The Families First Coronavirus Response Act (FFCRA or Act) requires certain employers to provide employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19. The Department of Labor’s (Department) Wage and Hour Division (WHD) administers and enforces the new law’s paid leave requirements. These provisions will apply from the effective date through December 31, 2020. Families First Coronavirus Response Act Emergency Expanded FMLA (COVID-19) Up to an additional 10 weeks of paid expanded family and medical leave at two-thirds the employee’s regular rate of pay where an employee, who has been employed for at least 30 calendar days,Read More →

PROGRAM This Program is intended to protect the health and welfare of the County and its workforce and mitigate the financial impact to employees during the County’s Public Health Emergency related to COVID 19. This program is put in place in response to Emergency conditions and will cease to have effect once the Emergency is over or at an earlier time as determined by the County. Participation in this program is granted at the discretion of the County and employees may be denied based on specific circumstances in the interest of the County. This program is subject to change by the County at any time.Read More →

IMPORTANT INFORMATION COUNTY OF SAN MATEO FAMILIES FIRST CORONAVIRUS RESPONSE ACT 04-01-2020 The recently enacted Families First Coronavirus Response Act (FFCRA or Act) requires certain employers to provide their employees with paid sick leave and expanded family and medical leave for specified reasons related to COVID-19. The provisions of the new law will apply from April 1, 2020 through December 31, 2020. The County of San Mateo is finalizing a policy implementing the FFCRA and circulating it to County labor representatives. It is expected that this policy will be sent for Board approval on April 14, 2020. In the meantime, this leave is currently availableRead 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 →

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 →

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 →

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 →

A number of questions have arisen lately regarding compensation requirements for employees with two County jobs. We are sending out this reminder memo to ensure that, when required by the Fair Labor Standards Act (FLSA) these employees are paid overtime when the combined jobs exceed 40 hours in any workweek. This issue usually involves a full-time employee who works a second job in the same, or another department as Extra Help. However, it can also involve an employee working two part-time jobs. In determining whether the employee must be paid at the overtime (time and one-half) rate for hours worked in excess of 40 hoursRead More →