Labor Negotiations 2021 Archive
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Need updates from 2022? Go to the 2022 Labor Negotiations Archive page.
September 21, 2021
The Marin County Board of Supervisors approve the addendum reached between the County of Marin and IATSE providing an additional one-time payment of $1200 to regular full-time employees (prorated for part-time), one-time payments to eligible contingent hire employees, and extension of the COVID-related leaves.
The agreed-upon terms include:
One-Time Payment
Each full-time, regular hire employee represented by IATSE shall receive a single, one-time payment in the amount of twelve hundred dollars ($1200), prorated for part-time regular hire employees. This one-time payment is not pensionable.
Contingent hire employees who do not have a regular hire appointment will receive the following one-time payment based on hours worked in the July 1, 2020 - June 30, 2021 fiscal year:
- 1,800 hours or more: $1800
- 1,000 hours or more but less than 1,800 hours: $1200
- 500 hours or more but less than 1,000 hours: $600
COVID-Related Leaves
Represented employees’ eligibility to use COVID-Related leaves, described in 4.a. of the parties’ Extension Agreement, will extend to December 31, 2021. The County is not obligated to provide additional leave. Should the State mandate COVID leave, the amount the County has already allocated would credit against the State’s required allocation.
June 22, 2021
The Marin County Board of Supervisors approved the addendum between the County of Marin and IATSE to provide a 1.5% general salary increase to all job classes and employees in the bargaining unit represented by IATSE, effective the first full pay period in July 2021, or in the first full pay period following adoption of the Agreement.
May 28, 2021
At the beginning of calendar year 2021, the County of Marin and IATSE Local 16 reached agreement to extend their Memoranda of Understanding (MOU).
This agreement did not include a cost of living increase for fiscal year 2021 – 2022.
Given the evolution of the County’s financial position over the past few months, the County is now working to reach agreement to apply a 1.5% general salary increase, effective the first full pay period in July 2021, or in the first full pay period following adoption of the Agreement, whichever is later.
September 21, 2021
The Marin County Board of Supervisors approved the tentative agreement between the County of Marin and the Marin Association of Public Employees, General Unit (MAPE General Unit), HHS Unit (MAPE HHS Unit), and Nurses Unit (MAPE Nurses Unit), for a successor 3-year collective bargaining agreement for the term September 19, 2021– June 30, 2024. Details can be reviewed under the Marin Association of Public Employees (MAPE) — General Unit, Health & Human Services Workers, and Nurses September 1, 2021 update.
September 14, 2021
The Marin County Board of Supervisors approved the agreement between the County of Marin and the Marin Association of Public Employees, General Unit (MAPE General Unit), HHS Unit (MAPE HHS Unit), and Nurses Unit (MAPE Nurses Unit), extending the term of the parties’ collective bargaining agreements to September 18, 2021.
September 1, 2021
The parties reached tentative agreement on the following proposal:
1. Term of Agreement
Three years, from the date of ratification by the Board of Supervisors, 2021 – June 30, 2024
2. Wages
General Salary increase
Salaries/wages for all MAPE represented classifications shall be increased as follows:
Effective the first full pay period after approval by the Board: 1.5%
Effective the first full pay period of July 2022: 2.5%
Effective the first full pay period of July 2023: 2.5%
3. Lump sum payment for all employees
$2,400 for all full-time employees on the payroll on the date of BOS ratification, prorated for Part-time regular hire employees based upon the employee’s FTE and prorated for Contingent Hire employees based upon the number of hours they worked in FY 20-21 as follows:
| Hours Worked | Pay |
|---|---|
| 1,800 hours or more | $1,800 |
| 1,000 or more but less than 1,800 hours | $1,200 |
| 500 hours or more but less than 1,000 hours | $600 |
This lump sum payment is for employees who are on the payroll on the date of BOS ratification. It shall be made by a separate payment from the biweekly payroll. The payment shall not be “pensionable.”
4. Equity and parity adjustments
All proposed equity increases are in addition to the general salary increase.
- All proposed increases are effective the same day as the 2021 general increase unless otherwise noted.
- Crisis Specialists/Licensed Crisis Specialist: Increase by 6%
- Sign Fabricator: 4.88%
- 3.4.7 (GEN): 5% differential for Mobile Library Assistants and Community Library Specialists for the shifts assigned to drive the bookmobile and other mobile libraries and who are required to have a commercial driver’s license (Class B).
- The County will complete a salary survey for benchmark classifications by March 31, 2022. The parties will meet and confer only on the classifications that are below market AND/OR classifications with demonstrated recruitment problems. The County will make adjustments up to a maximum of $250,000 for all three MAPE contracts ongoing for the salary survey. The adjustments will be effective the first full pay period of July 2022.
5. Health Care
Bi-weekly fringe
Calendar 2022: no increase in employee only, 5% increase in employee+1 & family, and increase threshold to $75k.
Calendar 2023: For EE only, increase only if necessary to ensure County pays 100% of Kaiser silver premium. Employee+1 & family: same as Kaiser, 0-5%. Increase threshold to $77k.
Calendar 2024: For EE only, increase only if necessary to ensure County pays 100% of Kaiser silver premium. Employee+1 & family: same as Kaiser, 0-5%. Increase threshold to $79k.
6. Overtime
Add the following classifications to the carve out:
- Building Maint. Worker series
- Fire Mechanic
- Child Welfare Worker Series
- Custodian series
- Stationary Engineer series
- Electrician series
7. Grievance Arbitration
Alternative B: This alternative is reserved for the Union alone. An individual grievant may not choose alternative B. Provided that the County Administrator and the grievant agree on the issues to be arbitrated, or that the grievance pertains to the specific terms of any existing collective bargaining agreement, the grievance shall be determined by an arbitrator selected from a list(s) provided by State Mediation and Conciliation Services (SMCS) by mutual agreement between the County and the Union. The decisions of the arbitrator shall be final and binding on all the parties. However, the amount of the award is subject to the ratification by the Board of Supervisors if the decision requires an unbudgeted expenditure in excess of $50,000.
8. Retirement for Employees who are not in MCERA
The County shall contribute to the OBRA/PST (safe harbor) for all Part-time regular hire employees who are not eligible to be members of MCERA as follows:
Effective the first full pay period in January, 2022, County will pay 3 % of applicable salary to the OBRA/PST.
These payments shall be in addition to the payments the employees make.
9. Disaster Leave
The County will approve up to three (3) working days paid administrative leave in any twelve (12) month period when the employee’s primary residence located in California is rendered uninhabitable due to fire, flood, or earthquake. Requests must be approved by the CAO. Documentation must be provided within a reasonable period of time. If adequate documentation is not provided, leave will be charged against any of the employee’s other paid time accruals.
10. APS Administrative Response Compensation
The County will add the EMSS classification and shall Increase the Administrative Response Compensation (ARC) from $2.50 an hour to $3.50 an hour effective the same day as the first year pay raise.
11. FLSA Redesignation
If the County redesignates positions from FLSA exempt to FLSA nonexempt, affected employees shall be able to use the balance of their Professional Leave they have at the time of the redesignation during the fiscal year in which they are redesignated in the manner set forth in Article 3.8.5 (general) and section IX. C (HHS).
12. Jail Assignment Differential
Add Sr. Custodian, Custodian, and Environmental Compliance Specialists to coverage under this section.
13. Holidays for employees who work an Alternative Work Week
The Communication Dispatchers will receive two-and-one half (2.5) times their regular pay rate when they "work beyond" eight (8) hours on a holiday/designated holiday (i.e. hours 9 through 12).
All hours worked beyond 12 hours will be paid at double time and one half per existing contract language.
14. Sliding Classifications
Collection Officer I and I Series
In Year 1 of the agreement (FY 21-22), the County will create a sliding classification for Collection Officer I to Collection Officer II, only. During the term of the 2021-2024 agreement, the County will create a Senior Collection Officer classification to create a career ladder.
15. Bilingual Classifications
Reclassify all employees who are in a non-bilingual classification for which there is a bilingual analog. Those employees shall be reclassified into the bilingual classification if they meet the criteria to be paid the bilingual differential. Going forward, all employees hired into classifications for which there is a non-bilingual classification, and an analog bilingual classification shall be hired into the bilingual classification if they meet the criteria to be paid bilingual differential.
16. Contingent Hire paid holiday
Holidays - work on a holiday by Contingent Hire employees
- Clarify that time and one half is paid for all hours Contingent Hires work on a holiday including those beyond 7.5 or 8, depending upon the classification.
17. License Reimbursement
Add the following classifications to existing language of MOU.
MAPE General:
- Public Defender classifications
- Clinical Psychologist classifications
- Staff Psychiatrist
MAPE HHS:
- Mental Health Practitioner
- Mental Health Practitioner Bilingual
- Licensed Crisis Specialist
This language applies to all Regular Hire employees, full-time and part-time, in these classifications.
18. Behavioral Health Care Assistants who work in the Crisis Stabilization Unit
Modify class from 37.5 to 40-hour classification. Joint petition to modify unit/include in HHS MOU. Apply following provisions of MAPE HHS MOU (as currently numbered) in BHCA, cleaning up language as currently proposed:
- Behavioral Health Care Assistants who work in the Crisis Stabilization Unit will be paid overtime for hours worked beyond their shift.
- Behavioral Health Care Assistants who work in the Crisis Stabilization Unit will be paid at time and one half.
- The Side Letter to the HHS Agreement concerning working through breaks shall apply to Behavioral Health Care Assistants who work in the Crisis Stabilization Unit.
- The County agrees to include this classification during the March 31, 2022 salary survey.
19. Nurses working consecutive shifts
Increase the additional payment for working two consecutive shifts from $175 to $200.
20. Joint Labor-Management Committee to address career development and recruitment and retention
The parties will create a MAPE joint labor/management committee with an equal number of union and management members appointed that will meet on a quarterly basis to discuss career development.
21. Side Letters — Settlements
The following shall be incorporated into the body of the contract:
- Fixed Term (HHS/GEN)
Fixed Term Assignment
Fixed term appointments are limited to an initial term not to exceed three (3) years and allow for extensions that may result in a maximum term no greater than five (5) years. Before granting extensions that result in the fixed term appointment represented by MAPE exceeding three (3) years, the County and MAPE will meet to discuss possible alternatives to the extension. The requirement to hold such a discussion does not constitute a duty to meet and confer and shall not cause an undue delay to the approval of the fixed-term extension. -
Add to Compensation for Work on a Holiday (GEN)
All employees who work for the Sheriff’s Office who have an alternative work schedule who work in a seven day per week/twenty-four hour per day operation and who occupy a classification that is regularly scheduled to work a full shift on a half (1/2) day holiday (or alternative holiday as defined in section 3.7.2) will be paid as follows for all hours worked on a half day holiday:- The first half of the regularly scheduled hours worked will be paid at straight-time.
- The second half of the regularly scheduled hours will be paid at time and one-half.
- The employee will be compensated with a paid holiday according to his/her job class (4 hours for 80 hour employees, 3.75 hours for 75 hour employees).
- Pursuant to Section 3.7.6, all hours worked beyond the employee’s regularly scheduled shift will be paid at two and one half times.
Further, the parties recognize that the description in this Agreement for compensating employees who work on a half-day holiday is an exception to the manner that other MAPE-represented employees who are not covered by this Agreement are compensated for work performed on a half-day holiday.
The following shall be left as a side letter:
- Career Development
22. Communication Dispatcher Training Officer Pay
Pay 2.5% differential when trainee is on the same shift.
23. COVID Leave
Extend to December 31, 2021. No obligation to provide additional leave. No “double dipping”. For example, if the State mandates COVID leave, the amount the County has already allocated would credit against the State’s required allocation.
Side Letter OK.
24. Incorporation of the Settlement dated 8/20/2019 as it relates to Crisis Specialists and Overtime
25. Comprehensive Proposal
Acceptance of this package proposal would remove any and all remaining proposals/items (not herein addressed) from the table.
26. Tentative Agreements
All other tentative agreements signed to date:
- Fire Boots
- SSA Uniforms
- FLSA Workweek
- Cell Phone Reimbursement
- HHS Hours of Work, etc.
- Sheriff’s Office Tech After Hours
- Footwear/Uniform
- Dispatch Alternative Holiday observance
- Library rest breaks
- Personal to Professional Leave Language
August 26, 2021
The County of Marin and MAPE representatives conducted their 6th mediation session on August 26, 2021.
August 20, 2021
The County of Marin and MAPE representatives conducted their 5th mediation session on August 20, 2021.
August 19, 2021
The County of Marin and MAPE representatives conducted their 4th mediation session on August 19, 2021.
The parties will return to mediation on Friday, August 20, 2021.
August 12, 2021
The County of Marin and MAPE representatives conducted their 3rd mediation session on August 12, 2021.
The parties will return to mediation on Thursday, August 19, 2021.
August 11, 2021
The County of Marin and MAPE representatives conducted their 2nd mediation session on August 11, 2021.
The parties will return to mediation on Thursday, August 12, 2021.
July 27, 2021
The Marin County Board of Supervisors approved the agreement between the County of Marin and the Marin Association of Public Employees, General Unit (MAPE General Unit), HHS Unit (MAPE HHS Unit), and Nurses Unit (MAPE Nurses Unit), extending the term of the parties’ collective bargaining agreements to August 31, 2021.
July 12, 2021
The County of Marin and MAPE representatives conducted their 1st mediation session on July 12, 2021.
July 8, 2021
The County of Marin and MAPE representatives conducted their 21st bargaining session on July 8, 2021. The parties reached tentative agreement on clean-up language around FLSA Workweek.
July 6, 2021
The Marin County Board of Supervisors approved the agreement between the County of Marin and the Marin Association of Public Employees, General Unit (MAPE General Unit), HHS Unit (MAPE HHS Unit), and Nurses Unit (MAPE Nurses Unit), extending the term of the parties’ collective bargaining agreements to July 31, 2021.
July 1, 2021
The County of Marin and MAPE representatives conducted their 20th bargaining session on July 1, 2021. The parties reached tentative agreement on Cell Phone Reimbursement.
The parties will return to the bargaining table on Thursday, July 8, 2021.
Note: The parties reached a tentative agreement on extending the term of the MAPE Collective Bargaining Agreements to July 31, 2021.
June 24, 2021
The County of Marin and MAPE representatives conducted their 19th bargaining session on June 24, 2021. The County passed contract language clean-up proposals on Coveralls, Clothing, and Footwear, Sheriff’s Office Communication Dispatch holidays, and reorganization of the HHS MOU. MAPE passed contract language clean-up proposals on cell phone reimbursement and Sheriff’s Office half-day holidays. The parties reached tentative agreements on contract language clean-up of Sheriff’s Office Communication Dispatch holidays, Coveralls, Clothing, and Footwear, HHS Emergency Response and Hours of Work, Library breaks, professional and personal leave, and After-Hours pay for Sheriff’s Office Technology Systems Specialists.
The parties will return to the bargaining table on Thursday, July 1, 2021.
June 17, 2021
The County of Marin and MAPE representatives conducted their 18th bargaining session on June 17, 2021. The County passed contract language clean-up proposals on professional and personal leave, HHS hours of work, Library breaks, and After-Hours pay for Sheriff’s Office Technology Systems Specialists. MAPE passed contract language clean-up proposals on fixed term and Sheriff’s Office Communication Dispatch holidays.
The parties will return to the bargaining table on Thursday, June 24, 2021.
June 10, 2021
The County of Marin and MAPE representatives conducted their 17th bargaining session on June 10, 2021. The County passed a contract language clean-up proposal on HHS hours of work. MAPE passed contract language clean-up proposals on FLSA work period, HHS hours of work, Library breaks, and Sheriff IST call back.
The parties will return to the bargaining table on Thursday, June 17, 2021.
June 3, 2021
The County of Marin and MAPE representatives conducted their 16th bargaining session on June 3, 2021, to continue discussions.
The parties will return to the bargaining table on Thursday, June 10, 2021.
May 28, 2021
The County of Marin and MAPE representatives conducted their 15th bargaining session on May 27, 2021. The parties have reached tentative agreement on two items. The County’s most recent package proposal, passed on May 27, 2021, includes the following:
- Term
Three (3) Years (July 1, 2021 – June 30, 2024) - Wages
Year 1 – 1.5%* and a $1200.00 one-time payment for regular hires, prorated to FTE
Year 2 – 2.5%
Year 2 – 2.0%
* COLAS are effective the first full pay period in July, or in the first full pay period following after approval by the Board, whichever is later (no retroactivity).
- Fringe Benefits
Continue to adjust County health insurance contribution in December of each year of the contract by 0-5% for the employee + 1 and employee + family plan levels when the premium increases to the County’s Kaiser S plan (or the County’s lowest cost HMO at the time). - Recruitment and Retention Increase
Provide 2.0% recruitment and retention adjustment for Crisis Specialist and Licensed Crisis Specialist classification. Study future alignment over term of Agreement. - Grievance Arbitration
Jointly develop online/electronic grievance filing system using existing grievance form where possible using existing County technologies. - Retirement Contribution for Regular Part-Time Employees
County will pay 2.5% of gross wages in addition to the employee’s 7.5% contribution for part-time, regular hire employees not eligible for MCERA membership (less than 0.75 FTE). - Natural Disaster Leave
The County will approve up to three (3) working days paid administrative leave in any twelve (12) month period where an employee’s primary residence, located in California, is rendered uninhabitable due to fire, flood, or earthquake. Request must be approved by CAO. Documentation must be provided within a reasonable period of time. If adequate documentation is not provided, leave will be charged against any of the employee’s other paid time off accrual(s). - Administrative Response Compensation (ARC)
The County will increase rate from $2.50 to $3.50/hour and add the Emergency Medical Services Specialist classification to the classifications eligible for ARC. - Expansion of Jail Differential
The County will extend the existing ten percent (10%) hourly assignment differential to Senior Custodian, Custodian, and Environmental Compliance Specialists when they are assigned to work in the County Jail. - Collection Officers
In fiscal year 2021-2022, the County will create a sliding classification for Collection Officer I to Collection Officer II. During the term of the Agreement, the County will create a Senior Collection Officer classification to create a career ladder. - Bilingual
Agree to only use the bilingual classification, where such bilingual classification exists, when the County determines, at the time of recruitment, the County would only hire an applicant with bilingual skills. - License Reimbursement
The County will add the following classifications as being eligible for license reimbursement for regular hire employees: (1) Public Defenders, (2) Clinical Psychologists, (3) Staff Psychiatrists, (4) Mental Health Practitioners. - Behavioral Health Care Assistant (BHCA)
Modify class from 37.5-hour to 40-hour classification. Joint petition to modify unit/include in HHS MOU. Apply following provisions of MAPE HHS MOU (as currently numbered) to BHCA, cleaning up language as currently proposed:- Section VIII.B.5.g (minimum off duty/double back)
- Side Letter (missed breaks)
- Nurses Working Consecutive Shifts
Increase existing stipend from $175.00 to $200.00 - Career Development/Recruitment and Retention Committee
Create committee to discuss issues on quarterly basis at union request. - Supervising Communication Dispatcher
Pay 2.5% differential when trainee is on same shift. - HHS Hours of Work
Clean up and FLSA redesignation language per County’s last proposal. Add FLSA redesignation language to MAPE General per County’s last proposal. - COVID Related Leave
Extend COVID leaves until December 31, 2021. - Side letters, Grievance Settlements, etc.
Include in body of MOU and delete side letter:- Fixed Term (General/HHS)
- After Hours/SO Technology (General)
- Crisis Specialist (HHS)
- Comprehensive Proposal
Acceptance of this package proposal would remove any and all remaining proposals/items (not addressed herein) from the table (i.e., considered withdrawn by MAPE). - Labor 9/County 2: Fire Boot
The parties have reached a tentative agreement. - Labor 29: SSA Uniforms
The parties have reached a tentative agreement
September 21, 2021
The Marin County Board of Supervisors approve the addendum reached between the County of Marin and MCMEA providing an additional one-time payment of $1200 to regular full-time employees (prorated for part-time), one-time payments to eligible contingent hire employees, and extension of the COVID-related leaves.
The agreed-upon terms include:
One-Time Payment
Each full-time, regular hire employee represented by MCMEA shall receive a single, one-time payment in the amount of twelve hundred dollars ($1200), prorated for part-time regular hire employees. This one-time payment is not pensionable.
Contingent hire employees who do not have a regular hire appointment will receive the following one-time payment based on hours worked in the July 1, 2020 - June 30, 2021 fiscal year:
- 1,800 hours or more: $1800
- 1,000 hours or more but less than 1,800 hours: $1200
- 500 hours or more but less than 1,000 hours: $600
COVID-Related Leaves
Represented employees’ eligibility to use COVID-Related leaves, described in 4.a. of the parties’ Extension Agreement, will extend to December 31, 2021. The County is not obligated to provide additional leave. Should the State mandate COVID leave, the amount the County has already allocated would credit against the State’s required allocation.
June 22, 2021
The Marin County Board of Supervisors approved the addendum between the County of Marin and MCMEA to provide a 1.5% general salary increase to all job classes and employees in the bargaining unit represented by MCMEA, effective the first full pay period in July 2021, or in the first full pay period following adoption of the Agreement.
May 28, 2021
At the beginning of calendar year 2021, the County of Marin and Marin County Management Employees Association (MCMEA) reached agreement to extend their Memoranda of Understanding (MOU).
This agreement did not include a cost of living increase for fiscal year 2021 – 2022.
Given the evolution of the County’s financial position over the past few months, the County is now working to reach agreement to apply a 1.5% general salary increase, effective the first full pay period in July 2021, or in the first full pay period following adoption of the Agreement, whichever is later.
September 21, 2021
The Marin County Board of Supervisors approve the addendum reached between the County of Marin and PMA providing an additional one-time payment of $1200 to regular full-time employees (prorated for part-time), one-time payments to eligible contingent hire employees, and extension of the COVID-related leaves.
The agreed-upon terms include:
One-Time Payment
Each full-time, regular hire employee represented by PMA shall receive a single, one-time payment in the amount of twelve hundred dollars ($1200), prorated for part-time regular hire employees. This one-time payment is not pensionable.
Contingent hire employees who do not have a regular hire appointment will receive the following one-time payment based on hours worked in the July 1, 2020 - June 30, 2021 fiscal year:
- 1,800 hours or more: $1800
- 1,000 hours or more but less than 1,800 hours: $1200
- 500 hours or more but less than 1,000 hours: $600
COVID-Related Leaves
Represented employees’ eligibility to use COVID-Related leaves, described in 4.a. of the parties’ Extension Agreement, will extend to December 31, 2021. The County is not obligated to provide additional leave. Should the State mandate COVID leave, the amount the County has already allocated would credit against the State’s required allocation.
June 22, 2021
The Marin County Board of Supervisors approved the addendum between the County of Marin and PMA to provide a 1.5% general salary increase to all job classes and employees in the bargaining unit represented by PMA, effective the first full pay period in July 2021, or in the first full pay period following adoption of the Agreement.
May 28, 2021
At the beginning of calendar year 2021, the County of Marin and the Probation Managers' Association (PMA) reached agreement to extend their Memoranda of Understanding (MOU).
This agreement did not include a cost of living increase for fiscal year 2021 – 2022.
Given the evolution of the County’s financial position over the past few months, the County is now working to reach agreement to apply a 1.5% general salary increase, effective the first full pay period in July 2021, or in the first full pay period following adoption of the Agreement, whichever is later.
September 21, 2021
The Marin County Board of Supervisors approve the addendum reached between the County of Marin and DDA providing an additional one-time payment of $1200 to regular full-time employees (prorated for part-time), one-time payments to eligible contingent hire employees, and extension of the COVID-related leaves.
The agreed-upon terms include:
One-Time Payment
Each full-time, regular hire employee represented by DDA shall receive a single, one-time payment in the amount of twelve hundred dollars ($1200), prorated for part-time regular hire employees. This one-time payment is not pensionable.
Contingent hire employees who do not have a regular hire appointment will receive the following one-time payment based on hours worked in the July 1, 2020 - June 30, 2021 fiscal year:
- 1,800 hours or more: $1800
- 1,000 hours or more but less than 1,800 hours: $1200
- 500 hours or more but less than 1,000 hours: $600
COVID-Related Leaves
Represented employees’ eligibility to use COVID-Related leaves, described in 4.a. of the parties’ Extension Agreement, will extend to December 31, 2021. The County is not obligated to provide additional leave. Should the State mandate COVID leave, the amount the County has already allocated would credit against the State’s required allocation.
June 22, 2021
The Marin County Board of Supervisors approved the addendum between the County of Marin and DDA to provide a 1.5% general salary increase to all job classes and employees in the bargaining unit represented by DDA, effective the first full pay period in July 2021, or in the first full pay period following adoption of the Agreement.
May 28, 2021
At the beginning of calendar year 2021, the County of Marin and Teamsters Local 856 Deputy District Attorneys reached agreement to extend their Memoranda of Understanding (MOU).
This agreement did not include a cost of living increase for fiscal year 2021 – 2022.
Given the evolution of the County’s financial position over the past few months, the County is now working to reach agreement to apply a 1.5% general salary increase, effective the first full pay period in July 2021, or in the first full pay period following adoption of the Agreement, whichever is later.
September 21, 2021
The Marin County Board of Supervisors approve the addendum reached between the County of Marin and the Probation Association providing an additional one-time payment of $1200 to regular full-time employees (prorated for part-time), one-time payments to eligible contingent hire employees, and extension of the COVID-related leaves.
The agreed-upon terms include:
One-Time Payment
Each full-time, regular hire employee represented by the Probation Association shall receive a single, one-time payment in the amount of twelve hundred dollars ($1200), prorated for part-time regular hire employees. This one-time payment is not pensionable.
Contingent hire employees who do not have a regular hire appointment will receive the following one-time payment based on hours worked in the July 1, 2020 - June 30, 2021 fiscal year:
- 1,800 hours or more: $1800
- 1,000 hours or more but less than 1,800 hours: $1200
- 500 hours or more but less than 1,000 hours: $600
COVID-Related Leaves
Represented employees’ eligibility to use COVID-Related leaves, described in 4.a. of the parties’ Extension Agreement, will extend to December 31, 2021. The County is not obligated to provide additional leave. Should the State mandate COVID leave, the amount the County has already allocated would credit against the State’s required allocation.
June 22, 2021
The Marin County Board of Supervisors approved the addendum between the County of Marin and the Probation Association to provide a 1.5% general salary increase to all job classes and employees in the bargaining unit represented by the Probation Association, effective the first full pay period in July 2021, or in the first full pay period following adoption of the Agreement.
May 28, 2021
At the beginning of calendar year 2021, the County of Marin and Teamsters Local 856 Probation Workers reached agreement to extend their Memoranda of Understanding (MOU).
This agreement did not include a cost of living increase for fiscal year 2021 – 2022.
Given the evolution of the County’s financial position over the past few months, the County is now working to reach agreement to apply a 1.5% general salary increase, effective the first full pay period in July 2021, or in the first full pay period following adoption of the Agreement, whichever is later.