Staff Report
City Council
Item No. 4.D
Meeting Date: August 13, 2025
From: Eugenia Torres, Human Resources Manager
Title: Ratify Memorandum of Understanding Between the City and the Cathedral City Police Management Association (CCPMA)
RECOMMENDATION:
To ratify the Memorandum of Understanding (MOU) between the City of Cathedral City (“City”) and the Cathedral City Police Management Association (“CCPMA”) for the period July 1, 2025, through June 30, 2028.
BACKGROUND:
The City of Cathedral City and the Cathedral City Police Management Association (CCPMA) have engaged in negotiations regarding the Memorandum of Understanding (MOU) for the period of July 1, 2025, through June 30, 2028.
These negotiations focused on compensation improvements, benefit enhancements, administrative clean-up language, and CalPERS compliance updates throughout the document. This report summarizes all key changes and provisions negotiated.
DISCUSSION:
Key Changes and Negotiated Terms:
1. TERM AND SALARY INCREASES
New Contract Term: July 1, 2025 - June 30, 2028 (3-year agreement) Salary Increases: Unified 3.0% across-the-board increases for all positions:
-3.0% effective first full pay period after ratification (retroactive to the pay period following July 1, 2025)
-3.0% effective first full pay period following July 1, 2026 -3.0% effective first full pay period following July 1, 2027
2. COMPENSATION ENHANCEMENTS
Longevity Pay
-Created stand-alone longevity section
-Added CalPERS reporting compliance language
Salary on Position Reclassification
-Clean up language
Management Incentive Pay Increase
-Police Commanders' management incentive pay increased from 5.00 hours to 8.00 hours per pay period
-Added CalPERS reporting compliance language
Deferred Compensation Enhancement
- 457(b) Plan matching increased from $46.16 to $65.00 per pay period -Incorporated side letter; restructured 401(a) plan
3. WORK SCHEDULE AND OVERTIME CLARIFICATIONS
Work Schedule Updates
-Removed Police Commanders from administrative duties provisions, including the ability to record up to 6.00 hours per pay period
Overtime Provisions
-Police Commanders classified as exempt employees (no overtime except when City is reimbursed by outside parties)
-Clarified that Commanders are not eligible for call-out pay except in specific circumstances
Updated court appearance time provisions to exclude Commanders from minimum 4-hour pay
4. BENEFITS IMPROVEMENTS
Health Insurance Contributions (Article 16.1)
Progressive increases to City's maximum contribution:
Effective January 1, 2026:
-Employee Only: $1,050 (+$50)
-Employee + 1: $2,025 (+$75)
-Family: $2,675 (+$75)
Effective January 1, 2027:
-Employee Only: $1,100 (+$50)
-Employee + 1: $2,100 (+$75)
-Family: $2,750 (+$75)
Self-Funded Short-Term Disability
-Added new City-funded short-term disability benefit at no cost to employees.
Provides weekly benefit for non-industrial injuries and illnesses; eliminates short-term disability from cafeteria plan options
5. COMPENSATION ADJUSTMENTS AND SPECIAL PAYS
Special Assignment Pay: Reorganized and clarified special assignment categories with CalPERS-compliant descriptions:
-Detective: $280 per pay period
-Gang Detail, Police Liaison, Homeless Liaison, PACT Team, Special Operations, Narcotics, Professional Standards: $250 per pay period
6. EDUCATION AND PROFESSIONAL DEVELOPMENT
Education Incentives
-Enhanced reimbursement program structure
-Expanded coverage to include recertification programs
-Clarified eligible expenses and institutions
7. LEAVE POLICIES AND ADMINISTRATIVE UPDATES
Probationary Period Extension
Consolidated various leave provisions (Leave of Absence, Jury Duty, Bereavement Leave, Family Illness Leave, Catastrophic Leave Donation) to administrative policies for operational flexibility
Vacation and Compensatory Time Updates
-Vacation Cash-Out: Changed excess vacation handling from "must be paid as time worked" to automatic cash-out in November
-Compensatory Time: Clarified FLSA compliance and excluded Police Commanders except as provided in overtime provisions
8. CALPERS COMPLIANCE AND TECHNICAL UPDATES
Temporary Assignment Provisions
-Restructured into separate sections for Classic Members (TUP) and Out-of-Class appointments
-Added PEPRA compliance language
-Updated CalPERS reporting requirements for different compensation types
9. DEFINITIONS AND CLARIFICATIONS
New Appendix A - Definitions
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FISCAL IMPACT:
No additional impact to the approved FY 2025/2026 and 2026/2027 Biennial Budget.
FIVE-YEAR STRATEGIC PLAN:
Goal A – SERVE THE COMMUNITY WITH PRIDE AND DEDICATION
Objective: Through diversity, equity, and inclusion-driven employee programs and experiences, Cathedral City is the employer of choice with a workforce that is engaged, motivated, and respected public stewards.
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ATTACHMENTS:
1. CCPMA MOU_Final 07.21.25
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