SLOCEA’s Response to the County’s “Bargaining Update”
On August 13, the County released a public-facing “bargaining update” while negotiations with SLOCEA are still underway. Although it is not unusual for employers to communicate with the public about labor relations, the timing and framing of this update is concerning. By sharing selective details about proposals still on the table and oversimplifying SLOCEA’s concerns, the County’s post presents a one-sided story. We believe it is important to offer additional context so that our members, their families, and the community at large can better understand SLOCEA’s perspective and the values guiding our approach to negotiations.
Incremental Bargaining Is the Norm
In its update, the County implied that SLOCEA’s “incremental” approach makes bargaining slow or inefficient. This characterization misrepresents how collective bargaining works. Incremental bargaining has been the standard practice in public-sector labor relations for over a century. It allows each side to test ideas, adjust proposals, and steadily move closer to a fair compromise. Both the County and SLOCEA have always engaged in incremental bargaining during past negotiations. This process ensures that complex issues receive the careful consideration they deserve. Far from being a flaw, incremental progress is what ultimately produces agreements that stand the test of time.
Our Duty Is to Members
The County’s post also suggested that SLOCEA has been unrealistic in its proposals. What this overlooks is that our proposals are not arbitrary—they are shaped by the voices of the people we represent. Before bargaining began, SLOCEA conducted a membership-wide survey to identify priorities and concerns. That feedback directly informed the proposals we brought to the table. While we know that opening proposals are just starting points, they are necessary to ensure that the needs of employees are fully represented in the bargaining process. SLOCEA does not represent the County; we represent our members, and our duty is to advocate for their priorities even when those priorities are challenging to achieve.
Recognizing the Source of Proposals
The County highlighted several economic tentative agreements reached so far, including wellness reimbursements, increases to tuition reimbursement, new differentials, and higher allowances for uniforms, boots, and tools. While these agreements are positive developments, it is important to acknowledge that nearly all of these ideas originated from SLOCEA’s proposals. Our negotiating team put them forward based on feedback from members, and through discussion and compromise, agreements were reached. The County’s post presented these items as though they were employer initiatives, but in reality, they were the result of advocacy by SLOCEA and the collaborative bargaining process.
Step Structure Adjustments
The County’s economic offer includes adjustments to the step structure, adding a Step 7 (+5%) in Year 2 and introducing an add-a-step/drop-a-step adjustment (+5% at both the top and bottom of the scale) in Year 3. These step adjustments are consistent with what has been provided to other bargaining units, although several other units secured a step 7 during the first year of their agreements, which has not been offered to SLOCEA.
While step adjustments can support recruitment and retention, their impact on current employees is uneven. Some members will see improvements to take-home pay, but for many, the benefits will be delayed or limited. Without across-the-board increases, the step structure changes fall short of providing meaningful relief to all employees in a timely manner.
The COLA Problem
One of the most significant shortcomings of the County’s proposal is the lack of ongoing cost-of-living adjustments (COLAs). Their offer includes a 2% increase in Year 1, followed by no across-the-board increases in Years 2 and 3. At a time when the cost of living continues to rise, this approach effectively erodes purchasing power. Other bargaining units have secured multi-year COLAs, which provide a critical safeguard for employees against inflation. While step increases are valuable, they are merit-based and earned through evaluations—they are not a substitute for COLAs. Without consistent, across-the-board adjustments, many employees will struggle to keep pace with rising costs.
Pension Contributions
Another area of concern is pension contributions. Other bargaining units received reductions in employee pension contributions, providing direct relief to take-home pay. In contrast, SLOCEA has been offered only a freeze, meaning employees continue to pay the same rates with no reduction. Pension relief is especially important when paired with limited COLAs, as it offers a way to offset stagnant wages. By declining to extend reductions to SLOCEA members, the County has stifled our efforts to increase member’s take-home pay and created an inequity between our employees and those in other units.
Equity Adjustments
The County’s equity adjustment approach is also problematic. Relying on its own market analysis, the County determined that many SLOCEA classifications would not qualify for equity adjustments because they are “already at or near the median.” SLOCEA has long disagreed with the County’s market methodology, particularly because the union is excluded from the process. Our concern is not simply that some employees will not receive adjustments; it is that the County’s framework, when combined with insufficient COLAs, creates winners and losers within our membership. Rising costs affect everyone, yet the County’s proposal fails to address the broader erosion of take-home pay.
The Numbers
The County estimated that the total value of its offer for SLOCEA equates to $33.4 million annually after three years, compared to $71 million across all represented and unrepresented employees. SLOCEA represents approximately 70% of employees covered by these negotiations, but less than half of the dollars have been allocated to our membership. This discrepancy raises serious questions about fairness and whether the County is truly prioritizing the needs of the majority of its workforce.
Where We Stand
SLOCEA remains committed to bargaining in good faith and working toward an agreement that benefits both employees and the community we serve. Our priorities remain clear:
Multi-year COLAs to protect purchasing power.
Pension contribution relief comparable to other units.
Equity adjustments that are distributed fairly.
A bargaining process that respects the incremental approach and the role of member-driven proposals.
The County’s current package does not yet meet these priorities. Our members provide essential services that keep San Luis Obispo County running every day, and they deserve a contract that reflects their value. SLOCEA will continue to advocate for fairness, parity, and a respectful bargaining process that honors the contributions of our members.
In solidarity,
Emily Landis
Executive Director, SLOCEA