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 →

Date Established: November 1, 2004 I. Introduction Overview The purpose of this policy is to ensure the integrity, reliability and good performance of San Mateo County computing resources through the effective and efficient prevention of computer virus outbreaks and network security attacks involving computers and fileservers attached to the San Mateo County Network by the implementation of proactive, centrally administered virus protection and Operating System patch management. Virus protection is most effective if every computer and fileserver on the San Mateo County network has anti-virus software installed and is configured to receive updates from a centrally located anti-virus server. Operating system updates are most effectiveRead More →

San Mateo County Council of Engineers Salaries: 3/10/2019 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 N018 Associate Engineer 5 3,642.40 3,850.40 4,071.20 4,304.80 4,552.00 N020 Associate Civil Engineer 5 4,077.60 4,311.20 4,558.40 4,820.00 5,096.00 N033 Assistant Engineer 1 3,078.40 3,252.80 3,440.00 3,638.40 3,847.20 San Mateo County Council of Engineers Salaries: 2/23/2020 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 N018 Associate Engineer 5 3,788.00 4,004.80 4,234.40 4,476.80 4,734.40Read More →

Differential Pay: Associate Engineers, Associate Civil Engineers and Assistant Engineers licensed by the State of California as Traffic Engineers, or licensed as Geotechnical Engineers by the State of California, shall be paid the equivalent of one-half (1/2) step (2.87%) in addition to all other compensation. At the County’s request, the County and Council will reopen this section to meet and confer over changes. One (1) Engineer in the Department of Public Works who is licensed by the State of California and designated by the Department of Public Works as a Traffic Engineer shall be eligible to receive premium pay in the amount of one (1)Read 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 and Blue Shield HMO 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). 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 employeesRead 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 →

San Mateo County Council of Engineers, hereinafter referred to as the Council, and representatives of the County of San Mateo, hereinafter referred to as the County, have met and conferred in good faith regarding wages, hours and other terms and conditions of employment of employees in the bargaining unit, have exchanged freely information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employment conditions of such employees. This Memorandum of Understanding (“MOU”) is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500-3511) and has been jointly prepared by the parties to reflect employment conditions for the periodRead More →

Sign up for training at www.smcgov.org/LMS Employee and Labor Relations Training Employee Documentation (Document, Document, Document) (2 hour training) Appropriate documentation is critical in all areas of employee management. This interactive training for supervisors and managers will be approximately one hour of instruction and one hour of hands on training (such as drafting documents and situational exercises). Participants will learn the importance of documentation such as what details should be included and appropriate records retention and will practice writing valuable documentation to assist with effective performance management. HR Basics (3 hour training) Are you a new supervisor? Do you need clarity around who to contact inRead More →

The Training and Development Division creates, promotes and fosters individual and organizational effectiveness by developing and offering an array of innovative and diverse programs in support of the organization’s commitment to employee development, partnerships, and organizational enrichment. Training & Development Division Website: http://hr.smcgov.org/training-development Contact the Training & Development Staff: http://hr.smcgov.org/contact-training-and-development-staffRead More →

Article 2.7 of the County’s Ordinance Code governs county employment and employee compensation (vacation, sick leave, holidays, and other general policies). library.municode.com/HTML/16029/level2/TIT2AD_ART2.7COEM.html#TOPTITLERead More →

The purpose of this resolution is to promote full communication between the County and its employees by providing a reasonable method of resolving disputes regarding wages, hours, and other terms and conditions of employment between the County and its employees and their employee organizations. It is also the purpose of this resolution to promote the improvement of personnel management and employer-employee relations within the County government by providing a uniform basis for recognizing the right of County employees to join employee organizations of their own choice and to be represented by such organizations in their employment relationships with the County. Nothing contained herein shall beRead More →