HomeMy WebLinkAbout2026-05-12; City Council; Resolution 2026-086Exhibit 1
RESOLUTION NO. 2026-086 .
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARLSBAD,
CALIFORNIA, APPROVING SIDE LETTER AGREEMENTS BETWEEN THE CITY OF
CARLSBAD AND THE CARLSBAD FIREFIGHTERS’ ASSOCIATION, INC.,
CARLSBAD POLICE OFFICERS’ ASSOCIATION AND CARLSBAD POLICE
MANAGEMENT ASSOCIATION
WHEREAS, representatives of the City of Carlsbad and the Carlsbad Firefighters Association, Inc.
(CFA), have met and conferred in good faith pursuant to the Meyers-Milias-Brown Act (California
Government Code, Section 3500 et seq.) regarding holiday and safety holiday pay, paramedic license
pay and education incentive pay language updates to the memorandum of understandings; and
WHEREAS, representatives of the City of Carlsbad and the Carlsbad Police Officers’ Association
(CPOA), have met and conferred in good faith pursuant to the Meyers-Milias-Brown Act (California
Government Code, Section 3500 et seq.) regarding holiday and safety holiday pay, compensation
adjustments, SWAT hazard pay and educational compensation pay updates to the memorandum of
understanding; and
WHEREAS, representatives of the City of Carlsbad and the Carlsbad Police Management
Association (CPMA) have met and conferred in good faith pursuant to the Meyers-Milias-Brown Act
(California Government Code, Section 3500 et seq.) regarding holiday and safety holiday pay,
compensation, SWAT hazard pay and POST Certificate Educational Compensation pay language
updates to the memorandum of understanding; and
WHEREAS, said representatives have reached agreements which they desire to submit to the
City Council for consideration and approval; and
WHEREAS, the City Council of the City of Carlsbad, California, has determined that it is necessary
to approve such agreements in the form of side letter agreements (Attachments A through F).
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Carlsbad, California, as
follows:
1.That the above recitations are true and correct.
2.That this action is not a “project” as defined by California Environmental Quality Act, or
CEQA, Section 21065 and CEQA Guidelines Section 15378(b)(2) and (5) and does not
require environmental review under CEQA Guidelines Section 15060(c)(3) as it is a
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government organizational or administrative activity that will not result in direct or
indirect physical changes in the environment.
3.The side letter agreements between the Carlsbad Firefighters’ Association, Inc. and the
City of Carlsbad (Attachments A and B) are approved, and the City Manager is
authorized to execute them on behalf of the city.
4.The side letter agreement between the Carlsbad Police Officers’ Association and the
City of Carlsbad (Attachments D, E, and F) is approved, and the City Manager is
authorized to execute it on behalf of the city.
5.The side letter agreement between the Carlsbad Police Management Association and
the City of Carlsbad (Attachment C) is approved, and the City Manager is authorized to
execute it on behalf of the city.
PASSED, APPROVED AND ADOPTED at a Regular Meeting of the City Council of the City
of Carlsbad on the 12th day of May, 2026, by the following vote, to wit:
AYES: Blackburn, Bhat-Patel, Acosta, Burkholder, Shin.
NAYS: None.
ABSTAIN: None.
ABSENT: None.
______________________________________
KEITH BLACKBURN, Mayor
______________________________________
SHERRY FREISINGER, City Clerk
(SEAL)
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Attachment A
SIDE LETTER AGREEMENT BETWEEN THE
THE CARLSBAD FIREFIGHTERS’ ASSOCIATION, INC. AND THE CITY OF CARLSBAD RELATING TO HOLIDAY AND SAFETY HOLIDAY PAY, PARAMEDIC LICENSE PAY, AND EDUCATION INCENTIVE PAY
The City of Carlsbad (“city”) and the Carlsbad Firefighters’ Association, Inc. (“CFA”) entered into a Memorandum of Understanding (“MOU”) with a term beginning on January 1, 2023, and terminating on December 31, 2025. The city and CFA are collectively referred to herein as the “Parties.” The Parties now enter into this Side Letter of Agreement (“Agreement”) as an
amendment to the MOU.
Background and Overview
This Agreement modifies the MOU to align Holiday and Safety Holiday Pay, Paramedic License Pay, and Education Incentive Pay language with current practices and pursuant to CalPERS and California law.
The Parties have satisfied their obligations to meet and confer in good faith in accordance with
the Meyers-Milias-Brown Act (“MMBA”).
Based on the above, the city has proposed and the CFA has agreed to modify Articles 16, 29, and 41 of the MOU to state the following:
ARTICLE 16. HOLIDAYS
The city shall observe the following scheduled paid holidays, consistent with the annual holiday schedule published by the Human Resources Department:
New Year’s Day Thanksgiving
Martin Luther King Jr.’s Birthday Thanksgiving Friday President’s Birthday Christmas Day Memorial Day Independence Day
Labor Day
Indigenous Peoples’ Day Veterans Day Effective January 27, 2020, the following provisions will be in effect:
1) Suppression personnel assigned as a Lifeguard Supervisor or on an administrative assignment are ineligible for the holiday pay listed above, and these positions do not require scheduled staffing without regard to holidays. These personnel will receive straight time pay when they are scheduled to work on the holidays listed above.
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2) Fire Prevention personnel, personnel on a non-occupational injury light/modified duty
assignment and Suppression personnel in the new hire academy will be eligible to have
the day off with pay on the holidays listed above, and these positions do not require scheduled staffing without regard to holidays. 3) Suppression personnel working a 112 hour/pay period schedule, personnel on an
occupational injury light/modified duty assignment and Paramedic Lifeguard
Lieutenants are normally required to work on an approved holiday because they work in positions that require scheduled staffing without regard to holidays. Those employees shall be credited with an additional 12 hours of holiday pay (using a straight-time base salary rate that excludes additional pays) on the day the holiday occurs.
Employees scheduled to work on a holiday who desire the day off will utilize their own
leave balances. To the extent permitted by law, the compensation in this section is special compensation and shall be reported to CalPERS as holiday pay eligible for use in the calculation of
CalPERS retirement benefits, pursuant to Government Code § 20636 and Title 2 California
Code of Regulations §§ 571 and 571.1. Only employees who are on paid status on their scheduled workday immediately before a holiday shall be entitled to the paid holiday. Holiday pay shall be discontinued after 84
consecutive calendar days (12 weeks) on paid or unpaid leave of absence (except when
leave is ordered by the city or when an employee is on an active-duty military leave). See Article 33 for the complete effect of an extended leave of absence on holiday pay.
ARTICLE 29. PARAMEDIC LICENSE PAY
Fire Captains and Fire Engineers who obtain and maintain their paramedic license and San Diego County accreditation will receive paramedic license pay for certification in auxiliary medical techniques. Effective Mar. 20, 2023 the biweekly pay shall change from $110.77 to the equivalent
of 2.5% of the top step Paramedic Firefighter biweekly base salary per pay period. Specific flat
amounts during the effective period of the MOU are as follows: Effective 3/20/2023: $102.62 Effective 1/1/2024: $106.73 Effective 1/1/2025: $111.00
To the extent permitted by law, the compensation in this section is special compensation and shall be reported to CalPERS as paramedic pay eligible for use in the calculation of CalPERS retirement benefits, pursuant to Government Code § 20636 and Title 2 California Code of Regulations §§ 571 and 571.1
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ARTICLE 41. EDUCATION INCENTIVE
This article shall not be subject to the grievance procedure. All educational incentives are paid in
recognition of the education enhancing an employee’s ability to perform their regular job functions. The City has determined that each of the educational items below do enhance an employee’s ability to perform the normal job functions of all CFA positions.
41.1 Level 1: Applicable to all employees represented by CFA, Inc.,. (a) Requirement: Present proof to the Fire Chief or designee of the following:
Evidence of the award of
each of the following
certificates issued by the
California State Board of Fire
Services:
1. Fire Fighter I,
2. Fire Fighter II,
3. Driver Operator 1A,
4. Driver Operator 1B, and
5. Instructor 1
6. or State Fire Marshal
certificate of course
completion for Fire
Inspector 1A, 1B, 1C and
1D
Proof of certification from a
California State Fire Marshal
course that is deemed
equivalent to one of the
courses listed above by the
Fire Chief or designee shall
also meet the requirement.
or An Associate degree
(b) Compensation:
Eligibility for receiving the compensation will begin in the pay period in which
the employee provides evidence of eligibility to the Fire Chief or designee. It is the sole responsibility of the employee to make notification of eligibility for the education incentive pay.
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Effective Jan. 1, 2023, the biweekly compensation shall be equal to 4.5% of the top step Paramedic Firefighter biweekly base salary.
Effective 1/1/2023: $184.72
Effective 1/1/2024: $192.11
Effective 1/1/2025: $199.79
41.2 Level 2: Applicable to all employees represented by CFA, Inc.,.
(a) Requirement: Present proof to the Fire Chief or designee of the following:
Evidence of the award of the
Fire Officer certification
taskbook issued by the
California State Board of Fire
Services.
Or
State Fire Marshal
certificates of course
completion for Fire Inspector
2A, 2B, 2C and 2D.
or A Baccalaureate degree
(b) Compensation:
Eligibility for receiving the compensation will begin in the pay period in which the date the employee provides evidence of eligibility to the Fire Chief or designee. It is the sole responsibility of the employee to make notification of eligibility for the education incentive pay.
Effective Jan. 1, 2023 the biweekly compensation shall be equal to 6.9% of the top step Paramedic Firefighter biweekly base salary. Effective 1/1/2023: $283.24
Effective 1/1/2024: $294.57
Effective 1/1/2025: $306.35
41.3 An employee that meets the criteria for compensation under more than one level above shall receive compensation for only the highest such level for which the employee qualifies. An employee that meets the criteria for compensation for a single level in more
than one way shall only receive compensation for an educational level once.
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41.4 Eligibility for education incentive is determined based on the requirements issued by the California State Fire Marshal in place at the time the employee presents evidence of
eligibility.
41.5 To the extent permitted by law, the compensation in this section is special compensation and shall be reported to CalPERS as educational incentive eligible for use in the calculation of CalPERS retirement benefits, pursuant to Government Code § 20636 and
Title 2 California Code of Regulations §§ 571 and 571.1
CITY OF CARLSBAD:
Date: BRANDON BIRSE, PRESIDENT, CARLSBAD FIREFIGHTERS’ ASSOCIATION, INC.
Date: GEOFF PATNOE, CITY MANAGER, CITY OF CARLSBAD
Date: Approved as to form, CITY ATTORNEY
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Attachment B
SIDE LETTER AGREEMENT BETWEEN THE
THE CARLSBAD FIREFIGHTERS’ ASSOCIATION, INC. AND THE CITY OF CARLSBAD RELATING TO HOLIDAY AND SAFETY HOLIDAY PAY, PARAMEDIC LICENSE PAY, AND EDUCATION INCENTIVE PAY
The City of Carlsbad (“city”) and the Carlsbad Firefighters’ Association, Inc. (“CFA”) entered into a Memorandum of Understanding (“MOU”) with a term beginning on January 1, 2026, and terminating on December 31, 2028. The city and CFA are collectively referred to herein as the “Parties.” The Parties now enter into this Side Letter of Agreement (“Agreement”) as an amendment to the MOU.
Background and Overview
This Agreement modifies the MOU to align Holiday and Safety Holiday Pay, Paramedic License Pay, and Education Incentive Pay language with current practices and pursuant to CalPERS and California law.
The Parties have satisfied their obligations to meet and confer in good faith in accordance with the
Meyers-Milias-Brown Act (“MMBA”).
Based on the above, the city has proposed and the CFA has agreed to modify Article 16 of the MOU to state the following:
ARTICLE 16. HOLIDAYS
The city shall observe the following scheduled paid holidays, consistent with the annual holiday schedule published by the Human Resources Department:
New Year’s Day Thanksgiving
Martin Luther King Jr.’s Birthday Thanksgiving Friday President’s Birthday Christmas Day Memorial Day Independence Day Labor Day
Indigenous Peoples’ Day Veterans Day
1)Suppression personnel assigned as a Lifeguard Supervisor or on an administrative
assignment are ineligible for the holiday pay listed above, and these positions do not
require scheduled staffing without regard to holidays. These personnel will receivestraight time pay when they are scheduled to work on the holidays listed above.
2)Fire Prevention personnel, personnel on a non-occupational injury light/modified duty
assignment and Suppression personnel in the new hire academy will be eligible to havethe day off with pay on the holidays listed above, and these positions do not requirescheduled staffing without regard to holidays.
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3) Suppression personnel working a 112 hour/pay period schedule, personnel on an occupational injury light/modified duty assignment and Paramedic Lifeguard Lieutenants are normally required to work on an approved holiday because they work in positions that require scheduled staffing without regard to holidays. Those employees shall be credited with an additional 12 hours of holiday pay (using a straight-
time base salary rate that excludes additional pays) on the day the holiday occurs Employees scheduled to work on a holiday who desire the day off will utilize their own leave balances. To the extent permitted by law, the compensation in this section is special compensation and shall
be reported to CalPERS as holiday pay eligible for use in the calculation of CalPERS retirement benefits, pursuant to Government Code § 20636 and Title 2 California Code of Regulations §§ 571 and 571.1. Only employees who are on paid status on their scheduled workday immediately before a holiday
shall be entitled to the paid holiday. Holiday pay shall be discontinued after 84 consecutive calendar days (12 weeks) on a paid or unpaid leave of absence (except when leave is ordered by the city or when an employee is on an active duty military leave). See Article 33 for the complete effect of an extended leave of absence on holiday pay.
ARTICLE 29. PARAMEDIC LICENSE PAY Fire Captains and Fire Engineers who obtain and maintain their paramedic license and San Diego
County accreditation will receive paramedic license pay for certification in auxiliary medical
techniques. The biweekly pay equivalent to 2.5% of the top step Paramedic Firefighter biweekly base salary per pay period is listed as follows in flat dollar amounts: Effective 1/1/2026: $119.88 Effective 1/1/2027: $129.47
Effective 1/1/2028: $139.82
To the extent permitted by law, the compensation in this section is special compensation and shall be reported to CalPERS as paramedic pay eligible for use in the calculation of calpers retirement benefits, pursuant to Government Code § 20636 and Title 2 California Code of Regulations §§ 571 and 571.1
ARTICLE 41. EDUCATION INCENTIVE This article shall not be subject to the grievance procedure. All educational incentive is paid in recognition of the education enhancing an employee’s ability to perform their regular job functions.
The City has determined that each of the educational items below do enhance an employee’s ability
to perform the normal job functions of all CFA positions. 41.1 Level 1: Applicable to all employees represented by CFA, Inc.,.
(a) Requirement: Present proof to the Fire Chief or designee of one of the following categories: 1. Category 1 a. Firefighter I, Firefighter II and
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b. [Driver Operator 1A and Driver Operator 1B] and c. [Instructor I] OR [Fire Instructor 1A and Fire Instructor 1B] OR
[Training Instructor 1A and Training Instructor 1B]
2. Category 2
a. State Fire Marshal certificate or course completion for Fire Inspector 1A, 1B, 1C, and 1D 3. Category 3 a. Associate degree
(b) Compensation: Eligibility for receiving the compensation will begin in the pay period in which the employee provides evidence of eligibility to the Fire Chief or designee. It is the sole responsibility of the
employee to make notification of eligibility for the education incentive pay.
The biweekly pay equivalent to 4.5% of the top step Paramedic Firefighter biweekly base salary is listed as follows:
Effective 1/1/2026: $215.78.
Effective 1/1/2027; $233.04. Effective 1/1/2028: $251.68.
41.2 Level 2: Applicable to all employees represented by CFA, Inc.,.
(a) Requirement: Present proof of course completion to the Fire Chief or designee of one of the following:
(i) Fire Officer 2 (2025-present): Fire Officer 2A Human Resource Management, Fire Officer 2B
Administration and Community Risk Reduction, Fire Officer 2C Command of Initial Incidents, (ii) Company Officer (2014- December 31, 2026): Company Officer 2A, 2B, 2C, 2D, 2E, and Instructor 1,
(iii) Fire Officer (2013-2016): Fire Command 1A, Fire Command 1B, Fire Command 1C, Training Instructor 1B or Fire Instructor 1A, Training Instructor 1A or Fire Instructor 1B, Fire Investigation 1A, Fire Management 1, and I-300
(iv) Fire Officer (2010-2016): Fire Command 1A, Fire Command 1B, Fire Command 1C,
Fire Instructor 1A or Training Instructor 1B, Fire Instructor 1B or Training Instructor 1A, Fire Investigation 1A, Fire Management 1, Fire Prevention 1A, Fire Prevention 1B, and I-300 (v) Fire Officer (2009): Command 1A, Command 1B, Command 1C, Instructor 1A, Instructor 1B,
Investigation 1A, Management 1, Prevention 1A, Prevention 1B, and I-300
(vi) State Fire Marshal certificates of course completion for Fire Inspector 2A, 2B, 2C, and 2D
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(vii) A Baccalaureate degree
(b) Compensation: Eligibility for receiving the compensation will begin in the pay period in which the employee provides evidence of eligibility to the Fire Chief or designee. It is the sole responsibility of the
employee to make notification of eligibility for the education incentive pay.
The biweekly pay equivalent to 6.9% of the top step Paramedic Firefighter biweekly base salary is listed as follows:
Effective 1/1/2026: $330.86.
Effective 1/1/2027: $357.33. Effective 1/1/2028: $385.91.
41.1 An employee that meets the criteria for compensation under more than one level above shall
receive compensation for only the highest such level for which the employee qualifies. An employee that meets the criteria for compensation for a single level in more than one way shall only receive compensation for an educational level once.
41.2 Eligibility for education incentive is determined based on the requirements issued by the
California State Fire Marshal in place at the time the employee presents evidence of eligibility. 41.5 To the extent permitted by law, the compensation in this section is special compensation
and shall be reported to CalPERS as educational incentive eligible for use in the calculation of
CalPERS retirement benefits, pursuant to Government Code § 20636 and Title 2 California Code of Regulations §§ 571 and 571.1
CITY OF CARLSBAD:
Date: BRANDON BIRSE, PRESIDENT, CARLSBAD FIREFIGHTER’SASSOCIATION, INC.
Date: GEOFF PATNOE, CITY MANAGER, CITY OF CARLSBAD
Date: Approved as to form, CITY ATTORNEY
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Attachment C
SIDE LETTER AGREEMENT BETWEEN THE
THE CARLSBAD POLICE MANAGEMENT ASSOCIATION AND THE CITY OF CARLSBAD RELATING TO HOLIDAY AND SAFETY HOLIDAY PAY, COMPENSATION, POST CERTIFICATE EDUCATIONAL COMPENSATION AND SWAT HAZARD PAY
The City of Carlsbad (“city”) and the Carlsbad Police Management Association (“CPMA”) entered into a Memorandum of Understanding (“MOU”) with a term beginning on January 1, 2025, and terminating on June 30, 2028. The city and CPMA are collectively referred to herein as the “Parties.” The Parties now enter into this Side Letter of Agreement (“Agreement”) as an
amendment to the MOU.
Background and Overview
This Agreement modifies the MOU to align Holiday and Safety Holiday Pay, compensation, POST Certificate Educational Compensation, and SWAT Hazard Pay language with current practices and pursuant to CalPERS and California law.
The Parties have satisfied their obligations to meet and confer in good faith in accordance with
the Meyers-Milias-Brown Act (“MMBA”).
Based on the above, the city has proposed and the CPMA has agreed to modify Articles 25, 28, 34 and 41 of the MOU to state the following:
ARTICLE 25. HOLIDAYS AND SAFETY HOLIDAY PAY
25.1 The city agrees to observe 11 scheduled paid holidays per year. The holiday schedule shall not interfere with, influence, or otherwise change the scheduling of shift employees by the department.
Employees will accrue 2 floating holidays each year on July 1st. The floating holiday must be used in full day increments. There is no partial day use of a floating holiday. The floating holiday will be treated in the same manner as the other 11 holidays except that unused floating holidays will not carry over to the next fiscal year and will not be
paid out upon separation of employment.
Effective July 1, 2025, employees will no longer accrue floating holidays.
25.2 The holiday schedule for the term of this agreement is as follows:
New Year’s Day Martin Luther King’s Birthday President’s Day
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Memorial Day Independence Day
Labor Day
Indigenous Peoples’ Day Veterans Day Thanksgiving Day Thanksgiving Friday
Christmas Day
25.3 Effective April 2, 2001, all CPMA employees are normally required to work on an approved holiday because they work in positions that require scheduled staffing without regard to holidays. Employees who work a 5/8 schedule will be paid an additional eight
hours of safety holiday pay at a straight time rate for each holiday. Employees who work
a 9/80 schedule will be paid an additional nine hours of safety holiday pay at a straight time for each holiday. Employees who work a 4/10 schedule will be paid an additional 10 hours of safety holiday pay at a straight time for each holiday. Employees who work a 3/12 schedule will be paid an additional 12 hours of safety holiday pay at a straight time
for each holiday. The straight time rate used to calculate safety holiday pay is a base
salary rate that excludes additional pays. To the extent permitted by law, the compensation in this section is special compensation and shall be reported to CalPERS as holiday pay eligible for use in the calculation of
CalPERS retirement benefits, pursuant to Government Code § 20636 and Title 2
California Code of Regulations §§ 571 and 571.1. Floating holidays provided to employees from January 1, 2025 through June 30, 2025 will not be reportable to CalPERS as holiday pay special compensation.
25.4 All CPMA employees will be compensated in cash for safety holiday pay in the pay period in which the holiday occurs and will be calculated based on the payrate at the time earned, with total safety holiday pay hours based on the employee’s assigned 5/8, 9/80, 4/10 or 3/12 schedule during that holiday. Lieutenants scheduled to work on a holiday
who desire the day off will utilize vacation or compensatory time off. Captains scheduled
to work on a holiday who desire the day off will utilize vacation or executive time. For purposes of this section, a shift trade will be considered part of an employee’s regularly scheduled work shift.
ARTICLE 28. COMPENSATION Effective January 20, 2025, all CPMA-represented employees active on payroll upon ratification of this MOU shall receive a base salary increase depending on their job classification as shown
below.
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Increase Base Pay
Police Captain 7.7% $224,067.13/yr
Police Lieutenant 4.5% $90.56/hour
Effective July 1, 2025, all CPMA-represented employees active on payroll upon ratification of this MOU shall receive a base salary increase depending on their job classification as shown below.
Increase Base Pay
Police Captain 1% $226,307.80/yr
Police Lieutenant 1% $91.47/hour
Effective January 1, 2026, all CPMA-represented employees active on payroll shall receive a base salary increase depending on their job classification as shown below.
Increase Base Pay
Police Captain 4.5% $236,491.65/yr
Police Lieutenant 4.5% $95.59/hour
Effective January 1, 2027, all CPMA-represented employees active on payroll shall receive a base salary increase depending on their job classification as shown below.
Increase Base Pay
Police Captain 4.8% $247,843.25/yr
Police Lieutenant 4.8% $100.18/hour
Effective July 1, 2027, all CPMA-represented employees active on payroll shall receive a base
salary increase depending on their job classification as shown below.
Increase Base Pay
Police Captain 5.0% $260,235.41/yr
Police Lieutenant 4.5% $104.69/hour
ARTICLE 34. POST CERTIFICATE EDUCATIONAL COMPENSATION
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Level I Applicable to all employees in CPMA.
(a) Requirement: Present proof to the Professional Standards Division Sergeant, Carlsbad Police Department, of evidence of the award of an Advanced certificate issued by the State of California Commission on Peace Officer Standards and Training.
(b)Compensation: Effective January 20, 2025, POST certificate educational
compensation shall be a flat dollar amount equivalent to 5% of the base salary for a Police Lieutenant and a Police Captain. Eligibility for receiving the compensation will be based upon the date the employee provides evidence of eligibility to the Professional Standards Division Sergeant. It is the sole
responsibility of the employee to make notification of eligibility for the
education incentive pay.
Once confirmation of eligibility is provided, POST certificate educational
compensation is paid to employees in each bi-weekly pay period beginning
with the pay period containing the date in which the employee provided the
evidence. Once confirmation of eligibility is provided, educational
compensation is paid to employees in each bi-weekly pay period beginning
with the pay period containing the date in which the employee provided the
evidence. Specific flat amounts during the effective period of the MOU are as
follows:
Effective 1/20/2025: Captain - $430.90, Lieutenant - $362.24 Effective 7/1/2025: Captain - $435.21, Lieutenant - $365.86
Effective 1/1/2026: Captain - $454.79, Lieutenant - $382.36
Effective 1/1/2027: Captain - $475.62, Lieutenant - $400.72 Effective 7/1/2027: Captain - $500.42, Lieutenant - $418.76
Level II
Applicable to all employees in CPMA. (a) Requirement: Present proof to the Professional Standards Division Sergeant, Carlsbad Police Department, of evidence of the award of a Management
certificate issued by the State of California Commission on Peace Officer
Standards and Training. (b) Compensation: Effective January 20, 2025, educational incentive shall be a flat dollar amount equivalent to 7% of the base salary for a Police Lieutenant
and a Police Captain. Eligibility for receiving the compensation will be based
upon the date the employee provides evidence of eligibility to the Professional Standards Division Sergeant. It is the sole responsibility of the employee to make notification of eligibility for the education incentive pay.
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Once confirmation of eligibility is provided, POST certificate educational compensation
is paid to employees in each bi-weekly pay period beginning with the pay period
containing the date in which the employee provided the evidence. Once confirmation of eligibility is provided, educational compensation is paid to employees in each bi-weekly pay period beginning with the pay period containing the date in which the employee provided the evidence. Specific flat amounts during the effective period of the MOU are
as follows:
Effective 1/20/2025: Captain - $603.26, Lieutenant - $507.14 Effective 7/1/2025: Captain - $609.29, Lieutenant - $512.21 Effective 1/1/2026: Captain - $636.71, Lieutenant - $535.30 Effective 1/1/2027: Captain - $667.27, Lieutenant - $561.01
Effective 7/1/2027: Captain - $700.63, Lieutenant - $586.26
An employee who meets the criteria for compensation under more than one level, above, shall receive compensation for only the highest such level for which the employee qualifies.
To the extent permitted by law, the compensation in this section is special compensation and shall be reported to CalPERS as POST certificate pay pursuant eligible for use in the calculation of CalPERS retirement benefits, pursuant to Government Code § 20636 and Title 2 California Code of Regulations §§ 571 and 571.1
ARTICLE 41. SWAT HAZARD PAY
A Lieutenant’s assignment to the SWAT team is considered a hazardous assignment. As a
SWAT team, responses to regional emergencies include routine and consistent exposure to toxic, radioactive, explosive or other hazardous materials in the performance of duties. Employees assigned to the SWAT team in accordance with Department Manual Section 1004, upon appointment to the team, shall receive a Hazard Premium while assigned to the SWAT
team.
Effective January 20, 2025, employees routinely and consistently assigned to the SWAT team shall be paid hazard pay at a flat dollar amount that is equivalent to 2% of the Lieutenant’s biweekly base salary beginning in the pay period in which the employee is assigned to the
SWAT team. Specific flat amounts during the effective period of the MOU are as follows:
Effective 1/20/2025: $144.90 Effective 7/1/2025: $146.34 Effective 1/1/2026: $152.94 Effective 1/1/2027: $160.29
Effective 7/1/2027: $167.50
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Consistent with the Department policy, selection to the SWAT team assignments will be at the sole discretion of the Police Chief or designee. Once assigned, all SWAT team employees
shall receive SWAT hazard pay.
In order to be eligible for the assignment, each employee must pass the required physical fitness and firearm qualifications consistent with the SWAT Operations Manual. A determination of whether an employee passed the physical fitness or shooting standards will
be decided by the sole discretion of the Chief of Police consistent with the SWAT Operations
Manual without any right of appeal. Notwithstanding any rotational time periods set forth in the Department Manual, continued assignment on the SWAT team will be assessed and decided upon during an annual team
member review in February of each year, where one-year extensions of the assignment may
be granted at the sole discretion of the Police Chief or designee and without any right of appeal. CITY OF CARLSBAD:
Date: SHAWN LAWTON, PRESIDENT, CARLSBAD POLICE MANAGEMENT ASSOCIATION
Date: GEOFF PATNOE, CITY MANAGER, CITY OF CARLSBAD
Date: Approved as to form, CITY ATTORNEY
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Attachment D
SIDE LETTER AGREEMENT BETWEEN THE
THE CARLSBAD POLICE OFFICERS’ ASSOCIATION AND THE CITY OF CARLSBAD RELATING TO COMPENSATION ADJUSTMENTS, EDUCATION COMPENSATION PAY, HOLIDAY AND SAFETY HOLIDAY PAY, AND SWAT HAZARD PAY
The City of Carlsbad (“city”) and the Carlsbad Police Officers’ Association (“CPOA”) entered into a Memorandum of Understanding (“MOU”) with a term beginning on January 1, 2025, and terminating on June 30, 2028. The city and CPOA are collectively referred to herein as the “Parties.” The Parties now enter into this Side Letter of Agreement (“Agreement”) as an
amendment to the MOU.
Background and Overview
This Agreement modifies the MOU to align Holiday and Safety Holiday Pay, Education Compensation Pay, Compensation Adjustments and SWAT Hazard Pay language with current practices and pursuant to CalPERS and California law.
The Parties have satisfied their obligations to meet and confer in good faith in accordance with
the Meyers-Milias-Brown Act (“MMBA”).
Based on the above, the city has proposed and the CPOA has agreed to modify Articles 8, 27, 34, and 48 of the MOU to state the following:
ARTICLE 8. COMPENSATION ADJUSTMENTS
Effective January 1, 2025, all CPOA represented employees active on payroll shall receive a base salary increase depending on their job classification as shown below: Police Sergeant, Police Corporal, Police Officer, Police Recruit,
Communications Operator I/II
4.0%
Communications Supervisor 9.0%
All other classifications 3.0%
Effective July 1, 2025, all CPOA represented employees active on payroll shall receive a base salary increase depending on their job classification as shown below:
Police Sergeant, Police Corporal, Police Officer, Police Recruit,
Communications Operator I/II, Communications Supervisor
1%
All other classifications 1%
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Effective January 1, 2026, all CPOA represented employees active on payroll shall receive a base salary increase depending on their job classification as shown below:
Police Sergeant, Police Corporal, Police Officer, Police Recruit,
Communications Operator I/II, Communications Supervisor
4.5%
All other classifications 2.75%
Effective January 1, 2027, all CPOA represented employees active on payroll shall receive a base salary increase depending on their job classification as shown below: Police Sergeant, Police Corporal, Police Officer, Police Recruit,
Communications Operator I/II, Communications Supervisor
4.5%
All other classifications 2.5%
Effective July 1, 2027, all CPOA represented employees active on payroll shall receive a base
salary increase depending on their job classification as shown below:
Police Sergeant, Police Corporal, Police Officer, Police Recruit,
Communications Operator I/II, Communications Supervisor
3%
All other classifications 1%
ARTICLE 27. EDUCATIONAL COMPENSATION Eligibility for receiving the compensation will be based upon the date the employee
provides evidence of eligibility to the Professional Standards Division Sergeant, Carlsbad
Police Department. It is the sole responsibility of the employee to make notification of
eligibility for the education incentive pay. Once confirmation of eligibility is provided,
educational compensation is paid to employees in each bi-weekly pay period beginning
with the pay period containing the date in which the employee provided the evidence.
Effective the first pay period associated with a pay date that occurs in 2025, eligibility for
education incentive is as outlined below.
27.1 POST Certificate Compensation for Police Officers and Police Corporals
Police Officers and Police Corporals who are eligible to obtain a certificate issued by the
State of California Commission on Peace Officer Standards and Training (POST) shall be
provided a flat dollar amount equivalent to a percentage of the bi-weekly base salary of
the maximum salary of the Police Officer position.
The POST Basic Certificate shall be equivalent to 2% of the Police Officer maximum
salary, the POST Intermediate Certificate shall be equivalent to 5% of the Police Officer
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maximum salary, and the POST Advanced Certificate shall be equivalent to 7% of the
Police Officer maximum salary. Specific flat amounts during the effective period of the
MOU are as follows:
Effective
Date
POST Basic Certificate
(bi-weekly amount)
POST Intermediate
Certificate
(bi-weekly amount)
POST Advanced
Certificate
(bi-weekly amount)
1/1/2025 $96.67 $241.67 $338.33
7/1/2025 $97.63 $244.08 $341.71
1/1/2026 $102.03 $255.07 $357.09
1/1/2027 $106.62 $266.54 $373.16
7/1/2027 $109.82 $274.54 $384.36
To the extent permitted by law, the compensation in this section is special compensation and shall be reported to CalPERS as POST certificate pay pursuant eligible for use in the calculation of CalPERS retirement benefits, pursuant to Government Code § 20636 and Title 2 California Code of Regulations §§ 571 and 571.1
27.2 POST Certificate Compensation for Police Sergeants
Police Sergeants who are eligible to obtain a certificate issued by the State of California
Commission on Peace Officer Standards and Training (POST) shall be provided a flat
dollar amount equivalent to a percentage of the bi-weekly base salary of the maximum
salary of the Police Sergeant position.
The POST Basic Certificate shall be equivalent to 2% of the Police Sergeant maximum
salary, the POST Intermediate Certificate shall be equivalent to 5% of the Police Sergeant
maximum salary, and the POST Advanced Certificate shall be equivalent to 7% of the
Police Sergeant maximum salary. Specific flat amounts during the effective period of the
MOU are as follows:
Effective
Date
POST Basic Certificate
(bi-weekly amount)
POST Intermediate
Certificate
(bi-weekly amount)
POST Advanced
Certificate
(bi-weekly amount)
1/1/2025 $120.69 $301.71 $422.40
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7/1/2025 $121.89 $304.73 $426.62
1/1/2026 $127.38 $318.44 $445.82
1/1/2027 $133.16 $332.77 $465.88
7/1/2027 $137.10 $342.76 $479.86
To the extent permitted by law, the compensation in this section is special compensation
and shall be reported to CalPERS as POST certificate pay pursuant eligible for use in the calculation of CalPERS retirement benefits, pursuant to Government Code § 20636 and Title 2 California Code of Regulations §§ 571 and 571.1
27.3 Educational Incentive for Non-Sworn Employees
Educational Incentive Compensation for Non-Sworn Employees
Non-Sworn employees who obtain specified educational degrees, certificates, diplomas,
or a certificate issued by the State of California Commission on Peace Officer Standards
and Training (POST) shall be provided a flat dollar amount equivalent to a percentage of
the bi-weekly base salary of the maximum salary of the Communications Operator II
position.
The City has determined that each of these educational items enhance an employee’s
ability to perform the normal job functions of each non-sworn position. None of the
specified educational items are required for employment in a non-sworn position.
Attainment of a Basic POST certification, a high school diploma, or a GED shall be
equivalent to 2% of the Communications Operator II maximum salary. Attainment of an
Intermediate POST certification or an Associate’s degree shall be equivalent to 5% of the
Communications Operator II maximum salary. Attainment of an Advanced POST
certification or a Bachelor’s degree shall be equivalent to 7% of the Communications
Operator II maximum salary. Specific flat amounts during the effective period of the
MOU are as follows:
Effective
Date
Level 1: Basic POST
Certificate, high school
diploma or GED
Level 2: Intermediate
POST Certificate or
Associate’s Degree
Level 3: Advanced POST
Certificate or Bachelor’s
Degree
1/1/2025 $69.58 $173.95 $243.53
7/1/2025 $70.28 $175.69 $245.97
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1/1/2026 $73.44 $183.60 $257.03
1/1/2027 $76.74 $191.86 $268.60
7/1/2027 $79.05 $197.61 $276.66
To the extent permitted by law, the compensation in this section is special compensation and shall be reported to CalPERS as educational incentive eligible for use in the calculation of CalPERS retirement benefits, pursuant to Government Code § 20636 and Title 2
California Code of Regulations §§ 571 and 571.1
27.4 An employee that meets the criteria for compensation under more than one level, in sections 27.1, 27.2 or 27.3 above, shall receive compensation for only the highest such level for which he or she qualifies. An employee that meets the criteria for compensation for a single level in more than one way shall only receive compensation for an
educational level once.
ARTICLE 34. HOLIDAYS AND SAFETY HOLIDAY PAY
34.1 The city agrees to observe 11 scheduled paid holidays per year. The holiday schedule shall not interfere with, influence, or otherwise change the scheduling of shift employees by the department.
Employees will accrue 2 floating holidays each year on July 1st. The floating holiday
must be used in full day increments. There is no partial day use of a floating holiday. The floating holiday will be treated in the same manner as the other 11 holidays except that unused floating holidays will not carry over to the next fiscal year and will not be paid out upon separation of employment.
Effective July 1, 2025, employees will no longer accrue floating holidays. 34.2 The holiday schedule for the term of this agreement is as follows:
New Year’s Day
Martin Luther King’s Birthday President’s Day Memorial Day Independence Day
Labor Day
Indigenous Peoples’ Day Veterans Day Thanksgiving Day
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Thanksgiving Friday Christmas Day
34.3 Police Recruits will have a day off with pay on the holidays listed above if the academy is closed and, therefore, are not eligible for additional safety holiday pay. If the academy is closed and its not an official city holiday, Police Recruits shall work their normal duty hours.
Effective April 2, 2001, all other CPOA employees are normally required to work on an approved holiday because they work in positions that require scheduled staffing without regard to holidays. Employees who work a 5/8 schedule will be paid an additional eight hours of safety holiday pay at a straight time rate for each holiday. Employees who work
a 9/80 schedule will be paid an additional nine hours of safety holiday pay at a straight
time rate for each holiday. Employees who work a 4/10 schedule will be paid an additional 10 hours of safety holiday pay at a straight time rate for each holiday. Employees who work a 3/12 schedule will be paid an additional 12 hours of safety holiday pay at a straight time rate for each holiday. The straight time rate used to
calculate safety holiday pay is a base salary rate that excludes additional pays.
To the extent permitted by law, the compensation in this section is special compensation and shall be reported to CalPERS as holiday pay eligible for use in the calculation of CalPERS retirement benefits, pursuant to Government Code § 20636 and Title 2
California Code of Regulations §§ 571 and 571.1. Floating holidays provided to
employees from January 1, 2025 through June 30, 2025 will not be reportable to CalPERS as holiday pay special compensation.
34.4 Employees will be compensated in cash for safety holiday pay in the pay period in which
the holiday occurs and will be calculated based on the payrate at the time earned, with total safety holiday pay hours based on the employee’s assigned 5/8, 9/80, 4/10 or 3/12 schedule during that holiday. Employees scheduled to work on a holiday who desire the day off will utilize vacation or compensatory time off.
For purposes of this section, a shift trade will be considered part of an employee’s regularly scheduled work shift. ARTICLE 48. SWAT HAZARD PAY
A sworn member’s assignment to the SWAT team is considered a hazardous assignment. As a SWAT team, responses to regional emergencies include routine and consistent exposure to toxic, radioactive, explosive or other hazardous materials in the performance of duties. Employees assigned to the SWAT team in accordance with Department Manual
Section 1004, upon appointment to the team, shall receive a Hazard Premium while
assigned to the SWAT team.
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Effective the first pay period with a pay date that occurs in January 2025, employees routinely and consistently assigned to the SWAT team shall be paid hazard pay at a flat
dollar amount that is equivalent to 2% of the maximum base salary of the Police Corporal
position, beginning in the pay period in which the employee is assigned to the SWAT team. Specific flat amounts during the effective period of the MOU are as follows: Effective 1/1/2025: $101.50 bi-weekly Effective 7/1/2025: $102.52 bi-weekly
Effective 1/1/2026: $107.13 bi-weekly
Effective 1/1/2027: $111.95 bi-weekly Effective 7/1/2027: $115.31 bi-weekly Consistent with the Department policy, selection to the SWAT team assignments will
based at the sole discretion of the Police Chief or designee. Once assigned, all SWAT
team employees shall receive SWAT hazard pay. In order to be eligible for the assignment, each employee must pass the required physical fitness and firearm qualifications consistent with the SWAT Operations Manual. A
determination of whether an employee passed the physical fitness or shooting standards
will be decided by the sole discretion of the Chief of Police consistent with the SWAT Operations Manual without any right of appeal. Notwithstanding any rotational time periods set forth in the Department Manual,
continued assignment on the SWAT team will be assessed and decided upon during an
annual team member review in February of each year, where one year extensions of the assignment may be granted at the sole discretion of the Police Chief or designee and without any right of appeal.
CITY OF CARLSBAD:
Date: STEVEN EVANS, PRESIDENT, CARLSBAD POLICE OFFICERS’ ASSOCIATION
Date: GEOFF PATNOE, CITY MANAGER, CITY OF CARLSBAD
Date: Approved as to form, CITY ATTORNEY
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Attachment E
SIDE LETTER AGREEMENT BETWEEN THE
THE CARLSBAD POLICE OFFICERS’ ASSOCIATION AND THE CITY OF CARLSBAD RELATING TO HOLIDAY PAY
The City of Carlsbad (“city”) and the Carlsbad Police Officers’ Association (“CPOA”) entered
into a Memorandum of Understanding (“MOU”) with a term beginning on January 1, 2022, and terminating on December 31, 2024. The city and CPOA are collectively referred to herein as the “Parties.” The Parties now enter into this Side Letter of Agreement (“Agreement”) as an amendment to the MOU.
Background and Overview
This Agreement modifies the MOU to align Holiday Pay language with current practices and pursuant to CalPERS and California law.
The Parties have satisfied their obligations to meet and confer in good faith in accordance with the Meyers-Milias-Brown Act (“MMBA”).
Based on the above, the city has proposed and the CPOA has agreed to modify Article 34 of
the MOU to state the following:
ARTICLE 34. HOLIDAYS
34.1 The city agrees to observe 11 scheduled paid holidays per year. The holiday schedule shall not interfere with, influence, or otherwise change the scheduling of shift employees by the department.
Employees will accrue 2 floating holidays each year on July 1st. The floating holiday
must be used in full day increments. There is no partial day use of a floating holiday. The floating holiday will be treated in the same manner as the other 11 holidays except that unused floating holidays will not carry over to the next fiscal year and will not be paid out upon separation of employment.
34.2 The holiday schedule for the term of this agreement is as follows: New Year’s Day Martin Luther King’s Birthday
President’s Day
Memorial Day Independence Day Labor Day
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Columbus Day Veterans Day
Thanksgiving Day
Thanksgiving Friday Christmas Day
34.3 Effective April 2, 2001, all CPOA employees are normally required to work on an
approved holiday because they work in positions that require scheduled staffing without regard to holidays. Employees who work a 5/8 schedule will be paid an additional eight hours of safety holiday pay at a straight time rate for each holiday. Employees who work a 9/80 schedule will be paid an additional nine hours of safety holiday pay at a straight time
rate for each holiday. Employees who work a 4/10 schedule will be paid an additional 10
hours of safety holiday pay at a straight time rate for each holiday. Employees who work a 3/12 schedule will be paid an additional 12 hours of safety holiday pay at a straight time rate for each holiday. The straight time rate used to calculate safety holiday pay is a base salary rate that excludes additional pays.
To the extent permitted by law, the compensation in this section is special compensation and shall be reported to CalPERS as holiday pay eligible for use in the calculation of CalPERS retirement benefits, pursuant to Government Code § 20636 and Title 2 California Code of Regulations §§ 571 and 571.1 Floating holidays provided are not
reportable to CalPERS as holiday pay special compensation.
34.4 Employees will be compensated in cash for safety holiday pay in the pay period in which the holiday occurs and will be calculated based on the payrate at the time earned, with total safety holiday pay hours based on the employee’s assigned 5/8, 9/80, 4/10 or 3/12
schedule during that holiday. Employees scheduled to work on a holiday who desire the
day off will utilize vacation or compensatory time off. For purposes of this section, a shift trade will be considered part of an employee’s regularly scheduled work shift.
CITY OF CARLSBAD:
Date:
STEVEN EVANS, PRESIDENT, CARLSBAD POLICE OFFICERS’ ASSOCIATION
Date:
GEOFF PATNOE, CITY MANAGER, CITY OF CARLSBAD
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Date:
Approved as to form, CITY ATTORNEY
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Attachment F
SIDE LETTER AGREEMENT BETWEEN THE
THE CARLSBAD POLICE OFFICERS’ ASSOCIATION AND THE CITY OF CARLSBAD HOLIDAY PAY
The City of Carlsbad (“city”) and the Carlsbad Police Officers’ Association (“CPOA”) entered
into a Memorandum of Understanding (“MOU”) with a term beginning on January 1, 2019, and terminating on December 31, 2021. The city and CPOA are collectively referred to herein as the “Parties.” The Parties now enter into this Side Letter of Agreement (“Agreement”) as an amendment to the MOU.
Background and Overview
This Agreement modifies the MOU to align Holiday Pay language with current practices and pursuant to CalPERS and California law.
The Parties have satisfied their obligations to meet and confer in good faith in accordance with the Meyers-Milias-Brown Act (“MMBA”).
Based on the above, the city has proposed and the CPOA has agreed to modify Article 34 of
the MOU to state the following:
ARTICLE 34. HOLIDAYS 34.1 The city agrees to observe eleven (11) scheduled paid holidays per year. The holiday
schedule shall not interfere with, influence, or otherwise change the scheduling of shift
employees by the department. Effective the first day of the first full pay period after ratification of this MOU employees will accrue 1 floating holiday. Subsequently, employees will accrue 1 floating holiday
each year on July 1st. The floating holiday must be used in full day increments. There is
no partial day use of a floating holiday. The floating holiday will be treated in the same manner as the other 11 holidays except that unused floating holidays will not carry over to the next fiscal year and will not be paid out upon separation of employment.
34.2 The holiday schedule for the term of this agreement is as follows:
New Year’s Day Martin Luther King’s Birthday President’s Day
Memorial Day
Independence Day Labor Day Columbus Day Veterans Day
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Thanksgiving Day Thanksgiving Friday
Christmas Day
34.3 Effective April 2, 2001, all other CPOA employees are normally required to work on an approved holiday because they work in positions that require scheduled staffing without regard to holidays. Employees who work a 5/8 schedule will be paid an additional eight
hours of safety holiday pay at a straight time rate for each holiday. Employees who work a
9/80 schedule will be paid an additional nine hours of safety holiday pay at a straight time rate for each holiday. Employees who work a 4/10 schedule will be paid an additional 10 hours of safety holiday pay at a straight time rate for each holiday. Employees who work a 3/12 schedule will be paid an additional 12 hours of safety holiday pay at a straight time rate
for each holiday. The straight time rate used to calculate safety holiday pay is a base salary
rate that excludes additional pays. To the extent permitted by law, the compensation in this section is special compensation and shall be reported to CalPERS as holiday pay eligible for use in the calculation of CalPERS
retirement benefits, pursuant to Government Code § 20636 and Title 2 California Code of
Regulations §§ 571 and 571.1. Floating holidays provided to employees are not reportable to CalPERS as holiday pay special compensation. 34.4 Employees will be compensated in cash for safety holiday pay in the pay period in which
the holiday occurs and will be calculated based on the payrate at the time earned, with
total safety holiday pay hours based on the employee’s assigned 5/8, 9/80, 4/10 or 3/12 schedule during that holiday. Employees scheduled to work on a holiday who desire the day off will utilize vacation or compensatory time off.
For purposes of this section, a shift trade will be considered part of an employee’s
regularly scheduled work shift.
CITY OF CARLSBAD:
Date: STEVEN EVANS, PRESIDENT, CARLSBAD POLICE OFFICERS’ ASSOCIATION
Date: GEOFF PATNOE, CITY MANAGER, CITY OF CARLSBAD
Date: Approved as to form, CITY ATTORNEY
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