HomeMy WebLinkAbout04 - Adopting a MOU with the NBFA and Associated Salary ScheduleQ SEW Pp�T
CITY OF
z NEWPORT BEACH
c�<,FORN'P City Council Staff Report
May 13, 2025
Agenda Item No. 4
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: Grace K. Leung, City Manager - 949-644-3001,
gleung@newportbeachca.gov
PREPARED BY: Barbara J. Salvini, Human Resources Director - 949-644-3259,
bsalvini@newportbeachca.gov
TITLE: Resolution No. 2025-20: Adopting a Memorandum of Understanding
with the Newport Beach Firefighters Association and Associated
Salary Schedule
ABSTRACT -
The Tentative Agreement (Agreement) regarding a Memorandum of Understanding
(MOU) between the City of Newport Beach and the Newport Beach Firefighters
Association (NBFA or Association) was submitted at the Regular Meeting on April 29,
2025 to provide the City Council and the community an opportunity to consider the terms
and costs of the Agreement.
The proposed MOU is now presented for the City Council's approval (or rejection). This
is the final step in the meet and confer process with the NBFA. Included in the
recommendation for approval of the MOU is the associated salary schedule. The attached
budget amendment appropriates the required funding to implement the costs associated
with the agreement for the current fiscal year.
RECOMMENDATIONS:
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 2025-20, 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 Firefighters Association and Associated
Salary Schedule; and
c) Approve Budget Amendment No. 25-063 appropriating $422,413.15 in increased
expenditures in various City division salary and benefits accounts from unappropriated
General Fund balance.
4-1
Resolution No. 2025-20: Adopting a Memorandum of Understanding with
the Newport Beach Firefighters Association and Associated Salary Schedule
May 13, 2025
Page 2
DISCUSSION:
The following discussion was provided, in part, with the April 29, 2025, staff report and is
included here for reference:
The Newport Beach Firefighters Association is a recognized employee
association and represents approximately 125 employees, including
118 safety members and seven non -safety members.
Topics discussed during negotiations included wage adjustments,
equipment allowance, leaves, certification pay, and other non -economic
matters. Clarifying language to existing provisions was added where
necessary.
Salient provisions of the Tentative Agreement between the City and NBFA
include:
• Term - approximately three years, expiring June 30, 2028.
• Wage adjustments -
o First full pay period after May 1, 2025 — 4%
o First full pay period following July 1, 2026 — 4%
o First full pay period following July 1, 2027 — 4%
• Equity Adjustment for Safety Classifications - Effective the first full pay
period after May 1, 2025, the base salary for represented safety
classifications will increase by 2%.
• Longevity Pay Adjustments for Safety Classifications - Adjustments to
existing longevity pay for safety classifications will provide an additional
5% for those with at least 15 years of service, but less than 20 years of
service. Safety members with 20 or more years of service will receive
an additional 10%.
• Medical Insurance — The City will contribute $2,224 per month (plus the
minimum CalPERS participating employee contribution) to each
member's cafeteria plan.
• Holidays — Because safety line members are expected to work without
regard to City -recognized holidays, all holidays will be provided as cash
with no option to take holidays as time off.
• Non -Accruing Leave Bank— Safety line employees will receive 48 hours
annually of paid leave. The hours do not accrue, have no cash value,
and are nontransferable.
4-2
Resolution No. 2025-20: Adopting a Memorandum of Understanding with
the Newport Beach Firefighters Association and Associated Salary Schedule
May 13, 2025
Page 3
The City Council reviewed the Tentative Agreement and proposed MOU with NBFA at its
regular meeting of April 29, 2025, after which the costing information and proposed
revisions to the MOU were posted for public review on the City's website. A final version
of the successor MOU is being presented (Attachment A) in accordance with Government
Code §3505.1. The total cost of the NBFA MOU is approximately $12.5 million. If the
Council approves adoption of the MOU, City staff will work to implement the terms as
soon as practicable.
FISCAL IMPACT:
Detailed cost information is provided in Attachment B. Since the MOU covers the period
from May 3, 2025, through June 30, 2028, it will result in the following annual fiscal
impacts to implement the terms of the agreement, totaling $12,464,969:
2024/25 $ 422,413
2025/26
2,745,685
2026/27
3,995,326
2027/28
5,301,545
$12,464,969
A budget amendment is required to appropriate $422,413.15 from the General Fund
unappropriated surplus fund balance to implement the terms for the remainder of Fiscal
Year 2024-25. Adequate funding will be included in the annual budget for subsequent
years.
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. 2025-20, including Exhibit A, NBFA MOU
Attachment B — Costing
Attachment C — Budget Amendment No. 25-063
4-3
ATTACHMENT A
RESOLUTION NO. 2025-20
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 FIREFIGHTERS ASSOCIATION AND
AMENDING THE SALARY SCHEDULE
WHEREAS, the City Council of the City of Newport Beach ("City Council')
previously adopted Resolution No. 2001-50, the "Employer -Employee Relations
Resolution," pursuant to authority contained in the Meyers-Milias-Brown Act, Government
Code 3500, et seq.;
WHEREAS, the City of Newport Beach ("City") promotes effective communication
and collaborative working relationships with its employee associations to foster improved
relations while balancing good management practices;
WHEREAS, the City previously entered into a Memorandum of Understanding
("MOU") with the Newport Beach Firefighters Association ("NBFA") a recognized
organization, for the term of January 1, 2022, through December 31, 2025;
WHEREAS, representatives from the City and NBFA met and conferred in good
faith and reached a tentative agreement on wages, benefits and other terms and
conditions of employment, which are memorialized in the Memorandum of Understanding
between the City and NBFA ("Memorandum of Understanding") attached hereto as
Attachment A and incorporated herein by this reference;
WHEREAS, NBFA has ratified the Memorandum of Understanding;
WHEREAS, City of Newport Beach Charter Section 601 requires the City Council
to provide the number, titles, qualifications, powers, duties and compensation of all
officers and employees of the City;
WHEREAS, Newport Beach Municipal Code Section 2.28.010 (Establishment of
Classification and Salary Ranges) provides, upon recommendation of the City Manager,
the City Council may establish by resolution the salary range or rate for each position;
WHEREAS, by adopting this resolution, the City Council intends to amend the
salary schedule for NBFA unit members so as to be in conformance with the
Memorandum of Understanding;
SM
Resolution No. 2025 -
Page 2 of 3
WHEREAS, the City Manager has reviewed the changes to the salary schedule
for NBFA unit members provided in this resolution and recommends approval;
WHEREAS, the City Council received and considered the Memorandum of
Understanding at its regular meeting on April 29, 2025, and
WHEREAS, by adopting this resolution, the City Council also desires to replace
the 2022-2025 memorandum of understanding between the City and NBFA by adopting
the Memorandum of Understanding attached hereto as Attachment A to serve as the
successor agreement between the City and NBFA for the period May 3, 2025 through
June 30, 2028.
NOW, THEREFORE, the City Council of the City of Newport Beach resolves as
follows:
Section 1: The City Council hereby approves, and authorizes the Mayor to
execute the Memorandum of Understanding attached hereto as Attachment A. The
wages, hours, fringe benefits, and other terms and conditions of employment for
employees represented by NBFA shall be provided in accordance with the provisions of
the Memorandum of Understanding, which shall serve as the successor agreement
between the City and NBFA for the period May 3, 2025, through June 30, 2028.
Section 2: The City's salary schedule shall be modified so as to be consistent
with this resolution, the Memorandum of Understanding, and Exhibit A to the
Memorandum of Understanding. Any resolution, or part thereof, in conflict with this
resolution shall be of no effect.
Section 3: The recitals provided in this resolution are true and correct and are
incorporated into the operative part of this resolution.
Section 4: If any section, subsection, sentence, clause or phrase of this
resolution is, for any reason, held to be invalid or unconstitutional, such decision shall not
affect the validity or constitutionality of the remaining portions of this resolution. The City
Council hereby declares that it would have passed this resolution, and each section,
subsection, sentence, clause or phrase hereof, irrespective of the fact that any one or
more sections, subsections, sentences, clauses or phrases be declared invalid or
unconstitutional.
Resolution No. 2025 -
Page 3 of 3
Section 5: The City Council finds the adoption of this resolution is not subject to
the California Environmental Quality Act ("CEQA") pursuant to Sections 15060(c)(2) (the
activity will not result in a direct or reasonably foreseeable indirect physical change in the
environment) and 15060(c)(3) (the activity is not a project as defined in Section 15378)
of the CEQA Guidelines, California Code of Regulations, Title 14, Division 6, Chapter 3,
because it has no potential for resulting in physical change to the environment, directly or
indirectly.
Section 6: This resolution shall take effect immediately upon its adoption by the
City Council, and the City Clerk shall certify the vote adopting the resolution.
ADOPTED this 13th day of May 2025.
Joe Stapleton
Mayor
ATTEST:
L.eilani I. Brown
City Clerk
APPROVED AS TO FORM:
CITY A ORNEY'S OFFICE
C'
Aaron C. Harp
City Attorney
Attachment A - Memorandum of Understanding
RHO
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF NEWPORT BEACH
AND
THE NEWPORT BEACH FIREFIGHTERS ASSOCIATION
G
c\�o NJ
Term: May 3, 2025 through June 30, 2028
NBFA MOU 2025-2028
4-7
Table of Contents
PREAMBLE..........................................................................................................................................................3
SECTION 1. GENERAL PROVISIONS..............................................................................................................3
RECOGNITION................................................................................................................................................3
TERM...............................................................................................................................................................3
RELEASETIME................................................................................................................................................4
SCOPE.. ................................................... ........ ....................................... .................................................
5
BULLETINBOARDS.........................................................................................................................................5
AUTHORITY TO DEDUCT DUES FROM MEMBERS' PAYCHECKS.............................................................6
MAINTENANCE OF MEMBERSHIP................................................................................................................6
CONCLUSIVENESS........................................................................................................................................6
MODIFICATIONS.............................................................................................................................................6
SAVINGS.........................................................................................................................................................6
IMPASSE.........................................................................................................................................................7
DEFINITIONS. ....................................................................................................................... ..........................
7
SECTION 2. COMPENSATION..........................................................................................................................7
SALARY ADJUSTMENTS - THIS MOU PERIOD.............................................................................
7
SALARY DIFFERENTIAL...............................................................................................................................8
FIREFIGHTER- SPECIAL STEP INCREASE...................................................................................................8
PROBATIONARY FIREFIGHTER TRAINING STEP........................................................................................8
OVERTIME.......................................................................................................................................................8
REQUIRED UNIFORM.....................................................................................................................................9
SCHOLASTIC/CERTIFICATE ACHIEVEMENT PAY....................................................................................10
SPECIAL ASSIGNMENT PAY........................................................................................................................11
TEMPORARY UPGRADING OF EMPLOYEES...........................................................................................12
Y-RATING......................................................................................................................................................14
SHIFTHOLDOVER.......................................................................................................................................A4
EMERGENCYRECALL .......................................... .................................................................................. .....
14
BILINGUALPAY.............................................................................................................................................15
COURT STANDBY PAY.................................................................................................................................15
LONGEVITYPAY..........................................................................................................................................15
SECTION3. LEAVES.......................................................................................................................................16
FLEXLEAVE .................................................. .............................................................................................
16
HOLIDAY TIME .............................................................17
................................................................................
BEREAVEMENT LEAVE................................................................................................................................18
CATASTROPHIC LEAVE...............................................................................................................................18
JURYDUTY ......................................................................... ...........................................................................18
WORKER'S COMPENSATION LEAVE.........................................................................................................19
SCHEDULING OF MEDICAL TREATMENT FOR INDUSTRIAL INJURIES...................................................19
REASSIGNMENT...........................................................................................................................................19
EARLYRELIEF..............................................................................................................................................20
NON -ACCRUING LEAVE (NAL) BANK FOR LINE EMPLOYEES.................................................................20
SECTION 4. FRINGE BENEFITS.....................................................................................................................20
INSURANCE................................................................................................................................................
20
ADDITIONAL HEALTH INSURANCE/PROGRAMS......................................................................................22
EMPLOYEE ASSISTANCE PROGRAM........................................................................................................23
PERS RETIREMENT BENEFIT......................................................................................................................23
DEFINED CONTRIBUTION PLAN..................................................................................................................25
RETIREE MEDICAL BENEFIT.. ................................. ........................ ............. .......................................
25
TUITION REIMBURSEMENT ANDTRAINING..............................................................................................29
FITNESSPROGRAM.....................................................................................................................................30
PHYSICAL CONDITIONING EQUIPMENT...................................................................................................30
Page 12
SECTIONS. MISCELLANEOUS PROVISIONS..............................................................................................30
REDUCTIONS IN FORCE/LAYOFFS..........................................................................................................
30
DISCIPLINEPLAN..........................................................................................................................................33
FIRE SUPPRESSION EQUIPMENT STAFFING LEVELS..............................................................................33
EMT CERTIFICATION...................................................................................................................................33
NOSMOKING...............................................................................................................................................33
INSPECTOR/DEPUTY MARSHAL CLASSIFICATIONS..............................................................................33
EXPOSURELOG...........................................................................................................................................34
GRIEVANCE PROCEDURE..........................................................................................................................34
48/96 SCHEDULE.........................................................................................................................................34
CONSECUTIVE SHIFTS...............................................................................................................................34
REQUIREMENT TO LIVE WITHIN 150 MILES OF CITY LIMITS................................................................34
OVERPAYMENT..........................................................................................................................................34
NBFA MOU 20255-2028
Page 13
This MEMORANDUM OF UNDERSTANDING (hereinafter referred to as WOU") is entered
into with reference to the following:
The Newport Beach Firefighters Association, International Association of Firefighters,
Local 3734 ("NBFA"), a recognized employee organization, 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 of employees in the unit of representation NBFA is
recognized to represent (unit members).
This MOU, upon approval by NBFA 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 NBFA 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 the classifications of:
Safety Classifications:
Fire Captain
Fire Engineer
Firefighter Paramedic
Firefighter
Non -Safety
Classifications:
Fire Services Coordinator
Fire Inspector
Senior Fire Inspector
Deputy Fire Marsha!
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 May
3, 2025. This MOU shall remain in full force and effect until June 30, 2028 and the
provisions of this MOU shall continue after the date of expiration of this MOU in the
event the parties are meeting and conferring on a successor MOU.
2. The terms and conditions of this MOU shall prevail over any conflicting provisions of
!NBFA MOU 2025-2028
4-10
Page 14
Newport Beach City Charter, the ordinances, resolutions and policies of the City of
Newport Beach, 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 such as, or similar to,
this MOU.
C. RELEASE TIME
Unit members shall be allowed to participate in the following activities and receive full
pay ("Release Time"):
Attendance at off -site meetings, conferences, seminars or workshops related to
matters within the scope of representation.
b. To prepare for scheduled meetings between the City and NBFA during the meet
and confer process.
To travel to and attend scheduled meetings between the City and NBFA
during the meet and confer process.
To travel to and attend scheduled grievance and disciplinary hearings.
iii. To meet, for up to one hour, with a unit member(s) they are representing
prior to a hearing described in subsection C(1)(c)(ii) above.
2. City grants NBFA 400 hours of Release Time per calendar year to engage in the
activities described in subsection 1(a) and 1(b). Unused hours from any calendar year
may be carried over to the next year not to exceed a total City provided release time
accrual of three hundred (300) hours.
I City grants Unit members the right to engage in the activities described in subsection
1(c) at any time without reduction to the Release Time granted in subsection 2.
4. NBFA shall designate certain members as those members entitled to release time.
Designates must give reasonable advance notice to, and obtain permission from, their
supervisor prior to use of release time, or, prior to adjusting work hours. Requests
for release time shall be granted by the supervisor unless there are specific
circumstances that require the designate to remain on duty. Designates shall, to the
maximum extent feasible, receive shift assignments compatible with participation in
the meet and confer process.
a. The NBFA President shall be entitled to a maximum of 200 hours per calendar
year for appropriate association related business, excluding time required for
the meet and confer process. The NBFA President shall, at his/her discretion,
allocate Release Time to NBFA Board members or other designates, to a
NBFA MOU 2025-2028
4-11
Page 15
maximum of 150 hours per year per individual. In the event the 200 hours for
the President or 150 hours for other NBFA designates are insufficient, the
President may submit a request to the Assistant City Manager or designee, with
justification, that additional hours be granted. In no event shall the Association
be granted more than a total of400 hours per year for all designates.
5. In addition to City -provided Release Time and Release Time provided pursuant to
subparagraph (3), Unit members may voluntarily contribute earned paid time off to an
NBFA Release Time Bank. Members may contribute earned time only during the
period from July 1 through August 15th during any calendar year. However, members
shall not have the right to contribute time to the NBFA Release Time bank if NBFA
has accumulated more than 600 hours of total Release Time. Contributions may be
made only in six -minute increments. Contributions shall be on forms prepared by the
City which shall then be submitted to the appropriate department employee. City shall
advise NBFA as to the balance of hours in the Release Time Bank upon request. For
purposes of this subparagraph only, the term "time off' shall be defined as accrued
flex leave.
6. There is no entitlement to release time for any matter not set forth above.
D. SCOPE
1. All present written rules and currently established practices and employee 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, or in the case of the Department SOP's falling within the scope
of representation, the City has given notice to the Association and, upon request, met
and conferred on any proposed changes which fall within the scope of representation.
When the Department proposes to change any SOP departmental rule or regulation,
it will provide a copy of such change to the Association no less than seven (7) days
prior to implementation of the proposed change. If such proposed change materially
impacts any matter within the scope of representation, then the parties agree to meet
and confer over such impact.
2. Pursuant to this MOU, the City reserves and retains all of its inherent exclusive and
non-exclusive managerial rights, powers, functions and authorities ("Management
Rights") as set forth in Resolution No. 2001- 50.
E. BULLETIN BOARDS
Space shall be provided on bulletin boards within the Fire Department at their present
location for the posting of notices and bulletins relating to NBFA business, meetings,
or events. All materials posted on bulletin boards by the NBFA shall indicate that the
NBFA posted them. Material posted shall not contain personal attacks on any City
official or employee, any material which constitutes harassment, discrimination or
retaliation on the basis of any protected class under the law or other statutorily or
constitutionally impermissible basis, as well as any pornographic or obscene
NBFA MOU 2025-2028
4-12
Page 16
material.
2. Material posted and messages sent through city email shall not contain personal
attacks on any City official or employee, any material which constitutes harassment,
discrimination or retaliation on the basis of race, gender, ethnicity, religion, age,
sexual orientation, or other statutorily or constitutionally impermissible basis, as well
as any pornographic or obscene material. E-Mail may be used for Association
business on a limited basis and consistent with Department Policy.
F. AUTHORITY TO DEDUCT DUES FROM MEMBERS' PAYCHECKS
The City will deduct dues from members of the Association and will remit it to the Association.
It is the Association's responsibility to inform the City's Human Resources Director as to which
members of the bargaining unit are members of the Association. The Association shall inform
the Human Resources Director in writing of any changes in the membership status of any
Association members.
G. MAINTENANCE OF MEMBERSHIP
Any employee in this Unit who has authorized association deductions on the effective date
of this Agreement, or at any time subsequent to the effective date of this Agreement, shall
continue to have such dues deductions made by the City during the term of this Agreement,
provided that any employee in the Unit may terminate Association membership by submitting
to the Association a signed request to cancel payroll dues deduction. If that occurs, the
Association will advise the Human Resources Director to cancel payroll dues deduction to
the Association for such employee. Pursuant to Government Code section 1157.12(b), the
Association shall indemnify the City and hold it harmless against any and all suits, claims,
demands and liabilities by any unit member in reliance upon information provided by the
Association respecting requests to cancel or change payroll deductions for such employee.
H. CONCLUSIVENESS
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 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.
MODIFICATIONS
Any agreement, alteration, understanding, variation, 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.
SAVINGS
Should any part of this MOU be rendered or declared illegal or invalid by legislation, decree
NBFA MOU 2025-2028
4-13
Page 17
of court of competent jurisdiction or other established governmental administrative tribunal,
such invalidation shall not affect the remaining portions of this MOU provided, however,
should the provisions of this MOU relating to salary increases, fringe benefits, or the
compensation policy be declared invalid the City shall provide alternative forms of
compensation such that Unit members suffer no financial detriment by virtue of the decision
or ruling with the manner and form of the compensation to be determined by the parties after
meeting and conferring in good faith.
K. IMPASSE
In the event of an impasse (the failure to agree on a new MOU after the express term of the
existing MOU has expired), the parties may agree on mediation pursuant to the procedure
outlined in Section 16 of Resolution No. 2001-50 or a successor resolution.
L. DEFINITIONS
For the purposes of this MOU, these terms shall have the following meanings:
The term "member" or "unit member" shall mean all persons within classifications
represented by NBFA.
2. The term "staff employee" shall mean any unit member who is assigned to work an
average 40-hour workweek.
3. The term "line employee" shall mean any unit member assigned to work an average
56-hour workweek in 24-hour shift increments.
4. The term "Municipal Fire Departments in Orange County" or "Municipal Fire
Departments" shall mean all City operated Fire Departments and the Orange County
Fire Authority.
SECTION 2. COMPENSATION
A. SALARY ADJUSTMENTS - THIS MOU PERIOD
Base salary increases for all NBFA represented classifications shall be as follows and as
specified in Exhibit A:
1. Effective the firstfull pay period following May 1, 2025, there shall be a base salary
increase of four percent (4%) for all represented classifications.
Effective the firstfull pay period following July 1, 2026, there shall be a base salary
increase of four percent (4%) for all represented classifications.
3. Effective the first full pay period following July 1, 2027, there shall be a base salary
increase of four percent (4%) for all represented classifications.
Equity Adjustment.-
NBFA MOU 2025-2028
4-14
Page 18
Effective the first full pay period following May 1, 2025, all Safety classifications in the
bargaining unit shall receive a two percent (29/o) equity adjustment to base salary. This
increase shall not compound with the simultaneous base salary increase provided above
in Section 2.A.1.
B. SALARY DIFFERENTIAL
1. The adjustments to salary and total compensation described in this Section shall
maintain the salary differentials between the classification of Firefighter, the
benchmark classification and the other safety classifications represented by
NBFA, as set forth below, to maintain an appropriate internal relationship. Subject
to the foregoing, the following minimum salary differentials shall be maintained.
Eire Classification Series
Variance
Firefighter
NIA
Fire Engineer
12.50%
Firefighter Paramedic, hired on/after 1 -1 -
2016
17 25%
Firefighter Paramedic, hired before 1-1-2016
22.25%
Fire Captain
32.00%
Training Fire Captain
39.50%
2. The Training Fire Captain shall be assigned to routinely and consistently train
employees. Training Fire Captains shall receive an additional 7.5% of base pay over
Line Fire Captains. Assignment as a Training Fire Captain is for a maximum of two
years unless extended by the Fire Chief.
C. FIREFIGHTER- SPECIAL STEP INCREASE
Firefighters who successfully complete the Department Engineer Certification program within
twelve (12) months of passing probation will be granted a salary step increase.
D. PROBATIONARY FIREFIGHTER TRAINING STEP
Probationary Firefighters will be placed at the Training Step (Step "07) upon initial
appointment. Upon completion of the NB Fire Recruit Academy, employees will be eligible
to advance to Firefighter Step 1. Probationary employees will be eligible for advancement to
Step 2 following 12 months from date of initial appointment and upon documented successful
performance.
The probationary period fora new Firefighter hired after January 8, 2019 is 12 months.
E. OVERTIME
NBFA MOU 2025-2028
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Page 19
1. FLSA Overtime shall consist of authorized hours actually worked in excess of 91 hours
in a 12-day work period as previously established by the City and as permitted by the
United States Department of Labor regulations pursuant to the FLSA 7(k) exemption.
Use of Flex Leave shall not be considered as hours worked for the purposes of
determining eligibility for FLSA Overtime.
Contract Overtime shall consist of authorized work in excess of a unit member's
normal number of work hours in any scheduled work shift and shall be paid one -and -
one -half times the employee's regular rate of pay. Use of Flex Leave shall be
considered as hours worked for the purposes of determining eligibility for Contract
Overtime pay. Leave Without Pay shall not be considered as hours worked for
determining Contract Overtime eligibility. Contract Overtime shall be calculated based
on the employee's regular rate of pay, less 7%.
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.
2. Qualified employees who volunteer to work overtime in a lower classification than their
current position (downgrade) may do so and shall be compensated at one and one-
half times the highest hourly rate for the downgraded position as published in the City's
compensation plan. Said employees shall be selected according to the provisions set
forth in the Department's Standard Operating Procedures related to staffing and
overtime. This provision applies only to members who downgrade to the position of
Firefighter, Fire Engineer or Firefighter Paramedic.
3. Employees assigned to staff assignments may request compensatory time off (CTO)
in lieu of paid overtime with the approval of the Department. Compensatory time may
be granted, subject to maximum accrual of eighty (80) hours, and subject to the
Department's consideration of the impact of said CTO use on overtime liability and
other efficiency requirements of the Department.
F. REQUIRED UNIFORM
The City shall pay the entire cost of providing NBFA member with each component of the
required NBFD uniform. The required NBFD uniform includes safety shoes, badges and
insignias, uniform pants, uniform shirts, uniform jackets and liner, belts, work out shirts, work
out trunks, sweatshirts, and baseball caps. The City shall not be responsible for providing
employees with socks, underwear, or workout shoes, or other clothing.
The City will provide each fire suppression member with a set of front-line turnout gear and
an adequate number of reserve turnouts at each station to allow for proper turnout
cleaning/decontamination. Reserve turnouts may be personally issued to each member at
the Fire Chiefs discretion. This equipment will be used to temporarily replace an employee's
personal turnout equipment that cannot be placed in service because they are wet,
contaminated, or aged.
NBFA MOU 2025-2028
END
Page 110
PERS Reporting of Uniform Allowance - To the extent permitted by law, the City shall report
to the California Public Employees' Retirement System (CaIPERS) the uniform allowance for
safety employees as $1,519 annually, and $1,169 for non -safety employees as special
compensation in accordance with Title 2, California Code of Regulation, Section 571(a)(5).
Notwithstanding the previous sentence, for "new members" as defined by the Public
Employees' Pension Reform Act of 2013, the uniform allowance will not be reported as
pensionable compensation to CaIPERS.
The parties agree the reported value of uniforms is intended to reflect clothing such as pants,
shirts, jackets, and related attire and excludes health and safety related equipment, i.e.,
safety boots and turnout gear.
G. SCHOLASTIC/CERTIFICATE ACHIEVEMENT PAY
Unit members are entitled to additional compensation contingent upon scholastic
achievement ("Scholastic/Certificate Achievement Pay"). Unit members may apply for
increases pursuant to this Section when eligible and scholastic and/or certificate
achievement pay shall be included in the member's paycheck for the pay period immediately
after approval by the Fire Chief. It is the responsibility of the unit member to apply for
Scholastic and/or Certificate Achievement Pay. Approval of the unit member's application
shall not be unreasonably withheld or delayed, and the member shall not be entitled to
receive scholastic and/or certificate achievement pay prior to the date the application is
approved even though the member may have been eligible prior to approval.
For employees hired before May 22, 2012, scholastic and/or Certificate achievement pay is
contingent upon number of units and/or degrees received by the employee. Unit members
hired on and after May 22, 2012, shall be ineligible for any scholastic pay based upon having
obtained units only. Qualifying units and/or degrees must be awarded by accredited
community colleges, state colleges or universities. A "degree" shall be awarded by an
institution accredited by the State of California, the United States Department of Education,
the Council for Higher Education, or the Distance Education Training Council. Unit members
shall receive scholastic and/or certificate achievement pay in accordance with the following:
1. Scholastic Pay
College
Semester/Unit:
30
60
90
120
A.A./A.S
B.A./B.S
2. Certificate Achievement Pay
NBFA MOU 2025-2028
% of Actual Step in
Job Class Range:
1.5%/month
2.5%/month
3.5%/month
4.5%/month
3.5%/month
5.5%/month
4-17
';i I11
Certificate achievement pay is contingent upon employee's satisfactory completion of
the initial probationary period with the Newport Beach Fire Department and
completion of the required coursework for Company Officer (formerly known as Fire
Officer) or Fire Inspector II (formerly known as Fire Prevention Specialist) certification
as outlined below, and the opening of the associated State Fire Training task book.
Company Officer also requires completion of the NBFD (internal) Captain's task book.
Proof of course completion must accompany this application and be in the form of one
of the following:
1. A certificate from the Office of the State Fire Marshal.
2. A letter from the Office of the State Fire Marshal certifying the employee has
completed the course(s).
3. Transcripts from an accredited college, university or entity, or certificates indicating
the employee has been credited for course completion.
NBFA members shall receive 3.0 % of base pay for either Company Officer or Fire Inspector
II course completion, opening of the associated State Fire Training task book, and completion
of NBFD (internal) Captain's task book (Company Officer only).
The parties agree to the extent permitted by law, certificate and scholastic pay are special
compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR, Section
571(a)(2) and 571.1(b)(2) Educational Pay.
H. SPECIAL ASSIGNMENT PAY
The following additional payments shall be made to certain Unit members based on
assignment.
1. Individuals properly trained and assigned by the Department to perform special
assignments shall be compensated as follows:
Maximum Compensation
Assignment Number (% of base pay)
Shift Fire Investigator 6 5%
RadiolMDC 1 5%
SCBA 3 2%
Turnout Coordinator 1 5%
Special assignment compensation shall cease when individuals are no longer assigned
to perform the assignment.
Selections forspecial assignments will be selected through an informal interview process.
Removal from any of these special assignments shall be at the discretion of the Chief
and shall not trigger any right of appeal.
The parties agree that to the extent permitted by law, Shift Fire Investigator Pay is special
NBFA MOU 2025-2028
W.
Page 112
compensation and shall be reported to CaIPERS as Fire Investigator Premium pursuant
to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3).
*Subject to modification by the department.
2. Temporary Special Assignment Pay
Temporary Special Assignment pay will be at the rate of the special assignment. The
types and duration of these temporary assignments (which will vary based on the needs
of the Department as determined by the Fire Chief) will remain a management
prerogative.
Committee participation such as Safety Committee, and work on various projects such
as Public Safety Day and the CERT Program are excluded from consideration under this
Agreement.
TEMPORARY UPGRADING OF EMPLOYEES
1. Temporary vacancies in line positions shall be filled selected in accordance with the
Department's Standard Operating Procedures
2. Move -up Assignment
A move -up assignment shall be defined as the temporary assignment of an employee
to work in a job classification which is higher than his or her current classification. A
move -up employee shall meet the minimum requirements for the position to which
they are moved up.
Assignments to a move -up position shall be made by a Battalion Chief, Assistant Chief
or Fire Chief. Move -up assignments shall be deemed "Acting Appointments" after an
employee has worked six (6) consecutive move -up shifts.
If the employee is moved -up for five (5) hours or more, the move -up compensation
(for time actually working in the moved -up assignment) shall be computed as follows:
Firefighter to Engineer
Firefighter (hired priorto January 1, 2016)
to Firefighter Paramedic
Firefighter (hired on or after January 1, 2016)
to Firefighter Paramedic
Firefighter to Captain
Engineer (hired prior to January 1, 2016) to
Firefighter Paramedic
Engineer (hired after January 1, 2016) to
Firefighter Paramedic
Engineer to Captain
Firefighter Paramedic to Captain
NBFA MOU 2025-2028
Regular rate +5%
Regular Rate + 22.5%
Regular Rate + 17.25%
Regular Rate +5%
Regular Rate +9.75%
Regular Rate +5%
Regular rate +5%
Regular rate +5%
4-19
Page 113
Captain to Battalion Chief Regular rate +9.5%
If an employee is moved up and is using leave, the leave time shall be paid at the
employee's regular rate of pay in the rank from which he/she was moved up. Time
accumulated working in a move up position shall not be applied towards the
probationary period or count as "time in rank" for the purpose of seniority.
The following positions shall be considered for move -up assignments:
Fire Battalion Chief
Fire Captain
Firefighter Paramedic
Fire Engineer
Assignments to a move up position shall be made at the sole discretion of the Fire Chief
and are limited to a maximum time period of 360 days.
The parties agree that to the extent permitted by law, and to the extent permitted by
Government Code §20480 Out -of -Class Appointment Limitations, the City shall report to
the California Public Employees' Retirement System (CaIPERS) move up 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, move
up pay will not be reported as pensionable compensation to CaIPERS. In addition, the
employee must be performing 100% of the duties in the higher classification for temporary
upgrade pay to be reportable.
3. Acting Appointments
Employees formally assigned as an Acting Appointment to perform 100% of the
duties in the higher classification for more than six (6) consecutive shifts shall be
compensated beginning the first shift in the salary range of their acting classification
at a rate that is at least five percent (5%) higher than their current rate. All acting
appointees must satisfy the minimum requirements for the position to which they are
appointed. Flex leave used while working in an acting capacity shall be paid at the
employee's new rate of pay.
In the event the acting employee is subsequently appointed to the higher
classification, the time accumulated while acting in the higher classification shall be
applied towards the probationary period and count as "time in rank" for the purpose of
seniority.
If an acting employee is returned to his/her former classification for more than six (6)
months, he/she will not be credited with the time accumulated in the acting position
for the purposes of probation or as "time in rank" for the purpose of seniority.
Acting appointments shall be made by the Fire Chief and shall be limited to ninety (90)
calendar days in any 12-month period unless extended to a maximum of an additional
NBFA MOU 2025-2028
4-20
1 14
ninety (90) calendar days on written recommendation by the Chief and approval by
the City Manager.
The parties agree that to the extent permitted by law, and to the extent permitted by
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.
4. Tiller Assignment
Employees temporarily upgraded to Tiller shall receive a five percent (5%) pay differential
over their regular rate of pay for all time worked in this assignment if they are assigned to
work in Bye assignmentfor a period of four (4) working hours or longer.
The parties agree that to the extent permitted by law, Tiller Pay is special compensation
and shall be reported to CaIPERS as such pursuant to Title 2 CCR, Section 571(a)(4)
and 571.1(b)(3) Special Assignment Pay.
Y-RATING
Employees who are reclassified to a position with a lower maximum salary shall be Y-rated.
Y-rating shall refer to a pay rate outside of the assigned salary range of the employee.
If the salary of the employee is greater than the maximum of the new range, the salary of the
employee shall be designated as a Y-rate and shall not change during continuous regular
service until the maximum of the new range exceeds the salary of the employee.
If the salary of the employee is the same or less than the maximum of the new class, the salary
and merit increase eligibility date of the employee shall not change.
K. SHIFT HOLDOVER
Unit members who are held over at the conclusion of any shift shall be compensated at the
appropriate rate for each hour, or portion thereof, the employee worked beyond the end of
the shift.
EMERGENCY RECALL
If an employee who is not on stand-by or shift hold -over and is required to return to work
during his/her off -duty hours for actual firefighting, or similar emergency designated by the
Fire Chief, the employee shall receive a minimum of four (4) hours compensation at the
appropriate rate. If an employee works less than (4) hours, he/she will receive four hours of
compensation at the appropriate rate. If an employee works for four (4) hours or more, he/she
NBFA MOU 2025-2028
4-21
Page 115
will receive compensation for the time worked at the appropriate rate.
M. BILINGUAL PAY
Employees certified as bilingual (Spanish) shall be eligible to receive One Hundred Fifty
($150.00) Dollars per month in bilingual pay. The certification process will confirm that
employees are fluent at the street conversational level in speaking, reading and 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
Fire Chief.
The parties agree that to the extent permitted by law, the Bilingual pay in this section is
special compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR,
Section 571(a)(4) and 571.1(b)(3) Bilingual Premium.
N. COURT STANDBY PAY
Unit members who, pursuant to subpoena compelling attendance to testify to acts,
observations, or omissions occurring in the course and scope of employment or at the
direction of their supervisor, are required, while off -duty, to remain within a certain
response time from court, shall be considered to be on "court standby time" and shall
receive four (4) hours of pay for each eight hours of court standby time. Unit members
shall, when required to appear in court pursuant to a Subpoena or the direction of their
supervisor to testify as to matters relating to their employment with the City, be
considered to be on duty and shall be paid accordingly. Members shall remit all witness
fees received for testifying or appearing on any matter forwhich the member is eligible to
receive court standby time.
O. LONGEVITY PAY
Safety:
Completed Years of Service Lonaevity Pav
95 but less than 5%
20 and over 10%
Non -Safety:
Completed Years of Service Longevity Pax
16 but less than 1.5%
20 but less than 2.5%
25 and over 3.5%
These pays are not cumulative (e.g. at 20 years, total longevity pay for Safety will be
N8FA MOU 2025-2028
4-22
16
10%, and for Non -Safety at 25 years, longevity pay will be 3.5%). The parties agree that
to the extent permitted by law, Longevity Pay is special compensation and shall be
reported to CaIPERS as such pursuant to Title 2 CCR, Section 571(a)(1) and
571.1(b)(1).
SECTION 3. LEAVES
A. FLEX LEAVE
1. Unit members shall accrue flex leave as follows as set forth in the chart below.
Leave Accrual Maximum Accrual
Years of Srvc Hrs/Pay Period
Line Employees*
1 but less than 5
9.77
796.12
5 but less than 9
10.69
843.96
9 but less than 12
11.62
892.32
12 and over
12.54
940.16
Staff and Non -Safety Employees:
1 but less than 5
6.97
568.36
5 but less than 9
7.63
602.68
9 but less than 12
8.33
639.08
12 and over
8.95
671.32
2, The Flex leave program shall be administered as follows:
a. Unit members shall not accrue Flex leave until continuously employed by the
Newport Beach Fire Department for a period of three (3) months, provided
however, if a member on the Flex leave program becomes sick during the first
three (3) months of employment, the City will advance up to six (6) pay periods of
accrued leave time for use by the member to recover from illness.
In the event the City advances paid leave time and the employee is terminated or
resigns before completing three months of continuous employment, the member's
final check shall be reduced by an amount equal to the number of Flex leave hours
advanced multiplied by the member's hourly rate of pay.
Unit members shall accrue three months of flex leave (as provided in the charts in
paragraph Al above) immediately upon completion of three (3) months continuous
employment with the Newport Beach Fire Department, provided however, this
amount shall be reduced by any flex leave time advanced during the first three
months of employment.
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4-23
Page 117
b. Members employed by the City prior to initiation of the Flex leave program have
had the current accrued vacation time converted to Flex leave on an hour for
hour basis.
c. Unit members shall not be permitted to accrue Flex leave in excess of the
maximum permitted, unless the employee is unable to use leave benefits
because of an industrial disability, hardship or extraordinary circumstances.
d. All requests for scheduled Flex leave shall be submitted to appropriate
department personnel. In no event shall a member take or request Flex leave
in excess of the amount accrued. Flex leave may be taken in four (4) hour
increments.
e. Members shall be paid for all accrued Flex leave at their then current hourly
rate of pay (hourly rate before incentives, other pays, etc.) upon separation
from employment.
B. HOLIDAY TIME
1. Line Employees
The provisions of this subsection shall apply only to Unit members who are line
employees. All Unit line employees work in positions that must work without regard
to holidays. Thus in lieu of the eight (8) holidays identified ,below (valued at 24 hours
per holiday), line Unit employees shall receive holiday in lieu pay equal to the value
of 7.38 hours per pay period.
Holidays for Line Employees:
New Years' Day, Martin Luther King Birthday, Memorial Day, Independence Day,
Labor Day, Veterans Day, Thanksgiving Day, Christmas Day.
The parties agree, to the extent permitted by law, the compensation in this section is
special compensation for those employees who are normally required to work on an
approved holiday because they work in positions that require scheduled staffing
without regard to holidays and shall be reported as such pursuant to Title 2 CCR,
Section 571(a)(5) and 571.1(b)(4) Holiday Pay.
2. Staff Employees
The holiday benefit for staff employees shall be as follows:
Staff employees shall accrue 3.96 hours of holiday leave per pay period (102.96 hours
per year). This holiday leave is to provide leave for employees for the following
twelve (12) holidays:
New Years' Day, Martin Luther King Birthday, Presidents Day, Memorial Day,
Independence Day, Labor Day, Veterans Day, Thanksgiving Day and the day after
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4-24
Page 118
Thanksgiving, one-half day on Christmas Eve, Christmas, one-half day on New
Year's Eve and one floating holiday.
The holiday leave accrued will be added to employees' flex leave banks. The maximum
accrual of flex leave set forth in in Section 3A1 above includes 205.92 hours which
is two years (52 pay periods) of holiday leave.
Even though the holiday leave is added to employees' flex leave banks, staff
employees may be required to take specified City holidays off at the sole discretion
of the Fire Chief. If that occurs, time will be charged against the employee's Flex
leave bank.
Notwithstanding the holiday leave benefit provided above, newly hired non -safety
staff employees shall have the one-time option (at the time of hire) to accrue holiday
time as pay. If that occurs, such an employee's flex leave maximum accrual
(addressed in Section W above) will be reduced by 205.92 hours which is two years
(52 pay periods) of holiday leave.
If holiday time is provided as pay (if, that election as made as provided above) it shall
not be reported to CalPERS as special compensation per California Code of
Regulations 571(a)(5) because these employees do not work in positions that require
scheduled staffing without regard to holidays.
C. BEREAVEMENT LEAVE
Bereavement leave shall be defined as the necessary absence from duty by an employee
because of a death or terminal illness in his/her immediate family. Staff and non -safety
employees shall be entitled to forty (40) hours of Bereavement Leave per calendar year per
event while Line Employees shall be entitled to ninety (90) hours of Bereavement Leave
(terminal illness followed by death is considered one incident). Leave hours need not be used
consecutively but should occur in proximate time to the occurrence and within six months.
Bereavement leave shall be administered in accordance with the provisions of the Employee
Policy Manual. For the purpose of this section immediate family shall mean an employee's
father, mother, stepfather, stepmother, brother, sister, spouse/domestic partner, child,
stepchild grandchildren, and grandparents, and the employee's spouse/domestic partner's
mother, father, brother, sister, child, grandchildren and grandparent. An employee requesting
bereavement leave shall notify his/her supervisor as soon as possible of the need to take
leave.
D. CATASTROPHIC LEAVE
Unit members may participate in the City's Catastrophic Leave Program in the City of
Newport Beach Administrative Procedure.
E. JURY DUTY
Employees who are summoned to perform jury service shall be entitled to their regular
NBFA MOU 2025-2028
4-25
Page 119
compensation while serving; provided the fees, except mileage and subsistence allowance,
if any, which they receive as jurors, are remitted to the City.
Employees shall notify their supervisor immediately regarding the possible dates they will
miss. Employees shall confirm whether or not they are required to report the night prior to
their jury service and then notify the on -duty Battalion Chief by 1800 hours. Employees shall
repeat this process if service is delayed until they are released from service. Employees shall
provide proof of jury service signed by the jury clerk and submit it to their supervisor upon
return to work or at the end of each week of service. An employee who is released by the
court from jury duty on any regularly scheduled workday shall contact their supervisor to find
out when they are required to return to work.
F. WORKER'S COMPENSATION LEAVE
The City will comply with the provisions of Labor Code section 4850 for workers'
compensation claims.
G. SCHEDULING OF MEDICAL TREATMENT FOR INDUSTRIAL INJURIES
Time spent by an employee receiving medical attention during the employee's normal
working hours is considered hours worked and compensable, when the City or its
representative schedules the appointment.
When an employee is temporarily disabled due to an industrial injury and is unable to perform
even limited duty in the workplace, all appointments, whether arranged by the City or the
employees, shall be considered as occurring during normal working hours. The employee
shall not be entitled to any additional compensation, regardless of the employee's regular
work schedule or the type of compensation currently received, except as otherwise required
by law.
When an employee has been released to either full or limited duty and has returned to the
workplace, time spent receiving ongoing medical treatment, such as physical therapy or
follow-up visits that are not scheduled by the City, is not considered hours worked and
therefore, is not compensable. To avoid disruption in the workplace, an employee shall
schedule such appointments to occur during off duty hours whenever possible. In the event
such scheduling is not available, employee may be allowed to attend an appointment during
their regularly scheduled duty shift with prior supervisory approval. Regular recurring
appointments (i.e., weekly physical therapy) must be scheduled off duty.
H. REASSIGNMENT
In the event a line employee is reassigned to a staff position, or a staff employee is
reassigned to a line position, the City shall automatically convert the Flex Leave,
Bereavement Leave and other benefits from the position previously held to the newly
assigned position. With the exception of Holiday Time, the ratio for conversion of staff
employee benefits to line employee benefits shall be 7/5 and the ratio for converting line
employee benefits to staff employee benefits shall be 5/7. For Holiday Time, the ratio for
NBFA MOU 2025-2028
4-26
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conversion of staff employee benefits to line employee benefits shall be 1.86 and the ratio
for converting line employee benefits to staff employee benefits shall be 0.54.
EARLY RELIEF
The parties acknowledge Department of Labor regulation, 29 CFR section 553.225 that
provides:
"it is a common practice among employees engaged in fire protection activities to relieve
employees on the previous shift prior to (between the hours of 0600 and 0800) the scheduled
starting time. Such early relief time may occur pursuant to employee agreement, either
expressed or implied. This practice will not have the effect of increasing the number of
compensable hours of work for employees employed under section 7(k) where it is voluntary
on the part of the employees and does not result, over a period of time, in their failure to
receive proper compensation for all hours actually worked. On the other hand, if the practice
is required by the employer, the time involved must be added to the employee's tour of duty
and treated as compensable hours of work."
The parties acknowledge that if there is early relief, the City does not require it. The
Association agrees that it will advise the Human Resources Director in writing if at any time
in the future it learns or believes that the City is requiring early relief. If that occurs, early
relief will immediately end.
J. NON -ACCRUING LEAVE (NAL) BANK FOR LINE EMPLOYEES
Line employees shall receive forty-eight (48) hours annually of paid leave in the first full pay
period following May 1, 2025, and in subsequent years, in the pay period which includes
July 1. The hours do not accrue, have no cash value, cannot be transferred to any other
leave bank and must be used by the pay period before the pay period which includes July
1, at which time any remaining hours will be depleted. Use of NAL is subject to supervisory
approval.
SECTION 4. FRINGE BENEFITS
A. INSURANCE
1. Benefits Information Committee
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 SIC is to
provide each recognized employee organization with information about health
insurance/programs and to receive timely input from associations regarding preferred
coverage options and levels of coverage.
2. Medical Insurance
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The City has implemented an IRS qualified Cafeteria Plan. In addition to the amounts
listed below, the City shall contribute the minimum CaIPERS participating employer's
contribution towards medical insurance. Employees shall have the option of allocating
Cafeteria Plan contributions towards the City's existing medical, dental and vision
insurance/programs.
Employees shall be allowed to change coverages in accordance with plan rules and
during regular open enrollment periods.
Effective May 3, 2025 and for the duration of this agreement, the City's monthly
contribution towards the Cafeteria Plan is $2,224.00 (plus the minimum CalPERS
participating employee's contribution).
Unit members who do not want to enroll in any medical plan offered by the City must
provide evidence of group medical insurance coverage and execute an opt -out
agreement releasing the City from any responsibility or liability to provide medical
insurance coverage on an annual basis.
Unit members whose actual start date occurs prior to January 1, 2022, and who elect to
opt out of medical coverage offered by the City because they have 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 $1,000.00 per
month in taxable cash paid bi-weekly. For such employees, if they elect medical coverage
and spend less than $1,924.00 (plus the minimum Ca1PERS participating employer's
contribution) of the City contribution provided above, the difference shall be paid to the
employee as taxable cash.
Newly appointed unit members whose actual start date. occurs on or after January 1,
2022, and who elect to opt out of medical coverage offered by the City because they have
provided proof of MEC through another source (other than coverage in the individual
market, whether or not obtained through Covered California) shall receive $500.00 per
month paid bi-weekly in taxable cash. For such employees, if they elect medical coverage
and spend less than the City contribution provided above, there shall be no cash back
provided.
The preceding language as applied to the following scenarios:
1. Part-time employees hired by the City prior to January 1, 2022, but not appointed
as a full-time employee into the NBFA until on or after January 1, 2022 - this
employee is subject to the $500 opt -out amount and does not receive cash back if
the medical coverage elected is less than the City contribution.
2. Full-time employees hired by the City prior to January 1, 2022, who later drops
down to part-time and then is reappointed to the unit as a full- time employee - this
employee is subject to the $500 opt -out amount and does not receive cash back if
the medical coverage elected is less than the City contribution.
NBFA MOU 2025-2028
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L:'
Page 122
3. Full-time employees hired by the City prior to January 1, 2022, who later transfers
into the unit from another full-time unit - if the employee was not subject to the
$500 opt -out amount and/or no cash back in the unit from which they are
transferring, they will receive the benefit of $1,000 opt -out and/or cash back if
the medical coverage elected is less than the City contribution.
If, prior to June 30, 2028, the City's cafeteria benefit plan is determined to be a
bona fide plan by a court of competent jurisdiction or formal legal opinion and the
City determines, on that basis, that the City's contributions towards medical
premiums will not be included in the employee's regular rate of pay under the Fair
Labor Standards Act, the parties agree to reopen to negotiate regarding the
Association's request to reduce the 7% contract overtime offset in MOU Section
2. E.1.
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 health
plan offerings as agreed upon by the Benefits Information Committee.
ADDITIONAL HEALTH INSURANCE/PROGRAMS
1. IRS Section 125 Flexible Spending Account
Section 125 of the Internal Revenue Code authorizes an employee to reduce taxable
income for payment of allowable expenses such as childcare and medical expenses. The
City shall maintain a "reimbursable account program" in accordance with the provisions
of Section 125 of the Internal Revenue Code, pursuant to which an Association member
may request that medical, childcare and other eligible expenses be paid or reimbursed
by the City out of the employee's account. The 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
all regular full-time employees with the following provisions:
Weekly Benefit 66.67% gross weekly wages
Maximum Benefit $10,000/month
Minimum Benefit $15 (STD) and $100 (LTD)
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Waiting Period 30 Calendar Days (STD)
180 Calendar Days (LTD)
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 benefit 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 retires 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. PERS RETIREMENT BENEFIT
1. Retirement Formula
The City contracts with the California Public Employees Retirement System ("CaIPERS"
or "PERS") to provide retirement benefits for its employees. Pursuant to prior agreements
and state mandated reform, the City has implemented first, second and third tier
retirement benefits as follows:
Tier I ("Legacy"): For employees hired by the City on or before November 23, 2012,
the retirement formula for safety members shall be 3%@50 and the retirement formula
for non -safety members shall be 2.5%@ 55, calculated on the basis of the highest
consecutive 12-month period selected by the employee.
Tier II ("Classic"): 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 not new
members as defined in Government Code Section 7522.04(f), the retirement formula
for safety members shall be 2%@50 and the retirement formula for non -safety
members shall be 2%@60, calculated on the basis of the highest consecutive 36
month period selected by the employee.
Tier III ("PEPRA"): For employees first hired by the City on or after January 1, 2013,
who are new members, the safety retirement formula shall be 2.7%@57 and the non -
safety retirement formula shall be 2.0%@62, calculated on the basis of the highest
consecutive 36-month period selected by the employee.
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2. Employee Contributions
Unit members shall contribute amounts toward the PERS retirement benefit, to the extent
permissible by law, as set forth below. Should any such provision be deemed invalid, the
City and Association agree to meet for the purpose of renegotiating employee retirement
contributions or other equivalent economic adjustments.
Employee retirement contributions that are in addition to the normal PERS Member
Contribution shall be made in accordance with Government Code §2O516(f) and
calculated on base pay, special pays, and other pays reported as pensionable
compensation or compensation earnable and will be made on a pre-tax basis through
payroll deduction, to the extent allowable by the Internal Revenue Code.
a. Safety
Tiers I and II:
All members in Tiers I and II shall contribute the full statutory member contribution
equal to 9% of compensation earnable plus an additional 4.5% of compensation
earnable of the Employer rate for a total contribution of 13.5% of compensation
earnable.
Tier III:
The normal member contribution rate for Tier III members is 50% of the total normal
cost and is calculated annually for possible adjustments as provided in the PERS
valuations.
All Tier III unit members will contribute the full statutory member contribution. If that
rate is less than 13.5% of pensionable compensation these employees will contribute
an additional percentage of pensionable compensation of the Employer rate to
achieve a total contribution of 13.5% of pensionable compensation.
b. Non -Safety
Tier I:
Tier I employees shall contribute eight percent (8%) of compensation earnable for the
CalPERS member contribution, an additional 2.42% of compensation earnable as
cost sharing pursuant to Government Code section 2O516(a) and an additional 2.58%
of compensation earnable as cost sharing pursuant to Government Code §2O516(f).
Employees shall contribute a total of 13.0% of compensation earnable for retirement
contributions.
Tier II:
NBFA MOU 2025-2028
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Tiers II unit members shall contribute a total employee contribution of 13.0% of
compensation earnable - seven percent (7%) member contribution and six percent
(6%) as cost sharing per Government Code section 20516(f).
Tier III
Tier III unit members will contribute the rate established by CalPERS as half the
normal cost. In addition, these members will contribute the difference between half
the normal cost and 13.0% as cost sharing per Government Code section 20516(f) to
achieve a total contribution of 13.0% of pensionable compensation.
c. The City's contract with PERS shall also provide for:
• The military buy-back provisions pursuant to Section 20930.3 of the California
Government Code and the highest year benefit pursuant to Section 20042.
• The Level 41959 Survivors Benefits.
• The PERS pre -retirement option settlement 2 death benefit (Section 21548) for
miscellaneous and safety members.
E. DEFINED CONTRIBUTION PLAN
In 2013 the City established a Defined Contribution Plan for safety unit members enrolled in
the 2% at 50 or 2.7% @ 57 retirement formulae (Tiers II and ill). Such employees are eligible
to participate in a Defined Contribution plan (Plan), administered by the City or its designee
in accordance with said regulatory agency regulations and laws. The Plan shall continue to
be funded by allowing each affected employee to contribute any amount (unless statutorily
capped or capped by the Plan) of base salary each payroll period. The City shall match any
such employee contribution up to 1.5% of base salary per year. The employee -only
contributions shall be deemed fully vested at the time of its deposit. The employer -only
matching contribution shall vest upon a PERS retirement being implemented as follows:
100% - age 55+; 80% - age 54; 60% - age 53, 40% - age 52; 20% - age 51. ("Age" at time
of retirement being effective.) In the event that a participant in the Plan has a medical
retirement earlier than the vesting above, he or she shall be deemed 100% vested upon the
date of the medical retirement.
1. Background
In 2005, the City and all Employee Associations 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 will be ongoing for an extended period. During the
transition, employees and (then) existing retirees have been administratively classified
into one of four categories. The benefit is structured differently for each of the categories.
NBFA MOU 2025-2028
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The categories are as follows:
a. Category 1 - Employees newly hired after January 1, 2005
b. Category 2 - Active employees hired prior to January 1, 2006, whose age plus
years of service as of January 1, 2005, was less than 50 (46 for public safety
employees).
c. Category 3 - Active employees hired prior to January 1, 2006, whose age plus
years of service was 50 or greater (46 for public safety employees) as of January
1, 2005.
d. Category 4 - Employees who had already retired from the City prior to January 1,
2006, and were participating in the previous retiree medical program.
2. Program Structure
This is an Integral Part Trust (IPT) Retirement Health Savings Plan (RHS, formerly the
Medical Expense Reimbursement Program Plan, i.e.: MERP).
a. For employees in Category 1, the program is structured as follows:
Each employee will have an individual RHS account for bookkeeping purposes, called
his or her "Employee Account." This account will accumulate contributions to be used
for health care expenses after separation. All contributions to the plan are either
mandatory employee contributions or City paid employer contributions, so they are
not taxable to employees at the time of deposit. Earnings from investment of funds in
the account are not taxable when posted to the account. Benefit payments are not
taxable when withdrawn, because the plan requires that all distributions be spent for
specified health care purposes.
Contributions will be in three parts.
Part A contributions (mandatory employee contributions): 1 % of Salary.
Part B contributions (employer contributions): $2.50 per month for each year of service
plus year of age (updated every January 1 st based on status as of December 31 st of
the prior year).
Part C contributions (leave settlement as determined by Association):
The Association will determine the level of contribution for all employees it represents,
subject to the following constraints. All employees within the Association must
participate at the same level, except that Safety members and Non -safety members
within an Association may have different levels. The participation level should be
specified as a percentage of the leave balance on hand in each employee's leave
bank at the time of separation from the City.
NBFA MOU 2025-2028
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For example, if the Association wishes to specify 50% of the leave balance as the
participation level, then each member leaving the City, or cashing out leave at any
other time, would have the cash equivalent of 50% of the amount that is cashed out
added to the RHS, on a pre- tax basis. The remaining 50% would be paid in cash as
taxable income. Individual employees would not have the option to deviate from this
breakout.
The Association has decided to participate in Part C contributions at the level of zero
percent (0%) Flex. This amount may be changed, on a go forward basis, as part of a
future meet and confer process. However, the participation level must be the same
for all employees within the Association except that Safety members and Non -safety
members within an Association may have different levels. Additionally, 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.
Nothing in this section restricts taking leave for time off purposes.
Part A contributions may be included in PERS compensation. Part B and Part C
contributions will not be included in PERS compensation.
Part A contributions begin upon enrollment in the program and are credited to each
RHS Employee Account each pay period. Eligibility for Part B contributions is set at
five years of vested City employment. At that time, the City will credit the first five
years' worth of Part B contributions into the Employee Account (interest does not
accrue during that period). Thereafter, contributions are made bi-weekly. Part C
deposits, if any, will be made at the time of employment separation.
Each Employee has a right to reimbursement of medical expenses (as defined below)
from the Plan until the Employee Account balance is zero. This right is triggered upon
separation. If an employee leaves the City prior to five years employment, only the
Part A contributions and Part C leave settlement contributions, if any, will be in the
RHS Employee Account. Such an employee will not be entitled to any Part B
contributions. The exception to this is a full-time employee, participating in the
program, who leaves the City due to industrial disability during the first five years of
employment. In such cases, 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 RHS
account at the time of separation.
Distributions from RHS Employee Accounts are restricted to use for health insurance
and medical care expenses after separation, as defined by the Internal Revenue Code
Section 213(d) (as explained in IRS Publication 502) and specified in the Plan
Document. In accordance with current IRS regulations and practices, this generally
includes premiums for medical insurance, dental insurance, vision insurance,
NBFA MOU 2025-2028
4-34
Page 128
supplemental medical insurance, long term care insurance, and miscellaneous
medical expenses not covered by insurance for the employee and his or her spouse
and legal dependents - again only as permitted by IRS Publication 502. Qualification
for dependency status will be determined by guidelines in IRC 152. If used for these
purposes, distributions from the RHS accounts will not be taxable. Cash withdrawal
for any other purpose is prohibited. Under recent IRS Revenue Ruling 2005-24, any
balance remaining in the Employee Account after the death of the employee and his
or her spouse and/or other authorized dependents (if any) must be forfeited. That
particular RHS Employee Account will be closed, and any remaining funds will
become general assets of the plan.
The parties agree that the City's Part B contributions during active employment
constitute the minimum CalPERS participating employer's contribution (i.e., the
CalPERS statutory minimum amount) towards medical insurance after retirement.
The parties also agree that, for retirees selecting a Ca1PERS medical plan, or any
other plan with a similar employer contribution requirement, the required City
contribution will be withdrawn from the retiree's RHS account.
b. For employees in Category 2, the program is the same as for those in Category 1,
with the following exception:
In addition to the new plan contributions listed above, current employees who fully
convert to the new plan will also receive a one- time City contribution to their individual
RHS accounts that equates to $100 per month for every month they contributed to the
previous "defined benefit" plan, to a maximum of 15 years (180 months). This
contribution will be made only if the employee retires from the City and at the time of
retirement. No interest will be earned in the interim.
Employees in Category 2 who had less than five years' service with the City prior to
implementation of the new program will only receive Part B contributions back to
January 1, 2006, when they reach five years total service.
c. For employees in Category 3, the program is the same as for those in Category 2,
with the following exception:
For employees in this category, the City will make no Part B contributions while the
employees are still in the active work force. Instead, the City will contribute $400 per
month into each of their RHS accounts after they retire from the City, to continue as
long as the employee or spouse is still living.
Each employee will contribute a flat $100 per month to the plan for the duration of
their employment to partially offset part of this expense to the City. The maximum
benefit provided by the City after retirement is $4,800.00 per year, accruing at the rate
of $400.00 per month. There is no cash out option for these funds, and they may not
be spent in advance of receipt.
Employees in this category will also receive an additional one-time City contribution
NBFA MOU 2025-2028
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Page 129
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 will be made to
the RHS account at the time of retirement, and only if the employee retires from the
City. No interest will be earned in the interim.
3. Administration
Vendors have been selected by the City to administer the program. The contract expense
for program -wide administration by the vendor will be paid by the City. However, specific
vendor charges for individual account transactions that vary according to the investment
actions taken by each employee, such as fees or commissions for trades, will be paid by
each employee.
The City's Deferred Compensation Committee, or its successor committee, will have the
authority to determine investment options that will be available through the plan.
G. TUITION REIMBURSEMENT AND TRAINING
Maximum tuition reimbursement (for both college courses and non -college authorized
courses) for unit members shall be $1,500 per fiscal year.
1. College Courses
Subject to the limitation above, unit members attending accredited community colleges,
colleges, trade schools or universities may apply for reimbursement of one hundred
percent (100%) of the actual cost of tuition, books, fees or other student expenses for
approved job -related courses. Reimbursement is contingent upon the successful
completion of the course. Successful completion means a grade "C" or better for
undergraduate courses and a grade "B" or better for graduate courses. All claims for
tuition reimbursement require the approval of the Human Resources Director.
College courses taken in pursuit of a degree that would render the employee eligible to
receive scholastic pay compensation shall not be eligible for tuition reimbursement.
Career development courses and vocational courses offered through a college shall be
eligible for tuition reimbursement provided they meet the definition of pre -authorized or
prior approval is received from the Fire Chief or designee. Examples include but are not
limited to: California State Fire Marshal Courses and CICCS Courses.
2. Non -College Courses
Subject to the limitation above, unit members attending job -related classes, courses, and
seminars given by recognized agencies, organizations or individuals other than
accredited college institutions may apply for reimbursement of one hundred percent
(100%) of the actual cost of tuition, parking fees, travel and lodging expenses. Unit
members who must stay in lodging to attend such classes, courses or seminars because
of their location are required to seek single occupancy governmental rates (at GSA rates)
NBFA MOU 2025-2028
4-36
30
when booking lodging for the class, course or seminar. Reimbursement for more than
single occupancy governmental rates will be provided only if such rates are not available
and if approved by the Fire Chief.
Job -related courses, training and seminars will be considered pre- authorized in the
following areas: Management and supervision, oral and written communications, conflict
resolution, legal issues, and media relations, risk management, fire ground operations,
rescue systems, EMS, health and safety, apparatus operator, auto extrication, fire
prevention, arson investigation, and critical incident stress management.
Reimbursement is contingent upon the successful completion of the course. Successful
completion means a document or certificate showing successful completion of the class
or seminar. All claims for tuition reimbursement require the approval of the Fire Training
Battalion Chief before submittal to Human Resources.
3. Training - Workers' Comp
Employees of the Newport Beach Fire Department will be considered within the
definition of course of employment and arising out of employment for purposes of
workers' compensation coverage when they have been authorized by the Fire Chief to
attend pre -approved training that furthers the department's mission in providing fire and
medical public safety services to the community.
H. FITNESS PROGRAM
All unit members shall participate in the Department Fitness Program as outlined in
Department SOP.
PHYSICAL CONDITIONING EQUIPMENT
1. City has acquired fitness equipment for use by members in maintaining physical
fitness. City shall budget $25,000 per year for the acquisition, maintenance, repair,
improvement, or replacement of fitness equipment. All purchases need to be approved
by the Fire Chief. Up to $10,000 may be carried over to a subsequent fiscal year(s).
An additional $10,000 shall be budgeted to equip any new stations built during the
term of this agreement.
2. City shall provide workout apparel for each NBFA member assigned to fire
suppression. Workout apparel shall consist of three workout shirts and two trunks. All
unit members on duty between the hours of 4:00 p.m. one day and 7:30 a.m. the
next, shall wear either the approved workout apparel, or the approved NBFD
uniform.
SECTION 5. MISCELLANEOUS PROVISIONS
A. REDUCTIONS IN FORCE/LAYOFFS
NBFA MOU 2025-2028
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Page 131
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.
1. Definitions
a. Layoff or Layoffs shall mean the non -disciplinary termination of employment.
b. "Seniority" shall mean the time an employee has worked in a specific
Classification within a Series calculated from the date on which the employee
was first granted regular status, subject to the following:
Credit shall be given only for continuous service subsequent to the most
recent appointment to regular status in the Classification or Series;
Seniority shall include time spent on industrial leave, military leave and
leave of absence with pay, but shall not include time spent on any other
authorized or unauthorized leave of absence.
iii. For purposes of determining layoffs within the Classification of Firefighter,
seniority shall mean the time an employee has worked within the Series
from Firefighter to Captain.
c. "Classification" shall mean one or more full time positions identical or similar in
duties and embraced by a single job title authorized in the City budget and shall
not include part-time, seasonal or temporary positions. Classifications within a
Series shall be ranked according to pay (lowest ranking, lowest pay).
d. "Series" shall mean two or more Classifications within a Department which
require the performance of similar duties with the higher -ranking
Classifications) characterized by the need for less supervision by superiors,
more difficult assignments, more supervisory responsibilities for subordinates.
In this bargaining unit the following are the Series which exist: 1) Firefighter,
Fire Engineer, Firefighter/Paramedic and Fire Captain; 2) Fire Inspector,
Senior Fire Inspector and Deputy Fire Marshal, and 3) Fire Facilities
Coordinator.
e. "Bumping Rights", "Bumping" or "Bump" shall mean the right of an employee in
a higher Classification who is subject to layoff to displace a less senior
employee in a lower Classification within the Series. 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, provided, however, the City shall allow an employee to become
recertified as a paramedic in the event the employee's certification has expired
due to promotion to another position. An employee has the right to Bump into
NBFA MOU 2025-2028
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only those positions the employee has previously held with the Department.
2, Procedures
In the event the City Manager determines to reduce the number of employees within a
Classification, the following procedures are applicable:
a. Probationary employees within any Classification shall be laid off before
permanent employees.
b. Employees within a Classification shall be laid off in inverse order of seniority.
c. An employee subject to layoff in one Classification shall have the right to Bump a
less senior employee in a lower ranking Classification within the Series within the
bargaining unit, provided, however, that the determination of the employee to be
terminated from the position of Firefighter shall be based on seniority within the
Series. An employee who has Bumping Rights shall notify the Department Director
within seven (7) working days after notice of layoff of his/her intention to exercise
Bumping Rights.
d. 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 in inverse order of
their position on the eligibility list or lists from which they were appointed. In the
event at least one of the employees was not appointed from an eligibility list, the
Chief shall determine the employee(s) to be laid off.
3. Notice
Employees subject to layoff 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, holiday leave (if any). •-
4. Re -Employment
Regular and probationary employees who are laid off shall be placed on a Department
re-employment list in reverse order of layoff. The laid off former employee shall remain
on the reemployment list for not to exceed two (2) years from the date of layoff. 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 to appointment to the position,
provided, he or she reports to work 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, certified, return receipt requested, and addressed to the employee at his
or her last known address. Any employee shall have the right to refuse to be placed on
the re- employment list or the right to remove his or her name from the re- employment
list by sending written confirmation to the Human Resources Director.
NBFA MOU 2025-2028
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5. Severance Pay
Regular employees who are laid off shall, as of the date of lay-off, receive one -week
severance pay for each year of continuous service with the City of Newport Beach, but in
no case, to exceed ten (19) weeks of severance compensation.
B. DISCIPLINE PLAN
Any discipline shall be in accordance with Department SOP and the Employee Policy
Manual.
C. FIRE SUPPRESSION EQUIPMENT STAFFING LEVELS
The City shall not reduce current staffing levels for fire suppression equipment during the
term of this MOU. The City believes that appropriate staffing levels call for three (3) fire
suppression personnel for each engine company and three (3) fire suppression personnel
on one truck company and four (4) fire suppression personnel on the second truck company.
The Fire Chief or designee shall have the discretion to add a fourth fire suppression
personnel to the truck company staffed with three fire suppression personnel on a regular or
overtime, i.e., "backfill" basis, based on operational needs, for a minimum 12-hour period.
However, nothing contained herein shall be construed as altering the existing 24-hour shift
for fire suppression employees.
D. EMT CERTIFICATION
All members are required to attend regularly scheduled departmental EMT certification
classes. Any member, except members who are paramedic certified, who misses, or
anticipates missing, a regularly scheduled EMT certification class shall contact the Fire Chief
or his/her designee in an attempt to schedule a makeup session, provided, however,
members may view videotaped classes to make up for absences from a regularly scheduled
class in accordance with County and State requirements. If a makeup session is not available
within the program schedule established by the Department, the member shall, prior to loss
of certification, attend a Departmental session or class offered by a public or private
institution on the member's own time and without compensation by the City.
E. NO SMOKING
All employees hired after January 1, 1999, shall not smoke or use any tobacco products
(including vaping and e-cigarettes) at any time while on, or off, duty. Employees shall be
required to sign an agreement consistent with this section. Violation of the agreement
may subject the employee to disciplinary action.
Smoking an occasional celebratory cigar (birth of a child, etc.) while off -duty shall not be
considered a violation of this section.
F. INSPECTOR /DEPUTY MARSHAL CLASSIFICATIONS
NBFA MOU 2025-2028
M
Page 134
Existing flexible staffing provisions in the Inspector/Deputy Marshal Classifications shall
remain in effect for the term of this agreement.
G. EXPOSURE LOG
The City maintains an exposure log system.
H. GRIEVANCE PROCEDURE
Except as described herein, unit employees and the Association are covered by the
grievance procedure contained in the Employee Policy Manual. However, the parties
agree that Step 1 of the manual shall be deemed to define either a Captain or Battalion
Chief as the "immediate supervisor," Step 2 of the grievance procedure shall be presided
over by the Fire Chief, and Step 3 of the grievance procedure shall be the City Manager.
The City Manager shall render the final and binding grievance determination which shall
be subject to the right of the employee and/or the Association to seek judicial review per
Code of Civil Procedure section 1094.5.
The Grievance Procedure is the sole and exclusive method by which an employee or
the Association may challenge the interpretation and/or application of any provision of
this MOU.
I. 48/96 SCHEDULE
The Fire Department currently operates with a 48/96 schedule.
CONSECUTIVE SHIFTS
Except for employees assigned to "strike teams" unit members are limited to working
four (4) 24-hour shifts in a row, after which time the employee shall not work during the
next consecutive 24-hour shift. A maximum of two (2) additional consecutive shifts may
be permitted with mutual agreement between the employee and the Battalion Chief unless
there are operational needs. In which case, the Department may extend the number of
consecutive shifts which will be worked by employees.
K. REQUIREMENT TO LIVE WITHIN 150 MILES OF CITY LIMITS
Unit members hired after January 1, 2019, are required to live within 150 miles of the City
limits.
L. OVERPA YMENT
Employees will be notified by Payroll or Human Resources prior to the recovery of
overpayments on paychecks. Recovery of more than 15 % of net pay will be subject to a
repayment schedule established by the appointing authority under guidelines issued by
the Finance Department or Human Resources. Such recovery shall not exceed 15% per
month of disposable earnings, as defined by State law, except a mutually agreed upon
NBFA MOU 2025-2028
4-41
-a 35
accelerated payment plan for faster recovery.
Recoupments under this section shall be limited to forty-eight (48) months. However,
nothing in this section is intended to preclude the City from seeking recoupment of
overpayments due to fraud or other knowing concealment through any available legal
forum.
Signatures are on the next page.
NBFA MOU 2025-2028
i MA
For the Association:
9 v
Elizabeth Silver
Chief Negotiator
Date: 04/30/25
Executed this
Page 136
For the City:
Jonathan V. Holtzman
Chief Negotiator
Date: 04/30/25
day of , 2025.
NEWPORT BEACH FIREFIGHTERS ASSOCIATION
Bobby Salerno, NBFA President
CITY OF NEWPORT BEACH
Joe Stapleton, Mayor
4-43
Exhibit A
The Newport Beach Firefighters Association
Represented Sworn and Non -sworn Positions
MOU Term: May 3, 2025 - June 30, 2028
Effective May 3, 2025:
Safety: 4% Cost -of -Living Adjustment (COLA) + 2% Equity Adjustment
Non -Safety: 4% Cost -of -Living Adjustment (COLA)
Fire Captain 112
35
1
$
37.39
$
9,074
$
108,884
Fire Captain 112
35
2
$
39.25
$
9,526
$
114,308
Fire Captain 112
35
3
$
41.23
$
10,005
$
120,057
Fire Captain 112
35
4
$
43.28
$
10,502
$
126,020
Fire Captain 112
35
5
$
45.45
$
11,030
$
132,358
Fire Captain 112
35
6
$
47.72
$
11,580
$
138,965
Fire Captain 112
35
7
$
50.10
$
12,158
$
145,894
Fire Captain 112
35
8
$
52.61
$
12,767
$
153,201
Fire Captain 112
35
9
$
55.24
$
13,405
$
160,861
Fire Captain 80
65
1
$
52.35
$
9,074
$
108,892
Fire Captain 80
65
2
$
55.00
$
9,533
$
114,397
Fire Captain 80
65
3
$
57.72
$
10,005
$
120,057
Fire Captain 80
65
4
$
60.60
$
10,505
$
126,055
Fire Captain 80
65
5
$
63.63
$
11,030
$
132,357
Fire Captain 80
65
6
$
66.82
$
11,581
$
138,976
Fire Captain 80
65
7
$
70.16
$
12,160
$
145,925
Fire Captain 80
65
8
$
73.66
$
12,768
$
153,222
Fire Captain 80
65
9
$
77.35
$
13,407
$
160,882
Fire Captain, Staff EMS/Training
95
1
$
56.28
$
9,755
$
117,059
Fire Captain, Staff EMS/Training
95
2
$
59.12
$
10,248
$
122,971
Fire Captain, Staff EMS/Training
95
3
$
62.05
$
10,755
$
129,057
Fire Captain, Staff EMS/Training
95
4
$
65.15
$
11,292
$
135,509
Fire Captain, Staff EMS/Training
95
5
$
68.41
$
11,857
$
142,284
Fire Captain, Staff EMS/Training
95
6
$
71.83
$
12,450
$
149,400
Fire Captain, Staff EMS/Training
95
7
$
75.42
$
13,072
$
156,869
Fire Captain, Staff EMS/Training
95
8
$
79.19
$
13,726
$
164,713
Fire Captain, Staff EMS/Training
95
9
$
83.15
$
14,412
$
172,949
Fire Engineer 112
15
1
$
31.87
$
7,733
$
92,799
Fire Engineer 112
15
2
$
33.46
$
8,119
$
97,423
Fire Engineer 112
15
3
$
35.14
$
8,527
$
102,321
Fire Engineer 112
15
4
$
36.88
$
8,950
$
107,403
Fire Engineer 112
15
5
$
38.74
$
9,400
$
112,806
Fire Engineer 112
15
6
$
40.67
$
9,870
$
118,437
Fire Engineer 112
15
7
$
42.70
$
10,362
$
124,342
Fire Engineer 112
15
8
$
44.84
$
10,881
$
130,569
Fire Engineer 112
15
9
$
47.08
$
11,425
$
137,097
Fire Engineer 80
15A
1
$
44.62
$
7,734
$
92,806
/ / I
Exhibit A
The Newport Beach Firefighters Association
Represented Sworn and Non -sworn Positions
MOU Term: May 3, 2025 - June 30, 2028
Effective May 3, 2025:
Safety: 4% Cost -of -Living Adjustment (COLA) + 2% Equity Adjustment
Non -Safety: 4% Cost -of -Living Adjustment (COLA)
Fire Engineer 80
15A
2
$
46.85
$
8,120
$
97,445
Fire Engineer 80
15A
3
$
49.19
$
8,527
$
102,321
Fire Engineer 80
15A
4
$
51.65
$
8,953
$
107,434
Fire Engineer 80
15A
5
$
54.23
$
9,400
$
112,805
Fire Engineer 80
15A
6
$
57.10
$
9,897
$
118,764
Fire Engineer 80
15A
7
$
59.79
$
10,364
$
124,368
Fire Engineer 80
15A
8
$
62.78
$
10,882
$
130,587
Fire Engineer 80
15A
9
$
65.92
$
11,426
$
137,115
Fire Inspector
02
1
$
41.65
$
7,220
$
86,641
Fire Inspector
02
2
$
43.74
$
7,581
$
90,977
Fire Inspector
02
3
$
45.92
$
7,959
$
95,511
Fire Inspector
02
4
$
48.22
$
8,359
$
100,302
Fire Inspector
02
5
$
50.64
$
8,777
$
105,321
Fire Inspector
02
6
$
53.16
$
9,214
$
110,569
Fire Inspector
02
7
$
55.82
$
9,675
$
116,101
Fire Inspector
02
8
$
58.62
$
10,160
$
121,919
Fire Inspector
02
9
$
61.55
$
10,668
$
128,015
Fire Inspector, Senior
47
1
$
45.84
$
7,945
$
95,339
Fire Inspector, Senior
47
2
$
48.14
$
8,344
$
100,131
Fire Inspector, Senior
47
3
$
50.54
$
8,760
$
105,122
Fire Inspector, Senior
47
4
$
53.06
$
9,197
$
110,369
Fire Inspector, Senior
47
5
$
55.72
$
9,659
$
115,902
Fire Inspector, Senior
47
6
$
58.51
$
10,141
$
121,691
Fire Inspector, Senior
47
7
$
61.43
$
10,647
$
127,766
Fire Inspector, Senior
47
8
$
64.51
$
11,182
$
134,183
Fire Inspector, Senior
47
9
$
67.74
$
11,741
$
140,892
Fire Marshal, Deputy
75
1
$
50.40
$
8,736
$
104,836
Fire Marshal, Deputy
75
2
$
52.93
$
9,174
$
110,084
Fire Marshal, Deputy
75
3
$
55.57
$
9,632
$
115,588
Fire Marshal, Deputy
75
4
$
58.35
$
10,115
$
121,378
Fire Marshal, Deputy
75
5
$
61.28
$
10,621
$
127,453
Fire Marshal, Deputy
75
6
$
64.33
$
11,151
$
133,812
Fire Marshal, Deputy
75
7
$
67.55
$
11,709
$
140,514
Fire Marshal, Deputy
75
8
$
70.93
$
12,294
$
147,530
Fire Marshal, Deputy
75
9
$
74.47
$
12,909
$
154,906
Fire Services Coordinator
01
1
$
36.42
$
6,312
$
75,747
Fire Services Coordinator
01
2
$
38.23
$
6,626
$
79,511
4-45
Exhibit A
The Newport Beach Firefighters Association
Represented Sworn and Non -sworn Positions
MOU Term: May 3, 2025 - June 30, 2028
Effective May 3, 2025:
Safety: 4% Cost -of -Living Adjustment (COLA) + 2% Equity Adjustment
Non -Safety: 4% Cost -of -Living Adjustment (COLA)
Fire Services Coordinator
01
3
$
40.15
$
6,959
$
83,504
Fire Services Coordinator
01
4
$
42.16
$
7,308
$
87,696
Fire Services Coordinator
01
5
$
44.27
$
7,674
$
92,088
Fire Services Coordinator
01
6
$
46.49
$
8,059
$
96,708
Fire Services Coordinator
01
7
$
48.83
$
8,463
$
101,557
Fire Services Coordinator
01
8
$
51.27
$
8,886
$
106,633
Fire Services Coordinator
01
9
$
53.83
$
9,330
$
111,964
Firefighter 112
05
0
$
26.98
$
6,547
$
78,559
Firefighter 112
05
1
$
28.33
$
6,874
$
82,488
Firefighter 112
05
2
$
29.74
$
7,216
$
86,598
Firefighter 112
05
3
$
31.23
$
7,579
$
90,952
Firefighter 112
05
4
$
32.78
$
7,956
$
95,469
Firefighter 112
05
5
$
34.43
$
8,356
$
100,272
Firefighter 112
05
6
$
36.15
$
8,773
$
105,277
Firefighter 112
05
7
$
37.96
$
9,211
$
110,526
Firefighter 112
05
8
$
39.86
$
9,672
$
116,062
Firefighter 112
05
9
$
41.85
$
10,155
$
121,864
Firefighter 80
06
0
$
37.77
$
6,547
$
78,565
Firefighter 80
06
1
$
39.66
$
6,874
$
82,494
Firefighter 80
06
2
$
41.64
$
7,218
$
86,618
Firefighter 80
06
3
$
43.73
$
7,579
$
90,952
Firefighter 80
06
4
$
45.91
$
7,958
$
95,496
Firefighter 80
06
5
$
48.21
$
8,356
$
100,272
Firefighter 80
06
6
$
50.62
$
8,774
$
105,283
Firefighter 80
06
7
$
53.15
$
9,212
$
110,549
Firefighter 80
06
8
$
55.81
$
9,673
$
116,076
Firefighter 80
06
9
$
58.60
$
10,157
$
121,881
Firefighter Paramedic 1122
25
1
$
34.69
$
8,417
$
101,005
Firefighter Paramedic 1122
25
2
$
36.42
$
8,838
$
106,050
Firefighter Paramedic 1122
25
3
$
38.24
$
9,278
$
111,341
Firefighter Paramedic 1122
25
4
$
40.15
$
9,743
$
116,916
Firefighter Paramedic 1122
25
5
$
42.15
$
10,228
$
122,734
Firefighter Paramedic 1122
25
6
$
44.26
$
10,740
$
128,880
Firefighter Paramedic 1122
25
7
$
46.48
$
11,279
$
135,350
Firefighter Paramedic 1122
25
8
$
48.80
$
11,842
$
142,105
Firefighter Paramedic 1122
25
9
$
51.24
$
12,434
$
149,210
Firefighter Paramedic 1123
27
1
$
33.21
$
8,060
$
96,717
9 .,
Exhibit A
The Newport Beach Firefighters Association
Represented Sworn and Non -sworn Positions
MOU Term: May 3, 2025 - June 30, 2028
Effective May 3, 2025:
Safety: 4% Cost -of -Living Adjustment (COLA) + 2% Equity Adjustment
Non -Safety: 4% Cost -of -Living Adjustment (COLA)
rirerignier rarameaic 11z
Z/
Z
-14.25/
,)
25,403
,)
lU1,JJ3
Firefighter Paramedic 1123
27
3
$
36.62
$
8,887
$
106,641
Firefighter Paramedic 1123
27
4
$
38.45
$
9,330
$
111,962
Firefighter Paramedic 1123
27
5
$
40.37
$
9,797
$
117,569
Firefighter Paramedic 1123
27
6
$
42.39
$
10,287
$
123,439
Firefighter Paramedic 1123
27
7
$
44.51
$
10,801
$
129,611
Firefighter Paramedic 1123
27
8
$
46.73
$
11,341
$
136,090
Firefighter Paramedic 1123
27
9
$
49.07
$
11,908
$
142,895
Firefighter Paramedic 802
26
1
$
48.54
$
8,413
$
100,955
Firefighter Paramedic 802
26
2
$
50.96
$
8,834
$
106,004
Firefighter Paramedic 802
26
3
$
53.53
$
9,279
$
111,343
Firefighter Paramedic 802
26
4
$
56.21
$
9,743
$
116,914
Firefighter Paramedic 802
26
5
$
59.00
$
10,227
$
122,729
Firefighter Paramedic 802
26
6
$
61.96
$
10,739
$
128,874
Firefighter Paramedic 802
26
7
$
65.04
$
11,274
$
135,286
Firefighter Paramedic 802
26
8
$
68.29
$
11,836
$
142,037
Firefighter Paramedic 802
26
9
$
71.70
$
12,428
$
149,138
Firefighter Paramedic 803
28
1
$
46.50
$
8,060
$
96,724
Firefighter Paramedic 803
28
2
$
48.83
$
8,463
$
101,560
Firefighter Paramedic 803
28
3
$
51.27
$
8,887
$
106,638
Firefighter Paramedic 803
28
4
$
53.83
$
9,331
$
111,970
Firefighter Paramedic 803
28
5
$
56.52
$
9,797
$
117,569
Firefighter Paramedic 803
28
6
$
59.35
$
10,287
$
123,447
Firefighter Paramedic 803
28
7
$
62.32
$
10,802
$
129,619
Firefighter Paramedic 803
28
8
$
65.43
$
11,342
$
136,100
Firefighter Paramedic 803
28
9
$
68.70
$
11,909
$
142,905
Hourly rates are rounded to the nearest hundredth. Monthly and annual salaries are rounded to the nearest whole dollar.
Actual rates may vary slightly due to rounding.
2 Hired before January 1, 2016
3 Hired on/after January 1, 2016
4-47
Exhibit A
The Newport Beach Firefighters Association
Represented Sworn and Non -sworn Positions
MOU Term: May 3, 2025 - June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Fire Captain 112
35
1
$
38.89
$
9,437
$
113,240
Fire Captain 112
35
2
$
40.82
$
9,907
$
118,881
Fire Captain 112
35
3
$
42.88
$
10,405
$
124,859
Fire Captain 112
35
4
$
45.01
$
10,922
$
131,060
Fire Captain 112
35
5
$
47.27
$
11,471
$
137,653
Fire Captain 112
35
6
$
49.63
$
12,044
$
144,524
Fire Captain 112
35
7
$
52.11
$
12,644
$
151,730
Fire Captain 112
35
8
$
54.71
$
13,277
$
159,329
Fire Captain 112
35
9
$
57.45
$
13,941
$
167,295
Fire Captain 80
65
1
$
54.45
$
9,437
$
113,247
Fire Captain 80
65
2
$
57.20
$
9,914
$
118,973
Fire Captain 80
65
3
$
60.03
$
10,405
$
124,859
Fire Captain 80
65
4
$
63.03
$
10,925
$
131,097
Fire Captain 80
65
5
$
66.18
$
11,471
$
137,652
Fire Captain 80
65
6
$
69.49
$
12,045
$
144,535
Fire Captain 80
65
7
$
72.96
$
12,647
$
151,762
Fire Captain 80
65
8
$
76.61
$
13,279
$
159,351
Fire Captain 80
65
9
$
80.44
$
13,943
$
167,317
Fire Captain, Staff EMS/Training
95
1
$
58.53
$
10,145
$
121,741
Fire Captain, Staff EMS/Training
95
2
$
61.49
$
10,658
$
127,890
Fire Captain, Staff EMS/Training
95
3
$
64.53
$
11,185
$
134,219
Fire Captain, Staff EMS/Training
95
4
$
67.75
$
11,744
$
140,930
Fire Captain, Staff EMS/Training
95
5
$
71.14
$
12,331
$
147,976
Fire Captain, Staff EMS/Training
95
6
$
74.70
$
12,948
$
155,375
Fire Captain, Staff EMS/Training
95
7
$
78.43
$
13,595
$
163,144
Fire Captain, Staff EMS/Training
95
8
$
82.36
$
14,275
$
171,302
Fire Captain, Staff EMS/Training
95
9
$
86.47
$
14,989
$
179,867
Fire Engineer 112
15
1
$
33.14
$
8,043
$
96,511
Fire Engineer 112
15
2
$
34.79
$
8,443
$
101,319
Fire Engineer 112
15
3
$
36.54
$
8,868
$
106,414
Fire Engineer 112
15
4
$
38.36
$
9,308
$
111,699
Fire Engineer 112
15
5
$
40.29
$
9,776
$
117,318
Fire Engineer 112
15
6
$
42.30
$
10,265
$
123,174
Fire Engineer 112
15
7
$
44.41
$
10,776
$
129,315
Fire Engineer 112
15
8
$
46.63
$
11,316
$
135,792
Fire Engineer 112
15
9
$
48.96
$
11,882
$
142,581
Fire Engineer 80
15A
1
$
46.40
$
8,043
$
96,518
/ ;
Exhibit A
The Newport Beach Firefighters Association
Represented Sworn and Non -sworn Positions
MOU Term: May 3, 2025 - June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Fire Engineer 80
15A
2
$
48.72
$
8,445
$
101,343
Fire Engineer 80
15A
3
$
51.16
$
8,868
$
106,414
Fire Engineer 80
15A
4
$
53.72
$
9,311
$
111,731
Fire Engineer 80
15A
5
$
56.40
$
9,776
$
117,317
Fire Engineer 80
15A
6
$
59.38
$
10,293
$
123,514
Fire Engineer 80
15A
7
$
62.18
$
10,779
$
129,343
Fire Engineer 80
15A
8
$
65.29
$
11,318
$
135,811
Fire Engineer 80
15A
9
$
68.56
$
11,883
$
142,600
Fire Inspector
02
1
$
43.32
$
7,509
$
90,107
Fire Inspector
02
2
$
45.49
$
7,885
$
94,616
Fire Inspector
02
3
$
47.76
$
8,278
$
99,331
Fire Inspector
02
4
$
50.15
$
8,693
$
104,314
Fire Inspector
02
5
$
52.66
$
9,128
$
109,534
Fire Inspector
02
6
$
55.28
$
9,583
$
114,992
Fire Inspector
02
7
$
58.05
$
10,062
$
120,745
Fire Inspector
02
8
$
60.96
$
10,566
$
126,796
Fire Inspector
02
9
$
64.01
$
11,095
$
133,136
Fire Inspector, Senior
47
1
$
47.67
$
8,263
$
99,153
Fire Inspector, Senior
47
2
$
50.07
$
8,678
$
104,136
Fire Inspector, Senior
47
3
$
52.56
$
9,111
$
109,327
Fire Inspector, Senior
47
4
$
55.18
$
9,565
$
114,784
Fire Inspector, Senior
47
5
$
57.95
$
10,045
$
120,538
Fire Inspector, Senior
47
6
$
60.85
$
10,547
$
126,558
Fire Inspector, Senior
47
7
$
63.88
$
11,073
$
132,876
Fire Inspector, Senior
47
8
$
67.09
$
11,629
$
139,550
Fire Inspector, Senior
47
9
$
70.45
$
12,211
$
146,528
Fire Marshal, Deputy
75
1
$
52.42
$
9,086
$
109,030
Fire Marshal, Deputy
75
2
$
55.04
$
9,541
$
114,487
Fire Marshal, Deputy
75
3
$
57.79
$
10,018
$
120,212
Fire Marshal, Deputy
75
4
$
60.69
$
10,519
$
126,233
Fire Marshal, Deputy
75
5
$
63.73
$
11,046
$
132,551
Fire Marshal, Deputy
75
6
$
66.91
$
11,597
$
139,164
Fire Marshal, Deputy
75
7
$
70.26
$
12,178
$
146,134
Fire Marshal, Deputy
75
8
$
73.76
$
12,786
$
153,431
Fire Marshal, Deputy
75
9
$
77.45
$
13,425
$
161,103
Fire Services Coordinator
01
1
$
37.87
$
6,565
$
78,776
Fire Services Coordinator
01
2
$
39.76
$
6,891
$
82,692
Exhibit A
The Newport Beach Firefighters Association
Represented Sworn and Non -sworn Positions
MOU Term: May 3, 2025 - June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Fire Services Coordinator
01
3
$
41.75
$
7,237
$
86,844
Fire Services Coordinator
01
4
$
43.85
$
7,600
$
91,204
Fire Services Coordinator
01
5
$
46.04
$
7,981
$
95,772
Fire Services Coordinator
01
6
$
48.35
$
8,381
$
100,577
Fire Services Coordinator
01
7
$
50.78
$
8,802
$
105,619
Fire Services Coordinator
01
8
$
53.32
$
9,242
$
110,898
Fire Services Coordinator
01
9
$
55.98
$
9,704
$
116,443
Firefighter 112
05
0
$
28.06
$
6,808
$
81,702
Firefighter 112
05
1
$
29.46
$
7,149
$
85,788
Firefighter 112
05
2
$
30.93
$
7,505
$
90,061
Firefighter 112
05
3
$
32.48
$
7,882
$
94,590
Firefighter 112
05
4
$
34.10
$
8,274
$
99,288
Firefighter 112
05
5
$
35.81
$
8,690
$
104,283
Firefighter 112
05
6
$
37.60
$
9,124
$
109,488
Firefighter 112
05
7
$
39.47
$
9,579
$
114,947
Firefighter 112
05
8
$
41.45
$
10,059
$
120,704
Firefighter 112
05
9
$
43.52
$
10,562
$
126,739
Firefighter 80
06
0
$
39.28
$
6,809
$
81,708
Firefighter 80
06
1
$
41.25
$
7,149
$
85,794
Firefighter 80
06
2
$
43.31
$
7,507
$
90,083
Firefighter 80
06
3
$
45.48
$
7,883
$
94,590
Firefighter 80
06
4
$
47.75
$
8,276
$
99,316
Firefighter 80
06
5
$
50.14
$
8,690
$
104,283
Firefighter 80
06
6
$
52.64
$
9,125
$
109,494
Firefighter 80
06
7
$
55.27
$
9,581
$
114,971
Firefighter 80
06
8
$
58.04
$
10,060
$
120,720
Firefighter 80
06
9
$
60.94
$
10,563
$
126,757
Firefighter Paramedic 1122
25
1
$
36.07
$
8,754
$
105,045
Firefighter Paramedic 1122
25
2
$
37.88
$
9,191
$
110,292
Firefighter Paramedic 1122
25
3
$
39.76
$
9,650
$
115,795
Firefighter Paramedic 1122
25
4
$
41.76
$
10,133
$
121,593
Firefighter Paramedic 1122
25
5
$
43.83
$
10,637
$
127,644
Firefighter Paramedic 1122
25
6
$
46.03
$
11,170
$
134,035
Firefighter Paramedic 1122
25
7
$
48.34
$
11,730
$
140,764
Firefighter Paramedic 1122
25
8
$
50.75
$
12,316
$
147,789
Firefighter Paramedic 1122
25
9
$
53.29
$
12,932
$
155,179
Firefighter Paramedic 1123
27
1
$
34.54
$
8,382
$
100,585
4-50
Exhibit A
The Newport Beach Firefighters Association
Represented Sworn and Non -sworn Positions
MOU Term: May 3, 2025 - June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Firefighter Paramedic 1123
27
2
$
36.27
$
8,801
$
105,615
Firefighter Paramedic 1123
27
3
$
38.09
$
9,242
$
110,907
Firefighter Paramedic 1123
27
4
$
39.99
$
9,703
$
116,441
Firefighter Paramedic 1123
27
5
$
41.99
$
10,189
$
122,272
Firefighter Paramedic 1123
27
6
$
44.09
$
10,698
$
128,376
Firefighter Paramedic 1123
27
7
$
46.29
$
11,233
$
134,795
Firefighter Paramedic 1123
27
8
$
48.60
$
11,794
$
141,534
Firefighter Paramedic 1123
27
9
$
51.03
$
12,384
$
148,611
Firefighter Paramedic 802
26
1
$
50.48
$
8,749
$
104,994
Firefighter Paramedic 802
26
2
$
53.00
$
9,187
$
110,244
Firefighter Paramedic 802
26
3
$
55.67
$
9,650
$
115,797
Firefighter Paramedic 802
26
4
$
58.46
$
10,133
$
121,590
Firefighter Paramedic 802
26
5
$
61.36
$
10,637
$
127,639
Firefighter Paramedic 802
26
6
$
64.44
$
11,169
$
134,029
Firefighter Paramedic 802
26
7
$
67.64
$
11,725
$
140,698
Firefighter Paramedic 802
26
8
$
71.02
$
12,310
$
147,719
Firefighter Paramedic 802
26
9
$
74.57
$
12,925
$
155,104
Firefighter Paramedic 803
28
1
$
48.36
$
8,383
$
100,593
Firefighter Paramedic 803
28
2
$
50.78
$
8,802
$
105,622
Firefighter Paramedic 803
28
3
$
53.32
$
9,242
$
110,904
Firefighter Paramedic 803
28
4
$
55.99
$
9,704
$
116,449
Firefighter Paramedic 803
28
5
$
58.78
$
10,189
$
122,271
Firefighter Paramedic 803
28
6
$
61.72
$
10,699
$
128,385
Firefighter Paramedic 803
28
7
$
64.81
$
11,234
$
134,803
Firefighter Paramedic 803
28
8
$
68.05
$
11,795
$
141,544
Firefighter Paramedic 803
28
9
$
71.45
$
12,385
$
148,621
Hourly rates are rounded to the nearest hundredth. Monthly and annual salaries are rounded to the nearest whole dollar.
Actual rates may vary slightly due to rounding.
2 Hired before January 1, 2016
3 Hired on/after January 1, 2016
4-51
Exhibit A
The Newport Beach Firefighters Association
Represented Sworn and Non -sworn Positions
MOU Term: May 3, 2025 - June 30, 2028
Effective July 10, 2027:
4% Cost -of -Living Adjustment (COLA)
Fire Captain 112
35
1
$
40.44
$
9,814
$
117,769
Fire Captain 112
35
2
$
42.46
$
10,303
$
123,636
Fire Captain 112
35
3
$
44.59
$
10,821
$
129,853
Fire Captain 112
35
4
$
46.81
$
11,359
$
136,303
Fire Captain 112
35
5
$
49.16
$
11,930
$
143,159
Fire Captain 112
35
6
$
51.62
$
12,525
$
150,305
Fire Captain 112
35
7
$
54.19
$
13,150
$
157,799
Fire Captain 112
35
8
$
56.90
$
13,809
$
165,702
Fire Captain 112
35
9
$
59.75
$
14,499
$
173,987
Fire Captain 80
65
1
$
56.62
$
9,815
$
117,777
Fire Captain 80
65
2
$
59.49
$
10,311
$
123,731
Fire Captain 80
65
3
$
62.43
$
10,821
$
129,854
Fire Captain 80
65
4
$
65.55
$
11,362
$
136,341
Fire Captain 80
65
5
$
68.83
$
11,930
$
143,158
Fire Captain 80
65
6
$
72.27
$
12,526
$
150,317
Fire Captain 80
65
7
$
75.88
$
13,153
$
157,832
Fire Captain 80
65
8
$
79.68
$
13,810
$
165,725
Fire Captain 80
65
9
$
83.66
$
14,501
$
174,010
Fire Captain, Staff EMS/Training
95
1
$
60.87
$
10,551
$
126,611
Fire Captain, Staff EMS/Training
95
2
$
63.95
$
11,084
$
133,006
Fire Captain, Staff EMS/Training
95
3
$
67.11
$
11,632
$
139,588
Fire Captain, Staff EMS/Training
95
4
$
70.47
$
12,214
$
146,567
Fire Captain, Staff EMS/Training
95
5
$
73.99
$
12,825
$
153,895
Fire Captain, Staff EMS/Training
95
6
$
77.69
$
13,466
$
161,591
Fire Captain, Staff EMS/Training
95
7
$
81.57
$
14,139
$
169,670
Fire Captain, Staff EMS/Training
95
8
$
85.65
$
14,846
$
178,154
Fire Captain, Staff EMS/Training
95
9
$
89.93
$
15,588
$
187,061
Fire Engineer 112
15
1
$
34.47
$
8,364
$
100,371
Fire Engineer 112
15
2
$
36.19
$
8,781
$
105,372
Fire Engineer 112
15
3
$
38.00
$
9,223
$
110,670
Fire Engineer 112
15
4
$
39.89
$
9,681
$
116,167
Fire Engineer 112
15
5
$
41.90
$
10,168
$
122,010
Fire Engineer 112
15
6
$
43.99
$
10,675
$
128,101
Fire Engineer 112
15
7
$
46.18
$
11,207
$
134,488
Fire Engineer 112
15
8
$
48.50
$
11,769
$
141,224
Fire Engineer 112
15
9
$
50.92
$
12,357
$
148,284
Fire Engineer 80
15A
1
$
48.26
$
8,365
$
100,378
4-52
Exhibit A
The Newport Beach Firefighters Association
Represented Sworn and Non -sworn Positions
MOU Term: May 3, 2025 - June 30, 2028
Effective July 10, 2027:
4% Cost -of -Living Adjustment (COLA)
Fire Engineer 80
15A
2
$
50.67
$
8,783
$
105,397
Fire Engineer 80
15A
3
$
53.21
$
9,223
$
110,670
Fire Engineer 80
15A
4
$
55.87
$
9,683
$
116,200
Fire Engineer 80
15A
5
$
58.66
$
10,168
$
122,010
Fire Engineer 80
15A
6
$
61.76
$
10,705
$
128,455
Fire Engineer 80
15A
7
$
64.67
$
11,210
$
134,516
Fire Engineer 80
15A
8
$
67.91
$
11,770
$
141,243
Fire Engineer 80
15A
9
$
71.30
$
12,359
$
148,304
Fire Inspector
02
1
$
45.05
$
7,809
$
93,711
Fire Inspector
02
2
$
47.31
$
8,200
$
98,400
Fire Inspector
02
3
$
49.67
$
8,609
$
103,304
Fire Inspector
02
4
$
52.16
$
9,041
$
108,487
Fire Inspector
02
5
$
54.77
$
9,493
$
113,916
Fire Inspector
02
6
$
57.50
$
9,966
$
119,591
Fire Inspector
02
7
$
60.37
$
10,465
$
125,575
Fire Inspector
02
8
$
63.40
$
10,989
$
131,868
Fire Inspector
02
9
$
66.57
$
11,538
$
138,461
Fire Inspector, Senior
47
1
$
49.58
$
8,593
$
103,119
Fire Inspector, Senior
47
2
$
52.07
$
9,025
$
108,301
Fire Inspector, Senior
47
3
$
54.66
$
9,475
$
113,700
Fire Inspector, Senior
47
4
$
57.39
$
9,948
$
119,376
Fire Inspector, Senior
47
5
$
60.27
$
10,447
$
125,360
Fire Inspector, Senior
47
6
$
63.28
$
10,968
$
131,621
Fire Inspector, Senior
47
7
$
66.44
$
11,516
$
138,192
Fire Inspector, Senior
47
8
$
69.78
$
12,094
$
145,132
Fire Inspector, Senior
47
9
$
73.26
$
12,699
$
152,389
Fire Marshal, Deputy
75
1
$
54.51
$
9,449
$
113,391
Fire Marshal, Deputy
75
2
$
57.24
$
9,922
$
119,067
Fire Marshal, Deputy
75
3
$
60.11
$
10,418
$
125,020
Fire Marshal, Deputy
75
4
$
63.12
$
10,940
$
131,282
Fire Marshal, Deputy
75
5
$
66.28
$
11,488
$
137,853
Fire Marshal, Deputy
75
6
$
69.58
$
12,061
$
144,731
Fire Marshal, Deputy
75
7
$
73.07
$
12,665
$
151,980
Fire Marshal, Deputy
75
8
$
76.72
$
13,297
$
159,568
Fire Marshal, Deputy
75
9
$
80.55
$
13,962
$
167,547
Fire Services Coordinator
01
1
$
39.39
$
6,827
$
81,928
Fire Services Coordinator
01
2
$
41.35
$
7,167
$
85,999
4-53
Exhibit A
The Newport Beach Firefighters Association
Represented Sworn and Non -sworn Positions
MOU Term: May 3, 2025 - June 30, 2028
Effective July 10, 2027:
4% Cost -of -Living Adjustment (COLA)
Fire Services Coordinator
01
3
$
43.42
$
7,527
$
90,318
Fire Services Coordinator
01
4
$
45.60
$
7,904
$
94,853
Fire Services Coordinator
01
5
$
47.89
$
8,300
$
99,603
Fire Services Coordinator
01
6
$
50.29
$
8,717
$
104,600
Fire Services Coordinator
01
7
$
52.81
$
9,154
$
109,844
Fire Services Coordinator
01
8
$
55.45
$
9,611
$
115,334
Fire Services Coordinator
01
9
$
58.22
$
10,092
$
121,101
Firefighter 112
05
0
$
29.18
$
7,081
$
84,970
Firefighter 112
05
1
$
30.64
$
7,435
$
89,219
Firefighter 112
05
2
$
32.16
$
7,805
$
93,664
Firefighter 112
05
3
$
33.78
$
8,198
$
98,374
Firefighter 112
05
4
$
35.46
$
8,605
$
103,260
Firefighter 112
05
5
$
37.24
$
9,038
$
108,454
Firefighter 112
05
6
$
39.10
$
9,489
$
113,868
Firefighter 112
05
7
$
41.05
$
9,962
$
119,545
Firefighter 112
05
8
$
43.11
$
10,461
$
125,532
Firefighter 112
05
9
$
45.26
$
10,984
$
131,809
Firefighter 80
06
0
$
40.85
$
7,081
$
84,976
Firefighter 80
06
1
$
42.90
$
7,435
$
89,225
Firefighter 80
06
2
$
45.04
$
7,807
$
93,687
Firefighter 80
06
3
$
47.30
$
8,198
$
98,374
Firefighter 80
06
4
$
49.66
$
8,607
$
103,289
Firefighter 80
06
5
$
52.14
$
9,038
$
108,454
Firefighter 80
06
6
$
54.75
$
9,490
$
113,874
Firefighter 80
06
7
$
57.49
$
9,964
$
119,570
Firefighter 80
06
8
$
60.36
$
10,462
$
125,548
Firefighter 80
06
9
$
63.38
$
10,986
$
131,827
Firefighter Paramedic 1122
25
1
$
37.52
$
9,104
$
109,246
Firefighter Paramedic 1122
25
2
$
39.39
$
9,559
$
114,704
Firefighter Paramedic 1122
25
3
$
41.36
$
10,036
$
120,426
Firefighter Paramedic 1122
25
4
$
43.43
$
10,538
$
126,456
Firefighter Paramedic 1122
25
5
$
45.59
$
11,062
$
132,749
Firefighter Paramedic 1122
25
6
$
47.87
$
11,616
$
139,396
Firefighter Paramedic 1122
25
7
$
50.27
$
12,200
$
146,395
Firefighter Paramedic 1122
25
8
$
52.78
$
12,808
$
153,701
Firefighter Paramedic 1122
25
9
$
55.42
$
13,449
$
161,386
Firefighter Paramedic 1123
27
1
$
35.92
$
8,717
$
104,609
4-54
Exhibit A
The Newport Beach Firefighters Association
Represented Sworn and Non -sworn Positions
MOU Term: May 3, 2025 - June 30, 2028
Effective July 10, 2027:
4% Cost -of -Living Adjustment (COLA)
Firefighter Paramedic 1123
27
2
$
37.72
$
9,153
$
109,840
Firefighter Paramedic 1123
27
3
$
39.61
$
9,612
$
115,343
Firefighter Paramedic 1123
27
4
$
41.59
$
10,092
$
121,098
Firefighter Paramedic 1123
27
5
$
43.67
$
10,597
$
127,162
Firefighter Paramedic 1123
27
6
$
45.85
$
11,126
$
133,511
Firefighter Paramedic 1123
27
7
$
48.14
$
11,682
$
140,187
Firefighter Paramedic 1123
27
8
$
50.55
$
12,266
$
147,195
Firefighter Paramedic 1123
27
9
$
53.08
$
12,880
$
154,555
Firefighter Paramedic 802
26
1
$
52.50
$
9,099
$
109,194
Firefighter Paramedic 802
26
2
$
55.12
$
9,555
$
114,654
Firefighter Paramedic 802
26
3
$
57.90
$
10,036
$
120,429
Firefighter Paramedic 802
26
4
$
60.80
$
10,538
$
126,454
Firefighter Paramedic 802
26
5
$
63.82
$
11,062
$
132,744
Firefighter Paramedic 802
26
6
$
67.01
$
11,616
$
139,390
Firefighter Paramedic 802
26
7
$
70.35
$
12,194
$
146,325
Firefighter Paramedic 802
26
8
$
73.86
$
12,802
$
153,627
Firefighter Paramedic 802
26
9
$
77.55
$
13,442
$
161,308
Firefighter Paramedic 803
28
1
$
50.30
$
8,718
$
104,617
Firefighter Paramedic 803
28
2
$
52.81
$
9,154
$
109,847
Firefighter Paramedic 803
28
3
$
55.45
$
9,612
$
115,340
Firefighter Paramedic 803
28
4
$
58.22
$
10,092
$
121,107
Firefighter Paramedic 803
28
5
$
61.14
$
10,597
$
127,162
Firefighter Paramedic 803
28
6
$
64.19
$
11,127
$
133,520
Firefighter Paramedic 803
28
7
$
67.40
$
11,683
$
140,196
Firefighter Paramedic 803
28
8
$
70.77
$
12,267
$
147,206
Firefighter Paramedic 803
28
9
$
74.31
$
12,881
$
154,566
Hourly rates are rounded to the nearest hundredth. Monthly and annual salaries are rounded to the nearest whole dollar.
Actual rates may vary slightly due to rounding.
2 Hired before January 1, 2016
3 Hired on/after January 1, 2016
4-55
ATTACHMENT B
COSTING
4-56
City of Newport Beach
NBFA MOU
Key Contract Terms
COLA
4.00% 4.00% 4.00%
Equity Adjustment for Sworn
2.00% - -
1.5% @ 16 Years
@ Years
Longevity Pay
2.5% @ 20 Years
10%
0% @ 20 Years
3.5% @ 25 Years
Medical Insurance'
7/1/25 Additional $300/month (No Cash Back)
Move -Up Assignment Pay for Captain to Battalion Chief
5%
9.50%
Convert Map/Preplan Pay to Turnout Coordinator Pay
2% for Map/Preplan
5% of Base Pay for Turnout Coordinator
Holiday Time to Cash
48 Hours
Impact on OT from Converting Holiday Time to Cash
-48 Hours
NAL Bank
48 Hours
Summary of Proposal Cost Z
Baseline Compensation
Base Pay
Supplemental Pays
Overtime
Pension Contribution
Medical Insurance
Other City Paid Benefits 3
SubTotal
$16,187,981
$955,536
$1,641,277
$2,354,447
1,487,419
837,992
954,687
1,082,548
6,395,443
160,006
422,223
694,930
3,020,793
180,559
308,790
442,151
3,121,500
160,809
160,809
160,809
1,005,393
450,784
507,539
566,659
$31,218,529
$2,745,685
$3,995,326
$5,301,545
Cumulative Impact on Employee Compensation
Base Salary Increase °
Total Compensation Increases
5.90%
8.80%
10.14%
12.80%
14.54%
16.98%
Key Contract Terms
COLA
1,144,006
2,304,231
3,510,960
Equity Adjustment
490,017
490,017
490,017
Longevity Pay
516,792
569,984
631,801
Medical Insurance
160,809
160,809
160,809
Move -Up Assignment Pay
666
720
777
Convert Map/Preplan Pay to Turnout Coordinator Pay
4,218
4,495
4,783
Holiday Time to Cash
269,958
290,532
311,930
Impact on OT from Converting Holiday Time to Cash
(223,721)
(223,721)
(223,721)
NAL Bank
382,940
398,258
414,188
2,745,685
3,995,326
5,301,545
Notes
' Assumes maintaining the current level of funding, plus an additional $300 per month in health insurance benefits, effective May 2025.
Z Costs shown in years two and three reflect the cumulative budget impact in each year as compared to the current budgeted amounts.
3 Includes Medicare, Compensated Absences, Retiree Health Savings, Defined Contribution Plan, Life Insurance, and EAP.
4 Percentage shown in each year is as compared to current base salary, not the prior year.
5 Measured based on the total of all pay and benefits. Percentage is as compared to current total compensation, not the prior year.
6The costs shown reflect additional annual expenses in their corresponding fiscal years. Since the contract will take effect on May 3, 2025, the
additional expense for FY 2024-25 is $422,413.
4-57
ATTACHMENT C
BUDGET AMENDMENT NO. 25-063
City of Newport Beach
r BUDGET AMENDMENT
C'4Lip L, 2024-25 BA#: 25-063
Department: Human Resources
ONETIME: ❑ Yes ❑� No
Requestor: Barbara Salvini
Approvals
❑ CITY MANAGER'S APPROVAL ONLY
Finance Director: ^Aavii a Alti wL Date 4/16/25
0 COUNCIL APPROVAL REQUIRED City Clerk: Date
EXPLANATION FOR REQUEST:
To increase expenditure appropriations to fund the agreement with the Newport Beach Fire Association (NBFA) for the ❑ from existing budget appropriations
remainder of FY 2024-25. ❑ from additional estimated revenues
❑� from unappropriated fund balance
Fund # Ore Obiect Proiect Description
Subtotal
Increase or (Decrease) $
Fund #
Org
Object
Project Description
Increase or (Decrease) $
010
01040005
711001
FIRE ADMINISTRATION - SALARIES MISCELLANEOUS
500.56
010
01040005
722001
FIRE ADMINISTRATION - PENSION EE NORMAL COST MISC
42.74
010
01040005
723002
FIRE ADMINISTRATION - PENSION ER NORMAL COST MISC
53.02
010
01040005
724001
FIRE ADMINISTRATION - PENSION EE CONTRIB MISC
(65.39)
010
01040005
727016
FIRE ADMINISTRATION - MEDICARE FRINGES
24.41
010
01040005
728003
FIRE ADMINISTRATION - COMPENSATED ABSENCES
25.85
010
01040005
721001
FIRE ADMINISTRATION - CAFETERIA ALLOWANCE FT
124.31
010
01040005
727017
FIRE ADMINISTRATION - PARS DC 401A
2.19
010
01040401
711002
FIRE
OPERATIONS - SALARIES SAFETY
108,221.94
010
01040401
712019
FIRE
OPERATIONS - SAFETY CERTIFICATION PAY
1,990.93
010
01040401
712012
FIRE
OPERATIONS - HOLIDAY PAY SAFETY
31,616.60
010
01040401
712009
FIRE
OPERATIONS - SCHOLASTIC ACHIEVEMENT
2,659.93
010
01040401
712007
FIRE
OPERATIONS - LONGEVITY PAY SAFETY
60,525.08
010
01040401
712001
FIRE
OPERATIONS - SPECIAL ASSIGNMENT PAY
1,350.41
010
01040401
722002
FIRE
OPERATIONS - PENSION EE NORMAL COST SAFETY
11,580.17
010
01040401
723003
FIRE
OPERATIONS - PENSION ER NORMAL COST SAFETY
25,293.77
010
01040401
724002
FIRE
OPERATIONS - PENSION EE CONTRIB SAFETY
(15,951.18)
010
01040401
713004
FIRE
OPERATIONS - OVERTIME VACATION RELIEF
44,848.77
010
01040401
713002
FIRE
OPERATIONS - OVERTIME SAFETY & 1/2 TIME
18,739.34
010
01040401
727016
FIRE
OPERATIONS - MEDICARE FRINGES
3,517.62
010
01040401
728003
FIRE
OPERATIONS - COMPENSATED ABSENCES
3,726.38
010
01040401
721001
FIRE
OPERATIONS - CAFETERIA ALLOWANCE FT
17,917.68
010
01040401
727017
FIRE
OPERATIONS - PARS DC 401A
315.26
010
01040402
711001
FIRE PREVENTION - SALARIES MISCELLANEOUS
3,842.73
010
01040402
722001
FIRE PREVENTION - PENSION EE NORMAL COST MISC
328.08
010
01040402
723002
FIRE PREVENTION - PENSION ER NORMAL COST MISC
407.01
010
01040402
724001
FIRE PREVENTION - PENSION EE CONTRIB MISC
(501.99)
010
01040402
727016
FIRE PREVENTION - MEDICARE FRINGES
187.35
010
01040402
728003
FIRE PREVENTION - COMPENSATED ABSENCES
198.47
010
01040402
721001
FIRE PREVENTION - CAFETERIA ALLOWANCE FT
954.33
010
01040402
727017
FIRE PREVENTION - PARS DC 401A
16.79
4-59
010
01040403
711001
COMM
ER
RESPONSE TEAM
(CERT) -
SALARIES MISCELLANEC
500.56
010
01040403
722001
COMM
ER
RESPONSE TEAM
(CERT) -
PENSION EE NORMAL C,
42.74
010
01040403
723002
COMM
ER
RESPONSE TEAM
(CERT) -
PENSION ER NORMAL C
53.02
010
01040403
724001
COMM
ER
RESPONSE TEAM
(CERT) -
PENSION EE CONTRIB IV
(65.39)
010
01040403
727016
COMM
ER
RESPONSE TEAM
(CERT) -
MEDICARE FRINGES
24.41
010
01040403
728003
COMM
ER
RESPONSE TEAM
(CERT) -
COMPENSATED ABSENC
25.85
010
01040403
721001
COMM
ER
RESPONSE TEAM
(CERT) -
CAFETERIA ALLOWANCE
124.31
010
01040403
727017
COMM
ER
RESPONSE TEAM
(CERT) -
PARS DC 401A
2.19
010
01040404
711002
EMERGENCY
MEDICAL SERVICES
- SALARIES SAFETY
33,939.80
010
01040404
712019
EMERGENCY
MEDICAL SERVICES
- SAFETY CERTIFICATION PA
624.38
010
01040404
712012
EMERGENCY
MEDICAL SERVICES
- HOLIDAY PAY SAFETY
9,915.38
010
01040404
712009
EMERGENCY
MEDICAL SERVICES
- SCHOLASTIC ACHIEVEMEN
834.19
010
01040404
712007
EMERGENCY
MEDICAL SERVICES
- LONGEVITY PAY SAFETY
18,981.45
010
01040404
712001
EMERGENCY
MEDICAL SERVICES
- SPECIAL ASSIGNMENT PAY
423.51
010
01040404
722002
EMERGENCY
MEDICAL SERVICES
- PENSION EE NORMAL COS
3,631.69
010
01040404
723003
EMERGENCY
MEDICAL SERVICES
- PENSION ER NORMAL COS
7,932.45
010
01040404
724002
EMERGENCY
MEDICAL SERVICES
- PENSION EE CONTRIB SAFI
(5,002.50)
010
01040404
713004
EMERGENCY
MEDICAL SERVICES
- OVERTIME VACATION RELI
14,065.15
010
01040404
713002
EMERGENCY
MEDICAL SERVICES
- OVERTIME SAFETY & 1/21
5,876.90
010
01040404
727016
EMERGENCY
MEDICAL SERVICES
- MEDICARE FRINGES
1,103.17
010
01040404
728003
EMERGENCY
MEDICAL SERVICES
- COMPENSATED ABSENCES
1,168.64
010
01040404
721001
EMERGENCY
MEDICAL SERVICES
- CAFETERIA ALLOWANCE F-
5,619.22
010
01040404
727017
EMERGENCY
MEDICAL SERVICES
- PARS DC 401A
98.87
Subtotal
Fund # Object Description Increase or (Decrease) $
010 300000 GENERAL FUND - FUND BALANCE CONTROL (422,413.15)
Subtotal) $ (422,413.15)
Fund Balance Change Required
•/