Sarpy County approves multiple collective-bargaining settlements covering police, corrections and county staff

Sarpy County commissioners on July 8 approved a package of collective-bargaining agreements covering county public employees, public-safety communications staff, corrections officers and sworn and non‑sworn law enforcement personnel.

The agreements, adopted by unanimous votes, include single‑year and multi‑year contracts with wage increases ranging from 3% to 7.5% depending on the bargaining unit, standardization of selected benefits across units, and several changes to premiums and leave payout arrangements.

Mark McQueen, who presented the settlements for the county, said the contracts were negotiated with an eye to local market conditions. “We offered a 3% increase…we were making exceptions to that when the local market or the CIR market dictates,” McQueen said, describing the market-driven approach used to set wage terms.

Why it matters: the deals alter pay and benefits for multiple employee groups and are intended to keep Sarpy County competitive for recruitment and retention, particularly for public-safety roles.

Key items approved

- AFSCME Local 251 (one‑year extension): a one‑year contract extension with a 3% increase (resolution listed on the agenda as 20 20 five‑one 144). Motion passed unanimously.

- Sarpy County Public Employees Association (salary schedule, one‑year): a one‑year extension with a 3% increase (agenda reference 20 20 five‑one 145). Motion passed unanimously.

- Fraternal Order of Police, Communications Department (three‑year): first year +5%, second year +4%, third year +3%; increased second‑shift premium from $0.60 to $1.00 per hour; life insurance increased from $30,000 to $75,000; county health reimbursement contribution added ($30 per month for this group) (agenda reference 20 20 five‑one 177). Motion passed unanimously.

- Fraternal Order of Police, Law Enforcement Non‑Sworn (three‑year): raises of 4% in year 1 and 3% in years 2 and 3; updated wage progression table; added sick‑leave payout into employee health reimbursement account at resignation; life insurance increased to $75,000 (agenda reference 20 20 five‑one 176). Motion passed unanimously.

- Fraternal Order of Police, Law Enforcement Sworn (two‑year): deputies and sergeants received larger increases (first year ~7.5%, second year ~3.5%); captains and lieutenants received 3% in each year; second‑shift premium increased from $0.60 to $1.00; new specialty pay rules allow additional specialty pay for holding more than one assignment; drone operators added as a specialty pay position; sick‑leave payout to health reimbursement account added; life insurance raised to $75,000 (agenda reference 20 20 five‑one 178). Motion passed unanimously.

- Fraternal Order of Police, Corrections Department (two‑year): 4% in year 1 and 3% in year 2; pay progression reduced from nine steps to eight; second‑shift premium increased to $1.00 per hour; vacation accrual trigger moved from 6 years to 5 years; uniform reimbursement increased to $1,500 for the first year of employment; comp time maximum increased from 220 hours to 240 hours; life insurance increased to $75,000 (agenda reference 20 20 five‑one 179). Motion passed unanimously.

Commissioners and staff said the county sought greater consistency across bargaining units. “It never made sense to me that some people had benefits that others who work for the same organization didn’t have,” one commissioner said during discussion, supporting efforts to align benefits across groups.

Actions and vote outcomes

Each resolution was moved, seconded and approved by unanimous recorded voice vote (tallies reported on the record as “Ayes 5, Nays none”). The board referenced each agreement by its agenda resolution number during presentation.

Implementation and next steps

Presenters said some contract elements will require administrative updates (for example, updated wage progression schedules and payroll implementation of sick‑leave payouts to health reimbursement accounts). No additional public hearings were announced. County staff and union representatives will implement the changes according to the effective dates in each agreement.

The board moved into an executive session for litigation later in the meeting; that executive‑session motion also appears on the meeting record.