Confidential Salaries: 10/1/2023 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 E539 Accountant I – Confidential 5 2,755.20 2,913.60 3,080.80 3,260.00 3,445.60 E540 Accountant II – Confidential 5 3,222.40 3,406.40 3,602.40 3,808.80 4,027.20 E031 Administrative Assistant I – Confidential 5 2,936.80 3,107.20 3,284.80 3,473.60 3,673.60 E090 Administrative Assistant II – Confidential 2 3,339.20 3,532.80 3,732.80 3,946.40 4,175.20 E005 Administrative Secretary II – Confidential 1 2,654.40 2,806.40 2,968.00 3,139.20 3,316.80 E006 Administrative Secretary III – Confidential 1 2,784.00 2,944.00 3,114.40 3,290.40 3,479.20 E475 Agenda Administrator – Confidential 1Read More →

Confidential Salaries: 10/2/2022 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 E539 Accountant I – Confidential 5 2,649.60 2,801.60 2,962.40 3,134.40 3,312.80 E540 Accountant II – Confidential 5 3,098.40 3,275.20 3,464.00 3,662.40 3,872.00 E031 Administrative Assistant I – Confidential 5 2,824.00 2,988.00 3,158.40 3,340.00 3,532.00 E090 Administrative Assistant II – Confidential 2 3,210.40 3,396.80 3,589.60 3,794.40 4,014.40 E005 Administrative Secretary II – Confidential 1 2,552.00 2,698.40 2,853.60 3,018.40 3,189.60 E006 Administrative Secretary III – Confidential 1 2,676.80 2,830.40 2,994.40 3,164.00 3,345.60 E475 Agenda Administrator – Confidential 1Read More →

Confidential Salaries: 2/20/2022 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 E539 Accountant I – Confidential 5 2,572.80 2,720.00 2,876.00 3,043.20 3,216.00 E540 Accountant II – Confidential 5 3,008.00 3,180.00 3,363.20 3,556.00 3,759.20 E031 Administrative Assistant I – Confidential 5 2,741.60 2,900.80 3,066.40 3,242.40 3,428.80 E090 Administrative Assistant II – Confidential 2 3,116.80 3,297.60 3,484.80 3,684.00 3,897.60 E005 Administrative Secretary II – Confidential 1 2,477.60 2,620.00 2,770.40 2,930.40 3,096.80 E006 Administrative Secretary III – Confidential 1 2,599.20 2,748.00 2,907.20 3,072.00 3,248.00 E475 Agenda Administrator – Confidential 1Read More →

A salary differential of Seventy Dollars ($70.00) for incumbents in positions requiring bilingual proficiency as designated by the appointing authority and certified by Human Resources Director. 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.Read More →

When warranted and in the interest of the County operation, department heads may assign employees to on-call status during off-duty time, to ensure that such employees will be available to respond or return to work to address unplanned, unforeseen, or emergency situations. While on-call, an employee is required to be available by phone at all times. While on call, the employee is not on duty, is not required to remain on County premises. An employee is not required to restrict personal activities while on-call but must remain free of the influence of prescription drugs that adversely affect the employee’s ability to safely and effectively performRead More →

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 total of four percent (4%)) after the equivalent of twenty (20) years of full time County service (41,600 hours) An additional two percent (2%) of base salary (for a total of sixRead More →

All Departments An individual in a confidential 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 →

As a unique, one-time discretionary measure, effective the pay period the Board of Supervisors adopts this resolution in 2022, each full-time employee covered by this Resolution in an active paid status will receive a lump-sum payment of two thousand dollars ($2,000). The lump-sum amount will be prorated for part time employees in an active paid status. The Board exercises its discretion to make this one-time payment and employees should not expect this payment to recur at any future date in any amount. This payment is not tied to employees’ tenure, production, or efficiency. There will be no roll up effect from this payment on otherRead More →

The salary ranges are set forth in Exhibit A which is attached hereto and made a part hereof. Effective February 20, 2022 there shall be a three percent (3%) cost of living adjustment. Effective October 2, 2022, there shall be a three percent (3%) cost of living adjustment. Effective October 1, 2023, there shall be a four percent (4%) cost of living adjustment.Read 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 preceding theRead 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 (24) 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 July 1, 2019, all employees will be enrolled in the deferred compensation program at the rate of one percent (1%) of their pre-tax wages unless they choose 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. All deferrals are fully vested at the time of deferrals; there will be no waiting periods for vesting rights. Concurrent with Cost of Living Adjustments (COLA) the deferrals will be increasedRead 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 two thousand four hundred dollars ($2400) per month. Benefits for psychiatric disabilities that result from stress, depression or other life events are restricted to two years, payable per the terms and conditions of the plan.Read More →

The County shall provide fifty thousand dollars ($50,000) life insurance for employees. The coverage includes death benefits for a spouse and children in the amount of two thousand dollars ($2,000). Employees, depending on pre-qualification, may purchase additional term life insurance to a maximum of seven hundred and fifty thousand dollars ($750,000) for employee, two hundred and fifty thousand dollars ($250,000) for spouse, and ten thousand dollars $10,000 for dependents.Read More →

For full-time employees enrolled in County offered health insurance plans, the employee contributions for health insurance will be fifteen percent (15%) of the Health Maintenance Organization (HMO) premiums and twenty-five percent (25%) of the Preferred Provider Organization (PPO) premium. Employees who elect a High Deductible Health Plan (HDHP) will contribute fifteen percent (15%) of the premiums and will receive an amount equal to fifty percent (50%) of the deductible placed into a Health Savings Account over the course of the calendar year. Contributions will occur biweekly. For employees occupying permanent part-time positions, who work a minimum of forty (40), but less than sixty (60) hoursRead 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”). 1.2. 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 to the dateRead More →

RESOLUTION NO. 078719 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 FEBRUARY 20, 2022 THROUGH OCTOBER 5, 2024 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. 076378 is extended to February 19, 2022 and thenRead More →