Title
Human Resources Department recommending the Board:
1) Adopt and authorize the Chair to sign Resolution 149-2026 approving the negotiated Memorandum of Understanding (MOU) between the County of El Dorado and the Operating Engineers Local No. 3 representing employees in the Trades and Crafts Bargaining Unit and to retitle the Radio Maintenance Technician classification to Radio Maintenance Specialist;
2) Authorize the Chair to sign said MOU;
3) Approve and adopt the updated classification specification for Radio Maintenance Technician (new title Radio Maintenance Specialist); and
4) Direct the Human Resources Department and the Auditor-Controller's Office to administer and implement the provisions of the MOU and Resolution referenced above.
FUNDING: Various funding.
Body
DISCUSSION / BACKGROUND
The term of the current Memorandum of Understanding (MOU) between the County of El Dorado and the Operating Engineers Local No. 3 (OE3 or “Union”) representing employees in the Trades and Crafts (TC) Bargaining Unit, ended on June 30, 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 TC bargaining units. The Parties jointly prepared a successor MOU for the term of July 1, 2026, through June 30, 2028, reflecting agreed-upon 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 following Board adoption of this successor MOU, 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 Sheriff’s Public Safety Dispatcher II benchmark classification. The Sheriff’s Public Safety Dispatcher II benchmark classification and its 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.
2. Effective the first full pay period in July 2027, the County will increase base wages by three percent (3.0%).
3. Modification of existing Tahoe Differential language for County-wide consistency; increase differential from $92.30 each pay period to $101.53 and pay differential consistent with the 24 benefit-deduction pay periods instead of 26.
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).
• Addition of a new provision for the one-time study of the Fleet Services classification.
• Addition of a new provision for Chief Administrative Office, Facilities Division Take Home Vehicles.
• Added language to incorporate side letter on the Wildlife Trapper Canine dated July 15, 2025.
• Added language to incorporate side letter on Reduction in Force dated May 19, 2026.
• Modification of existing Salary Step Increase language in order to clarify the “automatic” step increase timing.
• Added County reimbursement provision for Qualified Applicator License and Qualified Applicator Certificate fees for employees qualified and assigned by the department to handle pesticides/herbicides.
• Added uniform provision for Radio Maintenance Specialists.
• Removed moot language pertaining to one-time double OE3 sponsored health plan insurance premium deductions of a prior MOU.
• Added provision pertaining to informing the Union no later than April 1, 2027, of a new benefit in which the County seeks to create an employee-funded retiree medical pre-funding mechanism.
• Modification of existing language pertaining to Drug Free Workplace to remove language that no longer applies as county-wide policy was adopted by the Board of Supervisors in March 2025.
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 June 30, 2028. Nothing contained in the MOU shall be applied on a retroactive basis unless specifically stated.
In addition to the above, the Department of Human Resources conducted a limited classification study of the Radio Maintenance Technician classification, pursuant to Article 5, Section C of the prior MOU (July 1, 2024 - June 30, 2026) between the County and the Operating Engineers Local Union No. 3, Trades and Crafts Bargaining Unit (TC), to evaluate the accuracy of the existing class specification. The study confirmed that the job has changed significantly since it was last updated in 2000. The positions now support a modern and much more complex public-safety radio system, including advanced equipment, network-connected communication systems, and expanded responsibilities for emergency response and coordination with other agencies. These duties are not reflected in the existing classification. Updating the class description and retitling the classification to Radio Maintenance Specialist more clearly describes the journey-level technical work performed today and ensures the specification accurately reflects the current responsibilities of the role. The Department of Human Resources developed the recommendation in collaboration with the Sheriff's Office and Operating Engineers Local Union No. 3. Following the update of the class specification, the compensation study required under the MOU was conducted and negotiated in accordance with Article 5, Section C of the prior MOU through the successor MOU negotiations.
ALTERNATIVES
The County negotiated this MOU and the changes to the Radio Maintenance Technician (new title Radio Maintenance Specialist) in good faith with the Union under authority and direction of the Board, thus there are no recommended alternatives.
PRIOR BOARD ACTION
05/19/2026 Legistar file 26-0861: Board adopted a LOA modifying the Reduction in Force provision of the MOU.
02/03/2026 Legistar file 26-0208: Board adopted the most recent MOU for this bargaining unit.
07/15/2025 Legistar file 25-0806: Board adopted a LOA establishing a Wildlife Trapper Canine Pilot Initiative.
OTHER DEPARTMENT / AGENCY INVOLVEMENT
Operating Engineers Local No. 3
County Counsel
CAO RECOMMENDATION
Approve as recommended.
FINANCIAL IMPACT
The approximate cost of the MOU for remainder of Fiscal Year (FY) 2026-27 is approximately $956,000 with an estimated General Fund cost of $621,750. It is anticipated that departments may 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 estimated increased cost of the 3% increase in July 2027 is $650,000 with an estimated General Fund cost of $418,500 in FY 2027-28. The cost of the MOU will be incorporated into the development of the FY 2027-28 Recommended Budget.
CLERK OF THE BOARD FOLLOW UP ACTIONS
1) The Clerk will obtain the signature of the Chair on the Resolution; and,
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