6 5
2 4
Memorandum of Understanding
Between
The City of Lancaster
And
Lancaster Police Officers Association
(LPOA)
07-01-2026 through 06-30-2030
i
TABLE OF CONTENTS
Page
ARTICLE 1 ADMINISTRATION...............................................................1
1.01 PREAMBLE...............................................................................................................1
1.02 RECOGNITION .........................................................................................................1
1.03 CONTINUATION OF BENEFITS .................................................................................1
1.04 SEVERABILITY ..........................................................................................................1
1.05 DURATION...............................................................................................................2
1.06 CITY RIGHTS ............................................................................................................2
1.07 EMPLOYEE RIGHTS ..................................................................................................2
1.08 NON-DISCRIMINATION ...........................................................................................2
1.09 ASSOCIATION RELEASE TIME ..................................................................................2 ARTICLE 2 INSURANCE BENEFITS .........................................................3
2.01 MEDICAL, DENTAL, AND VISION INSURANCE FOR ACTIVE EMPLOYEES .................3
2.02 RETIREE HEALTH SAVINGS PLAN (RHS) ...................................................................3
2.03 LIFE INSURANCE AND AD&D ...................................................................................3
2.04 DISABILITY INSURANCE ...........................................................................................4 ARTICLE 3 RETIREMENT BENEFITS .......................................................4
3.01 RETIREMENT FORMULA ..........................................................................................4
3.02 CALPERS CONTRIBUTIONS ......................................................................................4
3.03 ADDITIONAL RETIREMENT BENEFITS/DEFERRED COMPENSATION ........................4 ARTICLE 4 LEAVE BENEFITS..................................................................4
4.01 VACATION LEAVE ....................................................................................................4
4.02 HOLIDAYS ................................................................................................................4
4.03 SICK LEAVE ..............................................................................................................4
4.04 OTHER LEAVE ..........................................................................................................5
4.05 CATASTROPHIC LEAVE DONATION PROGRAM........................................................5
4.06 INDUSTRIAL LEAVE..................................................................................................5 ARTICLE 5 SALARY ...............................................................................5 ii
5.01 SALARY ....................................................................................................................5
5.02 DEFINITIONS............................................................................................................5
5.03 CALCULATION OF BENEFITS ....................................................................................6 ARTICLE 6 BILINGUAL PAY ...................................................................6
6.01 BILINGUAL...............................................................................................................6 ARTICLE 7 SPECIAL ASSIGNMENT PAYS................................................6
7.01 FIELD TRAINING OFFICER ........................................................................................6
7.02 MOTORCYCLE OFFICER ...........................................................................................6
7.03 INVESTIGATOR ........................................................................................................7 ARTICLE 8 POST CERTIFICATE PAYS......................................................7
8.01 POST CERTIFICATE PAYS..........................................................................................7 ARTICLE 9 UNIFORMS..........................................................................8
9.01 UNIFORMS ..............................................................................................................8 ARTICLE 10 OVERTIME & OTHER COMPENSATION...............................8
10.01 OVERTIME ...............................................................................................................8
10.02 COMPENSATORY TIME OFF.....................................................................................8
10.03 CALL BACK COMPENSATION ...................................................................................9
10.04 ON-CALL/STAND-BY FOR COURT ............................................................................9
10.05 COURT APPEARANCE PAY .......................................................................................9 ARTICLE 11 TEMPORARY OUT-OF-CLASS PAY ......................................9
11.01 TEMPORARY APPOINTMENT AND OUT-OF-CLASS PAY...........................................9 ARTICLE 12 SHIFT SELECTION.............................................................10
12.01 SHIFT SELECTION...................................................................................................10 ARTICLE 13 LAYOFFS..........................................................................10
13.01 LAYOFFS ................................................................................................................10 ARTICLE 14 ASSOCIATION BUSINESS..................................................10
14.01 ACCESS TO WORK LOCATIONS..............................................................................10
14.02 DUES DEDUCTION .................................................................................................10 iii
14.03 NEW EMPLOYEE ORIENTATION ............................................................................11
14.04 PUBLICATION OF AGREEMENT .............................................................................11 ARTICLE 15 MISCELLANEOUS.............................................................11
15.01 ENTIRE MEMORANDUM OF UNDERSTANDING ....................................................11
15.02 WAIVER OF BARGAINING DURING TERM OF THIS AGREEMENT ..........................12
15.03 EMERGENCY WAIVER PROVISION.........................................................................12
15.04 SEPARABILITY ........................................................................................................12
15.05 SUCCESSOR MOU..................................................................................................12 iii
1 ARTICLE 1 ADMINISTRATION
1.01 PREAMBLE
This Memorandum of Understanding (“MOU” or “Agreement”), by and between the Lancaster Police Officers Association (“Association” or “LPOA”) and the City of Lancaster (“City”) (collectively referred to as “the Parties”), is entered into for the purpose of promoting fair and harmonious relations; establishing a fair, just, equitable, and peaceful procedure for the resolution of disputes; and setting forth wages, hours, and other terms and conditions of employment for employees within the bargaining unit.
1.02 RECOGNITION
Pursuant to the Meyers-Milias-Brown Act, the City recognizes the Lancaster Police Officers Association (Association) as the exclusive bargaining representative for the purpose of meeting and conferring with respect to wages, hours, and other terms and conditions of employment for sworn full-time employees of the Lancaster Police Department in the classifications of Police Officer and Police Sergeant, and any other sworn full-time peace officer classifications at the rank of Police Sergeant or below that may, from time to time, be added to the unit by the City or determined by the Public Employment Relations Board (PERB).
The term “employee” or “employees,” as used in this MOU, shall refer solely to employees within the recognized bargaining unit described above.
1.03 CONTINUATION OF BENEFITS
This MOU is intended both as the final expression of the agreement between the parties with respect to the included terms and as a complete and exclusive statement of the terms of this MOU. No amendment, alteration, understanding, variation, waiver or modification of any terms of provisions of this MOU shall in any manner be binding upon the parties unless made and executed in writing between the parties hereto and approved and implemented by the City Council.
Terms and conditions of employment as specified in this MOU shall remain in full force and effect during the term of this MOU unless modified pursuant to the above paragraph or as otherwise provided by law.
1.04 SEVERABILITY
This MOU is subject to all applicable federal, state, and local laws. If any provision is held invalid or unenforceable, such provision shall be severed and the remainder of the MOU shall remain in full force and effect.
2 1.05 DURATION
This MOU shall be effective from July 1, 2026 through June 30, 2030. All terms shall remain in effect until a successor agreement is reached, unless otherwise provided herein or as otherwise provided by law.
1.06 CITY RIGHTS
The parties mutually recognize that the City reserves, retains, and is vested with, solely and exclusively, all rights of management which have not been expressly abridged by specific provision or by law, to manage the City, as such rights existed prior to the execution of a MOU, and/or as set forth in the City’s Personnel Rules and Regulations. The City’s rights under this section may not be grieved.
1.07 EMPLOYEE RIGHTS
Employees shall have the right to form, join, and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer- employee relations including but not limited to wages, hours, and other terms and condition of employment. Employees also shall have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves individually in their employment relations with the City. No employee shall be interfered with, intimidated, restrained, coerced, retaliated or discriminated against by the City or by any employee organization because of the exercise of these rights.
1.08 NON-DISCRIMINATION
The parties shall treat all employees in employment matters without regard to race, color, religion, sex, age, national origin, disability, sexual orientation, Union activity or any other status protected by state or federal law. This section is not subject to the City’s grievance procedures.
1.09 ASSOCIATION RELEASE TIME
The City shall provide the Association with a total of 350 hours of paid release time per fiscal for use by designated Association Board members to conduct Association business within the lawful scope of representation, including grievance processing, disciplinary representation, meet and confer activities, labor-management meetings, and related preparation. Release time shall be requested in advance and shall not be unreasonably denied, subject to operational needs of the Department. Hours shall be deducted from the annual bank on an hour-for-hour basis. 3 ARTICLE 2 INSURANCE BENEFITS
2.01 MEDICAL, DENTAL, AND VISION INSURANCE FOR ACTIVE EMPLOYEES The City shall provide medical, dental, and vision insurance benefits. Current carriers include United Healthcare PPO, United Healthcare HMO, Kaiser HMO, and MetLife Dental and Vision.
Employees shall receive no-cost family HMO medical, family dental, and family vision coverage, or no-cost individual PPO medical, family dental, and family vision coverage.
Employees electing PPO medical coverage for Employee +1 or Family shall contribute the following via payroll deduction:
Employee +1 PPO Medical: $867.74 per pay period ($1,735.48 per month) Family PPO Medical: $1,227.85 per pay period ($2,455.70 per month) Family dental and family vision coverage shall be paid at 100% by the City.
Employee contributions shall remained fixed at the above amounts during the course of the Agreement even if the plan premium costs rise. The City reserves the right to select different PPO and HMO plan carriers.
2.02 RETIREE HEALTH SAVINGS PLAN (RHS)
The City shall contribute $175.00 per month into a Retiree Health Savings (RHS) account for eligible employees. The RHS plan shall have a five (5) year vesting period and may be used exclusively for qualifying medical expenses.
In addition, employees enrolled in employee-only HMO or PPO medical, dental, and vision coverage shall receive $75.00 per month into an RHS account. Employees who opt out of all City medical, dental, and vision coverage shall receive $175.00 per month into an RHS account.
During the term of this Agreement, if the City provides any other employee unit with an increase to the City’s monthly contribution to the RHS account, employees in this bargaining unit shall receive an equivalent increase. Such increase shall be effective on the same date as provided to the other bargaining unit.
2.03 LIFE INSURANCE AND AD&D
The City shall pay 100% of the premium for life insurance and accidental death and dismemberment coverage in the amount of $100,000 or one (1) times annual salary up to $225,000, whichever is greater.
4 2.04 DISABILITY INSURANCE
The City participates in the California State Disability Insurance (SDI) program (employee-paid) and provides a City-paid supplemental short-term disability plan through MetLife providing 70% of base pay. The City shall also pay 100% of the premium for long-term disability insurance providing 60% of base pay to Social Security normal retirement age.
ARTICLE 3 RETIREMENT BENEFITS
3.01 RETIREMENT FORMULA
Employees shall participate in the California Public Employees’ Retirement System (CalPERS) under the 2.7% @ 57 formula, which applies to both Classic and “New” members.
3.02 CALPERS CONTRIBUTIONS
PEPRA Member Contributions
In accordance with PEPRA, “New” members shall pay, by pre-tax payroll deduction, the full employee contribution of 50% of the total normal cost.
3.03 ADDITIONAL RETIREMENT BENEFITS/DEFERRED COMPENSATION Employees may participate in 457 and Roth IRA plans pursuant to IRS limits.
The City shall offer a deferred compensation plan pursuant to Internal Revenue Code Section 457(b). Employees are eligible to participate immediately upon hire and may adjust contributions in accordance with plan rules. Employees are not eligible to participate in a 401(a) plan.
ARTICLE 4 LEAVE BENEFITS
4.01 VACATION LEAVE
Employees shall receive vacation leave pursuant to the City’s Personnel Rules and Regulations.
4.02 HOLIDAYS
Employees shall receive paid holidays pursuant to the City’s Personnel Rules and Regulations.
4.03 SICK LEAVE
Employees shall receive sick leave pursuant to the City’s Personnel Rules and Regulations. 5 4.04 OTHER LEAVE
All other leaves, including but not limited to, bereavement leave, family and medical care leave, jury duty, military leave, reproductive loss leave, and compensatory time off, shall be provided in accordance with City policies and applicable law.
4.05 CATASTROPHIC LEAVE DONATION PROGRAM
Employees will be eligible for catastrophic leave donations pursuant to the City’s Catastrophic Leave Donation policy.
4.06 INDUSTRIAL LEAVE
Industrial injury and illness leaves shall be governed by existing guidelines in the City’s “Sick Leave with Pay for Illness or Injury Sustained in the Course of Employment” policy as set forth in the City’s existing personnel policy handbook, and any other City policies and laws as may be applicable.
If an employee receives Workers’ Compensation disability payments to which the employee is not entitled while on Labor Code 4850 leave, the employee shall be obligated to deposit the erroneously paid disability payments with the City for return to the appropriate entity.
ARTICLE 5 SALARY
5.01 SALARY
Base Salary for classifications in the bargaining unit will receive a Cost of Living Adjustment (COLA) as follows:
Effective July 1, 2026, an across the board increase of two percent (2%).
Effective July 1, 2027, an across the board increase of two percent (2%).
Effective July 1, 2028, an across the board increase of four percent (4%).
Effective July 1, 2029, an across the board increase of four percent (4%).
Base Salary for each bargaining classification is set forth in Appendix A – Salary Schedule.
5.02 DEFINITIONS
As used in this MOU, “Base Salary” means the salary classification, range, and step to which an employee is assigned. It excludes any additional allowances, special pays and non-cash benefits.
As used in this MOU, “Regular Rate of Pay” shall be defined in the Fair Labor Standards Act. 6 5.03 CALCULATION OF BENEFITS
If applicable, benefits that are a percentage of Base Salary will be applied to the employee’s Base Salary only. If an employee is entitled to multiple percentage-based benefits, each benefit will be calculated against Base Salary independently (i.e., benefits will not be compounded).
ARTICLE 6 BILINGUAL PAY
6.01 BILINGUAL
The City shall provide Bilingual Pay of $50 per month to employees that satisfy the following conditions:
1. Employee has satisfactorily demonstrated to the City his/her fluency in the Spanish language, based on written and/or oral testing procedures as selected by the City; and
2. Employee is required in the normal course of his/her duties to communicate in Spanish with members of the public, as determined by the Department Head and approved in writing by the City Manager.
To the extent permitted by law, this pay shall be reported to CalPERS as compensation earnable and pensionable compensation pursuant to C.C.R. §571(a)(4) and C.C.R. §571.1(b)(3), Bilingual Premium.
ARTICLE 7 SPECIAL ASSIGNMENT PAYS
The Special Assignment Pays listed below shall each be applied independently to Base Salary.
7.01 FIELD TRAINING OFFICER
The City shall provide special assignment pay to any sworn Police Officer whom the Department designates as a Field Training Officer (FTO) in the amount of five percent (5%) above his or her Base Salary, while assigned to a trainee.
To the extent permitted by law, this pay shall be reported to CalPERS as compensation earnable and pensionable compensation pursuant to C.C.R. §571(a)(4) and C.C.R. §571.1(b)(3), Training Premium.
7.02 MOTORCYCLE OFFICER
The City shall provide special assignment pay to any sworn employee who is POST-certified to work as a Motorcycle Officer, and who is routinely and consistently assigned to direct traffic, in the amount of five percent (5%) above that employee’s Base Salary. 7 To the extent permitted by law, this pay shall be reported to CalPERS as compensation earnable and pensionable compensation pursuant to C.C.R. §571(a)(4) and C.C.R. §571.1(b)(3), Motorcycle Patrol Premium.
7.03 INVESTIGATOR
The City shall provide special assignment pay to any sworn employee who is routinely and consistently assigned to analyze crime or investigative accidents, and who possesses the relevant POST certification for their specialized investigative role, in the amount of two and a half percent (2.5%) above that employee’s Base Salary.
To the extent permitted by law, this pay shall be reported to CalPERS as compensation earnable and pensionable compensation pursuant to C.C.R. §571(a)(4) and C.C.R. §571.1(b)(3), Police Investigator Premium.
ARTICLE 8 POST CERTIFICATE PAYS
8.01 POST CERTIFICATE PAYS
To receive Post Certificate Pay, employees must present certificates or degrees to the City’s Personnel Office for verification and payroll processing. The employee shall be paid effective from the date the certificate or degree was officially received by the Personnel Office. Transcripts shall not be accepted in lieu of eligible certificates or degrees.
The City shall provide Post Certificate Pay as follows:
• Employees with an Intermediate POST certificate will receive an additional five percent (5%) above their Base Salary.
• Employees with an Advanced POST certificate will receive an additional five (5%) percent above their Base Salary.
• Employees with a Supervisory POST certificate will receive an additional seven and one-half (7.5%) above their Base Salary.
An employee who possesses more than one of the certificates above shall receive the pay for each certificate possessed.
To the extent permitted by law, this pay shall be reported to CalPERS as compensation earnable and pensionable compensation pursuant to 2 C.C.R. §571(a)(2) and 2 C.C.R. §571.1(b)(2), Peace Officer Standard Training (POST) Certificate Pay, as applicable. 8 ARTICLE 3 UNIFORMS
3.01 UNIFORMS
The City shall provide required uniforms and safety equipment. To the extent required by law, the value of the provided non-safety uniform items will be reported to CalPERS as special compensation pursuant to 2 C.C.R. §571(a)(5), up to a maximum reported value of $2000 per fiscal year.
ARTICLE 4 OVERTIME & OTHER COMPENSATION
4.01 OVERTIME
The City of Lancaster shall comply fully with the 7(k) exemption under the Federal Fair Labor Standards Act (FLSA), as well as other provisions of the FLSA as may be amended from time to time.
In accordance with the FLSA 7(k) exemption, the standard work period for Association members shall be seven (7) days, with overtime paid for work performed in excess of 43 hours within the 7-day work period. Paid time off types listed in Article 4 shall be considered as time worked for the purpose of calculating overtime during each 7-day work period.
Work schedules shall be determined by the Chief of Police in accordance with operational needs and priorities, and may be changed at any time subject to his/her discretion. City will provide employees with seven days advance notice when work schedule are modified for non- emergency purposes. Work schedules shall include a 30-minute paid meal period for any shift equal to or greater than 8 hours.
4.02 COMPENSATORY TIME OFF
Employees are permitted to accrue up to two hundred and eighty (280) hours of compensatory time off at any given time. Compensatory time off shall accrue at the rate of one and one-half (1.5) hours for each hour of overtime worked. An employee shall be permitted to use accrued but unused compensatory time off in compliance with the requirements of the Fair Labor Standards Act.
At the end of each fiscal year, accrued compensatory time off will be automatically cashed out up to a maximum of one hundred (100) hours, with any remainder permitted to be carried over into the next fiscal year. Such cash out shall be paid at the employee’s regular rate of pay in effect at the time of cash out and shall be administered in a manner consistent with the Fair Labor Standards Act.
9 10.03 CALL BACK COMPENSATION
Any unit employee called back to work other than as a continuation (immediately preceding or following) of his/her regular established work schedule, shall be paid call back compensation as follows:
1. When the employee is required to physically report for duty, the employee shall receive one and one-half (1.5) times the Regular Rate of Pay for the actual time worked, with a minimum of three (3) hours.
2. When the employee is required to perform work by phone or computer, the employee shall receive one and one half (1.5) times the Regular Rate of Pay for the actual time worked, with a minimum of one (1) hour. Telephone calls under 10 minutes each day shall be deemed de minimus and receive no compensation, unless otherwise required by law to be paid as actual time worked.
10.04 ON-CALL/STAND-BY FOR COURT
Employees who, during their off-duty hours, are scheduled to appear in court on behalf of the City shall be paid at one and one-half (1.5) times their Regular Rate of Pay for two (2) hours for the morning session and two (2) hours for the afternoon session.
If an employee is placed on-call for court and is subsequently called to testify during that same court session, the employee shall be paid for the combined duration of the actual time spent on- call and the actual time spent in the court appearance, at time and one-half (1.5) times his/her Regular Rate of Pay, with a minimum of two (2) hours.
10.05 COURT APPEARANCE PAY
Any employee required to appear in court on behalf of the City during off-duty hours, shall be paid at one and one-half (1.5) times his/her Regular Rate of Pay for the duration of the court appearance, with a minimum of two (2) hours.
ARTICLE 11 TEMPORARY OUT-OF-CLASS PAY
11.01 TEMPORARY APPOINTMENT AND OUT-OF-CLASS PAY
When approved by the City Manager, a non-probationary employee may be temporarily appointed to a higher classification which is vacant or held by an employee on a leave of absence for longer than 30 continuous days. Such appointment shall not exceed one year. If the temporary appointment is made to a position that is vacant during an active recruitment for a permanent appointment, the limitations on hours and reporting requirements pursuant to Government Code section 20480 shall also apply.
10 Following ten working days into the temporary appointment, the employee shall be paid at the first step of the range for the higher classification, or at 5% above the employee's current salary, whichever is greater (“out of class pay”). All other benefits shall remain unchanged.
To the extent required by law, this pay shall be reported to CalPERS pursuant to 2 C.C.R. §571(a)(3), Temporary Upgrade Pay, as applicable.
ARTICLE 5 SHIFT SELECTION
5.01 SHIFT SELECTION
Employees shall bid shifts by seniority, according to their time in rank.
ARTICLE 6 LAYOFFS
6.01 LAYOFFS
Layoffs shall be governed by the City’s Personnel Rules and Regulations.
ARTICLE 7 ASSOCIATION BUSINESS
7.01 ACCESS TO WORK LOCATIONS
Reasonable access to employee work locations shall be granted to officers of the Association and its official representatives for the purpose of processing grievances or contacting members of the Association concerning business within the scope of representation. Such officers or representatives shall not enter any work location without the consent of the City Manager or his/her authorized representative. Access shall be restricted so as not to interfere with the normal operations of the Department or with established safety or security requirements. The Association and its members shall be permitted to communicate with one another using the City’s e-mail system, provided, however, that such communications are subject to the City’s “Computer Resources Policy” regarding electronic mail and the Internet. Violations of that policy will subject the offender to reasonable disciplinary action as stipulated in the said policy.
7.02 DUES DEDUCTION
The Association will maintain records of employee authorizations for dues deductions and will provide the City with information regarding the amount of dues and the list of employees who have authorized dues deductions. The City agrees that during the term of this MOU, it will deduct monies from employees pursuant to notice from the Association certifying that it has received signed authorizations from the employees authorizing these deductions.
The City will rely upon the information provided by the Association in processing dues deductions from the pay of unit members. The dues deductions shall be remitted to the Association each bi- weekly pay period. No deduction of dues shall be made during any pay period in which an 11 employee’s earnings, after all other deductions are made, are insufficient to cover the full amount of the dues.
The Association shall provide written notice to the City at least 14 calendar days before a change in the amount of dues and identify the changed amounts.
The Association shall indemnify, defend, and hold the City harmless from and against any liability arising in any forum, whether judicial, administrative, or otherwise, from any claims, demands, or other actions relating to the City’s compliance with any obligations imposed under this Article, including but not limited to deduction of membership dues and the Association’s use of monies collected under these provisions. The City reserves the right to select its own counsel for its defense at the Association’s expense. instituted against the City on account of check-off of employee association dues. In addition, the Association shall refund the City any amounts paid in error upon presentation of supporting evidence.
14.03 NEW EMPLOYEE ORIENTATION
City will provide Association not less than 10 days' notice in advance of a new employee orientation, except that a shorter notice may be provided as agreed to in writing, when there is an urgent need critical to the employer's operations that was not reasonably foreseeable.
If a new employee orientation has not occurred within 30 days of a newly hired employee's start date, and the new employee is working in person, the Association shall be entitled to schedule an in-person meeting with the new employee at the worksite for up to 30 minutes on paid time.
14.04 PUBLICATION OF AGREEMENT
It is agreed that the City shall furnish each unit employee one printed or digital copy of this MOU.
ARTICLE 15 MISCELLANEOUS
15.01 ENTIRE MEMORANDUM OF UNDERSTANDING
It is the intent of the parties hereto that the provisions of this MOU shall supersede all prior agreements and memorandums of agreement, or memorandums of understanding, or contrary salary and/or personnel resolutions or Administrative Codes, provisions of the City, oral or written, expressed or implied, between the parties, and shall govern the entire relationship, and shall be the sole source of any and all rights which may be asserted hereunder. This MOU is not intended to conflict with Federal or State law.
Notwithstanding the provisions of Section l, there exists within the City certain personnel rules and regulations and departmental rules and regulations. To the extent that this MOU does not specifically contradict these personnel rules and regulations or departmental rules and regulations or City ordinances, they shall continue subject to being changed by the City in accordance with the exercise of City rights under this MOU and applicable State law. 12 15.02 WAIVER OF BARGAINING DURING TERM OF THIS AGREEMENT Except where required by the terms of this MOU, the parties mutually agree that they will not seek to negotiate or bargain with regard to wages, hours, and terms and conditions of employment, whether or not covered by this Memorandum or in the negotiations leading thereto, and irrespective of whether or not such matters were discussed or were even within the contemplation of the parties hereto during the negotiations leading to this MOU. Regardless of the waiver contained in this Article, the parties may, however, by mutual agreement, in writing, agree to meet and confer about any matter during the term of this MOU.
Notwithstanding the above, the parties mutually agree that, in the event there is a substantive change to the City’s mutual aid arrangement or agreement with the Los Angeles Sheriff Department that materially impacts one or more sections of this MOU, such impact(s) will be discussed between the City and LPOA upon the request of either party.
15.03 EMERGENCY WAIVER PROVISION
In the event of circumstances beyond the control of the City, such as acts of God, fire, flood, insurrection, civil disorder, national emergency, or similar circumstances, provisions of this MOU or the Personnel Rules and Regulations (Employee Handbook) of the City which restrict the City's ability to respond to these emergencies shall be suspended for the duration of such emergency.
After the emergency is over, the Union shall have the right to meet and confer with the City regarding the impact on employees of the suspension of these provisions in the MOU and any Personnel Rules and policies.
15.04 SEPARABILITY
Should any provision of this MOU be found to be inoperative, void, or invalid by a court of competent jurisdiction, all other provisions of this MOU shall remain in full force and effect for the duration of this MOU.
15.05 SUCCESSOR MOU
In the event LPOA desires to meet and confer in good faith on the provisions of a successor MOU, it shall serve upon the City, not later than 180 days prior to its expiration, its written request to commence meeting and conferring in good faith as well as its full and entire written proposal for such successor MOU. Upon receipt of such written notice and proposals, the parties shall utilize their best efforts to commence meeting and conferring by January 1, 2030. 2 CITY OF LANCASTER:
_________________________________
Trolis Niebla
City Manager
_________________________________
George Harris
Senior Director / Treasurer – Administrative Services
LANCASTER POLICE OFFICERS ASSOCIATION:
____________________________________
Brian Wilson
Police Officer
____________________________________
Jeremy Talbot
Sergeant
2 3
APPENDIX A
BASE SALARIES
Salary Schedule
Fiscal Year 2026-2027
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 H - $52.93 H - $55.58 H - $58.36 H - $61.27 H - $64.33 H - $67.55Police Officer M - $9,174.53 M - $9,633.87 M - $10,115.73 M - $10,620.13 M - $11,150.53 M - $11,708.67 H - $62.56 H - $65.69 H - $68.97 H - $72.41 H - $76.04 H - $79.85Sergeant M - $10,843.73 M - $11,386.27 M - $11,954.80 M - $12,551.07 M - $13,180.27 M - $13,840.67 Salary Schedule
Fiscal Year 2027-2028
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 H - $53.99 H - $56.69 H - $59.53 H - $62.50 H - $65.62 H - $68.90Police Officer M - $9,358.27 M - $9,826.27 M - $10,318.53 M - $10,833.33 M - $11,374.13 M - $11,942.67 H - $63.81 H - $67.00 H - $70.35 H - $73.86 H - $77.56 H - $81.45Sergeant M - $11,060.40 M - $11,613.33 M - $12,194.00 M - $12,802.40 M - $13,443.73 M - $14,118.00 Salary Schedule
Fiscal Year 2028-2029
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 H - $56.15 H - $58.96 H - $61.91 H - $65.00 H - $68.24 H - $71.66Police Officer M - $9,732.67 M - $10,219.73 M - $10,731.07 M - $11,266.67 M - $11,828.27 M - $12,421.07 H - $66.36 H - $69.68 H - $73.16 H - $76.81 H - $80.66 H - $84.71Sergeant M - $11,502.40 M - $12,077.87 M - $12,681.07 M - $13,313.73 M - $13,981.07 M - $14,683.07 Salary Schedule
Fiscal Year 2029-2030
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 H - $58.40 H - $61.32 H - $64.39 H - $67.60 H - $70.97 H - $74.53Police Officer M - $10,122.67 M - $10,628.80 M - $11,160.93 M - $11,717.33 M - $12,301.47 M - $12,918.53 H - $69.01 H - $72.47 H - $76.09 H - $79.88 H - $83.89 H - $88.10Sergeant M - $11,961.73 M - $12,561.47 M - $13,188.93 M - $13,845.87 M - $14,540.93 M - $15,270.67