News Details

County extends final offer, SEIU union doesn’t reply

October 7, 2015

SOLANO COUNTY – County officials are disappointed that SEIU, the County's largest union representing more than 1,700 employees, did not reply to the County’s last, best and final proposal without an indication on when the parties would next meet.

Fair Wage and Benefits
The County has proposed to SEIU employees a two-year contract and benefit package worth more than $11.9 million dollars over a two-year agreement, including a 3 percent wage increase upon ratification and another 3 percent wage increase in October 2016.  The package also maintains the current County health insurance contribution and maintains the cafeteria plan contribution, with increased contributions scheduled in both 2016 and 2017.

SEIU demanded two wage increases as part of the two-year labor contract, including a 3.5 percent increase following contract adoption and a 3.25 percent increase in October 2016.  In addition to the wage increase, the union also demanded higher medical contributions, the elimination of cost sharing for employee pensions and an additional floating holiday.  The cost of SEIU’s proposed benefit package is approximately $18.3 million dollars, $6.3 million dollars over the County’s proposal.

The two parties have met 19 times to date.  The County and union proposals are available for review at http://www.solanocounty.com/depts/county_admin/labor_negotiations/default.asp.

Addressing Workplace Safety
Solano County is committed to providing and maintaining a safe workplace for all County employees, and, to that end, has established policies and procedures to address workplace safety concerns.

SEIU is an active participant in the County’s Health and Social Service (H&SS) Department Safety Committee, and, in the past two years, (the term of the last memorandum of understanding) has not raised any issues concerning social worker safety, specifically Child Welfare Services, with Department Heads, the Department Safety Committee or Human Resource Risk Management.

Very recently, SEIU has requested that social workers, specifically those assigned to Child Welfare Services, get additional call back pay as part of a workplace safety proposal.  The request shortens the time in which call back pay begins and provides a guaranteed eight-hour break between shifts.  Per the proposal, if the eight-hour break extends into the next scheduled work shift, the County would be required to pay for the overlapping hours – even though the employee is not working.

The County prioritizes the health, safety and wellness of County employees, including those who perform duties during non-traditional work hours by providing flexible time-off solutions.  The County maintains a standard with all departments that call back pay for employees begins when the employee reports back to the worksite or incident.  Employees who need time to rest between being called back to work and their next regularly scheduled shift can either request time off or use their vacation or compensatory time off (CTO).  County employees receive vacation hours and CTO for hours worked in excess of 40 hours per week.  Employees may also adjust their working schedule with advanced approval by their supervisors.

Maintaining Fiscal Responsibility
The County budget sets forth the foundation for major Board policy actions and provides a fiscal "road map" for the direction for the County government to follow.  Board policy has been, to the extent possible, one-time money should not be used to fund ongoing operations, including wage and benefits.

“I am disappointed that an agreement was not reached,” said Birgitta Corsello, Solano County Administrator. “However, I remain hopeful that all parties involved can reach a satisfactory solution and reach one soon.”