All limited term employees occupying full-time positions are expected to work a standard work week of 40 hours, unless otherwise specified by their supervisor.
Limited term employees are entitled to vacation with pay and accrue vacation hours at a rate of 4 hours for each bi-weekly pay period. The time at which limited term employees shall be granted vacations is at the discretion of their supervisor. When a limited term employee separates from County service, their remaining vacation allowance will be added to their final compensation.
Limited term employees accrue sick leave at a rate of 3.7 hours for each bi-weekly pay period of full-time work. Employees are entitled to be paid for sick leave used, to a maximum of the time accrued, under the following conditions:
- Sick leave may be used for an employee or a family member, for preventive care or diagnosis, care or treatment of an existing health condition, or for specified purposes if the employee is a victim of domestic violence, sexual assault or stalking.
- Family members includes the employee’s parent, child, spouse, registered domestic partner, grandparent, grandchild, sibling, mother in-law and/or father in-law.
Employees should notify their supervisors as promptly as possible if they are requesting authorization for sick leave. When a limited term employee separates from County service, their remaining sick leave allowance will not be added to their final compensation.
Limited term employees may receive up to two days of paid bereavement leave upon the death of an employee’s parent, spouse, domestic partner, child or step-child, sibling, mother-in-law, father-in-law, grandparent or grandchild.
|New Year’s Day||January 1st|
|Martin Luther King Jr. Day||3rd Monday in January|
|Presidents’ Day||3rd Monday in February|
|Memorial Day||Last Monday in May|
|Independence Day||July 4th|
|Labor Day||1st Monday in September|
|Columbus Day||2nd Monday in October|
|Veterans Day||November 11th|
|Thanksgiving Day||4th Thursday in November|
|Day After Thanksgiving||4th Friday in November|
|Christmas Day||December 25th|
Limited term employees will be paid overtime at the rate of 1.5 times their base salary if required under the Fair Labor Standards Act (FLSA).
Limited term employees are eligible for Nurse Practitioner Exempt Status. Nurse Practitioners shall have exempt status under the Fair Labor Standards Act (FLSA) and do not receive compensation for hours worked in excess of forty (40) per week.
Nurse Practitioners whose FTE status is seventy-five percent (75%) or greater shall receive the equivalent of 3 hours per pay period of time placed into a bank for their use as paid time off throughout the year (seventy-eight (78) hours). This bank will be established the first full pay-period of each fiscal year and must be used prior to the final full pay period in the fiscal year. Balances remaining at the end of the fiscal year will be forfeited with no cash value. Processes for advanced approvals for time off will not change and the Nurse Practitioners will be expected to follow established policies when requesting to use this time.
If a Nurse Practitioner works as additional, full shift (defined as four (4) hours or more) beyond his or her regularly assigned work hours which results in the Nurse Practitioner actually working more than forty (40) hours in a workweek, the Nurse Practitioner shall earn straight time pay for the additional hours worked. This shift of four (4) hours or more must be utilized to provide patient care and not for administrative purposes.
Limited term employees that are in management positions are eligible to receive 5 hours of administrative leave each pay period as long as they are management employees that do not receive overtime compensation.
Administrative leave is maxed at 260 hours. Part-time management employees shall be entitled to Administrative Leave hours in proportion to the designation of the position as either half or three-quarters time, not the specific hours worked. Half-time will equal 2.5 hours per pay period and three-quarters time will equal 3.75 hours per pay period.
In April of each year, employees will have the opportunity to convert 50% of their current Administrative Leave hours balance as cash payment. Time balances remaining at separation from County employment shall be cashed out post separation.
Limited term employees will receive full pay, not to exceed 8 hours, for each day they serve on a jury or testify as a witness in a criminal case, other than as a defendant. All employees are expected to notify their supervisor prior to their required attendance in court. As a condition of receiving such full pay, the worker must remit to the County Treasurer, through the worker’s department head within fifteen (15) days after receipt, all fees received except those specifically allowed for mileage and expenses.
The County offers bilingual pay for employees who use a second language as part of their work duties. Limited term employees are eligible for bilingual pay as long as they meet the general eligibility requirements.
For more information about bilingual pay and procedures, please visit: http://hr.smcgov.org/bilingual-salary-differential-allowance-policy-form
Any limited term employee who is a member of the reserve corps of the Armed Forces of the United States, National Guard, or Naval Militia is entitled to a “temporary military leave of absence,” provided that it does not exceed 180 days. A temporary military leave of absence means a leave of absence from public employment to engage in ordered military duty.
Limited term employees who are called to engage in ordered military duty after serving one year (6,240 hours) with the County are entitled to receive their salary as a public employee for the first 30 calendar days of their absence. The County may, but is not required to, provide paid military leaves of absence.
Upon returning to the County, a limited term employee has a right to be restored to his or her previously held position, provided that the position still exists. If the position has been abolished when the employee was on leave, they have a right to be reinstated to a similar position. If no similar position exists, the term employee will receive the same benefits they would have received if they had completed their term with the County. For more information on Military Pay benefits, please see the Military and Veterans Code of the State of California, Chapter 7, “Privileges and Penalties”: http://www.leginfo.ca.gov/cgi-bin/calawquery?codesection=mvc
County departments that require employees to wear uniforms will individually determine the means by which employees will acquire the required uniforms.
Limited term employees are eligible for on-call pay. For more information regarding on-call pay, please refer to the department supervisor or manager.
Limited term employees are eligible for shift differential. For more information regarding shift differential, please refer to the department supervisor or manager.
Limited term employees are eligible for Staffing Differential, which allows nurses working in Correctional Health, Acute Psychiatry, Psych Emergency (PES), and the Emergency Department to be paid a differential of $1.00 per hour in addition to any differentials paid such as Shift Differentials and Weekend Differential.
Limited term employees are eligible for Weekend Differential, which allows nurses working weekends to be paid a differential of six percent (6%) more than their base rate for any work performed between Friday 2315 hours and Sunday 2315 hours except for Correctional Facilities where the differential shall be paid for all work performed between Friday midnight and Sunday midnight.
Limited term employees are eligible for Relief Acting Char Nurse pay. A nurse who is assigned to be “in charge” of a unit at SMMC, outpatient clinics, or the Jail for four (4) or more hours of a shift shall be paid an additional thirty dollars ($30.00) for that shift provided that no more than one nurse is assigned “in charge” of each unit for each shift. For RN’s who have regularly been assigned as a “charge nurse” for thirty (30) days or more immediately before a paid holiday, sick leave or the start of a vacation, the applicable additional pay shall be included in the RN’s holiday or vacation pay.
Limited term employees are eligible for Continuing Education Leave. For more specific information, please refer to the department supervisor or manager.
Limited term employees assigned to a long term care unit and provide direct care to long term care patients during the fiscal year are eligible for LTC Wage Pass Through, which allocates additional pay to eligible employees based on a grant given to the San Mateo Medical Center.
Certain employees designated by the County Manager are eligible for transportation allowance. Depending on the County Manager’s designation, limited term employees may elect to receive transportation allowance in the form of a biweekly allowance.