HomeMy WebLinkAbout06 - Adopting a MOU with the NBCEA and NBPTEA and Associated Salary SchedulesQ �EwPpRT
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TO:
FROM:
CITY OF
NEWPORT BEACH
City Council Staff Report
PREPARED BY:
PHONE:
November 16, 2021
Agenda Item No. 6
HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
Grace K. Leung, City Manager - 949-644-3001,
gleung@newportbeachca.gov
Barbara J. Salvini, Human Resources Director
949-644-3259
TITLE: Resolution No. 2021 - 109: Adopting a Memorandum of
Understanding with the Newport Beach City Employees Association
(CEA) and Newport Beach Professional and Technical Employees
Association (ProfTech) and Associated Salary Schedules
ABSTRACT:
The Tentative Agreements regarding the Memoranda of Understanding (MOU) between
the City of Newport Beach (City) and the Newport Beach City Employees Association
(CEA) and between the City and the Newport Beach Professional and Technical
Employees Association (ProfTech) were submitted at the Regular Meeting on October
26, 2021 to provide the City Council and the community an opportunity to consider the
terms and costs of the agreements.
The proposed MOUs are now presented for City Council's approval/adoption (or rejection)
and is the final step in the meet and confer process with these two associations. The
associated salary schedules are included in the recommendation for approval of the
MOUs. The attached budget amendment, Budget Amendment No. 22-018, appropriates
$86,102 in funding to implement the costs associated with the agreements for the current
fiscal year.
RECOMMENDATION:
a) Determine this action is exempt from the California Environmental Quality Act
(CEQA) pursuant to Sections 15060(c)(2) and 15060(c)(3) of the CEQA Guidelines
because this action will not result in a physical change to the environment, directly
or indirectly-,
b) Adopt Resolution No. 2021-109, 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 the City of Newport Beach and the Newport Beach Professional and Technical
Employees Association and the Associated Salary Schedules-, and
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Resolution No. 2021 - 109: Adopting a Memorandum of Understanding with the
Newport Beach City Employees Association (CEA) and Newport Beach Professional
and Technical Employees Association (ProfTech) and Associated Salary Schedules
November 16, 2021
c) Approve Budget Amendment No. 22-018 appropriating $86,102 in increased
expenditures in various City division salary and benefit accounts from
unappropriated General Fund balances.
DISCUSSION:
The following discussion was provided, in part, with the October 26, 2021 staff report and
is included here for reference:
The Newport Beach City Employees Association (CEA) and Professional and Technical
Employees Association (ProfTech) are exclusively recognized bargaining units. The CEA
represents 94 budgeted miscellaneous positions in administrative support, finance, library
services and recreational services occupations. The ProfTech represents 78 budgeted
miscellaneous positions in engineering, planning, and information technology
occupations. Both units are affiliated with the Laborers' International Union of North
America, Local 777 (LIUNA). During negotiations, City staff members, and CEA and
ProfTech board members discussed topics such as wage adjustments, disability benefits,
deferred compensation, retirement plans, cafeteria allowance, additional pays, overtime,
clarifying language, and other non -economic matters.
Salient provisions of the Tentative Agreements between the City and CEA and ProfTech
include:
• Term of four years from January 1, 2022 through December 31, 2025
• Wage adjustments
o January 1, 2022 — 1.0%
o January 1, 2023 — 1.5%
o January 1, 2024 — 2.0%
o January 1, 2025 — 2.0%
• City contributions to unit members actively participating in the City's deferred
compensation plan as follows:
o January 1, 2023 — One time deposit of $500
o January 1, 2023 and ongoing:
■ Matching City contribution up to $30 per month
■ Additional matching City contributions based on years of service
• City -paid short-term and long-term disability benefits
• Reopener in July 2023 to discuss possible changes to the medical benefit program
• Agreement to pilot a telecommuting program which will provide eligible employees
with a telecommuting bank of 80 hours
On October 5, 2021, the City was notified that in accordance with their ratification
procedures, the majority of CEA and ProfTech members met and voted to approve the
Tentative Agreements. The Agreements will not become effective, per Government Code
§3505.1, until the governing body, i.e., City Council, takes action to adopt them. The total
cost of the CEA MOU is estimated to be $1,811,717 and the total cost of the ProfTech
MOU is estimated to be $2,117,994.
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Resolution No. 2021 - 109: Adopting a Memorandum of Understanding with the
Newport Beach City Employees Association (CEA) and Newport Beach Professional
and Technical Employees Association (ProfTech) and Associated Salary Schedules
November 16, 2021
FISCAL IMPACT:
Detailed costing information for CEA and ProfTech is included as Attachments B and C,
respectively. As the MOUs are effective on January 1, 2022, the year one impact shown
in the detailed costing information is roughly two times the actual impact (e.g. only six
months of the fiscal year). The cost to implement the terms of the agreements for
FY 2021-22 is therefore approximately $159,897 rather than the $319,799 shown in
Attachments B and C. Additionally, the disability insurance premiums can be funded from
disability insurance reserve funds on hand for the balance of the current fiscal year, and
certain pension and compensated absences costs are long term in nature and will not
impact the current fiscal year's budget. Should the Council approve the MOUs, the
budgetary impact is therefore reduced to $86,102 in FY 2021-22.
Sufficient projected unassigned General Fund balance is available to fund the required
appropriations. Budget Amendment No. 22-018 appropriating $86,102 is included as
Attachment D for your review.
ENVIRONMENTAL REVIEW:
Staff recommends the City Council find this action 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, Chapter 3, because it has no
potential for resulting in physical change to the environment, directly or indirectly.
NOTICING:
The agenda item has been noticed according to the Brown Act (72 hours in advance of
the meeting at which the City Council considers the item).
ATTACHMENTS:
Attachment A — Resolution No. 2021-109
Attachment B — Estimated Cost of Contract with CEA
Attachment C — Estimated Cost of Contract with Prof Fech
Attachment D — Budget Amendment No. 22-018
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ATTACHMENT A
RESOLUTION NO. 2021-109
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF NEWPORT BEACH, CALIFORNIA, ADOPTING
MEMORANDA OF UNDERSTANDING BETWEEN THE
CITY OF NEWPORT BEACH AND 1) THE NEWPORT
BEACH CITY EMPLOYEES ASSOCIATION AND 2) THE
NEWPORT BEACH PROFESSIONAL AND TECHNICAL
EMPLOYEES ASSOCIATION AND AMENDING THE
SALARY SCHEDULES
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, of 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 Memoranda of Understanding with
the Newport Beach City Employees Association ("CEA") and with the Newport Beach
Professional and Technical Employees Association ("ProfTech"), both of which are
recognized employee organizations, for the term of January 1, 2019 through December
31, 2021;
WHEREAS, representatives from the City, CEA and ProfTech met and conferred
in good faith and reached tentative agreements on wages, benefits and other terms and
conditions of employment, which are memorialized in the Memoranda of Understanding
between the City and CEA and the City and ProfTech, attached hereto as Exhibit A and
Exhibit B respectively, and incorporated herein by this reference;
WHEREAS, CEA and ProfTech ratified their respective Memoranda of
Understanding on October 5, 2021;
WHEREAS, City of Newport Beach Charter Section 601 requires the City Council
to provide the number, titles, qualifications, powers, duties and compensation of all
officers and employees of the City;
WHEREAS, Newport Beach Municipal Code Section 2.28.010 provides, upon
recommendation of the City Manager, the City Council may establish by resolution the
salary range or rate for each class or position;
Resolution No. 2021 -
Page 2 of 3
WHEREAS, the City Manager has reviewed the changes to the salary schedule
for CEA and ProfTech unit members provided in this resolution and recommends
approval;
WHEREAS, the City Council received and considered the Memoranda of
Understanding at its regular meeting on October 26, 2021;
WHEREAS, by adopting this resolution, the City Council intends to amend the
salary schedules for CEA and ProfTech unit members so as to be in conformance with
the Memoranda of Understanding; and
WHEREAS, by adopting this resolution, the City Council also desires to replace
the 2019-2021 memoranda of understanding between the City and CEA and ProfTech by
adopting the Memoranda of Understanding attached hereto as Exhibit A and Exhibit B to
serve as the successor agreements between the City and CEA and the City and ProfTech
for the period January 1, 2022 through December 31, 2025.
NOW, THEREFORE, the City Council of the City of Newport Beach resolves as
follows:
Section 1: The City Council does hereby adopt the Memoranda of
Understanding that are attached hereto and incorporated herein as Exhibits A and B.
Wages, hours, fringe benefits, and other terms and conditions of employment for
employees represented by CEA and ProfTech shall be provided in accordance with the
provisions of the Memoranda of Understanding, attached hereto as Exhibits A and B,
which shall serve as the successor agreements between the City and CEA and the City
and ProfTech for the period January 1, 2022 through December 31, 2025.
Section 2: The Memoranda of Understanding shall be effective from the dates
of January 1, 2022 through December 31, 2025.
Section 3: The City's salary schedule shall be modified to be consistent with this
resolution. Any resolution, or part thereof, in conflict with this resolution shall be of no
effect.
Section 4: The recitals provided in this resolution are true and correct and are
incorporated into the operative part of this resolution.
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Resolution No. 2021 -
Page 3 of 3
Section 5: If any section, subsection, sentence, clause or phrase of this
resolution is, for any reason, held to be invalid or unconstitutional, such decision shall not
affect the validity or constitutionality of the remaining portions of this resolution. The City
Council hereby declares that it would have passed this resolution, and each section,
subsection, sentence, clause or phrase hereof, irrespective of the fact that any one or
more sections, subsections, sentences, clauses or phrases be declared invalid or
unconstitutional.
Section 6: The City Council finds the adoption of this resolution is not subject to
the California Environmental Quality Act ("CEQA") pursuant to Sections 15060(c)(2) (the
activity will not result in a direct or reasonably foreseeable indirect physical change in the
environment) and 15060(c)(3) (the activity is not a project as defined in Section 15378)
of the CEQA Guidelines, California Code of Regulations, Title 14, Division 6, Chapter 3,
because it has no potential for resulting in physical change to the environment, directly or
indirectly.
Section 7: This resolution shall take effect immediately upon its adoption by the
City Council, and the City Clerk shall certify the vote adopting the resolution.
ADOPTED 16th day of November 2021.
Brad Avery
Mayor
Leilani I. Brown
City Clerk
APPROVED AS TO FORM:
CIT ATTORNEY'S nFFICE
C.-
Aaron C. Harp
City Attorney
Exhibit A - Memorandum of Understanding between the City and the Newport Beach
City Employees Association
Exhibit B — Memorandum of Understanding between the City and the Professional and
Technical Employees Association
Exhibit A
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MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF NEWPORT BEACH
AND
THE NEWPORT BEACH
CITY EMPLOYEES
ASSOCIATION
SEW POR
Fo
January 1, 2022 through December 31, 2025
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF NEWPORT BEACH
AND
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION
January 1, 2022 — December 31, 2025
TABLE OF CONTENTS
Preamble
Section 1. General Provisions
Recognition.....................................................................................................................
1
Durationof Memorandum................................................................................................
1
ReleaseTime..................................................................................................................
2
Scope..............................................................................................................................
2
Employee Data and Access............................................................................................
3
Conclusiveness..............................................................................................................
3
Modifications...................................................................................................................
4
AssociationDues.............................................................................................................4
Section 2. Compensation
Salary............................................................................................................................4
Overtime.......................................................................................................................... 5
StandbyDuty................................................................................................................... 5
CallbackDuty.................................................................................................................. 6
Accumulation of Compensatory Time Off........................................................................ 6
ShiftDifferential............................................................................................................... 6
Incentive Shift for Library Members................................................................................. 7
CourtTime...................................................................................................................... 7
CertificatePay................................................................................................................. 7
ActingPay....................................................................................................................... 7
BilingualPay................................................................................................................... 8
Section 3. Leaves
FlexLeave....................................................................................................................... 8
HolidayLeave................................................................................................................
9
BereavementLeave
...................................................................................................... 10
LeaveSellback..............................................................................................................
10
.•
Section 4. Fringe Benefits
Insurance...................................................................................................................... 11
Additional Insurance Programs..................................................................................... 12
Employee Assistance Program..................................................................................... 13
RetirementBenefit......................................................................................................... 13
LIUNA Supplemental Pension....................................................................................... 15
Retiree Medical Benefit................................................................................................. 15
Tuition Reimbursement................................................................................................. 19
Deferred Compensation................................................................................................ 19
Section 5. Miscellaneous Provisions
Reduction in Force/Layoffs............................................................................................ 20
Recruitment and Selection............................................................................................ 22
9/80 Scheduling Plan.................................................................................................... 23
Labor Management Committee..................................................................................... 23
Discipline — Notice of Intent........................................................................................... 23
Grievance Procedure.................................................................................................... 23
Probation....................................................................................................................... 25
Salary on Reclassification............................................................................................. 25
Uniforms and Safety Equipment.................................................................................... 25
ServiceAwards............................................................................................................. 26
DirectDeposit................................................................................................................ 26
Telecommuting Program... ............................................................................................ 26
Separability................................................................................................................... 26
EXHIBIT A: Represented Job Classifications and Pay Rates ....................................... 28
EXHIBIT B- Approved Certificates................................................................................. 32
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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 January 1, 2022 through December 31, 2025 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 January 1, 2022. This MOU shall remain in full force and effect until
December 31, 2025, and the provisions of this MOU shall continue after the date
of expiration of this MOU in the event the parties are meeting and conferring on a
successor MOU.
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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
1. 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. The practical consequences of a Management Rights decision on wages, hours,
and other terms and conditions of employment shall be subject to the grievance
procedures.
3. Pursuant to this MOU, the City reserves and retains all 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;
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION MOU 2022-2025
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(b) the establishment of standards of service;
(c) to assign work to employees as deemed appropriate;
(d) the direction and supervision of its employees;
(e) the discipline of employees;
(f) the power to relieve employees from duty for lack of work or other legitimate
reasons;
(g) to maintain the efficiency of operations;
(h) to determine the methods, means and personnel by which operations are to be
conducted;
(i) the right to take all necessary actions to fulfill the Department's responsibilities
in the event of an emergency; and
(j) 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.
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION MOU 2022-2025
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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
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 the pay period that includes January 1, 2022, base salaries will be increased by
one percent (1.0%) for all represented classifications.
Effective the pay period that includes January 1, 2023, base salaries will be increased by
one and one-half percent (1.5%) for all represented classifications.
Effective the pay period that includes January 1, 2024, base salaries will be increased by
two percent (2.0%) for all represented classifications.
Effective the pay period that includes January 1, 2025, base salaries will be increased by
two percent (2.0%) for all represented classifications.
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION MOU 2022-2025
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k,
B. Overtime
1. Advanced Approval - Employees must have advanced approval from their
supervisor to work overtime.
2. FLSA Overtime - Overtime earned for actual work hours in excess of 40 in the
employee's defined FLSA workweek.
3. Contract Overtime — Overtime earned for an employee whose hours paid in their
defined FLSA workweek exceeds 40. For purposes of calculating hours paid for
contract overtime, holidays 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 and 9/80), 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
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION MOU 2022-2025
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1.1
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
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 Comoensatory 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 $1.00 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
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION MOU 2022-2025
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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.
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.
1. Certificate Pay
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. For "new members" as defined
by the Public Employees' Pension Reform Act of 2013, acting pay will not be reported as
pensionable compensation to CaIPERS. The employee must be performing 100% of the
duties in the higher classification for temporary upgrade pay to be reportable.
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION MOU 2022-2025
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K. Bilingual Pay
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.
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 Hrs. Accrued Per I Annual Hours Max Allowable
Service Pa Period I Balance (hours
Less than 5
6.00
156.00
468.00
5 but less than 9
6.61
171.86
515.58
9 but less than 12
7.23
187.98
563.94
12 but less than 16
8.15
211.90
635.70
16 but less than 20
8.77
228.02
684.06
20 but less than 25
9.38
243.88
731.64
25 and over
10.00
260.00
780.00
Members shall accrue three (3) months (i.e., 39 hours) of flex leave in the manner and as
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.
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1. Limit on Accumulation
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 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
January 1
Martin Luther King Day
January — 3'd Monday
Washington's Birthday
February — 3'd Monday
Memorial Day
May — Last Monday
Floating Holiday*
July 1
Independence Day
July 4
Labor Day
September — 15t Monday
Veterans Day
November 11
Thanksgiving Day
November — 4th Thursday
Friday After Thanksgiving
November — 4th Friday
Christmas Eve
December 24 last % of workday)
Christmas Day
December 25
New Year's Eve
December 31 last % of workdayj
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
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on a day that the employee is regularly scheduled to work eight hours, the employee is
eligible to receive eight hours of holiday pay.
1. Holidays listed above (except the floating holiday) occurring on a Saturday shall be
observed the preceding Friday. Holidays occurring on a Sunday shall be observed the
following Monday. (Half day holidays shall be observed prior to the observed holiday).
2. Holiday pay 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).
The floating holiday is awarded on July 1. Eight hours of holiday leave is added to the
member's vacation or 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 in 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, grandparents and the member's
spouse's/domestic partner's father, mother, brother, sister, child and grandparents. The
provisions of this Section shall not diminish or reduce any rights a member may have
pursuant to applicable provisions of state or federal law. A member requesting
bereavement leave shall notify their supervisor as soon as possible of the need to take
leave.
D. Leave Sellback
Employees shall have the option (on two occasions) of selling back on an hour for hour
basis, accrued flex or vacation leave. In no event shall the flex or vacation leave balance
be reduced below one hundred and sixty (160) hours. Hours sold back will be subject to
the Retiree Health Savings Plan Part C contributions, per Section 4 (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
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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
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.
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 One Thousand, Seven Hundred
Twenty -Five Dollars ($1,725), 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
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agreement releasing the City from any responsibility or liability to provide medical
insurance coverage on an annual basis.
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 the City contribution provided above, those
unused cafeteria plan funds 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.
On or before July 1, 2023, at the request of either party, the parties shall meet and
confer in good faith to discuss possible changes to the medical benefit program,
contribution levels, or other elements of healthcare services, provided, however, that
any changes to the MOU may only occur by mutual agreement of the parties.
3. Dental Insurance
The existing or comparable dental plans shall be maintained as part of the City's health
plan offerings as agreed upon by the Benefits Information Committee.
4. Vision Insurance
The existing or 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 Soendina Account
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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.
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 Disab
ng -Term Diw1bUfty
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
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 (CalPERS)
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 1, Tier 11 and Tier lll.
1. Retirement Formula
Tier 1: For employees hired by the City on or before November 23, 2012, the
retirement formula shall be the 2.5% @ 55 calculated on the basis of the single highest
year.
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Tier H: 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
highest months' salary.
Tier 1I1: For employees first hired by the City on or after January 1, 2013, and who do
not meet the Tier Il 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. Employee 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
Ca/PERS retirement benefit, 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. Employees in each Tier will
contribute 13% of pensionable pay toward the retirement benefit.
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).
Under a separate agreement and ratified via a contract amendment with CalPERS in
2008, Tier /employees shall contribute 2.42% compensation earnable (as cost
sharing) per Government Code section 20516(a).
Tier / Employees - shall contribute a total employee contribution of 13% as
follows: Tier I — Eight percent (8%) member contribution, 2.42% of
compensation earnable as cost sharing per Government Code section
20516(a) and 2.58% of compensation earnable as cost sharing per
Government Code section 20516(f).
Tier if Employees - shall contribute a total employee contribution of 13% as
follows: seven percent (7%) (compensation earnable) member contribution and
six percent (6%) of compensation earnable as cost sharing per Government
Code section 20516(f).
Tier 111 Employees - The minimum statutory employee contribution for
employees in Tier III is subject to the provisions of PEPRA and equals 50% of
the "total normal cost". Tier III employees shall make an additional contribution
of pensionable compensation toward retirement pursuant to Government Code
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Section 20516(f), such that the total employee contribution equals 13% of
pensionable compensation.
The City contracts with Ca/PERS for the 4th Level 1959 Survivors Insurance Benefit,
$500 Lump Sum Death Benefit, Sick Leave Credit, Military Service Credit, 2% Cost of
Living Adjustment and the pre -retirement option settlement 2 death benefit
(Government Code Section 21548).
E. LIUNA Suoolemental Pension
The unit members agree to pay any costs and/or contributions associated with its
members' participation in the LIUNA Supplemental Pension Fund. The City's sole
obligation is to forward the agreed upon amount to the fund. The City is not responsible
for, nor does it make any representation regarding the payment of benefits to unit
members.
The employees' contributions to the LIUNA Supplemental Pension Fund are deemed
"picked -up" and treated as employer contributions. Employees cannot opt out of the "pick-
up," or receive the contributed amounts directly instead of having them paid to the plan.
Participation at the same level will continue to be mandatory for members of the
Association.
The Association agrees with the procedural change and acknowledges that members
who leave City employment prior to vesting in the LIUNA pension plan will still have no
right to return of amounts contributed, or other recourse against the City concerning
LIUNA.
Effective March 16, 2019, unit members agree to pick up the actual costs and
contributions required by LIUNA for participation in the LIUNA Supplemental Pension
Fund for as long as its members participate in the LIUNA Supplemental Pension Fund.
The parties are not precluded from discussing the LIUNA Supplemental Pension in future
labor negotiations.
The Association and LIUNA agree to defend, indemnify and hold harmless the City for its
actions pursuant to this section. This includes, but is not limited to, any challenge by any
member of the bargaining unit related to making contributions to the LIUNA Supplemental
Pension Fund or receiving benefits from the LIUNA Supplemental Pension Fund.
F. Retiree Medical Benefit
This is an Integral Part Trust (IPT) RHS Retiree Health Savings (RHS) plan (formerly the
Medical Expense Reimbursement Program - "MERP'). Each member has an individual
RHS account ("Account'), which accumulates based on the category they fall under (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
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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. The process of fully
converting to the new program is ongoing for an extended period. During the
transition, employees and (then) existing retirees were administratively classified into
different categories. The benefit is structured differently for each of the categories.
The categories are as follows:
a. Category 1 - Employees who become eligible for the benefit after January 1,
2006. This may include new hires, rehires and part-time employees appointing
to full-time status.
b. Category 2 - Employees who were active and enrolled in the previous defined
benefit as of December 31, 2005, eligible for the new defined contribution
program as of January 1, 2006 and whose age plus years of service as of
January 1, 2006 was less than 50.
c. Category 3 - Employees who were active and enrolled in the previous defined
benefit as of December 31, 2005, eligible for the new defined contribution
program as of January 1, 2006 and whose age plus years of service as of
January 1, 2006 was 50 or greater.
2. Eligibility
All 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 I" and must revest in the
program. Any remaining balance deposited during prior eligibility will remain in the
Account.
Employees who become ineligible (no longer covered by 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.
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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 I% employee contribution deducted
each pay period and deposited into the Account through payroll. Deductions begin the
pay period in which the employee becomes eligible and are reported to CaIPERS 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 CaIPERS as pensionable.
The parties agree that the City's Part B contributions during active employment
constitute the minimum CaIPERS participating employer's contribution (i.e., the
CaiPERS statutory minimum amount) towards medical insurance after retirement. The
parties also agree that, for retirees selecting a CaIPERS medical plan, or any other
plan with a similar employer 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 CaIPERS as pensionable.
The Association determines the level of contribution for all unit members, subject to
the following constraints. All employees within the Association must participate at the
same level. The participation level shall be specified as a percentage of the flex leave
balance available in each employee's leave bank at the time of separation from the
City, or status change, or as a percentage of the flex leave balance being cashed out.
For example, if the Association wishes to elect 30% Part C contributions, then each
member leaving the City, or cashing out eligible leave at any other time, would have
the cash equivalent of 30% of the amount that is cashed out deposited to their RHS
Account on a pre-tax basis. The remaining 70% would be paid in cash as taxable
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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
Ca1PERS 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.
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
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City will deposit $400 per month into the Account upon retirement, up to a
maximum of $4,800 per year, less the Ca1PERS 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 Ca1PERS 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.
G. Tuition Reimbursement
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°/x) of the actual cost of tuition, books, fees
or other student expenses for approved job—related coursework, seminars or professional
development programs. 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.
H. 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:
One -Time Deposit: Effective the first day of the pay period which includes January 1,
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2023, unit members who are enrolled in the City's deferred compensation program will
receive a one-time deposit of five hundred dollars ($500). The City is only obligated to
make the contribution if the unit member has enrolled in the deferred compensation
program as of the first day of the pay period which includes January 1, 2023. This deposit
is for this pay period only and does not carry over to subsequent pay periods. There is no
retroactivity.
Matchinq Citz Contributions: Effective the first day of the pay period which includes
January 1, 2023, 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
January 1, 2023
January 1, 2024
January 1, 2025
Service
15-19
$20
$25
$30
20-25
$25
$30
$35
25+
$30
$35
$40
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/Lam
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.
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DEFINITIONS
"Bumping Rights", "Bumping" or "Bump" shall mean (1) the right of an employee,
based upon seniority within a series to bump into a lower ranking classification
within the same series, (2) to be followed by an employee being permitted to bump
into a classification within a different series. The latter bumping shall be based
upon unit wide seniority and shall be limited to a 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.
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION MOU 2022-2025
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22
2. Employees within a Classification shall be laid off in inverse order of Seniority.
3. An employee subject to Layoff in one Classification shall have the right to Bump a
less senior employee in a lower ranking Classification within a Series. An
employee who has Bumping rights shall notify the Department Director within three
(3) working days after notice of Layoff of 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).
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION MOU 2022-2025
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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
qualified.
C. 9/80 Schedulinq Plan
Unit members work either a 5/40 or 9/80 work schedule.
Employees assigned to the 9/80 work schedule will have alternating Fridays off with the
City determining which employees will work on each alternating Friday to ensure effective
coverage of the work. Supervisors may approve a different alternating day off based on
extenuating business circumstances.
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. Discipline - 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 a discipline intended, and the
employee shall be offered the opportunity for to 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
Manager or designee.
F. Grievance Procedure
Step 1: A grievance may be filed by any employee 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 a provision of this MOU.
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION MOU 2022-2025
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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 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 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
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.
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION MOU 2022-2025
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25
G. Probation
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 theirformer 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 theirformer 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.
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).
I. Uniforms and Safety Equipment
For assigned Park Patrol staff, uniforms shall be worn at all times during regular business
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION MOU 2022-2025
6-35
26
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.
J. 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.
K. Direct Deposit
All employees shall participate in the payroll direct deposit system.
L. Telecommuting Program
The City agrees to a telecommuting program that will provide for 80 hours of
telecommuting hours to be used in accordance with City policy. While unit members are
invited to participate in policy formation, the terms and conditions are subject to
management approval before the program will be implemented. Additionally, the
provisions of the policy shall not trigger any right of grievance or appeal. This will be a
pilot program which shall terminate upon the expiration of this MOU. Once approved, a
copy of the policy governing this program will be attached as an addendum to this MOU.
M. 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.
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION MOU 2022-2025
6-36
Executed this day of , 2021:
27
FOR THE NEWPORT BEACH CITY EMPLOYEES ASSOCIATION:
By: }.
Anne Doughty, President
FOR THE CITY OF NEWPORT BEACH
Brad Avery, Mayor
ATTEST:
By:
Leilani Brown, City Clerk
CITY OF NEWPORT BEACH
APPROVED AS TO FORM
,,— C, d "
Aaron C. Harp, City Attorney
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION MOU 2022-2025
6-37
28
Exhibit A
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION
MOU Term: January 1, 2022 - December 31, 2025
1.0 % Cost of Living Adjustment
Effective the pay period including January 1, 2022
1 Hourly pay rates are rounded to the nearest hundredth.
2 Monthly pay rates are rounded to nearest whole dollar.
HOURLY PAY RATE 1
MONTHLY PAY RATE 2
REPRESENTED POSITIONS
MIN
MAX
MIN
MAX
Assistant, Administrative
$30.64
$43.06
$5,311
$7,463
Assistant, Department
$24.59
$34.57
$4,262
$5,992
Assistant, Office
$21.02
$29.59
$3,643
$5,128
Buyer
$30.71
$43.18
$5,323
$7,485
Buyer, Senior
$36.24
$50.99
$6,282
$8,838
Fiscal Clerk
$22.17
$31.22
$3,842
$5,412
Fiscal Clerk, Senior
$25.81
$36.31
$4,473
$6,294
Fiscal Specialist
$29.90
$42.08
$5,182
$7,294
Inventory Analyst
$26.30
$37.04
$4,559
$6,420
Librarian 1
$30.25
$42.55
$5,243
$7,375
Librarian 11
$33.24
$46.81
$5,761
$8,114
Librarian 111
$36.59
$51.47
$6,342
$8,922
Library Assistant
$25.72
$36.18
$4,459
$6,272
Library Clerk 1
$20.04
$28.18
$3,474
$4,885
Library Clerk II
$22.17
$31.22
$3,842
$5,412
Library Clerk, Senior
$25.72
$36.18
$4,459
$6,272
Marketing Specialist
$30.64
$43.07
$5,311
$7,465
Park Patrol Officer
$21.84
$30.73
$3,786
$5,327
Park Patrol Officer, Lead
$24.51
$34.49
$4,248
$5,978
Public Works Specialist
$29.79
$41.96
$5,164
$7,272
Records Specialist
$30.64
$43.06
$5,311
$7,463
Recreation Coordinator
$28.33
$39.87
$4,911
$6,911
Recreation Supervisor
$33.12
$46.62
$5,740
$8,081
1 Hourly pay rates are rounded to the nearest hundredth.
2 Monthly pay rates are rounded to nearest whole dollar.
29
Exhibit A
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION
MOU Term: January 1, 2022 - December 31, 2025
1.5 % Cost of Living Adjustment
Effective the pay period including January 1, 2023
1 Hourly pay rates are rounded to the nearest hundredth.
Z Monthly pay rates are rounded to nearest whole dollar.
6-39
HOURLY PAY RATE 1
MONTHLY PAY RATE 2
REPRESENTED POSITIONS
MIN
MAX
MIN
MAX
Assistant, Administrative
$31.10
$43.70
$5,391
$7,575
Assistant, Department
$24.96
$35.09
$4,326
$6,082
Assistant, Office
$21.33
$30.03
$3,698
$5,205
Buyer
$31.17
$43.83
$5,403
$7,598
Buyer, Senior
$36.78
$51.75
$6,376
$8,970
Fiscal Clerk
$22.50
$31.69
$3,900
$5,493
Fiscal Clerk, Senior
$26.19
$36.85
$4,540
$6,388
Fiscal Specialist
$30.35
$42.71
$5,260
$7,404
Inventory Analyst
$26.70
$37.60
$4,628
$6,517
Librarian 1
$30.70
$43.18
$5,321
$7,485
Librarian II
$33.74
$47.52
$5,848
$8,236
Librarian III
$37.14
$52.25
$6,437
$9,056
Library Assistant
$26.11
$36.72
$4,526
$6,366
Library Clerk 1
$20.35
$28.61
$3,526
$4,958
Library Clerk II
$22.50
$31.69
$3,900
$5,493
Library Clerk, Senior
$26.11
$36.72
$4,526
$6,366
Marketing Specialist
$31.10
$43.71
$5,391
$7,577
Park Patrol Officer
$22.17
$31.19
$3,843
$5,407
Park Patrol Officer, Lead
$24.88
$35.01
$4,312
$6,068
Public Works Specialist
$30.24
$42.58
$5,242
$7,381
Records Specialist
$31.10
$43.70
$5,391
$7,575
Recreation Coordinator
$28.76
$40.47
$4,985
$7,014
Recreation Supervisor
$33.61
$47.32
$5,827
$8,203
1 Hourly pay rates are rounded to the nearest hundredth.
Z Monthly pay rates are rounded to nearest whole dollar.
6-39
30
Exhibit A
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION
MOU Term: January 1, 2022 - December 31, 2025
2.0 % Cost of Living Adjustment
Effective the pay period including January 1, 2024
1 Hourly pay rates are rounded to the nearest hundredth.
2 Monthly pay rates are rounded to nearest whole dollar.
WOR
HOURLY PAY RATE 1
MONTHLY PAY RATE Z
REPRESENTED POSITIONS
MIN
MAX
MIN
MAX
Assistant, Administrative
$31.72
$44.58
$5,499
$7,727
Assistant, Department
$25.46
$35.79
$4,413
$6,204
Assistant, Office
$21.76
$30.63
$3,772
$5,309
Buyer
$31.79
$44.71
$5,511
$7,749
Buyer, Senior
$37.52
$52.79
$6,503
$9,150
Fiscal Clerk
$22.95
$32.32
$3,978
$5,603
Fiscal Clerk, Senior
$26.72
$37.59
$4,631
$6,516
Fiscal Specialist
$30.95
$43.57
$5,365
$7,552
Inventory Analyst
$27.23
$38.35
$4,720
$6,647
Librarian 1
$31.31
$44.05
$5,428
$7,635
Librarian II
$34.41
$48.47
$5,965
$8,401
Librarian III
$37.88
$53.29
$6,566
$9,237
Library Assistant
$26.63
$37.46
$4,616
$6,493
Library Clerk I
$20.75
$29.18
$3,597
$5,057
Library Clerk II
$22.95
$32.32
$3,978
$5,603
Library Clerk, Senior
$26.63
$37.46
$4,616
$6,493
Marketing Specialist
$31.72
$44.59
$5,499
$7,729
Park Patrol Officer
$22.61
$31.82
$3,920
$5,515
Park Patrol Officer, Lead
$25.37
$35.71
$4,398
$6,189
Public Works Specialist
$30.85
$43.44
$5,347
$7,529
Records Specialist
$31.72
$44.58
$5,499
$7,727
Recreation Coordinator
$29.33
$41.28
$5,085
$7,154
Recreation Supervisor
$34.29
$48.27
$5,943
$8,367
1 Hourly pay rates are rounded to the nearest hundredth.
2 Monthly pay rates are rounded to nearest whole dollar.
WOR
31
Exhibit A
NEWPORT BEACH CITY EMPLOYEES ASSOCIATION
MOU Term: January 1, 2022 - December 31, 2025
2.0 % Cost of Living Adjustment
Effective the pay period including January 1, 2025
1 Hourly pay rates are rounded to the nearest hundredth.
Z Monthly pay rates are rounded to nearest whole dollar.
6-41
HOURLY PAY RATE 1
MONTHLY PAY RATE Z
REPRESENTED POSITIONS
MIN
MAX
MIN
MAX
Assistant, Administrative
$32.36
$45.47
$5,608
$7,881
Assistant, Department
$25.97
$36.51
$4,501
$6,328
Assistant, Office
$22.20
$31.24
$3,847
$5,415
Buyer
$32.43
$45.60
$5,621
$7,904
Buyer, Senior
$38.27
$53.84
$6,633
$9,333
Fiscal Clerk
$23.41
$32.97
$4,057
$5,715
Fiscal Clerk, Senior
$27.25
$38.34
$4,724
$6,646
Fiscal Specialist
$31.57
$44.44
$5,473
$7,703
Inventory Analyst
$27.78
$39.11
$4,815
$6,780
Librarian 1
$31.94
$44.93
$5,536
$7,788
Librarian II
$35.10
$49.43
$6,084
$8,569
Librarian III
$38.64
$54.36
$6,697
$9,422
Library Assistant
$27.17
$38.21
$4,709
$6,623
Library Clerk 1
$21.17
$29.76
$3,669
$5,159
Library Clerk 11
$23.41
$32.97
$4,057
$5,715
Library Clerk, Senior
$27.17
$38.21
$4,709
$6,623
Marketing Specialist
$32.36
$45.48
$5,608
$7,883
Park Patrol Officer
$23.06
$32.45
$3,998
$5,625
Park Patrol Officer, Lead
$25.88
$36.42
$4,486
$6,313
Public Works Specialist
$31.46
$44.30
$5,454
$7,680
Records Specialist
$32.36
$45.47
$5,608
$7,881
Recreation Coordinator
$29.92
$42.10
$5,186
$7,298
Recreation Supervisor
$34.97
$49.23
$6,062
$8,534
1 Hourly pay rates are rounded to the nearest hundredth.
Z Monthly pay rates are rounded to nearest whole dollar.
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32
Exhibit B
CITY EMPLOYEES ASSOCIATION
List of Proposed Certifications for Pay
MOU Term: January 1, 2022 - December 31, 2025
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 in
Certified Revenue Officer Certificate removed upon adoption of the 2022-25 MOU.
6-42
Exhibit B
6-43
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF NEWPORT BEACH
THE NEWPORT BEACH
PROFESSIONAL AND TECHNICAL
EMPLOYEES ASSOCIATION
January 1, 2022 through December 31, 2025
Mw
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF NEWPORT BEACH
AND
NEWPORT BEACH PROFESSIONAL AND TECHNICAL EMPLOYEES
ASSOCIATION
January 1, 2022 — December 31, 2025
TABLE OF CONTENTS
Preamble
Section 1. General Provisions
Recognition...........................................
..........................................................................
Durationof Memorandum................................................................................................ 1
ReleaseTime.................................................................................................................. 2
Scope.............................................................................................................................. 2
Employee Data and Access............................................................................................ 3
Conclusiveness..............................................................................................................3
Modifications................................................................................................................... 4
AssociationDues............................................................................................................. 4
Section 2. Compensation
Salary............................................................................................................................4
Overtime.......................................................................................................................... 5
WeekendStandby Duty................................................................................................... 5
CallbackDuty.................................................................................................................. 6
Accumulation of Compensatory Time Off........................................................................ 6
ShiftDifferential............................................................................................................... 6
Associate Civil Engineer and Junior Civil Engineer......................................................... 6
CourtTime...................................................................................................................... 7
CertificatePay................................................................................................................. 7
ActingPay....................................................................................................................... 7
BilingualPay................................................................................................................... 7
AssignmentPay.............................................................................................................. 8
Section 3. Leaves
FlexLeave....................................................................................................................... 8
HolidayLeave................................................................................................................ 9
BereavementLeave...................................................................................................... 10
LeaveSellback.............................................................................................................. 10
6-45
Section 4. Fringe Benefits
Insurance...................................................................................................................... 11
Additional Insurance Programs..................................................................................... 12
Employee Assistance Program..................................................................................... 13
RetirementBenefit......................................................................................................... 13
LIUNA Supplemental Pension....................................................................................... 15
Retiree Medical Benefit................................................................................................. 15
TuitionReimbursement................................................................................................. 19
DeferredCompensation................................................................................................ 19
Section 5. Miscellaneous Provisions
Reduction in Force/Layoffs............................................................................................ 20
Recruitment and Selection............................................................................................ 22
9/80 Scheduling Plan.................................................................................................... 23
LaborManagement Committee..................................................................................... 23
GrievanceProcedure.................................................................................................... 23
Probation....................................................................................................................... 24
Salary on Reclassification............................................................................................. 25
DirectDeposit................................................................................................................ 25
Uniforms........................................................................................................................ 25
Telecommuting Program............................................................................................... 26
Separability................................................................................................................... 26
EXHIBIT A: Represented Job Classifications and Pay Rates ....................................... 28
EXHIBIT B: Approved Certificates................................................................................. 32
WOR
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF NEWPORT BEACH PROFESSIONAL AND TECHNICAL EMPLOYEES
ASSOCIATION
This MEMORANDUM OF UNDERSTANDING (hereinafter referred to as "MOU") is entered
into with reference to the following:
PREAMBLE
The Newport Beach Professional and Technical Employees Association ("NBPTEA"
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. NBPTEA 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 January 1, 2022 through December 31, 2025 and
this agreement has been embodied in this MOU.
3. This MOU, upon approval by NBPTEA 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 NBPTEA 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 NBPTEA.
B. Term
Except as specifically provided otherwise, any ordinance, resolution or action of
the City Council necessary to implement this MOU shall be considered effective
as of January 1, 2022. This MOU shall remain in full force and effect until
December 31, 2025, and the provisions of this MOU shall continue after the date
of expiration of this MOU in the event the parties are meeting and conferring on a
successor MOU.
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2
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
Three NBPTEA officers designated by the NBPTEA shall collectively be granted
an annual maximum of 150 hours paid release time for the conduct of NBPTEA
business. Such time shall be exclusive of actual time spent in collective bargaining
and shall be scheduled at the discretion of the NBPTEA 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
NBPTEA 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. The practical consequences of a Management Rights decision on wages, hours,
and other terms and conditions of employment shall be subject to the grievance
procedures.
3. Pursuant to this MOU, the City reserves and retains all 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;
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(c) to assign work to employees as deemed appropriate;
(d) the direction and supervision of its employees;
(e) the discipline of employees;
(f) the power to relieve employees from duty for lack of work or other legitimate
reasons;
(g) to maintain the efficiency of operations;
(h) to determine the methods, means and personnel by which operations are to be
conducted;
(i) the right to take all necessary actions to fulfill the Department's responsibilities
in the event of an emergency; and
(j) 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
In January and July of each year, the NBPTEA will be provided with a listing of all unit
members. The listing will include name, department, and job title. Information concerning
the NBPTEA prepared by the NBPTEA will be provided to new employees at the time of
orientation.
The City shall provide NBPTEA with access and information regarding new employees
and existing unit members as required by law. NBPTEA 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 NBPTEA 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
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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
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 NBPTEA represented classifications shall be as follows and
as specified in Exhibit A:
Effective the pay period that includes January 1, 2022, base salaries will be increased by
one percent (1.0%) for all represented classifications.
Effective the pay period that includes January 1, 2023, base salaries will be increased by
one and one-half percent (1.5%) for all represented classifications.
Effective the pay period that includes January 1, 2024, base salaries will be increased by
two percent (2.0%) for all represented classifications.
Effective the pay period that includes January 1, 2025, base salaries will be increased by
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two percent (2.0%) for all represented classifications.
F=91741
Advanced Approval - Employees must have advanced approval from their
supervisor to work overtime.
2. FLSA Overtime - Overtime earned for actual work hours in excess of 40 in the
employee's defined FLSA workweek.
3. Contract Overtime — Overtime earned for an employee whose hours paid in their
defined FLSA workweek exceeds 40. For purposes of calculating hours paid for
contract overtime, holidays 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 and 9/80), 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. Weekend Standby Duty
Information Technology staff assigned standby duty for the purpose of responding to calls
for service during the weekend shall be paid $3 per hour for each hour of assigned
standby duty. Weekend will be defined as the 62 hours beginning on Friday at 5:00 p.m.
and concluding Monday at 7:00 a.m. for a total of 62 hours per weekend. Time on standby
is not considered hours worked. This provision is not intended to be a guarantee of hours
and the City shall retain the right to determine when standby duty shall be assigned.
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D. Callback Duty
1. Defined
Callback 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 had been 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 (2) hours pay. If an employee works
more than two (2) hours, they 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 of which four or more hours
are worked between the hours of 5 p.m. and 5 a.m. shall receive a shift differential pay of
$1.00 per actual hour worked; payable for each hour worked after 5 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.
G. Associate Civil Enaineer and Junior Civil Enoineer
Employees in the class of Associate Civil Engineer and Junior Civil Engineer who are
registered by the State of California shall receive an additional compensation of five (5%)
percent of base pay per month.
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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.
I. Certificate Pay
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. 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, including a limitation of payment for a maximum of five certificates
per employee.
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
NBPTEA 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. For "new members" as defined
by the Public Employees' Pension Reform Act of 2013, acting pay will not be reported as
pensionable compensation to CaIPERS. The employee must be performing 100% of the
duties in the higher classification for temporary upgrade pay to be reportable.
K. Bilingual Pay
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) 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
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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 (Ca1PERS) bilingual pay as Special Assignment
Pay pursuant to Title 2 CCR, Section 571(a)(4) and/or 571.1(b)(3) Bilingual Premium.
L. Assignment Pay
An employee appointed by the Community Development Director to regularly perform the
duties of the Zoning Administrator as set forth in the Zoning Code shall be provided
temporary assignment pay at five percent (5%) above the employee's base pay, to be
paid on an hourly basis for all hours worked in the assignment. This assignment pay is
temporary and will cease once the employee is no longer performing the duties of the
Zoning Administrator.
Assistant Planners appointed by the Planning Director to regularly perform the lead duties
at the Plan Check Counter shall be provided temporary assignment pay at five (5%)
percent above the employee's base pay, paid on an hourly basis for all hours worked in
the assignment. This assignment pay will cease once the employee is no longer
performing the duties of the lead person at the Plan Check Counter.
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.
Unit members shall accrue flex leave at the following hourly rates:
Years of Continuous Hrs. Accrued Per Annual Hours Max Allowable
Service Pay Period Balance (hours
Less than 5
6.00
156.00
468.00
5 but less than 9
6.61
171.86
515.58
9 but less than 12
7.23
187.98
563.94
12 but less than 16
8.15
211.90
635.70
16 but less than 20
8.77
228.02
684.06
20 but less than 25
9.38
1 243.88
731.64
25 and over
10.00
1 260.00
780.00
Members shall accrue three (3) months (i.e., 39 hours) of flex leave in the manner and as
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
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during the first three (3) months of employment. At the completion of three (3) months of
employment, three (3) months of accrued Flex leave will be placed in the employee's
account.
1. Limit on Accumulation
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 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.
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
January 1
Martin Luther King Day
January — 3'd Monday
Washington's Birthday
February — 3'd Monday
Memorial Day
May — Last Monday
Floating Holiday*
July 1
Independence Day
July 4
Labor Day
September — 1st Monday
Veterans Day
November 11
Thanksgiving Day
November— 4th Thursday
Friday After Thanksgiving
November— 4th Friday
Christmas Eve
December 24 last % of workday)
Christmas Day
December 25
New Year's Eve
December 31 last % of workday)
Holidays are paid based on the employee's regular workday schedule. For example, if an
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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. (Half day holidays shall be observed prior to the
observed holiday).
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).
The floating holiday is awarded on July 1. Eight hours of holiday leave is added to the
member's vacation or 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 in 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, grandparents and the member's
spouse's/domestic partner's father, mother, brother, sister, child and grandparents. The
provisions of this section shall not diminish or reduce any rights a member may have
pursuant to applicable provisions of state or federal law. A member requesting
bereavement leave shall notify their supervisor as soon as possible of the need to take
leave.
D. Leave Sellback
Employees shall have the option (on two occasions) of selling back on an hour for hour
basis, accrued flex or vacation leave. In no event shall the flex or vacation leave balance
be reduced below one hundred and sixty (160) hours. Hours sold back will be subject to
the Retiree Health Savings Plan Part C contributions, per Section 4 (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
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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
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.
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 One Thousand Seven Hundred
Twenty -Five Dollars ($1,725), plus the minimum CalPERS participating employer's
contribution.
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NBPTEA 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.
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 the City contribution provided above, those
unused cafeteria plan funds 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.
On or before July 1, 2023, at the request of either party, the parties shall meet and
confer in good faith to discuss possible changes to the medical benefit program,
contribution levels, or other elements of healthcare services, provided, however, that
any changes to the MOU may only occur by mutual agreement of the parties.
3. Dental Insurance
The existing or comparable dental plans shall be maintained as part of the City's health
plan offerings as agreed upon by the Benefits Information Committee.
4. Vision Insurance
The existing or 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
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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.
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:
hort Term Dks
Term DisabRy
Benefit Amount 6.67% 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
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 California Public Employees Retirement System
(Ca/PERS) 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 lii. 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.
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Tier ll: 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
highest months' salary.
Tier 111: 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. Employee 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
CaIPERS retirement benefit, 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. Employees in each Tier will
contribute 13% of pensionable pay toward the retirement benefit.
Employee retirement contributions that are in addition to the normal CaIPERS 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 Ca/PERS as contributions toward either the
Member or Employer rate, as provided under Government Code Section 20516(f).
Under a separate agreement, and ratified via a contract amendment with CalPERS in
2008, Tier 1 employees shall contribute 2.42% compensation earnable (as cost
sharing) per Government Code section 20516(a).
Tier 1 Employees - shall contribute a total employee contribution of 13% as
follows: Tier 1 — Eight percent (8%) member contribution, 2.42% of
compensation earnable as cost sharing per Government Code section
20516(a) and 2.58% of compensation earnable as cost sharing per
Government Code section 20516(f).
Tier II Employees - shall contribute a total employee contribution of 13% as
follows: seven percent (7%) (compensation earnable) member contribution and
six percent (6%) of compensation earnable as cost sharing per Government
Code section 20516(f).
Tier III Employees - The minimum statutory employee contribution for
employees in Tier III 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 13% of
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pensionable compensation.
The City contracts with Ca/PERS for the 4th Level 1959 Survivors Insurance Benefit,
$500 Lump Sum Death Benefit, Sick Leave Credit, Military Service Credit, 2% Cost of
Living Adjustment and the pre -retirement option settlement 2 death benefit
(Government Code Section 21548).
E. LIUNA Supplemental Pension
The unit members agree to pay any costs and/or contributions associated with its
members' participation in the LIUNA Supplemental Pension Fund. The City's sole
obligation is to forward the agreed upon amount to the fund. The City is not responsible
for, nor does it make any representation regarding the payment of benefits to unit
members.
The employees' contributions to the LIUNA Supplemental Pension Fund are deemed
"picked -up" and treated as employer contributions. Employees cannot opt out of the "pick-
up," or receive the contributed amounts directly instead of having them paid to the plan.
Participation at the same level will continue to be mandatory for members of the
Association.
The Association agrees with the procedural change, and acknowledges that members
who leave City employment prior to vesting in the LIUNA pension plan will still have no
right to return of amounts contributed, or other recourse against the City concerning
LIUNA.
Effective March 16, 2019, unit members agree to pick up the actual costs and
contributions required by LIUNA for participation in the LIUNA Supplemental Pension
Fund for as long as its members participate in the LIUNA Supplemental Pension Fund.
The parties are not precluded from discussing the LIUNA Supplemental Pension in future
labor negotiations.
The Association and LIUNA agree to defend, indemnify and hold harmless the City for its
actions pursuant to this section. This includes, but is not limited to, any challenge by any
member of the bargaining unit related to making contributions to the LIUNA Supplemental
Pension Fund or receiving benefits from the LIUNA Supplemental Pension Fund.
F. Retiree Medical Benefit
This is an Integral Part Trust (/PT) RHS Retiree Health Savings (RHS) plan (formerly the
Medical Expense Reimbursement Program - "MERP'). Each member has an individual
RHS account ("Account'), which accumulates based on the category they fall under (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
NEWPORT BEACH PROFESSIONAL AND TECHNICAL EMPLOYEES ASSOCIATION MOU 2022-2025
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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 taxed. Additionally, certain contributions may only
be deposited upon retirement from the City. The categories are detailed below.
1. Background
In 2005, the City and NBPTEA agreed to replace the previous "defined benefit" retiree
medical program with a new "defined contribution" program. The process of fully
converting to the new program is ongoing for an extended period. During the
transition, employees and (then) existing retirees were administratively classified into
different categories. The benefit is structured differently for each of the categories.
The categories are as follows:
b. 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.
c. 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.
d. 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 I" and must revest in the
program. Any remaining balance deposited during prior eligibility will remain in the
Account.
Employees who become ineligible (no longer covered by a City employee association
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.
NEWPORT BEACH PROFESSIONAL AND TECHNICAL EMPLOYEES ASSOCIATION MOU 2022-2025
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RHS accounts are deemed forfeited if the Participant dies with no IRS eligible
Survivors to assume the account balance. An eligible Survivor is defined as (a) the
Participant's lawful spouse, (b) the Participant's child under the age of 27 as defined
by IRC Section 152(0(1), or (c) any other individual who is a person described in IRC
Section 152(a). Upon the death of the Participant's survivors, remaining RHS assets
are returned to the employer's RHS trust after 12 months from the notification of death.
Survivors may not designate a beneficiary under the RHS plan.
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 CaIPERS 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 CaIPERS participating employer's contribution (i.e., the
Ca1PERS statutory minimum amount) towards medical insurance after retirement. The
parties also agree that, for retirees selecting a CaIPERS medical plan, or any other
plan with a similar employer 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 Ca1PERS as pensionable.
The Association determines the level of contribution for all unit members, subject to
the following constraints. All employees within the Association must participate at the
same level. The participation level shall be specified as a percentage of the flex leave
balance available in each employee's leave bank at the time of separation from the
City, or status change, or as a percentage of the flex leave balance being cashed out.
For example, if the Association wishes to elect 30% Part C contributions, then each
NEWPORT BEACH PROFESSIONAL AND TECHNICAL EMPLOYEES ASSOCIATION MOU 2022-2025
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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 Pan` 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 Ca1PERS
annuitant of the City of Newport Beach. No interest will be earned in the interim.
For Category 2 participants with less than five years of continuous contributions
into the prior defined benefit plan as of January 1, 2006, only the years of service
after January 1, 2006 count towards Pan` B contributions upon vesting.
Contributions in years before 2006 will be paid out as stated in the above
paragraph.
c. Category 3: Employees in this category make Part A contributions
automatically each pay period through payroll deductions. Category 3 participants
do not receive any Part B contributions. Part C contributions are received through
cash outs.
NEWPORT BEACH PROFESSIONAL AND TECHNICAL EMPLOYEES ASSOCIATION MOU 2022-2025
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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 CalPERS 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.
G. Tuition Reimbursement
NBPTEA 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. 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.
H. 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.-
NEWPORT
ollows.
NEWPORT BEACH PROFESSIONAL AND TECHNICAL EMPLOYEES ASSOCIATION MOU 2022-2025
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One -Time Deposit: Effective the first day of the pay period which includes January 1,
2023, unit members who are enrolled in the City's deferred compensation program
will receive a one-time deposit of five hundred dollars ($500). The City is only
obligated to make the contribution if the unit member has enrolled in the deferred
compensation program as of the first day of the pay period which includes January
1, 2023. This deposit is for this pay period only and does not carry over to subsequent
pay periods. There is no retroactivity.
Matching City Contributions: Effective the first day of the pay period which includes
January 1, 2023, 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
ollows:
Years of
Service
January 1, 2023
January 1, 2024
January 1, 2025
15-19
$20
$25
$30
20-25
$25
$30
$35
25}
$30
$35
$40
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.
NEWPORT BEACH PROFESSIONAL ANP TECHNICAL EMPLOYEES ASSOCIATION MOU 2022-2025
• ••
21
DEFINITIONS
"Bumping Rights", "Bumping" or "Bump" shall mean (1) the right of an
employee, based upon seniority within a series to bump into a lower ranking
classification within the same series, (2) to be followed by an employee being
permitted to bump into a classification within a different series. The latter
bumping shall be based upon unit wide seniority and shall be limited to a
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.
NEWPORT BEACH PROFESSIONAL AND TECHNICAL EMPLOYEES ASSOCIATION MOU 2022-2025
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2. Employees within a Classification shall be laid off in inverse order of Seniority.
3. An employee subject to Layoff in one Classification shall have the right to
Bump a less senior employee in a lower ranking Classification within a Series.
An employee who has Bumping rights shall notify the Department Director
within three (3) working days after notice of Layoff of 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
NEWPORT BEACH PROFESSIONAL AND TECHNICAL EMPLOYEES ASSOCIATION MOU 2022-2025
• •:
23
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
qualified.
C. 9/80 Scheduling Plan
Unit members work either a 5/40 or 9/80 work schedule.
Employees assigned to the 9/80 work schedule will have alternating Fridays off with the
City determining which employees will work on each alternating Friday to ensure effective
coverage of the work. Supervisors may approve a different alternating day off based on
extenuating business circumstances.
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 NBPTEA leadership, through its managers, to establish labor-
management committees departmentally whenever it is mutually determined it is
appropriate to do so.
E. Grievance Procedure
Any employee or group of employees may file a grievance regarding the interpretation
or application of the "Employer -Employee Relations Resolution" (RESOLUTION
2001-50), this MOU, or of rules and regulations, adversely affecting an employee's
wages, hours, or conditions of employment. Except as otherwise provided by law, the
Grievance Procedure is the sole and exclusive method by which an employee or the
Association may challenge a provision of the MOU.
A grievance shall be filed according to the following 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.
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 is based. 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.
NEWPORT BEACH PROFESSIONAL AND TECHNICAL EMPLOYEES ASSOCIATION MOU 2022-2025
• •R
24
The supervisor shall meet with the grievant to settle 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 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
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.
F. Probation
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
NEWPORT BEACH PROFESSIONAL AND TECHNICAL EMPLOYEES ASSOCIATION MOU 2022-2025
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(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.
G. 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).
H. Direct Deposit
All employees shall participate in the payroll direct deposit system.
I. Uniforms
For assigned Community Development and Public Works Department staff whose regular
daily duties involve field work outside of the office, uniforms shall be worn at all times
during regular business hours. Field staff shall be provided with City designated collared
shirts (polo or button down as determined by Department) annually and one City
designated winter jacket; replacement on an as -needed basis. In addition, inspections
staff (Building and Public Works) will be provided one pair of work boots annually. If the
provided winter jacket or work boots are lost, the employee shall replace them with one
meeting Department specifications. Work boots shall provide toe protection and meet
Department safety standards for construction sites. The Department Head or designee
NEWPORT BEACH PROFESSIONAL AND TECHNICAL EMPLOYEES ASSOCIATION MOU 2022-2025
6-71
RN
may approve exceptions to wearing uniforms.
J. 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. While unit
members are invited to participate in policy formation, the terms and conditions are
subject to management approval before the program will be implemented. Additionally,
the provisions of the policy shall not trigger any right of grievance or appeal. This will be
a pilot program which shall terminate upon the expiration of this MOU. Once approved, a
copy of the policy governing this program will be attached as an addendum to this MOU.
K. 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.
NEWPORT BEACH PROFESSIONAL AND TECHNICAL EMPLOYEES ASSOCIATION MOU 2022-2025
6-72
Executed this day of , 2021:
27
FOR THE NEWPORT BEACH PROFESSIONAL AND TECHNICAL
EMPLOYEES ASSOCIATION:
By: A VAw a�ln�-.�
Ryan Stadlman, President
in
ATTEST:
in
Leilani Brown, City Clerk
FOR THE CITY OF NEWPORT BEACH
Brad Avery, Mayor
CITY OF NEWPORT BEACH
APPROVED AS TO FORM.-
By:
ORM:
By: •�--
Aaron C. Harp, City Attorney
NEWPORT BEACH PROFESSIONAL AND TECHNICAL EMPLOYEES ASSOCIATION MOU 2022-2025 6-73
Exhibit A
NEWPORT BEACH PROFESSIONAL & TECHNICAL EMPLOYEES ASSOCIATION
MOU Term: January 1, 2022 - December 31, 2025
1.0 % Cost of Living Adjustment
Effective the pay period including January 1, 2022
HOURLY PAY RATE 1 MONTHLY PAY RATE 2
REPRESENTED POSITIONS MIN MAX MIN MAX
Accountant
$34.15
$47.98
$5,920
$8,317
Accountant, Senior
$39.23
$55.21
$6,800
$9,569
Building Inspector 1
$33.69
$47.40
$5,839
$8,217
Building Inspector II
$36.19
$50.95
$6,274
$8,832
Building Inspector, Principal
$42.91
$60.37
$7,437
$10,463
Building Inspector, Senior
$38.92
$54.78
$6,746
$9,495
Civil Engineer, Associate
$45.20
$63.56
$7,835
$11,018
Civil Engineer, Senior
$52.23
$73.47
$9,053
$12,734
Civil Engineer -Plan Check
$47.40
$66.74
$8,217
$11,568
Civil Engineer -Plan Check, Senior
$52.23
$73.47
$9,053
$12,734
Code Enforcement Officer 1
$28.58
$40.22
$4,953
$6,971
Code Enforcement Officer II
$32.88
$46.30
$5,699
$8,026
Code Enforcement Officer, Senior
$37.01
$52.06
$6,414
$9,025
Code Enforcement Officer, Trainee
$23.82
$33.52
$4,129
$5,809
Code Enforcement Supervisor
$42.91
$60.37
$7,437
$10,463
Construction Inspection Supervisor
$42.91
$60.37
$7,437
$10,463
EMP 3 Plans Examiner
$45.20
$63.56
$7,835
$11,018
Engineer, Associate
$43.02
$60.57
$7,457
$10,499
Engineer, Junior
$38.92
$54.80
$6,746
$9,499
Engineering Technician
$29.81
$42.00
$5,166
$7,280
Engineering Technician, Senior
$32.88
$46.30
$5,699
$8,026
Engineering Technician -Traffic
$33.74
$47.49
$5,848
$8,231
Engineering Technician -Traffic, Senior
$35.42
$49.86
$6,139
$8,643
Harbor Technician 1
$25.81
$36.31
$4,473
$6,294
IT Analyst
$38.61
$54.30
$6,692
$9,412
IT Analyst, Senior
$42.87
$60.30
$7,431
$10,451
IT Specialist III
$35.81
$50.38
$6,207
$8,733
IT Technician
$25.60
$36.01
$4,437
$6,242
IT Technician, Senior
$30.72
$43.22
$5,325
$7,491
Management Assistant
$33.74
$47.49
$5,848
$8,231
Permit Counter Supervisor
$36.16
$50.89
$6,268
$8,822
Permit Technician 1
$28.43
$39.94
$4,927
$6,923
Permit Technician II
$32.88
$46.30
$5,699
$8,026
Planner, Assistant
$32.88
$46.30
$5,699
$8,026
Planner, Associate
$36.24
$50.99
$6,282
$8,838
Planner, Senior
$43.59
$61.28
$7,556
$10,622
Planning Technician
$29.90
$42.08
$5,182
$7,294
Public Works Inspector 1
$33.69
$47.40
$5,839
$8,217
Public Works Inspector II
$36.19
$50.95
$6,274
$8,832
Public Works Inspector, Senior
$38.92
$54.78
$6,746
$9,495
Revenue Auditor
$36.66
$51.59
$6,354
$8,942
Water Conservation Coordinator
$37.76
$53.15
$6,545
$9,213
Hourly pay rates are rounded to the nearest hundredth.
Monthly pay rates are rounded to nearest whole dollar.
' EMP = Electrical Mechanical Plumbing
28
6-74
Exhibit A
NEWPORT BEACH PROFESSIONAL & TECHNICAL EMPLOYEES ASSOCIATION
MOU Term: January 1, 2022 - December 31, 2025
1.5 % Cost of Living Adjustment
Effective the pay period including January 1, 2023
HOURLY PAY RATE 1 MONTHLY PAY RATE Z
REPRESENTED POSITIONS MIN MAX MIN MAX
Accountant
$34.67
$48.70
$6,009
$8,442
Accountant, Senior
$39.82
$56.03
$6,902
$9,713
Building Inspector 1
$34.19
$48.12
$5,927
$8,340
Building Inspector II
$36.74
$51.72
$6,368
$8,964
Building Inspector, Principal
$43.55
$61.27
$7,549
$10,620
Building Inspector, Senior
$39.50
$55.60
$6,847
$9,637
Civil Engineer, Associate
$45.88
$64.52
$7,952
$11,183
Civil Engineer, Senior
$53.01
$74.57
$9,188
$12,925
Civil Engineer -Plan Check
$48.12
$67.74
$8,340
$11,742
Civil Engineer -Plan Check, Senior
$53.01
$74.57
$9,188
$12,925
Code Enforcement Officer 1
$29.01
$40.82
$5,028
$7,075
Code Enforcement Officer 11
$33.37
$47.00
$5,784
$8,146
Code Enforcement Officer, Senior
$37.56
$52.85
$6,510
$9,160
Code Enforcement Officer, Trainee
$24.18
$34.02
$4,191
$5,896
Code Enforcement Supervisor
$43.55
$61.27
$7,549
$10,620
Construction Inspection Supervisor
$43.55
$61.27
$7,549
$10,620
EMP 3 Plans Examiner
$45.88
$64.52
$7,952
$11,183
Engineer, Associate
$43.67
$61.48
$7,569
$10,657
Engineer, Junior
$39.50
$55.62
$6,847
$9,641
Engineering Technician
$30.25
$42.63
$5,244
$7,390
Engineering Technician, Senior
$33.37
$47.00
$5,784
$8,146
Engineering Technician -Traffic
$34.24
$48.20
$5,935
$8,354
Engineering Technician -Traffic, Senior
$35.95
$50.61
$6,231
$8,772
Harbor Technician 1
$26.19
$36.85
$4,540
$6,388
IT Analyst
$39.18
$55.12
$6,792
$9,554
IT Analyst, Senior
$43.51
$61.20
$7,542
$10,608
IT Specialist III
$36.35
$51.14
$6,300
$8,864
IT Technician
$25.98
$36.55
$4,503
$6,335
IT Technician, Senior
$31.18
$43.87
$5,405
$7,604
Management Assistant
$34.24
$48.20
$5,935
$8,354
Permit Counter Supervisor
$36.70
$51.66
$6,362
$8,954
Permit Technician I
$28.85
$40.54
$5,001
$7,026
Permit Technician II
$33.37
$47.00
$5,784
$8,146
Planner, Assistant
$33.37
$47.00
$5,784
$8,146
Planner, Associate
$36.78
$51.75
$6,376
$8,970
Planner, Senior
$44.24
$62.20
$7,669
$10,781
Planning Technician
$30.35
$42.71
$5,260
$7,404
Public Works Inspector 1
$34.19
$48.12
$5,927
$8,340
Public Works Inspector II
$36.74
$51.72
$6,368
$8,964
Public Works Inspector, Senior
$39.50
$55.60
$6,847
$9,637
Revenue Auditor
$37.21
$52.36
$6,449
$9,076
Water Conservation Coordinator
$38.33
$53.95
$6,643
$9,352
Hourly pay rates are rounded to the nearest hundredth.
z Monthly pay rates are rounded to nearest whole dollar.
3 EMP = Electrical Mechanical Plumbing
29
6-75
Exhibit A
NEWPORT BEACH PROFESSIONAL & TECHNICAL EMPLOYEES ASSOCIATION
MOU Term: January 1, 2022 -December 31, 2025
2.0 % Cost of Living Adjustment
Effective the pay period including January 1, 2024
HOURLY PAY RATE MONTHLY PAY RATE Z
REPRESENTED POSITIONS MIN MAX MIN MAX
Accountant
$35.36
$49.68
$6,129
$8,611
Accountant, Senior
$40.62
$57.16
$7,040
$9,907
Building Inspector
$34.88
$49.08
$6,046
$8,507
Building Inspector II
$37.47
$52.75
$6,495
$9,143
Building Inspector, Principal
$44.42
$62.50
$7,700
$10,833
Building Inspector, Senior
$40.29
$56.71
$6,984
$9,830
Civil Engineer, Associate
$46.80
$65.81
$8,111
$11,407
Civil Engineer, Senior
$54.07
$76.06
$9,372
$13,184
Civil Engineer -Plan Check
$49.08
$69.10
$8,507
$11,977
Civil Engineer -Plan Check, Senior
$54.07
$76.06
$9,372
$13,184
Code Enforcement Officer 1
$29.59
$41.64
$5,128
$7,217
Code Enforcement Officer II
$34.04
$47.94
$5,900
$8,309
Code Enforcement Officer, Senior
$38.31
$53.90
$6,641
$9,343
Code Enforcement Officer, Trainee
$24.66
$34.70
$4,275
$6,014
Code Enforcement Supervisor
$44.42
$62.50
$7,700
$10,833
Construction Inspection Supervisor
$44.42
$62.50
$7,700
$10,833
EMP 3 Plans Examiner
$46.80
$65.81
$8,111
$11,407
Engineer, Associate
$44.54
$62.71
$7,720
$10,870
Engineer, Junior
$40.29
$56.74
$6,984
$9,834
Engineering Technician
$30.86
$43.48
$5,349
$7,537
Engineering Technician, Senior
$34.04
$47.94
$5,900
$8,309
Engineering Technician -Traffic
$34.93
$49.16
$6,054
$8,521
Engineering Technician -Traffic, Senior
$36.67
$51.62
$6,356
$8,948
Harbor Technician 1
$26.72
$37.59
$4,631
$6,516
IT Analyst
$39.97
$56.22
$6,928
$9,745
IT Analyst, Senior
$44.38
$62.42
$7,693
$10,820
IT Specialist III
$37.08
$52.16
$6,426
$9,041
IT Technician
$26.50
$37.28
$4,593
$6,462
IT Technician, Senior
$31.81
$44.74
$5,513
$7,756
Management Assistant
$34.93
$49.16
$6,054
$8,521
Permit Counter Supervisor
$37.44
$52.69
$6,489
$9,133
Permit Technician 1
$29.43
$41.35
$5,101
$7,167
Permit Technician II
$34.04
$47.94
$5,900
$8,309
Planner, Assistant
$34.04
$47.94
$5,900
$8,309
Planner, Associate
$37.52
$52.79
$6,503
$9,150
Planner, Senior
$45.13
$63.44
$7,822
$10,997
Planning Technician
$30.95
$43.57
$5,365
$7,552
Public Works Inspector 1
$34.88
$49.08
$6,046
$8,507
Public Works Inspector II
$37.47
$52.75
$6,495
$9,143
Public Works Inspector, Senior
$40.29
$56.71
$6,984
$9,830
Revenue Auditor
$37.95
$53.41
$6,578
$9,258
Water Conservation Coordinator
$39.09
$55.03
$6,776
$9,539
Hourly pay rates are rounded to the nearest hundredth.
' Monthly pay rates are rounded to nearest whole dollar.
3 EMP = Electrical Mechanical Plumbing
30
6-76
Exhibit A
NEWPORT BEACH PROFESSIONAL & TECHNICAL EMPLOYEES ASSOCIATION
MOU Term: January 1, 2022 - December 31, 2025
2.0 % Cost of Living Adjustment
Effective the pay period including January 1, 2025
' Hourly pay rates are rounded to the nearest hundredth.
Monthly pay rates are rounded to nearest whole dollar.
' EMP = Electrical Mechanical Plumbing
31
6-77
HOURLY PAY RATE 1
MONTHLY PAY RATE
REPRESENTED POSITIONS
MIN
MAX
MIN
MAX
Accountant
$36.07
$50.67
$6,251
$8,783
Accountant, Senior
$41.43
$58.30
$7,181
$10,105
Building Inspector I
$35.58
$50.06
$6,167
$8,677
Building Inspector II
$38.22
$53.81
$6,625
$9,326
Building Inspector, Principal
$45.31
$63.75
$7,854
$11,049
Building Inspector, Senior
$41.10
$57.85
$7,124
$10,026
Civil Engineer, Associate
$47.73
$67.12
$8,274
$11,635
Civil Engineer, Senior
$55.15
$77.58
$9,560
$13,447
Civil Engineer -Plan Check
$50.06
$70.48
$8,677
$12,216
Civil Engineer -Plan Check, Senior
$55.15
$77.58
$9,560
$13,447
Code Enforcement Officer 1
$30.18
$42.47
$5,231
$7,361
Code Enforcement Officer 11
$34.72
$48.90
$6,018
$8,475
Code Enforcement Officer, Senior
$39.08
$54.98
$6,773
$9,530
Code Enforcement Officer, Trainee
$25.16
$35.39
$4,361
$6,135
Code Enforcement Supervisor
$45.31
$63.75
$7,854
$11,049
Construction Inspection Supervisor
$45.31
$63.75
$7,854
$11,049
EMP 3 Plans Examiner
$47.73
$67.12
$8,274
$11,635
Engineer, Associate
$45.43
$63.97
$7,875
$11,087
Engineer, Junior
$41.10
$57.87
$7,124
$10,031
Engineering Technician
$31.48
$44.35
$5,456
$7,688
Engineering Technician, Senior
$34.72
$48.90
$6,018
$8,475
Engineering Technician -Traffic
$35.63
$50.14
$6,175
$8,692
Engineering Technician -Traffic, Senior
$37.40
$52.65
$6,483
$9,127
Harbor Technician 1
$27.25
$38.34
$4,724
$6,646
IT Analyst
$40.77
$57.34
$7,066
$9,939
IT Analyst, Senior
$45.27
$63.67
$7,847
$11,037
IT Specialist III
$37.82
$53.21
$6,555
$9,222
IT Technician
$27.03
$38.03
$4,685
$6,591
IT Technician, Senior
$32.44
$45.64
$5,623
$7,911
Management Assistant
$35.63
$50.14
$6,175
$8,692
Permit Counter Supervisor
$38.18
$53.74
$6,619
$9,316
Permit Technician 1
$30.02
$42.17
$5,203
$7,310
Permit Technician II
$34.72
$48.90
$6,018
$8,475
Planner, Assistant
$34.72
$48.90
$6,018
$8,475
Planner, Associate
$38.27
$53.84
$6,633
$9,333
Planner, Senior
$46.03
$64.71
$7,979
$11,217
Planning Technician
$31.57
$44.44
$5,473
$7,703
Public Works Inspector 1
$35.58
$50.06
$6,167
$8,677
Public Works Inspector 11
$38.22
$53.81
$6,625
$9,326
Public Works Inspector, Senior
$41.10
$57.85
$7,124
$10,026
Revenue Auditor
$38.71
$54.48
$6,710
$9,443
Water Conservation Coordinator
$39.87
$56.13
$6,911
$9,729
' Hourly pay rates are rounded to the nearest hundredth.
Monthly pay rates are rounded to nearest whole dollar.
' EMP = Electrical Mechanical Plumbing
31
6-77
32
Exhibit B
Approved Certifications - Professional and Technical Employees Association
CERTIFICATE
ELIGIBLE POSITIONS
MONTHLY AMOUNT
All Represented Professional and Technical Positions
ICC Permit Technician **
$70
ICC or CA Residential Building Inspector
$75
ICC or CA Residential Electrical Inspector
$75
ICC or CA Residential Plumbing Inspector
$75
ICC or CA Residential Mechanical Inspector
$75
ICC or CA Commercial Building Inspector
$75
ICC or CA Commercial Electrical Inspector
$75
ICC or CA Commercial Plumbing Inspector
All represented Prof Tech Positions from the Building
$75
ICC or CA Commercial Mechanical Inspector
Division, Code Enforcement, and Public Works
$75
California Access Specialist (CASP)
Department, not specifically covered in MOU.
$100
ICC California Building Plans Examiner
$85
ICC Building Plans Examiner
$85
ICC Electrical Plans Examiner **
$85
ICC Mechanical Plans Examiner **
$85
ICC Plumbing Plans Examiner **
$85
Residential Fire Sprinkler Inspector/Plans
$75
Examiner
City Manager's Office -- Information Technology (IT)
IT Analyst
Geographic Info. System Professional (GISP)
$75
IT Technician
Cisco Cert. Entry Networking Tech. (CCENT)
IT Specialist 1/11/III
$85
Cisco Certified Network Associate (CCNA)
IT Specialist 1/11/III
$85
MS Certified Technology Specialist (MOTS)
IT Specialist 1/11/III
$75
MS Certified Systems Administrators (MCSA)
IT Specialist 1/11/111
$85
MS Certified Systems Engineers (MCSE)
IT Specialist 1/11/III
$75
MS Certified Professional (MCP)*
IT Specialist 1/II/III
$75
CompTIA A+
IT Specialist 1/11/III
$75
CompTIA Network+
IT Specialist 1/11/III
$75
Virtual Infrastructure Professional (VIP) or
VMWare Certified Professional (VCP)
IT Specialist I/II/I11
$75
Land Surveyor in Training (LSIT)* or
Fundamental of Surveying (FS)
IT Analyst
$75
6-78
33
Exhibit B
Approved Certifications - Professional and Technical Employees Association
CERTIFICATE
ELIGIBLE POSITIONS
MONTHLY AMOUNT
Public Works & Building Division
Building Inspector 1/11
Building Inspector, Sr.
$750 1x Payment for
CalGreen Plans Examiner
Building Inspector, Principal
attainment and upon
CalGreenlnspector
Civil Engineer, Plan Check Series (Asst, Assoc & Sr)
renewal
EMP Plans Examiner
$1,000 1x Payment
PW Inspector 1/11
Certified Public Infrastructure Inspector
for attainment and
PW Inspector, Sr.
upon renewal
Building Inspector
Building Inspector, Principal
Building Inspector, Senior
Prestressed Concrete Special Inspector*
$75
Construction Inspector Supervisor
PW Inspector, I/11
PW Inspector, Senior
Building Inspector
Building Inspector, Principal
Building Inspector, Senior
Reinforced Concrete Special Inspector*
$75
Construction Inspector Supervisor
PW Inspector, 1/11
PW Inspector, Senior
Building Inspector
Building Inspector, Principal
Building Inspector, Senior
Structural Masonry Special Inspector*
$75
Construction Inspector Supervisor
PW Inspector, 1/11
PW Inspector, Senior
Civil Engineer, Associate
Traffic Engineer
Civil Engineer, Junior
$85
Civil Engineer, Senior (rev 2/29/08)
6-79
34
Exhibit B
Approved Certifications - Professional and Technical Employees Association
CERTIFICATE
ELIGIBLE POSITIONS
MONTHLY AMOUNT
Code Enforcement and Water Conservation
Code Enforcement Officer
Certified Code Enforcement Officer (CACEO)
Code Enforcement Officer, Sr.
$65
Water Conservation Coordinator
Planning Division
Planner, Assistant
Exam fee payment
Planner, Associate
(lx) up to $495;
AICP Exam Fee
refundable if APA
Planner, Senior
application is
Planning Technician
rejected
Certificates sunsetted with MOU term:
* MOU 2012 - 2015
** MOU 2015 - 2018
Certificates Sunsetted MOU TERM 2019-2021
Certified Arborist
Certified Commercial Pesticide Applicator
Certificate in Investigative Interview and Interrog Techniques (BATT)
American Institute of Certified Planners (AICP)
100 -Mo
Key Contract Terms
Cost of Living Adjustment
Other Proposals
City Paid Disability Premiums Z
Summary of Proposal Cost 3
Baseline Compensation
Base Pay
Supplemental Pays
Overtime
Pension Contribution
Cafeteria Plan
Other City Paid Benefits 4
SubTotal
Other Proposals
Deferred Compensation $30 per member
Deferred Compensation Plan (groups tiered)
Disability Premiums
Deferred Compensation Bonus - $500 in year 2 only
SubTotal
Total
City of Newport Beach
CEA - Analysis of Tentative Agreement
1.00% 1.50%
1% Deduction Eliminated
ATTACHMENT B
2.00% 2.00%
$7,294,055
$72,941
$183,445
$332,996
$485,537
$1,074,918
21,932
32
80
145
212
469
20,366
204
512
930
1,356
3,001
2,063,840
20,586
51,773
93,979
137,030
303,367
1,945,800
-
-
-
-
-
655,711
3,614
9,089
16,499
24,057
53,259
$12,001,704
$97,375
$244,899
$444,548
$648,190
$1,435,013
-
33,840
33,840
33,840
101,520
-
8,640
10,920
13,080
32,640
47,620
48,335
49,301
50,287
195,543
-
47,000
-
-
47,000
-
47,620
137,815
94,061
97,207
376,703
$ 12,001,704
$ 144,996
$ 382,714
$ 538,610
$ 745,398
$ 1,811,717
Cumulative Impact on Employee Compensation
Base Salary Increases 1.00% 2.52% 4.57% 6.66%
Pre -Tax Take -Home Pay Increase Z 2.30% 3.82% 5.87% 7.96%
Total Compensation Increase 6 1.21% 3.19% 4.49% 6.21%
Notes
1 One percent of current total compensation is equal to $120,017.
Z The impact of the elimination of the 1% post -tax payroll deduction currently imposed on employees on take-home pay is roughly equivalent to a 1.3% increase in salary.
3 Costs shown in year two reflect the cumulative budget impact in each year as compared to the current budgeted amounts.
4 Includes Medicare, compensated absences, employee assistance program, phone allowances, life insurance, and retiree health savings.
s Percentage shown in each year is as compared to current base salary, not the prior year.
6 Measured based on the total of all pay and benefits. Percentage shown in each year is as compared to current total compensation, not the prior year.
6-81
Key Contract Terms
Cost of Living Adjustment
Other Proposals
City Paid Disability Premiums Z
Summary of Proposal Cost 3
Baseline Compensation
Base Pay
Supplemental Pays
Overtime
Pension Contribution
Cafeteria Plan
Other City Paid Benefits
SubTotal
Other Proposals
Deferred Compensation $30 per member
Deferred Compensation Plan (Groups Tiered)
Disability Premiums
One-time: Deferred Compensation Bonus - $500 in year 2 only
SubTotal
Total
City of Newport Beach
ProfTech - Analysis Tentative Agreement
1.00% 1.50%
1% Deduction Eliminated
ATTACHMENT C
2.00% 2.00%
$8,618,661
$86,187
$216,759
$393,468
$573,710
$1,270,124
73,275
661
1,662
3,017
4,398
9,737
287,063
2,871
7,220
13,105
19,109
42,304
2,451,995
24,500
61,617
111,848
163,084
361,049
1,614,600
-
-
-
-
-
694,754
4,317
10,858
19,710
28,740
63,626
$13,740,348
$118,535
$298,116
$541,148
$789,041
$1,746,840
-
28,080
28,080
28,080
84,240
-
4,440
5,640
6,780
16,860
56,268
57,112
58,254
59,419
231,054
-
39,000
-
-
39,000
-
56,268
128,632
91,974
94,279
371,154
$ 13,740,348
$ 174,803
$ 426,748
$ 633,123
$ 883,321
$ 2,117,994
Cumulative Impact on Employee Compensation
Base Salary Increase 5 1.00% 2.52% 4.57% 6.66%
Pre -Tax Take -Home Pay Increase Z 2.30% 3.82% 5.87% 7.96%
Total Compensation Increase 6 1.27% 3.11% 4.61% 6.43%
Notes
1 One percent of current total compensation is equal to $137,403.
Z The impact of the elimination of the 1% post -tax payroll deduction currently imposed on employees on take-home pay is roughly equivalent to a 1.3% increase in salary.
3 Costs shown in year two reflect the cumulative budget impact in each year as compared to the current budgeted amounts.
4 Includes Medicare, compensated absences, employee assistance program, phone allowances, life insurance, and retiree health savings.
5 Percentage shown in each year is as compared to current base salary, not the prior year.
6 Measured based on the total of all pay and benefits. Percentage shown in each year is as compared to current total compensation, not the prior year.
6-82
SEW°°Rr ATTACHMENT D
�, City of Newport Beach
a )z
BUDGET AMENDMENT
"'Fgs 2021-22 BA#: 22-018
Department: Human Resources
ONETIME: Lj Yes Q No
Requestor: Barbara Salvini
Approvals
❑ CITY MANAGER'S APPROVAL ONLY
Finance Director: Date � d
COUNCIL APPROVAL REQUIRED City Clerk: Date
EXPLANATION FOR REQUEST:
To increase salaries and benefit
expenditure appropriations from General Fund, Water, and Information Technology unappropriated
❑ from existing budget appropriations
fund balance to provide funding levels commesurate with the new Memorandum of Understanding with the City Employee's
❑ from additional estimated revenues
Association (CEA) and Profession Technology Association (Prof -Tech). The budget amendment provides the additional funding for the
❑� from unappropriated fund balance
first 13 pay periods
of the contract (January 1, 2022 -June 30,2022).
Future fiscal year budgets will be developed to include the full cost
increases associated with the contract.
EXPENDITURES
Fund #
Org
Object Project
Description
Increase or (Decrease) $
010
01010005
See Detail -Attached
CITY CLERK ADMIN -
1,291.90
010
01025005
See Detail -Attached
HUMAN RESOURCES -
341.64
010
01030005
See Detail -Attached
FINANCE ADMIN -
340.12
010
01030301
See Detail -Attached
FINANCIAL PLANNING -
2,164.34
010
01030302
See Detail -Attached
FINANCIAL REPORTING -
2,174.98
010
0103031
See Detail -Attached
REVENUE SERVICES -
5,324.76
010
01040005
See Detail -Attached
FIRE ADMINISTRATION -
480.72
010
01040401
See Detail -Attached
FIRE OPERATIONS -
295.03
010
01040404
See Detail -Attached
EMERGENCY MEDICAL SERVICES -
140.57
010
01040405
See Detail -Attached
JUNIOR LIFEGUARDS -
94.16
010
01040406
See Detail -Attached
LIFEGUARD OPERATIONS -
282.47
010
01050005
See Detail -Attached
CDD ADMIN -
1,339.26
010
0105041
See Detail -Attached
INSPECTIONS -
4,734.50
010
0105042
See Detail -Attached
PLAN CHECKS/PERMITS -
9,993.41
010
01050501
See Detail -Attached
PLANNING -
5,096.72
010
01050503
See Detail -Attached
CODE ENFORCEMENT -
1,546.20
010
01050505
See Detail -Attached
REAL PROPERTY GEN FUND -
657.63
010
01060005
See Detail -Attached
LIBRARY ADMIN -
2,227.09
010
0106021
See Detail -Attached
CDM BRANCH LIBRARY-
747.40
010
0106022
See Detail -Attached
MARINERS BRANCH LIBRARY -
2,568.69
010
0106023
See Detail -Attached
CENTRAL LIBRARY -
6,240.77
010
0106024
See Detail -Attached
BALBOA BRANCH LIBRARY -
509.99
010
01060601
See Detail -Attached
TECHNICAL PROCESSING -
993.71
010
01070005
See Detail -Attached
RECREATION ADMIN -
822.53
010
0107010
See Detail -Attached
PROGRAM SUPPORT -
3,937.13
010
0107012
See Detail -Attached
ADULT SPORTS -
373.86
010
0107014
See Detail -Attached
YOUTH PROGRAMS -
394.18
010
0107018
See Detail -Attached
PARK PATROL -
710.55
010
0107020
See Detail -Attached
NEWPORT COAST COMMUNITY CENTER -
434.34
010
0107021
See Detail -Attached
COMMUNITY YOUTH CENTER -
409.37
010
0107023
See Detail -Attached
MARINA PARK -
663.50
010
0107031
See Detail -Attached
OASIS -
1,974.61
010
0107032
See Detail -Attached
OASIS FITNESS CENTER -
424.78
010
0107033
See Detail -Attached
OASIS TRANSPORTATION -
578.39
010
01080005
See Detail -Attached
PUBLIC WORKS ADMIN -
2,193.91
010
0108011
See Detail -Attached
WQ/CONSERVATION/ENVIRONMENTAL -
579.08
010
0108012
See Detail -Attached
TRAFFIC & TRANSPORTATION -
6,065.97
010
01080801
See Detail -Attached
ENGINEERING SERVICES-
7,692.74
010
01080807
See Detail -Attached
MOD ADMIN -
469.37
100
10045451
See Detail -Attached
HARBOR DEPARTMENT-
663.15
701
7019052
See Detail -Attached
WATER SYSTEM SERVICE -
1,030.49
764
76420203
See Detail -Attached
CITY MGR INFORMTN TECHNOLOGY -
7,097.83
Subtotal
$ 86,101.84
FUND BALANCE
Fund #
Object
Description
Increase or (Decrease) $
010
300000
GENERAL FUND - FUND BALANCE CONTROL
(77,310.37)
100
300000
TIDE & SUBMERGED LANDS FUND - FUND BALANCE CONTROL
(663.15)
701
300000
WATER ENTERPRISE FUND
- FUND BALANCE CONTROL
(1,030.49)
764
300000
IT ISF - FUND BALANCE CONTROL
(7,097.83)
Subtotal
$ (86,101.84)
Fund Balance Change Required
�EWP°Rr
�o
`q�/FOPN j'
Q
City of Newport Beach ATTACHMENT D
BUDGET AMENDMENT DETAIL
2021-22 BA#: 22-018
❑ Yes []No
EXPENDITURES
Fund #
Org
Object
Project Description
Increase or (Decrease) $
010
01010005
711001
CITY CLERK ADMIN - SALARIES MISCELLANEOUS
1,215.68
010
01010005
712004
CITY CLERK ADMIN - CERTIFICATION PAY
5.40
010
01010005
722001
CITY CLERK ADMIN - PENSION EE NORMAL COST MISC
92.31
010
01010005
723002
CITY CLERK ADMIN - PENSION ER NORMAL COST MISC
119.54
010
01010005
724001
CITY CLERK ADMIN - PENSION EE CONTRIB MISC
(158.74)
010
01010005
727016
CITY CLERK ADMIN - MEDICARE FRINGES
17.71
010
01025005
711001
HUMAN RESOURCES - SALARIES MISCELLANEOUS
322.91
010
01025005
722001
HUMAN RESOURCES - PENSION EE NORMAL COST MISC
24.41
010
010250105
723002
HUMAN RESOURCES - PENSION ER NORMAL COST MISC
31.61
010
01025005
724001
HUMAN RESOURCES - PENSION EE CONTRIB MISC
(41.98)
010
01025005
727016
HUMAN RESOURCES - MEDICARE FRINGES
4.68
010
01030005
711001
FINANCE ADMIN - SALARIES MISCELLANEOUS
321.48
010
01030005
722001
FINANCE ADMIN - PENSION EE NORMAL COST MISC
24.30
010
01030005
723002
FINANCE ADMIN - PENSION ER NORMAL COST MISC
31.47
010
01030005
724001
FINANCE ADMIN - PENSION EE CONTRIB MISC
(41.79)
010
01030005
727016
FINANCE ADMIN - MEDICARE FRINGES
4.66
010
01030301
711001
FINANCIAL PLANNING - SALARIES MISCELLANEOUS
2,005.96
010
01030301
712004
FINANCIAL PLANNING - CERTIFICATION PAY
2.70
010
01030301
713001
FINANCIAL PLANNING - OVERTIME MISC & 1/2 TIME
38.62
010
01030301
722001
FINANCIAL PLANNING - PENSION EE NORMAL COST MISC
151.85
010
01030301
723002
FINANCIAL PLANNING - PENSION ER NORMAL COST MISC
196.65
010
01030301
724001
FINANCIAL PLANNING - PENSION EE CONTRIB MISC
(261.13)
010
01030301
727016
FINANCIAL PLANNING - MEDICARE FRINGES
29.69
010
01030302
711001
FINANCIAL REPORTING - SALARIES MISCELLANEOUS
1,981.69
010
01030302
713001
FINANCIAL REPORTING - OVERTIME MISC & 1/2 TIME
77.24
010
01030302
722001
FINANCIAL REPORTING - PENSION EE NORMAL COST MISC
149.82
010
01030302
723002
FINANCIAL REPORTING - PENSION ER NORMAL COST MISC
194.01
010
01030302
724001
FINANCIAL REPORTING - PENSION EE CONTRIB MISC
(257.62)
010
01030302
727016
FINANCIAL REPORTING - MEDICARE FRINGES
29.85
010
0103031
711001
REVENUE SERVICES - SALARIES MISCELLANEOUS
5,024.83
010
0103031
712004
REVENUE SERVICES - CERTIFICATION PAY
5.10
010
0103031
713001
REVENUE SERVICES - OVERTIME MISC & 1/2 TIME
3.05
010
0103031
722001
REVENUE SERVICES - PENSION EE NORMAL COST MISC
380.26
010
0103031
723002
REVENUE SERVICES - PENSION ER NORMAL COST MISC
492.43
010
0103031
724001
REVENUE SERVICES - PENSION EE CONTRIB MISC
(653.89)
010
0103031
727016
REVENUE SERVICES - MEDICARE FRINGES
72.98
010
01040005
711001
FIRE ADMINISTRATION - SALARIES MISCELLANEOUS
454.37
010
01040005
722001
FIRE ADMINISTRATION - PENSION EE NORMAL COST MISC
34.35
010
01040005
723002
FIRE ADMINISTRATION - PENSION ER NORMAL COST MISC
44.48
010
01040005
724001
FIRE ADMINISTRATION - PENSION EE CONTRIB MISC
(59.07)
010
01040005
727016
FIRE ADMINISTRATION - MEDICARE FRINGES
6.59
010
01040401
711001
FIRE OPERATIONS- SALARIES MISCELLANEOUS
278.86
010
01040401
722001
FIRE OPERATIONS - PENSION EE NORMAL COST MISC
21.08
010
01040401
723002
FIRE OPERATIONS - PENSION ER NORMAL COST MISC
27.30
010
01040401
724001
FIRE OPERATIONS - PENSION EE CONTRIB MISC
(36.25)
010
01040401
727016
FIRE OPERATIONS - MEDICARE FRINGES
4.04
010
01040404
711001
EMERGENCY MEDICAL SERVICES - SALARIES MISCELLANEOL
132.86
010
01040404
722001
EMERGENCY MEDICAL SERVICES - PENSION EE NORMAL CO
10.04
010
01040404
723002
EMERGENCY MEDICAL SERVICES - PENSION ER NORMAL CO
13.01
010
01040404
724001
EMERGENCY MEDICAL SERVICES - PENSION EE CONTRIB MI'
(17.27)
010
01040404
727016
EMERGENCY MEDICAL SERVICES - MEDICARE FRINGES
1.93
010
01040405
711001
JUNIOR LIFEGUARDS - SALARIES MISCELLANEOUS
88.99
010
01040405
722001
JUNIOR LIFEGUARDS - PENSION EE NORMAL COST MISC
6.73
010
01040405
723002
JUNIOR LIFEGUARDS - PENSION ER NORMAL COST MISC
8.71
010
01040405
724001
JUNIOR LIFEGUARDS - PENSION EE CONTRIB MISC
(11.57)
010
01040405
727016
JUNIOR LIFEGUARDS - MEDICARE FRINGES
1.29
010
01040406
711001
LIFEGUARD OPERATIONS - SALARIES MISCELLANEOUS
266.98
010
01040406
722001
LIFEGUARD OPERATIONS - PENSION EE NORMAL COST MIS(
20.18
010
01040406
723002
LIFEGUARD OPERATIONS - PENSION ER NORMAL COST MIS(
26.14
010
01040406
724001
LIFEGUARD OPERATIONS - PENSION EE CONTRIB MISC
(34.71)
010
01040406
727016
LIFEGUARD OPERATIONS - MEDICARE FRINGES
3.87
010
01050005
711001
CDD ADMIN - SALARIES MISCELLANEOUS
1,242.69
i ii
Fund #
Org
Object
Project Description
InATrA07 aLmP4l,
010
01050005
713001
CDD ADMIN - OVERTIME MISC & 1/2 TIME
010
01050005
722001
CDD ADMIN - PENSION EE NORMAL COST MISC
93.95
010
01050005
723002
CDD ADMIN - PENSION ER NORMAL COST MISC
121.66
010
01050005
724001
CDD ADMIN - PENSION EE CONTRIB MISC
(161.55)
010
01050005
727016
CDD ADMIN - MEDICARE FRINGES
18.37
010
0105041
711001
INSPECTIONS - SALARIES MISCELLANEOUS
4,391.17
010
0105041
712004
INSPECTIONS -CERTIFICATION PAY
2.70
010
0105041
713001
INSPECTIONS - OVERTIME MISC & 1/2 TIME
78.97
010
0105041
722001
INSPECTIONS - PENSION EE NORMAL COST MISC
339.57
010
0105041
723002
INSPECTIONS - PENSION ER NORMAL COST MISC
439.73
010
0105041
724001
INSPECTIONS - PENSION EE CONTRIB MISC
(583.92)
010
0105041
727016
INSPECTIONS - MEDICARE FRINGES
66.27
010
0105042
711001
PLAN CHECKS/PERMITS - SALARIES MISCELLANEOUS
8,837.32
010
0105042
712004
PLAN CHECKS/PERMITS - CERTIFICATION PAY
100.50
010
0105042
713001
PLAN CHECKS/PERMITS - OVERTIME MISC & 1/2 TIME
527.33
010
0105042
722001
PLAN CHECKS/PERMITS - PENSION EE NORMAL COST MISC
678.60
010
0105042
723002
PLAN CHECKS/PERMITS - PENSION ER NORMAL COST MISC
878.77
010
0105042
724001
PLAN CHECKS/PERMITS - PENSION EE CONTRIB MISC
(1,166.91)
010
0105042
727016
PLAN CHECKS/PERMITS - MEDICARE FRINGES
137.80
010
01050501
711001
PLANNING - SALARIES MISCELLANEOUS
4,739.24
010
01050501
713001
PLANNING - OVERTIME MISC & 1/2 TIME
81.42
010
01050501
722001
PLANNING - PENSION EE NORMAL COST MISC
358.29
010
01050501
723002
PLANNING - PENSION ER NORMAL COST MISC
463.97
010
01050501
724001
PLANNING - PENSION EE CONTRIB MISC
(616.10)
010
01050501
727016
PLANNING - MEDICARE FRINGES
69.90
010
01050503
711001
CODE ENFORCEMENT - SALARIES MISCELLANEOUS
1,278.02
010
01050503
712004
CODE ENFORCEMENT -CERTIFICATION PAY
138.90
010
01050503
713001
CODE ENFORCEMENT - OVERTIME MISC & 1/2 TIME
53.44
010
01050503
722001
CODE ENFORCEMENT - PENSION EE NORMAL COST MISC
97.84
010
01050503
723002
CODE ENFORCEMENT - PENSION ER NORMAL COST MISC
126.70
010
01050503
724001
CODE ENFORCEMENT - PENSION EE CONTRIB MISC
(168.25)
010
01050503
727016
CODE ENFORCEMENT- MEDICARE FRINGES
19.54
010
01050505
711001
REAL PROPERTY GEN FUND - SALARIES MISCELLANEOUS
621.58
010
01050505
722001
REAL PROPERTY GEN FUND - PENSION EE NORMAL COST M
46.99
010
01050505
723002
REAL PROPERTY GEN FUND - PENSION ER NORMAL COST M
60.85
010
01050505
724001
REAL PROPERTY GEN FUND - PENSION EE CONTRIB MISC
(80.81)
010
01050505
727016
REAL PROPERTY GEN FUND - MEDICARE FRINGES
9.01
010
01060005
711001
LIBRARY ADMIN - SALARIES MISCELLANEOUS
2,104.45
010
01060005
713001
LIBRARY ADMIN - OVERTIME MISC & 1/2 TIME
0.57
010
01060005
722001
LIBRARY ADMIN - PENSION EE NORMAL COST MISC
159.10
010
01060005
723002
LIBRARY ADMIN - PENSION ER NORMAL COST MISC
206.03
010
01060005
724001
LIBRARY ADMIN - PENSION EE CONTRIB MISC
(273.58)
010
01060005
727016
LIBRARY ADMIN - MEDICARE FRINGES
30.52
010
0106021
711001
CDM BRANCH LIBRARY - SALARIES MISCELLANEOUS
706.42
010
0106021
722001
CDM BRANCH LIBRARY - PENSION EE NORMAL COST MISC
53.41
010
0106021
723002
CDM BRANCH LIBRARY - PENSION ER NORMAL COST MISC
69.16
010
0106021
724001
CDM BRANCH LIBRARY - PENSION EE CONTRIB MISC
(91.83)
010
0106021
727016
CDM BRANCH LIBRARY - MEDICARE FRINGES
10.24
010
0106022
711001
MARINERS BRANCH LIBRARY - SALARIES MISCELLANEOUS
2,424.85
010
0106022
713001
MARINERS BRANCH LIBRARY - OVERTIME MISC & 1/2 TIME
3.15
010
0106022
722001
MARINERS BRANCH LIBRARY - PENSION EE NORMAL COST P
183.32
010
0106022
723002
MARINERS BRANCH LIBRARY - PENSION ER NORMAL COST f
237.39
010
0106022
724001
MARINERS BRANCH LIBRARY - PENSION EE CONTRIB MISC
(315.23)
010
0106022
727016
MARINERS BRANCH LIBRARY- MEDICARE FRINGES
35.21
010
0106023
711001
CENTRAL LIBRARY - SALARIES MISCELLANEOUS
5,893.07
010
0106023
713001
CENTRAL LIBRARY - OVERTIME MISC & 1/2 TIME
5.82
010
0106023
722001
CENTRAL LIBRARY - PENSION EE NORMAL COST MISC
445.52
010
0106023
723002
CENTRAL LIBRARY - PENSION ER NORMAL COST MISC
576.93
010
0106023
724001
CENTRAL LIBRARY- PENSION EE CONTRIB MISC
(766.10)
010
0106023
727016
CENTRAL LIBRARY - MEDICARE FRINGES
85.53
010
0106024
711001
BALBOA BRANCH LIBRARY - SALARIES MISCELLANEOUS
482.03
010
0106024
722001
BALBOA BRANCH LIBRARY - PENSION EE NORMAL COST MI`.
36.44
010
0106024
723002
BALBOA BRANCH LIBRARY - PENSION ER NORMAL COST MI'
47.19
010
0106024
724001
BALBOA BRANCH LIBRARY - PENSION EE CONTRIB MISC
(62.66)
010
0106024
727016
BALBOA BRANCH LIBRARY - MEDICARE FRINGES
6.99
010
01060601
711001
TECHNICAL PROCESSING - SALARIES MISCELLANEOUS
939.24
010
01060601
722001
TECHNICAL PROCESSING - PENSION EE NORMAL COST MISC
71.01
010
01060601
723002
TECHNICAL PROCESSING - PENSION ER NORMAL COST MISC
91.95
010
01060601
724001
TECHNICAL PROCESSING - PENSION EE CONTRIB MISC
(122.10)
010
01060601
727016
TECHNICAL PROCESSING - MEDICARE FRINGES
13.62
010
01070005
711001
RECREATION ADMIN - SALARIES MISCELLANEOUS
777.44
•
Fund #
Org
Object
Project Description
InAET AGHMENT
010
01070005
722001
RECREATION ADMIN - PENSION EE NORMAL COST MISC
58.77
010
01070005
723002
RECREATION ADMIN - PENSION ER NORMAL COST MISC
76.11
010
01070005
724001
RECREATION ADMIN - PENSION EE CONTRIB MISC
(101.07)
010
01070005
727016
RECREATION ADMIN - MEDICARE FRINGES
11.27
010
0107010
711001
PROGRAM SUPPORT- SALARIES MISCELLANEOUS
3,720.64
010
0107010
713001
PROGRAM SUPPORT - OVERTIME MISC & 1/2 TIME
0.69
010
0107010
722001
PROGRAM SUPPORT - PENSION EE NORMAL COST MISC
281.28
010
0107010
723002
PROGRAM SUPPORT - PENSION ER NORMAL COST MISC
364.25
010
0107010
724001
PROGRAM SUPPORT - PENSION EE CONTRIB MISC
(483.68)
010
0107010
727016
PROGRAM SUPPORT - MEDICARE FRINGES
53.96
010
0107012
711001
ADULT SPORTS - SALARIES MISCELLANEOUS
353.37
010
0107012
722001
ADULT SPORTS - PENSION EE NORMAL COST MISC
26.71
010
0107012
723002
ADULT SPORTS - PENSION ER NORMAL COST MISC
34.59
010
0107012
724001
ADULT SPORTS - PENSION EE CONTRIB MISC
(45.94)
010
0107012
727016
ADULT SPORTS - MEDICARE FRINGES
5.12
010
0107014
711001
YOUTH PROGRAMS - SALARIES MISCELLANEOUS
372.57
010
0107014
722001
YOUTH PROGRAMS - PENSION EE NORMAL COST MISC
28.17
010
0107014
723002
YOUTH PROGRAMS - PENSION ER NORMAL COST MISC
36.47
010
0107014
724001
YOUTH PROGRAMS - PENSION EE CONTRIB MISC
(48.43)
010
0107014
727016
YOUTH PROGRAMS - MEDICARE FRINGES
5.40
010
0107018
711001
PARK PATROL - SALARIES MISCELLANEOUS
671.60
010
0107018
722001
PARK PATROL - PENSION EE NORMAL COST MISC
50.77
010
0107018
723002
PARK PATROL - PENSION ER NORMAL COST MISC
65.75
010
0107018
724001
PARK PATROL - PENSION EE CONTRIB MISC
(87.31)
010
0107018
727016
PARK PATROL - MEDICARE FRINGES
9.74
010
0107020
711001
NEWPORT COAST COMMUNITY CENTER - SALARIES MISCEL
410.53
010
0107020
722001
NEWPORT COAST COMMUNITY CENTER - PENSION EE NORI
31.04
010
0107020
723002
NEWPORT COAST COMMUNITY CENTER - PENSION ER NOR
40.19
010
0107020
724001
NEWPORT COAST COMMUNITY CENTER - PENSION EE CON'
(53.37)
010
0107020
727016
NEWPORT COAST COMMUNITY CENTER - MEDICARE FIRING
5.95
010
0107021
711001
COMMUNITY YOUTH CENTER- SALARIES MISCELLANEOUS
386.93
010
0107021
722001
COMMUNITY YOUTH CENTER - PENSION EE NORMAL COST
29.25
010
0107021
723002
COMMUNITY YOUTH CENTER - PENSION ER NORMAL COST
37.88
010
0107021
724001
COMMUNITY YOUTH CENTER - PENSION EE CONTRIB MISC
(50.30)
010
0107021
727016
COMMUNITY YOUTH CENTER - MEDICARE FRINGES
5.61
010
0107023
711001
MARINA PARK - SALARIES MISCELLANEOUS
627.13
010
0107023
722001
MARINA PARK - PENSION EE NORMAL COST MISC
47.41
010
0107023
723002
MARINA PARK - PENSION ER NORMAL COST MISC
61.40
010
0107023
724001
MARINA PARK - PENSION EE CONTRIB MISC
(81.53)
010
0107023
727016
MARINA PARK - MEDICARE FRINGES
9.09
010
0107031
711001
OASIS - SALARIES MISCELLANEOUS
1,866.36
010
0107031
722001
OASIS - PENSION EE NORMAL COST MISC
141.10
010
0107031
723002
OASIS - PENSION ER NORMAL COST MISC
182.72
010
0107031
724001
OASIS - PENSION EE CONTRIB MISC
(242.63)
010
0107031
727016
OASIS - MEDICARE FRINGES
27.06
010
0107032
711001
OASIS FITNESS CENTER - SALARIES MISCELLANEOUS
401.49
010
0107032
722001
OASIS FITNESS CENTER - PENSION EE NORMAL COST MISC
30.35
010
0107032
723002
OASIS FITNESS CENTER - PENSION ER NORMAL COST MISC
39.31
010
0107032
724001
OASIS FITNESS CENTER - PENSION EE CONTRIB MISC
(52.19)
010
0107032
727016
OASIS FITNESS CENTER - MEDICARE FRINGES
5.82
010
0107033
711001
OASIS TRANSPORTATION - SALARIES MISCELLANEOUS
546.69
010
0107033
722001
OASIS TRANSPORTATION - PENSION EE NORMAL COST MIS(
41.33
010
0107033
723002
OASIS TRANSPORTATION - PENSION ER NORMAL COST MIST
53.52
010
0107033
724001
OASIS TRANSPORTATION - PENSION EE CONTRIB MISC
(71.07)
010
0107033
727016
OASIS TRANSPORTATION - MEDICARE FRINGES
7.93
010
01080005
711001
PUBLIC WORKS ADMIN - SALARIES MISCELLANEOUS
2,058.04
010
01080005
712004
PUBLIC WORKS ADMIN - CERTIFICATION PAY
16.20
010
01080005
713001
PUBLIC WORKS ADMIN - OVERTIME MISC & 1/2 TIME
0.06
010
01080005
722001
PUBLIC WORKS ADMIN - PENSION EE NORMAL COST MISC
155.91
010
01080005
723002
PUBLIC WORKS ADMIN - PENSION ER NORMAL COST MISC
201.89
010
01080005
724001
PUBLIC WORKS ADMIN - PENSION EE CONTRIB MISC
(268.09)
010
01080005
727016
PUBLIC WORKS ADMIN - MEDICARE FRINGES
29.90
010
0108011
711001
WQ/CONSERVATION/ENVIRONMENTAL- SALARIESMISCELI
547.33
010
0108011
722001
WQ/CONSERVATION/ENVIRONMENTAL-PENSION EE NORI
41.38
010
0108011
723002
WQ/CONSERVATION/ENVIRONMENTAL-PENSION ER NORI
53.58
010
0108011
724001
WQ/CONSERVATION/ENVIRONMENTAL- PENSION EE CON-
(71.15)
010
0108011
727016
WQ/CONSERVATION/ENVIRONMENTAL- MEDICAREFRING
7.94
010
0108012
711001
TRAFFIC & TRANSPORTATION - SALARIES MISCELLANEOUS
5,685.08
010
0108012
712004
TRAFFIC & TRANSPORTATION - CERTIFICATION PAY
4.20
010
0108012
713001
TRAFFIC & TRANSPORTATION - OVERTIME MISC & 1/2 TIME
45.11
010
0108012
722001
TRAFFIC & TRANSPORTATION - PENSION EE NORMAL COST
431.33
100.00
Fund #
Org
Object Project
Description
IrATTACHMENT
010
0108012
723002
TRAFFIC & TRANSPORTATION - PENSION ER NORMAL COST
558.57
010
0108012
724001
TRAFFIC & TRANSPORTATION - PENSION EE CONTRIB MISC
(741.71)
010
0108012
727016
TRAFFIC & TRANSPORTATION - MEDICARE FRINGES
83.38
010
01080801
711001
ENGINEERING SERVICES - SALARIES MISCELLANEOUS
6,876.87
010
01080801
712004
ENGINEERING SERVICES - CERTIFICATION PAY
20.40
010
01080801
713001
ENGINEERING SERVICES - OVERTIME MISC & 1/2 TIME
390.67
010
01080801
722001
ENGINEERING SERVICES - PENSION EE NORMAL COST MISC
520.26
010
01080801
723002
ENGINEERING SERVICES - PENSION ER NORMAL COST MISC
673.72
010
01080801
724001
ENGINEERING SERVICES - PENSION EE CONTRIB MISC
(894.63)
010
01080801
727016
ENGINEERING SERVICES - MEDICARE FRINGES
105.45
010
01080807
711001
MOD ADMIN - SALARIES MISCELLANEOUS
443.36
010
01080807
713001
MOD ADMIN - OVERTIME MISC & 1/2 TIME
0.29
010
01080807
722001
MOD ADMIN - PENSION EE NORMAL COST MISC
33.52
010
01080807
723002
MOD ADMIN - PENSION ER NORMAL COST MISC
43.40
010
01080807
724001
MOD ADMIN - PENSION EE CONTRIB MISC
(57.64)
010
01080807
727016
MOD ADMIN - MEDICARE FRINGES
6.43
100
10045451
711001
HARBOR DEPARTMENT- SALARIES MISCELLANEOUS
621.58
100
10045451
712004
HARBOR DEPARTMENT - CERTIFICATION PAY
4.88
100
10045451
722001
HARBOR DEPARTMENT - PENSION EE NORMAL COST MISC
47.83
100
10045451
723002
HARBOR DEPARTMENT - PENSION ER NORMAL COST MISC
61.94
100
10045451
724001
HARBOR DEPARTMENT - PENSION EE CONTRIB MISC
(82.25)
100
10045451
727016
HARBOR DEPARTMENT- MEDICARE FRINGES
9.17
701
7019052
711001
WATER SYSTEM SERVICE - SALARIES MISCELLANEOUS
961.80
701
7019052
712004
WATER SYSTEM SERVICE - CERTIFICATION PAY
11.10
701
7019052
713001
WATER SYSTEM SERVICE - OVERTIME MISC & 1/2 TIME
1.63
701
7019052
722001
WATER SYSTEM SERVICE - PENSION EE NORMAL COST MISC
72.92
701
7019052
723002
WATER SYSTEM SERVICE - PENSION ER NORMAL COST MIS(
94.42
701
7019052
724001
WATER SYSTEM SERVICE - PENSION EE CONTRIB MISC
(125.38)
701
7019052
727016
WATER SYSTEM SERVICE - MEDICARE FRINGES
14.01
764
76420203
711001
CITY MGR INFORMTN TECHNOLOGY - SALARIES MISCELLAN
6,480.12
764
76420203
712004
CITY MGR INFORMTN TECHNOLOGY - CERTIFICATION PAY
32.10
764
76420203
713001
CITY MGR INFORMTN TECHNOLOGY - OVERTIME MISC & 1/
204.94
764
76420203
722001
CITY MGR INFORMTN TECHNOLOGY - PENSION EE NORMAL
492.32
764
76420203
723002
CITY MGR INFORMTN TECHNOLOGY - PENSION ER NORMAL
637.55
764
76420203
724001
CITY MGR INFORMTN TECHNOLOGY - PENSION EE CONTRIB
(846.59)
764
76420203
727016
CITY MGR INFORMTN TECHNOLOGY - MEDICARE FRINGES
97.40
Subtotal
$ 86,101.84
1BALANCE
Fund #
Object
Description
Increase or (Decrease) $
0
300000
GENERAL FUND FUND BALANCE CONTROL
(77,310.37)
0
F10
300000
TIDE &SUBMERGED LANDS FUND -FUND BALANCE CONTROL
(663.15)
1
300000
WATER ENTERPRISE FUND
FUND BALANCE CONTROL
(1,030.49)
4
300000
IT ISF - FUND BALANCE CONTROL
(7,097.83)
Subtotal
$ (86,101.84)
Fund Balance Change Required
•