Title
Adoption of Resolution Approving Memorandum of Understanding between the Alameda Police Managers 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 APMA, representing approximately 11 City of Alameda (City) employees, expired on June 30, 2025. Negotiations between the City and APMA 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 and Base Revenue Index (BRI) Salary Adjustments. The proposed MOU additionally provides increasing Management Incentive Pay, incorporation of side letter language for retention/longevity pay, increasing bilingual pay, and allowing “exclusive use” City vehicles in an off-duty capacity while on call. Elements of the proposed MOU are summarized below.
APMA 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 the Alameda Police Officers Association (APOA), Alameda Police Officers Association: Non-Sworn (PANS), Alameda Police Managers Association (APMA), Management and Confidential Employees Association (MCEA), and the Alameda City Employees Association (ACEA). The City is currently meeting with the International Brotherhood of Electrical Workers, Local 1245 (IBEW) and the Electrical Utility Professionals Association (EUPA) groups.
DISCUSSION
Proposed MOU wage increases for the term of the MOU will be based on the Base Revenue Index (BRI), defined as one-half (i.e., 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, two (2) classifications will receive equity adjustments ranging from 5.0% to 7.25%. Police Lieutenant classification will receive a one-time equity adjustment of 5.0% effective the first full pay period following July 1, 2025, upon City Council approval. The Police Captain classification will receive a one-time equity adjustment of 7.25% effective the first full pay period following July 1, 2025, upon City Council approval.
The City and APOA also agreed to increase Management Incentive Pay from 4.55% of base pay to 7.0% of base pay, and increase bilingual pay form $65 per month to $100 per month.
Current MOU provision states that APMA members will receive the same Uniform Allowance as APOA members, which was triggered with recent APOA negotiations. APMA uniform allowance will increase from $2,000 to $2,250 during the term of the MOU.
The City and APOA also agreed on incorporating side letter language on retention/ longevity pay; expansion of immediate family members and codifying City practice in the Funeral Leave provision; and allowing for “exclusive use” City vehicles to be used while off duty in an on-call capacity.
ALTERNATIVES
City Council may consider a number of alternatives, including:
• Approve the resolution as recommended. The City has bargained in good faith with APMA and reached a successor agreement that provides equity adjustments, modest wage increases, and workplace improvements.
• Deny the resolution. Staff does not recommend 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 APMA MOU are shown in Table 1 below.
Table 1
The cost of increased Uniform Allowance and bilingual pay is approximately $4,000 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 APMA 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
Financial Impact section reviewed,
Ross McCarthy, Finance Director
Exhibits:
1. Memorandum of Understanding between APMA and the City - Redline
2. Memorandum of Understanding between APMA and the City - Clean
3. APMA Salary Schedule, Effective July 13, 2025