TO: Mayor Sedgley and Members of City Council
FROM: MJ Tueros, Human Resources Manager
DATE: August 12, 2022
SUBJECT: August 16, 2022 City Council Meeting Agenda Item 5.E. - Tentative Agreement between the City of Napa and the Napa Police Officers’ Association (“NPOA”)
As outlined in the staff report published in the agenda packet for the City Council meeting on August 16, 2022, staff is providing an update to Council regarding NPOA's ratification of the agreement via the following supplemental communication and supporting attachments.
DI
SCUSSION:
The MOU between the City and NPOA defines the compensation and benefits paid by the City to NPOA member employees in the classifications of Police Officer and Police Sergeant. The term of the current NPOA MOU ends August 31, 2022.
I
n March of 2022, the City and NPOA began negotiations on a new MOU. On July 25, 2022, representatives of each party reached a Total Tentative Agreement on a package for a two-year agreement, which is attached as Attachment 1.
O
n July 28, 2022, NPOA held a membership meeting and initiated a two-week voting process under their bylaws. The agreement was ratified by the NPOA membership on August 12, 2022. On August 12, 2022, NPOA notified the City via email on that their membership ratified the agreement.
T
he major terms of the agreement are as follows:
• Two Year Term, September 1, 2022 through August 31, 2024 • Negotiated increase of 5% in Year One, effective September 3, 2022 • Addition of a Step 6 to Police Officer and Police Sergeant salary schedules, which is 5% above Step 5, in Year Two, effective either July 1, 2023 or January 1, 2024 depending on each member’s anniversary date of City hire date • Added language for shift differential pay for holdover for day and swing shift employees, and added a definition of base salary
City Council Meeting
August 16, 2022
Supplemental Item 5.E.
From: City Staff
Human Resources: 1541 Second Street, Napa CA 94559 Mailing Address: P.O. Box 660, Napa CA 94559 (707) 257-9505 www.cityofnapa.org
• Added a lower tier for Bilingual Pay for speaking only, and changed the requirements to the existing tier for Bilingual Pay for speaking and reading • Changed language to clarify Acting Pay is 5% above base salary or Step 1 of the higher classification (whichever is higher); Acting Pay is 7% above base salary for members who are at Step 4, 5, or 6 receiving Lead Officer Pay at the time of their Acting Assignment
• Increased the cap on Ancillary Assignment Pay from 3.75% to 6% and added the following ancillary assignments:
- EVOC Coordinator – 2%
- EVOC Instructor – 1.75%
- NFECT Investigator – 1.75%
- NFECT Coordinator – 2%
- Defensive Tactics instructor – 1.75%
- Defensive Tactics Coordinator – 2%
• Net gain of one holiday by adding Cesar Chavez Day and Juneteenth as holidays, combining Washington’s Birthday and Lincoln’s Birthday to be one holiday of President’s Day, and renaming Columbus Day to Indigenous People’s Day
• Increased initial vacation accrual tier to 104 hours, rounded vacation accrual annual amounts, and increased the cap by 20 hours from 280 hours to 300 hours • Added language to incorporate vacation accrual credit under the Hiring Incentives Program for new Lateral hires
• Added language to apply full-time service as a sworn peace officer to be counted for vacation accrual for all employees on a go forward basis effective the payroll period containing January 1, 2023
• Creation of a Master Officer/Master Sergeant Program to encourage officers to develop in the profession of Law enforcement through education, training, and departmental involvement under the following three tiers:
- Tier 1 – 2.5%
- Tier 2 – 5%
- Tier 3 – 6%
• Reduced cost share amount for PEPRA employees from 5.5% to 3.5% (2% reduction in cost share for employees) effective July 1, 2023 • Added a new sub-section for Canine Handler under Specialty Pay Assignments to reflect existing contract language between the City and Canine Officers • Other language changes to reflect current practice, incorporate previously agreed upon side letters or otherwise provide additional clarity in the contract
FINANCIAL IMPACTS:
The estimated cost for the General Fund in FY 2022-23 for implementation of this agreement is approximately $3 million ($3,079,000). The estimated cost for all funds is approximately $984,000 for FY 2022-23. The Adopted FY 2022-23 Budget included a COLA of 3% for all groups. This TA would incur an additional, unbudgeted cost of approximately $576,000 to the General Fund. A more detailed costing will be done at the employee level to calculate the needed budget increase. A Budget Amendment will
Human Resources: 1541 Second Street, Napa CA 94559 Mailing Address: P.O. Box 660, Napa CA 94559 (707) 257-9505 www.cityofnapa.org
be presented to the City Council at a future meeting after execution of the MOU, along with the adoption of updated salary schedules. Costs associated with changes to the terms of the MOU will be budgeted accordingly in future fiscal years.
ATTACHMENTS:
ATCH 1 – Comprehensive Tentative Agreement Package between City and NPOA ATTACHMENT 1
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