HomeMy WebLinkAbout2025-84 - Adopting a Memorandum of Understanding between the City of Newport Beach and the Newport Beach City Employees Association and Amending the Salary ScheduleRESOLUTION 2025-84
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
CITY EMPLOYEES ASSOCIATION 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
("MOU") with the Newport Beach City Employees Association ("NBCEA") a recognized
organization, for the term of January 1, 2022, through December 31, 2025;
WHEREAS, representatives from the City and NBCEA 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 NBCEA ("Memorandum of Understanding") attached hereto as
Attachment A and incorporated herein by this reference;
WHEREAS, NBCEA has voted to approve the Memorandum of Understanding;
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 (Establishment of
Classification and Salary Ranges) provides, upon recommendation of the City Manager,
the City Council may establish by resolution the salary range or rate for each position;
WHEREAS, by adopting this resolution, the City Council intends to amend the
salary schedule for NBCEA unit members to be in conformance with the Memorandum of
Understanding;
Resolution No. 2025-84
Page 2 of 3
WHEREAS, the City Manager has reviewed the changes to the salary schedule
for NBCEA unit members provided in this resolution and recommends approval;
WHEREAS, the City Council received and considered the Memorandum of
Understanding at its regular meeting on November 18, 2025, and
WHEREAS, by adopting this resolution, the City Council also desires to replace
the 2022-2025 MOU between the City and NBCEA by adopting the Memorandum of
Understanding attached hereto as Attachment A to serve as the successor agreement
between the City and NBCEA for the period November 29, 2025, through December 31,
2028.
NOW, THEREFORE, the City Council of the City of Newport Beach resolves as
follows:
Section 1: The City Council hereby approves, and authorizes the Mayor to
execute the Memorandum of Understanding attached hereto as Attachment A. The
wages, hours, fringe benefits, and other terms and conditions of employment for
employees represented by NBCEA shall be provided in accordance with the provisions of
the Memorandum of Understanding, which shall serve as the successor agreement
between the City and NBCEA for the period November 29, 2025, through December 31,
2028.
Section 2: The City's salary schedule shall be modified to be consistent with this
resolution, the Memorandum of Understanding, and Exhibit A to the Memorandum of
Understanding. Any resolution, or part thereof, in conflict with this resolution shall be of
no effect.
Section 3: The recitals provided in this resolution are true and correct and are
incorporated into the operative part of this resolution.
Section 4: 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. 2025-84
Page 3 of 3
Section 5: 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 6: 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 9th day of December, 2025.
ATTEST:
Lena Shumway
City Clerk
APPROVED AS TO FORM:
CITY TORNEY'S OFFIC
C.
Aaro C. Harp
City Attorney
Attachment A - Memorandum of Understanding with the Newport Beach City
Employees Association
ATTACHMENT A
MEMORANDUM OF UNDERSTANDING WITH THE NEWPORT
BEACH CITY EMPLOYEES ASSOCIATION
NEWPORT BEACH CITY EMPLOYEEES ASSOCIATION
MEMORANDUM OF UNDERSTANDING
November 29, 2025, through December 31, 2028
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF NEWPORT BEACH
AND
CITY EMPLOYEES ASSOCIATION
November 29, 2025, through December 31, 2028
TABLE OF CONTENTS
Preamble
Section 1. General Provisions
Recognition.................................................................................................................
1
Term...........................................................................................................................
1
ReleaseTime..............................................................................................................
2
Scope.........................................................................................................................
2
EmployeeData and Access........................................................................................
3
Conclusiveness...........................................................................................................
3
Modifications...............................................................................................................
4
AssociationDues........................................................................................................
4
Section 2. Compensation
Salary......................................................................................................................... 4
Overtime.................................................................................................................... 4
StandbyDuty............................................................................................................. 5
CallbackDuty..............................................................................................................6
Accumulation of Compensatory Time Off................................................................. 6
ShiftDifferential......................................................................................................... 6
Incentive Shift Differential for Library Members ...................................................... 7
CourtTime...................................................................................................................7
CertificatePay.............................................................................................................7
ActingPay.................................................................................................................. 7
BilingualPay................................................................................................................7
LongevityPay..............................................................................................................8
Section 3. Leaves
FlexLeave...................................................................................................................8
HolidayLeave..............................................................................................................9
BereavementLeave................................................................................................ 11
ReproductiveLoss Leave......................................................................................... 11
LeaveSellback........................................................................................................ 11
Section 4. Fringe Benefits
Insurance...................................................................................................................12
Additional Insurance Programs..................................................................................13
Employee Assistance Program..................................................................................14
RetirementBenefit.....................................................................................................14
Retiree Medical Benefit..............................................................................................16
Tuition Reimbursement..............................................................................................19
Deferred Compensation............................................................................................ 20
Section 5. Miscellaneous
Reductions in Force/Layoffs.....................
Recruitment and Selection .......................
Alternate Work Schedules .......................
Labor Management Committee ................
Discipline — Notice of Intent .....................
Grievance Procedure ...............................
Probation.................................................
Salary on Reclassification ........................
Salary on Promotion ................................
Uniforms and Safety Equipment ..............
Service Awards ........................................
Direct Deposit ..........................................
Telecommuting Program .........................
Overpayment ...........................................
Classification and Compensation Studies
Separability..............................................
.........................................................20
.........................................................22
..........................................................23
..........................................................23
..........................................................23
..........................................................24
..........................................................25
..........................................................26
..........................................................26
..........................................................26
..........................................................26
..........................................................26
..........................................................26
..........................................................26
..........................................................27
..........................................................27
EXHIBIT A: Represented Job Classifications and Pay Rates.....................................29
EXHIBIT B: Approved Certificates..............................................................................44
Page I
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF NEWPORT BEACH AND NEWPORT BEACH CITY EMPLOYEES ASSOCIATION
This MEMORANDUM OF UNDERSTANDING (hereinafter referred to as "MOU") is entered
into with reference to the following:
PREAMBLE
The Newport Beach City Employees Association ("NBCEA" or "Association"), a
recognized employee organization, affiliated with the Laborers' International Union of
North America, Local 777 (LIUNA), 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. NBCEA representatives and City representatives have reached an agreement as to
wages, hours and other terms and conditions of employment. This shall apply to all
affected employees for the term of November 29, 2025 through December 31, 2028
and this agreement has been embodied in this MOU.
3. This MOU, upon approval by NBCEA 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.
SECTION 1. GENERAL PROVISIONS
A. Recognition
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, the City acknowledges that NBCEA is the
majority representative 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 NBCEA.
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 November 29, 2025. This MOU shall remain in full force and effect until
December 31, 2028, 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.
NBCEA MOU 2025-2028
Page 12
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, 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
1. Three NBCEA officers designated by the NBCEA shall collectively be granted an
annual maximum of 150 hours paid release time for the conduct of NBCEA
business. Such time shall be exclusive of actual time spent in collective bargaining
and shall be scheduled at the discretion of the NBCEA 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
NBCEA written communication in the workplace.
4. Each January, the City will examine the number of Release Time hours the
Association used the preceding year. If the Association used more than 75% of the
hours normally granted (150), the Association 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.
2. Pursuant to this MOU, the City reserves and retains all its inherent exclusive and
non—exclusive managerial rights, powers, functions and authorities ("Management
Rights") as set forth in 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;
NBCEA MOU 2025-2028
Page 13
(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. Employee Data and Access
The City shall provide NBCEA with access and information regarding new employees and
existing unit members as required by law. NBCEA designated officers shall be entitled to
solicit membership from new employees at their work site. This solicitation shall be made
from the total release time for NBCEA Officers, and shall be scheduled in a manner that
is not disruptive to departmental operations. Department heads may determine
appropriate times for new employee contact, but they cannot reasonably deny such
contact.
F. 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 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 way City services are to be provided, including whether the City should
NBCEA MOU 2025-2028
Page 14
provide services directly or contract out work, including work that is currently being
performed by Association members. In the event the City introduces a plan to outsource
services currently being performed by Association members to achieve greater efficiency
and/or cost savings, and upon request by the Association, the City shall meet and confer
with Association 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 Association members. This provision
shall not limit the City's authority to enter into such an agreement for any City services.
G. Modifications
Any agreement, understanding, or 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.
H. Association Dues
1. The collection of Association dues shall be handled through the payroll deduction
process.
2. The Association and LIUNA agree to defend, indemnify and hold harmless the City
for its collection of Association dues.
SECTION 2 — COMPENSATION
A. Salary
Base salary increases for all NBCEA represented classifications shall be as follows and
as specified in Exhibit A. -
Effective November 29, 2025, there shall be a base salary increase of five percent (5.0%)
for all classifications in the bargaining unit.
Effective the first full pay period after January 1, 2027, there shall be a base salary
increase of four percent (4.0%) for all classifications in the bargaining unit.
Effective the first full pay period after January 1, 2028, there shall be a base salary
increase of three percent (3.051o) for all classifications in the bargaining unit.
B. Overtime
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
NBCEA MOU 2025-2028
Page 15
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 occurring during the work week count as time worked.
The use of other forms of leave 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 — 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, 9/80 or4110), full-time employees are regularly scheduled to
work 40 hours in their defined FLSA workweek.
7. Reporting Time - The City calculates overtime in tenths of an hour. Employees
shall report their time worked to the nearest tenth of an hour.
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 the employee's workstation; and
d. to refrain from activities which might impair the employee's ability to perform
their assigned duties.
2. Compensation
Standby duty shall be compensated at the rate of one hour of overtime compensation
for each eight hours of such duty. Standby duty on holidays shall be compensated at
NBCEA MOU 2025-2028
Page 16
the rate of two hours of overtime compensation for each eight hours of standby duty.
Should the employee be required to return to work while on standby status, the
provisions pertaining to compensation for call-back pay shall apply for the period of
time the employee is actually working.
D. Callback Duty
1. Defined
Call-back duty requires the employee to respond to a request to return to their
workstation after the normal work shift has been completed and the employee has left
their normal workstation. Those periods of overtime which are scheduled by the
Department Director prior to the end of the normal work shift are not considered
callback duty.
2. Compensation
All employees shall receive a minimum of two hours pay. If an employee works more
than two hours, said employee shall receive pay for actual hours worked.
E. Accumulation of Compensatory Time Off
Unit members who are non-exempt from overtime may receive compensatory time off
(CTO), in lieu of cash, as compensation for overtime hours worked at the rate of one -and -
one -half hours for each hour of overtime worked. An employee may only earn CTO if
requested and then approved by the employee's supervisor. Callback time may be
converted to CTO with supervisor approval.
Employees may accumulate up to 80 hours of CTO. Any hours earned in excess of 80
will be paid out to the employee the following pay period. Once a unit member reduces
the balance below 80 hours, additional hours may be earned again up to the 80 hour cap.
F. Shift Differential
Unit members who are regularly assigned a work schedule that ends beyond 6:00 p.m.
shall receive a shift differential pay of $2.00 per actual hour worked; payable for each
hour worked after 6:00 p.m. Overtime worked as an extension of an assigned day shift
shall not qualify an employee for shift differential.
The parties agree that to the extent permitted by law, the City shall report to the California
Public Employees' Retirement System (CaIPERS) shift differential pay as Special
Assignment Pay pursuant to Title 2 CCR, Section 571(a)(4) and/or Section 571.1 (b)(3)
Shift Differential. However, for "new members" as defined by the Public Employees'
Pension Reform Act (PEPRA) of 2013, shift differential pay will not be reported as
pensionable compensation to CaIPERS.
NBCEA MOU 2025-2028
Page 17
G. Incentive Shift for Library Members
For NBCEA members assigned to the Library Services Department, the Sunday work
shift will be considered an "incentive" shift. Unit members who work a regularly scheduled
shift of five hours on a Sunday will report their actual hours worked on their time sheet
plus three hours of incentive pay at the hourly base rate.
H. Court Time
Employees who are required to appear in court during their off -duty hours in connection
with City business shall receive a minimum of two hours pay. If an employee is actually
in court for more than two hours, the member shall receive pay for actual hours worked.
Certificate Pa
Effective January 1, 2013, the certificate pay program was modified to eliminate "inactive"
certificates and "sunset" certain active certificates. Employees currently receiving pay for
a "sunset" certificate are considered grandfathered under the program, but no further
employees shall be eligible. Effective January 1, 2014, the pay for eligible certificates was
converted from a percentage -based benefit to a flat dollar amount. The complete list of
eligible certificates and the corresponding benefit is listed in Exhibit B. All other
procedures associated with Certificate Pay remain in effect.
The parties agree that to the extent permitted by law, the City shall report to the California
Public Employees' Retirement System (CaIPERS) eligible certificate pays as Educational
Pay pursuant to Title 2 CCR, Section 571(a)(2) and/or 571.1(b)(2).
J. Acting Pay
NBCEA employees are eligible to receive "acting pay" only after completing 80
consecutive hours in the higher classification. Once the 80 hour 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. Acting pay is an additional 7.5% of the
employee's base pay rate.
The parties agree that to the extent permitted by law, and in accordance with Government
Code §20480 Out -of -Class Appointment Limitations, the City shall report to the California
Public Employees' Retirement System (CaIPERS) acting pay as Premium Pay 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. However, for "new members" as defined by the Public Employees' Pension
Reform Act (PEPRA) of 2013, acting pay will not be reported as pensionable
compensation to CaIPERS.
K. Bilingual Pay
NBCEA MOU 2025-2028
Page 18
Upon determination of the Department Director that an employee's ability to speak, read
and/or write in Spanish contributes to the Department providing better service to the
public, employees in positions that require additional languages as part of their normal
duties shall be eligible to receive One Hundred Fifty ($150.00) dollars per month (paid
each pay period) in bilingual pay. The certification process will confirm the employee is
fluent at the street conversational level in speaking, reading and/or writing Spanish.
Employees certified shall receive bilingual pay the first full pay period following
certification.
Additional languages may be certified for compensation pursuant to this section by the
Department Director with the concurrence of the Human Resources Director.
The parties agree that to the extent permitted by law, the City shall report to the California
Public Employees' Retirement System (CaIPERS) bilingual pay as Special Assignment
Pay pursuant to Title 2 CCR, Section 571(a)(4) and/or 571.1(b)(3) Bilingual Premium.
L. Longevity Pay
Unit members shall receive longevity pay based on their continuous years of full-time
service with the City of Newport Beach as follows:
Years of Continuous Service Longevity Pay
15-19 1.0%
20-24 1.5
Over 25 years 2.0%
These pays are not cumulative (e.g., at 20 years of service, total longevity pay will be
1.551o). The parties agree that to the extent permitted by law, Longevity Pay is special
compensation and shall be reported to CaIPERS as such pursuant to Title 2 CCR, Section
571(a)(1) and 571.1(b)(1).
SECTION 3. LEAVES
A. Flex Leave
Members accrue flex leave in lieu of vacation and sick leave. An employee accrues a
designated number of flex leave hours while in paid status and based upon years of
service. Years of service is determined by the number of continuous, full-time years a
member is employed by the City.
All unit members shall accrue flex leave at the following hourly rates:
Years of Continuous
Service
Hrs. Accrued Per
Pay Period
Annual Hours
Max Allowable
Balance hours
Less than 5
6.00
156.00
468.00
5 but less than 9
6.61
171.86
515.58
NBCEA MOU 2025-2028
Page 19
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 in the manner
provided above upon completion of three (3) months of continuous employment with the
City, provided however, this amount shall be reduced by any flex leave time advanced
during the first three (3) months of employment.
1. Limit on Accumulation
Members hired prior to July 1, 1996.-
Members hired prior to July 1, 1996 shall be paid for earned flex leave in excess of
the maximum allowable balance as spillover pay 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 accruing at the 16 years of continuous service level or
above shall be required to use 120 hours of flex leave the previous calendar year to
receive spillover pay. Employees who have not utilized the required amount of leave
the prior calendar year shall not be eligible to accrue time above the maximum
allowable balance.
Employees hired after July 1, 1996:
Employees first hired or rehired by the City subsequent to July 1, 1996 are not eligible
for flex leave spillover pay and are not entitled to accrue flex leave in excess of the
flex leave maximum allowable balance.
2. 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 wishes of the
employee. Flex leave may be granted in % hour increments.
B. Holiday Leave
The following days shall be observed as paid holidays (i.e., employees shall have the day
off with pay). With the exception of the "floating holiday" (where the employee chooses
the day off), employees who are required to work on the holiday will receive their pay for
the holiday and either pay or flex leave for the number of hours worked on the holiday.
New Year's Day
Martin Luther King Day
Washington's Birthday
Memorial Day
Floating Holiday*
NBCEA MOU 2025-2028
January 1
January — 3rd Monday
February — V Monday
May — Last Monday
July 1
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Friday After Thanksgiving
Christmas Eve
Christmas Day
New Year's Eve
Holiday Closure — Up to 3
Days
July 4
September — 1 st Monday
November 11
November — 4th Thursday
November — 4th Friday
December 24
December 25
December 31
TBD based on closure dates
Page 110
Holidays are paid based on the employee's regular workday 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 nine hours, the employee is entitled to receive nine 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 eight hours, the employee is
eligible to receive eight hours of holiday pay.
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.
2. 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. paid leave that has
been reviewed and approved by the Department Director).
3. Holiday Closure — If the City Council approves a holiday closure for City Hall, the
following applies:
a. Holiday Closure Pay Unit members will receive holiday closure pay for the
days they would have normally been scheduled to work during the closure
period, up to a maximum of three (3) days. The holiday closure pay is
specifically for use during the approved holiday closure. Example: If your
regular work schedule would have you working two days during a three-day
holiday closure, you will receive two days of holiday closure pay, not three.
You will not automatically get three days if your schedule does not call for it.
b. Working During a Holiday Closure If a unit member is required by their
supervisor to work during a holiday closure, they may bank their holiday hours
to flex, up to a maximum of eight hours for each day the employee is required
to work during the holiday closure.
The Holiday Closure Pay aims to fairly compensate members while ensuring
operational needs are met during approved holiday closures.
NBCEA MOU 2025-2028
Page Ill
The floating holiday is awarded on July 1. Eight hours of holiday leave are added to the
member's flex leave bank on the first pay period in July each year.
C. Bereavement Leave
Bereavement leave shall be defined as "the necessary absence from duty by an
employee because of the death or terminal illness of an immediate family member." Unit
members shall be entitled to 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, however they should be used 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, grandchild, grandparents and the member's
spouse's/domestic partner's father, mother, brother, sister, child, grandchild 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. A member
requesting bereavement leave shall notify their supervisor as soon as possible of the
need to take leave.
D. Reproductive Loss Leave
Eligible employees are entitled to five unpaid days for each reproductive loss event.
Multiple reproductive loss events are covered, up to a maximum of 20 days of
reproductive loss leave within a twelve-month period.
E. Leave Sellback
Employees shall have the option (on two occasions) of selling back on an hour for hour
basis, accrued flex leave. In no event shall the flex 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 (F), Retiree Medical. For the term of this
MOU the Association has elected Part C contributions for Flex at 0%.
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 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
160 hours.
In addition to the above, an employee who has an "unforeseen emergency" (defined as
an unanticipated emergency that is caused by an event beyond the control of the
employee and that would result in severe financial hardship to the employee if early
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withdrawal were not permitted) shall be entitled to make a request to the Director of
Human Resources for a payoff of accrued flex leave. The amount of flex leave which
may be cashed out is limited to the amount necessary to meet the emergency. If there
is an unforeseen emergency, an employee can cash out flex leave earlier in the year
than described above provided that the remaining balance is not reduced below 160
hours.
When a part-time employee's status changes to full-time and enters the unit, all accrued
flex leave in the employee's bank at the time of appointment shall be converted to cash
at the employee's last part-time hourly rate on an hour for hour basis.
SECTION 4. FRINGE BENEFITS
A. Insurance
1. Benefits Information Committee
The City has established a Benefits Information Committee (BIC) composed of one
representative from each employee association group 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.
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 Two Thousand and Twenty -Five
Dollars ($2,025), plus the minimum CalPERS participating employer's contribution.
NBCEA 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.
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Employees hired prior to March 16, 2019 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. For these same employees, if they elect
medical coverage and spend less than $1,725 (plus the minimum CaIPERS
participating employer's contribution) of the City contribution provided above, the
difference shall be paid to the employee as taxable cash.
Employees hired on or after March 16, 2019 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. 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.
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 a comparable vision plan shall be maintained as part of the City's 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 4A(2) regarding medical insurance for the
purpose of discussing alternative approaches and proposals to providing healthcare
coverage. Additionally, 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 Insurance Programs
1. 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 Association 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 base salary of the employee will be reduced by the amount designated
by the employee for reimbursable expenses.
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2. Disability Insurance
The City shall provide Short-term (STD) and Long-term (LTD) disability insurance to
all regular full-time employees with the following provisions:
Short -Term Disability
Long -Term Disability
Benefit Amount
66.67% of covered wages
66.67% of covered wages
Maximum Benefit
$1,846 weekly
$15,000 month)
Waiting Period
30 calendar days
180 calendar days
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
The City shall provide an Employee Assistance Program (EAP) through a properly
licensed provider. Association members and their family members may access the EAP
subject to provider guidelines.
D. Retirement Benefit
The City contracts with the California Public Employees' Retirement System (CaIPERS)
to provide retirement benefits for its employees. Pursuant to prior agreements and state
mandated reform, the City has implemented three different tiers of retirement benefits,
categorized as Tier I, Tier II and Tier III.
1. Retirement Formula
Tier I: 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 II: For employees first hired by the City between November 24 and December
31, 2012, or hired on or after January 1, 2013, and who 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
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highest months' salary.
Tier III: For employees first hired by the City on or after January 1, 2013, and who do
not meet the Tier II criteria because they are new members as defined by PEPRA, the
retirement formula shall be 2% @ 62 calculated on the average 36 highest months'
salary.
2. EmDlovee Contributions
The Association 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
CalPERS retirement benefit depending on their tier, to the extent permissible by law.
Should any provision be deemed invalid, the City and Association agree to meet for
the purpose of renegotiating employee retirement contributions.
Employee retirement contributions that are in addition to the normal CalPERS 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 CalPERS as contributions toward either the
Member or Employer rate, as provided under Government Code Section 20516(f).
Tier I Employees - shall contribute a total employee contribution of eight
percent (8%) (member contribution).
Tier 11 Employees - shall contribute a total employee contribution of eight
percent (8%) as follows: seven percent (7%) of compensation earnable
(member contribution) and one percent (1 %) of compensation earnable as cost
sharing per Government Code section 20516(f).
Tier 111 Employees - The minimum statutory employee contribution for
employees in Tier 111 is subject to the provisions of PEPRA and equals 50% of
the "total normal cost". Tier 111 employees shall make an additional contribution
of pensionable compensation toward retirement pursuant to Government Code
Section 20516(f), such that the total employee contribution equals no less than
eight percent (8%) of pensionable compensation (i.e., the greater of 8% of
pensionable compensation or 50% of the "total normal cost").
The City contracts with CalPERS 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
(Government Code 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 - WERP"). Each member has an individual
RHS account ("Account"), which accumulates based on the category they fall under (see
Program Structure below). 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.
1. Background
In 2005, the City and NBCEA agreed to replace the previous "defined benefit' retiree
medical program with a new "defined contribution" program. 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 Association members are eligible for the RHS benefit. However, if a member
separates or changes positions to a bargaining unit which does not offer this 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
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program. Any remaining balance deposited during prior eligibility will remain in the
Account.
Employees who become ineligible (no longer covered by City employee association
offering the RHS benefit) before vesting forfeit the City's Part B 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 B
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 B and Part C.
Part A contributions are a mandatory, automatic 1 % 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 B 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 B 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 B contributions are not reported to CalPERS as pensionable.
The parties agree that the City's Part B 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 CalPERS medical plan, or any other
plan with a similar employer 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 Association 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 CalPERS 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
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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 (0%) 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.
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
CalPERS 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 Part B contributions upon vesting.
Contributions in years before 2006 will be paid out as stated in the above
paragraph.
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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 CalPERS 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 CalPERS annuitant of the City.
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 has the
authority to determine investment options that will be available through the plan.
F. Tuition Reimbursement
Subject to the limitations below, NBCEA 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
coursework, seminars or professional development programs. Travel expenses are not
eligible for reimbursement. The maximum annual benefit is $2,000 per fiscal year.
Reimbursement is contingent upon the successful completion of the course. Successful
completion means a grade of "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.
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G. Deferred Compensation
All members: Each unit member 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. Unit members who enroll in the City deferred compensation program are eligible for
City contributions to their City deferred compensation account as follows:
Matching City Contributions: The City shall match a unit member's deferred compensation
contribution up to a maximum of thirty dollars ($30) per month. The City is only obligated
to make the contribution if the unit member has enrolled in the deferred compensation
program. There is no retroactivity.
Additional matching City contributions to Deferred Compensation Based on Years of
Service: In addition to the City contribution provided above, the City shall match
contributions to eligible unit members' deferred compensation accounts as follows:
Years of
Service
15-19 $30
20-25 $35
25+ $40
Years of service is determined by the number of continuous, full-time years a member is
employed by the City. 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 the members' accounts each pay period as described above, it is
the members' responsibility to track their total contribution amount. If a member's account
contributions reach the annual IRS Code section 457 maximum, the City will stop making
contributions for the remainder of the calendar year and shall not owe the member any
additional compensation under this section.
SECTION 5. MISCELLANEOUS
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
1. "Bumping Rights", "Bumping" or "Bump" shall mean (1) the right of an employee,
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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 classification in which the
employee previously held regular status.
No employee shall have the right to bump into a classification for which the
employee does not possess the minimum qualifications such as specialized
education, training or experience.
2. "Classification" shall mean one or more full time positions identical or similar in
duties not including part-time, seasonal or temporary positions. Classification
within a Series shall be ranked according to pay (lowest ranking, lowest pay).
3. "Layoffs" or "Laid Off' shall mean the non -disciplinary termination of employment.
4. "Seniority" shall mean the time an employee has worked in a Classification or
Series calculated from the date on which the employee was first granted 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 all City, state and/or federally protected
and authorized leaves but shall not include time spent on any unauthorized
leave of absence.
5. "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, more supervisory responsibilities for subordinates. The City
Manager shall determine those classifications following a meet and consult
process which constitute a Series.
PROCEDURE
In the event the City Manager determines to reduce the number of employees within a
classification, the following procedures are applicable:
1. Probationary employees within any Classification shall be laid off before regular
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
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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 their 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 finalized performance evaluations.
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 laid off will be paid
for all accumulated paid leave and holiday leave (if any).
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 eighteen (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, the employee 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 their last known address. Any employee shall have the right to refuse to be placed on
the re-employment list or the right to remove their 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 up to ten (10) weeks of pay.
B. Recruitment and Selection
Position vacancy announcements for available City positions shall be distributed in a
manner that reasonably assures unit members access to the announcements. In order to
select the most qualified individual for vacant positions the City will continue its practice
of "banding" candidates into one of the following ratings: Outstanding, Highly
Recommended, Recommended, and Not Recommended, during the testing process.
Department Directors review qualified candidates in band order, beginning with the top
band and are permitted to hire any eligible candidate from the list (minimum rating of
Recommended).
Where no less than 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
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qualified.
C. Alternate Work Schedules
Unit members work either a 5/40, 4110 or 9/80 work schedule subject to supervisor
approval.
Working a 4110 schedule is not an entitlement and may be revoked due to operational
needs. Denials of requests to work a 4110 schedule and/or the cancellation of existing
4110 schedules shall not be subject to the grievance procedure in Section 5.F.
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. Supervisors may approve a different alternating day off based on
extenuating business circumstances.
Employees assigned to a 4110 schedule will work four 10-hour days per week with the
City determining the regular day off based on operational needs. Requests for specific
days off may be approved by the supervisor where feasible, but shall not be subject to
the grievance procedure in Section 5. F.
The City agrees to maintain flex -scheduling where it is currently operating successfully in
this unit.
D. Labor Management Committee
The City will work with NBCEA leadership, through its managers, to establish labor-
management committees departmentally whenever it is mutually determined it is
appropriate to do so.
E. Discialine - Notice of Intent
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 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 is not 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 of a suspension of one or two days
who wish to appeal the suspension shall have the right to appeal the decision to the City
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Manager or designee.
F. Grievance Procedure
Step 1: A grievance may be filed by any employee on their own behalf, or jointly by
a group of employees, or by the Association. Except as otherwise provided by law,
the Grievance Procedure is the sole and exclusive method by which an employee or
the Association may challenge the interpretation and/or application of a provision of
this MOU.
A grievance shall be brought to the attention of the immediate supervisor for
discussion within ten (10) days after an employee or Association Board member knew,
or in the exercise of reasonable diligence should have known, the act or events upon
which the grievance arises. If the Employee or the Association (if filed by the
Association) is not satisfied with the decision reached through the informal discussion
or if extenuating circumstances exist, the Employee or Association 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 the grievance and give a written
answer to the grievant within seven (7) calendar 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 Association (if filed by the Association) is not in
agreement with the decision rendered in Step 1, the grievant shall have the right to
present a formal grievance to the Department Director within ten (10) Days after the
discussion in Step 1. The right to file a grievance petition shall be waived in the event
the Employee or Association fails to file a formal grievance within ten (10) 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, MOU provision 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) 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 within ten (10) Days after the Employee receives the
decision. The City Manager may accept or reject the decision of the Department
Director and shall render a written decision within ten (10) Days after conducting a
grievance hearing. The decision of the City Manager 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 may delegate
uninvolved Department Directors to act on behalf of the City Manager to provide
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findings and recommendations. The findings and recommendations of the uninvolved
Department Directors are advisory only and the City Manager'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 can
be waived or extended only by mutual agreement confirmed in writing. Any grievance
not carried to the next step by the Employee or Association within the prescribed time
limit shall be deemed resolved upon the basis of the previous decision.
G. Probation
1. 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.
2. Failure of Probation
(a) 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.
(b) Promotional Probation
An employee on promotional probation may be failed at any time without right of
appeal or hearing and except that failing an employee on promotional probation must
not be arbitrary, capricious or unreasonable.
An employee who fails promotional probation shall receive a performance evaluation
stating the reason for failure of promotional probation.
When an employee fails their promotional probation, the employee shall have the right
to return to their former class provided the employee was not in the previous class for
the purpose of training for a promotion to a higher class. When an employee is
returned to their former class, the employee shall serve the remainder of any
uncompleted probationary period in the former class.
If the employee's former class has been deleted or abolished, the employee shall have
the right to return to a class in their 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.
NBCEA MOU 2025-2028
Page 126
H. Salary on Reclassification
An employee who is reclassified will be provided with a salary increase to the nearest
step closest to five (5%) percent (not to exceed the maximum of the new salary range).
1. Salary on Promotion
Determination of employee salary upon promotion shall be governed by Section 6.11 of
the Employee Policy Manual.
J. Uniforms and Safety Equipment
For assigned Park Patrol staff, uniforms shall be worn at all times during regular business
hours. Park Patrol shall be provided with City designated shirts, shorts, pants, boots,
jacket, and hat annually. Additional equipment or supplies may be issued to employees
by the Department as deemed appropriate. If the provided winter jacket or work boots are
lost, the employee shall replace the item with one from an authorized vendor. Work boots
shall provide toe protection and meet Department safety standards. The Department
Head or designee may approve exceptions to wearing uniforms.
The City will continue its practice of directly paying for dry cleaning for individuals in the
Park Patrol classification.
K. Service Awards
For the purpose of determining service awards, if an employee has been employed by
the City on more than one occasion, non-consecutive time will be considered as part of
total service. Prior to system implementations, an employee is required to individually
notify the awards committee of all of the service time.
L. Direct Deposit
All employees shall participate in the payroll direct deposit system.
M. Telecommuting Program
The City agrees to a telecommuting program that will provide for 80 hours per calendar
year of telecommuting hours to be used in accordance with City policy. The provisions
of the policy shall not trigger any right of grievance or appeal.
N. Overpayment
Employees will be notified by Payroll or Human Resources prior to the recovery of
overpayments on paychecks. Recovery of more than 15% of net pay will be subject to a
repayment schedule established by the appointing authority under guidelines issued by
the Finance Department or Human Resources. Such recovery shall not exceed 15% per
NBCEA MOU 2025-2028
Page 127
month of disposable earnings, as defined by State law, except a mutually agreed upon
accelerated payment plan for faster recovery.
Recoupments under this section shall be limited to forty-eight (48) months. However,
nothing in this section is intended to preclude the City from seeking recoupment of
overpayments due to fraud or other knowing concealment through any available legal
forum.
O. Classification and Compensation Studies
In accordance with the City of Newport Beach Employee Policy Manual (EPM), the City
Manager shall reclassify and/or adjust salary schedules for Association positions upon a
determination that said adjustment(s) are warranted as a result of a job audit or
classification and compensation study. The Association may submit up to three job study
requests per fiscal year to the Human Resources Director. If the position requested
requires analysis of other positions in the series, each position studied counts towards
the total of three job audits per fiscal year.
The Human Resources Director may terminate a study upon a determination that there
is no substantial evidence of a material change in duties, or of the need to adjust the
compensation. At the time of the request for a job audit, the Association will provide the
bases for the job audit request, including but not limited to, all substantial evidence of a
material change in duties, and/or the bases for asserting said position's compensation
requires adjusting. 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 to the Department Director, the City
Manager and the Association.
In the event a position warrants adjustment in job duties and/or compensation, 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.
P. 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.
NBCEA MOU 2025-2028
Page 128
Executed this day of , 2025:
FOR THE NEWPORT BEACH CITY EMPLOYEES ASSOCIATION:
Mariah Stinson, President
Jaime Gonzalez, Sr. Labor Relations Representative
LIUNA Local 777
FOR THE CITY OF NEWPORT BEACH
In
Joe Stapleton, Mayor
ATTEST:
Lena Shumway, City Clerk
NBCEA MOU 2025-2028
CITY OF NEWPORT BEACH
APPROVED AS TO FORM
Aaron C. Harp, City Attorney
Exhibit A
Newport Beach City Employees Association
MOU Term: November 29, 2025 - December 31, 2028
Effective November 29, 2025:
5% Cost -of -Living Adjustment (COLA)
Assistant, Administrative
75
1
$
35.16
$
6,094
$
73,124
Assistant, Administrative
75
2
$
36.91
$
6,398
$
76,776
Assistant, Administrative
75
3
$
38.75
$
6,716
$
80,594
Assistant, Administrative
75
4
$
40.66
$
7,048
$
84,578
Assistant, Administrative
75
5
$
42.71
$
7,403
$
88,839
Assistant, Administrative
75
6
$
44.83
$
7,770
$
93,238
Assistant, Administrative
75
7
$
47.11
$
8,166
$
97,997
Assistant, Administrative
75
8
$
49.40
$
8,563
$
102,756
Assistant, Administrative
75
9
$
51.87
$
8,991
$
107,893
Assistant, Department
55
1
$
28.21
$
4,890
$
58,683
Assistant, Department
55
2
$
29.61
$
5,132
$
61,587
Assistant, Department
55
3
$
31.07
$
5,386
$
64,630
Assistant, Department
55
4
$
32.63
$
5,656
$
67,867
Assistant, Department
55
5
$
34.28
$
5,942
$
71,298
Assistant, Department
55
6
$
35.98
$
6,237
$
74,840
Assistant, Department
55
7
$
37.78
$
6,548
$
78,575
Assistant, Department
55
8
$
39.67
$
6,875
$
82,503
Assistant, Department
55
9
$
41.65
$
7,219
$
86,628
Assistant, Office
15
1
$
24.12
$
4,180
$
50,160
Assistant, Office
15
2
$
25.33
$
4,390
$
52,678
Assistant, Office
15
3
$
26.60
$
4,611
$
55,334
Assistant, Office
15
4
$
27.95
$
4,844
$
58,129
Assistant, Office
15
5
$
29.33
$
5,084
$
61,006
Assistant, Office
15
6
$
30.81
$
5,340
$
64,076
Assistant, Office
15
7
$
32.32
$
5,603
$
67,231
Assistant, Office
15
8
$
33.95
$
5,884
$
70,607
Assistant, Office
15
9
$
35.64
$
6,178
$
74,137
Buyer
01
1
$
35.24
$
6,108
$
73,290
Buyer
01
2
$
37.00
$
6,414
$
76,970
Buyer
01
3
$
38.84
$
6,732
$
80,788
Buyer
01
4
$
40.80
$
7,071
$
84,855
Buyer
01
5
$
42.83
$
7,424
$
89,088
Buyer
01
6
$
44.97
$
7,795
$
93,542
Buyer
01
7
$
47.23
$
8,187
$
98,246
Buyer
01
8
$
49.55
$
8,588
$
103,060
Buyer
01
9
$
52.03
$
9,018
$
108,213
Buyer, Senior
55A
1
$
41.58
$
7,207
$
86,487
Buyer, Senior
55A
2
$
43.67
$
7,569
$
90,831
Buyer, Senior
55A
3
$
45.82
$
7,943
$
95,313
Buyer, Senior
55A
4
$
48.12
$
8,342
$
100,100
Buyer, Senior
55A
5
$
50.52
$
8,757
$
105,079
Buyer, Senior
55A
6
$
53.05
$
9,195
$
110,336
Buyer, Senior
55A
7
$
55.68
$
9,651
$
115,814
Buyer, Senior
55A
8
$
58.50
$
10,140
$
121,680
Buyer, Senior
55A
9
$
61.43
$
10,647
$
127,764
Fiscal Clerk
31
1
$
25.43
$
4,408
$
52,900
Fiscal Clerk
31
2
$
26.75
$
4,637
$
55,638
Exhibit A
Newport Beach City Employees Association
MOU Term: November 29, 2025 - December 31, 2028
Effective November 29, 2025:
5% Cost -of -Living Adjustment (COLA)
Fiscal Clerk
31
3
$
28.08
$
4,867
$
58,405
Fiscal Clerk
31
4
$
29.45
$
5,105
$
61,255
Fiscal Clerk
31
5
$
30.93
$
5,361
$
64,326
Fiscal Clerk
31
6
$
32.50
$
5,633
$
67,591
Fiscal Clerk
31
7
$
34.12
$
5,914
$
70,966
Fiscal Clerk
31
8
$
35.82
$
6,209
$
74,507
Fiscal Clerk
31
9
$
37.61
$
6,519
$
78,232
Fiscal Clerk, Senior
65
1
$
29.61
$
5,132
$
61,587
Fiscal Clerk, Senior
65
2
$
31.03
$
5,379
$
64,547
Fiscal Clerk, Senior
65
3
$
32.63
$
5,656
$
67,867
Fiscal Clerk, Senior
65
4
$
34.28
$
5,942
$
71,298
Fiscal Clerk, Senior
65
5
$
35.97
$
6,234
$
74,811
Fiscal Clerk, Senior
65
6
$
37.76
$
6,546
$
78,547
Fiscal Clerk, Senior
65
7
$
39.67
$
6,875
$
82,503
Fiscal Clerk, Senior
65
8
$
41.66
$
7,221
$
86,653
Fiscal Clerk, Senior
65
9
$
43.74
$
7,582
$
90,986
Fiscal Specialist
85
1
$
34.30
$
5,946
$
71,353
Fiscal Specialist
85
2
$
36.05
$
6,248
$
74,978
Fiscal Specialist
85
3
$
37.83
$
6,557
$
78,685
Fiscal Specialist
85
4
$
39.72
$
6,884
$
82,614
Fiscal Specialist
85
5
$
41.74
$
7,235
$
86,819
Fiscal Specialist
85
6
$
43.78
$
7,588
$
91,052
Fiscal Specialist
85
7
$
46.00
$
7,973
$
95,673
Fiscal Specialist
85
8
$
48.28
$
8,369
$
100,432
Fiscal Specialist
85
9
$
50.70
$
8,788
$
105,453
Inventory Analyst
90
1
$
30.18
$
5,231
$
62,776
Inventory Analyst
90
2
$
31.67
$
5,490
$
65,875
Inventory Analyst
90
3
$
33.24
$
5,762
$
69,140
Inventory Analyst
90
4
$
34.92
$
6,052
$
72,626
Inventory Analyst
90
5
$
36.69
$
6,359
$
76,306
Inventory Analyst
90
6
$
38.52
$
6,677
$
80,124
Inventory Analyst
90
7
$
40.46
$
7,014
$
84,163
Inventory Analyst
90
8
$
42.50
$
7,366
$
88,396
Inventory Analyst
90
9
$
44.62
$
7,735
$
92,816
Librarian 1
20
1
$
34.70
$
6,015
$
72,184
Librarian 1
20
2
$
36.43
$
6,315
$
75,780
Librarian 1
20
3
$
38.23
$
6,626
$
79,515
Librarian 1
20
4
$
40.18
$
6,965
$
83,582
Librarian 1
20
5
$
42.17
$
7,309
$
87,705
Librarian 1
20
6
$
44.33
$
7,685
$
92,214
Librarian 1
20
7
$
46.52
$
8,063
$
96,752
Librarian 1
20
8
$
48.82
$
8,462
$
101,538
Librarian 1
20
9
$
51.26
$
8,885
$
106,615
Librarian II
30A
1
$
38.14
$
6,610
$
79,322
Librarian II
30A
2
$
40.08
$
6,947
$
83,360
Librarian II
30A
3
$
42.09
$
7,295
$
87,539
Librarian 11
30A
4
$
44.17
$
7,657
$
91,882
Exhibit A
Newport Beach City Employees Association
MOU Term: November 29, 2025 - December 31, 2028
Effective November 29, 2025:
5% Cost -of -Living Adjustment (COLA)
Librarian II
30A
5
$
46.40
$
8,042
$
96,503
Librarian II
30A
6
$
48.70
$
8,441
$
101,290
Librarian II
30A
7
$
51.13
$
8,863
$
106,352
Librarian II
30A
8
$
53.71
$
9,310
$
111,719
Librarian II
30A
9
$
56.40
$
9,775
$
117,306
Librarian III
35A
1
$
41.98
$
7,276
$
87,317
Librarian III
35A
2
$
44.04
$
7,634
$
91,606
Librarian III
35A
3
$
46.25
$
8,017
$
96,199
Librarian III
35A
4
$
48.60
$
8,425
$
101,096
Librarian III
35A
5
$
51.05
$
8,849
$
106,186
Librarian III
35A
6
$
53.57
$
9,285
$
111,415
Librarian III
35A
7
$
56.28
$
9,755
$
117,059
Librarian III
35A
8
$
59.06
$
10,237
$
122,842
Librarian III
35A
9
$
62.01
$
10,749
$
128,984
Library Assistant
70
1
$
29.52
$
5,116
$
61,393
Library Assistant
70
2
$
30.95
$
5,365
$
64,381
Library Assistant
70
3
$
32.52
$
5,637
$
67,646
Library Assistant
70
4
$
34.15
$
5,918
$
71,022
Library Assistant
70
5
$
35.85
$
6,214
$
74,563
Library Assistant
70
6
$
37.67
$
6,529
$
78,353
Library Assistant
70
7
$
39.53
$
6,852
$
82,227
Library Assistant
70
8
$
41.51
$
7,196
$
86,349
Library Assistant
70
9
$
43.59
$
7,556
$
90,667
Library Clerk 1
05
1
$
23.00
$
3,986
$
47,836
Library Clerk 1
05
2
$
24.13
$
4,182
$
50,188
Library Clerk 1
05
3
$
25.34
$
4,392
$
52,705
Library Clerk 1
05
4
$
26.60
$
4,611
$
55,334
Library Clerk 1
05
5
$
27.95
$
4,844
$
58,129
Library Clerk 1
05
6
$
29.33
$
5,084
$
61,006
Library Clerk 1
05
7
$
30.81
$
5,340
$
64,076
Library Clerk 1
05
8
$
32.34
$
5,605
$
67,258
Library Clerk 1
05
9
$
33.95
$
5,885
$
70,621
Library Clerk II
30
1
$
25.43
$
4,408
$
52,900
Library Clerk II
30
2
$
26.75
$
4,637
$
55,638
Library Clerk II
30
3
$
28.08
$
4,867
$
58,405
Library Clerk II
30
4
$
29.45
$
5,105
$
61,255
Library Clerk II
30
5
$
30.93
$
5,361
$
64,326
Library Clerk II
30
6
$
32.50
$
5,633
$
67,591
Library Clerk II
30
7
$
34.12
$
5,914
$
70,966
Library Clerk II
30
8
$
35.82
$
6,209
$
74,507
Library Clerk 11
30
9
$
37.61
$
6,519
$
78,232
Library Clerk, Senior
71
1
$
29.52
$
5,116
$
61,393
Library Clerk, Senior
71
2
$
30.95
$
5,365
$
64,381
Library Clerk, Senior
71
3
$
32.52
$
5,637
$
67,646
Library Clerk, Senior
71
4
$
34.15
$
5,918
$
71,022
Library Clerk, Senior
71
5
$
35.85
$
6,214
$
74,563
Library Clerk, Senior
71
6
$
37.67
$
6,529
$
78,353
Exhibit A
Newport Beach City Employees Association
MOU Term: November 29, 2025 - December 31, 2028
Effective November 29, 2025:
5% Cost -of -Living Adjustment (COLA)
Library Clerk, Senior
71
7
$
39.53
$
6,852
$
82,227
Library Clerk, Senior
71
8
$
41.51
$
7,196
$
86,349
Library Clerk, Senior
71
9
$
43.59
$
7,556
$
90,667
Mail Processing Clerk, Senior
07
1
$
26.71
$
4,630
$
55,556
Mail Processing Clerk, Senior
07
2
$
28.04
$
4,860
$
58,322
Mail Processing Clerk, Senior
07
3
$
29.45
$
5,105
$
61,255
Mail Processing Clerk, Senior
07
4
$
30.90
$
5,356
$
64,270
Mail Processing Clerk, Senior
07
5
$
32.47
$
5,628
$
67,536
Mail Processing Clerk, Senior
07
6
$
34.09
$
5,909
$
70,911
Mail Processing Clerk, Senior
07
7
$
35.81
$
6,207
$
74,480
Mail Processing Clerk, Senior
07
8
$
37.59
$
6,516
$
78,187
Mail Processing Clerk, Senior
07
9
$
39.47
$
6,841
$
82,097
Marketing Specialist
02
1
$
35.16
$
6,094
$
73,124
Marketing Specialist
02
2
$
36.91
$
6,398
$
76,776
Marketing Specialist
02
3
$
38.73
$
6,714
$
80,566
Marketing Specialist
02
4
$
40.64
$
7,044
$
84,523
Marketing Specialist
02
5
$
42.72
$
7,406
$
88,866
Marketing Specialist
02
6
$
44.87
$
7,777
$
93,321
Marketing Specialist
02
7
$
47.09
$
8,162
$
97,941
Marketing Specialist
02
8
$
49.41
$
8,565
$
102,783
Marketing Specialist
02
9
$
51.89
$
8,993
$
107,922
Park Patrol Officer
89
1
$
25.06
$
4,344
$
52,125
Park Patrol Officer
89
2
$
26.32
$
4,563
$
54,753
Park Patrol Officer
89
3
$
27.61
$
4,786
$
57,437
Park Patrol Officer
89
4
$
29.01
$
5,028
$
60,342
Park Patrol Officer
89
5
$
30.45
$
5,278
$
63,330
Park Patrol Officer
89
6
$
31.98
$
5,543
$
66,512
Park Patrol Officer
89
7
$
33.59
$
5,822
$
69,859
Park Patrol Officer
89
8
$
35.26
$
6,112
$
73,345
Park Patrol Officer
89
9
$
37.03
$
6,418
$
77,013
Park Patrol Officer, Lead
22
1
$
28.12
$
4,874
$
58,488
Park Patrol Officer, Lead
22
2
$
29.53
$
5,118
$
61,421
Park Patrol Officer, Lead
22
3
$
30.99
$
5,372
$
64,464
Park Patrol Officer, Lead
22
4
$
32.56
$
5,644
$
67,729
Park Patrol Officer, Lead
22
5
$
34.18
$
5,925
$
71,105
Park Patrol Officer, Lead
22
6
$
35.89
$
6,220
$
74,645
Park Patrol Officer, Lead
22
7
$
37.68
$
6,532
$
78,381
Park Patrol Officer, Lead
22
8
$
39.57
$
6,859
$
82,310
Park Patrol Officer, Lead
22
9
$
41.55
$
7,202
$
86,425
Public Works Specialist
57A
1
$
34.18
$
5,925
$
71,105
Public Works Specialist
57A
2
$
35.89
$
6,220
$
74,645
Public Works Specialist
57A
3
$
37.70
$
6,534
$
78,408
Public Works Specialist
57A
4
$
39.56
$
6,857
$
82,282
Public Works Specialist
57A
5
$
41.54
$
7,200
$
86,404
Public Works Specialist
57A
6
$
43.67
$
7,569
$
90,831
Public Works Specialist
57A
7
$
45.81
$
7,940
$
95,285
Public Works Specialist
57A
8
$
48.14
$
8,344
$
100,127
Exhibit A
Newport Beach City Employees Association
MOU Term: November 29, 2025 - December 31, 2028
Effective November 29, 2025:
5% Cost -of -Living Adjustment (COLA)
Public Works Specialist
57A
9
$
50.54
$
8,761
$
105,133
Records Specialist
76
1
$
35.16
$
6,094
$
73,124
Records Specialist
76
2
$
36.91
$
6,398
$
76,776
Records Specialist
76
3
$
38.75
$
6,716
$
80,594
Records Specialist
76
4
$
40.66
$
7,048
$
84,578
Records Specialist
76
5
$
42.71
$
7,403
$
88,839
Records Specialist
76
6
$
44.83
$
7,770
$
93,238
Records Specialist
76
7
$
47.11
$
8,166
$
97,997
Records Specialist
76
8
$
49.40
$
8,563
$
102,756
Records Specialist
76
9
$
51.87
$
8,991
$
107,893
Recreation Coordinator
05A
1
$
32.51
$
5,635
$
67,618
Recreation Coordinator
05A
2
$
34.15
$
5,918
$
71,022
Recreation Coordinator
05A
3
$
35.83
$
6,211
$
74,535
Recreation Coordinator
05A
4
$
37.67
$
6,529
$
78,353
Recreation Coordinator
05A
5
$
39.53
$
6,852
$
82,227
Recreation Coordinator
05A
6
$
41.51
$
7,196
$
86,349
Recreation Coordinator
05A
7
$
43.62
$
7,560
$
90,720
Recreation Coordinator
05A
8
$
45.74
$
7,929
$
95,147
Recreation Coordinator
05A
9
$
48.03
$
8,325
$
99,904
Recreation Coordinator, Assistant
07A
1
$
26.71
$
4,630
$
55,556
Recreation Coordinator, Assistant
07A
2
$
28.04
$
4,860
$
58,322
Recreation Coordinator, Assistant
07A
3
$
29.45
$
5,105
$
61,255
Recreation Coordinator, Assistant
07A
4
$
30.90
$
5,356
$
64,270
Recreation Coordinator, Assistant
07A
5
$
32.47
$
5,628
$
67,536
Recreation Coordinator, Assistant
07A
6
$
34.09
$
5,909
$
70,911
Recreation Coordinator, Assistant
07A
7
$
35.81
$
6,207
$
74,480
Recreation Coordinator, Assistant
07A
8
$
37.59
$
6,516
$
78,187
Recreation Coordinator, Assistant
07A
9
$
39.47
$
6,841
$
82,097
Recreation Supervisor
04
1
$
38.00
$
6,586
$
79,036
Recreation Supervisor
04
2
$
39.92
$
6,919
$
83,025
Recreation Supervisor
04
3
$
41.89
$
7,261
$
87,131
Recreation Supervisor
04
4
$
43.98
$
7,623
$
91,471
Recreation Supervisor
04
5
$
46.20
$
8,009
$
96,105
Recreation Supervisor
04
6
$
48.49
$
8,405
$
100,856
Recreation Supervisor
04
7
$
50.96
$
8,832
$
105,988
Recreation Supervisor
04
8
$
53.49
$
9,272
$
111,267
Recreation Supervisor
04
9
$
56.17
$
9,736
$
116,830
Hourly rates are rounded to the nearest hundredth. Monthly and annual salaries are rounded to the nearest whole dollar.
Actual rates may vary slightly due to rounding.
Exhibit A
Newport Beach City Employees Association
MOU Term: November 29, 2025 - December 31, 2028
Effective January 9, 2027:
4% Cost -of -Living Adjustment (COLA)
Assistant, Administrative
75
1
$
36.56
$
6,337
$
76,049
Assistant, Administrative
75
2
$
38.39
$
6,654
$
79,848
Assistant, Administrative
75
3
$
40.30
$
6,985
$
83,818
Assistant, Administrative
75
4
$
42.29
$
7,330
$
87,961
Assistant, Administrative
75
5
$
44.42
$
7,699
$
92,393
Assistant, Administrative
75
6
$
46.62
$
8,081
$
96,968
Assistant, Administrative
75
7
$
49.00
$
8,493
$
101,916
Assistant, Administrative
75
8
$
51.38
$
8,905
$
106,866
Assistant, Administrative
75
9
$
53.95
$
9,351
$
112,209
Assistant, Department
55
1
$
29.34
$
5,086
$
61,030
Assistant, Department
55
2
$
30.79
$
5,338
$
64,050
Assistant, Department
55
3
$
32.31
$
5,601
$
67,215
Assistant, Department
55
4
$
33.93
$
5,882
$
70,582
Assistant, Department
55
5
$
35.65
$
6,179
$
74,150
Assistant, Department
55
6
$
37.42
$
6,486
$
77,833
Assistant, Department
55
7
$
39.29
$
6,810
$
81,718
Assistant, Department
55
8
$
41.25
$
7,150
$
85,803
Assistant, Department
55
9
$
43.31
$
7,508
$
90,094
Assistant, Office
15
1
$
25.08
$
4,347
$
52,166
Assistant, Office
15
2
$
26.34
$
4,565
$
54,785
Assistant, Office
15
3
$
27.67
$
4,796
$
57,548
Assistant, Office
15
4
$
29.06
$
5,038
$
60,454
Assistant, Office
15
5
$
30.50
$
5,287
$
63,446
Assistant, Office
15
6
$
32.04
$
5,553
$
66,640
Assistant, Office
15
7
$
33.62
$
5,827
$
69,920
Assistant, Office
15
8
$
35.30
$
6,119
$
73,431
Assistant, Office
15
9
$
37.07
$
6,425
$
77,102
Buyer
01
1
$
36.65
$
6,352
$
76,222
Buyer
01
2
$
38.48
$
6,671
$
80,049
Buyer
01
3
$
40.39
$
7,002
$
84,020
Buyer
01
4
$
42.43
$
7,354
$
88,249
Buyer
01
5
$
44.54
$
7,721
$
92,652
Buyer
01
6
$
46.77
$
8,107
$
97,284
Buyer
01
7
$
49.12
$
8,515
$
102,176
Buyer
01
8
$
51.53
$
8,932
$
107,182
Buyer
01
9
$
54.11
$
9,378
$
112,541
Buyer, Senior
55A
1
$
43.24
$
7,496
$
89,947
Buyer, Senior
55A
2
$
45.42
$
7,872
$
94,465
Buyer, Senior
55A
3
$
47.66
$
8,260
$
99,125
Buyer, Senior
55A
4
$
50.05
$
8,675
$
104,104
Buyer, Senior
55A
5
$
52.54
$
9,107
$
109,283
Buyer, Senior
55A
6
$
55.17
$
9,562
$
114,750
Buyer, Senior
55A
7
$
57.91
$
10,037
$
120,447
Buyer, Senior
55A
8
$
60.84
$
10,546
$
126,547
Buyer, Senior
55A
9
$
63.88
$
11,073
$
132,875
Fiscal Clerk
31
1
$
26.45
$
4,585
$
55,015
Fiscal Clerk
31
2
$
27.82
$
4,822
$
57,864
Exhibit A
Newport Beach City Employees Association
MOU Term: November 29, 2025 - December 31, 2028
Effective January 9, 2027:
4% Cost -of -Living Adjustment (COLA)
Fiscal Clerk
31
3
$
29.20
$
5,062
$
60,741
Fiscal Clerk
31
4
$
30.63
$
5,309
$
63,705
Fiscal Clerk
31
5
$
32.16
$
5,575
$
66,899
Fiscal Clerk
31
6
$
33.80
$
5,858
$
70,295
Fiscal Clerk
31
7
$
35.48
$
6,150
$
73,804
Fiscal Clerk
31
8
$
37.25
$
6,457
$
77,488
Fiscal Clerk
31
9
$
39.12
$
6,780
$
81,362
Fiscal Clerk, Senior
65
1
$
30.79
$
5,338
$
64,050
Fiscal Clerk, Senior
65
2
$
32.27
$
5,594
$
67,129
Fiscal Clerk, Senior
65
3
$
33.93
$
5,882
$
70,582
Fiscal Clerk, Senior
65
4
$
35.65
$
6,179
$
74,150
Fiscal Clerk, Senior
65
5
$
37.41
$
6,484
$
77,804
Fiscal Clerk, Senior
65
6
$
39.27
$
6,807
$
81,688
Fiscal Clerk, Senior
65
7
$
41.25
$
7,150
$
85,803
Fiscal Clerk, Senior
65
8
$
43.33
$
7,510
$
90,120
Fiscal Clerk, Senior
65
9
$
45.49
$
7,885
$
94,625
Fiscal Specialist
85
1
$
35.68
$
6,184
$
74,207
Fiscal Specialist
85
2
$
37.49
$
6,498
$
77,977
Fiscal Specialist
85
3
$
39.34
$
6,819
$
81,832
Fiscal Specialist
85
4
$
41.31
$
7,160
$
85,918
Fiscal Specialist
85
5
$
43.41
$
7,524
$
90,292
Fiscal Specialist
85
6
$
45.53
$
7,891
$
94,694
Fiscal Specialist
85
7
$
47.84
$
8,292
$
99,500
Fiscal Specialist
85
8
$
50.22
$
8,704
$
104,449
Fiscal Specialist
85
9
$
52.73
$
9,139
$
109,671
Inventory Analyst
90
1
$
31.39
$
5,441
$
65,288
Inventory Analyst
90
2
$
32.94
$
5,709
$
68,511
Inventory Analyst
90
3
$
34.57
$
5,992
$
71,905
Inventory Analyst
90
4
$
36.31
$
6,294
$
75,532
Inventory Analyst
90
5
$
38.15
$
6,613
$
79,358
Inventory Analyst
90
6
$
40.06
$
6,944
$
83,328
Inventory Analyst
90
7
$
42.08
$
7,294
$
87,530
Inventory Analyst
90
8
$
44.20
$
7,661
$
91,932
Inventory Analyst
90
9
$
46.41
$
8,044
$
96,529
Librarian 1
20
1
$
36.09
$
6,256
$
75,071
Librarian 1
20
2
$
37.89
$
6,568
$
78,811
Librarian 1
20
3
$
39.76
$
6,891
$
82,696
Librarian 1
20
4
$
41.79
$
7,244
$
86,926
Librarian 1
20
5
$
43.85
$
7,601
$
91,213
Librarian 1
20
6
$
46.11
$
7,992
$
95,903
Librarian 1
20
7
$
48.38
$
8,385
$
100,622
Librarian 1
20
8
$
50.77
$
8,800
$
105,600
Librarian 1
20
9
$
53.31
$
9,240
$
110,880
Librarian 11
30A
1
$
39.66
$
6,875
$
82,494
Librarian II
30A
2
$
41.68
$
7,225
$
86,695
Librarian 11
30A
3
$
43.77
$
7,587
$
91,040
Librarian 11
30A
4
$
45.94
$
7,963
$
95,558
Exhibit A
Newport Beach City Employees Association
MOU Term: November 29, 2025 - December 31, 2028
Effective January 9, 2027:
4% Cost -of -Living Adjustment (COLA)
Librarian II
30A
5
$
48.25
$
8,364
$
100,363
Librarian II
30A
6
$
50.64
$
8,778
$
105,341
Librarian II
30A
7
$
53.18
$
9,217
$
110,607
Librarian II
30A
8
$
55.86
$
9,682
$
116,188
Librarian II
30A
9
$
58.65
$
10,166
$
121,998
Librarian III
35A
1
$
43.66
$
7,568
$
90,810
Librarian III
35A
2
$
45.80
$
7,939
$
95,270
Librarian III
35A
3
$
48.10
$
8,337
$
100,047
Librarian III
35A
4
$
50.55
$
8,762
$
105,139
Librarian III
35A
5
$
53.09
$
9,203
$
110,434
Librarian III
35A
6
$
55.71
$
9,656
$
115,872
Librarian III
35A
7
$
58.53
$
10,145
$
121,741
Librarian III
35A
8
$
61.42
$
10,646
$
127,755
Librarian III
35A
9
$
64.49
$
11,179
$
134,144
Library Assistant
70
1
$
30.70
$
5,321
$
63,848
Library Assistant
70
2
$
32.19
$
5,580
$
66,957
Library Assistant
70
3
$
33.82
$
5,863
$
70,352
Library Assistant
70
4
$
35.51
$
6,155
$
73,862
Library Assistant
70
5
$
37.28
$
6,462
$
77,545
Library Assistant
70
6
$
39.18
$
6,791
$
81,488
Library Assistant
70
7
$
41.11
$
7,126
$
85,516
Library Assistant
70
8
$
43.17
$
7,484
$
89,803
Library Assistant
70
9
$
45.33
$
7,858
$
94,293
Library Clerk 1
05
1
$
23.92
$
4,146
$
49,750
Library Clerk 1
05
2
$
25.09
$
4,350
$
52,196
Library Clerk 1
05
3
$
26.35
$
4,568
$
54,814
Library Clerk 1
05
4
$
27.67
$
4,796
$
57,548
Library Clerk 1
05
5
$
29.06
$
5,038
$
60,454
Library Clerk 1
05
6
$
30.50
$
5,287
$
63,446
Library Clerk 1
05
7
$
32.04
$
5,553
$
66,640
Library Clerk 1
05
8
$
33.63
$
5,829
$
69,949
Library Clerk 1
05
9
$
35.31
$
6,121
$
73,446
Library Clerk II
30
1
$
26.45
$
4,585
$
55,015
Library Clerk 11
30
2
$
27.82
$
4,822
$
57,864
Library Clerk II
30
3
$
29.20
$
5,062
$
60,741
Library Clerk 11
30
4
$
30.63
$
5,309
$
63,705
Library Clerk 11
30
5
$
32.16
$
5,575
$
66,899
Library Clerk II
30
6
$
33.80
$
5,858
$
70,295
Library Clerk II
30
7
$
35.48
$
6,150
$
73,804
Library Clerk II
30
8
$
37.25
$
6,457
$
77,488
Library Clerk 11
30
9
$
39.12
$
6,780
$
81,362
Library Clerk, Senior
71
1
$
30.70
$
5,321
$
63,848
Library Clerk, Senior
71
2
$
32.19
$
5,580
$
66,957
Library Clerk, Senior
71
3
$
33.82
$
5,863
$
70,352
Library Clerk, Senior
71
4
$
35.51
$
6,155
$
73,862
Library Clerk, Senior
71
5
$
37.28
$
6,462
$
77,545
Library Clerk, Senior
71
6
$
39.18
$
6,791
$
81,488
Exhibit A
Newport Beach City Employees Association
MOU Term: November 29, 2025 - December 31, 2028
Effective January 9, 2027:
4% Cost -of -Living Adjustment (COLA)
Library Clerk, Senior
71
7
$
41.11
$
7,126
$
85,516
Library Clerk, Senior
71
8
$
43.17
$
7,484
$
89,803
Library Clerk, Senior
71
9
$
45.33
$
7,858
$
94,293
Mail Processing Clerk, Senior
07
1
$
27.78
$
4,815
$
57,778
Mail Processing Clerk, Senior
07
2
$
29.16
$
5,055
$
60,655
Mail Processing Clerk, Senior
07
3
$
30.63
$
5,309
$
63,705
Mail Processing Clerk, Senior
07
4
$
32.14
$
5,570
$
66,841
Mail Processing Clerk, Senior
07
5
$
33.77
$
5,853
$
70,237
Mail Processing Clerk, Senior
07
6
$
35.46
$
6,146
$
73,747
Mail Processing Clerk, Senior
07
7
$
37.24
$
6,455
$
77,459
Mail Processing Clerk, Senior
07
8
$
39.09
$
6,776
$
81,314
Mail Processing Clerk, Senior
07
9
$
41.05
$
7,115
$
85,380
Marketing Specialist
02
1
$
36.56
$
6,337
$
76,049
Marketing Specialist
02
2
$
38.39
$
6,654
$
79,848
Marketing Specialist
02
3
$
40.28
$
6,982
$
83,789
Marketing Specialist
02
4
$
42.26
$
7,325
$
87,904
Marketing Specialist
02
5
$
44.43
$
7,702
$
92,421
Marketing Specialist
02
6
$
46.66
$
8,088
$
97,054
Marketing Specialist
02
7
$
48.97
$
8,488
$
101,859
Marketing Specialist
02
8
$
51.39
$
8,908
$
106,894
Marketing Specialist
02
9
$
53.96
$
9,353
$
112,239
Park Patrol Officer
89
1
$
26.06
$
4,517
$
54,210
Park Patrol Officer
89
2
$
27.38
$
4,745
$
56,943
Park Patrol Officer
89
3
$
28.72
$
4,978
$
59,734
Park Patrol Officer
89
4
$
30.17
$
5,230
$
62,755
Park Patrol Officer
89
5
$
31.67
$
5,489
$
65,864
Park Patrol Officer
89
6
$
33.26
$
5,764
$
69,172
Park Patrol Officer
89
7
$
34.93
$
6,054
$
72,654
Park Patrol Officer
89
8
$
36.67
$
6,357
$
76,279
Park Patrol Officer
89
9
$
38.51
$
6,674
$
80,093
Park Patrol Officer, Lead
22
1
$
29.24
$
5,069
$
60,828
Park Patrol Officer, Lead
22
2
$
30.71
$
5,323
$
63,878
Park Patrol Officer, Lead
22
3
$
32.23
$
5,587
$
67,043
Park Patrol Officer, Lead
22
4
$
33.86
$
5,870
$
70,438
Park Patrol Officer, Lead
22
5
$
35.55
$
6,162
$
73,949
Park Patrol Officer, Lead
22
6
$
37.32
$
6,469
$
77,631
Park Patrol Officer, Lead
22
7
$
39.19
$
6,793
$
81,516
Park Patrol Officer, Lead
22
8
$
41.15
$
7,134
$
85,602
Park Patrol Officer, Lead
22
9
$
43.21
$
7,490
$
89,882
Public Works Specialist
57A
1
$
35.55
$
6,162
$
73,949
Public Works Specialist
57A
2
$
37.32
$
6,469
$
77,631
Public Works Specialist
57A
3
$
39.20
$
6,795
$
81,545
Public Works Specialist
57A
4
$
41.14
$
7,131
$
85,573
Public Works Specialist
57A
5
$
43.20
$
7,488
$
89,860
Public Works Specialist
57A
6
$
45.42
$
7,872
$
94,465
Public Works Specialist
57A
7
$
47.64
$
8,258
$
99,096
Public Works Specialist
57A
8
$
50.06
$
8,678
$
104,132
Exhibit A
Newport Beach City Employees Association
MOU Term: November 29, 2025 - December 31, 2028
Effective January 9, 2027:
4% Cost -of -Living Adjustment (COLA)
Public Works Specialist
57A
9
$
52.57
$
9,112
$
109,339
Records Specialist
76
1
$
36.56
$
6,337
$
76,049
Records Specialist
76
2
$
38.39
$
6,654
$
79,848
Records Specialist
76
3
$
40.30
$
6,985
$
83,818
Records Specialist
76
4
$
42.29
$
7,330
$
87,961
Records Specialist
76
5
$
44.42
$
7,699
$
92,393
Records Specialist
76
6
$
46.62
$
8,081
$
96,968
Records Specialist
76
7
$
49.00
$
8,493
$
101,916
Records Specialist
76
8
$
51.38
$
8,905
$
106,866
Records Specialist
76
9
$
53.95
$
9,351
$
112,209
Recreation Coordinator
05A
1
$
33.81
$
5,860
$
70,323
Recreation Coordinator
05A
2
$
35.51
$
6,155
$
73,862
Recreation Coordinator
05A
3
$
37.27
$
6,460
$
77,516
Recreation Coordinator
05A
4
$
39.18
$
6,791
$
81,488
Recreation Coordinator
05A
5
$
41.11
$
7,126
$
85,516
Recreation Coordinator
05A
6
$
43.17
$
7,484
$
89,803
Recreation Coordinator
05A
7
$
45.36
$
7,862
$
94,349
Recreation Coordinator
05A
8
$
47.57
$
8,246
$
98,953
Recreation Coordinator
05A
9
$
49.95
$
8,658
$
103,900
Recreation Coordinator, Assistant
07A
1
$
27.78
$
4,815
$
57,778
Recreation Coordinator, Assistant
07A
2
$
29.16
$
5,055
$
60,655
Recreation Coordinator, Assistant
07A
3
$
30.63
$
5,309
$
63,705
Recreation Coordinator, Assistant
07A
4
$
32.14
$
5,570
$
66,841
Recreation Coordinator, Assistant
07A
5
$
33.77
$
5,853
$
70,237
Recreation Coordinator, Assistant
07A
6
$
35.46
$
6,146
$
73,747
Recreation Coordinator, Assistant
07A
7
$
37.24
$
6,455
$
77,459
Recreation Coordinator, Assistant
07A
8
$
39.09
$
6,776
$
81,314
Recreation Coordinator, Assistant
07A
9
$
41.05
$
7,115
$
85,380
Recreation Supervisor
04
1
$
39.52
$
6,850
$
82,198
Recreation Supervisor
04
2
$
41.51
$
7,195
$
86,346
Recreation Supervisor
04
3
$
43.57
$
7,551
$
90,617
Recreation Supervisor
04
4
$
45.74
$
7,927
$
95,130
Recreation Supervisor
04
5
$
48.05
$
8,329
$
99,949
Recreation Supervisor
04
6
$
50.43
$
8,741
$
104,890
Recreation Supervisor
04
7
$
52.99
$
9,186
$
110,228
Recreation Supervisor
04
8
$
55.63
$
9,643
$
115,718
Recreation Supervisor
04
9
$
58.42
$
10,125
$
121,504
Hourly rates are rounded to the nearest hundredth. Monthly and annual salaries are rounded to the nearest whole dollar.
Actual rates may vary slightly due to rounding.
Exhibit A
Newport Beach City Employees Association
MOU Term: November 29, 2025 - December 31, 2028
Effective January 8, 2028:
3% Cost -of -Living Adjustment (COLA)
Assistant, Administrative
75
1
$
37.66
$
6,528
$
78,330
Assistant, Administrative
75
2
$
39.54
$
6,854
$
82,243
Assistant, Administrative
75
3
$
41.51
$
7,194
$
86,332
Assistant, Administrative
75
4
$
43.56
$
7,550
$
90,600
Assistant, Administrative
75
5
$
45.75
$
7,930
$
95,165
Assistant, Administrative
75
6
$
48.02
$
8,323
$
99,877
Assistant, Administrative
75
7
$
50.47
$
8,748
$
104,974
Assistant, Administrative
75
8
$
52.92
$
9,173
$
110,072
Assistant, Administrative
75
9
$
55.57
$
9,631
$
115,575
Assistant, Department
55
1
$
30.22
$
5,238
$
62,860
Assistant, Department
55
2
$
31.72
$
5,498
$
65,972
Assistant, Department
55
3
$
33.28
$
5,769
$
69,231
Assistant, Department
55
4
$
34.95
$
6,058
$
72,699
Assistant, Department
55
5
$
36.72
$
6,365
$
76,375
Assistant, Department
55
6
$
38.54
$
6,681
$
80,168
Assistant, Department
55
7
$
40.47
$
7,014
$
84,169
Assistant, Department
55
8
$
42.49
$
7,365
$
88,377
Assistant, Department
55
9
$
44.61
$
7,733
$
92,796
Assistant, Office
15
1
$
25.83
$
4,478
$
53,731
Assistant, Office
15
2
$
27.13
$
4,702
$
56,429
Assistant, Office
15
3
$
28.50
$
4,940
$
59,274
Assistant, Office
15
4
$
29.94
$
5,189
$
62,267
Assistant, Office
15
5
$
31.42
$
5,446
$
65,350
Assistant, Office
15
6
$
33.00
$
5,720
$
68,638
Assistant, Office
15
7
$
34.62
$
6,001
$
72,018
Assistant, Office
15
8
$
36.36
$
6,303
$
75,634
Assistant, Office
15
9
$
38.18
$
6,618
$
79,416
Buyer
01
1
$
37.74
$
6,542
$
78,508
Buyer
01
2
$
39.64
$
6,871
$
82,450
Buyer
01
3
$
41.61
$
7,212
$
86,540
Buyer
01
4
$
43.70
$
7,575
$
90,897
Buyer
01
5
$
45.88
$
7,953
$
95,431
Buyer
01
6
$
48.17
$
8,350
$
100,202
Buyer
01
7
$
50.60
$
8,770
$
105,241
Buyer
01
8
$
53.08
$
9,200
$
110,398
Buyer
01
9
$
55.73
$
9,660
$
115,917
Buyer, Senior
55A
1
$
44.54
$
7,720
$
92,645
Buyer, Senior
55A
2
$
46.78
$
8,108
$
97,299
Buyer, Senior
55A
3
$
49.09
$
8,508
$
102,099
Buyer, Senior
55A
4
$
51.55
$
8,936
$
107,227
Buyer, Senior
55A
5
$
54.12
$
9,380
$
112,561
Buyer, Senior
55A
6
$
56.82
$
9,849
$
118,192
Buyer, Senior
55A
7
$
59.64
$
10,338
$
124,060
Buyer, Senior
55A
8
$
62.67
$
10,862
$
130,343
Buyer, Senior
55A
9
$
65.80
$
11,405
$
136,861
Fiscal Clerk
31
1
$
27.24
$
4,722
$
56,666
Fiscal Clerk
31
2
$
28.65
$
4,967
$
59,600
Exhibit A
Newport Beach City Employees Association
MOU Term: November 29, 2025 - December 31, 2028
Effective January 8, 2028:
3% Cost -of -Living Adjustment (COLA)
Fiscal Clerk
31
3
$
30.08
$
5,214
$
62,564
Fiscal Clerk
31
4
$
31.55
$
5,468
$
65,616
Fiscal Clerk
31
5
$
33.13
$
5,742
$
68,906
Fiscal Clerk
31
6
$
34.81
$
6,034
$
72,404
Fiscal Clerk
31
7
$
36.55
$
6,335
$
76,019
Fiscal Clerk
31
8
$
38.37
$
6,651
$
79,812
Fiscal Clerk
31
9
$
40.29
$
6,984
$
83,803
Fiscal Clerk, Senior
65
1
$
31.72
$
5,498
$
65,972
Fiscal Clerk, Senior
65
2
$
33.24
$
5,762
$
69,143
Fiscal Clerk, Senior
65
3
$
34.95
$
6,058
$
72,699
Fiscal Clerk, Senior
65
4
$
36.72
$
6,365
$
76,375
Fiscal Clerk, Senior
65
5
$
38.53
$
6,678
$
80,138
Fiscal Clerk, Senior
65
6
$
40.45
$
7,012
$
84,139
Fiscal Clerk, Senior
65
7
$
42.49
$
7,365
$
88,377
Fiscal Clerk, Senior
65
8
$
44.63
$
7,735
$
92,823
Fiscal Clerk, Senior
65
9
$
46.86
$
8,122
$
97,464
Fiscal Specialist
85
1
$
36.75
$
6,369
$
76,434
Fiscal Specialist
85
2
$
38.61
$
6,693
$
80,316
Fiscal Specialist
85
3
$
40.52
$
7,024
$
84,287
Fiscal Specialist
85
4
$
42.55
$
7,375
$
88,496
Fiscal Specialist
85
5
$
44.71
$
7,750
$
93,001
Fiscal Specialist
85
6
$
46.89
$
8,128
$
97,535
Fiscal Specialist
85
7
$
49.27
$
8,540
$
102,485
Fiscal Specialist
85
8
$
51.72
$
8,965
$
107,583
Fiscal Specialist
85
9
$
54.31
$
9,413
$
112,961
Inventory Analyst
90
1
$
32.33
$
5,604
$
67,246
Inventory Analyst
90
2
$
33.93
$
5,880
$
70,566
Inventory Analyst
90
3
$
35.61
$
6,172
$
74,063
Inventory Analyst
90
4
$
37.40
$
6,483
$
77,797
Inventory Analyst
90
5
$
39.30
$
6,812
$
81,739
Inventory Analyst
90
6
$
41.26
$
7,152
$
85,829
Inventory Analyst
90
7
$
43.34
$
7,513
$
90,155
Inventory Analyst
90
8
$
45.52
$
7,891
$
94,690
Inventory Analyst
90
9
$
47.80
$
8,285
$
99,425
Librarian 1
20
1
$
37.17
$
6,444
$
77,323
Librarian 1
20
2
$
39.03
$
6,765
$
81,176
Librarian 1
20
3
$
40.95
$
7,098
$
85,177
Librarian 1
20
4
$
43.05
$
7,461
$
89,534
Librarian 1
20
5
$
45.17
$
7,829
$
93,950
Librarian 1
20
6
$
47.49
$
8,232
$
98,780
Librarian 1
20
7
$
49.83
$
8,637
$
103,641
Librarian 1
20
8
$
52.29
$
9,064
$
108,768
Librarian 1
20
9
$
54.91
$
9,517
$
114,206
Librarian II
30A
1
$
40.85
$
7,081
$
84,969
Librarian II
30A
2
$
42.93
$
7,441
$
89,296
Librarian II
30A
3
$
45.08
$
7,814
$
93,771
Librarian 11
30A
4
$
47.32
$
8,202
$
98,424
Exhibit A
Newport Beach City Employees Association
MOU Term: November 29, 2025 - December 31, 2028
Effective January 8, 2028:
3% Cost -of -Living Adjustment (COLA)
Librarian II
30A
5
$
49.70
$
8,614
$
103,373
Librarian II
30A
6
$
52.16
$
9,042
$
108,501
Librarian II
30A
7
$
54.77
$
9,494
$
113,925
Librarian II
30A
8
$
57.54
$
9,973
$
119,674
Librarian II
30A
9
$
60.41
$
10,471
$
125,658
Librarian III
35A
1
$
44.97
$
7,795
$
93,534
Librarian III
35A
2
$
47.18
$
8,177
$
98,128
Librarian III
35A
3
$
49.54
$
8,587
$
103,048
Librarian III
35A
4
$
52.06
$
9,024
$
108,294
Librarian III
35A
5
$
54.69
$
9,479
$
113,747
Librarian III
35A
6
$
57.38
$
9,946
$
119,348
Librarian III
35A
7
$
60.29
$
10,449
$
125,394
Librarian III
35A
8
$
63.26
$
10,966
$
131,588
Librarian III
35A
9
$
66.43
$
11,514
$
138,168
Library Assistant
70
1
$
31.62
$
5,480
$
65,764
Library Assistant
70
2
$
33.16
$
5,747
$
68,965
Library Assistant
70
3
$
34.84
$
6,039
$
72,463
Library Assistant
70
4
$
36.58
$
6,340
$
76,078
Library Assistant
70
5
$
38.40
$
6,656
$
79,871
Library Assistant
70
6
$
40.35
$
6,994
$
83,932
Library Assistant
70
7
$
42.35
$
7,340
$
88,081
Library Assistant
70
8
$
44.47
$
7,708
$
92,497
Library Assistant
70
9
$
46.69
$
8,093
$
97,122
Library Clerk 1
05
1
$
24.64
$
4,270
$
51,242
Library Clerk 1
05
2
$
25.85
$
4,480
$
53,761
Library Clerk 1
05
3
$
27.14
$
4,705
$
56,458
Library Clerk 1
05
4
$
28.50
$
4,940
$
59,274
Library Clerk 1
05
5
$
29.94
$
5,189
$
62,267
Library Clerk 1
05
6
$
31.42
$
5,446
$
65,350
Library Clerk 1
05
7
$
33.00
$
5,720
$
68,638
Library Clerk 1
05
8
$
34.64
$
6,004
$
72,047
Library Clerk 1
05
9
$
36.37
$
6,304
$
75,650
Library Clerk II
30
1
$
27.24
$
4,722
$
56,666
Library Clerk II
30
2
$
28.65
$
4,967
$
59,600
Library Clerk 11
30
3
$
30.08
$
5,214
$
62,564
Library Clerk II
30
4
$
31.55
$
5,468
$
65,616
Library Clerk II
30
5
$
33.13
$
5,742
$
68,906
Library Clerk 11
30
6
$
34.81
$
6,034
$
72,404
Library Clerk 11
30
7
$
36.55
$
6,335
$
76,019
Library Clerk 11
30
8
$
38.37
$
6,651
$
79,812
Library Clerk II
30
9
$
40.29
$
6,984
$
83,803
Library Clerk, Senior
71
1
$
31.62
$
5,480
$
65,764
Library Clerk, Senior
71
2
$
33.16
$
5,747
$
68,965
Library Clerk, Senior
71
3
$
34.84
$
6,039
$
72,463
Library Clerk, Senior
71
4
$
36.58
$
6,340
$
76,078
Library Clerk, Senior
71
5
$
38.40
$
6,656
$
79,871
Library Clerk, Senior
71
6
$
40.35
$
6,994
$
83,932
Exhibit A
Newport Beach City Employees Association
MOU Term: November 29, 2025 - December 31, 2028
Effective January 8, 2028:
3% Cost -of -Living Adjustment (COLA)
Library Clerk, Senior
71
7
$
42.35
$
7,340
$
88,081
Library Clerk, Senior
71
8
$
44.47
$
7,708
$
92,497
Library Clerk, Senior
71
9
$
46.69
$
8,093
$
97,122
Mail Processing Clerk, Senior
07
1
$
28.61
$
4,959
$
59,511
Mail Processing Clerk, Senior
07
2
$
30.04
$
5,206
$
62,474
Mail Processing Clerk, Senior
07
3
$
31.55
$
5,468
$
65,616
Mail Processing Clerk, Senior
07
4
$
33.10
$
5,737
$
68,847
Mail Processing Clerk, Senior
07
5
$
34.78
$
6,029
$
72,344
Mail Processing Clerk, Senior
07
6
$
36.52
$
6,330
$
75,960
Mail Processing Clerk, Senior
07
7
$
38.36
$
6,649
$
79,783
Mail Processing Clerk, Senior
07
8
$
40.27
$
6,979
$
83,754
Mail Processing Clerk, Senior
07
9
$
42.28
$
7,328
$
87,942
Marketing Specialist
02
1
$
37.66
$
6,528
$
78,330
Marketing Specialist
02
2
$
39.54
$
6,854
$
82,243
Marketing Specialist
02
3
$
41.49
$
7,192
$
86,303
Marketing Specialist
02
4
$
43.53
$
7,545
$
90,541
Marketing Specialist
02
5
$
45.77
$
7,933
$
95,194
Marketing Specialist
02
6
$
48.06
$
8,330
$
99,965
Marketing Specialist
02
7
$
50.44
$
8,743
$
104,915
Marketing Specialist
02
8
$
52.93
$
9,175
$
110,101
Marketing Specialist
02
9
$
55.58
$
9,634
$
115,606
Park Patrol Officer
89
1
$
26.84
$
4,653
$
55,836
Park Patrol Officer
89
2
$
28.20
$
4,888
$
58,651
Park Patrol Officer
89
3
$
29.58
$
5,127
$
61,526
Park Patrol Officer
89
4
$
31.08
$
5,387
$
64,638
Park Patrol Officer
89
5
$
32.62
$
5,653
$
67,840
Park Patrol Officer
89
6
$
34.25
$
5,937
$
71,247
Park Patrol Officer
89
7
$
35.98
$
6,236
$
74,833
Park Patrol Officer
89
8
$
37.77
$
6,547
$
78,567
Park Patrol Officer
89
9
$
39.66
$
6,875
$
82,496
Park Patrol Officer, Lead
22
1
$
30.12
$
5,221
$
62,653
Park Patrol Officer, Lead
22
2
$
31.63
$
5,483
$
65,794
Park Patrol Officer, Lead
22
3
$
33.20
$
5,755
$
69,054
Park Patrol Officer, Lead
22
4
$
34.88
$
6,046
$
72,551
Park Patrol Officer, Lead
22
5
$
36.62
$
6,347
$
76,167
Park Patrol Officer, Lead
22
6
$
38.44
$
6,663
$
79,960
Park Patrol Officer, Lead
22
7
$
40.37
$
6,997
$
83,961
Park Patrol Officer, Lead
22
8
$
42.39
$
7,348
$
88,170
Park Patrol Officer, Lead
22
9
$
44.51
$
7,715
$
92,579
Public Works Specialist
57A
1
$
36.62
$
6,347
$
76,167
Public Works Specialist
57A
2
$
38.44
$
6,663
$
79,960
Public Works Specialist
57A
3
$
40.38
$
6,999
$
83,991
Public Works Specialist
57A
4
$
42.38
$
7,345
$
88,140
Public Works Specialist
57A
5
$
44.50
$
7,713
$
92,556
Public Works Specialist
57A
6
$
46.78
$
8,108
$
97,299
Public Works Specialist
57A
7
$
49.07
$
8,506
$
102,069
Public Works Specialist
57A
8
$
51.57
$
8,938
$
107,256
Exhibit A
Newport Beach City Employees Association
MOU Term: November 29, 2025 - December 31, 2028
Effective January 8, 2028:
3% Cost -of -Living Adjustment (COLA)
Public Works Specialist
57A
9
$
54.14
$
9,385
$
112,619
Records Specialist
76
1
$
37.66
$
6,528
$
78,330
Records Specialist
76
2
$
39.54
$
6,854
$
82,243
Records Specialist
76
3
$
41.51
$
7,194
$
86,332
Records Specialist
76
4
$
43.56
$
7,550
$
90,600
Records Specialist
76
5
$
45.75
$
7,930
$
95,165
Records Specialist
76
6
$
48.02
$
8,323
$
99,877
Records Specialist
76
7
$
50.47
$
8,748
$
104,974
Records Specialist
76
8
$
52.92
$
9,173
$
110,072
Records Specialist
76
9
$
55.57
$
9,631
$
115,575
Recreation Coordinator
05A
1
$
34.82
$
6,036
$
72,433
Recreation Coordinator
05A
2
$
36.58
$
6,340
$
76,078
Recreation Coordinator
05A
3
$
38.39
$
6,653
$
79,842
Recreation Coordinator
05A
4
$
40.35
$
6,994
$
83,932
Recreation Coordinator
05A
5
$
42.35
$
7,340
$
88,081
Recreation Coordinator
05A
6
$
44.47
$
7,708
$
92,497
Recreation Coordinator
05A
7
$
46.72
$
8,098
$
97,179
Recreation Coordinator
05A
8
$
49.00
$
8,493
$
101,921
Recreation Coordinator
05A
9
$
51.45
$
8,918
$
107,017
Recreation Coordinator, Assistant
07A
1
$
28.61
$
4,959
$
59,511
Recreation Coordinator, Assistant
07A
2
$
30.04
$
5,206
$
62,474
Recreation Coordinator, Assistant
07A
3
$
31.55
$
5,468
$
65,616
Recreation Coordinator, Assistant
07A
4
$
33.10
$
5,737
$
68,847
Recreation Coordinator, Assistant
07A
5
$
34.78
$
6,029
$
72,344
Recreation Coordinator, Assistant
07A
6
$
36.52
$
6,330
$
75,960
Recreation Coordinator, Assistant
07A
7
$
38.36
$
6,649
$
79,783
Recreation Coordinator, Assistant
07A
8
$
40.27
$
6,979
$
83,754
Recreation Coordinator, Assistant
07A
9
$
42.28
$
7,328
$
87,942
Recreation Supervisor
04
1
$
40.70
$
7,055
$
84,664
Recreation Supervisor
04
2
$
42.76
$
7,411
$
88,936
Recreation Supervisor
04
3
$
44.87
$
7,778
$
93,335
Recreation Supervisor
04
4
$
47.11
$
8,165
$
97,984
Recreation Supervisor
04
5
$
49.49
$
8,579
$
102,948
Recreation Supervisor
04
6
$
51.94
$
9,003
$
108,037
Recreation Supervisor
04
7
$
54.58
$
9,461
$
113,534
Recreation Supervisor
04
8
$
57.30
$
9,932
$
119,189
Recreation Supervisor
04
9
$
60.17
$
10,429
$
125,149
Hourly rates are rounded to the nearest hundredth. Monthly and annual salaries are rounded to the nearest whole dollar.
Actual rates may vary slightly due to rounding.
Page 144
Exhibit B
CITY EMPLOYEES ASSOCIATION
List of Proposed Certifications for Pay
MOU Term: November 29, 2025 - December 31, 2028
CERTIFICATE
MONTHLY AMOUNT
Forklift Training Certificate *
$45
Public Notary—
$45
"Only those unit members who were receiving the certificate pay at time of the 2012-
15 MOU are eligible for the benefit.
**Language added in 2015-18 MOU: only available to CEA members
Certified Revenue Officer Certificate removed upon adoption of the 2022-25 MOU,
NBCEA MOU 2025-2028
STATE OF CALIFORNIA }
COUNTY OF ORANGE ss.
CITY OF NEWPORT BEACH
I, Lena Shumway, 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 No. 2025-84 was
duly adopted by the City Council of said City at a regular meeting held on the 9th day of December, 2025,
by the following vote, to wit:
AYES: Mayor Joe Stapleton, Mayor Pro Tern Lauren Kleiman, Councilmember Noah Blom,
Councilmember Michelle Barto, Councilmember Robyn Grant, Councilmember Sara J.
Weber, Councilmember Erik Weigand
NAYS: None
IN WITNESS WHEREOF, I have hereunto subscribed my name and affixed the official seal of said
City this loth day of December, 2025.
Lena Shumway
City Clerk
City of Newport Beach, California