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 →

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 →

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 →

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 →

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 →

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 →

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 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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

“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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 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 →

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 →

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 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 →

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 →

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 →

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 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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

Made and entered into this           day of May 2019. Patricia Hernandez                                                Mike Callagy UAPD                                                                        County Manager Zachary Plaut , M.D.                                                           Rocio Kiryczun                                                                                     Director, Human Resources Department Rick Ehling, M.D.                                                    Michelle Kuka                                                                                     Employee & Labor Relations Manager John Herbert, M.D.                                                 Katy Roberts                                                                                     Employee & Labor Relations Analyst Kara Chang,D.D.S.                                                 Robert Cabaj, M.D.                                                                                     Medical Program Manager, BHRS                                                                                     Katalin Szabo, M.D.                                                                                     Medical Director, Psychiatry                                                                                     Susan Fernyak, M.D.                                                                                     Chief Medical Officer, SMMC                                                                                     Ann Marie Silvestri, D.D.S.                                                                                     Dental Program ManagerRead More →

Ms. Patricia Hernandez Union of American Physicians and Dentists This letter shall confirm certain understandings reached in negotiations for a Memorandum of Understanding covering the period of October 14, 2012 through May 9, 2015. Direct Deposit shall be mandatory for all employees hired after August 19, 2000. Should the Federal waiver on Drug Enforcement Agency (DEA) certification fees be terminated, and DEA certification is required in order to perform the duties assigned to the position, the County and the Union shall meet and confer regarding reimbursement of these fees. Request for Part Time, Patient Care Scheduled Work Hour Analysis: Salary is established based on scheduledRead More →

UAPD Salaries – 6/2/2019 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 F140 Adult Psychiatrist 4 8,584.80 9,076.00 9,597.60  10,148.80  10,731.20 F122 Child Psychiatrist 4 – 9,483.20  10,027.20  10,603.20  11,210.40 F032 Dentist 4 5,806.40 6,140.80 6,491.20 6,864.00 7,259.20 B169 Dentist – Unclassified 4 5,806.40 6,140.80 6,491.20 6,864.00 7,259.20 B130 Psychiatric Resident – Unclassified 4 2,575.20 2,724.00 2,879.20 3,044.00 3,220.00 F124 Staff Physician 4 – 7,359.20 7,780.00 8,227.20 8,699.20 F123 Staff Physician – Pediatrics 4 – 7,359.20 7,780.00 8,227.20 8,699.20 B157 Staff Physician – Unclassified 4 – 7,359.20Read More →

Benefits Summary The following list summarizes the various benefit programs in effect as of the writing of this MOU: MEDICAL (Active): The County and covered employees share in the cost of health care premiums. The County will pay eighty-five percent (85%) of the total premium for the Kaiser HMO, Blue Shield HMO, Kaiser High Deductible Health Plan or Blue Shield High Deductible Plan, and covered employees will pay fifteen percent (15%) of the total plan premium. Alternatively, the County will pay seventy-five percent (75%) of the total premium for the Blue Shield POS Plan, and covered employees will pay twenty-five percent (25%) of the totalRead More →

Subject to applicable federal and state regulations and contribution limits, the County agrees to provide a deferred compensation plan that allows employees to defer compensation on a pre-tax basis through payroll deduction. Automatic Enrollment: 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 targetRead More →

39.1     Employees Placed in Plan 5. Employees hired on or after January 1, 2013 who are placed in Plan 5 by SamCERA will be subject only to the applicable provisions of sections 38.1 and 38.2 of Section 38 above. 39.2     Employees Placed in Plan 7. Employees hired on or after January 1, 2013 who are placed in Plan 7 by SamCERA will not be subject to any provisions in Section 38 unless specifically negotiated. Such employees will receive up to a two percent (2%) retirement COLA.Read More →

38.1    Unit member’s options for coverage by retirement plan are described by plan brochures which are available from the Retirement Office. For unit members hired on or after July 13, 1997, Plan 2 COLA is reduced to up to a two percent (2%) COLA and retirement is calculated on average salary of the three (3) highest twelve (12) consecutive months rather than single highest year. 38.2     Effective July 19, 2015, the County shall discontinue employer pick up the employee’s statutorily required retirement contribution. 38.3    The benefit enhancement under Government Code section 31676.14 (2% @55.5) shall be applicable only to those employees who retire after theRead 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 →

Both management and bargaining unit members are committed to providing excellent medical care for residents of the County. In order to further this objective, the parties agree to form a Primary Care Performance Improvement Committee as outlined below. The Committee will be organized under the Performance Improvement and Quality Assurance Department of the hospital. The purpose of the Committee will be to jointly discuss and address clinical care issues. There will be regularly scheduled meetings held monthly as set by the Committee for not more than two (2) hours per meeting. Meetings may be cancelled by mutual agreement. The Committee will be comprised of fiveRead More →

The County may reimburse a unit member for tuition and related fees paid for taking courses of study in an off-duty status if the subject matter content of the course is closely related to the unit member’s present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Department Director with concurrence of the County Manager. There must be a reasonable expectation that the unit member’s work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a collegeRead More →

Beginning July 1, 2013, physicians may be reimbursed for up to two thousand five hundred dollars ($2,500.00) per fiscal year for educational expenses authorized for maintenance of their licensure/certification. Effective July 1, 2019, physicians may be reimbursed for up to three thousand dollars ($3,000.00) per fiscal year for educational expenses authorized for maintenance of their licensure/certification. For educational reimbursement, proof of completion shall be provided to the department head along with reimbursement request. When such educational expense is authorized for training, physicians may be reimbursed for related travel expenses from the three thousand dollars ($3,000.00), provided the travel expense is directly related to the trainingRead More →

If a unit member covered by this MOU 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 31, the unit member shall attempt to resolve the matter with the immediate supervisor. If unable to resolve the matter satisfactorily, the unit member or the unit member’s Union representative may submit the complaint in writing to Employee Relations with a copy to the Human Resources Department Director. If this matter is not resolved by Employee Relations within thirty working days from the date of receiptRead More →

30.1     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 a unit member 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. 30.2    Procedure Grievances shall beRead More →

29.1     Upon reclassification of filled positions, the Human Resources Department Director shall determine whether the action constitutes an upward, lateral or downward movement of the level of the position. Downward: The incumbent will be assigned to a vacant position in the same department in the same class previously held. In lieu of reassignment, the incumbent may accept a demotion in the reallocated position. If neither of these options are exercised, the layoff procedure in the Civil Service rules will be employed. Lateral: The status of the incumbent will remain unchanged in the classification to which the position is reallocated. Upward: The Human Resources Department DirectorRead More →

When a unit member has been assigned in writing by the department head or designated representative to perform the work of a permanent position having a different classification and being paid at a higher rate, and if they have worked in such classification for forty (40) consecutive work hours they shall be entitled to payment for the higher classification, as prescribed for Promotions in Section 5.6 of this Memorandum of Understanding retroactive to the first workday and continuing during the period of temporary assignment, under the conditions specified below: The assignment is caused by the absence of the incumbent; The unit member performs the dutiesRead More →

No unit member shall be required regularly to perform duties of a position outside of the classification to which appointed. However, unit members may be assigned temporarily duties outside their classifications. In addition, under the conditions described in the Rules of the Civil Service Commission, a department head may temporarily assign to unit members whatever duties are necessary to meet the requirements of an emergency situation.Read More →

The appointing authority may dismiss, suspend, reduce in step or demote any unit member in the classified service provided the rules and regulations of the Civil Service Commission are followed. If they do not appeal such action to the Civil Service Commission within fourteen (14) days after receipt of such charges, as provided in Section 507, Article V of the Charter, a permanent unit member shall have the right to appeal such action in accordance with the provisions of Section 31.2 (3) and (4) unless their objection to the action has been resolved earlier in accordance with Section 31.2 (1) or (2). A permanent classified unit member mayRead More →

When organizational changes result in geographical displacement of a unit member, the department head shall establish criteria for the selection of unit members to be relocated based on their determination of the needs of the department. The department head shall consider such job related factors as they deem appropriate including, but not limited to, experience in the particular work, length of service in the class and special skills possessed by unit members. The County shall discuss these criteria with the Union before selecting unit members for displacement.Read More →

24.1    Examinations Open Examinations: Any person who meets the minimum qualifications for the job classification may compete. General Promotional Examinations: Permanent and probationary unit members who have served at least six (6) 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 layoff. 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 eligibleRead More →

23.1     Length Probationary unit members shall undergo a probationary period of One thousand forty (1040) regular hours, unless a longer period, not to exceed Two thousand eighty (2080) regular hours is prescribed by the Civil Service Commission for the class. Individual probationary periods may be extended with good cause upon request of the department head and concurrence of the Human Resources Department Director; however, no probationary period shall exceed Two thousand eighty (2080) regular hours. If a unit member is incapacitated due to medical conditions and is reassigned to work that is not part of their normal duties, the probation period for the primary jobRead More →

22.1     Eligibility The County shall continue to provide its present long-term disability income protection plan for permanent unit members at no cost to said unit members; provided however, that in order to be eligible for such plan, unit members must have been employed by the County for three (3) or more years. 22.2     Waiting Period Effective with disabilities commencing on or after January 1, 1988, the one hundred and twenty day (120) disability period required to qualify for long term income protection shall no longer require continuous disability but shall be cumulative for any single medically verified illness or injury within a period of six (6) full monthsRead More →

21.1     Coverage Effective the first full pay period following ratification and approval of the agreement between the parties, Unit members shall be covered by life insurance and accidental death insurance as follows: The County shall provide Fifty Thousand Dollars ($50,000) of life insurance for each unit member and Five Hundred Dollars ($500) of life insurance for the unit member’s spouse and up to a maximum of Five Hundred Dollars ($500) of life insurance for each of the unit member’s children, depending on ages. The County shall provide an additional One Hundred Ten Thousand Dollars ($110,000) of life insurance payable to the unit member’s beneficiary if theRead More →

20.1     UAPD agrees that it will participate in good faith discussions concerning the County’s Health Plans. Both parties agree that revisions in Health Plans or in the contribution ratio between the County and the employee may be necessary to retain an equitable relationship between the gross premium and the County/employee contribution to that premium. The County agrees to provide information to support and inform such discussions. 20.2     Health Plan Initiated Changes   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 significantRead More →

17.1     Payment of Healthcare Premiums The County and covered employees share in the cost of health care premiums. The County will pay eighty-five percent (85%) of the total premium for the Kaiser HMO, Blue Shield HMO, Kaiser High Deductible Health Plan or Blue Shield High Deductible Plan, and covered employees will pay fifteen percent (15%) of the total plan premium. Alternatively, the County will pay seventy-five percent (75%) of the total premium for the Blue Shield POS Plan, and covered employees will pay twenty-five percent (25%) of the total premium for the Blue Shield POS Plan. Effective with the January 1, 2016 plan year, theRead More →

16.1     General Unit members shall not be entitled to leaves of absence as a matter of right, but only in accordance with the provisions of law and this Memorandum of Understanding. Unless otherwise provided, the granting of a leave of absence also grants to the unit member the right to return to a position in the same classification, or equivalent classification, as held at the time the leave was granted. The granting of any leave of absence shall be based on the presumption that the unit member intends to return to work upon the expiration of the leave. However, if a disability retirement application hasRead More →

15.1     Accrual All unit members, except extra help, shall accrue sick leave at the rate of 3.7 hours for each biweekly pay period of full-time work. Such accrual shall be prorated for any unit member, except extra help, who work less than full time during a calendar month. For the purpose of this Section absence in a pay status shall be considered work. 15.2     Usage Sick leave is accrued paid leave from work that can be used for any of the following purposes: Diagnosis, care, or treatment of a unit member’s illness, injury, health condition, or exposure to contagious disease which incapacitates them from performanceRead More →

14.1     Vacation Allowance Unit members, excluding extra help, or as herein otherwise provided, shall be entitled to vacation with pay in accordance with the following schedules. Effective the first full pay period following Board approval of a successor MOU in 2019, vacation accrual shall be as follows: During the first five (5) years of continuous service, vacation will be accrued at the rate of 4.0 hours per biweekly pay period worked. After the completion of five (5) years of continuous service, vacation will be accrued at the rate of five (5) hours per biweekly pay period worked. After the completion of ten (10) years ofRead More →

13.1     Eligibility Regular full-time unit members 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 work days immediately preceding and following the holiday. Part-time unit members 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 (2) or more holidays fall on succeeding or alternate pay periods, then the average full-time hours workedRead More →

12.1     Notice of Layoff The department head will give at least fourteen (14) days advance written notice to unit members to be laid off, except in an emergency situation in which case the Human Resources Department Director may authorize a shorter period of time. 12.2     Precedence by Employment Status No permanent unit member shall be laid off while employees working in an extra help, temporary, provisional or probationary status are retained in the same classification unless that unit member has been offered the extra help, temporary or provisional appointment. The order of layoff among unit members not having permanent status shall be according to theRead More →

A salary differential of Seventy Dollars ($70.00) biweekly shall be paid to incumbents of positions requiring bilingual proficiency as designated by their respective Department Heads or their designee. Said differential shall be prorated for employees working less than full-time or who are in an unpaid leave of absence status for a portion of any given pay period. Bilingual pay is effective the first pay period after Human Resources certifies the result of the bilingual exam. Under no circumstances is bilingual pay retroactive. Designation of positions for which bilingual proficiency is required is the sole prerogative of the Department and is based on operational and staffingRead More →

On-Call duty is currently taken on a voluntary basis. However, when warranted and in the interest of County Operations, department heads may assign unit members to “on-call” status. The County shall meet and confer with UAPD should on-call assignments become required of unit members. The call schedule is defined as Weeknight call (15 hours) from 5:00 p.m. – 8:00 a.m., Weekend call (24 hours) from 8:00 a.m. – 8:00 a.m., and Holiday call (24 hours) from 8:00 a.m. – 8:00 a.m. The standard on-call hourly rate is twenty dollars ($20.00) except as specified below. The frequency of the on-call assignments will be determined by theRead More →

For unit members who have been regularly working a shift described in Section 8 for thirty (30) or more calendar days immediately preceding a paid holiday, or the commencement of a vacation, or the commencement of a paid sick leave period, or compensatory time off, as the case may be, the applicable differential shall be included in such unit member’s holiday pay, vacation pay, paid sick leave or paid compensatory time. The vacation, sick leave, holiday and compensatory time off pay of a unit member on a rotating shift shall include the differential such unit member would have received had they been working the sameRead More →

8.1       Shift differential pay, for the purpose of this Section, is defined as pay at a rate which is eight percent (8%) above the unit member’s base pay. 8.2 Unit members shall be paid shift differential for all hours so worked between the hours of 6:00 p.m. and 6:00 a.m. 8.3 Effective May 3, 2020, Physicians who are required to work a night shift in inpatient psychiatry as part of their 40-hour work week (or part of their regular work week if on part-time or VTO status) shall receive a night shift pay rate of twelve percent (12%) base pay for all work performed duringRead More →

The appointing authority shall fix the hours of work with due regard for the convenience of the public and the laws of the County, State and Federal Governments. Unit members occupying part-time positions shall work such hours and schedules as the Board and the appointing authority shall prescribe. Resident physicians are employed with the understanding that they have specific needs related to their training that require additional time above that required for their employment. Resident physicians will not be compensated by the County for such additional time. Such training requirements include, but are not limited to, seminars, supervision, rotation requirements at outside institutions, and suchRead More →

5.1       Salary Ranges The salary ranges for all unit members in the aforementioned representation unit will be as set forth in Exhibit A which is attached hereto and made a part hereof. The rates of pay set forth in the Exhibit represents for each classification the standard rate of pay for full-time employment, unless the schedule specifically indicates otherwise. The rates of pay set forth in the Exhibits, unless otherwise indicated in the schedules, represent the total compensation due unit members, except for other benefits specifically provided for by the Board of Supervisors. The rates of pay set forth in the Exhibits do not includeRead More →

4.1       Attendance at Meetings County unit members who are official representatives or Stewards of the Union shall be given reasonable time off with pay, including reasonable travel time, to: A,        Formally meet and confer or consult with management representatives on matters within the scope of representation; To be present at hearings where matters within the scope of representation are being considered; To testify or appear as the designated representative of the Union in settlement conferences, hearings, or other proceedings before the Public Employment Relations Board, in matters related to unfair practice charges; or To testify or appear as the designated representative of the Union inRead More →

There shall be no discrimination because of race, creed, color, national origin, sex, sexual orientation, legitimate union activities and any other classification protected by law, against any unit member or applicant for employment by the Union or by the County or by anyone employed by the County; and to the extent prohibited by applicable state and federal law there shall be no discrimination because of age. There shall be no discrimination against any disabled person solely because of such disability unless that disability prevents the person from meeting the minimum standards established.Read More →

2.1       Dues Deduction The Union may have the regular dues of its members within a representation unit deducted from unit members’ pay checks under procedures prescribed by the County Controller. Dues deduction shall be made only upon certification from the Union that an employee has authorized such deduction and shall continue (1) until such certification is revoked, in writing, by the Union; or (2) until the unit member transfers to a unit represented by another employee organization or transfers to another unit that is unrepresented. Unit members may authorize dues deductions only for the organization certified as the recognized employee organization of the unit to which suchRead More →

The Union of American Physicians and Dentists 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 unit members in the Professional Physicians representation unit, 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 unit members. This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500 et seq.) and has been jointly prepared by the parties for the period commencing May 5, 2019 and ending May 14,Read 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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →

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 →