Title
Human Resources Department recommending the Board:
1) Adopt and authorize the Chair to sign Resolution 175-2026 approving the negotiated Memorandum of Understanding (MOU) between the County of El Dorado and El Dorado County Employees’ Association, Local 1, AFSCME Council 57 representing employees in the General, Professional, and Supervisory Bargaining Units;
2) Authorize the Chair to sign said MOU, noting the MOU will be effective the pay period including January 1, 2027, following the Board of Supervisors’ adoption of the MOU; and
3) Direct the Human Resources Department and the Auditor-Controller's Office to administer and implement the MOU provisions.
FUNDING: Various funding.
Body
DISCUSSION / BACKGROUND
The term of the current MOU between the County of El Dorado (County) and the El Dorado County Employees’ Association, Local 1, AFSCME Council 57 (Union) representing employees in the General (GE), Professional (PL), and Supervisory (SU) bargaining units, ends on December 31, 2026.
Pursuant to the Meyers-Milias-Brown Act (Government Code sections 3500 et seq.), representatives of the Union and the County (collectively, the Parties) have met and conferred in good faith regarding wages, hours, and other terms and conditions of employment of employees in the GE, PL, and SU bargaining units. The Parties jointly prepared a successor MOU for the term of January 1, 2027 through December 31, 2026, reflecting agreed revisions to certain terms and conditions. Subject to the provisions in the MOU, a summary of the changes are listed below:
1. Effective the first full pay period containing January 1, 2027, the County will increase base wages for benchmark classifications and internally tied non-benchmark classifications to approximately eight percent (+/- 8%) of the total compensation median of the County’s February 2026 comparable agency compensation survey, with the exception of the Associate Civil Engineer, Cook II, Mental Health Clinician II, Public Health Nurse II, and Social Worker II benchmark classifications. The Associate Civil Engineer, Cook II, Mental Health Clinician II, Public Health Nurse II, and Social Worker II benchmark classifications and their internally tied non-benchmark classifications will receive an increase to approximately five percent (+/- 5%) of the total compensation median of the County’s February 2026 comparable agency compensation survey.
The classification of Hazardous-Materials/Recycling Specialist will receive a four and one-half percent (4.5%) base wage increase, consisting of an increase to (+/- 8%) of the median and an additional 2.75% (non-compounding) increase to address compaction.
2. Effective the first full pay period in January 2028, the County will increase base wages by 3.0% for all classifications subject to this MOU.
3. Modification of existing On-Call language; increase rate from $2.50/hr to $3.00/hr and limit 20% rate to specific Health and Human Services Agency classifications.
Other Terms and Conditions which are recommended for update, and which have little or unknown direct cost impact include, but are not limited to:
• Modification of existing language pertaining to sick leave for consistency with State leave law (e.g., remove provisions for “excessive” leave).
• Modification of existing language pertaining to health, dental, and vision insurance to clarify current practice of determining eligibility for employees on unpaid leave of absence or suspension.
• Modification of existing language to probationary periods to incorporate provision that allows for six-month extension; clarifies existing right of return process.
• Modification of existing Salary Step Increase language in order to clarify the “automatic” step increase timing.
• Modification of existing Closure of County Buildings language to clarify process when non-County facilities close.
• Modification of existing language pertaining to Grievance Procedures to clarify and clean-up process.
Additional “house-keeping” language changes are included in the recommended MOU.
This MOU cancels all other previous agreements and shall otherwise supersede any policies, practices, or ordinance provisions with which it may be in conflict. The MOU shall become of full force and effect upon approval and adoption by the Board of Supervisors and shall remain in effect through December 30, 2028. Nothing contained in the MOU shall be applied on a retroactive basis unless specifically stated.
ALTERNATIVES
The County negotiated this MOU in good faith with the Union under authority and direction of the Board, thus there are no recommended alternatives.
PRIOR BOARD ACTION
04/08/2025 Legistar file 25-0567: Board adopted the most recent MOU for this bargaining unit.
OTHER DEPARTMENT / AGENCY INVOLVEMENT
El Dorado County Employees’ Association, Local No. 1, AFSCME Council 57
County Counsel
CAO RECOMMENDATION
Approve as recommended.
FINANCIAL IMPACT
The approximate annual cost for the MOU changes is $4,700,248 with the impact for the remainder of Fiscal Year (FY) 2026-27 costing approximately $2,169,345. It is anticipated that departments will be able to cover the increased costs with salary savings. Department staff will monitor the impacts of compensation changes on their budgets and return to the Board if there is not sufficient budget to cover the compensation increases. The impact for FY 2027-28 would be approximately $3,050,301 in increased costs from the 3% wage increase.
CLERK OF THE BOARD FOLLOW UP ACTIONS
1) The Clerk will obtain the signature of the Chair on the Resolution;
2) Human Resources will provide the Clerk with two original MOUs for the Chair to sign upon ratification by the Union; and
3) The Clerk will return one copy of the executed resolution and one original MOU to Lauren Montalvo in Human Resources once fully executed by the Chair and retain one fully executed MOU for the Board.
STRATEGIC PLAN COMPONENT
Workforce Excellence
Priority: Enhance Employee Retention
Action Item: Attract and retain the best employees by providing competitive compensation, training, and advancement opportunities, and creating a positive and thriving culture.
CONTACT
Joseph Carruesco, Director of Human Resources