HomeMy WebLinkAbout09 - Adopting a Memorandum of Understanding with the Newport Beach Police Association and Associated Salary ScheduleQ �EwPpRT
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TO:
FROM:
CITY OF
NEWPORT BEACH
City Council Staff Report
June 10, 2025
Agenda Item No. 9
HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
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. 2025-30: Adopting a Memorandum of Understanding
with the Newport Beach Police 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 Police Association
(NBPA or Association) was submitted at the City Council's Regular Meeting of May 27,
2025 to provide the 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 NBPA. 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;
and
b) Adopt Resolution No. 2025-30, 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 Police Association and Associated Salary
Schedule;
c) Approve Budget Amendment No. 25-069 appropriating $361,588.92 in increased
expenditures in various City division salary and benefits accounts from unappropriated
General Fund balance for Fiscal Year 2024-25; and
d) Approve Budget Amendment No. 26-001 appropriating $4,106,309.00 in increased
expenditures in various City of Newport Beach division salary and benefits accounts
from unappropriated General Fund balance for Fiscal Year 2025-26.
9-1
Resolution No. 2025-30: Adopting a Memorandum of Understanding with
the Newport Beach Police Association and Associated Salary Schedule
June 10, 2025
Page 2
DISCUSSION:
The following discussion was provided, in part, with the May 27, 2025, staff report and is
included here for reference:
The Newport Beach Police Association (NBPA or Association) is an
exclusively recognized bargaining unit and represents safety and
non -safety members. City staff members, Association members, and
respective legal representatives began negotiating the terms and conditions
of a successor agreement in March 2025. Topics discussed during
negotiations included wage and equity adjustments, specialty pays, holiday
time, the medical cafeteria allowance, retirement contributions, and other
non -economic matters. Additionally, language was added to the proposed
Agreement to clarify the intent behind existing terms and conditions.
Salient provisions of the Tentative Agreement between the City and the
NBPA include:
• Term: May 31, 2025, through June 30, 2028.
• Wage adjustments
✓ May 31, 2025 — 4%
✓ July 2026 — 4%
✓ July 2027 — 4%
• Equity adjustments
✓ May 31, 2025 — 8% for all sworn
✓ May 31, 2025 — 5% for Police Fiscal Services/Facilities
Manager Job Classification
• Salary schedule adjustments for all unit members (sworn and
non -sworn).
• Additional City contribution of $400 per month to the employee
medical cafeteria allowance (this includes the temporary additional
$100 per month referenced in the November 29, 2022 and August
15, 2024 side letters between the City of Newport Beach and the
Newport Beach Police Association).
• Decreased non -sworn contribution to CalPERS retirement benefit
(varies by retirement tier).
• Modifications to the cafeteria allowance structure and new member
medical opt -out.
• Adjustments to holiday pay for all members requiring total cash -out
of the holiday pay benefit.
9-2
Resolution No. 2025-30: Adopting a Memorandum of Understanding with
the Newport Beach Police Association and Associated Salary Schedule
June 10, 2025
Page 3
• Adjustments and/or additional special assignment pays:
✓ Field Training premium for sworn officers equal to 15% of
base salary for hours worked as a Field Training Officer with
a trainee.
✓ Detective Pay premium forsworn officers equal to 3% of base
salary.
✓ SWAT Pay premium for sworn officers equal to 2% of base
salary.
✓ Crisis Negotiation Team premium for sworn officers equal to
1 % of base salary.
Adjustments to longevity pay for non -sworn members.
Police Mechanic Tool Stipend of $500 per year.
The City Council reviewed the Tentative Agreement and proposed MOU with the
NBPA at its May 27, 2025, meeting, 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. It should be noted that additional,
non -substantive changes were made to the MOU after the May 27, 2025, meeting.
New language in the MOU is identified in italics. The total cost of the contract is
approximately $19.3 million. If the Council approves 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 31, 2025, through June 30, 2028, it will result in the following
annual fiscal impacts to implement the terms of the agreement, totaling
$19,291,939:
2024/25 $ 361,589
2025/26 $4,692,100
2026/27 $6,263,565
2027/28 $7,974,685
A budget amendment is required to appropriate $361,588.92 from the General Fund
unappropriated surplus fund balance to implement the terms for the remainder of Fiscal
Year 2024-25. Additionally, a budget amendment is required to appropriate $4,106,309
from the General Fund unappropriated surplus fund balance to implement the terms for
Fiscal Year 2025-26.
9-3
Resolution No. 2025-30: Adopting a Memorandum of Understanding with
the Newport Beach Police Association and Associated Salary Schedule
June 10, 2025
Page 4
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. 2025-30, including Exhibit A, NBPA MOU
Attachment B — Costing
Attachment C — Budget Amendment No. 25-069
Attachment D — Budget Amendment No. 26-001
ATTACHMENT A
RESOLUTION 2025- 30
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
POLICE 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 Police Association ("NBPA") a recognized organization,
for the term of January 1, 2022, through December 31, 2025;
WHEREAS, representatives from the City and NBPA 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 NBPA ("Memorandum of Understanding") attached hereto as
Attachment A and incorporated herein by this reference;
WHEREAS, NBPA 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 NBPA unit members to be in conformance with the Memorandum of
Understanding;
9-5
Resolution No. 2025-
Page 2 of 3
WHEREAS, the City Manager has reviewed the changes to the salary schedule
for NBPA 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 June 10, 2025; and
WHEREAS, by adopting this resolution, the City Council also desires to replace
the 2022-2025 memorandum of understanding between the City and NBPA by adopting
the Memorandum of Understanding attached hereto as Attachment A to serve as the
successor agreement between the City and NBPA for the period May 31, 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 NBPA shall be provided in accordance with the provisions
of the Memorandum of Understanding, which shall serve as the successor agreement
between the City and NBPA for the period May 31, 2025, through June 30, 2028.
Section 2: The City's salary schedule shall be modified to be consistent with
this resolution, the Memorandum of Understanding, and Exhibit A to the Memorandum
of Understanding. Any resolution, or part thereof, in conflict with this resolution shall be
of no effect.
Section 3: The recitals provided in this resolution are true and correct and are
incorporated into the operative part of this resolution.
Section 4: If any section, subsection, sentence, clause or phrase of this
resolution is, for any reason, held to be invalid or unconstitutional, such decision shall
not affect the validity or constitutionality of the remaining portions of this resolution. The
City Council hereby declares that it would have passed this resolution, and each
section, subsection, sentence, clause or phrase hereof, irrespective of the fact that any
one or more sections, subsections, sentences, clauses or phrases be declared invalid
or unconstitutional.
.01
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 10th day of June, 2025.
Joe Stapleton
Mayor
ATTEST:
Leilani I. Brown
City Clerk
APPROVED AS TO FORM:
CITY ATTORNEY'S OFFICE
Aaron C. Harp
City Attorney
Attachment A - Memorandum of Understanding
9-7
EXHIBIT A
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF NEWPORT BEACH
NEWPORT BEACH POLICE ASSOCIATION
4 FOR%
May 31, 2025 through June 30, 2028
9-8.1
Page 12
Table of Contents
SECTION 1. GENERAL PROVISIONS......................................................................................................... 5
RECOGNITION..............................................................................................................................
5
TERM............................................................................................................................................
5
RELEASETIME..................................................................................................................................5
SCOPE..........................................................................................................................................
7
CONCLUSIVENESS......................................................................................................................
7
MODIFICATIONS..........................................................................................................................8
BULLETINBOARDS.........................................................................................................................
8
NOSTRIKE....................................................................................................................................8
SAVINGS......................................................................................................................................8
IMPASSE......................................................................................................................................8
SECTION 2. COMPENSATION................................................................................................................
9
SALARYADJUSTMENTS.................................................................................................................9
SALARY SCHEDULE ADJUSTMENTS.......................................................................................................9
ADVANCED POST CERTIFICATION FOR POLICE OFFICERS.....................................................................11
DISPATCH/RECORDS SKILLS INCENTIVE PAY......................................................................................11
LONGEVITY PAY FOR FULL TIME NON -SWORN EMPLOYEES.................................................................12
MEAL PERIOD/CODE SEVEN TIME.....................................................................................................12
OVERTIME..................................................................................................................................12
OVERTIME COMPENSATION - COURT...............................................................................................14
EDUCATION RETENTION INCENTIVE PROGRAM - NON-SWORN...........................................................14
NBPA MOU 2025-2028
9-8.2
Page 13
SCHOLASTIC ACHIEVEMENT PAY - SWORN.........................................................................................15
NON -SWORN PERSONNEL SHIFT DIFFERENTIAL.................................................................................16
TRAININGPAY..............................................................................................................................16
SPECIAL ASSIGNMENT PAY..............................................................................................................16
MOTOROFFICER PAY......................................................................................................................17
CANINE OFFICER PAY......................................................................................................................18
MATRONPAY...............................................................................................................................18
MINIMUM CALL BACK....................................................................................................................18
BILINGUALPAY.............................................................................................................................19
CERTIFICATIONPAY......................................................................................................................19
UNIFORM ALLOWANCE..............................................................................................................19
SECTION3. LEAVES...........................................................................................................................20
FLEXLEAVE..................................................................................................................................20
HOLIDAYIN LIEU............................................................................................................................21
BEREAVEMENT LEAVE...................................................................................................................21
LEAVESELLBACK........................................................................................................................22
WORKERS' COMPENSATION LEAVE..................................................................................................22
SCHEDULING OF MEDICAL TREATMENT FOR INDUSTRIAL
INJURIES......................................................22
NON -ACCRUING LEAVE BANK.......................................................................................................... 23
SECTION 4. FRINGE BENEFITS............................................................................................................. 23
INSURANCE...............................................................................................................................23
ADDITIONAL INSURANCE/PROGRAMS.......................................................................................25
NBPA MOU 2025-2028
9-8.3
Page 14
EMPLOYEE ASSISTANCE PROGRAM....................................................................................................25
THE RETIREMENT BENEFIT............................................................................................................... 26
RETIREE MEDICAL BENEFIT.............................................................................................................. 28
CITY CONTRIBUTION TO PORAC RETIREE MEDICAL TRUST(RMT).......................................................... 31
DEFERRED COMPENSATION.........................................................................................................31
TUITION REIMBURSEMENT..........................................................................................................32
PHYSICAL CONDITIONING EQUIPMENT..............................................................................................32
PHYSICAL FITNESS QUALIFIER........................................................................................................... 32
POLICE MECHANIC TOOL STIPEND.................................................................................................... 32
SECTION 5. MISCELLANEOUS PROVISIONS............................................................................................ 32
REDUCTIONS IN FORCE/LAYOFFS ..................................................................................................... 32
WORKSCHEDULES.....................................................................................................................34
SENIORITY.................................................................................................................................35
GRIEVANCE PROCEDURE............................................................................................................36
PRE -HEARING BRIEFS..................................................................................................................... 38
USE OF TOBACCO PRODUCTS........................................................................................................... 38
DIRECTDEPOSIT..........................................................................................................................38
CONTRACT NEGOTIATIONS.........................................................................................................38
RECOUPMENT OF OVERPAYMENTS................................................................................................... 38
FUNERAL EXPENSES...................................................................................................................39
NBPA MOU 2025-2028
.;.
15
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF NEWPORT BEACH AND
NEWPORT BEACH POLICE ASSOCIATION
This MEMORANDUM OF UNDERSTANDING (hereinafter referred to as "MOU") is entered into
with reference to the following:
PREAMBLE
1. The Newport Beach Police Association ("NBPA" or "Association"), 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.
2. This MOU, upon approval by NBPA and the Newport Beach City Council, represents the
total and complete understanding and agreement between the parties regarding all
matters set forth herein.
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 -Employee Relations
Resolution No. 2001-50, the City acknowledges that NBPA is the majority representative for the
purpose of meeting and conferring regarding wages, hours and other terms and conditions of
employment for all employees in those classifications specified in Exhibit "A" or as appropriately
modified in accordance with the Employer -Employee Relations Resolution. All other
classifications and positions not specifically included within Exhibit "A" are excluded from
representation by NBPA.
B. TERM
1. 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 31,
2025. This MOU shall remain in full force and effect through 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 provisions of this MOU shall prevail over conflicting provisions of the Newport Beach
City Charter, the ordinances, resolutions and policies of the City of Newport Beach, federal
and state statutes, rules and regulations which either specifically provide that agreements
such as this prevail, confer rights which may be waived by any collective bargaining
agreement, or are, pursuant to decisional or statutory law, superseded by the provisions
of an agreement similar to this MOU.
C. RELEASE TIME
NBPA MOU 2025-2028
.;
Page 16
1. NBPA members (as described in paragraph 2 below) shall be allowed to participate in the
following activities during scheduled working hours without loss of pay ("Release Time"):
a. attendance at off -site meetings, conferences, seminars or workshops related to
matters within the scope of representation. Employees must use the hours
described in C2(a) below for these purposes;
b. to prepare for scheduled meetings between the City and NBPA during the meet
and confer process.
to travel to and attend scheduled meetings between the City and NBPA
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 their representative prior to a hearing
described in subsection C.1.c.ii above.
2. NBPA 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 NBPA President shall be entitled to a maximum of 250 hours per calendar
year for appropriate association related business, excluding time required for the
meet and confer process. The NBPA President shall, at his/her discretion, allocate
Release Time to NBPA Board members or other designates, to a maximum of 150
hours per year per individual. In the event the 250 hours for the President or 150
hours for other NBPA designates are insufficient, the President may submit a
request to the Police Chief, with justification, that additional hours be granted. In
no event shall the Association be granted more than a total of 500 hours per year
for all designates.
b. Any NBPA negotiating team member may request and shall (subject to the
approval process above) be granted flex work hours on any scheduled work day
during which the negotiating team member is to attend a meet and confer session.
Employees may flex start/finish time up to two (2) hours.
3. City grants NBPA members the right to engage in the activities described in subsection
1(c)(i) at any time without any reduction to City -provided Release Time or to any Release
Time bank created pursuant to subsection C.S.
4. City Grants NBPA 500 hours of Release Time per calendar year to engage in the activities
described in subsection C.1.a and 1.b. (City- provided Release Time.) NBPA may carry
over up to 300 hours of City -provided Release Time into the ensuing calendar year.
5. In addition to City -provided Release Time and Release Time provided pursuant to
subsection C.3, NBPA members may voluntarily contribute up to two hours of earned
NBPA MOU 2025-2028
•:.
Page 17
compensatory time off ("CTO") to an NBPA Release Time Bank. Members may contribute
earned CTO only during the period from July 1 through August 15 during any calendar
year. However, members shall not have the right to contribute CTO to the NBPA Release
Time bank if NBPA has accumulated more than 600 hours of total Release Time.
Contributions may be made only in hourly increments. Contributions shall be on forms
prepared by the City which shall then be submitted to the appropriate department
employee. City shall advise NBPA as to the balance of hours in the Release Time Bank
upon request. For purposes of this subparagraph only, the term "compensatory time off or
CTO" includes 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 current established practices and employees' rights, privileges
and benefits that are within the scope of representation shall remain in full force and effect
during the term of this MOU unless specifically amended by the provisions of this MOU.
2. Pursuant to this MOU, the City reserves and retains all of its inherent exclusive and non-
exclusive managerial rights, powers, functions and authorities ("Management Rights") as
set forth in Resolution No. 2001-50. Management Rights include, but are not limited to,
the following.
a. the determination of the purposes and functions of the Police Department;
b. the establishment of standards of service;
c. to assign work to employees as deemed appropriate;
d. the direction and supervision of its employees;
e. the discipline of employees;
f. the power to relieve employees from duty for lack of work or other legitimate
reasons;
g. to maintain the efficiency of operations;
h. to determine the methods, means and personnel by which Police Department
operations are to be conducted;
the right to take all necessary actions to fulfill the Department's responsibilities in
the event of an emergency;
the exercise of complete control and discretion over the manner of organization,
and the appropriate technology, best suited to the performance of departmental
functions.
The practical consequences of a Management Rights decision on wages, hours, and other
terms and conditions of employment shall be subject to the grievance procedures.
E. CONCLUSIVENESS
NBPA MOU 2025-2028
9-8.7
Page 18
This MOU contains all of the covenants, stipulations, and provisions agreed upon by the parties.
Therefore, for the term of this MOU, neither party shall be compelled, and each party expressly
waives its rights to request the other to meet and confer concerning any issue relating primarily to
matters 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 which is not
embodied in this MOU.
Subject to the paragraph above, this section shall not be construed to prevent the Newport Beach
Police Department from giving notice to the Association and affording the Association the
opportunity to meet and confer on the impact of policy changes or the exercise of management
rights. However, the terms of this MOU may not be modified through the impact negotiations
process; except by mutual agreement.
F. 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.
G. BULLETIN BOARDS
Space shall be provided on bulletin boards within the Police Department at their present location
for the posting of notices and bulletins relating to NBPA business, meetings, or events. All
materials posted on bulletins boards by the NBPA shall indicate that the NBPA posted it. 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, or any pornographic or obscene
material.
H. NO STRIKE
The parties recognize their mutual responsibility to provide the citizens of Newport Beach with
uninterrupted municipal services and, therefore, the parties agree not to conduct concerted strike,
work slowdown, sick out, withholding of services, or lockout activities.
SAVINGS
If any provision of this MOU shall be held invalid by any court of competent jurisdiction, or if
compliance with or enforcement of any provision shall be restrained by court action, or other
established governmental administrative tribunal, the remainder of this MOU shall not be affected,
and the parties shall replace such invalidated provision with another of similar or equal value
through the negotiations process.
J. 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.
NBPA MOU 2025-2028
Page 19
SECTION 2. COMPENSATION
A. SALARY ADJUSTMENTS
Base salary increases for all NBPA represented classifications shall be as follows and as
specified in Exhibit B:
Effective May 31, 2025, the base salary of all represented
classifications shall increase by 4% (COLA);
ii. Effective the beginning of the first full pay period after July 1, 2026,
the base salary of all represented classifications shall increase by
4% (COLA);
iii. Effective the beginning of the first full pay period after July 1, 2027,
the base salary of all represented classifications shall increase by
4% (COLA).
iv. Equity Adjustments :
V. Effective May 31, 2025, the Police Officer classification will receive
an 8% equity adjustment to base salary in addition to the 4% COLA
provided above in 2A1. The equity adjustment will not compound
with the simultaneous COLA provided in 2A1 (i.e., Police Officer base
salary will increase by a total of 12% effective May 31, 2025).
vi. To resolve a current compensation dispute, effective May 31, 2025,
the Police Fiscal Services/Facilities Manager classification will receive
a 5% equity adjustment to base salary in addition to the 4% COLA
provided above in 2A1 The equity adjustment will not compound
with the simultaneous COLA provided in 2A1 (i.e., Police Fiscal
Services/Facilities Manager base salary will increase by a total of 9%
effective May 31, 2025).
B. SALARY SCHEDULE ADJUSTMENTS
1. Salary Schedule for Sworn Police Officer Classification
Effective May 31, 2025:
Eliminate Steps 1-4 so that the old Step 5 becomes the new Step 1.
a. Implement a 5% salary differential between each step
i. Note: this eliminates the 10% differential between the old Steps 6
and 7
b. Steps will progress 1-9
i. Note: this effectively adds a step to ensure that max salary is not
reduced by the elimination of the 10% differential between the old
Steps 6 and 7
c. As outlined below, all Police Officers hired prior to the effective date of this
step adjustment who are below the top step will be moved to the new step
with the salary that is closest to but higher than the salary at their current
NBPA MOU 2025-2028
Page 110
step. Police Officers, who are already at the top step, will remain at the top
step in the new salary structure.
i. Officers at the old Steps 1-4 will be placed at the new Step 1
ii. Officers at the old Step 5 will be placed at the new Step 2.
iii. Officers at the old Step 6 will be placed at the new Step 3.
iv. Officers at the old Step 7 will be placed at the new Step 5.
v. Officers at the old Step 8 will be placed at the new Step 6.
A Officers at the old Step 9 will be placed at the new Step 7.
vii. Officers at the old Step 10 will be placed at the new Step 8.
viii. Officers at the old Step 11 will be placed at the new Step 9.
ix. Officers at the old Step 12 will be placed at the new Step 9
d. In subsequent years, all Police Officers hired prior to the effective date
of this step adjustment will be eligible for a step increase at the
beginning of the first full pay period in July ("Step Increase Eligibility
Date'), subject to the year -of -service requirements outlined below:
i. Police Officers are eligible to move from Step 1-7 after 1 year of
service at the prior step
ii. Police Officers are eligible to move from Step 7 to 8 after 2 years
of service at Step 7
iii. Police Officers are eligible to move from Step 8 to 9 after 2 years
of service at Step 8
e. Police Officers hired after the effective date of this step adjustment will
be eligible for step increases on their anniversary dates, subject to the year -
of -service requirements outlined below:
i. Police Officers are eligible to move from Step 1-2 after 6 months of
service at Step 1.
ii. Police Officers are eligible to move from Step 2-7 after 1 year of
service at the prior step
iii. Police Officers are eligible to move from Step 7 to 8 after 2 years
of service at Step 7
iv. Police Officers are eligible to move from Step 8 to 9 after 2 years
of service at Step 8
i. Note: assuming a normal progression through the steps,
this means that officers starting at the New Step 1 can get to
top step after 9.5 years.
f. The City retains its existing discretion to appoint new hires at steps above
Step 1 ("New Lateral Hires'). New Lateral Hires will be subject to the
same requirements for step increases set forth above in Section
2(B)(1)(d)-
2. Salary Schedules for Non -Sworn Classifications
Effective May 31, 2025
a. Eliminate Steps 1-3 for the Community Services Officer (CSO) so that the
old Step 4 becomes the new Step 1; eliminate Step 1 for all other non -
sworn classifications so that the old Step 2 becomes the new Step 1
NBPA MOU 2025-2028
9-8.10
Page Ill
b. Steps will progress 1-8
c. Each step will be 5% higher than the prior step
d. Except for employees who are already at the current top step, all non -sworn
employees will be moved to the new step with the salary that is closest
to but higher than the salary at their current step. Employees who are
already at the current top step will remain at the top step in the new
salary structure.
e. In subsequent years, all Non -Sworn members hired prior to the
effective date of this step adjustment will be eligible for a step increase
at the beginning of the first full pay period in July ("Step Increase Eligibility
Date').
f. Non -Sworn members hired after the effective date of this step
adjustment will be eligible for step increases on their anniversary dates,
subject to the year -of -service requirements outlined below..
i. Employees are eligible to move from Step 1 to 2 after 6 months
of service at Step 1
ii. Employees are eligible to move between Steps 2-8 after 1 year
of service at prior step
g. The City retains its existing discretion to appoint new hires at steps above
Step 1 ("New Lateral Hires'). New Lateral Hires will be subject to the same
requirements for step increases set forth above in Section 2.(8)(2)(0.
C. ADVANCED POST CERTIFICATION FOR POLICE OFFICERS
Police Officers shall receive five and one quarter percent (5.25%) of base salary paid in each pay
period upon earning an Advanced POST Certificate. When an employee qualifies for and has
applied for an Advanced POST Certificate for the first time, the employee shall provide the City's
Human Resources Department with proof of an Advanced POST Certification application
submittal. Employee will then be eligible for this pay on the first day of the next pay period after
submission to HR.
If POST correctly denies the application for the Certification the employee will be responsible for
reimbursing the City for any payments previously received (over the same period the payments
were made).
The parties agree that to the extent permitted by law, the education pay in this section is special
compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR, Section
571(a)(2) Peace Officer Standards and Training (POST) Certificate Pay.
D. DISPATCH/RECORDS SKILLS INCENTIVE PAY
Effective in the pay period including April 1, 2018, Full time non -sworn employees who are
consistently and routinely assigned to the Police Communications or Police Records Divisions
shall receive two percent (2.0%) of base salary (paid in each pay period) upon receipt of one or
more of the following certifications: POST Public Safety Dispatcher Advanced, POST Public
Safety Dispatcher Supervisory or POST Records Supervisor. Unit members who possess more
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than one of these certifications shall only be paid for one of them. As such, the maximum an
employee can be paid under this section is two percent (2%).
When an employee receives one of these certificates for the first time after the first day of the pay
period following City Council approval of this MOU, he/she shall provide the City with a copy of
the certificate and will then be eligible for this pay on the first day of the pay period following the
provision of the certificate by the employee to the Human Resources Department.
The parties agree that to the extent permitted by law, the assignment pay in this section is special
compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR, Section 571
Educational Incentive.
E. LONGEVITY PAY FOR FULL TIME NON -SWORN EMPLOYEES
Full-time, non -sworn employees in the unit (all classifications in the unit except Police Officer)
shall receive longevity pay as follows:
1. For Employees Hired as Full -Time Employees prior to June 26, 2018:
8-11 years of City of Newport Beach Service
2.0%
12-14 years of City of Newport Beach Service
2.5%
15-19 years of City of Newport Beach Service
3.0%
20 years or more of City of Newport Beach Service
5.0%
2. For Employees Hired as Full -Time Employees on or After June 26, 2018:
15-19 years of City of Newport Beach Service
1.0%
20-24 years of City of Newport Beach Service
1.5%
25-29 years of City of Newport Beach Service
2.0%
30 years or more of City of Newport Beach Service
2.5%
The years of service provisions in this section are for years of full-time service. Part-time
service does not count toward the years of service provisions.
The parties agree that to the extent permitted by law, the longevity pay in this section is
special compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR,
Section 571(a)(1) Longevity Pay.
F. MEAL PERIOD/CODE SEVEN TIME
Employees in the Unit receive a paid meal period (aka "Code Seven" time). By being paid for a
meal period, each employee in the unit must be available to respond to any work -related request,
emergency or call for service during his/her meal period.
G. OVERTIME
1. Employees shall be entitled to overtime compensation at the rate of time and one half the
regular rate of pay for hours worked in excess of their regularly scheduled shift. Paid time
off shall be considered time worked for overtime calculation purposes.
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2. The rate at which MOU overtime (overtime described above that is not mandated by the
FLSA) does not include any contributions to the City's Cafeteria Plan as set forth in Section
4 - Fringe Benefits of the MOU.
Employees in the unit must affirmatively account for their time by specifically accounting for each
days' work with the specific number of hours worked, including the use of appropriate payroll
codes for leave, overtime and other purposes.
3. Overtime compensation shall be in the form of compensatory time off or pay at the election
of the employee. Maximum compensatory time accrual shall be 120 hours. All overtime
worked by employees at the CTO maximum threshold shall be paid as wages.
a. If the IRS or a court of competent jurisdiction provides guidance concerning
recognition of constructive receipt based on the earning of CTO, this MOU will
reopen on the issue of CTO and the parties will meet and confer over elimination
of constructive receipt. The parties understand that, if the IRS determines there is
additional tax liability, that liability will be the responsibility of the individual
taxpayers (employees).
b. Effective the first full pay period following City Council adoption in FY 2021-22,
CTO will be maintained in two banks (one for FLSA Overtime and one for MOU
Overtime). When paid out, CTO earned on MOU overtime will be paid out at the
MOU overtime rate and CTO earned on FLSA overtime will be paid out at the
regular rate.
4. An employee wishing to use his/her accrued compensatory time off shall provide the City
with reasonable notice. Reasonable notice is defined as at least two (2) weeks. If
reasonable notice is provided, the employee's request may not be denied unless it is
unduly disruptive to the department to grant the request. A request to use compensatory
time off without reasonable notice may still be granted within the discretion of the
supervisor or manager responsible for considering the request.
5. The Police Department has the discretion to schedule any of its employees to work a
regular workday on July 4th, regardless of the day of the week or job assignment. This
may include modifying work schedules and/or days off according to deployment needs.
Unit employees who actually work July 4th will be compensated at their regular hourly rate,
plus premium pay equal to 1/2 of the hours actually worked on that day. Employees will
be provided their regular number of days off for the month of July (unless otherwise
scheduled on an overtime basis), which will be selected/assigned according to the normal
practices of their particular work unit. Should the employees work an additional shift in
subsequent leap years, compensation shall be paid at the appropriate rate of overtime
pay.
6. The City and NBPA jointly petitioned the NLRB and were granted a 7(b) exemption of the
Fair Labor Standards Act to allow for use of the overtime standards as set forth in this
section. The exemption allows continued use of the Department's alternative/semi-flexible
schedule. The 7(b) exemption applies to those classifications in the unit who do not qualify
under Section 7(k) of the FLSA.
7. The Section 7(k) partial overtime exemption: Effective upon City Council approval of this
MOU, all employees in the unit engaged in law enforcement activities - Police Officer,
Police Recruit and Custody Officer are subject to the 28-day FLSA work period provided
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for pursuant to Section 7(k) of the Fair Labor Standards Act.
H. OVERTIME COMPENSATION - COURT
Compensation - Employees shall receive either compensatory time (subject to the
maximum accrual of 120 hours addressed in subsection G above) or paid time at their
discretion.
2. On -Call - Off -duty employees on call for court who have not been cancelled prior to the
scheduled standby time shall, whether extended or not, be compensated at a rate equal
to the actual standby time, with a minimum of one (1) hour paid at time and one-half the
employee's MOU overtime rate of pay.
3. Appearance - Off -duty employees who are required to appear in court shall be
compensated for the actual time involved with a minimum of four (4) hours paid at time
and one-half the employee's regular rate of pay. This minimum four (4) hour payment
assumes that the time the employee who is required to appear in court is outside his/her
regular work hours. If the time the employee is in court overlaps any part of the employee's
regular work hours, the employee will receive his/her regular pay plus any additional
overtime compensation (at time and one half) for hours which fell outside regular work
hours. Employees appearing in court after being on call the same day shall be
compensated from the time listed on the subpoena until released by the court.
Compensation for hours worked begins when the employee starts driving to court.
However, when the employee is called on the same day and directed to leave the work
location to travel to court, compensation for hours worked begins when the employee
receives the call. Compensation for hours worked ends when the employee has completed
the time in court.
4. Cancellation - Off -duty employees whose court appearance is cancelled with less than 12
hours' notice shall receive a payment for one hour at the employee's MOU Overtime rate
of pay.
EDUCATION RETENTION INCENTIVE PROGRAM — NON -SWORN
The City has instituted the Education Retention Incentive Program to incentivize non -sworn
employees to pursue furthering their education. Employees shall be eligible for education payment
beyond the minimum qualifications of their current position as follows:
1. For Members hired as a full-time, non -sworn employee in the Bargaining Unit prior to June
26, 2018:
30+ units of college credit 0.5%
Associate degree or 60+ units of college credit 1.5%
Bachelor's degree 2.0%
Master's degree, Juris Doctor or Doctor of Philosophy 2.5%
2. For Members hired or rehired as a full-time, non -sworn employee in the Bargaining Unit
on or after June 26, 2018:
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Page 115
Associate degree or 60+ units of college credit 0.5%
Bachelor's degree 1.5%
Master's degree, Juris Doctor or Doctor of Philosophy 2.5%
Amounts above are not cumulative. For example, if an employee with a bachelor's degree is
receiving two percent (2%) and then earns a master's degree, the employee shall earn a total of
two and one half percent (2.5%), not an additional two percent (2.0%) for the bachelor's degree.
Non -sworn NBPA members may apply for increases pursuant to this Section when eligible. The
pay shall be included in the member's paycheck for the pay period immediately after approval by
the Chief of Police. It is the responsibility of the employee to apply for incentive pay per this
program. Approval of the member's application shall not be unreasonably withheld or delayed,
and the member shall not be entitled to receive the pay prior to the date the application is
approved, even though the member may have been eligible prior to approval.
The parties agree that to the extent permitted by law, the education pay in this section is special
compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR, Section
571(a)(2) Educational Incentive Pay.
SCHOLASTIC ACHIEVEMENT PAY - SWORN
Sworn NBPA members are entitled to additional compensation contingent upon scholastic
achievement ("Scholastic Achievement Pay"). Sworn NBPA members may apply for increases
pursuant to this Section when eligible and scholastic achievement pay shall be included in the
member's paycheck for the pay period immediately after approval by the Chief of Police. It is the
responsibility of the NBPA member to apply for Scholastic Achievement Pay. Approval of the
member's application shall not be unreasonably withheld or delayed, and the member shall not
be entitled to receive scholastic achievement pay prior to the date the application is approved,
even though the member may have been eligible prior to approval. Scholastic achievement pay
is contingent upon the number of units and/or degrees received by the employee.
For persons hired on or after June 26, 2012 a "degree" shall be defined as a degree 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. Eligibility to receive
compensation shall be conditioned upon a determination by the appointing authority that the major
in which a degree is earned and/or a substantial number of earned units which will qualify the
individual for a degree, are in a field or protocol reasonably likely to enhance the employee's job
performance.
The Plan consists of levels which reflect multipliers of the base monthly salary. Qualifying units
and/or degrees must be awarded by accredited community colleges, state colleges or universities.
Amounts are not cumulative. The following is a schedule of monthly payments pursuant to the
Scholastic Achievement Program:
For employees hired as a full time sworn employee before July 1, 2012 scholastic achievement
pay is:
30 Units 60 Units 90 Units BA/BS MA/MS/JD
1 % 2% 3% 5.5% 7.5%
Any unit members hired on and after July 1, 2012 shall be ineligible for any scholastic pay based
upon having obtained units only. Such employees are eligible for Scholastic Achievement Pay as
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Page 116
follows:
BA/BS MA/MS/JD
5.5% 7.5%
If an employee with a bachelor's degree who is receiving five and one half percent (5.5%) earns
a master's degree or Juris Doctorate, said employee shall earn a total of seven and one half
percent (7.5%), not an additional five and one half percent (5.5%) for the bachelor's degree.
The parties agree that to the extent permitted by law, the Scholastic Achievement pay in this
section is special compensation and shall be reported to CalPERS as such pursuant to Title 2
CCR, Section 571(a)(2) Educational Incentive Pay.
K. NON -SWORN PERSONNEL SHIFT DIFFERENTIAL
The night shift differential pay for non -sworn personnel shall be $1.50 per hour between the hours
of 6 p.m. and 6 a.m.
The parties agree that to the extent permitted by law, the shift differential pay in this section is
special compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR, Section
571(a)(4) Shift Differential Pay.
L. TRAINING PAY
Police Officers assigned to Field Training Officer duties for either Regular or Reserve officers and
Civilian Employees assigned to training duties for new employees are entitled to receive
compensation for these extra duties. To be eligible for compensation, the employee shall have
completed a 40- hour FTO course and shall be required to complete a Daily Evaluation Report for
each shift worked with a trainee. Employees assigned full training responsibilities who have not
completed the FTO course shall be eligible for compensation pending course completion. After
the effective date (May 31, 2025), employees will receive a premium equal to 15% of base salary
for hours worked as an FTO with a trainee.
The compensation provided under this section is paid to employees who are routinely and
consistently assigned to train employees The parties agree that to the extent permitted by law,
the Training Pay in this section is special compensation and shall be reported to CaIPERS as
such pursuant to Title 2 CCR, Section 571(a)(4) Training Premium.
M. SPECIAL ASSIGNMENT PAY
1. Detective Pay for Sworn Unit Members:
Employees assigned to the Detective Division shall receive a special
assignment pay equal to 3% of base salary. The parties agree that to the extent
permitted by law, the assignment pay in this section is special compensation and
shall be reported to CalPERS as such pursuant to Title 2 CCR, Section 571 and
571.1 Detective Division Premium.
2. SWAT Pay for Sworn Unit Members:
Employees assigned to the SWAT Team shall receive a special assignment pay
equal to 2% of base salary. The parties agree that to the extent permitted by law,
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Page 117
the assignment pay in this section is provided because assigned employees
routinely and consistently perform hazardous activities using special weapons
and tactics to implement health/safety procedures. The parties agree that to the
extent permitted by law, the compensation shall be reported to CaIPERS as such
pursuant to Title 2 CCR, Sections 571 and 571.1 Hazard Premium.
3. Crises Negotiation Team (CNT) Pay for Sworn Unit Members:
Employees assigned to the CNT Team shall receive a special assignment pay
equal to 1 % of base salary The parties agree to seek an opinion from CaIPERS
as to whether this form of special compensation maybe reported to CaIPERS as
pensionable compensation. If PERS concludes that it may be reported as
pensionable compensation, from that time forward, the city will report it as such.
The three premiums identified above will not stack. Members assigned to
more than one of these special assignments will receive only the premium for the
special assignment with the highest pay.
N. MOTOR OFFICER PAY
1. On -Duty Pay for Motor Officers:
Employees assigned as Motor Officers who routinely and consistently patrol the City on a
motorcycle shall receive six hours of straight time compensation paid at time and one half
(1.5) per month for the on -duty responsibilities of being assigned as a Motor Officer. The
parties agree that to the extent permitted by law, this Motor Officer pay is special
compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR, Section
571(a)(4) Motorcycle Patrol Premium.
2. Off -duty Pay for Motor Officers:
Employees assigned to work as Motor Officers who maintain and service their motorcycle off -
duty are entitled to compensation for such off -duty activities. The parties acknowledge that the
Fair Labor Standards Act (FLSA), which governs the entitlement to compensation for off -duty
motorcycle duties, entitles the parties to agree to a reasonable number of hours per month for
the performance of such duties. The FLSA also allows the parties hereto to agree on
appropriate compensation for the performance of such off -duty motorcycle duties. It is the
intent of the parties through the provisions of this Subsection to fully comply with the
requirements of the FLSA and that such provisions do comply with the FLSA.
Employees assigned to work as Motor Officers shall receive an additional four (4) hours per
month paid at California minimum wage (currently $16.50) per hour at time and one half (1.5).
See 29 USC § 207(g)(2). This pay is in recognition of the off -duty responsibilities of being a
Motor Officer, i.e., for maintaining and servicing the motorcycle. This pay for off- duty
responsibilities shall not be reported to CalPERS as special compensation. Employees
assigned to work as Motor Officers who are required to perform extraordinary off -duty
motorcycle care (in rare instances) which causes a substantial increase in the normal off -duty
hours worked for that month, shall submit a written request to the Police Chief or the Chiefs
assigned designee for additional compensation for the hours spent performing such work. This
pay for extraordinary off -duty motorcycle care shall not be reported to CalPERS as special
compensation.
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O. CANINE OFFICER PAY:
1. On -Duty Pay for Canine Officers
Employees assigned as Canine Officers shall receive fifteen (15) hours per month paid at their
regular hourly rate of pay for the on -duty responsibilities of being assigned as a Canine Officer.
The parties agree that to the extent permitted by law, this Canine Officer pay is special
compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR, Section
571(a)(4) Canine Officer/Animal Premium.
2. Off -duty Pay for Canine Officers:
Employees assigned to work as Canine Officers who routinely and consistently handle, train,
and board the canines off -duty are entitled to compensation for such off -duty activities. The
parties acknowledge that the Fair Labor Standards Act (FLSA), which governs the entitlement
to compensation for off -duty canine duties, entitles the parties to agree to a reasonable
number of hours per month for the performance of such duties. The FLSA also allows the
parties hereto to agree on appropriate compensation for the performance of such off -duty
canine duties. It is the intent of the parties through the provisions of this Subsection to fully
comply with the requirements of the FLSA and that such provisions do comply with the FLSA.
Employees assigned to work as Canine Officers shall receive compensation of fifteen (15)
hours a month per month paid at California minimum wage (currently $16.50) per hour at time
and one half (1.5) for off -duty canine duties. See 29 USC § 207(g)(2). This pay is for the off -
duty responsibilities of Canine Officers and represents a good faith estimate by the parties of
the typical amount of time necessary to perform such duties This pay for off -duty
responsibilities shall not be reported to CalPERS as special compensation.
Employees assigned to work as Canine Officers who are required to perform extraordinary
off -duty canine care, such as a veterinary emergency or other rare occurrence, which causes
a substantial increase in the normal off -duty hours worked for that month, shall submit a written
request to the Police Chief or the Chiefs assigned designee for additional compensation for
the hours spent performing such work. This pay for extraordinary off- duty canine care shall
not be reported to CalPERS as special compensation.
P. MATRON PAY
Any female non -sworn employees assigned matron duties (i.e., monitoring the intake of female
prisoners) shall receive an additional one and one-half (1'/2) hours at the base rate of pay for each
shift matron duties are performed.
Q. MINIMUM CALL BACK
The following shall determine the type of compensation for the overtime worked:
a. Call Out - off duty personnel called out for a special assignment (two hour
minimum).
b. Call back shall be paid only for hours not contiguous to the employee's regular
work schedule when they are required to physically return to work. The minimum
two (2) hour payment assumes that the time the employee who is called back
occurs outside his/her regular work hours. If the time the employee is called back
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overlaps any part of the employee's regular work hours, the employee will receive
his/her regular pay plus any additional time (at time and one half) for hours which
fall outside regular work hours.
R. BILINGUAL PAY
Employees certified as bilingual (Spanish) shall be eligible to receive Two Hundred ($200.00)
Dollars per month (paid each pay period) in bilingual pay. The existing 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 Chief of
Police.
The parties agree that to the extent permitted by law, the Bilingual pay in this section is special
compensation and shall be reported to Ca1PERS as such pursuant to Title 2 CCR, Section
571(a)(4) Bilingual Premium.
S. CERTIFICATION PAY
Unit employees in Mechanic classification shall be eligible for annual certification pay as follows:
1. Smog License - $250.00
2. Fire Mechanic State Level 1- $100.00
3. Fire Mechanic State Level II - $200.00
4. ASE Certification - $25.00 per certification up to a maximum of eight (8) and $100.00 for
possessing a current ASE Master Truck Technician and $100.00 for possessing a current
ASE Master Automobile Technician certification.
5. Commercial Driver's License, Class A- $100.00
6. Commercial Driver's License, Class B - $75.00
The parties agree that to the extent permitted by law, these first four certification pays in this
section are special compensation and shall be reported to CalPERS as such pursuant to Title 2
CCR, Section 571(a)(2) Mechanical Premium.
T. UNIFORM ALLOWANCE
The City reports to PERS a uniform allowance amount of $1,100 per year for sworn officers;
$118.56 per year for non -sworn personnel, subject to the provisions and limitations under the
Public Employees' Retirement Law, including restrictions on reporting uniform allowance as
pensionable compensation for "non -classic" members hired after January 1, 2013.
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 each
sworn and civilian classification as special compensation in accordance with Title 2, California
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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 CalPERS.
SECTION 3. LEAVES
A. FLEX LEAVE
Non -Sworn NBPA members shall accrue (prospectively) flex leave based on the greater
of their total continuous years of full-time service with the City of Newport Beach. Police
Officers shall accrue (prospectively) flex leave based on their total full-time employment
as a sworn law enforcement officer, including up to a maximum of six months time
employed as a police recruit or similar classification in a police training academy. Flex time
is accrued while an employee is in paid status, including paid leave time.
The Flex Leave accrual rate shall be:
Years of Continuous
Hours Accrued Per
Hours
Maximum
Service
Pay Period
Accrued
Balance (total
Annually
Hours)
Less than 5
6.31
164.06
441.70
5 but less than 9
6.92
179.92
484.40
9 but less than 12
7.54
196.04
527.80
12 but less than 16
8.16
212.16
571.20
16 but less than 20
8.77
228.02
613.90
20 but less than 25
9.38
243.88
656.60
25 and over
10.00
260.00
700.00
2. The Flex leave program shall be administered as follows:
a. NBPA members will normally accrue three months (i.e., 41.02 hours) of flex leave
(as provided in the chart in paragraph Al above) immediately upon completion of
three (3) months continuous employment with the Newport Beach Police
Department, provided however, this amount shall be reduced by any flex leave
time advanced during the first three months of employment.
b. Members employed by the City prior to initiation of the flex leave program have
had then current accrued vacation time converted to flex leave on an hour for hour
basis with then current sick leave placed in a bank to be used as provided in
Section 11.2 of the City of Newport Beach Employee Policy Manual. Members
entitled to use sick leave pursuant to Section 11.2A of the Employee Policy Manual
must notify appropriate department personnel of their intention to access the sick
leave bank and, in the absence of notification, absences will be charged to the
member's flex leave account. Members who wish to convert an absence from flex
leave to sick leave must submit a written request to the Chief of Police within twenty
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(20) days after the absence (20 days from the last absence in the event the
member was continuously absent for more than one day) specifying the nature of
the illness and the person notified of the intent to use sick leave, or the reasons for
the failure to notify appropriate department personnel. The Chief of Police shall
grant the request for conversion if the member submits a written statement signed
by his or her attending physician confirming the illness and the Police Chief
determines that the member's failure to notify appropriate departmental personnel
was reasonable under the circumstances.
c. NBPA members first hired by the City prior to September 1, 1997, shall be paid for
all flex leave that accrues in excess of the flex leave accrual threshold (Flex Leave
Spillover Pay). Flex Leave Spillover Pay will be paid at the member's regular hourly
rate of pay. Effective during the first pay period of January, 1998, NBPA members
who have not utilized at least 80 hours of flex leave during the prior calendar year
shall not accrue flex leave in excess of the Flex Leave Accrual Threshold and shall
not be entitled to Flex Leave Spillover Pay.
d. NBPA members first hired, or rehired by the City subsequent to September 1,
1997, shall not be eligible for Flex Leave Spillover Pay and shall not be entitled to
accrue flex leave in excess of the Flex Leave Accrual Threshold.
e. All requests for scheduled flex leave shall be submitted to appropriate department
personnel. Flex leave may be granted on an hourly basis. In no event shall a
member take or request flex leave in excess of the amount accrued.
f. Members shall be paid for all accrued flex leave at their then current hourly rate of
pay upon termination of the employment relationship.
g. Should approved leave be canceled due to the needs of the City, a reasonable
extension of time (up to 90 days) will be granted for employees to reschedule the
leave without the loss of spillover or leave accrual.
h. Employees who are regularly assigned to work 2088 hours per year because they
are regularly assigned to work one hundred 174 twelve (12) hour shifts per year
shall be credited with two hours paid leave per quarter worked on the 12-hour
schedule.
B. HOLIDAY IN LIEU
Sworn and Non -Sworn employees who work in positions that require scheduled staffing without
regard to holidays, as designated by the Department, will receive holiday pay in lieu of time off at
the rate of 96 hours per fiscal year (July 1 through June 30), and at the rate of 3.7 hours per pay
period.
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 to CalPERS as such pursuant to Title 2 CCR, Section 571(a)(5) Holiday Pay.
This provision does not apply to Academy recruits.
C. BEREAVEMENT LEAVE
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Bereavement Leave shall be defined as the necessary absence from duty by employee because
of the death or terminal illness in his/her immediate family. NBPA members shall be entitled to
forty (40) hours of bereavement leave per incident (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. Immediate family shall mean an employee's father, stepfather, mother,
stepmother, brother, sister, spouse/domestic partner, child, stepchild, grandparent, and
grandchild, and the employee's spouse/domestic partner's father, mother, brother, sister, child
and grandparent. An employee requesting bereavement leave shall notify his/her supervisor as
soon as possible of the need to take leave.
D. LEAVE SELLBACK
Employees shall have the option of converting accrued Flex Leave to cash on an hour for hour
basis subject to the following: On or before the pay period which includes December 15 of each
calendar year, an employee may make an irrevocable election to cash out accrued flex leave
which will be earned in the following calendar year. The employee can elect to receive the cash
out in the pay period which includes June 30 and/or the pay period which includes December 15
for those Flex Leave benefits that have been earned during that portion of the year. In no event
shall the flex leave balance be reduced below one hundred and sixty (160) hours. On or before
December 31, 2018, each employee shall have the one-time option of cashing out all or a portion
of Flex Leave benefits credited to his/her account as of that date. However, in no event shall the
flex leave balance be reduced below one hundred and sixty (160) hours when the leave is cashed
out.
E. WORKERS' COMPENSATION LEAVE
1. Sworn Members
Any NBPA member who is a sworn peace officer and incapacitated by reason of any injury
or illness which has been determined to have arisen out of or in the course of his or her
employment shall receive compensation in accordance with the provisions of Section 4850
et. seq. of the Labor Code of the State of California.
2. Non -sworn Members
Any employee incapacitated by reason of any injury or illness which has been determined
to have arisen out of or in the course of his or her employment shall receive, in addition to
temporary disability compensation pursuant to the laws of the State of California, an
additional sum which, when added to temporary disability payments, provides the injured
employee with regular compensation. Regular compensation is defined as the salary for
the position and step occupied by the employee on the date of the job -related illness or
injury. Payment shall commence with the first day of approved absence and end with the
termination of temporary disability, or the expiration of six (6) months, whichever occurs
first.
F. SCHEDULING OF MEDICAL TREATMENT FOR INDUSTRIAL INJURIES
Time spent by an employee receiving medical attention to address an industrial injury during the
employee's normal working hours is considered hours worked and compensable, when the City
or its representative schedules the appointment.
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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.
G. NON -ACCRUING LEAVE BANK
Sworn Police Officers shall receive thirty-three (33) hours annually of paid leave 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 containing July 1, at
which time any remaining hours will be depleted. Use of NAL is subject to supervisory approval.
Non -Sworn bargaining unit members shall receive eighteen (18) hours annually of paid leave 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
containing 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 BIC is to provide each employee association with information
about health insurance/programs and to receive timely input from associations regarding
preferred coverage options and levels of coverage.
2. Medical Insurance
a. The City has implemented an IRS qualified Cafeteria Plan. In addition to the
amounts listed below, the City shall contribute the minimum CalPERS 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.
b. City Contribution
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Effective May 31, 2025, the City's monthly contribution to the cafeteria plan will increase to
$1,924/mo (plus the minimum CaIPERS participating employee's contribution).
c. Cash Back
i. Employees shall be allowed to change coverages in accordance with
plan rules and during regular open enrollment periods.
NBPA 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
these same employees, if they elect medical coverage and spend less than
$1,624.00 monthly (plus the minimum CaIPERS participating employer's
contribution), the difference shall be paid to the employee as taxable cash
biweekly.
Newly appointed unit members whose actual start date occurs on or after the first
day of the pay period following City Council approval of this MOU in FY 2021-22
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 in taxable cash. For these same employees, if they
elect medical coverage and spend less than the City contribution provided above,
there shall be no cash back provided. This paragraph shall not apply to an
employee who received a conditional offer letter prior to adoption of this MOU
which referenced the pre-existing "opt out" and cafeteria cash provisions.
The preceding language as applied to the following scenarios:
1. Part-time employee hired by the City prior to MOU adoption but not appointed
as a full-time employee into the NBPA until on or after MOU adoption - this
employee is subject to the $500 opt -out amount and does not receive cash
back if the medical coverage elected is less than the City contribution.
2. Full-time employee hired by the City prior to MOU adoption who later drops
down to part-time and then is reappointed to the unit as a full-time employee -
this employee is subject to the $500 opt -out amount and does not receive
cash back if the medical coverage elected is less than the City contribution.
3. Full-time employee hired by the City prior to MOU adoption who later
transfers into the unit from another unit- if the employee was not subject to
the $500 opt -out amount and/or no cash back in the unit from which they are
transferring, they will receive the benefit of $1,000 opt -out and/or cash back if
the medical coverage elected is less than the City contribution.
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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.
B. ADDITIONAL INSURANCE/PROGRAMS
1. IRS Section 125 Flexible Spending Account
Section 125 of the Internal Revenue Code authorizes an employee to reduce taxable income
for payment of allowable expenses such as child care and medical expenses. 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, child care and other eligible expenses be paid or reimbursed by the City out of the
employee's account. The base salary of the employee will be reduced by the amount
designated by the employee for reimbursable expenses.
2. Disability Insurance
The City shall provide Short-term (STD) and Long-term (LTD) disability insurance to all regular
full-time employees with the following provisions:
Short -Term Disability
Long -Term Disability
Benefit Amount
66.67% of covered wages
66.67% of covered wages
Maximum Benefit
$1,846 weekly
$15,000 monthly
Waiting Period
30 calendar days
180 calendar days
Employees shall pay one percent (1 %) of base salary as a pre-tax deduction for this benefit.
Effective the first premium payment following the City Council adoption of the MOU in Fiscal
Year 2021- 22, the City will no longer require unit members to pay one percent (1 %) of base
salary for this benefit and this Paragraph shall be deleted.
Employees shall not be required to exhaust accrued paid leaves prior to receiving benefits
under the disability insurance program. Employees may not supplement the disability benefit
with paid leave once the waiting period has been exhausted.
3. Life Insurance
The City shall provide life insurance for all regular full-time employees in $1,000 increments
equal to one times the employee's annual salary up to a maximum of $50,000. At age 70 the
City -paid life insurance is reduced by 50% of the pre-70 amount. This amount remains in effect
until the employee retires from City employment.
C. EMPLOYEE ASSISTANCE PROGRAM
City shall provide an Employee Assistance Program (EAP) through a properly licensed provider.
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Association members and their family members may access the EAP subject to provider
guidelines.
D. THE RETIREMENT BENEFIT
1. Retirement Formula
The City contracts with the California Public Employees Retirement System ("CalPERS" 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 current members of the retirement
system or a reciprocal retirement system, as defined in Public Employees Pension Reform
Act (PEPRA), the retirement formula for safety members shall be 3%@55 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, and who
do not meet the Tier II criteria, 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,
2. Employee Contributions
Unit members shall contribute additional 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 calculated on base pay, special pays, and other pays normally reported
as pensionable compensation, 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:
NBPA Tier I and II safety members will contribute the full statutory member
contribution, equal to 9% of pensionable compensation, plus an additional 4.6% of
pensionable compensation toward retirement costs as permitted under Government
Code §20516(f), for a total contribution of 13.6% of pensionable compensation.
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Tier III:
In addition to the statutorily required 50% contribution of total normal costs ("member
contribution rate"), Tier III employees shall contribute an additional amount of
pensionable compensation toward retirement costs pursuant to Government Code §
20516(f), so that their contribution equals a total contribution of 13.6% of pensionable
compensation. If in future fiscal years member contribution rate for employees in Tier
III shall become greater or less, as determined by PERS valuation, the additional
contribution made by the employee under 20516(f) will be increased or decreased
accordingly so that the total employee contribution equals 13.6% of pensionable
compensation. Provided, however, that the employee contribution shall never fall
below the statutory required contribution.
b. Non Safety
Tier I:
Tier I employees shall contribute eight percent (8%) of compensation earnable for
the CalPERS member contribution, plus an additional 2% of compensation
earnable as cost sharing pursuant to Government Code section §20516(f), for a
total contribution of 10.0% of compensation earnable.
Tier II:
Tier II employees shall contribute the statutory PERS Member Contribution equal
to 7.0% of compensation earnable, plus an additional 3.0% of compensation
earnable toward retirement costs under Government Code§ 20516(f), for a total
contribution of 10% of compensation earnable.
Tier III:
The minimum statutory employee contribution for employees in Tier III, subject to
the provisions of the Public Employees' Pension Reform Act (PEPRA), equals 50%
of the "total normal cost", and is calculated annually for possible adjustments as
provided in the CalPERS valuations.
In addition to the statutorily required 50% contribution of total normal costs, Tier III
employees shall contribute an additional amount of pensionable compensation
toward retirement pursuant to Government Code § 20516(f), so that their
contribution equals a total of 8.0% of pensionable compensation. If in future fiscal
years the member contribution rate for employees in Tier 111 shall become greater
or less, as determined by PERS valuation, the additional contribution made by the
employee under 20516(f) will be increased or decreased accordingly so that the
total employee contribution equals 8.0% of pensionable compensation. Provided,
however, that the employee contribution shall never fall below the statutory
required contribution.
3. The City's contract with PERS shall also provide for:
a. The military buy-back provisions pursuant to Section 20930.3 of the California
Government Code and the highest year benefit pursuant to Section 20042.
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b. The Level 4 1959 Survivors Benefits.
c. The PERS pre -retirement option settlement 2 death benefit (Section 21548) for
miscellaneous and safety members.
E. RETIREE MEDICAL BENEFIT
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. 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, 2005, 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, 2005, 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,
2005, and were participating in the previous retiree medical program.
2. Program Structure
This is an Integral Part Trust (IPT) Retirement Health Savings Plan (RHS).
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 expense 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)
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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.
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%) for Flex/Vacation Leave and zero percent (0%) for Sick Leave. 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.
Spillover pay is not eligible for Part C contributions.
Nothing in this section restricts taking leave for time off purposes.
Sick leave balances may also be included in the RHS Part C contributions, but only to
the extent and within all the numeric parameters specified in the Employee Policy
Manual. Section 11.21 of the Manual contains a schedule which specifies the amount
of sick leave that can be "cashed out," based on time of service. The manual also caps
the number of hours that can be "cashed out" at 800 and specifies that sick leave hours
are "cashed out" on a 2 for 1 basis (800 hours of sick leave are converted to 400 hours
for cash purposes). Sick leave participation is a separate item from vacation/flex leave
participation, and thresholds must be separately identified by the Association.
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
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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,
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 towards
medical insurance after retirement. The parties also agree that, for retirees selecting a
CalPERS medical plan, or any other plan with a similar employer contribution
requirement, the required 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
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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 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.
d. For employees (retirees) in Category 4, the structure is very similar to the previous
retiree medical program, except that there is no cost share requirement, and the
$400 City contribution after retirement can be used for any IRS authorized purpose,
not just City insurance premiums.
Effective July 1, 2006, an RHS account has been opened for each retiree in this
category, and the City will contribute $400 per month to each account as long as the
retiree or spouse remains living.
For existing NBPA retirees in this category, the $400 was increased to $450 effective
July 1, 2006. The NBPA and Police Management Association have agreed to
reimburse the City for half of the cost of this increase, on an ongoing basis. To that
end, the City will invoice NBPA at the end of each quarter for half the actual cost of
this increase during the previous three months.
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.
F. CITY CONTRIBUTION TO PORAC RETIREE MEDICAL TRUST (RMT)
The City shall contribute $100.00 per month, per unit member to the PORAC Retiree Medical
Trust. At no time shall the City be liable for administering the PORAC RMT, paying fees towards
it, remedying or covering any losses by it, or assuming any of the PORAC RMT's liabilities or legal
obligations. In the event the City is required to pay or withhold payroll taxes on employee
contributions, the parties shall immediately meet and confer in good faith to attempt to implement
equitable adjustments to the contributions referenced herein. In the event the PORAC RMT
ceases to operate, the Association shall designate an alternate retiree medical vehicle to which
the City contribution shall be made, with said contribution being conditioned upon there being no
additional cost or administrative burdens associated therewith.
G. DEFERRED COMPENSATION
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Each employee shall have a deferred compensation account set up by the City and subject to the
rules of IRS Code section 457 to which s/he may make contributions. The City shall contribute to
each employee's deferred compensation account each pay period as follows:
The City shall contribute a total of two percent (2%) of base salary to each employee's deferred
compensation account.
Under federal law, there is an annual maximum contribution which may be made to an employee's
deferred compensation account. Although the City will be making contributions to employees'
accounts each pay period, it is the employees' responsibility to track their total contribution
amount. If an employee's account contributions reach the annual maximum, the City will stop
making contributions for the remainder of the calendar year and will not owe the employee any
additional compensation related to this section.
H. TUITION REIMBURSEMENT
NBPA 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. The maximum tuition
reimbursement for all employees in the unit shall be $1,400 per fiscal year.
PHYSICAL CONDITIONING EQUIPMENT
City has acquired fitness equipment for use by members in maintaining physical fitness. City shall
budget $5,000.00 per each calendar year for the maintenance, repair, improvement, or
replacement of fitness equipment. Any purchase of new equipment shall be subject to the
concurrence of the Department. All exercise facilities and equipment will be available to all
members of the department.
J. PHYSICAL FITNESS QUALIFIER
The Physical Fitness Qualifier (PFQ) is offered to police officers twice annually. Fitness
benchmarks have been established and are outlined in Exhibit "C." Officers who rank 1st Class,
2nd Class or 3rd Class as set forth in Exhibit "C" are awarded leave time depending upon achieved
rank. Within two weeks of PFQ completion, the department will create a personnel action form
indicating the rank and number of leave time hours awarded for each sworn police officer. The
awarded hours will be placed in the police officer's individual Comp Time bank (at the straight time
rate), which is subject to a 120-hour maximum balance. If the employee later chooses to have the
leave time "paid out," payment will be at the employee's MOU overtime rate.
K. POLICE MECHANIC TOOL STIPEND
Effective May 31, 2025, the City will provide a lump sum of $500 per year to reimburse
Police Mechanics for purchasing their own tools.
SECTION 5. MISCELLANEOUS PROVISIONS
A. REDUCTIONS IN FORCE/LAYOFFS
The provisions of this section shall apply when the City Manager determines that a reduction in
the work force is warranted because of actual or anticipated reductions in revenue, reorganization
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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. "Layoffs" or "Laid off' shall mean the non -disciplinary termination of employment.
b. "Seniority" shall mean the time an employee has worked in a Classification or Series
calculated from the date on which the employee was first granted permanent status in
their current Classification or any Classification within the Series, subject to the
following:
Credit shall be given only for continuous service subsequent to the
most recent appointment to permanent 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.
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 Classification(s) characterized by
the need for less supervision by superiors, more difficult assignments, more supervisory
responsibilities for subordinates. The City Manager shall determine those
Classifications which constitute a Series.
e. "Bumping Rights", "Bumping" or "bump" shall mean the right of an employee, based
upon seniority within a series, 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.
2. Procedures
In the event the City Manager determines to reduce the number of employees within a
Classification, the following procedures are applicable:
a. Temporary and probationary employees within any Classification shall, in that order,
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 a Series. An employee who
has Bumping Rights shall notify the Department Director within three (3) working days
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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 Department
Director 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), and accumulated sick leave to the
extent permitted by the Employee Policy Manual.
4. Re -Employment
Permanent 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 re-
employment 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.
5. Severance Pay
Permanent employees who are laid off shall, as of the date of layoff, receive one -week
severance pay for each year of continuous service with the City of Newport Beach, but in no
case to exceed ten (10) weeks of severance compensation.
B. WORK SCHEDULES
Nothing contained herein is intended to abridge management's right to schedule work to meet the
Police Department's needs of providing services in an efficient and safe manner. Management
recognizes its obligations to meet and confer before making any substantive changes to work
schedules that impact an employee's conditions of employment.
1. Substantive Work Schedule Modifications
Newport Beach Police Department currently has available a variety of work schedules
including 5/8, 3/12, 9/80, 4/10 and the 3/11.42 - 4/11.42 schedule. Except in the case of
emergency, prior to moving any employee or group of employees from one work schedule to
another (for example from a 9/80 to a 3/12 schedule), the Department shall notify, and upon
request, meet and confer with the Association in advance of any schedule change. If an
emergency prohibits meeting and conferring prior to the schedule change, the Department
shall meet and confer with the Association as soon as is reasonably possible after the
NBPA MOU 2025-2028
9-8.34
Page 135
schedule change.
2. Non -Substantive Schedule Modifications
In the event of any non -substantive change to an employee's work schedule (changes in
starting times, days off, etc.), Management agrees to give as much advance notice of said
change as possible and to give reasonable regard to the needs of the employees to make
adjustments to their personal schedules and commitments related to the change in work
schedules.
3. Transfers
Transferring an employee to an assignment with a different work schedule shall not be
considered a change to modified work schedules and shall not obligate Management to meet
and confer over said change.
C. SENIORITY
1. Definition and Policy
In order to clarify "seniority" practices, the parties agree to the following definition and policy
for "seniority" determinations. "Seniority" position among members belonging to the same
classification and determined prior to the date of this Agreement shall not change, regardless
of the method of determination.
a. Unless otherwise specified, for purposes of employment practices and vacation
selection in which "seniority" is a consideration, "seniority" is defined and determined
as the period of time of continuous full time employment within a classification.
b. Determination of seniority date upon promotion or demotion of full time employees:
An employee promoted into any higher classification shall obtain their seniority
date based upon their date of promotion, relative to others in the classification
into which the employee promotes.
An employee who voluntarily or involuntarily demotes into any lower
classification shall retain the oldest seniority date from any prior full time
classification from which they promoted or to which they are re-classified.
c. Part time employees have no seniority rights, and any full time employee who resigns
their full time position and accepts a part time appointment shall forfeit any seniority,
even upon re -appointment to a full time position.
d. Nothing in this definition is intended to affect any other employment right or
consideration that may be based upon total years of service, initial appointment date,
or any other date of hire or change in employment status.
e. In the event there is a conflict between members of a classification hired on the same
day, seniority position shall be determined by order of hire based upon issuance of
Employee ID numbers.
f. For the class of Police Officer, seniority is determined based upon the date of
NBPA MOU 2025-2028
9-8.35
Page 136
appointment as a Police Officer, not date of hire as a Police Recruit.
2. Nothing contained herein is intended to abridge management's right to schedule
employees to work or deny leave requests that management feels will interfere with the
efficient running of the Police Department or present a safety hazard to employees or the
community.
The Department shall continue its practice of allowing employees to sign up for vacations,
shifts and days off by seniority. The Department shall have the right to deviate from
seniority in shift preference selection as necessary to meet training needs, train
probationers, separate employees, meet specialized qualification needs, and/or to correct
experience imbalances in accordance with existing practice. In the event Management
wishes to propose substantive changes to the existing practice of sign-up for vacations,
shifts and days off by seniority, it shall give notice to the Association and meet and confer
to seek mutually agreeable solutions and/or remedies. In the event that a mutually
agreeable solution or remedy is not found, Management may deviate from the prior
seniority criteria to the extent necessary to meet operational or safety needs.
D. GRIEVANCE PROCEDURE
1. Definition
The term "grievance" means a dispute between NBPA or any member and the City
regarding the interpretation or application of rules or regulations governing the terms and
conditions of employment, any provision of the Employee Policy Manual, any provision of
Resolution No. 2001-50, or this MOU.
2. Guidelines
Any NBPA member may file a grievance without fear of retaliation or any adverse impact on
any term or condition of employment.
a. A grievance shall not be filed to establish new rules or regulations, change prevailing
ordinances or resolutions, nor circumvent existing avenues of relief where appeal
procedures have been prescribed.
b. An employee may be self -represented or represented by one other person.
c. An employee and any representative shall be given notice of the time and place of any
grievance proceeding, the opportunity to be present at such proceedings, a copy of
any written decision or communication to the employee concerning the proceedings,
and any document directly relevant to the proceedings.
d. All parties shall engage in good faith efforts to promptly resolve the grievance in an
amicable manner. The time limit specified may be extended upon mutual agreement
expressed in writing.
e. The procedures in this MOU represent the sole and exclusive method of resolving
grievances.
3. Procedure for NBPA Members
NBPA MOU 2025-2028
9-8.36
Page 137
Step 1 - The employee shall orally present the grievance to his or immediate supervisor
within fifteen (15) calendar days after the member knew, or in the exercise of reasonable
diligence should have known, the act or events upon which the grievance is based. The
immediate supervisor shall conduct any appropriate investigation and meet with the
employee no more than fifteen (15) calendar days after presentation of the grievance. The
employee shall be given at least 24 hours' notice of the meeting. The meeting shall be
informal, and the employee may have a representative present. Any employee not
satisfied with the decision of his or her immediate supervisor may proceed to Step 2.
Step 2 - If an employee is dissatisfied with the decision of his or her immediate supervisor,
the employee may proceed to Step 2 by submitting a written grievance to the supervising
Deputy Chief or Civilian Deputy Director. Any employee dissatisfied with the decision of
his or her immediate supervisor may submit a written grievance to the supervising Deputy
Chief or Civilian Deputy Director. The written grievance shall be filed within seven (7)
calendar days following receipt of the immediate supervisor's decision. The written
grievance must contain a complete statement of the matters at issue, the facts upon which
the grievance is based, and the remedy requested by the employee. The supervising
Deputy Chief or Civilian Deputy Director shall meet with the employee and any
representative in an effort to resolve the grievance. The meeting shall be scheduled no
more than fifteen (15) calendar days following receipt of the appeal unless deferred by the
consent of both parties. The Deputy Chief or Civilian Deputy Director shall provide the
employee with a written decision on the appeal within fifteen (15) calendar days after the
meeting.
Step 3 - Appeal to Chief of Police.
Any employee dissatisfied with the decision of the supervising Deputy Chief or Civilian
Deputy Director may proceed to Step 3 by submitting a written appeal to the Chief of
Police. The written appeal must be filed with the Chief of Police within seven (7) calendar
days following receipt of the supervising Deputy Chief or Civilian Deputy Director's
decision. The written appeal must contain a complete statement of the matters at issue,
the facts upon which a grievance is based, and the remedy requested by the employee.
The Chief of Police shall meet with the employee and any representative in an effort to
resolve the grievance. The meeting shall be informal and the discussion should focus on
the issues raised by the grievance. The meeting shall be scheduled no more than fifteen
(15) calendar days following receipt of the appeal unless deferred by the consent of both
parties. The Chief of Police shall provide the employee with a written decision on the
appeal within fifteen (15) calendar days after the meeting.
Step 4 - Appeal to City Manager. In the event the employee is dissatisfied with the decision
of the Chief of Police, the employee may proceed to Step 4 by submitting a written appeal
of the decision to the City Manager. The written appeal must be filed within seven (7)
calendar days following receipt of the Police Chiefs decision. The written appeal shall
contain a complete statement of the matters at issue, the facts upon which the grievance
is based, the decisions of the supervising Deputy Chief or Civilian Deputy Director and
Chief of Police, and the remedy requested by the employee. The City Manager shall meet
with the employee and his or her representative in an effort to resolve the grievance and
to receive any additional information the employee or department may have relative to the
matter. The meeting shall be scheduled no more than fifteen (15) calendar days following
receipt of the appeal unless deferred by the consent of both parties. The City Manager
shall provide the employee with a written decision within fifteen (15) calendar days after
the meeting. The decision of the City Manager shall be final.
NBPA MOU 2025-2028
9-8.37
Page 138
4. Association Grievance
A grievance affecting more than one NBPA member may be filed by NBPA on behalf of the
affected employees with the Chief of Police. The Association must present the grievance to
the Chief of Police within thirty (30) calendar days after an Association Board member knew,
or in the exercise of reasonable diligence should have known, the act or events upon which
the grievance is based. This provision is the sole and exclusive method by which the
Association may challenge a provision of this MOU. The grievance shall contain a complete
statement of the matters at issue, the facts upon which the grievance is based, and the remedy
requested by NBPA. The Chief of Police shall meet with NBPA representatives within fifteen
(15) calendar days following receipt of the grievance and provide a written decision on the
grievance within fifteen (15) calendar days after the meeting. In the event NBPA is dissatisfied
with the decision of the Chief of Police, it may appeal to the City Manager by following the
procedures outlined in Step 4 of the procedure applicable to individual employees.
In the event NBPA is dissatisfied with the decision of the City Manager, it may appeal the
decision to the Civil Service Board by filing a written notice of appeal within fifteen (15)
calendar days after receipt of the decision.
E. PRE -HEARING BRIEFS
Each party is entitled to the other party's pre -hearing brief, if any.
F. USE OF TOBACCO PRODUCTS
All employees hired after January 1, 1999, shall not smoke or use any tobacco products at any
time while on, or off duty. Employees shall be required to sign an agreement consistent with this
section. Violation of this agreement will subject the employee to disciplinary action. Smoking an
occasional celebration cigar (birth of a child, etc.) shall not be considered a violation of this policy.
G. DIRECT DEPOSIT
All Unit employees shall participate in the City's Direct Deposit Program.
H. CONTRACT NEGOTIATIONS
The parties agree that, if either side requests to meet and confer in good faith for a successor
MOU within 120 days of the expiration of the MOU, the parties agree to begin the negotiations
with the mutual objective of reaching an agreement prior to the expiration of the term of the MOU.
RECOUPMENT OF OVERPAYMENTS
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 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
NBPA MOU 2025-2028
9-8.38
Page 139
fraud or other knowing concealment through any available legal forum.
J. FUNERAL EXPENSES
Consistent with California Labor Code Section 4701, if an employee covered by the MOU is killed
in the line of duty, the City will reimburse the employee's designated beneficiary up to $10,000 to
offset reasonable burial expenses.
Signatures on the following page
NBPA MOU 2025-2028
9-8.39
Page 140
For the Association: For the City:
Elizabeth Silver a--Y/�--
Fn,A0,s,I ,;J i 4 2D25 754 P— Jan an V. Holtzman (Jun 4, 2025 19:27 PDT)
Elizabeth Silver Jonathan V. Holtzman
Chief Negotiator Chief Negotiator
Date: 06/04/2025 Date: 06/04/2025
A
Joe De Julio (Jun lil,202522:15 PDT) CITY OF NEWPORT BEACH,
Joe DeJulio
NBPA President Date:
Date: 06/04/2025
By:
Joe Stapleton
Mayor
ATTEST:
Date:
Bv:
Leilani I. Brown
City Clerk
NBPA MOU 2025-2028
.,V
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective May 31, 2025:
All PA Positions: Step Rate Adjustment and 4% Cost -of -Living Adjustment (COLA)
Sworn Police Officers: Additional 8% Equity Adjustment
Police Fiscal Srvcs/Facilities Manager: Additional 5% Equity Adjustment
Police Animal Control Officer
52
1
$
33.49
$
5,804
$
69,649
Police Animal Control Officer
52
2
$
35.17
$
6,097
$
73,161
Police Animal Control Officer
52
3
$
36.92
$
6,400
$
76,799
Police Animal Control Officer
52
4
$
38.78
$
6,722
$
80,663
Police Animal Control Officer
52
5
$
40.72
$
7,059
$
84,702
Police Animal Control Officer
52
6
$
42.76
$
7,412
$
88,942
Police Animal Control Officer
52
7
$
44.90
$
7,782
$
93,384
Police Animal Control Officer
52
8
$
47.14
$
8,171
$
98,053
Police Animal Control Officer, Senior
90
1
$
38.65
$
6,699
$
80,387
Police Animal Control Officer, Senior
90
2
$
40.57
$
7,031
$
84,377
Police Animal Control Officer, Senior
90
3
$
42.59
$
7,383
$
88,591
Police Animal Control Officer, Senior
90
4
$
44.70
$
7,748
$
92,982
Police Animal Control Officer, Senior
90
5
$
46.96
$
8,139
$
97,674
Police Animal Control Officer, Senior
90
6
$
49.30
$
8,545
$
102,541
Police Animal Control Officer, Senior
90
7
$
51.77
$
8,974
$
107,684
Police Animal Control Officer, Senior
90
8
$
54.36
$
9,422
$
113,069
Police Civilian Custody Supervisor
15B
1
$
44.78
$
7,761
$
93,132
Police Civilian Custody Supervisor
15B
2
$
47.01
$
8,148
$
97,774
Police Civilian Custody Supervisor
15B
3
$
49.35
$
8,553
$
102,642
Police Civilian Custody Supervisor
15B
4
$
51.84
$
8,986
$
107,835
Police Civilian Custody Supervisor
15B
5
$
54.43
$
9,434
$
113,204
Police Civilian Custody Supervisor
15B
6
$
57.15
$
9,906
$
118,875
Police Civilian Custody Supervisor
15B
7
$
60.00
$
10,400
$
124,796
Police Civilian Custody Supervisor
15B
8
$
63.00
$
10,920
$
131,035
Police Civilian Investigator
43A
1
$
35.43
$
6,141
$
73,688
Police Civilian Investigator
43A
2
$
37.20
$
6,448
$
77,376
Police Civilian Investigator
43A
3
$
39.05
$
6,768
$
81,215
Police Civilian Investigator
43A
4
$
41.00
$
7,107
$
85,279
Police Civilian Investigator
43A
5
$
43.05
$
7,462
$
89,545
Police Civilian Investigator
43A
6
$
45.19
$
7,832
$
93,986
Police Civilian Investigator
43A
7
$
47.47
$
8,227
$
98,727
Police Civilian Investigator
43A
8
$
49.84
$
8,639
$
103,664
Police Civilian Supervisor
15
1
$
44.78
$
7,761
$
93,132
Police Civilian Supervisor
15
2
$
47.01
$
8,148
$
97,774
Police Civilian Supervisor
15
3
$
49.35
$
8,553
$
102,642
Police Civilian Supervisor
15
4
$
51.84
$
8,986
$
107,835
Police Civilian Supervisor
15
5
$
54.43
$
9,434
$
113,204
9-8.41
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective May 31, 2025:
All PA Positions: Step Rate Adjustment and 4% Cost -of -Living Adjustment (COLA)
Sworn Police Officers: Additional 8% Equity Adjustment
Police Fiscal Srvcs/Facilities Manager: Additional 5% Equity Adjustment
Police Civilian Supervisor
15
6
$
57.15
$
9,906
$
118,875
Police Civilian Supervisor
15
7
$
60.00
$
10,400
$
124,796
Police Civilian Supervisor
15
8
$
63.00
$
10,920
$
131,035
Police Community Srvcs Officer
05
1
$
29.64
$
5,137
$
61,645
Police Community Srvcs Officer
05
2
$
31.10
$
5,390
$
64,681
Police Community Srvcs Officer
05
3
$
32.66
$
5,662
$
67,943
Police Community Srvcs Officer
05
4
$
34.31
$
5,946
$
71,355
Police Community Srvcs Officer
05
5
$
35.99
$
6,239
$
74,867
Police Community Srvcs Officer
05
6
$
37.80
$
6,553
$
78,631
Police Community Srvcs Officer
05
7
$
39.72
$
6,885
$
82,620
Police Community Srvcs Officer
05
8
$
41.71
$
7,229
$
86,751
Police Community Srvcs Officer, Senior
40
1
$
34.28
$
5,943
$
71,311
Police Community Srvcs Officer, Senior
40
2
$
36.00
$
6,240
$
74,876
Police Community Srvcs Officer, Senior
40
3
$
37.80
$
6,552
$
78,620
Police Community Srvcs Officer, Senior
40
4
$
39.69
$
6,879
$
82,551
Police Community Srvcs Officer, Senior
40
5
$
41.67
$
7,223
$
86,679
Police Community Srvcs Officer, Senior
40
6
$
43.76
$
7,584
$
91,012
Police Community Srvcs Officer, Senior
40
7
$
45.94
$
7,964
$
95,563
Police Community Srvcs Officer, Senior
40
8
$
48.24
$
8,362
$
100,341
Police Computer Systems Manager
25
1
$
63.41
$
10,991
$
131,896
Police Computer Systems Manager
25
2
$
66.57
$
11,539
$
138,470
Police Computer Systems Manager
25
3
$
69.91
$
12,118
$
145,420
Police Computer Systems Manager
25
4
$
73.37
$
12,718
$
152,620
Police Computer Systems Manager
25
5
$
77.08
$
13,360
$
160,322
Police Computer Systems Manager
25
6
$
80.93
$
14,027
$
168,326
Police Computer Systems Manager
25
7
$
84.95
$
14,725
$
176,706
Police Computer Systems Manager
25
8
$
89.20
$
15,462
$
185,541
Police Crime Analyst, Senior
87
1
$
38.65
$
6,699
$
80,387
Police Crime Analyst, Senior
87
2
$
40.57
$
7,031
$
84,377
Police Crime Analyst, Senior
87
3
$
42.59
$
7,383
$
88,591
Police Crime Analyst, Senior
87
4
$
44.70
$
7,748
$
92,982
Police Crime Analyst, Senior
87
5
$
46.96
$
8,139
$
97,674
Police Crime Analyst, Senior
87
6
$
49.30
$
8,545
$
102,541
Police Crime Analyst, Senior
87
7
$
51.77
$
8,974
$
107,684
Police Crime Analyst, Senior
87
8
$
54.36
$
9,422
$
113,069
Police Crime Prevention Specialist
21
1
$
36.67
$
6,356
$
76,273
Police Crime Prevention Specialist
21
2
$
38.49
$
6,672
$
80,061
9-8.42
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective May 31, 2025:
All PA Positions: Step Rate Adjustment and 4% Cost -of -Living Adjustment (COLA)
Sworn Police Officers: Additional 8% Equity Adjustment
Police Fiscal Srvcs/Facilities Manager: Additional 5% Equity Adjustment
Police Crime Prevention Specialist
21
3
$
40.43
$
7,008
$
84,100
Police Crime Prevention Specialist
21
4
$
42.46
$
7,360
$
88,315
Police Crime Prevention Specialist
21
5
$
44.58
$
7,728
$
92,731
Police Crime Prevention Specialist
21
6
$
46.79
$
8,110
$
97,322
Police Crime Prevention Specialist
21
7
$
49.15
$
8,520
$
102,240
Police Crime Prevention Specialist
21
8
$
51.61
$
8,946
$
107,352
Police Crime Scene Investigator
43
1
$
35.43
$
6,141
$
73,688
Police Crime Scene Investigator
43
2
$
37.20
$
6,448
$
77,376
Police Crime Scene Investigator
43
3
$
39.05
$
6,768
$
81,215
Police Crime Scene Investigator
43
4
$
41.00
$
7,107
$
85,279
Police Crime Scene Investigator
43
5
$
43.05
$
7,462
$
89,545
Police Crime Scene Investigator
43
6
$
45.19
$
7,832
$
93,986
Police Crime Scene Investigator
43
7
$
47.47
$
8,227
$
98,727
Police Crime Scene Investigator
43
8
$
49.84
$
8,639
$
103,664
Police Crime Scene Investigator, Senior
86
1
$
38.30
$
6,638
$
79,660
Police Crime Scene Investigator, Senior
86
2
$
40.20
$
6,969
$
83,623
Police Crime Scene Investigator, Senior
86
3
$
42.18
$
7,312
$
87,738
Police Crime Scene Investigator, Senior
86
4
$
44.32
$
7,682
$
92,179
Police Crime Scene Investigator, Senior
86
5
$
46.52
$
8,064
$
96,770
Police Crime Scene Investigator, Senior
86
6
$
48.86
$
8,470
$
101,638
Police Crime Scene Investigator, Senior
86
7
$
51.31
$
8,894
$
106,731
Police Crime Scene Investigator, Senior
86
8
$
53.88
$
9,339
$
112,068
Police Custody Officer
55
1
$
33.65
$
5,833
$
70,000
Police Custody Officer
55
2
$
35.31
$
6,120
$
73,437
Police Custody Officer
55
3
$
37.09
$
6,429
$
77,150
Police Custody Officer
55
4
$
38.94
$
6,749
$
80,989
Police Custody Officer
55
5
$
40.89
$
7,088
$
85,054
Police Custody Officer
55
6
$
42.92
$
7,439
$
89,268
Police Custody Officer
55
7
$
45.08
$
7,813
$
93,759
Police Custody Officer
55
8
$
47.33
$
8,204
$
98,447
Police Dispatcher
70
1
$
34.28
$
5,942
$
71,305
Police Dispatcher
70
2
$
35.98
$
6,237
$
74,842
Police Dispatcher
70
3
$
37.78
$
6,548
$
78,580
Police Dispatcher
70
4
$
39.70
$
6,881
$
82,570
Police Dispatcher
70
5
$
41.66
$
7,222
$
86,659
Police Dispatcher
70
6
$
43.75
$
7,583
$
91,000
Police Dispatcher
70
7
$
45.93
$
7,962
$
95,541
9-8.43
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective May 31, 2025:
All PA Positions: Step Rate Adjustment and 4% Cost -of -Living Adjustment (COLA)
Sworn Police Officers: Additional 8% Equity Adjustment
Police Fiscal Srvcs/Facilities Manager: Additional 5% Equity Adjustment
Police Dispatcher
70
8
$
48.23
$
8,360
$
100,318
Police Dispatcher, Senior
99
1
$
39.41
$
6,831
$
81,968
Police Dispatcher, Senior
99
2
$
41.36
$
7,169
$
86,032
Police Dispatcher, Senior
99
3
$
43.45
$
7,531
$
90,373
Police Dispatcher, Senior
99
4
$
45.63
$
7,910
$
94,914
Police Dispatcher, Senior
99
5
$
47.90
$
8,303
$
99,631
Police Dispatcher, Senior
99
6
$
50.29
$
8,717
$
104,599
Police Dispatcher, Senior
99
7
$
52.81
$
9,154
$
109,842
Police Dispatcher, Senior
99
8
$
55.45
$
9,611
$
115,334
Police Electronics Specialist
05A
1
$
43.17
$
7,483
$
89,795
Police Electronics Specialist
05A
2
$
45.33
$
7,857
$
94,287
Police Electronics Specialist
05A
3
$
47.61
$
8,252
$
99,028
Police Electronics Specialist
05A
4
$
49.97
$
8,662
$
103,946
Police Electronics Specialist
05A
5
$
52.47
$
9,095
$
109,140
Police Electronics Specialist
05A
6
$
55.10
$
9,551
$
114,609
Police Electronics Specialist
05A
7
$
57.85
$
10,027
$
120,330
Police Electronics Specialist
05A
8
$
60.74
$
10,529
$
126,346
Police Emergency Srvcs Coordinator
04
1
$
44.62
$
7,734
$
92,806
Police Emergency Srvcs Coordinator
04
2
$
46.81
$
8,114
$
97,373
Police Emergency Srvcs Coordinator
04
3
$
49.18
$
8,524
$
102,290
Police Emergency Srvcs Coordinator
04
4
$
51.67
$
8,957
$
107,483
Police Emergency Srvcs Coordinator
04
5
$
54.22
$
9,398
$
112,778
Police Emergency Srvcs Coordinator
04
6
$
56.92
$
9,866
$
118,398
Police Emergency Srvcs Coordinator
04
7
$
59.79
$
10,364
$
124,369
Police Emergency Srvcs Coordinator
04
8
$
62.78
$
10,882
$
130,588
Police Fiscal Srvcs/Facilities Manager
03
1
$
53.69
$
9,307
$
111,678
Police Fiscal Srvcs/Facilities Manager
03
2
$
56.37
$
9,771
$
117,253
Police Fiscal Srvcs/Facilities Manager
03
3
$
59.18
$
10,258
$
123,091
Police Fiscal Srvcs/Facilities Manager
03
4
$
62.16
$
10,775
$
129,296
Police Fiscal Srvcs/Facilities Manager
03
5
$
65.27
$
11,314
$
135,765
Police Fiscal Srvcs/Facilities Manager
03
6
$
68.55
$
11,881
$
142,576
Police Fiscal Srvcs/Facilities Manager
03
7
$
71.92
$
12,466
$
149,597
Police Fiscal Srvcs/Facilities Manager
03
8
$
75.52
$
13,090
$
157,077
Police IT Analyst
61
1
$
44.86
$
7,776
$
93,308
Police IT Analyst
61
2
$
47.08
$
8,160
$
97,925
Police IT Analyst
61
3
$
49.42
$
8,566
$
102,792
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective May 31, 2025:
All PA Positions: Step Rate Adjustment and 4% Cost -of -Living Adjustment (COLA)
Sworn Police Officers: Additional 8% Equity Adjustment
Police Fiscal Srvcs/Facilities Manager: Additional 5% Equity Adjustment
Police IT Analyst
61
4
$
51.92
$
8,999
$
107,986
Police IT Analyst
61
5
$
54.50
$
9,446
$
113,355
Police IT Analyst
61
6
$
57.24
$
9,921
$
119,050
Police IT Analyst
61
7
$
60.08
$
10,414
$
124,971
Police IT Analyst
61
8
$
63.09
$
10,935
$
131,220
Police IT Coordinator
02A
1
$
52.51
$
9,101
$
109,215
Police IT Coordinator
02A
2
$
55.15
$
9,559
$
114,709
Police IT Coordinator
02A
3
$
57.87
$
10,032
$
120,380
Police IT Coordinator
02A
4
$
60.81
$
10,540
$
126,476
Police IT Coordinator
02A
5
$
63.82
$
11,062
$
132,749
Police IT Coordinator
02A
6
$
67.02
$
11,616
$
139,397
Police IT Coordinator
02A
7
$
70.37
$
12,198
$
146,372
Police IT Coordinator
02A
8
$
73.89
$
12,808
$
153,691
Police Mechanic 1
17
1
$
27.96
$
4,846
$
58,158
Police Mechanic 1
17
2
$
29.36
$
5,089
$
61,068
Police Mechanic I
17
3
$
30.84
$
5,346
$
64,154
Police Mechanic 1
17
4
$
32.39
$
5,614
$
67,365
Police Mechanic I
17
5
$
34.03
$
5,898
$
70,778
Police Mechanic 1
17
6
$
35.73
$
6,193
$
74,315
Police Mechanic 1
17
7
$
37.49
$
6,498
$
77,978
Police Mechanic 1
17
8
$
39.36
$
6,823
$
81,877
Police Mechanic II
18
1
$
32.40
$
5,616
$
67,390
Police Mechanic 11
18
2
$
34.05
$
5,902
$
70,828
Police Mechanic 11
18
3
$
35.76
$
6,199
$
74,391
Police Mechanic II
18
4
$
37.54
$
6,507
$
78,079
Police Mechanic 11
18
5
$
39.41
$
6,831
$
81,968
Police Mechanic 11
18
6
$
41.36
$
7,169
$
86,032
Police Mechanic 11
18
7
$
43.45
$
7,531
$
90,373
Police Mechanic 11
18
8
$
45.62
$
7,908
$
94,891
Police Mechanic, Senior
19
1
$
35.76
$
6,199
$
74,391
Police Mechanic, Senior
19
2
$
37.54
$
6,507
$
78,079
Police Mechanic, Senior
19
3
$
39.42
$
6,833
$
81,993
Police Mechanic, Senior
19
4
$
41.36
$
7,169
$
86,032
Police Mechanic, Senior
19
5
$
43.45
$
7,531
$
90,373
9-8.45
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective May 31, 2025:
All PA Positions: Step Rate Adjustment and 4% Cost -of -Living Adjustment (COLA)
Sworn Police Officers: Additional 8% Equity Adjustment
Police Fiscal Srvcs/Facilities Manager: Additional 5% Equity Adjustment
Police Mechanic, Senior
19
6
$
45.63
$
7,910
$
94,914
Police Mechanic, Senior
19
7
$
47.90
$
8,303
$
99,631
Police Mechanic, Senior
19
8
$
50.29
$
8,718
$
104,612
Police Officer
15A
1
$
51.36
$
8,903
$
106,835
Police Officer
15A
2
$
53.93
$
9,348
$
112,177
Police Officer
15A
3
$
56.63
$
9,815
$
117,786
Police Officer
15A
4
$
59.46
$
10,306
$
123,675
Police Officer
15A
5
$
62.43
$
10,822
$
129,859
Police Officer
15A
6
$
65.55
$
11,363
$
136,352
Police Officer
15A
7
$
68.83
$
11,931
$
143,169
Police Officer
15A
8
$
72.27
$
12,527
$
150,328
Police Officer
15A
9
$
75.89
$
13,154
$
157,844
Police Rangemaster-Armorer
45
1
$
33.39
$
5,787
$
69,448
Police Rangemaster-Armorer
45
2
$
35.09
$
6,082
$
72,986
Police Rangemaster-Armorer
45
3
$
36.83
$
6,383
$
76,599
Police Rangemaster-Armorer
45
4
$
38.68
$
6,705
$
80,462
Police Rangemaster-Armorer
45
5
$
40.59
$
7,036
$
84,426
Police Rangemaster-Armorer
45
6
$
42.63
$
7,389
$
88,667
Police Rangemaster-Armorer
45
7
$
44.74
$
7,755
$
93,057
Police Rangemaster-Armorer
45
8
$
46.98
$
8,143
$
97,710
Police Recruit
07
1
$
35.51
$
6,155
$
73,864
Police Station Officer
52A
1
$
33.49
$
5,804
$
69,649
Police Station Officer
52A
2
$
35.17
$
6,097
$
73,161
Police Station Officer
52A
3
$
36.92
$
6,400
$
76,799
Police Station Officer
52A
4
$
38.78
$
6,722
$
80,663
Police Station Officer
52A
5
$
40.72
$
7,059
$
84,702
Police Station Officer
52A
6
$
42.76
$
7,412
$
88,942
Police Station Officer
52A
7
$
44.90
$
7,782
$
93,384
Police Station Officer
52A
8
$
47.14
$
8,171
$
98,053
Hourly rates are rounded to the nearest hundredth. Monthly and annual salaries are rounded to the nearest whole dollar.
Actual rates may vary slightly due to rounding.
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Police Animal Control Officer
52
1
$
34.82
$
6,036
$
72,435
Police Animal Control Officer
52
2
$
36.58
$
6,341
$
76,088
Police Animal Control Officer
52
3
$
38.40
$
6,656
$
79,871
Police Animal Control Officer
52
4
$
40.33
$
6,991
$
83,890
Police Animal Control Officer
52
5
$
42.35
$
7,341
$
88,090
Police Animal Control Officer
52
6
$
44.47
$
7,708
$
92,500
Police Animal Control Officer
52
7
$
46.69
$
8,093
$
97,119
Police Animal Control Officer
52
8
$
49.03
$
8,498
$
101,975
Police Animal Control Officer, Senior
90
1
$
40.19
$
6,967
$
83,602
Police Animal Control Officer, Senior
90
2
$
42.19
$
7,313
$
87,752
Police Animal Control Officer, Senior
90
3
$
44.30
$
7,678
$
92,135
Police Animal Control Officer, Senior
90
4
$
46.49
$
8,058
$
96,701
Police Animal Control Officer, Senior
90
5
$
48.84
$
8,465
$
101,581
Police Animal Control Officer, Senior
90
6
$
51.27
$
8,887
$
106,642
Police Animal Control Officer, Senior
90
7
$
53.84
$
9,333
$
111,992
Police Animal Control Officer, Senior
90
8
$
56.53
$
9,799
$
117,592
Police Civilian Custody Supervisor
15B
1
$
46.57
$
8,071
$
96,858
Police Civilian Custody Supervisor
15B
2
$
48.89
$
8,474
$
101,685
Police Civilian Custody Supervisor
15B
3
$
51.32
$
8,896
$
106,747
Police Civilian Custody Supervisor
15B
4
$
53.92
$
9,346
$
112,148
Police Civilian Custody Supervisor
15B
5
$
56.60
$
9,811
$
117,732
Police Civilian Custody Supervisor
15B
6
$
59.44
$
10,302
$
123,630
Police Civilian Custody Supervisor
15B
7
$
62.40
$
10,816
$
129,787
Police Civilian Custody Supervisor
15B
8
$
65.52
$
11,356
$
136,277
Police Civilian Investigator
43A
1
$
36.84
$
6,386
$
76,636
Police Civilian Investigator
43A
2
$
38.69
$
6,706
$
80,471
Police Civilian Investigator
43A
3
$
40.61
$
7,039
$
84,464
Police Civilian Investigator
43A
4
$
42.64
$
7,391
$
88,691
Police Civilian Investigator
43A
5
$
44.77
$
7,761
$
93,126
Police Civilian Investigator
43A
6
$
46.99
$
8,145
$
97,745
Police Civilian Investigator
43A
7
$
49.36
$
8,556
$
102,677
Police Civilian Investigator
43A
8
$
51.83
$
8,984
$
107,810
Police Civilian Supervisor
15
1
$
46.57
$
8,071
$
96,858
Police Civilian Supervisor
15
2
$
48.89
$
8,474
$
101,685
Police Civilian Supervisor
15
3
$
51.32
$
8,896
$
106,747
Police Civilian Supervisor
15
4
$
53.92
$
9,346
$
112,148
Police Civilian Supervisor
15
5
$
56.60
$
9,811
$
117,732
9-8.47
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Police Civilian Supervisor
15
6
$
59.44
$
10,302
$
123,630
Police Civilian Supervisor
15
7
$
62.40
$
10,816
$
129,787
Police Civilian Supervisor
15
8
$
65.52
$
11,356
$
136,277
Police Community Srvcs Officer
05
1
$
30.82
$
5,343
$
64,111
Police Community Srvcs Officer
05
2
$
32.34
$
5,606
$
67,268
Police Community Srvcs Officer
05
3
$
33.97
$
5,888
$
70,660
Police Community Srvcs Officer
05
4
$
35.68
$
6,184
$
74,209
Police Community Srvcs Officer
05
5
$
37.43
$
6,488
$
77,862
Police Community Srvcs Officer
05
6
$
39.32
$
6,815
$
81,776
Police Community Srvcs Officer
05
7
$
41.31
$
7,160
$
85,924
Police Community Srvcs Officer
05
8
$
43.38
$
7,518
$
90,221
Police Community Srvcs Officer, Senior
40
1
$
35.66
$
6,180
$
74,163
Police Community Srvcs Officer, Senior
40
2
$
37.44
$
6,489
$
77,871
Police Community Srvcs Officer, Senior
40
3
$
39.31
$
6,814
$
81,765
Police Community Srvcs Officer, Senior
40
4
$
41.28
$
7,154
$
85,853
Police Community Srvcs Officer, Senior
40
5
$
43.34
$
7,512
$
90,146
Police Community Srvcs Officer, Senior
40
6
$
45.51
$
7,888
$
94,653
Police Community Srvcs Officer, Senior
40
7
$
47.78
$
8,282
$
99,386
Police Community Srvcs Officer, Senior
40
8
$
50.17
$
8,696
$
104,355
Police Computer Systems Manager
25
1
$
65.95
$
11,431
$
137,172
Police Computer Systems Manager
25
2
$
69.23
$
12,001
$
144,008
Police Computer Systems Manager
25
3
$
72.71
$
12,603
$
151,236
Police Computer Systems Manager
25
4
$
76.31
$
13,227
$
158,725
Police Computer Systems Manager
25
5
$
80.16
$
13,895
$
166,735
Police Computer Systems Manager
25
6
$
84.16
$
14,588
$
175,059
Police Computer Systems Manager
25
7
$
88.35
$
15,314
$
183,774
Police Computer Systems Manager
25
8
$
92.77
$
16,080
$
192,963
Police Crime Analyst, Senior
87
1
$
40.19
$
6,967
$
83,602
Police Crime Analyst, Senior
87
2
$
42.19
$
7,313
$
87,752
Police Crime Analyst, Senior
87
3
$
44.30
$
7,678
$
92,135
Police Crime Analyst, Senior
87
4
$
46.49
$
8,058
$
96,701
Police Crime Analyst, Senior
87
5
$
48.84
$
8,465
$
101,581
Police Crime Analyst, Senior
87
6
$
51.27
$
8,887
$
106,642
Police Crime Analyst, Senior
87
7
$
53.84
$
9,333
$
111,992
Police Crime Analyst, Senior
87
8
$
56.53
$
9,799
$
117,592
Police Crime Prevention Specialist
21
1
$
38.14
$
6,610
$
79,324
Police Crime Prevention Specialist
21
2
$
40.03
$
6,939
$
83,263
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Police Crime Prevention Specialist
21
3
$
42.05
$
7,289
$
87,464
Police Crime Prevention Specialist
21
4
$
44.16
$
7,654
$
91,848
Police Crime Prevention Specialist
21
5
$
46.37
$
8,037
$
96,441
Police Crime Prevention Specialist
21
6
$
48.66
$
8,435
$
101,215
Police Crime Prevention Specialist
21
7
$
51.12
$
8,861
$
106,330
Police Crime Prevention Specialist
21
8
$
53.68
$
9,304
$
111,646
Police Crime Scene Investigator
43
1
$
36.84
$
6,386
$
76,636
Police Crime Scene Investigator
43
2
$
38.69
$
6,706
$
80,471
Police Crime Scene Investigator
43
3
$
40.61
$
7,039
$
84,464
Police Crime Scene Investigator
43
4
$
42.64
$
7,391
$
88,691
Police Crime Scene Investigator
43
5
$
44.77
$
7,761
$
93,126
Police Crime Scene Investigator
43
6
$
46.99
$
8,145
$
97,745
Police Crime Scene Investigator
43
7
$
49.36
$
8,556
$
102,677
Police Crime Scene Investigator
43
8
$
51.83
$
8,984
$
107,810
Police Crime Scene Investigator, Senior
86
1
$
39.83
$
6,904
$
82,846
Police Crime Scene Investigator, Senior
86
2
$
41.81
$
7,247
$
86,968
Police Crime Scene Investigator, Senior
86
3
$
43.87
$
7,604
$
91,248
Police Crime Scene Investigator, Senior
86
4
$
46.09
$
7,989
$
95,866
Police Crime Scene Investigator, Senior
86
5
$
48.39
$
8,387
$
100,641
Police Crime Scene Investigator, Senior
86
6
$
50.82
$
8,809
$
105,703
Police Crime Scene Investigator, Senior
86
7
$
53.37
$
9,250
$
111,001
Police Crime Scene Investigator, Senior
86
8
$
56.03
$
9,713
$
116,551
Police Custody Officer
55
1
$
35.00
$
6,067
$
72,800
Police Custody Officer
55
2
$
36.72
$
6,365
$
76,375
Police Custody Officer
55
3
$
38.58
$
6,686
$
80,236
Police Custody Officer
55
4
$
40.49
$
7,019
$
84,229
Police Custody Officer
55
5
$
42.53
$
7,371
$
88,456
Police Custody Officer
55
6
$
44.63
$
7,737
$
92,839
Police Custody Officer
55
7
$
46.88
$
8,126
$
97,510
Police Custody Officer
55
8
$
49.22
$
8,532
$
102,385
Police Dispatcher
70
1
$
35.65
$
6,180
$
74,157
Police Dispatcher
70
2
$
37.42
$
6,486
$
77,836
Police Dispatcher
70
3
$
39.29
$
6,810
$
81,723
Police Dispatcher
70
4
$
41.29
$
7,156
$
85,873
Police Dispatcher
70
5
$
43.33
$
7,510
$
90,126
Police Dispatcher
70
6
$
45.50
$
7,887
$
94,640
Police Dispatcher
70
7
$
47.77
$
8,280
$
99,363
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Police Dispatcher
70
8
$
50.16
$
8,694
$
104,331
Police Dispatcher, Senior
99
1
$
40.98
$
7,104
$
85,246
Police Dispatcher, Senior
99
2
$
43.02
$
7,456
$
89,474
Police Dispatcher, Senior
99
3
$
45.19
$
7,832
$
93,987
Police Dispatcher, Senior
99
4
$
47.46
$
8,226
$
98,711
Police Dispatcher, Senior
99
5
$
49.82
$
8,635
$
103,616
Police Dispatcher, Senior
99
6
$
52.30
$
9,065
$
108,782
Police Dispatcher, Senior
99
7
$
54.92
$
9,520
$
114,236
Police Dispatcher, Senior
99
8
$
57.67
$
9,996
$
119,948
Police Electronics Specialist
05A
1
$
44.90
$
7,782
$
93,387
Police Electronics Specialist
05A
2
$
47.14
$
8,171
$
98,058
Police Electronics Specialist
05A
3
$
49.51
$
8,582
$
102,990
Police Electronics Specialist
05A
4
$
51.97
$
9,009
$
108,104
Police Electronics Specialist
05A
5
$
54.57
$
9,459
$
113,505
Police Electronics Specialist
05A
6
$
57.30
$
9,933
$
119,194
Police Electronics Specialist
05A
7
$
60.16
$
10,429
$
125,143
Police Electronics Specialist
05A
8
$
63.17
$
10,950
$
131,400
Police Emergency Srvcs Coordinator
04
1
$
46.40
$
8,043
$
96,519
Police Emergency Srvcs Coordinator
04
2
$
48.69
$
8,439
$
101,268
Police Emergency Srvcs Coordinator
04
3
$
51.15
$
8,865
$
106,382
Police Emergency Srvcs Coordinator
04
4
$
53.74
$
9,315
$
111,783
Police Emergency Srvcs Coordinator
04
5
$
56.39
$
9,774
$
117,289
Police Emergency Srvcs Coordinator
04
6
$
59.20
$
10,261
$
123,134
Police Emergency Srvcs Coordinator
04
7
$
62.18
$
10,779
$
129,344
Police Emergency Srvcs Coordinator
04
8
$
65.29
$
11,318
$
135,811
Police Fiscal Srvcs/Facilities Manager
03
1
$
55.84
$
9,679
$
116,145
Police Fiscal Srvcs/Facilities Manager
03
2
$
58.63
$
10,162
$
121,943
Police Fiscal Srvcs/Facilities Manager
03
3
$
61.55
$
10,668
$
128,014
Police Fiscal Srvcs/Facilities Manager
03
4
$
64.65
$
11,206
$
134,468
Police Fiscal Srvcs/Facilities Manager
03
5
$
67.88
$
11,766
$
141,196
Police Fiscal Srvcs/Facilities Manager
03
6
$
71.29
$
12,357
$
148,279
Police Fiscal Srvcs/Facilities Manager
03
7
$
74.80
$
12,965
$
155,581
Police Fiscal Srvcs/Facilities Manager
03
8
$
78.54
$
13,613
$
163,360
Police IT Analyst
61
1
$
46.65
$
8,087
$
97,041
Police IT Analyst
61
2
$
48.96
$
8,487
$
101,841
Police IT Analyst
61
3
$
51.40
$
8,909
$
106,904
9-8.50
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Police IT Analyst
61
4
$
53.99
$
9,359
$
112,305
Police IT Analyst
61
5
$
56.68
$
9,824
$
117,889
Police IT Analyst
61
6
$
59.53
$
10,318
$
123,812
Police IT Analyst
61
7
$
62.49
$
10,831
$
129,970
Police IT Analyst
61
8
$
65.61
$
11,372
$
136,469
Police IT Coordinator
02A
1
$
54.61
$
9,465
$
113,584
Police IT Coordinator
02A
2
$
57.35
$
9,941
$
119,298
Police IT Coordinator
02A
3
$
60.19
$
10,433
$
125,195
Police IT Coordinator
02A
4
$
63.24
$
10,961
$
131,536
Police IT Coordinator
02A
5
$
66.37
$
11,505
$
138,059
Police IT Coordinator
02A
6
$
69.70
$
12,081
$
144,973
Police IT Coordinator
02A
7
$
73.19
$
12,686
$
152,227
Police IT Coordinator
02A
8
$
76.85
$
13,320
$
159,839
Police Mechanic I
17
1
$
29.08
$
5,040
$
60,484
Police Mechanic I
17
2
$
30.53
$
5,293
$
63,511
Police Mechanic 1
17
3
$
32.08
$
5,560
$
66,720
Police Mechanic 1
17
4
$
33.68
$
5,838
$
70,060
Police Mechanic 1
17
5
$
35.39
$
6,134
$
73,609
Police Mechanic I
17
6
$
37.16
$
6,441
$
77,288
Police Mechanic I
17
7
$
38.99
$
6,758
$
81,097
Police Mechanic I
17
8
$
40.94
$
7,096
$
85,152
Police Mechanic II
18
1
$
33.70
$
5,841
$
70,086
Police Mechanic 11
18
2
$
35.41
$
6,138
$
73,661
Police Mechanic 11
18
3
$
37.20
$
6,447
$
77,366
Police Mechanic II
18
4
$
39.04
$
6,767
$
81,202
Police Mechanic 11
18
5
$
40.98
$
7,104
$
85,246
Police Mechanic II
18
6
$
43.02
$
7,456
$
89,474
Police Mechanic II
18
7
$
45.19
$
7,832
$
93,987
Police Mechanic II
18
8
$
47.45
$
8,224
$
98,687
Police Mechanic, Senior
19
1
$
37.20
$
6,447
$
77,366
Police Mechanic, Senior
19
2
$
39.04
$
6,767
$
81,202
Police Mechanic, Senior
19
3
$
41.00
$
7,106
$
85,272
Police Mechanic, Senior
19
4
$
43.02
$
7,456
$
89,474
Police Mechanic, Senior
19
5
$
45.19
$
7,832
$
93,987
9-8.51
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Police Mechanic, Senior
19
6
$
47.46
$
8,226
$
98,711
Police Mechanic, Senior
19
7
$
49.82
$
8,635
$
103,616
Police Mechanic, Senior
19
8
$
52.31
$
9,066
$
108,797
Police Officer
15A
1
$
53.42
$
9,259
$
111,108
Police Officer
15A
2
$
56.09
$
9,722
$
116,664
Police Officer
15A
3
$
58.89
$
10,208
$
122,497
Police Officer
15A
4
$
61.84
$
10,719
$
128,622
Police Officer
15A
5
$
64.93
$
11,254
$
135,053
Police Officer
15A
6
$
68.18
$
11,817
$
141,806
Police Officer
15A
7
$
71.58
$
12,408
$
148,896
Police Officer
15A
8
$
75.16
$
13,028
$
156,341
Police Officer
15A
9
$
78.92
$
13,680
$
164,158
Police Rangemaster-Armorer
45
1
$
34.72
$
6,019
$
72,226
Police Rangemaster-Armorer
45
2
$
36.49
$
6,325
$
75,905
Police Rangemaster-Armorer
45
3
$
38.30
$
6,639
$
79,663
Police Rangemaster-Armorer
45
4
$
40.23
$
6,973
$
83,680
Police Rangemaster-Armorer
45
5
$
42.21
$
7,317
$
87,804
Police Rangemaster-Armorer
45
6
$
44.33
$
7,684
$
92,213
Police Rangemaster-Armorer
45
7
$
46.53
$
8,065
$
96,780
Police Rangemaster-Armorer
45
8
$
48.86
$
8,468
$
101,618
Police Recruit
07
1
$
36.93
$
6,402
$
76,818
Police Station Officer
52A
1
$
34.82
$
6,036
$
72,435
Police Station Officer
52A
2
$
36.58
$
6,341
$
76,088
Police Station Officer
52A
3
$
38.40
$
6,656
$
79,871
Police Station Officer
52A
4
$
40.33
$
6,991
$
83,890
Police Station Officer
52A
5
$
42.35
$
7,341
$
88,090
Police Station Officer
52A
6
$
44.47
$
7,708
$
92,500
Police Station Officer
52A
7
$
46.69
$
8,093
$
97,119
Police Station Officer
52A
8
$
49.03
$
8,498
$
101,975
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.
9-8.52
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective July 10, 2027:
4% Cost -of -Living Adjustment (COLA)
Police Animal Control Officer
52
1
$
36.22
$
6,278
$
75,332
Police Animal Control Officer
52
2
$
38.04
$
6,594
$
79,131
Police Animal Control Officer
52
3
$
39.94
$
6,922
$
83,066
Police Animal Control Officer
52
4
$
41.94
$
7,270
$
87,245
Police Animal Control Officer
52
5
$
44.05
$
7,634
$
91,614
Police Animal Control Officer
52
6
$
46.25
$
8,017
$
96,200
Police Animal Control Officer
52
7
$
48.56
$
8,417
$
101,004
Police Animal Control Officer
52
8
$
50.99
$
8,838
$
106,054
Police Animal Control Officer, Senior
90
1
$
41.80
$
7,246
$
86,946
Police Animal Control Officer, Senior
90
2
$
43.88
$
7,605
$
91,262
Police Animal Control Officer, Senior
90
3
$
46.07
$
7,985
$
95,820
Police Animal Control Officer, Senior
90
4
$
48.35
$
8,381
$
100,569
Police Animal Control Officer, Senior
90
5
$
50.79
$
8,804
$
105,644
Police Animal Control Officer, Senior
90
6
$
53.32
$
9,242
$
110,908
Police Animal Control Officer, Senior
90
7
$
56.00
$
9,706
$
116,472
Police Animal Control Officer, Senior
90
8
$
58.80
$
10,191
$
122,295
Police Civilian Custody Supervisor
15B
1
$
48.43
$
8,394
$
100,732
Police Civilian Custody Supervisor
15B
2
$
50.84
$
8,813
$
105,753
Police Civilian Custody Supervisor
15B
3
$
53.37
$
9,251
$
111,017
Police Civilian Custody Supervisor
15B
4
$
56.07
$
9,719
$
116,634
Police Civilian Custody Supervisor
15B
5
$
58.87
$
10,203
$
122,442
Police Civilian Custody Supervisor
15B
6
$
61.81
$
10,715
$
128,575
Police Civilian Custody Supervisor
15B
7
$
64.89
$
11,248
$
134,979
Police Civilian Custody Supervisor
15B
8
$
68.14
$
11,811
$
141,728
Police Civilian Investigator
43A
1
$
38.32
$
6,642
$
79,701
Police Civilian Investigator
43A
2
$
40.24
$
6,974
$
83,690
Police Civilian Investigator
43A
3
$
42.23
$
7,320
$
87,842
Police Civilian Investigator
43A
4
$
44.35
$
7,687
$
92,238
Police Civilian Investigator
43A
5
$
46.56
$
8,071
$
96,852
Police Civilian Investigator
43A
6
$
48.87
$
8,471
$
101,655
Police Civilian Investigator
43A
7
$
51.34
$
8,899
$
106,784
Police Civilian Investigator
43A
8
$
53.91
$
9,344
$
112,123
Police Civilian Supervisor
15
1
$
48.43
$
8,394
$
100,732
Police Civilian Supervisor
15
2
$
50.84
$
8,813
$
105,753
Police Civilian Supervisor
15
3
$
53.37
$
9,251
$
111,017
Police Civilian Supervisor
15
4
$
56.07
$
9,719
$
116,634
Police Civilian Supervisor
15
5
$
58.87
$
10,203
$
122,442
9-8.53
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective July 10, 2027:
4% Cost -of -Living Adjustment (COLA)
Police Civilian Supervisor
15
6
$
61.81
$
10,715
$
128,575
Police Civilian Supervisor
15
7
$
64.89
$
11,248
$
134,979
Police Civilian Supervisor
15
8
$
68.14
$
11,811
$
141,728
Police Community Srvcs Officer
05
1
$
32.06
$
5,556
$
66,675
Police Community Srvcs Officer
05
2
$
33.63
$
5,830
$
69,959
Police Community Srvcs Officer
05
3
$
35.33
$
6,124
$
73,487
Police Community Srvcs Officer
05
4
$
37.10
$
6,431
$
77,177
Police Community Srvcs Officer
05
5
$
38.93
$
6,748
$
80,976
Police Community Srvcs Officer
05
6
$
40.89
$
7,087
$
85,047
Police Community Srvcs Officer
05
7
$
42.96
$
7,447
$
89,361
Police Community Srvcs Officer
05
8
$
45.11
$
7,819
$
93,829
Police Community Srvcs Officer, Senior
40
1
$
37.08
$
6,427
$
77,130
Police Community Srvcs Officer, Senior
40
2
$
38.94
$
6,749
$
80,986
Police Community Srvcs Officer, Senior
40
3
$
40.88
$
7,086
$
85,035
Police Community Srvcs Officer, Senior
40
4
$
42.93
$
7,441
$
89,287
Police Community Srvcs Officer, Senior
40
5
$
45.07
$
7,813
$
93,752
Police Community Srvcs Officer, Senior
40
6
$
47.33
$
8,203
$
98,439
Police Community Srvcs Officer, Senior
40
7
$
49.69
$
8,613
$
103,361
Police Community Srvcs Officer, Senior
40
8
$
52.18
$
9,044
$
108,529
Police Computer Systems Manager
25
1
$
68.59
$
11,888
$
142,659
Police Computer Systems Manager
25
2
$
72.00
$
12,481
$
149,769
Police Computer Systems Manager
25
3
$
75.62
$
13,107
$
157,286
Police Computer Systems Manager
25
4
$
79.36
$
13,756
$
165,073
Police Computer Systems Manager
25
5
$
83.37
$
14,450
$
173,404
Police Computer Systems Manager
25
6
$
87.53
$
15,172
$
182,061
Police Computer Systems Manager
25
7
$
91.89
$
15,927
$
191,125
Police Computer Systems Manager
25
8
$
96.48
$
16,723
$
200,681
Police Crime Analyst, Senior
87
1
$
41.80
$
7,246
$
86,946
Police Crime Analyst, Senior
87
2
$
43.88
$
7,605
$
91,262
Police Crime Analyst, Senior
87
3
$
46.07
$
7,985
$
95,820
Police Crime Analyst, Senior
87
4
$
48.35
$
8,381
$
100,569
Police Crime Analyst, Senior
87
5
$
50.79
$
8,804
$
105,644
Police Crime Analyst, Senior
87
6
$
53.32
$
9,242
$
110,908
Police Crime Analyst, Senior
87
7
$
56.00
$
9,706
$
116,472
Police Crime Analyst, Senior
87
8
$
58.80
$
10,191
$
122,295
Police Crime Prevention Specialist
21
1
$
39.66
$
6,875
$
82,497
Police Crime Prevention Specialist
21
2
$
41.63
$
7,216
$
86,594
9-8.54
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective July 10, 2027:
4% Cost -of -Living Adjustment (COLA)
Police Crime Prevention Specialist
21
3
$
43.73
$
7,580
$
90,963
Police Crime Prevention Specialist
21
4
$
45.92
$
7,960
$
95,522
Police Crime Prevention Specialist
21
5
$
48.22
$
8,358
$
100,298
Police Crime Prevention Specialist
21
6
$
50.61
$
8,772
$
105,264
Police Crime Prevention Specialist
21
7
$
53.16
$
9,215
$
110,583
Police Crime Prevention Specialist
21
8
$
55.82
$
9,676
$
116,112
Police Crime Scene Investigator
43
1
$
38.32
$
6,642
$
79,701
Police Crime Scene Investigator
43
2
$
40.24
$
6,974
$
83,690
Police Crime Scene Investigator
43
3
$
42.23
$
7,320
$
87,842
Police Crime Scene Investigator
43
4
$
44.35
$
7,687
$
92,238
Police Crime Scene Investigator
43
5
$
46.56
$
8,071
$
96,852
Police Crime Scene Investigator
43
6
$
48.87
$
8,471
$
101,655
Police Crime Scene Investigator
43
7
$
51.34
$
8,899
$
106,784
Police Crime Scene Investigator
43
8
$
53.91
$
9,344
$
112,123
Police Crime Scene Investigator, Senior
86
1
$
41.42
$
7,180
$
86,160
Police Crime Scene Investigator, Senior
86
2
$
43.48
$
7,537
$
90,447
Police Crime Scene Investigator, Senior
86
3
$
45.62
$
7,908
$
94,898
Police Crime Scene Investigator, Senior
86
4
$
47.93
$
8,308
$
99,701
Police Crime Scene Investigator, Senior
86
5
$
50.32
$
8,722
$
104,667
Police Crime Scene Investigator, Senior
86
6
$
52.85
$
9,161
$
109,932
Police Crime Scene Investigator, Senior
86
7
$
55.50
$
9,620
$
115,441
Police Crime Scene Investigator, Senior
86
8
$
58.28
$
10,101
$
121,213
Police Custody Officer
55
1
$
36.40
$
6,309
$
75,712
Police Custody Officer
55
2
$
38.19
$
6,619
$
79,429
Police Custody Officer
55
3
$
40.12
$
6,954
$
83,446
Police Custody Officer
55
4
$
42.11
$
7,300
$
87,598
Police Custody Officer
55
5
$
44.23
$
7,666
$
91,994
Police Custody Officer
55
6
$
46.42
$
8,046
$
96,553
Police Custody Officer
55
7
$
48.75
$
8,451
$
101,410
Police Custody Officer
55
8
$
51.19
$
8,873
$
106,480
Police Dispatcher
70
1
$
37.08
$
6,427
$
77,123
Police Dispatcher
70
2
$
38.92
$
6,746
$
80,949
Police Dispatcher
70
3
$
40.86
$
7,083
$
84,992
Police Dispatcher
70
4
$
42.94
$
7,442
$
89,308
Police Dispatcher
70
5
$
45.06
$
7,811
$
93,731
Police Dispatcher
70
6
$
47.32
$
8,202
$
98,426
Police Dispatcher
70
7
$
49.68
$
8,611
$
103,337
9-8.55
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective July 10, 2027:
4% Cost -of -Living Adjustment (COLA)
Police Dispatcher
70
8
$
52.17
$
9,042
$
108,504
Police Dispatcher, Senior
99
1
$
42.62
$
7,388
$
88,656
Police Dispatcher, Senior
99
2
$
44.74
$
7,754
$
93,052
Police Dispatcher, Senior
99
3
$
46.99
$
8,146
$
97,747
Police Dispatcher, Senior
99
4
$
49.36
$
8,555
$
102,659
Police Dispatcher, Senior
99
5
$
51.81
$
8,980
$
107,761
Police Dispatcher, Senior
99
6
$
54.39
$
9,428
$
113,134
Police Dispatcher, Senior
99
7
$
57.12
$
9,900
$
118,805
Police Dispatcher, Senior
99
8
$
59.97
$
10,395
$
124,746
Police Electronics Specialist
05A
1
$
46.69
$
8,094
$
97,122
Police Electronics Specialist
05A
2
$
49.03
$
8,498
$
101,980
Police Electronics Specialist
05A
3
$
51.49
$
8,926
$
107,109
Police Electronics Specialist
05A
4
$
54.05
$
9,369
$
112,428
Police Electronics Specialist
05A
5
$
56.75
$
9,837
$
118,045
Police Electronics Specialist
05A
6
$
59.60
$
10,330
$
123,961
Police Electronics Specialist
05A
7
$
62.57
$
10,846
$
130,148
Police Electronics Specialist
05A
8
$
65.70
$
11,388
$
136,656
Police Emergency Srvcs Coordinator
04
1
$
48.26
$
8,365
$
100,379
Police Emergency Srvcs Coordinator
04
2
$
50.63
$
8,777
$
105,318
Police Emergency Srvcs Coordinator
04
3
$
53.19
$
9,220
$
110,637
Police Emergency Srvcs Coordinator
04
4
$
55.89
$
9,688
$
116,254
Police Emergency Srvcs Coordinator
04
5
$
58.64
$
10,165
$
121,981
Police Emergency Srvcs Coordinator
04
6
$
61.57
$
10,672
$
128,059
Police Emergency Srvcs Coordinator
04
7
$
64.67
$
11,210
$
134,518
Police Emergency Srvcs Coordinator
04
8
$
67.91
$
11,770
$
141,244
Police Fiscal Srvcs/Facilities Manager
03
1
$
58.07
$
10,066
$
120,791
Police Fiscal Srvcs/Facilities Manager
03
2
$
60.97
$
10,568
$
126,821
Police Fiscal Srvcs/Facilities Manager
03
3
$
64.01
$
11,095
$
133,135
Police Fiscal Srvcs/Facilities Manager
03
4
$
67.23
$
11,654
$
139,847
Police Fiscal Srvcs/Facilities Manager
03
5
$
70.60
$
12,237
$
146,844
Police Fiscal Srvcs/Facilities Manager
03
6
$
74.14
$
12,851
$
154,210
Police Fiscal Srvcs/Facilities Manager
03
7
$
77.79
$
13,484
$
161,804
Police Fiscal Srvcs/Facilities Manager
03
8
$
81.68
$
14,158
$
169,894
Police IT Analyst
61
1
$
48.52
$
8,410
$
100,922
Police IT Analyst
61
2
$
50.92
$
8,826
$
105,915
Police IT Analyst
61
3
$
53.45
$
9,265
$
111,180
9-8.56
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective July 10, 2027:
4% Cost -of -Living Adjustment (COLA)
Police IT Analyst
61
4
$
56.15
$
9,733
$
116,797
Police IT Analyst
61
5
$
58.94
$
10,217
$
122,605
Police IT Analyst
61
6
$
61.91
$
10,730
$
128,764
Police IT Analyst
61
7
$
64.99
$
11,264
$
135,169
Police IT Analyst
61
8
$
68.23
$
11,827
$
141,927
Police IT Coordinator
02A
1
$
56.79
$
9,844
$
118,127
Police IT Coordinator
02A
2
$
59.65
$
10,339
$
124,070
Police IT Coordinator
02A
3
$
62.60
$
10,850
$
130,203
Police IT Coordinator
02A
4
$
65.77
$
11,400
$
136,797
Police IT Coordinator
02A
5
$
69.03
$
11,965
$
143,582
Police IT Coordinator
02A
6
$
72.49
$
12,564
$
150,772
Police IT Coordinator
02A
7
$
76.11
$
13,193
$
158,316
Police IT Coordinator
02A
8
$
79.92
$
13,853
$
166,232
Police Mechanic I
17
1
$
30.24
$
5,242
$
62,904
Police Mechanic I
17
2
$
31.76
$
5,504
$
66,051
Police Mechanic 1
17
3
$
33.36
$
5,782
$
69,389
Police Mechanic 1
17
4
$
35.03
$
6,072
$
72,862
Police Mechanic 1
17
5
$
36.80
$
6,379
$
76,553
Police Mechanic I
17
6
$
38.64
$
6,698
$
80,379
Police Mechanic I
17
7
$
40.55
$
7,028
$
84,341
Police Mechanic I
17
8
$
42.58
$
7,380
$
88,558
Police Mechanic II
18
1
$
35.04
$
6,074
$
72,889
Police Mechanic 11
18
2
$
36.83
$
6,384
$
76,608
Police Mechanic 11
18
3
$
38.68
$
6,705
$
80,461
Police Mechanic II
18
4
$
40.60
$
7,038
$
84,450
Police Mechanic 11
18
5
$
42.62
$
7,388
$
88,656
Police Mechanic II
18
6
$
44.74
$
7,754
$
93,052
Police Mechanic II
18
7
$
46.99
$
8,146
$
97,747
Police Mechanic II
18
8
$
49.34
$
8,553
$
102,634
Police Mechanic, Senior
19
1
$
38.68
$
6,705
$
80,461
Police Mechanic, Senior
19
2
$
40.60
$
7,038
$
84,450
Police Mechanic, Senior
19
3
$
42.64
$
7,390
$
88,683
Police Mechanic, Senior
19
4
$
44.74
$
7,754
$
93,052
Police Mechanic, Senior
19
5
$
46.99
$
8,146
$
97,747
9-8.57
Exhibit B
The Newport Beach Police Association
Represented Sworn Police Officers and Non -sworn Positions
MOU Term: May 31, 2025 - June 30, 2028
Effective July 10, 2027:
4% Cost -of -Living Adjustment (COLA)
Police Mechanic, Senior
19
6
$
49.36
$
8,555
$
102,659
Police Mechanic, Senior
19
7
$
51.81
$
8,980
$
107,761
Police Mechanic, Senior
19
8
$
54.40
$
9,429
$
113,148
Police Officer
15A
1
$
55.55
$
9,629
$
115,553
Police Officer
15A
2
$
58.33
$
10,111
$
121,330
Police Officer
15A
3
$
61.25
$
10,616
$
127,397
Police Officer
15A
4
$
64.31
$
11,147
$
133,767
Police Officer
15A
5
$
67.53
$
11,705
$
140,455
Police Officer
15A
6
$
70.90
$
12,290
$
147,478
Police Officer
15A
7
$
74.45
$
12,904
$
154,852
Police Officer
15A
8
$
78.17
$
13,550
$
162,594
Police Officer
15A
9
$
82.08
$
14,227
$
170,724
Police Rangemaster-Armorer
45
1
$
36.11
$
6,260
$
75,115
Police Rangemaster-Armorer
45
2
$
37.95
$
6,578
$
78,941
Police Rangemaster-Armorer
45
3
$
39.83
$
6,904
$
82,849
Police Rangemaster-Armorer
45
4
$
41.84
$
7,252
$
87,028
Police Rangemaster-Armorer
45
5
$
43.90
$
7,610
$
91,316
Police Rangemaster-Armorer
45
6
$
46.11
$
7,992
$
95,902
Police Rangemaster-Armorer
45
7
$
48.39
$
8,388
$
100,651
Police Rangemaster-Armorer
45
8
$
50.81
$
8,807
$
105,683
Police Recruit
07
1
$
38.41
$
6,658
$
79,891
Police Station Officer
52A
1
$
36.22
$
6,278
$
75,332
Police Station Officer
52A
2
$
38.04
$
6,594
$
79,131
Police Station Officer
52A
3
$
39.94
$
6,922
$
83,066
Police Station Officer
52A
4
$
41.94
$
7,270
$
87,245
Police Station Officer
52A
5
$
44.05
$
7,634
$
91,614
Police Station Officer
52A
6
$
46.25
$
8,017
$
96,200
Police Station Officer
52A
7
$
48.56
$
8,417
$
101,004
Police Station Officer
52A
8
$
50.99
$
8,838
$
106,054
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.
9-8.58
ATTACHMENT B
Costing
City of Newport Beach
NBPA MOU
Key Contract Terms
Term
COLA
4%-5/31/25 4.00% 4.00%
Equity Adjustment for Police Officers
8%- 5/31/25
Equity Adjustment for Police Fiscal Services/Facility Manager
5%- 5/31/25
Eliminate steps 1-4. Move all employees up one step 7/1/25.
Add new step between current steps 5 & 6 so that all steps are 5%
Salary Schedule (Police Officers)
from each other and time requirement for progression is 1 year for
each step.
Eliminate steps 1-3 for CSO
Salary Schedule (Non -Sworn)
Eliminate step 1 for all positions
Move all employees up one step 7/1/25
3 % for Detectives
2%for SWAT
Specialty Assignment Pay
1%for Crisis Negotiator
15% for FTO (when actually performing the assignment)
Non -Sworn Longevity Pay
3.0% for 20+ YOS3.5%for
5% for 20+Years of Service (Hired Prior to June 2018)
25+YOS
Medical Insurance'
Additional $300/month (No Cash Back)
Tier 1: 10%
Reduce Non -Sworn CalPERS EE Pickup
13% EE Pickup
Tier 2: 10%
Tier 3: 8%
All Holiday time is paid as cash, no option to convert to time
Holiday Cash Out
off/flex leave
Summary of Proposal Cost Z
Baseline Compensation
Base Pay
$21,847,107
$3,191,419 4,422,984 5,777,168
Supplemental Pays
2,118,609
321,913 387,470 455,461
Overtime
1,509,947
181,194 248,839 319,191
Pension Contribution
2,938,723
656,379 800,183 949,739
Cafeteria Plan
3,905,574
175,919 175,919 175,919
Other City Paid BenefitS2
2,371,999
165,276 228,170 297,208
Total
$34,691,959
$4,692,100 6,263,565 $7,974,685
Impact on Employee Compensation
Base Salary Increase
14.61% 20.25% 26.44%
Total Compensation Increases
13.53% 18.05% 22.99%
Key Contract Terms
COLA
1,300,552 2,565,195 3,884,053
8% Equity Adjustment (Police Officers)
1,412,398 1,412,398 1,412,398
5% Equity Adjustment for Police Fiscal Services/Facility Manager
6,104 6,104 6,104
Salary Schedule (Police Officers)
968,141 989,604 1,132,746
Salary Schedule (Non -Sworn)
253,650 511,307 731,808
Specialty Assignment Pay
191,551 199,213 207,181
Non -Sworn Longevity Pay
42,668 49,061 55,522
Reduce Non -Sworn CalPERS EE Pickup
341,119 354,764 368,954
Medical Insurance
175,919 175,919 175,919
Total
4,692,100 6,263,565 $7,974,685
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, EAP, PORAC.
° Percentage shown in each year is as compared to current base salary, not the prior year.
s Measured based on the total of all pay and benefits. Percentage shown in each year is as compared to current total compensation, not the prior year.
6 The costs shown reflect additional annual expenses in their corresponding fiscal years. Since the contract will take effect on May 31, 2025, the additional
expense for FY 2024/25 is $361,589.
9-10
ATTACHMENT C
Budget Amendment No. 25-069
9-11
WN
City of Newport Beach
BUDGET AMENDMENT
2024-25 BA#: 25-069
Department: Human Resources
Requestor: Barbara Salvini
❑ CITY MANAGER'S APPROVAL ONLY
ONETIME: ❑ Yes 0 No
Approvals
(Finance Director: rw/1 , fib ; VWWL Date 5/9/25 I
0 COUNCIL APPROVAL REQUIRED lCity Clerk:
Date
EXPLANATION FOR REQUEST:
To increase expenditure appropriations to fund the agreement with The Newport Beach Police Association (NBPA) for ❑ from existing budget appropriations
the remainder of FY 2024-25. ❑ from additional estimated revenues
❑✓ from unappropriated fund balance
Fund # Org Object Project Description Increase or (Decrease) $
Subtotall $
IDITURES
Fund #
Org
Object
Project Description
Increase or (Decrease) $
010
0103511
711001
EMERGENCY PREPAREDNESS - SALARIES MISCELLANEOUS
704.90
010
0103522
711001
POLICE IT- SALARIES MISCELLANEOUS
4,771.50
010
01035351
711001
POLICE CHIEF - SALARIES MISCELLANEOUS
1,514.99
010
01035352
711001
POLICE SUPPORT SERVICES - SALARIES MISCELLANEOUS
19,888.17
010
01035353
711001
PATROL -SALARIES MISCELLANEOUS
5,293.58
010
01035354
711001
TRAFFIC -SALARIES MISCELLANEOUS
4,932.55
010
01035355
711001
DETECTIVES - SALARIES MISCELLANEOUS
6,657.05
010
01035356
711001
FLEET MAINTENANCE - SALARIES MISCELLANEOUS
1,043.77
010
01035353
711002
PATROL - SALARIES SAFETY
130,751.67
010
01035354
711002
TRAFFIC - SALARIES SAFETY
20,054.24
010
01035355
711002
DETECTIVES - SALARIES SAFETY
49,447.02
010
01035353
712012
PATROL - HOLIDAY PAY SAFETY
2,881.90
010
01035354
712012
TRAFFIC - HOLIDAY PAY SAFETY
442.02
010
01035355
712012
DETECTIVES - HOLIDAY PAY SAFETY
1,089.86
010
01035353
712009
PATROL -SCHOLASTIC ACHIEVEMENT
896.02
010
01035354
712009
TRAFFIC -SCHOLASTIC ACHIEVEMENT
139.36
010
01035355
712009
DETECTIVES - SCHOLASTIC ACHIEVEMENT
462.67
010 01035353 712019 PATROL -SAFETY CERTIFICATION PAY 74.63
010 01035354 712019 TRAFFIC- SAFETY CERTIFICATION PAY 15.06
010 01035355 712019 DETECTIVES - SAFETY CERTIFICATION PAY 57.14
010
0103522
712010
POLICE IT- EDUCATION RETENTION
24.20
010
01035351
712010
POLICE CHIEF - EDUCATION RETENTION
16.09
010
01035352
712010
POLICE SUPPORT SERVICES - EDUCATION RETENTION
141.51
010
01035353
712010
PATROL - EDUCATION RETENTION
22.22
010
01035354
712010
TRAFFIC- EDUCATION RETENTION
32.06
010
01035355
712010
DETECTIVES - EDUCATION RETENTION
45.47
010
01035356
712010
FLEET MAINTENANCE - EDUCATION RETENTION
4.51
9-12
Fund # Org Object Project Description Increase or (Decrease) $
010
0103511
712011
EMERGENCY PREPAREDNESS - HOLIDAY PAY MISCELLANEO
6.10
010
0103522
712011
POLICE IT - HOLIDAY PAY MISCELLANEOUS
41.32
010
01035351
712011
POLICE CHIEF - HOLIDAY PAY MISCELLANEOUS
13.12
010
01035352
712011
POLICE SUPPORT SERVICES - HOLIDAY PAY MISCELLANEOUS
172.23
010
01035353
712011
PATROL- HOLIDAY PAY MISCELLANEOUS
45.84
010
01035354
712011
TRAFFIC- HOLIDAY PAY MISCELLANEOUS
42.72
010
01035355
712011
DETECTIVES - HOLIDAY PAY MISCELLANEOUS
57.65
010
01035356
712011
FLEET MAINTENANCE - HOLIDAY PAY MISCELLANEOUS
9.04
010
0103511
712015
EMERGENCY PREPAREDNESS - LONGEVITY PAY MISC
224.09
010
0103522
712015
POLICE IT- LONGEVITY PAY MISC
779.92
010
01035352
712015
POLICE SUPPORT SERVICES - LONGEVITY PAY MISC
1,031.59
010
01035353
712015
PATROL - LONGEVITY PAY MISC
148.86
010
01035354
712015
TRAFFIC- LONGEVITY PAY MISC
320.22
010
01035355
712015
DETECTIVES - LONGEVITY PAY MISC
642.80
010
01035356
712015
FLEET MAINTENANCE - LONGEVITY PAY MISC
134.64
010
01035354
712021
TRAFFIC - DETECTIVE PAY
345.93
010
01035355
712021
DETECTIVES - DETECTIVE PAY
6,119.78
010
01035353
712022
PATROL - SWAT PAY
1,546.35
010
01035354
712022
TRAFFIC - SWAT PAY
461.24
010
01035355
712022
DETECTIVES - SWAT PAY
1,562.04
010
01035353
712023
PATROL - CRISIS NEGOTIATION TEAM PAY
350.13
010
01035354
712023
TRAFFIC- CRISIS NEGOTIATION TEAM PAY
94.86
010
01035355
712023
DETECTIVES - CRISIS NEGOTIATION TEAM PAY
351.98
010
01035353
712020
PATROL - FIELD TRAINING OFFICER PAY
3,459.50
010
01035354
712020
TRAFFIC - FIELD TRAINING OFFICER PAY
442.85
010
0103511
722001
EMERGENCY PREPAREDNESS - PENSION EE NORMAL COST 1
44.23
010
0103522
722001
POLICE IT - PENSION EE NORMAL COST MISC
298.18
010
01035351
722001
POLICE CHIEF - PENSION EE NORMAL COST MISC
79.92
010
01035352
722001
POLICE SUPPORT SERVICES - PENSION EE NORMAL COST MI
1,053.25
010
01035353
722001
PATROL - PENSION EE NORMAL COST MISC
266.19
010
01035354
722001
TRAFFIC- PENSION EE NORMAL COST MISC
260.04
010
01035355
722001
DETECTIVES - PENSION EE NORMAL COST MISC
367.27
010
01035356
722001
FLEET MAINTENANCE - PENSION EE NORMAL COST MISC
56.99
010
0103511
723002
EMERGENCY PREPAREDNESS - PENSION ER NORMAL COST 1
35.37
010
0103522
723002
POLICE IT - PENSION ER NORMAL COST MISC
238.49
010
01035351
723002
POLICE CHIEF - PENSION ER NORMAL COST MISC
88.91
010
01035352
723002
POLICE SUPPORT SERVICES - PENSION ER NORMAL COST MI
1,175.68
010
01035353
723002
PATROL - PENSION ER NORMAL COST MISC
321.32
010
01035354
723002
TRAFFIC - PENSION ER NORMAL COST MISC
291.37
010
01035355
723002
DETECTIVES - PENSION ER NORMAL COST MISC
363.32
010
01035356
723002
FLEET MAINTENANCE - PENSION ER NORMAL COST MISC
58.14
010
0103511
724001
EMERGENCY PREPAREDNESS - PENSION EE CONTRIB MISC
361.14
010
0103522
724001
POLICE IT- PENSION EE CONTRIB MISC
2,434.90
010
01035351
724001
POLICE CHIEF - PENSION EE CONTRIB MISC
765.99
010
01035352
724001
POLICE SUPPORT SERVICES - PENSION EE CONTRIB MISC
10,112.79
010
01035353
724001
PATROL- PENSION EE CONTRIB MISC
2,665.56
010
01035354
724001
TRAFFIC- PENSION EE CONTRIB MISC
2,501.78
010
01035355
724001
DETECTIVES - PENSION EE CONTRIB MISC
3,314.72
010
01035356
724001
FLEET MAINTENANCE - PENSION EE CONTRIB MISC
522.36
010
01035353
722002
PATROL - PENSION EE NORMAL COST SAFETY
8,586.42
010
01035354
722002
TRAFFIC - PENSION EE NORMAL COST SAFETY
1,419.31
010
01035355
722002
DETECTIVES - PENSION EE NORMAL COST SAFETY
3,399.39
010
01035353
723003
PATROL - PENSION ER NORMAL COST SAFETY
18,008.60
010
01035354
723003
TRAFFIC - PENSION ER NORMAL COST SAFETY
3,044.15
9-13
Fund # Org Object Project Description Increase or (Decrease) $
010 01035355 723003 DETECTIVES - PENSION ER NORMAL COST SAFETY 7,170.68
010
01035353
724002
PATROL - PENSION EE CONTRIB SAFETY
(12,101.76)
010
01035354
724002
TRAFFIC- PENSION EE CONTRIB SAFETY
(1,976.49)
010
01035355
724002
DETECTIVES - PENSION EE CONTRIB SAFETY
(4,737.53)
010
0103511
727016
EMERGENCY PREPAREDNESS - MEDICARE FRINGES
24.45
010
0103522
727016
POLICE IT- MEDICARE FRINGES
164.72
010
01035351
727016
POLICE CHIEF - MEDICARE FRINGES
52.00
010
01035352
727016
POLICE SUPPORT SERVICES - MEDICARE FRINGES
680.84
010
01035353
727016
PATROL- MEDICARE FRINGES
1,840.44
010
01035354
727016
TRAFFIC - MEDICARE FRINGES
439.99
010
01035355
727016
DETECTIVES - MEDICARE FRINGES
876.44
010
01035356
727016
FLEET MAINTENANCE - MEDICARE FRINGES
35.45
010
0103511
728003
EMERGENCY PREPAREDNESS - COMPENSATED ABSENCES
50.78
010
0103522
728003
POLICE IT -COMPENSATED ABSENCES
343.70
010
01035351
728003
POLICE CHIEF - COMPENSATED ABSENCES
109.13
010
01035352
728003
POLICE SUPPORT SERVICES - COMPENSATED ABSENCES
1,432.57
010
01035353
728003
PATROL - COMPENSATED ABSENCES
3,874.23
010
01035354
728003
TRAFFIC -COMPENSATED ABSENCES
891.03
010
01035355
728003
DETECTIVES - COMPENSATED ABSENCES
1,800.46
010
01035356
728003
FLEET MAINTENANCE - COMPENSATED ABSENCES
75.18
010
0103511
721001
EMERGENCY PREPAREDNESS - CAFETERIA ALLOWANCE FT
73.67
010
0103522
721001
POLICE IT - CAFETERIA ALLOWANCE FT
442.01
010
01035351
721001
POLICE CHIEF - CAFETERIA ALLOWANCE FT
221.00
010
01035352
721001
POLICE SUPPORT SERVICES - CAFETERIA ALLOWANCE FT
3,094.05
010
01035353
721001
PATROL - CAFETERIA ALLOWANCE FT
6,335.44
010
01035354
721001
TRAFFIC - CAFETERIA ALLOWANCE FT
1,547.03
010
01035355
721001
DETECTIVES - CAFETERIA ALLOWANCE FT
2,799.38
010
01035356
721001
FLEET MAINTENANCE - CAFETERIA ALLOWANCE FT
147.34
010
0103511
713001
EMERGENCY PREPAREDNESS - OVERTIME MISC & 1/2 TIME
55.40
010
0103522
713001
POLICE IT - OVERTIME MISC & 1/2 TIME
104.91
010
01035351
713001
POLICE CHIEF - OVERTIME MISC & 1/2 TIME
159.62
010
01035352
713001
POLICE SUPPORT SERVICES - OVERTIME MISC & 1/2 TIME
1,487.44
010
01035353
713001
PATROL - OVERTIME MISC & 1/2 TIME
282.75
010
01035354
713001
TRAFFIC - OVERTIME MISC & 1/2 TIME
469.67
010
01035355
713001
DETECTIVES - OVERTIME MISC & 1/2 TIME
131.14
010
01035356
713001
FLEET MAINTENANCE - OVERTIME MISC & 112 TIME
59.54
010
0103522
713002
POLICE IT - OVERTIME SAFETY & 1/2 TIME
1.78
010
01035351
713002
POLICE CHIEF - OVERTIME SAFETY & 1/2 TIME
381.48
010
01035352
713002
POLICE SUPPORT SERVICES - OVERTIME SAFETY & 1/2 TIME
517.19
010
01035353
713002
PATROL- OVERTIME SAFETY & 1/2 TIME
5,469.99
010
01035354
713002
TRAFFIC - OVERTIME SAFETY & 1/2 TIME
1,973.53
010
01035355
713002
DETECTIVES - OVERTIME SAFETY & 1/2 TIME
2,841.74
010
01035356
713002
FLEET MAINTENANCE - OVERTIME SAFETY & 1/2 TIME
1.77
Fund # Object Description
010 300000 GENERAL FUND - FUND BALANCE CONTROL
Subtotal $ 361,588.92
Increase or (Decrease) $
(361,588.92
Subtotal) $ (361,588.92)
Fund Balance Change Required
9-14
ATTACHMENT D
Budget Amendment No. 26-001
9-15
_ City of Newport Beach
z BUDGET AMENDMENT
c4gFon'`� 2025-26 BA#: 26-001
Department: Human Resources
ONETIME: ❑ Yes ❑ No
Requestor: Barbara Salvini
Approvals
❑ CITY MANAGER'S APPROVAL ONLY
Finance Director: 6u Am"JI't Date 6/2/25
x❑ COUNCIL APPROVAL REQUIRED City Clerk: Date
EXPLANATION FOR REQUEST:
To increase expenditure appropriations to fund the agreement with The Newport Beach Police Association (NBPA) for FY ❑ from existing budget appropriations
2025-26. ❑ from additional estimated revenues
Q from unappropriated fund balance
Fund # Org Object Project Description Increase or (Decrease) $
Subtotal l 8
Fund #
Org
Object
Project Description
010
0103511
711001
EMERGENCY PREPAREDNESS - SALARIES MISCELLANEOUS
010
0103522
711001
POLICE IT -SALARIES MISCELLANEOUS
010
01035351
711001
POLICE CHIEF - SALARIES MISCELLANEOUS
010
01035352
711001
POLICE SUPPORT SERVICES - SALARIES MISCELLANEOUS
010
01035353
711001
PATROL- SALARIES MISCELLANEOUS
010
01035354
711001
TRAFFIC - SALARIES MISCELLANEOUS
010
01035355
711001
DETECTIVES - SALARIES MISCELLANEOUS
010
01035356
711001
FLEET MAINTENANCE - SALARIES MISCELLANEOUS
010
01035353
711002
PATROL - SALARIES SAFETY
010
01035354
711002
TRAFFIC - SALARIES SAFETY
010
01035355
711002
DETECTIVES - SALARIES SAFETY
010
01035353
712012
PATROL - HOLIDAY PAY SAFETY
010
01035354
712012
TRAFFIC - HOLIDAY PAY SAFETY
010
01035355
712012
DETECTIVES - HOLIDAY PAY SAFETY
010
01035353
712009
PATROL - SCHOLASTIC ACHIEVEMENT
010
01035354
712009
TRAFFIC - SCHOLASTIC ACHIEVEMENT
010
01035355
712009
DETECTIVES - SCHOLASTIC ACHIEVEMENT
010
01035353
712019
PATROL - SAFETY CERTIFICATION PAY
010
01035354
712019
TRAFFIC -SAFETY CERTIFICATION PAY
010
01035355
712019
DETECTIVES -SAFETY CERTIFICATION PAY
010
0103522
712010
POLICE IT - EDUCATION RETENTION
010
01035351
712010
POLICE CHIEF - EDUCATION RETENTION
010
01035352
712010
POLICE SUPPORT SERVICES - EDUCATION RETENTION
010
01035353
712010
PATROL - EDUCATION RETENTION
010
01035354
712010
TRAFFIC - EDUCATION RETENTION
010
01035355
712010
DETECTIVES - EDUCATION RETENTION
010
01035356
712010
FLEET MAINTENANCE- EDUCATION RETENTION
Increase or (Decrease) $
6,500.00
44,001.00
13,971.00
183,401.00
48,815.00
45,486.00
61,389.00
9,625.00
1,521,831.00
233,413.00
575,519.00
31,221.00
4,789.00
11,807.00
5,824.00
906.00
3,007.00
809.00
163.00
619.00
157.00
105.00
920.00
144.00
208.00
296.00
29.00
9-16
Fund #
Org
Object
Project Description
Increase or (Decrease) $
010
0103511
712011
EMERGENCY PREPAREDNESS - HOLIDAY PAY MISCELLANEOU
40.00
010
0103522
712011
POLICE IT - HOLIDAY PAY MISCELLANEOUS
269.00
010
01035351
712011
POLICE CHIEF - HOLIDAY PAY MISCELLANEOUS
85.00
010
01035352
712011
POLICE SUPPORT SERVICES - HOLIDAY PAY MISCELLANEOUS
1,119.00
010
01035353
712011
PATROL- HOLIDAY PAY MISCELLANEOUS
298.00
010
01035354
712011
TRAFFIC - HOLIDAY PAY MISCELLANEOUS
278.00
010
01035355
712011
DETECTIVES - HOLIDAY PAY MISCELLANEOUS
375.00
010
01035356
712011
FLEET MAINTENANCE - HOLIDAY PAY MISCELLANEOUS
59.00
010
0103511
712015
EMERGENCY PREPAREDNESS - LONGEVITY PAY MISC
2,762.00
010
0103522
712015
POLICE IT - LONGEVITY PAY MISC
9,615.00
010
01035352
712015
POLICE SUPPORT SERVICES - LONGEVITY PAY MISC
12,717.00
010
01035353
712015
PATROL - LONGEVITY PAY MISC
1,835.00
010
01035354
712015
TRAFFIC - LONGEVITY PAY MISC
3,948.00
010
01035355
712015
DETECTIVES - LONGEVITY PAY MISC
7,924.00
010
01035356
712015
FLEET MAINTENANCE - LONGEVITY PAY MISC
1,660.00
010
01035354
712021
TRAFFIC - DETECTIVE PAY
4,497.00
010
01035355
712021
DETECTIVES - DETECTIVE PAY
79,557.00
010
01035353
712022
PATROL - SWAT PAY
20,103.00
010
01035354
712022
TRAFFIC - SWAT PAY
5,996.00
010
01035355
712022
DETECTIVES - SWAT PAY
20,306.00
010
01035353
712023
PATROL - CRISIS NEGOTIATION TEAM PAY
4,552.00
010
01035354
712023
TRAFFIC - CRISIS NEGOTIATION TEAM PAY
1,233.00
010
01035355
712023
DETECTIVES - CRISIS NEGOTIATION TEAM PAY
4,576.00
010
01035353
712020
PATROL- FIELD TRAINING OFFICER PAY
44,974.00
010
01035354
712020
TRAFFIC - FIELD TRAINING OFFICER PAY
5,757.00
010
0103511
722001
EMERGENCY PREPAREDNESS - PENSION EE NORMAL COST N
287.00
010
0103522
722001
POLICE IT - PENSION EE NORMAL COST MISC
1,938.00
010
01035351
722001
POLICE CHIEF - PENSION EE NORMAL COST MISC
519.00
010
01035352
722001
POLICE SUPPORT SERVICES - PENSION EE NORMAL COST MIS
6,846.00
010
01035353
722001
PATROL - PENSION EE NORMAL COST MISC
1,730.00
010
01035354
722001
TRAFFIC - PENSION EE NORMAL COST MISC
1,690.00
010
01035355
722001
DETECTIVES - PENSION EE NORMAL COST MISC
2,387.00
010
01035356
722001
FLEET MAINTENANCE - PENSION EE NORMAL COST MISC
370.00
010
0103511
723002
EMERGENCY PREPAREDNESS - PENSION ER NORMAL COST N
230.00
010
0103522
723002
POLICE IT - PENSION ER NORMAL COST MISC
1,550.00
010
01035351
723002
POLICE CHIEF - PENSION ER NORMAL COST MISC
578.00
010
01035352
723002
POLICE SUPPORT SERVICES - PENSION ER NORMAL COST MIS
7,642.00
010
01035353
723002
PATROL - PENSION ER NORMAL COST MISC
2,089.00
010
01035354
723002
TRAFFIC - PENSION ER NORMAL COST MISC
1,894.00
010
01035355
723002
DETECTIVES - PENSION ER NORMAL COST MISC
2,362.00
010
01035356
723002
FLEET MAINTENANCE - PENSION ER NORMAL COST MISC
378.00
010
0103511
724001
EMERGENCY PREPAREDNESS - PENSION EE CONTRIB MISC
5,063.00
010
0103522
724001
POLICE IT - PENSION EE CONTRIB MISC
34,139.00
010
01035351
724001
POLICE CHIEF - PENSION EE CONTRIB MISC
10,740.00
010
01035352
724001
POLICE SUPPORT SERVICES - PENSION EE CONTRIB MISC
141,787.00
010
01035353
724001
PATROL- PENSION EE CONTRIB MISC
37,372.00
010
01035354
724001
TRAFFIC- PENSION EE CONTRIB MISC
35,076.00
010
01035355
724001
DETECTIVES - PENSION EE CONTRIB MISC
46,474.00
010
01035356
724001
FLEET MAINTENANCE - PENSION EE CONTRIB MISC
7,324.00
010
01035353
722002
PATROL - PENSION EE NORMAL COST SAFETY
93,020.00
010
01035354
722002
TRAFFIC - PENSION EE NORMAL COST SAFETY
15,376.00
010
01035355
722002
DETECTIVES - PENSION EE NORMAL COST SAFETY
36,827.00
010
01035353
723003
PATROL - PENSION ER NORMAL COST SAFETY
195,093.00
010
01035354
723003
TRAFFIC - PENSION ER NORMAL COST SAFETY
32,978.00
010
01035355
723003
DETECTIVES - PENSION ER NORMAL COST SAFETY
77,682.00
9-17
Fund #
Org
Object
Project Description
Increase or (Decrease) $
010
01035353
724002
PATROL - PENSION EE CONTRIB SAFETY
(131,102.00)
010
01035354
724002
TRAFFIC - PENSION EE CONTRIB SAFETY
(21,412.00)
010
01035355
724002
DETECTIVES - PENSION EE CONTRIB SAFETY
(51,323.00)
010
0103511
727016
EMERGENCY PREPAREDNESS - MEDICARE FRINGES
275.00
010
0103522
727016
POLICE IT- MEDICARE FRINGES
1,852.00
010
01035351
727016
POLICE CHIEF - MEDICARE FRINGES
585.00
010
01035352
727016
POLICE SUPPORT SERVICES - MEDICARE FRINGES
7,655.00
010
01035353
727016
PATROL- MEDICARE FRINGES
20,694.00
010
01035354
727016
TRAFFIC - MEDICARE FRINGES
4,947.00
010
01035355
727016
DETECTIVES - MEDICARE FRINGES
9,855.00
010
01035356
727016
FLEET MAINTENANCE - MEDICARE FRINGES
399.00
010
0103511
728003
EMERGENCY PREPAREDNESS - COMPENSATED ABSENCES
569.00
010
0103522
728003
POLICE IT - COMPENSATED ABSENCES
3,848.00
010
01035351
728003
POLICE CHIEF - COMPENSATED ABSENCES
1,222.00
010
01035352
728003
POLICE SUPPORT SERVICES - COMPENSATED ABSENCES
16,041.00
010
01035353
728003
PATROL - COMPENSATED ABSENCES
43,380.00
010
01035354
728003
TRAFFIC - COMPENSATED ABSENCES
9,977.00
010
01035355
728003
DETECTIVES - COMPENSATED ABSENCES
20,160.00
010
01035356
728003
FLEET MAINTENANCE - COMPENSATED ABSENCES
842.00
010
0103511
721001
EMERGENCY PREPAREDNESS - CAFETERIA ALLOWANCE FT
884.00
010
0103522
721001
POLICE IT - CAFETERIA ALLOWANCE FT
5,304.00
010
01035351
721001
POLICE CHIEF - CAFETERIA ALLOWANCE FT
2,652.00
010
01035352
721001
POLICE SUPPORT SERVICES - CAFETERIA ALLOWANCE FT
37,129.00
010
01035353
721001
PATROL - CAFETERIA ALLOWANCE FT
76,025.00
010
01035354
721001
TRAFFIC - CAFETERIA ALLOWANCE FT
18,564.00
010
01035355
721001
DETECTIVES - CAFETERIA ALLOWANCE FT
33,593.00
010
01035356
721001
FLEET MAINTENANCE - CAFETERIA ALLOWANCE FT
1,768.00
010
0103511
713001
EMERGENCY PREPAREDNESS - OVERTIME MISC & 1/2 TIME
600.00
010
0103522
713001
POLICE IT - OVERTIME MISC & 1/2 TIME
1,137.00
010
01035351
713001
POLICE CHIEF - OVERTIME MISC & 1/2 TIME
1,729.00
010
01035352
713001
POLICE SUPPORT SERVICES - OVERTIME MISC & 1/2 TIME
16,114.00
010
01035353
713001
PATROL - OVERTIME MISC & 1/2 TIME
3,063.00
010
01035354
713001
TRAFFIC - OVERTIME MISC & 1/2 TIME
5,088.00
010
01035355
713001
DETECTIVES - OVERTIME MISC & 1/2 TIME
1,421.00
010
01035356
713001
FLEET MAINTENANCE - OVERTIME MISC & 1/2 TIME
645.00
010
0103522
713002
POLICE IT - OVERTIME SAFETY & 1/2 TIME
19.00
010
01035351
713002
POLICE CHIEF - OVERTIME SAFETY & 1/2 TIME
4,133.00
010
01035352
713002
POLICE SUPPORT SERVICES - OVERTIME SAFETY & 1/2 TIME
5,603.00
010
01035353
713002
PATROL - OVERTIME SAFETY & 1/2 TIME
59,258.00
010
01035354
713002
TRAFFIC - OVERTIME SAFETY & 1/2 TIME
21,380.00
010
01035355
713002
DETECTIVES - OVERTIME SAFETY & 1/2 TIME
30,786.00
010
01035356
713002
FLEET MAINTENANCE - OVERTIME SAFETY & 1/2 TIME
19.00
Subtotall $ 4,106,309.00
FUND BALANCE
Fund # Object Description Increase or (Decrease) $
010 300000 GENERAL FUND - FUND BALANCE CONTROL (4,106,309.00)
Subtotal $ (4,106,309.00)
Fund Balance Change Required
9-18