GENERAL INCREASES
Year 1:
Effective the first full pay period in July 2022, the rate of pay for all classes and employees shall be increased by two- and one-half percent (2.5%).
Effective the first full pay period following ratification and adoption by the Board of Supervisors of this rollover agreement, the rate of pay for all classes and employees shall be increased by an additional one percent (1%).
Year 2:
Effective the first full pay period in July 2023, the rate of pay for all classes and employees shall be increased by three percent (3.0%).
Year 3:
Effective the first full pay period in July 2024, the rate of pay for all classes and employees shall be increased by three percent (3.0%).
Year 4:
Effective the first full pay period in July 2025, the rate of pay for all classes and employees shall be increased by two- and one-half percent (2.5%).
EQUITY ADJUSTMENT
All classifications identified as below median in the County’s attached survey will be brought to market the first full pay period after ratification and adoption by the Board of Supervisors, effective the same day as the 1% salary increase (including the Lead Cook and the Ag, Weights & Measure series). ($1,707,935.00)
See Table below:
| BU |
Job |
Equity |
|
MA01
|
1409 - Accounting Assistant
|
0.12%
|
|
MA01
|
1404 - Accounting Technician
|
0.12%
|
|
MA01
|
1191 - Box Office Assistant
|
0.12%
|
|
MA01
|
0410 - Retirement Benefits Assistant
|
0.12%
|
|
MA01
|
0411 - Retirement Benefits Technician
|
0.12%
|
|
MA01
|
1408 - Senior Accounting Assistant
|
0.12%
|
|
MA01
|
0412 - Senior Retirement Benefits Technician
|
0.12%
|
|
MA01
|
0824 - Senior Agriculture Program Assistant
|
1.72%
|
|
MA02
|
1179 - Lead Cook
|
3.57%
|
|
MA02
|
1135 - Environmental Compliance Specialist
|
1.41%
|
|
MA02
|
0623 - Open Space Park Ranger
|
0.25%
|
|
MA02
|
1157 - Park Ranger
|
0.25%
|
|
MA02
|
0624 - Supervising Open Space Park Ranger
|
0.25%
|
|
MA02
|
1156 - Supervising Park Ranger
|
0.25%
|
|
MA03
|
1193 - Event Systems Supervisor
|
0.12%
|
|
MA03
|
080B - Environmental Health Specialist I
|
1.41%
|
|
MA03
|
0806 - Environmental Health Specialist II
|
1.41%
|
|
MA03
|
0804 - Senior Environmental Health Specialist
|
1.41%
|
|
MA03
|
1037 - Epidemiologist
|
1.25%
|
|
MA03
|
080C - Public Health Investigator I
|
1.25%
|
|
MA03
|
080D - Public Health Investigator I-Bilingual
|
1.25%
|
|
MA03
|
0809 - Public Health Investigator II
|
1.25%
|
|
MA03
|
0808 - Public Health Investigator II-Bilingual
|
1.25%
|
|
MA03
|
1171 - Assistant Harbormaster
|
0.25%
|
|
MA03
|
1081 - Staff Psychiatrist
|
10.55%
|
|
MA04
|
0683 - Code Compliance Specialist I
|
3.51%
|
|
MA04
|
0681 - Code Compliance Specialist II
|
3.51%
|
|
MA04
|
035B - Purchaser I
|
0.12%
|
|
MA04
|
0355 - Purchaser II
|
0.12%
|
|
MA04
|
0825 - Ag/Weights & Measures Inspector Trainee
|
1.72%
|
|
MA04
|
0826 - Ag/Weights & Measures Inspector I
|
1.72%
|
|
MA04
|
0827 - Ag/Weights & Measures Inspector II
|
1.72%
|
|
MA04
|
0828 - Ag/Weights & Measures Inspector III
|
1.72%
|
|
MA04
|
0682 - Senior Code Compliance Specialist
|
0.00%
|
|
MA04
|
0614 - Open Space Interpretive Naturalist
|
0.25%
|
|
MH10
|
1242 - Child Welfare Worker I
|
7.17%
|
|
MH10
|
1244 - Child Welfare Worker I - Bilingual
|
7.17%
|
|
MH10
|
1243 - Child Welfare Worker II
|
7.17%
|
|
MH10
|
1246 - Child Welfare Worker II - Bilingual
|
7.17%
|
|
MH10
|
1257 - Senior Child Welfare Worker
|
7.17%
|
|
MH10
|
1488 - Crisis Specialist
|
3.77%
|
|
MH10
|
1485 - Crisis Specialist III
|
3.77%
|
|
MH10
|
1486 - Licensed Crisis Specialist
|
3.77%
|
|
MH10
|
1087 - Licensed Mental Health Practitioner
|
3.77%
|
|
MH10
|
1091 - Licensed Mental Health Practitioner-Bilingual
|
3.77%
|
|
MH10
|
1089 - Mental Health Practitioner
|
3.77%
|
|
MH10
|
1090 - Mental Health Practitioner-Bilingual
|
3.77%
|
|
MH10
|
1399 - Eligibility Specialist
|
4.46%
|
|
MH10
|
138A - Eligibility Worker I
|
4.46%
|
|
MH10
|
138B - Eligibility Worker I - Bilingual
|
4.46%
|
|
MH10
|
1386 - Eligibility Worker II
|
4.46%
|
|
MH10
|
1388 - Eligibility Worker II - Bilingual
|
4.46%
|
|
MH10
|
1385 - Eligibility Worker III
|
4.46%
|
|
MH10
|
1393 - Eligibility Worker III - Bilingual
|
4.46%
|
|
MH10
|
0418 - Program Specialist CCS
|
4.46%
|
|
MH10
|
0420 - Program Specialist CCS - Bilingual
|
4.46%
|
|
MH10
|
1222 - Veterans Services Representative
|
4.46%
|
|
MH10
|
1276 - Registered Dental Assistant
|
3.55%
|
|
MH10
|
1078 - Dental Hygienist
|
3.55%
|
|
MH10
|
1244 - Clinic Registered Nurse I - Bilingual
|
2.02%
|
|
MH10
|
1243 - Clinic Registered Nurse II
|
2.02%
|
|
MH10
|
1246 - Clinic Registered Nurse II - Bilingual
|
2.02%
|
|
SE13
|
100A - Public Health Nurse I
|
0.60%
|
|
SE13
|
100B - Public Health Nurse I - Bilingual
|
0.60%
|
|
SE13
|
1004 - Public Health Nurse II
|
0.60%
|
|
SE13
|
1005 - Public Health Nurse II - Bilingual
|
0.60%
|
|
SE13
|
1002 - Senior Public Health Nurse
|
0.60%
|
|
SE13
|
1031 - Senior Public Health Nurse - Bilingual
|
0.60%
|
|
SE13
|
101A - Clinic Registered Nurse I
|
2.02%
|
|
SE13
|
1009 - Senior Registered Nurse
|
2.02%
|
|
SE13
|
1472 - Detention Licensed Vocational Nurse
|
1.02%
|
|
SE13
|
1468 - Detention Registered Nurse
|
7.74%
|
|
SE13
|
1451 - Mental Health Nurse Practitioner
|
5.88%
|
|
SE13
|
1467 - Detention Nurse Practitioner
|
5.88%
|
Hard to Fill Bonus: When a position is deemed “hard to fill”, as determined by Human Resources, after notification to the Union, new employees hired after July 1, 2022, shall be eligible for up to a $2,500-$10,000 signing bonus. “Hard 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.
Retention Bonus: In recognition of years of service to the County, all regular hire employees on the books upon ratification of this Agreement, will receive a one-time, non-pensionable, $1,000 retention bonus within 3 pay periods from the date of ratification or the first full pay period following Board approval, whichever is later.
All regular hire employees, who are on the books July 1, 2023, will receive a one-time, non-pensionable, $1,000 bonus in the first paycheck in August 2023, in recognition of years of service to the County.
Equity Fund: Beginning in July 2023, in the event that MAPE believes a recruitment and/or retention issue exists for a particular classification as a result of external market salary issues, they may request a meeting with Human Resources to discuss these concerns. This meeting will commence as soon as reasonably practical but in no event more than 30 days after the request unless otherwise agreed by the parties. At this meeting, the Union must present data to support that recruitment and/or retention issues exists. Human Resources, in collaboration with the Union, will consider the information presented by the Union and will evaluate other relevant labor market data before issuing its findings.
The County will set aside an equity fund of $250,000 to be used by all three MAPE contracts (i.e. General, HHS and Nurses) to address these recruitment and retention issues. If the compensation review results in a consensus that an equity adjustment is warranted, and funds exist in the equity set aside, the increase will be forwarded to the Board of Supervisors for approval.
This Equity Fund set aside is for the term of this Agreement only and is not subject to the grievance procedure. Remaining funds will be returned to the general fund if not utilized during the term of this agreement.
FRINGE BENEFITS
Effective December 2022 in the pay period in which there will be an increase in health insurance premiums, the County will increase the bi-weekly fringe benefit package by the same dollar amount as the Kaiser Silver Plan increase, from zero percent (0%) - six percent (6%), based on the Kaiser Silver premium increase to benefited employees at the employee plus one (1) and employee plus two (2) benefit levels. The Annual salary threshold to determine the County’s fringe benefit contributions shall be adjusted from $75,000 to $77,000.
In December 2022, in addition to the above, the County will add .65 per pay period to the Employee only, Employee +1 and Employee +Family fringe payments.
Effective December 2023 in the pay period in which there will be an increase in health insurance premiums, the County will increase the bi-weekly fringe benefit package by the same dollar amount as the Kaiser Silver Plan increase, from zero percent (0%) - five percent (5%), based on the Kaiser Silver premium increase to benefited employees at the employee plus one (1) and employee plus two (2) benefit levels. The Annual salary threshold to determine the County’s fringe benefit contributions shall be adjusted from $77,000 to $79,000.
Effective in December 2024 in the pay period in the pay period in which there will be an increase in health insurance premiums, the County will increase the bi-weekly fringe benefit package by the same dollar amount as the Kaiser Silver Plan increase, from zero percent (0%) - five percent (5%), based on the Kaiser Silver premium increase to benefited employees at the employee plus one (1) and employee plus two (2) benefit levels. The Annual salary threshold to determine the County’s fringe benefit contributions shall be adjusted from $79,000 to $85,000.
Effective in December 2025 in the pay period in the pay period in which there will be an increase in health insurance premiums, the County will increase the bi-weekly fringe benefit package by the same dollar amount as the Kaiser Silver Plan increase, from zero percent (0%) - five percent (5%), based on the Kaiser Silver premium increase to benefited employees at the employee plus one (1) and employee plus two (2) benefit levels.
Adjustment to County Fringe Contribution at the Employee-Only Enrollment Level in Plan Years 2023, 2024, 2025 and 2026: If the biweekly premium at the Kaiser Silver employee-only level in plan years 2023, 2024, 2025 and 2026 exceeds the County’s plan year 2022 biweekly fringe contribution at the employee-only level (i.e., $514.50 biweekly), the County will increase its biweekly fringe contribution at the employee-only level to an amount equal to 100% of the biweekly premiums for employee-only enrollment in Kaiser Silver, for all represented employees who enroll in employee-only medical plans.
SOCIAL SERVICES WORKER
If an employee in the Social Services Worker classification works a CFS After-Hours shift, he/she/they shall be paid at the overtime rate for all hours worked on the shift that are beyond 40 hours in paid status in the work week, effective the same day as the 1% salary increase. (This section only applies in this circumstance.)
NIGHT SHIFT DIFFERENTIAL
The County agrees to pay shift differential for the classes of Behavioral Health Care Assistants, Crisis Specialist I, II, III and Eligibility Worker I, II, III at the following rate: 7.5% swing and 15% graveyard (plus an additional 10% for weekends, if required). Employees must work a minimum of four (4) hours within the defined shift to qualify for the shift differential.
- For all hours worked on a regularly assigned work shift in which four (4) or more hours fall between 5:00 p.m. and 10:00 p.m. (swing shift), the rate of 7.5% shall be paid.
- For all hours worked on a regularly assigned work shift in which four (4) or more hours fall between 10:00 p.m. and 8:00 a.m. (graveyard shift), the rate of fifteen percent (15%) shall be paid.
- Shift differentials shall not be included within the base rate of pay but shall be added to the base rate of pay under the conditions specified in this section.
All employees in the same class shall be paid the same differential for each hour worked. Employees working between the hours of 5:00 p.m. and 8:00 a.m. for their own convenience are not eligible for a shift differential. Shift differentials will not be paid to employees while on vacation or other leave status. Extra Hire employees are eligible for shift differential only when working on an assigned basis.
- During a shift in the Crisis Unit without a registered nurse assigned, one (1) Crisis Specialist may be assigned medication duty and receive five percent (5%) premium pay of base salary for the shift worked, effective the same day as the 1% COLA increase.
SETTLEMENT INTENT
In the event that County of Marin reaches a tentative agreement with another labor organization whose contract expires June 2022, and the County provides that union a negotiated General Cost of Living Salary increases (not including class specific equity adjustments) and/or any additional non-unit specific one-time payments, which are cumulatively greater than those to which the parties have agreed herein, the County agrees to provide the higher COLA* or one-time payment to MAPE, unless the negotiated salary increase is part of a package proposal. In such an event, MAPE can vote to accept the package or refuse the package but cannot receive the increase without the corresponding concession. *COLA increase received by the other bargaining units in 2021 will be included in the analysis of whether a unit has received a higher cumulative COLA.
In the event that County of Marin reaches a tentative agreement with another labor organization whose contract expires in June 2022, and the County provides an increase to the fringe benefit package that is greater than the fringe benefit changes to which the parties have agreed herein, MAPE may elect to substitute the higher Fringe Benefit Package for the fiscal years of the Agreement, unless the negotiated fringe benefit increase is part of a package proposal. In such an event, MAPE can vote to accept the package or refuse the package but cannot receive the increase without the corresponding concession.
PMR 4.7 will be amended as follows:
MODIFICATION OF ESTABLISHED UNIT AND DECERTIFICATION
- A petition for modification of a unit and/or decertification may be filed with the Director of Human Resources after the initial one year or during a window period of no more than 180 days or less than 150 days prior to the expiration date of a collective bargaining agreement between the certified organization and the County if the term of the collective bargaining agreement is three years or less, whichever is later. If the term of the collective bargaining agreement is more than three years, the window periods for filing shall be: (1) not more than 180 days and not less than 150 days prior to the third anniversary of the agreement’s effective date; and (2) thereafter not more than 180 days and not less than 150 days prior to the end of each subsequent year of the agreement, until expiration of the agreement.
- Such petition may be filed by:
- The certified organization as a disavowal of interest;
- Another organization provided the petition is accompanied by authorization cards signed by at least thirty per cent of all employees in the proposed unit;
- Any group of employees consisting of at least thirty per cent of all employees in the unit;
- The County Administrator for reasons related to substantial changes in County functions, organizational structure or job classifications.
- The certification procedure will be as set forth in Section 4.5, above.
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