Title
Adoption of Resolution Approving a Memorandum of Understanding between the Alameda Police Officers Association and the City of Alameda for a Twenty-Four Month Term Commencing July 1, 2025 and Ending June 30, 2027. (Human Resources 10025060)
Body
To: Honorable Mayor and Members of the City Council
From: Jennifer Ott, City Manager
EXECUTIVE SUMMARY
The prior agreement with APOA, representing approximately 58 City of Alameda (City) employees, expired on June 30, 2025. Negotiations between the City and APOA commenced in January of 2025.
The revised Memorandum of Understanding (MOU) submitted for approval represents a twenty-four month agreement, commencing July 1, 2025, and ending June 30, 2027, and includes increases to base salary through equity adjustments, additional steps to the Police Officer salary range, and Base Revenue Index (BRI) Salary Adjustments. The proposed MOU additionally provides increasing Education Incentives, lump sum retention bonuses during the term of the MOU, clarifying and updating outdated provisions, and updating acting pay, vacation and holiday language to reflect current practices. Elements of the proposed MOU are summarized below.
APOA members have ratified this agreement.
BACKGROUND
The City has nine labor groups and administers two compensation plans. This includes four Public Safety groups and five miscellaneous groups.
The agreements with the five miscellaneous groups, two Public Safety groups, and the two Compensation Plans expired in June of 2025. The City has now reached agreement with APOA, Alameda Police Officers Association: Non-Sworn (PANS), Management and Confidential Employees Association (MCEA), the Alameda City Employees Association (ACEA), and the Electrical Utility Professionals Association (EUPA). The City is currently meeting with the Alameda Police Managers Association (APMA), and the International Brotherhood of Electrical Workers, Local 1245 (IBEW) groups.
DISCUSSION
Proposed MOU wage increases for the term of the MOU will be based on the BRI, defined as one-half (50%) of the year-over-year growth measured between successive fiscal years of the combined dollar amount of the following four (4) Alameda taxes: Property tax, 1% Bradley-Burns Sales Tax, Utility Users Tax, and Transient Occupancy Tax. The minimum base wage increases will be 1% and the maximum will be 5%. The MOU provides base wage increases as follows:
• Wage increase for 2025 will be based on BRI from Fiscal Year 2023-2024 and 2024-2025, with the minimum increase of 1% to base wages taking effect the first full pay period following July 1, 2025. Upon finalization of the BRI calculation, any additional increase to base wages will be implemented retroactively to the first full pay period following July 1, 2025.
• Wage increase for 2026 will be based on BRI from fiscal year 2024-2025 and 2025-2026, with the minimum increase of 1% to base wages taking effect the first full pay period following July 1, 2026. Upon finalization of the BRI calculation, any additional increase to base wages will be implemented retroactively to the first full pay period following July 1, 2026.
Additionally, the Police Officer salary schedule will now include two additional steps - Steps 6 and 7 - with a 5.0% percent differential between each step. The Police Sergeant will receive a 10% equity adjustment effective the first full period following July 1, 2025, to meet market standards and maintain adequate supervisory differentials with the addition of the two extra steps in the Police Officer salary schedule.
To support officer retention, the City and APOA agreed to several provisions. These include increasing the Education Incentive to $2,500 for officers holding an Intermediate POST certificate, providing an additional $1,000 for those with an Advanced POST certificate, and increasing the incentive for bachelor’s and master’s degrees by 1.0% to 6.0% and 7.0%, respectively.
The City and APOA also agreed to provide members with a one-time Retention/Longevity bonus during the term of the MOU to be distributed in July 2025 and July 2026. These bonuses will range from $4,500 to $15,000 based on years of service.
The proposed MOU provides a uniform allowance increase from $2,000 to $2,250, and Field Training Officer (FTO) pay will increase from $95 per day to $125 for officers, and from $50 per week to 5 percent of the base hourly rate for supervising sergeants.
The City and APOA also agreed on language updates to clarify, comply with the law, and/or codify current practice regarding acting pay, holidays, vacation scheduling, safety glasses, association security, retirement, family sick leave, safety equipment and equipment pay. Additionally, the funeral leave provision was expanded to include additional immediate family members.
ALTERNATIVES
City Council may consider a number of alternatives, including:
• Approve the resolution as recommended. The city has bargained in good faith with APOA and reached a successor agreement that provides additional salary steps, equity adjustments, modest wage increases, retention provisions, and workplace improvements.
• Deny the resolution. Staff does not recommend this alternative as it would trigger a delay in implementing a successor MOU that has been ratified by the bargaining unit.
FINANCIAL IMPACT
The financial impact of implementing salary and other special pay changes agreed to in the APOA MOU are shown in Table 1 below.
Table 1
|
|
COLA Increase |
Retention/Longevity Bonus for MOU Term |
Equity Increase + Steps 6/7 |
Total |
|
FY 25-26 |
$218,000 |
$486,000 |
$675,000 |
$1,379,000 |
|
FY 26-27 |
$449,000 |
$537,000 |
$1,018,000 |
$2,004,000 |
|
TOTAL |
$667,000 |
$1,023,000 |
$1,693,000 |
$3,383,000 |
The cost of increased Uniform Allowance, Education Incentive, and FTO Pay is expected to be approximately $17,500, $37,000, and $25,500 annually. It is anticipated that additional fiscal year costs will be included in future fiscal year budgets.
MUNICIPAL CODE/POLICY DOCUMENT CROSS REFERENCE
This action is consistent with the Alameda Municipal Code.
ENVIRONMENTAL REVIEW
This action does not constitute a “project” as defined in California Environmental Quality Act (CEQA) Guidelines Section 15378 and therefore no further CEQA analysis is required.
CLIMATE IMPACT
There are no identifiable climate impacts or climate action opportunities associated with the subject of this report.
RECOMMENDATION
Adopt a resolution approving an MOU between APOA and the City for a twenty-four month term commencing July 1, 2025 and ending June 30, 2027.
Respectfully submitted,
Noelle White, Acting Human Resources Director
By,
Ally Almendarez, Senior Human Resources Analyst
Financial Impact section reviewed,
Ross McCarthy, Finance Director
Exhibits:
1. Memorandum of Understanding between APOA and the (MOU) 2025-2027 APOA - Redline
2. Memorandum of Understanding between APOA and the (MOU) 2025-2027 APOA - Clean
3. APOA Salary Schedule, Effective July 13, 2025