---
contract_id: pba-mou-2017-2025
label: "PBA MOU, 2017-2025"
expanded_label: "Patrolmen's Benevolent Association (PBA) — Memorandum of Understanding, 2017-2025"
term_start: 2017
term_end: 2025
source_pdf: "https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/sgned-pba-mou-2017-2025.pdf"
pages: 12
ocr_pages: 12
pages_with_tables: 0
clauses: 13
sector: "uniformed-police"
union_full: "Patrolmen's Benevolent Association of the City of New York (PBA NYC)"
headcount_approx: 24000
wage_verified: "full"
wage_cumulative_pct: 28.21
---

# Patrolmen's Benevolent Association (PBA) — Memorandum of Understanding, 2017-2025

**Term:** 2017–2025  
**Source PDF:** [https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/sgned-pba-mou-2017-2025.pdf](https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/sgned-pba-mou-2017-2025.pdf)  
**Pages:** 12 (12 OCR-reconstructed)  
**Clauses extracted:** 13

**Workforce:** Represents all rank-and-file NYPD police officers below the rank of sergeant. Sets the floor of NYC's uniformed-pattern bargaining; other uniformed unions (SBA, DEA, LBA, CEA) typically settle in line with PBA.

> This Markdown export is derived from the source PDF via `pdfplumber` text extraction with `ocrmac` (macOS Vision) OCR fallback for image-only pages. Tables were detected and rendered as pipe-delimited Markdown so column boundaries survive. Pages flagged `OCR` were reconstructed from page images and may contain minor character recognition errors — verify quotations against the source PDF before publishing.

---

## Contents

- [WITNESSETH](#witnesseth-p1)
- [Section 1 — Term](#section-1-term-p1)
- [Section 8 — Withdrawal of Pending Litigation](#section-8-withdrawal-of-pending-litigation-p3)
- [Section 10 — Incorporation of Provisions](#section-10-incorporation-of-provisions-p3)
- [FOR THE CITY OF NEW YORK](#for-the-city-of-new-york-p4)
- [FOR THE POLICE BENEVOLENT ASSOCIATION](#for-the-police-benevolent-association-p4)
- [FOR THE CITY OF NEW YORK](#for-the-city-of-new-york-p8)
- [RENEE CAMPI](#renee-campi-p8)
- [FOR THE POLICE BENEVOLENT ASSOCIATION](#for-the-police-benevolent-association-p8)
- [RENEE CAMPION](#renee-campion-p9)
- [CLAIRE LEVITT](#claire-levitt-p9)
- [OFFICE OF LABOR RELATIONS](#office-of-labor-relations-p9)
- [GEORGETTE GESTELY](#georgette-gestely-p9)

---

<a id="witnesseth-p1"></a>
### WITNESSETH
_Page 1_ · _OCR-reconstructed_ · _Topics: wages, work-rules_

HEREAS, the undersigned parties desire to enter into a collective bargaining agreemen
cluding this 2017-2025 Police Benevolent Association Memorandum of Understanding ("2017
2025 PBA MOU"), and an agreement successor to the Agreement between the Employer and the
Union that expired on July 31, 2017 (the "CBA"), to cover the employees represented by the Union
("Employees");
WHEREAS, the undersigned parties intend by this 2017-2025 PBA MOU to cover all economic
matters including wages, duty schedules, and work rule modifications, and to incorporate the terms
of this 2017-2025 PBA MOU into the Successor Separate Unit Agreement covering the period
from August 1, 2017 through July 31, 2025;
NOW, THEREFORE, it is jointly agreed as follows:

<a id="section-1-term-p1"></a>
### Section 1 — Term
_Page 1_ · _OCR-reconstructed_ · _Topics: wages, hours_

The term of the successor collective bargaining agreement shall cover the period from August 1,
2017 through July 31, 2025.
Section 2.
Continuation of Terms
The terms of the predecessor separate unit agreement, including side letters, shall be continued,
except as modified pursuant to this 2017-2025 PBA MOU and the attached side letters.
Section 3.
General Wage Increases
a.
b.
Effective August 1, 2017, Employees shall receive a general increase of 2.25%.
Effective August 1, 2018, Employees shall receive a general increase of 2.50%.
Effective August 1, 2019, Employees shall receive a general wage increase of 3.00%.
d.
Effective August 1, 2020, Employees shall receive a general wage increase of 3.25%.
e.
Effective August 1, 2021, Employees shall receive a general wage increase of 3.25%.
2012-2017 PBA MOU Draft 4-3-23 350pm


f.
Effective August 1, 2022, Employees shall receive a general wage increase of 3.50%.
g.
h.
i.
Effective August 1, 2023, Employees shall receive a general wage increase of 3.50%.
Effective August 1, 2024, Employees shall receive a general wage increase of 4.00%.
The increases provided for in Section 3 shall be calculated as follows:
i.
ii.
ili.
iv.
V.
vi.
vii.
vili.
Section 4.
The general increase in Section 3(a) shall be based upon the base rates (including
salary or increment salary schedules) in effect on July 31, 2017.
The general increase in Section 3(b) shall be based upon the base rates (including
salary or increment salary schedules) in effect on July 31, 2018.
The general increase in Section 3(c) shall be based upon the base rates (including
salary or increment salary schedules) in effect on July 31, 2019.
The general increase in Section 3(d) shall be based upon the base rates (including
salary or increment salary schedules) in effect on July 31, 2020.
The general increase in Section 3(e) shall be based upon the base rates (including
salary or increment salary schedules) in effect on July 31, 2021.
The general increase in Section 3(f) shall be based upon the base rates (including
salary or increment salary schedules) in effect on July 31, 2022.
The general increase in Section 3(g) shall be based upon the base rates (including
salary or increment salary schedules) in effect on July 31, 2023.
The general increase in Section 3(h) shall be based upon the base rates (including
salary or increment salary schedules) in effect on July 31, 2024.
Adjustment to Salary Schedule
Effective August 1, 2023, the following wage schedule shall apply. For purposes of clarity, the
3.5% general wage increases in 3(g) does not apply on top of this schedule. The wage increases in
3(h) shall apply on the date specified in that paragraph.
6th Grade - first 1.5 years
5th Grade - after 1.5 years
4th Grade - after 2.5 years
3rd Grade - after 3.5 years
2nd Grade - after 4.5 years
Basic Maximum - after 5.5 years
$53,790
$55,746
$56,793
$58,041
$62,872
$105,146
2017-2025 PBA MOU
2


Section 5.
Extended Tour Pilot
The parties agree to implement a pilot for 10 and 12-hour tours pursuant to the terms set forth in
the agreement attached to this MOU.
Section 6.
Retroactivity
In the event that any payment is not paid on the date due under this 2017-2025 PBA MOU, such
payment when made shall be paid retroactive to such date due.
Section 7.
Conditions of Payment
The general wage increases pursuant to Section 3 of this 2017-2025 PBA MOU shall be payable as
soon as practicable upon ratification of the 2017-2025 PBA Agreement. This Section does not in
any way limit or modify Article XVI, Section 13 of the collective bargaining agreement.

<a id="section-8-withdrawal-of-pending-litigation-p3"></a>
### Section 8 — Withdrawal of Pending Litigation
_Page 3_ · _OCR-reconstructed_ · _Topics: health-welfare_

The Union agrees to withdraw the case pending before the Public Employment Relations Board
docketed as DR-140 — City of New York.
The City agrees to withdraw the case pending before the Office of Collective Bargaining docketed
as BCB-4271-18.
Section 9.
Health Savings
The June 28, 2018 letter agreement regarding health savings and welfare fund contributions
between the City of New York and the Municipal Labor Committee will be attached as an
Appendix, and is deemed to be part of this MOA.

<a id="section-10-incorporation-of-provisions-p3"></a>
### Section 10 — Incorporation of Provisions
_Page 3_ · _OCR-reconstructed_

The provisions of this 2017-2025 PBA MOU shall be deemed incorporated into the Successor Unit
Agreement as if they had been originally contained therein.
Section 11.
Savings Clause
In the event that any provision of this MOU is found to be invalid by a court of law, administrative
body, or other tribunal having jurisdiction, such invalidity shall not impair the validity and
enforceability of the remaining provisions of this 2017-2025 PBA MOU. The parties shall meet to
endeavor to renegotiate any such invalid provision so that the invalidity is overcome.
Section 12.
Ratification
This Agreement is subject to ratification by the Union and adoption by the City of New York.
2017-2025 PBA MOU


WHEREFORE, we have hereunto set our hands and seals this 5" day of April, 2023.

<a id="for-the-city-of-new-york-p4"></a>
### FOR THE CITY OF NEW YORK
_Page 4_ · _OCR-reconstructed_

BY:
RENEE CAMPIØN
Commissioner of Labor Relations

<a id="for-the-police-benevolent-association-p4"></a>
### FOR THE POLICE BENEVOLENT ASSOCIATION
_Page 4_ · _OCR-reconstructed_ · _Topics: overtime, vacation, layoff, hours, training, safety_

BY:
Plu
PATRICK J. LYNCH
President
2017-2025 PBA MOU


PBA Modern Chart Pilot
WHEREAS, the undersigned parties desire to engage in a pilot program to assess the impact of
and facilitate the transition to a permanent, City-wide, Modern Chart featuring longer tours and
fewer appearances, for New York City police officers performing patrol and related enforcement
functions; and
WHEREAS, New York City police officers would benefit from a Modern Chart pilot program that
allows for fewer appearances, more days off of work, and significantly less commute time;
NOW THEREFORE, it is jointiy agreed as follows:
1. The pilot program in the initial commands will run for 6 months.
2. The pilot program will initially be implemented for Police Officers assigned to patrol in the
47h and 45th Precincts, Police Service Area 8, and Transit District I1 ("the initial pilot
program)". The Police Commissioner may include positions other than patrol within these
selected commands after consultation with a labor/management committee to be
established by the parties.
3. Rotating 12-hour tours shall be established in the pilot commands, with Police Officers
working for 3 consecutive days followed by 3 consecutive regular days off, repeated.
a. Police Officers on such tours shall accrue 88 hours of chart time.
b. Police Officers on such tours shall complete two annual range/training days on a
regularly scheduled day, with such tour lasting 8 hours.
c. Police Officers on their first or second 12-hour tour, whose tour extends up to six
hours beyond end of tour, have the option to return the same amount of hours after
the start of their next scheduled tour or receive overtime for hours worked beyond
end of tour and then must appear for their next scheduled tour. (Example: if on a
0600 x 1800 tour, the Police Officer works past 1800 until 2400 hours, the Police
Officer may elect to return and work 1200 x 1800 hours for their next scheduled tour.
No overtime would be incurred for this election.) This will not be considered a
rescheduling.
4. Rotating 10-hour tours shall be established in the pilot commands, with Police Officers
working for 4 consecutive days, followed by 2 consecutive regular days off, then working for
4 consecutive days, followed by 4 consecutive regular days off, repeated. For the Police
Officers working rotating 10-hour tours, every quarter their regular days off schedule will
rotate so that each Police Officer works both sets of working days twice (see attached duty
schedule). Positions selected by the Police Commissioner may be assigned to steady 10-hour
tours, working for 4 consecutive days, followed by 3 consecutive regular days off, repeated.
a. Two range/training days shall be performed annually: One on a regularly
scheduled day on an 8-hour tour and one on an additional appearance on an 8-
hour tour.
2017-2025 PBA MOU
5


b. One regularly scheduled tour per year shall be 12 hours long.
5. Police Officers assigned to specialized units (e.g. Neighborhood Coordination Officers) may
request to swap a working day and a regular day off (i.e. "day for a day" or "RDO Swap").
The swapped tours must be performed in the same work week. The swapped tour itself cannot
generate overtime; a Police Officer may receive pre-tour or post-tour overtime. The request
must be submitted at least 5 calendar days in advance, absent exigent circumstances, and
approved by the Commanding Officer or designee.
6. Adjustments will be made in leave accruals and leave usage for participating Police
Officers so they maintain the same hours and minutes of leave as under their current
schedules. Vacation may need to be adjusted, or repicked based upon seniority, during command
conversion to the pilot program. The labor/management committee will meet to address any
vacation selection issues relating to command conversion. The annual vacation for Police
Officers shall be:
12-Hour Tour
Additional
Days
Hours
19
4
18
Hours
231.75
223.17
214.58
188.83
180.25
171.67
154.50
137.33
128.75
120.17
111.58
103.00
94.42
8:35
Tour
Days
27
26
25
22
21
20
18
16
14
13
12
11
10-Hour Tour
Days
23
22
21
18
18
17
15
12
12
=
10
9
Additional
Hours
2
3
5
0
2
4
7
2
3
4
14
12
11
10
8
7
4
=
5
9
7. Police Officers on 10-hour tours shall be granted up to 4 days leave for death-in-the- family.
Police Officers on 12-hour tours shall be granted up to 3 days leave for death-in-the-family.
8. The Department shall have the right to reschedule Police Officers on 10-hour tours 17
times per year, and 15 times per year for Police Officers on 12-hour tours.
9. A Police Officer assigned to 12-hour tours may be directed to use chart time in any F.L.S.A.
cycle during which the Police Officer is scheduled to exceed the 171-hour threshold.
2017-2025 PBA MOU
6


10. A Police Officer assigned to 12-hour tours may be directed to use chart time when a
Commanding Officer or designee reasonably believes such direction would promot
olice Officer safety. The Union may appeal such direction to use chart time to th
Department's Deputy Commissioner of Labor Relations, whose decision regarding the
appeal shall be final and binding.
11. Police Officers participating in the pilot program shall select their tour based on seniority.
Commanding Officers will make the final determination on tour assignment. The Union may
appeal the denial of a preferred tour of a Police Officer with seniority to the Department's
Deputy Commissioner of Labor Relations, whose decision regarding the appeal shall be final
and binding.
12. The Department in its sole discretion may exclude or remove any Police Officer from
participation in the pilot program for good cause. The Union may appeal the exclusion or
removal of a Police Officer from the pilot program to the Department's Deputy
Commissioner of Labor Relations, whose decision regarding the appeal shall be final and
binding.
13. The labor/management committee will discuss implementation issues as they arise, and the
Department may make adjustments to the pilot program based on the committee's
recommendations.
14. The Department, in consultation with the labor/management committee, will assess the
progress and efficacy of the pilot program. Factors to be reviewed shall include, but will not
be limited to: radio run response times; overtime costs; sick leave usage; work
performance; health and wellness impact; recruitment and retention. Information regarding
these metrics shall be shared with the Union.
15. Should the Department determine that the initial pilot program is successful, the Modern
Chart pilot program shall be expanded to additional commands. The number of expansions
shall not be limited and will be discussed with the labor/management committee. Should the
pilot program be expanded, the Department will continue to monitor the initial and
subsequent commands on an ongoing basis during any expansion. The terms of this
agreement shall apply to any expansion(s), except as modified by the parties.
16. The Police Commissioner may temporarily suspend the pilot program immediately in the
event of an emergency, with notice to the Union.
17. a. The Police Commissioner has sole discretion to terminate the pilot program, until the pilot
program is adopted on a permanent basis. Should the Police Commissioner choose to
terminate the pilot program, written notice shall be provided to the Union, which shall
include the reasons for such decision, and a labor/management committee shall meet within
one week to discuss the matter. Following such meeting, one week's notice will be provided
to the Union, in writing, of the Police Commissioner's decision on whether to continue the
pilot program. Should the Police Commissioner decide to terminate the pilot program, there
shall be a reasonable period before the decision is implemented, so that the Department
and police officers may appropriately adjust to the new work schedule.
2017-2025 PBA MOU
7


The Police Commissioner's decision to terminate the pilot program shall not be arbitrary or
capricious, and shall be based on reasonable operational considerations.
b. In the event that the Police Commissioner terminates the Pilot Program, as set forth in
subsection a., the labor-management committee shall meet to discuss the impact of such
termination.
18. Should the Department deem the pilot program (including any expansions) to be successful,
the parties will meet to discuss how to implement the pilot program on a permanent basis.
19. The parties shall retain all rights pursuant to applicable law, including, but not limited to, the
collective bargaining laws, and all rights pursuant to the collective bargaining agreement,
except as modified by this agreement. In the event that other existing agreements between the
parties are in conflict with this agreement, the parties will meet to resolve such conflicts in the
labor/management committee.

<a id="for-the-city-of-new-york-p8"></a>
### FOR THE CITY OF NEW YORK
_Page 8_ · _OCR-reconstructed_

BY:_
Rel

<a id="renee-campi-p8"></a>
### RENEE CAMPI
_Page 8_ · _OCR-reconstructed_

Commissioner of Labor Relations

<a id="for-the-police-benevolent-association-p8"></a>
### FOR THE POLICE BENEVOLENT ASSOCIATION
_Page 8_ · _OCR-reconstructed_

BY:
PATRICK J. LYNCH
President
2017-2025 PBA MOU


The
New York
ROBERT W. LINN
Commissioner

<a id="renee-campion-p9"></a>
### RENEE CAMPION
_Page 9_ · _OCR-reconstructed_

First Deputy Commissioner

<a id="claire-levitt-p9"></a>
### CLAIRE LEVITT
_Page 9_ · _OCR-reconstructed_

Deputy Commissioner
Health Care Cost Management

<a id="office-of-labor-relations-p9"></a>
### OFFICE OF LABOR RELATIONS
_Page 9_ · _OCR-reconstructed_

40 Rector Street, New York, N.Y. 10006-1705
nyc.gov/olr

<a id="georgette-gestely-p9"></a>
### GEORGETTE GESTELY
_Page 9_ · _OCR-reconstructed_

Direclor, Employee Benefits Prograr
June 28, 2018
Harry Nespoli, Chair
Municipal Labor Committee
125 Barclay Street
New York, New York
Dear Mr. Nespoli:
1. This is to confirm the parties' mutual understanding concerning the health care agreement for
Fiscal Years 2019 - 2021:
• The MLC agrees to generate cumulative healthcare savings of S1.1 billion over th
ourse of New York City Fiscal Years 2019 through 2021. Said savings shall b
generated as follows:
$200 million in Fiscal Year 2019;
ii. $300 million in Fiscal Year 2020;
iii. $600 million in Fiscal Year 2021, and
iv. For every fiscal year thereafter, the $600 million per year savings on a
citywide basis in healthcare costs shall continue on a recurring basis.
b. Savings will be measured against the projected FY 2019-FY 2022 City Financial
Plan (adopted on June 15, 2018) which incorporates projected City health care cost
increases of 7% in Fiscal Year ("FY") 2019, 6.5% in FY 2020 and 6% in FY 2021.
Non-recurring savings may be transferrable within the years FY 2019 through FY
2021 pursuant only to 1(a)(i), I(a)(ii), 1(a)(iii) above. For example:
$205 million in FY 2019 and $295 million in FY 2020 will qualify for those
years' savings targets under |(a)(i) and I (a)(ti).
ii. $210 million in FY 2019, 5310 million in FY 2020, and $580 million in FY
2021 will qualify for those years' savings targets under 1(a)(i), I (a)(i),
1(a)(iii).
ili. In any event, the $600 million pursuant to 1(a)(iv) must be recurring and
agreed to by the parties within FY 2021, and may not be borrowed from
other years.
1


Savings attributable to CBP programs will continue to be transferred to the City by
offsetting the savings amounts documented by Empire Blue Cross and GHI against
the equalization payments from the City to the Stabilization Fund for FY 19, FY 20
and FY 21, unless otherwise agreed to by the City and the MLC. In order for this
offset to expire, any savings achieved in this manner must be replaced in order to
meet the recurring obligation under 1(a)(iv) above.
d.
The parties agree that any savings within the period of FY 2015 - 2018 over $3.4
billion arising from the 2014 City/MLC Health Agreement will be counted towards
the FY 2019 goal. This is currently estimated at approximately S131 million but will
not be finalized until the full year of FY 2018 data is transmitted and analyzed by the
City's and the MLC's actuaries.
e. The parties agree that recurring savings over $1.3 billion for FY 2018 arising under
the 2014 City/MLC Health Agreement will be counted toward the goal for Fiscal
Years 2019, 2020, 2021 and for purposes of the recurring obligation under 1(a)(iv)
above. This is currently estimated at approximately $40 million but will not be
finalized until the full year of FY 2018 data is transmitted and analyzed by the City's
and the MLC's actuaries. Once the amount is finalized, that amount shall be applied
to Fiscal Years 2019, 2020, 2021 and to the obligation under I (a)(iv).
2. After the conclusion of Fiscal Year 2021, the parties shall calculate the savings realized during
the 3 year period. In the event that the MLC has generated more than $600 million in recurring
healthcare savings, as agreed upon by the City's and the MLC's actuaries, such additional savings
shall be utilized as follows:
The first $68 million will be used by the City to make a $100 per member per year
increase to welfare funds (actives and retirees) effective July 1, 202). If a savings
amount over $600 million but less than $668 million is achieved, the 5100 per member
per year (actives and retirees) increase will be prorated.
b. Any savings thereafter shall be split equally between the City and the MLC and applied
in a manner agreed to by the parties.
3. Beginning January 1, 2019, and continuing unless and until the parties agree otherwise, the
parties shall authorize the quarterly provision of the following data to the City's and MLC's
actuaries on an ongoing quarterly basis: (1) detailed claim-level health data from Emblem Health
and Empire Blue Cross including detailed claim-level data for City employees covered under the
GHI-CBP programs (including Senior Care and Behavioral Health information); and (2)
utilization data under the HIP-HMO plan. Such data shall be provided within 60 days of the end
of each quarterly period. The HIP-HMO utilization data will also be provided to the City's and
MLC's actuaries within 60 days of the execution of this letter agreement for City Fiscal Year
2018 as baseline information to assess ongoing savings. The HIP-HMO data shall include: (i)
utilization by procedure for site of service benefit changes; (i) utilization by disease state, by
procedure (for purposes of assessing Centers of Excellence); and (ill) member engagement data
for the Wellness program, including stratifying members by three tranches (level I, Il and I!).
The data shall include baseline data as well as data regarding the assumptions utilized in
determining expected savings for comparison. The data described in this paragraph shall be
provided pursuant to a data sharing agreement entered into by the City and MLC, akin to prior
data agreements, which shall provide for the protection of member privacy and related concerns.
shall cover all periods addressed by this Agreement (i.e., through June 30, 2021 and thereafter),
and shall be executed within thirty days of the execution of this letter agreement.
2


4. The parties agree that the Welfare Funds will receive two $100 per member one-time lump-sum
payments (actives and retirees) funded by the Joint Stabilization Fund payable effective July 1,
2018 and July 1, 2019.
5. The parties recognize that despite extraordinary savings to health costs accomplished in the last
round of negotiations through their efforts and the innovation of the MLC, and the further savings
which shall be implemented as a result of this agreement, that the longer term sustainability of
health care for workers and their families, requires further study, savings and efficiencies in the
method of health care delivery. To that end, the parties will within 90 days establish a Tripartite
Health Insurance Policy Committee of MLC and City members, chaired by one member each
appointed by the MLC and the City, and Martin F. Scheinman, Esq. The Committee shall study
the issues using appropriate data and recommend for implementation as soon as practicable
during the term of this Agreement but no later than June 30, 2020, modifications to the way in
which health care is currently provided or funded. Among the topics the Committee shall
discuss:
a. Self-insurance and/or minimum premium arrangements for the HIP HMO plan.
b. Medicare Advantage- adoption of a Medicare Advantage benchmark plan for retirees
c. Consolidated Drug Purchasing- welfare funds, PICA and health plan prescription costs
pooling their buying power and resources to purchase prescription drugs.
d. Comparability- investigation of other unionized settings regarding their methodology for
delivering health benefits including the prospect of coordination/cooperation to increase
purchasing power and to decrease administrative expenses.
e. Audits and Coordination of Benefits- audit insurers for claims and financial accuracy,
coordination of benefits, pre-65 disabled Medicare utilization, End Stage Renal Disease,
PICA, and Payrol! Audit of Part Time Employees.
Other areas Centers of Excellence for specific conditions; Hospital and provider tiering;
Precertification Fees; Amendment of Medicare Part B reimbursement; Reduction of cost
for Pre-Medicare retirees who have access to other coverage; Changes to the Senior Care
rate; Changes to the equalization formula.
Potential RFPs for all medical and hospital benefits.
h. Status of the Stabilization Fund.
The Committee will make recommendations to be considered by the MLC and the City.
6. The joint committee shall be known as the Tripartite Health Insurance Policy Committee
(THIPC) and shall be independent of the existing "Technical Committee." The "Technical
Committee" will continue its work and will work in conjunction with the THIPC as designated
above to address areas of health benefit changes. The Technical Committee will continue to be
supported by separate actuaries for the City and the MLC. The City and the MLC will each be
responsible for the costs of its actuary.
In the event of any dispute under sections 1-4 of this Agreement, the parties shall meet and confer
in an attempt to resolve the dispute. If the parties cannot resolve the dispute, such dispute shall be
referred to Martin Scheinman for resolution consistent with the dispute resolution terms of the
2014 City/MLC Health Agreement:
a. Such dispute shall be resolved within 90 days.
3


b. The arbitrator shall have the authority to impose interim relief that is
consistent with the parties' intent.
c. The arbitrator shall have the authority to meet with the parties as such
times as is appropriate to enforce the terms of this agreement.
d. The parties shall share the costs for the arbitrator (including Committee
meetings).
If the above conforms to your understanding, please countersign below.
Sincerely.
Robert W. Linn
Agreed and Accepted on behalf of the Municipal Labor Committee
despol-
Harry Nespoli, Chail

---
_End of contract. Source PDF: <https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/sgned-pba-mou-2017-2025.pdf>_
