Attachment 3 - 1
SUMMARY OF BMA CONTRACT CHANGES
Term of Agreement: July 1, 2025, through June 30, 2028
FIRST YEAR
FY 2025-2026
Salary
Effective July 1, 2025, provide an in -pocket salary increase that is 100% of the increase needed to bring the salary ranges to the 2025 survey average.
Medical Contribution
Effective December 1, 2025, increase the monthly Total Potential Allowance for medical premium costs only.
Full-Time Employees
• 1 Party: up to $767
• 2 Party: up to $1,532
• Family: up to $1,990
Part-Time Employees
• 1 Party: up to $383
• 2 Party: up to $766
• Family: up to $995
Article II, Section G. – Differential and Shift Pay
Effective June 22, 2025.
• Certified Utility Safety Professional (CUSP) & Certified Safety Professional (CSP) Differential – Establish a new differential for the following titles who possess and maintain a current CUSP or CSP certification to receive 2.625% of base salary:
• Environmental, Health and Safety Coordinator
• Environmental, Health and Safety Officer
• Environmental Engineer
• Senior Environmental Engineer
• Environmental and Safety Manager
• Building Inspector II / III Differential – Establish a new differential for employees in the Building Inspector II or III title, who have obtained International Code Council (ICC) certification as a Commercial Building Inspector or equivalent per state requirements and who possess and maintain the following certifications will be eligible to receive additional compensation – (2% per certification listed below, not to exceed 6% of their base salary). • ICC California Commercial Electrical Inspector
• ICC California Commercial Mechanical Inspector
• ICC California Commercial Plumbing Inspector
• Real Estate State License and/or Certified Economic Developer (CEcD) Certification Differential – Establish a new differential for employees assigned to the Real Estate or Economic Development division within the Community Attachment 3 - 2
Development Department who possess and maintain a Real Estate sales license or a Certified Economic Developer (CEcd) certification from the International Economic Development Council will be eligible to receive an additional 2.5% of their base salary.
• Certified Park and Recreation Professional (CPRP) Certification – Establish a new differential for Recreation Services Managers who possess and maintain a CPRP certification assigned to any division within the Parks and Recreation Department (Administration, Recreation, and Community Services) will be eligible to receive a 2% differential of their base salary.
• Aquatic Facility Operator (AFO) Certification – Establish a new differential for Recreation Services Managers who possess and maintain an AFO certification overseeing the Aquatics program within the Parks and Recreation Department will be eligible to receive a 1.5% differential of their base salary.
• Certified Therapeutic Recreation Specialist (CTRS) (PR) – Recreation Services Managers who possess and maintain a CTRS certification assigned to the Recreation Division and Community Services Division within the Parks and Recreation Department will be eligible to receive a 3% differential of their base salary.
Article IV.I. Retirement – 457 Plan-Matching Funds for PEPRA Employees Effective June 22, 2025 , match contributions to the City’s 457 Deferred Compensation Plan up to 3% of base salary for employees who are New Members of the Public Employee Retirement System; the match replaces the current 457 match from the City of up to 1.53% of base salary.
MISCELLANEOUS
• Other cleanup language has been made throughout the MOU.
SECOND YEAR
FY 2026-2027
Salary
Effective July 1, 202 6, provide a flat 4% in-pocket salary increase to all incumbent employees and the range for all classifications.
Medical Contribution
Effective December 1, 2026, increase the monthly Total Potential Allowance for medical premium costs only.
Attachment 3 - 3
Full-Time Employees
• 1 Party: up to $805
• 2 Party: up to $1,609
• Family: up to $2,089
Part-Time Employees
• 1 Party: up to $403
• 2 Party: up to $805
• Family: up to $1,045
Article IV.I. Retirement – 457 Plan-Matching Funds for PEPRA Employees Effective July 1, 2026, match contributions to the City’s 457 Deferred Compensation Plan up to 4% of base salary for employees who are New Members of the Public Employee Retirement System.
THIRD YEAR
FY 2027-2028
Salary
Effective July 1, 202 7, provide a flat 3% in-pocket salary increase to all incumbent employees and the range for all classifications.
Medical Contribution
Effective December 1, 2027, increase the monthly Total Potential Allowance for medical premium costs only.
Full-Time Employees
• 1 Party: up to $845
• 2 Party: up to $1,690
• Family: up to $2,195
Part-Time Employees
• 1 Party: up to $423
• 2 Party: up to $845
• Family: up to $1,098