Unless otherwise provided in this MOU, employees whose employment with the County is severed by reason of retirement during the term of this MOU shall be reimbursed by the County for unused sick leave at time of retirement as follows:
- Tier 1 Sick Leave
Employees hired prior to April 1, 2011, for each eight (8) hours of unused sick leave at time of retirement, the County shall pay for one month’s premium for health, dental, and/or vision coverage for the employee and eligible dependents (if such dependents are enrolled in the plan at the time of retirement) provided that the County shall not be obligated to contribute in excess of $675 per month (e.g., if an employee retires with 400 hours of unused sick leave, the County will continue to pay $675 toward health, dental and/or vision premiums on said employee for a period of 50 months). Should a retired employee die while receiving benefits under this section, the employee’s spouse and eligible dependents shall continue to receive coverage to the limits provided above.
Employees may increase the number of hours per month to be converted up to a maximum of fifty (50) hours of sick leave per month. Such conversion may be in one full hour increments above a minimum of eight hours (e. g., if a worker converts 12 hours at the rate applicable they would be reimbursed $1012.50 instead of $675.00). The number of hours to be converted shall be set upon retirement and can be changed annually during open enrollment, or upon a change in family status that impacts the number of covered individuals (e.g., death of spouse, marriage and addition of spouse).
Employees covered by sub-section (a) shall have an amount equal to 1.6% of salary deducted from their paychecks. Effective January 31, 2016, the amount of salary deduction shall be reduced to seventy five one hundredths of one percent (.75%) of salary. To the extent permitted by law, this deduction shall be made on a pre-tax basis. This deduction shall be credited to the County to be used to offset the costs of the retiree medical benefit.
The County will provide up to a maximum of 288 hours of sick leave (3 years of retiree health coverage) to employees who receive a disability retirement. For example, if an employee who receives a disability retirement has 100 hours of sick leave at the time of retirement, the County will add another 188 hours of sick leave to their balance.
Employees covered by Tier 1 Sick Leave will have a one-time irrevocable opportunity to transfer from Tier 1 Sick Leave conversion to Tier 2 Sick Leave conversion prior to April 1, 2011.
- Tier 2 Sick Leave
Employees hired after June 30, 2011, for each 8 hours of unused sick leave at time of retirement, the County shall pay for one month’s premium for health, dental, and/or vision coverage for the employee and eligible dependents (if such dependents are enrolled in the plan at the time of retirement) provided that the County shall not be obligated to contribute in excess of $400 per month (e.g., if an employee retires with 400 hours of unused sick leave, the County will pay $400 toward health, dental and/or vision premiums on said employee for a period of 50 months). Should a retired employee die while receiving benefits under this section, the employee’s spouse and eligible dependents shall continue to receive coverage to the limits provided above.
Employees may increase the number of hours per month to be converted up to a maximum of fifty (50) hours of sick leave per month. Such conversion may be in one full hour increments above a minimum of eight hours (e. g., if a worker converts 12 hours at the rate applicable he/she would be reimbursed $600 instead of $400). The number of hours to be converted shall be set upon retirement and can be changed annually during open enrollment, or upon a change in family status that impacts the number of covered individuals (e.g., death of spouse, marriage and addition of spouse).
Upon retirement employees with 20 or greater full time equivalent years with San Mateo County, will receive an additional credit of 288 hours of sick leave.
The County will provide up to a maximum of 288 hours of sick leave (3 years of retiree health coverage) to employees who receive a disability retirement. For example, if an employee who receives a disability retirement has 100 hours of sick leave at the time of retirement, the County will add another 188 hours of sick leave to their balance.
Employees covered by sub-section (b) shall have an amount equal to 1.6% of salary deducted from their paychecks for a full time equivalent of six years. Effective January 31, 2016, the amount of salary deduction shall be reduced to three tenths of one percent (.3%) of salary. To the extent permitted by law, this deduction shall be made on a pre-tax basis. This deduction shall be credited to the County to be used to offset the costs of the retiree medical benefit.
Employees hired between April 1, 2011 and July 1, 2011 may elect to be covered by either Tier 1 or Tier 2 Retiree Medical Benefits.
Should a retired employee die while receiving benefits under this section, the employee’s spouse and eligible dependents shall continue to receive coverage to the limits provided above.
There is no limit or cap on the amount of accrued and unused sick leave that may be converted under this section.
Effective July 1, 2017, the County and Association will reopen this Section 21.3 regarding sick leave conversion; however; meetings pursuant to the reopener shall not exceed three (3) except by mutual agreement, and changes to Section 21.3 of the MOU shall not be made except by mutual agreement.
21.4 The surviving spouse of an active employee who dies may, if they elect a retirement allowance, convert the employee’s accrued sick leave to the above specified limits providing that the employee was age 55 or over with at least twenty years of continuous service.
21.5 The County will include coverage for young adult dependents and domestic partners in the health plans offered by the County. Grandchildren of custodial grandparents are also considered eligible dependents on all health, dental, and vision plans, whether or not formal adoption has occurred. This eligibility is contingent on documentation which is acceptable to the Health Plan.
21.6 The County will continue its practice of calculating employee contributions for health and dental premiums on a pre-tax basis consistent with Section 125 of the IRS Code.