The County of Marin is committed to providing accurate and timely information regarding current labor negotiations with its labor organizations. The County continues to bargain in good faith, and seeks to resolve differences professionally, fairly and efficiently.

Select a bargaining unit to see the current status of negotiations for that unit.

Open All Panels

  • Deputy Sheriffs’ Association (DSA)

    June 14, 2019 UPDATE

    On May 14, 2019, shortly after receiving the County’s package proposal, the Deputy Sheriffs’ Association (“DSA”) declared impasse. May 14, 2019 was the parties’ sixth (6th) bargaining session.

    On June 3, 2019, the County received the DSA’s request to the California Public Employment Relations Board (PERB) to proceed to factfinding. Based on the timeline described under State law, PERB authorized this matter for fact-finding on June 7, 2019.

    In the County’s May 14, 2019 package, the County proposed a package that included a 12.5% wage increase over the next 3 fiscal years. The specifics of the package are as follows:

    1. Term of the Agreement - 3 Years (July 1, 2019 – June 30, 2022)
    2. Wages -
      Year 1 – 3.0%
      Year 2 – 2.5%
      Year 3 – 2.5%
    3. Equity Adjustments

      Represented employees in the Deputy Sheriff, Sheriff’s Sergeant, Deputy Sheriff Trainee, Coroner’s Investigator, District Attorney Investigator and Supervising District Attorney Investigator classifications to receive equity adjustments as follows:
      Year 1 – 1.5%
      Year 2 – 1.5%
      Year 3 – 1.5%

      Represented employees in the Welfare Fraud Investigators classification to receive an equity adjustment as follows:
      Year 1 – 1.0%

    4. P.O.S.T. -

      Advanced P.O.S.T. certificate incentive increase as follows:
      Year 1 – From $475.00/month to $555.00/month
      Year 3 – From $555.00/month to $575.00/month

      Intermediate P.O.S.T. certificate incentive increase as follows:
      Year 2 – From $325.00/month to $350.00/month

    5. Fringe Benefits – The County has proposed the following:
      • Adjust its 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).
      • Freeze the employee-only biweekly fringe adjustment.
      • Increase the salary threshold for fringe differentiation from $70,000 to $74,000 for plan year beginning January 2020.
    6. Cash Back – Similar to recent agreements with other labor units, the County has proposed to eliminate cash back of unused fringe benefits for the following:
      • Employees hired on or after July 1, 2019,
      • Employees who do not receive cash back as of July 1, 2019, and
      • Employees who change their benefits in such a way that reduces/eliminates cash back will not be eligible for cash back in the future.
    7. Hold Harmless – The County has proposed to eliminate Hold Harmless payments for all represented employees by the end of the contract period.
    8. PORAC – In response to the Union’s proposal, the County has proposed to establish a PORAC Trust for retiree health savings to which represented employees may contribute.
    9. Overtime – The County will pay the regular rate of pay for the calculation of overtime in accordance with what is required under the Fair Labor Standards Act for work periods of 28 days.
    10. New Employee Orientation/Union Dues/Agency Fees – The County shall provide the Union written notice of county-wide new employee orientations, remit union dues and remove reference to agency shop fees in accordance with applicable state and federal laws.
    11. Pay for Legal Holidays – The County proposed a clean-up item that confirms employees must be in paid status the work day before and after a legal holiday in order to be paid for the legal holiday.
    12. Incorporate all previously-executed tentative agreements.
    13. Parties to withdraw all other proposals.

    April 9, 2019 UPDATE

    The County of Marin and DSA representatives conducted their fourth bargaining session on April 9. This was the final session for the County and DSA to pass initial proposals. The parties continue to discuss proposals and gather information.

    The parties will return to the bargaining table on April 23 at 1:00 pm.

  • Fire Battalion Chiefs’ Association (FBCA)

    June 21, 2019 UPDATE

    The County of Marin and Fire Battalion Chiefs’ Association representatives conducted their seventh bargaining session on June 21.

    The County’s June 21 package proposal includes the following:

    1. Term of the Agreement - 3 Years (July 1, 2019 – June 30, 2022)

       

    2. Wages -

      Year 1 – 3.0%

      Year 2 – 2.5%

      Year 3 – 3.0%

       

    3. Equity Adjustments – Represented employees in the Administrative Battalion Chief classifications shall receive 1.92% equity in year 1 to align with the Operations Battalion Chiefs annual compensation

       

    4. Fringe Benefits – The County has proposed to:
      • Adjust its 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).

         

      • Freeze the employee-only biweekly fringe adjustment.

       

    5. Cash Back –Similar to recent agreements with other labor units, the County has

      proposed to eliminate cash back of unused fringe benefits for the following:

      • Employees hired on or after July 1, 2019,

         

      • Employees who do not receive cash back as of July 1, 2019, and

         

      • Employees who change their benefits in such a way that reduces/eliminates cash back will not be eligible for cash back in the future.

       

    6. Hold Harmless – The County has proposed to eliminate hold harmless payments for all represented employees by the end of the contract, June 30, 2022.

       

    7. Vacation Cap – The County has proposed to reduction the vacation cap for Operations Battalion Chiefs from 504 hours to 360 hours to align with the cap for Administrative Battalion Chiefs.

       

    8. Personal Leave – Elimination of personal leave for Operations Battalion Chiefs to align with Administrative Battalion Chiefs.


    The parties will return to the bargaining table the week of June 24.

  • Marin Association of Public Employees (MAPE) - Nurses

    UPDATE COMING SOON

  • Marin County Fire Department Firefighters’ Association (MCFDFA)

    April 12, 2019 UPDATE

    The County of Marin and MCFDFA representatives conducted their fifth bargaining session on April 12. This was the final session for the County and MCFDFA to pass initial proposals. The parties agreed to ground rules, continue to discuss proposals and gather information.

    The parties will return to the bargaining table on May 3 at 1:00 pm.

  • Sheriff Staff Officers’ Association (SSOA)

    June 17, 2019 UPDATE

    The County of Marin and SSOA representatives conducted their seventh bargaining session on June 5. County’s proposals include:

    1. Term of the Agreement - 3 Years (July 1, 2019 – June 30, 2022)

       

    2. Wages -

      Year 1 – 3.0%

      Year 2 – 2.5%

      Year 3 – 2.5%

       

    3. Equity Adjustments -

      Represented employee in the Chief Deputy Coroner classification to receive an equity adjustment as follows:

      Year 1 – 2.0%

      All other represented classifications to receive an equity adjustment as follows:

      Year 1 – 1.5%

       

    4. P.O.S.T. -The County has proposed to increase the Advanced P.O.S.T. certificate incentive as follows:

     

    Year 1 – From $475.00/month to $555.00/month

    Year 3 – From $555.00/month to $575.00/month

    The parties have signed a tentative agreement on fringe benefits, which includes:

    • Adjust County’s 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).
    • Freeze the employee-only biweekly fringe adjustment.

    The parties will return to the bargaining table during the week of June 24.

  • 2018 Labor Negotiations Update - ARCHIVE

    Please visit the 2018 Labor Negotiations Update page for archived updates from the 2018 bargaining sessions. Archived updates are available for the following bargaining units:

    • International Alliance of Theatrical Stage Employees (IATSE), Local 16
    • Marin Association of Public Employees (MAPE)
    • Marin County Management Employees' Association (MCMEA)
    • Probation Managers' Association Unit
    • Sheriff Staff Officers' Association (SSOA)
    • Teamsters Local 856 - Deputy District Attorney Unit
    • Teamsters Local 856 - Probation Workers