REPORT TO SHASTA COUNTY BOARD OF SUPERVISORS

BOARD MEETING DATE:  February  28, 2023
CATEGORY:  Regular - General Government-11.

SUBJECT:

Take the following actions: (1) Adopt a resolution which approves a successor Memorandum of Understanding (MOU) with the Shasta County Management Council Mid-Management Bargaining Unit (MMBU) covering the period of January 1, 2023, through December 31, 2025; and (2) adopt a Salary Resolution effective March 12, 2023, which amends the Salary Schedule for positions in County Service pursuant to the MMBU MOU.

Supervisorial District No. :  All

DEPARTMENT CONTACT:  Shelley Forbes, Director of Support Services, (530) 225-5515

STAFF REPORT APPROVED BY:  Shelley Forbes, Director of Support Services, (530) 225-5515

RECOMMENDATION

Take the following actions: (1) Adopt a resolution which approves a successor Memorandum of Understanding (MOU) with the Shasta County Management Council Mid-Management Bargaining Unit (MMBU) covering the period of January 1, 2023, through December 31, 2025; and (2) adopt a Salary Resolution effective March 12, 2023, which amends the Salary Schedule for positions in County Service pursuant to the MMBU MOU.

DISCUSSION

Negotiations with MMBU began in October 2022. The MOU expired on December 31, 2022.  The terms of the successor MOU have been reviewed and discussed with the Board.  The Board is now being asked to formally approve a successor MOU for this bargaining unit which specifies wages, benefits, and other terms and conditions of employment for a term through December 31, 2025.

The successor MOU includes the following improvements:

1. Effective the pay period beginning on March 12, 2023, unit employee salaries will be increased by two- and one-half percent (2.5%);
2. Effective the pay period beginning on December 17, 2023, unit employee salaries will be increased by two- and one-half percent (2.5%);
3. Effective the pay period beginning on December 15, 2024, unit employee salaries will be increased by two percent (2%);
4. Unit employees with at least ten (10) years of continuous service with Shasta County and who have achieved an overall performance rating of Meets Expectations or higher on their most recent performance evaluation will receive an additional three percent (3%) of base pay;
5. The three (3) month waiting period to access personal sick leave accruals has been eliminated for new employees;
6. The bereavement leave provisions have been revised to conform with Government Code section 12945.7 regarding the amount of bereavement time off available for employees as well as add foster family members to the list of immediate family members which qualify for bereavement leave;
7. Unit employees will be provided one (1) floating holiday of eight (8) hours per calendar year; and
8. The waiting period to access vacation accruals has been reduced from six (6) months to three (3) months.
9. During the term of this Agreement, the County and MMBU agree to a limited opener to consider the transition of existing medical, dental, and vision insurance plans for unit employees and retirees to plans administered by the Northern California General Teamsters’ Security Fund.

In addition, MMBU has designated General Teamsters Local #137 as their chief labor negotiators for purposes of this Agreement.

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

ALTERNATIVES

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

OTHER AGENCY INVOLVEMENT

The County Administrative Office has reviewed the recommendation and has the concurrence of the Acting County Executive Officer (CEO). The Auditor-Controller’s office also reviewed the recommendation. Gage Dungy, Partner of Boutin Jones, Inc., served as the County’s Chief Labor Negotiator during this process.

FISCAL IMPACT

The total approximate three-year aggregate cost increase resulting from the salary increases for salaries and benefits is $830,576 (of which $367,364 is General Fund). The proposed $830,576, of which $593,154 is salary and $237,422 is benefit costs. The approximate aggregate three-year cost increase resulting from the longevity pay stipend for salary and benefits is $386,954. The unit is approximately 44% funded by the General Fund. The affected Departments’ Fiscal Year 2022-23 requested budgets include funds for employee salaries and benefits. The affected Departments will review their Fiscal Year 2023-24 budget and submit budget amendments if needed.

CC:

Mary E. Williams, Acting County Executive Officer

Eric Magrini, Assistant County Executive Officer

Erin Bertain, Deputy County Executive Officer

Shelley Forbes, Director of Support Services

Monica Fugitt, Assistant Director of Support Services

Kari Kibler, Deputy Director of Support Services

Denae Harris, Personnel Analyst I

Melissa Mansfield, Agency Staff Services Analyst II– Conf

Samantha Jackson, Agency Staff Services Analyst I – Conf

Barbara Reynolds, Agency Staff Services Analyst I – Conf

Gage Dungy, County Chief Negotiator, Boutin Jones, Inc.

Anand “Lucky” Jesrani, MMBU President