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Council approves multi-year labor agreements and adopts citywide pay schedule
Summary
After several months of bargaining, the city approved tentative agreements with four bargaining groups covering 20262028 (generally 3% COLA for most groups; 2.5% for the fire middle-management unit), market adjustments for underpaid positions, and other pay and benefit changes; the council also adopted a citywide pay schedule to formalize EMT salary tables (Res. 11518211521; Res. 11527).
The Folsom City Council on Dec. 9 approved four separate memoranda of understanding and a citywide pay schedule that complete the citys multiyear bargaining cycle and create greater internal pay transparency.
Human Resources Director Lisonbee Garcia summarized negotiations that produced tentative agreements with the Folsom Mid Management group, the Folsom Police Officers Association, the Folsom Police Management Association, and the Folsom Fire Department middle-management unit. Most agreements are three-year contracts covering 2026 through 2028 and include an annual cost-of-living adjustment of roughly 3% for each year; the fire middle-management unit will receive a 2.5% COLA each year. Several units will receive market adjustments for positions identified as below market in the citys total compensation survey.
Highlights include a 5% market adjustment for positions identified as below market in mid-management; an annual boot allowance up to $325 for eligible employees in that unit; increases to educational incentive pay and a 5% detective differential for officers assigned to detective duties in the police association contract; and an increase in the cash-in-lieu health insurance payment from $250 to $300 per month for certain units.
Council adopted separate resolutions authorizing the city manager to execute the MOUs (Res. 11518, 11519, 11520 and 11521). After those votes, staff also presented a CalPERS-required citywide pay schedule and a new step-based structure for the executive management team (EMT) and contract employees to align pay practices across the organization; the council adopted Resolution 11527 to approve the pay schedule and EMT salary tables.
Why it matters: The multiyear agreements conclude bargaining for all six city bargaining groups through 2028, providing budgetary predictability and an agreed framework for recruitment and retention. The citywide pay schedule implements step tables to create more transparent pay progression for management and contract employees.
Next steps: City manager authorized to execute the MOUs; human resources to post the adopted pay schedule to the citys HR website and implement market adjustments and pay-step changes consistent with the agreements.
