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CONSENT CALENDAR
City of San Bernardino
Request for Council Action
Date: July 16, 2025
To: Honorable Mayor and City Council Members
From: Bill Gallardo, Interim City Manager;
Andrea Russell, Director of Human Resources
Department: Human Resources
Subject: Approve Memoranda of Understanding and Compensation and Benefits Plan with Bargaining Groups (All Wards)
Recommendation:
It is recommended that the Mayor and City Council of the City of San Bernardino, California:
1. Approve the Memorandum of Understanding (MOU) with Teamsters Local 1932 for General Unit Employees;
2. Approve the Memorandum of Understanding (MOU) with Teamsters Local 1932 for Middle Management Employees;
3. Approve the Memorandum of Understanding (MOU) with the San Bernardino Police Dispatch Association (SBPDA) for Police Dispatcher Employees;
4. Adopt Resolution No. 2025-336 of the Mayor and City Council of the City of San Bernardino, California, approving the San Bernardino Confidential Management Association (SBCMA) Compensation and Benefits Plan for
Management/Confidential Employees; and
5. Amend the City-wide salary schedule for General Unit, Middle Management, Police Dispatch and Management/Confidential classifications.
Executive Summary
Approval of the Memoranda of Understanding and the Compensation and Benefit Plan will finalize employment agreements between the City and 4 bargaining units for the period of July 1, 2025, through June 30, 2028.
Background
The California Meyers-Millias-Brown-Act (MMBA) requires the City to meet and confer, in good faith, with its bargaining groups on all matters relating to employment conditions and employer-employee relations including but not limited to wages, hours, 2 8
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and other terms and conditions of employment.
The City has long recognized the International Brotherhood of Teamsters Local 1932 (Teamsters), the San Bernardino Police Dispatch Association (SBPDA), and the San Bernardino Confidential and Management Association (SBCMA), for purposes of meeting and conferring related to conditions of employment of General Unit, Middle Management, Police Dispatch, and Management/Confidential employees, respectively. The prior Memoranda of Understanding (MOUs) covering such terms and conditions of employment expired on June 30, 2025. The Compensation and Benefits Plan outlined in Resolution No. 2021-269 with SBCMA, also expired on June 30, 2025.
Since then, the parties have been negotiating terms for successor MOUs and the Compensation and Benefits Plan. The parties have now reached tentative agreements.
Those agreements were ratified, and are currently before the City Council for approval.
Discussion
Teamsters Local 1932 – General Unit
The International Brotherhood of Teamsters Local 1932 (Teamsters) Memorandum of Understanding (MOU) term, if approved, will be July 1, 2025 through June 30, 2028 inclusive of the deal points noted below.
•4.5% cost of living adjustment (COLA) effective the first full pay period following July 1, 2025, 1.5% COLA effective the first full pay period following July 1, 2026,
1.5% COLA effective the first full pay period following January 1, 2027. •Implement the Fiscal Year 2025/26 Classification and Compensation Study in Fiscal Year 2027/28 based on competitiveness, recruitment and retention, and availability of funds. If no money is allocated to equity adjustments, then a 3% COLA will go into effect the first full pay period following July 1, 2027. •Economic reopener in Fiscal Year 2027/28 could extend the MOU up to Fiscal Year 2029/30.
•Continue current MOU language on Health Insurance contributions. •Establish a Teamsters Retiree Healthcare Trust at no financial impact to the City. •Provide longevity pay the first full pay period following November 1, 2027, of $1,200 per year to employees with 15 or more continuous years of service, $1,500 per year for employees with 20 continuous years of service and $1,800 per year for employees with 25 continuous years of service.
•Eliminate sick leave cashout for non-retiring employees at separation. •Increase hours to 320 to be eligible for sick leave sell back. •Updated various language to clarify existing terms and to eliminate obsolete language.
Teamsters Local 1932 – Middle Management
The International Brotherhood of Teamsters Local 1932 (Teamsters) Memorandum of Understanding (MOU) term, if approved, will be July 1, 2025 through June 30, 2028 inclusive of the deal points noted below.
•3% cost of living adjustment (COLA) effective the first full pay period following July 2 8
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1, 2025, 2% COLA effective the first full pay period following January 1, 2026,
1.25% COLA effective the first full pay period following July 1, 2026, 1.25% COLA the first full pay period following January 1, 2027.
•Implement the Fiscal Year 2025/26 Classification and Compensation Study in Fiscal Year 2027/28 based on competitiveness, recruitment and retention, and availability of funds. If no money is allocated to equity adjustments, then a 3% COLA will go into effect the first full pay period following July 1, 2027. •Economic reopener in Fiscal Year 2027/28 could extend the MOU up to Fiscal Year 2029/30.
•Continue current MOU language on Health Insurance contributions. •Establish a Teamsters Retiree Healthcare Trust at no financial impact to the City. •Establish monthly Peace Officers Standards & Training (POST) Dispatch Supervisor Certificate Compensation of $50 effective the first full pay period following July 1, 2026.
•Add IMSA Traffic Signal Technician III and ISA Certified Arborist to list of eligible certifications to receive $50/month.
•Provide longevity pay the first full pay period following July 1, 2026, of $1,200 per year to employees with 15 or more continuous years of service, $1,500 per year for employees with 20 continuous years of service and $1,800 per year for employees with 25 continuous years of service.
•Eliminate sick leave cashout for non-retiring employees at separation. •Increase hours to 320 to be eligible for sick leave sell back. •Updated various language to clarify existing terms and to eliminate obsolete language.
SBPDA – Police Dispatch
The San Bernardino Police Dispatch Association (SBPOA) Memorandum of Understanding (MOU) new agreement term, if approved, will be July 1, 2025 through June 30, 2028 inclusive of the deal points noted below. •2.5% cost of living adjustment (COLA) effective the first full pay period following July 1, 2025, 2% COLA effective the first full pay period following January 1, 2026,
3.5% COLA effective the first full pay period following July 1, 2026, unless revenues fall below 3.75%. In which case the 3.5% would be split, 1.75% COLA the first full pay period following July 1, 2026 and 1.75% COLA the first full pay period following January 1, 2027.
•Implement the Fiscal Year 2025/26 Classification and Compensation Study in Fiscal Year 2027/28 based on competitiveness, recruitment and retention, and availability of funds. If no money is allocated to equity adjustments, then a 3% COLA will go into effect the first full pay period following July 1, 2027. •Economic reopener in Fiscal Year 2027/28 could extend the MOU up to Fiscal Year 2029/30.
•Employee contribution towards health insurance of up to $30 per month for Employee + 1 coverage and up to $55 per month for Family coverage in each year of the MOU.
•Establish monthly Peace Officers Standards & Training (POST) Public Safety 2 8
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Dispatcher Intermediate Certificate Compensation by $42.50/month effective the first full pay period following July 1, 2026.
•Increase Training Pay to 5% of employees base pay when an employee is assigned to train a new dispatcher for a minimum of 1 week or longer. •Eliminate sick leave cashout for non-retiring employees at separation. •Increase hours to 320 to be eligible for sick leave sell back. •Updated various language to clarify existing terms and to eliminate obsolete language.
SBCMA – Management/Confidential
The agreement with the San Bernardino Confidential and Management Association (SBCMA), if approved, will be July 1, 2025 through June 30, 2028 inclusive of the deal points noted below.
•3% cost of living adjustment (COLA) effective the first full pay period following July 1, 2025, 2% COLA effective the first full pay period following January 1, 2026, 3% COLA effective the first full pay period following July 1, 2026, unless revenues fall below 3.75%. In which case the 3% would be split, 1.5% COLA the first full pay period following July 1, 2026 and 1.5% COLA the first full pay period following January 1, 2027.
•Implement the Fiscal Year 2025/26 Classification and Compensation Study in Fiscal Year 2027/28 based on competitiveness, recruitment and retention, and availability of funds. If no money is allocated to equity adjustments, then a 3% COLA will go into effect the first full pay period following July 1, 2027. •Economic reopener in Fiscal Year 2027/28 could extend the MOU up to Fiscal Year 2029/30.
•Employee contribution towards health insurance of up to $30 per month for Employee + 1 coverage and up to $55 per month for Family coverage in each year of the MOU.
•Provide a Longevity bonus at 5-year increments starting in July 2027 for employees with 10 continuous years of service ($500), 15 continuous years of service ($1,000), 20 continuous years of service ($1,250) and 25 continuous years of service ($2,000).
•Eliminate sick leave cashout for non-retiring employees at separation. •Allow participation in sick leave sell back.
•Updated various language to clarify existing terms and to eliminate obsolete language.
As changes are made to salaries or classifications, the City is required to adopt a revised salary schedule in a public meeting. The attached salary schedule meets the California Public Employees Retirement Systems (CalPERS) pay rate reporting requirements in accordance with Government Code Section 20636 defining “Compensation Earnable” and the California Code of Regulations (CCR) Section 570.5.
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2021-2025 Strategic Targets and Goals
Authorization of these agreements aligns with Key Target No. 2a: Focused, Aligned Leadership and Unified Community by building a culture that attracts, retains, and motivates the highest quality talent.
Fiscal Impact
The Compensation and Benefits Plan with all Bargaining Groups will be funded by extending the approved hiring deferral for an additional five (5) months. Effective July 1, 2025, City Council approved a six-month hiring deferral estimated to realize $8m in salary and benefit savings. An additional five-month hiring deferral is expected to achieve an additional $6.8m in salary and benefit savings to cover the increased costs in compensation.
Conclusion
It is recommended that the Mayor and City Council of the City of San Bernardino, California:
1. Approve the Memorandum of Understanding (MOU) with Teamsters Local 1932 for General Unit Employees;
2. Approve the Memorandum of Understanding (MOU) with Teamsters Local 1932 for Middle Management Employees;
3. Approve the Memorandum of Understanding (MOU) with the San Bernardino Police Dispatch Association (SBPDA) for Police Dispatcher Employees;
4. Adopt Resolution No. 2025-336 of the Mayor and City Council of the City of San Bernardino, California, approving the San Bernardino Confidential Management Association (SBCMA) Compensation and Benefits Plan for
Management/Confidential Employees; and
5. Amend the City-wide salary schedule for General Unit, Middle Management, Police Dispatch and Management/Confidential classifications.
Attachments
Attachment 1 – General Unit MOU
Attachment 2 – Middle Management MOU
Attachment 3 – Police Dispatch MOU
Attachment 4 – Resolution 2025-336 SBCMA Compensation and Benefits Plan Attachment 5 – City-wide Salary Schedule for General Unit, Middle Management, Police Dispatch and Management/Confidential classifications.
Ward:
All Wards
Synopsis of Previous Council Actions:
June 18, 2025 The Mayor and City Council Adopted Resolution No. 2025-309 amending the City-wide salary schedule for full-time, part-time, temporary, and seasonal positions.
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November 3, 2021 The Mayor and City Council adopted Resolution No. 2021-268, Approving the Memorandum of Understanding (MOU) Between the City of San Bernardino and Employees in the General Bargaining Unit Represented by International Union of Operating Engineers (IUOE) Local 12.
November 3, 2021 The Mayor and City Council adopted Resolution No. 2021-268, Approving the Memorandum of Understanding (MOU) Between the City of San Bernardino and Employees in the Middle Management Bargaining Unit Represented by Teamsters Local 1932.
November 3, 2021 The Mayor and City Council adopted Resolution No. 2021-269, Approving the Establishment of Management/Confidential Employee Compensation and Benefits Plan Between the City and the Employees in the San Bernardino Confidential and Management Association (SBCMA).
February 2, 2022 The Mayor and City Council adopted Resolution No. 2022-13, approving the Police Dispatch Employees Memorandum of Understanding (MOU), Job Descriptions, and Updating the City-wide Salary Schedule.