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: 10:04 A.M Consideration of Memorandum of Understanding Memorandum of Understanding (MOU) By and Between the Lake County Deputy Sheriffs Association, LCDSA, Unit 16 and the County of Lake for July 1, 2025, to June 30, 2028
Executive Summary: Presented today for the consideration of your Board is the Memorandum of Understanding (MOU) By and Between the Lake County Deputy Sheriffs Association Unit 16, and the County of Lake for July 1, 2025, to June 30, 2028.
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.
Memorandum of Understanding (MOU) Revisions:
1. Incorporated all existing Side Letters into the Memorandum of Understanding (MOU).
2. Revised bilingual incentive pay from 2.5% of base pay for all hours worked to a flat rate of $225 per month.
3. Extended eligibility for 2.5% incentive pay to Sergeants assigned to manage the Field Training Officer (FTO) Program.
4. Adjusted Range Master incentive pay from a flat $125 monthly rate to a 2.5%.
5. Increased SWAT Team incentive pay from 1% to 2.5%.
6. Introduced a 2.5% incentive pay for members of the Critical Response Team (CRT).
7. Added a 2.5% incentive pay for Search and Rescue assignments.
8. Increased on-call pay rates: from $20 to $50 for weekdays and from $25 to $75 for weekends.
9. Expanded the Department Head’s authority to assign on-call duties to any employee as operationally required.
10. Overtime defined language update
11. Revised the grievance procedure by removing the Board of Supervisors as the final step and replacing it with a hearing officer or arbitration process.
12. 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: $372,154 Amount Budgeted: $0 Additional Requested: $372,154 Future Annual Cost: Variable
Purchasing Considerations (check all that apply): ☒ Not applicable
☐ Fully Article X. <https://library.municode.com/ca/lake_county/codes/code_of_ordinances?nodeId=COOR_CH2AD_ARTXPU_S2-38EXCOBI>- and/or Consultant Selection Policy <http://lcnet.co.lake.ca.us/Assets/Intranet/Policy/Policies+$!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 Deputy Sheriffs Association (LCDSA) Unit 16 and the County of Lake for July 1, 2025 to June 30, 2028.