AGENDA TITLE:
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Adopt a Resolution Approving the Statement of Benefits (SOB) Between the City of Lodi and the Lodi Fire Mid-Management for the Period July 1, 2025 through June 30, 2028 (HR)
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MEETING DATE:
December 17, 2025
PREPARED BY:
Cristina Gonzales, Interim Human Resources Manager
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RECOMMENDED ACTION:
Adopt a Resolution Approving the Statement of Benefits Between the City of Lodi and the Lodi Fire Mid-Management for the Period July 1, 2025 through June 30, 2028.
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BACKGROUND INFORMATION:
Representatives from the City of Lodi and the Lodi Fire Mid-Management (LFMM) have been bargaining over a successor Statement of Benefits (SOB) for the past six months and have reached a tentative agreement, subject to Council approval.
The proposed version of the SOB is attached as Attachment 1 for Council review and approval. A summary of the key changes in the SOB are as follows:
• The term of the SOB shall be from July 1, 2025 through June 30, 2028.
• Twenty percent (20%) salary separation from Battalion Chief top step to top step Training/Administrative Captain rate effective December 22, 2025 or the first pay period following City Council approval of the SOB, whichever is later.
• Ten percent (10%) salary separation from Deputy Chief top step to top step Battalion Chief rate, effective December 22, 2025 or the first pay period following City Council approval of the SOB, whichever is later.
• One-time distribution of 3% for July 1, 2025 to December 31, 2025 payable effective December 22, 2025 or the first pay period following City Council approval of SOB, whichever is later.
• Three percent (3%) cost-of-living increase effective July 6, 2026.
• Three percent (3%) cost-of-living increase effective July 5, 2027.
• City shall pay up to 90% of the medical premium, by enrollment category, for the lowest cost HMO plan available in the zip code 95240, effective January 1, 2026 or the first pay period following City Council approval of the SOB, whichever is later.
• Increase Longevity pay - If approved, the percentage-based longevity pay incentive would take effect December 21, 2025, and would then be paid on a per pay period basis starting the first full pay period in January 2026, at the following rates:
o 10 years - 2.5%
o 20 years - 5%
• SOB Clean Up:
o Tuition Reimbursement - Clarify definition for “regular employee for 6 months” (not on probation)
o Holiday Leave Balance to reflect 168 hours
• Add the following Side Letters to SOB:
o Holiday Pay Cash Out Side Letter,
o EMT Side Letter,
o Physical Fitness; and
o Paramedic Incentive
LFMM continues to partner with the City to maintain a high level of service at a reasonable cost to the community. Both the City and LFMM recognize the need to offer competitive salary and benefit packages to attract and retain talented employees into the fire service. Both also recognize the need for the City to maintain its financial health. The increases offered in this SOB place the LFMM salaries slightly above median of our competitor agencies and it is anticipated will keep the near the midpoint throughout the SOB term. The SOB terms strike a balance by providing enhanced salary to LFMM members at a reasonable cost to the City.
Staff recommends that the Council approve the SOB between the City and LFMM.
STRATEGIC VISION:
3A. Fiscal Health: Promote City's transparency & fiscal fluency.
FISCAL IMPACT:
The total cost the term of the agreement is $605,600 as show below.
|
Calendar Year 2025 |
$156,680 |
|
Calendar Year 2026 |
$195,510 |
|
Calendar Year 2027 |
$253,410 |
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Total Cost (3 years) |
$605,600 |
FUNDING AVAILABLE:
Budget adjustments for these and other compensation increases for City employees may be needed at Mid-Year Fiscal Year 2025/26. Vacancy savings are the first source for funding the increases for this and future employee contract changes in the coming Fiscal Year. These savings and other reserves may be necessary to finance the salary and benefit increases.