RESOLUTION NO. 076376 BOARD OF SUPERVISORS, COUNTY OF SAN MATEO, STATE OF CALIFORNIA *    *  *    *   *  * RESOLUTION ESTABLISHING THE SALARY AND BENEFITS FOR THE UNREPRESENTED MANAGEMENT EMPLOYEES OF THE COUNTY OF SAN MATEO FOR THE TERM OF JANUARY 27, 2019 THROUGH DECEMBER 12, 2021 RESOLVED, by the Board of Supervisors of the County of San Mateo, State of California, that WHEREAS, this Board of Supervisors desires to establish certain salaries and benefits for unrepresented Management personnel not covered by a Memorandum of Understanding; and BE IT RESOLVED that the effective date of Resolution No. 075986 is extended to January 26, 2019 andRead More →

“Management” shall mean employees in positions so designated by the Human Resources Director consistent with the Employer-Employee Relations Policy and including elective officers. This Resolution does not apply to Court or Extra Help employees.Read More →

For employees in both miscellaneous and safety retirement systems covered by this resolution. The coverage shall be that established by the Board of Supervisors and the Board of Retirement for employees under the County Employees’ Retirement Law of 1937, the California Public Employees’ Pension Reform Act of 2013 and the Social Security Act. Coverage by the Retirement System is described by plan brochures which are available at the San Mateo County Employees’ Retirement Association (“SamCERA”). For employees in the general retirement plan hired before August 7, 2011 Effective March 13, 2005, the County implemented the 2% @ 55.5 retirement enhancement (Government Code Section 31676.14) forRead More →

Employee contributions for health insurance will be 15% of the Health Maintenance Organization (HMO) premiums and 25% of the Point of Service (POS) premium. Employees who elect a High Deductible Health Plan (HDHP) will contribute 15% of the premiums and will receive an amount equal to 50% of the deductible placed into a Health Savings Account. For employees occupying permanent part-time positions, who work a minimum of forty (40), but less than sixty (60) hours in a biweekly pay period the County will pay one- half (1/2) of the hospital and medical care premiums described above. For employees occupying permanent part-time positions, who work aRead More →

The County shall provide $50,000 life insurance for employees. The coverage includes death benefits for a spouse and children in the amount of $2,000. Employees, depending on pre-qualification, may purchase additional term life insurance to a maximum of $500,000 for employee, $250,000 for spouse, and $10,000 for dependents.Read More →

After three years of service employees are eligible for long-term disability benefits. The benefit is two-thirds of the salary after a waiting period of 120 days, with the maximum benefit being $2,400 per month. Benefits for psychiatric disabilities that result from stress, depression or other life events are restricted to 2 years payable per the terms and conditions of the plan.Read More →

Effective January 1, 2016, each new employee will be automatically enrolled in the County’s Deferred Compensation program, at the rate of one percent (1%) of their pre-tax wages, unless he or she chooses to opt out or to voluntarily change deferrals to greater than or less than the default one percent (1%) as allowed in the plan or as allowed by law. The pre-tax deduction will be invested in the target fund associated with the employees’ date of birth. Escalation for new employees will be the same as existing employees, as described below. Beginning for July 1, 2019, all employees will be enrolled in theRead More →

The following will be in effect for those who retire during the term of this resolution: For management employees and elective officers hired prior to April 1, 2008: The County will pay to elective officers who retire concurrently with separation from County service one month’s health, dental and vision premium for the employee and eligible dependents for each month of County service. 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 or elective officers who separate fromRead More →

Employees who have management overtime (MOT) hours available may use such time balances as time off. Any time balance not taken as time off prior to retirement or termination will be cashed out at that time. Management employees, not including elected employees or any manager who receives overtime compensation, shall receive 5 hours of administrative leave each pay period. No more than 260 hours of such administrative leave time may be accumulated at any one time. Except as provided below, time accruals may only be compensated by being allowed time off. Part-time management employees shall be entitled to Administrative Leave hours in proportion to theRead More →

Management employees will be provided twenty-four hours of paid bereavement leave upon the death of the employee’s parent, spouse, domestic partner, child (including through miscarriage or stillbirth), step-child, sibling, sibling-in-law, mother- in-law, father-in-law, grandparent, grandparent-in-law or grandchildren.Read More →

In lieu of reimbursement for transportation expenses for travel within San Mateo County, the City and County of San Francisco, Alameda County, Contra Costa County and Santa Clara County, members of the Board of Supervisors and the County Manager may elect to receive a maximum biweekly transportation allowance in the amount of $513 or as is currently set by the Board of Supervisors. Department heads, elected officials, and certain management employees designated by the County Manager may elect to receive such a transportation allowance in a maximum biweekly amount not to exceed $513 dependent on usage and approval by the County Manager.Read More →

If the position of an employee other than an elected official 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,Read More →

The County Manager shall have the authority to credit an employee other than an elected official with up to 40 hours of vacation and 48 hours of sick leave in addition to normal vacation and sick leave accrual, provided such credit must be made within 180 days of employment. The County Manager shall have the authority to provide to an employee advanced levels of vacation accrual as if the employee had otherwise been working for the County the required number of years for the higher accrual rate, provided such credit must be made within 180 days of employment.Read More →

Regular full-time employees in established management positions shall be entitled to take all authorized holidays at full pay, not to exceed eight (8) hours for any one (1) day, provided they are in a full pay status on both their regularly scheduled workdays immediately preceding and following the holiday. Part-time employees shall be entitled to holiday pay in proportion to the average percentage of full-time hours worked during the two (2) pay periods immediately preceding the pay period, which includes the holiday. If two or more holidays fall on succeeding or alternate pay periods, then the average full-time hours worked in the two (2) payRead More →

The salary ranges are set forth in Exhibit A which is attached hereto and made a part hereof. Effective January 27, 2019 there shall be a three percent (3%) increase. In addition, effective January 27, 2019, all employees shall receive a one percent (1%) equity increase. Effective December 15, 2019, there shall be a three percent (3%) increase. In addition, effective December 15, 2019, all employees shall receive a one percent (1%) equity increase. Effective December 13, 2020, there shall be an increase of a minimum two percent (2%) and maximum three percent (3%) based on CPI. In addition, effective December 13, 2020, all employeesRead More →

Effective January 27, 2019, longevity pay shall begin to be phased in over the term of this resolution. At the completion of these incremental increases, timed to coincide with COLA increases, effective December 13, 2020, longevity pay shall be: One percent (1%) of base salary after the equivalent of five (5) years of full time County service (10,400 hours). An additional one and one-half percent (1.5%) of base salary (for a total of two and one-half percent (2.5%)) after the equivalent of ten (10) years of full time County service (20,800 hours) An additional one and one-half percent (1.5%) of base salary (for a totalRead More →

All Departments 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. Board of Supervisors The Office of the Board of Supervisors Districts One, Two and Five may beRead More →

Class Code  Class Title Work Group Step A BiWeekly Rate Step B BiWeekly Rate Step C BiWeekly Rate Step D BiWeekly Rate Step E BiWeekly Rate D062 Communications Program Services Manager 4 4,144.80 4,383.20 4,634.40 4,901.60 5,180.80 D063 Supervising Communications Dispatcher 5 3,760.80 3,975.20 4,204.00 4,445.60 4,700.80 B250 Chief Executive Officer, SAMCERA 4 8,206.40 8,676.00 9,174.40 9,700.80 10,256.80 B285 Chief Executive Officer, San Mateo Medical Center – Unclassified 4 10,035.20 10,612.80 11,220.00 11,864.00 12,544.80 B284 Chief Of The Health System 4 10,537.60 11,142.40 11,780.00 12,456.80 13,172.00 B204 County Counsel – Unclassified 4 10,365.60 10,961.60 11,590.40 12,256.00 12,959.20 D150 County Health Officer 4 8,616.80 9,111.20 9,632.80Read More →

Class Code  Class Title Work Group Step A BiWeekly Rate Step B BiWeekly Rate Step C BiWeekly Rate Step D BiWeekly Rate Step E BiWeekly Rate D062 Communications Program Services Manager 4 4,310.40 4,558.40 4,820.00 5,097.60 5,388.00 D063 Supervising Communications Dispatcher 5 3,911.20 4,134.40 4,372.00 4,623.20 4,888.80 B250 Chief Executive Officer, SAMCERA 4 8,534.40 9,023.20 9,541.60 10,088.80 10,667.20 B285 Chief Executive Officer, San Mateo Medical Center – Unclassified 4 10,436.80 11,037.60 11,668.80 12,338.40 13,046.40 B284 Chief Of The Health System 4 10,959.20 11,588.00 12,251.20 12,955.20 13,699.20 B204 County Counsel – Unclassified 4 10,780.00 11,400.00 12,054.40 12,746.40 13,477.60 D150 County Health Officer 4 8,961.60 9,476.00 10,018.40Read More →

Effective 12/13/2020, the base monthly salary for Management classifications shall be increased by at least two percent (2%) and no more than three percent (3%) to be determined by the amount of April 2019 to April 2020 fiscal year average of Bureau of Labor Statistics San Francisco Bay Area Consumer Price Index (CPI) for all Urban Wage Earners. The salary rate table includes the salary minimum of 2% and 1% equity increase. Class Code  Class Title Work Group Step A BiWeekly Rate Step B BiWeekly Rate Step C BiWeekly Rate Step D BiWeekly Rate Step E BiWeekly Rate D062 Communications Program Services Manager 4 4,440.00Read More →

RESOLUTION NO. 076377 BOARD OF SUPERVISORS, COUNTY OF SAN MATEO, STATE OF CALIFORNIA *  *  *  *  * * RESOLUTION ESTABLISHING THE SALARY AND BENEFITS OF UNREPRESENTED ATTORNEY EMPLOYEES OF THE COUNTY OF SAN MATEO FOR THE TERM JANUARY 27, 2019 THROUGH DECEMBER 12, 2021 RESOLVED, by the Board of Supervisors of the County of San Mateo, State of California, that WHEREAS, this Board of Supervisors desires to establish certain salaries and benefits for unrepresented Attorney’s unit personnel not covered by a Memorandum of Understanding, and BE IT RESOLVED that the effective date of Resolution No. 073521 is extended to January 26, 2019 and thenRead More →

The coverage shall be that established by the Board of Supervisors and the Board of Retirement for employees under the County Employees’ Retirement Law of 1937, the California Public Employees’ Pension Reform Act of 2013 and the Social Security Act. Coverage by the Retirement System is described by plan brochures which are available at the San Mateo County Employees’ Retirement Association (“SamCERA”). 1.1. Employees Hired before August 7, 2011 Effective March 13, 2005, the County implemented the 2%@55.5 retirement enhancement (Government Code Section 31676.14) for employees in Plans 1, 2 or 4. The enhancement applies to all future service and all service back to theRead More →

Employee contributions for health insurance will be 15% of the Health Maintenance Organization (HMO) premium and 25% of the Point of Service (POS) premium. Employees who elect a High Deductible Health Plan (HDHP) will contribute 15% of the premiums and will receive an amount equal to 50% of the deductible placed into a Health Spending Account. For employees occupying permanent part-time positions, who work a minimum of forty (40), but less than sixty (60) hours in a biweekly pay period, the County will pay one-half (1/2) of the hospital and medical care premiums described above. For employees occupying permanent part-time positions, who work a minimumRead More →

After three years of service employees are eligible for long-term disability benefits. The benefit is two-thirds of the salary after a waiting period of 120 days, with the maximum benefit being $2400 per month. Benefits for psychiatric disabilities that result from stress, depression or other life events are restricted to 2 years, payable per the terms and conditions of the plan.Read More →

Effective January 1, 2016, each new employee will be automatically enrolled in the County’s Deferred Compensation program, at the rate of one percent (1%) of their pre-tax wages, unless he or she chooses to opt out or to voluntarily change deferrals to greater than or less than the default one percent (1%) as allowed in the plan or as allowed by law. The pre-tax deduction will be invested in the target fund associated with the employees’ date of birth. Escalation for new employees will be the same as existing employees, as described below. Beginning for July 1, 2019, all employees will be enrolled in theRead More →

The following will be in effect for those who retire during the term of this Resolution: For employees hired on or prior to April 1, 2008: The County will pay to 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 employees commencing employment between April 1, 2008 and December 31, 2010: Employees who retire concurrently with separation from County service, forRead More →

Employees who have management overtime (MOT) hours available may use such time balances as time off. Any time balance not taken as time off prior to retirement or termination will be cashed out at that time. Employees not including elected employees shall receive 5 hours of administrative leave each pay period. No more than 260 hours of such administrative leave time may be accumulated at any one time. Except as provided below, time accruals may only be compensated by being allowed time off. Part-time employees shall be entitled to Administrative Leave hours in proportion to the designation of the position as either half or three-quartersRead More →

The Department head shall have the authority to credit an attorney in his/her department with up to 40 hours of vacation and 48 hours of sick leave in addition to normal vacation and sick leave accrual, provided such credit must be made within 180 days of employment. The Department head shall have the authority to provide to an attorney in his/her department advanced levels of vacation accrual as if the attorney had otherwise been working for the County the required number of years for the higher accrual rate, provided such credit must be made within 180 days of employment.Read More →

The County shall pay actual cost of membership in the California State Bar Association on behalf of each employee. This specifically includes, but is not limited to, annual state bar dues and the costs associated with state bar required fingerprint background check. The County shall pay the actual cost of annual membership in the San Mateo County Bar Association on behalf of each employee of the County Counsel’s Office.Read More →

Regular full-time employees in established positions shall be entitled to take all authorized holidays at full pay, not to exceed eight (8) hours for any one (1) day, provided they are in a full pay status on both their regularly scheduled workdays immediately preceding and following the holiday. Part-time employees shall be entitled to holiday pay in proportion to the average percentage of full-time hours worked during the two (2) pay periods immediately preceding the pay period, which includes the holiday. If two or more holidays fall on succeeding or alternate pay periods, then the average full-time hours worked in the two (2) pay periodsRead More →

The salary ranges are set forth in Exhibit A which is attached hereto and made a  part hereof. Effective January 27, 2019 there shall be a three percent (3%) increase. In addition, effective January 27, 2019, all employees shall receive a one percent (1%) equity increase. Effective December 15, 2019, there shall be a three percent (3%) increase. In addition, effective December 15, 2019, all employees shall receive a one percent (1%) equity increase. Effective December 13, 2020, there shall be an increase of a minimum two percent (2%) and maximum three percent (3%) based on CPI. In addition, effective December 13, 2020, all employeesRead More →

Effective January 27, 2019, longevity pay shall begin to be phased in over the term of this resolution. At the completion of these incremental increases, timed to  coincide with COLA increases, effective December 13, 2020, longevity pay shall be: One percent (1%) of base salary after the equivalent of five (5) years of full time County service (10,400 hours). An additional one and one-half percent (1.5%) of base salary (for a total of two and one-half percent (2.5%)) after the equivalent of ten (10) years of full time County service (20,800 hours) An additional one and one-half percent (1.5%) of base salary (for a totalRead More →

Attorneys assigned by the District Attorney to work as a Deputy-in-Charge of the following work units shall receive a differential of 5.74% in addition to all other compensation. Only one employee at a time may receive payment in each area: Each Court Branch Juvenile Court Division Consumer Fraud Training and Education Lead Deputy County Counsel – Unclassified assigned to lead a specific work unit or function or assigned to perform lead work over other attorneys, shall receive a 5.74% differential, in addition to all other compensation. The number of lead designations is at the discretion of the County Counsel. Bi-lingual Pay: Attorney positions are notRead More →

Class Code Class Title Work Group Step A BiWeekly Rate Step B BiWeekly Rate Step C BiWeekly Rate Step D BiWeekly Rate Step E BiWeekly Rate B039 Deputy County Counsel I – Unclassified 4 – – – 3,657.60 3,867.20 B038 Deputy County Counsel II – Unclassified 4 5,039.20 5,329.60 5,635.20 5,960.00 6,300.80 B037 Deputy County Counsel III – Unclassified 4 6,128.00 6,480.00 6,851.20 7,244.00 7,659.20 B036 Deputy County Counsel IV – Unclassified 4 7,092.80 7,501.60 7,931.20 8,386.40 8,866.40 B146 Child Support Attorney I – Unclassified 4 – – – 3,316.00 3,507.20 B147 Child Support Attorney II – Unclassified 4 4,570.40 4,832.00 5,111.20 5,403.20 5,713.60 B148Read More →

Class Code Class Title Work Group Step A BiWeekly Rate Step B BiWeekly Rate Step C BiWeekly Rate Step D BiWeekly Rate Step E BiWeekly Rate B039 Deputy County Counsel I – Unclassified 4 – – – 3,804.00 4,021.60 B038 Deputy County Counsel II – Unclassified 4 5,240.80 5,542.40 5,860.80 6,198.40 6,552.80 B037 Deputy County Counsel III – Unclassified 4 6,372.80 6,739.20 7,125.60 7,533.60 7,965.60 B036 Deputy County Counsel IV – Unclassified 4 7,376.80 7,801.60 8,248.80 8,721.60 9,220.80 B146 Child Support Attorney I – Unclassified 4 – – – 3,448.80 3,647.20 B147 Child Support Attorney II – Unclassified 4 4,753.60 5,025.60 5,316.00 5,619.20 5,942.40 B148Read More →

Effective 12/13/2020, the base monthly salary for Attorney classifications shall be increased by at least two percent (2%) and no more than three percent (3%) to be determined by the amount of April 2019 to April 2020 fiscal year average of Bureau of Labor Statistics San Francisco Bay Area Consumer Price Index (CPI) for all Urban Wage Earners. The salary rate table includes the salary minimum of 2% and 1% equity increase. Class Code Class Title Work Group Step A BiWeekly Rate Step B BiWeekly Rate Step C BiWeekly Rate Step D BiWeekly Rate Step E BiWeekly Rate B039 Deputy County Counsel I – UnclassifiedRead More →

RESOLUTION NO. 076378 BOARD OF SUPERVISORS, COUNTY OF SAN MATEO, STATE OF CALIFORNIA *  *  *  *  * * RESOLUTION ESTABLISHING THE SALARY AND BENEFITS OF UNREPRESENTED CONFIDENTIAL EMPLOYEES OF THE COUNTY OF SAN MATEO FOR THE TERM JANUARY 27, 2019 THROUGH DECEMBER 12, 2021 RESOLVED, by the Board of Supervisors of the County of San Mateo, State of California, that WHEREAS, this Board of Supervisors desires to establish certain salaries and benefits for unrepresented Confidential unit personnel not covered by a Memorandum of Understanding, and BE IT RESOLVED that the effective date of Resolution No. 073522 is extended to January 26, 2019 and thenRead More →

2.1. The coverage shall be that established by the Board of Supervisors and the Board of Retirement for employees under the County Employees’ Retirement Law of 1937, the California Public Employees’ Pension Reform Act of 2013 and the Social Security Act. Coverage by the Retirement System is described by plan brochures which are available at the San Mateo County Employees’ Retirement Association (“SamCERA”). 2.2. Employees Hired before August 7, 2011 Effective March 13, 2005, the County implemented the 2%@55.5 retirement enhancement (Government Code Section 31676.14) for employees in Plans 1, 2 or 4. The enhancement applies to all future service and all service back toRead More →

Employee contributions for health insurance will be 15% of the Health Maintenance Organization (HMO) premium and 25% of the Point of Service (POS) premium. Employees who elect a High Deductible Health Plan (HDHP) will contribute 15% of the premiums and will receive an amount equal to 50% of the deductible placed into a Health Spending Account. For employees occupying permanent part-time positions, who work a minimum of forty (40), but less than sixty (60) hours in a biweekly pay period, the County will pay one-half (1/2) of the hospital and medical care premiums described above. For employees occupying permanent part-time positions, who work a minimumRead More →

The County shall provide $50,000 life insurance for employees. The coverage includes death benefits for a spouse and children in the amount of $2,000. Employees, depending on pre-qualification, may purchase additional term life insurance to a maximum of $500,000 for employee, $250,000 for spouse, and $10,000 for dependents.Read More →

After three years of service employees are eligible for long-term disability benefits. The benefit is two-thirds of the salary after a waiting period of 120 days, with the maximum benefit being $2400 per month. Benefits for psychiatric disabilities that result from stress, depression or other life events are restricted to 2 years, payable per the terms and conditions of the plan.Read More →

Effective January 1, 2016, each new employee will be automatically enrolled in the County’s Deferred Compensation program, at the rate of one percent (1%) of their pre-tax wages, unless he or she chooses to opt out or to voluntarily change deferrals to greater than or less than the default one percent (1%) as allowed in the plan or as allowed by law. The pre-tax deduction will be invested in the target fund associated with the employees’ date of birth. Escalation for new employees will be the same as existing employees, as described below. Beginning for July 1, 2019, all employees will be enrolled in theRead More →

The following will be in effect for those who retire during the term of this resolution: For employees hired on or prior to April 1, 2008: The County will pay to 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 employees commencing employment between April 1, 2008 and December 31, 2010: Employees who retire concurrently with separation from County service, forRead More →

Employees will be provided twenty-four hours of paid bereavement leave upon the death of the employee’s parent, spouse, domestic partner, child (including through miscarriage or stillbirth), step-child, sibling, sibling-in-law, mother-in-law, father-in- law, grandparent, grandparent-in-law or grandchildren.Read More →

If the position of an employee is abolished and the employee is unable to displace another employee within their department as defined 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 the employeeRead More →

Regular full-time employees shall be entitled to take all authorized holidays at full pay, not to exceed eight (8) hours for any one (1) day, provided they are in a full pay status on both their regularly scheduled workdays immediately preceding and following the holiday. Part-time employees shall be entitled to holiday pay in proportion to the average percentage of full-time hours worked during the two (2) pay periods immediately preceding the pay period, which includes the holiday. If two or more holidays fall on succeeding or alternate pay periods, then the average full- time hours worked in the two (2) pay periods immediately precedingRead More →

The salary ranges are set forth in Exhibit A which is attached hereto and made a part hereof. Effective January 27, 2019 there shall be a three percent (3%) increase. In addition, effective January 27, 2019, all employees shall receive a one percent (1%) equity increase. Effective December 15, 2019, there shall be a three percent (3%) increase. In addition, effective December 15, 2019, all employees shall receive a one percent (1%) equity increase. Effective December 13, 2020, there shall be an increase of a minimum two percent (2%) and maximum three percent (3%) based on CPI. In addition, effective December 13, 2020 all employeesRead More →

Effective January 27, 2019, longevity pay shall begin to be phased in over the term of this resolution. At the completion of these incremental increases, timed to coincide with COLA increases, effective December 13, 2020, longevity pay shall be: One percent (1%) of base salary after the equivalent of five (5) years of full time County service (10,400 hours). An additional one and one-half percent (1.5%) of base salary (for a total of two and one-half percent (2.5%)) after the equivalent of ten (10) years of full time County service (20,800 hours) An additional one and one-half percent (1.5%) of base salary (for a totalRead More →

Board of Supervisors The Office of the Board of Supervisors Districts One, Two and Five may be staffed with three positions. The salary of any individual in any of these three positions may not exceed the top step of the classification plus ten percent provided that the total salaries of the combinations cannot exceed the combined top step salary for two Senior Legislative Aides and one Legislative Aide. The Office of the Board of Supervisors Districts Three and Four may be staffed with four positions. The salary of any individual in any of these four positions may not exceed the top step of the classificationRead More →

Class Code   Class Title Work Group Step A BiWeekly Rate Step B BiWeekly Rate Step C BiWeekly Rate Step D BiWeekly Rate Step E BiWeekly Rate E475 Agenda Administrator – Confidential 1 2,695.20 2,850.40 3,012.80 3,186.40 3,369.60 E468 Executive Assistant – Confidential 5 2,730.40 2,885.60 3,052.80 3,226.40 3,412.00 B027 Executive Assistant To The Board Of Supervisors – Confidential / Unclassified 5 2,867.20 3,032.00 3,206.40 3,390.40 3,584.00 E013 Human Resources Technician – Confidential 1 2,339.20 2,474.40 2,616.00 2,765.60 2,924.80 E530 Legal Executive Assistant – Confidential 5 2,867.20 3,032.00 3,206.40 3,390.40 3,584.00 B139 Legal Executive Assistant – Confidential / Unclassified 5 2,867.20 3,032.00 3,206.40 3,390.40 3,584.00Read More →

Class Code   Class Title Work Group Step A BiWeekly Rate Step B BiWeekly Rate Step C BiWeekly Rate Step D BiWeekly Rate Step E BiWeekly Rate E475 Agenda Administrator – Confidential 1 2,803.20 2,964.80 3,133.60 3,313.60 3,504.00 E468 Executive Assistant – Confidential 5 2,840.00 3,000.80 3,175.20 3,355.20 3,548.80 B027 Executive Assistant To The Board Of Supervisors – Confidential / Unclassified 5 2,981.60 3,153.60 3,334.40 3,526.40 3,727.20 E013 Human Resources Technician – Confidential 1 2,432.80 2,573.60 2,720.80 2,876.00 3,041.60 E530 Legal Executive Assistant – Confidential 5 2,981.60 3,153.60 3,334.40 3,526.40 3,727.20 B139 Legal Executive Assistant – Confidential / Unclassified 5 2,981.60 3,153.60 3,334.40 3,526.40 3,727.20Read More →

Effective 12/13/2020, the base monthly salary for Confidential classifications shall be increased by at least two percent (2%) and no more than three percent (3%) to be determined by the amount of April 2019 to April 2020 fiscal year average of Bureau of Labor Statistics San Francisco Bay Area Consumer Price Index (CPI) for all Urban Wage Earners. The salary rate table includes the salary minimum of 2% and 1% equity increase. Class Code   Class Title Work Group Step A BiWeekly Rate Step B BiWeekly Rate Step C BiWeekly Rate Step D BiWeekly Rate Step E BiWeekly Rate E475 Agenda Administrator – Confidential 1Read More →

County Policy It is the policy of San Mateo County that any department considering hiring a retired County employee (SamCERA retiree) as extra help[1] or engaging their services through a contract must follow all applicable state and federal requirements. Failure to comply may result in the termination of the employee’s extra help status or contract.  It is also the policy that if the department is hiring a SamCERA retiree in a capacity other than a contract or extra help (e.g. in a permanent full time or part-time) then the retiree must unretire and become an active member of SamCERA.  Such re-employment must follow the stateRead More →

Congratulations on the new child in your home! The information below will help you understand the leave, pay and benefits that may be available to you as a County employee.  If you need more information, please call: The County’s Leave Management Specialist at (650) 363-7882 for questions regarding leave entitlements; The Benefits Division at (650) 363-1919 or email benefits@smcgov.org for questions regarding your benefits; The Controller’s Office at (650) 363-4777 for questions regarding integration of SDI, PFL and Short Term Disability payments. Frequently Asked Questions about Leaves Associated with Pregnancy Disability, Child Bonding and Caregiving: Pregnancy Disability Leave County Parental Leave Policy (Child Bonding) FMLA/CFRA: Child Bonding Leave Intersection of typesRead More →

In order to comply with the Fair Labor Standards Act (FLSA), employees who work an extra hour on the day when daylight savings time ends each fall must be compensated for that extra hour.  For most full-time employees, this extra hour will be paid at the overtime rate (time and one-half).  Conversely, those employees who work one less hour when daylight savings time goes into effect each spring are only eligible to be paid for the actual hours worked.  To implement this requirement, Payroll/Personnel Specialists with 24-hour facilities need to take the following actions: Start of Daylight Savings Identify those employees who worked the graveyardRead More →

2019 Transgender Policy (PDF) Purpose This transgender policy reaffirms the County’s commitment to providing a welcoming, safe, and inclusive environment for all employees. This policy supports the County’s Equal Employment Opportunity (EEO) Policy which prohibits discrimination on the basis of certain protected characteristics such as sex, sexual orientation, gender identity, or gender expression. This policy provides guidance to address the issues that arise pertaining to transgender and transitioning employees, clarifies the expectations and process for managers, supervisors, and employees, and creates a safe and productive work environment for all employees. This policy does not anticipate every situation that might occur with respect to transgender orRead More →

COUNTY OF SAN MATEO HUMAN RESOURCES DEPARTMENT Inter-Departmental Correspondence DATE: August 2018 TO: All Management Employees FROM: Nicole McKay, Employee & Labor Relations Manager SUBJECT: Employee Relations Bulletin 19 Family School Partnership Act   This act allows an employee who is a parent[1]  with children in a licensed day care facility or in Kindergarten through 12th grade to take up to 40 hours a year for the purpose of either of the following child related activities: To find, enroll, or reenroll their child in a school or with a licensed child care provider, or to participate in activities of the school or child care provider.Read More →

Please download & read the policy in its entirety: SocialMediapolicyRevised2015 (PDF) We have highlighted some sections that are applicable to all employees using social media:​ 1.1.1. Executive Summary of Steps for Departmental Use of Social Media This policy outlines what a County department should do when using social media for official purposes. In summary, a department that is looking to use social media or that is already using social media should be sure that it follows the following steps for each use of social media (for example, go through the steps for the department’s use of Facebook and separately for the department’s use of Twitter): ConsiderRead More →

This side letter agreement between County of San Mateo (hereinafter referred to as the “County”) and the Probation Detention Association (hereinafter referred to as the “Association”) (hereinafter collectively referred to as the “parties”) shall confirm certain understandings reached in negotiations for a Memorandum of Understanding.   The County agrees to review the salary and conduct a market analysis for the Group Supervisors in May 2018 incorporating the parties’ negotiated May 2018 COLA. Upon completion of the review, the County shall provide data to the Association regarding its findings. If the Group Supervisor maximum salary is found to be below the mean of the County’s comparableRead More →

This side letter agreement between County of San Mateo (hereinafter referred to as the “County”) and the Probation Detention Association (hereinafter referred to as the “Association”) (hereinafter collectively referred to as the “parties”) shall confirm certain understandings reached in a meet and confer that took place on September 25, 2017, for a Memorandum of Understanding covering the period of May 22, 2016 through May 19, 2019. Effective the first pay period following Board of Supervisors approval, employees in the Group Supervisor II or Group Supervisor III classifications when assigned by an Institution Services Manager (ISM) to act as “Officer of the Day” (OD) shall receiveRead More →

In the event that any provision of this MOU is declared by a court of competent jurisdiction to be illegal or unenforceable, that provision of the MOU shall be null and void but such nullification shall not affect any other provisions of this MOU, all of which other provisions shall remain in full force and effect.Read More →

PDA, its members and representatives, agree that it and they will not engage in, authorize, sanction, or support any strike, including a sympathy strike, slowdown, stoppage of work, curtailment of production, concerted refusal of overtime work, refusal to operate designated equipment (provided such equipment is safe and sound) or to perform customary duties; and neither PDA nor any representatives thereof shall engage in a job action for the purpose of effecting changes in the directives or decisions of county management, nor to effect a change of personnel or operations of management or of employees not covered by this MOU.Read More →

30.6 County Charter and Civil Service Commission (a) The provisions of this Section shall not abridge any rights to which the employee may be entitled under the County Charter, nor shall it be administered in a manner which would abrogate any power which, under the County Charter may be within the sole province and discretion of the Civil Service Commission. (b) All grievances of employees in representation units represented by PDA shall be processed under this Section. If the County Charter requires that a differing option be available to the employee, no action under paragraph (b) of subsection 30.2 above shall be taken unless itRead More →

Members who pay dues through paycheck deductions and all employees who become members and pay dues through such deductions shall continue to pay dues for the duration of this and each subsequent MOU. During the twenty-one (21) day period that is at least seventy (70) days prior but no more than ninety (90) days prior to the expiration of this and any subsequent MOU, members shall have the right to withdraw membership by discontinuing dues deduction. The employee shall communicate the withdrawal in writing to the Controller by certified mail. Employees subsequently employed in a position outside of the unit repre¬sented by PDA shall notRead More →

COUNTY OF SAN MATEO HUMAN RESOURCES DEPARTMENT Inter-Departmental Correspondence DATE: December 2017 TO: All Management Employees FROM: Nicole McKay, Employee & Labor Relations Manager SUBJECT: Employee Relations Bulletin 25 AB 1008 “Ban the Box” Expansion – Changes in Hiring Procedures Regarding Criminal History Consideration   AB1008, expanding the statewide “Ban-the-Box” Laws included in the California Fair Employment and Housing Act (FEHA), will significantly change our current recruiting process.   Specifically, effective January 1, 2018 we may no longer request conviction information prior to making a conditional job offer. What does this mean for you, the hiring department? Approximately December 1, 2017 Human Resources Personnel Services staffRead More →

SAN MATEO COUNTY EMPLOYEE  AND PUBLIC SERVICES DEPARTMENT Inter-Departmental Correspondence DATE: June 12, 2003 TO: Department/Division Directors FROM: Mary Welch, Employee and Public Services Director SUBJECT: Restoration of Sick Leave and Advanced Vacation Accruals Memo Sick Leave restoral 6_12_03 Sick Leave Restoration Resolution On January 29, 2002, the Board of Supervisors. adopted a resolution enabling the County to restore sick leave and grant advanced vacation accruals to former County employees hired on or after January 1, 2002 who are re-hired within two years of separation. On June 10, 2003, the Board of Supervisors adopted a resolution (attached) enabling the County to restore sick leave andRead More →

Excerpt: Section 7.2 Overtime shall include the following language: “All other absences with pay shall not be considered time worked, except vacation and CTO shall count as hours worked when the employee is called back to work after regular hours pursuant to  Section 7.4 of the MOU.” Vacation and CTO shall count as hours worked when the employee is called back to work as a result of being in an on-call status, pursuant to Section 9. BCTC Overtime & On-Call Side LetterRead More →

Disability Pay and Accommodations The County offers short-term disability (STD) insurance for limited-term employees working 20 or more hours per week and who are not enrolled in State Disability Insurance (SDI). New employees enrolled in SDI may also enroll in the basic short term disability program for their first seven months on the job. After seven months, when SDI benefits become payable, the basic STD benefits will be cancelled. STD insurance is designed to pay a weekly benefit in the event an employee cannot work because of a covered illness or injury. This benefit replaces a portion of income, which can help meet financial commitmentsRead More →

The County offers a wide variety of programs geared towards employee health, development, and overall work-life balance. Limited term employees are eligible for all of the following County-sponsored employee programs. Wellness Program The County’s Wellness Program is dedicated to creating healthy workspaces and supporting healthy employees. The program hosts a wide variety of activities from County softball and volleyball tournaments, to meditation and nutrition classes. Limited term employees are welcome to participate in any of the County’s Wellness classes, events, and programs. Tuition Reimbursement The County is dedicated to the professional development of its employees. Limited term employees are eligible to apply for the County’sRead More →

Limited term employees receive a 401(a) retirement plan and a 457 deferred compensation plan, which is a different retirement package than a regular permanent County employees. This retirement package is not part of the County’s pension system. 401(a) Retirement Plan Limited term employees receive a 401(a) retirement plan which includes: An employer contribution of 2% in year 1 of employment (2,080 hours), 3% in year 2 (4,160 hours), and 4% in year 3 (6,240 hours). An additional employer matching contribution based on employee contribution, up to an additional 3% The employer contributions to the 401(a) plan fully vest at the end of year 3 (6,240Read More →

Limited term employees are eligible to sign up for all of the health benefits available to regular permanent County employees which include health, vision, and dental plans. All employees are given 14 calendar days from the start of their first day with County to enroll in their preferred benefits plans. To learn more about employee benefits, please visit: http://hr.smcgov.org/employee-benefits Note: Limited term employees are not eligible for retiree health benefits once they leave the organization.Read More →

Standard Work Time All limited term employees occupying full-time positions are expected to work a standard work week of 40 hours, unless otherwise specified by their supervisor. Vacation Time Limited term employees are entitled to vacation with pay and accrue vacation hours at a rate of 4 hours for each bi-weekly pay period. The time at which limited term employees shall be granted vacations is at the discretion of their supervisor. When a limited term employee separates from County service, their remaining vacation allowance will be added to their final compensation. Sick Leave Limited term employees accrue sick leave at a rate of 3.7 hoursRead More →

Employment At-Will All limited term employees are at-will employees, and their assignments can be terminated at any time, with or without cause. The phrase “limited-term” refers to a maximum length of employment with the County and is not a guarantee of employment for the length of specified term. Because limited term employees are at-will, there is no probationary period for limited term employees. Limited term employees subject to the AFSME/SEIU Extra Help MOU may have the right to the Reconsideration Process specified in the MOU if they qualify under its provisions. Recruitment Limited term employee recruitments are not bound by the standard Civil Service RecruitmentRead More →

About Limited Term Employment In our efforts to become a more agile organization, the County of San Mateo created limited term employment. Limited term employees are employees who serve the County for a period of up to 6,240 hours. Limited term employees are typically brought on to work on special projects, help the department address a significant spike in workload, or backfill for a regular employee who is on leave or working out of class. Limited term employees subject to the AFSCME/SEIU Extra-Help MOU can only be used in circumstances outlined in the AFSCME/SEIU Extra-Help MOU. To the extent limited term employees are hired toRead More →

1) Purpose A violent intruder is an individual(s) actively engaged in killing or attempting to kill people in a confined and populated area. In most cases, violent intruders use firearms. There is not necessarily a pattern to their violence and such an event may occur in any public or private location, such as a workplace, school or other venues open to the public. The purpose of this policy is to recognize the potential of a violent intruder threat, however rare, and to advise employees of the County of San Mateo on responding to such an event, should one occur. 2) Scope This policy pertains toRead More →

Preamble Local 521, Service Employees International Union, and representatives of the County of San Mateo have met and conferred in good faith regarding wages, hours and other terms and conditions of employment of workers in the representation units listed in Section 1, have exchanged freely information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employment conditions and employer-employee relations of such employees. This Memorandum of Understanding (MOU) is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500-3510) and has been jointly prepared by the parties.Read More →

Local 521, Service Employees International Union, hereinafter referred to as the “Union” or “SEIU 521”, is the recognized employee organization for the representation units listed below, certified pursuant to Resolution No. 38586, adopted by the Board of Supervisors on May 16, 1978. Accounting and Administrative Services Unit Appraisal Unit Office and Technical Services Unit Engineering Unit Library UnitRead More →

The following list summarizes the various benefit programs in effect for workers:   MEDICAL (Active):                The County pays 85% of the total premium for HMO Plans – Kaiser or Blue Shield HMO (workers pay 15% of the total premium) and the County pays 75% of the total premium for Blue Shield POS (workers pay 25% of the total premium). For full time employees enrolled in the Kaiser or Blue Shield High Deductible Health Plan, the County will annually contribute fifty percent (50%) of the cost of the deductible amount for the plan to a Health Savings Account. For part time employees working half time orRead More →

Premium Pay for Communications Technicians. A premium of five dollars ($5.00) per hour or fraction thereof will be paid to technicians for the time they are required to spend working on towers or poles used as antenna support structures at heights greater than twenty-five (25) feet above the base of the tower or pole. Contracting and Sub-Contracting (ISD). The County agrees to meet with the Union to discuss ongoing concerns about contracting/sub-contracting. On-Call Duty. ISD workers who are required in writing to carry pagers after their assigned work hours will be compensated in accordance with Section 10 (On-Call Duty). Temporary Project Manager Differential. On aRead More →

SEIU: Accounting & Admin Services(S35) Salaries – 12/30/18 Class Code Class Title Work Group  Step A Biweekly Rate  Step B Biweekly Rate  Step C Biweekly Rate  Step D Biweekly Rate  Step E Biweekly Rate E030 Accountant I 5   2,331.20   2,465.60   2,606.40   2,757.60   2,914.40 B001 Accountant I – Unclassified 5   2,331.20   2,465.60   2,606.40   2,757.60   2,914.40 E011 Accountant II 5   2,726.40   2,882.40   3,048.80   3,223.20   3,407.20 E010 Accountant II – Exempt 5   2,726.40   2,882.40   3,048.80   3,223.20   3,407.20 B002 Accountant II – Unclassified 5   2,726.40   2,882.40  Read More →

AFSCME – Telecommunications Salaries: 11/23/2014 Class Code Class Title Work Group Range A B C D E E478 LEAD TELEPHONE OPERATOR 1 2977 $ 1,905.60 $ 2,014.40 $ 2,130.40 $ 2,252.00 $ 2,381.60 E480 TELEPHONE OPERATOR 1 2411 $ 1,543.20 $ 1,631.20 $ 1,724.80 $ 1,824.00 $ 1,928.80 V053 TELEPHONE SVCS ANALYST 1 3639 $ 2,328.80 $ 2,462.40 $ 2,604.00 $ 2,753.60 $ 2,911.20 E477 TELEPHONE SVCS SUPVSR-E 5 3372 $ 2,158.40 $ 2,281.60 $ 2,412.80 $ 2,551.20 $ 2,697.60   AFSCME – Telecommunications Salaries: 10/11/2015 Class Code Class Title Work Group Range A B C D E E478 LEAD TELEPHONE OPERATOR 1 3066 $Read More →

Communications Dispatchers II who are qualified as cross-trained dispatchers shall receive premium pay of one-half step (2.87%) in addition to their base salary. A cross-trained dispatcher is defined as a Communications Dispatcher II who is currently certified at all radios. This premium pay shall not be granted until training is received and certification is issued, certification will not be issued to any Dispatcher unable to demonstrate proficiency in all radio categories.       Should a previously trained and certified cross-trained dispatcher lose certification, this premium pay shall also be lost until certification is regained. Dispatchers assigned in writing to serve as acting supervisor for aRead More →

The Professional Practices Committee shall be established consisting of no more than three (3) employees selected by the Union who are covered by this Memorandum of Understanding. The objectives of the Professional Practices Committee shall be to consider constructively the professional practice of medical technology and to consider ways and means to improve medical technology. The Clinical Services Managers in the Public Health Laboratory and the San Mateo Medical Center Laboratory shall meet with the Professional Practices Committee, upon request, for a meeting of no longer than two (2) hours to discuss the activities of the Professional Practices Committee. There shall be no more thanRead More →

The County and the Union have agreed on a tool allowance of Three hundred and Seven dollars ($307.00) per year for the Auto Service Worker I/II and III, Auto Mechanic, Auto Mechanic Trainee and Automotive Services Supervisor classifications. The allowance shall be in the form of a reimbursement for actual expenses and such reimbursement shall be made according to procedures developed by the department. If the employee’s service is terminated for any reason, the County shall be entitled to a prorated refund, and the County may make the appropriate deduction from the employee’s pay. Coveralls will be provided for Utility Workers in the Sheriff’s Department byRead More →

The County and the Union have agreed to the following equity adjustments which shall become effective October 12, 2014. The salary rate listed in the salary exhibits includes this increase. Classification                                   Equity Code Compliance Officer/Senior     4.1% Departmental management shall discuss with employees proposed reassignments from one division to another, including workload transition, and shall advise employees of impending reassignments prior to the general release of such information, unless absence of the employee makes this impossible. Registration Fees. The County agrees to provide payment on a reimbursement basis of professional registration fees for employees in the classification of Capital Projects Manager. Professional Societies and Associations. ForRead More →

The County and the Union have agreed to the following equity adjustments which shall become effective as specified. The salary rate listed in the salary exhibits includes this increase. Classification                     Equity Park Ranger I-IV                 4.6% New employees shall receive a thirteen (13) biweekly pay period allowance by the completion of two (2) biweekly pay periods of service with subsequent payments to be made at the completion of each additional thirteen (13) biweekly pay periods of continuous service. If the employee’s service is terminated for any reason, the County shall be entitled to a prorated refund, and the County may make the appropriate deduction from theRead More →

Shift Differential. Nurses shall be paid at the rate specified in Section 8.1 (1) when assigned to a shift which starts after 1:59 p.m. and before 10:00 p.m. Rest Period. Each institutional Nurse shall have an unbroken rest period of at least twelve (12) hours between shifts, and of at least fifty-five (55) hours between shifts when the Nurse is off duty on the weekend or two (2) consecutive days off duty, and of at least thirty-one (31) hours between shifts when the Nurse is off-duty on a holiday or for a single day. All hours worked within the above rest periods shall be paid at theRead More →

The County shall continue to provide appropriate uniforms for employees of the Food Services Division who must wear a uniform. In accordance with this provision, Lab Coats will be made available to all Food Services Supervisors. The County has agreed to provide knives for those culinary personnel required to use them in the course of their work. Cooks who perform the duties of baker and AAA Senior Meals Program delivery coordination at San Mateo Medical Center  shall receive a differential equivalent to the salary for the classification of Supervising Cook I. Only one employee at a time may be so assigned. A Food Service Worker whoRead More →

The County and the Union have agreed to the following equity adjustments which shall become effective October 12, 2014. The salary rate listed in the salary exhibits includes this increase. Classification                                                               Equity Environmental Health Specialists I-IV/Supervisors     2.65% Hazardous Materials Specialists I-IV/Supervisors       2.65% Environmental Health employees in the following classifications, Environmental Health Program Supervisor, Environmental Health Program Specialist and Hazardous Materials Specialist, who obtain a certificate/registration as a Professional Engineer, Registered Geologist, or Registered Engineering Geologist shall receive a differential of one step (5.74%) in addition to all other compensation. No more than two employees at a time may receive this differential. At the request of theRead More →

The County and the Union have agreed to the following equity adjustments which shall become effective October 12, 2014. The salary rate listed in the salary exhibits includes this increase. Classification Equity Welfare Fraud Investigator 1.0% At such time as Continuing Education (CE) credits are required as a condition of State licensure, registration or certification for positions in this bargaining unit, the County agrees to meet with the Union regarding formal educational leave provisions for the fulfillment of such requirements. The County recognizes that employees who are Benefits Analysts should meet with the Human Services Agency in order to provide input into the formulation ofRead More →

The County and the Union have agreed to the following equity adjustments which shall become effective October 12, 2014. The salary rate listed in the salary exhibits includes this increase. Classification Equities Epidemiologist/Supervising 8.0% Pharmacist/Supervising 1.3% Pharmacy Technicians 5.0% Radiologic Technologists/Supervising 10.0% Imaging Specialists/Lead Imaging Specialist 10.0% Respiratory Therapist I-III 10.2% Speech Pathologists 1.0%   Rest Period. Each Licensed Psychiatric Technician (LPT) Crisis Team Technician (CTT) and Medical Services Assistant II (MSA II) shall have an unbroken rest period of at least twelve (12) hours between shifts, and of at least fifty-five (55) hours between shifts when the LPT, CTT or MSA II is offRead More →

The following list summarizes the various benefit programs in effect for employees as of April 1, 2011: MEDICAL (Active): The County pays 85% of the total premium for Kaiser or Blue Shield HMO plans (employees pay 15% of the total premium) and the County pays 75% of the total premium for Blue Shield POS plan (employees pay 25% of the total premium). MEDICAL (Retiree): See section 21.3. DENTAL: All employees must participate in a plan. County Plan:   County pays 85% of premium 1st year:                 $100 cap on deductible 60% UCR paid to dentists 2nd year:               No deductible 85% UCR paid to dentists Annual maximum ofRead More →

A probationary or permanent employee who has resigned in good standing or accepted a voluntary demotion may, within two years following the effective date of the resignation or voluntary demotion, request that the Human Resources Director place his/her name on the reinstatement eligible list for any classification for which he/she is qualified. Additionally, employees who occupy positions which the department head has determined are at risk of being eliminated may be placed on appropriate reinstatement list prior to the anticipated date of layoff. This list may be considered by department heads in addition to either the promotional eligible or general eligible lists but cannot takeRead More →

45.1 Past Practices Continuance of working conditions and practices not specifically authorized by ordinance or by resolution of the Board of Supervisors is not guaranteed by this Memorandum of Understanding. 45.2 Existing MOU This Memorandum of Understanding shall supersede all existing memoranda of understanding between the County and the Union.Read More →

In the event that any provision of this Memorandum of Understanding is declared by a court of competent jurisdiction to be illegal or unenforceable, that provision of the Memorandum of Understanding shall be null and void but such nullification shall not affect any other provisions of this Memorandum of Understanding, all of which other provisions shall remain in full force and effect.Read More →

The County will notify the Union of its intent to contract or subcontract work customarily performed by members of the AFSCME bargaining units where such contracting or subcontracting would result in loss or potential loss through attrition or layoff of such bargaining unit members. The County will make such notification at least ninety (90) calendar days in advance of such action. The notice shall include an explanation of the County’s reason for proposing such contracting/subcontracting. The Union shall be given the opportunity to meet with the County to discuss the decision to contract out, and to meet and confer on the effect of such contractingRead More →

41.1   Employee Assistance Committee The County shall maintain a management/employee committee that is charged with the responsibility for reviewing the Employee Assistance Program in San Mateo County. The employee representatives include one (1) employee from AFSCME. The County will provide young adult dependents and domestic partners access to the Employee Assistance Program. 41.2   EEO Advisory Committee The County agrees that AFSCME may designate one (1) employee to serve on the EEO Advisory Committee. 41.3   Central Safety Committee The County agrees that AFSCME may designate one (1) employee to serve on the Central Safety Committee. 41.4   Deferred Compensation Committee The County agrees that AFSCME may designate one (1) employee to serveRead More →

With regards to the investigation of a possible criminal offense, if such investigation leads to neither conviction nor to disciplinary action, reference to the investigation shall be removed from the employee’s personnel file. If the criminal investigation results in conviction and/or disciplinary action any reference to the investigation which may be in the employee’s personnel file will be retained and will be subject to inspection pursuant to this Section.Read More →

This Section does not apply to the records of an employee relating to the investigation of a possible criminal offense or to letters of reference; provided, however, that pre‑employment reference materials obtained in confidence shall be removed from official personnel files after one (1) year of continuous County employment.Read More →

Employees may request in writing to the Department Head with a copy to the Human Resources Director that letters of reprimand which are two (2) or more years old be sealed and kept separate from the employee’s personnel files. Said letters of reprimand shall be sealed and removed provided the following conditions are met: The file does not contain subsequent letters of reprimand or records of disciplinary action involving the same type of infraction in which case the prior letter of reprimand will remain in the employee’s personnel file until the most current related letter of reprimand or record of disciplinary action is two (2)Read More →

The County shall provide an opportunity for the employee to respond in writing, or personal interview, to any information about which he/she disagrees. Such response shall become a permanent part of the employee’s personnel record. The employee shall be responsible for providing the written responses to be included as part of the employee’s permanent personnel record.Read More →

40.1 Employee Review Each employee shall have the right to inspect and review any official record relating to his/her performance as an employee or to a grievance concerning the employee which is kept or maintained by the County. The contents of such records shall be made available to the employee for inspection and review at reasonable intervals during the regular business hours of the County. The employee’s designated representative may also review the personnel file with specific written authorization from the employee.Read More →

If an employee covered by this Memorandum of Understanding suffers loss of compensation due to the inequitable application of rules, regulations, policies and procedures and where said loss of compensation is not subject to the grievance procedure specified in Section 38 of the Memorandum of Understanding, the employee shall attempt to resolve this matter with the immediate supervisor. If unable to resolve this matter satisfactorily, the employee or the employee’s Union representative may submit the complaint in writing to the Employee Relations Officer with a copy to the County Manager. If this matter is not resolved by the Employee Relations Officer within thirty (30) working daysRead More →

The provisions of this Section shall not abridge any rights to which an employee may be entitled under the County Charter, nor shall it be administered in a manner which would abrogate any power which, under the County Charter may be within the sole province and discretion of the Civil Service Commission. All grievances of employees in representation units represented by the Union shall be processed under this Section. If the County Charter requires that a differing option be available to the employee, no action under paragraph (b) of subsection 38.2 above shall be taken unless it is determined that the employee is not availing himself/herself ofRead More →

The Union, its members and representatives, agree that it and they will not engage in, authorize, sanction or support any strike, slowdown, stoppage of work, curtailment of production, concerted refusal of overtime work, refusal to operate designated equipment (provided such equipment is safe and sound) or to perform customary duties; and neither the Union nor any representatives thereof shall engage in job action for the purpose of effecting changes in the directives or decisions of management of the County, nor to effect a change of personnel or operations of management or of employees not covered by this Memorandum of Understanding. In the case of aRead More →

Irrespective of the defenses of timeliness and/or arbitrability, all issues and remedies shall be fully discussed and/or responded to at each level, prior to and including arbitration, without prejudice to those defenses. For the purpose of meeting timelines, postmarks or date of hand delivery shall establish the dates of receipt. If a steward is present at a grievance meeting at any step in the procedure, he/she will be copied on the applicable grievance-related correspondence. If arbitration has been invoked, stewards will not be copied on correspondence to attorneys involved in the arbitration process.Read More →

All complaints involving or concerning the payment of compensation shall be initially filed in writing with the Human Resources Director. Only complaints which allege that employees are not being compensated in accordance with the provisions of this Memorandum of Understanding shall be considered as grievances. Any other matters of compensation are to be resolved in the meet and confer process if not detailed in the Memorandum of Understanding which results from such meet and confer process shall be deemed withdrawn until the meet and confer process is next opened for such discussion. No adjustment shall be retroactive for more than sixty (60) calendar days fromRead More →

Decisions of Adjustment Boards and arbitrators on matters properly before them shall be final and binding on the parties hereto, to the extent permitted by the Charter of the County. No Adjustment Board and no arbitrator shall entertain, hear, decide or make recommendations on any dispute unless such dispute involves a position in a unit represented by the Union which has been certified as the recognized employee organization for such unit and unless such dispute falls within the definition of a grievance as set forth in subsection 38.1. Proposals to add to or change this Memorandum of Understanding or written agreements or addenda supplementary heretoRead More →

Grievances shall be processed in the following manner: Step 1. Department Head and/or the Designated Representative Any employee who believes that he/she has a grievance may discuss his/her complaint with such management official in the department in which he/she works as the department head may designate. If the issue is not resolved within the department, or if the employee elects to submit his/her grievance directly to the Union recognized as the representative of his/her classification, the procedures hereinafter specified may be invoked, provided, however, that all complaints involving or concerning the payment of compensation shall be in writing to the Human Resources Director. Step 2.Read More →

38.1 Definition A grievance is any dispute which involves the interpretation or application of any provision of this Memorandum of Understanding excluding, however, those provisions of this Memorandum of Understanding which specifically provide that the decision of any County official shall be final, the interpretation or application of those provisions not being subject to the grievance procedure. If an employee files an EEOC, DFEH or administrative EEO complaint with the EEO Coordinator, the issue will no longer be subject to this grievance procedure, but will be processed in accordance with regulations or procedures governing the processing of said complaints. An employee may, however, file anRead More →

The appointing authority may dismiss, issue non-punitive disciplinary letters to, suspend, reduce in step, or demote any employee in the classified service provided the rules and regulations of the Civil Service Commission are followed. A reduction in step is defined as movement to the next lower salary step in the range for the classification for a period not to exceed six months. Right to Steward Representation Whenever an employee is required to meet with a supervisor and the employee reasonably anticipates that such meeting will involve questioning leading to disciplinary action, he/she shall be entitled to have a Steward present if he/she so requests. ItRead More →

Permanent employees may also request an informal appeal of below standard evaluations. At the request of the employee and the union to the Human Resources Director or his/her designee, a meeting will be arranged in an effort to clarify and, if possible, resolve areas of disagreement. Such meetings will be attended by the employee, his/her union representative, the employee’s first and second level supervisors, and a representative of the Human Resources Department. Informal appeals may be granted at any time prior to Civil Service Commission review.Read More →

36.1   Formal Appeal Notwithstanding the provisions of Section 38 of the Memorandum of Understanding, appeals of permanent employees relating to performance evaluations which are below a standard score or rating set by the Human Resources Director shall go directly to the Civil Service Commission. Upon receipt of the appeal the Commission will review the facts and order such action as it determines is appropriate. Appeals must be filed with the Commission within ten (10) calendar days after the evaluation’s finalization. No evaluation shall be considered finalized until the employee has been given ten (10) working days for review and comment.Read More →

Permanent employees who transfer to another position in the same classification within the same department shall not be required to undergo a new probationary period in the position into which transferred. Employees who transfer within the same class to another department may be required by the department head to start a new probationary period. If a new probationary period is a condition for transfer, the employee must sign a statement indicating an understanding of this fact prior to the effective date of the transfer. If a new probationary period is in force, the employee shall have a window period of twenty-eight (28) days from theRead More →

The appointing authority may terminate a probationary employee at any time during the probationary period without right of appeal in any manner and without recourse to the procedures provided in Section 38 (Grievances) hereof, except when the employee alleges, and substantiates in writing that the termination was due to discrimination prohibited by county, state or federal statutes or regulations. If discrimination is alleged, the appeal or grievance shall be decided solely on the basis of whether or not the termination was due to discrimination; and unless it is determined that there was discrimination, the person or persons hearing the appeal or grievance shall not substitute theirRead More →

An employee who is laid off and subsequently appointed as a result of certification from a general employment eligible list to a position in a different classification than that from which laid off shall undergo the probationary period prescribed for the class to which appointed. Former probationary employees whose names were placed on a reemployment eligible list before they achieved permanent status shall start a new probationary period when appointed from a reemployment eligible list.Read More →

An employee who is not rejected prior to the completion of the prescribed probationary period shall acquire permanent status automatically. Former permanent employees appointed from a reemployment eligible list shall be given permanent appointments when re-employed. Permanent employees who are involuntarily demoted to lower classifications shall be given permanent appointments in the lower classifications.Read More →

35.1 Length Probationary employees shall undergo a probationary period of 1040 regular hours, unless a longer period, not to exceed 2080 regular hours is prescribed by the Civil Service Commission for their classifications. Individual probationary periods may be extended with good cause upon request of the department head and concurrence of the Human Resources Director; however, no probationary period shall exceed 2080 regular hours. If an employee is incapacitated due to medical conditions and is reassigned to work that is not part of the employee’s normal duties, the probation period for the primary job will be extended for the duration of the reassignment. The employeeRead More →

When feasible, the County will offer work-out-of-class assignments to qualified, interested permanent employees prior to offering such assignments to extra-help employees. Departments will solicit interest in such assignments via bulletin board posting, internal memo, and/or email within the department or division as the department deems appropriate. If offered, it is the employee’s responsibility to inform management of their interest in work-out-of-class assignments. The intent of this section is to provide additional career development opportunities to permanent County employees when such assignments do not cause unreasonable disruptions to the work environment or work production. When feasible, the County will offer to rotate interested, qualified employees inRead More →

No employee shall be required regularly to perform duties of a position outside of the classification to which he/she has been appointed. However, employees may be assigned temporarily duties outside their classification. In addition, under the conditions described in the Rules of the Civil Service Commission, a department head may temporarily assign to employees whatever duties are necessary to meet the requirements of an emergency situation. An employee my submit to his/her department head a written request for re-evaluation of his/her position based on significant changes in job content or significant discrepancies between job content and the job description. If the employee feels his/her requestRead More →

32.1 Employee Preference If it becomes necessary to transfer permanently one or more employees from one geographical location to one or more work locations in different cities, employees at the original geographical location who are working in the affected classifications shall be given an opportunity to express their desires for transfer. In such cases the department head shall give consideration to length of service and transportation factors along with such job related criteria as he/she deems appropriate, provided where all of these criteria are relatively equal, length of service shall prevail. Nothing shall preclude a department head from temporarily assigning employees to work at aRead More →

Notwithstanding the provisions of the Grievance Section of the Memorandum of Understanding appeals of employees of applications of the procedures of the Career Opportunities Program shall go directly to the Human Resources Director and if not satisfactorily resolved then to the Civil Service Commission. Procedures that are appealable under this section have been mutually agreed to by the Career Opportunities Program Joint Labor/Management Committee.Read More →

A.     Promotional Opportunities Recruitments for classifications covered by this program will be conducted on either a promotional basis (as designated in Exhibit L 1.) or an open and promotional basis (as designated in Exhibit L 2.). All recruitments for these classifications will be conducted in accordance with the Civil Service Rules, and any appeals will be processed under authority of the Civil Service Rules. B.     Transfer Opportunities The Transfer Program permits employees to transfer from one position to another without competitive examination, within the specific classification groupings listed in Exhibit L 3. Utilization of the Transfer Program is at the department’s discretion; if used, allRead More →

30.1   Purpose The purpose of the Career Opportunities Program is to provide current employees with opportunities to promote, transfer, or change careers within the County in a way that is fair, competitive, easily understandable, efficient and appropriate to the County’s needs. Investing in and utilizing talents of its employees will enhance the performance of the organization.Read More →

Permanent employees who are promoted to a higher classification shall undergo the probationary period prescribed for the higher classification, but shall have the right to demote to their former classification in their former department if a vacancy in their former classification exists. If no vacancy exists, such employees shall be placed in the longest standing vacancy, as determined by the requisition form date, County‑wide. Should the longest standing vacancy entail “unusual” work hours, the employee shall have the one-time option of returning to the second longest standing vacancy should one exist. (“Unusual” shall mean work hours or work week dissimilar to those of the positionRead More →

General Promotional Eligible Lists: The names of applicants successful in general promotional examinations shall be placed on general promotional eligible lists for the classifications examined. Departmental Promotional Eligible Lists: The names of applicants successful in departmental promotional examinations shall be placed on departmental promotional eligible lists for the classifications examined. These lists shall take precedence over General Eligible Lists. If, at the time of termination, an employee’s name appears on a promotional eligible list, his/her name shall be removed from the promotional list and placed on the open general eligible list for that classification in accordance with his/her final score.Read More →

29.1   Examinations Open Examinations: Any person who meets the minimum qualifications for the job classification may compete. General Promotional Examinations: Permanent and probationary employees who have served at least six months in such status prior to the date of the examination are eligible to compete. Persons who have been laid off and whose names are on a reemployment list are also eligible provided they had served at least six months prior to lay off. Persons in unclassified positions, who previously held positions in the classified service and who did not have a break in County service between the classified and unclassified appointments are eligible toRead More →

The County shall continue to provide its present long term income protection plan for permanent employees at no cost to said employees; provided, however, that in order to be eligible for such plan, employees must have been employed by the County for three (3) or more years. Effective with disabilities commencing on or after January 1, 1988, the one hundred and twenty (120) day disability period required to qualify for long term income protection does not require continuous disability but shall be cumulative for any single medically verified illness or injury within a period of six (6) full months from the date of the disability’s onset. TheRead More →

Employees, depending on pre‑qualification, may purchase additional term life insurance to a maximum of $250,000 for employee, $125,000 for spouse, and $10,000 for dependents. Applying for additional life insurance will not place an employee’s current level of insurability at risk.Read More →

26.1 Coverage Employees shall be covered by life insurance and accidental death insurance as follows: The County shall provide Twenty Thousand Dollars ($20,000) of life insurance for each employee. The County shall provide Five Hundred Dollars ($500) of life insurance for the employee’s spouse and up to a maximum of Five Hundred ($500) of life insurance for each of the employee’s children depending on ages. The County shall provide an additional Ten Thousand Dollars ($10,000) of life insurance payable to the employee’s beneficiary if the employee’s death results from an accident either on or off the job.Read More →

Employees hired on or after August 7, 2011 will pay fifty percent (50%) of the Retirement COLA cost as determined by SamCERA. COLA costs are included in the Plan 7 statutory rate. Effective July 5, 2015, all employees will pay fifty percent (50%) of the Retirement COLA cost as determined by SamCERA. Effective October 12, 2014, employees will receive a one percent (1%) salary increase to offset the additional employee payment toward retirement COLA.Read More →

Plan 5: 1.725% @ 58 (pre-enhancement tier) with no 3% cost share Current Plan 4: 2% @ 55.5 (as described in 25.3 above) is closed to new employees hired on or after the effective date of the commencement of Plan 5.   However, employees may transfer into Plan 4 after providing the equivalent of ten years (20800 hours) of service in Plan 5, and entering into an agreement with the San Mateo County Employee’s Retirement Association to pay all of the employee and employer contributions that would have been required if the employee had been in Plan 4 since the date of employment, plus interest PlanRead More →

Effective March 13, 2005, the County implemented the 2%@55.5 retirement enhancement (Government Code Section 31676.14) for employees in Plans 1, 2 or 4. The enhancement applies to all future service and all service back to the date of employment pursuant to the Board of Supervisor’s authority under Government Code section 31678.2(a). Government Code section 31678.2(b) authorizes the collection, from employees, of all or part of the contributions by a member or employer or both, that would have been required if section 31676.14 had been in effect during the time period specified in the resolution adopting section 31676.14, and that the time period specified in theRead More →

25.1 Longevity Pay Effective November 23, 2014, the County shall discontinue employer pick up of the employee’s statutorily required retirement contribution. Effective November 23, 2014, County pick-up shall be replaced by longevity pay as follows: One and one-half percent (1.5%) salary increase after the equivalent of ten (10) years of full time service 20,800 hours) An additional one and one-half percent (1.5%) salary increase (for a total of three percent (3%) after the equivalent of twenty (20) years of full time service (41,600 hours) An additional one percent (1%) salary increase (for a total of four percent (4%) after the equivalent of twenty-five (25) yearsRead More →

Health plan changes that are initiated by the health plan based on either legislative/ regulatory changes or health plan organization policy changes are provided to employers each year. These changes are typically not significant in terms of the number of individuals who are impacted by the change. For instance, they do not often include co-pay changes for outpatient or inpatient physician or facility services, prescription drug   or other major plan design co-pays. Where health plans initiate these kinds of changes to the contract, Employee Benefits will share with labor the specific changes health plans are communicating at the time of renewal, before implementing the changes.Read More →

24.1 New Plans During the term of this Memorandum of Understanding, the County and the Unions shall convene the Benefits Commttee to investigate the feasibility of revising medical and/or dental coverage and/or plan(s and strategies to integrate wellness program participation into benefit insurance cost structure, including FSA debit cards. The Benefits Committee will be composed of County and labor representatives, not to exceed two (2) representatives from each participating labor organization and four (4) County representatives.Read More →

Subject to applicable federal regulations, the County agrees to provide a deferred compensation plan that allows employees to defer compensation on a pre-tax basis through payroll deduction.   Effective January 1, 2016, each new employee will be automatically enrolled in the County’s Deferred Compensation program, at the rate of one percent (1%) of their pre-tax wages, unless he or she chooses to opt out or to voluntarily change deferrals to greater than or less than the default one percent (>1%) as allowed in the plan or as allowed by law. The pre-tax deduction will be invested in the target fund associated with the employees’ date ofRead More →

Retirees who live in areas where no County Health plan coverage is available, and who are eligible for conversion of sick leave credits to a County contribution toward health plan premiums, may receive such contribution in cash while continuously enrolled in an alternate health plan in the area of residence. It is understood that such enrollment shall be the sole responsibility of the retiree. This option must be selected either: At the time of retirement or During the annual open enrollment period for the County’s health plans, provided the retiree has been continuously enrolled in one of the County’s health plans at the time ofRead More →

Employees who retire after March 31, 2008 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 The County and the Unions shall convene a special committee within the first twelve (12) months following adoption of the successor MOU between the parties,Read More →

Employees in the Licensed Vocational Nurse Unit shall be reimbursed by the County for unused sick leave at the time of retirement on the following basis: For each day of unused sick leave at the time of retirement, the County shall pay for one (1) month’s premium for health coverage for the nurse only, to a maximum of 180 months of continued health coverage. Should a retired nurse die while receiving benefits under this section, the employee’s spouse and eligible dependents shall continue to receive coverage to the limits provided above.Read More →

Employees hired on or after January 1, 2011, whose employment with the County is severed by reason of retirement during the term of this MOU shall be reimbursed by the County for the unused sick leave at time of retirement on the following basis: For each 8 hours of unused sick leave at time of retirement, the County shall contribute toward one month’s premium for health or dental coverage for the worker and eligible dependents (if such dependents are enrolled in the plan at the time of retirement.) The County shall not be obligated to contribute at a rate in excess of $400 per 8Read More →

Unless otherwise provided in this MOU, employees hired prior to January 1, 2011 whose employment with the County is severed by reason of retirement during the term of this MOU shall be reimbursed by the County for the unused sick leave at time of retirement on the following basis: For each 8 hours of unused sick leave at time of retirement, the County shall contribute towards one (1) month’s premium for health coverage or for dental coverage for the employee and eligible dependents (if such dependents are enrolled in the plan at the time of retirement). The County shall not be obligated to contribute atRead More →

For County employees occupying permanent part-time positions, who work a minimum of forty (40), but less than sixty (60) hours in a biweekly pay period, the County will pay one‑half (½) of the hospital and medical care premiums described above. For County employees occupying permanent part-time positions who work a minimum of sixty (60), but less than eighty (80) hours in a biweekly pay period, or qualify for health benefits under the Affordable Care Act (ACA), the County will pay85% of the Kaiser High Deductible Health Plan (HDHP) or three-fourths (3/4) of the hospital and medical care premiums described above. Upon request from the County,Read More →

21.1 Payment of Healthcare Premiums The County and covered employees share in the cost of health care premiums. The County will pay 85% of the total premium for the Kaiser HMO , Blue Shield HMO, or Kaiser High Deductible Health Plans(employees pay 15% of the total premium), and the County pays 75% of the total premium for the Blue Shield POS Plan (employees pay 25% of the total premium) .Read More →

Failure to report for duty after a leave of absence request has been disapproved, revoked, or canceled by the appointing authority, or at the expiration of a leave, shall be considered an absence without leave. Absence Without Leave Absence from duty without leave for any length of time without a satisfactory explanation is cause for dismissal. Absence without leave for four (4) or more consecutive days without a satisfactory explanation shall be deemed a tender of resignation. If within thirty (30) days after the first day of absence without leave a person who has been absent makes an explanation satisfactory to the Board of Supervisors,Read More →

Educational leave of absence with pay may be granted to employees under the conditions specified in this Section. In order to be granted educational leave of absence with pay an employee must submit on the prescribed form a request to the appointing authority containing all information required to evaluate the request. The County may, after approval of an employee’s application, grant a leave of absence with pay for a maximum of sixty-five (65) working days during any fifty-two (52) biweekly pay periods for the purpose of attending a formal training or educational course of study. Eligibility for such leaves will be limited to employees withRead More →

Upon approval by the department head, an employee, other than extra-help or a seasonal worker, shall be permitted authorized absence from duty for appearance in Court because of jury service, in obedience to subpoena or by direction of proper authority, in accordance with the following provisions: Said absence from duty will be with full pay to a maximum of eight hours for each day the employee serves on the jury or testifies as a witness in a criminal case, other than as a defendant, including necessary travel time. As a condition of receiving such full pay, the employee must remit to the County Treasurer, throughRead More →

General Provisions Qualifying: Only permanent or probationary employees occupying permanent positions are eligible for leaves of absence without pay under the provisions of this Section. Application for and Approval of Leaves of Absence Without Pay: In order to receive leave without pay, an employee must submit a request on the prescribed form to his/her department head describing the reasons for the request and all other information required for the department head, or his/her representative, to evaluate the request. Granting of Leaves of Absence Without Pay: An appointing authority may grant leave of absence without pay for up to a maximum of two (2) biweekly payRead More →