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Board unanimously adopts SEIU and Teamsters MOUs with pay and benefits increases
Summary
The Mendocino County Board of Supervisors approved memoranda of understanding with SEIU Local 1021 and Teamsters Local 856 units, including multi‑year COLAs, health‑plan adjustments and Juneteenth as a holiday; HR director said changes aim to keep staff engaged amid tight county finances.
The Mendocino County Board of Supervisors unanimously adopted three labor agreements Tuesday, approving a three‑year memorandum of understanding with SEIU Local 1021 and separate agreements with Teamsters units that cover public attorneys and probation staff.
Human Resources Director Sherry Johnson briefed the board on the SEIU agreement — effective July 1, 2026, through June 30, 2029 — saying it includes salary enhancements, cost‑of‑living adjustments tied to revenue triggers, a high‑deductible “bronze” employee‑only health option at 100% county contribution, increased on‑call premiums, added bilingual pay and recognition of Juneteenth as a paid holiday. She thanked negotiators on both sides for what she described as professional negotiations that balanced fiscal constraints and employee needs.
“Thank you to the SEIU negotiating team and to county staff for getting us to a contract that recognizes employees’ contributions while protecting the county’s budget,” Johnson said.
The Board also approved a four‑year agreement with the Mendocino County Public Attorneys group and a three‑year agreement for the probation unit under Teamsters Local 856. The agreements contain similar elements to SEIU’s MOU (salary increases, health plan modifications and the added holiday) and passed on unanimous voice/button votes.
Interim CEO Sarah Pierce and County Counsel noted that the agreements had been ratified by membership where required and that the county would implement the contractual provisions subject to the usual budget and revenue‑trigger language included in some years. Supervisors praised the negotiating teams for reaching settlements without strikes or major service interruptions.
What happens next: HR will work with payroll and department heads to operationalize pay increases, ensure benefits administration changes are in place, and report back to the Board during routine budget monitoring. The Board’s approvals were recorded as formal actions and entered into county contract files.
