Unrepresented Attorney Resolution

RESOLUTION NO. 078718 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 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 Attorney’s unit personnel not covered by a Memorandum of Understanding, and BE IT RESOLVED that the effective date of Resolution No. 076377 is extended to February 19, 2022 and thenRead More →

Effective December 27, 2020, any employee in Senior Attorney Level (Deputy County Counsel Attorney III/IV, Deputy District Attorney III/IV or Child Support Attorney III/IV) positions who meet San Mateo County Employees’ Retirement Association’s (SamCERA) definition of a new member under the Public Employees’ Pension Reform Act (PEPRA), shall receive an employer paid contribution to their Deferred Compensation Plan in the amount equivalent to three percent (3%) of the employee’s base salary. The contribution shall be deposited each pay period to a 401(a) Plan. The percentage of base pay contribution rate is intended as a guideline for the contribution and does not guarantee a specific amountRead More →

Attorney positions are not eligible for bi-lingual pay.Read More →

Attorneys shall be paid $2.00 per hour for each hour they are required by the Department Head to be in an on-call status. On-call pay shall be authorized based on the following criteria: Federal and/or state regulations require an attorney to be on-call, or The department mission necessitates an attorney to be on-call as determined by the Department Head And The attorney is required to be available to be reached by phone or text message, and The attorney must respond to phone or text message contact within 15 minutes when called And The attorney cannot receive on-call when: using vacation, sick leave or other paidRead 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.Read More →

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Attorney 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 B146 Child Support Attorney I – Unclassified 4 – – – 3,918.40 4,144.80 B147 Child Support Attorney II – Unclassified 4 5,402.40 5,711.20 6,040.00 6,386.40 6,753.60 B148 Child Support Attorney III – Unclassified 4 6,565.60 6,943.20 7,341.60 7,762.40 8,207.20 B149 Child Support Attorney IV – Unclassified 4 7,600.00 8,035.20 8,496.00 8,982.40 9,499.20 B039 Deputy County Counsel I – Unclassified 4 – – – 4,323.20 4,570.40 B038 Deputy County Counsel II – Unclassified 4 5,956.00 6,299.20 6,660.00Read More →

Attorney 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 B146 Child Support Attorney I – Unclassified 4 – – – 3,768.00 3,985.60 B147 Child Support Attorney II – Unclassified 4 5,194.40 5,491.20 5,808.00 6,140.80 6,493.60 B148 Child Support Attorney III – Unclassified 4 6,312.80 6,676.00 7,059.20 7,464.00 7,891.20 B149 Child Support Attorney IV – Unclassified 4 7,308.00 7,726.40 8,169.60 8,636.80 9,133.60 B039 Deputy County Counsel I – Unclassified 4 – – – 4,156.80 4,394.40 B038 Deputy County Counsel II – Unclassified 4 5,727.20 6,056.80 6,404.00Read More →

Attorney 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 B146 Child Support Attorney I – Unclassified 4 – – – 3,658.40 3,869.60 B147 Child Support Attorney II – Unclassified 4 5,043.20 5,331.20 5,639.20 5,961.60 6,304.80 B148 Child Support Attorney III – Unclassified 4 6,128.80 6,481.60 6,853.60 7,246.40 7,661.60 B149 Child Support Attorney IV – Unclassified 4 7,095.20 7,501.60 7,932.00 8,385.60 8,867.20 B039 Deputy County Counsel I – Unclassified 4 – – – 4,036.00 4,266.40 B038 Deputy County Counsel II – Unclassified 4 5,560.00 5,880.00 6,217.60Read More →

This resolution is effective immediately unless otherwise specified.Read 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 ofRead 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 →

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

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

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

The 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 their department with up to 40 hours of vacation and 80 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 their 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 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 →

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 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 pay the premium for one hundred and ten thousand dollars ($110,000) coverage.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 →

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

The County shall contribute ninety percent (90%) of the premium for the County’s dental plans. All employees must participate in one of these plans.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) premium 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 Spending 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) hours inRead More →

Retirement and Social Security1.1. 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”). 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 allRead More →