Section IV. Salaries
A. General Salary Adjustments.
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%).
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:
||Rate of Pay Increase
|Senior DPO/Senior DPO-Bilingual
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. 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. Fringe Benefits
C. Insurance and Retirement Contributions.
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:
Employee +1 Dependent
Employee + Family
Over $ 75k*
*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 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 to five percent (0-5%) based upon the Kaiser Silver plan for all 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.
An employee who is enrolled in County health benefits and receives cash back of any remaining unused fringe, shall only receive up to a maximum of fifty ($50) dollars per pay period, provided that they were hired before July 1, 2018, and they received 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/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 and mandated employee-only dental, vision and basic life insurance, for all represented employees who enroll in employee-only medical plans.
a. The County shall apply the contribution toward the employee’s health, dental, basic life, supplemental life, and long-term disability insurance programs in which the employee is enrolled.
b. Regular, part-time employees who work at least half-time will receive a pro rata share of the County’s biweekly contribution toward employee’s insurance premiums.
d. The County and the Union agree that the agreed-upon changes in medical, dental, life insurance, retirement, and supplemental benefits resolve any question of fair distribution of benefits between employees of different benefit levels and coverage and that this package represents a sound contribution to the fringe benefit coverage of all County employees represented by the bargaining units party to this Agreement.
e. Should the Congress or the state pass legislation enacting health-care reform, the County and the Union agree to meet and confer in regard to the provisions of this Agreement affecting medical benefits.
f. Employees will be eligible to participate in an enhanced long-term disability program providing benefits of sixty-six percent (66%) of salary up to a monthly maximum of two thousand five hundred dollars ($2,500) with the premiums to be paid by the employee.
g. The Vision Service Plan (VSP) is a mandatory benefit for employees (optional for dependents).
h. Employees will be eligible to enroll in the County’s Dependent Care Assistance Program (DCAP), Long-Term Care Insurance (at the employee’s own cost), and (MRA) a flexible spending account (FSA).
i. Members shall be eligible to participate in the County's Catastrophic Leave Donation Program.
j. 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.
k. Teamsters Local Union 856, Health and Welfare Trust
For the term of July 15, 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”).
Section XVIII. Strikes And Lockouts
A. 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.
B. Each party consents to and waives any defenses against an injunctive action by the other party to restrain any violation of this section.
C. 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 and agency-shop/fair-share deductions. The biweekly amount that would usually have 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.
ADD New Section: 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 III. Administration
ADD Section D.
D. USE OF BULLETIN BOARDS. Authorized representatives of Union shall be allowed to post Union notices on designated bulletin boards maintained on County premises.
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 Teamsters 856 Probation Workers unless the negotiated salary increase is part of a package proposal. In such an event, Teamsters 856 Probation Workers 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 856 Probation Workers 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 856 Probation Workers can vote to accept the package or refuse the package but cannot receive the increase without the corresponding concession.
Section XX. Termination Date
This Agreement shall be in effect from July 1, 2022 to and through June 30, 2025. It shall continue in effect thereafter from year to year unless either party gives one hundred twenty (120) days' notice prior to June 30, 2025 to terminate or modify this Agreement.
* * * * * * * * * *
Continue discussions on the following proposals:
Union Proposal #8 – Call Back & Standby
Union Proposal #9 – JCO Supervisor Differential-consider after minimum of ten (10) days.
Union Proposal #15 – Union Security
Union Proposal #16 – Payroll Deductions for D.R.I.V.E.
Return to the Labor Negotiations Update page