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Adopt resolutions approving Tentative Agreements with the Law Enforcement Management Association Unit 17 and Unit 18, and the Solano Probation Peace Officer Association Unit 12 and Unit 15 for Successor Memorandums of Understanding for the term December 21, 2025 through October 28, 2028; 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 consistent with the approved Tentative Agreement once finalized
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Published Notice Required? Yes ___ No _X___
Public Hearing Required? Yes ____ No __X__
DEPARTMENTAL RECOMMENDATIONS:
The Director of Human Resources recommends that the Board of Supervisors:
1. Adopt resolutions approving Tentative Agreements with the Law Enforcement Management Association Unit 17 and Unit 18, and the Solano Probation Peace Officer Association Unit 12 and Unit 15 for Successor Memorandums of Understanding for the term December 21, 2025 through October 28, 2028 as ratified by each bargaining unit’s membership consistent with the approved Tentative Agreement once finalized; and
2. 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 Law Enforcement Management Association (LEMA), representing Units 17 and 18 have met and conferred in good faith regarding the terms for successor collective bargaining agreements (MOUs) to replace the previous MOUs which expired October 25, 2025. The parties have reached total tentative agreements for successor MOUs to be effective December 21, 2025 through October 28, 2028 upon approval by the Board of Supervisors. Employees represented by LEMA have ratified the terms of the successor collective bargaining agreements and the final step is the Board of Supervisors’ approval.
Solano County and the Solano Probation Peace Officer Association (SPPOA) Unit 12 and Unit 15, have met and conferred in good faith regarding the terms for successor collective bargaining agreements (MOUs) to replace the previous MOUs which expired October 25, 2025. The parties have reached total tentative agreements for successor MOUs to be effective December 21, 2025 through October 28, 2028 upon approval by the Board of Supervisors.
While the MOUs are 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 MOUs once completed, provided they are consistent with the Tentative Agreements approved by the Board.
FINANCIAL IMPACT:
Adoption of the new collective bargaining agreement for Unit 17 is projected to increase payroll costs by a total of $504,527 through October 28, 2028. Of this total cost, $65,178 is during Fiscal Year 2025/26, $163,872 is during Fiscal Year 2026/27, $198,078 is during Fiscal Year 2027/28, and $77,399 is during Fiscal Year 2028/29.
Adoption of the new collective bargaining agreement for Unit 18 is projected to increase payroll costs by a total of $727,487 through October 28, 2028. Of this total cost, $96,300 is during Fiscal Year 2025/26, $237,916 is during Fiscal Year 2026/27, $283,745 is during Fiscal Year 2027/28, and $109,526 is during Fiscal Year 2028/29.
Adoption of the new collective bargaining agreement for Unit 12 is projected to increase payroll costs by a total of $2,829,473 through October 28, 2028. Of this total cost, $360,068 is during Fiscal Year 2025/26, $925,434 is during Fiscal Year 2026/27, $1,139,713 is during Fiscal Year 2027/28, and $404,258 is during Fiscal Year 2028/29.
Adoption of the new collective bargaining agreement for Unit 15 is projected to increase payroll costs by a total of $558,456 through October 28, 2028. Of this total cost, $57,162 is during Fiscal Year 2025/26, $151,488 is during Fiscal Year 2026/27, $189,353 is during Fiscal Year 2027/28, and $160,453 is during Fiscal Year 2028/29.
DISCUSSION:
Representatives of the County and LEMA, and the County and SPPOA, have met and conferred in good faith on collective bargaining agreements regarding wages, hours, and other terms and conditions of employment.
The parties have agreed on the following changes for Units 17 and 18:
1. Term of Agreement: The collective bargaining agreements will be effective December 21, 2025 through October 28, 2028.
2. Wages: During Fiscal Year 2025/26, employees receive a three percent (3%) base wage increase.
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. 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. 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; this provision will sunset with the expiration of the contract on October 28, 2028.
4. Other Items - Units 17 & 18:
• Expanded use of bereavement leave to include reproductive losses and provide that employees who are grandparents under such loss may use up to 24 hours of bereavement leave.
• Increased maximum vacation accrual cap by 40 hours.
• Increased annual vacation accrual pay out from 40 to 80 hours and reduced requirement to use vacation or administrative leave before paying out from 80 to 40 hours.
• 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.
• Provide a $50 per month management business expense allowance to cover incidental expenses incurred in the performance of employee’s duties.
• Clarified and streamlined language related to salary upon reclassification and existing holidays.
• Proposed Side Letter - the Parties agreed to pay parity, to provide an increase to the general wage increase received by Units 17 and 18 if any other represented bargaining units negotiate a higher general wage increase. Additionally, Units 17 and 18 shall have the option to elect any one-time cash payments offered to any other bargaining unit provided it is accepted under the same terms proposed by the County. Subsequent to signing the agreement, the County offered $500 cash as a signing bonus for agreements signed and ratified before December 31, 2025, and a $500 cash payment to be given in the second year of the contract at the time of general wage increases are given.
• 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.
5. Other Items - Unit 17 only:
• Parties agreed to remove language in reference to the Chief District Attorney Investigator as a member (classification was moved to Unit 18 in the previous round of negotiations).
6. Other Items - Unit 18 only:
• Increased standby pay from $3.00 to $4.00 per hour on weekdays and from $4.00 to $5.00 per hour on weekends.
• Clarified and incorporated existing swing shift side letter language into MOU.
• The parties agreed that the County will seek to incorporate a 5% differential when contracting with a city within Solano County to provide law enforcement services. If included in such contract, a Lieutenant who serves in the capacity of Chief of Police or a similar role will receive the 5% differential added on to their base pay.
• Provide for a $600 annual equipment and clothing allowance for the Chief District Attorney Investigator.
The parties have agreed on the following changes for Units 12 and 15:
7. Term of Agreement: The collective bargaining agreements will be effective December 21, 2025 through October 28, 2028
8. Wages: During Fiscal Year 2025/26, employees receive a three percent (3%) wage increase.
During Fiscal Year 2026/27, employees receive a two percent (2%) wage increase.
During Fiscal Year 2027/28, employees receive a one percent (1%) wage increase.
9. Lump Sum Payment: Effective concurrent with the wage increase in Fiscal Year 2026/27, active employees shall receive lump sum payment of $500 (pro-rated for part-time employees).
10. 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 PEMHCA MEC for the 2026, 2027, and 2028 benefit rates. 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; this provision will sunset with the expiration of the contract on October 28, 2028.
11. Other Items - Units 12 & 15:
• Expanded use of bereavement leave to include reproductive losses and provide that employees who are grandparents under such loss may use up to 24 hours of bereavement leave.
• Increased fiscal year CTO maximum to 60 hours.
• Increased maximum vacation accrual cap by 40 hours.
• Increased bilingual differential pay from $75 to $80 per pay period.
• Two (2) hours of straight time pay when an employee reports to work for a scheduled overtime shift, which was subsequently cancelled without at least two hours’ notice prior to the start of the shift. Such pay is not counted as time worked for overtime calculation purposes.
• Updated language regarding when overtime sign up lists will be posted.
• Employees in the Juvenile Correctional Counselor series who transfer to a non-24 hours facility will forfeit only one unused Floating Holiday.
• Subject to adequate coverage, employees may take two (2) hours of blood donation during any part of their shift, instead of only at the end of their shift.
• Updated uniform and protective attire language to reflect the current uniform and protective attire assigned and to which classifications and teams.
• Proposed Side Letter - the Parties agreed to pay parity, to provide an increase to the general wage increase received by Units 12 and 15 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 Units 12 and 15 presented a ratified MOU agreement by December 31, 2025, active employees will receive a $500 one-time lump sum signing bonus.
12. Other Items - Unit 12 only:
• Parties agreed to increase the probationary period for Deputy Probation Officer (Entry) and Juvenile Correctional Counselor (Entry) from thirteen (13) pay periods to twenty-six (26) pay periods including upon promotion or transfer.
County staff and labor representatives are in the process of finalizing 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 document is 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 approving Tentative Agreements with Units 17 and 18 and Units 12 and 15; 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 LEMA and SPPOA 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 LEMA - Units 17 and 18, the County Administrator’s Office, the Sheriff’s Office, the Probation Department, the Auditor-Controller’s Office, and County Counsel.
CAO RECOMMENDATION:
APPROVE DEPARTMENTAL RECOMMENDATION