SR Holguin, PC is a union-side labor and employment law firm with nearly four decades of experience representing private sector unions, public sector unions, and multi-employer trust funds. SR Holguin, PC is committed to providing full-service legal representation to each of our clients.

One way in which SR Holguin, PC ensures our clients and their members stay informed is by keeping you updated on recent developments relating to workers’ rights. Today’s updates come following the release of the March 23, 2021 Los Angeles City Council meeting revised agenda. There are two items in particular that could impact you.

1. Workers Who Could be Impacted: Los Angeles Police Protective League (LAPPL) – MOU 24

On March 1, 2021, the City Administrative Officer sent a Report to the City Council entitled “2019-2022 Amended Memorandum of Understanding (MOU) for the Los Angeles Police Protective League (LAPPL) – MOU 24.” 

The Report provided in part “[i]n accordance with the instructions of the Executive Employee Relations Committee (EERC), a tentative agreement has been reached with the Los Angeles Police Protective League (LAPPL) for the Police Officers, Lieutenant and Below representation bargaining unit for an amended MOU. The tentative agreement has been ratified by bargaining unit members.

The key provisions of the agreement are as follows:

Term & Salary

Extend term from 3 years to 5 years (July 1, 2019 – June 29, 2024).

Defer date of base wage increase of 3% from January 16, 2022, to January 1, 2023.

Defer date of base wage increase of 1.5% from June 19, 2022, to January 1, 2023.

Budget and Finances

New Letter of Agreement requiring meetings to provide periodic updates on the City’s budget and finances; LAPPL can invoke right to meet and confer over distribution of significant state/federal relief money received by the City.

Allocate and pay a minimum of $70 million in cash overtime in FY 2021/2022, 2022/2023, and 2023/2024.

Establish an overtime bank “buy-back” program in mid-to-late FY 2022/23 to be administered in FY 2023/24 for a minimum of $35 million subject to budget conditions.

Continue the overtime bank “buy-back” program in the existing LOA to 2022/23.

Health Insurance

In January 2022 and January 2023 the parties shall meet and confer to establish the monthly subsidy amounts for the corresponding upcoming fiscal years (July 2022 and July 2023).

No Lay Offs

Provides that no layoffs will occur during FY 2020/21.

Retirement Incentive Pay

Provides members who plan on entering [the Deferred Retirement Option Plan (DROP)] or retiring between January 16, 2022, and December 31, 2022, for purposes of including active compensation (highest 12 months) regarding retirement allowance calculation.

Allows members in DROP prior to January 16, 2022, to take advantage of Retirement Incentive Pay during the last pay period of employment to maintain deferred salary regarding accumulated time off payouts.”

Therefore, the Report “recommends that the City Council:

1. Approve the attached 2019-2024 Amended Memorandum of Understanding (MOU) for Bargaining Unit 24; and

2. Authorize the Controller and the CAO to correct any clerical errors or make necessary technical corrections subsequent to City Council approval.”

On March 17, 2021, the City Council’s Personnel, Audits, and Animal Welfare Committee considered and approved the Report.

Now, agenda item 19 of the March 23, 2021 Los Angeles City Council meeting calls for the Council to consider the Report.

2. Workers Who Could be Impacted: Los Angeles Police Command Officers Association (MOU 25)

On March 8, 2021 the City Administrative Officer sent a Report to the City Council entitled “2019-2022 Amended Memorandum of Understanding (MOU) for the Los Angeles Police Command Officers Association (MOU 25).”

The Report provided in part “[i]n accordance with the instructions of the Executive Employee Relations Committee (EERC), a tentative agreement has been reached with the Los Angeles Police Command Officers Association (LAPCOA) for the Police Officers, Captain and Above representation bargaining unit for an amended MOU. The tentative agreement has been ratified by bargaining unit members.”

The key provisions of the agreement are as follows:

Term & Salary

Extend term from 3 years to 5 years (July 1, 2019 – June 29, 2024).

Defer date of base wage increase of 3% from January 16, 2022, to January 1, 2023.

Health Insurance

In January 2022 and January 2023 the parties shall meet and confer to establish the monthly subsidy amounts for the next fiscal year (July 2022 and July 2023).

Budget and Finances

New Letter of Agreement requiring meetings to provide periodic updates on the City’s budget and finances; LAPCOA can invoke right to meet and confer over distribution of significant state/federal relief money received by the City.

Retirement Incentive Pay

Provides members who plan on entering DROP or retiring between January 16, 2022, and December 31, 2022, for purposes of including active compensation (highest 12 months) regarding retirement allowance calculation.

Allows members in DROP prior to January 16, 2022, to take advantage of Retirement Incentive Pay during the last pay period of employment to maintain deferred salary regarding accumulated time off payouts.”

Therefore, the Report “recommends that the City Council: 

1. Approve the attached 2019-2022 Amended Memorandum of Understanding (MOU) for Bargaining Unit 25; and

2. Authorize the Controller and the CAO to correct any clerical errors or make

necessary technical corrections subsequent to City Council approval.”

On March 17, 2021, the City Council’s Personnel, Audits, and Animal Welfare Committee considered and approved the Report.

Now, agenda item 20 of the March 23, 2021 Los Angeles City Council meeting calls for the Council to consider the Report.

We hope these updates are helpful to you.

Fraternally,

SR Holguin, PC