BOARD OF SUPERVISORS, COUNTY OF SAN MATEO, SITTING AS THE BOARD OF COMMISSIONERS OF THE HOUSING AUTHORITY OF THE COUNTY OF SAN MATEO, STATE OF CALIFORNIA
* * * * * *
RESOLUTION ESTABLISHING SALARIES AND BENEFITS FOR UNREPRESENTED MANAGEMENT AND CONFIDENTIAL EMPLOYEES OF THE HOUSING AUTHORITY OF THE COUNTY OF SAN MATEO FOR THE PERIOD OF OCTOBER 1, 2010 THROUGH SEPTEMBER 30, 2013
RESOLVED, by the Board of Supervisors of the County of San Mateo, sitting as the Board of Commissioners of the Housing Authority 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 and Confidential employees not covered by a Memorandum of Understanding;
BE IT RESOLVED that the following benefits are available to unrepresented Management and Confidential personnel not covered by a Memorandum of Understanding.
Section 1: Salaries and Benefits
• A mandatory participation 401 (a) plan which receives contributions from both the employer and employees. For Management and Confidential employees in the 401 (a) plan, the employer contributes 14% of salary per pay period. This amount represents the total payment due to the plan on behalf of the employees.
• A 457 plan in which employees participate on a voluntary basis. Employee contributions are governed by the 457 Plan description.
3. Health, Dental and Vision Insurance
4. Life Insurance
The Housing Authority shall provide $50,000 life insurance for employees. The coverage includes $50,000 additional for accidental death or dismemberment of the employee.
5. 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 $3,000 per month.
6. Health, Dental and Vision Insurance After Retirement from Housing Authority Service.
7. Administrative Leave Time.
8. Leave for Management Employees.
10. Special Compensation.
• 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 Executive Director.
• 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
• The manager cannot receive on-call compensation when
• Using vacation, sick leave or other paid or unpaid leave
• On meal break
Such designation is subject to the approval of the Housing Authority Executive Director.
B. Bilingual Pay: A salary differential of Fifty Dollars ($50.00) biweekly shall be paid incumbents of positions requiring bilingual proficiency as designated by the Executive Director. Said differential shall be prorated for employees working less than full-time or who are in an unpaid leave of absence status for a portion of any given month. Designation of positions for which bilingual proficiency is required is the sole prerogative of the Housing Authority and the decision of the Executive Director is final.
1. A particular second language is critical to the day to day operations of the Housing Authority, and
2. The need of the position to use a second language on the job is at least 20% of the time.
3. The bilingual duties cannot effectively be assigned to a non-management employee.
If an employee has been receiving bilingual pay for thirty (30) or more calendar days immediately preceding a paid holiday, or the commencement of a vacation or the commencement of a paid sick leave period, or compensatory time off, as the case may be, the bilingual pay shall be included in such employee’s holiday pay, vacation pay, paid sick leave or paid compensatory time on a pro-rated basis.
SECTION 2. This resolution is effective on October 1, 2010.
* * * * * *