RESOLUTION NO. ______

BOARD OF SUPERVISORS, COUNTY OF SAN MATEO,

STATE OF CALIFORNIA

* * * * * *

RESOLUTION EXPRESSING THE SALARY AND BENEFITS OF

UNREPRESENTED MANAGEMENT PERSONNEL

OF THE COUNTY OF SAN MATEO

 

RESOLVED, by the Board of Supervisors of the County of San Mateo, State of California, that

WHEREAS, this Board of Supervisors desires to establish certain salaries and benefits for unrepresented Management personnel not covered by a Memorandum of Understanding, and

BE IT RESOLVED that Resolution No. 65720 is rescinded and the following benefits are available to unrepresented Management personnel not covered by a Memorandum of Understanding:

Section 1: Salaries and Benefits

1.

Definition

 

"Management" shall mean employees in positions so designated by the Human Resources Director consistent with the Employer-Employee Relations Policy and including elective officers.

   

2.

Retirement and Social Security

 

A. For employees in both miscellaneous and safety retirement systems covered by this resolution

 

The coverage shall be that established by the Board of Supervisors and the Board of Retirement for employees under the County Employees Retirement Law of 1937 and the Social Security Act. The County will contribute 100% of the employees’ contribution to the Retirement System except as set forth below. For employees who are employed by the County on or before July 2, 1994 and who are no longer making contributions to the retirement system under the Government Code section 31625.2 the County will make a contribution to the employees deferred compensation account in an amount equal to 50% of what the retirement contribution would otherwise have been at the time of initial calculation. Consistent with state law this additional contribution to deferred compensation will not be offered to employees who reach 30 years of service on or after March 7, 2003.

 

B. For employees in the miscellaneous retirement system

 

The County implemented the 2%@55.5 retirement enhancement (Government Code Section 31676.14) for employees in the miscellaneous retirement system who retire on or after March 13, 2005.

 

The enhancements apply to all future service and all service back to the date of employment pursuant to the Board of Supervisor’s authority under Government Code section 31678.2(a). Government Code section 31678.2(b) authorizes the collection, from employees, of all or part of the contributions by a member or employer or both, that would have been required if section 31676.14 had been in effect during the time period specified in the resolution adopting section 31676.14, and that the time period specified in the resolution will be all future and past general service back to the date of employment. Employees will share in the cost of the 31676.14 enhancements through increased retirement contributions by way of payroll deductions as follows:

 

Employees shall contribute an additional 3% of compensation earnable as defined in SamCERA regulations.

These contributions will not be reduced by the employer pick-ups described in paragraph 2A above.

 

C. For members of the Board of Supervisors

 

Members of the Board of Supervisors are part of the miscellaneous retirement system described in 2B above. Members of the Board are not required to make an employee contribution as authorized by Government Code section 31678.2(a).

 

D. For employees in the safety retirement system

 

The County implemented the 3% @ 50 retirement benefit consistent with Government Code section 31664.1 effective January 1, 2005. The benefit enhancement under Government Code section 31664.1 is applicable only to those safety employees who retire after the County’s implementation of section 31664.1.

 

The enhancement applies to all future safety service and all safety service back to the date of employment pursuant to the Board of Supervisor’s authority under to Government Code section 31678.2 (a).

 

Government Code section 31678.2(b) authorizes the collection, from employees, of all or part of the contributions by a member or employer or both, that would have been required if section 31664.1 had been in effect during the time period specified in the resolution adopting section 31664.1, and that the time period specified in the resolution will be all future and past safety service back to the date of employment. Employees will share in the cost of the enhanced retirement benefits as follows.

 

i.

For employees in the safety retirement system belonging to the Management Sheriff’s sub unit:

   

Employees shall contribute 5% of compensation earnable effective upon the implementation of the 3% @ 50 retirement benefit.

These contributions will not be reduced by the employer pick-ups described in paragraph 2A above.

 

ii.

For employees in the safety retirement system belonging to the Management Probation and Management Institutions sub units: employees share in the cost of the enhanced retirement benefits at the same rate as contributed by employees in the Probation and Detention bargaining unit. These contributions will not be reduced by the employer pick-ups described in paragraph 2A above.

3.

Health Insurance

 

Employee contributions for health insurance will be 10% of the total Kaiser or Aetna premiums or 20% of the Blue Shield premium.

 

For members of the Board of Supervisors, the County will make a contribution for health coverage equal to the full premium cost.

4.

Dental Insurance

 

The County shall contribute 90% of the premium for the County Dental Plan and the Delta Dental Plan. All employees must participate in one of these plans.

 

For members of the Board of Supervisors, the County will make a contribution for dental coverage equal to the full premium cost.

5.

Vision Care

 

The County shall contribute the full premium for vision coverage.

6.

Life Insurance

 

The County shall provide $50,000 life insurance for employees. The coverage includes $10,000 additional for accidental death of the employee and death benefits for a spouse and children (between 6 months and 21 years) in the amount of $2,000 and for children 14 days to 6 months of $200.

Employees, depending on pre-qualification, may purchase additional term life insurance to a maximum of $250,000 for employee, $125,000 for spouse, and $10,000 for dependents.

7.

Accidental Death and Disability Insurance

 

The County shall pay the premium for $100,000 coverage.

8.

Long Term Disability Insurance

 

After three years of service employees are eligible for long-term disability benefits. The benefit is two-thirds of the salary after a waiting period of 120 days, with the maximum benefit being $2,400 per month.

 

Benefits for psychiatric disabilities that result from stress, depression or other life events are restricted to 2 years. However, a disability resulting from certain chronic psychotic disorders or a disorder with demonstrable organic brain deficits can qualify for benefits payable up to the age of 65.

9.

Health, Dental, and Vision Insurance After Retirement from County Service

 

The County will pay to elective officers who retire concurrently with separation from County service one month’s premium for the employee and eligible dependents for each two months of County Service. The County will pay for one month’s premium for the employee and eligible dependents for each month of County Service. The County will pay to management employees who retire concurrently with separation from County service one month’s premium for the employee and eligible dependents for each 8 hours of unused sick leave. Employees or officers who separate from County service without retiring are not eligible for this benefit. On the death of an employee (active or retired) coverage for the spouse and dependents will continue until the sick leave credits have expired. Retirees or surviving spouses may continue the insurance, at their own expense, by premium deductions from their retirement warrants after sick leave credits have expired, in accordance with the rules of the respective carriers. When employee or spouse reaches age 65 he/she must, if eligible, enroll in Medicare which also will be reimbursed by the County if sick leave credits are available.

 

For employees who receive a disability retirement from County service the County will provide up to 192 hours of sick leave (two years of retiree health coverage). 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 92 hours of sick leave credits to his/her balance.

10.

Administrative/Management Leave Time

 

Employees who have management overtime (MOT) hours available may use such time balances as time off. Any time balance not taken as time off prior to retirement or termination will be cashed out at that time.

 

Management employees not including elected employees shall receive 5 hours of administrative leave each pay period. No more than 260 hours of such administrative leave time may be accumulated at any one time. Except as provided in the next section, time accruals may only be compensated by being allowed time off.

 

In April of each year, employees will have the opportunity to convert 50% of their then current Administrative Leave hours balance for a cash payment. Time balances remaining at separation from County employment shall be cashed out.

11.

Transportation Allowance in Lieu of Traveling Expenses

 

In lieu of reimbursement for transportation expenses for travel within San Mateo County, the City and County of San Francisco, Alameda County, Contra Costa County and Santa Clara County, members of the Board of Supervisors and the County Manager may elect to receive a maximum biweekly transportation allowance in the amount of $385. Department heads, elected officials, and certain management employees designated by the County Manager may elect to receive such a transportation allowance in a maximum biweekly amount not to exceed $343.20 dependent on usage and approval by the County Manager. The District Attorney may elect to receive such a transportation allowance in a maximum biweekly amount not to exceed $363.

12.

Severance Pay

 

If the position of an employee other than an elected official is abolished and the employee is unable to displace another employee in accordance with the rules of the Civil Service Commission, the employee is entitled to trade one half of their unused sick leave for a cash payment equal to the value of the sick leave traded. The employee is eligible for this payment only after remaining in the service of the County until the services are no longer required by the department head. If the County secures comparable employment for the displaced employee in another agency, the employee is not entitled to the severance payment. Employees accepting the payment relinquish the right to have their names placed on reemployment eligible lists.

13.

Leave for Management Employees

 

The County Manager shall have the authority to credit an employee other than an elected official with up to 40 hours of vacation and 48 hours of sick leave in addition to normal vacation and sick leave accrual, provided such credit must be made within 180 days of employment. The County Manager shall have the authority to provide to an employee advanced levels of vacation accrual as if the employee had otherwise been working for the County the required number of years for the higher accrual rate, provided such credit must be made within 180 days of employment.

14.

Salaries

 

Effective November 5, 2006 employees shall receive the salary rates indicated in Exhibit A.

 

Effective November 4, 2007 employees shall receive the salary rates indicated in Exhibit B.

 

Effective November 2, 2008 employees shall receive the salary rates indicated in Exhibit C.

15.

Special Compensation

 

Board of Supervisors

 

The Office of each member of the Board of Supervisors may be staffed with three positions in any one of the following three combinations: 1) one Chief Legislative Aide and two Legislative Aides, 2) two Chief Legislative Aides and one Legislative Aide, or 3) three Legislative Aides. Any of the positions listed above may be filled with an Executive Assistant position. The salary of any individual in any of these three positions may not exceed the top step of the classification plus 10% provided that the total salaries of the combinations cannot exceed the combined top step salary for one Chief Legislative Aide and two Legislative Aides.

 

Child Support Services Department

 

One Information Technology Manager who is given responsibility for coordinating the multiple agency consortium application development project for Child Support Services shall receive a 10% differential in addition to all other compensation.

 

County Manager’s Office

 

Employees in the classification of Management Analyst, shall receive a 5.7% differential while involved in the Outcome Based Budgeting program.

 

Supervising Communications Dispatchers and Communications Center Training Coordinators shall receive on-call and shift differential reimbursement consistent with the reimbursement provided to represented Communications Dispatch personnel.

 

One Supervising Communications Dispatcher assigned responsibility as the Law Dispatch Manager shall receive a differential of 10% in addition to all other compensation. One Supervising Communications Dispatcher assigned responsibility as the Fire Communication Manager shall receive a differential of 10% in addition to all other compensation. Only one employee at a time may be so assigned to each of the assignments.

 

Library Branch Managers assigned responsibility as the County Library Automated Circulation Systems Manager shall be paid as if working out of classification in the Library Program Manager classification. Only one employee at a time may be so assigned.

 

District Attorney’s Office

 

Career Incentive Allowance: Employees in the classification of Chief Inspector who have successfully completed a probationary period and who hold permanent status shall be eligible to receive an incentive equating to 2.5% of base pay per biweekly pay period in addition to all other compensation if they possess the basic Peace Officer Standards and Training certificate or 7.5% of base pay per biweekly pay period in addition to all other compensation if they possess the advanced Peace Officer Standards and Training certificate issued by the Commission of Peace Officer Standards and Training of the California State Department of Justice.

 

Human Resources Department

 

Management Analysts assigned lead responsibility for one of the major functional areas of Human Resources shall receive premium pay of one step in addition to all other compensation.

 

Health Department

 

Clinical Services Managers I - Nursing working in the Public Health Division and supervising Senior Public Health Nurses shall receive a differential the amount necessary to insure the base pay for Clinical Services Manager I - Nursing is one step higher than the base pay for Senior Public Health Nurse.

 

Medical Program Managers assigned lead medical program responsibility for a county wide program or service shall receive premium pay of 5% in addition to all other compensation.

 

Medical Program Managers who supervise employees in the classification of Supervising Child Psychiatrist shall receive a differential of 9.2% in addition to all other compensation. Only one employee at a time may be so assigned.

 

Chef Manager, Food Service Unit Manager, and Dietary Unit Chief: If any of the County holidays fall on a day other than Sunday and the employee is not regularly scheduled to work that day, or if an employee is required to work on a holiday, equivalent straight time shall be added to the employee's holiday accumulation provided, however, that the maximum accumulation is limited to 120 hours with any time earned in excess of 120 hours cashed out at the equivalent straight time rate. If an employee leaves County service with accrued hours, those hours will be cashed out.

San Mateo Medical Center/Health Department

 

Management Nursing Personnel. In addition to all other compensation Management Nursing employees shall receive the following payments as appropriate:

   

Shift Differentials:

   

Evening and Night Shifts - Management Nurses shall be paid the same shift differential as that set for Registered Nurses in their Memorandum of Understanding.

   

Holidays: If any of the County holidays falls on a day other than Sunday and the employee is not regularly scheduled to work that day, or if an employee is required to work on a holiday, equivalent straight time shall be added to the employee's holiday accumulation provided, however, that the maximum accumulation is limited to 120 hours with any time earned in excess of 120 hours cashed out at the equivalent straight time rate. If an employee leaves County service with accrued hours, those hours will be cashed out. Part-time Management Nurses shall be entitled to holiday pay in proportion to the percentage of full-time hours worked during the biweekly pay period which included a holiday; e.g., if a part-time employee works 50% of the full-time hours in a pay period, the nurse shall be paid for one-half (½) of each holiday within that pay period.

   

Employees in the classifications of Clinical Services Manager I and Clinical Services Manager II who are responsible for managing nursing units that are a 24 hour per day / 7 day per week operation shall receive a differential of 5% in addition to all other compensation.

 

Human Services Agency

 

Management Analysts assigned as lead worker over other Management Analysts shall receive premium pay of one step in addition to all other compensation. Only one employee at a time may be so assigned.

 

Information Services Department

 

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. Only one employee at a time may be so assigned.

 

Probation Department

 

Institution Services Managers. In addition to all other compensation Institutional Services Managers shall receive the following payments as appropriate:

   

On-call Duty: Institution Services Managers shall be paid Three Dollars ($3.00) per hour for each hour they are required to be in an on-call status. Personnel in this status will not receive on-call pay for periods when they are actually at work.

   

Shift-Differential: Shift differential pay is pay at a rate which is one step above the employee's base pay in the salary range for his/her classification. If the base pay is at the top step, shift differential pay shall be computed at one step above such base pay. Employees shall be paid shift differential for all hours so worked between the hours of 6:00 p.m. and 6:00 a.m.

   

Holidays: If any of the County holidays fall on a day other than Sunday and the employee is not regularly scheduled to work that day, or if an employee is required to work on a holiday, equivalent straight time shall be added to the employee's holiday accumulation provided, however, that the maximum accumulation is limited to 120 hours with any time earned in excess of 120 hours cashed out at the equivalent straight time rate. If an employee leaves County service with accrued hours, those hours will be cashed out. Part-time employees shall be entitled to holiday pay in proportion to the percentage of full-time hours worked during the biweekly pay period which included a holiday; e.g., if a part-time employee works 50% of the full-time hours in a pay period, he/she shall be paid for one-half (½) of each holiday within that pay period.

 

Public Works Department

 

Management employees licensed by the State of California as Registered Civil Engineers shall be reimbursed by the County for the fees associated with such professional registration.

 

San Mateo Medical Center

 

The employee in the classification of Clinical Services Manager - Pharmacy shall receive a 5% differential in addition to all other compensation.

 

The employee in the classification of Chief Operations Officer shall receive premium pay of 5% in addition to all other compensation if he/she possesses a physician’s license and is assigned lead medical responsibility.

 

Sheriff's Department

 

Management Law Enforcement employees shall receive the following payments if appropriate:

   

Career Incentive Allowance: Undersheriff, Assistant Sheriff, Captains and Lieutenants who have successfully completed a probationary period and who hold permanent status shall be eligible to receive an incentive equating to 2.5% of base pay per biweekly pay period in addition to all other compensation if they possess the basic Peace Officer Standards and Training certificate or 7.5% of base pay per biweekly pay period in addition to all other compensation if they possess the advanced Peace Officer Standards and Training certificate issued by the Commission of Peace Officer Standards and Training of the California State Department of Justice.

   

Shift-Differential: Shift differential pay is pay at a rate that is one step above the employee's base pay in the salary range for his/her classification. If the base pay is at the top step, shift differential pay shall be computed at one step above such base pay. Employees shall be paid shift differential for all hours so worked between the hours of 6:00 p.m. and 6:00 a.m.

   

Holidays: If any of the County holidays fall on a day other than Sunday and the employee is not regularly scheduled to work that day, or if an employee is required to work on a holiday, equivalent straight time shall be added to the employee's holiday accumulation provided, however, that the maximum accumulation is limited to 120 hours with any time earned in excess of 120 hours cashed out at the equivalent straight time rate. If an employee leaves County service with accrued hours, those hours will be cashed out.

   

Uniform Allowance: Management Law Enforcement personnel who provide their own uniforms and equipment shall receive reimbursement consistent with the reimbursement provided to represented law enforcement employees.

 

Sheriff's Lieutenants assigned to either Administration at the Maguire Jail, Headquarters Patrol, Services Bureau or Court Security/Transportation shall receive premium pay at the rate of five percent (5%) of his/her salary in addition to all other compensation. Only one Lieutenant may be assigned to any one of the four areas at one time. This differential will be eliminated when the current incumbents leave the indicated assignments.

 

The Sheriff's Information Technology Manager shall receive a differential of 5.7% of his/her salary in addition to all other compensation. Only one employee at a time may be so assigned.

 

Tax Collector-Treasurer’s Office

 

One Information Technology Manager who are given responsibility for coordinating multiple projects impacting fiscal and related department shall receive a 5.7% differential in addition to all other compensation.

 

Miscellaneous

 

On-call for Management Personnel: Management personnel shall be paid $2.00 per hour for each hour they are required by the Department Head to be in an on-call status. On call pay shall be authorized based on the following criteria:

 

Federal and/or state regulations require a management employee to be on-call, or

The department mission necessitates a manager to be on-call as determined by the Department Head

 

and

 

the manager is required to be available to be reached by phone or pager, and

the manager must respond to phone/pager contact within 3 minutes when called

 

and

the manager cannot receive on-call when

using vacation, sick leave or other paid or unpaid leave

working

on meal break

 

Such designation is subject to the approval of the County Manager.

 

Management employees who practice law: In January of each year, the County shall pay actual cost of membership in the California State Bar Association on behalf of each employee on the payroll on January 15.

In July of each year, the County shall pay the actual cost of membership in the San Mateo County Bar Association on behalf of each employee of the County Counsel's Office on the Payroll on July 15.

SECTION 2. This resolution is effective on November 5, 2006 unless otherwise specified.