In County Policy

SAN MATEO COUNTY EMPLOYEE AND PUBLIC SERVICES DEPARTMENT Inter-Departmental Correspondence DATE:                       February 5, 2002 TO:                             Department/Division Directors FROM:                       Mary Welch, Employee and Public Services Director SUBJECT:                Restoration of Sick Leave and Advanced Vacation Accruals   On January 29, 2002, the Board of Supervisors adopted a resolution (Sick Leave Restoration Resolution) enabling the County to restore sick leave and grant advanced vacation accruals to former County employees hired on or after January 1, 2002 who are re-hired within two years of separation. A number of former County employees have expressed an interest in returning to employment with the County. Under the attached program, I wouldRead More →

In Procedures

Date: July 15, 2015 To: All Management and Supervisory Staff From: Nicole McKay Employee and Labor Relations Manager Subject: Healthy Workplace Healthy Family Act Effective July 1, 2015, the County implemented the provisions of AB1522, the “Healthy Workplace Healthy Family Act.”[1] There are several important components which may affect how you manage staff. While we continue to evaluate the provisions of AB1522, and the cleanup language that is following this bill, below are guidelines for your use beginning July 1, 2015.   Although some items may seem like basic common sense, or simply reiterate things you already do, it is important that you take a momentRead More →

In 9. Tardiness & Absenteeism

As stated in the MOUs, approval to use accrued vacation, holiday, and compensatory time hours is and has always been at management’s discretion. Historically, some departments, in some circumstances, have allowed the usage of vacation, holiday or compensatory time rather than sick leave to cover unplanned medical absences, while other departments have not. Effective April 22, 2007, departments which had been allowing the usage of other accrued leave in lieu of sick leave for unplanned medical absences will no longer continue that practice in work weeks where an employee works overtime.Read More →

In 9. Tardiness & Absenteeism

No. Sick leave is used for very specific purposes as outlined in the various MOUs and in the Ordinance Code. An employee whose sick leave usage is unacceptable should be referred to EAP through a direct management referral and should be issued a leave restriction letter, requiring a doctor’s note for any period of illness. Remember, you are not a doctor, so you cannot determine if the doctor’s reasons are correct, but you should look carefully at the note to ensure the dates of illness correspond with the dates of leave. Also, when an employee calls in to advise you they are sick, you canRead More →

In DSA-Sworn Safety

An employee who is injured or becomes ill while on vacation may be paid for sick leave in lieu of vacation provided that the employee: (1) was hospitalized during the period for which sick leave is claimed, or (2) received medical treatment or diagnosis and presents a statement indicating illness or disability signed by a physician covering the period for which sick leave is claimed, or (3) was preparing for or attending the funeral of a member of the immediate family. No request to be paid for sick leave in lieu of vacation will be considered unless such request is made and the above substantiationRead More →

In DSA-Sworn Safety

When an employee who has been working in a seasonal or extra help category is appointed to a permanent position they may receive credit for such extra help or seasonal period of service in computing accumulated sick leave, provided that no credit shall be given for service preceding any period of more than twenty-eight consecutive days in which an employee was not in a pay status. If an employee who has unused sick leave accrued is laid off and subsequently reemployed in a permanent position, such sick leave credits shall be restored upon reemployment. No portion of sick leave credits for which an employee receivedRead More →

In DSA-Sworn Safety

When the requirement for sick leave is known to the employee in advance of the absence, they shall request authorization for sick leave at such time, in the manner hereinafter specified. In all other instances the employee shall notify their supervisor as promptly as possible by telephone or other means. Before an employee may be paid for the use of accrued sick leave, they shall complete and submit to their department head a signed statement, on a prescribed form, stating the dates and hours of absence and such other information as is necessary for the request to be evaluated. If an employee does not returnRead More →

In DSA-Sworn Safety

Employees are entitled to be paid for sick leave used, to a maximum of the time accrued, under the following conditions: (1)    The employee’s illness, injury or exposure to contagious disease which incapacitates him/her from performance of duties. This includes disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth and recovery therefore as determined by a licensed physician, or, under the Kaiser plan, a licensed health care professional. (2)    The employee’s receipt of required medical or dental care or consultation. (3)    The employee’s attendance on an immediate family member who is ill. (4)    The employee’s preparation for or attendance atRead More →

In DSA-Sworn Safety

All employees, except extra help or seasonal, shall accrue sick leave at the rate of 3.7 hours for each biweekly pay period of full-time work. Such accrual shall be pro-rated for employees, except extra help or seasonal employees, who work less than full-time during a pay period. For purposes of this Section absence in a pay status shall be considered work.Read More →