The Police MOU: A Four-Year Agreement—A Bumpy Road Caused By Town Staff Errors

Flawed pension impact calculations derailed the MOU negotiations 
Oro Valley’s new police pay agreement is now in place, as we reported last week. With the deal ratified, pay and pension provisions are set through 2029—unless police pay rapidly escalates in Marana. But getting to an agreement was not easy, largely due to flawed estimates of the pension impact of the various proposals. In fact, it took a declaration of impasse by the Oro Valley Police Officers Association to get a meaningful agreement.

How did it get so complicated?
To understand what happened, we requested and reviewed more than ninety emails and schedules from the Town. Our public records request asked for any reports, memos, modeling worksheets, presentations, or correspondence prepared by Stifel & Co related to the pension liability impact of the police union MOU proposals. We specifically asked for documents showing how pension costs were modeled, the assumptions used, and any communications between Town staff and Stifel about adjustments made to the analysis between April 14 and May 7, 2025.

Early April: An outside advisor runs the numbers
In early April, both the union and Town proposals were far apart on pay and pension impacts. At some point, Town staff had engaged Stifel & Co to analyze how each proposal would affect the Town’s public safety pension obligation. An April Stifel analysis showed the union proposal would have a far greater impact on pension costs than management’s offer. This early analysis indicated the union proposal would increase the Town’s pension obligation by $8.3 million (9.48% of total liability), while the Town’s proposal ranged from $2.2 million (2.55%) to $8.0 million (9.15%), depending on assumptions.

$5 million total impact limit given to town staff
This result came as a shock to Town staff. It was well over the “limit” they had been given: “We have received direction to attempt to keep the total cost of the new agreement, including PSPRS impact, to around $5M which our last proposal did not do. Additionally, our Town Council likes options when it comes to these things.” [Gephart to Daghestani email of April 18, 2025 (Email 47.pdf)]. At one point in the discussions, a Town representative told the union that their proposal could “bankrupt the town”—a comment that reflected how high the early pension impact figures were and set the stage for even greater tension as the impasse loomed.

The April frenzy: A search for affordable options
Between April 14 and April 30, the situation became especially intense. Town staff scrambled to understand the financial impacts of the various options. For example, between April 17 and April 23, Finance Director David Gephart worked with Human Resources Director Andrew Votava to develop and submit new management pay proposals to Stifel for analysis. As a result, staff sent at least two new management pay scenarios for Stifel to cost out, while continuing to refine a third. This period was marked by rapid back-and-forth as staff tried to provide council with multiple, affordable options ahead of the scheduled executive session at the end of April.

The union declares impasse—and uncovers an error
By April 28, negotiations had become so unproductive that the union declared an impasse. One reason was that the union determined Town staff had miscalculated the pension impact by including eight Deferred Retirement Option Plan (DROP) officers. DROP officers are police employees who have entered a program that lets them “retire in place”—collecting pension while still working, but not accruing new pension benefits. Including these officers in the original pension calculations overstated the Town’s true obligation because their salaries no longer affect pension costs.

Two April mistakes in calculating pension impact
This episode surrounding the pension impact was a mess that could have been easily avoided. Town staff made two mistakes that were entirely preventable, had everyone on the negotiating team understood how the different offers would affect pension costs. First, on April 23, Gephart wrote to Stifel acknowledging that his earlier implementation of “Mgmt 3” was incorrect and provided revised weighted averages to bring the PSPRS impact down. Second, the inclusion of eight DROP officers in the analysis was not discovered by the Town, but was caught by the union, which correctly pointed out that DROP officers should not have been counted. While these mistakes were unfolding, negotiations continued using faulty data. It’s no wonder the union declared an impasse on April 28. The Town was not operating in good faith.

What happened in May?
We don’t have documentation of what occurred during May. However, we do know that the final Memorandum of Understanding was agreed upon and adopted by the Town Council on June 6. Based on the timeline, it appears that the council’s involvement, along with the use of accurate and mutually agreed-upon data, enabled both sides to reach a settlement. 

The terms of the final agreement are very similar to those under discussion in April, suggesting that resolution would have been possible had accurate pension impact numbers been provided.
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Council, Union Reach Agreement on Police Compensation--Agreement Details

Four-year agreement finalized
Last week, we reported that the Oro Valley Town Council unanimously approved a new four-year Memorandum of Understanding (MOU) with the Oro Valley Police Officers Association. The agreement takes effect July 1, 2025, and runs through June 30, 2029. It includes updated compensation terms and provisions for wages, benefits, and working conditions for sworn officers in the department. This is what we have learned (and not learned) from the draft MOU.

Agreement includes across-the-board and step increases
Under the new MOU, officers will continue to receive annual step increases. For the ranks of Police Officer and Detective, the step increase has been raised from 3.5% to 3.75%. Sergeants will receive a 2.25% step increase, with Year One minimum and maximum salaries set at $95,056 and $111,076.64, respectively. Both are about a 7.5% increase over current levels. In addition, all MOU-covered employees will receive a 2% across-the-board raise in Years Two, Three, and Four.

Additional pay adjustments
The agreement also increases shift differential pay to $1.75 per hour and raises on-call pay to $1.85 per hour. Changes were made to DROP (planned retiree) contributions, limiting 457 Retirement Plan contributions to Tier 1 employees hired before July 1, 2025. Other elements, such as leave, uniforms, and off-duty employment policies, remain largely unchanged.

Not one of the original options
LOVE previously reported that the Town Council had been reviewing three different pay plan options during negotiations. The new agreement does not exactly match any of those three. It appears to be a modified version of what was internally labeled the April 14 withdrawn plan ("WD"), with several adjustments to base pay and terms. Because the town did not release financial modeling to the public, we cannot say exactly what this will cost the town annually, but we did estimate that the "WD" plan would add  $630,000 in cost for fiscal 2025.

A shift in strategy
The agreement includes language discouraging mid-term negotiation re-openers unless there is a demonstrated compensation gap with Marana or mutual agreement due to unforeseen conditions. This indicates a longer-term labor strategy focused on stability and mutual trust. The Council’s unanimous vote signals strong support for the new plan, but without detailed cost projections, it’s unclear how this will affect the Town’s long-term budget.

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Bits and Pieces

Council approves new police agreement 

Wednesday, the Oro Valley Town Council unanimously (5-0 Vote) approved a new Memorandum of Understanding (MOU) with the Oro Valley Police Officers Association. The Council’s vote followed several weeks of behind-the-scenes discussions after negotiations had reached an impasse in early May. While speakers praised the agreement as fair and competitive, the final version of the MOU and its supporting documents were not made available to the public prior to the vote, so no further details can be reported at this time. We reported regarding the various options being consider and will report the final agreement once we receive the materials.

Water rate increase approved—effective July 5

Also Wednesday, the Oro Valley Town Council unanimously approved increases to the town’s potable water base and commodity rates, effective July 5. The average residential customer using 7,000 gallons per month will see a monthly increase of $1.81, or about 3.6%. The primary driver is a sharp increase in the cost of Central Arizona Project (CAP) water. The Town continues to cash-fund its capital improvement program without issuing new debt, which also contributes to the rate hike. Reclaimed water rates remain unchanged, and the town notes that Oro Valley still offers some of the lowest water rates in southern Arizona for typical residential customers.

Council targets chronic building and litter violations with stronger enforcement tools

And Also Wednesday, the Oro Valley Town Council adopted Ordinance No. (O)25-03, changing how the Town enforces certain code violations. The ordinance reclassifies issues such as illegal construction, unpermitted electrical or plumbing work, and failure to remove accumulated litter from criminal to civil offenses for initial violations. This change allows Town code enforcement officers—not just police or legal staff—to issue citations directly, making enforcement faster and more efficient. To address ongoing noncompliance, the ordinance also introduces a mechanism to escalate repeat violations to criminal charges after three offenses within 24 months. A new maximum civil fine of $1,000 per day was also established.

Town stays on track to fully fund police pensions

And, once again, Wednesday, the Oro Valley Town Council unanimously approved fulling funding the town's Public Safety Personnel Retirement System (PSPRS) obligation. The policy is a continuation of prior year policies under Winfield's leadership. The contribuion reflects the most recent actuarial data, showing that the town’s police pension fund improved from 95% funded in FY 2023 to 98.6% in FY 2024. With this year’s additional budgeted contributions, staff expects to reach full funding—potentially exceeding 100%—by the end of FY 2025–26, assuming stable investment returns. The new policy maintains the town’s commitment to responsible, long-term pension funding.

Oro Valley has more than fifty commercial sites available for development
The Town of Oro Valley’s economic development website lists over 50 sites available for commercial activity, including both land parcels and existing buildings. Specifically, there are 19 sites designated for high-tech and bioscience development, some located within Innovation Park’s expedited development zone. Additionally, there are over 30 commercially zoned sites ranging in size from under an acre to nearly 15 acres. These figures encompass both vacant land suitable for new construction and existing buildings available for adaptive reuse. Most of the existing buildings are along Oracle Road. Most f the vacant land is west of La Canada. [See Panel right]. (Source: ChooseOroValley.com )

No congressional funds for Oro Valley in 2026...Overreached in FY25?

Congressman Juan Ciscomani has no community project funding requests for Oro Valley in the FY2026 federal appropriations cycle. That’s a sharp contrast from last year, when he sought $17 million for Oro Valley bridge repairs—a figure that now appears far higher than necessary. According to the Town’s own FY26 Capital Improvement Program, total bridge-related spending over the next ten years is budgeted at just $7.2 million. That includes specific repairs to La Cañada, Rancho Vistoso, and First Avenue bridges, as well as ongoing annual maintenance. (Source)

Red light therapy, juice bars, and high-tech optics highlight May's business openings

Oro Valley welcomed several new businesses this month, with a notable focus on wellness and innovation. Two red light therapy studios—Diviti Adora and Red Light Method—have opened on Tangerine and Oracle, offering treatments that blend fitness with infrared light technology. On the tech side, Transformative Optics brings cutting-edge imaging system development to town, while Talon Analytics offers engineering solutions to Fortune 500 firms. Also new: Oranju, a fresh juice bar, and a branch of Tucson Federal Credit Union inside Walmart. (Source: The OV Edge)

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Bits and Pieces

Traffic delays expected on Ina at Westward Look today

Drivers should expect traffic delays today at the intersection of Ina Road and Westward Look Drive due to traffic signal repairs. Westbound Ina will be reduced to one lane with a 25 MPH speed limit, and periodic full stops will occur during crane operations. Oro Valley Police will direct traffic while the signal is offline. Motorists are encouraged to use alternate routes and allow extra travel time.

Nine Month Results: Town finances remain stable with a caution

Town staff reported at Tuesday's Budget and Finance Commission meeting that Oro Valley’s financial position remains strong through the first nine months of the fiscal year. Revenues—including sales tax and recreation income—are generally meeting or exceeding budget, while most departments continue to manage expenses at or below expected levels. Staff credited conservative budgeting and a healthy local economy for these results, but cautioned that slower revenue growth may be ahead, reinforcing the need for continued prudent financial management.

Nine Month results: Community Center Fund surplus grows as golf revenues exceed budget

Tuesday, The Parks and Recreation Advisory Board received an update on the nine-month financial results for the Community Center Fund and municipal golf. Staff reported that both areas are performing well above expectations. Membership and program revenues are exceeding budget, golf rounds and revenues remain strong, and overall expenditures are on track or below budget. As a result, the Community Center Fund is now projected to end the year with a significant surplus, growing the fund balance to an estimated $2.3 million.

Staff sees progress toward golf self-sufficiency...possibly freeing funds for other recreation activities one day

Also at this meeting, staff reported that municipal golf operations are now generating an operating profit, thanks in part to strong membership growth and efficient management. Since the town took ownership ten years ago, about $29 million in half-cent sales tax has been collected to subsidize golf and the community center, with cumulative operating losses and major capital investments totaling about $19 million ($10 million each for losses and capital). Now, things may be changing. Staff noted that the next step is to use these operating surpluses to fund ongoing capital improvements, reducing the need to rely on the half-percent sales tax for golf’s capital needs. As golf operations move closer to full self-sufficiency, staff emphasized that more sales tax revenue will be available to support other parks and recreation projects across Oro Valley.

Honor America's Heroes Monday

Memorial Day is more than just a day off—it’s a time to remember and honor those who gave their lives in service to our country. Join the community on Monday from 10 a.m. to noon at the Arizona Heroes Memorial in Naranja Park for a special remembrance event. The ceremony is free and open to all.

OVPOA: Delay in police MOU discussion a good thing

According to Chris Knapp, representative for the OVPOA and FPO (Fraternal Order of Police), removing discussion of the possible wage agreement between the town and OVPOA from last night's council agenda is a good thing.  Knapp noted that there have been discussions with council members and staff and that good progress has been made. Knapp thinks a compromise is at hand.  A new MOU will be presented for approval at the June 4 council meeting.

Vella provides added insights into the Trails Master Plan
On Tuesday, LOVE provided an update on the Town’s Trails Master Plan study. That evening, Town Planning Manager Bayer Vella offered additional insights during a presentation to the Parks and Recreation Advisory Board, expanding on several key areas:

• Funding may be key: Vella noted that Marana dedicates part of its bed tax to trail and open space improvements. Oro Valley may consider a similar approach to fund future trail needs.
• Trail easements required: Much of the well-used trail land north of Big Wash lies on State Trust Land with no public easements. Gaining access will likely require coordination with state and county agencies and possibly purchasing easements.
• Trail difficulty ratings suggested: Board members proposed labeling trails by difficulty, similar to ski runs. Vella confirmed that trail maps will include slope, surface type, and other features to help users—especially families and those with mobility concerns—plan their outings.
• Connectivity gaps identified: Suggestions included creating safer access from the Loop to Catalina State Park, and building a direct connection from Riverfront Park to the Loop—both of which will likely be included in the plan’s recommended actions.
• Volunteer and partner contributions remain vital: The Town has no full-time trail planning staff. Many unpaved trails have been built by developers or volunteers, and that approach will remain important as the system expands.

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Council Faces Three MOU Police Pay Proposals, Each with Trade-Offs

Its up to theTown Council to set police compensation
Last week, the Oro Valley Town Council became directly involved in decisions regarding a new Memorandum of Agreement (MOA) with the Oro Valley Police Officers Association (OVPOA). The MOA defines pay, benefits, and working conditions for sworn police personnel. The current agreement, negotiated in 2021, expires on June 30, 2025.

This is the first time the Council has cut at the new MOA. As we previously reported, last week, after extensive discussion, the Council requested additional financial analysis and asked staff to present side-by-side comparisons of the union’s proposal and the Town’s most recent offers. Council members are expected to review this information and may decide on the terms of a new agreement at their next meeting.

Three proposals under discussion
Three proposals are currently under consideration. One is the union’s most recent offer, presented on April 21. Another is the Town’s “bridge plan,” also presented on April 21, which staff described as a short-term compromise to keep negotiations moving after earlier terms were withdrawn. The third is a proposal from April 14 that was later withdrawn by the Town due to concerns about its long-term financial impact, particularly its effect on pension liabilities. The union supported that offer and indicated they were close to accepting it before it was pulled.

Hard to see?
Click to enlarge

Proposals share some key elements
All three proposals reflect agreement that police compensation must increase to remain competitive. Each includes a raise of approximately 13 percent for entry-level officers in the first year, along with annual step increases, cost-of-living adjustments, and a structured pay scale designed to attract and retain qualified personnel.

And differ in important ways
The panel at right highlights five key differences among the three proposals, ranging from the size of salary increases to long-term pension costs. In essence, the union proposal offers the most generous across-the-board increases, the withdrawn April 14 offer falls in the middle, and the bridge plan is the most modest. Each reflects a different balance between competitiveness, affordability, and long-term fiscal impact.

Union questions pension analysis... incorrectly included DROP officers in pension impact calculation

During the Council meeting, union representative Sgt. Durbin expressed concerns about the pension analysis provided by Stifel. Durbin noted that the union had not received the report in advance and questioned its accuracy, suggesting it may have included individuals outside the bargaining unit. Durbin also stated that the modeling appeared to mischaracterize the union’s April 21 proposal, potentially overstating its long-term cost. These concerns are central to the union’s position that the Town’s decision to withdraw the April 14 offer was based on incomplete or flawed financial assumptions. 

More specifically, Durbin stated that six DROP officers (Deferred Retirement Option Plan) were included in the Stifel pension liability calculations, even though their pension benefit levels are already locked in and should not factor into projected pension increases. She expressed concern that while the Town removed some DROP participants from the modeling, six remained included, potentially inflating the projected pension impact of the union’s proposal. (Updated 5-14-25)

Why the Council is now involved
Negotiations began in September 2024 and progressed steadily until mid-April. According to the union, they were close to accepting the April 14 offer when the Town withdrew it based on updated pension analysis from its consultant, Stifel. The Town then introduced the bridge plan, which is less costly primarily because it offers smaller raises across most pay steps, especially for senior officers—reducing both wage costs and pension obligations. The union viewed the withdrawal as a breach of trust and declared an impasse on April 28. That action activated Section 3-5-6 of the Town Code, requiring that unresolved issues be submitted to the Town Council for final determination.

Budget impact in FY 2026 and 2027
Any Council decision will require a modification to the Town Manager’s Recommended Budget for FY 2026, which was developed without including major changes to police compensation. Depending on which plan is adopted, the added costs in the first year are approximately $1.48 million for the union proposal, $630,000 for the withdrawn offer, and $408,000 for the bridge plan. This is a LOVE estimate and it includes the cost of increased non pension fringe benefits. These costs can be covered by reallocating funds within the proposed budget or by increasing the overall budget limit, potentially through the use of reserves.  

Concerns about how pension costs are being represented by town staff

Some observers have questioned how Town staff are presenting the pension impact of the police union proposal, particularly a staff graphic projecting an $8–10 million drawdown in the Capital Fund by FY 2029–30. Critics note that the $7.82 million pension liability under the union proposal is not a one-time payment but a long-term cost spread over decades, reflected in gradually increasing annual contributions to the Public Safety Personnel Retirement System (PSPRS). These contributions are operating expenses, not capital outlays, and accurate projections would require actuarial input from PSPRS. In FY 2026, the actual added pension payment under the union plan would be about $423,000, with lower amounts under the other proposals.

Council’s focus: fiscal responsibility
No member of the Council has proposed reducing police staffing or underfunding public safety. While there is discussion about the pace and structure of compensation increases, their commitment to supporting the Oro Valley Police Department remains strong. The Council’s focus is not on whether to raise police pay—all proposals include significant increases—but on how to structure those raises in a way that rewards officers, manages pension obligations, and ensures long-term town fiscal sustainability.

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Clarification:

Town staff presented four scenarios for comparison during the May 7 meeting: the union proposal, the withdrawn April 14 offer, the Town’s bridge plan, and a status quo scenario with no new MOU. Our article focused on the three proposals that were actually negotiated and discussed. The status quo was not formally proposed by either side and is considered a fallback rather than an active option. (Updated: May 17, 2025)

Council Defers Police Pay MOU Decision

Council defers police pay decision after heated public comment

Last night, the Oro Valley Town Council voted 6-0 to defer a decision on approving a new Memorandum of Understanding (MOU) with the police union. The Council asked staff to return in two weeks with substantiating data on two wage proposals. Because Town staff and the union could not reach agreement, it is now up to the Town Council to decide the terms. 

Four hours of discussion

The decision followed four hours of deliberation, including more than an hour of public comment. Some of the speakers were former Oro Valley officials who urged the Council to support the police. The meeting followed days of heated social media activity, which LOVE chose not to report due to its sensational and highly political tone. Several speakers accused the Council of not supporting public safety—a "third rail" of Oro Valley politics. However, the Council was not involved in negotiating the MOU. That responsibility rests solely with town staff.

Goal: Match Tucson police pay

The MOU defines how much police officers are paid, including base salary and wages. The goal seems to be to match City of Tucson police pay. To do this, some police officers—particularly those at entry-level steps—would receive pay increases of about 13% in the first year under either proposal. However, average increases across all ranks would be around 11.65% under the union plan and 4.96% under the Town’s offer. 

Slow going negotiations that stalled

The Town and the police unions have been in negotiations since September 2024, seeking competitive pay to retain and attract officers. The union claimed that an impasse was reached when the Town withdrew an offer made a few weeks earlier—an offer the union said it was prepared to seriously consider. According to a union representative speaking at the meeting: "The unions were told that the offer that was at last on the table would bankrupt the town so had to be withdrawn." A new MOU must be in place by July 1. 

2026 TMRB budget impact anticipated

No funding for the proposed salary increases is currently included in the Town Manager’s Recommended Budget for FY 2026, a budget that is currently under consideration.

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Other reports on this:

KOLD

KGUN

KVOA

Statement from the Oro Valley Police Officer Association

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What happened to transparency in Oro Valley government?

The problem with Executive Sessions
During a Special Session on Wednesday, September 23rd, the Town Council went into Executive Session “regarding Town golf operations at the 9-hole El Conquistador Resort Course [Pusch Ridge Course], including Memorandum of Understanding thereon and lease thereof.”

This MOU has never been discussed in public. It has never been attached to an agenda. In fact, it has only been discussed in Executive Sessions.

Executive session proceedings are private. The participants cannot openly discuss what took place in those sessions. The minutes can only be seen via a subpoena. The Executive Session that took place on September 23rd was a prime example of using the Executive Session to shield information that should be available to the public.

The Council exited the September 23rd Executive Session and moved to continue the effective date of the MOU with HSL from October 1, 2020 to January 31, 2021.

Why was the start date for the HSL Pusch Ridge lease extended?
Oro Valley residents will never know the reasons for this extension. Yes, the COVID crisis has affected all facets of the economy, including the resort/hospitality area. But it has also adversely affected Oro Valley’s sales tax revenues. So why does our Council feel the need to spend an additional 120 days of your taxpayer money to assist HSL? Why do they cut Lopez some slack, but not the citizens?

There is no requirement to hold Executive Sessions
While it’s true that contracts are one of the 7 reasons to hold an Executive Session (see the full list below), there is no requirement to do so and there appears to be more Executive Sessions in recent years than in past years. Our Town Manager seems to relish Executive Sessions as they keep matters from the public and saddle the Town Council with nondisclosure. This practice needs to stop.

The Town Council needs to make public decisions in public.

Arizona Open Meetings Laws allow for 7 reasons to go into Executive Sessions:

1. Discussion or consideration of employment, assignment, appointment, promotion, demotion, dismissal, salaries, disciplining or resignation of a public officer, appointee or employee of any public body.

2. Discussion or consideration of records exempt by law from public inspection.

3. Discussion or consultation for legal advice with the attorney or attorneys of the public body.

4. Discussion or consultation with the attorneys of the public body in order to consider its position and instruct its attorneys regarding the public body's position regarding contracts that are the subject of negotiations, in pending or contemplated litigation or in settlement discussions conducted in order to avoid or resolve litigation.

5. Discussions or consultations with designated representatives of the public body in order to consider its position and instruct its representatives regarding negotiations with employee organizations regarding the salaries, salary schedules or compensation paid in the form of fringe benefits of employees of the public body.

6. Discussion, consultation or consideration for international and interstate negotiations or for negotiations by a city or town, or its designated representatives, with members of a tribal council, or its designated representatives, of an Indian reservation located within or adjacent to the city or town.

7. Discussions or consultations with designated representatives of the public body in order to consider its position and instruct its representatives regarding negotiations for the purchase, sale or lease of real property.

Oro Valley Police MOU Rich With Fringe Benefits

This evening, the Oro Valley Town Council will consider approving a 2 year memorandum of understanding ("MOU") with the police department.  We wrote about this agreement, in general, on Monday.  The earnings increase based on that MOU are 6% increase in base earnings. That is valued at $500,000.  Then, there are step increased automatically granted in the subsequent years.  In addition, certain police employees are eligible to receive added compensation if, for example, they are school resource officers.

There are also non earnings benefits mandated by the agreement.  The following is a list of these. It is attachment B of the police memorandum of understanding which the council will consider this evening.

1. "Compressed and/or flexible work week, where practical, for many assignments
2. Assigned take home vehicles at the discretion of the Police Chief.
3. Paid Holidays [currently 13 (thirteen) per year-12 (twelve) @ double time if worked/ 1 (one) birthday off], and any additional holidays that may be approved by the Town Council.
4. Leave benefits as outlined in Town policy.
5. One hundred percent of the members' medical insurance premium paid by the Town based on wellness program participation. A $10 per pay period premium would be charged to any employee who did not participate in the Town's biometric program, once the program is initiated.
6. No less than eighty percent (80%) of the additional monthly premium cost for members' dependent medical insurance premium paid by Town.
7. One hundred percent of the members' dental insurance premium paid by the Town.
8. No less than eighty percent (80%) of the additional monthly premium cost for members' dependent dental insurance premium paid by the Town.
9. Retired members have the option of continuing medical insurance coverage at a rate made avai lab le to them through participation of the Town in rate negotiations. This includes members retired due to early, regular or disability who are not eligible for Medicare.
10. One hundred percent of Life Insurance premium paid by the Town for a policy that pays out one year of the member' salary. 
11. Supplemental Life Insurance available for member where member may purchase additional Life Insurance up to five times the member's annual sa lary at a rate made available to them through participation of the Town in rate negotiations. 
12. Supplemental Life Insurance available for spouse and children at a rate made available to them through participation of the Town in rate negotiations. 
13. One hundred percent of the member's long-term disability insurance premium is paid by Town for non-A.S.R.S. participant members. 
14. One hundred percent of the members' mid-term (bridge) disability insurance premium paid by the Town. 
15. One hundred percent of the members' workers compensation insurance premium is paid by the Town.
16. Extensive employee assistance program (EAP) is paid by the Town. 
17. Tuition Reimbursement for members at a rate of 100% reimbursement from the Town for tuition for job-related college credit courses, up to a maximum of $2,000 per member per fiscal year.
18. Town sponsored "section 125 plan" (Pre-Tax contributions for medical/dental/supplemental life insurance premiums).
19. Town sponsored "Section 125 Plan" (Pre-Tax contribution for Dependent Care Reimbursement Accounts up to five thousand dollars per year). 
20. Town sponsored 457 Deferred Compensation Plans (Pre-Tax contributions). 
21. Town sponsored supplemental insurance products. 
22. Supplemental Vision Care Benefits. 
23. Supplemental Commuter insurance paid by Town through AMRRP. 
24. Town administered payroll deduction for OVPOA/FOP/100 Club."

Our opinion is that it financially worthwhile to be a cop in Oro Valley.  A one-time 6% salary bump and then automatic annual pay increases.   There are phenominal fringe benefits.  Few companies pay for the entire health insurance premium. Few offer dental premiums.  Few offer take home cars at the boss' discretion.  Few pay for long-term disability insurance.  Add to this the direct payment for uniform allowances. Add to this the opportunity to earn overtime.  All of this locked in for 2 years, handcuffing a future council from doing anything about this until 2017.

In fact, this agreement is so one-sided for the cops that we wonder what they wanted that they didn't get.

In our opinion: "Its good to be a cop in Oro Valley."  It is not wonder that police in other communities  are jealous! 

What do you think?

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