July Brings Important Contract Changes for SLOCEA Members

As we move into July, several important provisions negotiated in the 2025–2028 MOU will officially take effect for employees in SLOCEA-represented bargaining units. These changes represent another major phase of implementation from the collective bargaining agreements and include both compensation improvements and expanded healthcare access for represented employees.

Beginning the pay period including July 1, 2026, eligible employees will see the implementation of the new Step 7 salary advancement, while others will receive a negotiated one-time payment. At the same time, additional changes tied to healthcare clinic eligibility will also become effective.

These were not accidental or automatic improvements. They were the direct result of bargaining priorities identified by members and negotiated at the table.

Step 7 Finally Becomes Reality

One of the most significant changes taking effect this July is the addition of a seventh salary step for all classifications in the bargaining unit. Under the agreement, Step 7 will be established at a rate of 5% above Step 6.

For many employees, this represents something long overdue.

Over the years, one of the most common concerns we heard from members was the frustration of reaching the top of the salary schedule relatively early in their careers and then remaining there indefinitely. Employees continued building expertise, taking on institutional knowledge, mentoring coworkers, and carrying increasingly complex workloads, but their salary growth effectively stopped once they reached Step 6.

The creation of Step 7 was intended to address exactly that issue.

Employees who have been at Step 6 for at least one year as of the beginning of the pay period including July 1, 2026, and who have a current satisfactory evaluation, will move to Step 7 at that time. Employees do not need to complete any sort of documentation for this implementation.

This change creates a meaningful new avenue for long-term salary progression and recognizes the value experienced employees continue to bring to County services long after they have topped out on the traditional salary schedule.

One-Time Payment for Other Employees

Not every employee will qualify for Step 7 immediately, depending on where they currently fall on the salary schedule. To ensure that employees still progressing through the steps also received a negotiated benefit this year, the agreement included a one-time payment provision. This one-time payment is considered taxable income, so please plan accordingly.

Employees who are not eligible for Step 7 effective July 2026 will instead receive a one-time payment of $3,600 during the pay period including July 1, 2026.

As the County refused to agree to retro-pay, SLOCEA was able to negotiate to use those funds towards the one-time stipend. This structure allowed the agreement to provide immediate support for employees earlier in their careers while also addressing long-term wage stagnation for topped-out employees.

Expanded Access to the County Employee Health Clinic

July also marks the implementation of another negotiated improvement: expanded eligibility for the County Employee Health Clinic. This change was memorialized through a separate side letter agreement negotiated between SLOCEA and the County.

Effective July 1, 2026, eligibility to access the clinic will expand for represented employees and eligible family members.

While the clinic itself is not changing operationally, increasing access was an important priority in discussions surrounding healthcare affordability and availability. For many employees, especially those balancing demanding schedules or ongoing healthcare needs, the clinic provides another option for accessible and convenient care.

Healthcare costs continue to be one of the biggest concerns we hear from members across all classifications. Expanding clinic eligibility was one piece of a broader healthcare strategy included within the negotiated agreements.

Looking Ahead on Healthcare Contributions

The same side letter also established the framework for future healthcare contribution tiers specifically designed for married couples or registered domestic partners who are both employed by the County.

Those changes are expected to be implemented for the 2028 plan year, depending on the County’s new ERP system rollout. While those provisions are still ahead of us, they are intended to create additional flexibility and efficiency for dual-County households navigating healthcare enrollment and contribution structures.

These future improvements build on the healthcare gains that already took effect earlier this year, including increased cafeteria contributions and additional County cost-sharing tied to premium increases.

A Reminder of What Collective Bargaining Achieves

Contract implementation periods can sometimes feel procedural, but it is important to remember that every one of these provisions came from member priorities, bargaining strategy, and collective action.

The addition of Step 7, the one-time stipend, expanded healthcare clinic access, and healthcare contribution improvements were all issues raised repeatedly throughout negotiations because they reflected real challenges employees are experiencing in the workplace and at home.

As implementation moves forward, we encourage members to review their July paychecks carefully and monitor Human Resources communications regarding Step 7 placement, stipend eligibility, and healthcare clinic access information.

As always, if you have questions about how these changes apply to your individual situation, please reach out to the SLOCEA office. We are happy to help.

Emily Landis

Executive Director, SLOCEA