We are very excited to present the attached Memorandum of Understanding (MOU) with the Lake County Deputy Sheriff’s Association (LCDSA).
We are deeply grateful for the tremendous public safety work undertaken every day by LCDSA employees, for the Sheriff and for the District Attorney.
We also value the collaboration of LCDSA’s labor representatives who contributed significantly to MOU development. On September 22, 2021, the unit 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 LCDSA’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
Deleted outdated language pertaining to financial reports
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.