Last month, the Los Angeles City Council approved a new labor contract between the City and the League. The Council vote (11-1), with only Councilman Parks voting no, followed ratification of the contract by the LAPPL membership, which overwhelmingly supported the deal.

Of the 3,598 members who turned out to vote, 96 percent supported the agreement. LAPD officers understood that given the City’s economic situation, it is a fair deal for both parties. This contract recognizes your outstanding work, dedication and the fact that LAPD officers have driven down crime to record levels.

The Board is pleased with the membership’s ratification and the City Council’s approval of our contract. We can move forward knowing our working conditions and compensation remain fair as we address the challenges the City faces.

In addition to the Board members who spent countless hours working on the agreement, I want to thank Jackie Aranda, our in-house labor relations representative; delegates Sergeant Jeff Hart, Internal Affairs; Officer Mike Jolicoeur, West Traffic; Detective Greg Stearns, RHD; and attorney Steve Silver for helping the League get a contract that many people thought was impossible to achieve.

While you can read all the details of the contract in the “Members Only” section of our website at www.LAPD.com, some of the financial highlights of the three-year deal, effective from July 1, 2011, to June 30, 2014, include:

• A $1,500 one‐time cash payment in December 2011. We are still working on giving members the option to place this into their deferred compensation accounts on a tax-deferred basis.
• Officers will continue to receive compensatory time off in lieu of cash payments for the overtime they work; this will save the City $300 million over the term of the contract.
• The COLA increases will occur as follows:

July 1, 2012 — 1 percent base pay increase.
January 1, 2013 — 2 percent base pay increase.
July 1, 2013 — 1 percent base pay increase.
November 1, 2013 — 1 percent base pay increase.
March 1, 2014 — 2 percent base pay increase.

• No furloughs for the term of the MOU.
• “No Code 7” no longer a pilot; all entities included in MOU.
• Twelve‐hour notification required for cancellation of “be‐there” court, or two‐hour compensation.
• Employees on IOD will be entitled to the entire compensation they would have received but for the absence.
• Administrative Appeals will now be overseen by a civilian hearing officer.
• The medical subsidy paid by the City to defray the cost of your medical plan will increase up to an additional 5 percent in the second and third years of this MOU.