Negotiations Sample

Montebello POA        2 YEAR DEAL - 21.5%

            MPOA hired Lackie & Dammeier in 2003 in an effort to correct the downward slide it had been on for the past several years.  In 2003 Montebello’s, salary was at the bottom of their traditionally used survey cities.  To make matters worse, the MPOA with their previous counsel (Silver, Hadden & Silver), agreed to a contract which had the MPOA members paying up to 9% of the PERS cost should PERS rates increase.  As everyone now knows, PERS rates did drastically increase and as a result MPOA members were facing a 9% pay cut to offset the PERS rate increase, which would in effect have made them the lowest paid officers in Los Angeles County.  Fortunately, the MPOA leadership and its members took necessary actions to begin turning things around.  Aggressive negotiations took place in 2003 and 2004, which included the membership showing up in mass to a City Council Meeting, and the POA leaders getting actively involved in local politics.  These negotiations led to contracts for 2003 and 2004 that eliminated the 9% pay cut (to pay PERS) for employees (in effect a 9% raise) and created a new benefit for retiree medical that provides $375, per month (in cash or medical premiums) after 15 years of service.  This amount increases by $25 for each year of service to a maximum amount of $625, after 25 years of service.   

After taking care of these significant issues, MPOA President Mike Burgman, then turned to resolving the salary issue.  From the POA’s strong position it had established previously, the MPOA was able to negotiate a 12.5% salary increase to extend their contract to December 31, 2006.  As a result, the net effect for the three years between 2003 to 2006 is a new and significant retiree medical benefit and a 21.5% salary increase (9% diverted to pay the PERS cost).  It was only with the hard work and dedication of the MPOA and its members that it was able to turn things around and achieve this result.   

Costa Mesa POA       3 YEAR DEAL – 16% 

            The Costa Mesa POA, led by its President, Tony Yannizzi, had an important goal during these negotiations, which was to alter the City’s long held traditional method of compensating its employees. Costa Mesa had a formula in place which looked at surrounding agencies compensation, the Consumer Price Index but then threw in an additional factor called “affordability,” having the result that even though the marketplace and CPI required an increase, the “affordability” factor would come into play and result in a 0% increase. After lengthy negotiation sessions and behind the scenes action, including a City wide audit paid for by the Police Association, the City finally relented in agreeing to a new compensation formula. 

            As a result of the three-year agreement, the POA will be receiving a 4.5% salary increase in year one, a salary increase based on a compensation survey in year two (estimated to be 5.5%) and a final adjustment based on a compensation survey in year three (estimated to be 6%). A significant issue on the table was the City’s attempt to drastically alter the use of compensatory time as allowed by recent case law. The POA held fast to its position and ultimately the matter was taken off the table to be addressed separately between the POA and the Police Chief during the term of the contract.  

La Verne POA           3 YEAR DEAL – 15.5% to 21% (depending on assignment) 

            La Verne POA President Cory Leeper devoted a great deal of time and energy toward preparing for negotiations. He became very active in local politics and befriended a number of community leaders.  This paid off for LVPOA members in a resulting three-year contract.  The contract calls for a salary increase every year based on a market survey maintaining salary at the median level.  Year one is estimated to be between 3 and 4%.   

Realizing the salary level would be at median, the negotiating team achieved significant increases in other areas with the net effect of placing a 7.5 to 13% immediate increase (depending on assignment) in POA members’ pockets.  Three new benefits were added, which include 7.5 hours of compensatory time for detectives being placed on call for the weekend, shooting pay of between $50 and $100 per month depending on qualification score and bilingual pay of $75 per month.  The most significant benefit increase came with increasing POST/Education Pay to provide 5% for an AA or Intermediate POST, 7.5% for a BA or Advanced POST, and 10% for a BA and Advanced POST.  Additional benefits negotiated included receiving 100% contribution for medical premiums, adding PERS Fourth Level Survivor Benefit and providing a DROP program for retirees. 

Claremont POA          18 MONTH DEAL – 10.5% to 13% (depending on POST level) 

            The Claremont POA negotiating team, led by Rick Luginbill, was able to reach resolution for an 18-month contract.  The contract calls for the POA members to have their salary adjusted to be 4% above the median for their surveyed cities.  In addition, the CPOA was able to negotiate new benefits which bring them more in line with the marketplace.  These new benefits included bilingual pay of $50 per month and most significantly, POST/Education Pay of $150 for an A.A. (or equivalent units) or intermediate POST and $275 for a B.A. (or equivalent units) or Advanced POST, per month.  The POA was able to increase other current benefits such as physical fitness expense reimbursement to $550 per year (was $400), increasing the ability to purchase comp time from 40 hours to 60 hours annually, and increasing court on call from two hours to four hours for a full day of being on call.  All in all, a pretty good 18-month deal.   

Azusa POA                 1 YEAR DEAL – 20% 

            Azusa POA recently resolved a side letter agreement with the City of Azusa on a compensation survey negotiated in 2003 to take effect September 2004. This negotiation resulted in Azusa POA obtaining a nearly 20% salary increase in 2004 for a 1 year contract extension, expiring June of 2005. This makes Azusa POA one of the highest paid agencies in Los Angeles County.  

            The Chief of Police, King Davis, apparently saw this as an opportunity to make changes in the MOU, which was being negotiated in the background of the significant salary increases. Management proposed significant alterations in both benefits and POA rights in the MOU. These included removing the sergeants from the Police Association, eliminating the ability to grieve a promotion or evaluation decision by the Chief and requiring written approval before conducting POA business on duty. It became very apparent that the Police Chief felt threatened by the Police Association’s strength and brotherhood and thus took efforts to weaken it. As for economic issues, the City proposed capping retiree medical for new hires as well as eliminating payout of sick time upon separation and eliminating longevity pay for new hires. As expected, the Police Association did not take kindly to these proposals. The City maintained these positions throughout negotiations on a new contract and ultimately went to impasse.  

The Police Association, vigorously led by its President, Peter Hoh, began the campaign necessary to cause the City to rethink its position. This campaign started with direct communication with City Council Members, picketing, and going in mass to a City Council meeting to voice concern over the City’s proposed cuts in public safety. As a result of these efforts, the City Council eliminated the City’s hired negotiator and assigned two City Council Members to meet with the Police Association over the matter. This resulted in the Police Association agreeing to a one-year status quo contract in wich it maintains its level of benefits, rights and salary as indicated above.

            The above are examples of what can be accomplished where police association members and its leaders work collectively for a common purpose and take necessary steps to achieve their goals.