SECTION 1 - TITLE
This is the Salary Ordinance of the County of San Mateo.
SECTION 2 - APPLICATION
The provisions of this ordinance apply to all County positions except as exempted by general law or the County Charter.
SECTION 3 - APPOINTMENTS
Department heads or their designees, are authorized to make or continue appointments during the fiscal year to the positions specified in their respective schedules in Section 12.
SECTION 4 - STANDARD COMPENSATION
The compensation of persons employed by the County is based on a full-time biweekly basis. Biweekly rates apply to full-time employment, the minimum of which is 40 hours per week.
In Section 12, under the heading "Class/Pattern" is the item code or series code and the title of each position or series. Under the heading "# of Positions" is the number of positions of each classification or classification series.
Hourly Equivalent Rate Schedules listed here are used to determine the appropriate rate of pay for extra help employment, part-time employment, overtime and hourly compensation for allowance other than base pay.
SECTION 5 - SPECIAL COMPENSATION
Health Services Agency
_ Staff Nurses in an extra help capacity required to be in an on-call status shall be paid the hourly equivalent of one-half (1/2) the relief nurse rate of pay for time they are in an on-call status. Nurses shall not receive on-call pay for periods when they are actually at work.
_ Community Mental Health Nurses assigned lead duty responsibilities over other professional nursing staff shall receive a 7.5% differential in addition to all other compensation. No more than one employee may be so assigned at any one time.
_ Information technology staff assigned to provide lead direction for other information technology staff shall receive a 5% differential in addition to all other compensation. No more than three employees may be so assigned at any one time.
_ Information technology staff assigned to provide full supervision of other information technology staff shall receive a 9.5% differential in addition to all other compensation. No more than three employees may be so assigned at any one time.
_ One Department Director assigned to take a lead role in direction of the Agency while the Agency Director is directing the Hospital shall receive a differential equal to four steps in the management range structure in addition to all other compensation.
Human Services Agency
_ Management Analysts assigned as lead worker over other Management Analysts shall receive premium pay at the rate of 5.7% of his/her salary in addition to all other compensation. Only one employee at a time may be so assigned.
_ Human Services Analysts and Human Services Supervisors working in the Alcohol and Drug Program shall receive a 6.6% differential in addition to all other compensation. Effective on October 14, 2001 the differential shall be increased to 10.0%.
Information Services Department
_ Advisory System Engineers, Senior System Engineers and Project Managers assigned to provide advanced support to MVS and OS/390 operating systems including installing, troubleshooting and maintaining system software and related components shall receive a one step differential in addition to all other compensation. No more than two employees may be so assigned at any one time.
_ Advisory System Engineers assigned to provide advanced UNIX/NT systems programmer support including installing, configuring, troubleshooting and tuning operating systems, databases and large complex applications on UNIX/NT servers providing enterprise wide services shall receive a one step differential in addition to all other compensation. No more than three employees may be so assigned at any one time.
_ Advisory System Engineers assigned to provide advanced Cisco CCNP, CCDP, CCIE or equivalent support including programming and troubleshooting multi-protocol routers and switches shall receive a one step differential in addition to all other compensation. No more than three employees may be so assigned at any one time.
_ Advisory System Engineers assigned to provide advanced network design support including designing and implementing enterprise wide IP networks switches shall receive a two step differential in addition to all other compensation. No more than two employees may be so assigned at any one time.
_ Associate System Engineers assigned to provide lead direction to other staff at the help desk shall receive a one step differential in addition to all other compensation. No more than one employee may be so assigned at any one time.
Miscellaneous
_ Retirement Contribution Pick-up
The County shall make employee contributions to the retirement system on behalf of affected employees pursuant to relevant memoranda of understanding or resolutions. Such contributions shall be treated as employer contributions in determining tax treatment under the Internal Revenue Code of the United States. Such contributions are being made by the County in lieu of employee contributions.
Employee contributions made under Paragraph A of this Section shall be paid from the same source of funds as used in paying the wages to affected employees.
Employee contributions made by the County under Paragraph A of this Section shall be treated for all purposes other than taxation in the same manner and to the same extent as employee contributions made prior to the effective date of this resolution.
An employee shall not have the option of choosing to receive directly the contributions made by the County pursuant to Paragraph A of this Section instead having them paid to the retirement system.
Notwithstanding the provisions of other sections of this resolution, the gross wages of affected employees shall be offset by a deduction equal to the amount of employee contributions made by the County.
This section shall be operative only as long as the County pick-up of employee contributions continues to be excludable from gross income of the employee under the provisions of the Internal Revenue Code.
For purposes of this Section, the following definitions govern:
Affected Employees: The term "affected employees" shall mean those employees of the County of San Mateo who make employee contributions to the retirement system.
Employee Contributions: The term "employee contributions" shall mean those contributions to the retirement system which are deducted from the salary of employees, credited to individual employees' accounts, and are required as a condition of obtaining benefits under the retirement system, including retirement service credit for public service and prior service.
Employer: The term "employer" shall mean the County of San Mateo.
Gross Income: The term "gross income" shall mean the total compensation paid to affected employees by the County as defined by the Internal Revenue Code and in rules and regulations established by the Internal Revenue Service.
Retirement System: The term "retirement system" shall mean that retirement system which has been established and maintained for the officers and employees of the County in accordance with the provisions of the County Employees Retirement Law of 1937 as amended.
Wages: The term "Wages" shall mean the compensation prescribed in the current salary resolution for the County of San Mateo.
SECTION 6 - PAY FOR WORKING OUT OF CLASSIFICATION
When an employee not covered by a Memorandum of Understanding has been assigned in writing by the department head or designated representative to perform the work of a permanent position having a different classification and being paid at a higher rate, and if he/she has worked in such classification for five (5) consecutive workdays (or four (4) consecutive workdays for employees working 4 day - 10 hour shifts), he/she shall be entitled to payment for the higher classification, as prescribed for promotions in section 2.28.040 of the Ordinance Code, retroactive to the first (1st) workday and continuing during the period of temporary assignment, under the conditions specified below:
(1) The assignment is caused by the temporary or permanent absence of the incumbent;
(2) The employee performs the duties regularly performed by the absent incumbent, and these duties are clearly not included in the job description of his/her regular classification;
(3) The temporary assignment to work out of classification which extends beyond twenty (20) working days be approved by the Employee and Public Services Director, a copy of the approval form to be given to the employee; and
(4) A copy of the department head's written approval must be submitted in advance to the Employee and Public Services Director. If the Employee and Public Services Director determines that he/she will not approve pay for work in the higher classification which exceeds twenty (20) workdays, the employee will be so notified and have the opportunity to discuss this matter with the Employee and Public Services Director whose decision shall be final.
SECTION 7 - MILEAGE
At the option of the department head, employees assigned to remote work locations may be allowed mileage reimbursement for travel to and from work provided that:
_ The first twenty-five (25) miles traveled in one day are excluded;
_ The employee is reimbursed for no more than twenty-five (25) miles traveled in one day; and
_ The Board of Supervisors has established the rate of reimbursement.
SECTION 8 - MEALS AND CHARGES
The following personnel will not be charged for meals while on duty:
_ Cooks, Food Service Workers or other personnel involved in the preparation of food as determined by the Employee and Public Services Director.
_ Group Supervisors.
_ Sheriff's personnel assigned to the Honor Camp, County Jail or Work Furlough Facility who are not allowed to leave during their tour of duty.
_ Shelter Care Counselors and Supervisors assigned to the dependent Children's Home.
_ Non-County personnel providing professional services at Hillcrest, Camp Glenwood or the Honor Camp.
Deductions for meals for other employees shall be the same whether taken as prepared at the institution and other places, or prepared by an employee out of food provisions supplied by the County.
SECTION 9 - EXTRA HELP
No person shall be employed in an extra help capacity for longer than one thousand forty (1040) hours in any one classification in the same department during the fiscal year unless otherwise authorized by the County Manager.
The salary rate for all extra help employees shall be reduced by 7.5% from the listed salary for the classification.
The following classifications, in addition to those listed in Section 12, are determined appropriate classifications for Extra Help employment:
ITEM NO. TITLE SALARY
B079 Transportation Officer (Unclassified) $14.42 per hour
B101 Physician Specialist (Unclassified) $60.00 per hour
B113 Psychiatric Specialist (Unclassified) $90.00 per hour
E071 Library Page $8.24-$10.30 per hour
F155 Laboratory Assistant I $8.66-10.82 per hour
F104 Relief Nurse $32.00 (Entry) to $42.00
L046 Park Aide $8.24-$10.30 per hour
L064 Senior Lifeguard $8.88-$11.10 per hour
L065 Lifeguard $8.24-$10.30 per hour
SECTION 10 - VACATION
The limitation in the accumulation of vacation time established by Ordinance Code section 2.28.110 shall be increased for the County Manager by 100 hours. The County Manager shall have the authority to permit this same increase in the accumulation of vacation time for department heads.
SECTION 11 - SEPARABILITY
If any portion of this ordinance is for any reason held to be unconstitutional or invalid, such unconstitutionality shall not affect the constitutionality or validity of the remaining portions of this ordinance.
SECTION 12 - POSITION LISTING BY DEPARTMENT
On the following pages are the authorized positions by department for fiscal year 2001-2002.
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