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Staff Report
City Council
Item No. 4.E
Meeting Date: December 14, 2022
From: Eugenia Torres, Human Resources Manager
Title: Ratification of Agreement Between the City of Cathedral City and the Cathedral City Police Management Association (CCPMA)
City Council
RECOMMENDATION:
To ratify the agreement between the City of Cathedral City ("City") and Cathedral City Police Management Association ("CCPMA") via the Memorandum of Understanding ("MOU") for the period of July 01, 2022, through June 30, 2025.
BACKGROUND:
The City and the Cathedral City Police Management Association (CCPMA) began negotiations over a successor Memorandum of Understanding (MOU) on March 9, 2022, and met by zoom and telephone. The negotiation teams reached a full agreement for a three (3) year contract.
DISCUSSION:
The terms agreed to by the parties include the following:
1. Term – July 1, 2022, through June 30, 2025 (3-year term)
2. Salary Increase – Effective the first full payroll period following the following designated dates:
Sergeants: 3.0% upon ratification; 3.5% 07/01/2023; 3.5% 07/01/2024 Commanders: 3.5% upon ratification; 4.0% 07/01/2024; 4.0% 07/01/2025
3. Salary on Promotion - Clean up effective dates
4. Salary on Reinstatement - Clean up language; clarify new hire date/seniority
5. Overtime (Effective July 1, 2023)
i. Commanders’ classification to change from non-exempt to exempt ii. Overtime hours worked by Commanders where the City is reimbursed by an outside party is eligible for overtime pay.
iii. Call Out Pay - removed for Police Commanders
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6. Bilingual Pay – Increase from $200 to $215 per pay period; change to process
7. Assignment Differential
i. Increase Detective Sergeant from $250 to $280
ii. Add PACT Team Sergeant $250 per pay period
8. Police Employee Court Appearance Time – (Effective July 1, 2023) i. Remove Police Commanders
9. Management Incentive Pay – (Effective July 1, 2023)
i. Increase from 1.55 hours per pay period to 5 hours per pay period.
10. Automatic Resignation – Clean up language
11. Hours of Work – Clean up - remove Friday as a closed day
12. Work Schedule Affecting Associate Members – Add Division Manager to distinguish between operations managers.
13. Work Week – Distinguish non-sworn
14. Effect of Absence on Vacation Crediting – Clarify intent
15. Compensatory Time Off – Clarify only available for sergeants, allow cash out throughout the year.
16. Sick Leave Accrued Limit and Payoff – Clean up language
17. Jury Duty – Clean up language
18. Educational Incentive – Change payout from fiscal year to calendar year
19. Health Insurance – Increase health cap effective January 1, 2025, by:
•Single = $70
•Single + 1 = $150
•Family = $300
20. Group Health Plan Continuation upon Retirement – Clarified vested language
21. Remove side letter – Commander classification study FISCAL IMPACT:
The budget for the three-year agreement was planned to be $598,171. With this agreement, the updated budgeted cost is $619,744, for a net increase of $21,573.
ATTACHMENTS:
CCPMA MOU_2022 -2025_Final