Sunset over Shell Beach. Photo by Karen Schlecht.

October 2019 Bargaining Update

Author: Human Resources
Date: 10/25/2019 2:23:18 PM

New Agreements Reached with Two More Employee Associations

Since the start of calendar year 2019 the County has at some point been in negotiations with all nine represented employee associations in the County. With the two new agreements specified below the County and six of the employee associations have now successfully reached new agreements, several of which are for three-year contract terms.

NEW THREE-YEAR MOU FOR DEPUTY COUNTY COUNSEL ATTORNEYS

On October 22, 2019 the Board of Supervisors approved a new Memorandum of Understanding (MOU) between the County and the Deputy County Counsel Association (DCCA). DCCA is comprised of the classifications of Deputy County Counsel I, Deputy County Counsel II, Deputy County Counsel III, and Deputy County Counsel IV. DCCA and the County (the parties) have been negotiating over a new MOU since the end of May 2019 and after productive discussions have successfully reached agreement on September 24, 2019. 

The key provisions of the new MOU are summarized below.

The parties agreed to a three-year term, from July 1, 2019 through June 30, 2022.

Effective the pay period including July 1, 2019 employees will receive an equity increase of 0.76% to address market position (for more information on equity please see our August 2019 Bargaining Update) plus a 2.3% wage increase; the pay period including July 1, 2020 wages will be increased by 2.3%; and the pay period including July 1, 2020 wages will be increased by 2.3%.

Employees with two or more dependents enrolled in County medical coverage will receive a cafeteria increase of $104 per month for a new contribution of $1,250 per month. Then in January 2020 the cafeteria contribution for these employees will increase by an additional $30 per month, an additional $30 per month in January 2021, and then an additional $30 per month in January 2022.

Employees and the County will continue to split pension increases 50/50, but for the term of the MOU only, the employee pension rate shall not increase more than 3%.

Other compensation and benefits changes that were negotiated include:

  • One additional personal day per year.
  • The County will provide a match of $0.50 for every $1.00 contributed by DCCA represented employees to the Deferred Compensation program, up to an annual maximum County contribution of $500 per employee.
  • The County will make a $500 contribution to a flexible spending account for all DCCA represented employees in January 2020, an additional $500 contribution to an FSA in January 2021, and an additional $500 contribution to an FSA in January 2022.
  • Starting in January 2021 the County will provide a dollar for dollar match to a Health Savings Account for employees who elect a High Deductible Health Plan, with a maximum County contribution of $750 per year.
  • Employees will participate in State Disability Insurance to provide partial wage replacement benefits for employees who are unable to work because of a non-work-related sickness, injury, or pregnancy.
  • Employees will no longer receive the $851.78 per year education allowance.
  • Experienced attorneys who are hired as Deputy County Counsel Attorneys may receive additional sick leave accrual, an accelerated vacation accrual, and placement up to the top step in the salary range based on their prior experience.

TENTATIVE AGREEMENT FOR NEW THREE-YEAR MOU FOR SHERIFF’S MANAGERS ASSOCIATION

Since April 2019, the County and the Sheriff’s Managers’ Association (SLOCSMA) have been negotiating over a new MOU. SLOCSMA is comprised of employees in the classifications of Sheriff’s Chief Deputy, Sheriff’s Commander, Sheriff’s Correctional Captain, and Sheriff’s Correctional Lieutenant. After several productive meetings, the County and SLOCSMA (the parties) reached up a tentative agreement in August 2019. After finalizing the MOU language and ratification process by the represented employees it is expected that the new MOU will be brought before the Board of Supervisors for approval on November 5, 2019.

Pending approval by the Board, the key provisions of the new MOU are detailed below. 

The parties agreed to a three-year term, from July 1, 2019 through June 30, 2022.

Effective the pay period following Board of Supervisors’ approval, the classification of Sheriff’s Correctional Captain will receive a salary equity adjustment of 5.79% to adjust for market position as well as alignment issues with other classifications in the Sheriff’s Office (the pay difference between one classification and another). Effective the first paycheck of January 2020, a new 6th salary step will be added to the current salary range (this is done in conjunction with the elimination of the cash in-lieu of medical coverage, more on that below). Effective the pay period including July 1, 2020 wages for all employees will increase by 2.5%.  Effective the pay period including January 1, 2021 wages for all employees will increase by 2.0%. And effective the pay period including July 1, 2020 wages for all employees will increase by 2.5%.

Employees who opt out of County medical will no longer be eligible to receive cash in-lieu of medical coverage. Currently only SLOCSMA employees hired prior to January 1, 2016 are eligible for this benefit, which is $1,178 per month. Effective the first paycheck of January 2020 this payment will be eliminated for all SLOCSMA represented employees who opt out of County medical.

SLOCSMA represented employees have significantly higher retirement contributions than other County employees or comparable agencies, and these high retirement contributions significantly impact the take-home pay of these employees. Employees and the County will continue to share in pension increases 50/50, but as an adjustment to address the high pension contribution for the term of the MOU only, employees will receive a 4% pension decrease and will not receive a pension increase for 2020. For 2021 and 2022 the employee pension rate shall not increase more than 1%. 

Other compensation and benefits changes that were negotiated include:

  • A $200 per month increase to the career incentive for possession of a management Peace Officers Standards and Training certificate.
  • A $30 per month increase to the uniform allowance.

The County remains in negotiations with SLOCEA and the Deputy Sheriff’s Association (DSA), and these parties continue to diligently work towards new agreements. Please stay tuned to future updates on the status of these negotiations.