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San Angelo negotiators discuss one-year extension with 5% raise, sick-leave payout and on-call pay clarification
Summary
City negotiators proposed extending the current meet-and-confer agreement through Sept. 30, 2026 and applying a 5% council-approved raise; the police association pressed for additional compensation changes including a sick-leave payout schedule, PTO increases, night-shift differential and clearer on-call pay rules. Both sides agreed to form subcommittees, reconcile numbers and return with draft language and cost estimates.
Representatives for the San Angelo police association and city negotiators discussed extending the current meet-and-confer agreement to Sept. 30, 2026 while accepting a 5% across-the-board raise the city council approved earlier this month.
The city’s facilitator read proposed language agreed in subcommittee clarifying on-call response: “On call response will be paid at 150% at a premium rate,” and said overtime tied to on-call response would be capped at the budget amount and any excess would convert to call-out pay and be funded through the police operating budget. The facilitator said the subcommittee had reached consensus on wording and that staff would draft a tentative agreement (TA) for signatures if the parties approved it.
Association representatives said the 5% raise was a step forward but did not fully address pay shortfalls the bargaining unit expects a forthcoming pay-and-classification study to expose. “San Angelo is grossly underpaid,” an association representative said, adding later that the department is “14% under average,” language used in the meeting record by the association. Association negotiators proposed additional monetary and non-monetary items including a tiered sick-leave payout plan, a proposed $70 increase to PTO, a night-shift differential, and counting certain paid hours toward FLSA calculations.
City staff described financial limits set by council and said the council allocated roughly $918,000 to fund a 5% across-the-board raise; staff indicated some one-time budget items had been included for specific purposes and are not freely reassignable. Finance staff underscored that an estimated $24 million is the city’s liquid, budget-basis 90-day reserve and that other portions of the reported fund balance are non-liquid (receivables or assets) and require reconciliation before being treated as available for recurring compensation.
Negotiators agreed to the following next steps: city staff will draft the TA language for signatures, the parties will form subcommittees to exchange redlines on disciplinary and alternative-discipline language, the association will prepare a consolidated proposal for sick-leave payout and other items, and finance will provide cost estimates so both sides can reconcile the $918,000 figure and any proposed reallocation. The groups recessed for caucus and reconvened to continue the discussion; no substantive change to the council-approved 5% allocation was announced during the meeting.
