HomeMy WebLinkAbout2022-8 - Adopting a Memorandum of Understanding Between the City of Newport Beach and the Newport Beach Employees League and Associated Salary ScheduleRESOLUTION NO. 2022-8
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF NEWPORT BEACH, CALIFORNIA, ADOPTING A
MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY OF NEWPORT BEACH AND THE NEWPORT
BEACH EMPLOYEES LEAGUE AND AMENDING THE
SALARY SCHEDULE
WHEREAS, the City Council of the City of Newport Beach ("City Council")
previously adopted Resolution No. 2001-50, the "Employer -Employee Relations
Resolution," pursuant to authority contained in the Meyers-Milias-Brown Act, Government
Code 3500, et seq.;
WHEREAS, the City of Newport Beach ("City") promotes effective communication
and collaborative working relationships with its employee associations to foster improved
relations while balancing good management practices;
WHEREAS, the City previously entered into a Memorandum of Understanding with
the Newport Beach Employees League ("LEAGUE"), a recognized employee
organization, for the term of January 1, 2019 through December 31, 2021;
WHEREAS, representatives from the City and LEAGUE met and conferred in good
faith and reached a tentative agreement on wages, benefits and other terms and
conditions of employment, which are memorialized in the Memorandum of Understanding
between the City and LEAGUE attached hereto as Exhibit A and incorporated herein by
this reference;
WHEREAS, the LEAGUE ratified the Memorandum of Understanding on
December 2, 2021;
WHEREAS, City of Newport Beach Charter Section 601 requires the City Council
to provide the number, titles, qualifications, powers, duties and compensation of all
officers and employees of the City;
WHEREAS, Newport Beach Municipal Code Section 2.28.010 provides, upon
recommendation of the City Manager, the City Council may establish by resolution the
salary range or rate for each class or position;
WHEREAS, the City Manager has reviewed the changes to the salary schedule
for LEAGUE unit members provided in this resolution and recommends approval;
Resolution No. 2022-8
Page 2 of 3
WHEREAS, the City Council received and considered the Memorandum of
Understanding at its regular meeting on January 11, 2022;
WHEREAS, by adopting this resolution, the City Council intends to amend the
salary schedule for LEAGUE unit members so as to be in conformance with the
Memorandum of Understanding; and
WHEREAS, by adopting this resolution, the City Council also desires to replace
the 2019-2021 memorandum of understanding between the City and LEAGUE by
adopting the Memorandum of Understanding attached hereto as Exhibit A to serve as the
successor agreement between the City and LEAGUE for the period January 1, 2022
through December 31, 2025.
NOW, THEREFORE, the City Council of the City of Newport Beach resolves as
follows:
Section 1: The City Council does hereby adopt the Memorandum of
Understanding that is attached hereto and incorporated herein as Exhibit A. Wages,
hours, fringe benefits, and other terms and conditions of employment for employees
represented by LEAGUE shall be provided in accordance with the provisions of the
Memorandum of Understanding attached hereto as Exhibit A, which shall serve as the
successor agreement between the City and LEAGUE for the period January 1, 2022
through December 31, 2025.
Section 2: The Memorandum of Understanding shall be effective from the dates
of January 1, 2022 through December 31, 2025.
Section 3: The City's salary schedule shall be modified to be consistent with this
resolution. Any resolution, or part thereof, in conflict with this resolution shall be of no
effect.
Section 4: The recitals provided in this resolution are true and correct and are
incorporated into the operative part of this resolution.
Section 5: If any section, subsection, sentence, clause or phrase of this
resolution is, for any reason, held to be invalid or unconstitutional, such decision shall not
affect the validity or constitutionality of the remaining portions of this resolution. The City
Council hereby declares that it would have passed this resolution, and each section,
subsection, sentence, clause or phrase hereof, irrespective of the fact that any one or
more sections, subsections, sentences, clauses or phrases be declared invalid or
unconstitutional.
Resolution No. 2022-8
Page 3 of 3
Section 6: The City Council finds the adoption of this resolution is not subject to
the California Environmental Quality Act ("CEQA") pursuant to Sections 15060(c)(2) (the
activity will not result in a direct or reasonably foreseeable indirect physical change in the
environment) and 15060(c)(3) (the activity is not a project as defined in Section 15378)
of the CEQA Guidelines, California Code of Regulations, Title 14, Division 6, Chapter 3,
because it has no potential for resulting in physical change to the environment, directly or
indirectly.
Section 7: This resolution shall take effect immediately upon its adoption by the
City Council, and the City Clerk shall certify the vote adopting the resolution.
ADOPTED this 25th day of January, 2022.
Kevin Muldo
Mayor
ATTEST:
III A -TVA
AMA", I I IV
Leilani I. Brown
City Clerk
APPROVED AS TO FORM:
CITY TTORNEY'S OF E
-PON'-v -- C
Aar6n C. Harp
City Attorney
Exhibit A - Memorandum of Understanding between the City and the Newport
Beach Employees League
EXHIBIT A
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF NEWPORT BEACH
U,711
THE NEWPORT BEACH EMPLOYEES LEAGUE
Term: January 1, 2022 through December 31, 2025
5-7
V
PREAMBLE.................................................................................................................... 1
Recognition..................................................................................................................... 1
Term................................................................................................................................ 2
ReleaseTime.................................................................................................................. 2
Scope.............................................................................................................................. 2
Conclusiveness............................................................................................................... 3
Modifications................................................................................................................... 4
NBELDues..................................................................................................................... 4
Salary.............................................................................................................................. 4
Overtime.......................................................................................................................... 5
StandbyDuty................................................................................................................... 6
Call -Back Duty................................................................................................................ 6
Accumulation of Compensatory Time Off........................................................................ 6
NightShift Differential...................................................................................................... 7
ActingPay....................................................................................................................... 7
CertificationPay.............................................................................................................. 7
CourtTime...................................................................................................................... 9
One -Time Payment......................................................................................................... 9
FlexLeave....................................................................................................................... 9
VacationLeave............................................................................................................. 10
SickLeave..................................................................................................................... 11
HolidayLeave............................................................................................................... 12
Bereavement Leave...................................................................................................... 13
LeaveSellback.............................................................................................................. 13
HealthInsurance........................................................................................................... 14
Additional Health Insurance/Programs.......................................................................... 16
Employee Assistance Program..................................................................................... 17
PERSRetirement Benefit.............................................................................................. 17
RetireeMedical Benefit................................................................................................. 19
TuitionReimbursement................................................................................................. 23
DeferredCompensation................................................................................................ 23
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Reductionin Force/Layoffs............................................................................................ 24
Non-Discrimination........................................................................................................ 26
Promotional Preference................................................................................................. 26
WorkSchedules............................................................................................................ 27
LaborManagement Committee..................................................................................... 27
Discipline — Notice of Intent........................................................................................... 28
Grievance Procedure.................................................................................................... 28
ProbationaryPeriod....................................................................................................... 29
Failureof Probation....................................................................................................... 30
AccidentReporting........................................................................................................ 30
SafetyShoes................................................................................................................. 31
Uniforms........................................................................................................................ 31
Voluntary Training Program.......................................................................................... 32
In -Service Supervisory and Safety Training.................................................................. 32
Clean -Up Time.............................................................................................................. 32
RestPeriods.................................................................................................................. 32
ServiceAwards............................................................................................................. 32
DirectDeposit................................................................................................................ 32
Salaryon Reclassification............................................................................................. 33
Classification and Compensation Studies..................................................................... 33
Separability................................................................................................................... 33
EXHIBIT A — Represented Classifications and Pay Rates ............................................ 35
5-9
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF NEWPORT BEACH
AND
NEWPORT BEACH EMPLOYEES LEAGUE
This MEMORANDUM OF UNDERSTANDING (hereinafter referred to as "MOU") is
entered into with reference to the following:
1. The NEWPORT BEACH EMPLOYEES LEAGUE ("NBEL"), a recognized
employee organization, affiliated with the Orange County Employees Association
("OCEA"), and the City of Newport Beach ("City"), a municipal corporation and
charter city, have been meeting and conferring, in good faith, with respect to
wages, hours, fringe benefits and other terms and conditions of employment.
2 NBEL representatives and City representatives have reached agreement as to
wages, hours and other terms and conditions of employment for the period from
January 1, 2022 through December 31, 2025 and this agreement has been
embodied in this MOU.
3. This MOU, upon approval by NBEL and the Newport Beach City Council,
represents the total and complete understanding and agreement between the
parties regarding all matters within the scope of representation.
A. Recoqnition
In accordance with the provisions of the Charter of the City of Newport Beach, the
Meyers-Milias-Brown Act of the State of California and the provisions of the
Employer's/Employee Labor Relations Resolution No. 2001-50, City hereby
confirms its prior certification of NBEL as the recognized employee organization
for the purpose of meeting and conferring regarding wages, hours and other terms
and conditions of employment for all employees in those classifications specified
in Exhibit "A", or as appropriately modified in accordance with the
Employer/Employee Resolution. All other classifications and positions not
specifically included within Exhibit "A" are excluded from representation by the
NBEL.
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B. Term
Except as specifically provided otherwise, any ordinance, resolution or
action of the City Council necessary to implement this MOU shall be
considered effective as of January 1, 2022. This MOU shall remain in full
force and effect until December 31, 2025, and the provisions of this MOU
shall continue after the date of expiration of this MOU in the event the
parties are meeting and conferring on a successor MOU.
2. The provisions of this MOU shall prevail over conflicting provisions of the
Newport Beach City Charter, the ordinances, resolutions and policies of the
City of Newport Beach, and federal and state statutes, rules and regulations
which either specifically provide that agreements such as this prevail, confer
rights which may be waived by any collective bargaining agreement, or are,
pursuant to decisional or statutory law, superseded by the provisions of an
agreement similar to this MOU.
C. Release Time
Four NBEL officers designated by the NBEL shall collectively be granted an
annual maximum of 150 hours paid release time, for the conduct of NBEL
business. Such time shall be exclusive of actual time spent in collective
bargaining and shall be scheduled at the discretion of the NBEL officer.
Every effort will be made to schedule this time to avoid interference with
City operations.
2. Release time designees shall be identified annually and notice shall be
provided to the City. Release time incurred shall be reported regularly in the
form and manner prescribed by the City.
3. Activities performed on release time shall include representation of
members in rights disputes; preparation for collective bargaining activities,
and distribution of NBEL written communication in the work place.
4. Each January, the City will examine the number of Release Time hours the
NBEL used the preceding year. If the NBEL used in excess of 75% of the
hours normally granted (150), the NBEL will be granted an additional 30
hours for that year.
D. Scope
All present written rules and current established practices and employees'
rights, privileges and benefits that are within the scope of representation
shall remain in full force and effect during the term of this MOU unless
specifically amended by the provisions of this MOU.
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2. The practical consequences of a Management Rights decision on wages,
hours, and other terms and conditions of employment shall be subject to the
grievance procedures.
3. Pursuant to this MOU, the City reserves and retains all of its inherent
exclusive and non—exclusive managerial rights, powers, functions and
authorities ("Management Rights") as set forth in the Employer -Employee
Relations Resolution No. 2001-50. Management Rights include, but are not
limited to, the following:
(a) the determination of the purposes and functions of City Departments;
(b) the establishment of standards of service;
(c) to assign work to employees as deemed appropriate;
(d) the direction and supervision of its employees;
(e) the discipline of employees;
(f) the power to relieve employees from duty for lack of work or other
legitimate reasons;
(g) to maintain the efficiency of operations;
(h) to determine the methods, means and personnel by which
operations are to be conducted;
(i) the right to take all necessary actions to fulfill the Department's
responsibilities in the event of an emergency; and
Q) the exercise of complete control and discretion over the manner of
organization, and the appropriate technology, best suited to the
performance of departmental functions.
The practical consequences of a Management Rights decision on wages,
hours, and other terms and conditions of employment shall be subject to the
grievance procedures.
E. Conclusiveness
With the exception of a separate MOU covering retirement issues, this MOU
contains all of the covenants, stipulations, and provisions agreed upon by the
parties. Therefore, for the term of this MOU, neither party shall be compelled, and
each party expressly waives its rights to request the other to meet and confer
concerning any issue within the scope of representation except as expressly
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provided herein or by mutual agreement of the parties. No representative of either
party has the authority to make, and none of the parties shall be bound by, any
statement, representation or agreement reached prior to the execution of this MOU
and not set forth herein.
As provided in the Employer -Employee Relations Resolution No. 2001-50, the City
shall determine the manner in which City services are to be provided, including
whether the City should provide services directly or contract out work, including
work that is currently being performed by NBEL members. In the event the City
introduces a plan to outsource services currently being performed by NBEL
members to achieve greater efficiency and/or cost savings, and upon request by
the NBEL, the City shall meet and confer with NBEL representatives to discuss the
impacts of the City's decision to contract out work. The City shall retain sole
authority to decide whether or not to contract out work, including work that is
currently being performed by NBEL members. This provision shall not limit the
City's authority to enter into such an agreement for any City services.
F. Modifications
Any agreement, understanding, waiver or modification of any of the terms or
provisions of this MOU shall not be binding upon the parties unless contained in a
written document executed by authorized representatives of the parties.
G. NBEL Dues
The collection of NBEL dues shall be handled through the payroll deduction
process.
2. NBEL agrees to defend, indemnify and hold harmless the City for its
collection of NBEL dues.
A. Salary
Base salary increases for all NBEL represented classifications shall be as follows
and as specified in Exhibit A:
Effective the first day of the pay period following January 1, 2022 there shall be a
base salary increase of one percent (1.0%) for all classifications in the bargaining
unit. Individuals must be employed by the City on the first day of the pay period
following City Council adoption to qualify for retroactive payment of the cost of
living adjustment (COLA).
Effective the first day of the pay period following January 1, 2023 there shall be a
base salary increase of two percent (2.0%) for all classifications in the bargaining
unit. Individuals must be employed by the City on the first day of the pay period
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following City Council adoption to qualify for retroactive payment of the cost of
living adjustment (COLA).
Effective the first day of the pay period following January 1, 2024 there shall be a
base salary increase of two percent (2.051o) for all classifications in the bargaining
unit. Individuals must be employed by the City on the first day of the pay period
following City Council adoption to qualify for retroactive payment of the cost of
living adjustment (COLA).
Effective the first day of the pay period following January 1, 2025 there shall be a
base salary increase of two percent (2.09,6) for all classifications in the bargaining
unit. Individuals must be employed by the City on the first day of the pay period
following City Council adoption to qualify for retroactive payment of the cost of
living adjustment (COLA).
B. Overtime
1. Advanced Approval - Employees must have advanced approval from their
supervisor to work overtime.
2. FLSA Overtime - Overtime earned for actual work hours in excess of 40 in the
employee's defined FLSA workweek.
3. Contract Overtime - Overtime earned for an employee whose hours paid in their
defined FLSA workweek exceeds 40. For purposes of calculating hours paid
for contract overtime, holidays and pre -scheduled vacation or Flex leave
occurring during the work week count as time worked. The use of sick leave,
floating holiday hours or flex leave that is not pre -scheduled and approved in
writing in advance do not count as hours worked for purposes of calculating
hours paid for determining eligibility for contract overtime.
4. Rate at Which Overtime is Calculated - Both FLSA and Contract Overtime (paid
at time and one half —1.5) shall be calculated at the regular rate of pay, except
that the rate at which Contract Overtime is calculated shall not include the City's
Cafeteria Plan Allowance, the opt -out Cafeteria Plan Allowance, or any cash
back an employee may receive from the Cafeteria Plan Allowance by choosing
benefits which cost less than the Allowance.
5. Workweek for Purposes of Calculating Overtime - For employees who work the
9/80 work schedule, their defined FLSA workweek shall begin exactly four
hours after the start time of their shift on their alternating regular day off (i.e.,
their eight-hour day) and end exactly 168 hours later. For employees who work
a 5/40 work schedule, their workweek shall begin on Saturday at 12:01 a.m.
and will end exactly 168 hours later the following Saturday at 12:00 a.m.
6. Work Schedule - Regardless of the type of work schedule an employee is
assigned (e.g., 5/40 and 9/80), full time employees are regularly scheduled to
work forty (40) hours in their defined FLSA workweek.
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7. Reporting Time - The City calculates overtime in tenths of an hour. An
employee who works in excess of three minutes of the next tenth should round
up to the next tenth and if the employee works three minutes or less of the next
tenth should round down. For example, if an employee whose normal work
schedule ends at 5:00 p.m. works until 5:03 p.m. he/she should round down and
not report the additional three minutes. However, if the employee works until
5:04 p.m., he/she should report an additional tenth of an hour of time worked.
C. Standby Duty
1. Defined
(a) To be ready to respond immediately to calls for service;
(b) To be reachable by telephone;
(c) To remain within a specified distance from his/her work station;
and
(d) To refrain from activities which might impair the employee's
ability to perform his/her assigned duties.
2. Compensation
Standby duty compensation for all unit employees shall be eight dollars ($8.00)
per hour. Standby pay will not be piggybacked with any other paid time, such
as call-back, scheduled or unscheduled overtime, or if working a scheduled
shift.
D. Call -Back Duty
1. Defined
Call-back duty requires the employee to respond to a request to return to
his/her work station after the normal work shift has been completed and the
employee has left his/her normal work station. Those periods of overtime which
had been scheduled by the Department Director prior to the end of the normal
work shift are not considered call-back duty.
2. Compensation
All employees on call-back duty shall receive a minimum of two (2) hours pay.
If an employee works more than two (2) hours, he/she shall receive pay for
actual hours worked.
E. Accumulation of Compensatory Time Off
Unit members may receive compensatory time off (CTO), in lieu of cash, as
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compensation for overtime hours worked at the rate of one and one half hours for
each hour of overtime worked. An employee may only accrue CTO if requested
and then approved by the employee's supervisor. Call-back time may be converted
to CTO with supervisor approval.
Employees may accumulate up to eighty (80) hours of CTO. If an employee has
eighty (80) hours of accrued CTO, he/she will not be able to accrue additional CTO
until he/she uses CTO to reduce his/her balance below eighty
(80) hours.
F. Night Shift Differential
The City agrees to pay $1.00 per hour night shift differential for Employees working
a regularly scheduled work shift of which four or more hours are worked between
the hours of 5 p.m. and 5 a.m. Overtime worked as an extension of an assigned
day shift shall not qualify an employee for night shift differential. The differential
pay is paid only for hours actually worked.
In accordance with this provision, City agrees to pay $.50 per hour night shift
differential to automotive shop mechanics for hours worked after 5:00 p.m.
The parties agree that to the extent permitted by law, the shift differential pay in
this section is special compensation and shall be reported to CaIPERS as such
pursuant to Title 2 CCR, Section 571(a)(4) or Section 571.1(b)(3) Shift Differential
Pay.
G. Acting Pay
NBEL employees will be eligible to receive "acting pay" only after completing 80
consecutive hours in the higher classification. Acting pay is 107.5% of the
employee's base pay rate.
Once the minimum hours' requirement has been satisfied, acting pay will be
granted for all hours worked above 40 hours beginning with the 41st hour worked
in the higher classification.
The parties agree that to the extent permitted by law, acting pay is special
compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR,
Section 571(a)(3) Temporary Upgrade Pay. The employee must be performing
100% of the duties in the higher classification for Temporary Upgrade Pay to be
reportable. For new members as defined by the Public Employees' Pension
Reform Act of 2013, Acting Pay will not be reported as pensionable compensation
to CaIPERS.
H. Certification Pay
Payment for certifications will be made on a bi-weekly basis for unit members
holding a valid and current certification in areas indicated below. Employees may
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submit proof of valid certificates, including renewals, upon completion. The bi-
weekly payment for such eligible certificates will begin the first pay period following
department approval. All amounts listed below reflect the annual benefit for the
specified certificate:
1. Water or Wastewater Operator
Grade 1
$110
Grade II
$350
Grade III
$450
Grade IV
$650
Grade V
$800
These pays do not stack. Employees receive the one pay from the list above for
the Grade they have achieved.
2. Backflow Certification - $220
3. Qualified Applicator Certificate - $110 for each category, up to a
maximum of $330
4. Fire Mechanic State Level 1-$110
5. Fire Mechanic State Level II - $220
6. Fire Mechanic III - $400
7. Certified Arborist -$110
8. ASE Certification - $55 each and $220 for possessing a current ASE Master
Truck Technician and $220 for possessing a current ASE Master Automobile
Technician certification.
9. Commercial Driver's License, Class A - $220
10. Commercial Driver's License, Class B - $165
11. Public Works Certificate (18-20 Jr. College units) or Maintenance
Superintendents Association (MSA) Certificate - $300
12. Water Utility Science Certificate - $300
13. Cross Connection Specialist - $110
14. Crane Certification - $110
15. Forklift Trainer - $300 (2 employees, max)
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The maximum certificate pay benefit for unit members shall be $5,000 annually.
The parties agree that to the extent permitted by law, the City shall report to the
CaIPERS eligible certificate pays as Educational Incentive pursuant to Title 2 CCR,
Section 571(a)(2) or 571.1(b)(2).
The City will reimburse employees for: 1) application, testing, and certification fees
for successfully completing certification examinations for the above listed
certificates, and 2) required physicals when employees obtain/renew required
Class A or B Drivers Licenses.
Court Time
Employees who are required to appear in Court during their off-duty hours in
connection with City business shall receive overtime compensation for the number
of hours they spend in court, with a minimum of two (2) hours of such
compensation.
J. One -Time Payment
All bargaining unit employees in paid status for the entirety of the first full pay
period following the adoption of the MOU by the City Council will receive a signing
bonus of $2,000. The parties intend and understand that this lump sum payment
is non -pensionable and will not be reported to Ca1PERS. The parties also agree
that this payment is intended to be specific to the pay period in which it is paid and
is to be considered part of the FLSA regular rate for this pay period only.
A. Flex Leave
1. Unit members shall accrue Flex leave at the following rates:
Years of Continuous
Hrs Accrued per
Annual
Max Balance
Service
Pay Period
hours
hours
Less than 5
6.00
156.00
468.00
5 but less than 9
6.61
171.86
515.58
9 but less than 12
7.23
187.98
563.94
12 but less than 16
8.15
211.90
635.70
16 but less than 20
8.77
228.02
684.06
20 but less than 25
9.38
243.88
731.64
25 and over
10.00
260.00
780.00
Members shall accrue three (3) months (i.e., 39 hours) of Flex leave (as
provided in the chart above) upon completion of three (3) months of
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D
continuous employment with the City of Newport Beach, provided however,
this amount shall be reduced by any Flex leave time advanced during the
first three (3) months of employment.
2. Limit on Accumulation
Any paid leave earned in excess of this level will be paid on an hour for hour
basis in cash (spill over pay) at the employee's hourly rate of pay. Members
hired prior to July 1, 1996 shall be paid for earned Flex leave in excess of
the maximum permitted accrual at the member's hourly rate of pay provided
that they have utilized at least eighty (80) hours of Flex leave the previous
calendar year. Employees who have not utilized the required amount of
leave the prior calendar year shall not be eligible to accrue time above the
maximum accrual limit.
Employees first hired, or rehired by the City subsequent to July 1, 1996 shall
not be eligible for Flex leave spillover pay and shall not be entitled to accrue
Flex leave in excess of the Flex leave accrual threshold.
3. Method of Use
The Department Director shall approve all requests for Flex leave taking into
consideration the needs of the Department, and whenever possible the
seniority and wishes of the employee. Flex leave may be granted on an
hourly basis.
Vacation Leave
This section applies only to those Regular Full-time Employees hired on or before
January 1, 1990 and who have elected not to enroll in the Flex Leave program.
1. Basis for Accrual/Full-Time Employees
Employees entitled to Vacation leave -with -pay shall accrue such leave
based on years of continuous service and the number of hours in a normal
work week for the position to which they are assigned in accordance with
the following schedule:
Years of Continuous
Service
Less than 5
5 but less than 9
9 but less than 12
12 but less than 16
16 but less than 20
20 but less than 25
25 and over
Accrual per pay period
Hours
3.38
3.99
4.61
5.22
5.84
6.46
7.07
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2. Limit on Accumulation
Accrual of vacation days in excess of those earned for two years of
continuous service is not permitted past December 31st of each year with
the following exception: with approval of the Department Director, an
employee may accrue vacation days in excess of the two-year limit provided
all such excess accumulation is taken by March 31 st of the following year.
3. Method of Use
The Department Director shall schedule and approve all vacation leaves for
employees taking into consideration the needs of the Department, and
whenever possible, the seniority and wishes of the employee. Vacation
leave may be granted on an hourly basis. Any fraction over an hour shall
be charged to the next full hour.
Sick Leave
This section applies only to those Regular Full-time Employees hired on or before
January 1, 1990 and who have elected not to enroll in the Flex Leave program.
Basis for accrual
Full-time, regular employees shall accrue sick leave based on the number
of hours in a normal work week for the position to which they are assigned
in accordance with the following schedules:
Normal Work Week - 40 hours
Service Time
1 year
1-2 years
2-3 years
3-4 years
4+
2. Method of Use
(a) General
Monthly Accrual 0-
4 hours
5 hours
6 hours
7 hours
8 hours
An employee may use sick leave for an entire day or partial day if
needed. If used for a partial day, employees should report its use to the
nearest tenth of an hour.
(b) Approval
Sick leave may be granted only at the discretion of or with the approval
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of the Department Director and as defined in the Employee Policy
Manual.
3. Sick Leave Conversion
Employees who at the end of the calendar year have an accrued level of
Sick Leave equal to or greater than the full value of 50 months of accrued
Sick Leave, and who have used six or less days of Sick Leave during that
calendar year will be permitted (only once per year) to convert up to six (6)
days of Sick Leave to paid vacation at the value of 50% (maximum value of
3 days per year).
Holiday Leave
The following days shall be observed as paid holidays (i.e., employees shall
have the day off with pay) by all unit members. For each holiday, except the
Floating Holiday (where the employee chooses the day off), if an employee
is required to work on the holiday, they will receive their pay for the holiday
and in addition either pay or Flex Leave for the number of hours worked on
the holiday.
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Friday following Thanksgiving
Christmas Eve
Christmas Day
New Year's Eve
New Year's Day
Washington's Birthday
Memorial Day
Martin Luther King Day
Floating Holiday
July 4
1st Monday in Sept.
November 11
4th Thurs. in November
Last 1/2 of working day
December 25
Last 1/2 of working day
January 1
3rd Monday in February
Last Monday in May
3rd Monday in January
July 1St - 1 day*
*The floating holiday (eight (8) hours of holiday leave) is awarded on July 1.
The hours are added to employees' Flex Leave account.
Holidays will be paid based on the employee's regular work day schedule.
For example, if an employee is on a 9/80 schedule and the holiday is
observed on a day that the employee is regularly scheduled to work 9 hours,
the employee is entitled to receive 9 hours of Holiday pay. However, if an
employee is on a 9/80 schedule and the holiday is observed on a day that
the employee is regularly scheduled to work 8 hours, the employee is
entitled to receive 8 hours of holiday pay. Employees will receive 8 hours of
Holiday Pay annually for the Floating Holiday.
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Holidays listed above (except the Floating Holiday) occurring on a Saturday
shall be observed the preceding Friday. Holidays occurring on a Sunday
shall be observed the following Monday. (Half day holidays shall be
observed prior to the observed holiday).
2. Holiday Pay Eligibility
Following are the limitations on eligibility for Holiday pay:
(a) Holiday pay will be paid only to employees who work their scheduled day
before and scheduled day after a holiday, or are on authorized paid leave
(e.g. approved vacation or sick leave that has been approved by the Department
Director).
(b) Newly hired employees will be eligible to receive full pay for scheduled
holidays, without a waiting period.
E. Bereavement Leave
Bereavement leave shall be defined as "the necessary absence from duty by an
employee because of the death or terminal illness in his/her immediate family." Unit
members shall be entitled to forty (40) hours of bereavement leave per calendar
year per incident (terminal illness followed by death is considered one incident).
Bereavement leave shall be administered in accordance with the provisions of the
Employee Policy Manual. Leave hours need not be used consecutively, but should
occur in proximate time to the occurrence. For the purposes of this section,
immediate family shall mean an employee's father, mother, stepfather, stepmother,
brother, sister, spouse/domestic partner, child, stepchild, grandparents and the
employee's spouse's/domestic partner's father, mother, brother, sister, child and
grandparents. The provisions of this Section shall not diminish or reduce any rights
a member may have pursuant to applicable provisions of State or Federal law. An
employee requesting bereavement leave shall notify his/her supervisor as soon as
possible of the need to take leave.
F. Leave Sellback
During calendar year 2019, employees shall have the option (on two occasions) of
selling back on an hour for hour basis, accrued Flex or Vacation leave. In no event
shall the Flex or Vacation leave balance be reduced below one hundred and sixty
(160) hours. Hours sold back will be subject to the Retiree Health Savings Plan
Part C contributions, per Section 4 (E), Retiree Medical. For the term of this MOU
the League has elected Part C contributions for Flex/Vacation at 0%.
Effective in calendar year 2020 and thereafter, employees shall have the option of
converting accrued Flex Leave to cash on an hour for hour basis subject to the
following: On or before the pay period which includes December 15 of each
calendar year, an employee may make an irrevocable election to cash out accrued
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flex leave which will be earned in the following calendar year. The employee can
elect to receive the cash out in the pay period which includes June 30 and/or the
pay period which includes December 15 for those Flex Leave benefits that have
been earned during that portion of the year. In no event shall the flex leave balance
be reduced below one hundred and sixty (160) hours. On or before December 31,
2019, each employee shall have the one-time option of cashing out all or a portion
of Flex Leave benefits credited to his/her account as of that date. However, in no
event shall the flex leave balance be reduced below one hundred and sixty (160)
hours when the leave is cashed out.
A. Health Insurance
Benefits Information Committee
City has established a :Benefits Information Committee (BIC) composed of
one representative from each employee association and up to three City
representatives. The Benefits Information Committee has been established
to allow the City to present data regarding carrier and coverage options, the
cost of those options, appropriate coverage levels and other health
programs. The purpose of the BIC is to provide each employee association
with information about health insurance/programs and to receive timely
input from associations regarding preferred coverage options and levels of
coverage.
2. Medical Insurance
The City has implemented an IRS qualified Cafeteria Plan. In addition to the
contribution amounts listed below, the City shall contribute the minimum
CalPERS participating employer's contribution towards medical insurance
for employees enrolled in a CalPERS medical plan, per Government Code
Section 22892. Employees shall have the option of allocating Cafeteria Plan
contributions towards the City's existing medical, dental and vision
insurance/programs. The City and the Newport Beach Employees League
will cooperate in pursuing additional optional benefits to be available
through the Cafeteria Plan.
Subject to the terms and conditions stated below, unused Cafeteria Plan
funds shall be payable to the employee as taxable cash back. Employees
shall be allowed to change coverages in accordance with plan rules and
during regular open enrollment periods.
The City's contribution towards the Cafeteria Plan is One Thousand, Seven
Hundred Twenty -Five Dollars ($1,725), plus the minimum Ca1PERS
participating employer's contribution.
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NBEL members who do not enroll in any medical plan offered by the City
must provide evidence of group medical insurance coverage, and execute
an opt -out agreement releasing the City from any responsibility or liability
to provide medical insurance coverage on an annual basis.
Unit members whose actual start date occurs prior to the first day of the pay
period following City Council approval of this MOU and who elect to opt out
of medical coverage offered by the City because they have provided proof
of minimum essential coverage ("MEC') through another source (other than
coverage in the individual market, whether or not obtained through Covered
California) will receive One Thousand Dollars ($1, 000) per month in taxable
cash paid bi-weekly. For these same employees, if they elect medical
coverage and spend less than the City contribution provided above, those
unused cafeteria plan funds shall be paid to the employee as taxable cash
biweekly.
Newly appointed unit members whose actual start date occurs on or after
the first day of the pay period following City Council approval of this MOU
and who elect to opt out of medical coverage offered by the City because
they have provided proof of MEC through another source (other than
coverage in the individual market, whether or not obtained through Covered
California) shall receive Five Hundred Dollars ($500) per month in taxable
cash paid biweekly. For these same employees, if they elect medical
coverage and spend less than the City contribution provided above, there
shall be no cash back provided.
The preceding language as applied to the following scenarios.-
1.
cenarios.1. Part-time employee hired by the City prior to MOU adoption but not
appointed as a full-time employee into the League until on or after MOU
adoption — this employee is subject to the $500 opt -out amount and does not
receive cash back if the medical coverage elected is less than the City
contribution.
2. Full-time employee hired by the City prior to MOU adoption who later
drops down to part-time and then is reappointed to the unit as a full-time
employee — this employee is subject to the $500 opt -out amount and does
not receive cash back if the medical coverage elected is less than the City
contribution.
3. Full-time employee hired by the City prior to MOU adoption who later
transfers into the unit from another unit — if the employee was not subject to
the $500 opt -out amount and/or no cash back in the unit from which they are
transferring, they will receive the benefit of $1,000 opt -out and/or cash back
if the medical coverage elected is less than the City contribution.
On or before July 1, 2023, at the request of either party, the parties shall meet
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and confer in good faith to discuss possible changes to the medical benefit
program, contribution levels, or other elements of healthcare services,
provided, however, that any changes to the MOU may only occur by mutual
agreement of the parties.
3. Dental Insurance
The existing or comparable dental plans shall be maintained as part of the
City's health plan offerings as agreed upon by the Benefits Information
Committee.
4. Vision Insurance
The existing or comparable vision plan shall be maintained as part of the
City's health plan offerings as agreed upon by the Benefits Information
Committee.
5. Healthcare Reform
The parties recognize that certain State and Federal laws, programs and
regulations, including the Affordable Care Act, may impact future medical
plan offerings. Either party may request to reopen Section 4,A,(2) regarding
medical insurance for the purpose of discussing alternative approaches and
proposals to providing healthcare coverage. In addition, should State or
Federal laws concerning taxation of healthcare benefits change, the parties
agree to meet and discuss the impact of such change.
B. Additional Health Insurance/Programs
IRS Section 125 Flexible Spending Account
Section 125 of the Internal Revenue Code authorizes an employee to
reduce taxable income for payment of allowable expenses such as child
care and medical expenses. An NBEL member may request that medical,
child care and other eligible expenses be paid or reimbursed by the Section
125 Plan out of the employee's account. The taxable salary of the employee
will be reduced by the amount designated by the employee for reimbursable
expenses.
2. Disability Insurance
The City shall provide disability insurance to all regular full time employees
with the following provisions:
Weekly Benefit 66.67% gross weekly wages
Maximum Benefit $10,000/month
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Minimum Benefit $15 (STD) and $100 (LTD)
Waiting Period 30 Calendar Days (STD)
180 Calendar Days (LTD)
Effective the first premium payment after the later of (a) City Council
adoption of the MOU or (b) January 1, 2022, the City will pay for this benefit.
Employees shall not be required to exhaust accrued paid leaves prior to
receiving benefits under the disability insurance program. Employees may
not supplement the disability benefit with paid leave once the waiting period
has been exhausted.
3. Life Insurance
The City shall provide life insurance for all regular full-time employees in
$1,000 increments equal to one times the employee's annual salary up to a
maximum of $50,000. At age 70 the City -paid life insurance is reduced by
50% of the pre -70 amount. This amount remains in effect until the employee
terminates from City employment.
C. Employee Assistance Program
City shall provide an Employee Assistance Program (EAP) through a properly
licensed provider. NBEL members and their family members may access the EAP
subject to provider guidelines.
D. The Retirement Benefit
Retirement Formula
The City contracts with PERS to provide retirement benefits for its
employees. Pursuant to prior agreements and state mandated reform, the
City has implemented first, second and third tier retirement benefits:
Tier 1: For employees hired by the City on or before November 23, 2012,
the retirement formula shall be the 2.5%@55 calculated on the basis of the
single highest year.
Tier 2: For employees first hired by the City between November 24 and
December 31, 2012, or hired on or after January 1, 2013 and are current
Classic members of the retirement system, as defined in the Public
Employees' Pension Reform Act ("PEPRA"), the retirement formula shall be
2%@60 calculated on the average 36 highest month's salary.
Tier 3: For employees first hired by the City on or after January 1, 2013, and
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who do not meet the Tier 2 criteria because they are new members as
defined by the PEPRA, the retirement formula shall be 2.0%@62 calculated
on the average 36 highest month's salary.
2. Employee Contributions
The NBEL has agreed to share in the rising cost of pension obligations.
Under the terms of this MOU, unit members will contribute additional
amounts toward the PERS retirement benefit, to the extent permissible by
law. Should any provision be deemed invalid, the City and NBEL agree to
meet for the purpose of renegotiating employee retirement contributions.
Employees in each Tier contribute 13% of pensionable pay toward the
retirement benefit.
Employee retirement contributions that are in addition to the normal PERS
Member Contribution (of 7% or 8%) shall be calculated on base pay, special
pays, and other pays normally reported as "PERSable" compensation, and
will be made on a pre-tax basis through payroll deduction, to the extent
allowable by law. It is recognized that these payments will not be reported
to PERS as contributions toward either the Member or Employer rate, as
provided under GC Section 20516(f).
Tier I Employees shall pay their eight percent (8%) (compensation
earnable) member contribution, 2.42% compensation earnable (as cost
sharing) per Government Code section 20516(a) and 2.58% compensation
earnable (as cost sharing) per Government Code section 20516(f).
Tier 2 employees shall pay their seven percent (7%) (compensation
earnable) member contribution and six percent (6%) of compensation
earnable as cost sharing per Government Code section 20516(f).
Tier 3 The minimum statutory employee contribution for employees in Tier 3 is
subject to the provisions of the (PEPRA) and equals 50% of the "total normal cost".
Tier 3 employees shall make an additional contribution of pensionable
compensation toward retirement pursuant to Government Code Section
20516(f), for a total employee contribution of 13% of pensionable
compensation.
The City contracts with PERS for the 4th Level 1959 Survivors Insurance
Benefit, $500 Lump Sum Death Benefit, Sick Leave Credit, Military Service
Credit, 2% Cost of Living Adjustment and the pre -retirement option
settlement 2 death benefit (Section 21548).
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E. Retiree Medical Benefit
This is an Integral Part Trust (IPT) RHS Retiree Health Savings (RHS) plan
(formerly the Medical Expense Reimbursement Program - "MERP"). Each member
has an individual RHS account ("Account"), which accumulates based on the
category they fall under. Funds from the Account may be used for eligible health
care expenses after separation, retirement or a change in personnel status to a
position that does not receive the RHS benefit. These changes in personnel status
will activate the Account and allow funds to be withdrawn until the Account balance
is depleted. Since the plan restricts all distributions to be spent for health insurance
premiums and health care expenses, as defined by the Internal Revenue Code
Publication 502, § 213(d) and the Plan document the contributions, fund
investment earnings and benefit payments (when withdrawn from the Account) are
not taxable when posted. Additionally, certain contributions may only be deposited
upon retirement from the City. The categories are provided below.
Background
In 2005, the City and NBCEA agreed to replace the previous "defined
benefit" retiree medical program with a new "defined contribution" program.
The process of fully converting to the new program is ongoing for an
extended period. During the transition, employees and (then) existing
retirees were administratively classified into different categories. The benefit
is structured differently for each of the categories. The categories are as
follows:
a. Category 1 - Employees who become eligible for the benefit after
January 1, 2006. This may include new hires, rehires and part-time
employees appointing to full-time status.
b. Category 2 - Employees who were active and enrolled in the previous
defined benefit as of December 31, 2005, eligible for the new defined
contribution program as of January 1, 2006 and whose age plus years of
service as of January 1, 2006 was less than 50.
C. Category 3 - Employees who were active and enrolled in the previous
defined benefit as of December 31, 2005, eligible for the new defined
contribution program as of January 1, 2006 and whose age plus years of
service as of January 1, 2006 was 50 or greater.
2. Eligibility
All League members are eligible for the RHS benefit. However, if a member
separates or changes positions to a bargaining unit which does not offer this
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benefit, the member is no longer eligible for any contributions to the plan
and their Account will be activated for use and withdrawal of funds by the
employee (or former employee). This means if a unit member subsequently
reappoints to a position which offers the RHS benefit, they will be enrolled
in "Category 1" and must revest in the program. Any remaining balance
deposited during prior eligibility will remain in the Account.
Employees who become ineligible (no longer covered by a City employee
association, union or plan offering the RHS benefit) before vesting forfeit the
City's Part 8 contribution. Said employee will only receive Part A and Part
C contributions. The only exception is an active employee who separates
before vesting due to an approved industrial disability. In such case, the
employee will receive exactly five years' worth of Part 8 contributions, using
the employee's age and compensation at the time of separation for
calculation purposes. This amount will be deposited into the employee's
Account at the time of separation.
3. Account Contributions
Account contributions are categorized as Part A, Part 8 and Part C.
Part A contributions are a mandatory, automatic I% employee contribution
deducted each pay period and deposited into the Account through payroll.
Deductions begin the pay period in which the employee becomes eligible
and are reported to CalPERS as pensionable.
Part 8 contributions require a five year vesting period which begins when
the employee becomes eligible for the RHS benefit. At the conclusion of the
vesting period, the City will credit the first five years' worth of Part 8
contributions into the Account (interest does not accrue during that period
and the contributions are calculated at $2.50 per month for each year of the
employee's full-time service plus age) and begin to contribute $2.50 per
month for each year of the employee's full-time service plus age (e.g. 30
years old and five years of service would be a factor of 35. $2.50 x 35 =
$87.50 per month). This factor is updated annually in the pay period
including January 1. Part 8 contributions are not reported to CalPERS as
pensionable.
The parties agree that the City's Part 8 contributions during active
employment constitute the minimum CalPERS participating employer's
contribution (i.e., the CalPERS statutory minimum amount) towards medical
insurance after retirement. The parties also agree that, for retirees selecting
a CaIPERS medical plan, or any other plan with a similar employer
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contribution requirement, the required employer contribution will be
deducted from the employer's contribution to the retiree's account.
Part C contributions are determined by League election and deposited into
the Account when flex leave hours are converted to taxable cash through
leave cash -out or at the time of separation or status change. Spillover pay
does not qualify for Part C contributions. Part C contributions are not
reported to CaIPERS as pensionable.
The Association determines the level of contribution for all unit members,
subject to the following constraints. All employees within the Association
must participate at the same level. The participation level shall be specified
as a percentage of the flex leave balance available in each employee's
leave bank at the time of separation from the City, or status change, or as a
percentage of the flex leave balance being cashed out.
For example, if the Association wishes to elect 30% Part C contributions,
then each member leaving the City, or cashing out eligible leave at any other
time, would have the cash equivalent of 30% of the amount that is cashed
out deposited to their RHS Account on a pre-tax basis. The remaining 70%
would be paid in cash as taxable income. Individual employees do not have
the option to deviate from this breakout.
The Association may change the Part C contribution amount as part of a
meet and confer process. The purpose and focus of these changes should
be toward long-term, trend type adjustments. Due to IRS restrictions
regarding "constructive receipt," the City will impose restrictions against
frequent spikes or drops that appear to be tailored toward satisfying the
desires of a group of imminent retirees.
The Association has decided to participate in Part C contributions at the
level of zero percent (0916) flex leave.
Nothing in this section restricts taking leave for time off purposes.
4. Benefit
a. Category 1: Employees in this category make Part A and receive Part
B contributions (subject to vesting) automatically each pay period through
payroll deductions. Part C contributions are received through cash outs. No
contributions are made to Category 1 participants after separation.
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b. Category 2: Employees in this category make Part A and receive
Part B contributions (subject to vesting) automatically each pay period
through payroll deductions. Part C contributions are received through cash
outs. No contributions are made to Category 2 participants after separation.
If a Category 2 participant retires from the City with a minimum of 5
consecutive years of full-time service, the City will contribute to the
participant's Account a one-time contribution equal to $100 per month for
every month the participant contributed to the previous "defined benefit"
plan up to a maximum of 15 years (180 months). This contribution is
deposited into the Account at the time of retirement, and only if the
employee retires from the City and becomes a CaIPERS annuitant of the
City of Newport Beach. No interest will be earned in the interim.
Category 2 participants with less than five years of continuous contributions
into the prior defined benefit plan as of January 1, 2006. only the years of
service after January '1, 2006 count towards Pan` B contributions upon
vesting. Contributions in years before 2006 will be paid out as stated in the
above paragraph.
C. Category 3: Employees in this category make Part A contributions
automatically each pay period through payroll deductions. Category 3
participants do not receive any Part B contributions. Part C contributions
are received through cash outs.
If an eligible Category 3 participant retires from the City of Newport Beach,
the City will deposit $400 per month into the Account upon retirement, up to
a maximum of $4,800 per year, less the CaIPERS minimum required
employer contribution as determined by CaIPERS annually, which shall
continue as long as the employee or surviving spouse/qualified dependent
is still living. To offset this expense to the City, active Category 3 participants
will contribute an additional $100 per month to the plan until retirement.
There is no cash out option for these funds and they cannot be spent in
advance of receipt.
Category 3 participants also receive an additional one-time City contribution
of $75 per month for every month they contributed to the previous plan prior
to January 1, 2006, up to a maximum of 15 years (180 months). This
contribution is deposited into the Account at the time of retirement, and only
if the employee retires from the City. No interest will be earned in the
interim. Contributions are contingent upon remaining a CaIPERS annuitant
of the City.
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5. Administration
Vendors have been selected by the City to administer the program. The
contract expense for program -wide administration by the vendor will be
paid by the City. However, specific vendor charges for individual account
transactions that vary according to the investment actions taken by each
employee, such as fees or commissions for trades, will be paid by each
employee.
The City's Deferred Compensation Committee, or its successor committee,
will have the authority to determine investment options that will be available
through the plan.
F. Tuition Reimbursement
NBEL members attending accredited community colleges, colleges, trade schools
or universities, or recognized professional organizations or agencies, may apply
for reimbursement of one hundred percent (100%) of the actual cost of tuition,
books, fees or other student expenses for approved job—related courses,
seminars, or professional development programs. Maximum tuition reimbursement
for employees shall be $1,500 per fiscal year. Reimbursement is contingent upon
the successful completion of the course. Successful completion means a gradeof
"C" or better for undergraduate courses and a grade of "B" or better for graduate
courses.
All claims for tuition reimbursement require the approval of the Human Resources
Director or designee.
G. Deferred Compensation
Each employee shall have the right to enroll in the deferred compensation program
set up by the City and subject to the rules of IRS Code section 457. For each
employee who enrolls in the deferred compensation program, the City shall
contribute to each employee's deferred compensation account as follows: Effective
the first day of the pay period which includes January 1, 2020, the City shall
contribute twenty five dollars ($25) per month to each enrolled employee's deferred
compensation account if the employee contributes at least twenty five dollars ($25)
per month towards his/her deferred compensation account. The City is only
obligated to make the contribution to an employee's deferred compensation
account if the employee has enrolled in the deferred compensation program.
Under federal law, there is an annual maximum contribution which may be made
to an employee's IRS Code section 457 account. Although the City will be making
contributions to employees' accounts each pay period, it is the employees'
responsibility to track their total contribution amount. If an employee's account
contributions reach the annual 457 maximum, the City will stop making
contributions for the remainder of the calendar year and will not owe the employee
any additional compensation related to this section.
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A. Reductions in Force/Layoffs
The provisions of this section shall apply when the City Manager determines that
a reduction in the work force is warranted because of actual or anticipated
reductions in revenue, reorganization of the work force, a reduction in municipal
services, a reduction in the demand for service or other reasons unrelated to the
performance of duties by any specific employee. Reductions in force are to be
accomplished, to the extent feasible, on the basis of seniority within a particular
Classification or Series and this Section should be interpreted accordingly.
DEFINITIONS
"Layoffs" or "Laid Off' shall mean the non -disciplinary termination or
employment.
2. "Seniority" shall mean the time an employee has worked in a Classification or
Series calculated from the date on which the employee was firstgranted regular
status in the current Classification or any Classification within the Series,
subject to the following:
(a) Credit shall be given only for continuous service subsequent to the most
recent appointment to regular status in the Classification or Series; and
(b) Seniority shall include time spent on industrial leave, military leave, and
leave of absence without pay, but shall not include time spent on any
other authorized or unauthorized leave of absence.
3. "Classification" shall mean one or more full time positions identical or similar in
duties not including part-time, seasonal or temporary positions. Classifications
within a Series shall be ranked according to pay (lowest ranking, lowest pay).
4. "Series" shall mean two or more classifications within a Department which
require the performance of similar duties with the higher ranking
classification (s) characterized by the need for less supervision by superiors,
more difficult assignments and more supervisory responsibilities for
subordinates. The City Manager shall determine those classifications following
a meet and consult process which constitute a Series.
5. "Bumping Rights", "Bumping" or "Bump" shall mean (1) the right of an
employee, based upon seniority within a series to bump into a lower ranking
classification within the same series, (2) to be followed by, an employee being
permitted to bump into a classification within a different series. The latter
bumping shall be based upon unit wide seniority and shall be limited to a
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classification in which the employee previously held regular status.
No employee shall have the right to bump into a classification forwhich the
employee does not possess the minimum qualifications such as specialized
education, training or experience.
PROCEDURE
The General Services Division within the Municipal Operations Department will select
employees for layoff by straight seniority department wide. This means department
management has total control of position elimination and personnel reassignment
within ranks, but the layoffs shall be on a straight forward "last hired- first fired" basis.
The layoff system for the Utilities Division shall operate the same department -wide
seniority as does the General Services Division, with the exception of the Electrical and
Telecommunications sections. Because of the highly specialized skills and training of
the personnel in these sections, these sections shall be treated as unique and
individual unto themselves.
In the event the City Manager determines to reduce the number of employees within
a classification, the following procedures are applicable:
Temporary and probationary employees within any classification shall, in that
order, be laid off before permanent employees.
2. Employees within a classification shall be laid off in inverse order of seniority.
3. An employee subject to layoff in one classification shall have the right to bump
a less senior employee in a lower ranking classification within a series. An
employee who has bumping rights shall notify the Department Director within
three (3) working days after notice of layoff of his/her intention to exercise
bumping rights.
4. In the event two or more employees in the same classification are subject to
layoff and have the same seniority, the employees shall be laid off following the
Department Director's consideration of established performance evaluations.
REEMPLOYMENT
Employees who are laid off shall be placed on a Department re-employment list in
reverse order of layoff. The re-employment list shall expire in 18 months. In the event
a vacant position occurs in the classification which the employee occupied at the time
of layoff, or a lower ranking classification within a series, theemployee at the top of the
Department re-employment list shall have the right within seven (7) days of written
notice of appointment. Notice shall be deemed given when personally delivered to the
employee or deposited in the U.S. Mail, first class postage prepaid, and addressed to
the employee at his or her last known address. Any employee shall have the right to
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refuse to be placed on the re-employment list or the right to remove his or her name
from the re-employment list by sending written confirmation to the Human Resources
Director.
SEVERANCE
If an employee is laid off from their job with the City, for economic reasons, the City
will grant severance pay in an amount equal to one week of pay for every full year
of continuous employment service to the City of Newport Beach up to ten (10)
weeks of pay.
NOTICE
Employees subject to lay-off shall be given at least thirty (30) days advance notice
of the layoff or thirty (30) days' pay in lieu of notice. In addition, employees laidoff
will be paid for all accumulated paid leave, holiday leave, (if any), and accumulated
sick leave to the extent permitted by the Personnel Resolution.
B. Non -Discrimination
City and NBEL agree that there will be no discrimination by either party or by any
of their agents against any employee because of his/her membership or non-
membership in NBEL, or because of any protected classification identified in the
law.
C. Promotional Preference
Where no less than two (2) unit members achieve top three ranking on a certified
eligible list, selection to the position shall be made with preference given to the unit
members so qualified. The Human Resources Department shall be responsible for
insuring that a position vacancy announcement for all available City positions be
distributed in a manner that reasonably assures unit members access to the
announcements. The Human Resources Department shall oversee all testing
procedures.
Any employee who has achieved "regular status" may request assignment to any
lateral or lower classification, and that employee may be transferred into that
classification without competitive testing if both of the following conditions have
been satisfied:
The employee meets the minimum qualifications of the classification; and
2. The Department Director approves of the transfer.
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D. Work Schedules
Employees in the unit work either a 9/80 or 5/40 work schedule.
Employees assigned to the 9/80 work schedule will have alternating Fridays off
with the City determining which employees will work on each alternating Friday to
ensure effective coverage of the work.
The City agrees to maintain flex -scheduling where it is currently in place in this unit
in the Municipal Operations Department. The Building Maintenance, Parks
Maintenance, and Beach Maintenance crews will be placed on the 5/40 schedule
including the Memorial Day and Labor Day weekends, or any portion of time
between these Holidays at the discretion of the General Services Director. The City
reserves the right to amend the program as needed to mitigate any operational
problems which may arise due to budgetary cutbacks, personnel cuts or shortages,
service level complaints, or any other operational reason. Should an operational
problem involving service reductions or increases in cost materialize, the
Department Director will notify the NBEL and the employees affected work group
of the problem in writing, supported with cause. The NBEL and/or the employees
of the affected work group, will in turn have up to ten (10) working days to respond
and schedule a meeting with the Department Director. The purpose of the meeting
is to propose a solution to the problem. The Department Director will consider the
proposed solution and respond, in writing, within five (5) working days. If the
Department Director and the work group disagree on the solution, the NBEL and/or
employees of the affected work group will have up to five (5) working days to appeal
the Department Director's decision to the City Manager, who will consider both
sides of the issue and resolve the dispute, in a written decision within ten (10) days
after the aforementioned meeting.
E. Labor Management Committee
Committees shall meet on an as needed basis; names of participating unit
members shall be announced to management no less than 5 work days before the
scheduled meeting; cancellation for cause shall be rendered by the canceling party
no less than 48 hours prior to the scheduled meeting; canceled meetings shall be
rescheduled to take place within 5 working days of the canceled meeting;
committees shall be departmental; they may be combined in the interests of
efficiency with other such committees; City participants shall include appropriate
department or division heads outside the unit; the purpose of the committees shall
be to resolve conflict and exchange information; a unit staff person may attend
meetings; meetings shall be scheduled to last no less than one hour; grievances
in process shall not be subject to resolution in meetings; matters properly dealt
with in negotiations may be discussed but no agreements shall be effected on
same in committee. Meetings shall be on work time.
27 Newport Beach Employees League 2022-25
5-36
F. Discipline - Notice of Intent
1. Employees who are to be the subject of discipline equal to an unpaid
suspension of three (3) days or greater shall be entitled to prior written
notice of intent to discipline at least seven (7) calendar days prior to the
imposition of the actual penalty. This written notice shall contain a
description of the event or conduct which justifies the imposition of
discipline. The notice shall also include the specific form of a discipline
intended, and the employee shall be offered the opportunity for a Skelly
meeting before their Department Director prior to the imposition of the
penalty.
All other discipline resulting in less than a three (3) day suspension will not
be subject to the aforementioned procedure.
This understanding is not intended to in any way reduce the rights of
employees to due process. Employees who have become the subject to a
suspension of one or two days who wish to appeal the suspension shall
have the right to appeal the decision to the City Manager or designee.
Employees who have received a written reprimand, shall have the right to
place comments on the document prior to placement in his/her personnel
file as well as file a grievance as addressed in the grievance procedure.
G. Grievance Procedure
Step 1: A grievance may be filed by any employee on his/her own behalf, or jointly
by a group of employees, or by the NBEL. The Grievance Procedure is the sole
and exclusive method by which an employee or the NBEL may challenge a
provision of this MOU.
A grievance shall be brought to the attention of the immediate supervisor for
discussion within ten (10) business days after an employee or NBEL Board
member knew, or in the exercise of reasonable diligence should have known, the
act or events upon which the grievance is based. If the Employee or the NBEL (if
filed by the NBEL) is not satisfied with the decision reached through the informal
discussion or if extenuating circumstances exist, the Employee or NBEL shall have
the right to file a formal grievance in accordance with Step 2 of this section.
Grievances not presented within the time period shall be considered resolved.
The supervisor shall meet with the grievant to settle grievance and give a written
answer to the grievant within seven (7) business days from receipt of the grievance
by the supervisor. When the immediate supervisor is also the department head the
grievance shall be presented in Step 2.
Step 2: If the employee or the NBEL (if filed by the NBEL) is not in agreement with
the decision rendered in Step 1, the grievant shall have the right to present a formal
28 Newport Beach Employees League 2022-25
5-37
grievance to the Department Director within ten (10) business days after the
discussion in Step 1. The right to file a grievance petition shall be waived in the
event the Employee or NBEL fails to file a formal grievance within ten (10) business
days after the occurrence of the incident that forms the basis of the grievance. All
formal grievances shall be submitted on the form prescribed by the Human
Resources Director and no formal grievance shall be accepted until the form is
complete. The formal grievance shall contain a clear, concise statement of the
grievance, the facts upon which the grievance is based, the rule, regulation or
policy the interpretation of which is involved in the grievance, and the specific
remedy or remedies sought by the grievant. The Department Director should
render a written decision within ten (10) business days after receipt of the formal
grievance.
Step 3: If the formal grievance has not been satisfactorily adjusted in Step 2, it may
be appealed to the City Manager or designee within ten (10) business days after
the Employee receives the decision. The City Manager or designee may accept or
reject the decision of the Department Director and shall render a written decision
within ten (10) business days after conducting a grievance hearing. The decision
of the City Manager or designee shall be final and conclusive. If mutually
agreeable, a meeting may be conducted involving all affected parties at any step
in the grievance procedure prior to a decision. The City Manager or designee may
delegate uninvolved Department Directors to act on behalf of the City Manager to
provide findings and recommendations. The findings and recommendations of the
uninvolved Department Directors are advisory only and the City Manager's or
designee's decision shall be final.
Time Limits: Grievances shall be processed from one step to the next within the
time limit indicated for each step. Time limits shall be strictly enforced. Any time
limits established can be waived or extended only by mutual agreement confirmed
in writing. Any grievance not carried to the next step by the Employee or NBEL
within the prescribed time limit shall be deemed resolved upon the basis of the
previous decision.
A grievance may also be filed and appealed to the 3rd step of the grievance
procedure for performance evaluations and written reprimands.
H. Probationary Period
Newly hired employees shall serve a twelve (12) month probationary period. The
probationary period for promoted employees shall be six (6) months.
Newly hired employees shall become eligible for their first step increase after
twelve (12) months. All other City rules regarding step increases shall remain
unchanged.
29 Newport Beach Employees League 2022-25
5-38
Failure of Probation
New Probation
An employee on new probation may be released at the sole discretion of
the City at any time without right of appeal or hearing, except as provided in
Subsection 3, below.
2. Promotional Probation
(a) An employee on promotional probation may be failed at any time
without right of appeal or hearing, except as provided in Subsection
3, below, and except that failing an employee on promotional
probation must not be arbitrary, capricious or unreasonable.
(b) An employee who fails promotional probation shall receive a
performance evaluation stating the reason for failure of promotional
probation.
(c) When an employee fails his or her promotional probation, the
employee shall have the right to return to his or her former class
provided the employee was not in the previous class for thepurpose
of training for a promotion to a higher class. When an employee is
returned to his or her former class, the employee shall serve the
remainder of any uncompleted probationary period in the former
class.
(d) If the employee's former class has been deleted or abolished, the
employee shall have the right to return to a class in his or her former
occupational series closest to, but no higher than, the salary range
of the class which the employee occupied immediately prior to
promotion and shall serve the remainder of any probationary period
not completed in the former class.
3. Probationary Release
An employee who alleges that his or her probationary release was based
on discrimination by the City, may submit a grievance within ten (10) days
after receipt of the Notice of Failure of Probation.
J. Accident Reporting
The City will require that all traffic collisions involving City vehicles shall be
reviewed by the traffic division supervisor of the Newport Beach Police Department
to prevent any unnecessary reports from being forwarded to the DMV. Also, the
30 Newport Beach Employees League 2022-25
5-39
vehicle accident review board will evaluate the supervisor's field report prior to
making its preventable/non-preventable determination.
K. Safety Shoes
If the City determines that an employee in the bargaining unit is required to wear
safety shoes, the employee shall be provided with a voucher (annually) which
enables the employee to purchase safety shoes from the City's vendor for safety
shoes. The City has identified certain safety shoe styles for which it will pay (as of
1/1/19 the maximum the City will pay is $172.80). If the cost of the particular safety
shoe styles (for which the City will pay) increases, the amount the City will pay will
increase (by the increased cost of those styles of shoes).
If the soles of the safety shoes wear out within a year, the employee should present
the shoes to his/her supervisor. If the supervisor agrees that the soles are worn
out, he/she will authorize the employee to purchase a new pair of shoes at City
expense. If the supervisor judges that the uppers are in good condition, he will
authorize the employee to have the shoes resoled at City expense.
L. Uniforms
It shall be understood by the NBEL and its members that employees who report
for work either "out of uniform" or in "dirty" or "otherwise substandard" uniforms will
be sent home without additional prior notice and without pay. Such incidents shall
further be documented and regularly repeated violations of the uniform standards
will subject the employee to progressive discipline up to and including dismissal
for negligence and/or misconduct.
Employees represented by the NBEL will be permitted to wear specified and
approved shorts as part of the City approved optional uniform. The shorts must be
dark blue in color, the inseam must be no less than 4 and 1/2 inches after
shrinkage. They must be worn in combination with the standard City uniform shirt
of the optional (golf style) City uniform shirt, and they must be worn with either
white or blue socks. The optional uniform shall be considered proper and
acceptable year round. Department Directors may make individual exceptions to
this optional uniform agreement through the establishment of Departmental Policy
in the interest of reasonable safety considerations.
PERS Reporting of Uniform Allowance - To the extent permitted by law, the City
shall report to the California Public Employees' Retirement System (CaIPERS) the
uniform allowance of $95 per year for classifications who receive a uniform as
special compensation in accordance with Title 2, California Code of Regulation,
Section 571(a)(5). Notwithstanding the previous sentence, for "new members" as
defined by the Public Employees' Pension Reform Act of 2013, the uniform
allowance will not be reported as pensionable compensation to CaIPERS.
31 Newport Beach Employees League 2022-25
5-40
M
z
D
Lei
IV
Voluntary Training Program
The Department shall, when the need for additional or replacement individuals
possessing a commercial driver's license is anticipated, establish a voluntary
training program that will allow employees to qualify for the license.
In -Service Supervisory and Safety Training
The City will continue its program of providing supervisory and motivational training
for Supervisors and Crew Chiefs and any additional training required by law.
Clean -Up Time
When necessary, each employee shall be permitted up to fifteen (15) minutes of
paid City time at the end of each work shift to perform work related job site and
personal clean-up and to put away tools and equipment. The amount of clean-up
time shall be limited to the actual needs of the employee.
Rest Periods
Employees shall be allowed a rest period of fifteen (15) minutes during the first half
of their shift and another rest period of fifteen (15) minutes during the second half
of their shift. Rest periods should be taken as close to mid shift as is possible.
Such rest periods shall be scheduled in accordance with the requirements of the
Department, but in no case shall rest periods be scheduled within one (1) hour of
the beginning or the ending of a work shift or lunch period. The City may designate
the location or locations at which rest periods may be taken.
Rest periods shall be considered hours worked and employees may be required to
perform duties, if necessary.
Service Awards
For the purposes of determining service awards,
employed by the City on more than one occasion,
considered as part of total service. An employee is
the awards committee of all of the service time.
Direct Deposit
if an employee has been
non-consecutive time will be
required to individually notify
All employees shall participate in the payroll direct deposit system.
32 Newport Beach Employees League 2022-25
5-41
T.
A
Salary on Reclassification
An employee who is reclassified will be provided with a minimum salary increase
of five (5%) percent upon reclassification (not to exceed the maximum of the new
salary range).
Classification and Compensation Studies
In accordance with the City of Newport Beach Employee Policy Manual (EPM), the
City Manager shall reclassify positions upon a determination that there has been
a material change in the normal duties regularly performed by, or expected of, the
employee(s) occupying the position. The NBEL may submit up to one request for
a job audit per fiscal year to the Human Resources Director. The Human
Resources Director may terminate at any time the job audit upon a determination
that there is no substantial evidence of a material change in duties. At the time of
the request for a job audit, NBEL will provide the bases for the job audit request,
including but not limited to, all substantial evidence of a material change in duties.
The job audit should include a detailed analysis of the work performed by, or
expected of, the employee(s) and a comparison of that work with the job
specifications for the classification. The Human Resources Director shall submit a
completed job audit, together with recommendations relative to reclassification to
the Department Director, City Manager and LABEL.
In the event a position is reclassified, the salary range and effective date shall
comply with section 9.2B of the City's EPM. This provision shall terminate upon
the expiration of this MOU.
Separability
Should any part of this MOU or any provision herein contained be rendered or
declared invalid, by reason of any existing or subsequently enacted Legislation, or
by decree of a Court of competent jurisdiction, such invalidation of such part or
portion of this MOU shall not invalidate the remaining portion hereto, and same
shall remain in full force and effect.
Signatures are on the next page.
33 Newport Beach Employees League 2022-25
5-42
Executed this day of 2022,
ATTEST:
By:
Leilani Brown, City Clerk
NEWPORT BEACH EMPLOYEES LEAGUE
By:
Craig g Preside t
CITY OF NEWPORT BEACH
M
Kevin Muldoon, Mayor
APPROVED AS TO FORM
0
Charles Sakai, Special Counsel
34 Newport Beach Employees League 2022-25
5-43
Executed this day of
ATTEST:
By:
Leilani Brown, City Clerk
0
NEWPORT BEACH EMPLOYEES LEAGUE
Craig Auger, President
CITY OF NEWPORT BEACH
By:
Kevin Muldoon, Mayor
APPROVED AS TO FORM
By:
Charles Sakai, Special Counsel
34 Newport Beach Employees League 2022-25
5-44
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
1.0% Cost of Living Adjustment
Effective the pay period following January 1, 2022
Concrete Finisher
75A
1
$
27.94
$
4,844
$
58,123
2
$
29.35
$
5,088
$
61,057
3
$
30.78
$
5,335
$
64,014
4
$
32.34
$
5,605
$
67,260
5
$
33.96
$
5,886
$
70,627
6
$
35.68
$
6,184
$
74,211
7
$
37.45
$
6,491
$
77,890
8
$
39.29
$
6,809
$
81,713
Electrical & Instrumentation Specialist
25C
1
$
31.16
$
5,401
$
64,808
2
$
32.73
$
5,673
$
68,078
3
$
34.35
$
5,954
$
71,445
4
$
36.05
$
6,248
$
74,980
5
$
37.89
$
6,567
$
78,803
6
$
39.78
$
6,896
$
82,747
7
$
41.79
$
7,244
$
86,932
8
$
43.88
$
7,605
$
91,260
Equipment Mechanic 1
45
1
$
24.44
$
4,236
$
50,837
2
$
25.65
$
4,447
$
53,361
3
$
26.90
$
4,663
$
55,959
4
$
28.26
$
4,898
$
58,772
5
$
29.68
$
5,144
$
61,730
6
$
31.16
$
5,401
$
64,808
7
$
32.73
$
5,673
$
68,078
8
$
34.35
$
5,954
$
71,445
Equipment Mechanic II
80
1
$
28.26
$
4,898
$
58,772
2
$
29.68
$
5,144
$
61,730
3
$
31.16
$
5,401
$
64,808
4
$
32.73
$
5,673
$
68,078
5
$
34.35
$
5,954
$
71,445
6
$
36.05
$
6,248
$
74,980
7
$
37.89
$
6,567
$
78,803
8
$
39.78
$
6,896
$
82,747
Equipment Mechanic, Senior
25F
1
$
31.16
$
5,401
$
64,808
2
$
32.73
$
5,673
$
68,078
3
$
34.35
$
5,954
$
71,445
4
$
36.05
$
6,248
$
74,980
5
$
37.89
$
6,567
$
78,803
6
$
39.78
$
6,896
$
82,747
City of Newport Beach Employees LEAGUE 35
1% COLA 1/1/2022
5-45
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
1.0% Cost of Living Adjustment
Effective the pay period following January 1, 2022
City of Newport Beach Employees LEAGUE 36
1% COLA 1/1/2022
5-46
7
$
41.79
$
7,244
$
86,932
8
$
43.88
$
7,605
$
91,260
Equipment Operator 1
40
1
$
25.32
$
4,389
$
52,664
2
$
26.58
$
4,607
$
55,285
3
$
27.94
$
4,844
$
58,123
4
$
29.35
$
5,088
$
61,057
5
$
30.78
$
5,335
$
64,014
6
$
32.34
$
5,605
$
67,260
7
$
33.97
$
5,888
$
70,652
8
$
35.68
$
6,184
$
74,211
Equipment Operator II
65A
1
$
26.64
$
4,617
$
55,405
2
$
27.97
$
4,848
$
58,171
3
$
29.37
$
5,090
$
61,080
4
$
30.83
$
5,345
$
64,135
5
$
32.36
$
5,609
$
67,309
6
$
34.00
$
5,894
$
70,724
7
$
35.70
$
6,188
$
74,259
8
$
37.47
$
6,495
$
77,938
Facilities Maintenance Technician
75
1
$
27.94
$
4,844
$
58,123
2
$
29.35
$
5,088
$
61,057
3
$
30.78
$
5,335
$
64,014
4
$
32.34
$
5,605
$
67,260
5
$
33.96
$
5,886
$
70,627
6
$
35.68
$
6,184
$
74,211
7
$
37.45
$
6,491
$
77,890
8
$
39.29
$
6,809
$
81,713
Facilities Maintenance Worker II
25A
1
$
23.00
$
3,986
$
47,831
2
$
24.14
$
4,184
$
50,211
3
$
25.32
$
4,389
$
52,664
4
$
26.58
$
4,607
$
55,285
5
$
27.94
$
4,844
$
58,123
6
$
29.35
$
5,088
$
61,057
7
$
30.78
$
5,335
$
64,014
8
$
32.34
$
5,605
$
67,260
Groundsworker II
50
1
$
24.58
$
4,260
$
51,125
2
$
25.83
$
4,477
$
53,722
3
$
27.13
$
4,703
$
56,440
4
$
28.48
$
4,936
$
59,229
City of Newport Beach Employees LEAGUE 36
1% COLA 1/1/2022
5-46
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
1.0% Cost of Living Adjustment
Effective the pay period following January 1, 2022
City of Newport Beach Employees LEAGUE 37
1% COLA 1/1/2022
5-47
5
$
29.90
$
5,182
$
62,187
6
$
31.38
$
5,439
$
65,265
7
$
33.00
$
5,719
$
68,631
8
$
34.63
$
6,002
$
72,022
Maintenance Worker I
25H
1
$
23.00
$
3,986
$
47,831
2
$
24.14
$
4,184
$
50,211
3
$
25.32
$
4,389
$
52,664
4
$
26.58
$
4,607
$
55,285
5
$
27.94
$
4,844
$
58,123
6
$
29.35
$
5,088
$
61,057
7
$
30.78
$
5,335
$
64,014
8
$
32.34
$
5,605
$
67,260
Maintenance Worker II
39
1
$
24.14
$
4,184
$
50,211
2
$
25.32
$
4,389
$
52,664
3
$
26.58
$
4,607
$
55,285
4
$
27.94
$
4,844
$
58,123
5
$
29.35
$
5,088
$
61,057
6
$
30.78
$
5,335
$
64,014
7
$
32.34
$
5,605
$
67,260
8
$
33.97
$
5,888
$
70,652
Public Works Crew Chief
25
1
$
31.16
$
5,401
$
64,808
2
$
32.73
$
5,673
$
68,078
3
$
34.35
$
5,954
$
71,445
4
$
36.05
$
6,248
$
74,980
5
$
37.89
$
6,567
$
78,803
6
$
39.78
$
6,896
$
82,747
7
$
41.79
$
7,244
$
86,932
8
$
43.88
$
7,605
$
91,260
Public Works Supervisor
65
1
$
36.09
$
6,255
$
75,061
2
$
37.89
$
6,567
$
78,804
3
$
39.80
$
6,898
$
82,775
4
$
41.78
$
7,242
$
86,906
5
$
43.86
$
7,602
$
91,219
6
$
46.03
$
7,978
$
95,738
7
$
48.34
$
8,379
$
100,553
8
$
50.77
$
8,800
$
105,597
Senior Services Shuttle Driver
10
1
$
22.15
$
3,840
$
46,075
2
$
23.23
$
4,026
$
48,312
City of Newport Beach Employees LEAGUE 37
1% COLA 1/1/2022
5-47
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
1.0% Cost of Living Adjustment
Effective the pay period following January 1, 2022
City of Newport Beach Employees LEAGUE 38
1% COLA 1/1/2022
5-48
3
$
24.44
$
4,236
$
50,837
4
$
25.65
$
4,447
$
53,361
5
$
26.91
$
4,665
$
55,983
6
$
28.26
$
4,898
$
58,772
7
$
29.68
$
5,144
$
61,730
8
$
31.18
$
5,405
$
64,856
Utilities Coordinator, SCADA
03
1
$
33.41
$
5,791
$
69,497
2
$
35.09
$
6,082
$
72,984
3
$
36.85
$
6,387
$
76,639
4
$
38.66
$
6,701
$
80,415
5
$
40.64
$
7,044
$
84,527
6
$
42.65
$
7,393
$
88,711
7
$
44.80
$
7,765
$
93,184
8
$
47.03
$
8,152
$
97,825
Utilities Crew Chief
25G
1
$
31.16
$
5,401
$
64,808
2
$
32.73
$
5,673
$
68,078
3
$
34.35
$
5,954
$
71,445
4
$
36.05
$
6,248
$
74,980
5
$
37.89
$
6,567
$
78,803
6
$
39.78
$
6,896
$
82,747
7
$
41.79
$
7,244
$
86,932
8
$
43.88
$
7,605
$
91,260
Utilities Specialist
60
1
$
25.83
$
4,477
$
53,722
2
$
27.13
$
4,703
$
56,440
3
$
28.48
$
4,936
$
59,229
4
$
29.90
$
5,182
$
62,187
5
$
31.38
$
5,439
$
65,265
6
$
33.00
$
5,719
$
68,631
7
$
34.61
$
6,000
$
71,998
8
$
36.35
$
6,300
$
75,605
Utilities Specialist, Senior
01
1
$
27.76
$
4,811
$
57,738
2
$
29.16
$
5,054
$
60,647
3
$
30.61
$
5,306
$
63,678
4
$
32.14
$
5,571
$
66,852
5
$
33.76
$
5,852
$
70,219
6
$
35.45
$
6,144
$
73,730
7
$
37.22
$
6,451
$
77,409
8
$
39.07
$
6,771
$
81,256
City of Newport Beach Employees LEAGUE 38
1% COLA 1/1/2022
5-48
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
1.0% Cost of Living Adjustment
Effective the pay period following January 1, 2022
Utilities Supervisor
55
1
$
36.05
$
6,248
$
74,980
2
$
37.89
$
6,567
$
78,803
3
$
39.78
$
6,896
$
82,747
4
$
41.78
$
7,242
$
86,907
5
$
43.88
$
7,605
$
91,260
6
$
46.05
$
7,982
$
95,781
7
$
48.33
$
8,377
$
100,519
8
$
50.77
$
8,799
$
105,593
Water Production Operator
26
1
$
32.73
$
5,673
$
68,078
2
$
34.35
$
5,954
$
71,445
3
$
36.05
$
6,248
$
74,980
4
$
37.89
$
6,567
$
78,803
5
$
39.78
$
6,896
$
82,747
6
$
41.78
$
7,242
$
86,907
7
$
43.88
$
7,605
$
91,260
8
$
46.05
$
7,982
$
95,781
Water Production Supervisor
65B
1
$
37.89
$
6,567
$
78,803
2
$
39.78
$
6,896
$
82,747
3
$
41.78
$
7,242
$
86,907
4
$
43.88
$
7,605
$
91,260
5
$
46.05
$
7,982
$
95,781
6
$
48.33
$
8,377
$
100,519
7
$
50.77
$
8,799
$
105,593
8
$
53.31
$
9,240
$
110,883
Water Quality Coordinator
55B
1
$
36.05
$
6,248
$
74,980
2
$
37.89
$
6,567
$
78,803
3
$
39.78
$
6,896
$
82,747
4
$
41.78
$
7,242
$
86,907
5
$
43.88
$
7,605
$
91,260
6
$
46.05
$
7,982
$
95,781
7
$
48.33
$
8,377
$
100,519
8
$
50.77
$
8,799
$
105,593
Hourly pay rates are rounded to the nearest hundredth.
Monthly and Annual pay rates are rounded to nearest whole dollar.
City of Newport Beach Employees LEAGUE 39
1% COLA 1/1/2022
5-49
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
2.0% Cost of Living Adjustment
Effective the pay period following January 1, 2023
Concrete Finisher
75A
1
$
28.50
$
4,940
$
59,285
2
$
29.94
$
5,190
$
62,278
3
$
31.39
$
5,441
$
65,295
4
$
32.98
$
5,717
$
68,606
5
$
34.63
$
6,003
$
72,040
6
$
36.39
$
6,308
$
75,695
7
$
38.20
$
6,621
$
79,447
8
$
40.07
$
6,946
$
83,347
Electrical & Instrumentation Specialist
25C
1
$
31.78
$
5,509
$
66,104
2
$
33.38
$
5,787
$
69,440
3
$
35.04
$
6,073
$
72,874
4
$
36.77
$
6,373
$
76,480
5
$
38.64
$
6,698
$
80,379
6
$
40.58
$
7,034
$
84,402
7
$
42.63
$
7,389
$
88,670
8
$
44.75
$
7,757
$
93,085
Equipment Mechanic 1
45
1
$
24.93
$
4,321
$
51,853
2
$
26.17
$
4,536
$
54,428
3
$
27.44
$
4,756
$
57,078
4
$
28.82
$
4,996
$
59,947
5
$
30.27
$
5,247
$
62,964
6
$
31.78
$
5,509
$
66,104
7
$
33.38
$
5,787
$
69,440
8
$
35.04
$
6,073
$
72,874
Equipment Mechanic II
80
1
$
28.82
$
4,996
$
59,947
2
$
30.27
$
5,247
$
62,964
3
$
31.78
$
5,509
$
66,104
4
$
33.38
$
5,787
$
69,440
5
$
35.04
$
6,073
$
72,874
6
$
36.77
$
6,373
$
76,480
7
$
38.64
$
6,698
$
80,379
8
$
40.58
$
7,034
$
84,402
Equipment Mechanic, Senior
25F
1
$
31.78
$
5,509
$
66,104
2
$
33.38
$
5,787
$
69,440
3
$
35.04
$
6,073
$
72,874
4
$
36.77
$
6,373
$
76,480
5
$
38.64
$
6,698
$
80,379
6
$
40.58
$
7,034
$
84,402
City of Newport Beach Employees LEAGUE 40
2% COLA 1/1/2023
5-50
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
2.0% Cost of Living Adjustment
Effective the pay period following January 1, 2023
City of Newport Beach Employees LEAGUE 41
2% COLA 1/1/2023
5-51
7
$
42.63
$
7,389
$
88,670
8
$
44.75
$
7,757
$
93,085
Equipment Operator 1
40
1
$
25.83
$
4,476
$
53,717
2
$
27.11
$
4,699
$
56,391
3
$
28.50
$
4,940
$
59,285
4
$
29.94
$
5,190
$
62,278
5
$
31.39
$
5,441
$
65,295
6
$
32.98
$
5,717
$
68,606
7
$
34.65
$
6,005
$
72,064
8
$
36.39
$
6,308
$
75,695
Equipment Operator II
65A
1
$
27.17
$
4,709
$
56,513
2
$
28.53
$
4,945
$
59,334
3
$
29.95
$
5,192
$
62,302
4
$
31.45
$
5,451
$
65,418
5
$
33.01
$
5,721
$
68,655
6
$
34.68
$
6,012
$
72,138
7
$
36.42
$
6,312
$
75,744
8
$
38.22
$
6,625
$
79,497
Facilities Maintenance Technician
75
1
$
28.50
$
4,940
$
59,285
2
$
29.94
$
5,190
$
62,278
3
$
31.39
$
5,441
$
65,295
4
$
32.98
$
5,717
$
68,606
5
$
34.63
$
6,003
$
72,040
6
$
36.39
$
6,308
$
75,695
7
$
38.20
$
6,621
$
79,447
8
$
40.07
$
6,946
$
83,347
Facilities Maintenance Worker II
25A
1
$
23.46
$
4,066
$
48,787
2
$
24.62
$
4,268
$
51,215
3
$
25.83
$
4,476
$
53,717
4
$
27.11
$
4,699
$
56,391
5
$
28.50
$
4,940
$
59,285
6
$
29.94
$
5,190
$
62,278
7
$
31.39
$
5,441
$
65,295
8
$
32.98
$
5,717
$
68,606
Groundsworker II
50
1
$
25.07
$
4,346
$
52,147
2
$
26.34
$
4,566
$
54,796
3
$
27.68
$
4,797
$
57,568
4
$
29.04
$
5,034
$
60,413
City of Newport Beach Employees LEAGUE 41
2% COLA 1/1/2023
5-51
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
2.0% Cost of Living Adjustment
Effective the pay period following January 1, 2023
City of Newport Beach Employees LEAGUE 42
2% COLA 1/1/2023
5-52
5
$
30.50
$
5,286
$
63,430
6
$
32.00
$
5,547
$
66,570
7
$
33.66
$
5,834
$
70,004
8
$
35.32
$
6,122
$
73,462
Maintenance Worker I
25H
1
$
23.46
$
4,066
$
48,787
2
$
24.62
$
4,268
$
51,215
3
$
25.83
$
4,476
$
53,717
4
$
27.11
$
4,699
$
56,391
5
$
28.50
$
4,940
$
59,285
6
$
29.94
$
5,190
$
62,278
7
$
31.39
$
5,441
$
65,295
8
$
32.98
$
5,717
$
68,606
Maintenance Worker II
39
1
$
24.62
$
4,268
$
51,215
2
$
25.83
$
4,476
$
53,717
3
$
27.11
$
4,699
$
56,391
4
$
28.50
$
4,940
$
59,285
5
$
29.94
$
5,190
$
62,278
6
$
31.39
$
5,441
$
65,295
7
$
32.98
$
5,717
$
68,606
8
$
34.65
$
6,005
$
72,064
Public Works Crew Chief
25
1
$
31.78
$
5,509
$
66,104
2
$
33.38
$
5,787
$
69,440
3
$
35.04
$
6,073
$
72,874
4
$
36.77
$
6,373
$
76,480
5
$
38.64
$
6,698
$
80,379
6
$
40.58
$
7,034
$
84,402
7
$
42.63
$
7,389
$
88,670
8
$
44.75
$
7,757
$
93,085
Public Works Supervisor
65
1
$
36.81
$
6,380
$
76,562
2
$
38.64
$
6,698
$
80,380
3
$
40.59
$
7,036
$
84,431
4
$
42.62
$
7,387
$
88,644
5
$
44.73
$
7,754
$
93,044
6
$
46.95
$
8,138
$
97,653
7
$
49.31
$
8,547
$
102,564
8
$
51.78
$
8,976
$
107,709
Senior Services Shuttle Driver
10
1
$
22.59
$
3,916
$
46,996
2
$
23.69
$
4,106
$
49,278
City of Newport Beach Employees LEAGUE 42
2% COLA 1/1/2023
5-52
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
2.0% Cost of Living Adjustment
Effective the pay period following January 1, 2023
City of Newport Beach Employees LEAGUE 43
2% COLA 1/1/2023
5-53
3
$
24.93
$
4,321
$
51,853
4
$
26.17
$
4,536
$
54,428
5
$
27.45
$
4,759
$
57,102
6
$
28.82
$
4,996
$
59,947
7
$
30.27
$
5,247
$
62,964
8
$
31.80
$
5,513
$
66,153
Utilities Coordinator, SCADA
03
1
$
34.08
$
5,907
$
70,887
2
$
35.79
$
6,204
$
74,444
3
$
37.58
$
6,514
$
78,172
4
$
39.43
$
6,835
$
82,023
5
$
41.45
$
7,185
$
86,218
6
$
43.50
$
7,540
$
90,485
7
$
45.70
$
7,921
$
95,048
8
$
47.97
$
8,315
$
99,782
Utilities Crew Chief
25G
1
$
31.78
$
5,509
$
66,104
2
$
33.38
$
5,787
$
69,440
3
$
35.04
$
6,073
$
72,874
4
$
36.77
$
6,373
$
76,480
5
$
38.64
$
6,698
$
80,379
6
$
40.58
$
7,034
$
84,402
7
$
42.63
$
7,389
$
88,670
8
$
44.75
$
7,757
$
93,085
Utilities Specialist
60
1
$
26.34
$
4,566
$
54,796
2
$
27.68
$
4,797
$
57,568
3
$
29.04
$
5,034
$
60,413
4
$
30.50
$
5,286
$
63,430
5
$
32.00
$
5,547
$
66,570
6
$
33.66
$
5,834
$
70,004
7
$
35.31
$
6,120
$
73,438
8
$
37.08
$
6,426
$
77,118
Utilities Specialist, Senior
01
1
$
28.31
$
4,908
$
58,893
2
$
29.74
$
5,155
$
61,860
3
$
31.23
$
5,413
$
64,951
4
$
32.78
$
5,682
$
68,189
5
$
34.43
$
5,969
$
71,623
6
$
36.16
$
6,267
$
75,204
7
$
37.96
$
6,580
$
78,957
8
$
39.85
$
6,907
$
82,881
City of Newport Beach Employees LEAGUE 43
2% COLA 1/1/2023
5-53
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
2.0% Cost of Living Adjustment
Effective the pay period following January 1, 2023
Utilities Supervisor
55
1
$
36.77
$
6,373
$
76,480
2
$
38.64
$
6,698
$
80,379
3
$
40.58
$
7,034
$
84,402
4
$
42.62
$
7,387
$
88,645
5
$
44.75
$
7,757
$
93,085
6
$
46.97
$
8,141
$
97,697
7
$
49.29
$
8,544
$
102,529
8
$
51.78
$
8,975
$
107,704
Water Production Operator
26
1
$
33.38
$
5,787
$
69,440
2
$
35.04
$
6,073
$
72,874
3
$
36.77
$
6,373
$
76,480
4
$
38.64
$
6,698
$
80,379
5
$
40.58
$
7,034
$
84,402
6
$
42.62
$
7,387
$
88,645
7
$
44.75
$
7,757
$
93,085
8
$
46.97
$
8,141
$
97,697
Water Production Supervisor
65B
1
$
38.64
$
6,698
$
80,379
2
$
40.58
$
7,034
$
84,402
3
$
42.62
$
7,387
$
88,645
4
$
44.75
$
7,757
$
93,085
5
$
46.97
$
8,141
$
97,697
6
$
49.29
$
8,544
$
102,529
7
$
51.78
$
8,975
$
107,704
8
$
54.38
$
9,425
$
113,101
Water Quality Coordinator
55B
1
$
36.77
$
6,373
$
76,480
2
$
38.64
$
6,698
$
80,379
3
$
40.58
$
7,034
$
84,402
4
$
42.62
$
7,387
$
88,645
5
$
44.75
$
7,757
$
93,085
6
$
46.97
$
8,141
$
97,697
7
$
49.29
$
8,544
$
102,529
8
$
51.78
$
8,975
$
107,704
Hourly pay rates are rounded to the nearest hundredth.
Monthly and Annual pay rates are rounded to nearest whole dollar.
City of Newport Beach Employees LEAGUE 44
2% COLA 1/1/2023
5-54
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
2.0% Cost of Living Adjustment
Effective the pay period following January 1, 2024
Concrete Finisher
75A
1
$
29.07
$
5,039
$
60,471
2
$
30.54
$
5,294
$
63,523
3
$
32.02
$
5,550
$
66,600
4
$
33.64
$
5,831
$
69,978
5
$
35.33
$
6,123
$
73,481
6
$
37.12
$
6,434
$
77,209
7
$
38.96
$
6,753
$
81,036
8
$
40.87
$
7,085
$
85,014
Electrical & Instrumentation Specialist
25C
1
$
32.42
$
5,619
$
67,426
2
$
34.05
$
5,902
$
70,829
3
$
35.74
$
6,194
$
74,332
4
$
37.50
$
6,501
$
78,010
5
$
39.42
$
6,832
$
81,987
6
$
41.39
$
7,174
$
86,090
7
$
43.48
$
7,537
$
90,444
8
$
45.65
$
7,912
$
94,947
Equipment Mechanic 1
45
1
$
25.43
$
4,408
$
52,890
2
$
26.69
$
4,626
$
55,517
3
$
27.99
$
4,852
$
58,219
4
$
29.40
$
5,096
$
61,146
5
$
30.88
$
5,352
$
64,224
6
$
32.42
$
5,619
$
67,426
7
$
34.05
$
5,902
$
70,829
8
$
35.74
$
6,194
$
74,332
Equipment Mechanic II
80
1
$
29.40
$
5,096
$
61,146
2
$
30.88
$
5,352
$
64,224
3
$
32.42
$
5,619
$
67,426
4
$
34.05
$
5,902
$
70,829
5
$
35.74
$
6,194
$
74,332
6
$
37.50
$
6,501
$
78,010
7
$
39.42
$
6,832
$
81,987
8
$
41.39
$
7,174
$
86,090
Equipment Mechanic, Senior
25F
1
$
32.42
$
5,619
$
67,426
2
$
34.05
$
5,902
$
70,829
3
$
35.74
$
6,194
$
74,332
4
$
37.50
$
6,501
$
78,010
5
$
39.42
$
6,832
$
81,987
6
$
41.39
$
7,174
$
86,090
City of Newport Beach Employees LEAGUE 45
2% COLA 1/1/2024
5-55
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
2.0% Cost of Living Adjustment
Effective the pay period following January 1, 2024
Equipment Operator 1 40
Equipment Operator II 65A
Facilities Maintenance Technician 75
Facilities Maintenance Worker II 25A
Groundsworker II 50
City of Newport Beach Employees LEAGUE
7
$
43.48
$
7,537
$
90,444
8
$
45.65
$
7,912
$
94,947
1
$
26.34
$
4,566
$
54,792
2
$
27.65
$
4,793
$
57,519
3
$
29.07
$
5,039
$
60,471
4
$
30.54
$
5,294
$
63,523
5
$
32.02
$
5,550
$
66,600
6
$
33.64
$
5,831
$
69,978
7
$
35.34
$
6,125
$
73,506
8
$
37.12
$
6,434
$
77,209
1
$
27.71
$
4,804
$
57,644
2
$
29.10
$
5,043
$
60,521
3
$
30.55
$
5,296
$
63,548
4
$
32.08
$
5,560
$
66,726
5
$
33.67
$
5,836
$
70,028
6
$
35.38
$
6,132
$
73,581
7
$
37.14
$
6,438
$
77,259
8
$
38.98
$
6,757
$
81,087
1
$
29.07
$
5,039
$
60,471
2
$
30.54
$
5,294
$
63,523
3
$
32.02
$
5,550
$
66,600
4
$
33.64
$
5,831
$
69,978
5
$
35.33
$
6,123
$
73,481
6
$
37.12
$
6,434
$
77,209
7
$
38.96
$
6,753
$
81,036
8
$
40.87
$
7,085
$
85,014
1
$
23.92
$
4,147
$
49,763
2
$
25.12
$
4,353
$
52,240
3
$
26.34
$
4,566
$
54,792
4
$
27.65
$
4,793
$
57,519
5
$
29.07
$
5,039
$
60,471
6
$
30.54
$
5,294
$
63,523
7
$
32.02
$
5,550
$
66,600
8
$
33.64
$
5,831
$
69,978
1
$
25.57
$
4,433
$
53,190
2
$
26.87
$
4,658
$
55,892
3
$
28.23
$
4,893
$
58,720
4
$
29.63
$
5,135
$
61,622
46
2%
COLA
1/1/2024
5-56
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
2.0% Cost of Living Adjustment
Effective the pay period following January 1, 2024
5-57
5
$
31.11
$
5,392
$
64,699
6
$
32.64
$
5,658
$
67,901
7
$
34.33
$
5,950
$
71,404
8
$
36.02
$
6,244
$
74,932
Maintenance Worker I
25H
1
$
23.92
$
4,147
$
49,763
2
$
25.12
$
4,353
$
52,240
3
$
26.34
$
4,566
$
54,792
4
$
27.65
$
4,793
$
57,519
5
$
29.07
$
5,039
$
60,471
6
$
30.54
$
5,294
$
63,523
7
$
32.02
$
5,550
$
66,600
8
$
33.64
$
5,831
$
69,978
Maintenance Worker II
39
1
$
25.12
$
4,353
$
52,240
2
$
26.34
$
4,566
$
54,792
3
$
27.65
$
4,793
$
57,519
4
$
29.07
$
5,039
$
60,471
5
$
30.54
$
5,294
$
63,523
6
$
32.02
$
5,550
$
66,600
7
$
33.64
$
5,831
$
69,978
8
$
35.34
$
6,125
$
73,506
Public Works Crew Chief
25
1
$
32.42
$
5,619
$
67,426
2
$
34.05
$
5,902
$
70,829
3
$
35.74
$
6,194
$
74,332
4
$
37.50
$
6,501
$
78,010
5
$
39.42
$
6,832
$
81,987
6
$
41.39
$
7,174
$
86,090
7
$
43.48
$
7,537
$
90,444
8
$
45.65
$
7,912
$
94,947
Public Works Supervisor
65
1
$
37.55
$
6,508
$
78,094
2
$
39.42
$
6,832
$
81,988
3
$
41.40
$
7,177
$
86,119
4
$
43.47
$
7,535
$
90,417
5
$
45.63
$
7,909
$
94,905
6
$
47.89
$
8,300
$
99,606
7
$
50.30
$
8,718
$
104,616
8
$
52.82
$
9,155
$
109,863
Senior Services Shuttle Driver
10
1
$
23.05
$
3,995
$
47,936
2
$
24.17
$
4,189
$
50,263
City of Newport Beach Employees LEAGUE
47
2%
COLA 1/1/2024
5-57
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
2.0% Cost of Living Adjustment
Effective the pay period following January 1, 2024
City of Newport Beach Employees LEAGUE 48 2% COLA 1/1/2024
5-58
3
$
25.43
$
4,408
$
52,890
4
$
26.69
$
4,626
$
55,517
5
$
28.00
$
4,854
$
58,244
6
$
29.40
$
5,096
$
61,146
7
$
30.88
$
5,352
$
64,224
8
$
32.44
$
5,623
$
67,476
Utilities Coordinator, SCADA
03
1
$
34.76
$
6,025
$
72,305
2
$
36.51
$
6,328
$
75,933
3
$
38.33
$
6,645
$
79,736
4
$
40.22
$
6,972
$
83,663
5
$
42.28
$
7,329
$
87,942
6
$
44.37
$
7,691
$
92,295
7
$
46.61
$
8,079
$
96,949
8
$
48.93
$
8,481
$
101,777
Utilities Crew Chief
25G
1
$
32.42
$
5,619
$
67,426
2
$
34.05
$
5,902
$
70,829
3
$
35.74
$
6,194
$
74,332
4
$
37.50
$
6,501
$
78,010
5
$
39.42
$
6,832
$
81,987
6
$
41.39
$
7,174
$
86,090
7
$
43.48
$
7,537
$
90,444
8
$
45.65
$
7,912
$
94,947
Utilities Specialist
60
1
$
26.87
$
4,658
$
55,892
2
$
28.23
$
4,893
$
58,720
3
$
29.63
$
5,135
$
61,622
4
$
31.11
$
5,392
$
64,699
5
$
32.64
$
5,658
$
67,901
6
$
34.33
$
5,950
$
71,404
7
$
36.01
$
6,242
$
74,907
8
$
37.82
$
6,555
$
78,660
Utilities Specialist, Senior
01
1
$
28.88
$
5,006
$
60,070
2
$
30.34
$
5,258
$
63,097
3
$
31.85
$
5,521
$
66,250
4
$
33.44
$
5,796
$
69,553
5
$
35.12
$
6,088
$
73,056
6
$
36.88
$
6,392
$
76,708
7
$
38.72
$
6,711
$
80,536
8
$
40.64
$
7,045
$
84,539
City of Newport Beach Employees LEAGUE 48 2% COLA 1/1/2024
5-58
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
2.0% Cost of Living Adjustment
Effective the pay period following January 1, 2024
Utilities Supervisor
55
1
$
37.50
$
6,501
$
78,010
2
$
39.42
$
6,832
$
81,987
3
$
41.39
$
7,174
$
86,090
4
$
43.47
$
7,535
$
90,418
5
$
45.65
$
7,912
$
94,947
6
$
47.91
$
8,304
$
99,651
7
$
50.28
$
8,715
$
104,580
8
$
52.82
$
9,155
$
109,858
Water Production Operator
26
1
$
34.05
$
5,902
$
70,829
2
$
35.74
$
6,194
$
74,332
3
$
37.50
$
6,501
$
78,010
4
$
39.42
$
6,832
$
81,987
5
$
41.39
$
7,174
$
86,090
6
$
43.47
$
7,535
$
90,418
7
$
45.65
$
7,912
$
94,947
8
$
47.91
$
8,304
$
99,651
Water Production Supervisor
65B
1
$
39.42
$
6,832
$
81,987
2
$
41.39
$
7,174
$
86,090
3
$
43.47
$
7,535
$
90,418
4
$
45.65
$
7,912
$
94,947
5
$
47.91
$
8,304
$
99,651
6
$
50.28
$
8,715
$
104,580
7
$
52.82
$
9,155
$
109,858
8
$
55.46
$
9,614
$
115,363
Water Quality Coordinator
55B
1
$
37.50
$
6,501
$
78,010
2
$
39.42
$
6,832
$
81,987
3
$
41.39
$
7,174
$
86,090
4
$
43.47
$
7,535
$
90,418
5
$
45.65
$
7,912
$
94,947
6
$
47.91
$
8,304
$
99,651
7
$
50.28
$
8,715
$
104,580
8
$
52.82
$
9,155
$
109,858
Hourly pay rates are rounded to the nearest hundredth.
Monthly and Annual pay rates are rounded to nearest whole dollar.
City of Newport Beach Employees LEAGUE 49
2% COLA 1/1/2024
5-59
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
2.0% Cost of Living Adjustment
Effective the pay period following January 1, 2025
Concrete Finisher
75A
1
$
29.65
$
5,140
$
61,681
2
$
31.15
$
5,399
$
64,794
3
$
32.66
$
5,661
$
67,932
4
$
34.32
$
5,948
$
71,378
5
$
36.03
$
6,246
$
74,950
6
$
37.86
$
6,563
$
78,753
7
$
39.74
$
6,888
$
82,657
8
$
41.69
$
7,226
$
86,715
Electrical & Instrumentation Specialist
25C
1
$
33.06
$
5,731
$
68,775
2
$
34.73
$
6,020
$
72,245
3
$
36.45
$
6,318
$
75,818
4
$
38.25
$
6,631
$
79,570
5
$
40.21
$
6,969
$
83,627
6
$
42.22
$
7,318
$
87,812
7
$
44.35
$
7,688
$
92,253
8
$
46.56
$
8,071
$
96,846
Equipment Mechanic 1
45
1
$
25.94
$
4,496
$
53,948
2
$
27.22
$
4,719
$
56,627
3
$
28.55
$
4,949
$
59,384
4
$
29.99
$
5,197
$
62,369
5
$
31.49
$
5,459
$
65,508
6
$
33.06
$
5,731
$
68,775
7
$
34.73
$
6,020
$
72,245
8
$
36.45
$
6,318
$
75,818
Equipment Mechanic II
80
1
$
29.99
$
5,197
$
62,369
2
$
31.49
$
5,459
$
65,508
3
$
33.06
$
5,731
$
68,775
4
$
34.73
$
6,020
$
72,245
5
$
36.45
$
6,318
$
75,818
6
$
38.25
$
6,631
$
79,570
7
$
40.21
$
6,969
$
83,627
8
$
42.22
$
7,318
$
87,812
Equipment Mechanic, Senior
25F
1
$
33.06
$
5,731
$
68,775
2
$
34.73
$
6,020
$
72,245
3
$
36.45
$
6,318
$
75,818
4
$
38.25
$
6,631
$
79,570
5
$
40.21
$
6,969
$
83,627
6
$
42.22
$
7,318
$
87,812
City of Newport Beach LEAGUE 50 2% COLA 1/1/2025
5-60
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
2.0% Cost of Living Adjustment
Effective the pay period following January 1, 2025
City of Newport Beach LEAGUE
51
2% COLA 1/1/2025
5-61
7
$
44.35
$
7,688
$
92,253
8
$
46.56
$
8,071
$
96,846
Equipment Operator 1
40
1
$
26.87
$
4,657
$
55,887
2
$
28.21
$
4,889
$
58,669
3
$
29.65
$
5,140
$
61,681
4
$
31.15
$
5,399
$
64,794
5
$
32.66
$
5,661
$
67,932
6
$
34.32
$
5,948
$
71,378
7
$
36.05
$
6,248
$
74,976
8
$
37.86
$
6,563
$
78,753
Equipment Operator II
65A
1
$
28.27
$
4,900
$
58,796
2
$
29.68
$
5,144
$
61,731
3
$
31.16
$
5,402
$
64,819
4
$
32.72
$
5,672
$
68,060
5
$
34.34
$
5,952
$
71,429
6
$
36.08
$
6,254
$
75,052
7
$
37.89
$
6,567
$
78,804
8
$
39.76
$
6,892
$
82,709
Facilities Maintenance Technician
75
1
$
29.65
$
5,140
$
61,681
2
$
31.15
$
5,399
$
64,794
3
$
32.66
$
5,661
$
67,932
4
$
34.32
$
5,948
$
71,378
5
$
36.03
$
6,246
$
74,950
6
$
37.86
$
6,563
$
78,753
7
$
39.74
$
6,888
$
82,657
8
$
41.69
$
7,226
$
86,715
Facilities Maintenance Worker II
25A
1
$
24.40
$
4,230
$
50,758
2
$
25.62
$
4,440
$
53,285
3
$
26.87
$
4,657
$
55,887
4
$
28.21
$
4,889
$
58,669
5
$
29.65
$
5,140
$
61,681
6
$
31.15
$
5,399
$
64,794
7
$
32.66
$
5,661
$
67,932
8
$
34.32
$
5,948
$
71,378
Groundsworker II
50
1
$
26.08
$
4,521
$
54,254
2
$
27.41
$
4,751
$
57,010
3
$
28.80
$
4,991
$
59,894
4
$
30.22
$
5,238
$
62,854
City of Newport Beach LEAGUE
51
2% COLA 1/1/2025
5-61
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
2.0% Cost of Living Adjustment
Effective the pay period following January 1, 2025
5-62
5
$
31.73
$
5,499
$
65,993
6
$
33.30
$
5,772
$
69,259
7
$
35.02
$
6,069
$
72,832
8
$
36.75
$
6,369
$
76,430
Maintenance Worker I
25H
1
$
24.40
$
4,230
$
50,758
2
$
25.62
$
4,440
$
53,285
3
$
26.87
$
4,657
$
55,887
4
$
28.21
$
4,889
$
58,669
5
$
29.65
$
5,140
$
61,681
6
$
31.15
$
5,399
$
64,794
7
$
32.66
$
5,661
$
67,932
8
$
34.32
$
5,948
$
71,378
Maintenance Worker II
39
1
$
25.62
$
4,440
$
53,285
2
$
26.87
$
4,657
$
55,887
3
$
28.21
$
4,889
$
58,669
4
$
29.65
$
5,140
$
61,681
5
$
31.15
$
5,399
$
64,794
6
$
32.66
$
5,661
$
67,932
7
$
34.32
$
5,948
$
71,378
8
$
36.05
$
6,248
$
74,976
Public Works Crew Chief
25
1
$
33.06
$
5,731
$
68,775
2
$
34.73
$
6,020
$
72,245
3
$
36.45
$
6,318
$
75,818
4
$
38.25
$
6,631
$
79,570
5
$
40.21
$
6,969
$
83,627
6
$
42.22
$
7,318
$
87,812
7
$
44.35
$
7,688
$
92,253
8
$
46.56
$
8,071
$
96,846
Public Works Supervisor
65
1
$
38.30
$
6,638
$
79,656
2
$
40.21
$
6,969
$
83,627
3
$
42.23
$
7,320
$
87,842
4
$
44.34
$
7,685
$
92,225
5
$
46.54
$
8,067
$
96,803
6
$
48.85
$
8,466
$
101,598
7
$
51.30
$
8,892
$
106,708
8
$
53.88
$
9,338
$
112,061
Senior Services Shuttle Driver
10
1
$
23.51
$
4,075
$
48,895
2
$
24.65
$
4,272
$
51,268
City of Newport Beach LEAGUE
52
2%
COLA 1/1/2025
5-62
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
2.0% Cost of Living Adjustment
Effective the pay period following January 1, 2025
City of Newport Beach LEAGUE 53 2% COLA 1/1/2025
5-63
3
$
25.94
$
4,496
$
53,948
4
$
27.22
$
4,719
$
56,627
5
$
28.56
$
4,951
$
59,409
6
$
29.99
$
5,197
$
62,369
7
$
31.49
$
5,459
$
65,508
8
$
33.09
$
5,735
$
68,826
Utilities Coordinator, SCADA
03
1
$
35.46
$
6,146
$
73,751
2
$
37.24
$
6,454
$
77,451
3
$
39.10
$
6,778
$
81,330
4
$
41.03
$
7,111
$
85,337
5
$
43.13
$
7,475
$
89,701
6
$
45.26
$
7,845
$
94,141
7
$
47.54
$
8,241
$
98,888
8
$
49.91
$
8,651
$
103,813
Utilities Crew Chief
25G
1
$
33.06
$
5,731
$
68,775
2
$
34.73
$
6,020
$
72,245
3
$
36.45
$
6,318
$
75,818
4
$
38.25
$
6,631
$
79,570
5
$
40.21
$
6,969
$
83,627
6
$
42.22
$
7,318
$
87,812
7
$
44.35
$
7,688
$
92,253
8
$
46.56
$
8,071
$
96,846
Utilities Specialist
60
1
$
27.41
$
4,751
$
57,010
2
$
28.80
$
4,991
$
59,894
3
$
30.22
$
5,238
$
62,854
4
$
31.73
$
5,499
$
65,993
5
$
33.30
$
5,772
$
69,259
6
$
35.02
$
6,069
$
72,832
7
$
36.73
$
6,367
$
76,405
8
$
38.57
$
6,686
$
80,233
Utilities Specialist, Senior
01
1
$
29.46
$
5,106
$
61,272
2
$
30.94
$
5,363
$
64,359
3
$
32.49
$
5,631
$
67,575
4
$
34.11
$
5,912
$
70,944
5
$
35.83
$
6,210
$
74,517
6
$
37.62
$
6,520
$
78,242
7
$
39.49
$
6,846
$
82,146
8
$
41.46
$
7,186
$
86,230
City of Newport Beach LEAGUE 53 2% COLA 1/1/2025
5-63
Exhibit A
NEWPORT BEACH EMPLOYEES LEAGUE
MOU Term: January 1, 2022 - December 31, 2025
2.0% Cost of Living Adjustment
Effective the pay period following January 1, 2025
Utilities Supervisor
55
1
$
38.25
$
6,631
$
79,570
2
$
40.21
$
6,969
$
83,627
3
$
42.22
$
7,318
$
87,812
4
$
44.34
$
7,686
$
92,227
5
$
46.56
$
8,071
$
96,846
6
$
48.87
$
8,470
$
101,644
7
$
51.28
$
8,889
$
106,671
8
$
53.87
$
9,338
$
112,055
Water Production Operator
26
1
$
34.73
$
6,020
$
72,245
2
$
36.45
$
6,318
$
75,818
3
$
38.25
$
6,631
$
79,570
4
$
40.21
$
6,969
$
83,627
5
$
42.22
$
7,318
$
87,812
6
$
44.34
$
7,686
$
92,227
7
$
46.56
$
8,071
$
96,846
8
$
48.87
$
8,470
$
101,644
Water Production Supervisor
65B
1
$
40.21
$
6,969
$
83,627
2
$
42.22
$
7,318
$
87,812
3
$
44.34
$
7,686
$
92,227
4
$
46.56
$
8,071
$
96,846
5
$
48.87
$
8,470
$
101,644
6
$
51.28
$
8,889
$
106,671
7
$
53.87
$
9,338
$
112,055
8
$
56.57
$
9,806
$
117,670
Water Quality Coordinator
55B
1
$
38.25
$
6,631
$
79,570
2
$
40.21
$
6,969
$
83,627
3
$
42.22
$
7,318
$
87,812
4
$
44.34
$
7,686
$
92,227
5
$
46.56
$
8,071
$
96,846
6
$
48.87
$
8,470
$
101,644
7
$
51.28
$
8,889
$
106,671
8
$
53.87
$
9,338
$
112,055
Hourly pay rates are rounded to the nearest hundredth.
Monthly and Annual pay rates are rounded to nearest whole dollar.
City of Newport Beach LEAGUE 54 2% COLA 1/1/2025
5-64
STATE OF CALIFORNIA }
COUNTY OF ORANGE } ss.
CITY OF NEWPORT BEACH
I, Leilani I. Brown, City Clerk of the City of Newport Beach, California, do hereby certify that the
whole number of members of the City Council is seven; the foregoing resolution, being Resolution
No. 2022-8 was duly introduced before and adopted by the City Council of said City at a regular meeting
of said Council held on the 25th day of January, 2022; and the same was so passed and adopted by the
following vote, to wit:
AYES: Mayor Kevin Muldoon, Mayor Pro Tem Noah Blom, Council Member Brad Avery,
Council Member Joy Brenner, Council Member Diane Dixon, Council Member
Duffy Duffield, Council Member Will O'Neill
NAYS: None
IN WITNESS WHEREOF, I have hereunto subscribed my name and affixed the official seal of
said City this 26th day of January, 2022.
Leilani I. Brown
City Clerk
Newport Beach, California