The County of Marin is committed to providing accurate and timely information regarding current labor negotiations with its labor organizations. The County continues to bargain in good faith, and seeks to resolve differences professionally, fairly and efficiently.

Select a bargaining unit to see the current status of negotiations for that unit.

Looking the 2019 negotiations updates? Visit the 2019 Labor Negotiation Archive page.

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  • International Alliance of Theatrical Stage Employees (IATSE), Local 16

    July 13, 2018 UPDATE - TENTATIVE AGREEMENT

    The County of Marin and IATSE representatives reached an overall tentative agreement on July 13, 2018.

    The parties have agreed to terms for a three-year successor agreement.  For further details about the agreement, please see below.

    1. Wages – Increase base wages for regular-hire employees represented by IATSE as follows:
      • July 2018 – 2.5%
      • July 2019 – 3%
      • July 2020 – 2.5%

      Increase base wages for contingent hire employees represented by IATSE as follows:

      • July 2018 – 2.5%
      • July 2019 – 2.5%
      • July 2020 – 2.5%
    2. Term of the Agreement – 3 Years (July 29, 2018 – July 14, 2021)
    3. Health – Agreement that the County will enter negotiations with Teamsters Health and Welfare Trust regarding its Anthem PPO plan.
    4. Fringe Benefits – The County will adjust its health insurance contribution for regular hire employees by 3-5% for the employee + 1 and employee + family levels when the premium increase to the County’s Kaiser S plan (or the County’s lowest cost HMO at the time) is at least 3%.
      • Increase the salary threshold for fringe differentiation from $70,000 to $74,000 for plan year beginning January 2019.
      • The County will adjust its health insurance contribution for regular hire employees by 0-5% for the employee + 1 and employee + family levels based on the premium increase to the County’s Kaiser S plan (or the County’s lowest cost HMO at the time).
      • The County will adjust its health insurance contribution for contingent hire employees by one half of one percent (.5%) effective the first full pay period in July 2019.
    5. Cash Back – No cash back for employees hired on or after July 29, 2018 and for employees who do not receive cash back as of July 29, 2018.
    6. Hold Harmless Payments – Effective the last full pay period before the expiration of the 2018-2021 agreement, the County will eliminate Hold Harmless monies for all represented employees.
    7. Rental Assistance – The parties agree to meet no later than September 30, 2018 to develop a countywide pilot rental assistance program using the $250,000 that the County has allocated for this program.
    8. RideGreen Program – The County intends to increase commuter incentives for all benefits eligible County employees (RideGreen is a countywide program) as follows:
      • Bike Incentive: $40 per month
      • Carpool Incentive: $40 per month
      • Transit Incentive: County will match employee contributions up to $40 per month
      • Electric Vehicle Charging: Reduce daily fee for charging electric vehicles for employees from $4.00 to $2.00.
    9. One Time Payments – Effective July 29, 2018, or in the first full pay period following adoption of the agreement, whichever is later, regular hire full-time employees shall receive a one-time, non-pensionable payment of $500.This amount will be prorated for regular hire part-time employees based on the part-time employee’s FTE.

      Contingent hire employees who do not have a regular hire appointment will receive the following one-time payment based on hours worked in the July 1, 2017-June 30, 2018 fiscal year:

      • 1,000 hours or more but less than 1,800 hours:$250
    10. Head of Department and Minimum Call for Contingent Employees
      • The first technician in each department shall be designated as Head of Department.
      • Confirmed the practice of a five (5) hour minimum call for the Showcase Theater Head of Department.
      • New language that ensures that the Department retains the flexibility to assign staff to perform cross-functions without being subject to the minimum call requirements.
    11. Overtime for Contingent Employees - New language that provides that staff will not be replaced when working on a show that has cue-to-cue activities simply to avoid overtime while preserving the County’s right to determine appropriate staffing levels.

    PREVIOUS LABOR NEGOTIATION UPDATES:

  • Marin Association of Public Employees (MAPE) – General Unit and Health & Human Services Unit

    June 30, 2018 - TENTATIVE AGREEMENT

    We are pleased to announce that on June 29, 2018, the sixth and final day of mediation, the County and MAPE reached a tentative agreement for terms of a 3-year collective bargaining agreement.

    Upon reaching this overall tentative agreement, MAPE committed to the County to call off the strike set for July 1-3.  MAPE also committed to recommend ratification of this tentative agreement to its members.

    In total, the parties’ tentative agreement has a total value of over 9% over the three-year term:

    1. Term of the Agreement – 3 Years (July 1, 2018 – June 30, 2021)
    2. Wages – Base wages for employees represented by MAPE will be increased as follows:
      • July 2018 – 2.5%
      • July 2019 – 3%
      • July 2020 – 2.5%
    3. One Time Payments:
      • A one-time non-pensionable payment of $1000 for employees whose annual salary is less than $90,000 (including cashback and hold harmless) and $500 for employees whose annual salary is $90,000 or more (including cashback and hold harmless).
      • A one-time payment of $1500 in July 2018 to employees in the Sheriff’s Services Assistant classification who are currently “Y-rated.”
    4. Equity Adjustments
      • Cadastral Mapper I – 8.78%
      • Cadastral Mapper II – 13.34%
    5. Jail Assignment Differential – An additional 10% hourly differential to the Building Maintenance Worker Trainee, Building Maintenance Worker I, Building Maintenance Worker II, Building Maintenance Worker III, Maintenance Electrician, Senior Maintenance Electrician, Stationary Engineer, Clinical Psychologist I and Clinical Psychologist II when assigned to work in the County Jail.
    6. Cash Back – There will be no cash back for employees hired on or after July 1, 2018 and for employees who do not receive cash back as of July 1, 2018.
    7. Emergency Response Pay for Child Protective Services/Adult Protect Services – Increase the current flat dollar emergency response pay by 5% effective July 2020.
    8. Hold Harmless Payments– Effective the last full pay period before the expiration of the 2018-2021 agreement, the County will eliminate Hold Harmless monies for all represented employees.
    9. Health – Agreement that the County will enter negotiations with Teamsters Health and Welfare Trust regarding its Anthem PPO plan.
    10. Fringe Benefits
      • Increase the salary threshold for fringe differentiation from $70,000 to $74,000 for plan year beginning January 2019.
      • The County will adjust its health insurance contribution by 0-5% for the employee + 1 and employee + family levels based on the premium increase to the County’s Kaiser S plan (or the County’s lowest cost HMO at the time).
      • The County will freeze the employee-only biweekly fringe adjustment.
    11. Overtime – Overtime shall be defined as time worked in excess of 40 hours per work week (or 37.5 hours for 75-hour employees).  For the purposes of calculating overtime eligibility, legal holidays shall be considered time worked. In addition, employees who work alternative work schedules and use paid time off to supplement legal holidays shall have such paid time off hours considered as time worked.

      Notwithstanding the above, for the following classifications only, overtime shall be defined as time in paid status:

      • Sheriff Service Assistant
      • Road Maintenance Worker I/II
      • Senior Road Maintenance Worker
      • Sign Fabricator
      • Traffic Safety Maintenance Worker
      • Communications Dispatcher
      • Communications Dispatcher Trainee
      • Supervising Communications Dispatcher
      • Crisis Specialist
      • Crisis Specialist I/II/III
      • Licensed Crisis Specialist
    12. Footwear – Part-time employees and contingent hire employees (“extra hires”) in specified classifications will also receive the footwear allowance.
    13. Labor Management Committees (“LMC”) – The parties have agreed to establish the following labor management committees:
      • Discuss caseloads at the Health & Human Services Department
      • Discuss retirement contribution options for Contingent Hire employees and Part Time employees under 0.75 FTE.The intent of this LMC is not to recommend funding or contributing to such retirement plans during the term of this agreement.
    14. Flex Time/Alternative Work Schedules – Include language in the HHS contract that allows employees to participate in flex time/alternative work schedules subject to the department’s approval.
    15. Contracting Out – The County preserves the ability to contract out custodial/building maintenance services at its property at 1600 Los Gamos.Additionally, maintenance workers may maintain or request alternative work schedules, consistent with existing contract provisions.
    16. Shift Differential – Swing and grave yard shifts shall be respectively defined as 5 PM to 10 PM and 10 PM to 8 AM. Employees must work a minimum of 4 hours in the shift in order to qualify for the shift differential.
    17. Temporary Special Assignment Pay – Clarifies that employees who receive temporary special assignment pay based on hours worked in the assignment.
    18. Temporary Promotions – Employees who are temporarily promoted, in excess of 10 days, to assume the duties of a position in a higher classification will be paid for all hours in paid status at the rate that is closest to, but not less than five percent (5%) above his or her base hourly rate in the classification in which he/she holds regular status at the time he/she is temporarily promoted. Employees in a temporary promotional status will retain the full time work schedule (either 37.5 or 40 hours) of his/her underlying classification. An employee’s eligibility for overtime and leave accrual shall be pursuant to his/her regular classification.
    19. Rental Assistance – The parties will meet no later than September 30, 2018 to develop a countywide pilot rental assistance program using the $250,000 that the County has allocated for this program.
    20. New Employee Orientation – The County shall provide the Union written notice of county-wide new employee orientations.The County shall make best efforts to provide the Union with contact information for employees in the bargaining unit every 90 days, but no less than once every 120 days.
    21. Countywide Commuter Benefits Program - In addition, the parties reached agreement on the terms of the Countywide RideGreen program with the following benefits:
    • Bike Incentive:  $40 per month
    • Carpool Incentive:  $40 per month
    • Transit Incentive:  County will match employee contributions up to $40 per month
    • Electric Vehicle Charging:  Reduce daily fee for charging electric vehicles for employees from $4.00 to $2.00.

    PREVIOUS LABOR NEGOTIATION UPDATES:

  • Marin County Management Employees’ Association (MCMEA)

    JULY 6, 2018 UPDATE — TENTATIVE AGREEMENT

    The County of Marin and MCMEA representatives reached an overall tentative agreement on June 29, 2018.

    The parties have agreed to terms for a three-year successor agreement. For further details about the agreement, please see below.

    Wages — Increase base wages for employees represented by MCMEA as follows:

    DatePercentage
    July 20182.5%
    July 20193%
    July 20202.5%

    Market-based Adjustments:

    In addition to the general base wage increases, the classifications listed below will receive the following increases effective July 2018:

    ClassificationPrecent Increase
    Assistant Chief Fiscal Officer-H&HS1.05%
    Audit Manager1.05%
    Chief Deputy Pubtr Administrator1.05%
    Chief Deputy Recorder-County Clerk1.05%
    Chief Investigator Special Investigations Unit1.42%
    Chief of Sheriff’s Fiscal Services1.05%
    Collections Manager1.05%
    BHRS Division Director1.42%
    BHRS Program Manager1.42%
    Epidemiology Manager1.42%
    Public Health Division Director1.42%
    Public Health Program Manager1.42%
    Social Services Division Director1.42%
    Social Services Program Manager1.42%
    Senior Librarian2.07%
    Principal Landscape Architect2.52%
    Quality Improvement Coordinator 2.30%
    Supervising Public Health Nurse5.53%
    Airport Manager2.70%
    Emergency Medical Services Administrator2.73%
    Nursing Services Manager2.73%
    Supervising Registered Nurse2.73%
    Victim Witness Program Supervisor 5.63%

    In July 2019, the classifications listed below will receive the following increases:

    ClassificationPrecent Increase
    Airport Manager2.68%
    Emergency Medical Services Administrator2.72%
    Nursing Services Manager2.72%
    Supervising Registered Nurse2.72%
    Victim Witness Program Supervisor5.62%

    Term of the Agreement — 3 Years (July 1, 2018 – June 30, 2021)

    Health – Agreement that the County will enter negotiations with Teamsters Health and Welfare Trust regarding its Anthem PPO plan.

    Fringe Benefits:

    • Increase the salary threshold for fringe differentiation from $70,000 to $74,000 for plan year beginning January 2019.
    • The County will adjust its health insurance contribution by 0-5% for the employee + 1 and employee + family levels based on the premium increase to the County’s Kaiser S plan (or the County’s lowest cost HMO at the time).

    Cash Back — No cash back for employees hired on or after July 1, 2018 and for employees who do not receive cash back as of July 1, 2018.

    Hold Harmless Payments — Effective the last full pay period before the expiration of the 2018-2021 agreement, the County will eliminate Hold Harmless monies for all represented employees.

    Overtime — Overtime will be paid based on actual hours worked (instead of hours in paid status) in excess of 40 or 37.5 hours per week.

    For the following classifications only, in the Road Maintenance Division in the Department of Public Works, overtime shall be defined as time in paid status in excess of the full-time work week of 37.5 or 40 hours:

    Chief of Construction (only when assigned to Roads)
    Engineering Assistant (only when assigned to Roads)
    Road Maintenance Superintendent
    Road Maintenance Supervisor
    Senior Road Maintenance Supervisor
    Traffic Safety Maintenance Supervisor

    For the following classifications only, who work exclusively in the Department of Public Works, overtime shall be defined as time worked in excess of 40 hours per work week (or 37.5 hours for 75-hour employees). For the purposes of calculating overtime eligibility, holidays and paid sick leave shall be considered time worked. In addition, employees who work alternative work schedules and use paid time off to supplement legal holidays shall have such paid time off hours considered as time worked.

    Airport Manager
    Assistant Engineer
    Building and Maintenance Manager
    Building and Maintenance Supervisor
    Chief Real Property Agent
    Chief of Construction (When NOT assigned to Roads)
    Communications Engineering Manager
    Custodial Supervisor
    Engineering Assistant (When NOT assigned to Roads)
    Fleet Manager
    Fleet Supervisor
    Junior Engineer
    Principal Transportation Planner
    Public Works Program Manager
    Stormwater Program Administrator
    Supervising Communications Technician
    Supervising Hazardous Materials Specialist
    Supervising Purchaser
    Supervising Reprographic Technician

    Shift Differential — Clearly define swing shift as 4 PM to 12 midnight and graveyard shift as 12 midnight to 8 AM.

    Rental Assistance — The parties agree to meet no later than September 30, 2018 to develop a countywide pilot rental assistance program using the $250,000 that the County has allocated for this program.

    Administrative Response Compensation — Addition of the Health and Human Services Facilities Manager classification to the list of classifications that are eligible to receive ARC.

    Salary Survey Committee — For the term of the 2018-2021 contract the parties will participate in a joint salary survey committee.

    Ratification Bonus — Effective July 2018, employees will receive a one-time, non-pensionable payment as follows:

    • $500 for employees whose combined annual compensation, inclusive of base wages and any form of cash back and exclusive of overtime, that is equal to or greater than $90,000. Prorated for regular hire part-time employees.
    • $1000 for employees whose combined annual compensation, inclusive of base wages and any form of cash back and exclusive of overtime, that is less than $90,000. Profated for regular hire part-time employees.
    • Contingent hire employees who do not have a regular hire appointment will receive the following one-time payment based on hours worked in the July 1, 2017-June 30, 2018 fiscal year:
      • 1,000 hours or more but less than 1,800 hours: $250.
      • 1,800 hours or more: $500.
    • License Renewal Reimbursement — Addition of the Quality Improvement Coordinator classification to the list of classifications that are eligible to receive the reimbursement.
    • RideGreen Program —The County intends to increase commuter incentives for all benefits eligible County employees (RideGreen is a countywide program) as follows:
      • Up to $40 a month in transit subsidy
      • Up to $40 a month in a bike incentive
      • Up to $40 a month in a carpool incentive
      • Up to a $40 benefit per month in reduction of Electric Vehicle charging fees

    PREVIOUS LABOR NEGOTIATION UPDATES

  • Probation Managers’ Association Unit

    June 19, 2018 UPDATE - TENTATIVE AGREEMENT

    The County of Marin and the Probation Managers’ Association reached an overall tentative agreement on June 19, 2018.

    The parties have agreed to terms for a three-year successor agreement. For further details about the agreement, please see below. 

    Term of the Agreement – 3 Years (July 1, 2018 – June 30, 2021)

    Wages – Increase to base wages for employees represented by PMA as follows:

    • July 2018 – 2.5%
    • July 2019 – 3%
    • July 2020 – 2%
    • Year 2 and Year 3: All represented employees in the Probation Supervisor classification shall receive an increase to rate of pay equivalent to the savings in cash back from fringe dollars in the corresponding year.

    Vacation – Adjust accrual tiers to delay reaching subsequent tier by 12 months

    Health Plans – Agreement that the County will enter negotiations with Teamsters Health and Welfare Trust regarding its Anthem PPO plan. 

    Fringe Benefits – Increase to County health insurance contribution of 3-5% for the employee + 1 and employee + family levels when the premium increase to the County’s Kaiser S plan (or the County’s lowest cost HMO at the time) is at least 3%.

    Cash Back – All forms of cash back of unused fringe benefit monies for employees who receive County health benefits will be reduced over the life of the new labor agreement as follows:

    • Effective July 1, 2018 – cap of $100 per pay period
    • Effective July 1, 2019 – cap of $75 per pay period
    • Effective July 1, 2020 – cap of $50 per pay period

    There will be no cash back for employees hired on or after July 1, 2018 and for employees who do not receive cash back as of July 1, 2018.

    Hold Harmless Buyout– Effective July 1, 2018 the County will eliminate hold harmless monies for all represented employees. Represented employees who receive “hold harmless” payments as of June 30, 2018, will receive a one-time, non-pensionable payment equivalent to 2 years’ of each employee’s respective hold harmless amount. 

    EPMC – Effective the first pay period in July 2018, the County will reduce its remaining Employer Paid Member Contribution (EPMC) to .315% of an employee’s bi-weekly salary towards the employee’s retirement contribution and effective the first pay period in July 2019, EPMC will be eliminated.

    Ratification Bonus – Effective the first full pay period of July 2018, or in the first full pay period following adoption of the agreement, whichever is later, employees shall receive a one-time, non-pensionable payment of $500.

    Rental Assistance – The parties agree to meet no later than September 30, 2018 to develop a countywide pilot rental assistance program using the $250,000 that the County has allocated for this program.

    RideGreen Program –  The County intends to increase commuter incentives for all benefits eligible County employees (RideGreen is a countywide program).

    • Up to $40 a month in transit subsidy
    • Up to $40 a month in a bike incentive
    • Up to $40 a month in a carpool incentive
    • Up to a $40 benefit per month in reduction of Electric Vehicle charging fees 

    PREVIOUS LABOR NEGOTIATION UPDATES:

  • Sheriff Staff Officers’ Association (SSOA)

    June 27, 2018 UPDATE - TENTATIVE AGREEMENT

    The County of Marin and Sheriff Staff Officers’ Association reached an overall tentative agreement on June 27, 2018.

    The parties have agreed to terms for a one-year successor agreement. For further details about the agreement, please see below.

    Term of the Agreement – 1 Year (July 1, 2018 – June 30, 2019)

    Wages – 2.5% base wages increase effective July 2018.

    Health Plan – Agreement that the County will enter negotiations with Teamsters Health and Welfare Trust regarding its Anthem PPO plan. 

    Fringe Benefits – Increase to County health insurance contribution of 3-5% for the employee + 1 and employee + family levels when the premium increase to the County’s Kaiser S plan (or the County’s lowest cost HMO at the time) is at least 3%.

    Cash Back – There will be no cash back for employees hired on or after July 1, 2018 and for employees who do not receive cash back as of July 1, 2018.

    Hold Harmless Buyout – Effective July 1, 2018 the County will eliminate hold harmless monies for all represented employees. Represented employees who receive “hold harmless” payments as of June 30, 2018, will receive a one-time, non-pensionable payment equivalent to 2 years’ of each employee’s respective hold harmless amount.

    P.O.S.T. Certificate and Educational Incentive Programs – Effective July 1, 2018 the County will increase the biweekly P.O.S.T. incentive by $26.23 per pay period for Association members who maintain an advanced certificate awarded to them by the California Commission on Peace Officer Standards and Training.

    Rental Assistance – The parties agree to meet no later than September 30, 2018 to develop a countywide pilot rental assistance program using the $250,000 that the County has allocated for this program.

    RideGreen Program – The County intends to increase commuter incentives for all benefits eligible County employees (RideGreen is a countywide program).

    • Up to $40 a month in transit subsidy
    • Up to $40 a month in a bike incentive
    • Up to $40 a month in a carpool incentive
    • Up to a $40 benefit per month in reduction of Electric Vehicle charging fees 

    PREVIOUS LABOR NEGOTIATION UPDATES:

  • Teamsters Local 856 – Deputy District Attorney Unit

    July 12, 2018 UPDATE - TENTATIVE AGREEMENT

    The County of Marin and representatives of the Teamsters Local 856, Deputy District Attorneys Unit reached an overall tentative agreement on July 12, 2018.

    The parties have agreed to terms for a three-year successor agreement.  For further details about the agreement, please see below.

    1. Term of the Agreement – 3 Years (July 29, 2018 – June 30, 2021)
    2. Wages – Base wages for Deputy District Attorney employees represented by Teamsters will be increased as follows:
      • Effective July 29, 2018 – 2.5%
      • July 2019 – 2.5%
      • July 2020 – 2%
    3. Equity Increases: In addition, Deputy District Attorney employees will receive the following equity increases:
      • Effective July 29, 2018 -  1.5%
      • July 2019 – 1%
      • July 2020 – 1%
    4. One Time Payments - Effective July 29, 2018, or in the first full pay period following adoption of the agreement, whichever is later, regular hire full-time employees shall receive a one-time, non-pensionable payment of $500.This amount will be prorated for regular hire part-time employees based on the part-time employee’s FTE.
    5. On-Call Advisory Duty Pay - Employees will continue to receive biweekly on-call advisory duty pay payments.At the end of the last full pay period of FY 2020-2021, the County will eliminate all on-call advisory duty pay for represented employees.
    6. Bilingual Pay – Effective July 29, 2018, employees will receive a 5% bilingual differential for time spent using their non-English skills.Employees must 1) be in positions designated by the Department Head as requiring skills in a non-English language and 2) be certified by the Human Resources Department after demonstrating proficiency in the specified non-English language by successfully passing a language examination.
    7. Health – Agreement that the County will enter negotiations with Teamsters Health and Welfare Trust regarding its Anthem PPO plan.
    8. Fringe Benefits –
      • The County will increase the salary threshold for fringe differentiation from $70,000 to $74,000 for plan year beginning January 2019.
      • The County will adjust its health insurance contribution by 0-5% for the employee + 1 and employee + family levels based on the premium increase to the County’s Kaiser S plan (or the County’s lowest cost HMO at the time).
    9. Cash Back – Effective July 29, 2018, there will be no cash back for employees hired on or after July 29, 2018, and for employees who do not receive cash back as of July 29, 2018.
    10. Hold Harmless Payments – The County will eliminate all hold harmless payments as of the end of the final full pay period of the 2018-2021 agreement.
    11. New Employee Orientation – The County shall provide the Union written notice of county-wide new employee orientations at least 10 business days prior to the orientation.
    12. Notification - The County shall provide the Union with contact information for employees in the bargaining unit on a monthly basis.
    13. Countywide Commuter Benefits Program - In addition, the parties reached agreement on the terms of the Countywide RideGreen program with the following benefits:
      • Bike Incentive: $40 per month
      • Carpool Incentive: $40 per month
      • Transit Incentive: County will match employee contributions up to $40 per month
      • Electric Vehicle Charging: Reduce daily fee for charging electric vehicles for employees from $4.00 to $2.00.

    PREVIOUS LABOR NEGOTIATION UPDATES:

  • Teamsters Local 856 - Probation Workers Unit

    July 11, 2018 UPDATE - TENTATIVE AGREEMENT

    The County of Marin and Teamsters Local 856, Probation Unit representatives reached an overall tentative agreement on July 11, 2018.

    The parties have agreed to terms for a three-year successor agreement.  For further details about the agreement, please see below.

    1. Term of the Agreement – 3 years (July 15, 2018 – June 30, 2021)
    2. Wages – Base wages for Probation employees represented by Teamsters will be increased as follows:

      July 2018 – 2.5%

      July 2019 – 3.0%

      July 2020 – 2.5%

      Effective July 15, 2018, or in the first full pay period following adoption of the agreement, whichever is later, the rate of pay for all represented classifications shall be increased by 0.5%.

    3. Health – Agreement that the County will enter negotiations with Teamsters Health and Welfare Trust regarding its Anthem PPO plan.
    4. Fringe Benefits
      • The County will increase the salary threshold for fringe differentiation from $70,000 to $74,000 for plan year beginning January 2019.
      • The County will adjust its health insurance contribution by 0-5% for the employee + 1 and employee + family levels based on the premium increase to the County’s Kaiser S plan (or the County’s lowest cost HMO at the time).
      • The County will freeze the employee-only biweekly fringe adjustment.
    5. Cash Back – Effective July 15, 2018, or in the first full pay period following adoption of the agreement, whichever is later, employees who are enrolled in County health benefits and receive cash back of any remaining unused fringe, shall receive up to a maximum of $50 per pay period.

      Effective July 15, 2018, there will be no cash back for employees hired on or after July 15, 2018, and for employees who do not receive cash back as of July 15, 2018.

    6. Hold Harmless Payments – The County will eliminate all hold harmless payments as of the end of the final full pay period of the 2018-2021 agreement.
    7. EPMC – Effective July 15, 2018, or in the first full pay period following adoption of the agreement, whichever is later, the County will eliminate its remaining Employer Paid Member Contribution (EPMC) of .63% of an employee’s bi-weekly salary towards the employee’s retirement contribution.
    8. Salary Upon Promotion – Recognizing that the Probation Department does not intend to fill additional Bilingual Deputy Probation Officer (DPO) II positions, employees in the Bilingual DPO II classification as of July 15, 2018, (or in the first full pay period following adoption of the agreement, whichever is later), who are promoted to a position in the Senior DPO classification and are eligible to receive a bilingual differential in the new classification, shall receive a minimum of a five percent (5%) increase, inclusive of the bilingual differential in the Senior DPO class, above the employee’s base salary in the Bilingual DPO II classification. After the promotion, the employee will be Y-rated until the classification pay rate catches up to the employee’s salary.
    9. One Time Payments - Effective July 15, 2018, or in the first full pay period following adoption of the agreement, whichever is later, regular hire full-time employees whose combined annual compensation, inclusive of base wages and any form of cash back and exclusive of overtime, that is equal to or greater than $90,000, shall receive a one-time, non-pensionable payment of $500.This amount will be prorated for regular hire part-time employees based on the part-time employee’s FTE.

      Effective July 15, 2018, or in the first full pay period following adoption of the agreement, whichever is later, regular hire full-time employees whose combined annual compensation, inclusive of base wages and any form of cash back and exclusive of overtime, is less than $90,000, shall receive a one-time, non-pensionable payment of $1,000.  This amount will be prorated for regular hire part-time employees based on the part-time employee’s FTE.

      Effective July 15, 2018, or in the first full pay period following adoption of the agreement, whichever is later, contingent hire employees who do not have a regular hire appointment will receive the following one-time payment based on hours worked in the July 1, 2017-June 30, 2018 fiscal year:

      • 1,000 hours or more but less than 1,800 hours:$250
      • 1,800 hours or more:$500
    10. Rental Assistance – The parties will meet no later than September 30, 2018 to develop a countywide pilot rental assistance program using the $250,000 that the County has allocated for this program.
    11. Countywide Commuter Benefits Program – In addition, the parties reached agreement on the terms of the Countywide RideGreen program with the following benefits:
    • Bike Incentive:$40 per month
    • Carpool Incentive:$40 per month
    • Transit Incentive:County will match employee contributions up to $40 per month
    • Electric Vehicle Charging:Reduce daily fee for charging electric vehicles for employees from $4.00 to $2.00.

    PREVIOUS LABOR NEGOTIATION UPDATES: