Agenda Item
City Council
Item #: 3.16. 5/23/2023 File #: 23-0340
TO: Honorable Mayor and Members of the City Council
THRU: Tom Kisela, City Manager
FROM: Monica Espinoza, Human Resources Director
1. SUBJECT
A Letter of Understanding between the City of Orange and the City of Orange Police Association effective July 1, 2023, to June 30, 2026. Resolution No. 11460.
2. SUMMARY
Resolution No. 11460 establishes a Letter of Understanding between the City of Orange and the City of Orange Police Association effective July 1, 2023, through June 30, 2026.
3. RECOMMENDED ACTION
Adopt Resolution No. 11460. A Resolution of the City Council of the City of Orange establishing a Letter of Understanding between the City of Orange and the City of Orange Police Association effective July 1, 2023, through June 30, 2026.
4. FISCAL IMPACT
Fiscal Year 2023-24
Cost Description General Fund All Other Funds
Cost of Base Salary Increase$882,975 $8,919
Cost of Negotiated Benefits and Expenses817,508 8,258
Total Annual Cost $1,700,483 $17,177
Fiscal Year 2024-25
Cost Description General Fund All Other Funds
Cost of Base Salary Increase$1,847,807 $18,665
Cost of Negotiated Benefits and Expenses1,410,560 14,248 Total Annual Cost $3,258,352 $24,094
Fiscal Year 2025-26
Cost Description General Fund All Other Funds
Cost of Base Salary Increase$2,385,352 $24,094
Cost of Negotiated Benefits and Expenses1,785,335 18,034 Total Annual Cost $4,170,687 $42,128
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Item #: 3.16. 5/23/2023 File #: 23-0340Fiscal Year 2025-26 Cost Description General Fund All Other Funds
Cost of Base Salary Increase$2,385,352 $24,094
Cost of Negotiated Benefits and Expenses1,785,335 18,034 Total Annual Cost $4,170,687 $42,128
5. STRATEGIC PLAN GOALS
Goal 1: Provide for a safe community
a: Provide staffing and resources to deliver services that ensure public safety.
Goal 4: Provide outstanding public service
e: Attract, retain, and develop quality employees dedicated to public service.
6. DISCUSSION AND BACKGROUND
On February 28, 2023, the City began the collective bargaining process with the City of Orange Police Association. The current contract between the parties expires on June 30, 2023.
After six meetings, on May 3, 2023, the parties reached agreement on the terms and conditions of a three-year labor contract that includes the following:
Provision Description
Term of Agreement July 1, 2023 through June 30, 2026.
Salary · Effective the pay periods beginning June 18, 2023 and June 30, 2024, a base salary increase of 5.0% shall be
granted for sworn members. · Effective the pay period
beginning June 29, 2025, a base salary increase of 2.0% shall be granted for sworn members. · Effective the pay periods beginning June 18, 2023, June 30, 2024, and June 29, 2025, a base salary increase of 3.0% shall be granted for non-sworn members. Monthly Salary Tables are attached as Appendix “A.”
Working out of
Classification
Modify Article IV to reflect that the City may work employees out of classification for up to four days. Working out of classification pay triggers at day five.
Health/Life Insurance · Modify Article XVIII, Section 1(A) to reestablish the 2-Party tier medical effective January 1, 2024 plan and increase the City’s monthly contribution as follows: Effective Dates Single 2-Party Family January 1, 2023 $1,401.00 N/A $1,895.00
January 1, 2024 $1,426.00 $1,620.00 $1,970.00 January 1, 2025 $1,451.00 $1,670.00 $2,045.00 January 1, 2026 $1,476.00 $1,720.00 $2,120.00 · Modify Article XVIII, Section 1(C) to state that the parties agree that the cash in lieu medical waiver will remain fixed indefinitely at $1,295.00 for everyone hired before March 29, 2020. All employees hired on or after March 29, 2020, and waive medical, amount of $400.00 still applies. · Modify Article XVIII, Section 3 to increase life insurance benefit from $40,000.00 to $50,000.00.
Call Back
Compensation
Modify Article VIII, Section 1 to increase call back
compensation from a minimum of two (2) hours to a
minimum of three (3) hours.
Special Assignment
and Special Pay
· Modify Article X, Section 2(D) Training Premium provision to increase sworn personnel from $275.00 per month to
$475.00 per month during the period of such assignment; Add non-sworn eligibility classification of Parking Control Officer II. Non-sworn personnel remain at $275.00 per month during the period of such assignment. · Modify Article X, Section 2(E) Bilingual Premium provision to increase from $275.00 to $300.00 per month. · Modify Article X, Section 2 (F) Canine Officer off-duty care provision to increase to $17.00 per hour, or $204.00 per month. · Create Drug
Recognition Expert Incentive Pay at $250.00 per month. · Expand Special Assignment definition pay to include Driving Under Influence (DUI) Team, Homeless Engagement and
Resource Team (HEART), and Bike Team to receive rotator compensation at 5.0%. · Modify Article X, Section 2(O), effective June 18, 2023, establish 10-year tier and modify 15- and 20-year longevity pay as follows: Effective Date 10 Years of Service 15 Years of Service 20 Years of Service 25 Years of Service Current -- $150.00 $300.00 $500.00 June 18,
2023 $200.00 $300.00 $400.00 $500.00
Educational
Reimbursement &
Professional
Development
Modify Article XI, Section 3 to increase educational
reimbursement provision from $1,250.00 to $1,500.00 per fiscal year. Expand provision to allow for professional development for Peace Officer Standards and Training
(POST) approved courses for registration fee only. Travel, per diem, or lodging are inedible.
Holidays Modify Article XIII, Sections 1(B) to increase police holiday hours from 100 to 105 per calendar year effective January 1, 2024.
Establishment of
Retirement Health
Savings Plan (RHSP)
Retirement Health Savings Plan (RHSP) to be established by City for all covered by Association to allow for eligible sick leave payout upon retirement.
Sick Leave Payout Modify Article XVI, Section 5(G)(2) to increase sick leave payout upon retirement from 352 hours to 450 hours.
Reclassification Reclassify member from Police Management Association to Association as Forensic Services Specialist.
Residency
Requirement
All personnel hired (after June 25, 2023, following approval and adoption of this Agreement) by the Orange Police
Department shall be a permanent and full-time resident of the State of California and reside no further than one
hundred (100) road miles from Police Headquarters. This presumes that a substantial portion of that distance will be traveled at freeway speed and that personnel can report to Police Headquarters within ninety (90) minutes of the request for call back. Employees hired before June 25, 2023 with continuous City of Orange employment (with no break in
service) are exempt.
Limited Reopener Incorporate new Article into MOU as follows: The City can reopen Article III (Salaries) and/or Article XII, Section 3 (Vacation Cash Out) of the MOU for negotiations during the 2023/2024 or 2024/2025 fiscal years through a limited
reopener subject to the requirements set forth in this article.
In order for the City to invoke this limited reopener: 1) There must be a fiscal year-over-year (from 2021/2022 to 2022/2023, or, from 2022/2023 to 2023/2024) decrease in net sales tax revenue received by the City greater than 10%, and 2) The City must provide written notice of its request and intent to reopen MOU negotiations for this limited
purpose to the Association during the following dates:
December 15, 2023 through January 15, 2024, or, December 15, 2024 through January 15, 2025. Upon receipt of such timely request, the parties agree to meet and confer in good faith on the article(s) requested for reopening. Any changes to the MOU arising out of this limited reopener shall be by mutual written agreement. It is the expressed intent of the parties that the language pertaining to this limited reopener is included in the current MOU only and expires June 30, 2026.
Any inclusion of a like or similar article in future MOUs will be subject to the meet and confer process.
Employer-Employee
Labor Relations
Resolution
Parties have met and discussed Employer-Employee Labor
Relations Resolution which shall be brought forward to City Council at a future date once all City bargaining groups have had an opportunity to review.
Language Cleanup Parties have agreed to incorporate several language changes into the New MOU to further clarify existing MOU provisions. There is no additional fiscal impact for these language changes.
Status of MOU Except as specifically provided and amended herein, the terms and conditions of the MOU shall govern the provisions of wages, salaries, and other benefits for all covered
employees. This LOU shall not be interpreted to extend
and/or limit other rights, benefits, or compensation of either party except as specifically provided herein, and both this LOU and the New MOU shall expire on June 30, 2026.
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Item #: 3.16. 5/23/2023 File #: 23-0340
Provision Description
Term of Agreement July 1, 2023 through June 30, 2026.
Salary · Effective the pay periods beginning June 18, 2023 and June 30, 2024, a base salary increase of 5.0% shall be
granted for sworn members. · Effective the pay period
beginning June 29, 2025, a base salary increase of 2.0% shall be granted for sworn members. · Effective the pay periods beginning June 18, 2023, June 30, 2024, and June 29, 2025, a base salary increase of 3.0% shall be granted for non-sworn members. Monthly Salary Tables are attached as Appendix “A.”
Working out of
Classification
Modify Article IV to reflect that the City may work employees out of classification for up to four days. Working out of classification pay triggers at day five.
Health/Life Insurance · Modify Article XVIII, Section 1(A) to reestablish the 2-Party tier medical effective January 1, 2024 plan and increase the City’s monthly contribution as follows: Effective Dates Single 2-Party Family January 1, 2023 $1,401.00 N/A $1,895.00
January 1, 2024 $1,426.00 $1,620.00 $1,970.00 January 1, 2025 $1,451.00 $1,670.00 $2,045.00 January 1, 2026 $1,476.00 $1,720.00 $2,120.00 · Modify Article XVIII, Section 1(C) to state that the parties agree that the cash in lieu medical waiver will remain fixed indefinitely at $1,295.00 for everyone hired before March 29, 2020. All employees hired on or after March 29, 2020, and waive medical, amount of $400.00 still applies. · Modify Article XVIII, Section 3 to increase life insurance benefit from $40,000.00 to $50,000.00.
Call Back
Compensation
Modify Article VIII, Section 1 to increase call back
compensation from a minimum of two (2) hours to a
minimum of three (3) hours.
Special Assignment
and Special Pay
· Modify Article X, Section 2(D) Training Premium provision to increase sworn personnel from $275.00 per month to
$475.00 per month during the period of such assignment; Add non-sworn eligibility classification of Parking Control Officer II. Non-sworn personnel remain at $275.00 per month during the period of such assignment. · Modify Article X, Section 2(E) Bilingual Premium provision to increase from $275.00 to $300.00 per month. · Modify Article X, Section 2 (F) Canine Officer off-duty care provision to increase to $17.00 per hour, or $204.00 per month. · Create Drug
Recognition Expert Incentive Pay at $250.00 per month. · Expand Special Assignment definition pay to include Driving Under Influence (DUI) Team, Homeless Engagement and
Resource Team (HEART), and Bike Team to receive rotator compensation at 5.0%. · Modify Article X, Section 2(O), effective June 18, 2023, establish 10-year tier and modify 15- and 20-year longevity pay as follows: Effective Date 10 Years of Service 15 Years of Service 20 Years of Service 25 Years of Service Current -- $150.00 $300.00 $500.00 June 18,
2023 $200.00 $300.00 $400.00 $500.00
Educational
Reimbursement &
Professional
Development
Modify Article XI, Section 3 to increase educational
reimbursement provision from $1,250.00 to $1,500.00 per fiscal year. Expand provision to allow for professional development for Peace Officer Standards and Training
(POST) approved courses for registration fee only. Travel, per diem, or lodging are inedible.
Holidays Modify Article XIII, Sections 1(B) to increase police holiday hours from 100 to 105 per calendar year effective January 1, 2024.
Establishment of
Retirement Health
Savings Plan (RHSP)
Retirement Health Savings Plan (RHSP) to be established by City for all covered by Association to allow for eligible sick leave payout upon retirement.
Sick Leave Payout Modify Article XVI, Section 5(G)(2) to increase sick leave payout upon retirement from 352 hours to 450 hours.
Reclassification Reclassify member from Police Management Association to Association as Forensic Services Specialist.
Residency
Requirement
All personnel hired (after June 25, 2023, following approval and adoption of this Agreement) by the Orange Police
Department shall be a permanent and full-time resident of the State of California and reside no further than one
hundred (100) road miles from Police Headquarters. This presumes that a substantial portion of that distance will be traveled at freeway speed and that personnel can report to Police Headquarters within ninety (90) minutes of the request for call back. Employees hired before June 25, 2023 with continuous City of Orange employment (with no break in
service) are exempt.
Limited Reopener Incorporate new Article into MOU as follows: The City can reopen Article III (Salaries) and/or Article XII, Section 3 (Vacation Cash Out) of the MOU for negotiations during the 2023/2024 or 2024/2025 fiscal years through a limited
reopener subject to the requirements set forth in this article.
In order for the City to invoke this limited reopener: 1) There must be a fiscal year-over-year (from 2021/2022 to 2022/2023, or, from 2022/2023 to 2023/2024) decrease in net sales tax revenue received by the City greater than 10%, and 2) The City must provide written notice of its request and intent to reopen MOU negotiations for this limited
purpose to the Association during the following dates:
December 15, 2023 through January 15, 2024, or, December 15, 2024 through January 15, 2025. Upon receipt of such timely request, the parties agree to meet and confer in good faith on the article(s) requested for reopening. Any changes to the MOU arising out of this limited reopener shall be by mutual written agreement. It is the expressed intent of the parties that the language pertaining to this limited reopener is included in the current MOU only and expires June 30, 2026.
Any inclusion of a like or similar article in future MOUs will be subject to the meet and confer process.
Employer-Employee
Labor Relations
Resolution
Parties have met and discussed Employer-Employee Labor
Relations Resolution which shall be brought forward to City Council at a future date once all City bargaining groups have had an opportunity to review.
Language Cleanup Parties have agreed to incorporate several language changes into the New MOU to further clarify existing MOU provisions. There is no additional fiscal impact for these language changes.
Status of MOU Except as specifically provided and amended herein, the terms and conditions of the MOU shall govern the provisions of wages, salaries, and other benefits for all covered
employees. This LOU shall not be interpreted to extend
and/or limit other rights, benefits, or compensation of either party except as specifically provided herein, and both this LOU and the New MOU shall expire on June 30, 2026.
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Item #: 3.16. 5/23/2023 File #: 23-0340
Provision Description
Term of Agreement July 1, 2023 through June 30, 2026.
Salary · Effective the pay periods beginning June 18, 2023 and June 30, 2024, a base salary increase of 5.0% shall be
granted for sworn members. · Effective the pay period
beginning June 29, 2025, a base salary increase of 2.0% shall be granted for sworn members. · Effective the pay periods beginning June 18, 2023, June 30, 2024, and June 29, 2025, a base salary increase of 3.0% shall be granted for non-sworn members. Monthly Salary Tables are attached as Appendix “A.”
Working out of
Classification
Modify Article IV to reflect that the City may work employees out of classification for up to four days. Working out of classification pay triggers at day five.
Health/Life Insurance · Modify Article XVIII, Section 1(A) to reestablish the 2-Party tier medical effective January 1, 2024 plan and increase the City’s monthly contribution as follows: Effective Dates Single 2-Party Family January 1, 2023 $1,401.00 N/A $1,895.00
January 1, 2024 $1,426.00 $1,620.00 $1,970.00 January 1, 2025 $1,451.00 $1,670.00 $2,045.00 January 1, 2026 $1,476.00 $1,720.00 $2,120.00 · Modify Article XVIII, Section 1(C) to state that the parties agree that the cash in lieu medical waiver will remain fixed indefinitely at $1,295.00 for everyone hired before March 29, 2020. All employees hired on or after March 29, 2020, and waive medical, amount of $400.00 still applies. · Modify Article XVIII, Section 3 to increase life insurance benefit from $40,000.00 to $50,000.00.
Call Back
Compensation
Modify Article VIII, Section 1 to increase call back
compensation from a minimum of two (2) hours to a
minimum of three (3) hours.
Special Assignment
and Special Pay
· Modify Article X, Section 2(D) Training Premium provision to increase sworn personnel from $275.00 per month to
$475.00 per month during the period of such assignment; Add non-sworn eligibility classification of Parking Control Officer II. Non-sworn personnel remain at $275.00 per month during the period of such assignment. · Modify Article X, Section 2(E) Bilingual Premium provision to increase from $275.00 to $300.00 per month. · Modify Article X, Section 2 (F) Canine Officer off-duty care provision to increase to $17.00 per hour, or $204.00 per month. · Create Drug
Recognition Expert Incentive Pay at $250.00 per month. · Expand Special Assignment definition pay to include Driving Under Influence (DUI) Team, Homeless Engagement and
Resource Team (HEART), and Bike Team to receive rotator compensation at 5.0%. · Modify Article X, Section 2(O), effective June 18, 2023, establish 10-year tier and modify 15- and 20-year longevity pay as follows: Effective Date 10 Years of Service 15 Years of Service 20 Years of Service 25 Years of Service Current -- $150.00 $300.00 $500.00 June 18,
2023 $200.00 $300.00 $400.00 $500.00
Educational
Reimbursement &
Professional
Development
Modify Article XI, Section 3 to increase educational
reimbursement provision from $1,250.00 to $1,500.00 per fiscal year. Expand provision to allow for professional development for Peace Officer Standards and Training
(POST) approved courses for registration fee only. Travel, per diem, or lodging are inedible.
Holidays Modify Article XIII, Sections 1(B) to increase police holiday hours from 100 to 105 per calendar year effective January 1, 2024.
Establishment of
Retirement Health
Savings Plan (RHSP)
Retirement Health Savings Plan (RHSP) to be established by City for all covered by Association to allow for eligible sick leave payout upon retirement.
Sick Leave Payout Modify Article XVI, Section 5(G)(2) to increase sick leave payout upon retirement from 352 hours to 450 hours.
Reclassification Reclassify member from Police Management Association to Association as Forensic Services Specialist.
Residency
Requirement
All personnel hired (after June 25, 2023, following approval and adoption of this Agreement) by the Orange Police
Department shall be a permanent and full-time resident of the State of California and reside no further than one
hundred (100) road miles from Police Headquarters. This presumes that a substantial portion of that distance will be traveled at freeway speed and that personnel can report to Police Headquarters within ninety (90) minutes of the request for call back. Employees hired before June 25, 2023 with continuous City of Orange employment (with no break in
service) are exempt.
Limited Reopener Incorporate new Article into MOU as follows: The City can reopen Article III (Salaries) and/or Article XII, Section 3 (Vacation Cash Out) of the MOU for negotiations during the 2023/2024 or 2024/2025 fiscal years through a limited
reopener subject to the requirements set forth in this article.
In order for the City to invoke this limited reopener: 1) There must be a fiscal year-over-year (from 2021/2022 to 2022/2023, or, from 2022/2023 to 2023/2024) decrease in net sales tax revenue received by the City greater than 10%, and 2) The City must provide written notice of its request and intent to reopen MOU negotiations for this limited
purpose to the Association during the following dates:
December 15, 2023 through January 15, 2024, or, December 15, 2024 through January 15, 2025. Upon receipt of such timely request, the parties agree to meet and confer in good faith on the article(s) requested for reopening. Any changes to the MOU arising out of this limited reopener shall be by mutual written agreement. It is the expressed intent of the parties that the language pertaining to this limited reopener is included in the current MOU only and expires June 30, 2026.
Any inclusion of a like or similar article in future MOUs will be subject to the meet and confer process.
Employer-Employee
Labor Relations
Resolution
Parties have met and discussed Employer-Employee Labor
Relations Resolution which shall be brought forward to City Council at a future date once all City bargaining groups have had an opportunity to review.
Language Cleanup Parties have agreed to incorporate several language changes into the New MOU to further clarify existing MOU provisions. There is no additional fiscal impact for these language changes.
Status of MOU Except as specifically provided and amended herein, the terms and conditions of the MOU shall govern the provisions of wages, salaries, and other benefits for all covered
employees. This LOU shall not be interpreted to extend
and/or limit other rights, benefits, or compensation of either party except as specifically provided herein, and both this LOU and the New MOU shall expire on June 30, 2026.
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Item #: 3.16. 5/23/2023 File #: 23-0340
Provision Description
Term of Agreement July 1, 2023 through June 30, 2026.
Salary · Effective the pay periods beginning June 18, 2023 and June 30, 2024, a base salary increase of 5.0% shall be
granted for sworn members. · Effective the pay period
beginning June 29, 2025, a base salary increase of 2.0% shall be granted for sworn members. · Effective the pay periods beginning June 18, 2023, June 30, 2024, and June 29, 2025, a base salary increase of 3.0% shall be granted for non-sworn members. Monthly Salary Tables are attached as Appendix “A.”
Working out of
Classification
Modify Article IV to reflect that the City may work employees out of classification for up to four days. Working out of classification pay triggers at day five.
Health/Life Insurance · Modify Article XVIII, Section 1(A) to reestablish the 2-Party tier medical effective January 1, 2024 plan and increase the City’s monthly contribution as follows: Effective Dates Single 2-Party Family January 1, 2023 $1,401.00 N/A $1,895.00
January 1, 2024 $1,426.00 $1,620.00 $1,970.00 January 1, 2025 $1,451.00 $1,670.00 $2,045.00 January 1, 2026 $1,476.00 $1,720.00 $2,120.00 · Modify Article XVIII, Section 1(C) to state that the parties agree that the cash in lieu medical waiver will remain fixed indefinitely at $1,295.00 for everyone hired before March 29, 2020. All employees hired on or after March 29, 2020, and waive medical, amount of $400.00 still applies. · Modify Article XVIII, Section 3 to increase life insurance benefit from $40,000.00 to $50,000.00.
Call Back
Compensation
Modify Article VIII, Section 1 to increase call back
compensation from a minimum of two (2) hours to a
minimum of three (3) hours.
Special Assignment
and Special Pay
· Modify Article X, Section 2(D) Training Premium provision to increase sworn personnel from $275.00 per month to
$475.00 per month during the period of such assignment; Add non-sworn eligibility classification of Parking Control Officer II. Non-sworn personnel remain at $275.00 per month during the period of such assignment. · Modify Article X, Section 2(E) Bilingual Premium provision to increase from $275.00 to $300.00 per month. · Modify Article X, Section 2 (F) Canine Officer off-duty care provision to increase to $17.00 per hour, or $204.00 per month. · Create Drug
Recognition Expert Incentive Pay at $250.00 per month. · Expand Special Assignment definition pay to include Driving Under Influence (DUI) Team, Homeless Engagement and
Resource Team (HEART), and Bike Team to receive rotator compensation at 5.0%. · Modify Article X, Section 2(O), effective June 18, 2023, establish 10-year tier and modify 15- and 20-year longevity pay as follows: Effective Date 10 Years of Service 15 Years of Service 20 Years of Service 25 Years of Service Current -- $150.00 $300.00 $500.00 June 18,
2023 $200.00 $300.00 $400.00 $500.00
Educational
Reimbursement &
Professional
Development
Modify Article XI, Section 3 to increase educational
reimbursement provision from $1,250.00 to $1,500.00 per fiscal year. Expand provision to allow for professional development for Peace Officer Standards and Training
(POST) approved courses for registration fee only. Travel, per diem, or lodging are inedible.
Holidays Modify Article XIII, Sections 1(B) to increase police holiday hours from 100 to 105 per calendar year effective January 1, 2024.
Establishment of
Retirement Health
Savings Plan (RHSP)
Retirement Health Savings Plan (RHSP) to be established by City for all covered by Association to allow for eligible sick leave payout upon retirement.
Sick Leave Payout Modify Article XVI, Section 5(G)(2) to increase sick leave payout upon retirement from 352 hours to 450 hours.
Reclassification Reclassify member from Police Management Association to Association as Forensic Services Specialist.
Residency
Requirement
All personnel hired (after June 25, 2023, following approval and adoption of this Agreement) by the Orange Police
Department shall be a permanent and full-time resident of the State of California and reside no further than one
hundred (100) road miles from Police Headquarters. This presumes that a substantial portion of that distance will be traveled at freeway speed and that personnel can report to Police Headquarters within ninety (90) minutes of the request for call back. Employees hired before June 25, 2023 with continuous City of Orange employment (with no break in
service) are exempt.
Limited Reopener Incorporate new Article into MOU as follows: The City can reopen Article III (Salaries) and/or Article XII, Section 3 (Vacation Cash Out) of the MOU for negotiations during the 2023/2024 or 2024/2025 fiscal years through a limited
reopener subject to the requirements set forth in this article.
In order for the City to invoke this limited reopener: 1) There must be a fiscal year-over-year (from 2021/2022 to 2022/2023, or, from 2022/2023 to 2023/2024) decrease in net sales tax revenue received by the City greater than 10%, and 2) The City must provide written notice of its request and intent to reopen MOU negotiations for this limited
purpose to the Association during the following dates:
December 15, 2023 through January 15, 2024, or, December 15, 2024 through January 15, 2025. Upon receipt of such timely request, the parties agree to meet and confer in good faith on the article(s) requested for reopening. Any changes to the MOU arising out of this limited reopener shall be by mutual written agreement. It is the expressed intent of the parties that the language pertaining to this limited reopener is included in the current MOU only and expires June 30, 2026.
Any inclusion of a like or similar article in future MOUs will be subject to the meet and confer process.
Employer-Employee
Labor Relations
Resolution
Parties have met and discussed Employer-Employee Labor
Relations Resolution which shall be brought forward to City Council at a future date once all City bargaining groups have had an opportunity to review.
Language Cleanup Parties have agreed to incorporate several language changes into the New MOU to further clarify existing MOU provisions. There is no additional fiscal impact for these language changes.
Status of MOU Except as specifically provided and amended herein, the terms and conditions of the MOU shall govern the provisions of wages, salaries, and other benefits for all covered
employees. This LOU shall not be interpreted to extend
and/or limit other rights, benefits, or compensation of either party except as specifically provided herein, and both this LOU and the New MOU shall expire on June 30, 2026.
The City of Orange Police Association took this to a vote of their membership and ratified the proposal on May 17, 2023. City Council approval is required to finalize this agreement in the form of a Letter of Understanding.
7. ATTACHMENTS
· Resolution No. 11460
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