ADMINISTRATIVE REPORT
MEETING DATE: December 17, 2025 AGENDA CATEGORY: Consent Resolutions TO: Honorable Mayor and City Council
FROM: Christi Tenter, Human Resources Director
DATE: December 10, 2025
SUBJECT: Resolutions Approving Salaries and Benefits for Related Units
1. Resolution approving the Memorandum of Understanding for employees of the Blue and White Collar Units and adopting salary schedule and related benefits.
2. Resolution setting salaries and related benefits for officers and employees of the General Supervisory and Management Units.
3. Amendment No. 46 to Resolution No. 44-93 setting salaries and related benefits for the Temporary Unit.
RECOMMENDATION:
Staff recommends adoption of the Resolutions.
BACKGROUND:
The most current labor negotiations between the City of Bakersfield and the employees of the Blue and White Collar Units, represented by Service Employees International Union, Local 521 (SEIU) were recently concluded and have resulted in a proposed two (2) year Memorandum of Understanding (MOU). A summary of MOU terms are highlighted below:
• Term is from July 1, 2025 through June 30, 2027;
• General language clean-up;
• Substitution of Floating Holidays for a Holiday Closure and holiday pay as scheduled; and • Compensation:
o 2% effective the first full pay period following City Council adoption; o 2% effective the first full pay period following July 1, 2026.
This proposed agreement has been tentatively agreed to by both the City and SEIU and is consistent with Council approved guidelines. City staff is appreciative of SEIU and the leadership of t he Blue and White Collar Units for working towards an agreement in a challenging budget environment.
Members of the General Supervisory and Management (inclusive of non -represented Police and Fire Management) units are not represented, or defined as a bargaining unit, the employees have traditionally modeled the salary increases and benefits provided to Blue & White employees represented by SEIU, which at this time reflects:
• Substitution of Floating Holidays for a Holiday Closure and holiday pay as scheduled; and • Compensation:
o 2% effective the first full pay period following City Council adoption; o 2% effective the first full pay period following July 1, 2026.
New salary ranges for included classifications are provided in the updated salary schedule. Included is the resolution setting salaries and related benefits for temporary classifications. The resolution, if approved, will provide temporary classifications the same rate of pay as the full-time equivalent classification.
FISCAL IMPACT:
The cost of the recommended salary increases for the remainder of the current fiscal year is $1,431,347, estimated at full headcount. Budget allocations will be expended using year -to-date personnel vacancy savings and other operational cost savings initiatives. Future allocations, which will be based on approved headcount, will be allocated in the Fiscal Year 2026-27 Budget.
COUNCIL GOAL:
Innovative and Efficient City Government
ATTACHMENTS:
1. Reso Mgt Sup 12.17.25
2. Exhibit A Sup Mgt 12.17.25
3. Appendix 1 Salary Schedule Sup Mgt 12.17.25
4. Res SEIU MOU 12.17.25
5. MOU SEIU 22 to 25 12.17.25
6. Res 044-93 Amend 46 Temporary Unit 12.17.25