Memorandum
Date: September 28, 2021
To: The Honorable Lake County Board of Supervisors
From: Carol J. Huchingson, County Administrative Officer
Subject: Memorandum of Understanding By and Between the Lake County Correctional Officers Association and the County of Lake for October 21, 2021 - June 30, 2025
Executive Summary:
We are very excited to present the attached Memorandum of Understanding (MOU) with the Lake County Correctional Officers Association (LCCOA).
We are deeply grateful for the tremendous work undertaken everyday by LCCOA employees, both in the Lake County Jail and in the Sheriff’s Dispatch.
We also value the collaboration of LCCOA’s labor representatives who contributed significantly to MOU development. On August 2, 2021, LCCOA’s Chief Negotiator advised the unit had voted to ratify this MOU.
This MOU spans approximately three years, eight months, and completes implementation of our 2019 Classification and Total Compensation Study, conducted by CPS-HR, in four phases:
Effective October 21, 2021, 98% of October 2019 market median
Effective July 1, 2022, 100% of October 2019 market median, equivalent to a 2% COLA
Effective July 1, 2023, 102% of October 2019 market median, equivalent to a 2% COLA
Effective July 1, 2024, 105% of October 2019 market median, equivalent to a 3% COLA
The “October 2019 Market Median” is understood to be the midpoint of salaries in the 12 “Comparison Counties” included in the Study, as of the point in time at which data was gathered. Comparison Counties included those of similar size, and neighboring counties with which we directly compete for talent: Calaveras; Colusa; Glenn; Humboldt; Mendocino; Napa; Nevada; Sonoma; Sutter; Tehama; Yolo; and Yuba.
2019’s Study was the first completed on behalf of the County of Lake since 2003. Comparison Counties were selected in collaboration with Department Heads and leaders of labor groups.
Additionally, under this MOU, the County will provide Air Medical Ambulance (REACH) membership at no employee cost, effective January 1, 2022. Life Insurance coverage, provided under our group plan, will also be expanded to the amount of each employee’s base annual salary (capped at $100,000), effective July 1, 2022.
Here is a summary of further changes from LCCOA’s prior MOU:
Standardized language around the five-step salary system
Clarification of salary step advancement in the case of less than satisfactory performance
Clarification of salary upon promotion or reclassification
Updates to language regarding longevity. Employees will retain longevity steps on promotion, with subsequent longevity steps earned after five years of service in the new classification.
Addition of a differential in the amount of +2.5% for Dispatchers who have earned intermediate, advanced and supervisory POST certificates
Inclusion of language pertaining to seniority shift bidding
We recommend your Board adopt this MOU, and, again, we appreciate the many people that worked in earnest to bring this historic step to strengthen and stabilize our workforce to fruition.
If not budgeted, fill in the blanks below only:
Estimated Cost: ________ Amount Budgeted: ________ Additional Requested: ________ Future Annual Cost: ________
Consistency with Vision 2028 (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:
Adopt Memorandum of Understanding By and Between the Lake County Correctional Officers
Association, and the County of Lake for October 21, 2021 - June 30, 2025