Section XXII.  Wages and Salary 

General Salary Increases:

Year 1: Effective the first full pay period in July  2022, or in the first full pay period following ratification and approval, whichever is later, the rate of pay for all classes and employees shall be increased by  three- and one-half percent ( 3.5%). 

Year 2: Effective the first 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 pay period in July 2024, the rate of pay for all classes and employees shall be increased by  three percent ( 3.0%).

Salary Equity Adjustments effective the first full pay period in July 2022, or in the first full pay period following adoption of the agreement, whichever is later, the rate of pay for the following job classes will be increased as follows: 

Director of Probation Services:      3.22% (Year 1)

Probation Supervisor:                    5.00% (Year 1) & 1.49% (First full pay period in July

Hard to Fill Bonus: When a position is deemed “hard to fill”, as determined by Human Resources, new employees hired after July 1, 2022, shall be eligible for up to a $2500-$10000 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 due to salary concerns, 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.

Retention Bonus: All regular hire employees on the books on July 1, 2022, will receive a one-time $1000 retention bonus in the first paycheck in August in recognition of years of service to the County.  All regular hire employees, who are on the books on July 1, 2023, will receive a one-time $1,000 bonus in the first paycheck in August 2023 in recognition of years of service to the County.  Part time employees shall receive a prorated amount based on their FTE.

Section XVII.  Benefits/Medical, Dental, Life and Supplemental Benefits 

The County provides a fringe benefits package described below. Unless expressly stated, all benefits listed in this article are prorated based upon the employee’s regular hire FTE. Hours worked as a contingent hire (i.e., Extra Hire) employee, and/or hours worked in excess of a part-time regular hire FTE, and/or overtime hours do not count toward the accrual of benefits.

A. Biweekly Fringe Benefits:

Regular hire employees enrolled in a County medical plan receive bi-weekly fringe benefit payments in calendar year 2022 as follows:

Employee
Only
Employee
+ 1 Dependent
Employee
+ Family
 $514.60 $677.66
$908.74

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 (5.0%) (based on the premium increase to the Kaiser Silver plan)  for benefited employees at the employee plus one (1) and employee plus family benefit levels.

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.

Any 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:

Elimination of Cash Back for New Members and Employees Not Receiving Cash Back as of July 1, 2018.

Effective July 1, 2018, there will be no cash back of any remaining unused amount of an employee’s bi-weekly fringe benefit package for new members hired on or after July 1, 2018 and for employees who do not receive cash back as of July 1, 2018.

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  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 and mandated employee only dental, vision and basic life insurance, for all represented employees who enroll in employee-only medical plans.

B. Effective March 29, 2000, all represented employees will enroll in the Vision Services Plan as a mandatory benefit. Enrollment is optional to dependents who must be enrolled at the same time or within 30 days of becoming a dependent.

C. The County agrees to meet and confer with Association in connection with negotiations, bid invitations, or changes in coverage of applicable medical, dental, life and long-term disability insurance programs.

D. Teamsters Local Union 856, Health and Welfare Trust

For the term of July 1, 2022 through June 30, 2025 Agreement, the County of Marin (“County”) agrees to participate in the Teamsters Local Union No. 856 Health and Welfare Trust (“Teamsters Trust”) for the sole purpose of offering to its employees the Teamsters Trust’s Anthem Preferred Provider Organization plan (“Anthem PPO” or “Teamsters Plan”).

Future Renewals

Upon the County’s receipt of the renewals for its health plans for subsequent plan years (e.g., the Teamsters Trust Anthem PPO Plan (“Teamsters Plan”), Kaiser Permanente (“KP”), and Western Health Advantage (“WHA”)1, if the Teamsters Plan’s required renewal premium rates exceed each of the competing carriers (e.g., KP and WHA) renewal rates by more than 15.0%, the Teamsters Plan will be automatically discontinued as an offering to all County of Marin participants as of January 1st of the immediately following calendar year.  The calculation to determine the total cost of each plan will be:

(Employee only total enrollment x health plan employee only monthly rate) + (Employee+1 total enrollment x health plan employee + 1 monthly rate) + (Employee+family total enrollment x health plan employee + family monthly rate) = Plan cost

To eliminate enrollment (i.e., rate tier) differences, the same enrollment figures will be used for all Plans. The County’s total combined enrollment in its health plans (e.g., Teamsters Plan, WHA and KP), excluding Medicare, will be used in calculating the aggregate rate difference for the Teamsters Plan compared to the competing plans (e.g., WHA and KP). To isolate the true sustainability aspect of the plans, the total premium rates will be used for this calculation.  

CALCULATION: All of the County’s health plans will have their total combined enrollment multiplied by each health plan’s renewal rates. For Kaiser, the comparison will be to its highest cost plan (e.g., Plan L). If the Teamsters Plan renewal’s monthly premium is the highest by more than 15.0%, the County will discontinue offering the Teamsters PPO plan to County of Marin participants effective January 1st of the immediately following calendar year 

ILLUSTRATIVE EXAMPLE OF THE CALCULATION: 

Enrollment:

  Employee only Employee + 1 Employee + family
Teamsters Plan  250 250 50
WHA 50 20 10
Kaiser (combined Plan L and Plan S, excluding Medicare retirees) 1200 500 500
Total Enrollment& 1500 770 560

Illustrative Monthly Rates: 

  Employee only Employee + 1 Employee + family
Teamsters Plan $745 $1490 $2085
WHA $780 $1560 $2080
Kaiser Plan L $790 $1580 $2100
Total Enrollment 1500 770 560

CALCULATION

To calculate the comparative costs, multiply the above rates by the above total enrollment:

(Employee only total enrollment x health plan employee only monthly rate) + (Employee+1 total enrollment x health plan employee + 1 monthly rate) + (Employee+family total enrollment x health plan employee + family monthly rate) = Plan cost 

Teamsters PPO: $3,432,400 (lowest cost of the 3, excluding the lower cost KP Plan, Plan S) Western Health Advantage: $3,536,000 (+3.0%) Kaiser Permanente Plan L: $3,577,600 (+4.2%) 

ILLUSTRATIVE RESULT: Based on the above illustrative example, the Teamsters PPO plan is less than the most expensive plan (Kaiser Plan L) by approximately 4% and the County would not exercise its right to automatically cease participation in the Teamsters Plan. 

E. Single and Double Supplemental Life Insurance

Employees may enroll in single or double supplemental life insurance, and may use County fringe contributions towards this enrollment, where available. IRS rules governing imputed income will apply.

F. Long Term Disability

Employees may enroll in long-term disability insurance and may use County fringe contributions to pay for this benefit, where available.

Section XVII.  Benefits:  Medical, Dental, Life and Supplemental Benefits

New Section G. Disaster Leave

The County will approve up to three (3) working days paid administrative leave in any twelve (12) month period when the employee’s primary residence located in California is rendered uninhabitable due to fire, flood, or earthquake. Requests must be approved by the CAO. Documentation must be provided within a reasonable period of time. If adequate documentation is not provided, leave will be charged against any of the employee’s other paid time accruals. 

Section XXIX. Settlement Intent

In the event that County of Marin reaches a tentative agreement with another labor organization whose contract expires June 2022 or with MAPE if they agree to a contract extension in 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 greater than those to which the parties have agreed herein, the County agrees to provide the higher COLA* or one-time payment to PMA, unless the negotiated salary increase is part of a package proposal. In such an event, PMA 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 or with MAPE if they agree to a contract extension in 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, PMA 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, PMA can vote to accept the package or refuse the package but cannot receive the increase without the corresponding concession.