Administrative
Report
N.3., File # 23-5505 Meeting Date: 2/7/2023
To: MAYOR AND CITY COUNCIL
From: DIANE STRICKFADEN, DIRECTOR OF HUMAN RESOURCES
TITLE
DISCUSSION AND POSSIBLE ACTION REGARDING A MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF REDONDO BEACH AND THE REDONDO BEACH POLICE OFFICERS’
ASSOCIATION
ADOPT BY TITLE ONLY RESOLUTION NO CC-2302-021, A RESOLUTION OF THE CITY
COUNCIL OF THE CITY OF REDONDO BEACH, CALIFORNIA, ADOPTING A MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF REDONDO BEACH AND THE REDONDO BEACH POLICE OFFICERS’ ASSOCIATION FROM JANUARY 1, 2023 THROUGH DECEMBER 31, 2025
EXECUTIVE SUMMARY
Since September 2022, City negotiators and members of the Redondo Beach Police Officers’ Association (RBPOA) have met and conferred in good faith, and have reached an agreement for a successor Memorandum of Understanding (MOU) regarding wages, hours and working conditions.
The MOU will run for a three-year period, from January 1, 2023 through December 31, 2025. The attached Agreement will provide represented members with the following changes:
Effective January 14, 2023
1) Base Salary Increase:
a. Members will receive a 6% increase to base salary, combined with the transfer of
12.4% in Education Incentive Pay into base pay; resulting in an overall total of an
18.4% increase to base pay. Members will maintain one education incentive special compensation tier of 9% that is available with completion of a Bachelor’s Degree or Advanced POST Certificate.
2) Monthly Medical Contribution Increases:
a. A $50 increase of monthly medical contributions from $1200 to $1250 for Employee only;
b. A $100 increase of monthly medical contributions from $1500 to $1600 for Employee plus one dependent; and
c. A $150 increase of monthly medical contributions from $1850 to $2000 for Employee plus two or more dependents
3) Residency Requirement:
a. Employees must live within a Southern California County (Los Angeles, Orange, Riverside, San Bernardino, San Diego, Imperial, Ventura, Santa Barbara, San Luis Obispo, Kern), with the ability to report back to the City by car/vehicle within four (4)
N.3., File # 23-5505 Meeting Date: 2/7/2023
Obispo, Kern), with the ability to report back to the City by car/vehicle within four (4) hours. Officers who currently live outside of this Residency Requirement will be “grandparented in.” Officers employed by the City as of December 31, 2022, who move outside of a Southern California County by June 30, 2023, will also be “grandparented in.”
4) Bilingual Pay:
a. List of recognized languages expanded to include Portuguese, Farsi, German and French.
5) Language Clean Up: Incorporation into the MOU of two existing programs regarding seniority and recruitment and referral bonuses.
Effective the First Pay Period in 2024
1) Base Salary Increase:
a. A 3% base salary increase.
2) Monthly Medical Contribution Increases:
a. A $50 increase of monthly medical contributions from $1250 to $1300 for Employee only;
b. A $100 increase of monthly medical contributions from $1600 to $1700 for Employee plus one dependent;
c. A $150 increase of monthly medical contributions from $2000 to $2150 for Employee plus two or more dependents.
Effective the First Pay Period in 2025
1) Base Salary Increase:
a. A 3% base salary increase.
2) Monthly Medical Contribution Increases:
a. A $50 increase of monthly medical contributions from $1300 to $1350 for Employee only;
b. A $100 increase of monthly medical contributions from $1700 to $1800 for Employee plus one dependent;
c. A $150 increase of monthly medical contributions from $2150 to $2300 for Employee plus two or more dependents.
The POA Board “TA’d” the agreement with a tentative agreement on January 25, 2023. The POA membership ratified the Agreement on February 2, 2023.
The projected cost of this Agreement for the first full year of the contract is $1,193,827, or $596, 913 for the remainder of FY 2022-23. The FY 2022-23 costs will be funded via salary savings in the Police Department’s current annual budget due to unfilled positions and do not require a budget appropriation at this time. It is anticipated that this Agreement will greatly increase salary transparency and lead to stronger recruitment and officer retention. Future year costs will be incorporated into subsequent year Police Department budgets. The RBPOA represents 86 budgeted employees (71 Police Officers and 15 Sergeants).
BACKGROUND
City and RBPOA representatives engaged in good faith negotiations to prepare the attached threePage 2 of 4 N.3., File # 23-5505 Meeting Date: 2/7/2023
City and RBPOA representatives engaged in good faith negotiations to prepare the attached threeyear successor MOU. The prior MOU between the City and the RBPOA was also a three-year contract that provided 8% in base salary increases over three years, along with the reduction and ultimate elimination of compounded special pays. That Agreement also incorporated modest increases in monthly medical contributions to keep up with annual premium increases, while placing caps on the amount of cash members could collect when they had other insurance plans. That MOU expired on December 31, 2022.
This successor MOU, if approved, will maintain the existing terms and conditions of employment, with the following changes:
Term: Three years, from January 1, 2023 through December 31, 2025.
Salaries: Beginning January 14, 2023, an 18.4% overall base salary increase resulting from a 6% negotiated increase along with the transfer of 12.4% education incentive pay into base salary. One 9% education incentive pay special compensation tier will remain for eligible members that obtain a Bachelor’s Degree or an Advanced Post Certificate. During the first full pay periods of 2024 and 2025, members will receive additional 3% base salary increases.
Medical Contributions: Monthly medical contributions will increase according to the following chart:
Existing
Monthly
Contribution
2023 2024 2025
Employee Only $1200 $1250 $1300 $1350
Employee Plus
One
$1500 $1600 $1700 $1800
Family $1850 $2000 $2150 $2300
Residency Requirement: This MOU provision added a residency requirement that states employees must live within a Southern California County (Los Angeles, Orange, Riverside, San Bernardino, San Diego, Imperial, Ventura, Santa Barbara, San Luis Obispo, Kern), with the ability to report back to the City by car/vehicle within four (4) hours. Officers who currently live outside of this Residency Requirement will be “grandparented in.” Officers employed by the City as of December 31, 2022, who move outside of a Southern California County by June 30, 2023, will also be “grandparented in.”
Bilingual Bonus Pay: Four new languages added to list of recognized languages, including Portuguese, Farsi, German, and French.
Language Clean Up: The existing adopted side letter regarding departmental seniority along with the Council adopted lateral recruitment and referral bonus program are also incorporated into the MOU.
COORDINATION
This report was prepared by the Human Resources Department. The resolution was approved as to
N.3., File # 23-5505 Meeting Date: 2/7/2023
form by the City Attorney’s Office.
FISCAL IMPACT
The 6% base salary increase, plus the 12.4% transfer of education incentive pay into base pay, will result in an approximate 7.5% ($1,114,027) net cost to the City in the first full year. Medical contribution changes will be an additional $79,800 in year one, creating a total first calendar year cost of $1,193,827. These changes result in a cost of $596,913 for the remainder of Fiscal Year 2022-23.
Funding for the FY 2022-23 contract expenses is available through salary savings in the Police Department’s operating budget due to current personnel vacancies. Ongoing contract costs will be incorporated into future proposed budgets.
Year two and year three expenses from the scheduled 3% increases will include $445,611 in salary costs along with $79,800 in projected annual medical costs, totaling $525,411 per additional year.
APPROVED BY:
Mike Witzansky, City Manager
ATTACHMENTS
· Reso - Adopting a MOU between the City of Redondo Beach and the Redondo Beach Police Officers’ Association