Roseville council unanimously approves four‑year contract with firefighters union

Stacy Peterson, the city’s human resources director, told the council she was "here to present our successor memorandum of understanding" for employees represented by Roseville Firefighters Local 1592 and outlined the terms of a four‑year agreement that city staff recommended for adoption.

The contract, effective Jan. 1, 2026 through Dec. 31, 2029, includes wage increases that the city said will become effective with the pay period starting March 21, 2026, and a schedule of targeted adjustments intended to keep pay near the 55th percentile of the market. Peterson told the council negotiations began in September, a tentative agreement was reached March 6 and the union membership ratified the deal on March 13.

Under the agreement, city documents and Peterson’s presentation said fire prevention classifications will receive a 2.5% general increase in year two and 3% in year four; safety classifications receive no general increase in year two (dollars were reallocated to establish rank separation) and 1.75% in year four. Year three will include labor market adjustments determined after a total compensation study to maintain the 55th‑percentile target. Peterson said the city will present updated salary schedules before implementing the year‑three market adjustments.

The MOU also adjusts the city’s flex credit for health coverage: employee‑only contributions will cover 100% of the Kaiser premium, employee+1 will cover 85% and family coverage 80%; an additional $180 was added within the flex credit for dental and vision. The agreement establishes explicit rank‑separation pay: in year two captains are set 10% above engineers, and engineers 5–7.5% above firefighter‑paramedics (all measured on base pay). To offset those separations, the deal removes a 5% certification pay for engineers and captains. Other terms include an annual $300 increase in the uniform allowance, purchase of two uniforms for new hires, one additional vacation day to align with market practice, and a new fire investigation team with a 5% differential for the investigation lead and 2.5% for a team member; team assignments require a five‑year commitment.

Peterson summarized the fiscal impact: the cost to the general fund in 2026 is estimated at $351,000, with a known four‑year compounded cost of $9.4 million; the cost of future labor market adjustments is unknown and will be presented prior to implementation in January 2028. She recommended the council adopt Resolution 26‑062 approving the successor MOU and Ordinance 7055 amending the salary ordinance and associated salary schedules effective March 21, 2026.

Council members asked clarifying questions about the March 21 effective date and the negotiation timeline; Peterson confirmed the pay changes align with the start of the next pay period and that bargaining is initiated under the city’s employee relations ordinance within 120 days of expiration. No members of the public spoke on the item during the council’s public comment opportunity.

The council moved to approve the resolution and ordinance. The roll call vote was recorded as Vice Mayor Elver — yes; Council member Hashalt — yes; Council member Mandanza — yes; Council member Rakuchi — yes; Mayor Bernescone — yes. The motion carried unanimously.

The MOU will take effect Jan. 1, 2026; the salary ordinance amendments tied to the March 21, 2026 pay period were adopted as an urgency measure and the city manager was authorized to execute the successor MOU on the city’s behalf.