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Board ratifies two-year MOU with Operating Engineers local 3: 10% raise, lump-sum payment, benefit changes
Summary
Plumas County approved a two-year memorandum of understanding with Operating Engineers Local 3 mid-management and supervisors unit that includes a 10% base wage increase, a $2,000 one-time lump sum, added longevity steps and changes to sick-leave payout and comp time rules.
The Plumas County Board of Supervisors on Tuesday ratified a two-year memorandum of understanding with the Operating Engineers Local 3 mid-management and supervisors bargaining unit, effective Jan. 1, 2025 through Dec. 31, 2026.
County interim Human Resources Director Josh told the board the agreement includes a 10% base-wage increase effective the first full pay period after ratification, a $2,000 one-time lump-sum payment to employees on the payroll when the county issues the payment, increases to longevity steps and a change to comp-time accrual for employees exempt under the Fair Labor Standards Act.
The MOU also modifies sick-leave payout rules for employees hired on or before Dec. 31, 2024, aligns bereavement leave language with California law AB 1949, increases the bilingual pay stipend from $35 to $70 per month, and removes a rarely used cost-savings bonus. The agreement also standardizes maximum vacation accrual tiers and updates a vacation buyback provision to address IRS constructive-receipt tax rules.
Josh summarized the main elements: "It comes with a 10% effective increase of first full pay period following the ratification of the MOU, which is, starts on 05/18/2025. We made some additional changes and modifications to some of the languages in the MOU under section 2.01, which covers the 10% base wage increase," he said.
A second, roll-call vote approved the resolution ratifying the agreement. Supervisors thanked HR and county counsel for negotiating the terms and noted the county will pursue a comprehensive salary survey to understand competitive pay across all departments before finalizing the FY 2025–26 budget.
The county attorney’s office and the bargaining unit negotiated the language changes and financials; the county said the agreement will have a general-fund impact that will be analyzed as part of the upcoming budget process.
The board also approved related personnel items during the same session, including job-classification revisions for probation staff designed to create a clearer internal career ladder and retention improvements in that office.
The MOU was presented with department-by-department lists of the covered positions, which county staff said include behavioral health, public health, facilities services, the district attorney's office, the treasurer-tax-collector, agricultural weights and measures, the fair and environmental health among others.
