I wrote a letter to the News and Review, I want to keep the city employee contracts in the news.
Again, Chico Police employees put more money into local campaigns than any other group. In addition to the CPOA, former police chief Mike Maloney formed his own PAC, allowing police employees to get around rules limiting contributions.
The new council majority will negotiate with a police department asking for 5 percent raises as well as payment of various benefits currently paid by employees. The city already pays over 25 percent of their pensions while most police employees pay 9 percent. Salaries in the police department average over twice the local median income.
Police employees continue to complain they are understaffed, ignoring practical suggestions to lower their salaries to reasonable amounts and pay a more rational share of their own pensions in order to loosen up money for new hires.
Despite an obvious conflict of interest, the proposal still includes a provision that the city collect union dues from employees who do not wish to be union members, this money being poured into campaigns at election time.
The city is currently suffering “liabilities” over $75 million, about $50 million of which are pensions. We’ll soon see how new councilors installed with CPD money will react to the cops’ demands.
Here’s the cops’ proposal – I cut and paste this verbatim from the city agenda, the typos are all theirs. I highlighted stuff in red to show, they’re not only refusing to reign in their salaries and benefits, they’re asking for more stuff! And they want a three year term, so these contracts would stand for three years with very little chance of review.
Proposal – September 24, 2014
The following is a proposal for a successor MOU to the one expiring 12/31114 between the
Chico Police Officers’ Association and the City of Chico. This proposal is intended to begin the
bargaining process and introduce several ideas that the POA believes can create a better
environment within the City of Chico Police Department, specifically the Departments ability to
retain and recruit police officers. When possible, the current MOU provision that would be affected is listed. Wording is NOT
final and will be edited to reflect any changes prior to submission to the City in formal
1. Three year term of MOU: 111115-12/31/17. 1.3A
2. Salary. 5% increase effective 1/1/15, 1/1116 and 1/1/17. 5.1 and Exhibit B
3. Longevity. Add four new longevity step increases of 4% at the following length of time
of employment with the city: 10 years, 15 years, 20 years and 25 years. New Article
5.12 “Longevity Pay”
4. Pay Step Addition and Adjustment. 5.1C
a. Add a Step H at 5% salary increase.
b. Add a “training pay” step equivalent to $18 per hour.
5. Cash out Holiday Time Banlc Reinstate policy of allowing employees to cash out
unused holiday time bank hours each year. 6.2
6. Vacation Cash Out. Allow employees to accrue vacation above the maximum caps and
to cash out any unused vacation accrued above the caps at the end of each calendar
7. Holiday Hours. City shall provide ten hours of Holiday Time Bank pay for holidays.
8. OT Pay for Holidays. City shall pay employees overtime rate for working holidays. 5.2
9. FICA and Dental to be paid by City. 6.3
a. City shall pay the 1.45% of FICA that has been paid by employees since 1/1111.
b. City shall pay the entire employee portion of the dental insurance (or allow the
employee to opt out of coverage). 6.3 and Exhibit C.
10. Call Back Pay. Increase the call back minimum pay to four (4) hours. (3 currently). 5.5
11. Shift Differential. 5.9
a. Increase swing and graveyard shift differential pay by 5%.
b. Shift differential to be calculated into base pay for overtime pay rate calculations.
12. Adopt and/or publicize the ability to put OT earnings directly into deferred
Please write letters to council and the papers, this contract is not sustainable. No matter what Mark Orme tells us, this city is up Shit Creek and nobody can find the paddle.
The paddle we need right now would be a local Right To Work initiative.