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Adopt a resolution accepting the Tentative Agreement with the Solano County Deputy Sheriff’s Association regarding Unit 3 - Law Enforcement Employees for a successor Memorandum of Understanding for the term March 3, 2026, through October 28, 2028; Adopt a resolution accepting the Tentative Agreement with the Solano County Deputy Sheriff’s Association regarding Unit 4 - Law Enforcement Supervisors for a successor Memorandum of Understanding for the term March 3, 2026, through October 28, 2028; Approve Side Letter Agreements to the Memorandums of Understanding to be entered into with the Solano County Deputy Sheriff’s Association regarding Units 3 & 4 concerning Base Wage Increase Re-opener; Approve Side Letter Agreements to the Memorandums of Understanding to be entered into with the Solano County Deputy Sheriff’s Association regarding Units 3 & 4 concerning Pay Parity; 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 Association; 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 County Deputy Sheriff’s Association regarding Unit 3 - Law Enforcement Employees for a successor Memorandum of Understanding for the term March 3, 2026, through October 28, 2028; and
2. Adopt a resolution accepting the Tentative Agreement with the Solano County Deputy Sheriff’s Association regarding Unit 4 - Law Enforcement Supervisors for a successor Memorandum of Understanding for the term March 3, 2026, through October 28, 2028; and
3. Approve Side Letter Agreements to the Memorandums of Understanding to be entered into with the Solano County Deputy Sheriff’s Association regarding Units 3 & 4 concerning Base Wage Increase Re-opener; and
4. Approve Side Letter Agreements to the Memorandums of Understanding to be entered into with the Solano County Deputy Sheriff’s Association regarding Units 3 & 4 concerning Pay Parity; 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 Association; 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 County Deputy Sheriff’s Association, representing Bargaining Units 3 and 4, 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 3, 2026 through October 28, 2028 upon approval by the Board of Supervisors. Units 3 and 4 have ratified the terms of the tentative agreements.
FINANCIAL IMPACT:
Adoption of the new collective bargaining agreement for Unit 3 is projected to increase payroll costs by a total of $3,754,211 through October 28, 2028. Of this total cost, $401,863 is during Fiscal Year 2025/26, $1,245,221 is during Fiscal Year 2026/27, $1,556,301 is during Fiscal Year 2027/28, and $550,826 is during Fiscal Year 2028/29.
Adoption of the new collective bargaining agreement for Unit 4 is projected to increase payroll costs by a total of $1,921,973 through October 28, 2028. Of this total cost, $370,221 is during Fiscal Year 2025/26, $734,713 is during Fiscal Year 2026/27, $607,431 is during Fiscal Year 2027/28, and $209,608 is during Fiscal Year 2028/29.
DISCUSSION:
Representatives of the County and the Solano County Deputy Sheriff’s Association 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 agreement on the following changes for Units 3 & 4:
1. Term of Agreement: The collective bargaining agreements will be effective March 3, 2026, through October 28, 2028.
2. Wages: During Fiscal Year 2025/26, 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 dollars ($1,000). Part-time employees receive a pro-rated amount based on the employee’s full-time equivalence.
During Fiscal Year 2026/27, 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.
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, effective April 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 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:
• Clarified that staff assigned as Field Training Officers (FTO) receive the 5% differential when assigned as FTO in Patrol, Courts, and Rio Vista for a maximum of 10 positions. Further clarified that if reassigned elsewhere, employees may retain title, but are only eligible for pay when assigned to perform formal training. Three FTO’s currently assigned outside the defined assignments will be allowed to retain pay for the duration of the 2026-2028 collective bargaining agreement.
• Increased maximum vacation accrual cap by 40 hours and allow up to 40 hours of vacation to be cashed out in December of each year provided 80 hours of vacation was taken during the same calendar year.
• Updated Bereavement Leave section to add “domestic partner” to general bereavement leave and add father/grandparents to leave for reproductive loss. Additionally, bereavement leave must be taken within six months following the 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. Increase bilingual pay to $80.00 per pay period.
• 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 and clarified that employees can only receive reimbursement for costs that are not paid for by another agency.
• Clarified and streamlined Section 5.8 Salary Upon Reclassification language.
• Proposed Side Letter - the representatives for the parties reached tentative agreement to pay parity, to provide an increase to the general wage increase received by Units 3 and 4 if any other represented bargaining units negotiate a higher general wage increase or one-time cash payment.
• 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 Unit 3:
1. Clarified the term “lateral assignment” as it relates to department bureaus (e.g. Civil, Marine Patrol, Investigation etc., and other lateral assignments created by the Sheriff).
2. Increased standby pay from $2.50 to $4.00 per hour on weekdays and from $3.00 to $5.00 per hour on weekends.
The representatives for the parties have reached tentative agreement on the following changes for Unit 4:
1. Career Incentive: Added Supervising District Attorney Investigator incentive eligibility. Deleted three percent (3%) incentive for P.O.S.T. Intermediate Certificate, inserted language to allow those currently receiving the three percent (3%) to keep the incentive until eligible to receive the P.O.S.T Advanced Certificate differential. Increased the P.O.S.T. Advanced Certificate incentive from 5% to 10%. Deleted reference to a P.O.S.T. Advanced Certificate for “all other classifications.”
2. Increased standby pay from $2.50 to $4.00 per hour on weekdays and from $3.00 to $5.00 per hour on weekends. Added DA Supervising Investigator as eligible for standby pay.
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 3 and 4; 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 County Deputy Sheriff’s Association 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 Solano County Deputy Sheriff’s Association, Units 3 and 4, the County Administrator’s Office, the Sheriff’s Office, the Auditor-Controller’s Office, and County Counsel.
CAO RECOMMENDATION:
APPROVE DEPARTMENTAL RECOMMENDATION