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CONSENT CALENDAR
City of San Bernardino
Request for Council Action
Date: September 3, 2025
To: Honorable Mayor and City Council Members
From: Andrea Russell, Director of Human Resources
Department: Human Resources
Subject: Approve the Memorandum of Understanding (MOU) with AFSCME Local 4710 Representing the San Bernardino
Police Civilian Association (SBPCA)
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 AFSCME Local 4710 Representing the San Bernardino Police Civilian Association (SBPCA).
2. Amend the Salary Schedule for Full-Time, Part-Time, and Temporary Employees.
Executive Summary
Approval of the Memorandum of Understanding will finalize employment agreements between the City and the AFSCME Local 4710 representing the SBPCA 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, and other terms and conditions of employment.
AFSCME Local 4710 was recognized by the City as the majority representative for the San Bernardino Police Civilian Association since April 3, 2024. The prior MOU covering such items expired on June 30, 2025. In preparation, the parties began negotiating terms for a successor MOU early this year. The parties have now reached a tentative agreement. Those agreements were ratified on August 28, 2025 and are currently before the City Council for approval.
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Discussion
American Federation of State, County and Municipal Employees District Council 36 (AFSCME Local 4710)
The term of the Memorandum of Understanding (MOU), if approved will be September 1, 2025 through June 30, 2028, inclusive of the mutually agreed upon terms listed below:
Effective September 1, 2025, the salary ranges for all unit members shall be increased by two and seven tenths percent (2.7%) to reflect a cost-of-living adjustment (COLA). Effective the first full pay period following January 1, 2026, the salary ranges for all unit members shall be increased by two and one tenth percent (2.1%). Effective the first full pay period following July 1, 2026, the salary ranges for all unit members shall be increased by three percent (3%), UNLESS, increase in revenues fall below 3.75%, in which case the COLA will be split in half with the employees receiving one and a half percent (1.5%) effective the first full pay period following July 1, 2026 and one and a half percent (1.5%) effective the first full pay period following January 1, 2027. All salary ranges for classifications represented by AFSCME shall be amended by the City Council in accordance with these provisions. Employee contribution towards health insurance of up to $10 per month for Employee + 1 coverage, and up to $55 per month for Employee + Family coverage each year of the MOU.
The parties agree to an economic reopener commencing in or about April/May 2027. The purpose of this reopener is to discuss the classification and compensation study (“Study”) the City is currently conducting and expected to be completed before the start of the 2027-28 fiscal year. Any salary equity adjustments to individual classifications will be considered alongside any across-the-board salary adjustments and other increases in compensation, taking into account such factors as the total cost of bargaining unit compensation, market competitiveness, recruitment/retention, and the availability of financial resources. Annual salary adjustments will be contingent upon available funding and evaluated within the City’s long-term financial plan.
If the City fails to allocate any funds to address pay equity issues, then a three percent (3%) across-the-board increase will go into effect at the beginning of the first full pay period following July 1, 2027. However, if funds are allocated by the City to address pay equity, the parties will negotiate pay equity and/or other economic items and there shall be no automatic or guaranteed across- the-board increase. It is expressly agreed that the parties may extend the MOU by mutual agreement during this economic reopener.
Establish Bilingual Pay in the amount of seventy-five dollars ($75) per month for SBPCA employees as designated by the City Manager and who meet the certification and eligibility requirements as developed by the City. Establish Training Pay for unit members determined by the Department Head as qualified to serve as a for new/probationary and/or permanent employees. Establish Education Pay effective the first full pay period following July 1, 2027 2 9
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for unit members who have obtained a Bachelor of Arts or Bachelors of Science Degree when such a degree is not a minimum qualification of their classification. If a classification requires a Bachelor of Arts or Bachelor of Science degree, then the Unit member shall receive $75 per month for obtaining a Master of Arts or Master of Science degree. Effective November 1, 2027 and annually thereafter, establish Longevity pay in the amount of one thousand dollars ($1,000) annually for unit members with fifteen (15) years of full-time continuous service; one thousand two hundred fifty dollars ($1,250) annually for unit members with twenty (20) years of full- time continuous service; and one thousand five hundred dollars ($1,500) annually for unit members with twenty (20) years of service. Eliminate sick leave cash out for non-retiring employees at separation.
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.
2021-2025 Strategic Targets and Goals
Approval of the MOU with AFSCME Local 4710 Representing the San Bernardino Police Civilian Association (SBPCA) 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 AFSCME Local 4710 Representing the San Bernardino Police Civilian Association (SBPCA).
2. Amend the Salary Schedule for Full-Time, Part-Time, and Temporary Employees.
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Attachments
Attachment 1 – Police Civilian Unit MOU
Attachment 2 – Police Civilian Unit Salary Schedule
Ward:
All Wards
Synopsis of Previous Council Actions:
04/03/2024 – The Mayor and City Council adopted Resolution No. 2024-065, recognizing AFSCME Local 4710 as the majority representative of the San Bernardino Police Civilian Association.