REPORT/RECOMMENDATION TO THE BOARD OF SUPERVISORS
OF THE COUNTY OF SAN BERNARDINO
AND RECORD OF ACTION
March 10, 2020
FROM
GARY McBRIDE, Chief Executive Officer, County Administrative Office
SUBJECT
Title
Memorandum of Understanding with the Sheriff’s Employees’ Benefit Association representing employees in the Specialized Peace Officer Unit and the Specialized Peace Officer Supervisory Unit through December 31, 2024
End
RECOMMENDATION(S)
Recommendation
Approve the proposed Memorandum of Understanding between the County of San Bernardino and the Sheriff’s Employees’ Benefit Association representing the employees in the Specialized Peace Officer Unit and the Specialized Peace Officer Supervisory Unit through December 31, 2024.
(Presenter: Bob Windle, County Labor Relations Chief, 387-3101)
Body
COUNTY AND CHIEF EXECUTIVE OFFICER GOALS & OBJECTIVES
Create, Maintain and Grow Jobs and Economic Value in the County.
Improve County Government Operations.
Operate in a Fiscally-Responsible and Business-Like Manner.
Ensure Development of a Well-Planned, Balanced, and Sustainable County.
FINANCIAL IMPACT
The total estimated ongoing cost associated with the approval of this Memorandum of Understanding (MOU) is $494,900 in 2019-20 (partial year), $3.1 million in 2020-21, $4.9 million in 2021-22, $7.4 million in 2022-23, $9.3 million in 2023-24, and $10.2 million in 2024-25. This will result in the use of additional ongoing Discretionary General Funding (Net County Cost) of approximately $343,900 in 2019-20 (partial year), $2.2 million in 2020-21, $3.4 million in 2021-22, $5.1 million in 2022-23, $6.5 million in 2023-24, and $7.1 million in 2024-25. Approval of the necessary budget adjustments for 2019-20 is not requested at this time, but will be included on a future quarterly budget report presented to the Board of Supervisors (Board) for approval, if necessary. Sufficient appropriation will be included in future recommended budgets.
The total estimated one-time cost associated with this contract is $81,000 in 2019-20 (partial year), $84,300 in 2020-21, $87,700 in 2021-22, $91,100 in 2022-23, $94,500 in 2023-24 and $94,500 in 2024-25 for the cost of the vacation leave cash out option. These costs will result in one-time uses of Discretionary General Funding (Net County Cost) of $56,300 in 2019-20 (partial year), $58,600 in 2020-21, $60,900 in 2021-22, $63,300 in 2022-23, $65,600 in 2023-24, and $65,600 in 2024-25. These costs will be funded from the County’s Labor Reserve.
BACKGROUND INFORMATION
Representatives of County of San Bernardino, under direction of the Board, met and conferred with representatives of the Sheriff’s Employees’ Benefit Association (SEBA) in an attempt to reach a successor labor agreement covering wages, hours, and other terms and conditions of employment for employees in the Specialized Peace Officer Unit and the Specialized Peace Officer Supervisory Unit (Units). After two months of bargaining, the parties reached agreement on the proposed Memorandum of Understanding (MOU).
The proposed MOU includes the following:
• Provides a 3% across-the-board wage increase effective March 14, 2020; and, subject to certain agreed-upon requirements, a 3% across-the-board wage increase effective December 19, 2020; a 3% across-the-board wage increase effective December 18, 2021; a 3% across-the-board wage increase effective December 17, 2022; and a 3% across-the-board wage increase effective December 16, 2023.
• Provides that employees are eligible for step advancements in 6-month increments subject to satisfactory work performance, consistent with other MOUs, effective March 14, 2020.
• Provides targeted equity increases to certain classifications, effective March 14, 2020.
• Increases the Medical Premium Subsidy for all coverage levels effective each year of the agreement.
• Establishes that Fraud Investigators and Supervising Fraud Investigators are eligible for the current Peace Officer Standards and Training Pay, effective March 14, 2020.
• Establishes a new Defensive Tactics/Range Differential, and rolls the Training Pay into base pay, effective March 14, 2020.
• Provides an increase for a Long-Term Disability Plan, effective March 14, 2020, and an additional increase effective in December 19, 2020.
• Provides an increase to the County contribution to the retirement medical trust and a 5% increase to the sick leave cash-out formula, effective July 18, 2020.
• Establishes a new top step for all non-trainee classifications, effective July 16, 2022.
• Establishes that all unit employees shall be automatically enrolled in the County’s deferred compensation plan with a 1% employee contribution unless the employee declines participation within 30 days,
• Establish a 0.5% County match contribution to the County’s deferred compensation plan for Supervising Probation Officer, Probation Corrections Supervisor I, and Probation Corrections Supervisor II after the employee has completed 5 years of County service; and for Probation Corrections Officer after the employee has completed 15 years of County service.
SEBA has notified the County that the Units ratified the proposed MOU. The proposed MOU will, if approved, constitute a successor labor agreement between the County and SEBA covering wages, hours, and other terms and conditions of employment for the Units through December 31, 2024.
PROCUREMENT
N/A.
REVIEW BY OTHERS
This item has been reviewed by County Counsel (Cynthia O’Neill, Supervising Deputy County Counsel, 387-5455) on February 24, 2020; Labor Relations (Bob Windle, County Labor Relations Chief, 387-3101) on February 21, 2020; Finance (Jessica Trillo, Administrative Analyst, 387-4222) on February 25, 2020; County Finance and Administration (Katrina Turturro, Deputy Executive Officer, 387-5423) on February 27, 2020.