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Adopt a resolution accepting the Tentative Agreement with the Solano HSS Association of Professional Employees in representation of Unit 6 (Health And Social Services Supervisors) 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 International Professional And Technical Engineers Local #21, in representation of Unit 16 (Association Of Mid-Management Professionals At Solano County) 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 International Professional And Technical Engineers Local #21, in representation of Unit 19 (Executive and Senior Management, Professional and Technical Engineers Local 21) 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 Solano HSS Association of Professional Employees and the International Professional And Technical Engineers Local #21 regarding Units 6, 16, and 19, respectively, concerning Base Wage Increase Re-opener and Wage Separation due to Equity Adjustment (Unit 16); 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 Solano HSS Association of Professional Employees and Local #21; 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 Solano HSS Association of Professional Employees, regarding Unit 6 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 International Professional and Technical Engineers Local #21, regarding Unit 16 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 International Professional and Technical Engineers Local #21, regarding Unit 19 for a successor Memorandum of Understanding for the term March 24, 2026, through September 30, 2028; and
4. Approve Side Letter Agreements to the Memorandums of Understanding to be entered into with the Solano HSS Association of Professional Employees and the International Professional and Technical Engineers Local #21 regarding Units 6, 16, 19, respectively, concerning Base Wage Increase Re-opener and Wage Separation due to Equity Adjustment (Unit 16); and
5. 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 Local #21; and
6. 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 Solano HSS Association of Professional Employees representing Bargaining Unit 6, and the International Professional and Technical Engineers Local #21, representing Bargaining Units 16 and 19 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. Units 6, 16, and 19 have ratified the terms of the tentative agreements.
FINANCIAL IMPACT:
Adoption of the new collective bargaining agreement for Unit 6 is projected to increase payroll costs by a total of $3,019,864 through September 30, 2028. Of this total cost, $312,343 is during Fiscal Year 2025/26, $936,854 is during Fiscal Year 2026/27, $1,481,437 is during Fiscal Year 2027/28, and $289,230 is during Fiscal Year 2028/29.
Adoption of the new collective bargaining agreement for Unit 16 is projected to increase payroll costs by a total of $7,078,340 through September 30, 2028. Of this total cost, $671,717 is during Fiscal Year 2025/26, $2,356,970 is during Fiscal Year 2026/27, $3,346,382 is during Fiscal Year 2027/28, and $703,272 is during Fiscal Year 2028/29.
Adoption of the new collective bargaining agreement for Unit 19 is projected to increase payroll costs by a total of $3,519,033 through September 30, 2028. Of this total cost, $296,309 is during Fiscal Year 2025/26, $1,094,108 is during Fiscal Year 2026/27, $1,771,943 is during Fiscal Year 2027/28, and $356,673 is during Fiscal Year 2028/29.
DISCUSSION:
Representatives of the County and the Solano HSS Association of Professional Employees and the International Professional and Technical Engineers Local #21 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 6, 16, and 19:
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, a total of fifteen (15) 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:
a) 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.
b) Clarify process and timeline for Auditor to provide an initial response to payroll errors identified by an employee, that adjustments will be made within two pay periods once resolved and that not more than 20% of an employee’s earnings may be taken from each check for reimbursement.
c) 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.
d) Updated language provisions regarding payroll information for employees after the last pay day of the month, each month.
e) Clarified and streamlined Section 5.8 Salary Upon Reclassification language.
f) Updated observed holiday section to incorporate ½ holidays on Christmas Eve and New Year’s Eve into regular listing of holidays.
g) Proposed Side Letter - the representatives for the parties reached tentative agreement to allow for reopening of 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 agreements on the following changes for Units 6 and 16 only:
1. Added language allowing various levels of dues deductions for any legal purpose.
2. Increased maximum vacation accrual cap by 40 hours.
The representatives for the parties have reached tentative agreements on the following changes for Units 16 and 19 only:
1. Added contracting out language to reflect recent legislation and provide for annual reporting of County service contracts.
The representatives for the parties have reached tentative agreements on the following changes for Unit 6 only:
1. Updated bilingual language to increase bilingual pay to eighty dollars ($80) per pay period.
2. Added language to establish that exempt employees will no longer be eligible for compensatory time off but shall receive forty-eight (48) hours of Administrative Leave benefit at the beginning of each fiscal year, beginning July 1, 2026. Any unused Administrative Leave not used at the end of the fiscal year, June 30, or upon regular or disability retirement shall be deposited into a retirement health savings account.
The representatives for the parties have reached tentative agreements on the following changes for Unit 16 only:
1. Clarified and streamlined language related to Workers’ Compensation Section 7.2, to reflect current practices, and remove non-industrial injury/illness language for this section.
2. Added short term disability section to clarify non-industrial disability process, benefits and other procedures as provided for by the County.
3. Added bilingual differential pay section, which clarifies that manager may be eligible for eighty dollars ($80) per pay period, provided they have successfully completed the bilingual exam in a threshold language, and only when able to demonstrate regular contact with clients/members wherein their bilingual skills are required as a regular course of business.
4. Added provision to provide Probation Department staff who are certified by the Board of State and Community Corrections to provide training and have completed a minimum of one training, a one-time fifty-dollar ($50) stipend, applicable currently designated employees as well as those will become certified and provide training in the future.
5. Added personal effects damage reimbursement section to provide Probation Department staff a reimbursement procedure when eligible personal effects are damaged in the line of duty.
6. Provide a provision to allow unused Administrative Leave to be converted to a retirement health savings account when an employee is terminated due to regular or disability retirement.
7. Proposed side letter - Wage Separation due to Equity Adjustment provides a 5% differential to a Sr. Staff Analyst when assigned to supervise a Project Manager.
The representatives for the parties have reached tentative agreements on the following changes for Unit 19 only:
1. Added bilingual differential pay section, which clarifies that only the Animal Care Manager is eligible for bilingual pay of eighty dollars ($80) per pay period, provided they have successfully completed the bilingual exam in a threshold language; additional management positions may be authorized by the Human Resources Director and CAO to receive bilingual pay when it is demonstrated the manager has regular contact with clients/members wherein their bilingual skills are required as a regular course of business, and they have successfully completed the bilingual exam.
2. Added provision that allows for out of class assignment pay when an employee is on long-term leave and when the designated employee will assume full job responsibilities. Assignments may not be for more than 26 pay periods, and the employee must meet the minimum qualifications. Clarified that such assignment pay is not CalPERS pensionable.
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 6, 16, and 19; 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 Solano HSS Association of Professional Employees and the International Professional And Technical Engineers Local #21 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, the Solano HSS Association of Professional Employees, and the International Professional And Technical Engineers Local #21, Units 6, 16, and 19, the County Administrator’s Office, applicable County Departments, the Auditor-Controller’s Office, and County Counsel.
CAO RECOMMENDATION:
APPROVE DEPARTMENTAL RECOMMENDATION