AGENDA TITLE:
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Adopt a Resolution Approving the Memorandum of Understanding Between the City of Lodi and the Lodi Police Mid-Management Organization for the Period July 1, 2025 through June 30, 2028 (HR)
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MEETING DATE:
November 19, 2025
PREPARED BY:
Cristina Gonzales, Interim Human Resources Manager
recommendation
RECOMMENDED ACTION:
Adopt a Resolution Approving the Memorandum of Understanding between the City of Lodi and the Lodi Police Mid-Management Organization 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 Police Mid-Management Organization (LPMO) have been bargaining over a successor Memorandum of Understanding (MOU) for the past six months and have reached a tentative agreement, subject to Council approval.
The proposed version of the MOU is attached as Attachment 1 for Council review and approval. However, as of the time of this agenda publishing, the Schedule A table with salary ranges for each LPMO position projected over the term of the MOUis still being finalized and it will be submitted at the Council meeting on November 19, 2025 by bluesheet.
A summary of the key changes to the MOU are as follows:
• The term of the MOU shall be from July 1, 2025 through June 30, 2028.
• Nine percent (9%) wage adjustment for the benchmark classification of Lieutenant over the term of the contract as follows:
o Three percent (3%) effective July 7, 2025;
o Three percent (3%) effective July 6, 2026; and
o Three percent (3%) effective July 5, 2027.
o The Sergeant will be twenty (20%) percent below the Lieutenant, the Captain will be twenty percent above the Lieutenant (20%)
• Effective July 7, 2025 - One-time, off-schedule payment equivalent to three percent (3%) of base wages earned for the period of July 7, 2025 through December 22, 2025. This payment shall not affect salary range placement.
• 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 MOU, whichever is later.
• Reduce total employee pension contribution to twelve percent (12%) for Public Safety/Sworn and ten percent (10%) for Miscellaneous as soon as administratively possible.
• Add Graveyard incentive, 2.5% effective the first pay period following City Council approval of the MOU.
• Increase bilingual incentive to $200 per month effective the first pay period following City Council approval
of the MOU.
• Roll uniform allowance into base pay effective the first pay period following City Council approval of the MOU.
• Increase Longevity pay - One full year payment on 2nd pay period in November 2025. To be paid on a per pay period basis starting the first full pay period in January 2026:
o 10 years - 2.5%
o 20 years - 5%
• MOU Clean Up:
o Tuition Reimbursement - Clarify definition for “regular employee for 6 months” (not on probation)
o Add Holiday Side Letter to MOU
o Dispatch Supervisor salary shall be calculated by multiplying the Lead Dispatcher/Jailer salary by 1.20, creating a 20% separation between the Dispatch Supervisor and the Lead Dispatcher/Jailer salary.
LPMO continues to partner with the City to maintain a high level of service at a reasonable cost to the community. Both the City and LPMO recognize the need to offer competitive salary and benefit packages to attract and retain talented employees into the police service. Both parties also recognize the need for the City to maintain its financial health. The increases offered in the proposed MOU bring the LPMO salaries closer to median of competitor agencies and it is anticipated these increases will keep employees near this midpoint throughout the term of the MOU. Therefore, both parties feel the MOU strikes an appropriate balance by providing enhanced salary to LPMO members at a reasonable cost to the City, and ensuring a high level of police service for the Lodi community.
Staff recommends that the Council approve the MOU between the City and LPMO as shown in Attachment 1 with the final Schedule A provided via bluesheet at the November 19, 2025 Council meeting.
STRATEGIC VISION:
3A. Fiscal Health: Promote City's transparency & fiscal fluency.
FISCAL IMPACT
The total cost of the term of the agreement is $1,313,400 as shown below.
|
Calendar Year 2025 |
$ 239,900 |
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Calendar Year 2026 |
$ 472,900 |
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Calendar Year 2027 |
$ 600,600 |
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Total Cost (3 years) |
$1,313,400 |
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 have been significant in the past three years allowing the City to build up substantial reserves. These and other reserves may be necessary to finance the salary and benefit increases.