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 following ratification by the Union and adoption of the Agreement by the Board of Supervisors, 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 2023)
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: 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 approval by the Board of Supervisors, whichever is later. 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.
- Biweekly Fringe Benefits:
Regular hire employees enrolled in a County medical plan receive bi-weekly fringe benefit payments in calendar year 2022 as follows:
+ 1 Dependent
Effective in 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%) to six percent ( 6.0%) (based on the premium increase to the Kaiser Silver plan) for all benefited employees at the employee plus one (1) and employee plus family benefit levels.
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.
- 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.
- 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.
- 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”).
- 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.
- 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 XIV. Holidays
- Regular employees shall be entitled to the following designated holidays with pay: (1) New Year's Day; (2) Martin Luther King, Jr. Day; (3) President’s Day; (4) Cesar Chavez Day; (5) Memorial Day; (6) Juneteenth; (7) Independence Day; (8) Labor Day; (9) Veteran's Day; (10) Thanksgiving Day; (11) the Friday immediately following Thanksgiving Day; (12) Christmas Day; and any other day appointed by the President of the United States or the Governor of the State of California for a public fast, thanksgiving, or holiday and approved by the Board of Supervisors.
- When a holiday falls on a Saturday or 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 his two days off shall be deemed to be a holiday in lieu of the day observed.
Section XIX. Retirement
Add new Section: G. Retirement Financial Analysis
G. Retirement Financial Analysis
The County will perform a high-level financial analysis of the long-term cost of the previously negotiated retirement enhancement with Probation and the Probation Managers Association, wherein the Unions moved from miscellaneous to safety retirement. This analysis will inform future cost-sharing negotiations for the subsequent successor Agreements (2025-2029). The total cost of said analysis shall not exceed $50,000.
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.
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