Title
Human Resources Department recommending the Board:
1) Adopt and authorize the Chair to sign Resolution 042-2025 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 date of 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, which had an original end date of December 31, 2023, was extended via negotiated letter of agreement (LOA) and continues until replaced by a successor agreement.
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, 2025 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 following Board adoption of this successor MOU the County will increase base salaries for all classifications in this unit by 4.0%
2. Effective the first full pay period in July, 2025, the County will increase base wages for all classifications by 2.0%.
3. Modification of existing Geographical Differential language to: 1) extend eligibility to an approximate 25-mile range of residence from the primary Tahoe-based work location, and 2) add a proof of eligibility requirement.
4. Addition of a new Procurement Incentive pay.
5. 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 Life Insurance language to incorporate an existing LOA and reflect the current employer provided coverage amount ($40,000).
• Modification of existing Acting Status language to provide for a revised compensation method (Temporary Upgrade Pay Differential vs. change in salary step) as necessary for CalPERS reporting.
• Incorporation of an existing LOA on Personal Leave, modified to extend leave to limited term employees. Modification of existing Shift, Holiday, and Closure of County Building compensation language to clarify eligibility of limited term employees for these specific pays.
• Incorporation of an existing LOA on Mobile Crisis Pay Differential.
• Modification of existing Reduction in Force language for County-wide consistency.
• Modification of existing Payment for Unused Sick Leave language to clarify eligible service period.
• Modification of existing Holiday language to clarify date of observance for employees who work non-standard schedules.
6. 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 31, 2026. 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
11/16/2021 Legistar file 21-1788: Board adopted the most recent MOU for this bargaining unit.
04/19/2022 Legistar file 22-0587: Board adopted a LOA modifying the compensation provisions of the most recent MOU.
11/15/2022 Legistar file 22-2015: Board adopted a LOA modifying the life insurance provisions of the most recent MOU.
04/09/2024 Legistar file 24-0628: Board adopted a LOA modifying the term, compensation, leaves, and release time provisions of the most recent MOU.
07/30/2024 Legistar file 24-1382: Board adopted a LOA adding a Mobile Crisis Differential to the most recent MOU.
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 for the remainder of Fiscal Year (FY) 2024-25 is approximately $800,000 for all funds, and $520,000 for the General Fund. It is anticipated that departments will be able to cover the current fiscal year costs with budget savings. The impact for FY 2025-26 would be approximately $5,760,000 for all funds and approximately $3,744,000 for the General Fund. The impacts for FY 2025-26 are being factored into the development of the 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 three 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 two original MOUs to Misty Garcia 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