Anyone who charts Southern California police compensation knows that Upland P.D. has not paid its police officers well. It would be safe to say that associations using comparison agencies to determine salaries and benefits would prefer to keep Upland P.D. off the list --- until now.

This picturesque community located at the base of the San Bernardino foothills, employs dedicated, community-oriented officers, many of whom were born and raised in the city. Retention was not a real problem until the city let police officer compensation lag well behind surrounding agencies.

Upland, like most smaller communities, faced significant financial challenges from a declining economy and cut-off of state funds. In recognition of the restricted revenue stream available to the City Council, the officers' association attempted to work with city negotiators to obtain a long-term answer to budgetary woes. Once such proposal was to place a utility users tax on the ballet so that other general fund monies could be freed up for improved law enforcement compensation. The officers and city fathers firmly believed the community would support increased taxation, notwithstanding the failure of such tax initiatives in other communities.

The police association invested money, manpower and political support to the initiative, which most everyone truly believed would be approved by the electorate. Unfortunately, the tax measure was voted down and the city was left with nothing to offer.

The police association determined that the city had to make significant and unpopular policy decisions requiring the diversion of previously allocated funds to police salaries in order to avoid the inevitable departure of experienced officers to neighboring agencies. Concerted labor activities, including picketing and work slow-downs, were employed over approximately six months. Ultimately, the pressure was too great for the city, which returned to the bargaining table with money.

The POA and the City were able to agree upon a significantly improved contract. The officers received a 10% salary increase on January 1, 2001; another 5% salary increase will be effective January 1, 2002; and a final salary increase based on the total compensation of comparable agencies will occur January 1, 2003. It is anticipated that the final year increase based on comparison cities will give the officers a minimum of an 8% increase, for a total package of at least 23%. Other economic and non-economic improvements were also written into the MOU, including a new disciplinary appeal procedure and grievance process.

Although the new contract came a little late to stop officers from lateraling out, those that were not already offered jobs at other agencies now look forward to a progressive catch-up with fellow officers in neighboring communities. Upland POA is also pleased to help those associations who use Upland as a comparison city for salary.

Upland POA is represented in negotiations and disciplinary cases by Michael Lackie of Lackie & Dammeier LLP.