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Page 3 of 7 <br />City of Redwood City 1017 Middlefield Road, Redwood City, CA. 94063 Tel: 650-780-7000 www.redwoodcity.org <br />uniform allowance, educational incentives, and health and welfare contributions. For purposes of the <br />total compensation survey, the parties agree the survey will reflect benefits provided to employees <br />defined as “New Members” (i.e., PEPRA employees). For 2025 only, the market adjustment salary <br />increase shall be a minimum of 3% and a maximum of 5%. Salary for unrepresented Police Officer <br />Trainee classification will be increased appropriately to retain alignment with steps 1-3 of Police <br />Officer classification. <br />Effective August 24, 2026, 3% cost of living adjustment for classifications and employees represented <br />by the Association, and for unrepresented Police Officer Trainee classification to retain alignment with <br />Police Officer classification. <br />Currently Police Officers are required to complete ten years of service with the City of Redwood City <br />in order to be placed into the single classification Police Officer - Advanced salary range. The tentative <br />agreement increases the single classification to two classifications, requires Police Officers to <br />complete ten years of service as a sworn peace officer, with at least two years with the City of <br />Redwood City, in order to be placed into the Police Officer - Advanced – 10-YR salary range effective <br />the first full pay period following City Council approval of a successor MOU in 2024, and requires Police <br />Officers to meet specified criteria equal to that of Police Officer – Advanced 10 YR classification in <br />regards to performance, certification, and education, and requires completing fifteen years of service <br />as a sworn peace officer, with at least two years with the City of Redwood City, in order to be placed <br />into the newly established Police Officer – Advanced – 15-YR salary range effective December 30, <br />2024. The Police Officer-Advanced - 10 YR salary range shall be set 2.5% above the Police Officer <br />classification salary range, and the Police Officer-Advanced - 15-YR classification salary range shall be <br />set 5% above the Police Officer classification salary range. <br />RETENTION INCENTIVES: <br />Eligible employees will receive the following retention incentives: <br />$5,000 effective the second full pay period in February 2025. <br />$5,000 effective the second full pay period in February 2026. <br />$5,000 effective the second full pay period in February 2027. <br />To be eligible, an employee must be in full paid status for the entire applicable pay period listed above to <br />be eligible for the retention incentive. The lump sum payments will not be treated as pensionable <br />compensation. The City will withhold taxes from lump sum payments in accordance with federal and state <br />requirements. <br />INITIAL APPOINTMENT: <br />Language is being amended to clarify that approval for appointments higher than first step is made by the <br />City Manager vs. the Council. <br />SPECIAL ASSIGNMENT PAY: <br />Effective the first full pay period following City Council approval of a successor MOU in 2024, Police <br />Officers assigned to the Crisis Negotiation Unit and S.W.A.T. team will receive special assignment pay of <br />$100.00 per month. <br />6.I. - Page 3 of 84 <br />233