005 Tentative Agreement Summary

Below is a complete summary of the tentative agreement (TA). The UPE 005 Negotiations Team will hold an in-person membership meeting tonight (8/6/25) at 6 pm at UPE to review the TA with membership.

Sacramento County came with an unprecedented number of takeaways, the most important of which was their proposal to remove all limits on their ability to change healthcare. This blank check was something the County has not earned, and UPE and its members fought hard against it! With the support of its members, your Team was able to preserve our members' number one priority: protections for healthcare. Your Bargaining Team was also able to fight off or significantly reduce nearly all the County's takeaways, while still securing economic improvements for all members.

As we move beyond bargaining, UPE and its members must continue the day-to-day fight in the workplace to ensure our members' rights are respected. The County will continue to try and take advantage of our members, but we must remain united in this fight.

Together We Are Strong!

Economics

1. Three-Year Contract.

2. COLA for all Classifications.

   1. 2025: 2.8%

   2. 2026: 3%

   3. 2027: 3%

3. 1.5% increase in the ongoing longevity differential for any employee with 10 or more years of service. Now 4% at 10 years of service.

   1. All members with 10 years of service or more will receive a 4.3% increase following ratification (Ex. Year 2025: 2.8% + 1.5% = 4.3%).

   2. Members who reach 10 years of service during the life of the contract will receive a 4% increase in addition to the COLAs listed above (Ex. 2026: 3% + 4% = 7%).

   3. Members with less than 5 years of service will receive the COLA in addition to any planned step increases on their anniversary date (Ex. Year 2026: 5% + 3% = 8%).

4. 2% equity increase to base pay (in addition to COLA above) for all: Elections Assistants, Senior Elections Assistants, Printing Services Operator 1 and 2, Printing Services Tech, and Senior Printing Services Operator.

5. 7.5% equity increase to base pay (in addition to COLA above) for all Airport Operations Dispatchers and Senior Airport Operations Dispatchers.

6. 10% equity increase to base pay (in addition to COLA above) for all Business License Inspectors.

7. 2.5% App Reg Differential for all Office Assistants and Senior Office Assistants in DHA.

8. We agreed to an up to 3% match of employee contributions to the 457(b) deferred compensation plan.

9. We secured 20 hours of paid time per calendar year for employees to attend transfer and lateral interviews.

   
   

Healthcare

10. UPE defeated the County's attempt to gain a blank check on healthcare by:

a. Protecting current healthcare copays and coverage for the life of the contract.

b. Preserving Kaiser as a named healthcare plan for the life of the contract.

c. Ensuring UPE's ability to meet with the County and have a meaningful say in future healthcare changes to ensure they provide a benefit to the membership.

Defending Members' Rights and Benefits under the Contract 

11. UPE defeated the County's proposal designed to make it easier to change employees' job duties without members having a say.

12. UPE preserved Union members' current ability to engage in strikes.

13. UPE preserved 40 hours of paid bereavement leave by defeating the County's proposal to reduce bereavement leave to only 3 paid days. UPE ensured employees can use up to 40 hours of leave balances for loss of Great Grandchild, Great Grandparent, and any close relative living with the employee at the time of their death.

14. UPE defeated the County's proposal to allow the County to make unilateral changes (including possible reductions) to the parental leave benefit.

15. UPE defeated County attempts to limit UPE's ability to meet and mitigate changes to workload through the meet and confer process.

16. UPE limited the County's ability to renew 71-J contracts without meeting with UPE.

17. UPE secured stronger language to ensure that paralegals will be able to get the required training needed for certification. If the County cannot provide the training in-house, the County will pay for paralegals to attend training outside of the County.

18. We agreed with the County that when a County Department determines that a building/worksite is unsafe, workers can be relocated if space permits, be allowed to telework (if applicable to their assignment), or be provided with administrative leave if neither A nor B applies.

Updates and Clean Up

19. The parties updated the sick leave section to reflect updates in state sick leave law.

20. UPE and the County clarified the application of the standby differential.

21. We edited and removed language from the contract that was no longer relevant.