CITY COUNCIL REGULAR MEETING AGENDA PACKET 5-5-26

Page 1 of 4 Item #11 CITY COUNCIL AGENDA REPORT May 5, 2026 Human Resources TITLE: INTRODUCTION OF PROPOSED MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF PLEASANTON AND THE PLEASANTON POLICE OFFICERS' ASSOCIATION WITH TERM ENDING MAY 31, 2029 SUMMARY The Memorandum of Understanding (MOU) between the City of Pleasanton and the Pleasanton Police Officers’ Association (PPOA) expires on May 31, 2026. Representatives from PPOA 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 public input, and allow open discussion before adopting the agreement at the next public meeting. RECOMMENDATION Introduction of proposed Memorandum of Understanding between the City of Pleasanton and the Pleasanton Police Officers' Association with term ending May 31, 2029. It is recommended that the City Council obtain public input and receive comments on the key elements of the tentative agreement negotiated between the Pleasanton Police Officers’ Association (PPOA) and the City of Pleasanton. This matter will be included in the agenda for the May 19, 2026, meeting for approval. BACKGROUND The Pleasanton Police Officers’ Association membership includes 74 of the City’s sworn law enforcement personnel. The group comprises 13 police sergeants and 61 police officers. The current Memorandum of Understanding (MOU) covering PPOA members is for the period June 1, 2023, through May 31, 2026. On March 4, 2026, representatives of the City and PPOA 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 five times to discuss the terms and developed a proposed initial agreement with a term ending on May 31, 2029. 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 the classifications represented in this bargaining unit were below market levels for comparable agencies. In addition, other local agencies have offered other notable incentive pay to recruit and retain staff. These actions underscore the increasingly competitive market where attracting and retaining qualified personnel has become challenging due to limited candidate availability and high demand. To ensure the City remains Page 163 of 248