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Adopt a resolution accepting the Tentative Agreement with the Chauffeurs, Teamsters and Helpers Local 150, Attorneys (“Unit 1”), regarding Unit 1 for a successor Memorandum of Understanding for the term June 2, 2026, through September 30, 2028; Approve Side Letter Agreements to the Memorandum of Understanding to be entered into with the Chauffeurs, Teamsters and Helpers Local 150, Attorneys regarding Unit 1 concerning Base Wage Increase Re-opener and Pay Parity; Direct the Director of Human Resources to prepare the Memorandum of Understanding consistent with each of the tentative agreements and obtain the signatures of the relevant signatories for Unit 1; 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
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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 Chauffeurs, Teamsters and Helpers Local 150, Attorneys, regarding Unit 1 for a successor Memorandum of Understanding for the term June 2, 2026, through September 30, 2028; and
2. Approve Side Letter Agreements to the Memorandum of Understanding to be entered into with the Chauffeurs, Teamsters and Helpers Local 150, Attorneys regarding Unit 1 concerning Base Wage Increase Re-opener and Pay Parity; and
3. Direct the Director of Human Resources to prepare the Memorandum of Understanding consistent with each of the Tentative Agreements and obtain the signatures of the relevant signatories for Unit 1; and
4. 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.
SUMMARY:
Solano County and the Chauffeurs, Teamsters and Helpers Local 150, Attorneys, representing Bargaining Unit 1, have met and conferred in good faith regarding the terms for the successor collective bargaining Memorandum of Understanding (MOU) to replace the previous MOU which expired October 25, 2025. The representatives for the parties have reached total tentative agreements for a successor MOU to be effective June 2, 2026, through September 30, 2028, upon approval by the Board of Supervisors. Unit 1 has ratified the terms of the tentative agreements.
FINANCIAL IMPACT:
Adoption of the new collective bargaining agreement for Unit 1 is projected to increase payroll costs by a total of $4,886,229 through September 30, 2028. Of this total cost, $216,525 is during Fiscal Year 2025/26, $1,591,302 is during Fiscal Year 2026/27, $2,560,371 is during Fiscal Year 2027/28, and $518,031 is during Fiscal Year 2028/29.
DISCUSSION:
Representatives of the County and the Chauffeurs, Teamsters and Helpers Local 150, Attorneys 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 Unit 1:
1. Term of Agreement: The collective bargaining agreements will be effective June 2, 2026, through September 30, 2028.
2. Wages: Effective June 7, 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.
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 July 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 June 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:
• Allow up to forty (40) hours of unused Attorney Time Off (ATO) as of June 30, annually, to be deposited into a Retirement Health Savings Account at the employee’s base hourly rate.
• Increase bilingual pay to $80.00 per pay period.
• Increase the professional allowance from $25 per pay period to $50 per pay period.
• Include Public Defender V as eligible for standby pay.
• Updated observed holiday section to incorporate ½ holidays on Christmas Eve and New Year’s Eve into regular listing of holidays.
• Add that Attorneys working on the Indigenous Peoples’ Day holiday shall be entitled to ATO based on the number of hours worked up to a maximum of 8 hours.
• Updated Bereavement Leave section to clarify eligible family members when a reproductive loss is experienced. Additionally, bereavement leave must be taken within six (6) months following the loss.
• Updated Licensing and Certification fund language to reflect that reimbursement pro-ration when an employee leaves County service is based on the calendar (not fiscal) year.
• 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.
• Proposed Side Letter - the Parties agreed to pay parity, to provide an increase to the general wage increase received by Unit 1 if any other represented bargaining units negotiate a higher general wage increase.
County staff and labor representatives are in the process of preparing 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 documents are 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 the resolution accepting the Tentative Agreement with Unit 1 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 Agreement was negotiated within the parameters previously provided by the Board to its negotiation team. Additionally, employees represented by the Chauffeurs, Teamsters and Helpers Local 150, Attorneys, Unit 1, have ratified the terms of the Tentative Agreement. 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 agreement was through a collaborative effort by the County and the Chauffeurs, Teamsters and Helpers Local 150, Attorneys, Unit 1, the County Administrator’s Office, applicable County Departments, the Auditor-Controller’s Office, and County Counsel.
CAO RECOMMENDATION:
APPROVE DEPARTMENTAL RECOMMENDATION