1.    Wages

  • Effective the pay period following adoption of a successor contract by the Board of Supervisors but no earlier than the first full pay period of July 2022 the rate of pay for all represented employees shall be increased by 2.0%.
  • Effective the pay period following adoption of a successor contract by the Board of Supervisors but no earlier than the first full pay period of July 2023 the rate of pay for all represented employees shall be increased by 3.0%.
  • Effective the pay period following adoption of a successor contract by the Board of Supervisors but no earlier than the first full pay period of July 2024 the rate of pay for all represented employees shall be increased by 3.0%.

2.    Equity Adjustment

  • Effective the pay period following adoption of a successor contract by the Board of Supervisors but no earlier than the first full pay period of July 2022, the Fire Engineer Paramedic (40 and 56) shall be increased by 2.2%
  • Effective the pay period following adoption of a successor contract by the Board of Supervisors but no earlier than the first full pay period of July 2022, the rate of pay for Fire Captain (40 and 56) shall be increased by 2.2% to address compaction.
  • County is evaluating additional equity adjustment based on Holiday plus base pay.

3.    Engine/Crew Boss Differential

  • Engineers and Engineer Paramedic with the Engine/Crew Boss certification who are available to be deployed to strike teams during Fire season will receive $350 per month during the months of June through October.

4.    Healthcare

  • Effective in December 2022, December 2023 and December 2024, 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%) to five percent (5%) (based on the premium increase to the Kaiser Silver plan) for benefitted employees at the employee plus one (1) and employee plus family benefit levels.
  • Adjustment to County Fringe Contribution at the Employee-Only Enrollment Level in Plan Years 2023, 2024, and 2025: If the biweekly premium at the Kaiser Silver employee-only level in plan years 2023, 2024, and 2025 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.

5.    Vacation

  • Article 7. Prerequisites, 7.1.7: After working 14 or more consecutive days on an out of county assignment, if the employee returns to the county on a regular duty day, the employee may use vacation time for the remainder of the shift with the approval of the Chief or designee.

6.    Uniforms

  • Increase seasonal uniform allowance from $400 to $600.

7.    Promotional Testing

  • New Section: To allow the members to make their vacation bidding picks based around Promotional Testing Dates, the County will make the best efforts to schedule promotional testing in advance of vacation bidding windows and will publish known promotional testing dates one (1) month prior to the Vacation Bidding Window in which the promotional test will take place as follows:

For promotional testing held between November 1st-May 31st, known dates will be published no later than September 8th.

For promotional testing held between June 1st-October 31st, known dates will be published no later than March 8th.

Nothing in this section prevents the County from scheduling additional promotional testing dates and providing notice outside of these windows to address recruitment needs (e.g., an exhausted list). The County will notify the Association when additional testing is needed and will seek to provide as much notice as possible when this occurs.

8.    Overtime

  • Article 6. Hours of Work, 6.4 Overtime, Compensatory Time Callback, 6.4.1 Administration, 6.4.1.1 All Sworn bargaining unit members (Administration and Suppression) will have one overtime rate which will be one- and one-half times the suppression rate set forth in Section 6.4.2.1 (i.e., 1.5x the equivalent suppression rate). Employees shall be paid for all overtime worked not later than the second paycheck following performance of the work.
  • Article 6. Hours of Work, 6.4 Overtime, Compensatory Time Callback, 6.4.3 Computation for 40 hour employees except for Fire Dispatchers, 4.3.1 Overtime is time worked beyond the employee’s regular duty day (e.g., 8 or 10 hours); or the forty (40) duty week, whichever is longer. The regular rate of pay for overtime compensation for employees in administrative assignments shall be based on hours regularly scheduled in a 7-day work period.

9.    Fire Dispatch Sideletter

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