CITY COUNCIL MEETING AGENDA PACKET

Page 1 of 4 Item #7 CITY COUNCIL AGENDA REPORT December 2, 2025 Human Resources TITLE: INTRODUCTION OF PROPOSED MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF PLEASANTON AND THE PLEASANTON CITY EMPLOYEES ASSOCIATION/AFSCME LOCAL 955, WITH TERM ENDING MARCH 31, 2028 SUMMARY The Memorandum of Understanding (MOU) between the City of Pleasanton and the Pleasanton City Employees Association, AFSCME Local 955 (PCEA), expired on March 31, 2025. Representatives from PCEA and the City of Pleasanton met and conferred in good faith and have agreed on terms for a successor agreement. The City’s practice is to introduce the key elements of the proposed MOU, receive input from the public, and allow for open discussion prior to adopting the agreement at the next public meeting. RECOMMENDATION Staff recommends that the City Council obtain public input and receive comments on the key elements of the tentative agreement negotiated between the Pleasanton City Employees Association/AFSCME Local 955 and the City of Pleasanton. This matter will be included in the agenda for the December 16, 2025, meeting for approval. BACKGROUND The PCEA represents approximately 204 employees across a wide range of classifications, including clerical positions, police dispatchers, recreation employees, planners, engineers, and maintenance employees in the streets, parks, support services, and utilities divisions. The recently expired MOU with this group covered the period April 1, 2022, through March 31, 2025. On May 15, 2025, representatives of the City and PCEA began the meet-and-confer process regarding terms and conditions of employment to endeavor to reach an agreement on a successor MOU. The parties met eleven times to discuss the terms and developed a proposed initial agreement with a term ending on March 31, 2028. DISCUSSION In accordance with the Meyers-Milias-Brown Act, the parties are required to meet and confer in good faith over items covered within the scope of representation, including wages, hours, and other terms and conditions of employment. A recent compensation study showed that most classifications in this bargaining unit are at or above the market for comparable agencies. However, the City continues to experience retention challenges in certain classifications, as nearby agencies offer competitive compensation structures that appeal to qualified candidates. To maintain competitiveness and support workforce stability, general wage increases and targeted incentives are recommended. Page 64 of 200