Management Resolution

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 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 →

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

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

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

The County shall contribute 90% of the premium for the County’s dental plans. All employees must participate in one of these plans.Read More →

The County shall contribute the full premium for vision coverage. All employees must participate in this 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 →

The County shall pay the premium for $110,000 coverage.Read More →

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

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

The following will be in effect for those who retire during the term of this resolution: For management employees and elective officers hired prior to April 1, 2008: The County will pay to elective officers who retire concurrently with separation from County service one month’s health, dental and vision premium for the employee and eligible dependents for each month of County service. The County will pay to management employees who retire concurrently with separation from County service one month’s health, dental and vision premium for the employee and eligible dependents for each 8 hours of unused sick leave. Employees or elective officers who separate fromRead More →

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

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

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

If the position of an employee other than an elected official is abolished and the employee is unable to displace another employee within their department as defined by and in accordance with the rules of the Civil Service Commission, the employee shall receive reimbursement as follows: one week of pay for each full year (2080 hours) of regular service to the County fifty percent (50%) of the cash value of the employee’s unused sick leave, and, the county will continue to pay its share of health premiums for a period not to exceed nine (9) months contingent on the employee continuing to pay their share,Read More →

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

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

Vacation accruals shall be equal to that negotiated by the Service Employees International Union (SEIU).Read More →

Winter Recess Days shall be equal to those negotiated by the Service Employees International Union (SEIU).Read More →

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

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

All Departments An individual in a management classification who is assigned to lead a special project or assignment shall receive a differential of up to 10%, in addition to all other compensation. Assignments must meet criteria for special project as determined and approved by the Human Resources Department and must be for short-term assignments, with end dates and demonstrated alignment to performance and organizational goals. Authorization for such differential must be requested by the department head and is subject to review and approval by the Human Resources Director. Board of Supervisors The Office of the Board of Supervisors Districts One, Two and Five may beRead More →

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