death of an employee, coverage for the spouse and dependents will continue until the sick leave credits have expired. Retirees or surviving spouses may continue the insurance, at their own expense, by premium deductions from their retirement warrants after sick leave credits have expired, in accordance with the rules of the respective carriers.
When employee or spouse reaches age 65 they must, if eligible, enroll in Medicare, which also will be reimbursed by the County if sick leave credits are available.
For employees who receive a disability retirement from County service, the County will provide additional hours of sick leave to the employee’s sick leave balance for a total balance of 288.6 hours of sick leave (three years of retiree health coverage). For example, if an employee who receives a disability retirement has 100 hours of sick leave at the time of retirement, the County will add another 188.6 hours of sick leave credits to their balance.
B. Severance Pay
If the position of an employee is abolished and the employee is unable to displace another employee within their department as defined by and in accordance with the rules of the Civil Service Commission, the employee shall receive reimbursement as follows:
one week of pay for each full year (2080 hours) of regular service to the County
fifty percent (50%) of the cash value of the employee’s unused sick leave, and,
the County will continue to pay its share of health premiums for a period not to exceed nine (9) months contingent on the employee continuing to pay their share,
the County will reimburse employee up to four thousand dollars ( $4,000) for tuition or fees in payment for accredited courses or training taken within twelve (12) months of layoff, and taken for the purpose of finding new employment; provided, however that such employee shall be eligible for this reimbursement only if the employee remains in the service of the County until the services are no longer required by the department head. If the County secures comparable employment for the displaced employee in another department, the employee is not entitled to the severance payment. Employees accepting the payment relinquish the right to have their names placed on reemployment eligible lists.
C. Special Compensation
An individual in a management classification who is assigned to lead a special project or assignment shall receive a differential of up to 10%, in addition to all other compensation. Assignments must meet criteria for special project as determined and approved by the Human Resources Department and must be for short-term assignments, with end dates and demonstrated alignment to performance and organizational goals. Authorization for such differential must be requested by the department head and is subject to review and approval by the Human Resources Director.
Institution Services Managers. In addition to all other compensation, Institutional Services Managers shall receive the following payments as appropriate:
On-call Duty: Institution Services Managers shall be paid three dollars ( $3.00) per hour for each hour they are required to be in an on-call status. Personnel in this status will not receive on-call pay for periods when they are actually at work.
Shift-Differential: Shift differential pay is pay at a rate which is one step above the employee’s base pay in the salary range for their classification. If the base pay is at the top step, shift differential pay shall be computed at one step above such base pay. Employees shall be paid shift differential for all hours so worked between the hours of 6:00 p.m. and 6:00 a.m.
Overtime: All compensable overtime must be authorized by the department head or their designated representative in advance of being worked. If prior authorization is not feasible because of emergency conditions, a confirming authorization must be made on the next regular working day following the date on which the overtime was worked. Overtime worked must be in the job classification in which the person is regularly employed or in a classification for which the employee is authorized higher pay for work in a higher classification.
Any authorized time worked in excess of the forty (40) hour weekly work schedule shall be considered overtime and shall be compensable at the rate of one and one- half (1-1/2) times the overtime worked, whether compensated by monetary payment or by the granting of compensatory time off.
Accidental Death and Dismemberment Insurance
The County shall pay the premium for one hundred and ten thousand dollars ($110,000) coverage.