Memorandum
Date: June 17, 2025
To: The Honorable Eddie Crandell, Chair, Lake County Board of Supervisors
From: Susan Parker, County Administrative Officer
Stephen L. Carter, Assistant County Administrative Officer
Casey Moreno, Deputy County Administrative Officer II
Pam Samac, Human Resources Director
Diana Rico, Deputy Human Resources Director
Subject: 10:01 A.M. Consideration of Memorandum of Understanding By and Between the Lake County Correctional Officers Association (LCCOA) Unit 6 and the County of Lake for July 1, 2025 to June 30, 2029
Executive Summary: Presented today for the consideration of your Board’s approval is the Memorandum of Understanding (MOU) By and Between the Lake County Correctional Officers Association (LCCOA) Unit 6 and the County of Lake for July 1, 2025 to June 30, 2029.
Except as explained below, this MOU implements the Compensation Study of March 2024 at 97.5% of market median. Wages for the affected classes will be paid at 97.5 of the mid-point of the 12 Comparison Counties. Those included small counties of comparable size as well as neighboring counties with which we directly compete for talent listed below.
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Salary Comparison Counties |
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1. Calaveras |
2. Colusa |
3. Glenn |
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The salary for each classification from step 1 through 5 shall be as shown in Attachment “A” which is attached hereto and incorporated by reference herein and reflects the following adjustments:
a. Beginning July 1, 2025, the County will implement the 2024 Compensation study at 97.5% of the market median.
b. Beginning July 1, 2026, the County will implement a 3.5% cost-of-living adjustment (COLA) to base salaries.
c. Beginning July 1, 2027, the County will implement a 3.5% cost-of-living adjustment (COLA) to base salaries.
d. Beginning July 1, 2028, the County will implement a 3.5% cost-of-living adjustment (COLA) to base salaries.
Memorandum of Understanding (MOU) Revisions:
1. Incorporated Side Letters into the Memorandum of Understanding (MOU).
2. Change Meet and Confer members from 2 to 3 members.
3. Bilingual add pay from 2.5% base pay for all hours worked to $225 per month.
4. Change in Working Above Class - change from 180 hours to 15 workdays (consistent with other units)
5. Changed County benefit contribution from $1500 per month to 80% / 20%.
6. Effective July 1, 2025 and each July thereafter, members shall have the ability to voluntarily donate 5 hours from any leave bank.
7. Remove Gang Intelligence add pay
8. Added Correctional Discipline Officer add pay 2.5%.
9. Added Crisis Response Team add pay 2.5%.
10. Added Search and Rescue add pay 2.5%.
11. Added Advanced Training Differential for Public Safety Dispatchers and Public Safety Dispatcher Supervisors who do not hold an Advanced or Supervisory POST
12. Implemented Add Pay Limit: Any employee shall only be eligible for a maximum of three special assignment pay differentials at any one-time excluding the Bilingual, POST Incentive and Advanced Training Differentials.
13. Revised Shift Pay from five (5) hour to three (3) hours for any employee who works a shift between 6:00 p.m. and 6:00 a.m. receives an additional two and one-half percent (2.5%) of base salary as shift differential for that shift, and for hours continuous to that shift.
14. Amended On Call Standby Pay Employees assigned on call duty shall be compensated fifty ($50) dollars per day for each week day assignment and seventy-five ($75) dollars per day for each weekend or holiday assignment.
15. Change in Rest Period for 12 hours shifts: 45 minute paid meal period
16. Changed sick leave cash out to 40 hours for all members.
17. Revised Grievance Procedure to increase timelines from 5 days to 10 days for parity with other units and changed final step from the BOS to arbitration.
18. Updated overtime definitions; Sick and Holiday are not considered time worked for overtime calculations
19. Longevity eligibility is now determined by an employee's total continuous service and total qualifying hours worked, excluding overtime. Longevity pay is calculated based on the employee's continuous years of service from their permanent hire date and total qualifying hours. Each longevity step corresponds to a 2.5% increase per the table below.
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Step |
Completion of Years and Hours |
Longevity Pay |
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1 |
6 years and 12,480 hours |
2.5% of base pay |
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11 years and 22,880 hours |
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16 years and 33,280 hours |
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21 years and 43,680 hours |
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26 years and 54,080 hours |
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31 years and 64,480 hours |
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If not budgeted, fill in the blanks below only:
Estimated Cost: $204,620 Amount Budgeted: $0 Additional Requested: $204,620 Future Annual Cost: Variable
Purchasing Considerations (check all that apply): ☒ Not applicable
☐ Fully Article X. <https://library.municode.com/ca/lake_county/codes/code_of_ordinances?nodeId=COOR_CH2AD_ARTXPU_S2-38EXCOBI>- and/or Consultant Selection Policy <http://lcnet.co.lake.ca.us/Assets/Intranet/Policy/Policies+$!26+Procedures+Manual/Ch4_2021v2.pdf>-Compliant (describe process undertaken in “Executive Summary”)
☐ Section 2-38 <https://library.municode.com/ca/lake_county/codes/code_of_ordinances?nodeId=COOR_CH2AD_ARTXPU_S2-38EXCOBI> Exemption from Competitive Bidding (rationale in “Executive Summary,” attach documentation, as needed)
☐ For Technology Purchases: Vetted and Supported by the Technology Governance Committee <http://lcnet.co.lake.ca.us/Assets/Intranet/Intranet+Forms/Information+Technology/AdvPlan.pdf> (“Yes,” if checked)
☐ Other (Please describe in Executive Summary)
Consistency with Vision 2028 <http://www.lakecountyca.gov/Government/Directory/Administration/Visioning/Vision2028.htm> (check all that apply): ☐ Not applicable
☐ Well-being of Residents ☐ Public Safety ☐ Disaster Prevention, Preparedness, Recovery
☐ Economic Development ☐ Infrastructure ☒ County Workforce
☐ Community Collaboration ☐ Business Process Efficiency ☐ Clear Lake
Recommended Action: Approve Memorandum of Understanding (MOU) By and Between the Lake County Correctional Officers Association (LCCOA) Unit 6 and the County of Lake for July 1, 2025 to June 30, 2029.