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4. UNIFORMS: ➢ Same percentage increase in 2006 and 2007 as the wage increase. 5. INSURANCE: ➢ Same as City Council has provided to all other City staff. f). APPENDIX A— SPECIALTY PAY: ➢ Provide specialty pay to the officer assigned to the drug task force 7. POST EMPLOYMENT HEALTH CARE SAVINGS PLAN �- This program will be implemented for all Police Officers effective on the date of contract ratification and moving forward. ➢ The program content will be the same as City Council approved for all other City staff. *All other contracts are settled for the 2006 year. Policv Implications Each y� the City budgets forwage cmd benefitadjustments forall employees. The adjustments stem fi�omthe best informationknown or anticipated fi�omthe metro labor market, labor settlements, cmd the consumer price index. The City's compensation policy objectives include: Internal Equity — maintaining a compensation cmd benefit package that is c�s consistent as possible between the City's three union cmd two non-union groups �ternal Equity- the policy is to maintain a compensation cmd benefits package that is equivalent to comparable cities, although the City's p�ay scale last y� was set c� approximately 97% ofcomparable cities forcomparable positions. Financial Implications The budgeted personal services fundsin the 2006 would cover the cost ofthe proposed LELS coliective bargaining agr�eement for2006. Council would need to budget forthe 2007 por•tion ofthe contract. Council Action Repe�ested Motion to approve the proposed terms ca�ad conditions forthe 2006 - 2007 collective bargaining agr�eement with the LELS, cmd to direct the City staffto preper�e the necessary documents for execution, subject to City Attorney approval as to legal fonn.