Tentative Agreement
For A Successor Memorandum of Understanding
Between
The County of Marin
And
The Marin County Deputy Sheriffs’ Association

Section XXV:  Wages and Salaries

C. Salaries and Equities.

1. Salaries

Effective the pay period following adoption of this agreement by the Board of Supervisors, the rate of pay for all classes and employees shall be increased by two percent (2%).

Effective the first full pay period of July 2023, the rate of pay for all classes and employees shall be increased by three percent (3%).

Effective the first full pay period of July 2024, the rate of pay for all classes and employees shall be increased by three percent (3%).

2. Equity Adjustments

Effective the pay period following adoption of this agreement by the Board of Supervisors, represented employees in the Welfare Fraud Investigator classification shall receive an equity adjustment of 2.99%.

Effective the pay period following adoption of this agreement by the Board of Supervisors represented employees in the Deputy Sheriff, Sheriff’s Sergeant, Deputy Sheriff Trainee, Coroner’s Investigator, District Attorney Investigator, and Supervising District Attorney Investigator classifications shall receive an equity adjustment of 2%.

3. One Time Lump Sum Payment 

Effective the pay period following adoption of a successor contract by the Board of Supervisors, Regular Hire full-time employees in a paid status as of August 1, 2022 (or date of TA signature), shall receive a one-time, non-pensionable payment of $2,400. This amount will be prorated for Regular Hire part-time employees based on the part-time employee’s FTE. 

4. Retention Bonus

For all full-time employees in paid status with the County on December 1, 2022 who have passed probation on or before that date, they will receive a one-time $1,000 retention bonus in the first paycheck of 2023 in recognition of years of service to the County. 

For all full-time employees in paid status with the County on December 1, 2023 who have passed probation on or before that date, they will receive a one-time $1,000 retention bonus in the first paycheck of 2024 in recognition of years of service to the County. 

5. Signing Bonus

When a position is deemed “difficult to fill”, as determined by Human Resources, after notification to DSA, new employees hired after adoption of this contract by the Board of Supervisors shall be eligible for up to a $2500-$10000 signing bonus.  “Difficult to fill” generally means an approved open recruitment has been unfilled for six (6) months, OR the approved recruitment needed to re-open more than once because the County was unable to hire a candidate for the opening, OR the County can show a difficulty retaining employees in the classification, OR other similar agencies are offering a signing bonus for the classification. The signing bonus shall be split and the new employee shall receive 50% of the signing bonus in the first paycheck and 50% of the bonus after successful completion of the probationary period. In any case, if the employee does not complete the first full year of employment, the employee shall reimburse the County for the signing bonus received.

D.Special Assignment.

Specialty positions and assignments, including specialty instructors, must be posted at all stations and places of work assignment and open to all members. 

Except in emergencies as determined by the Sheriff, a ten-(10) day advance posting of all openings for special assignments will occur for Sheriff's Sergeants and Deputy Sheriffs assigned to Detective, SRT, FTO, Identification Technician, Boat Patrol, Open Space Ranger, COPE, Taskforce, OES, and Dive Team.  Application and/or exam process for special assignments for qualified members shall be determined by the Sheriff and not subject to challenge under the Personnel Management Regulations. 

Employees serving in the following Investigations Division assignments Investigations Unit (Adult Crimes, Juvenile Crimes), Auto Theft, Crime Scene Investigators (CSI), COPE, NCRIC, and SIU shall receive a $3.00 per hour differential/premium.

F. Shift Differential.

Sheriff Department employees assigned to work after 7:00 p.m. shall be entitled to a 5% shift differential for any hours worked between 7:00 p.m. and 7:00 a.m. provided the employee works a minimum of four (4) hours during that listed time frame. 

Section XXIII:  Peace Officer Standards and Training (P.O.S.T.) Certificate and Educational Incentive Programs

A. Peace Officer Standards and Training (P.O.S.T).

Effective the first full pay period following adoption of this agreement by the Board of Supervisors Regular Hire employees who possess an intermediate certificate awarded to them by the California Commission on Peace Officer Standards and Training will be eligible for a P.O.S.T. certificate incentive of $340.00 per month, payable in biweekly payments of $156.92 per pay period. 

Effective the first full pay period following adoption of this agreement by the Board of Supervisors , Regular Hire employees who possess an advanced certificate or a supervisory certificate awarded to them by the California Commission on Peace Officer Standards and Training will be eligible for a P.O.S.T. certificate incentive of $675.00 per month, payable in biweekly payments of $311.54 per pay period.

Effective the first full pay period of July 2023, Regular Hire employees who possess an intermediate certificate awarded to them by the California Commission on Peace Officer Standards and Training will be eligible for a P.O.S.T. certificate incentive of $350.00 per month, payable in biweekly payments of $161.54 per pay period.

Effective the first full pay period of  July  2023, Regular Hire employees who possess an advanced certificate or a supervisory certificate awarded to them by the California Commission on Peace Officer Standards and Training will be eligible for a P.O.S.T. certificate incentive of $700.00 per month, payable in biweekly payments of $323.08 per pay period.

Effective the first full pay period of July 2024, Regular Hire employees who possess an intermediate certificate awarded to them by the California Commission on Peace Officer Standards and Training will be eligible for a P.O.S.T. certificate incentive of $360.00 per month, payable in biweekly payments of $166.15 per pay period. 

Effective the first full pay period of July 2024, Regular Hire employees who possess an advanced certificate or a supervisory certificate awarded to them by the California Commission on Peace Officer Standards and Training will be eligible for a P.O.S.T. certificate incentive of $725.00 per month, payable in biweekly payments of $334.62 per pay period.

Regular Hire employees are eligible to receive incentive payments as described above for possessing the intermediate, advanced, or supervisory P.O.S.T. certificate, but not for more than one certificate at a time. 

Regular Hire employees receiving compensation under the P.O.S.T. Certificate Incentive Program remain eligible to participate in the Educational Incentive Program as described in Section XXIII.B and PMR 42.6 and any modifications to PMR 42.6. 

Section XVI:  Holidays

A. List of Holidays.

Regular employees shall be entitled to the following holidays with pay:

  1. First Day of January.
  2. Martin Luther King, Jr., Day
  3. Twelfth Day of February.
  4. Third Monday in February.
  5. March 31, Cesar Chavez Day
  6. Last Monday in May.
  7. June 19, Juneteenth National Independence Day
  8. Fourth Day of July.
  9. First Monday in September.
  10. Ninth Day of September.
  11. Veterans' Day.
  12. Thanksgiving Day.
  13. Friday Immediately Following Thanksgiving Day.
  14. December 25.

Employees will also be compensated for any future days proclaimed as a public fast, thanksgiving, or holiday and made applicable to County employees by the President of the United States or the Governor of the State of California and approved by the Board of Supervisors. 

To be eligible for holiday pay, employees must be in paid status on both the day before and the day after the holiday.

Holidays Falling on Saturday or Sunday.

When a holiday falls on a Saturday or a Sunday, the Friday preceding a Saturday holiday or a Monday following a Sunday holiday shall be deemed to be a holiday in lieu of the day observed. For an employee who does not work a Monday through Friday schedule, the day immediately following the employee's two days off shall be deemed to be a holiday in lieu of the day observed.

D. Equitable Treatment.

Regardless of days worked or days off, each employee is entitled to the same number of paid holidays during the year as would be earned by an employee whose work week extends from Monday through Friday and whose regular days off are Saturday and Sunday. This section is provided with the intent of assuring equitable like treatment for all employees.

E. Compensation.

A regular employee who is required to work on a day celebrated as a holiday, as listed above, or the employee's holiday for an employee on an alternate schedule, shall be compensated at one and one-half times rate.

Section XVIII:  Medical, Dental, Life, and Supplement Benefits Insurance

A. Biweekly Fringe Benefits. 

1. General. 

The total benefit package paid by the County toward an employee's premiums for health, dental, vision, basic life and supplemental life insurance programs in which the employee is enrolled shall be increased as follows:

In calendar year 2022, the County’s biweekly fringe benefit contribution for regular hire employees enrolled in a County medical plan shall be:

  Biweekly Payment Annual Salaries At/Above $74,000* Biweekly Payment Annual Salaries Below $74,000*
Employee Only $540.33 $540.33
Employee + 1 Dependent $677.66 $690.56
Employee + Family $908.74 $934.53

*Annual salary threshold to determine the County’s fringe benefit contributions shall be above/below $77,000 for calendar year 2023, above/below $79,000 for calendar year 2024 and above/below $85,000 for calendar year 2025.

 

Effective December 2022, in the pay period in which health insurance rates are normally adjusted, the County will provide an increase to the flat dollar contribution amount by an amount equivalent to zero percent (0%) – six percent (6%), based on the Kaiser Silver premium increase (or the premium increase to the County’s lowest cost HMO at that time) to benefited employees at the employee plus one (1) and employee plus two (2) benefit levels.  

Effective in December 2023 and December 2024, in the pay period in which health insurance rates are normally adjusted, the County will provide an increase to the flat dollar contribution amount by an amount equivalent to zero percent (0%) – five percent (5%), based on the Kaiser Silver premium increase (or the premium increase to the County’s lowest cost HMO at that time) to benefited employees at the employee plus one (1) and employee plus two (2) benefit levels.

Additionally, an employee enrolling in County medical coverage is eligible to receive up to $100.00 cash back of any remaining unused amount of their bi-weekly fringe benefit package with the exception as expressed below.

Section XVII:  Uniforms

  1. Effective the pay period beginning September 8, 2019, the County shall, at the end of each calendar quarter, pay $243.75 ($975.00 annually) as uniform allowance to each officer employed on the date of payment and who is required to maintain a uniform.

Sheriff’s Sergeant (0706)

Deputy Sheriff (0719)

Deputy Sheriff Trainee (0709)

Effective the pay period following adoption of this contract by the Board of Supervisors the County shall, at the end of each calendar quarter, pay $112.50 ($450.00 annually) as uniform allowance to each Coroner’s Investigator (0515) who is employed on the date of payment and who is required to maintain a uniform, in lieu of the uniforms previously provided by the Sheriff’s Department.

Section XV:  Sick Leave

B. Bereavement. 

Leave with pay for all regularly scheduled shifts within seven calendar days shall be granted by the department head or his/her designee to be used by the employee in case of the death of a mother, father, spouse, registered domestic partner, parents of a spouse or domestic partner, grandparents, sister, brother, son, daughter, or son or daughter of a registered domestic partner or spouse of a regular employee.  If the bereavement leave ends during an employee's alternate work schedule shift, the employee may continue leave using other accrued leave balances through the end of that regularly-scheduled shift.  Bereavement leave in case of death of other persons whose death is a matter of concern to the employee may be granted upon approval of the County Administrator.  Bereavement leave shall be charged against the employee’s accumulated sick leave. 

Section XXVI: Field Training Officer (FTO) Incentive Pay

Deputy Sheriffs and Sergeants designated to the role of Field Training Officer or Field Training Sergeant, or Facility Training Officer or Facility Training Sergeant, shall receive 5.0% pay differential for actual time worked  as a Field Training Officer or Field Training Sergeant, or Facility Training Officer or Facility Training Sergeant, while a recruit deputy sheriff is assigned to them for training, as in the case of a Field Training Officer or Facility Training Officer, or while a recruit deputy sheriff is assigned to their team, as in the case of a Field Training Sergeant or a Facility Training Sergeant. The determination of the number of Deputy Sheriffs and Sergeants serving at any one time as a Field Training Officer or Field Training Sergeant, or a Facility Training Officer or Facility Training Sergeant, shall be made by the Sheriff.

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