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Home My WebLink About2025-30 - Adopting a Memorandum of Understanding Between the City of Newport Beach and the Newport Beach Police Association and Amending the Salary ScheduleRESOLUTION 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; Resolution No. 2025-30 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. Resolution No. 2025-30 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. ATTEST: b-**,- Leilani I. Brown , City Clerk APPROVED AS TO FORM: CITY A TORNEY'S OFFICE Aaron . Harp City Attorney Attachment A - Memorandum of Understanding A' --- Joe aple n May r EXHIBIT A MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF NEWPORT BEACH AND NEWPORT BEACH POLICE ASSOCIATION FORS May 31, 2025 through June 30, 2028 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 SECTION2. 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 PERIODICODE SEVEN TIME.....................................................................................................12 OVERTIME..................................................................................................................................12 OVERTIMECOMPENSATION - COURT...............................................................................................14 EDUCATION RETENTION INCENTIVE PROGRAM - NON-SWORN...........................................................14 NBPA MOU 2025-2028 Page 13 SCHOLASTIC ACHIEVEMENT PAY - SWORN.........................................................................................15 NON -SWORN PERSONNEL SHIFT DIFFERENTIAL.................................................................................16 TRAININGPAY..............................................................................................................................16 SPECIALASSIGNMENT PAY..............................................................................................................16 MOTOROFFICER PAY......................................................................................................................17 CANINEOFFICER PAY......................................................................................................................18 MATRONPAY...............................................................................................................................18 MINIMUMCALL BACK....................................................................................................................18 BILINGUALPAY.............................................................................................................................19 CERTIFICATIONPAY......................................................................................................................19 UNIFORMALLOWANCE..............................................................................................................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 SECTION4. FRINGE BENEFITS............................................................................................................. 23 INSURANCE...............................................................................................................................23 ADDITIONAL INSURANCEIPROGRAMS .......................................................................................25 NBPA MOU 2025-2028 Page 14 EMPLOYEEASSISTANCE PROGRAM.................................................................................................... 25 THERETIREMENT BENEFIT............................................................................................................... 26 RETIREE MEDICAL BENEFIT.............................................................................................................. 28 CITY CONTRIBUTION TO PORAC RETIREE MEDICAL TRUST(RMT) .......................................................... 31 DEFERRED COMPENSATION.........................................................................................................31 TUITIONREIMBURSEMENT..........................................................................................................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 GRIEVANCEPROCEDURE............................................................................................................36 PRE -HEARING BRIEFS..................................................................................................................... 38 USE OF TOBACCO PRODUCTS........................................................................................................... 38 DIRECTDEPOSIT..........................................................................................................................38 CONTRACT NEGOTIATIONS.........................................................................................................38 RECOUPMENT OF OVERPAYMENTS................................................................................................... 38 FUNERALEXPENSES...................................................................................................................39 NBPA MOU 2025-2028 Page 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. IMICIVOIrl 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"): 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; i. the right to take all necessary actions to fulfill the Department's responsibilities in the event of an emergency; j. the exercise of complete control and discretion over the manner of organization, and the appropriate technology, best suited to the performance of departmental functions. The practical consequences of a Management Rights decision on wages, hours, and other terms and conditions of employment shall be subject to the grievance procedures. E. CONCLUSIVENESS NBPA MOU 2025-2028 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. I. 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 yearof service at the prior step ii. Police Officers are eligible to move from Step 7 to 8 after years of service at Step 7 iii. Police Officers are eligible to move from Step 8 to 9 after 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 yearof 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(8)(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 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-swom 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 fora step increase at the beginning of the first full pay period in July ("Step Increase Eligibility Date'). 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 NBPA MOU 2025-2028 Page 112 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% For Employees Hired as Fu!I-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. NBPA MOU 2025-2028 Page 113 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. 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 NBPA MOU 2025-2028 Page 114 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. I. 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: NBPA MOU 2025-2028 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 NBPA MOU 2025-2028 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 bylaw, the assignment pay in this section is special compensation and shall be reported to Ca1PERS 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, NBPA MOU 2025-2028 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 bylaw, 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 Ca1PERS as to whether this form of special compensation maybe reported to CalPERS 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. NBPA MOU 2025-2028 Page 118 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 %) 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 NBPA MOU 2025-2028 Page 119 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 CalPERS 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 NBPA MOU 2025-2028 Page 120 Code of Regulation, Section 571(a)(5). Notwithstanding the previous sentence, for "new members" as defined by the Public Employees' Pension Reform Act of 2013, the uniform allowance will not be reported as pensionable compensation to CaIPERS. 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 NBPA MOU 2025-2028 Page 121 (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 NBPA MOU 2025-2028 Page 122 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. J061TO -TAT 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. NBPA MOU 2025-2028 Page 123 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 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 NBPA MOU 2025-2028 Page 124 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. NBPA MOU 2025-2028 Page 125 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. NBPA MOU 2025-2028 Page 126 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 11 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. NBPA MOU 2025-2028 Page 127 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 ll: 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. NBPA MOU 2025-2028 Page 128 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) NBPA MOU 2025-2028 Page 129 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 FlexNacation 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 NBPA MOU 2025-2028 Page 130 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 CaIPERS 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 NBPA MOU 2025-2028 Page 131 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 NBPA MOU 2025-2028 Page 132 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. I. 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 NBPA MOU 2025-2028 Page 133 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 NBPA MOU 2025-2028 Page 134 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 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 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 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 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. I. 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 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 For the Association: For the City: Elizabeth Silver �LPA__ E-b-S, a (l 4.MM 1754 PUD Jo 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 �' )-1,4 Jue De9Am(Jun If,20252215 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 Page 140 NBPA MOU 2025-2028 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 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 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 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 1 17 3 $ 30.84 $ 5,346 $ 64,154 Police Mechanic 1 17 4 $ 32.39 $ 5,614 $ 67,365 Police Mechanic 1 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 II 18 2 $ 34.05 $ 5,902 $ 70,828 Police Mechanic II 18 3 $ 35.76 $ 6,199 $ 74,391 Police Mechanic II 18 4 $ 37.54 $ 6,507 $ 78,079 Police Mechanic II 18 5 $ 39.41 $ 6,831 $ 81,968 Police Mechanic II 18 6 $ 41.36 $ 7,169 $ 86,032 Police Mechanic II 18 7 $ 43.45 $ 7,531 $ 90,373 Police Mechanic II 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 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 Range master -Arm orer 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 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 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 1 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 1 17 6 $ 37.16 $ 6,441 $ 77,288 Police Mechanic 1 17 7 $ 38.99 $ 6,758 $ 81,097 Police Mechanic 1 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 II 18 3 $ 37.20 $ 6,447 $ 77,366 Police Mechanic 11 18 4 $ 39.04 $ 6,767 $ 81,202 Police Mechanic 11 18 5 $ 40.98 $ 7,104 $ 85,246 Police Mechanic 11 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 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. 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 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 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 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 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 1 17 1 $ 30.24 $ 5,242 $ 62,904 Police Mechanic 1 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 1 17 6 $ 38.64 $ 6,698 $ 80,379 Police Mechanic 1 17 7 $ 40.55 $ 7,028 $ 84,341 Police Mechanic 1 17 8 $ 42.58 $ 7,380 $ 88,558 Police Mechanic II 18 1 $ 35.04 $ 6,074 $ 72,889 Police Mechanic II 18 2 $ 36.83 $ 6,384 $ 76,608 Police Mechanic II 18 3 $ 38.68 $ 6,705 $ 80,461 Police Mechanic II 18 4 $ 40.60 $ 7,038 $ 84,450 Police Mechanic II 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 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. STATE OF CALIFORNIA } COUNTY OF ORANGE } ss. CITY OF NEWPORT BEACH } I, Leilani I. Brown, City Clerk of the City of Newport Beach, California, do hereby certify that the whole number of members of the City Council is seven; the foregoing resolution, being Resolution No. 2025-30 was duly introduced before and adopted by the City Council of said City at a regular meeting of said Council held on the loth day of June, 2025; and the same was so passed and adopted by the following vote, to wit: AYES: Mayor Joe Stapleton, Mayor Pro Tern Lauren Kleiman, Councilmember Michelle Barto, Councilmember Noah Blom, Councilmember Robyn Grant, Councilmember Sara J. Weber NAYS: None ABSENT: Councilmember Erik Weigand IN WITNESS WHEREOF, I have hereunto subscribed my name and affixed the official seal of said City this 11 th day of June, 2025. b&LI, Leilani I. Brown City Clerk Newport Beach, California F- 4*�Llr0 RNii