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Board updates remote‑work policy to two days remote, three in office; staff and unions urged clearer rollout

Santa Cruz County Board of Supervisors · December 19, 2025
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Summary

The board approved a countywide remote‑work baseline of two remote days per week. CEO and HR said most departments had already adopted this standard; labor groups and county employees urged retention of three remote days and broader consultation. Board and staff agreed to allow department‑level operational discretion for unique functions and to notify labor groups.

The Santa Cruz County Board of Supervisors on Tuesday adopted an updated remote‑work policy setting a countywide baseline of two days remote and three days in office, citing operational needs and the desire to standardize practice across most departments.

County CEO Nicole Coburn and Human Resources Director Ajita Patel told supervisors two‑thirds of county departments had already or were moving to a two‑day remote arrangement and that the change seeks to improve in‑person collaboration for complex multi‑department work, including permit processing, cross‑system planning and emergency response coordination. Staff compared peer counties and said many are moving toward more on‑site time to support similar operational goals.

Labor representatives and mid‑managers urged the board to maintain more generous remote options, citing productivity, recruitment and cost‑savings possible from remote work. Several boardmembers said they would have preferred a clearer memo and pre‑meeting outreach to unions and staff to explain operational exceptions, court schedules and field‑work circumstances.

CEO Coburn and HR said the policy contains mechanisms for limited exceptions (for example, CEO discretion for 100% remote in special cases) and that department heads retain ability to set operational schedules consistent with service needs. Staff committed to meeting with labor representatives to explain the change and accept feedback; they also said they would work with unique units (attorneys with early court schedules, first responders and field staff) to design workable arrangements.

The board approved the policy by majority vote (Supervisor Cummings opposed), and staff said they will notify affected unions and provide implementation guidelines and clarifications to departments.

What happens next: HR and the CEO will provide implementation guidance, meet with labor groups, and work out operational exceptions for departments with special needs.