Home Antioch Antioch City Council Approves 4.5% Raise for Police Officers

Antioch City Council Approves 4.5% Raise for Police Officers

by ECT

On Tuesday, the Antioch City Council approved multiple labor agreements, including approving a 4.5% raise for Antioch Police officers.

Along with the raise, police officers will now also pay an additional 2.5% of the City’s PERS contributions in a tax deferred manner (bringing the Total paid by the employee to 11.5%)

The council voted unanimously to approve labor agreements with four labor unions which included:

  • Confidential Unit
  • Operating engineers Local Union 3
  • a side letter with the Antioch Police Officers Association regarding non-sworn police dispatcher classification salaries
  • a tentative agreement with the Antioch Police Officers Association
  • Antioch Police Sworn Management Association.

Antioch City Manager Steve Duran noted that some of these negotiations were going on for a year and that the negotiations were fair on both sides.

“I want the public to be aware that this is something that just happened, it’s something that has been going on for a long time with a lot of heart and good faith negotiations,” said Duran.

Antioch resident Fred Rouse spoke during public comments urging the council to let the new council decide on the labor negotiations.

“I understand as Mr. Duran said he has been working on it for a long time, its just weird that its coming to fruition now, I just think that is really weird,” said Rouse. “If you really cared about the city over your own political wants, by paying labor agreements that lack actual funding is a knife in the back of Antioch before you are out the door.”

Rouse said tonight the council was putting Antioch into bankruptcy.

“We already carry major unfunded debt on our books and now you add an additional burden for your successors to deal with and that can only be seen as a political move. If you lay the ground work tonight and hurt this city as I know you will, you will then be seen as knights in shining armor that can ride back during the next election and pretend to save the day. Tonight your plan on taking advantage of a city that is already bruised, battered, underfunded, unsafe for what purpose, for the betterment of our city or for the appeasement of your politlcal base to grease the skids of your future election. Hold off on any vote and let the new council decide what is best in managing the budget as they will hold the responsibility and accountability toward a city for its future.”

The Antioch City Council as a whole rejected the comments made by Rouse.  Councilwoman Mary Rocha responded by thanking the employees.

“I just want to say that it was our employees who kept us from going bankrupt. It was our employees that knew what we were going through and they stood by us. They took the cut and they have worked and double worked,” said Rocha. “I want to thank the employees, I have nothing to gain, I lost my campaign and I am still here present and I want to make sure we go forward with what we promise to do in the negotiation time.”

Mayor Wade Harper stated he agreed with those comments.

“I don’t think this is political at all. I am here to serve and will serve as long as the community wants me to serve,” said Harper. “I don’t agree with the political comment.”

Councilman Tony Tiscareno also disagreed with the public comments.

“I absolutely don’t agree that this is political. We came in we were facing almost depression, furloughs, depleted staffing levels,” said Tiscareno. “What we are doing as this council is trying to get things straight… this was not political, this was something that needed to be done for the benefit of our city and make it better. I think this council is doing the right thing that both parties are negotiating in good faith.”

l_ogorchockMayor Pro Tem Lori Ogorchock stated they have been negotiating in good faith for the past two years she has been on the council.

“When I came in and I wasn’t sworn in as of yet I believe we were doing away with furlough Fridays and I asked for the council to wait for me to be on the council. I now understand why they go through with the decisions they go through at that time and I hope  other people understand why we have to do what we have to do tonight because we have been doing this in good faith and it had nothing to do with political whatsoever,” said Ogorchock. “I feel strongly with what we have done with the unions and I thank all the employees.”

Monica WilsonCouncilwoman Monica Wilson said all the employee bargaining units worked really hard because when we first came on they had only 4-day work weeks.

“I know a lot of you made sacrifices and to say it was politically motivated, I don’t really get that and its so far from the truth,” said Wilson.

Here is a quick look at the labor negotiation agreement:

The Confidential Unit
According to the staff report, this contract will run from Oct. 1, 2016 through Sept. 30, 2021. The estimated fiscal impact of the Confidential Unit Tentative Agreement for FY2016/17 is $28,903. They will see a 2.5% raise in 2016 and a 3% raise in 2017 with raises between 2% – 3% through 2020.

Operating Engineers, Local Union No. 3
According to the staff report, this contract will run through Sept. 30, 2021. The adopted FY 2016/17 budget included a projected package cost for this bargaining unit, as negotiations were underway when the budget was being prepared. The estimated fiscal impact of the Local 3 Tentative Agreement for FY2016/17 is $113,524 of this amount $55,073 is General Fund. They will see raises between 2.50% to 3% over the next 5 years. Their vacation accumulation cap is now 21-months.

Antioch Police Officers Association (APOA) – Non-Sworn Police Dispatcher Classification Salaries
The adopted FY 2016/17 budget included a projected package cost for this Bargaining Unit, as negotiations were underway when the budget was being prepared. The estimated fiscal impact of the APOA Side Letter for FY2016/17 is $100,816. Under the agreement, Effective the first full payroll period after September 1, 2016, the salary schedules for all Police Dispatcher Classifications shall be converted from a six step scale to a five step scale. Effective January 1, 2017, a new step F (5%above step E) shall be added to the salary schedules for all police dispatcher classifications. All dispatch employees who are at step E and step F of the previous salary schedule for at least 12 months shall move to step F on the new scale.

Antioch Police Officers Association (APOA)
According to the staff report, the adopted FY 2016/17 budget included a projected package cost for this bargaining unit, as negotiations were underway when the budget was being prepared. The estimated fiscal impact of the Tentative Agreements for FY2016/17 is $1,579,605.

Tentative Agreements have been reached. The major terms of the Tentative
Agreements are:

  • Five-year contract ending August 31, 2021.
  • Sworn; 4.5% wage increase effective the first full pay period after September 1, 2016.
  • Sworn; effective the first full pay period after September 1, 2016 the employee shall pay an additional 2.5% of the City’s PERS contributions in a tax deferred manner (bringing the Total paid by the employee to 11.5%)
  • Non-Sworn, CSO classification 2.5% wage increase effective the first full pay period after September 1, 2016.
  • Sworn; eligible for 5% differential pay only during those times when they are acting as Field Training Officers (FTO).
  • Lead Police Dispatchers and Police Dispatchers shall be eligible for 5% differential pay only during those times when they are acting as Communication Training Officers (CTO).
  • Effective September 1, 2016, sworn employees in the classification of Police Officer, Police Corporal, and Police Sergeant shall receive educational incentive pay as a percentage of base monthly pay as follows: AA Degree 2.5%; BA/BS Degree 5%.
  • Effective September 1, 2016, non-sworn employees in the classification of Police Dispatcher and Lead Dispatcher shall receive educational incentive pay as a percentage of base monthly pay as follows: AA Degree 2.5%; BA/BS Degree 5%.
  • Effective September 1, 2016, non-sworn employees in the classification of Community Services Officer shall receive educational incentive pay for possession of an Associate or Bachelor’s degree as follows: AA Degree $75 per month; BA/BS Degree $105 per month.
  • Effective September 1, 2016, sworn employees in the classification of Police Officer, Police Corporal, and Police Sergeant shall receive educational incentive pay as a percentage of base monthly pay as follows: POST Intermediate Certificate 2.5%; POST Advance Certificate 5%.
  • Effective September 1, 2016, non-sworn employees in the classification of Police Dispatcher and Lead Dispatcher shall receive educational incentive pay as a percentage of base monthly pay as follows: POST Intermediate Certificate 2.5%; POST Advanced Certificate 5%.
  • Employees may accumulate no more than ninety (90) hours of compensatory time. Any time above ninety (90) hours shall be paid. Such time off shall be taken upon the request of the employee with the approval of the Department Head.
  • With the Department Heads approval, employees will be allowed to “cash out” up to sixty (60) hours of their accrued compensatory time during each calendar year.
  • Employees may cash out up to 40 hours of accrued vacation leave once each calendar year. Employees must retain at least 80 hours of accrued vacation leave after cashing out vacation leave. Employees who desire to cash out accrued vacation leave must make an irrevocable election in November of the preceding calendar year and identify the number of accrued vacation leave hours they desire to cash out. The employee shall select which pay period they desire to receive the cash payment of either the pay period which includes June 1 or December 1 of the subsequent calendar year. As an example: An employee makes an irrevocable election in November of 2016 to cash out the 40 hours of accrued vacation leave. The employee can choose to have the 40 hours paid in the pay period that includes June 1, 2017 or the pay period that includes December 1, 2017. The employee cannot split the 40 hours (i.e., 20 hours paid in the pay period that includes June 1, 2017 and December 1, 2017).

Antioch Police Sworn Management Association (APSMA)
The adopted FY 2016/17 budget included a projected package cost for this Bargaining Unit, as negotiations were underway when the budget was being prepared. The estimated fiscal impact of the Tentative Agreement for FY 2016/17 is $12,063.

A Tentative Agreement has been reached. The major terms of the Tentative Agreement
are:

  • Five-year contract ending February 28, 2022.
  • Effective the first full pay period after March 1, 2017, salaries shall be increased
    by three percent (3.0%).
  • Effective the first full pay period after March 1, 2017 sworn classic and legacy
    employees shall pay an additional 3.0% of the City’s PERS contributions in a tax
    deferred manner (bringing the Total paid by the employee to 12.0%)
  • The Lieutenant assigned in writing to the Investigations Division shall receive a
    differential of 5.0% of the employee’s base salary for all hours worked in the
    Investigations Division.
  • Effective September 1, 2016, sworn employees in the classification of Police
    Officer, Police Corporal, and Police Sergeant shall receive educational incentive
    pay as a percentage of base monthly pay as follows: AA Degree 2.5%; BA/BS
    Degree 5%.
  • APSMA members are eligible for educational incentive pay under the current
    Police Educational Incentive Program. Specifically 2.5% for an AA Degree; 5.0%
    for a BA Degree and 7.5% for a MA Degree.
  • The City shall provide 3 floating holiday in a calendar year; however, except that
    employees with less than 6 months’ service in a calendar year but at least 2
    months’ service are eligible for only one. Floating holidays must be taken within
    the calendar year earned and in full-day increments.
  • Employees may cash out up to 60 hours of accrued vacation leave once each
    calendar year. Employees who desire to cash out accrued vacation leave must
    make an irrevocable election in November of the preceding calendar year and
    identify the number of accrued vacation leave hours they desire to cash out. The
    employee shall select which pay period they desire to receive the cash payment
    of either the pay period which includes June 1 or December 1 of the subsequent
    calendar year. As an example: An employee makes an irrevocable election in
    November of 2016 to cash out the 60 hours of accrued vacation leave. The
    employee can choose to have the 60 hours paid in the pay period that includes
    June 1, 2017 or the pay period that includes December 1, 2017. The employee
    cannot split the 60 hours (i.e., 30 hours paid in the pay period that includes June
    1, 2017 and December 1, 2017).
  • Funeral Leave. Time off with pay to arrange and attend funerals and related
    services of immediate family members (spouse, domestic partner, children, step
    children, father, step father, mother, step mother, brothers, sisters, mother-in-law,
    father-in-law, sister-in-law, brother-in-law, grandparents, spouse’s grandparents
    and grandchildren) shall be allowed.

 

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