Humboldt County has negotiated a one‑year successor collective bargaining agreement with the Humboldt County Employees’ Association (HCEA) covering general employees for the period July 1, 2026 through June 30, 2027. The agreement includes a 3% COLA to the salary schedule effective the pay period containing July 1, 2026, defined standby pay, education and CDL training repayment terms, expanded leave sharing and catastrophic leave bank provisions, and health insurance contribution language of up to 1300 per month for individual and 2000 for family coverage. It also codifies overtime/CTO rules for Dispatch, Public Works, and Facilities, and sets out PERS, longevity, and grievance procedures. Because this is a settled CBA, the primary commercial value is as an intelligence document: it signals the County’s compensation posture, benefit levels, standby and overtime practices, and training/tuition policies for roughly 117 employees, which can shape future HR, benefits, insurance, training, timekeeping, and workforce management procurements. Vendors in HR tech, payroll/benefits administration, scheduling/CTO tracking, FMLA and leave management, CDL and safety training, and wellness programs can use this to align proposals with the County’s negotiated constraints and upcoming renewal dates, and to anticipate needs when this agreement expires in mid‑2027.

Covers approximately 117 eligible employees; current CBA expires June 30, 2026; successor CBA requir...