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TEHAMA COUNTY PEACE OFFICERS ASSOCIATION MEMORANDUM OF UNDERSTANDING - Personnel Director Coral Ferrin
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Requested Action(s)
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a) AGREEMENT / RESOLUTION - Request adoption of an agreement and resolution approving the Memorandum of Understanding (MOU) between the County of Tehama and the Tehama County Peace Officers Association (POA), effective 9/14/23 through 6/30/26 and corresponding revisions to the Tehama County Master Salary Schedule
b) RESOLUTION - Request adoption of the revised resolution for the unrepresented POA employees by updating referenced POA MOU article titles
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Financial Impact:
The proposed contract allows for 0% salary increase effective September 14, 2023, a 2.5% salary increase effective May 4, 2025 and a 3% salary increase effective June 29, 2025. The increased cost for the contract term through June 30, 2026, is approximately $273,096 for salary, payroll taxes, and County CalPERS contributions.
Background Information:
The Memorandum of Understanding (MOU) between the County and the Tehama County Peace Officers Association expired September 13, 2023. Prior to the expiration date, the County began to meet and confer with the bargaining unit over a new successor MOU. The resulting MOU, if approved, will be for a three-year term effective 09/14/2023 through 06/30/2026 and will include the following agreements:
COMPENSATION: All employees in the bargaining unit will receive a 0% salary increase in the first year effective 09/14/2023, a 2.5% salary increase in the second year effective 05/04/2025, and a 3% salary increase in the third year effective 06/29/25.
COMPENSATORY TIME OFF (CTO): The maximum amount of CTO employees represented by the bargaining unit can earn was increased from eighty (80 hours) to ninety (90) hours. Additionally, a provision was added allowing employees to cash out up to eighty (80) hours of accumulated CTO in the months of June and/or December of each year.
UNIFORMS: The uniform allowance for employees represented by the bargaining unit who are required to wear and maintain a uniform was increased from four-hundred eight dollars ($408.00) per year to four-hundred fifty-eight dollars ($458.00) per year.
HOLIDAYS: All employees in the bargaining unit will be entitled to the holiday Juneteenth (June 19th) effective 2025. Additionally, effective in the calendar year 2026, all employees in the bargaining unit will be entitled to the holiday Caesar Chavez Day (March 31). Caesar Chavez Day (March 31) will be added in exchange for the elimination of Lincoln’s Birthday (February 12).
UNUSED SICK LEAVE: Article 17.6 regarding Unused Sick Leave was revised to extend the sick leave pay out provisions to employees represented by the POA who are appointed to an elected office within Tehama County.
ADDITIONAL CHANGES INCLUDE: Revisions include removing language and adding clarifying or non-economic language to several articles. This includes deleting Article 5.3 and 5.4 and replacing it with language consistent with AB 119 and SB 866. Article 11.2 was updated to add language measuring one (1) full year of employment and remove language regarding Step 6 (EL). Article 11.4 was updated in accordance with the Side Letter of Agreement dated 07/30/24 regarding work out-of-class pay. Article 12.7 was revised to add language from the Side Letter dated 02/15/22 regarding an additional shift for Supervising Juvenile Detention Officers. Article 13.5 was revised to remove language regarding Step 6 (EL) in the promotion article. Article 15.9 was added for Reproductive Loss Leave per SB 848. Article 15.9 was revised to reference TCPR §6110: Catastrophic Donations Plan. Article 24.4 and 24.5 were deleted removing outdated reopener language pertaining to take-home vehicles and education incentives. Article 25.4 was revised to update language regarding Deferred Compensation Providers from two (2) providers to one (1) provider. Article 11.5 a, 11.5 c, 11.6, 12.5 b, and 12.6 b, 20.8 a, 20.8 b, 21.2 a, and 25.3 were updated to remove outdated date transition language. In addition, Exhibits A, B and C were updated to reflect current range and salary placements.
If the requested action is not approved, the collective bargaining unit process will not be complete.