Title
Human Resources Department recommending the Board:
1) Adopt and authorize the Chair to sign Resolution 035-2026 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;
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 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, 2024.
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, 2024 through June 30, 2026, 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 in July, 2025, the County will increase base wages for all classifications by 2.0%.
2. Effective the first full pay period following Board adoption of this successor MOU, the County will 1) pay each eligible employee $1,000 and 2) increase base salaries by 5.0%, except as identified otherwise below:
• 6.18% SR. BRIDGE MAINTENANCE WORKER
• 5.59% BRIDGE MAINTENANCE SUPERVISOR
• 5.56% TRAFFIC CONTROL MAINTENANCE SUPERVISOR
• 5.56% HIGHWAY MAINTENANCE SUPERVISOR
• 5.47% FLEET SERVICES SUPERVISOR
• 5.32% BUILDING INSPECTION SUPERVISOR
• 5.29% SR. TRAFFIC CONTROL MAINTENANCE WORKER
• 5.29% SR. HIGHWAY MAINTENANCE WORKER
• 5.03% EQUIPMENT MAINTENANCE SUPERVISOR
• 5.01% SHERIFF'S SR. PUBLIC SAFETY DISPATCHER
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. Modification of existing On-Call duty differential to increase from $2.50/hr to $3.00/hr.
5. Modification of existing Shift differentials to increase “swing” shift from $0.75/hr to $1.00/hr, and “graveyard” shift from $1.00/hr to $1.25/hr.
6. Addition of new Peace Officer Standards and Training (POST) Certificate Pay and Dispatcher-in-Charge pays for eligible employees in Sheriff’s Public Safety Dispatcher classifications.
7. Modification of existing Tool Allowance to increase payment from $50 to $100 per month for eligible classifications.
8. Modification of existing Building Inspector Certification language to add two additional code enforcement certifications eligible for payment; no change to the total maximum monthly certification compensation.
9. Modification of existing Mechanics Certification pay language to extend eligibility to Fleet Technicians.
10. Addition of up to forty-eight hours of worker’s compensation salary continuation for parity with other bargaining units.
11. Addition of up to sixteen hours of a new Personal Leave consistent with other bargaining units.
12. Other Terms and Conditions which are recommended for update, and which have little or unknown direct cost impact include, but are not limited to:
• Addition of a new provision for the one-time study of the Radio Maintenance Technician classification.
• Modification of existing Salary Status Upon Reemployment language to extend the eligible reappointment period from one to two years, for County-wide consistency.
• Modification of existing Salary Step Increase language in order to clarify the timing of movement from Step 1 to Step 2 of the salary range.
• 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 Life Insurance language to incorporate an existing Letter of Agreement and reflect the current employer provided coverage amount ($40,000).
• Modification of existing Injury or Illness Leave language to clarify eligibility for employer contribution of medical and dental/vision premiums.
• Modification of existing Holiday language to 1) prescribe floating holiday pro-ration for mid-year appointments and part-time employees, and 2) clarify date of observance for employees who work non-standard schedules.
• Modification of existing Holiday, Sick Leave, Closure of County Building compensation language to clarify eligibility of limited term employees for these specific pays.
• Modification of existing Vacation language to remove vesting period before initial use, for County-wide consistency.
• Modification of existing Sick Leave language to 1) clarify the continuous service eligibility requirement for payment of unused sick leave, and 2) to delete the moot provision on retirees conversion of sick leave to medical insurance premium.
• Modification of existing Catastrophic Leave donation language to: 1) clarify eligibility and administration provisions, and 2) increase maximum donation threshold for parity with other units.
• Modification of existing Supervisory Leave language to: 1) prescribe pro-ration for mid-year appointments and part-time employees, and 2) clarify employee eligibility.
• Modification of existing Closures of County Buildings language to incorporate new provisions regarding closures of non-County facilities and teleworking.
• Modification of existing Reduction in Force language to clarify certain layoff privileges and administrative provisions.
• Additional “house-keeping” language changes are included in the recommended MOU.
This MOU cancels all other previous agreements excluding the Wildlife Trapper Canine Pilot Initiative Letter of Agreement (LOA), which terminates on July 24, 2026, 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, 2026. Only one compensation provision is retroactive; nothing else 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
03/22/2022 Legistar file 22-0493: Board adopted the most recent MOU for this bargaining unit.
05/10/2022 Legistar file 22-0636: Board adopted a LOA on the contracting out of custodial services, and associated exceptions to reduction in force provisions of the MOU.
11/15/2022 Legistar file 22-2015: Board adopted a LOA modifying the life insurance provisions of the most recent MOU.
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 annual cost for the MOU changes is $1,630,000 with the impact for the remainder of Fiscal Year (FY) 2025-26 costing approximately $918,000. Of these costs, approximately $189,000 are one-time in nature. 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.
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