ACTION:
____________________________
Clerk/Secretary
Department: Human Resources Item No: C20
Prepared by:
Natalie Jacobs, Human Resources Director
Imelda M. Huerta, Assistant City Manager Meeting Date: June 24, 2025 Approved by: John Conley, City Manager Agenda Location: Consent Calendar S
UBJECT: TENTATIVE AGREEEMENT BETWEEN THE CITY OF VISTA AND THE VISTA
CHIEF OFFICERS ASSOCIATION
RECOMMENDATION: Adopt City Council Resolution No. 2025- , approving the Tentative Agreement between the City of Vista and the Vista Chief Officers Association, subject to Vista Chief Officers Association’s approval, and repealing the provisions of any resolutions in conflict herewith.
CORRELATION TO CITY COUNCIL GOALS: Routine operational item not directly corresponding to a specific City Council goal.
PRIOR ACTION: On May 14, 2024, adopted City Council Resolution No. 2024-59, approving the inaugural Memorandum of Understanding between the City of Vista and the Vista Chief Officers Association and repealing the provisions of any resolutions in conflict herewith (Vote:4-0, Green absent).
S
TATEMENT ON THE SUBJECT: Representatives of the City have met and conferred with representatives of the Vista Chief Officers Association (VCOA). As a result of the meet and confer process, a tentative agreement was reached with the representatives of VCOA on June 19, 2025, and are awaiting ratification by the membership of the VCOA. If the VCOA membership ratifies the tentative agreement, the City Council desires to approve a new Memorandum of Understanding amending the terms of the current Memorandum of Understanding with the terms in the tentative agreement.
The agr
eement includes the following major changes to the MOU (Exhibit 1A).
1. T
erm:
Four years [July 1, 2025 to June 30, 2029]
2. S
alary
Effective the first full pay date in July 2025, that includes more days in the pay period in July than in June, a 4% salary increase across all steps in the salary range.
E
ffective the first full pay date in July 2026, that includes more days in the pay period in July than in June, a 3.5% salary increase across all steps in the salary range.
E
ffective the first full pay date in July 2027, that includes more days in the pay period in July than in June, a 3% salary increase across all steps in the salary range AGENDA
REPORT
CITY COUNCIL
COMMUNITY DEVELOPMENT COMMISSION
SUCCESSOR AGENCY
BUENA SANITATION DISTRICT
JOINT POWERS FINANCING AUTHORITY
06/24/2025
C20
MEETING DATE: June 24, 2025 PAGE 2
SUBJECT: TENTATIVE AGREEEMENT BETWEEN THE CITY OF VISTA AND THE VISTA
CHIEF OFFICERS ASSOCIATION
Effective the first full pay date in July 2028, that includes more days in the pay period in July than in June, a 3% salary increase across all steps in the salary range
3. E
xempt Management
Remove “at-will” status
4. P
robation Period
Add 12-month Probationary Period for newly hired employees and 6-month probation on pr
omotions.
5. G
rievance Proceeding
Add Grievance Procedures AND Add Discipline Procedures
6. H
ours of Work
Section 17.2.1 - VCOA members assigned as Administrative Employees will work an approved 40- hour work week schedule. A flex-schedule may be offered under conditions identified by the employee's immediate supervisor, approved by the Fire Chief and agreed to by the VCOA.
7. A
dministrative Chief Assignment
Remove “Battalion Training Chief” in section 18.0.
8. D
ependent Leave and Personal Leave
Increase to 20 hours of personal leave that may be used.
9. P
ayment of Unused Sick Leave on Retirement
Remove “continuous” verbiage from “10 years or more of continuous service”
10. V
acation Leave
Increase vacation accrual to 21+years to 11 shifts
Sell back to occur twice annually with first payroll in June and December
11. H
oliday Leave
Administrative personnel assigned to a 4/10 flex schedule shall earn 10 hours for each City designated holiday.
12. U
niforms
I
ncrease from $750/year to $875/year
13. P
aramedic License Pay
Increase from $400 to $500
14. W
ellness
Add Retired members shall have the option to participate in annual wellness screenings.
R
etired members wishing to participate must notify the city by November 1 of the preceding year and pay the cost by two months before testing commences or have their opportunity to participate canceled for that year. Refunds shall not be provided for services already provided.
15. C
ompensation for Operational/Training/Staff Time
To a maximum of $75,000 each year.
06/24/2025
C20
MEETING DATE: June 24, 2025 PAGE 3
SUBJECT: TENTATIVE AGREEEMENT BETWEEN THE CITY OF VISTA AND THE VISTA
CHIEF OFFICERS ASSOCIATION
Beginning July 1, 2025, the compensation will be paid as $33.07 per hour of additional work by Safety personnel and $46.25 per hour for the Fire Marshal.
B
eginning July 1, 2026, the compensation will be paid as $34.23 per hour of additional work by Safety personnel and $47.87 per hour for the Fire Marshal.
B
eginning July 1, 2027, the compensation will be paid as $35.26 per hour of additional work by Safety personnel and $49.31 per hour for the Fire Marshal.
B
eginning July 1, 2028, the compensation will be paid as $36.32 per hour of additional work by Safety personnel and $50.79 per hour for the Fire Marshal.
R
eimbursable overtime (OT) not to be deducted from the allocated funding.
16. C
ell Phone Pay
Increase from $40/pay period to $50/pay period.
17. Strike Team Leader Pay
40. 2 Qualified members standing by for overhead assignments, as assigned via the North Zone, shall receive a five hundred ($500) stipend for each week when on the duty rotation. Stipend pay
ment shall be issued after the City has received reimbursement from the state. Members must be qualified, participate in a rotation and available to respond during the course of standby. For example, strike team leader, duty officer, management team member.
40. 3 Strike team leader trainee positions shall receive $250 stipend per week when on the duty rotation. Stipend payment shall be issued after the City has received reimbursement from the state.
Members must be the designated trainee and available to respond during the course of standby. For example, strike team leader, duty officer, management team member.
18. P
ager Pay
Increase from $325/week to $350/week for the Fire Marshal for each week when assigned to carry a pager
after normal working hours at the Fire Chief’ s direction.
19. A
dministrative Leave
A
dministrative assigned employees shall receive 70 hours of annual administrative leave.
20. Li
fe Insurance
Coverage amount increasing from $75,000 to $100,000
21. T
uition Reimbursement
Increase and revise to: The City will reimburse employees for expenses, paid by cash or credit card, of job-related course work approved by the Fire Chief and City Manager and if the course work is completed with a grade of “C” or better, or other passing score. The maximum limit per employ ee
w
ill be $3,000 each fiscal year.
22. S
afety Status
Designate Fire Marshal with “safety” status
I
f the VCOA membership approves the tentative agreement, the City Manager is directed and authorized to take all necessary and appropriate action with respect to implementing the terms and conditions of the tentative agreement into a new Memorandum of Understanding by and between the City and VCOA and 06/24/2025
C20
MEETING DATE: June 24, 2025 PAGE 4
SUBJECT: TENTATIVE AGREEEMENT BETWEEN THE CITY OF VISTA AND THE VISTA
CHIEF OFFICERS ASSOCIATION
before June 30, 2025 so that the terms of the new Memorandum of Understanding will take effect on July 1, 2025.
F
ISCAL IMPACT: The total cost of implementing these MOU revisions is estimated at $122,069.22 for FY2025/26. Sufficient funding is available in the FY 2025/26 Operating Budget for these operational changes.
E
XHIBITS:
1. City Council Resolution No. 2025- , approving the Tentative Agreement between the City of Vista and t
he Vista Chief Officers Association, subject to Vista Chief Officers Association’s approval, and repealing t
he provisions of any resolutions in conflict herewith.
a. Tentative Agreement
06/24/2025
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RESOLUTION NO. 2025-
A RESOLUTION OF THE CITY COUNCIL OF THE CHARTERED CITY OF
VISTA, CALIFORNIA, APPROVING THE TENTATIVE AGREEEMENT
BETWEEN THE CITY OF VISTA AND THE VISTA CHIEF OFFICERS
ASSOCIATION, SUBJECT TO VISTA CHIEF OFFICERS ASSOCIATION’S
APPROVAL, AND REPEALING THE PROVISIONS OF ANY RESOLUTIONS
IN CONFLICT HEREWITH
The City Council of the City of Vista does resolve as follows:
1. Findings. The City Council hereby finds and declares the following:
A. Authorized representatives of the City of Vista have met and conferred with representatives of the Vista Chief Officers Association (VCOA), a recognized employee organization representing certain employees of the City of Vista.
B. As a result of the meet and confer process, a tentative agreement has been reached with the representatives of VCOA and is awaiting ratification by the membership of the VCOA. If the VCOA membership ratifies the tentative agreement, the City Council desires to approve a new Memorandum of Understanding amending the terms of the current Memorandum of Understanding with the terms in the tentative agreement.
2. Action.
A. The VCOA’s current Memorandum of Understanding with the changes listed in the tentative agreement by and between the City of Vista representatives and the representatives of the VCOA for the period commencing July 1, 2025, through June 30, 2029, a copy which is attached as Exhibit “A”, is approved subject to the VCOA membership approving said tentative agreement.
B. If the VCOA membership approves the tentative agreement, the City Manager is directed and authorized to take all necessary and appropriate action with respect to implementing the terms and conditions of the tentative agreement into a new Memorandum of Understanding by and between the City and VCOA and before June 30, 2025 so that the terms of the new Memorandum of Understanding will take effect on July 1, 2025.
C. For the term of the new Memorandum of Understanding, the City Council commits to performing an annual salary review to determine if wages of VCOA members are keeping pace with the Consumer Price Index (CPI).
D. The provisions of any resolutions in conflict herewith are repealed and shall be of no further force or effect after July 1, 2025.
06/24/2025
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EXHIBIT 1
RESOLUTION NO. 2025-
CITY COUNCIL OF THE CHARTERED CITY OF VISTA
PAGE 2
3. Adoption. PASSED AND ADOPTED at a meeting of the City Council of the City of Vista held on June 24, 2025, by the following vote:
AYES:
NOES:
ABSTAIN:
APPROVED AS TO FORM:
WALTER CHUNG, CITY ATTORNEY
By:
JOHN FRANKLIN, MAYOR
ATTEST:
KATHY VALDEZ, CITY CLERK
By:
Attachment: The City of Vista and Vista Chief Officer’s Association Tentative Agreement effective July 1, 2025
APPROVED
Walter C. Chung
20250620075638
06/24/2025
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TTENTATIVEE AGREEMENTT
Cityy off Vistaa andd thee Vistaa Chieff Officerss Associationn 6-19-25
TERMM
4-year Term
SALARYY
Effective the first full pay date in July 2025, that includes more days in the pay period in July than in June, a 4% salary increase across all steps in the salary range.
Effective the first full pay date in July 2026, that includes more days in the pay period in July than in June, a 3.5% salary increase across all steps in the salary range.
Effective the first full pay date in July 2027, that includes more days in the pay period in July than in June, a 3% salary increase across all steps in the salary range Effective the first full pay date in July 2028, that includes more days in the pay period in July than in June, a 3% salary increase across all steps in the salary range
EXEMPTT MANAGEMENTT
Remove “at-will” status
PROBATIONN PERIODD
Add 12-month Probationary Period for newly hired employees and 6-month probation on promotions.
GRIEVANCEE PROCEEDINGG
Add Grievance Procedures
DISCIPLINEE PROCEEDINGG
Add Discipline Procedures
HOURSS OFF WORKK
17.2.1 VCOA members assigned as Administrative Employees will work an approved 40-hour work week schedule. A flex-schedule may be offered under conditions identified by the employee's immediate supervisor, approved by the Fire Chief and agreed to by the VCOA.
ADMINISTRATIVEE CHIEFF ASSIGNMENTT
Remove “Fire Battalion Training Chief” in section 18.0.
DEPENDENTT LEAVEE ANDD PERSONALL LEAVEE
Increase to 20 hours of personal leave that may be used. 06/24/2025
C20
PPAYMENT OF UNUSED SICK LEAVE ON RETIREMENT
Remove “continuous” verbiage from “10 years or more of continuous service”.
VACATION LEAVE
Increase vacation accrual to 21+ years to 11 shifts
Sell back to occur twice annually with the first payroll in June and December.
HOLIDAY LEAVE
Administrative personnel assigned to a 4/10 flex schedule shall earn 10 hours for each City designated holiday.
UNIFORMS
Increase from $750 to $875/year
PARAMEDIC LICENSE PAY
Increase from $400 to $500
WELLNESS
Add Retired members shall have the option to participate in annual wellness screenings.
Retired members wishing to participate must notify the city by November 1 of the preceding year and pay the cost by two months before testing commences or have their opportunity to participate canceled for that year. Refunds shall not be provided for services already provided.
COMPENSATION FOR OPERATIONAL/TRAINING/STAFF TIME
To a maximum of $75,000 each year.
Beginning July 1, 2025, the compensation will be paid as $33.07 per hour of additional work by Safety personnel and $46.25 per hour for the Fire Marshal.
Beginning July 1, 2026, the compensation will be paid as $34.23 per hour of additional work by Safety personnel and $47.87 per hour for the Fire Marshal.
Beginning July 1, 2027, the compensation will be paid as $35.26 per hour of additional work by Safety personnel and $49.31 per hour for the Fire Marshal.
Beginning July 1, 2028, the compensation will be paid as $36.32 per hour of additional work by Safety personnel and $50.79 per hour for the Fire Marshal.
Reimbursable OT not to be deducted from the allocated funding.
CELL PHONE PAY
Increase to $50/pay period
PAGER PAY
Increase from $325 to $350
STRIKE TEAM LEADER PAY
40.2 Qualified members standing by for overhead assignments, as assigned via the North Zone, shall receive a five hundred ($500) stipend for each week when on the duty rotation.
Stipend payment shall be issued after the City has received reimbursement from the state.
Members must be qualified, participate in a rotation and available to respond during the course of standby. For example, strike team leader, duty officer, management team member.
06/24/2025
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40.3 Strike team leader trainee positions shall receive $250 stipend per week when on the duty rotation. Stipend payment shall be issued after the City has received reimbursement from the state. Members must be the designated trainee and available to respond during the course of standby. For example, strike team leader, duty officer, management team member.
A
ADMINISTRATIVE LEAVE
Administrative assigned employees shall receive 70 hours of annual administrative leave
LIFE INSURANCE
Coverage amount increasing from $75,000 to $100,000
TUITION REIMBURSEMENT
Increase and revise to: The City will reimburse employees for expenses, paid by cash or credit card, of job-related course work approved by the Fire Chief and City Manager and if the course work is completed with a grade of “C” or better, or other passing score. The maximum limit per employee will be $3,000 each fiscal year.
SAFETY STATUS
Designate Fire Marshal with "safety" status.
__________________ ____________________
S t e v e W e c k l i c h N a t a l i e J a c o b s V C O A P r e s i d e n t H u m a n R e s o u r c e s D i r e c t o r
__________________ ____________________
R o b b i e F o r d I m e l d a M . H u e r t a V C O A N e g o t i a t o r A s s i s t a n t C i t y M a n a g e r
Natalie
Jacobs
Digitally signed by Natalie
Jacobs
Date: 2025.06.21
08:34:27 -07'00'
Imelda M.
Huerta
Digitally signed by Imelda
M. Huerta
Date: 2025.06.21
08:25:52 -07'00'
590398d0-5645-439a
-bc7d-433759a5d856
Digitally signed by
590398d0-5645-439a-
bc7d-433759a5d856
Date: 2025.06.21 10:13:49 -07'00'
06/24/2025
C20