|
|
|
|
|
|
COUNTY OF SAN MATEO
Inter-Departmental Correspondence
Human Resources Department
|
|
|
|
DATE:
|
October 25, 2010
|
BOARD MEETING DATE:
|
November 9, 2010
|
SPECIAL NOTICE/HEARING:
|
None
|
VOTE REQUIRED:
|
Majority
|
|
|
TO:
|
Honorable Board of Supervisors
|
FROM:
|
Donna Vaillancourt, Human Resources Director
|
SUBJECT:
|
Resolutions Establishing Salaries and Benefits for Unrepresented Management, Attorney and Confidential Employees
|
|
|
RECOMMENDATION:
|
Adopt three Resolutions establishing salaries and benefits for unrepresented management, attorney, and confidential employees for the term November 1, 2010 to October 27, 2012.
|
|
|
BACKGROUND:
|
The County concluded negotiations with AFSCME in September 2010 concerning terms and conditions of employment. The Memoranda of Understanding for this union will be presented to the Board of Supervisors on November 9, 2010 covering a twenty-six month term from August 8, 2010 through October 13, 2012. With the conclusion of bargaining with AFSCME, the County adopts resolutions that establish salary and benefits for unrepresented employees.
|
|
|
DISCUSSION:
|
The recommended Resolutions for management, attorneys, and confidential employees cover a twenty-four-month period. The following summarizes the major elements in the resolutions.
|
|
|
Term
|
November 1, 2010 through October 27, 2012
|
|
|
Wage Increase
|
No wage increases during the term of the agreement.
|
|
|
Health Benefits
|
Effective April 1, 2011, the health premium sharing ratio will change from 90% County paid to 85% County paid for the HMO plans and from 80% to 75% for the Point of Service (POS) plan.
|
|
|
Effective April 1, 2011, all three medical plans will have increases in co-pays.
|
|
|
Effective January 1, 2011 and January 1, 2012, each employee will receive a $200 credit to their flexible spending account.
|
|
|
Retirement
|
New employees hired on or after July 1, 2011 will be offered two retirement tiers; 1.725% @ 58, or a non-contributory plan. The current plan of 2% @ 55.5 will be closed, however, will remain available for an employee to purchase after the completion of ten years of service if the employee elects to pay all costs retroactive to their date of hire.
|
|
|
Upon implementation with all bargaining units in the retirement plan, new employees hired after January 1, 2011 will pay up to fifty percent of the retirement cost of living adjustment.
|
|
|
Retiree Health
|
Employees hired on or after January 1, 2011 will receive $400 per eight hours of accrued sick leave to utilize for retiree healthcare premiums.
|
|
|
In addition, the County will provide up to two days of paid bereavement leave upon the death of an employee’s parent, spouse, domestic partner, child or step-child;
|
|
|
County Counsel has reviewed and approved the Resolutions as to form. Approval of these resolutions contributes to Shared Vision 2025 of a Prosperous Community by ensuring cost-effective compensation structures for County employees.
|
|
|
FISCAL IMPACT:
|
During the two years that these Resolutions will be in effect, the County will realize structural savings of approximately $1,628,000. By year ten, the county will have realized savings in retirement costs in excess of $6 million dollars.
|