The city notified CLEA on July 7, 2023, of its request to enter into negotiations for the current MOU expiring June 30, 2024, as required by the MOU. A combined budget briefing with all associations was held on August 9, 2023, to begin the process prior to CLEA meeting with City Council on September 7, 2023. Two executive sessions were held on September 21 and September 26, 2023, and formal negotiation meetings commenced on October 5, 2023, with a tentative agreement made on November 27, 2023. All articles in the MOU were open to negotiations.
The city and CLEA were able to reach agreement on a two (2) year MOU that will be in effect from July 1, 2024, through June 30, 2026. The agreement does not include any areas to be reopened during the term. The Meet and Confer ordinance was amended in October 2018 and allows for the MOU to continue from year to year after the initial term above ends absent notice by either party of its desire to amend or modify the agreement through Meet and Confer.
Substantive changes to the MOU include:
- Fund ongoing merit increases of up to 5% for both FY 24/25 and FY 25/26 for all eligible officers.
- The compensation market position will remain at 3rd Market as the measure for market increases during the term of the MOU.
- Effective the first full pay period of July 2024 and July 2025, all eligible Association members will receive a one-time, lump sum, non-pensionable payment of $1,500.
- Effective July 1, 2024, fund a 5% Special Assignment Pay Differential for officers in addition to those already covered in the MOU in the following specialty assignments: Bike Team, School Resource Officer, Behavioral Health Unit, and Neighborhood Response Team.
- Additional language was added in the event a specialty unit is newly created, disbanded, replaced or renamed. Based on criteria outlined in the MOU, compensation may or may not be applied to those units.
- Effective January 1, 2024 (prior to the MOU term), the following vacation accrual increases occurred:
- 0-5 years of service increase from 4.7 hours per pay period to 5.0 hours per pay period
- 5-10 years of service increase from 5.6 hours per pay period to 5.9 hours per pay period
- 10-15 years of service increase from 6.5 hours per pay period to 6.6 hours per pay period
- The maximum vacation accrual cap per year will increase from 240 hours to 320 hours with the 2024 accruals.
- Effective the first full pay period of July 2024, any officer who has ten (10) years or more of service with the City of Chandler will receive a one-time contribution into their Post Employment Health Plan (PEHP) account in the amount of $10,000.
- Effective July 1, 2024, the City will increase the pay period contribution for active members into the PEHP account from $15.00 per pay period to $40.00 per pay period. Officers will contribute the same amount.
- Effective July 1, 2024, the following contributions will be made to an officer's PEHP account at the time of retirement based on years of service with the City of Chandler:
| Years of Service (YOS) |
Contribution Amount x Years of Service |
Sick Leave Contribution |
| 5-19 |
$900.00 |
50% |
| 20-24 |
$1250.00 |
50% |
| 25-29 |
$1500.00 |
50% |
| 30+ |
$1750.00 |
65% |
- Effective the first full pay period of July 2025, any officer who has ten (10) years or more of service with the City of Chandler who did not receive a contribution in 2024 will receive a one-time contribution into their Post Employment Health Plan (PEHP) account in the amount of $10,000.
- Effective the first full pay period of July 2025, any officer who has 15-19 years of year service with the City of Chandler will receive an additional one-time $5,000 contribution into their PHEP account.
- Effective the first full pay period of July, 2025, any officer who has 20 or more years of service with the City of Chandler will receive an additional one-time $10,000 contribution into their PHEP account.
- Effective July 1, 2025, contributions to a retiring officer's PEHP account will remain as stated in the chart above, except that officers with 30+ years of City of Chandler service will receive 50% of their sick leave balance.
- Effective July 1, 2025, any officer whose regularly scheduled shift begins on the actual date of a holiday listed in the MOU shall receive compensation at one and one-half (1.5) times their rate of pay for each hour worked through the holiday shift. This applies to those on patrol or assignment to a specialty unit when operational requirements or staffing mandates do not permit an alternate day off in lieu of the official holiday.
Release hours and specialty language was updated throughout the agreement. |
