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: 10:03 A.M. Consideration of Memorandum of Understanding By and Between the Lake County Safety Employee Association, LCSEA, Unit 10 and the County of Lake for July 1, 2025 to June 30, 2029
Executive Summary: Presented today for the consideration of your Board is the Memorandum of Understanding (MOU) By and Between the Lake County Safety Employees Association, Unit 10 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 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. Changed Bilingual incentive pay from 2.5% base pay for all hours worked to $225 per month.
3. Changed County benefit contribution from $1500 per month to 80% / 20%.
4. Changed how seniority is defined for call backs. Supervisors shall initiate callbacks based on employee seniority within their respective classifications.
5. Changed how seniority is defined to offer stand by assignments by classification. Supervisors shall offer stand by to employees by seniority within classification.
6. Change Deputy Probation Officer, Senior to Supervising Deputy Probation Officer.
7. Established an unpaid Assistant Firearm Instructor position to support training activities.
8. Added ability for Employees on alternative schedules to use accrued leave to supplement holiday pay in order to receive a full day’s pay on designated holidays.
9. Add one (1) additional Weaponless Defense Instructor.
10. Updated overtime definition; Sick and Holiday are not considered time worked for overtime calculations
11. 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 & Hours |
Longevity Pay |
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10 years and 20,800 hours |
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15 years and 31,200 hours |
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20 years and 41,600 hours |
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25 years and 52,000 hours |
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30 years and 62,400 hours |
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35 years and 72,800 hours |
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If not budgeted, fill in the blanks below only:
Estimated Cost: $56,231 Amount Budgeted: $0 Additional Requested: $56,231 Future Annual Cost: Variable
Purchasing Considerations (check all that apply): ☒ Not applicable
☐ Fully Article X. <https://library.municode.com/ca/lake_county/codes/code_of_ordinances?nodeId=COOR_CH2AD_ARTXPU_S2-38EXCOBI>- and/or Consultant Selection Policy <http://lcnet.co.lake.ca.us/Assets/Intranet/Policy/Policies+$!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 Safety Employees Association (LCSEA) Unit 10 and the County of Lake for July 1, 2025 to June 30, 2029.