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Page 4 of 5 <br />City of Redwood City 1017 Middlefield Road, Redwood City, CA. 94063 Tel: 650-780-7000 www.redwoodcity.org <br />they can respond to City issues while off-duty. Lieutenants must adhere to the guidelines detailed in the <br />City’s Police Policy Manual. <br />DETECTIVE SERGEANT AND STREET CRIMES SERGEANT ON CALL PAY <br />Effective the first full pay period following City Council approval of a successor MOU, for every 24 hours <br />assigned to on call duty, the Detective Sergeant and Street Crimes Sergeant shall receive 2 hours straight- <br />time pay, not to exceed one Sergeant on-call in a 24-hour period. The 24-hour on call duty shall begin at <br />8:00 a.m. and end at 8:00 a.m. on the following day. If, while serving on call, the employee is called in to <br />work, the employee shall receive pay for the hours worked in accordance with the provisions of the MOU. <br />SICK LEAVE <br />The tentative agreement expands reasons for sick leave usage in order to comply with legislative changes <br />provided by Government Code Section 12945.8. In addition, the tentative agreement modifies when the <br />City can require verification from a licensed medical practitioner for sick leave usage. <br />INDUSTRIAL DISABILITY LEAVE <br />Employees on industrial disability leave must continue to contribute all employee benefit contributions, <br />including the 1.8% retiree health cost share and the employee contribution to the retiree health savings <br />account, where applicable. If an employee takes vacation while on industrial disability leave, the employee <br />is required to inform their supervisor two weeks in advance. A supervisor may inquire with an employee <br />while the employee is on industrial disability leave. The employee must respond to the supervisor’s <br />inquiries within a reasonable time. Employees are required to immediately notify their supervisor in the <br />event of a change in their work status. <br />WELLNESS PROGRAM <br />The parties tentatively agreed to continue the wellness program on an ongoing basis. Effective August 26, <br />2024, any changes to the wellness program negotiated with the Redwood City Police Officers Association <br />will apply to the Police Supervisors’ Association. <br />EMPLOYEE CONTRIBUTIONS TO RETIREMENT SYSTEM <br />The current MOU provides that employees in Tier 3 pension (2.7% @ 57), the pension tier provided under <br />the Public Employees’ Pension Reform Act (PEPRA), are required to pay an additional contribution of <br />pensionable compensation toward the City’s pension contribution. The total employee pension <br />contribution for employees in Tier 3, including the statutory required contribution of one-half of the <br />normal cost, shall not exceed a total of 16% of pensionable compensation. The current PEPRA contribution <br />of one-half of the normal cost is 13.25%, and the additional employee cost share is 2.75%. <br />Effective the first full pay period following City Council approval of a successor MOU in 2025, the additional <br />pension contribution for employees in Tier 3 in excess of one-half of the normal cost for pension as <br />determined by CalPERS will be discontinued. <br />FISCAL IMPACT <br />The proposed 3% salary increase for year one is included in the current adopted FY 2024-25 budget. Other <br />recommended salary and benefit changes through the three-year term of the agreement represent a <br />maximum estimated fiscal impact of approximately $881,000 of which $195,200 would be one-time costs. <br />At this time, staff is requesting a budget amendment for Fiscal Year 2024-25 increasing General Fund <br />6.H. - Page 4 of 72 <br />346