RESOLUTION NO. 073523 BOARD OF SUPERVISORS, COUNTY OF SAN MATEO, STATE OF CALIFORNIA * * * * * * RESOLUTION ESTABLISHING THE SALARY AND BENEFITS OF UNREPRESENTED MANAGEMENT EMPLOYEES OF THE COUNTY OF SAN MATEO FOR THE TERM OF OCTOBER 12, 2014 THROUGH OCTOBER 6, 2018 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Management personnel not covered by a Memorandum of Understanding, and BE IT RESOLVED that Resolution No. 072883 is rescinded and the following benefits are available to unrepresented Management personnelRead More →

SECTION 2 This resolution is effective on October 12, 2014 unless otherwise specified. Management Salaries: 10/12/2014 Class Code Class Title Range A B C D E D045 ADMIN SERVICES MGR I $52.19 $3,340.00 $3,532.00 $3,734.40 $3,948.80 $4,175.20 Management Salaries: 10/11/2015 Class Code Class Title Range A B C D E D045 ADMIN SERVICES MGR I $52.19 $3,340.00 $3,532.00 $3,734.40 $3,948.80 $4,175.20 Management Salaries: 10/09/2016 Class Code Class Title Range A B C D E D045 ADMIN SERVICES MGR I $52.19 $3,340.00 $3,532.00 $3,734.40 $3,948.80 $4,175.20 Management Salaries: 10/08/2017 Class Code Class Title Range A B C D E D045 ADMIN SERVICES MGR I $52.19 $3,340.00Read 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 →

The salary ranges are set forth in Exhibit A which is attached hereto and made a part hereof. Effective October 12, 2014 there shall be a four percent (4%) increase. In addition, effective October 12, 2014, all employees shall receive one percent (1%) in order to offset the requirement that all employees, regardless of plan or hire date, shall pay 50% of the Retirement COLA cost commencing July 5, 2015. Effective October 11, 2015, there shall be a three percent (3%) increase. Effective October 9, 2016, there shall be a three percent (3%) increase. Effective October 8, 2017, there shall be an increase of aRead 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 →

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 agreement 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.Read More →

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

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 →

Retirement and Social Security 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 SectionRead 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 a minimumRead More →