008 Tentative Agreement Summary

Below is a complete summary of the tentative agreement (TA). The UPE 008 Negotiations Team will hold an in-person membership meeting at 6 pm on 8/7/25 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.

a.2025: 2.8%

b.2026: 3%

c. 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.

a. 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%).

b. 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%).

c. 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) for all: HSSW, HSSW MA, FSWs, CDSs, Workforce Coordinators, and Vocational Assessment Counselors.

5. 7.5% equity increase to base pay (in addition to COLA) for all Vocational Assessment Counselors.

6. Convert 5% CPS recruitment and retention incentive into a 5% base pay increase for all employees in the following classifications: HSSW, HSSW MA, FSWs, Workforce Coordinators, and Vocational Assessment Counselors.

a. In addition to increasing pay for most members, moving this differential to base pay increases the value of future raises, increases the value of overtime, and makes the increase a part of all members' retirement calculations.

7. 5% differential for all 008 employees working in the Youth Detention Facility, Sacramento County Main Jail, or the Rio Consumnes Correctional Center.

8. 5% training differential for HSSW and HSSW MA with assigned interns.

9. Restoration of County contributions for each pay period to all employees' retiree health savings accounts at the following amounts: 2025: $5; 2026: $10; 2027: $15

10. UPE codified that an employee in the class HSSW Range B will have their Range B salary included in the rate of pay for the purpose of step placement upon promotion to HSSW MA.

11. UPE and County agreed to an up to 3% match of employee contributions to the 457(b) deferred compensation plan.

12. The parties codified a list of comparable counties for future salary comparison.

13. UPE and the County established classification benchmarks for all classifications to better ensure equitable pay in the future.

14. 
    

Healthcare

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

a. Protecting current healthcare plans for the life of the contract.

b. Preserving Kaiser as a named healthcare provider 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 affordable healthcare for our members.

Defending Members' Rights and Benefits under the Contract

15. UPE defeated the County's proposal to eliminate special skills classifications.

16. UPE defeated the County's proposal to eliminate special skills pay.

17. UPE defeated the County's proposal to eliminate the 5% differential FSWs receive for covering for CDSs.

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

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

20. 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.

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

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

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

24. UPE required the County to provide specific reasons for denials of 4/10 schedules and required the County to follow inverse seniority when removing employees from a 4/10 schedule for operational needs.

25. UPE ensured a meet and confer to create a new collaborative practice to resolve workload issues to replace the existing Workload Policy Board.

Updates and Clean Up

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

27. UPE and the County codified the practice of capping accrual of Holiday in Lieu time at 104 hours and ensuring all hours beyond 104 are paid out in cash.

28. The parties codified application of night shift, weekend, and standby differentials.

29. We edited and/or removed language from the contract that was no longer relevant.