View Attachment A — Oakland City Council, October 6, 2026

Attachment A

City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
Article III.D. Overpayment
DATE: 9/2/26

CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

TENTATIVE AGREEMENT

ARTICLE III DIRECT PAY FOR SERVICE
D. Adjustment for Overpayments
In the event the City erroneously overpays a unit member, regardless of fault, the City shall recover any overpayment as follows: The City will provide written notice to each employee when he/she they receives an wage overpayment. The notice will advise the employee of the amount of overpayment, repayment options, and request that the employee either reimburse the City for the full amount of overpayment or consent to deduct the overpayment from the employee's paychecks. The notice shall also advise employees of the right not to consent, provided however, the City may pursue appropriate legal action in order to recover the overpayment.

No repayment will be allowed for active employees outside of payroll processing as stated above.

For the City: For the Union:

Rocky Lucia (Sep 3, 2026 15:53:14 PDT)
Allyson Cook Rocky Lucia
Chief Negotiator Chief Negotiator
Date: Date:

Sep 3, 2026 Sep 3, 2026
OPOA Adjustments for Overpayment
Allyson Cook (Sep 3, 2026 1_3:22:20 PDT)
City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
Me Too Terms
August 27, 2026

CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

PROPOSED CONTRACT LANGUAGE
During the term of the effective Memorandum of Understanding between the City and the OPOA (Rank and File) & OPMA (Managers), July 1, 2026 – June 30, 2031, employees in their represented classifications shall receive any enhanced compensation (as defined below) provided to other bargaining unit employees currently represented by IFPTE, Local 21, IAFF Local 55, IBEW, Local 1245, CMEA, and/or SEIU, Local 1021, as may be negotiated, imposed by the City Council or awarded through arbitration commencing from the date of this agreement through June 30, 2031. Any such enhancements above Base Compensation, as defined below, shall be provided in the form of a “cost-of-living” wage increase (COLA) to OPOA and OPMA members effective on the same date(s) as set forth in those agreements.

For the purpose of this agreement, Above Base Compensation for IFPTE, Local 21, IAFF Local 55, IBEW, Local 1245, CMEA, and/or SEIU, Local 1021 shall be determined as follows:

1. Prospectively determine the cumulative and ongoing increase in wages, benefits or other compensation (including but not limited to premiums, allowances, longevity, equity/market wage adjustments), by labor agreements, arbitration awards or imposed terms with the unions named above, expressed as a percentage wage increases (sometimes referred to as COLAs) of equal value at the close of the last day of the relevant contracts, imposed terms or arbitration awards.

2. Prospectively deduct the cumulative ongoing value of any negotiated new or increased contributions to the City, concessions, or cost containment items (pay-fors) expressed as a percentage COLA of equal value to any other economic term in the MOUs or tentative agreements imposed terms or arbitration awards at the close of the last day of the term of the same.

3. Compare the difference between Nos. 1 and 2 to the Amount in the below table for the relevant length of the contracts, imposed terms or arbitration awards.

4. If the amount calculated in Nos. 1, 2, and 3 exceeds the Base Amount then the difference shall be considered Above Base Compensation and paid as a COLA to OPOA and OPMA members on the relevant payment date, described in the table below.

Me Too Proposal POA Final
City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
Me Too Terms
August 27, 2026
The calculations above shall be certified and approved by the City’s Finance Director. If the amount is disputed by the OPOA and the parties cannot agree on the calculation the matter will be resolved through the grievance arbitration process identified in the OPOA MOU.

For any successor contracts, imposed terms or arbitration award whose term is beyond the expiration of the OPOA/OPMA successor agreement of June 30, 2031, the total days of the agreements, imposed terms or arbitration awards, shall be summed and then divided by the number of days in the OPOA/OPMA Contracts (1,826 Days). This will result in a value in excess of one. This value will be multiplied by the OPOA/OPMA Base resulting in a new larger Base value. The Alternate MOU Increase will be compared against this new Base value to determine any enhanced compensation. Any enhanced compensation will be provided to OPOA/OPMA with a payment date of the First Full Pay Period in June 2031.

Years Term of Contract, Imposed
Terms or Arbitration Award
Base
Amount
Payment Date:

First Full Pay
Period in:
1 Expiring June 30, 2027 or earlier 2.25% July 2027
2 Expiring June 30, 2028 or earlier 4.30% July 2028
3 Expiring June 30, 2029 or earlier 7.43% July 2029
4 Expiring June 30, 2030 or earlier 9.58% July 2030
5 Expiring June 30, 2031 or earlier 11.77% June 2031
This agreement is entered into on a non-precedent setting basis.

For the City: For the Union:

Rocky Lucia (Sep 3, 2026 15:53:14 PDT)
Allyson Cook Rocky Lucia
Chief Negotiator Chief Negotiator
Date: Date:

Sep 3, 2026 Sep 3, 2026
Me Too Proposal POA Final
Allyson Cook (Sep 3, 2026 13:22:20 PDT)
August 24,2026
OPOA (Rank and Fite)/Gity of Oakland 2026 Successor NeÉotiations

TERM SHEETWITH CONTRACT LANGUAGE

1. WAGES. See Attachments A. Attached is the proposed language.

2. HEALTH CARE COST SHARING. See Attachment B. Attached is the proposed [anguage.

3. PENSION CONTRIBUTION. See Attachment C. Attached is the proposed language.

4. OVERTIME REOPENER AND COMPENSATORY TIME. SCC AttAChMENt D.

Attached is the proposed tanguage

5. USE OF NON-SWORN EMPLOYEES. See Attachment E. Attached is the proposed [anguage.

6. LONGEVITY See Attachment F. Attached is the proposed language' AGREEMENT. City's Counter Proposa[ to Union Proposal #25 on Bitinguat Premium passed on June 22, 2026. See Attachment G. Attached is the agreed upon [anguage

8. AGREEMENT. City's Counter Proposal to City Proposal #1 on Attachment 3 Promotional, Examinations Between the Cityand the OPOA;Sign-up; Examination Weights and Conduct of Examination passed on Juty 2, 2026 and attached as Attachment H. Attached is the agreed upon [anguage
AGREEMENT. City's Counter Proposa[ to Union Proposal #6 - Access to Poticies passed on Aprit 30, 2026 attached as Attachment l. Attached is the proposed language.

10. AGREEMENT. City's Couter Proposal to Un¡on Proposal #41 - Articte Xll(G) Duration passed on May 22,2026 and attached hereto as Attachment J. Attached is the agreed upon language
7 9
Page I of 3
August 24,2026
11 12.

13. 14.

15. 16.

17. 18.
19 AGREEMENT. City's MEDIATION Counter Proposal to Union Proposal #19 - OPOA/Mayorat Meetings passed on Juty 2, 2026 and attached hereto as Attachment K. Attached is the proposed [anguage.

AGREEMENT. City's MEDIATION AMENDED Counter ProposaI to Union Proposal #7 - Case Ctosures attached as Attachment L. Attached is the proposed language.

AGREEMENT. City's 2ND MEDIATION COUNTER PROPOSAL to Union Proposal #26 and City Proposat #10 - Articte Vl(B) Sick Leave attached as Attachment M.

Attached is the agreed upon [anguage.

AGREEMENT. City's MEDIATION Counter Proposatto Union Proposat#21 -Articte lll(HX4Xa) Motorcycte attached as Attachment N. Attached is the agreed upon [anguage
AGREEMENT. City's MEDIATION AMENDED Proposat #16 - Articl.e X Grievance Procedure attached as Attachment O. Attached is the agreed upon [anguage AGREEMENT. City's MEDIATION Amended Counter ProposaI to Union Proposat #24- Articte lll(HX4Xb) Aeriat Patrol Duty attached as Attachment P. Attached is the agreed upon [anguage.

AGREEMENT. City's MEDIATION Amended Counter Proposal to Union Proposa[ #37 - Articte Vll(B) Education lncentives attached hereto as Attachment Q.

Attached is the agreed upon [anguage.

PARTIAL AGREEM ENT. City's Counter Proposal to City Proposal #17 - Appendix C passed. The parties continue to negotiate a list of neutrats. Attached is the proposed [anguage. See Attachment R.

AGREEMENT. City Counter Proposal to UP # 15-19 on Various Joint Labor Management Meetings attached hereto as Attachment S. Attached is the agreed upon [anguage
OPEN ISSUE. The City and OPOA witl, continue to negotiate the Side Letter on Ca[PERS Compl,iance issues. The City's counter-proposal witt be sent under separate cover.

20.

Page 2 of 3 ends

August 24,2026

21. OPEN ISSUE. The City and OPOA wil.t continue to negotiate to update Articte lX(EX¡i) EmpLoyee Heal.th Assistance Programs to conform to current practice.

22. The fol,towingTentative Agreements are inctuded:

A. City Proposal, #2 - Pronoun Cleanup signed June 1 ,2026.

B. City Proposal. #3 - Articl.e 1 (B) Discrimination Prohibited signed l4ay 22,2026 C. City Proposal. #4 - Articte lll(F)Satary Steps for Rank of Potice Officer signed May 22,2026.

D. City Proposal, #5 - Articte (C)(1) City-Association Retationship signed May 22, 2026
E. City Proposal. #6 - Articte IX(QX1) Transitional Assignments for Employees Temporaril.y Disabted signed May 22,2026.

F. City Proposat #12 - Articl.e Vl(A) Vacation Leave signed June 1 ,2026; and G. Union Proposat #22-Articl,e Vl(GX3) Hotiday Pay signed on June 1,2026 Al.t are subject to OPOA ratification and City CounciI adoption.

For OPOA: For City of Oaktand
Rocky Lucia
Lead Negot¡ator
Al,tyson Cook
Lead Negotiator
August 27,2026 hu ?,7,W?,b
Date: Date:

Page 3 of 3 ends

City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT A-2 - (CCP) to UP#43 COLA and Market Equity Increase

OPOA ATTACHMENT A -WAGES
CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

AGREED CONTRACT LANGUAGE

ARTICLE III DIRECT PAY FOR SERVICE
A. Salary
Effective July 1, 2015, the base salary for represented employees shall be increased by four percent (4%).

Effective January 1, 2016, in recognition of an agreed upon equity adjustment, the base salary for represented employees shall be increased by two and a half percent (2.5%).

Effective January 1, 2017, in recognition of an agreed upon equity adjustment, the base salary for represented employees shall be increased by one percent (1 %).

Effective May 1, 2017, the base salary for represented employees shall be increased by four percent (4%).

Effective January 1, 2018, the base salary for represented employees shall be increased by two and a half percent (2.5%).

Effective January 1, 2018, in recognition of an agreed upon equity adjustment, the base salary for represented employees shall be increased by one percent (1 %).

Effective July 1, 2018, in recognition of an agreed upon equity adjustment, the base salary for represented employees shall be increased by two percent (2%).

Effective January 1, 2019, the base salary for represented employees shall be increased by two and a half percent (2.5%).

Effective 1st full pay period of July 2020, (11 July 2020) the base salary for represented employees shall be increased by two and a half percent (2.5%).

City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT A-2 - (CCP) to UP#43 COLA and Market Equity Increase

OPOA ATTACHMENT A -WAGES
Effective 1st full pay period of July 2021 (20 July 2021) the base salary for represented employees shall be increased by three percent (3%).

Effective 1st full pay period of July 2022, (9 July 2022) the base salary for represented employees shall be increased by three and a half percent (3.5%).

Effective 1st full pay period of July 2023 (8 July 2023) the base salary for represented employees shall be increased by three and a half percent (3.5%).

Effective 1st full pay period of July 2024 the base salary for represented employees shall be increased by three percent (3%).

Effective 1st full pay period of July 2025 the base salary for represented employees shall be increased by three percent (3%).

Effective the first full pay period in January 2027, the base salary for represented employees shall be increased by two percent (2%).

Effective the first full pay period in January 2028, the base salary for represented employees shall be increased by one percent (1%).

Effective the second full pay period in June 2028, the base salary for represented employees shall be increased by one percent (1%).

Effective the first full pay period in January 2029, the base salary for represented employees shall be increased by one and one quarter percent (1.25%).

Effective the second full pay period in June 2029, the base salary for represented employees shall be increased by one and three quarters percent (1.75%).

Effective the first full pay period in January 2030, the base salary for represented employees shall be increased by one and one quarter percent (1.25%).

Effective the second full pay period in June 2030, the base salary for represented employees shall be increased by one and three quarters percent (1.75%).

City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT A-2 - (CCP) to UP#43 COLA and Market Equity Increase

OPOA ATTACHMENT A -WAGES
Effective the first full pay period in January 2031, the base salary for represented employees shall be increased by three percent (3%).

Effective the last full pay period of June 2031, the base salary for represented employees shall be increased by one percent (1%).

CITY OF OAKLAND TO THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

AGREED CONTRACT LANGUAGE

ARTICLE V INSURANCE PROGRAMS

1. Health Insurance
A. City Contribution. The City shall make a direct contribution equal to the minimum employer contribution for agencies participating in the Public Employees' Medical and Hospital Care Act (PEMHCA) on behalf of each active employee and qualified retiree. In addition, the City shall make an employer contribution to the flexible plan on behalf of each active employee in an amount which, together with the minimum PEMHCA minimum equals contribution and the employee cost sharing below in subsection V(1)(B) shall be an amount equal to one hundred percent (100%) of the premium cost of employee and dependent health insurance coverage in the applicable Bay Area Kaiser (PEMHCA) plan.

B. Employee Contribution.
i. Effective the first full pay period in January 2027, the City’s health premium contribution shall be ninety-seven and one-half percent (97.5%) of the Bay Area Kaiser (PEMHCA) plan premium based on the employee’s enrollment tier (i.e., employee only, employee +1, employee + family). Employees shall pay all remaining cost associated with the plan in which they enroll.
ii. Effective the first full pay period in January 2028, the City’s health premium contribution shall be ninety-five percent (95%) of the Bay Area Kaiser (PEMHCA) plan premium based on the employee’s enrollment tier (i.e., employee only, employee +1, employee + family). Employees shall pay all remaining cost associated with the plan in which they enroll.
iii. Effective the first full pay period in January 2029, the City’s health premium contribution shall be ninety-two and one-half percent (92.5%) of the Bay Area Kaiser (PEMHCA) plan premium based on the employee’s enrollment tier (i.e., employee only, employee +1, employee + family). Employees shall pay all remaining cost associated with the plan in which they enroll.

City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT B - City Proposal (CP) #13 Article V Insurance Programs OPOA ATTACHMENT B - HEALTH CARE COST SHARING Page 2 of 3 iv. Effective the first full pay period in January 2030, the City’s health premium contribution shall be ninety percent (90%) of the Bay Area Kaiser (PEMHCA) plan premium based on the employee’s enrollment tier (i.e., employee only, employee +1, employee + family). Employees shall pay all remaining cost associated with the plan in which they enroll.

C. Mandatory Enrollment.

An eligible unit member will be enrolled in the CalPERS PEMHCA Bay Area Kaiser Plan with employee-only coverage, unless the unit member submits an Employee Benefits Enrollment form for a different PEMHCA health plan for enrollment of self and dependents, if any. The exception is if a unit member is enrolled in PEMHCA under another CalPERS member's health plan, as CalPERS does not permit dual enrollment.

Any new member, graduating from a City-sponsored police academy, who does not submit enrollment forms within thirty (30) days of eligibility, will be enrolled in the CalPERS Bay Area Kaiser Employee Only plan ("1-party”) by default.

During the period pending the eligible member's submittal of PEMHCA enrollment forms, the City will maintain the member's coverage through available non-CalPERS PEMHCA medical coverage for up to 30 days, after which, member will be enrolled in the default plan. If dependent information is on file, the new member will be enrolled in the default CalPERS Bay Area Kaiser for member and spouse or family coverage for member, spouse or family coverage for member, spouse, and dependent children.

Any member requesting to change from the default CalPERS Bay Area Kaiser plan, absent a qualifying life event, will be subject to the CalPERS PEMHCA enrollment waiting period of ninety (90) days, unless the plan change has been approved by CalPERS as a result of its their appeals process.

D. Exceptions to Mandatory Health Coverage Enrollment
Notwithstanding the provisions of section C above, unit members may waive the City’s health benefits coverage by 1) providing satisfactory proof of insurance coverage and 2) completing the benefit waiver process, including any required forms, at the time the unit member establishes initial eligibility and/or annually during the Annual Open Enrollment period. Upon the City’s receipt of satisfactory proof of the member’s health insurance coverage, the unit member may elect to receive a monthly-in-lieu payment of one hundred and sixty dollars ($160 per month) effective the month in which the waiver becomes effective.

City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT B - City Proposal (CP) #13 Article V Insurance Programs OPOA ATTACHMENT B - HEALTH CARE COST SHARING Page 3 of 3 Health Insurance Reopener
The parties agree that the City may request that the OPOA reopen the MOU, specifically this section A, for purposes of engaging in discussions concerning modification of the health insurance identified in section 1 hereinabove. Such reopener shall be limited and subject to the following: The reopener shall be exercised in years three or four.
a. The reopener can only be exercised between January 1st and March 1st of each year.
b. Any modification of section 1 hereinabove, specifically health plans, providers, premiums, or benefits are subject to mutual agreement of the parties.
c. Any modification of section 1 hereinabove, specifically health plans, providers, premiums, or benefits are subject to mutual agreement of the parties.

City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT C - City Proposal (CP) #15 Article IV Retirement

OPOA ATTACHMENT C - PENSION CONTRIBUTION

CITY OF OAKLAND TO THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

AGREED CONTRACT LANGUAGE

ARTICLE IV RETIREMENT
A. Retirement Benefits
The City agrees to continue to contract with the Public Employees' Retirement System (Cal PERS) to provide retirement benefits for eligible bargaining unit members in accordance with the Public Employees' Retirement Law and related regulations.

1. Tier One: Safety 3.0% at 50 Retirement Plan - Unit Members Hired Prior to July 1, 2011.

Section A.1. (including subsections) shall apply to bargaining unit members hired prior to July 1, 2011
a. 3% at 50 Retirement Plan
The 3% at 50 retirement plan will be available for each bargaining unit member covered by Section A.1.
b. Required Bargaining Unit Member Contribution
Each bargaining unit member covered by Section A.1 shall pay the full member contribution of nine percent (9%). They shall also contribute as set forth in Section IV(A)(4)(a) below.
c. Final Compensation Based on Twelve Month Period
For the purposes of determining a retirement benefit, final compensation for bargaining unit members covered by Section A.1 shall mean the highest twelve (12) consecutive month period of compensation earnable.

2. Tier Two: Safety 3% @ 55 Retirement Plan - Unit Members Hired On or After July 1, 2011 But Before January 1, 2013 and Classic Unit Members, as Determined by CalPERS.

City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT C - City Proposal (CP) #15 Article IV Retirement

OPOA ATTACHMENT C - PENSION CONTRIBUTION
Section A. 2 (including subsections) shall apply to bargaining unit members hired on or after July 1, 2011 but before January 1, 2013. In addition, this Section A.2 shall apply to bargaining unit members hired on or after January 1, 2013, who are qualified for pension reciprocity as stated in Government Code Section 7522.02 (c) and related CalPERS reciprocity (Classic Members).
a. 3% at 55 Retirement Plan
The plan will be available for each bargaining unit member covered by Section A. 2
b. Required Bargaining Unit Member Contribution
Each bargaining unit member covered by Section A.2 shall pay the full member contribution of nine percent (9%). They shall also contribute as set forth in Section IV(A)(4)(a) below.
c. Final Compensation Based on Three Year Average
For the purpose of determining a retirement benefit, final compensation for bargaining unit members covered by Section A.2 shall mean the highest three (3) consecutive year period of compensation earnable, as specified in Government Code 20037.

3. Tier Three: Safety 2.7% At 57 Retirement Plan - Unit Members Hired On or After January 1, 2013.

Section A.3 (including subsections) shall apply to bargaining unit members who were hired on or after January 1, 2013 and who do not qualify for pension reciprocity as a Classic Member as stated in Government Code Section 7522.02 (c).
a. 2. 7% at 57 Retirement Plan
The 2.7% at 57 retirement plan will be available for each bargaining unit member covered by Section A. 3.
b. Required Bargaining Unit Member Contribution
As required by Government Code Section 7522.30, bargaining unit members covered by Section A.3 shall pay, through payroll deductions, fifty percent (50%) of normal cost. They shall also contribute as set forth in Section IV(A)(4)(b) below.

City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT C - City Proposal (CP) #15 Article IV Retirement

OPOA ATTACHMENT C - PENSION CONTRIBUTION
c. Final Compensation Based on Three-Year Average
As required by Government Code Section 7522.30, for the purpose of determining a retirement benefit, final compensation for bargaining unit members covered by Section A.3 shall be based on the highest average annual pensionable compensation earned by the member during the thirty-six (36) consecutive months of service.

4. Employee Contribution to Employer’s Share
a. Tiers One and Two
Effective January 1, 2013, all represented “Classic” members (defined as Tiers One and Two) shall pay the full, normal employee retirement contribution of nine percent (9%). As of January 1, 2017, represented employees in Tiers One and Two also pay an additional three percent (3%) of compensation toward the employer’s share of the CalPERS pension cost, for a total employee contribution of twelve (12%).

Effective January 1, 2016, a Additionally, all represented “Classic” members (defined as Tiers One and Two) shall pay additional contributions toward the employer’s share of the CalPERS pension costs, as follows:

Effective Date Additional Employee
Contribution
Total Employee Contribution
July 1, 2026 0% 12%
July 1, 2027 1.5% 12% + 1.5% = 13.5%
July 1, 2028 0.5% 13.5% + 0.5% = 14%
July 1, 2029 0.5% 14% + 0.5% = 14.5%
July 1, 2030 0.5% 14.5% + 0.5% = 15%
b. Tier Three
Each represented member in Tier Three shall also pay additional contributions toward the employer’s contribution to CalPERS, as follows:

Effective Date Additional Employee
Contribution
Total Employee Contribution
July 1, 2026 0% 50% of the Normal Cost
July 1, 2027 1.5% 50% of the Normal Cost + 1.5%
July 1, 2028 0.5% 50% of the Normal Cost + 2.0%
City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT C - City Proposal (CP) #15 Article IV Retirement

OPOA ATTACHMENT C - PENSION CONTRIBUTION
July 1, 2029 0.5% 50% of the Normal Cost+ 2.5%
July 1, 2030 0.5% 50% of the Normal Cost + 3.0%
Such contributions shall be made on a pre-tax basis pursuant to section 414(h)(2) of the Internal Revenue Code and will be attributed to the employee's CalPERS account to the extent permissible by the California Public Employee Retirement Law. An additional one percent (1 %) shall be effective January 1, 2017.

B. Optional Benefits
For members in all three tiers, the City will continue to maintain the current agreement with CalPERS for optional benefits in accordance with the Public Employees Retirement Law and the Public Employees Pension Reform Act of 2013.

C. Military Service Credited as Public Service
Members may elect to purchase Military Service Credit in accordance with applicable CalPERS Service Credit Purchase Options requirements.

D. Limitation to Operability
This provision shall be operative only as long as the City of Oakland "pickup" of employee retirement contributions continues to be excludable from gross income of the employee under the provisions of the Internal Revenue Code.

E. Deferred Compensation Plan
Represented employees may participate in the City's established deferred compensation plan. The Oakland Police Officers' Association shall have one voting member on the City's Deferred Compensation Committee.

F. PORAC Retiree Medical Trust (RMT)
The Association will establish participation in a retiree medical trust administered by the PORAC Retiree Medical Trust (RMT), and the cost of establishing the Trust shall be at no cost to the City. The City is not a party to the Trust, aside from transferring funds, and has no obligations to the management, regulatory compliance or performance of the trust.

In the event the Trust becomes insolvent or unable to pay, the City has no financial obligation to the Trust, the members or the Association.

City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT C - City Proposal (CP) #15 Article IV Retirement

OPOA ATTACHMENT C - PENSION CONTRIBUTION
The City will transfer a monthly pre-tax employee contribution as set by the Association for each Association member, on an ongoing biweekly basis. As each member will contribute the same predetermined dollar amount, no member election forms designating the amount will be needed, allowed or requested; and there shall be no member election available to take the member contribution amount in cash, or to determine the member contribution amount. These contributions shall be included as salary for purpose of calculating retirement benefits.

City will contribute $1,000.00 per Association member into an RMT in the first pay period in July of 2020. To be eligible for this payment, an OPOA member must be employed with the City on July 1, 2020.

City will contribute $1,000.00 per Association member into an RMT in the first pay period in July of 2021 . To be eligible for this payment, an OPOA member must be employed with the City on July 1, 2021.

The City will comply with reasonable rules set by the PORAC RMT Trust with regard to reporting and depositing the required contributions set forth above, typically involving providing the PORAC RMT with the name, social security number and amount · paid for each Association member. In the event the reporting requirement of the Trust requires reporting beyond that which the City typically provides, the City may require the Association to pay for any costs related to programing or producing such reports. Prior to engaging in any activity that could result in such an expense, the City will secure the Association's authorization.

The Association agrees to indemnify and hold the City harmless from any liabilities of any nature which may arise as a result of the operating of the PORAC RMT except for the obligation of the City to make and report the non-elective transfer of Association member contributions as described above.

The monies contributed to the Trust fund shall only be used for retiree health insurance premiums or health care expenses, as allowed by law. There shall be no Association member election/option available to take such amount in unrestricted cash.

The purpose of this trust shall be to provide for retiree health care expense reimbursement benefits. The Trust shall be and remain separate and apart from any City health insurance funding program, unless changed by mutual written agreement of the parties. The employee contributions set forth above, unless otherwise dictated by law or rules set forward by the Public Employees Retirement System (PERS), shall be included as salary for purpose of calculating pension benefits.

The City hereby acknowledges receipt of the Trust Agreement governing the Trust.

The City will cooperate with the Trust in allowing a payroll audit only for the purpose of City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT C - City Proposal (CP) #15 Article IV Retirement

OPOA ATTACHMENT C - PENSION CONTRIBUTION
ascertaining if the proper amount of contributions have been made, and will meet with the Association within three (3) calendar days should the City make a late contribution.

G. CalPERS OPEB Trust
The reductions in retiree medical benefits for Association OPOA members and retirees negotiated as part of the 2018 contract extension are intended to reduce the City's retiree medical costs. Beginning in 2019 and continuing for the life of the contract, the City will contribute the difference between each year's Pay-As-You-Go retiree medical cost and the 2018 Pay-As-You-Go retiree medical cost (i.e., 2018 PayGo minus current year PayGo) to a Section 115 Trust for the payment of retiree medical benefits for Association OPOA members.

There will be no payment if the current year Pay-As-You-Go cost exceed the 2018 Pay-As-You-Go cost. Moreover, in the event the Actuarially Required Contribution (ARC) is less than the difference in Pay-Go amounts, the City will contribute the ARC. [Example 1: Assume the 2018 Pay-Go amount is $8.0 Million and the Y-1 Pay-Go amount is $7.5 Million; the City will contribute $500,000 into a Section 115 Trust in Y1.] [Example 2: Assume the 2018 Pay-Go amount is $8.0 Million and the Y-2 Pay-Go amount is $8.5 Million; the City is not obligated to make a contribution into the Section 115 Trust in Y-2 .]
[Example 3: Assume the 2018 Pay-Go amount is $8.0 Million and the Y-3 Pay-Go amount is $7.5 Million, but the ARC is $250,000; the City will contribute $250,000 into a Section 115 Trust in Y-3.]
City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT D - City Proposal (CP) #14 Article III(G)(1) Overtime

OPOA ATTACHMENT D - OVERTIME REOPENER AND COMPENSATORY TIME

CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

AGREED CONTRACT LANGUAGE
ARTICLE Ill DIRECT PAY FOR SERVICE
G. Overtime

1. Overtime
a. Whenever, in the judgment of the Chief of Police or designee his/her designated representative, an employee is required to work in excess of their his/her regular workweek or regular work day, including work on a holiday as designated in Article 5 Section G, he/she they shall be compensated for such overtime worked at the rate of one and one-half (1- 1/2) times the hourly base rate of pay for his/her their classification. Where the City's obligations under the FLSA exceed its obligations under this MOU, the City will pay overtime based on FLSA requirements. It is understood that the City's obligations under the FLSA are calculated based on a 28-day cycle under section 7K of the FLSA pursuant to Administrative Instruction 124. a. b. Minimum Overtime Guarantee
An employee who is called back to work after they he/she has have completed his/her their regular shift and has left his/her their place of employment, or who is required to make a job-related court appearance on off-duty hours shall be compensated for a minimum of two and one-half (2- 1/2) hours of overtime worked. An employee who is required to make a jobrelated court appearance on his/her their scheduled day off shall be compensated for a minimum of four (4) hours of overtime worked. An employee who is required to work on his/her their scheduled day off shall be compensated for a minimum of five (5) hours of overtime worked. It is expressly understood that an employee who works overtime (including court appearances) immediately prior to or subsequent to their his/her regular work shift shall be compensated at the overtime rate of pay for the time actually worked, with no minimum number of hours of overtime guaranteed; further, it is understood that an employee who is on compensatory leave (OTA) or other paid leave of absence, excepting vacation leave, is not eligible for overtime compensation.
c. Form of Compensation
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ATTACHMENT D - City Proposal (CP) #14 Article III(G)(1) Overtime

OPOA ATTACHMENT D - OVERTIME REOPENER AND COMPENSATORY TIME An employee who works overtime and who is thus eligible for overtime compensation shall receive overtime compensation in the form of cash. or compensatory leave subject to the following provisions:. By mutual, written agreement between the Chief or designee and the employee, an employee may receive compensatory time off in lieu of pay for overtime worked.
(i) Except for special events and third party or other reimbursed overtime (which is "paid only"), Employees who are exempt from the provisions of FLSA choosing cash compensation for direct charge overtime pursuant to Article 111 Section E, may defer payment for a later date.

Employees covered under the provisions of FLSA choosing cash compensation for overtime may defer payment for a later date on overtime hours earned up to the 171-hour FLSA work period limit.

Employees shall receive deferred overtime pay a maximum of twice each fiscal year, payable in the months of December and July.

Deferred overtime payment requests for December must be made in writing by November 1 on a form, which shall be provided by the Department. Payments for such requests will be by separate check payable on the first Friday, in the month of December, which is not a payday. Any remaining or unclaimed deferred overtime will be paid at the end of each fiscal year by separate check on the first Friday, in the month of July, which is not a payday. Deferred overtime cannot be accumulated from one fiscal year to the next and it will be paid at the salary level at which it was earned.
(ii) The maximum amount of compensatory time which may be accrued shall be three hundred (300) hours. Provided there is mutual agreement to accrue compensatory leave, aAny employee who has a balance of three hundred (300) or more hours in his/her their compensatory time bank (this includes both the pre-April 5, 1986 compensatory time bank and post-April 5, 1986 compensatorytime bank) shall receive any subsequent overtime earned in cash, until the balance once again drops below three hundred (300) hours.

The City shall have discretion to will buy down an employee’s accrued, unused compensatory leave bank up to an amount that allows the employee to maintain two hundred (200) hours of in their bank. in excess of three hundred (300) hours at a rate of no more than a total of two hundred (200) hours per calendar year. (iii) However, notwithstanding this provision, the City may elect to buy down any overtime worked (OTW) credit in excess of ninetysix (96) hours. The City shall cash out an employee’s accrued, City of Oakland and OPOA Contract Negotiations 2026
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ATTACHMENT D - City Proposal (CP) #14 Article III(G)(1) Overtime

OPOA ATTACHMENT D - OVERTIME REOPENER AND COMPENSATORY TIME unused compensatory leave bank prior to an employee’s
promotion to a higher classification up to an amount that allows the employee to maintain one hundred (100) hours of in their bank.
d. Reopener on Overtime Under the Fair Labor Standards Act (FLSA) The parties agree that should staffing levels (filled positions) for sworn officers reach the required number set forth in Measure NN, the City may notice the OPOA to reopen the MOU specifically and only for purposes of meeting and conferring over modification of the Fair Labor Standards Act overtime threshold set forth in Article III(G).

Any modification to the overtime thresholds is subject to mutual agreement of the parties.

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ATTACHMENT E - City Proposal (CP) #8 Article 1X(C) Use of Non-Sworn Employees

OPOA ATTACHMENT E - USE OF NON-SWORN EMPLOYEES

CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

AGREED CONTRACT LANGUAGE

ARTICLE IX SPECIAL PROVISIONS
C. Use of Non-Sworn Employees
Should the City want to use non-sworn employees, the following process shall apply:

1. The Chief of Police or designee may assign or re-assign to nonsworn employees any work which is not required to be performed by a peace officer so long as; (a) the assignment or re-assignment of the work does not result in the layoff of any member of the bargaining unit or the elimination of any currently budgeted bargaining unit position; or (b) there is no adverse impact on officer safety.

2. The Department will notify the Union fourteen (14) calendar days prior to implementation of the proposed change. In the event that the Union identifies negotiable impacts of such assignment or re-assignment (under the MMB), the parties shall meet and confer over those impacts.

However, such meeting and conferring will not alter the City's right to implement the change or the timing thereof unless stayed pursuant to Paragraph 3.

3. In the event that the Union asserts an objection based upon officer safety (Section 1 hereinabove), and the parties do not reach a resolution of the dispute the matter will be submitted to expedited arbitration pursuant to Article X Section E (IDR). An arbitrator may stay the change pending expedited impasse resolution procedures pursuant to the standards and procedures set forth in Article X Section E (IDR) regarding the identified \safety impact.

4. The City may reassign the four (4) positions held by Sergeants in the Radio Room to civilian supervisors.

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ATTACHMENT F - (CP) #11 Article III(H)(5) Longevity Premium Pay OPOA ATTACHMENT F - LONGEVITY Page 1 of 2

CITY OF OAKLAND AND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

AGREED CONTRACT LANGUAGE

ARTICLE III DIRECT PAY FOR SERVICE
H. Premium Pay

5. Longevity Premium Pay
At the beginning of each fiscal year during the term of this Memorandum, eEligible represented employees shall receive bi-weekly longevity premium pay in accordance with the rates enumerated below beginning in the pay period that the employee reaches the relevant service threshold on a prorated basis, if applicable:

Effective July 1, 2026

PERS P&F
4 5 through 6 years of
service
$98.08 bi-weekly ($2,550/fiscal year)
7 through 9 years of
service
$200 bi-weekly ($5,200/fiscal year)
10 through 14 years of
service
$215.39 bi-weekly ($5,600/ fiscal year)
15 through 19 years of
service
$230.77 bi-weekly ($6,000/fiscal year)
20 or more years of service $246.15 bi-weekly ($6,400/fiscal year) $1,168.30 Payment shall be in a lump sum, included and paid at the same time as the uniform allowance, and added to the second payroll in July each year. Payments to be reported to CalPERS when earned to conform to CalPERS Regulations. Eligibility for receipt of special premium pay under this provision shall be determined as of the beginning of each fiscal year.

Effective the first full pay period in July 2027 and July 2028, eligible represented employees shall receive bi-weekly longevity premium pay in accordance with the rates enumerated below, based on the represented employee’s base rate of pay, beginning in the pay period that the employee reaches the relevant service threshold:

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ATTACHMENT F - (CP) #11 Article III(H)(5) Longevity Premium Pay OPOA ATTACHMENT F - LONGEVITY Page 2 of 2
Beginning the First Full Pay Period in July 2027 through June 30, 2028 Years of Services PERS P&F
5 through 6 years of service  2% of base wage
7 through 9 years of service 4% of base wage
10 through 14 years of service 6% of base wage
15 through 19 years of service 8% of base wage
20 or more years of service  10% of base wage $1,168.30 Beginning the First Full Pay Period in July 2028
Years of Services PERS P&F
5 through 6 years of service  3% of base wage
7 through 9 years of service 6% of base wage
10 through 14 years of service 9% of base wage
15 through 19 years of service 12% of base wage
20 or more years of service  15% of base wage $1,168.30 Payment shall be paid bi-weekly and shall begin to be paid in the first full pay period following an employee’s anniversary date that marks entry into a new longevity tier. For the purposes of Longevity Premium Pay, an employee’s hire date is their most recent hire date with the City, such that any employee who separates from the City and returns would receive Longevity Premium Pay based on their most recent hire date. All City service from the most recent hire date is included in identifying eligible employees’ years of service. The City shall report special compensation to CalPERS in accordance with CalPERS regulations.

Longevity Premium Pay must comply with California Code of Regulations section 571 for classic members, and section 571.1 for new members under PEPRA to be reported to CalPERS as longevity pay special compensation.

City of Oakland and the OPOA Contract Negotiations 2026 City of Oakland to the OPOA
ATTACHMENT G – City Counter to Union Proposal (UP) #25 Article III(H)(3) Bilingual Pay

OPOA ATTACHMENT G - BILINGUAL PAY

CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

AGREED CONTRACT LANGUAGE
ARTICLE III Direct Pay for Service
H. Premium Pay

3. Bilingual Pay
On recommendation of the Chief of Police and the Director of Human Resources Management Personnel, the City may approve payments of Twenty-five Fifty Dollars ($2 50.00) per pay period to a bilingual employee whose abilities have been determined by the Director of Human Resources Management Personnel as qualified to fill positions requiring bilingual speaking and/or writing ability. Bilingual skill payments will be made when:
a. Public contact requires continual eliciting and explaining information in a language other than English (including sign language); or
b. Where translation of written material in another language is a continuous assignment; or
c. The position is in a work location where there is a
demonstrated need for language translation in providing services to the public.

A bilingual employee whose assignment is comprised of at least fifty percent (50%) non-English speaking members of the public, as determined by the Chief of Police, or an employee whose assignment utilizes their bilingual skills at a higher level, as determined by the Chief of Police, may receive bilingual payments of an additional Twenty-five Dollars ($25.00) per pay period.

Determinations made by the Chief of Police and/or the Director of Human Resources Management Personne under this provision shall not be subject to the grievance procedure.

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ATTACHMENT H - City Counter Proposal (CCP) to Union Proposal (UP) #44 and City Proposal (CP) #1 - Attachment 3 Promotional Examinations Between the City and the OPOA: Sign-up, Examination Weights and Conduct of Examination
OPOA ATTACHMENT H - SIGN-UP; EXAMINATION WEIGHTS AND CONDUCT OF EXAMINATIONS

Page 1 of 6 ends

CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

AGREED CONTRACT LANGUAGE
ATTACHMENT 3

PROMOTIONAL EXAMINATIONS BETWEEN THE CITY OF OAKLAND AND THE OAKLAND POLICE OFFICERS’ ASSOCIATION
JULY 1, 2015 – JUNE 30, 2026
The City proposes to clean up the existing numbering system throughout Attachment 3.

Sign-up. An eligible employees may sign up to take the next examination at any time before the announcement of that examination, by sending a completed notice of intent form stating his/her desire to the Personnel Office of the Police Department.

The Police Department will issue, with the announcement of an examination, a list of employees who have submitted a notice of intent. Any eligible employee whose name does not appear on the list may sign up for that examination by submitting a notice of intent to compete (promotional exam) form to the Police Personnel Office, within fourteen (14) calendar days from the posting date of the announcement.

Eligible employees may sign up to take the next examination during the application period for that examination by applying on the Applicant Tracking System. Submission of an application via the Applicant Tracking System is required for consideration.

Announcement. The announcement for a promotional examination shall include a general description of the examination portions and the weights assigned to each.

Examination Eligibility. Applicants must serve as employees of the Oakland Police Department for the time periods enumerated below to be eligible for the respective promotional examination. Service at another police organization shall not count toward the minimum years of service necessary to take the respective examination.

Minimum Qualification Criteria:
a) Five (5) years as a Police Officer --- to Sergeant of Police; and City of Oakland and OPOA Contract Negotiations 2026
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ATTACHMENT H - City Counter Proposal (CCP) to Union Proposal (UP) #44 and City Proposal (CP) #1 - Attachment 3 Promotional Examinations Between the City and the OPOA: Sign-up, Examination Weights and Conduct of Examination
OPOA ATTACHMENT H - SIGN-UP; EXAMINATION WEIGHTS AND CONDUCT OF EXAMINATIONS

Page 2 of 6 ends

b) Three (3) years as Sergeant of Police --- to Lieutenant of Police; and c) One (1) years as a Lieutenant of Police --- to Captain of Police.

The above periods of service eligibility shall be determined as of the closing date of the application period.

Examination Weights. Weights of portions of a promotional examination shall be based on a current specification/job analysis for the classification being examined, as solely determined by the City.

Observers for promotional examinations shall be selected on the basis of the following criteria:
a) Prior to the examination, the declared and agreed observer shall be selected by the Chief of Police, the Director of the Human Resources Management Department Director of Personnel and the President of the Association. b) The observer shall be an active or a retired police officer. c) The observer may be from another law enforcement agency and shall have held the rank at least one rank above that of the candidates being examined. d) Every reasonable effort shall be made to ensure a panel with a diverse composition.

There shall be one observer per examination.
a) The observer shall report to the City any and all suspected examination process irregularities, including but not limited to those that may discriminate on the account of race, color, religion/religious creed, sex/gender, pregnancy, marital status, national origin/ancestry, ages, physical and/or mental disability, medical condition, sexual orientation, gender identity, military or veteran status, or status in any other group protected by federal, state or local law. The Association is invited to attend this meeting.

The observer is required to report any suspected irregularities referenced in the preceding paragraph to the Human Resources Management Department’s Office of Personnel's designated examination administrator by the conclusion of the City of Oakland and OPOA Contract Negotiations 2026
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ATTACHMENT H - City Counter Proposal (CCP) to Union Proposal (UP) #44 and City Proposal (CP) #1 - Attachment 3 Promotional Examinations Between the City and the OPOA: Sign-up, Examination Weights and Conduct of Examination
OPOA ATTACHMENT H - SIGN-UP; EXAMINATION WEIGHTS AND CONDUCT OF EXAMINATIONS

Page 3 of 6 ends

examination phase in which the alleged irregularity occurs. If the exam administrator fails to address the observer's concern to the observer's satisfaction, the observer shall promptly report the concern to the Director of the Human Resources Management Department Director of Personnel Resource Management.

If an observer fails to report the suspected irregularity to the examination administrator by the conclusion of the examination phase in which the suspected irregularity occurs, the observer must report the suspected irregularity to the Director of the Human Resources Management Department Director of Personnel Resource Management as soon as reasonably possible.
b) The observer shall not report on nor disclose the content of an examination. c) The observer shall not report on nor disclose the comparative performance of candidates participating in an examination. The observer shall not discuss the performance of an individual candidate, unless that candidate files a grievance alleging discrimination or examination irregularities as defined in Section 7.a, above. In that case, the City, and the observer will meet to discuss the observer's observations regarding the candidate's performance. The Association is invited to attend this meeting.
d) The observer shall be present at all phases of the examination, including: the training of the raters and the examination portions, except in the case of simultaneous portions/exercises where the observer can physically watch only one exercise without being disruptive. The scoring integration session with the raters may be monitored by the observer. In the event that the observer is late to a portion of the exam, the exam may proceed as originally scheduled; the observer may enter and observe when it is minimally disruptive to do so.
e) An examination candidate shall have the right to exclude the observer from any exercise, which requires the candidate to perform alone before any rater(s). e) The observer is strictly limited to passively observe and shall not talk, disrupt, provide any information or clues to any candidate or rater during the examination process, nor interrupt proceedings in progress, or otherwise disturb the examination process.

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g) The observer shall at all times protect the confidentiality of the examination content and each and every candidate's performance.

8. Conduct of Examinations.
a) Some portion of each promotional examination shall be an objective written test. "Objective" means a test that has a predetermined list of correct answers, which eliminates subjective opinion or judgment in the scoring process.
b) It is the intent of the parties to maintain candidate anonymity. during the testing/scoring process of promotional examinations. Candidate's anonymity in the scoring of promotional examinations shall be accomplished as follows:

In the written portion of the examination, candidates shall sign in and receive a pre-numbered test package containing all test materials for this portion of the examination. As soon as possible after the last candidate has signed in, the list of candidates with their test identification numbers shall be sealed in a tamperproof envelope and retained by the Office of Personnel for future identification in the testing process.

As soon as practicable, after the final weighted scale scores, including all challenges, item analysis, etc. have been determined, the envelope containing the list of candidates and their test identification numbers shall be opened in the presence of the neutral observer, and the candidate's name shall be linked to his/her ID number for the written test score. The City will provide a copy of the scale ranked scores to the neutral observer immediately upon completion of it.

If the examination is given in stages, for any stage requiring rating sheets and/or any other scoring instruments, the same numbered process and test materials procedures as outlined above shall be employed.

No part of this agreement shall preclude the City from retaining candidate names and IDs for the purposes of statistical analysis of exam components and ensuring the accuracy of candidate scores.

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c) Candidates shall be required to complete a confidentiality agreement, which precludes candidates from sharing test information until the examination in progress is completed. Candidates violating the confidentiality agreement will have their names removed from the eligibility list.
d) Pass point shall be established solely at City discretion and will be available for review by the Association only, within a reasonable time period after completion of the promotional exam.
e) To the extent possible, the same assessors will be used to rate all of the candidates in exam process for each respective exercise. e) f) Sergeant of Police promotional examination shall use the following merit points for service as an FTO:
i. Any employee serving in good standing as a FTO, for the Oakland Police Department, for a minimum of one (1) year, in his/her prior five (5) years of service as of the closing date of the application period for the Sergeant of Police promotional examination shall receive one (1) additional point to his/her cumulative raw score.
ii. Any employee serving in good standing as an active FTO, for the Oakland Police Department, in excess of two (2) years in his/her prior five (5) years of service as of the closing date of the application period for the Sergeant of Police promotional examination, shall receive two (2) additional points to his/her final score.
g) Examinations shall be completed according to the following timeliness:

Sergeants: Ninety (90) days from the commencement of stage 1 to list publication.

Lieutenants: Sixty (60) days from the commencement of stage 1 to list publication.

Captain: Forty-five (45) days from the commencement of stage 1 to list publication.

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h) Upon written request of an exam candidate, the City will provide the candidate and the Association OPOA a copy of its multiple choice key review which provides explanations for actions taken on test questions which are challenged, miskeyed, double keyed and/or eliminated.
i) Nothing in this agreement shall preclude the Association OPOA and the City, after consultation prior to an examination, from mutually agreeing to alternate methods, dates or any other modifications to provisions of this agreement with regard to conduct of examinations, including but not limited to extending the time deadlines noted above.

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ATTACHMENT I - Union Proposal (UP) #6 – Access to Policies Letter of Understanding

OPOA ATTACHMENT I - ACCESS TO POLICIES

CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026
Letter of Understanding (“LOU”) between
Oakland Police Officers’ Association,
(“Association”) and the City of Oakland (“Oakland”)
This represents an agreement between the Association and Oakland related to Access to Policies.

All Association members and their representatives, including legal counsel, have access to Power DMS records using the following link: OPD Publications - CITY OF OAKLAND - PowerDMS. In the event a policy, procedure, or protocol is not available using that link, the Department shall provide the document pursuant to a written request from the member or their representative.

This LOU becomes effective following Council adoption of the 2026 successor Memorandum of Understanding between the Association and the City of Oakland.  The provisions of this LOU are not subject to the grievance procedure of the MOU.

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ATTACHMENT J – Union Proposal #41 on Article XII(G) Duration

OPOA ATTACHMENT J - DURATION

CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026
Article XII SCOPE
G. Duration
This memorandum shall become effective July 1, 2015 2026 and shall remain in effect until the expiration date of June 30, 2026 2031.

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ATTACHMENT K - City Counter Proposal to UP #19 OPOA/Mayoral Meetings Letter of Understanding

OPOA ATTACHMENT K - OPOA MAYORAL MEETINGS

Within ninety (90) days of the City Council ratification of the 2026 Memorandum of Understanding between the City of Oakland and the Association, the Mayor of Oakland and designated staff, and the Executive Board of the Association will meet in person, unless otherwise agreed to by all parties, on a quarterly basis to discuss issues related to OPOA members community engagement and ways to serve the public.

This LOU becomes effective following Council adoption of the 2026 successor Memorandum of Understanding.  The provisions of this LOU are not subject to the grievance procedure of the MOU.

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ATTACHMENT L - City Couter to Union Proposal (UP) #7 – Case Closures

OPOA ATTACHMENT L - CASE CLOSURES

CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

PROPOSED LANGUAGE
Letter of Understanding (“LOU”) between
Oakland Police Officers’ Association,
(“Association”) and the City of Oakland (“Oakland”)
This represents an agreement between the Association and City of Oakland related to the closure of Internal Affairs investigation cases.

The City agrees to revise DGO-M3 Complaints Against Departmental Personnel or Procedures, to include a section as follows:
“The Department will notify a member when there is a finding of not sustained, unfounded, or exonerated within ten (10) calendar days of the conclusion of the investigation.”
This LOU becomes effective following Council adoption of the successor Memorandum of Understanding.  The provisions of this LOU are not subject to the grievance procedure of the MOU.

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ATTACHMENT M - (City Proposal (CP) # 10 Article VI(B) Sick Leave)

OPOA ATTACHMENT M - SICK LEAVE

CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

ARTICLE VI LEAVES AND HOLIDAYS
B. Sick Leave

1. Definition
Sick leave is defined as a period of time taken by a bargaining unit member for the purpose of recuperation from an non-industrial injury or illness. Sick leave is a non-vested benefit and may not be cashed out or used for any purpose, except in accordance with this MOU.

2. Accrual
Effective July 1, 2008 a A bargaining unit member shall earn sick leave at the rate of 3.692 hours per pay period up to a maximum of ninety-six (96) hours per calendar year. Sick leave credits may be accumulated and shall not to exceed four hundred eighty (480) hours.
a. Transition Credit
In recognition of the transition from the sick leave program in existence prior to the implementation of this MOU, bargaining unit members will be credited with ninety-six (96) hours per year of sick leave credit during the past five years, up to a maximum of four hundred eighty (480) hours. b. 3. Sick Leave Incentive Program
Effective July 1, 2011,f Fifty percent (50%) of all accrued sick leave time in members' secondary/"virtual" sick time banks shall be converted to vacation time. Once this conversion occurs, the secondary/"virtual" sick time banks shall be eliminated. Thereafter,m Members' sick leave bank accruals in excess of four-hundred and eighty (480) hours shall be converted annually. Such conversion shall occur no later than the first pay period in January of each calendar year. Fifty percent (50%) of the excess sick leave hours shall be converted to vacation time. Upon final separation from service, members' sick leave bank accrued balances shall be cashed out on a fifty percent (50%) basis.

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ATTACHMENT N - City Counter to Union Proposal (UP) #21 Article III(H)(4)(a) Motorcycle

OPOA ATTACHMENT N - MOTORCYCLE

CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

ARTICLE III DIRECT PAY FOR SERVICE
H. Premium Pay

4. Other Premium Assignment Pay
a. Motorcycle
An employee who has completed a Department approved motorcycle training program and who, thereafter, is regularly assigned to duty as a motorcycle officer traffic duty shall receive five percent (5.0%) motorcycle patrol premium in addition to his/her their regular base rate of pay.
[NOT FOR THE MOU: THESE REVISIONS ARE FOR CALPERS COMPLIANCE AND

SHALL NOT EXTEND THE PREMIUM TO ANY CLASSIFICATION OR ASSIGNMENT NOT CURRENTLY RECEIVING THE PREMIUM.]
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ATTACHMENT O - City Proposal (CP) #16 Article X Grievance Procedure DATE: 8/19/2026
OPOA ATTACHMENT O - GRIEVANCE PROCEDURES Page 1 of 7

CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

ARTICLE X GRIEVANCE PROCEDURE
A. Definition
A grievance is hereby defined as any dispute which involves the interpretation or application of this Agreement, or disciplinary action taken against an employee, or controversy concerning the application of Departmental rules or general orders which are within the scope of bargaining.

It is the expressed intent of the parties that employees shall receive fair treatment and shall be disciplined only for just cause. The Department/City shall thoroughly and adequately investigate all allegations and comply with the members' due process rights. Grievances shall be resolved expeditiously and at the lowest possible administrative level. No grievance filed by an employee, pursuant to the provisions of this Article, may be resolved inconsistent with the terms of this MOU B. Election of Grievance Appeal Process
Disciplinary action, defined as written reprimand, a suspension or termination, imposed upon an employee may be appealed through the Grievance Procedure as set forth in Section C of this Article. Alternatively, and only in the case of a suspension, fine, demotion, or termination disciplinary discharge, the affected employee may submit his/her their appeal directly to the Civil Service Board in accordance with Section 3, Subsection 6, of the Personnel Ordinance (Ordinance No. 8979 C.M.S. as amended). This provision does not preclude an appeal of a written reprimand to arbitration pursuant to Section C of this Article. Nothing in this MOU is intended to limit individual employee rights and alternate appeal processes under the Public Safety Officers Procedural Bill of Rights Act (Gov. Code §§ 3301–3313) PSOBR.

Once an affected employee has elected to pursue one of the above procedures for appeal, within the applicable time parameters, such election shall be irrevocable.

After such election, the terms of the Personnel Ordinance or the terms of this Memorandum of Understanding (whichever is applicable) shall apply, including, if the grievance procedure of this Memorandum of Understanding is chosen, the subsequent option for appeal to the Civil Service Board at Step Four (4) as described therein.

C. Procedure

1. Step 1 Initial Procedure
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ATTACHMENT O - City Proposal (CP) #16 Article X Grievance Procedure DATE: 8/19/2026
OPOA ATTACHMENT O - GRIEVANCE PROCEDURES Page 2 of 7
a. Informal Discussion
The employee or the Association representative may present the grievance orally to the immediate supervisor within seven (7) calendar days from such time as the employee or Association should reasonably have been aware of the occurrence of the incident giving rise to the grievance. The supervisor shall provide his/her response within seven (7) calendar days following the informal discussion. b. Formal Submission
Should the grievance remain unresolved, the employee or Association representative may submit the grievance, in writing to the employee's Bureau Chief.

The formal submission shall be made within seven (7) calendar days of the supervisor's response to the informal presentation of the grievance, or, if no response is received, at the conclusion of the seven (7) calendar days period provided for informal discussion. The grievance shall state the specific section of the Memorandum of Understanding, the Personnel Rules, or departmental rules or orders alleged to be violated, or the disciplinary action taken, and the proposed solution. The Bureau Chief shall render a decision in writing to the employee and/or Association within seven (7) calendar days of receipt of the formal submission of the grievance. Copies of all written grievances filed by employees shall be provided to the Association within a period not to exceed five (5) calendar days. Copies of responses thereto shall also be provided to the Association.

2. Step 2 Appeal to Chief of Police Department Head
Should the grievance remain unresolved, the employee or Association representative may, within seven (7) calendar days of receipt of the Bureau Chief's decision, submit the grievance in writing to the Chief of Police. The Chief, or his/her their designated representative, shall respond to the grievance in writing within seven (7) calendar days after receipt of the grievance. It is understood that nothing shall preclude the Association from presenting a grievance to the Chief of Police if it is deemed that such action is warranted by the nature or circumstances of the grievance.

3. Step 3 Employee Relations Officer - Association Representative Should the grievance remain unresolved, the employee or Association representative may, within seven (7) calendar days after receipt of the Chief of Police’s or designee’s department head response, submit the grievance in writing to the Employee Relations Officer. The Employee Relations Officer, or a designated representative shall contact the employee or representative within seven (7) calendar days of receipt of the grievance to schedule a meeting to attempt to resolve the dispute.

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ATTACHMENT O - City Proposal (CP) #16 Article X Grievance Procedure DATE: 8/19/2026
OPOA ATTACHMENT O - GRIEVANCE PROCEDURES Page 3 of 7
The Employee Relations Officer or designee shall respond in writing to the grievance within thirty (30) days after the third step hearing. If the Employee Relations Officer fails to respond within the thirty (30) days, the Association may move the grievance to the next step.

4. Step 4 Conflict Resolution Process
The City and the Association encourage grievant(s) to attempt to resolve grievances through informal means. Either party to the grievance may request an informal resolution conference. The conference shall be attended by the individual grievant(s), a representative from the Association OPOA and the Director of Human Resources Management or Personnel or his/her designee. Said conference shall be convened within ten (10) working days of the request initiated by either party. Participation in, or refusal by either the grievant(s), the Association OPOA or the City to participate in the conference, as well as any evidence, discussions, documents, statement, findings, recommendations, awards, orders, or any other record of the conference, shall not be presented as evidence, nor referred to any appeal or hearing by the grievant(s), Association or the City. In the event that all parties agree, they may request the assignment of a mediator from the State Mediation and Conciliation Service to assist in the informal resolution process.

No documentation regarding the Step Four (4) process shall be placed in any personnel file or other official file maintained for the purpose of making personnel decisions.

While the parties are utilizing the conflict resolution process set forth in Step Four (4), the parties may agree to extend the time limits described in Section D of this Article by no more than forty-five (45) days.

5. Step 5 Civil Service Board/Arbitration
Should the grievance remain unresolved, either the City or the Association may, within fourteen (14) calendar days of the third step response, submit the grievance to an impartial arbitrator who shall be selected by mutual agreement or, if such agreement is not reached, by requesting a list of seven (7) arbitrators from the California State Mediation and Conciliation Service (CSMCS), and alternately striking names from the a list of seven (7) arbitrators to be developed by the parties. In the absence of agreement on a list of arbitrators, the parties will request a list from the California State mediation and Conciliation Service.

The following procedure will be used to determine if a viable permanent list of arbitrators can be established by the parties:

City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT O - City Proposal (CP) #16 Article X Grievance Procedure DATE: 8/19/2026
OPOA ATTACHMENT O - GRIEVANCE PROCEDURES Page 4 of 7
The parties will independently develop a written list of ten ( 10) arbitrators that they would propose be included as a permanent list of arbitrators to adjudicate disciplinary appeals. The parties will submit their respective lists directly to an agreed upon neutral third party who will receive the lists on a confidential basis.

Should there be six (6) names that appear on the lists then those six individuals will be deemed to be the six individuals who will be identified as the permanent panel. The third party neutral shall transmit to both parties only those names of the six individuals. No other names shall be disclosed by the neutral.

In the event that there are not six individuals that appear on both lists, the third party neutral shall destroy the lists and NOT disclose to either party or any third party, the names on either list. The neutral shall notify both parties that there were insufficient names on both lists to establish a permanent list.

In accordance with Civil Service Rules, the employee or Association may elect to submit a grievance concerning a suspension, fine, demotion or termination discharge to the Civil Service Board in lieu of arbitration. Such election is irrevocable.

If the Civil Service Board is selected, appeals shall be handled in accordance with the procedures established in the Personnel Ordinance and as modified by Appendix C of this Memorandum of Understanding.

If arbitration is selected, it is agreed that the decision of the arbitrator shall be final and binding on all parties and that the arbitrator's fees shall be borne equally by the parties. It is expressly understood that the arbitrator shall have no power or authority to add to or subtract from the provisions of this Agreement or departmental rules or general orders; provided that, if any inconsistency between this Agreement and any of the foregoing rules or orders exists, this Agreement shall prevail.

Notwithstanding the above, the option of arbitration may not be elected in grievances filed by probationary employees in entry level positions whose basis is failure to successfully complete the probationary period, or Police Officer Trainees who are removed from employment for failure to successfully complete the Recruit School.

Unless otherwise agreed to by the employee, in writing, all meetings and hearings for any disciplinary matter shall be private and confidential and shall include only the parties and exclusive representatives.

The City and the Association will alternate hosting the location for arbitration.

Alternatively, the arbitration may be held remotely if mutually agreed upon by the City and the Association. Election of a remote arbitration will not affect the alternating hosting location. For example, if the City was last to host an arbitration, City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT O - City Proposal (CP) #16 Article X Grievance Procedure DATE: 8/19/2026
OPOA ATTACHMENT O - GRIEVANCE PROCEDURES Page 5 of 7
the Association would host next, regardless of intervening arbitrations held remotely by mutual agreement.

At least ten (10) calendar days prior to the first day of the disciplinary appeal hearing, the parties shall exchange, in writing, the names of expert witnesses that they intend to call at the hearing. Expert witnesses are defined as those individuals who are not currently employed by the City of Oakland in any capacity and who are being called to proffer opinions or conclusions as to matters generally outside of the usual knowledge of the layperson and for the purpose of assisting the trier of fact in understanding a particular subject matter. This provision does not preclude either party from calling any other City or non-City employee as a witness and such witnesses are not subject to the disclosure provisions in this section.

For all grievances advanced to Step 5, representatives for the parties shall, at least forty-five (45) calendar days prior to the hearing, participate (either in person or via telephone) in an informal discussion(s) to consider whether the grievance can be resolved without a formal hearing. Such discussions shall be off-the-record and there shall be no reference, statement or mention of any such discussions or efforts should the matter proceed to formal hearing.

D. Time Limits
Time limits prescribed in Section C above may be modified by mutual agreement of the City and Association. Failure by the employee or Union to follow time limits, unless so extended, shall nullify the grievance. Failure by the City to follow the limits, unless so modified, shall cause the grievance to advance to the next step.

Steps One (1) and Two (2) may be waived by mutual agreement between the Association and the Department.

E. Immediate Dispute Resolution

1. In the event there is a dispute regarding the interpretation or application of this Agreement that imminently affects the City's interests, the Association, or a substantial number of members represented by the Association, either the City or the Association may upon written notice request suspension of the grievance process as described in Section (cC) of this Article and proceed to immediate resolution discussions with the Chief of Police, the Employee Relations Officer, and an Association Representative. Such informal labor-management discussions shall be concluded within thirty (30) days of the date of the initial request for same.

2. Should the dispute still not be resolved within the thirty (30) day period, the parties have an additional fifteen (15) days to request a list of four neutral arbitrators from CSMCS and select an arbitrator from the panel of four (4) professional neutral arbitrators City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT O - City Proposal (CP) #16 Article X Grievance Procedure DATE: 8/19/2026
OPOA ATTACHMENT O - GRIEVANCE PROCEDURES Page 6 of 7
to be identified by the parties. The arbitrator assigned to hear the merits of the case will hold a hearing that is no longer than one (1) day and issue a decision within forty-five (45) calendar days of the selection of the arbitrator. The timelines or length of hearing may be shortened or extended by mutual agreement or upon an arbitrator's ruling on a request for an order shortening or extending time.

3. The arbitrator shall have no power to add to or to subtract from the provisions of this Agreement, the Personnel Rules, or departmental rules or orders in rendering his/her their award.

4. The informal labor-management discussions will not automatically stay the City's action. However, the Association may demand a cease and desist order at any time upon invocation of the IDR process. If the Association makes such a demand, the first arbitrator from the list of four (4) professional neutral arbitrators from CSMCS, selected at random, that is available within a forty-eight (48) hour period shall hear the request for a temporary cease and desist order. The arbitrator shall have the authority to issue a temporary cease and desist order to stay the implementation of the proposed change upon a proper showing of irreparable harm and inadequacy of normal grievance procedure remedies.

5. It is expressly understood and agreed that the provisions of this Section shall not be invoked for actions involving employee disciplinary actions or individual grievances.

F. Consolidation
Upon mutual agreement concurrent grievances alleging violations of the same provisions of this Memorandum of Understanding shall be consolidated for the purpose of this procedure as a single grievance.

G. Closing Arguments
If mutually agreed, closing arguments by the parties may be oral.

H. Grievances that Involve Appeal of Discipline
Appeals of written reprimands shall be initiated at Step One (1). Appeals of fines, demotions, suspensions and termination may be initiated at Step Three (3) following completion of the Skelly process.

I. Complaints
External complaints that are placed in the employee's personnel file shall be removed after five (5) years if there are no subsequent complaints regarding the same behavior/concerns. It is expressly understood that this paragraph shall not apply to the City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT O - City Proposal (CP) #16 Article X Grievance Procedure DATE: 8/19/2026
OPOA ATTACHMENT O - GRIEVANCE PROCEDURES Page 7 of 7
retention of complaints in the files of the Internal Affairs Department pursuant to the Negotiated Settlement Agreement (NSA).

In the event that the Department uses oral reprimands, Unit Commanders/Supervisors shall purge information noted on subordinates' oral reprimand records that is older than three (3) years old by completely blacking out the old entry(ies) and initialing and dating the correction(s), except as required by the NSA. In the event the verification of the oral reprimand is listed on a separate card or documentation the entire document or card shall be removed from the file and destroyed. The documentation of an oral reprimand will be purged only if no new offenses of a similar nature have occurred in the interim.

J. Caloca Appeals
Caloca appeals shall be heard by the Chief of Police or his/her designee.

K. NSA Compliance
The parties agree and represent that nothing in this agreement interferes with full compliance of the Negotiated Settlement Agreement (NSA). The parties further agree that should the federal court determine that any provision of this Agreement is in conflict with the NSA, the parties shall meet and confer pursuant to Section I and XV.C of the NSA.

City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA AGREEMENT Amended City Counter Proposal to Union Proposal (UP) #24 Article III(H)(4)(b) Aerial Patrol Duty

OPOA ATTACHMENT P - AERIAL DUTY

CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

ARTICLE III DIRECT PAY FOR SERVICE
H. Premium Pay

4. Other Premium Assignment Pay
b. Aerial Patrol Duty Aircraft/Helicopter Pilot Premium An employee who is assigned to the Helicopter/Airport Security Section of the Patrol Division shall receive a five percent (5%) Aircraft/Helicopter Pilot Premium in addition to his/her their regular base rate of pay when the employee is assigned to the Helicopter Unit on a fulltime basis, whether as a licensed pilot or as a pilot trainee. [NOT FOR THE MOU: THESE REVISIONS ARE FOR CALPERS COMPLIANCE AND

SHALL NOT EXTEND THE PREMIUM TO ANY CLASSIFICATION OR ASSIGNMENT NOT CURRENTLY RECEIVING THE PREMIUM.]
City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT Q - Amended City Counter Proposal (ACCP) to UP#37 Article VIII(B) Education Incentives
DATE:8/19/2026

OPOA ATTACHMENT Q - EDUCATION INCENTIVES

CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026

ARTICLE VIII SELF-IMPROVEMENT INCENTIVES
B. Education Incentives

1. Associate of Arts Degree
Effective July 1, 2008 2026, an permanent employee covered by this Memorandum of Understanding who has obtained an Associate of Arts degree from an accredited college shall receive an additional one and one-half percent (1.5%) of his/her their regular base salary rate of pay. Permanent e Employees who qualify shall be eligible beginning with the first full pay period after submission of verification of eligibility.

The City has determined that all Associate of Arts Degrees enhance an employee’s ability to perform their normal job functions.

2. Bachelor’s and Master Degrees
Effective July 1, 2008 2026, an permanent employee covered by this Memorandum of Understanding who has obtained a bachelor's degree from an accredited college or university shall receive four and one-half percent (4.5%) of their his/her regular base salary rate of pay. a A permanent employee who has obtained a Master's degree from an accredited college or university shall receive five and one-half percent (5.5%) of his/her regular base salary. Permanent e Employees who qualify shall be eligible beginning with the first full pay period after submission of verification of eligibility.

The City has determined that all Bachelor’s Degrees has enhance an employee’s ability to perform their normal job functions.

3. Master’s Degree
Effective July 1, 2008 2026, an permanent employee covered by this Memorandum of Understanding who has obtained a Master's degree from an accredited college or university shall receive five and one-half percent (5.5%) of their regular base rate of pay. Employees who qualify shall be City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
ATTACHMENT Q - Amended City Counter Proposal (ACCP) to UP#37 Article VIII(B) Education Incentives
DATE:8/19/2026

OPOA ATTACHMENT Q - EDUCATION INCENTIVES
eligible beginning with the first full pay period after submission of verification of eligibility.

The City has determined that all Master’s Degrees enhance an employee’s ability to perform their normal job functions.

3. 4. Single-Benefit Eligibility
There shall be no pyramiding of Education Incentives. An employee shall be entitled to receive only one (1) of the benefits in Article VIII (B) above at any one time. The benefit attaches to the highest certification or degree the employee has earned.

City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
City Counter Proposal (CCP) to UP #49 and CP #17 Appendix C Civil Service Board/Hearing Officer
OPOA ATTACHMENT R - CCP to UP 49 and CP 17 Appendix C Civil Service Board-Hearing Officer The Parties continue to negotiate a list of neutrals. The remaining language is approved,

APPENDIX C

CIVIL SERVICE BOARD/HEARING OFFICER
The City of Oakland, hereinafter referred to as "City", and the Oakland Police Officers' Association, hereinafter referred to as "Association OPOA", hereby agree that the Civil Service Board may elect to use a Hearing Officer for appeals of suspensions, fines, demotions or terminations disciplinary discharges filed pursuant to Article X VI, entitled Grievance Procedure, of the current Memorandum of Understanding between the parties covering the period of July 1, 2001 to June 30, 2006. The parties further agree to the following provisions governing the use of such Hearing Officers before the Civil Service Board:

1. Hearing Officer Panel. Hearing Officers shall be selected from the pool of qualified candidates listed below.

2. Order of Use. The Director of Human Personnel Resources Management or designee shall establish an ordered list of the Hearing Officers by random. Cases will be assigned to Officers in order on the list.

Both the appellant and the City shall have one peremptory challenge. In the event that such challenges are made, the case will move to the Hearing Officer next in order on the panel list.

If a designated Hearing Officer is not available during the sixty (60) days after the case is assigned, the case will be reassigned to the panelist next in order. No additional peremptory challenges beyond a party's first one will be allowed.

3. Conduct of Hearings. Hearings will be open to the public unless otherwise requested by the appellant.

Hearings will be tape recorded. Copies of the recordings tape will be available to the appellant, if desired, for a nominal charge. Transcripts of the taped proceedings will be available upon request at the requesting party's expense.

Closing arguments shall be oral; provided, however, that either party may elect to submit a closing brief. Such an election must be made following the presentation of the evidence. Briefs are to be submitted to the Hearing Officer within twenty (20) calendar days of the close of the hearing. Briefs submitted after the deadline shall not be considered by the Hearing Officer.

4. Hearing Officer Responsibilities. Hearing Officers shall be responsible for the conduct of the hearing and shall identify the appeal issue, determine relevant facts, assess the credibility of witnesses, evaluate the evidence and render an advisory decision to the Civil Service Board.

The Hearing Officer shall render a written finding and advisory recommendation to the Civil Service Board within thirty (30) calendar days of the close of the hearing. If briefs are submitted, the recommendation shall be submitted to the Board within fifty (50) calendar days of the close of the hearing.

The Hearing Officer shall provide the Civil Service Board the following documents which shall constitute the official hearing record:

A. A summation page delineating the case name, issue, brief summary of the case and his/her their recommendation.

B. A complete written report documenting the findings.

C. Any documentary evidence, written motions and briefs submitted.

D. The cassette tape(s) recording of the hearing.

5. Civil Service Board Responsibilities. Upon receipt of a Hearing Officer's recommendation, the Secretary shall calendar the case for the next regularly scheduled Board meeting.

In reaching a decision, the Board shall consider only the recommendation and record but may also consider the recording cassette tape of the hearing. The Board's decision shall be made in accordance with Ordinance No. 8979, as amended, which requires a majority of a quorum to accept, reject or modify an appeal. Copies of the Board's determination and the recommendation of the Hearing Officer shall be forwarded to the appellant, appellant's attorney, City Attorney's Office and the affected City Department, in writing within ten (10) days of the conclusion of the Board's review of the Hearing Officer's recommendation. If either party disagrees with the Board's determination or the reasons therefore, it may request the Board to reconsider by filing a written request to the Board and serving such request upon the opposing party within twenty (20) working days of the mailing to them of the Board's decision. Any written request must detail the reasons for reconsideration. Any opposition to reconsideration must be received by the Board no later than thirty (30) working days following the mailing of the Board's decision. Thereafter, the Board will review the written reasons for reconsideration and opposition thereto and will allow oral argument at its next regularly scheduled meeting following the expiration of the time period allowed for request and opposition to reconsideration. Any final determination following a request for reconsideration shall be mailed in writing to the parties no later than ten (10) working days after the Board acts upon the request for reconsideration.

6. Costs. Costs for the Hearing Officer shall be borne by the City. Costs for transcribing hearing recordings tapes shall be borne by the requesting party. Cost for a copy of the hearing recordings tape shall be borne by the requesting party.

HEARING OFFICER LIST
Frank Silver
Barry Winograd
Norman Brand
Morris Davis
John Kagel
Bonnie Bogue
Carol Vendrillo
[PROPOSED BY THE CITY]
John Kagel
Carol Vendrillo
Karen Andres
Nancy Hutt
Cheryl Stevens
The parties agree to identify additional arbitrators to supplement this list.

City of Oakland and OPOA Contract Negotiations 2026
City of Oakland to the OPOA
City Counter Proposal to UP # 15-19 on Various Joint Labor Management Meetings

CITY OF OAKLAND THE OPOA
SUCCESSOR LABOR NEGOTIATIONS 2026
[Letter of Understanding]
Within one hundred and eighty (180) days of the effective date of the Memorandum of Understanding between the City of Oakland and the Association, the City of Oakland and the Association will form a “Joint Labor Management Committee” (“JLMC”), whereby the parties will meet on a quarterly basis to discuss issues impacting the Oakland Police Department including, but not limited to:
• Recruitment and retention;
• Compliance with the Negotiated Settlement Agreement;
• Discipline and promotions within the Department;
• Labor issues, excluding open grievances; and
• Calls for service, including non-emergency, non-law enforcement calls for service designated for a police response
The Committee shall be comprised of two (2) members of OPD command staff, one (1) member from Human Resources Management Department and three (3) members of the Association. The City and the Association shall submit their list of agenda items at least thirty (30) calendar days in advance of the scheduled JLMC.

This LOU becomes effective following Council adoption of the 2026 successor Memorandum of Understanding.  The provisions of this LOU are not subject to the grievance procedure of the MOU.

Oakland City CouncilOctober 6, 2026

Oakland City Council
October 6, 2026