TO: Mayor and City Council
THROUGH: Steve Powers, City Manager
FROM: Mina Hanssen, Human Resources Director
SUBJECT:
title
Collective bargaining agreement between the City and Salem Police Employees’ Union
Ward(s): All Wards
Councilor(s): All Councilors
Neighborhood(s): All Neighborhoods
end
ISSUE:
Shall the City Council approve a four-year successor collective bargaining agreement between the City and Salem Police Employees’ Union (SPEU), for a period from July 1, 2020, through June 30, 2024?
RECOMMENDATION:
recommendation
Approve a four-year successor collective bargaining agreement between the City and Salem Police Employees’ Union (SPEU), for a period from July 1, 2020, through June 30, 2024.
body
SUMMARY AND BACKGROUND:
The City began negotiations with SPEU on February 10, 2020, for a successor collective bargaining agreement. A final tentative agreement for a four-year agreement was reached during negotiations on March 12, 2020. The employees represented by SPEU ratified the agreement on April 8, 2020.
FACTS AND FINDINGS:
1. The principle features of the successor agreement are as follows:
A. Term of Agreement: Four years commencing on July 1, 2020, through June 30, 2024.
B. Wage Increase
Year 1 of Agreement:
• Effective July 1, 2020, the City contribution to an employee’s Early Retiree Health Trust account will be two hundred twenty-nine dollars ($229.00) per month.
• Effective July 1, 2020 a new premium pay for Problem Oriented Policing (POP) will be five percent (5%).
• Effective July 1, 2020, a new premium pay for Downtown Enforcement Team (DET) will be five percent (5%).
• Effective July 1, 2020, a new extra duty pay for Mobile Response Team (MRT) will be five percent (5%) when working outside of jurisdictional boundaries.
• Effective upon ratification of the successor agreement, K-9 officers will receive three percent (3%) for all time spent in routine care of K-9 during the officer’s days off.
• Effective January 1, 2021, each step of the salary schedule for SPEU members will be increased by one and one-half percent (1.5%).
Year 2 of Agreement:
• Effective July 1, 2021, each step of the salary schedule for SPEU members will be increased by one and one-half percent (1.5%).
• Effective January 1, 2022, each step of the salary schedule for SPEU members will be increased by one and one-half percent (1.5%).
Year 3 of Agreement:
• Effective July 1, 2022, each step of the salary schedule for SPEU members will be increased by one and one-half percent (1.5%).
• Effective January 1, 2023, each step of the salary schedule for SPEU members will be increased by one and one-half percent (1.5%).
Year 4 of Agreement:
• Effective July 1, 2023, each step of the salary schedule for SPEU members will be increased by one and one-half percent (1.5%).
• Effective January 1, 2024, each step of the salary schedule for SPEU members will be increased by one and one-half percent (1.5%).
C. Effective January 1, 2021, optional enrollment into the City’s High-Deductible Medical Plan and Willamette Dental Group.
D. Vacation: Effective upon ratification of successor agreement, an additional tier has been added at 10-14 years of service and 25 or more years of service increasing vacation time.
Collective Bargaining Agreement: The agreement is posted under “Labor contracts” online at: <https://www.cityofsalem.net/Pages/pay-plans-and-labor-contracts.aspx>
2. The approximate financial impact of this recommended settlement for the duration of the agreement is as follows:
Year 1: $ 584,051
Year 2: $1,209,197
Year 3: $1,874,155
Year 4: $2,565,109
The approximate total financial impact is $6,232,512. It is anticipated the Police Department will absorb the additional first year cost in its FY 2020-21 budget.
Mina Hanssen
Human Resources Director
Attachments:
1. None