The City of Ontario and the Ontario Police Officers' Association (OPOA) are to be congratulated. Not only did they sign a long-term contract at a time that most cities sit paralyzed by the political jockeying taking place in Sacramento, but they did so in 6 meetings over a short, 2 months time span. The City "stepped to plate" in a bold move that shows its commitment and dedication to attracting and retaining high quality, experienced officers. Rather than use the state budget as a crutch to avoid negotiations, the City and the POA signed a three-year contract that has roughly 20% in guaranteed base salary increases and places the City in an enviable position as far as recruiting is concerned.
The SMPOA, which was represented by Attorney Robert M. Wexler, a partner in the Santa Monica based law firm of Silver, Hadden & Silver, secured a 10.9% across-the-board base pay increase for all sworn employees, retroactive to December 2002. The Senior Dispatcher and Dispatch Supervisor classifications received retroactive raises of 11.2% and 13.7%, respectively, while other non-sworn members of the Association received an 8.7% retroactive salary increase. In December 2003, all members of the SMPOA will get an additional 5% salary increase, and in December 2004, all members will be entitled to an additional 3% to 4% salary increase. The exact amount of the final raise is tied to a salary survey. With compounding, most employees will net a salary increase of over 20% in just 24 months time.
In addition to the base salary increases, the contract contains a unique provision calling for the implementation of a post-retirement medical insurance program. Under the terms of the contract, the City will contribute $10/month for each employee beginning in December 2002, increasing to $15/month in December 2003. The unique (and appealing) aspect of the program, however, is that employees can roll the payment they receive at retirement for their unused sick leave into the program, tax-free. When funds are disbursed to pay for post-retirement medical benefits, the funds also are not taxed.
The City, seeing the advantage in enticing employees to use their sick leave prudently, agreed with the Association to raise the cap on sick leave to 1300 hours in December 2002 and 1600 hours in December 2003. This classic "win-win" benefit was typical of the dedication to a harmonious atmosphere that both sides worked hard to foster at the table.
The new contract also calls for a $175/month salary stipend for all Motor and Canine officers, in recognition for their off-duty care and maintenance responsibilities. Additionally, any employee who must appear in court while off-duty is guaranteed to receive a minimum appearance fee of three hours at time and one-half (4 lA hours) the employee's regular rate of pay. At no cost to the employees, the City also implemented the 4* level 1959 Survivor Benefit and the Pre-Retirement Optional Settlement 2 Death Benefit. Furthermore, the detective standby pay was raised by 17% and employees were given greater flexibility in selling back accrued but unused vacation and compensatory
time off leaves.
Most importantly, SMPOA members expressed their satisfaction that the gains in salary and benefits were accomplished without having to give up any such compensation. At its ratification meeting several Association members expressed their appreciation to entire negotiating team for a "job well done". The Association now looks forward to working closely with the City Council and management staff to continue building Santa Maria into a wonderful community in which to live, with public safety as its cornerstone.