Bereavement leave-unpaid is unpaid leave that an employee may take upon the death of a family member.
A salary differential allowance shall be paid to employees in positions requiring bilingual proficiency as designated by their respective Department Heads or their designee. Said differential shall be prorated for employees working less than full-time or who are in unpaid leave of absence for a portion of any given pay period.
Overview Cloud computing is defined as on-demand delivery of information technology (IT) resources through the Internet. Such services use a pool of shared resources to achieve economies of scale, provide greater flexibility, and support communication, collaboration, scheduling, sharing, and storage. In most cases, these services are provided on a contractual basis by a third-party vendor and essentially becomes an extension of the County’s network. Security concerns in cloud computing include, but are not limited to:
This policy has expired Effective 4/1/2020-4/18/2020
This policy has expired Effective 4/1/2020-12/31/2020
This policy expired 12/31/2021. It has been replaced with the COVID-19 Emergency Sick Leave Policy effective January 1, 2022 - July 9, 2022. COVID-19 Emergency Sick Leave: What is it? Paid sick leave for certain reasons associated with the COVID-19 Public Health Emergency.
Acknowledgment of receiving, and reading specific County policies.
Revised February 2022
This policy has expired Effective 4/19/2020-5/30/2020 This emergency policy addresses employee use of leave and the continuation of work during the current public health emergency. This is a non-precedent setting emergency policy put in place to address the public health emergency caused by COVID-19.
This policy has expired Effective 4/1/2020-5/30/2020 This emergency policy addresses employee use of leave and the continuation of work during the current public health emergency. This is a non-precedent setting emergency policy put in place to address the public health emergency caused by COVID-19.
DRIVING POLICY EXECUTIVE SUMMARY (Revised February, 10, 2010) 1. Driving Policy Statement It is the policy of San Mateo County to promote the safety of our drivers and to protect County resources, employees and the public from vehicular harm or incident. To help achieve this, the County has a Safe Driver Program that outlines measures to authorize, educate, and monitor County drivers.
This policy reflects San Mateo County's position on alcohol and drug problems. It is intended to negate informal practices that may exist in connection with alcohol and drug problems, especially those that lead to the cover-up and protection of the abuser. It puts a responsibility on all levels of management to be alert to unsatisfactory or still acceptable but deteriorating job performance, and to follow the Program whenever this occurs.
This policy establishes when an electronic or facsimile signature may replace a hand-written (wet) signature, with the goal of encouraging the use of paperless, electronic documents whenever appropriate. This policy applies to all signatures used in processing independent contracts and requests for proposals as well as internal communications, routing slips, external correspondence, and other official activities. However, this policy does not require any department to use electronic signatures.
Through adoption and dissemination of this policy to employees, the Board of Supervisors commits the County and all employees to an inclusive, results-oriented, equal employment opportunity environment aimed at a diverse workforce free of illegal discrimination and harassment.
ADMINISTRATIVE MEMORANDUM COUNTY OF SAN MATEO SUBJECT: Email PolicyRESPONSIBLE DEPARTMENT APPROVED: Information Services Department (ISO)NUMBER: F-2 DATE: June 25, 2019 This memorandum replaces an earlier version of Memorandum F-2, which was last updated on November 7, 2018. In order to ensure countywide compliance and uniformity, all other individual departmental policies regarding the appropriate use of email shall be superseded by this memo.
I. Purpose It is the purpose of this policy to establish guidelines for promoting a supportive work environment for County employees who choose to express breast milk for their infant child.
The purpose of this resolution is to promote full communication between the County and its employees by providing a reasonable method of resolving disputes regarding wages, hours, and other terms and conditions of employment between the County and its employees and their employee organizations.
The goal of this policy is to encourage and increase the use of environmentally preferable products and services in San Mateo County. By including environmental considerations in procurement decisions, San Mateo County can promote practices that improve public and worker health, conserve natural resources, and reward environmentally conscious manufacturers, while remaining fiscally responsible. The policy objectives are to:
As an employer, San Mateo County has the responsibility to minimize hazards in the workplace. This policy sets forth accepted guidelines for personal computer and video display terminal (VDT) use. It updates information and guidance for the proper selection and use of equipment based on changing technology as well as increased knowledge and experience to assist in assuring employee health and safety.
Code of Ethical Conduct In furtherance of the County's Mission Statement, this Code of Ethical Conduct is designed to provide guidance and standards for County employees so they may serve the public to the best of their abilities while holding themselves accountable to the highest standards of government. As an employee of the County of San Mateo, you are required to know, understand and abide by this Code of Ethical Conduct and the principles and policies contained herein.
This policy has expired Effective 4/1/2020-4/18/2020 All employees in AFSCME, SEIU, CNA, UAPD classifications (Permanent, Limited Term and Extra-Help) will receive up to 80 hours of Emergency COVID-19 paid Sick Leave to be used for one of the six reasons defined in the FFCRA policy to address the Public Health Emergency from April 1, 2020 to December 31, 2020. Part time employees will receive a pro-rated amount based on average hours worked
If you are unable to work due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19 the FFCRA Emergency Expanded FMLA (COVID-19) provides up to an additional 10 weeks of paid expanded family and medical leave at two-thirds the employee’s regular rate of pay for an employee has been employed for at least 30 calendar days.
Policy revised on: March 24, 2003If you have questions or concerns about this policy, please contact the ISD Help Desk at 650-363-4108
San Mateo County – Internet PolicyRevision Date: October 28, 2019Download Signed/Official version
The Labor Commissioner’s Office EMPLOYERS MUST PROVIDE THIS INFORMATION TO NEW WORKERS WHEN HIRED AND TO OTHER WORKERS WHO ASK FOR IT
The Catastrophic Leave Policy is designed to assist employees who have exhausted paid time credits due to a serious or catastrophic illness, injury or condition of the employee or his/her extended family. This policy allows other employees to make grants of time to that employee so that s/he can remain in a paid status for a longer period of time, thus partially ameliorating the financial impact of the illness, injury or condition. The maximum amount of time that can be donated is 1 year.
I, _________________________, do solemnly swear (or affirm) that I will support and defend the Constitution of the United States and the Constitution of the State of California against all enemies, foreign and domestic; that I will bear true faith and allegiance to the Constitution of the United States and the Constitution of California; that I take this obligation freely, without any mental reservation or purpose of evasion; and that I will well and faithfully discharge the duties upon which I am about to enter.
Congratulations on the new child in your home or the new child you are expecting! We have developed the following information to provide you with some guidance during your Maternity/Parental Leave. There are three (3) pathways that will help guide you through your Maternity/Parental Leave process:
Date Established, January 01, 2005 Only for Sheriff's Safety / Probation Safety Retirement members and extra help employees COUNTY OF SAN MATEO STATEMENT CONCERNING YOUR EMPLOYMENT IN A JOB NOT COVERED BY SOCIAL SECURITY Your earnings from this job are not covered under Social Security. When you retire, or if you become disabled, you may receive a pension based on earnings from this job. If you do, and you are also
Policy & Procedures for Participating in Online Training Programs (Approved by Executive Council, January 26, 2009) Policy Statement: San Mateo County encourages and supports employees to participate in online training programs in order to promote employee development, partnership, and organizational enrichment.
This policy has expired The Families First Coronavirus Response Act (FFCRA or Act) requires certain employers to provide their employees with paid sick leave and expanded family and medical leave for specified reasons related to COVID-19. These provisions will apply from April 1, 2020 through December 31, 2020.
Memo revised on November 18, 2021If you have questions or concerns about this policy, please contact your department's County Counsel representative. The following are examples of inappropriate and appropriate activities. This is not an exhaustive list. DON'T County officials and employees may not:
If you have questions or concerns about this policy, please contact the ISD Help Desk at 650-363-4108. I. Introduction Overview Policy created on April 28, 2003 This policy outlines the proper use of portable computers and portable computing devices available to or used by County of San Mateo employees in support of their assigned duties.
ADMINISTRATIVE MEMORANDUM COUNTY OF SAN MATEO NUMBER: B-25
ADMINISTRATIVE MEMORANDUM COUNTY OF SAN MATEO NUMBER: B-27 SUBJECT: Protected Health Information Sanction Policy RESPONSIBLE DEPARTMENT: County Manager / Clerk of the Board APPROVED: John L. Maltbie, County Manager DATE: June 26, 2014
Overview Section 2.75.020 of the San Mateo County Ordinance Code require that each Department Head formulate rules relating to incompatible activities and outside employment. The purpose of the rules is to prohibit County employees from engaging in any employment, activity, or enterprise which is inconsistent, incompatible, in conflict with, or inimical to the duties imposed on such employees by virtue of their employment with the County of San Mateo. These rules are promulgated in addition to the Conflict of Interest Code that applies to designated employee
Purpose The Smoking Pollution Control ordinance prohibits smoking in all County offices. Smoking by a County employee in a County building at any time may result in disciplinary action. Accommodation for Smokers Appropriate outdoor accommodations, including benches, receptacles and overhead shelters, are provided. For some buildings and work areas next to buildings with no overhangs, smoking shelters have been installed.
Please download & read the policy in its entirety below. We have highlighted some sections that are applicable to all employees using social media:
This transgender policy reaffirms the County’s commitment to providing a welcoming, safe, and inclusive environment for all employees. This policy supports the County’s Equal Employment Opportunity (EEO) Policy which prohibits discrimination on the basis of certain protected characteristics such as sex, sexual orientation, gender identity, or gender expression.
Policy Update: 10/22/2018 Overview Vendors/Contractors play an important role in the support of hardware and software management for San Mateo County. They may be required to access, configure, maintain, and provide emergency support for systems. As a result, the vendor/contractor can be exposed to sensitive data or the need to connect to the County’s network may expose the County to unwanted virus or security threats.
Policy approved by the Board of Supervisors on January 9, 2001 If you have questions or concerns about this policy, please contact Employee & Labor Relations See also: Report of Incident or Unsafe Condition Form I. Policy A. Purpose The purpose of this policy is to:
Overview Computer viruses are designed to exploit flaws or errors in software. These flaws or errors, known as vulnerabilities, can allow attackers the ability to gain access to and control a target computer which, in turn, becomes an entry point into the network. Desktops, laptops, servers, applications, and network devices can serve as access points to sensitive and confidential County data.
In 2004, the Board enacted Chapter 2.206 of the Ordinance Code (which was subsequently amended and renumbered as Sections 2.14.060 through 2.14.100) to establish a process by which improper governmental activity could be reported anonymously and adequately addressed by the County. Since that time, State law enhanced whistleblower protections and authorized local government auditors to establish whistleblower hotlines.
On July 27, 2004, the Board of Supervisors adopted the County’s “Whistleblower Ordinance” establishing procedures for the reporting of improper governmental activity. The County Manager’s Administrative Memo C-6 provides further guidance on the County’s reporting process.