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Adopt a resolution accepting the Tentative Agreement with the Service Employees International Union Local #1021 (“SEIU”), regarding Units 2, 7, 9 for a successor Memorandum of Understanding for the term March 24, 2026, through September 30, 2028; Adopt a resolution accepting the Tentative Agreement with the Service Employees International Union Local #1021, regarding Unit 5 for a successor Memorandum of Understanding for the term March 24, 2026, through September 30, 2028; Adopt a resolution accepting the Tentative Agreement with the Service Employees International Union Local #1021, regarding Unit 8 for a successor Memorandum of Understanding for the term March 24, 2026, through September 30, 2028; Adopt a resolution accepting the Tentative Agreement with the Service Employees International Union Local #1021, regarding Units 82, 87, 89, 90 for a successor Memorandum of Understanding for the term March 24, 2026, through September 30, 2028; Approve Side Letter Agreements to the Memorandums of Understanding to be entered into with the Service Employees International Union Local #1021 regarding Units (2, 7, 9), (5), (8), (82, 87, 89, 90) concerning Base Wage Increase Re-opener, Enhanced Tier II Bilingual Differential Pay, Recruitment/Retention Stipend with Partnership Health Plan, Library Hours, and Administrative Leave for Business Systems Analyst and IT Analyst; Direct the Director of Human Resources to prepare separate Memorandums of Understanding consistent with each of the tentative agreements and obtain the signatures of the relevant signatories for SEIU; and Delegate authority to the County Administrative Officer or Director of Human Resources to execute the final Memorandums of Understanding and make technical, non-substantive adjustments
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Published Notice Required? Yes ____ No _X _
Public Hearing Required? Yes ____ No _X _
DEPARTMENTAL RECOMMENDATION:
The Director of Human Resources recommends that the Board of Supervisors:
1. Adopt a resolution accepting the Tentative Agreement with the Service Employees International Union Local #1021, regarding Units 2, 7, 9 for a successor Memorandum of Understanding for the term March 24, 2026, through September 30, 2028; and
2. Adopt a resolution accepting the Tentative Agreement with the Service Employees International Union Local #1021, regarding Unit 5 for a successor Memorandum of Understanding for the term March 24, 2026, through September 30, 2028; and
3. Adopt a resolution accepting the Tentative Agreement with the Service Employees International Union Local #1021, regarding Unit 8 for a successor Memorandum of Understanding for the term March 24, 2026, through September 30, 2028; and
4. Adopt a resolution accepting the Tentative Agreement with the Service Employees International Union Local #1021, regarding Units 82, 87, 89, 90 for a successor Memorandum of Understanding for the term March 24, 2026, through September 30, 2028; and
5. Approve Side Letter Agreements to the Memorandums of Understanding to be entered into with the Service Employees International Union Local #1021 regarding Units 2, 7, 9, 5, 8, 82, 87, 89, and 90 concerning Base Wage Increase Re-opener, Enhanced Tier II Bilingual Differential Pay, Recruitment/Retention Stipend with Partnership Health Plan, Library Hours, and Administrative Leave for Business Systems Analyst and IT Analyst; and
6. Direct the Director of Human Resources to prepare separate Memorandums of Understanding consistent with each of the Tentative Agreements and obtain the signatures of the relevant signatories for the SEIU; and
7. Delegate authority to the County Administrative Officer or Director of Human Resources to execute the final Memorandums of Understanding and make technical, non-substantive adjustments.
SUMMARY:
Solano County and the Service Employees International Union (SEIU) Local #1021, representing Bargaining Units 2, 7, 9, 5, 8, 82, 87, 89, and 90, have met and conferred in good faith regarding the terms for the successor collective bargaining Memorandums of Understanding (MOUs) to replace the previous MOUs which expired October 25, 2025. The representatives for the parties have reached total tentative agreements for successor MOUs to be effective March 24, 2026, through September 30, 2028 upon approval by the Board of Supervisors. SEIU staff have ratified the terms of the tentative agreements.
FINANCIAL IMPACT:
Adoption of the combined new collective bargaining agreements for Service Employees International Union Local #1021, representing Bargaining Units 2, 5, 7, 8, and 9 is projected to increase payroll costs by a total of $47,027,590 through September 30, 2028. Of this total cost, $5,148,141 is during Fiscal Year 2025/26, $14,899,569 is during Fiscal Year 2026/27, $22,409,923 is during Fiscal Year 2027/28, and $4,569,958 is during Fiscal Year 2028/29.
Units 82, 87, 89, and 90 represent extra-help staffing that is utilized on an as-needed basis. The demand for this work can change depending on operational needs, making it difficult to forecast expenses with accuracy. For this reason, projected payroll costs for the term of the agreement have not been included for these units.
DISCUSSION:
Representatives of the County and the Service Employees International Union Local #1021 have met and conferred in good faith regarding wages, hours, and other terms and conditions of employment.
The representatives for the parties have reached tentative agreements on the following changes for Units 2, 7, 9, 5, 8, 82, 87, 89, 90:
1. Term of Agreement: The collective bargaining agreements will be effective March 24, 2026, through September 30, 2028.
2. Wages: Effective March 29, 2026, employees receive a three percent (3%) base wage increase. Effective concurrent with the wage increase, active employees receive a lump sum payment of one thousand two-hundred dollars ($1,200). Part-time employees receive a pro-rated amount based on the employee’s full-time equivalence. Concurrent with the wage increase effective March 29, 2026, thirty-one (31) job classifications will receive equity adjustments as identified on the tentative agreement for Appendix B - Salary Schedule.
Effective October 25, 2026, employees receive a two percent (2%) base wage increase. Effective concurrent with the wage increase, active employees shall receive a lump sum payment of five hundred dollars ($500). Part-time employees will receive a pro-rated amount based on the employee’s full-time equivalence.
Effective July 4, 2027, employees receive a one percent (1%) base wage increase.
3. Health Insurance/Cafeteria Plan: The County provides health insurance through CalPERS’ Public Employees’ Medical and Hospital Care Act (PEMCHA, or PERS Health Program). The County’s maximum premium contribution for health insurance/cafeteria plan will be set at eighty percent (80%) of the PEMCHA Region 1 Kaiser Permanente family rate minus the PEMCHA MEC for the 2026, 2027, and 2028 benefit rates, effective April 1, 2026. The County will contribute fifty dollars ($50.00) per month into the Cafeteria Plan for employees who elect employee plus two or more dependents, effective the month of March 2026; this provision will sunset at the end of the pay period which includes the expiration of the 2026-2028 collective bargaining agreement.
4. Other Items:
• Added language to clarify Union and County obligations to comply with applicable safety laws, rules and to reinforce HR-Risk Health and Safety Committee participation, provide for standing safety agenda items at SEIU/HR Labor-Management Committee meetings and provisions for providing OSHA, Workers’ Compensation and other non-confidential safety related data on a quarterly basis.
• Proposed Side Letter - the representatives for the parties reached tentative agreement to discuss the development of an enhanced Tier II bilingual differential pay for eligible employees who exclusively or nearly exclusively provide bilingual services.
• Proposed Side Letter - the representatives for the parties reached tentative agreement to reopen negotiations on the “Year Three (2028)” base wage rate increase, solely for the limited purpose of discussing potential modification to the year three base wage rate increase, if any.
The representatives for the parties have reached tentative agreement on the following changes for Units (2, 7, 9), (5), and (8) only:
1. Increased maximum vacation accrual cap by 40 hours.
2. Increase standby from $3.00 to $4.00 on weekdays and $4.00 to $5.00 on weekends (Saturday/Sunday) and holidays.
3. Updated Bereavement Leave section to add grandparents to leave for reproductive loss for a maximum of 24 hours of leave. Additionally, bereavement leave must be taken within six months following the loss.
4. Clarify process and timeline for Auditor to provide an initial response to payroll errors identified by an employee, and that adjustments will be made within two pay periods once resolved.
5. Updated language for tuition reimbursement to clarify “passing grade,” to provide for credit/no credit courses when required as a milestone to graduate from program, defined the number of non-traditional self-paced courses that can be taken within a four-month period within the fiscal year. This provision is not included in Units 82, 87, 89, 90.
6. Updated contracting out language to reflect recent legislation and provide for annual reporting of County service contracts.
7. Clarified and streamlined Section 5.8 Salary Upon Reclassification language.
8. Update observed holiday section to incorporate ½ holidays on Christmas Eve and New Year’s Eve into regular listing of holidays.
The representatives for the parties have reached tentative agreement on the following changes for Units (2, 7, 9) and (5) only:
1. Continued Side Letter to provide Recruitment/Retention Stipend should a new funding contract with Partnership Health Plan be implemented.
The representatives for the parties have reached tentative agreement on the following changes for Units (2, 7, 9), (5), and (82, 87, 89, 90) only:
1. Updated bilingual language to pay bilingual certified person based on regular usage, updated outdated terminology and added Tagalog as an example of a qualifying language. Increase bilingual pay to $80.00 per pay period.
2. Continued Side Letter regarding Library Hours.
The representatives for the parties have reached tentative agreement on the following changes for Unit 2, 7, 9 only:
1. Added uniform allowance for Sheriff’s Security Officer series. Added Department Head discretion to provide a maximum of 5-shirts and pants for Building Inspector series and to provide the series with appropriate safety jackets.
2. Added that safety boots must meet the standards required by mandate or the Department Head, and that employees who are eligible to receive boot reimbursement shall procure and wear boots as required by department standards.
3. Increase the initial probationary period for Animal Control Officers to twenty-six (26) pay periods from thirteen (13) pay periods. Clarify that the initial or promotional probationary periods for Animal Control Officers, Sheriff security Officers and Public Safety Dispatchers may extend beyond twenty-six (26) pay periods by mutual agreement; increase - Public Safety Dispatchers (Entry) probationary period to thirty-nine (39) pay periods, to twenty-six (26) pay periods for newly hired or promoted Public Safety Dispatcher (Journey), to twenty-six pay periods for newly hired Pubic Safety Dispatcher (Senior); and clarify that when promoted from within the Solano County Public Safety Dispatcher series, the probationary period will be thirteen (13) pay periods.
The representatives for the parties have reached tentative agreement on the following changes for Unit 5 only:
1. Added Licensed Professional Clinical Counselor as eligible for continuing education units; clarified courses may overlap employee’s regular work schedule but that education hours granted will be for class hours and travel time only.
The representatives for the parties have reached tentative agreement on the following changes for Unit 7 only:
1. Continued Side Letter for the provision of Administrative Leave for Business Systems Analyst and IT Analyst.
The representatives for the parties have reached tentative agreement on the following changes for Unit 8 only:
1. Updated type and number of covered uniform attire, removed reference to bullet proof vest from Park Ranger Supervisor uniform attire, added provision of laundry services for Fleet Services Supervisor.
2. Increase uniform allowance for Park Ranger Supervisor from $840 to $925 per year.
The representatives for the parties have reached tentative agreement on the following changes for Unit 82, 87, 89, 90 only:
1. Added at the department head’s discretion a maximum of 3 sets of uniform for Animal Control Officers and Sheriff Security Officers may be provided. Deleted jumpsuit provisions for Animal Shelter Attendant.
2. Added that extra-help Department Aides who work at the County Parks and other extra-help employees in classifications where employees in a regular position receive a boot reimbursement, or uniform allowance which includes boots, shall be eligible for boot reimbursement.
County staff and labor representatives are in the process of preparing the written successor MOUs to reflect the approved Tentative Agreements. Delegating authority to the County Administrative Officer or Director of Human Resources to execute the final MOUs will allow timely implementation once the documents are complete, without requiring additional Board action so long as the final MOUs are consistent with the terms approved in the attached Tentative Agreements.
ALTERNATIVES:
The Board could elect to not adopt resolutions accepting Tentative Agreements with Units (2, 7, 9), (5), (8), (82, 87, 89, 90); however, this option is not recommended as the representatives for the parties have met and conferred in good faith pursuant to the Meyers-Milias-Brown Act and have reached tentative agreement, and the tentative agreements were negotiated within the parameters previously provided by the Board to its negotiation team. Additionally, employees represented by the Service Employees International Union Local #1021 have ratified the terms of the Tentative Agreements. If any conflicts exist between the terms recited in this agenda item and a Tentative Agreement, the Tentative Agreement shall take precedence.
OTHER AGENCY INVOLVEMENT:
The negotiations of the successor collective bargaining agreements were through a collaborative effort by the County and the Service Employees International Union Local #1021, Units (2, 7, 9), (5), (8), (82, 87, 89, 90), the County Administrator’s Office, applicable County Departments, the Auditor-Controller’s Office, and County Counsel.
CAO RECOMMENDATION:
APPROVE DEPARTMENTAL RECOMMENDATION