Take the following actions regarding the Shasta County Management Council Mid-Management Bargaining Unit (MMBU): (1) Adopt a resolution approving a successor comprehensive Memorandum of Understanding (MOU) with MMBU covering the period January 1, 2017 through December 31, 2019; and (2) adopt a salary resolution, effective December 25, 2016, which amends the Salary Schedule for positions in County Service pursuant to the MMBU MOU.

Negotiations with MMBU began in October of 2016. The MOU is current at this time and is due to expire on December 31, 2016.  After efforts from both MMBU and the County, a proposal was brought to and ratified by the members of MMBU on November 21, 2016. The terms of the MOU have been reviewed and discussed with the Board. The Board is now being asked to formally approve the MOU for this bargaining unit which specifies wages, benefits, and other terms and conditions of employment for a term through December 31, 2019.

The most significant aspects of the successor MOU is the following stipulations:

1. Effective December 25, 2016, unit employee salaries will be increased by three percent (3%);
2. Effective December 24, 2017, unit employee salaries will be increased by three percent (3%);
3. Effective December 23, 2018, unit employee salaries will be increased by two percent (2%);
4. Effective December 25, 2016, an employee in the classification of IT Services Manager who has obtained Asbestos certification and who is assigned by the Department Head as part of his or her duties to perform asbestos related work shall receive an additional five percent (5%) of base pay;
5. Effective January 1, 2017, Shasta County will reimburse employees of MMBU for the cost of certifications, licenses, or membership dues required for their positions and required to perform the essential functions of their job;
6. Effective January 1, 2017, Shasta County will contribute sixty-five percent (65%) of the Employee plus One and the Employee plus Family medical premium cost categories of PERS Choice (or equivalent plan);
7. All employees within the MMBU Unit hired on or after January 1, 2017 and current employees hired  prior to January 1, 2017 who choose to opt-in, will participate in a 401(a) Plan wherein the County will contribute the agreed upon amount for retiree medical benefits.

In addition, there were clerical and other minor changes made to this successor MOU in order to be consistent with other County MOU’s and the Shasta County Personnel Rules.

The MMBU bargaining team and unit employees should be recognized for their professionalism throughout the bargaining process that led to this agreement. 

There are no alternatives since the proposed MOU is the product of a good faith process in which both MMBU and County have reached an agreement.

The County Administrative Office has reviewed the recommendation and has the concurrence of the County Executive Officer (CEO). Gage Dungy, Partner of Liebert Cassidy Whitmore, served as the County’s Chief Labor Negotiator during this process.

The recommendation equates to an approximate cost of $828,000 due to the increase of employee salaries and benefits for the term of this MOU.

cc:     Larry Lees, County Executive Officer

          Terri Howat, County Chief Financial Officer

          Laura Sumner, Administrative Analyst I

          Gage Dungy, Chief Labor Negotiator

          Michael Conti, MMBU President                    

          Brian Muir, Auditor - Controller

          Sherri Jenkins, Managing Accountant – Auditor

          Keri Burke, Accountant Auditor II-Confidential

          Shelley Forbes, Assistant Director of Support Services

          Melissa Merritt, Agency Staff Services Analyst I-Conf

          Linda Mekelburg, Personnel Assistant-Confidential

          Melissa Mansfield, Personnel Assistant-Confidential