Title
Human Resources Department recommending the Board:
1) Adopt and authorize the Chair to sign Resolution 039-2025 approving the negotiated Memorandum of Understanding (MOU) between the County of El Dorado and El Dorado County Managers’ Association representing employees in the Management Bargaining Unit;
2) Authorize the Chair to sign said MOU, noting the MOU will be effective the date of Board 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 Managers’ Association (Association) representing employees in the Management (MA) bargaining Unit, ended on June 30, 2024.
Pursuant to the Meyers-Milias-Brown Act (Government Code sections 3500 et seq.), representatives of the Association 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 bargaining unit. The Parties jointly prepared a successor MOU for the term of July 1, 2024 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: 1) employees in this Unit will receive a one-time $1,000 lump sum payment, and 2) the County will increase base salaries by 4.0%, except as identified otherwise below:
(1) 32.73% Sheriff’s Correctional Lieutenant.
(2) 19.56% Deputy Building Official.
(3) 17.87% Deputy Director of Maintenance & Operations.
(4) 6.69% Sheriff’s Public Safety Dispatch Manager.
(5) 5.39% Deputy Director of Engineering.
(6) 18.0% for certain incumbent employees in the Manager of Mental Health Programs and Program Manager - Protective Services classifications who received on-call compensation during pay periods 03 and 04 of calendar year 2025 to buyout existing on-call compensation in its entirety (employees in these classifications may be assigned on-call duty but shall receive no additional on-call compensation thereafter). The salary for these specific employees shall be “Y” rated; no salary increases, including cost of living adjustments or equity increases, shall be given to incumbents occupying "Y" rated positions until such time as the top step salary of the new classification salary range equals or exceeds each employee’s "Y" rated salary. The salary ranges for these classifications as listed on the adopted salary schedule shall otherwise only reflect the 4.0% across-the-board base salary increase.
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 On-Call language to: 1) increase the compensation of Assistant District Attorney to $400 per weekly assignment consistent with attorney classifications in other bargaining units, and 2) remove existing on-call compensation for Mental Health Medical Director, Manager of Mental Health Programs, and Program Manager - Protective Services.
4. Modification of existing Uniform Allowance to increase the Sheriff’s Correctional Lieutenant allowance to $41.66 paid 24 pay periods per year for parity with law enforcement sworn management in the Sheriff’s Office. Addition of language to clarify eligibility criteria consistent with other bargaining units.
5. Modification of existing Deferred Compensation language to: 1) remove 10-year vesting period for 2.5% (unchanged) employer contribution, 2) add provision that such contribution shall be made to either a 457 or 401(a) plan at the discretion of the County’s deferred compensation plan fiduciary (the Treasurer/Tax Collector) should 401(a) accounts be established by the County, and 3) add a new auto enrollment for currently non-participating and new Unit members for purposes of the County contribution.
6. Addition of up to sixteen hours of a new Personal Leave consistent with other bargaining units.
7. Other Terms and Conditions which are recommended for update, and which have little or unknown direct cost impact include, but are not limited to:
• Incorporation of an existing Letter of Agreement on Procurement Incentive pay.
• Modification of existing Life Insurance language to reflect the current employer provided coverage amount ($80,000).
• 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.
• Modification of existing Holiday compensation language in order to clarify the precise conditions and calculation of payment for Holidays and Holiday in Lieu pay.
• Modification of existing Vacation language to remove vesting period to use accrued vacation leave.
• Modification of existing Reduction in Force language for County-wide consistency.
• Modification of existing Catastrophic Leave Donation program language to: 1) clarify administration and taxation provisions, and 2) reduce minimum donation threshold for County-wide consistency.
• Modification of existing Payment for Unused Sick Leave language to clarify eligible service period.
8. 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 Association under authority and direction of the Board, thus there are no recommended alternatives.
PRIOR BOARD ACTION
06/14/2022 Legistar file 22-0989: Board adopted the most recent MOU for this bargaining unit.
09/12/2023 Legistar file 23-1528: Board adopted a Letter of Agreement modifying the most recent MOU for this bargaining unit.
OTHER DEPARTMENT / AGENCY INVOLVEMENT
El Dorado County Managers’ Association
County Counsel
CAO RECOMMENDATION
Approve as recommended.
FINANCIAL IMPACT
The approximate annual cost for the MOU changes is $925,100 with the impact for the remainder of Fiscal Year (FY) 2024-25 costing approximately $272,946. 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 2025-26 would be approximately $332,000 in increased costs from the 2% 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 three original MOUs for the Chair to sign upon ratification by the Association; 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