Minutes — Ripon City Council, July 19, 2024

Ripon City Council
Special Meeting Minutes
MONDAY, JULY 19, 2024

SPECIAL MEETING
11:00 AM
The Special Meeting was called to order by Mayor Leo Zuber at 11:00 am.

ROLL CALL:

Attendee Name Title Status Arrived
Leo Zuber Mayor Present
Daniel de Graaf Vice Mayor Present
Gary Barton Council Member Present
Dean Uecker Council Member Present
Michael Restuccia Council Member Present
OTHERS PRESENT: City Administrator Kevin Werner, Police Chief Daniel Sauer, City Clerk Lisa Roos, Deputy City Clerk Jane Kilgore, Information Systems Technician Alex Arias.

1. PUBLIC DISCUSSION
No one from the public wished to speak at this time.

2. TOPICS OF DISCUSSION
A. RESOLUTION NO. 24-27

A RESOLUTION OF THE CITY

COUNCIL OF THE CITY OF RIPON

ADOPTING THE MEMORANDUM OF

UNDERSTANDING FOR FISCAL
YEARS 2024/25 - 2026/27 FOR ALL

EMPLOYEES OF THE CITY OF RIPON
POLICE OFFICER’S ASSOCIATION
This resolution adopts the Memorandum of
Understanding that covers salary, benefits,
and working conditions for the Police
Officer’s Association from July 1, 2024 to
June 30, 2027.

City Administrator Werner said he will discuss these four items together. He said these are the Memorandum of Understandings (MOUs) for the Ripon Police Officer’s Association (RPOA) and the Ripon Sergeant’s Association (RSA). He said the terms are similar to what was provided for Ripon City Employees’ Association, with one exception being the one-time retention bonus. He said over the last 8 years, 13 sworn police officers have transferred to other departments and of these officers, 10 had less than 5 years of service. Werner said the off-schedule retention bonus is an effort to mitigate this unique retention challenge. He said they are providing a one-time retention bonus for dispatchers as well. Werner said the funding for this will be provided from the Fiscal Year 2022-23 surplus.

Council Member Uecker asked if dispatch is part of the RPOA and RSA MOU. Werner said no, dispatch is part of the unrepresented employee group.

City Council Page 2 July 19, 2024
Mayor Zuber asked about the items in italics in the MOUs and if they are additions or to make them more noticeable. Werner said there was no reason for the italics and staff will clean it up.

Zuber asked if the dispatchers are only receiving this for one year. Werner confirmed that it is the intention to provide this for three years, but the Unrepresented Employee Compensation Plan is updated yearly as opposed to the 3-year term of the MOU.

Zuber asked if there are any plans for the fiscal surplus remainder of Fiscal Year 2022-23.

Werner said staff will bring suggestions to Council at a future date.

Werner said the RPOA and RSA have expressed an interest in merging MOUs. He said he expects this to happen in the next few months.

Council Member Restuccia said several members of the Police Department have approached him to thank the Council for supporting them and for the transparency staff brings to the negotiations.

Motion to approve Resolution 24-27 approving the Memorandum of Understanding that covers salary, benefits, and working conditions for the Police Officer’s Association from July 1, 2024 to June 30, 2027.

RESULT: ADOPTED [UNANIMOUS]
MOVER: Michael Restuccia, Council Member
SECONDER: Daniel de Graaf, Vice Mayor
AYES: Zuber, de Graaf, Barton, Uecker, Restuccia
B. RESOLUTION NO. 24-28

A RESOLUTION OF THE CITY

COUNCIL OF THE CITY OF RIPON

ADOPTING THE MEMORANDUM OF

UNDERSTANDING FOR FISCAL
YEARS 2024/25 - 2026/27 FOR ALL

EMPLOYEES OF THE CITY OF RIPON

POLICE SERGEANT'S ASSOCIATION
This resolution adopts the Memorandum of
Understanding that covers salary, benefits,
and working conditions for the Police
Sergeant's Association from July 1, 2024 to
June 30, 2027.

Motion to approve Resolution 24-28 approving the Memorandum of Understanding that covers salary, benefits, and working conditions for the Police Sergeant's Association from July 1, 2024 to June 30, 2027.

RESULT: ADOPTED [UNANIMOUS]
MOVER: Michael Restuccia, Council Member
SECONDER: Daniel de Graaf, Vice Mayor
AYES: Zuber, de Graaf, Barton, Uecker, Restuccia
City Council Page 3 July 19, 2024
C. RESOLUTION NO. 24-29

A RESOLUTION OF THE CITY

COUNCIL OF THE CITY OF RIPON

AMENDING THE CITY OF RIPON

EMPLOYEE COMPENSATION PLAN
FOR FISCAL YEAR 2024 - 2025 FOR

CERTAIN ADMINISTRATIVE STAFF

AND NON-REPRESENTED POLICE

DEPARTMENT EMPLOYEES
This resolution amends the employee
compensation plan for Fiscal Year 2024 -
2025 for certain administrative staff and
non-represented Police Department
employees.

Motion to approve Resolution 24-29 amending the employee compensation plan for Fiscal Year 2024 - 2025 for certain administrative staff and non-represented Police Department employees.

RESULT: ADOPTED AS AMENDED [UNANIMOUS]
MOVER: Michael Restuccia, Council Member
SECONDER: Daniel de Graaf, Vice Mayor
AYES: Zuber, de Graaf, Barton, Uecker, Restuccia
D. RESOLUTION NO. 24-30

A RESOLUTION OF THE CITY

COUNCIL OF THE CITY OF RIPON
APPROVING FISCAL YEAR 2024-25

FINANCIAL TRANSFER
Over the last 8 years, 13 sworn police
officers have transferred to other
departments. Of these officers, 10 had less
than 5 years of service. In order to attempt
to address this unique retention challenge
this resolution approves the financial
transfer for Fiscal Year 2024-25 to fund the
off-schedule one-time retention payments
of the Police Officers, Sergeants and
Dispatchers over the next three years using
the Fiscal Year 2022-23 surplus.

Motion to approve Resolution 24-30 approving the financial transfer to fund the offschedule one-time retention payments of the Police Officers, Sergeants and Dispatchers over the next three years.

RESULT: ADOPTED [UNANIMOUS]
MOVER: Michael Restuccia, Council Member
SECONDER: Daniel de Graaf, Vice Mayor
AYES: Zuber, de Graaf, Barton, Uecker, Restuccia
City Council Page 4 July 19, 2024

3. ADJOURNMENT
There being no further business, the meeting was adjourned at 11:11 AM. (Signed) Leo Zuber
Mayor
ATTEST:
(Signed) Lisa Roos
City Clerk
City Council
259 N. Wilma Avenue
Ripon, CA 95366
MEMO
To: Honorable City Council
From: Kevin Werner, City Administrator
Date: 07/19/2024
Subject: Memorandum of Understanding Police Officer's Association Staff is recommending the City Council consider adopting the Resolution approving the Memorandum of Understanding that covers salary, benefits, and working conditions for the Police Officer’s Association from July 1, 2024 to June 30, 2027.

Attachments:

1. MOU_Police Officers 2024-2027

2.A
Packet Pg. 5
RESOLUTION NO. 24-27

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

RIPON ADOPTING THE MEMORANDUM OF
UNDERSTANDING FOR FISCAL YEARS 2024/25 - 2026/27

FOR ALL EMPLOYEES OF THE CITY OF RIPON POLICE
OFFICER’S ASSOCIATION
WHEREAS, the City Council of the City of Ripon, having engaged in good faith negotiations with duly recognized bargaining units, is desirous of adopting a Memorandum of Understanding for all employees of the City of Ripon Police Officer’s Association (RPOA) from July 1, 2024 to June 30, 2027, and
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Ripon does hereby adopt that certain Memorandum of Understanding attached hereto as Exhibit “A” for the period July 1, 2024 through June 30, 2027, filed with the City Clerk of the City of Ripon this 19
th day of July, 2024, as the current compensation plan for the City of Ripon for these employees.

PASSED AND ADOPTED at a special meeting of the City Council of the City of Ripon this 19th day of July, 2024, by the following vote:

RESULT: ADOPTED [UNANIMOUS]
MOVER: Michael Restuccia, Council Member
SECONDER:Daniel de Graaf, Vice Mayor
AYES: Zuber, de Graaf, Barton, Uecker, Restuccia

THE CITY OF RIPON,
A Municipal Corporation
By ________________________________
LEO ZUBER, Mayor
ATTEST:

By: ___________________________
LISA ROOS, City Clerk

2.A
Packet Pg. 6
Exhibit “A”
RPOA Memorandum of Understanding
1 June 28, 2024

MEMORANDUM OF UNDERSTANDING
July 1, 2024 through June 30, 2027

BETWEEN THE CITY OF RIPON
AND
RIPON POLICE OFFICERS’ ASSOCIATION
The adjustments to wages, hours and conditions of employment that are set forth in this Memorandum have been discussed by and between the bargaining representatives of the City of Ripon (hereinafter, “City”) and the bargaining representatives of the Ripon Police Officers Association (hereinafter, “Association”) and shall apply to all employees of the City working in the classifications of Patrol Officer.

The adjustments to wages, hours and conditions of employment that are set forth in the Memorandum have been discussed in good faith and agreed upon as being an equitable adjustment of present wages, hours and conditions of employment, between the bargaining representatives of the City and the bargaining representatives of the Association. The Association Negotiating Committee agrees to recommend to its members for their favorable consideration and vote, all of the salary and fringe benefit adjustments as set forth herein; and the bargaining representatives of the City agree to recommend to the City Council that all of the adjustments as set forth herein be adopted in full by the City Council in the same manner and procedure prescribed by law.

I. ARTICLE I – INTRODUCTORY CLAUSES
A. This Agreement (Agreement) is entered into between the City and the Association. It is the intent and purpose of this Agreement to assure harmonious labor relations between the parties hereto, to provide an equitable and peaceful process of resolving differences which may arise, and to establish rates of pay, wages, hours of employment and other conditions of employment.

B. The City Merit System Rules and Regulations, and/or policies of the Ripon Police Department, which are not in conflict with this Agreement, will remain in effect unless modified after applicable process.

II. ARTICLE II – RECOGNITION
A. The City confirms its prior Council recognition of the Association as the exclusive bargaining representative for the classification of Patrol Officer.

III. ARTICLE III – ASSOCIATION SECURITY
A. There shall be no discrimination, interference, restraint, or coercion by the City, or any City representative against any member because of Association membership.

B. The City agrees there will be no aid, promotion or financing of any labor organizations which purport to represent the employees in this bargaining unit and that any such

2.A.a
Packet Pg. 7
Attachment: MOU_Police Officers 2024-2027 (24-27 : Memorandum of Understanding Police Officer's Association) Exhibit “A”
RPOA Memorandum of Understanding
2 June 28, 2024
activities on the part of the City or its agents is prohibited unless permitted under the Meyers Milias Brown Act.

IV. ARTICLE IV – WORK RULES – EXISTING BENEFITS
A. Unless specifically provided for in this MOU, nothing in this MOU should be deemed to have eliminated or superseded a benefit in an existing policy, rule or binding past practice.

B. The terms and conditions of this Agreement shall control over ordinances and resolutions of the governing body of the City where there is a conflict with a provision of this Agreement.

V. ARTICLE V – ASSOCIATION BUSINESS AND MEETINGS
A. The City will allow elected Association Board Members who are scheduled to work during predetermined Board and Membership meetings release time to attend scheduled Board and Membership meetings, with at least thirty (30) days prior notice to the City, for up to one (1) hour per quarter, except in cases of emergency, where the staffing impact would not permit the Police Department to operate safely or if the meeting conflicts with Department mandated training. On-duty personnel are required to monitor radio and respond in the event of an emergency.

B. The City will allow Association Board Members and shop stewards adequate release time to represent members during internal affairs interviews and grievance meetings while on duty except in cases of emergency where the staffing impact would not permit the Police Department to operate safely. This provision applies to one representative per involved member. Employees will not receive pay for off-duty time spent performing these Association representative duties.

C. The City will allow Association Board members to utilize their accrued time off to attend Association training, and conferences of state/national law enforcement associations, under the same terms and conditions required for all other time-off requests.

D. Employees who would otherwise be working their assigned shift shall be released from their regular duties to attend meet and confer, negotiation and other labor-management meetings, and will be paid for this time during their assigned shift as if they were performing their regular duties. The intent of this section is not to create overtime for any Association member. This article is not subject to grievance.

E. On January 1st of each year, the Association shall provide the City with a list of the elected Board members of the Association, and any members who are assigned as shop stewards. The Association may update this list as new members are appointed to the Board or to steward positions.

2.A.a
Packet Pg. 8
Attachment: MOU_Police Officers 2024-2027 (24-27 : Memorandum of Understanding Police Officer's Association) Exhibit “A”
RPOA Memorandum of Understanding
3 June 28, 2024
F. The City shall provide a location in the Department where a bulletin board may be placed at Association expense to post Association business documents. The City shall allow the use of the internal email system for notices of meetings. The City shall allow the use of any City facility that the public may use for the holding of Association meetings, with the same reservation and use requirements.

VI. ARTICLE VI – SALARIES
A. Base Rate of Pay - Base rate of pay shall be defined as the base hourly rate of pay that an employee receives in the salary range.

B. Regular Rate of Pay - Regular rate of pay shall be as defined by the Fair Labor Standards Act, i.e. as the employee’s base hourly rate of pay, plus all incentive and specialty pays earned on a recurring basis and converted to an hourly rate.

C. Employees who work their scheduled shift that begins the day before Christmas, will receive four (4) hours of vacation time paid.

D. Employees completing the P.O.S.T. Intermediate and Advanced Certifications will receive 5% additional salary for each certificate for a maximum of 10%.

E. Field Training Officer’s (F.T.O.’s) who are assigned a trainee shall receive F.T.O. premium pay in the amount of 5% of their base rate of pay for the entire pay period in which the duties are performed.

F. Field Training Officer’s (F.T.O.’s) who perform Officer in Charge (O.I.C) duties shall receive O.I.C. premium pay in the amount of 5% of their base rate of pay for the entire pay period in which the duties are performed when at least one of the following occurs:
a. A Field Training Officer (FTO) performs Officer in Charge (OIC) duties for a minimum of seven (7) hours in any pay period;
b. A Field Training Officer (FTO) performs Officer in Charge (OIC) duties for any length of time during three (3) shifts or more within any pay period.

1. If neither of the provisions above in Article VI Section F are met, Field Training Officer’s (FTO’s) who perform Officer in Charge (OIC) duties shall receive O.I.C. premium pay in the amount of 5% of their base rate of pay for each hour while the duties are being performed.

2. The maximum incentive pay a Field Training Officer (F.T.O.) shall receive while scheduled or assigned Officer in Charge (O.I.C) duties shall be 5%.

2.A.a
Packet Pg. 9
Attachment: MOU_Police Officers 2024-2027 (24-27 : Memorandum of Understanding Police Officer's Association) Exhibit “A”
RPOA Memorandum of Understanding
4 June 28, 2024
G. Employees who are assigned to K-9 Officer duties shall receive incentive pay in the amount listed below:

Specialty Assignments: Amount per Pay Period a
K-9 The greater of either 3.5 hours a week
at 1.5 times the California minimum
wage rate or
$224 per pay period.
a. The City and the RPOA estimate the time the K-9 officer spends in all aspects of care, feeding, exercise and maintenance of the canine is 3.5 hours per week. The pay rate for the performance of such work shall be at the rate of one and one half (1-1/2) times the California minimum wage in effect at that time. The parties agree that any time spent in excess of 3.5 hours per week is not authorized unless prior approval is granted by the officer’s supervisor.

H. Employees that have completed an associate degree from an accredited college shall receive additional compensation in the amount of three percent (3.0%). Employees that have completed a bachelor’s degree from an accredited college shall receive additional compensation in the amount of five percent (5.0%) of their base rate of pay. The maximum educational incentive an employee shall receive is five percent (5.0%) I. Employees who have passed a bilingual proficiency examination shall receive additional compensation of $100 per month. Qualifying languages are Spanish, American Sign Language, Punjabi, and any other language designated by the Police Chief as beneficial to the City.

J. The current CalPERS Tier 1 or Tier 2 Patrol Officer salary shall be adjusted by the change in the employer’s CalPERS rate from 2012/2013 to 2013/2014 (1.83% for Tier 1 and 0.717% for Tier 2) for the duration of this Memorandum of Understanding.

K. Effective the pay period including July 1, 2024, the Patrol Officer Level 223.5 salary shall be increased to Level 228.5 (5.0%) for all employees of the City working in the classification of Patrol Officer.

L. Effective the pay period including July 1, 2025, the Patrol Officer Level 228.5 shall be increased to 232.5 (4.0%) for all employees of the City working in the classification of Patrol Officer.

M. Effective the pay period including July 1, 2026, the Patrol Officer Level 232.5 shall be increased to 235.5 (3.0%) for all employees of the City working in the classification of Patrol Officer.

2.A.a
Packet Pg. 10
Attachment: MOU_Police Officers 2024-2027 (24-27 : Memorandum of Understanding Police Officer's Association) Exhibit “A”
RPOA Memorandum of Understanding
5 June 28, 2024
VII. ARTICLE VII – PERS CONTRIBUTIONS
A. Employees defined as Classic Employees by CalPERS shall continue to pay 9% of the Public Employees Retirement System (PERS) contribution rate. Payments will be pretaxed. The benefit to these members shall be 3% at 50.

B. Employees defined as New Member by CalPERS under the Public Employees’ Pension Reform Act of 2013 (PEPRA) shall pay, through payroll deductions, fifty percent (50%) of the total normal cost, as determined by CalPERS. Payments will be pre-taxed. The benefit to these members shall be 2.7% at 57.

C. Employees hired after May 15, 2012 that are represented by the Association shall be covered under a 3% at 55-retirement provision of CalPERS, or as defined by CalPERS shall pay, through payroll deductions, 100% of the required bargain unit member contribution, which is nine percent (9%). Payments will be pre-taxed.

VIII. ARTICLE VIII – SPECIAL COMPENSATION
A. An Employee subpoenaed or ordered by the Court to appear outside the employee’s scheduled hours of work for any legal proceeding as a result of the employee’s employment with the City of Ripon shall be paid a minimum of four (4) hours of overtime. This minimum of four (4) hours overtime is for each morning or afternoon court appearance. Multiple subpoenas for the same morning or afternoon period will count as one appearance. If the court orders an employee to return through the lunch period or outside normal hours of work, these hours will be compensated as overtime if they fall outside the employee’s scheduled work hours.

B. If such Court appearance is cancelled and notification is given after 5:00 PM the workday immediately preceding the appearance, the employee shall be paid a minimum of two (2) hours of overtime. For Court appearance cancellations with notice before 5:00 PM the workday immediately preceding the appearance, the employee shall receive no additional compensation.

C. If the Court appearance falls during the employee’s scheduled hours of work, the employee shall receive overtime compensation for only those hours outside the employee’s scheduled hours of work.

D. Employees ordered to return after the court’s lunch break will receive compensation during the break period.

2.A.a
Packet Pg. 11
Attachment: MOU_Police Officers 2024-2027 (24-27 : Memorandum of Understanding Police Officer's Association) Exhibit “A”
RPOA Memorandum of Understanding
6 June 28, 2024
E. Off-schedule One-Time Retention Payments:

1. Over the last 8 years, 13 sworn officers have resigned from the Ripon Police Department and transferred to other police departments. Of these 13 sworn officers, 10 had less than 5 years of service to the Ripon Police Department. In an effort to address this unique retention challenge with sworn officers, the classification of Patrol Officer shall receive the following off-schedule one-time retention payments:
a.In December, 2024, an off-schedule one-time retention payment of $3,500 shall be paid to each Patrol Officer not on probation on a separate check.

For any individual who had not ended probation 12 months prior to December 1, 2024, the payment shall be prorated based on the service time from the date probation ended to December 1, 2024.
b.In December 2025, an off-schedule one-time retention payment of $3,500 shall be paid to each Patrol Officer not on probation on a separate check.

For any individual who had not ended probation 12 months prior to December 1, 2025, the payment shall be prorated based on the service time from the date probation ended to December 1, 2025.
c.In December 2026, an off-schedule one-time retention payment of $3,500 shall be paid to each Patrol Officer not on probation on a separate check.

For any individual who had not ended probation 12 months prior to December 1, 2026, the payment shall be prorated based on the service time from the date probation ended to December 1, 2026.

2. The off-schedule one-time retention payment shall have no bearing on future salary negotiations.

IX. ARTICLE IX – WAGE SUPPLEMENTS
A. Health and Welfare Benefits:

1. The City shall select the medical, dental, vision, chiropractic, life, long term care, and long-term disability plans and make available to the employees. a. The City shall continue the life insurance benefit of $25,000 per employee.

2. The City agrees to reimburse employees for 100 percent of the Blue Shield Silver Plan healthcare deductible cost and Co-insurance cost after $2,000 paid by the employee through December 31, 2024. In order to receive reimbursement, requests shall be submitted to the City no later than 12 months from the date of service as shown on the Explanation of Benefits.

2.A.a
Packet Pg. 12
Attachment: MOU_Police Officers 2024-2027 (24-27 : Memorandum of Understanding Police Officer's Association) Exhibit “A”
RPOA Memorandum of Understanding
7 June 28, 2024

3. Beginning July 1, 2024, the City agrees to pay 50 percent of the premium increase above the current maximum monthly contribution of $2,050 for employees enrolled with Kaiser Permanente and $2,050 for employees enrolled with Blue Shield. Actual amount shall be added by Sideletter when premium increases are known for years 2025, 2026, and 2027. .

B. Uniform Allowance:

1. The uniform allowance for employees will be $1,000 per year for the duration of this MOU. The uniform allowance will be covered through a voucher system with accounts set up with a uniform store that meets with the approval of the City Administrator, or to accept receipts for reimbursement.

2. Once an employee provides notice of resignation, the employee will no longer be eligible for reimbursement of purchases that occurred after the date of resignation notice.

3. Employees assigned to the investigation unit may use up to $600 of their uniform allowance toward the purchase of suits for their job as investigators.

This is a one-time purchase during their assignment as investigators.

4. Employees will be allowed to use up to 25% of their uniform allowance each year toward dry cleaning of their uniforms. This will be handled either through accounts set up by the City to be paid by the City, or to accept receipts from other dry cleaners for reimbursement.

5. The City accounting department will track purchases and dry cleaning use by each employee for each year. Any City approved uniforms and equipment required, other than those provided by the department, will be covered under the voucher system.

X. ARTICLE X – RULE REVISIONS
A. Wireless mobile devices may be issued to employees as determined by the department.

Response to mobile devices is non-mandatory during off-duty hours.

B. The residency requirements for employees shall be 35-miles from Ripon City Hall.

This may affect an employee’s eligibility or availability for standby duty, at the discretion of the Chief of Police.

C. All Merit System Rules and Regulations, as adopted by the City, shall remain in effect unless otherwise specified in this agreement.

2.A.a
Packet Pg. 13
Attachment: MOU_Police Officers 2024-2027 (24-27 : Memorandum of Understanding Police Officer's Association) Exhibit “A”
RPOA Memorandum of Understanding
8 June 28, 2024
XI. ARTICLE XI – HOURS, OVERTIME, AND ASSIGNMENTS
A. Overtime is defined as a City required act or time expenditure by an employee in excess of 160 hours for those employees working a 28-day Standard Work Period or in excess of an assigned shift. All paid leave shall be considered hours worked for the purpose of calculating overtime. Hours worked shall include, but not be limited to any and all regularly assigned hours, mandatory meetings, briefings, weapons qualifications, classes or courses, court appearances, travel, and special assignments when they are required. This does not prohibit the department from scheduling training schools and weapons qualifications as part of their regular work schedule. All employees are required to complete 2080 work hours during the year.

1. Maximum compensatory time-off balance for all employees shall be one hundred sixty (160.00) hours for those employees working the Standard Work Period.

XII. ARTICLE XII – VACATION
A. Maximum Accrual Rate:

1. Employees may temporarily accrue vacation up to three times their annual accrual rate for the duration of this MOU.

2. Should the employee fail to schedule vacation prior to accumulating an additional 5 days beyond the maximum balance allowable, the employee’s supervisor will immediately schedule vacation time for the employee, bringing their total vacation time to within the maximum. If the employee and supervisor fail to schedule vacation within these time frames, the employee will be paid for the excess vacation time.

Example:

Annual Maximum Scheduled by Excess
Accrual Accrual Supervisor Time Paid
10 days 30 days 30-35 days 35 + days
15 days 45 days 45-50 days 50 + days
20 days 60 days 60-65 days 65 + days
B. Each year, during the month of January, employees shall submit to the Department their vacation requests for the entire year. At that time, vacation requests shall be granted on a seniority basis, subject to the needs of the Department. Once initial vacation requests have been scheduled, employees may request a change in their vacation schedules upon advance notice, subject to the availability of those dates, and subject to the needs of the Department.

2.A.a
Packet Pg. 14
Attachment: MOU_Police Officers 2024-2027 (24-27 : Memorandum of Understanding Police Officer's Association) Exhibit “A”
RPOA Memorandum of Understanding
9 June 28, 2024
XIII. ARTICLE XIII – HOLIDAYS
A. The compensation in lieu of Holiday observance as defined in Section 513(B) of the City Merit System Rules and Regulations shall be revised for the duration of this MOU, as follows:

Patrol Officers and Patrol Supervisors
Employees that are functioning in the patrol officer or patrol supervisor role shall be paid eight hours at the straight-time rate of pay or shall receive eight hours of compensatory time for the following holidays:
-January 1: New Year’s Day
-Memorial Day
-July 4: Independence Day
-Labor Day
In addition, if an employee in the Police Department actually works on a listed holiday above, the employee will receive straight time pay for all hours worked.

The remainder of the of the listed holidays listed in Section 513(B) of the City Merit System Rules and Regulations (9 days or 72 hours) shall be given as vacation time in lieu of holidays. This vacation time shall accrue at 2.77 hours each pay period.

Others
All other members of the department, including School Resources Officers, Detectives, or employees not mandated to respond to Priority 1 calls for service, shall be paid eight hours at the straight-time rate of pay or shall receive eight hours of compensatory time for the following holidays if required to work due to staff shortages or assigned by the Chief of Police:
-January 1: New Year’s Day
-Memorial Day
-July 4: Independence Day
-Labor Day
In instances where non-Priority 1 call responders, as listed in the above paragraph, are not required or assigned to work by the Chief of Police the non-Priority call responder must utilize their accrued holiday time as time off on the four above dates. If an employee in the Police Department actually works on a listed holiday above, the employee will receive straight time pay for all hours worked.

2.A.a
Packet Pg. 15
Attachment: MOU_Police Officers 2024-2027 (24-27 : Memorandum of Understanding Police Officer's Association) Exhibit “A”
RPOA Memorandum of Understanding
10 June 28, 2024
XIV. ARTICLE XIV – LEAVE
A. The option to convert up to six days per year of sick leave for payment as defined in Section 609.1 of the City Merit System Rules and Regulations shall be reinstated for the duration of this MOU.

B. Voluntary furlough program is eliminated.

C. The City will provide a voluntary catastrophic leave program that gives employees the opportunity to assist a fellow employee who has or will exhaust paid leave due to a catastrophic or serious illness, injury or other medical condition of the employee or his/her family member.

1. Employee Receiving Donated Leave (Recipient) - An employee is eligible to receive donated leave under the following conditions:
 Employee is a regular full-time employee who has completed the probation period in accordance with the City of Ripon Merit System.  Employee or a family member is experiencing a catastrophic or serious illness, injury or other medical condition that is not work related which prevents them from being able to work for at least 7 days.  A family member for this program is defined as spouse, registered domestic partner, or another dependent as defined in the Internal Revenue Code (26 U.S.C. sec. 152 as amended from time to time)
 A catastrophic or serious illness, injury or other medical condition, for this program, is defined as an acute or prolonged illness, injury, or other medical condition resulting in the employee’s inability to work, either due to his/her own injury illness or medical condition, or that of a family member, requiring that the employee take time off work to care for the seriously ill or injured family member.
 Employee has exhausted all of his/her paid leave balances or will do so before the return-to-work date and is not receiving Workers’ Comp or any disability payments. However, if an employee is denied a workers’ comp claim or is no longer receiving disability payments, they can then request Catastrophic Leave.
 Employee has provided documentation of a medical diagnosis from a qualified health provider.
 Employee must complete an employee request for catastrophic leave donation form requesting the number of hours they deem will be needed.  Total credits received by the employee shall not exceed the amount of time the employee is required to be absent from work because of the catastrophic or serious illness, injury or other medical condition.

2.A.a
Packet Pg. 16
Attachment: MOU_Police Officers 2024-2027 (24-27 : Memorandum of Understanding Police Officer's Association) Exhibit “A”
RPOA Memorandum of Understanding
11 June 28, 2024

2. Employee Donating Leave (Donor) - Employees are eligible to donate paid leave (Vacation, Sick & Comp Time) under the following conditions:
 Employee is a regular full-time employee who has completed the probation period in accordance with the City of Ripon Merit System.  Donations must be made in 1-hour increments and may not exceed 32 hours. Donated leave shall be converted on an hour-to-hour basis.  Donor’s accrued leave may not be reduced to less than 80 sick and/or vacation hours after the donation is made.
 Once the leave is donated and posted to the Recipient, the Donor irrevocably loses all rights and privileges to the leave hours donated.  Donated leave will be viewed as used and may affect the donor’s ability to receive a payment for sick leave per section 609.1 of the Merit System or payout of vacation time per section 706 of the Merit System.  Employees cannot donate any time once the employee has provided a notice of resignation.
 Hours are donated on a first received basis until the amount requested by the recipient is met.

XV. ARTICLE XV – EXTENSION OF PROBATION
A. Employees shall only have their eighteen (18) month probationary period extended due to a time period of absence (light duty, etc.) of longer than thirty (30) days during their probation during which they were not performing the regular duties of their position, and for the same length of time as they were not performing the regular duties of their position.

XVI. ARTICLE XVI – DURATION
A. The effective date of the new terms of this Memorandum of Understanding shall be upon contract date and after ratification by both parties unless otherwise specified.

B. The term of this Memorandum of Understanding shall be three years, from July 1, 2024 through June 30, 2027.

2.A.a
Packet Pg. 17
Attachment: MOU_Police Officers 2024-2027 (24-27 : Memorandum of Understanding Police Officer's Association) Exhibit “A”
RPOA Memorandum of Understanding
12 June 28, 2024
XVII. ARTICLE XVII – SIGNATORIES
Signatories to the Memorandum of Understanding between the City and the Association for the period July 1, 2024 through June 30, 2027.

FOR RIPON POLICE OFFICERS’ FOR THE CITY OF RIPON

ASSOCIATION
Paul Rourick, POA President Kevin Werner, City Administrator Date: Date:

FOR RIPON POLICE OFFICERS’

ASSOCIATION
John Coburn, Chief Negotiator
Date:

2.A.a
Packet Pg. 18
Attachment: MOU_Police Officers 2024-2027 (24-27 : Memorandum of Understanding Police Officer's Association) City Council
259 N. Wilma Avenue
Ripon, CA 95366
MEMO
To: Honorable City Council
From: Kevin Werner, City Administrator
Date: 07/19/2024
Subject: Memorandum of Understanding Police Sergeant's Association Staff is recommending the City Council consider adopting the Resolution approving the Memorandum of Understanding that covers salary, benefits, and working conditions for the Police Sergeant's Association from July 1, 2024 to June 30, 2027.

Attachments:

1. MOU_Sergeants Assoc 2024-2027

2.B
Packet Pg. 19
RESOLUTION NO. 24-28

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

RIPON ADOPTING THE MEMORANDUM OF
UNDERSTANDING FOR FISCAL YEARS 2024/25 - 2026/27

FOR ALL EMPLOYEES OF THE CITY OF RIPON POLICE

SERGEANT'S ASSOCIATION
WHEREAS, the City Council of the City of Ripon, having engaged in good faith negotiations with duly recognized bargaining units, is desirous of adopting a Memorandum of Understanding for all employees of the City of Ripon Sergeant’s Association (RSA) from July 1, 2024 to June 30, 2027; and
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Ripon does hereby adopt that certain Memorandum of Understanding attached hereto as Exhibit “A” for the period July 1, 2024 through June 30, 2027, filed with the City Clerk of the City of Ripon this 19
th day of July, 2024, as the current compensation plan for the City of Ripon for these employees.

PASSED AND ADOPTED at a special meeting of the City Council of the City of Ripon this 19th day of July, 2024, by the following vote:

RESULT: ADOPTED [UNANIMOUS]
MOVER: Michael Restuccia, Council Member
SECONDER:Daniel de Graaf, Vice Mayor
AYES: Zuber, de Graaf, Barton, Uecker, Restuccia

THE CITY OF RIPON,
A Municipal Corporation
By ________________________________
LEO ZUBER, Mayor
ATTEST:

By: ___________________________
LISA ROOS, City Clerk

2.B
Packet Pg. 20
Exhibit “A” RSA Memorandum of Understanding
1 June 28, 2024

MEMORANDUM OF UNDERSTANDING
July 1, 2024 through June 30, 2027

BETWEEN THE CITY OF RIPON
AND
RIPON SERGEANTS’ ASSOCIATION
The adjustments to wages, hours and conditions of employment that are set forth in this Memorandum have been discussed by and between the bargaining representatives of the City of Ripon (hereinafter, “City”) and the bargaining representatives of the Ripon Sergeants Association (hereinafter, “Association”) and shall apply to all employees of the City working in the classifications of Sergeant.

I. ARTICLE I – SALARIES:

A. Association employees who work their scheduled shift that begins the day before Christmas, will receive four (4) hours of vacation time paid.

B. Association employees completing the P.O.S.T. Intermediate and Advanced Certifications will receive 5% additional salary for each certificate for a maximum of 10%.

C. Sergeant Salary Level shall be adjusted, as necessary, such that the Level 1 salary will be a minimum of 5% more than the Level 5 Patrol Officer. Levels 2-5 will also be adjusted accordingly.

D. Effective the pay period including July 1, 2024, the Sergeant Salary Level 248.5 (adjusted as set-forth in Article I.C) shall be increased to Level 253.5 (5%).

E. Effective the pay period including July 1, 2025, the Sergeant Level 253.5 salary shall be increased to Level 257.5 (4%).

F. Effective the pay period including July 1, 2026, the Sergeant Level 257.5 salary shall be increased to Level 260.5 (3%).

2.B.a
Packet Pg. 21
Attachment: MOU_Sergeants Assoc 2024-2027 (24-28 : Memorandum of Understanding Police Sergeant's Association) Exhibit “A” RSA Memorandum of Understanding
2 June 28, 2024
G. Employees that have completed an associate degree from an accredited college shall receive additional compensation in the amount of three percent (3.0%). Employees that have completed a bachelor’s degree from an accredited college shall receive additional compensation in the amount of five percent (5.0%) of their base rate of pay. The maximum educational incentive an employee shall receive is five percent (5.0%)
H. Employees who have passed a bilingual proficiency examination shall receive additional compensation of $100 per month. Qualifying languages are Spanish, American Sign Language, Punjabi, and any other language designated by the Police Chief as beneficial to the City.

I. Should any other recognized bargaining unit receive a compensation package greater than agreed upon in this MOU, the City agrees to return to the bargaining table to discuss an equitable resolution.

II. ARTICLE II – PERS CONTRIBUTION:

A. Association employees defined as Classic Employees by CalPERS shall continue to pay 9% of the Public Employees Retirement System (PERS) contribution rate. Payments will be pre-taxed. The benefit to these members shall be 3% at 50.

B. Association employees defined as New Member by CalPERS under the Public Employees’ Pension Reform Act of 2013 (PEPRA) shall pay, through payroll deductions, fifty percent (50%) of the total normal cost, as determined by CalPERS. Payments will be pre-taxed. The benefit to these members shall be 2.7% at 57.

C. Association employees hired after May 15, 2012 that are represented by the Association shall be covered under a 3% at 55-retirement provision of CalPERS, or as defined by CalPERS shall pay, through payroll deductions, 100% of the required bargain unit member contribution, which is nine percent (9%). Payments will be pre-taxed.

D. The current CalPERS Tier 1 or Tier 2 Sergeant shall pay the actual change in the employer’s CalPERS rate from 2012/2013 to 2013/2014 (1.83% for Tier 1 and

0.717% for Tier 2) for the duration of this Memorandum of Understanding.

III. ARTICLE III – WAGE SUPPLEMENTS:

A. Health and Welfare Benefits:

1. The City shall select the medical, dental, vision, chiropractic, life, long term care, and long-term disability plans and make available to the Association employees.
a. The City shall continue the life insurance benefit of $25,000 per employee.

2.B.a
Packet Pg. 22
Attachment: MOU_Sergeants Assoc 2024-2027 (24-28 : Memorandum of Understanding Police Sergeant's Association) Exhibit “A” RSA Memorandum of Understanding
3 June 28, 2024
b. Employees in the Association shall be allowed to purchase additional life insurance, at their own cost, at the City’s rate so long as no additional cost to the City is incurred.

2. The City agrees to reimburse Association employees for 100 percent of the Blue Shield Silver Plan healthcare deductible cost and Co-insurance cost after $2,000 paid by the Association Employee through December 31, 2024.

In order to receive reimbursement, requests shall be submitted to the City no later than 12 months from the date of service as shown on the Explanation of Benefits.

3. Beginning July 1, 2024, the City agrees to pay 50 percent of the premium increase above the current maximum monthly contribution of $2,050 for Association employees enrolled with Kaiser Permanente and $2,050 for Association employees enrolled with Blue Shield. Actual amount shall be added by Sideletter when premiums are known for years 2025, 2026, and 2027.

B. Uniform Allowance:

1. The uniform allowance for Association employees will be $1,000 per year for the duration of this MOU. The uniform allowance will be covered through a voucher system with accounts set up with a uniform store that meets with the approval of the Chief of Police, or to accept receipts for reimbursement.

2. Once an Association employee provides notice of resignation, the Association employee will no longer be eligible for reimbursement of purchases that occurred after the date of resignation notice.

3. Association employees assigned to the investigation unit may use up to $600 of their uniform allowance toward the purchase of suits for their job as investigators. This is a one-time purchase during their assignment as investigators.

4. Association employees will be allowed to use up to 25% of their uniform allowance each year toward dry cleaning of their uniforms. This will be handled either through accounts set up by the City to be paid by the City, or to accept receipts from other dry cleaners for reimbursement.

5. The City accounting department will track purchases and dry cleaning use by each Association employee for each year. Any City approved uniforms and equipment required, other than those provided by the department, will be covered under the voucher system.

2.B.a
Packet Pg. 23
Attachment: MOU_Sergeants Assoc 2024-2027 (24-28 : Memorandum of Understanding Police Sergeant's Association) Exhibit “A” RSA Memorandum of Understanding
4 June 28, 2024
IV. ARTICLE IV-RULE REVISION:

A. The residency requirements for Association employees shall be 35-miles from Ripon City Hall. This may affect an Association employee’s eligibility or availability for standby duty, at the discretion of the Chief of Police.

B. All Merit System Rules and Regulations, as adopted by the City, shall remain in effect unless otherwise specified in this agreement.

V. ARTICLE V – HOURS, OVERTIME, AND ASSIGNMENTS:

A. Maximum compensatory time-off balance for all Association employees shall be one hundred sixty (160.00) hours for those Association employees working the Standard Work Period.

B. Shift scheduling shall continue to be assigned at the discretion of the department.

VI. ARTICLE VI – VACATION:

A. Maximum Accrual Rate:

1. Association employees may temporarily accrue vacation up to three times their annual accrual rate for the duration of this MOU.

2. Should the employee fail to schedule vacation prior to accumulating an additional 5 days beyond the maximum balance allowable, the Association employee’s supervisor will immediately schedule vacation time for the Association employee, bringing their total vacation time to within the maximum. If the Association employee and supervisor fail to schedule vacation within these time frames, the Association employee will be paid for the excess vacation time.

Example:

Once initial vacation requests have been scheduled, employees may request a change in their vacation schedules upon advance notice, subject to the availability of those dates, and subject to the needs of the Department.

2.B.a
Packet Pg. 24
Attachment: MOU_Sergeants Assoc 2024-2027 (24-28 : Memorandum of Understanding Police Sergeant's Association) Exhibit “A” RSA Memorandum of Understanding
5 June 28, 2024
VII. ARTICLE VII – HOLIDAYS:

A. The compensation in lieu of Holiday observance as defined in Section 513(B) of the City Merit System Rules and Regulations shall be revised for the duration of this MOU, as follows:

Patrol Officers and Patrol Supervisors
Association employees that are functioning in the patrol officer or patrol supervisor role shall be paid eight hours at the straight-time rate of pay or shall receive eight hours of compensatory time for the following holidays:
-January 1: New Years Day
-Memorial Day
-July 4: Independence Day
-Labor Day
In addition, if an employee in the Police Department actually works on a listed holiday above, the employee will receive straight time pay for all hours worked.

Others
All other members of the department, including School Resources Officers, Detectives, or Association employees not mandated to respond to Priority 1 calls for service, shall be paid eight hours at the straight-time rate of pay or shall receive eight hours of compensatory time for the following holidays if required to work due to staff shortages or assigned by the Chief of Police:
-January 1: New Year’s Day
-Memorial Day
-July 4: Independence Day
-Labor Day
In instances where non-Priority 1 call responders, as listed in the above paragraph, are not required or assigned to work by the Chief of Police the nonPriority call responder must utilize their accrued holiday time as time off on the four above dates. If an employee in the Police Department actually works on a listed holiday above, the employee will receive straight time pay for all hours worked.

2.B.a
Packet Pg. 25
Attachment: MOU_Sergeants Assoc 2024-2027 (24-28 : Memorandum of Understanding Police Sergeant's Association) Exhibit “A” RSA Memorandum of Understanding
6 June 28, 2024
VIII. ARTICLE VIII – LEAVE:

A. The option to convert up to six days per year of sick leave for payment as defined in Section 609.1 of the City Merit System Rules and Regulations shall be reinstated for the duration of this MOU.

B. Voluntary furlough program is eliminated.

2. Employee Donating Leave (Donor) - Employees are eligible to donate paid leave (Vacation, Sick & Comp Time) under the following conditions:

2.B.a
Packet Pg. 26
Attachment: MOU_Sergeants Assoc 2024-2027 (24-28 : Memorandum of Understanding Police Sergeant's Association) Exhibit “A” RSA Memorandum of Understanding
7 June 28, 2024
 Employee is a regular full-time employee who has completed the probation period in accordance with the City of Ripon Merit System.  Donations must be made in 1-hour increments and may not exceed 32 hours. Donated leave shall be converted on an hour-to-hour basis.  Donor’s accrued leave may not be reduced to less than 80 sick and/or vacation hours after the donation is made.
 Once the leave is donated and posted to the Recipient, the Donor irrevocably loses all rights and privileges to the leave hours donated.  Donated leave will be viewed as used and may affect the donor’s ability to receive a payment for sick leave per section 609.1 of the Merit System or payout of vacation time per section 706 of the Merit System.  Employees cannot donate any time once the employee has provided a notice of resignation.
 Hours are donated on a first received basis until the amount requested by the recipient is met.

IX. ARTICLE IX – SPECIAL COMPENSATION:

A. An Association employee subpoenaed or ordered by the Court to appear outside the Association employee’s scheduled hours of work for any legal proceeding as a result of the Association employee’s employment with the City of Ripon shall be paid a minimum of four (4) hours of overtime. This minimum of four (4) hours overtime is for each morning or afternoon court appearance. Multiple subpoenas for the same morning or afternoon period will count as one appearance. If the court orders an employee to return through the lunch period or outside normal hours of work, these hours will be compensated as overtime if they fall outside the Association employee’s work hours.

B. If such Court appearance is cancelled and notification is given after 5:00 PM the workday immediately preceding the appearance, the Association employee shall be paid a minimum of two (2) hours of overtime. For Court appearance cancellations with notice before 5:00 PM the workday immediately preceding the appearance, the Association employee shall receive no additional compensation.

C. If the Court appearance falls during the Association employee’s scheduled hours of work, the Association employee shall receive overtime compensation for only those hours outside the Association employee’s scheduled hours of work.

D. Association employee ordered to return after the court’s lunch break will receive compensation during the break period.

2.B.a
Packet Pg. 27
Attachment: MOU_Sergeants Assoc 2024-2027 (24-28 : Memorandum of Understanding Police Sergeant's Association) Exhibit “A” RSA Memorandum of Understanding
8 June 28, 2024
E. Off-schedule One-Time Retention Payments:
a. Over the last 8 years, 13 sworn officers have resigned from the Ripon Police Department and transferred to other police departments. Of these 13 sworn officers, 10 had less than 5 years of service to the Ripon Police Department. In an effort to address this unique retention challenge with sworn officers, the classification of Sergeant shall receive the following off-schedule one-time retention payments:
i. In December 2024, an off-schedule one-time retention payment of $3,500 shall be paid to each Sergeant not on probation on a separate check. For any individual who had not ended probation 12 months prior to December 1, 2024, the payment shall be prorated based on the service time from the date probation ended to December 1, 2024.
ii. In December 2025, an off-schedule one-time retention payment of $3,500 shall be paid to each Sergeant not on probation on a separate check. For any individual who had not ended probation 12 months prior to December 1, 2025, the payment shall be prorated based on the service time from the date probation ended to December 1, 2025.
iii. In December 2026, an off-schedule one-time retention payment of $3,500 shall be paid to each Sergeant not on probation on a separate check. For any individual who had not ended probation 12 months prior to December 1, 2026, the payment shall be prorated based on the service time from the date probation ended to December 1, 2026.
b. The off-schedule one-time retention payment shall have no bearing on future salary negotiations.

X. ARTICLE X – DURATION:

A. The effective date of the new terms of this Memorandum of Understanding shall be upon contract date and after ratification by both parties unless otherwise specified.

B. The term of this Memorandum of Understanding shall be three years, from July 1, 2024 through June 30, 2027.

2.B.a
Packet Pg. 28
Attachment: MOU_Sergeants Assoc 2024-2027 (24-28 : Memorandum of Understanding Police Sergeant's Association) Exhibit “A” RSA Memorandum of Understanding
9 June 28, 2024
XI. ARTICLE XI – SIGNATORIES:

Signatories to the Memorandum of Understanding between the City and the Association for the period July 1, 2024 through June 30, 2027.

FOR RIPON SERGEANTS’ FOR THE CITY OF RIPON

ASSOCIATION
, RSA Kevin Werner, City Administrator
Date: Date:

2.B.a
Packet Pg. 29
Attachment: MOU_Sergeants Assoc 2024-2027 (24-28 : Memorandum of Understanding Police Sergeant's Association) City Council
259 N. Wilma Avenue
Ripon, CA 95366
MEMO
To: Honorable City Council
From: Kevin Werner, City Administrator
Date: 07/19/2024
Subject: Unrepresented Employee Compensation Plan Resolution This resolution amends the employee compensation plan for Fiscal Year 2024 - 2025 for certain administrative staff and non-represented Police Department employees.

2.C
Packet Pg. 30
RESOLUTION NO. 24-29

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF

RIPON AMENDING THE CITY OF RIPON EMPLOYEE
COMPENSATION PLAN FOR FISCAL YEAR 2024 - 2025 FOR
CERTAIN ADMINISTRATIVE STAFF AND NONREPRESENTED POLICE DEPARTMENT EMPLOYEES WHEREAS, the City Council of the City of Ripon is desirous of amending the Employees’ Compensation Plan for certain employees of the City of Ripon Administrative Staff and Non-Represented Police Department employees (“Employees”) for Fiscal Year 2024-2025; and
WHEREAS, all other terms/conditions shall remain the same for the remaining Administrative Staff and Non-Represented Police Department Employees for Fiscal Year 2024- 2025.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Ripon does hereby amend the Employees’ Compensation Plan for the period July 1, 2024 to June 30, 2025 to add the following:
(1) For all employees classified as Dispatcher or Lead Dispatcher, in December 2024, an off-schedule one-time retention payment of $3,500 shall be paid to each Dispatcher or Lead Dispatcher not on probation on a separate check. For any individual who had not ended probation 12 months prior to December 1, 2024, the payment shall be prorated based on the service time from the date probation ended to December 1, 2024.
(2) The temporary position of Police Officer Trainee that was added with the 2024- 2025 budget should have a salary level of 218.5.

2.C
Packet Pg. 31
PASSED AND ADOPTED at a special meeting of the City Council of the City of Ripon this 19th day of July, 2024, by the following vote:

RESULT: ADOPTED AS AMENDED [UNANIMOUS]
MOVER: Michael Restuccia, Council Member
SECONDER:Daniel de Graaf, Vice Mayor
AYES: Zuber, de Graaf, Barton, Uecker, Restuccia

THE CITY OF RIPON,
A Municipal Corporation
By ________________________________
LEO ZUBER, Mayor
ATTEST:

By: ___________________________
LISA ROOS, City Clerk

2.C
Packet Pg. 32
City Council
259 N. Wilma Avenue
Ripon, CA 95366
MEMO
To: Honorable City Council
From: Lisa Roos, City Clerk & Finance Director
Date: 07/19/2024
Subject: General Fund Transfers for 2024-2025
RECOMMENDED ACTION:

This resolution approves the financial transfer to fund the off-schedule one-time retention payments of the Police Officers, Sergeants and Dispatchers over the next three years.

DISCUSSION:

Over the last 8 years, 13 sworn officers have resigned from the Ripon Police Department and transferred to other police departments. Of these 13 sworn officers, 10 had less than 5 years of service to the Ripon Police Department. In an effort to address this unique retention challenge with sworn officers, the City has approved off-schedule one-time retention payments for the Police Officers and Police Sergeants in the July 1, 2024 – June 30, 2027 Memorandum of Understanding and also for the Police Dispatchers and Lead Dispatchers through a resolution amending the Ripon Employee Compensation Plan for fiscal year 2024-2025.

FISCAL IMPACT:

These off-schedule one-time retention payments will have a fiscal impact of $380,000 over the next three years. In Fiscal Year 2022-23, the City’s General Fund had a surplus of $1,074,441.

After the Street and Road Reserve transfer of $354,566 is accounted for, the net surplus amount available is $719,875. The off-schedule one-time retention payments expense will be funded using the Fiscal Year 2022-23 surplus.

2.D
Packet Pg. 33
RESOLUTION NO. 24-30

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
RIPON APPROVING FISCAL YEAR 2024-25 FINANCIAL

TRANSFER
WHEREAS, over the last 8 years, 13 sworn officers have resigned from the Ripon Police Department and transferred to other police departments. Of these 13 sworn officers, 10 had less than 5 years of service to the Ripon Police Department; and WHEREAS, in an effort to address this unique retention challenge with sworn officers and dispatchers, the City has approved off-schedule one-time retention payments for the Police Officers and Police Sergeants in the July 1, 2024 – June 30, 2027 Memorandum of Understanding and also for the Police Dispatchers and Lead Dispatchers through a resolution amending the Ripon Employee Compensation Plan for fiscal year 2024-2025; and WHEREAS the City Council of the City of Ripon is desirous of setting this one-time money aside to fund these payments.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Ripon that the City of Ripon does hereby obligate $380,000 of the 2022-23 surplus funds for the following general fund expenditures:
 One-time retention payments per the Police Officers Association 2024-2027 MOU
 One-time retention payments per the Police Sergeants Association 2024-2027 MOU
 One-time retention payments to Dispatcher and Lead Dispatchers per the Resolution amending the Ripon Employee Compensation Plan PASSED AND ADOPTED at a special meeting of the City Council of the City of Ripon this 19th day of July, 2024, by the following vote:

2.D
Packet Pg. 34
RESULT: ADOPTED [UNANIMOUS]
MOVER: Michael Restuccia, Council Member
SECONDER:Daniel de Graaf, Vice Mayor
AYES: Zuber, de Graaf, Barton, Uecker, Restuccia

THE CITY OF RIPON,
A Municipal Corporation
By ________________________________
LEO ZUBER, Mayor
ATTEST:

By: ___________________________
LISA ROOS, City Clerk

2.D
Packet Pg. 35

Ripon City CouncilJuly 19, 2024

Ripon City Council
July 19, 2024