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Adopt resolutions approving Tentative Agreements with the Solano County Sheriff’s Custody Association, Unit 13 Correctional Officers, for a Successor Memorandum of Understanding for the term January 13, 2026 through October 28, 2028 once finalized, as ratified by the bargaining unit’s membership consistent with the December 31, 2025 Tentative Agreement; and Delegate authority to the County Administrative Officer or Director of Human Resources to execute the final Memorandum of Understanding and make technical, non-substantive adjustments consistent with the approved Tentative Agreement
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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 approving the Tentative Agreement with the Solano County Sheriff’s Custody Association, Unit 13 Correctional Officers, for a Successor Memorandum of Understanding for the term January 13, 2026 through October 28, 2028 once finalized, as ratified by the bargaining unit’s membership consistent with the December 31, 2025 approved Tentative Agreement; and
2. Delegate authority to the County Administrative Officer or Director of Human Resources to execute the final Memorandum of Understanding and make technical, non-substantive adjustments consistent with the approved Tentative Agreement
SUMMARY:
Solano County and the Correctional Officers, Solano County Sheriff’s Custody Association (SCSCA), representing Unit 13 have met and conferred in good faith regarding the terms for the successor collective bargaining agreement (MOUs) to replace the previous MOU which expired October 25, 2025. The parties have reached total tentative agreements for a successor MOU to be effective January 13, 2026 through October 28, 2028 upon approval by the Board of Supervisors. Employees represented by SCSCA have ratified the terms of the successor collective bargaining agreements and the final step is the Board of Supervisors’ approval.
While the MOU is still being finalized, the substantive terms have been agreed upon by the parties. Approval of the Tentative Agreements at this time allows implementation of the agreed-upon terms and authorizes the County Administrative Officer or Director of Human Resources to execute the final MOU once completed, provided it is consistent with the Tentative Agreements approved by the Board.
FINANCIAL IMPACT:
Adoption of the new collective bargaining agreement for Unit 13 is projected to increase payroll costs by a total of $6,175,688 through October 28, 2028. Of this total cost, $852,190 is during Fiscal Year 2025/26, $2,054,041 is during Fiscal Year 2026/27, $2,420,415 is during Fiscal Year 2027/28, and $849,043 is during Fiscal Year 2028/29.
DISCUSSION:
Representatives of the County and SCSCA have met and conferred in good faith on a collective bargaining agreement regarding wages, hours, and other terms and conditions of employment.
The parties have agreed on the following changes for Unit 13:
1. Term of Agreement: The collective bargaining agreements will be effective January 13, 2026 through October 28, 2028.
2. Wages: During Fiscal Year 2025/26, employees receive a three percent (3%) base wage increase and a $500 lump sum payment.
During Fiscal Year 2026/27, employees receive a two percent (2%) base wage increase.
During Fiscal Year 2027/28, employees receive a one percent (1%) base wage increase.
3. Lump Sum Payment: Effective concurrent with the wage increase in Fiscal Year 2026/27, active employees shall receive a lump sum payment of $500 (pro-rated for part-time employees).
4. 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 remain 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 February 1, 2026. The County will continue to 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 January 2026; this provision will sunset with the expiration of the contract on October 28, 2028.
5. Other Items:
• Increased standby pay from $2.50 to $4.00 per hour on weekdays and from $3.00 to $5.00 per hour on weekends.
• Increased Jail Training Officer Differential from $370.00 per pay period to a maximum of $450.40 per pay period. Employees are allowed $5.63 per hour, when performing this duty; a change from $37 per day.
• Increased the annual uniform allowance from $1,200 to $1,440.
• Increased accumulation of Comp Time Off accruals to a max of 160 hours and allow accruals to be paid down to 40 hours in December.
• Updated Bereavement Leave section to add “domestic partner” to general bereavement leave and add father/grandparents to leave for reproductive loss.
• 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.
• 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.
• Clarified and streamlined Section 5.8 Salary Upon Reclassification language.
• Removed outdated agency shop language.
• Proposed Side Letter - the Parties agreed to meet and confer on the top of a Critical Incident Leave Pilot Program, with the first meeting scheduled to occur in February 2026, and subsequent meetings every two months, to determine if such program will suit the needs of both parties.
• Proposed Side Letter - the Parties agreed to pay parity, to provide an increase to the general wage increase received by Unit 13 if any other represented bargaining units negotiate a higher general wage increase.
• Proposed Side Letter - the Parties agreed to reopen negotiations on the “Year Three (2027)” base wage rate increase, solely for the limited purpose of discussing potential modification to the year three base wage rate increase, if any.
• Proposed Side Letter- the parties agreed that if Unit 13 presented a ratified MOU agreement by December 31, 2025, active employees will receive a $500 one-time lump sum signing bonus.
County staff and labor representatives are in the process of finalizing the written successor MOU to reflect the approved Tentative Agreements. Delegating authority to the County Administrative Officer or Director of Human Resources to execute the final MOU will allow timely implementation once the document is complete, without requiring additional Board action so long as the final MOU is consistent with the terms approved in the attached Tentative Agreements.
ALTERNATIVES:
The Board could elect to not adopt resolutions approving Tentative Agreements with Unit 13; however, this option is not recommended as the parties have met and conferred in good faith pursuant to the Meyers-Milias-Brown Act and have reached agreement, and the new agreements were negotiated within the parameters previously provided by the Board to its negotiation team. Additionally, employees represented by SCSCA 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 Solano County Sheriff’s Custody Association - Unit 13, the County Administrator’s Office, the Sheriff’s Office, the Auditor-Controller’s Office, and County Counsel.
CAO RECOMMENDATION:
APPROVE DEPARTMENTAL RECOMMENDATION