EXECUTIVE SUMMARY
Staff recommends that the City Council adopt the attached resolution approving the successor Memorandum of Understanding (the Successor MOU) between the City of Union City and the Union City Police Officers’ Association (POA) for the period of January 1, 2022 through December 31, 2024, and authorize the City Manager to execute the Successor MOU on behalf of the City.
STRATEGIC PLAN ALIGNMENT
This action supports Strategy 8 of Goal B, Governance and Organization Effectiveness, by ensuring salaries are competitive in order to retain talented staff and to provide an attractive recruiting environment.
BACKGROUND
The City and POA are parties to an existing MOU, with POA covering the period of July 1, 2019 through December 31, 2021 (the Existing MOU). In advance of the expiration of the Existing MOU, staff and POA have been negotiating in good faith for the Successor MOU since September 2021. Both parties have reached a tentative agreement on matters related to wages, hours, and other terms and conditions of employment, consistent with authority provided by the City Council, as reflected in the Successor MOU.
DISCUSSION
The Existing MOU expired on December 31, 2021. The POA membership ratified the Successor MOU on January 5, 2022. The Successor MOU does not become effective until approved by the City Council, The main points of the Successor MOU are as follows:
Section 1.8 Release Time
Replaces current POA Release Time donations bank with the City providing a maximum of 160 hours per fiscal year to the POA Release Time Bank.
Section 2.1 Salary
Cost of Living Adjustments:
· 3% effective the first full pay period following January 1, 2022;
· 3% effective the first full pay period following January 1, 2023; and
· 3% effective the first full pay period following January 1, 2024.
The City shall concurrently eliminate the first two steps of the Police Sergeant salary schedule.
Market Equity Adjustments: For sworn represented classifications, provides market equity adjustments (based on the benchmark classification of Police Officer) effective each year in the first full pay period following January 1, 2022, January 1, 2023, and January 1, 2024. The amount of each year’s equity adjustment shall be determined by the percentage increase required to bring the Police Officer classification to one percent above the market median for the Police Officer benchmark based upon the survey methodology identified in the Successor MOU and shall not exceed four percent (4%) in any year for any classification.
For non-sworn represented classifications, provides market equity adjustments (based on the benchmark classification of Records Clerk, which is equivalent to the Union City classification of Police Office Assistant) effective each year in the first full pay period following January 1, 2022, January 1, 2023, and January 1, 2024. The amount of each year’s equity adjustment shall be determined by the percentage increase required to bring the Police Office Assistant classification to one percent above the market median for the Records Clerk benchmark based upon the survey methodology identified in the Successor MOU and shall not exceed two percent (2%) in any year for any classification.
Section 2.11 Specialty Pay
A. Detective/Investigation Premium
1. The Sergeant assigned to the Professional Standards Unit will receive a 5% pay premium.
2. Bargaining unit members placed in a semi-permanent assignment in the Investigations Section will receive an additional 2.5% pay premium, for a total of 7.5% of their base salary.
B. Traffic/Motors Premium
Bargaining unit members placed in a semi-permanent assignment in the Traffic Unit will receive an additional 2.5% pay premium, for a total of 7.5% of their base salary. .
Section 2.3 Salary Step Schedule
Adds language to define schedule of salary steps consistent with other bargaining units.
Sections 4.1 Sick Leave Allowance and 4.2 Sick Leave Utilization
Includes language to provide that sick leave utilized for the birth or adoption of a child, including but not limited to bonding leave, will not be counted toward the limitations on sick leave use for purposes of determining eligibility for converting sick leave to vacation.
Section 4.9 Holidays
Increases holiday leave from 116 hours to 126 hours to be consistent with other bargaining units.
Section 4.10 Vacation
Increases the vacation accrual rate for employees with 9-12 years of service from 5.23 hours to 5.38 hours per pay period (140 hours annually) to be consistent with other bargaining units.
Includes an annual vacation sellback opportunity of up to 80 hours.
Section 6.1 Uniform Allowance
Increases the annual uniform allowance as follows:
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Sworn
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From $1,025.00 to $1,250.00
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Community Service Aide
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From $925.00 to $1,000.00
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Public Services Officer
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From $925.00 to $1,000.00
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All Other Non-Sworn
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From $825.00 to $1,000.00
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FISCAL IMPACT
The Successor MOU is projected to cost the General Fund an additional $993,000 annually over the life of the contract.
RECOMMENDATION
Staff recommends that the City Council adopt the resolution approving the Successor MOU with the POA for the period of January 1, 2022 through December 31, 2024, authorize the City Manager to execute the Successor MOU on behalf of the City, and approving an amendment to the City’s salary schedule.
Prepared by:
Lilybell Nakamura, Chief Human Resources Officer
Submitted by:
Lilybell Nakamura, Chief Human Resources Officer