TO: Board of Supervisors
FROM: Christine Briceño, Chief Human Resources Officer
REPORT BY: Kevin Lemieux, Principal Human Resources Analyst
SUBJECT: Resolution Approving the Total Tentative Agreement between the Napa County Probation Professionals Association and Napa County Probation Professionals Association Supervisory Unit, and Salary Increases in Fiscal Years 2026-2027, 2027-2028, 2028-2029
RECOMMENDATION
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Adopt a Resolution to approve a Total Tentative Agreement with the Napa County Probation Professionals Association and Napa County Probation Professionals Association Supervisory Units for the term July 1, 2026 through June 30, 2029, and salary increases in fiscal years 2026-2027, 2027-2028, and 2028-2029. (Fiscal Impact: Net Zero; General Fund; Budgeted; Discretionary)
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BACKGROUND
The Memoranda of Understanding (MOU) with the Napa County Probation Professionals Association (NCPPA) expires on June 30, 2026. After approximately three months of negotiations, County and Union bargaining representatives have reached a Total Tentative Agreement, which is pending ratification by NCPPA membership, and covers three years, July 1, 2026 through June 30, 2029, with all terms remaining in effect until a new agreement is ratified by members and approved by the Board of Supervisors.
The parties are finalizing the language of the complete MOU which will be presented to the Board of Supervisors at a future meeting. Some of the highlights of the new agreement follow. Further details are included in the Total Tentative Agreement which is attached as Exhibit A.
• Effective the first full pay period after the agreement is ratified, a 10.5% cost of living adjustment (COLA) over three years (4.0%, 3.5%, and 3.0%).
• Changes to language regarding the calculation of overtime.
• Increases standby pay from $2.65 per hour to $4.50 per hour. Increases standby pay on holidays and weekends from $2.90 per hour to $5.00 per hour.
• Increases Level I bilingual pay from $80 to $100 per pay period (pro-rated for part-time employees).
• Increases Level II bilingual pay from $100 to $180 per pay period (pro-rated for part-time employees).
• Adds a $400 clothing allowance each year with an additional $250 allocated for officers with clothing exposed to the shooting range environment.
• Increases deferred compensation match on January 1 of 2027 ($900), 2028 ($1,000), and 2029 ($1,100).
• Established a new section in the MOU which states that a maximum of 240 hours may be accumulated as holiday banked time off.
• Establishes the Wintertime Off program to employees in the Probation Officer classification series only.
• A side letter agreement was signed during negotiations to continue discussions regarding safety retirement.
In anticipation of the successor agreement, the Probation Department accounted for a 3.5% COLA in the Fiscal Year 26-27 budget. The .5% increase in salary and benefits (4% - 3.5%) is approximately $130,537 and will be absorbed by both Probation and Juvenile Hall through cost savings.
Requested Actions:
Adopt a Resolution to approve the Total Tentative Agreement with the Napa County Probation Professionals Association and Napa County Probation Professionals Association Supervisory Units, including salary increases in fiscal years 2026-2027, 2027-2028, and 2028-2029.
FISCAL IMPACT
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Is there a Fiscal Impact? |
Yes |
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Is it currently budgeted? |
No |
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Where is it budgeted? |
N/A |
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Is it Mandatory or Discretionary? |
Discretionary |
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Discretionary Justification: |
The County and the Union bargained in good faith and reached the tentative agreements within the authority granted by the Board. |
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Is the general fund affected? |
Yes |
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Future fiscal impact: |
The cost of the tentative agreement included in this contract for July 1, 2026, to June 30, 2027 is approximately $634,734. The Recommended Budget for Fiscal Year 2026-2027 included an estimated COLA of 3.5%. Therefore, the fiscal impact for Fiscal Year 2026-2027 is an additional 0.5% plus the cost of additional fringe benefits is approximately $130,537 which will be absorbed by the department through cost savings. Future increases will be budgeted accordingly. |
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Consequences if not approved: |
The County would be required to go back to the table to continue negotiations with the Union and the contract would expire. |
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Additional Information: |
County Initiative: Elevate County Service and Workforce Excellence |
ENVIRONMENTAL IMPACT
ENVIRONMENTAL DETERMINATION: The proposed action is not a project as defined by 14 California Code of Regulations 15378 (State CEQA Guidelines) and therefore CEQA is not applicable.