FOPPO Bargaining Update (May 13, 2025)
The County and the Federation of Parole and Probation Officers (FOPPO) entered into negotiations for a successor collective bargaining agreement on November 15, 2023. The parties had 9 sessions, plus 2 mediation sessions, throughout 2024, but despite good faith efforts by both sides, we weren’t able to reach an agreement due to conflicting positions on certification pay and KSAs. The matter proceeded to interest arbitration in December 2024, and in March 2025, the Arbitrator sustained the County's last best and final offer.
Some highlights of the new contract include:
Salary and Benefits
- Added two additional floating holidays
- Increased vacation accruals
- Increased sick leave accrual
- July 1, 2024
- 4.3% COLA
- 3.5% Market Adjustment
- $4,500 retention bonus
- July 1, 2025
- 1-4% COLA
- July 1, 2026
- 1-4% COLA
- Market study - if pay rates fall below market average by 1.5% or more, there will be a market adjustment to match market average
- Increased longevity and added a category for employees with 5-9 years of experience
- Cultural KSA - 4%
- Increased worker’s compensation supplementation to 2 years from 1 year
- Reimbursement for glasses, contact lenses, and clothing that are lost or damaged in line of duty
- Clothing and footwear reimbursement - $350 per employee per fiscal year
- Reimbursement up to $500 for bed bug eradication and up to 3 days of paid leave
- Added payment of ½ of medical premiums for retirees who have 10 years of continuous County service prior to PERS disability retirement regardless of age until 65th birthday, death, or eligibility for Medicare, whichever is earlier
Operational
- Temporary employees may work up to 2080 hours in any 12 month period.
- Created a category of “unallocated employee”: a probation and parole officer who retired in good standing may be hired into a non-permanent, non-regular position. They will be sworn and certified and can be assigned any vacancy after it has been offered to regular employees.
- Clarified layoff processes for when department has vacancies vs. when department does not have vacancies
- Added a response timeline of 10 days for requested schedule changes
- Clarified flex time and continuous duty schedules
- Clarified discipline processes
We will now be working on implementing the new contract, which will include backpay to the date the last contract expired on June 30, 2024. This new contract will expire on June 30, 2026. The retention payment will be paid on the May 15, 2025, paycheck. The rest of the contract provisions, including salary retroactive to July 1, 2024, will be included on the June 13, 2025, paycheck.