AGENDA TITLE:
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Adopt a Resolution Approving the Memorandum of Understanding between the City of Lodi and the Lodi Police Dispatchers Association for the Period of July 1, 2025 through June 30, 2028 (HR)
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MEETING DATE:
December 17, 2025
PREPARED BY:
Human Resources Management Analyst
recommendation
RECOMMENDED ACTION:
Adopt a Resolution Approving the Memorandum of Understanding between the City of Lodi (“City”) and the Lodi Police Dispatchers Association (LPDA) for the Period of July 1, 2025 through June 30, 2028.
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BACKGROUND INFORMATION:
Representatives from the City and LPDA 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 included as Attachment 1 for Council review and approval. 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
• 11.82% wage adjustment over the term of the MOU as follows:
o 5.82% equity adjustment effective July 7, 2025;
o 3% equity adjustment effective December 22, 2025;
o 3% cost-of-living adjustment 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 MOU, whichever is later.
• Reduce total employee pension contribution by 3% effective July 6, 2026.
• Add Graveyard incentive of 2.5% effective December 22, 2025, following City Council approval of the MOU.
• Add Wellness Incentive of fifty dollars ($50) per month to be paid on a per pay period basis, upon successfully passing a physical agility examination on an annual basis.
• Add Training Incentive Side Letter from 2023 into the MOU.
• Add eligibility for Property and Evidence Technician training incentive of 5% effective December 22, 2025, following City Council approval of the MOU.
• Increase bilingual incentive to $200 per month effective December 22, 2025, 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- This longevity incentive will take effect December 22, 2025, and be paid on a per pay period basis starting the first full pay period in January 2026, as follows:
o 10 years -2.5%
o 20 years -5%
o Eligible employees shall receive longevity pay for 2025, and retroactive amounts owed for 2025 will be paid in the pay period beginning December 22, 2025.
• MOU Clean Up:
o Tuition Reimbursement - Clarify definition for “regular employee for 6 months” (not on probation)
o Add Holiday Side Letter to MOU
Employees in the Dispatcher/Jailer classification perform both dispatcher and jailer responsibilities, a combination of duties not typically required in neighboring jurisdictions. Both the City and the LPDA recognize the importance of offering competitive salary and benefit packages to recruit and retain qualified employees for these specialized positions.
While the City remains committed to fiscally sustainable operations, the community and the Police Department rely on well-trained, capable staff to dispatch officers and emergency personnel effectively. In addition, the City must ensure that jail operations are conducted in compliance with all applicable state and county regulations.
Staff recommends that the Council approve the MOU between the City and LPDA.
STRATEGIC VISION:
3A. Fiscal Health: Promote City's transparency & fiscal fluency.
FISCAL IMPACT:
The total cost of the term of the agreement is $840,538.
|
Fiscal Year 2025-2026 |
$201,350 |
|
Fiscal Year 2026-2027 |
$289,234 |
|
Fiscal Year 2027-2028 |
$349,954 |
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 reserves may be necessary to finance a portion of salary increases.