The below set of proposals is a package proposal from the Marin County to the SSOA with respect to the referenced articles of the parties’ contract. Any items previously tentatively agreed upon shall be incorporated into any successor agreement between the parties. Any proposals not specifically referenced below should be treated as withdrawn/rejected as applicable. The proposals below are contingent upon the parties reaching tentative agreement on the entire package set forth below and on the entire contract. The County will consider a rejection of any portion a general rejection of the entire package. In the event of a rejection, the County’s position on all items at the table shall be the most recent position adopted prior to passing this package proposal. The County reserves the right to amend, revise, supplement, or withdrawal this package proposal, or any part of thereof, at any time.
Section XXV: Wages and Salaries
C. Salary Increases
1. General Increases
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 two percent (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%).
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%).
2. Equity Increases
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 the Sheriff’s Lieutenant and the Chief Deputy Coroner classification shall be increased by two percent (2%).
3. One Time Lump Sum Payment
Effective the first full pay period in July 2022, or in the first full pay period following ratification and approval, whichever is later, Regular Hire full-time employees 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 “hard to fill”, as determined by Human Resources, after notification to SSOA, new employees hired after adoption of this contract by the Board of Supervisors 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, 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.
Section VI. Hours of Work
C. Shift Differential.
Sheriff Department employees assigned to work any shift that begins after 6:00 p.m. shall be entitled to a 5% shift differential for any hours worked between 6:00 p.m. and 6:00 a.m. provided the employee works a minimum of four (4) hours during that listed time frame. 5 Scheduling of alternate shifts that fall between 6:00 p.m. and 6:00 a.m. shall be at the sole discretion of the Sheriff.
Section XVIII: Peace Officer Standards and Training (P.O.S.T.) Certificate and Educational Incentive Programs
This section applies to employees in the following classifications:
Sheriff's Lieutenant
Chief Deputy Coroner
A. Peace Officer Standards and Training (P.O.S.T.) Certificate Program
Effective the first full pay period in July 2022, or in the first full period following ratification and approval, whichever is later, Association members who maintain an advanced 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. Association members who maintain a P.O.S.T. management certificate will receive an additional $90 per pay period. The $90 will be paid in addition to the $311.54 per pay period employees currently receive for maintaining an advanced certificate. The total an employee will be eligible to receive is $401.54 per pay period.
Effective the first full pay period in July 2023, Association members who maintain an advanced 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. Association members who maintain a P.O.S.T. management certificate will receive an additional $105 per pay period. The $105 will be paid in addition to the $323.08 per pay period employees receive for maintaining an advanced certificate. The total an employee will be eligible to receive is $428.08 per pay period.
Effective the first full pay period in July 2024, Association members who maintain an advanced 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. Association members who maintain a P.O.S.T. management certificate will receive an additional $120 per pay period. The $120 will be paid in addition to the $334.62 per pay period employees receive for maintaining an advanced certificate. The total an employee will be eligible to receive is $454.62 per pay period.
Association members are eligible to receive incentive payments as described above for possessing either the intermediate or advanced P.O.S.T. certificate but not for both.
Association members receiving compensation under the P.O.S.T. Certificate Incentive Program remain eligible to participate in the Educational Incentive Program as described in Subsection B below and in PMR 42.6 and any modifications thereto.
B. Educational Incentive Program.
In order to assure that high-quality law enforcement services are provided to the residents of Marin County, to encourage Association members to continue to broaden their educational background, and to provide recognition for those Association members who demonstrate interest in continuing their education and broadening their professional experience, Association members may participate in the County of Marin's Tuition Reimbursement Program as described in PMR 42.6 and any modifications thereto.
Section XIV: Holidays
A. List of Holidays.
Effective July 1, 2005, holidays will be paid at straight time. Regular employees shall be entitled to the following holidays with pay: Regular employees shall be entitled to the following holidays with pay:
- The first (1st) day of January.
- The twelfth (12th) day of February.
- The third (3rd) Monday in February.
- March 31st (Cesar Chavez Day)
- The last Monday in May.
- June 19, Juneteenth National Independence Day
- The fourth (4th) day of July.
- The first (1st) Monday in September.
- The ninth (9th) Day of September.
- Veterans' Day.
- Thanksgiving Day.
- The Friday immediately following Thanksgiving Day.
- December 25.
- Martin Luther King Day
- Every day appointed by the President of the United States or the Governor of the State of California for a public fast, thanksgiving, or holiday approved by the Board of Supervisors.
Section XVII: Benefits
A. Benefit Package Paid by County
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.
Regular hire employees enrolled in a County medical plan shall 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 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 in an amount equivalent to zero to six (0% to 6.0%) 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 and employee plus family 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.
Effective the first full pay period in July 2018, an employee who is enrolled in County health benefits and receives any form of cash back shall only receive up to a maximum of one- hundred ($100) dollars per pay period.
Elimination of Cash Back for New Hires 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 employees hired on or after July 1, 2018, and for employees who do not receive cash back as of July 1, 2018.
Effective July 28, 2019, employees who change their benefits in such a way that reduces/eliminates cash back will not be eligible for cash back in the future.
Section XV: Uniforms
The County shall, at the end of each calendar quarter, pay $230.00 ($920.00 annually) as uniform allowance to each Sheriff’s Lieutenant employed on the date of payment and who is required to maintain a uniform.
Effective the first full pay period following ratification and approval, the County shall, at the end of each calendar quarter, pay $112.50 ($450.00 annually) as uniform allowance to each Chief Deputy Coroner employed on the date of payment and who is required to maintain a uniform.
New Section:
The Sheriff’s Lieutenant who oversees the Investigations Unit shall receive a $3.00 per hour differential/premium pay while serving in this assignment.
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