DATE: January 23, 2024
TO: Board of Supervisors
SUBMITTED BY: Hollis Magill, Director of Human Resources
SUBJECT: Memoranda of Understanding for Representation Units 3, 4, 12, 22, and 36
RECOMMENDED ACTION(S):
TITLE
1. Approve the successor Memoranda of Understanding for the following Representation Units, represented by Service Employees International Union (SEIU) Local 521, effective January 22, 2024, through January 18, 2026:
a. Unit 03 - Mental Health Professionals and Social Workers
b. Unit 04 - Eligibility Workers
c. Unit 12 - Clerical, Paramedical, Building and Service Employees
d. Unit 22 - Professional, Para-Professional, and Technical Employees
e. Unit 36 - Supervisory Employees; and,
2. Approve related Salary Resolution Amendments, effective January 22, 2024, as reflected on Appendix “B”
REPORT
Approval of the recommended actions would effectuate the tentatively agreed upon terms and conditions as delineated herein regarding the successor Memoranda of Understanding (MOU) for the above-named representation units, effective January 22, 2024, through January 18, 2026. The estimated costs for FY 2023-24 are $12,349,584; $754,863 of which is NCC and includes related retirement costs. Impacted department appropriations will be monitored and adjustments will be brought to your Board if needed.
ALTERNATIVE ACTION(S):
If your Board were not to approve the recommended actions, the existing terms and conditions would remain in effect and negotiations with SEIU would continue.
FISCAL IMPACT:
The total estimated cost of the negotiated terms and conditions for FY 2023-24 is approximately $12,349,584; $754,863 of which is NCC and includes related retirement costs. Impacted department appropriations will be monitored and adjustments will be brought your Board if needed. The estimated cost for FY 2024-25 is $24,097,676; $1,420,336 of which is NCC. Sufficient appropriations will be included in the County’s FY 2024-25 budget request.
DISCUSSION:
Your Board’s representatives have met and conferred with representatives for SEIU regarding successor MOUs (latest MOUs expired January 21, 2024). A tentative agreement was reached and subsequently ratified by SEIU membership.
The significant components of the agreements are as follows:
Ø MOU Term:
o January 22, 2024, through January 18, 2026
Ø Salary Adjustments:
o 5% increase effective January 22, 2024
o 3% increase effective January 20, 2025
Ø Addition of one additional Step (Step 6) Effective July 8, 2024:
o Add one additional salary step (Step 6) for all classifications
o Effective no sooner than July 8, 2024, modify Salary Resolution 411.2 (Advance from Step 1 to Step 2) from 13 pay periods to 26 pay periods
§ A subsequent item will be brought to your Board at a future date to effectuate the changes to the Salary Resolution.
o Delete 5 Year Retention Pay article from the Unit 36 MOU effective July 8, 2024.
Ø Health Insurance MOU Reopener
o Health Insurance MOU Reopener no later than September 1, 2024, for Plan Year 2025.
Ø Bilingual Skill Pay Reopener:
o MOU Reopener on, or about, July 1, 2024.
Ø Holidays:
o Add Juneteenth (June 19th) as an official County holiday beginning in 2024.
Ø Mod C Differential:
o Effective January 22, 2024, include Social Work Supervisors and Social Workers assigned to Mod C in eligibility for the current CPS differential.
o Effective January 22, 2024, create new article for Unit 4 - Mod C Differential - making Social Worker Aides (SWA’s) eligible for a 7.5% differential for those SWA’s assigned to Mod C.
Ø Detention Facility Differential:
o Effective January 22, 2024, increase daily differential from $4 to $5
o Increase prorated rate for partial day from $.50 to $.625
o Increase the cap of earned detention facility differential from $40 per pay period to $50 per pay period.
Ø Lead Worker Allowance:
o Effective January 22, 2024, increase Lead Worker Allowance for units that have that article from $50 to $100 per pay period, effective the pay period following your Board’s approval.
The following items are also included in the Tentative Agreement (TA), but will not be included in the MOU:
Ø Supplemental Retirement Plan Match for Members in Retirement Tiers IV and V:
o Effective March 4, 2024, increase the Deferred Compensation Plan contribution match from $25 per pay period, to $50 per pay period match for employees enrolled in Retirement Tiers IV and V
o Employees not contributing to the Deferred Compensation Plan will not be eligible to receive this match.
o The duration of this Deferred Compensation Plan contribution match will be at the Board of Supervisors’ discretion and may be eliminated at any time
REFERENCE MATERIAL:
BAI #37, January 18, 2022
ATTACHMENTS INCLUDED AND/OR ON FILE:
MOU for Representation Unit 3
MOU for Representation Unit 4
MOU for Representation Unit 12
MOU for Representation Unit 22
MOU for Representation Unit 36
Salary Resolution Amendment - Appendix “B”
CAO ANALYST:
Salvador Espino