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Board approves pay increases, career‑incentive program and benefit boosts for unrepresented county employees
Summary
Supervisors approved a package covering a 4% base wage increase in 2025 and 2026 (for unrepresented classifications), equity increases for attorneys, a career incentive pay program up to 10% after 20 years, and health‑plan contribution increases; represented MOUs (items 42–47) were also approved alongside item 77.
The Tulare County Board of Supervisors unanimously approved changes to compensation and benefits for unrepresented employees and ratified several related memorandums of understanding, directing staff to implement salary adjustments, a new career‑incentive pay program, and higher health plan contributions.
Lupi Garza, director of Human Resources and Development, told the board the package affects roughly 855 positions in unrepresented bargaining units (excluding county elected officials and the board). The requests included a 4% increase in base wage for unrepresented classifications effective June 29, 2025, and a 4% increase effective June 28, 2026; a 3% equity increase for unrepresented attorney classifications and certain bargaining units effective June 29, 2025; and a 2% increase for fire battalion chiefs (with changes to overtime compensation and uniform allowance details).
Nut graf: The package also establishes a career incentive pay program that phases in additional base pay at service anniversaries (3% at five years, +2% at ten years, +3% at 15 years and +2% at 20 years for a maximum cumulative 10% for 20+ years of service). The county described the program as a retention tool to keep trained staff in‑house amid regional recruiting pressures.
Jason Britt (presented as CEO in the packet) and HR staff said the program aligns Tulare County with peer counties in the San Joaquin Valley and addresses turnover that has seen trained staff leave for similar public‑sector roles with modest pay increases. The board approved matching changes to deferred compensation (a $250 increase in the county’s matching contribution, effective Jan. 1, 2026), increased health plan contributions ($50 per pay period for 2026 and 2027 for covered tiers), and continued funding of minimum benefit amounts for employees whose benefit might be less than certain Anthem PPO premiums.
The items pulled from the consent calendar (42–47) were considered together with item 77; staff stated those items reflected negotiated agreements with represented groups that mirror the unrepresented package (an 8% cost‑of‑living increase over two years, similar health benefits and incorporation of the career‑incentive pay). The board voted to approve item 77 and the related items 42–47 unanimously (motion by Supervisor McCarrie; second by Supervisor Valero).
Ending: HR indicated administrative regulation AR‑52 will govern years‑of‑service calculation and payment timing; staff will return with implementation details as payroll and benefit systems are updated.
