Safety Retirement
In 1919, the Legislature enacted the County Employee's Retirement Law, which was replaced by the County Employee's Retirement Law of 1937, better know as the 1937 Act. Only 20 of 58 counties established retirement systems under the 1937 Act.
In 1944, under the 1937 Act, the San Mateo County Board of Supervisors established the San Mateo County Employee's Retirement Agency (SamCERA) annuity for full-time employees. In 1958 the County implemented Safety Member provisions and in 1967 the County implemented the Defined Benefit Formula, which is known as Plan 1.
Under Plan 1, Safety Member's minimum retirement age was reduced from 55 to 50, with a minimum of 10 years of employment, or if you had 20 years of service, you could retire at any age. The benefit was 2% of salary, per year, up to age 50, calculated on the highest year of compensation. Between age 50 and 55, the percentage increased considerably, then went back to 2% per year after age 55. In 1968, the County gave Plan 1 retirees an annual cost-of-living benefit (COLA) which paid up to 3% based on the San Francisco Area Consumer Price Index (CPI). Members contributions were increased to fund the additional benefits. In 1972, the County approved the highest year of compensation to calculate retirement benefits. In 1975, the County increased the COLA to a maximum of 5%. If the CPI was more than 5%, the excess went into your COLA Bank for future years when the CPI was less than 5%. Since Safety Members did not pay into Social Security, they had to pay a higher rate into retirement. Retirement medical was $70.00 per month paid into one of several medical plans offered by the County.
In 1980, Plan 2 was established, which is the same as Plan 1, but no COLA. All Plan 1 members were grandfathered and anyone hired after July 6, 1980, were put in Plan 2. In 1993, the County granted up to a 3% COLA, but there was no COLA Bank.
In 1983 Plan 3 was established, but was a non-contributory plan for General Members only and not Safety Members.
In 1996, after some lengthy negotiations, the County and the Unions agree to Plan 4. It has a 2% COLA and a three year average of final compensation to calculate the monthly retirement benefit.
In 1997, the California Supreme Court issued the Ventura decision which expanded the definition of final compensation. SamCERA added numerous special and premium pay to the final average compensation, including night shift differential, detective, bi-lingual, bomb unit, K-9, FTO, 84 hour schedule, holiday pay and a few others.
In 2003, the County agreed to change the retirement structure to a simple formula, 3% at 55 years of age. A few months later, 3% at 50 was put in place. Once you are 50 years of age, have at least 10 years of service, you would receive 3% of your salary for every year of service. For this new formula, all Safety Members had to pay an additional 3% to 5% depending on your age when entering the retirement system.
In 2005, the County started paying for retirement medical, which amounts to $675.00 per month for deputies and sergeants. Deputies had to contribute an additional 1.6% to pay for this benefit. Sergeants had to contribute .5%. The benefit is based on the amount of sick leave you have when you retire. For every 8 hours of sick leave, you receive $675.00 towards your monthly medical insurance. Several years later, the County allowed you to use 14 hours of sick leave, which paid more of your monthly medical insurance. If you retire as a lieutenant, captain or part of the command staff, the County will pay for one month of medical, dental and vision insurance for every 8 hours of sick leave. The average deputy and sergeant retiring after 25 or 30 years of service, would have between 1200 and 2000 hours. Most lieutenants and captains retired with more than 2000 hours. Good reason not to abuse sick leave.
In 2011, Plan 5 was created for new hires. This plan was the same as Plan 4, except the retirement formula is 3% at 55. The sick leave conversion was reduced to $400.00 for every 8 hours of sick leave, with no co-pay.