2028 Labor Agreement Changes and Compensation Guide

Effective Dates and Documentation: The changes to the labor agreements, established through various Memorandums of Understanding (MOUs) and Memorandums of Agreement (MOAs), are scheduled to become effective in July $2026$ . The full texts of these agreements are available on the HR SharePoint page under the Labor Relations section. An "Additional Resources" button has been implemented to provide further documentation and information supporting these changes.
Nature of the Agreements: These are structured as $2$ year agreements, detailing total compensation packages, work rules, and specific contractual changes for various units and associations.
Time and Attendance Committee: A citywide committee will be established to discuss the implementation of a labor management system. This system will handle payroll, time, and attendance-related functions. The committee's mandate includes evaluating the potential impact of these system changes on employee pay.
Union and Association Rights: This section of the labor agreements has been restructured. The goal is to ensure updated legal compliance while maintaining clear pathways for employee representation and collaborative dialogue between labor and management.

Leave Code Committee: A specific committee for civilian groups will review and update leave categories. The primary objectives are to support simplification, improve clarity, and ensure regulatory compliance within civilian employee groups.
NOI Committee (Notice of Inquiry): This committee is tasked with improving processes related to civilian notices of inquiry. The focus is on strengthening transparency and consistency regarding internal investigations and the disciplinary process.
Investigation Transparency: Upon the conclusion of any civilian investigation, the city is mandated to provide respondents with a copy of the investigation summary. This measure is intended to bolster consistency and transparency in disciplinary proceedings.
Classification and Compensation Meetings: Recurring meetings will serve as a regular forum for the review of classification needs, the updating of job descriptions, and discussion of compensation adjustments.
Productivity Enhancement Pay: The eligibility and payment structure for civilian productivity enhancement pay is changing. Previously, it relied on a biannual qualifying snapshot date. Under the new agreement, eligibility and payments will begin in the pay period immediately following the date all eligibility requirements are met.

Year 1 Compensation ( $2026$ - $2027$ ):
- Base Wage Increase: All units will receive a $2\%$ base wage increase, which will be reflected on the $07/24/2026$ pay date.
- First Non-continuous Payment: This payment is scheduled for the $07/24/2026$ pay date.
  - Full-time civilian employees: $500$ .
  - Part-time civilian employees: $250$ .
  - Sworn full-time employees: $500$ .
- Second Non-continuous Payment: This payment will be reflected on the $08/21/2026$ pay date. The distribution method varied by unit choice, including either a flat dollar amount or a percentage-based payment.
Year 2 Compensation ( $2027$ - $2028$ ):
- Base Wage Increase: All units will receive a $0.5\%$ base wage increase, effective on the $07/23/2027$ pay date.
- Non-continuous Payment: This payment will be reflected on the $08/20/2027$ pay date. As with the previous year, units elected either a flat dollar amount or a percentage-based allocation.

Non-continuous Payment Allocations:
- Year 1 Second Payment: Unit $6$ elected to allocate this as a $1\%$ base wage payment for full-time employees.
- Year 2 Payment: Unit $6$ elected to allocate this as a $1.5\%$ base wage payment for full-time employees.
Tuition Reimbursement Carryover: Employees in Unit $6$ are permitted to carry over unused tuition balances from the previous fiscal year. The total balance cannot exceed $1,600$ across any $2$ year period.
Modified Meal and Rest Periods: For employees working a schedule of four ten-hour days ( $4/10s$ ), meal periods may be increased to $40$ minutes. With supervisor approval, this meal period can be combined with a $15$ minute rest period, totaling a $55$ minute meal break.
Vacation Sell Back: The maximum amount of vacation time an employee can sell back annually has increased from $40$ hours to $80$ hours.
Compensatory (Comp) Time Accumulation: The maximum cap for compensatory time accumulation has been raised from $300$ hours to $325$ hours.
Sergeant Training Pay: Sergeants who serve as trainers for Sergeants in Training (SIT) will receive an additional $5\%$ pay during the duration of their assignment to SIT training.
Police Department Wellness Committee: A new committee will be formed specifically to support the health, safety, and well-being of Police Department employees.

March Holiday Update: The holiday previously observed in late March has been renamed to ensure work-life balance. It is now officially recognized as "March holiday" or "Farm Workers Day." It will be observed annually on the last Monday in March.
Bank of Donated Leave: This program allows employees to voluntarily donate their accrued vacation leave back to their authorized unit to assist others.