Ain’t no sunshine!

25 Jan

Below is the original proposal from the Chico Police Officers bargaining unit to the city of Chico. This was posted on an agenda, because of our “sunshine” ordinance, but was later removed, I was told by a city councilor, at the request of the CPOA. Apparently, the public didn’t react too well to their demands – I had posted the link here – and the cops didn’t like the criticism. They removed the proposal below and put up a new diatribe with “explanations.” If Michael Jones had not saved this particular document, we wouldn’t have it.

I also have the city’s counter proposal, but I’m having a devil of a time cut-and-pasting it. The proposal below also included a cost analysis chart which I posted in a blob at the bottom – some of the figures wouldn’t even cut, make whatever you can out of it. The total cost of this proposal over three years, estimated by the CPOA, is more than $5 million.  There are no savings.

I have not had time to compare this to the new proposal they buried as an attachment to an old agenda on the city website but I’ll try to get to that again.  I also have the city’s counter proposal. I’ll try to get those posted soon.

This is not my job. This is the city manager’s and the assistant city manager’s job. Those guys get paid about $200,000/year each, plus benefits and pension. They don’t want the public to know this stuff. Pay attention. Constantin has already remarked that he wants a sales tax increase for public safety, the gauntlet is down. He also said he doesn’t think the cops are overpaid. Look over this proposal and tell me what you think.

Chico POA 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 bargaining.

1. Three year term ofMOU: 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 year. 6.5

7. Holiday Hours. City shall provide ten hours of Holiday Time Bank pay for holidays. 6.1A

8. OT Pay for Holidays. City shall pay employees overtime rate for working holidays. 5.2 and 6.1

9. FICA and Dental to be paid by City. 6.3 J+tvY\ ~ z, Qv£A;1vuf C{(tf8t u: ~ a. City shall pay the 1.45% of FICA that has been paid by employees since 1/1111. 6.8G

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 compensation. 6.6E

CPOA Initial Proposal Estimated Costs/Savings Initial Proposal – 9/ 24/ 14 2) 5% Increase 3) Longevity 4a.) Additional “H” Step 4b.) “Training Pay” Step 5) HTB Payout 9a.) City Pick-Up of FICA 9b.) City Pick up of Dental 6) Vacation Cash Out 7) 10 Hours Holiday Time Bank 8) OT Pay for Holidays 10) 4 Hours vs 3 hours Call-Back 11) Shift Differential 1/1/15 – 12/31/15 1/1/16 – 12/31/16 1/1/17- 12/31/17 Total $ 447,360 $ 922,968 $ 1,438,726 $ 2,809,054 $ 222,622 $ 286,354 $ 364,010 $ 872,986 $ 328,847 $ 369,216 $ 385,040 $ 1,083,103 $65,637 for full-time FTE vs. hourly employees currently paid outside of CPOA From $200,000- $300,000 per year plus taxes/benefits $ 89,454 $ 90,136 $ 91,174 $ 52,954 $ 52,954 $ 52,954 Unknown- will take research to see who is at cap for the year Currently a “Use it or Lose it” Benefit Currently Coded as Straight-time- more research needed Need to look at individual timecards for analysis Need to look at individual timecards for analysis

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