Section 2.1 Salary
2.1.1 General 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 earlier, 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 full pay period in July 2023, the rate of pay for all classes and employees shall be increased by three percent (3%).
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%).
2.1.2 Equity Adjustment
Effective the first full pay period in July 2022, or in the first full pay period following ratification and approval, whichever is earlier, the rate of pay for the DDA Level I and the DDA Level II shall be increased by three (3.0%). The rate of pay for the DDA Level IV shall be increased by one (1%).
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.
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 $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.
CHAPTER III: FRINGE BENEFIT
Article 3.1 Medical, Dental, Vision, Life, Retirement 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.
3.1.1 Fringe Benefits
The following bi-weekly fringe benefit contributions shall be made by the County in calendar year 2022:
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Employee Only
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Employee +1 Dependent
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Employee + Family
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Bi-weekly Fringe –
Under 75k*
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$514.60
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$690.56
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$934.53
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Bi-weekly Fringe –
Over 75k*
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$514.60
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$677.66
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$908.74
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*Annual salary threshold to determine the County’s fringe benefit contributions shall be under/over $77,000 for calendar year 2023 and under/over $79,000 for 2024 and under/over $85,000 for 2025.
Effective in December 2022, December 20123 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 upon the premium increase to the Kaiser Silver plan for all benefited employees at the employee plus one (1) and employee plus two (2) 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, provided that they were hired before July 1, 2018, and they received case 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/or 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, for all represented employees who enroll in employee-only medical plans.
3.1.2 Part Time Employees
Part time regular hire employees, who are normally assigned to work half-time or more in a pay period, shall be entitled to all benefits provided in this MOU on a pro rata basis.
3.1.3 Employees Excluded
All regular hire employees, normally assigned to work less than a half of a pay period, will be ineligible for County medical, dental, vision, long-term disability and life insurance coverage and/or any other option contained in this Article.
3.1.4 Waiver of Participation
During open enrollment or within 30 days of a qualifying event, any employee covered by this agreement may make written application to the Human Resources Director for waiver of required participation in one or more insurance programs, except Dental Insurance, Vision Insurance, and Basic Life Insurance, if said employee provides acceptable proof of equivalent coverage in a group plan through other sources.
An employee who waives participation under this section shall use the fringe benefit package to pay for mandated benefits and may receive up to one hundred dollars ($100) cash back per pay period.
3.1.5 Flexible Spending Account (FSA)
Members of the Association may participate in the Counties flexible spending accounts including:
- DCAP-Dependent Care Assistance Program
- Health Flexible Spending Account
3.1.6 Teamsters Local Union 856, Health and Welfare Trust
For the term of July 29, 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”).
3.1.7 Retirement Contribution
An employee’s date of membership in the Marin County Employees’ Retirement Association (“MCERA”) will determine the appropriate pension tier and the calculation of retirement allowance.
3.1.8. 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.
3.1.9. Long Term Disability
Employees may enroll in long-term disability insurance and may use County fringe contributions to pay for this benefit, where available.
In September 2022, Teamsters and the County shall meet and confer regarding health, dental, and vision plans as part of a health care committee. Neither party shall be permitted to impose any plan, any increase and/or decrease in employee cost toward fringe benefits, nor impose any increase and/or decrease to any benefit conferred on employees pursuant to this Agreement as part of these discussions.
CHAPTER III. FRINGE BENEFIT
ADD New Section: 3.5.1 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 1.3.1: No Strikes and Lockouts
During the term of this agreement, County agrees that it will not lock out employees, and, the Union, despite any sanctions or instructions by their international union or Central Labor Council, agrees that they will not engage in, encourage or approve any strike, slowdown or other work stoppage growing out of any dispute relating to the terms of this agreement, nor shall the Association or any person covered hereunder honor any picket line of any other group of County employees (sympathy strike). Union will take whatever lawful steps are necessary to prevent any interruption of work in violation of this agreement, recognizing, with County, that all matters of controversy within the scope of this agreement shall be settled by established grievance procedures.
Any strike, slowdown, sick out, work to rule or other work stoppage growing out of any dispute relating to the terms of this agreement shall cause the County to immediately suspend dues deductions. The bi-weekly amount that would have usually been deducted from employees’ pay during the biweekly pay period shall not be deducted if any work stoppage as defined above occurs at any time during the pay period.
CHAPTER II: WAGES
Article 3.2 Vacation
3.2.6 Limits on Accrual of Vacation Leave
Employees will not accumulate any further vacation leave if their unused vacation leave reaches 360 hours. In unusual cases, to avoid impairment of County services, the County Administrator may approve the accumulation of unused vacation hours in excess of the maximum unused hours.
During a declared disaster and/or emergency, Teamsters and the County shall meet and confer (over impacts) within five (5) business days to discuss whether the accumulation cap should be temporarily suspended.
CHAPTER VI: UNION RIGHTS/SECURITY
Article 6.3 Fair Share/Agency Shop
DELETE Article 6.3 Fair Share/Agency Shop
Rename and renumber Article 6.4 Notification to 6.3 Personnel Listing
Article 6.3 Personnel Listing
On a monthly basis, the County shall provide the union with an electronic copy of each regular personnel listing which contains the names of all employees in the bargaining unit, job title, department, work location, work, home and personal cellular telephone numbers, personal email addresses on file with the employer, home address, dates of employment, classification, rates of pay, and terminations. This personnel listing shall be sent via email to the Teamsters 856 Membership Coordinator.
CHAPTER VIII. 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 cumulatively greater than those to which the parties have agreed herein, the County agrees to provide the higher COLA* or one-time payment to Teamsters DAs, unless the negotiated salary increase is part of a package proposal. In such an event, Teamsters DAs 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, Teamsters DAs 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, Teamsters DAs can vote to accept the package or refuse the package but cannot receive the increase without the corresponding concession.
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Discussions to continue on Union Proposal #7.
Return to the Labor Negotiations Update page