Humboldt County has also negotiated a one‑year successor collective bargaining agreement with the Humboldt County Law Enforcement Association (HCLEA), covering sworn Sheriff’s Office staff from July 1, 2026 through June 30, 2027, pending Association ratification. The agreement provides a 3% COLA effective (and retroactive to) the pay period containing July 1, 2026, increases shift differential to 3.00 per hour for night shifts, raises POST and education stipends, increases uniform allowances and compensatory time caps, and sets County health contribution caps at 1300 per month individual and 2000 per month family, with specific contribution schedules for Operating Engineers (OE3) health plans. As with the general unit, this is a decided labor contract, but it surfaces key cost drivers and operational practices in the Sheriff’s Office—specialty pay, SRT/DRT overtime treatment, K‑9 policies, and expanded comp‑time banks—that will influence future spends on scheduling/timekeeping, OT analytics, training, wellness, safety equipment, and benefits for about 29 sworn employees. Vendors selling law enforcement workforce management, unionized public safety HRIS, health/benefits solutions, protective gear, and training can use this intelligence to time outreach ahead of the CBA’s 2027 expiration and propose tools that align with the new pay differentials and plan design constraints.

Covers approximately 29 eligible law enforcement employees; current HCLEA CBA expires June 30, 2026;...