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Page 2 of 4 <br />competitive, general wage increases and incentives are necessary to address evolving public <br />safety staffing challenges and keep pace with market conditions. <br /> <br />The significant results of the negotiations include: <br />1. Term of Agreement: The term of the proposed agreement is three years, effective as <br />of June 1, 2026, with an expiration date of May 31, 2029. <br /> <br />2. General Wage Increases: <br />• Effective the first full pay period on or after June 1, 2026 (June 6, 2026), the <br />salary ranges shall be increased by three percent (3%). <br />• Effective the first full pay period on or after June 1, 2027 (June 5, 2027), the <br />salary ranges shall be increased by three and one-half percent (3.5%). <br />• Effective the first full pay period on or after June 1, 2028 (June 3, 2028), the <br />salary ranges shall be increased by four percent (4%). <br /> <br />3. Longevity Pay: Longevity Pay will replace the Career Incentive Program as follows: <br />• Effective the first full pay period following June 1, 2026 (June 6, 2026), <br />employees shall be eligible for two percent (2%) Longevity Pay beginning the first <br />full pay period following the completion of 8 years of sworn peace officer service <br />(minimum of two (2) years with Pleasanton), and four percent (4%) Longevity <br />Pay beginning the first full pay period following the completion of 12 years of <br />sworn peace officer service (minimum of four (4) years with Pleasanton). <br />• Effective the first full pay period following June 1, 2028 (June 3, 2028), <br />employees shall be eligible for three percent (3%) Longevity Pay beginning the <br />first full pay period following the completion of 8 years of sworn peace officer <br />service (minimum of two (2) years with Pleasanton), and six percent (6%) <br />Longevity Pay beginning the first full pay period following the completion of 12 <br />years of sworn peace officer service (minimum of four (4) years with Pleasanton). <br /> <br />The above-mentioned longevity incentive pay is not cumulative. Employees receive <br />compensation at a level that corresponds to their total length of service. <br />4. Special Assignment Premium Pay: Effective June 1, 2026, there will be a cap of ten <br />percent (10%) for all combined special assignment premium pay over and above base <br />salary. <br /> <br />5. Shift Differential: <br />• Effective the first full pay period following June 1, 2026 (June 6, 2026), <br />employees whose regularly scheduled work shifts include the hours between <br />midnight and 0600 hours will receive a three percent (3%) shift differential for all <br />hours in paid status. <br />• Effective the first full pay period following June 1, 2028 (June 3, 2028), <br />employees whose regularly scheduled work shifts include the hours between <br />midnight and 0600 hours will receive an additional two percent (2%) shift <br />differential for a total of five percent (5%) for all hours in paid status. <br /> <br />6. Bilingual Pay: Implement bilingual pay for employees meeting certification <br />Page 164 of 248