HomeMy WebLinkAbout2025-36 - Adopting a Memorandum of Understanding Between the City of Newport Beach and the Newport Beach Employees League and Amending the Salary ScheduleRESOLUTION NO. 2025-36
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 EMPLOYEES LEAGUE 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 Employees League ("LEAGUE"), a recognized
organization, for the term of January 1, 2022 through December 31, 2025;
WHEREAS, representatives from the City and the LEAGUE 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 the LEAGUE attached hereto as Attachment A and incorporated
herein by this reference;
WHEREAS, LEAGUE 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 LEAGUE unit members so as to be in conformance with the
Memorandum of Understanding;
Resolution No. 2025-36
Page 2 of 3
WHEREAS, the City Manager has reviewed the changes to the salary schedule
for LEAGUE 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 the LEAGUE by
adopting the Memorandum of Understanding attached hereto as Attachment A to serve
as the successor agreement between the City and the LEAGUE for the period June 14,
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 the LEAGUE shall be provided in accordance with the
provisions of the Memorandum of Understanding attached hereto as Attachment A, which
shall serve as the successor agreement between the City and the LEAGUE for the period
June 14, 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. 2025-36
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 24th day of June 2025.
- - -- --....--
APPROVED AS TO FORM:
CITY TTORNEY'S OFF
AAroh C. Harp
City Attorney
Attachment: Exhibit A - Memorandum of Understanding between the City and the
Newport Beach Employees League
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF NEWPORT BEACH
".119ER
THE NEWPORT -BEACH EMPLOYEES -LEAGUE - - -
Term: June 14, 2025 through June 30, 2028
PRF�BILE........................................................................................................
SECTION 1 -GENERAL PROVISIONS
Recognition.........................................................................................................
Term....................................................................................................................
ReleaseTime......................................................................................................
Scope..................................................................................................................
Conclusiveness..................................................................................................
Modifications.......................................................................................................
NBEL Dues--:::................... ..... . .. - --- ---- - - --- ---
1
1
.2
.2
.3
.4
4
SECTION 2 - COMPENSATION
Salary.......................................................................................................................................
4
Overtime...................................................................................................................................
4
StandbyDuty...........................................................................................................................
5
Call-Back..................................................................................................................................
6
Accumulation of Compensatory Time Off..............................................................................
6
ShiftDifferential........................................................................................................................
6
ActingPay.................................................................................................................................
7
CertificationPay.......................................................................................................................
7
CourtTime................................................................................................................................
9
SECTION 3 - LEAVES
FlexLeave................................................................................................................................
9
VacationLeave.......................................................................................................................
10
SickLeave..............................................................................................................................
11
HolidayLeave.........................................................................................................................
12
BereavementLeave...............................................................................................................
13
Reproductive Loss Leave.........................................................................................................
13
LeaveSellback.......................................................................................................................
13
SECTION 4 - FRINGE BENEFITS
HealthInsurance.....................................................................................................................
14
Additional Health Insurance/Programs.................................................................................
16
EmployeeAssistance Program.............................................................................................
17
PERSRetirement Benefit......................................................................................................
17
RetireeMedical Benefit.........................................................................................................18
Tuition Reimbursement...........................................................................................................22
DeferredCompensation........................................................................................................
22
SECTION 5 - MISCELLANEOUSIWORKING CONDITIONS
Reduction in Force/Layoffs..................................
Non-Discrimination................................................
Promotional Preference ........................................
Work Schedules ....................................................
Labor Management Committee ............................
Discipline - Notice of Intent .................................
Grievance Procedure ............................................
Probationary Period ..............................................
Failure of Probation ..............................................
Accident Reporting ................................................
SafetyShoes ........................................................
Uniforms.................................................................
Voluntary Training Program ..................................
In -Service Supervisory and Safety Training........
Clean -Up Time ......................................................
RestPeriods..........................................................
Service Awards .....................................................
DirectDeposit........................................................
Salary on Reclassification ....................................
Classification and Compensation Studies...........
Separability............................................................
Overpayment.........................................................
...I ............... 23
................... 25
................... 25
................... 25
................... 26
................... 26
................... 27
................... 28
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................... 29
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................... 30
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................... 31
................... 31
............................................................... 31
............................................................... 31
............................................................... 32
............................................................... 32
EXHIBIT A - Represented Classifications and Pay Rates ................................................... 34
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF NEWPORT BEACH AND
NEWPORT BEACH EMPLOYEES LEAGUE
This MEMORANDUM OF UNDERSTANDING (hereinafter referred to as "MOU") is
entered into with reference to the following:
PREAMBLE
1. The NEWPORT BEACH EMPLOYEES LEAGUE ("NBEL"), a recognized
employee organization, affiliated with the Orange County Employees Association
("OCEA"), 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. NBEL representatives and City representatives have reached agreement as to
wages, hours and other terms and conditions of employment for the period from
June 14, 2025 through June 30, 2028 and this agreement has been embodied in
this MOU.
3. This MOU, upon approval by NBEL and the Newport Beach City Council,
represents the total and complete understanding and agreement between the
parties regarding all matters within the scope of representation.
SECTION 1. GENERAL PROVISIONS
A. RECOGNITION
In accordance with the provisions of the Charter of the City of Newport Beach, the Meyers-
Milias-Brown Act of the State of California and the provisions of the Employer's/Employee
Labor Relations Resolution No. 2001-50, City hereby confirms its prior certification of
NBEL as the recognized employee organization for the purpose of meeting and conferring
regarding wages, hours and other terms and conditions of employment for all employees
in those classifications specified in Exhibit "A", or as appropriately modified in accordance
with the Employer/Employee Resolution. All other classifications and positions not
specifically included within Exhibit "A" are excluded from representation by the NBEL.
1:11111111110:7Jil
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 June 14, 2025. This MOU shall remain in full force and effect
until June 30, 2028 and the provisions of this MOU shall continue after the date
of expiration of this MOU in the event the parties are meeting and conferring
on a successor MOU.
Page 12
2. The provisions of this MOU shall prevail over conflicting provisions of the
Newport Beach City Charter, the ordinances, resolutions and policies of the City
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
1. Four NBEL officers designated by the NBEL shall collectively be granted an
annual maximum of 150 hours paid release time, for the conduct of NBEL
business. Such time shall be exclusive of actual time spent in collective
bargaining and shall be scheduled at the discretion of the NBEL officer. Every
effort will be made to schedule this _ time to avoid interference with City
operations.
2. Release time designees shall be identified annually and notice shall be
provided to the City. Release time incurred shall be reported regularly in the form
and manner prescribed by the City.
3. Activities performed on release time shall include representation of members
in rights disputes; preparation for collective bargaining activities, and
distribution of NBEL written communication in the workplace.
4. Each January, the City will examine the number of Release Time hours the
NBEL used the preceding year. If the NBEL used in excess of 75% of the hours
normally granted (150), the NBEL will be granted an additional 30 hours for
that year.
D. SCOPE
All present written rules and current established practices and employees' rights,
privileges and benefits that are within the scope of representation shall remain in
full force and effect during the term of this MOU unless specifically amended by
the provisions of this MOU.
2. The practical consequences of a Management Rights decision on wages, hours,
and other terms and conditions of employment shall be subject to the grievance
procedures.
3. Pursuant to this MOU, the City reserves and retains all of its inherent exclusive and
non-exclusive managerial rights, powers, functions and authorities ("Management
Rights") as set forth in the Employer -Employee Relations Resolution No. 2001-50.
Management Rights include, but are not limited to, the following:
(a) the determination of the purposes and functions of City Departments;
NBEL MOU 2025-2028
Page 13
(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;
(fl the power to relieve employees from duty for lack of work or other legitimate
reasons;
(g) to maintain the efficiency of operations;
(h) to determine the methods, means and personnel by which operations are to be
conducted;
(i) the right to take all necessary actions to fulfill the Department's responsibilities
in the event of an emergency; and
Q) the exercise of complete control and discretion over the manner of
organization, and the appropriate technology, best suited to the
performance of departmental functions.
The practical consequences of a Management Rights decision on wages, hours,
and other terms and conditions of employment shall be subject to the grievance
procedures.
E. CONCLUSIVENESS
With the exception of a separate MOU covering retirement issues, this MOU contains all
of the covenants, stipulations, and provisions agreed upon by the parties. Therefore, for
the term of this MOU, neither party shall be compelled, and each party expressly waives
its rights to request the other to meet and confer concerning any issue within the scope
of representation except as expressly provided herein or by mutual agreement of the
parties. No representative of either party has the authority to make, and none of the
parties shall be bound by, any statement, representation or agreement reached prior to
the execution of this MOU and not set forth herein.
As provided in the Employer -Employee Relations Resolution No. 2001-50, the City shall
determine the manner in which City services are to be provided, including whether the
City should provide services directly or contract out work, including work that is currently
being performed by NBEL members. In the event the City introduces a plan to outsource
services currently being performed by NBEL members to achieve greater efficiency
and/or cost savings, and upon request by the NBEL, the City shall meet and confer with
NBEL representatives to discuss the impacts of the City's decision to contract out work.
The City shall retain sole authority to decide whether or not to contract out work, including
NBEL MOU 2025-2028
Page 14
work that is currently being performed by NBEL members. This provision shall not limit
the City's authority to enter into such an agreement for any City services.
F. MODIFICATIONS
Any agreement, understanding, 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. NBEL DUES
1. The collection of NBEL dues shall be handled through the payroll deduction
process.
2. NBEL agrees to defend, indemnify and hold harmless the City for its
collection of NBEL dues.
SECTION 2. COMPENSATION
A. SALARY
Base salary increases for all NBEL represented classifications shall be as follows and as
specified in Exhibit A:
Effective June 14, 2025, there shall be a base salary increase of five percent (5.0%) for
all classifications in the bargaining unit.
Effective the first full pay period after July 1, 2026, there shall be a base salary increase
of four percent (4.051o) for all classifications in the bargaining unit.
Effective the first full pay period after July 1, 2027, there shall be a base salary increase
of three percent (3.0%) for all classifications in the bargaining unit.
B. OVERTIME
1. Advanced Approval - Employees must have advanced approval from their
supervisor to work overtime.
2. FLSA Overtime - Overtime earned for actual work hours in excess of 40 in the
employee's defined FLSA workweek.
3. Contract Overtime - Overtime earned for an employee whose hours paid in their
defined FLSA workweek exceeds 40. For purposes of calculating hours paid for
contract overtime, holidays and pre -scheduled vacation or Flex leave occurring
during the work week count as time worked. The use of sick leave, floating holiday
hours or flex leave that is not pre -scheduled and approved in writing in advance do
NBEL MOU 2025-2028
Page 15
not count as hours worked for purposes of calculating hours paid for determining
eligibility for contract overtime.
4. Rate at Which Overtime is Calculated - Both FLSA and Contract Overtime (paid
at time and one half-1.5) shall be calculated at the regular rate of pay, except that
the rate at which Contract Overtime is calculated shall not include the City's
Cafeteria Plan Allowance, the opt -out Cafeteria Plan Allowance, or any cash
back an employee may receive from the Cafeteria Plan Allowance by choosing
benefits which cost less than the Allowance.
5. Workweek for Purposes of Calculatina Overtime - For employees who work the
9/80 work schedule, their defined FLSA workweek shall begin exactly four
hours after the start time of their shift on their alternating regular day off (i.e.,
their eight -hour day) and end exactly 168 hours later. For employees who work
a 5/40 work schedule, their workweek shall begin on Saturday at 12:01 a.m.
and will end exactly 168 hours later the following Saturday at 12:00 a.m.
6. Work Schedule - Regardless of the type of work schedule an employee is assigned
(e.g., 5/40 and 9/80), full time employees are regularly scheduled to work forty (40)
hours in their defined FLSA workweek.
7. Reporting Time - The City calculates overtime in tenths of an hour. An employee
who works in excess of three minutes of the next tenth should round up to the next
tenth and if the employee works three minutes or less of the next tenth should
round down. For example, if an employee whose normal work schedule ends at
5:00 p.m. works until 5:03 p.m. he/she should round down and not report the
additional three minutes. However, if the employee works until 5:04 p.m., he/she
should report an additional tenth of an hour of time worked.
C. STANDBY DUTY
1. Defined
(a) To be ready to respond immediately to calls for service;
(b) To be reachable by telephone;
(c) To remain within a specified distance from his/her work station; and
(d) To refrain from activities which might impair the employee's ability to perform
his/her assigned duties.
2. Compensation
Effective June 14, 2025, standby duty compensation for all unit employees shall
be twelve dollars ($12.00) per hour. Standby pay will not be piggybacked with any
NBEL MOU 2025-2028
Page 16
other paid time, such as call-back, scheduled or unscheduled overtime, or if
working a scheduled shift.
D. CALL-BACK
1. Defined
Call-back requires the employee to respond to a request to return to his/her work
station after the normal work shift has been completed and the employee has left
his/her normal work station. Those periods of overtime which had been scheduled
by the Department Director prior to the end of the normal work shift are not
considered call-back duty.
2. Compensation
All employees on call-back duty shall receive a minimum of two (2) hours pay. If
an employee works more than two (2) hours, he/she shall receive pay for actual
hours worked.
E. ACCUMULATION OF COMPENSATORY TIME OFF
Unit members may receive compensatory time off (CTO), in lieu of cash, as compensation
for overtime hours worked at the rate of one and one half hours for each hour of overtime
worked. An employee may only accrue CTO if requested and then approved by the
employee's supervisor. Call-back time may be converted to CTO with supervisor
approval.
Employees may accumulate up to eighty (80) hours of CTO. If an employee has eighty
(80) hours of accrued CTO, he/she will not be able to accrue additional CTO until he/she
uses CTO to reduce his/her balance below eighty (80) hours.
F. SHIFT DIFFERENTIAL
The City agrees to pay $1.00 per hour shift differential for Employees working a regularly
scheduled work shift of which four or more hours are worked between the hours of 5 p.m.
and 5 a.m. Overtime worked as an extension of an assigned day shift shall not qualify an
employee for shift differential. The differential pay is paid only for hours actually worked.
In accordance with this provision, City agrees to pay $.50 per hour shift differential to
automotive shop mechanics for hours worked after 5:00 p.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) or Section 571. 1(b)(3) Shift Differential Pay. However, for
"new members" as defined by the Public Employees' Pension Reform Act (PEPRA)
of 2013, shift differential pay will not be reported as pensionable compensation to
NBEL MOU 2025-2028
Page 17
CaIPERS.
G. ACTING PAY
NBEL employees will be eligible to receive "acting pay" only after completing 80
consecutive hours in the higher classification. Acting pay is 107.5% of the employee's
base pay rate.
Once the minimum hours' requirement has been satisfied, acting pay will be granted
for all hours worked above 40 hours beginning with the 41 st hour worked in the higher
classification.
The parties agree that to the extent permitted by law, acting pay is special
compensation and shall be reported to CaIPERS as such pursuant to Title 2 CCR,
Section 571_(a)(3) Temporary Upgrade Pay. The employee must be -performing- 100%
of the duties in the higher classification for Temporary Upgrade Pay to be reportable.
However, for "new members" as defined by the Public Employees' Pension Reform
Act (PEPRA) of 2013, Acting Pay will not be reported as pensionable compensation
to CaIPERS.
H. CERTIFICATION PAY
Unit members holding a valid and current certification in areas indicated below are eligible
for certification pay, provided that the certification is directly relevant to their job duties.
Employees may submit proof of valid certificates, including renewals, upon
completion. It is the responsibility of the NBEL member to apply for the Certificate
Pay. Approval of the member's application shall not be unreasonably withheld or
delayed, and the member shall not be entitled to receive the Certificate Pay prior to
the date the application is approved, even though the member may have been eligible
prior to approval. Payment for certifications will be made on a bi-weekly basis. The
bi-weekly payment for such eligible certificates will begin the first full pay period
following department approval. If an approved certificate expires, bi-weekly payments
will cease until the pay period following submission of proof of the certificate's
renewal. All amounts listed below reflect the annual benefit for the specified
certificate:
1. Water or Wastewater Operator
Grade 1
$143
Grade II
$455
Grade 111
$585
Grade IV
$845
Grade V
$1,040
These pays do not stack. Employees receive the one pay from the list above
for the Grade they have achieved.
NBEL MOU 2025-2028
Page 18
2. Backflow Certification - $286
3. Qualified Applicator Certificate - $143 for each category, up to a maximum of $429
4. Emergency Vehicle Technician
a. Level 1- $143
b. Level II - $286
c. Level III - $520
These pays do not stack. Employees receive the one pay from the list above for
the Level they have achieved.
5. Certified Arborist - $143
6. ASE Certification - $72 each and $286 for possessing a current ASE Master Truck
Technician and $286 for possessing a current ASE Master Automobile Technician
certification.
7. Commercial Driver's License, Class A - $286
8. Commercial Driver's License, Class B - $215
9. Public Works Certificate (18-20 Jr. College units) or Maintenance Superintendents
Association (MSA) Certificate - $390
10. Water Utility Science Certificate - $390
11. Cross Connection Specialist - $143
12. Crane Certification - $143
13. Forklift Trainer - $390 (2 employees, max)
14. CWEA Electrical & Instrumentation Technologist Certification:
Grade 1
$143
Grade 11
$455
Grade 111
$585
Grade IV
$845
Grade V
$1,040
These pays do not stack. Employees receive the one pay from the list above for
the Grade they have achieved.
15. CNG Fuel System Inspector Certification- $143
NBEL MOU 2025-2028
Page 19
The maximum certificate pay benefit for unit members shall be $5,000 annually.
The parties agree that to the extent permitted by law, the City shall report to the
CalPERS eligible certificate pays as Educational Incentive pursuant to Title 2 CCR,
Section 571(a)(2) or 571.1(b)(2).
The City will reimburse employees for: 1) application, testing, and certification fees
for successfully completing certification examinations for the above listed
certificates, and 2) required physicals when employees obtain/renew required
Class A or B Drivers Licenses.
I. COURT TIME
Employees who are required to appear in Court during their off -duty hours in
connection with City business shall receive overtime compensation for the number of
hours they spend in court, with a minimum of two (2) hours of such compensation.
SECTION 3. LEAVES
A. FLEX LEAVE
1. Unit members shall accrue Flex leave at the following rates:
Years of
Hrs Accrued per
Annual
Max Balance
Continuous
Pay Period
hours
hours
Service
Less than 5
6.00
156.00
468.00
5 but less than 9
6.61
171.86
515.58
9 but less than 12
7.23
187.98
563.94
12 but less than 16
8.15
211.90
635.70
16 but less than 20
8.77
228.02
684.06
20 but less than 25
9.38
243.88
731.64
25 and over
10.00
260.00
780.00
Members shall accrue three (3) months (i.e., 39 hours) of Flex leave (as
provided in the chart above) upon completion of three (3) months of
continuous employment with the City of Newport Beach, provided however, this
amount shall be reduced by any Flex leave time advanced during the first
three (3) months of employment.
2. Limit on Accumulation
Members hired prior to July 1, 1996:
NBEL MOU 2025-2028
Page 110
Members hired prior to July 1, 1996 shall be paid for earned Flex leave in
excess of the maximum permitted accrual at the member's hourly rate of pay
provided that they have utilized at least eighty (80) hours of Flex leave the
previous calendar year. Any paid leave earned in excess of this level will be
paid on an hour for hour basis in cash (spill over pay) at the employee's hourly
rate of pay. Employees who have not utilized the required amount of leave
the prior calendar year shall not be eligible to accrue time above the maximum
accrual limit.
Employees hired after July 1, 1996:
Employees first hired, or rehired by the City subsequent to July 1, 1996 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.
3. Method of Use
The Department Director shall approve all requests for Flex leave taking into
consideration the needs of the Department, and whenever possible the
seniority and wishes of the employee. Flex leave may be granted on an hourly
basis.
B. VACATION LEAVE
This section applies only to those Regular Full-time Employees hired on or before
January 1, 1990 and who have elected not to enroll in the Flex Leave program.
1. Basis for Accrual/Full-Time Employees
Employees entitled to Vacation leave -with -pay shall accrue such leave based
on years of continuous service and the number of hours in a normal work week
for the position to which they are assigned in accordance with the following
schedule:
Years of Continuous
Service
Less than 5
5 but less than 9
9 but less than 12
12 but less than 16
16 but less than 20
20 but less than 25
25 and over
NBEL MOU 2025-2028
Accrual per pav period
Hours
3.38
3.99
4.61
5.22
5.84
6.46
7.07
Page Ill
2. Limit on Accumulation
Accrual of vacation days in excess of those earned for two years of continuous
service is not permitted past December 31 st of each year with the following
exception: with approval of the Department Director, an employee may accrue
vacation days in excess of the two-year limit provided all such excess
accumulation is taken by March 31 st of the following year.
3. Method of Use
The Department Director shall schedule and approve all vacation leaves for
employees taking into consideration the needs of the Department, and
whenever possible, the seniority and wishes of the employee. Vacation leave
may _be__granted on an hourly basis. Any fraction over an hour shall be charged
to the next full hour.
C. SICK LEAVE
This section applies only to those Regular Full-time Employees hired on or before
January 1, 1990 and who have elected not to enroll in the Flex Leave program.
1. Basis for accrual
Full-time, regular employees shall accrue sick leave based on the number of
hours in a normal work week for the position to which they are assigned in
accordance with the following schedules:
Normal Work Week - 40 hours
Service Time
0-1 year
1-2 years
2-3 years
3-4 years
4+
2. Method of Use
(a) General
Monthly Accrual
4 hours
5 hours
6 hours
7 hours
8 hours
An employee may use sick leave for an entire day or partial day if needed. If
used for a partial day, employees should report its use to the nearest tenth of
an hour.
(b) Approval
Sick leave may be granted only at the discretion of or with the approval of
NBEL MOU 2025-2028
Page 112
the Department Director and as defined in the Employee Policy Manual.
3. Sick Leave Conversion
Employees who at the end of the calendar year have an accrued level of
Sick Leave equal to or greater than the full value of 50 months of accrued Sick
Leave, and who have used six or less days of Sick Leave during that calendar
year will be permitted (only once per year) to convert up to six (6) days of Sick
Leave to paid vacation at the value of 50% (maximum value of 3 days per
year).
D. HOLIDAY LEAVE
1. The following days shall be observed as paid holidays (i.e., employees shall have
the day off with -pay) by all Unit -members -For each holiday, except -the Floating
Holiday (where the employee chooses the day off), if an employee is required to
work on the holiday, they will receive their pay for the holiday and in addition either
pay or Flex Leave for the number of hours worked on the holiday.
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Friday following Thanksgiving
Christmas Eve
Christmas Day
New Year's Eve
New Year's Day
Washington's Birthday
Memorial Day
Martin Luther King Day
Floating Holiday
July 4
1 st Monday in September
November 11
4th Thursday in November
Last'/2 of working day
December 25
Last'/2 of working day
January 1
3rd Monday in February
Last Monday in May
3rd Monday in January
July 1 st — 1 day*
*The floating holiday (eight (8) hours of holiday leave) is awarded on July 1. The hours
are added to employees' Flex Leave account.
Holidays will be paid based on the employee's regular work day schedule. For example,
if an employee is on a 9/80 schedule and the holiday is observed on a day that the
employee is regularly scheduled to work 9 hours, the employee is entitled to receive 9
hours of Holiday pay. However, if an employee is on a 9/80 schedule and the holiday is
observed on a day that the employee is regularly scheduled to work 8 hours, the employee
is entitled to receive 8 hours of holiday pay. Employees will receive 8 hours of Holiday
Pay annually for the Floating Holiday.
Holidays listed above (except the Floating Holiday) occurring on a Saturday shall be
observed the preceding Friday. Holidays occurring on a Sunday shall be observed
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the following Monday. (Half day holidays shall be observed prior to the observed
holiday).
2. Holiday Pay Eligibility
Following are the limitations on eligibility for Holiday pay:
(a) Holiday pay will be paid only to employees who work their scheduled day before
and scheduled day after a holiday, or are on authorized paid leave (e.g.
approved vacation or sick leave that has been approved by the Department
Director).
(b) Newly hired employees will be eligible to receive full pay for scheduled holidays,
without a waiting period.
E. BEREAVEMENT LEAVE
Bereavement leave shall be defined as "the necessary absence from duty by an employee
because of the death or terminal illness in his/her immediate family." Unit members shall
be entitled to forty (40) hours of paid bereavement leave per calendar year per incident
(terminal illness followed by death is considered one incident). Bereavement leave shall
be administered in accordance with the provisions of the Employee Policy Manual. Leave
hours need not be used consecutively but should occur in proximate time to the
occurrence. For the purposes of this section, immediate family shall mean an employee's
father, mother, stepfather, stepmother, brother, sister, spouse/domestic partner, child,
stepchild, grandchildren, grandparents and the employee's spouse's/domestic partner's
father, mother, brother, sister, child, grandchildren and grandparents. The provisions of
this Section shall not diminish or reduce any rights a member may have pursuant to
applicable provisions of State or Federal law. An employee requesting bereavement leave
shall notify his/her supervisor as soon as possible of the need to take leave.
F. REPRODUCTIVE LOSS LEAVE
Eligible employees are entitled to five unpaid days for each reproductive loss event
Multiple reproductive loss events are covered, up to a maximum of 20 days of
reproductive loss leave within a twelve-month period.
G. LEAVE SELLBACK
Employees shall have the option of converting accrued Flex Leave to cash on an hour for
hour basis subject to the following: On or before the pay period which includes December
15 of each calendar year, an employee may make an irrevocable election to cash out
accrued flex leave which will be earned in the following calendar year. The employee
can elect to receive the cash out in the pay period which includes June 30 and/or the
pay period which includes December 15 for those Flex Leave benefits that have been
earned during that portion of the year. In no event shall the flex leave balance be
reduced below one hundred and sixty (160) hours. On or before December 31, 2019,
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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.
SECTION 4. FRINGE BENEFITS
A. HEALTH INSURANCE
1. Benefits Information Committee
City has established a Benefits Information Committee (BIC) composed of one
representative from each employee association and up to three City
representatives. The Benefits Information Committee has been established to
allow the City to _present data_regarding_carrier and coverage options, the cost of
those options, appropriate coverage levels and other health programs. The
purpose of the BIC is to provide each employee association with information about
health insurance/programs and to receive timely input from associations regarding
preferred coverage options and levels of coverage.
2. Medical Insurance
The City has implemented an IRS qualified Cafeteria Plan. In addition to the
contribution amounts listed below, the City shall contribute the minimum CalPERS
participating employer's contribution towards medical insurance for employees
enrolled in a CalPERS medical plan, per Government Code Section 22892.
Employees shall have the option of allocating Cafeteria Plan contributions towards
the City's existing medical, dental and vision insurance/programs, provided that
any cash -out option complies with IRS Section 125 requirements. The City and
the Newport Beach Employees League will cooperate in pursuing additional
optional benefits to be available through the Cafeteria Plan.
Subject to the terms and conditions stated below, unused Cafeteria Plan funds
shall be payable to the employee as taxable cash back. Employees shall be
allowed to change coverages in accordance with plan rules and during regular
open enrollment periods.
Effective June 14, 2025, the City's contribution towards the Cafeteria Plan is Two
Thousand and Twenty -Five Dollars ($2,025), plus the minimum CalPERS participating
employer's contribution.
NBEL members who do not enroll in any medical plan offered by the City must provide
evidence of group medical insurance coverage, and execute an opt -out agreement
releasing the City from any responsibility or liability to provide medical insurance
coverage on an annual basis.
Unit members whose actual start date occurs on or prior to January 28, 2022 and who
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elect to opt out of medical coverage offered by the City because they have provided
proof of minimum essential coverage ("MEC") through another source (other than
coverage in the individual market, whether or not obtained through Covered California)
will receive One Thousand Dollars ($1,000) per month in taxable cash paid bi-weekly.
For these same employees, if they elect medical coverage and spend less than $1, 725
(plus the minimum Ca1PERS participating employer's contribution) of the City
contribution provided above, the difference shall be paid to the employee as taxable
cash 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 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 Five Hundred
Dollars ($500) per month in taxable cash paid biweekly. 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.
The preceding language as applied to the following scenarios:
a) Part-time employee hired by the City prior to MOU adoption but not appointed
as a full-time employee into the League 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.
b) 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.
c) 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.
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 comparable vision plan shall be maintained as part of the City's
health plan offerings as agreed upon by the Benefits Information Committee.
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5. Healthcare Reform
The parties recognize that certain State and Federal laws, programs and
regulations, including the Affordable Care Act, may impact future medical plan
offerings. Either party may request to reopen Section 4,A,(2) regarding medical
insurance for the purpose of discussing alternative approaches and proposals to
providing healthcare coverage. In addition, should State or Federal laws
concerning taxation of healthcare benefits change, the parties agree to meet and
discuss the impact of such change.
B. ADDITIONAL HEALTH INSURANCE/PROGRAMS
1. IRS Section 125 Flexible Spending Account
Section 125 of the Internal _ Revenue_ Code authorizes an employee to reduce
taxable income for payment of allowable expenses such as childcare and medical
expenses. An NBEL member may request that medical, childcare and other eligible
expenses be paid or reimbursed by the Section 125 Plan out of the employee's
account. The taxable salary of the employee will be reduced by the amount
designated by the employee for reimbursable expenses.
2. Disability Insurance
The City shall provide disability insurance to all regular full-time employees with
the following provisions:
Short -Term Disability
Long -Term Disability
BenefitAmount
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 not be required to exhaust accrued paid leaves prior to
receiving benefits under the disability insurance program. Employees may not
supplement the disability benefit with paid leave once the waiting period has
been exhausted.
3. Life Insurance
The City shall provide life insurance for all regular full-time employees in $1,000
increments equal to one times the employee's annual salary up to a maximum
of $50,000. At age 70 the City -paid life insurance is reduced by 50% of the pre-
70 amount. This amount remains in effect until the employee terminates from
City employment.
C. EMPLOYEE ASSISTANCE PROGRAM
City shall provide an Employee Assistance Program (EAP) through a properly
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licensed provider. NBEL members and their family members may access the EAP
subject to provider guidelines.
D. THE RETIREMENT BENEFIT
1. Retirement Formula
The City contracts with 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:
Tier 1: For employees hired by the City on or before November 23, 2012, the
retirement formula shall be the 2.5%@55 calculated on the basis of the single
highest year.
Tier 2: For employees first hired by the City between November 24 and
December 31, 2012, or hired on or after January 1, 2013 and are current
Classic members of the retirement system, as defined in the Public Employees'
Pension Reform Act ("PEPRA"), the retirement formula shall be 2%@60
calculated on the average 36 highest month's salary.
Tier 3: For employees first hired by the City on or after January 1, 2013, and who
do not meet the Tier 2 criteria because they are new members as defined by
the PEPRA, the retirement formula shall be 2.0%@62 calculated on the average
36 highest month's salary.
2. Employee Contributions
The Association has agreed to share in the rising cost of pension obligations.
Under the terms of this MOU, unit members will contribute additional amounts
toward the CaIPERS retirement benefit depending on their Tier, to the extent
permissible by law. Should any provision be deemed invalid, the City and
Association agree to meet for the purpose of renegotiating employee retirement
contributions.
Employee retirement contributions that are in addition to the normal CalPERS
Member Contribution (of 7% or 8%) shall be calculated on base pay, special pays,
and other pays normally reported as "PERSable" compensation and will be made
on a pre-tax basis through payroll deduction, to the extent allowable by law. It is
recognized that these payments will not be reported to CaIPERS as contributions
toward either the Member or Employer rate, as provided under Government Code
Section 20516(f).
Under separate agreement and ratified via a contract amendment with CaIPERS
in 2008, Tier I employees agreed to contribute up to 2.42% of compensation
earnable (as cost sharing) per Government Code Section 20516(a).
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Tier I Employees — Effective June 14, 2025, Tier I employees shall contribute a
total employee contribution of eight percent (8%) (member contribution). The Tier
i employee contribution of compensation earnable as cost sharing per Government
Code section 20516(a) shall be reduced to 0.0%.
Tier II Employees — Effective June 14, 2025, Tier 11 employees shall contribute a
total employee contribution of 8% as follows: seven percent (7%) of compensation
earnable (member contribution) and one percent (1 %) of compensation earnable
as cost sharing per Government Code section 20516(f).
Tier III Employees — The minimum statutory employee contribution for employees
in Tier III is subject to the provisions of PEPRA and equals 50% of the "total normal
cost." Tier III employees shall make an additional contribution of pensionable
compensation toward retirement pursuant to Government Code section 20516(f),
such that the total employee contribution equals no less than 8% of pensionable
compensation (i.e., the greater of 8% of pensionable compensation or 50% of the
"total normal cost').
The City contracts with CalPERS for the 4t" Level 1959 Survivors Insurance
Benefit, $500 Lump Sum Death Benefit, Sick Leave Credit, Military Service Credit,
2% Cost of Living Adjustment and the pre -retirement option settlement 2 death
benefit (Government Code Section 21548)."
E. RETIREE MEDICAL BENEFIT
This is an Integral Part Trust (IPT) RHS Retiree Health Savings (RHS) plan (formerly
the Medical Expense Reimbursement Program - WERP"). Each member has an
individual RHS account ("Account"), which accumulates based on the category they
fall under. Funds from the Account may be used for eligible health care expenses
after separation, retirement or a change in personnel status to a position that does not
receive the RHS benefit. These changes in personnel status will activate the Account
and allow funds to be withdrawn until the Account balance is depleted. Since the plan
restricts all distributions to be spent for health insurance premiums and health care
expenses, as defined by the Internal Revenue Code Publication 502, § 213(d) and
the Plan document the contributions, fund investment earnings and benefit payments
(when withdrawn from the Account) are not taxable when posted. Additionally, certain
contributions may only be deposited upon retirement from the City. The categories
are provided below.
1. Background
In 2005, the City and NBCEA agreed to replace the previous "defined benefit"
retiree medical program with a new "defined contribution" program. The process of
fully converting to the new program is ongoing for an extended period. During the
transition, employees and (then) existing retirees were administratively classified
into different categories. The benefit is structured differently for each of the
categories. The categories are as follows:
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a. Category 1 - Employees who become eligible for the benefit after January 1,
2006. This may include new hires, rehires and part-time employees appointing
to full-time status.
b. Category 2 - Employees who were active and enrolled in the previous defined
benefit as of December 31, 2005, eligible for the new defined contribution
program as of January 1, 2006 and whose age plus years of service as of
January 1, 2006 was less than 50.
Category 3 - Employees who were active and enrolled in the previous defined
benefit as of December 31, 2005, eligible for the new defined contribution
program as of January 1, 2006 and whose age plus years of service as of
January 1, 2006 was 50 or greater.
2. Eligibility
All League members are eligible for the RHS benefit. However, if a member separates
or changes positions to a bargaining unit which does not offer this benefit, the
member is no longer eligible for any contributions to the plan and their Account
will be activated for use and withdrawal of funds by the employee (or former
employee). This means if a unit member subsequently reappoints to a position
which offers the RHS benefit, they will be enrolled in "Category 1" and must revest
in the program. Any remaining balance deposited during prior eligibility will remain
in the Account.
Employees who become ineligible (no longer covered by a City employee
association, union or plan offering the RHS benefit) before vesting forfeit the City's
Part B contribution. Said employee will only receive Part A and Part C
contributions. The only exception is an active employee who separates before
vesting due to an approved industrial disability. In such case, the employee will
receive exactly five years' worth of Part B contributions, using the employee's age
and compensation at the time of separation for calculation purposes. This amount
will be deposited into the employee's Account at the time of separation.
3. Account Contributions
Account contributions are categorized as Part A, Part B and Part C.
Part A contributions are a mandatory, automatic 1 % employee contribution deducted
each pay period and deposited into the Account through payroll. Deductions begin
the pay period in which the employee becomes eligible and are reported to CalPERS
as pensionable.
Part B contributions require a five-year vesting period which begins when the
employee becomes eligible for the RHS benefit. At the conclusion of the vesting
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period, the City will credit the first five years' worth of Part B contributions into the
Account (interest does not accrue during that period and the contributions are
calculated at $2.50 per month for each year of the employee's full-time service plus
age) and begin to contribute $2.50 per month for each year of the employee's full-
time service plus age (e.g. 30 years old and five years of service would be a factor
of 35. $2.50 x 35 = $87.50 per month). This factor is updated annually in the pay
period including January 1. Part B contributions are not reported to CalPERS as
pensionable.
The parties agree that the City's Part B contributions during active employment
constitute the minimum CalPERS participating employer's contribution (i.e., the
CalPERS statutory minimum amount) towards medical insurance after retirement.
The parties also agree that, for retirees selecting a CalPERS medical plan, or
any other plan with a similar employer contribution requirement, the required
employer contribution will be deducted from the employer's contribution to the
retiree's account.
Part C contributions are determined by League election and deposited into the
Account when flex leave hours are converted to taxable cash through leave cash -
out or at the time of separation or status change. Spillover pay does not qualify for
Part C contributions. Part C contributions are not reported to CaIPERS as
pensionable.
The Association determines the level of contribution for all unit members, subject to
the following constraints. All employees within the Association must participate at the
same level. The participation level shall be specified as a percentage of the flex
leave balance available in each employee's leave bank at the time of separation
from the City, or status change, or as a percentage of the flex leave balance being
cashed out.
For example, if the Association wishes to elect 30% Part C contributions, then
each member leaving the City, or cashing out eligible leave at any other time, would
have the cash equivalent of 30% of the amount that is cashed out deposited to
their RHS Account on a pre-tax basis. The remaining 70% would be paid in cash
as taxable income. Individual employees do not have the option to deviate from
this breakout.
The Association may change the Part C contribution amount as part of a meet and
confer process. The purpose and focus of these changes should be toward long-
term, trend type adjustments. Due to IRS restrictions regarding "constructive
receipt," the City will impose restrictions against frequent spikes or drops that
appear to be tailored toward satisfying the desires of a group of imminent retirees.
The Association has decided to participate in Part C contributions at the level of
zero percent (0%) flex leave.
Nothing in this section restricts taking leave for time off purposes.
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4. Benefit
a. Category 1: Employees in this category make Part A and receive Part B
contributions (subject to vesting) automatically each pay period through payroll
deductions. Part C contributions are received through cash outs. No
contributions are made to Category 1 participants after separation.
b. Category 2: Employees in this category make Part A and receive Part B
contributions (subject to vesting) automatically each pay period through payroll
deductions. Part C contributions are received through cash outs. No
contributions are made to Category 2 participants after separation.
If a Category 2 participant retires from the City with a minimum of 5
consecutive years of full-time service, the City will contribute to the
participant's Account a one-time contribution equal to $100 per month for
every month the participant contributed to the previous "defined benefit"
plan up to a maximum of 15 years (180 months). This contribution is
deposited into the Account at the time of retirement, and only if the employee
retires from the City and becomes a CalPERS annuitant of the City of
Newport Beach. No interest will be earned in the interim.
Category 2 participants with less than five years of continuous contributions into
the prior defined benefit plan as of January 1, 2006: only the years of service
after January 1, 2006 count towards Part B contributions upon vesting.
Contributions in years before 2006 will be paid out as stated in the above
paragraph.
c. Category 3: Employees in this category make Part A contributions automatically
each pay period through payroll deductions. Category 3 participants do not
receive any Part B contributions. Part C contributions are received through
cash outs.
If an eligible Category 3 participant retires from the City of Newport Beach,
the City will deposit $400 per month into the Account upon retirement, up to
a maximum of $4,800 per year, less the CalPERS minimum required
employer contribution as determined by CalPERS annually, which shall
continue as long as the employee or surviving spouse/qualified dependent
is still living. To offset this expense to the City, active Category 3 participants
will contribute an additional $100 per month to the plan until retirement.
There is no cash out option for these funds and they cannot be spent in
advance of receipt.
Category 3 participants also receive an additional one-time City contribution of
$75 per month for every month they contributed to the previous plan prior to
January 1, 2006, up to a maximum of 15 years (180 months). This contribution
is deposited into the Account at the time of retirement, and only if the employee
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retires from the City. No interest will be earned in the interim. Contributions
are contingent upon remaining a CalPERS annuitant of the City.
5. Administration
Vendors have been selected by the City to administer the program. The contract
expense for program -wide administration by the vendor will be paid by the City.
However, specific vendor charges for individual account transactions that vary
according to the investment actions taken by each employee, such as fees or
commissions for trades, will be paid by each employee.
The City's Deferred Compensation Committee, or its successor committee, will have
the authority to determine investment options that will be available through the plan.
F. TU-ITION__REIMBURSEMENT
Subject to the limitations below, NBEL members attending accredited community
colleges, colleges, trade schools or universities, or recognized professional organizations
or agencies, may apply for reimbursement of one hundred percent (100%) of the actual
cost of tuition, books, fees or other student expenses for approved job -related courses,
seminars, or professional development programs. Travel expenses are not eligible for
reimbursement. Maximum tuition reimbursement for employees shall be $1,500 per fiscal
year. Reimbursement is contingent upon the successful completion of the course.
Successful completion means a grade of "C" or better for undergraduate courses and a
grade of "B" or better for graduate courses.
All claims for tuition reimbursement require the approval of the Human Resources Director
or designee.
G. DEFERRED COMPENSATION
Each employee shall have the right to enroll in the deferred compensation program set
up by the City and subject to the rules of IRS Code section 457. For each employee who
enrolls in the deferred compensation program, the City shall contribute to each
employee's deferred compensation account as follows: Effective the first day of the pay
period which includes January 1, 2020, the City shall contribute twenty five dollars ($25)
per month to each enrolled employee's deferred compensation account if the employee
contributes at least twenty five dollars ($25) per month towards his/her deferred
compensation account. The City is only obligated to make the contribution to an
employee's deferred compensation account if the employee has enrolled in the deferred
compensation program.
Under federal law, there is an annual maximum contribution which may be made to an
employee's IRS Code section 457 account. Although the City will be making contributions
to 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 457
maximum, the City will stop making contributions for the remainder of the calendar year
NBEL MOU 2025-2028
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and will not owe the employee any additional compensation related to this section.
SECTION 5. MISCELLANEOUSIWORKING CONDITIONS
A. REDUCTIONS IN FORCE/LAYOFFS
The provisions of this section shall apply when the City Manager determines that a
reduction in the work force is warranted because of actual or anticipated reductions
in revenue, reorganization of the work force, a reduction in municipal services, a
reduction in the demand for service or other reasons unrelated to the performance of
duties by any specific employee. Reductions in force are to be accomplished, to the
extent feasible, on the basis of seniority within a particular Classification or Series
and this Section should be interpreted accordingly.
DEFINITIONS
1. "Layoffs" or "Laid Off shall mean the non -disciplinary termination or employment.
"Seniority" shall mean the time an employee has worked in a Classification or
Series calculated from the date on which the employee was first granted regular
status in the current Classification or any Classification within the Series, subject
to the following:
(a) Credit shall be given only for continuous service subsequent to the most recent
appointment to regular status in the Classification or Series; and
(b) Seniority shall include time spent on industrial leave, military leave, and leave
of absence without pay, but shall not include time spent on any other authorized
or unauthorized leave of absence.
3. "Classification" shall mean one or more full time positions identical or similar in
duties not including part-time, seasonal or temporary positions. Classifications
within a Series shall be ranked according to pay (lowest ranking, lowest pay).
4. "Series" shall mean two or more classifications within a Department which require
the performance of similar duties with the higher -ranking classifications)
characterized by the need for less supervision by superiors, more difficult
assignments and more supervisory responsibilities for subordinates. The City
Manager shall determine those classifications following a meet and consult
process which constitute a Series.
"Bumping Rights", "Bumping" or "Bump" shall mean (1) the right of an employee,
based upon seniority within a series to bump into a lower ranking classification
within the same series, (2) to be followed by an employee being permitted to bump
into a classification within a different series. The latter bumping shall be based
upon unit wide seniority and shall be limited to a classification in which the
employee previously held regular status.
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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.
PROCEDURE
The General Services Division within the Municipal Operations Department will select
employees for layoff by straight seniority department wide. This means department
management has total control of position elimination and personnel reassignment within
ranks, but the layoffs shall be on a straight forward "last hired- first fired" basis.
The layoff system for the Utilities Division shall operate the same department -wide
seniority as does the General Services Division, with the exception of the Electrical and
Telecommunications sections. Because of the highly specialized skills and training of the
personnel in these sections, these sections shall be treated as unique and individual unto
themselves.
In the event the City Manager determines to reduce the number of employees within a
classification, the following procedures are applicable:
Temporary and probationary employees within any classification shall, in that
order, be laid off before permanent employees.
2. Employees within a classification shall be laid off in inverse order of seniority.
3. An employee subject to layoff in one classification shall have the right to bump a
less senior employee in a lower ranking classification within a series. An employee
who has bumping rights shall notify the Department Director within three (3)
working days after notice of layoff of his/her intention to exercise bumping rights.
4. In the event two or more employees in the same classification are subject to layoff
and have the same seniority, the employees shall be laid off following the
Department Director's consideration of established performance evaluations.
REEMPLOYMENT
Employees who are laid off shall be placed on a Department re-employment list in
reverse order of layoff. The re-employment list shall expire in 18 months. In the event
a vacant position occurs in the classification which the employee occupied at the time
of layoff, or a lower ranking classification within a series, the employee at the top of
the Department re-employment list shall have the right within seven (7) days of
written notice of appointment. Notice shall be deemed given when personally
delivered to the employee or deposited in the U.S. Mail, first class postage prepaid,
and addressed to the employee at 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
NBEL MOU 2025-2028
the Human Resources Director.
SEVERANCE
Page 125
If an employee is laid off from theirjob with the City, for economic reasons, the City will
grant severance pay in an amount equal to one week of pay for every full year of
continuous employment service to the City of Newport Beach up to ten (10) weeks of
pay.
NOTICE
Employees subject to lay-off shall be given at least thirty (30) days advance notice of
the layoff or thirty (30) days' pay in lieu of notice. In addition, employees laid off will be
paid for all accumulated paid leave, holiday leave, (if any), and accumulated sick leave
to_ the extent -permitted- by the Personnel Resolution.
B. NON-DISCRIMINATION
City and NBEL agree that there will be no discrimination by either party or by any of
their agents against any employee because of his/her membership or non-
membership in NBEL, or because of any protected classification identified in the law.
C. PROMOTIONAL PREFERENCE
Where no less than two (2) unit members achieve top three ranking on a certified
eligible list, selection to the position shall be made with preference given to the unit
members so qualified. The Human Resources Department shall be responsible for
insuring that a position vacancy announcement for all available City positions be
distributed in a manner that reasonably assures unit members access to the
announcements. The Human Resources Department shall oversee all testing
procedures.
Any employee who has achieved "regular status" may request assignment to any
lateral or lower classification, and that employee may be transferred into that
classification without competitive testing if both of the following conditions have been
satisfied:
1. The employee meets the minimum qualifications of the classification; and
2. The Department Director approves of the transfer.
D. WORK SCHEDULES
Employees in the unit work either a 9/80 or 5/40 work schedule.
Employees assigned to the 9/80 work schedule will have alternating Fridays off with the
City determining which employees will work on each alternating Friday to ensure effective
NBEL MOU 2025-2028
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coverage of the work.
The City agrees to maintain flex -scheduling where it is currently in place in this unit in the
Municipal Operations Department. The Building Maintenance, Parks Maintenance, and
Beach Maintenance crews will be placed on the 5/40 schedule including the Memorial
Day and Labor Day weekends, or any portion of time between these Holidays at the
discretion of the General Services Director. The City reserves the right to amend the
program as needed to mitigate any operational problems which may arise due to
budgetary cutbacks, personnel cuts or shortages, service level complaints, or any other
operational reason. Should an operational problem involving service reductions or
increases in cost materialize, the Department Director will notify the NBEL and the
employees affected work group of the problem in writing, supported with cause. The NBEL
and/or the employees of the affected work group, will in turn have up to ten (10) working
days to respond and schedule a meeting with the Department Director. The purpose of
the meeting is to propose a solution to the problem. The Department Director will consider
the proposed solution and respond, in writing, within five (5) working days. If the
Department Director and the work group disagree on the solution, the NBEL and/or
employees of the affected work group will have up to five (5) working days to appeal the
Department Director's decision to the City Manager, who will consider both sides of the
issue and resolve the dispute, in a written decision within ten (10) days after the
aforementioned meeting.
E. LABOR MANAGEMENT COMMITTEE
Committees shall meet on an as needed basis; names of participating unit members
shall be announced to management no less than 5 work days before the scheduled
meeting; cancellation for cause shall be rendered by the canceling party no less than
48 hours prior to the scheduled meeting; canceled meetings shall be rescheduled to
take place within 5 working days of the canceled meeting; committees shall be
departmental; they may be combined in the interests of efficiency with other such
committees; City participants shall include appropriate department or division heads
outside the unit; the purpose of the committees shall be to resolve conflict and
exchange information; a unit staff person may attend meetings; meetings shall be
scheduled to last no less than one hour; grievances in process shall not be subject to
resolution in meetings; matters properly dealt with in negotiations may be discussed
but no agreements shall be effected on same in committee. Meetings shall be on
work time.
F. DISCIPLINE - NOTICE OF INTENT
Employees who are to be the subject of discipline equal to an unpaid suspension
of three (3) days or greater shall be entitled to prior written notice of intent to
discipline at least seven (7) calendar days prior to the imposition of the actual
penalty. This written notice shall contain a description of the event or conduct which
justifies the imposition of discipline. The notice shall also include the specific form
of a discipline intended, and the employee shall be offered the opportunity for a
Skelly meeting before their Department Director prior to the imposition of the
NBEL MOU 2025-2028
Page 127
penalty.
All other discipline resulting in less than a three (3) day suspension will not be
subject to the aforementioned procedure.
This understanding is not intended to in any way reduce the rights of
employees to due process. Employees who have become the subject to a
suspension of one or two days who wish to appeal the suspension shall have
the right to appeal the decision to the City Manager or designee. Employees
who have received a written reprimand, shall have the right to place comments
on the document prior to placement in his/her personnel file as well as file a
grievance as addressed in the grievance procedure.
G. GRIEVANCE PROCEDURE
Step 1: A grievance may be filed by any employee on his/her own behalf, or jointly by a
group of employees, or by the NBEL. The Grievance Procedure is the sole and exclusive
method by which an employee or the NBEL may challenge the interpretation and/or
application of a provision of this MOU.
A grievance shall be brought to the attention of the immediate supervisor for discussion
within ten (10) business days after an employee or NBEL Board member knew, or in the
exercise of reasonable diligence should have known, the act or events upon which the
grievance is based. If the Employee or the NBEL (if filed by the NBEL) is not satisfied with
the decision reached through the informal discussion or if extenuating circumstances
exist, the Employee or NBEL shall have the right to file a formal grievance in accordance
with Step 2 of this section. Grievances not presented within the time period shall be
considered resolved.
The supervisor shall meet with the grievant to settle grievance and give a written answer
to the grievant within seven (7) business days from receipt of the grievance by the
supervisor. When the immediate supervisor is also the department head the grievance
shall be presented in Step 2.
Step 2: If the employee or the NBEL (if filed by the NBEL) is not in agreement with the
decision rendered in Step 1, the grievant shall have the right to present a formal grievance
to the Department Director within ten (10) business days after the discussion in Step
1. The right to file a grievance petition shall be waived in the event the Employee or
NBEL fails to file a formal grievance within ten (10) business days after the occurrence
of the incident that forms the basis of the grievance. All formal grievances shall be
submitted on the form prescribed by the Human Resources Director and no formal
grievance shall be accepted until the form is complete. The formal grievance shall
contain a clear, concise statement of the grievance, the facts upon which the
grievance is based, the rule, regulation or policy the interpretation of which is involved
in the grievance, and the specific remedy or remedies sought by the grievant. The
Department Director should render a written decision within ten (10) business days
after receipt of the formal grievance.
NBEL MOU 2025-2028
Page 128
Step 3: If the formal grievance has not been satisfactorily adjusted in Step 2, it may be
appealed to the City Manager or designee within ten (10) business days after the
Employee receives the decision. The City Manager or designee may accept or reject the
decision of the Department Director and shall render a written decision within ten (10)
business days after conducting a grievance hearing. The decision of the City Manager or
designee shall be final and conclusive. If mutually agreeable, a meeting may be
conducted involving all affected parties at any step in the grievance procedure prior to a
decision. The City Manager or designee may delegate uninvolved Department Directors
to act on behalf of the City Manager to provide findings and recommendations. The
findings and recommendations of the uninvolved Department Directors are advisory only
and the City Manager's or designee's decision shall be final.
Time Limits: Grievances shall be processed from one step to the next within the time limit
indicated for each step. Time limits shall be strictly enforced. Any time limits established
can be waived or extended only by mutual agreement confirmed in writing. Any grievance
not carried to the next step by the Employee or NBEL within the prescribed time limit shall
be deemed resolved upon the basis of the previous decision.
A grievance may also be filed and appealed to the 3rd step of the grievance procedure
for performance evaluations and written reprimands.
H. PROBATIONARY PERIOD
Newly hired employees shall serve a twelve (12) month probationary period. The
probationary period for promoted employees shall be six (6) months.
Newly hired employees shall become eligible for their first step increase after twelve (12)
months. All other City rules regarding step increases shall remain unchanged.
I. FAILURE OF PROBATION
1. New Probation
An employee on new probation may be released at the sole discretion of the City
at any time without right of appeal or hearing, except as provided in Subsection 3,
below.
2. Promotional Probation
(a) An employee on promotional probation may be failed at any time without
right of appeal or hearing, except as provided in Subsection 3, below, and
except that failing an employee on promotional probation must not be
arbitrary, capricious or unreasonable.
(b) An employee who fails promotional probation shall receive a performance
evaluation stating the reason for failure of promotional probation.
NBEL MOU 2025-2028
Page 129
(c) When an employee fails his or her promotional probation, the employee
shall have the right to return to his or her former class provided the employee
was not in the previous class for the purpose of training for a promotion to a
higher class. When an employee is returned to his or her former class, the
employee shall serve the remainder of any uncompleted probationary
period in the former class.
(d) If the employee's former class has been deleted or abolished, the employee
shall have the right to return to a class in his or herformer occupational series
closest to, but no higher than, the salary range of the class which the
employee occupied immediately prior to promotion and shall serve the
remainder of any probationary period not completed in the former class.
3. Probationary Release
An employee who alleges that his or her probationary release was based on
discrimination orretaliation by the City, may submit a grievance within ten (10) days
after receipt of the Notice of Failure of Probation.
J. ACCIDENT REPORTING
The City will require that all traffic collisions involving City vehicles shall be reviewed by
the traffic division supervisor of the Newport Beach Police Department to prevent any
unnecessary reports from being forwarded to the OMV. Also, the vehicle accident review
board will evaluate the supervisor's field report prior to making its preventable/non-
preventable determination.
K. SAFETY SHOES
If the City determines that an employee in the bargaining unit is required to wear safety
shoes, the employee shall be provided with a voucher (annually) which enables the
employee to purchase safety shoes from the City's vendor for safety shoes. The City has
identified certain safety shoe styles for which it will pay (as of 1/1/19 the maximum the
City will pay is $172.80). If the cost of the particular safety shoe styles (for which the City
will pay) increases, the amount the City will pay will increase (by the increased cost of
those styles of shoes).
If the soles of the safety shoes wear out within a year, the employee should present the
shoes to his/her supervisor. If the supervisor agrees that the soles are worn out, he/she
will authorize the employee to purchase a new pair of shoes at City expense. If the
supervisor judges that the uppers are in good condition, he will authorize the employee to
have the shoes resoled at City expense.
L. UNIFORMS
It shall be understood by the NBEL and its members that employees who report for work
NBEL MOU 2025-2028
Page 130
either "out of uniform" or in "dirty" or "otherwise substandard" uniforms will be sent home
without additional prior notice and without pay. Such incidents shall further be
documented and regularly repeated violations of the uniform standards will subject the
employee to progressive discipline up to and including dismissal for negligence and/or
misconduct.
Employees represented by the NBEL will be permitted to wear specified and approved
shorts as part of the City approved optional uniform. The shorts must be dark blue in color,
the inseam must be no less than 4 and 1/2 inches after shrinkage. They must be worn in
combination with the standard City uniform shirt of the optional (golf style) City uniform
shirt, and they must be worn with either white or blue socks. The optional uniform shall
be considered proper and acceptable year-round. Department Directors may make
individual exceptions to this optional uniform agreement through the establishment of
Departmental Policy in the interest of reasonable safety considerations.
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 of $95 per year for classifications who receive a uniform as special
compensation in accordance with Title 2, California Code of Regulation, Section
571(a)(5). Notwithstanding the previous sentence, for "new members" as defined by the
Public Employees' Pension Reform Act ("PEPRA') of 2013, the uniform allowance will not
be reported as pensionable compensation to CalPERS.
M. VOLUNTARY TRAINING PROGRAM
The Department shall, when the need for additional or replacement individuals
possessing a commercial driver's license is anticipated, establish a voluntary training
program that will allow employees to qualify for the license.
N. IN-SERVICE SUPERVISORY AND SAFETY TRAINING
The City will continue its program of providing supervisory and motivational training for
Supervisors and Crew Chiefs and any additional training required by law.
O. CLEAN-UP TIME
When necessary, each employee shall be permitted up to fifteen (15) minutes of paid
City time at the end of each work shift to perform work related job site and personal
clean-up and to put away tools and equipment. The amount of clean-up time shall be
limited to the actual needs of the employee.
P. REST PERIODS
Employees shall be allowed a rest period of fifteen (15) minutes during the first half of
their shift and another rest period of fifteen (15) minutes during the second half of their
shift. Rest periods should be taken as close to mid shift as is possible.
NBEL MOU 2025-2028
Page 131
Such rest periods shall be scheduled in accordance with the requirements of the
Department, but in no case shall rest periods be scheduled within one (1) hour of the
beginning or the ending of a work shift or lunch period. The City may designate the
location or locations at which rest periods may be taken.
Rest periods shall be considered hours worked and employees may be required to
perform duties, if necessary.
Q. SERVICE AWARDS
For the purposes of determining service awards, if an employee has been employed
by the City on more than one occasion, non-consecutive time will be considered as
part of total service. An employee is required to individually notify the awards
committee of all of the service time.
R. DIRECT DEPOSIT
All employees shall participate in the payroll direct deposit system.
S. SALARY ON RECLASSIFICATION
An employee who is reclassified will be provided with a minimum salary increase of
five (5%) percent upon reclassification (not to exceed the maximum of the new salary
range).
T. CLASSIFICATION AND COMPENSATION STUDIES
In accordance with the City of Newport Beach Employee Policy Manual (EPM), the City
Manager shall reclassify positions upon a determination that there has been a
material change in the normal duties regularly performed by, or expected of, the
employee(s) occupying the position. The NBEL may submit up to one request for a
job audit per fiscal year to the Human Resources Director. The Human Resources
Director may terminate at any time the job audit upon a determination that there is no
substantial evidence of a material change in duties. At the time of the request for a
job audit, NBEL will provide the bases for the job audit request, including but not
limited to, all substantial evidence of a material change in duties. The job audit should
include a detailed analysis of the work performed by, or expected of, the employee(s)
and a comparison of that work with the job specifications for the classification. The
Human Resources Director shall submit a completed job audit, together with
recommendations relative to reclassification to the Department Director, City
Manager and NBEL.
In the event a position is reclassified, the salary range and effective date shall comply
with section 9.213 of the City's EPM. This provision shall terminate on December 31,
2025.
NBEL MOU 2025-2028
Page 132
U. SEPARABILITY
Should any part of this MOU or any provision herein contained be rendered or
declared invalid, by reason of any existing or subsequently enacted Legislation, or by
decree of a Court of competent jurisdiction, such invalidation of such part or portion
of this MOU shall not invalidate the remaining portion hereto, and same shall remain
in full force and effect.
V . O VERPA YMENT
Employees will be notified by Payroll or Human Resources prior to the recovery of
overpayments on paychecks. Recovery of more than fifteen percent (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 fifteen percent (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 fraud or other knowing concealment through any available legal
forum.
Prior to the commencement of a recoupment for an overpayment, the parties will reach
an agreement capturing the terms of repayment consistent with the provisions of this
section.
Signatures are on the next page.
NBEL MOU 2025-2028
For NBEL:
NllGkeae kublD
Michelle Rubio (Jun 15, 2025 19:40 PDT)
Michelle Rubio
Chief Negotiator
Date: 15/06/2025
Daniel Napier (Jun 13, 2025 M 09 PDT)
Daniel Napier
Date: 13/06/2025
ATTEST:
Date:
By:
Molly Perry
Interim City Clerk
For the City:
ZZ41k qdlt�
Luke Jensen
Chief Negotiator
Date: 12/06/2025
CITY OF NEWPORT BEACH,
Date:
By:
Joe Stapleton
Mayor
[END OF SIGNATURES]
FINAL Clean 2025-2028-LEAGUE MOU -
06.12.25
Final Audit Report
Created: 2025-06-13
By: Luke Jensen (Ijensen@publiclawgroup.com)
Status: Signed
Transaction ID: CBJCHBCAABAAIfkSK07PvGf3c1N16U2eWpB4EoZPSuQz
2025-06-16
"FINAL Clean 2025-2028-LEAGUE_MOU - 06.12.25" History
Document created by Luke Jensen (Ijensen@publiclawgroup.com)
2025-06-13 - 0:35:54 AM GMT
17� Document emailed to Luke Jensen (Ijensen@publiclawgroup.com) for signature
2025-06-13 - 0:36:00 AM GMT
E-7� Document emailed to Michelle Rubio (mrubio@ocea.org) for signature
2025-06-13 - 0:36:00 AM GMT
C� Document emailed to Daniel Napier (dnapier@newportbeachca.gov) for signature
2025-06-13 - 0:36:01 AM GMT
C� Document emailed to Joe Stapleton Qstapleton@newportbeachca.gov) for signature
2025-06-13 - 0:36:01 AM GMT
Email viewed by Luke Jensen (Ijensen@publiclawgroup.com)
2025-06-13 - 0:36:53 AM GMT
da Document e-signed by Luke Jensen (Ijensen@publiclawgroup.com)
Signature Date: 2025-06-13 - 0:38:53 AM GMT - Time Source: server
�_`i Email viewed by Joe Stapleton Qstapleton@newportbeachca.gov)
2025-06-13 - 2:21:14 AM GMT
6a Document e-signed by Joe Stapleton Qstapleton@newportbeachca.gov)
Signature Date: 2025-06-13 - 2:22:00 AM GMT - Time Source: server
`n Email viewed by Daniel Napier (dnapier@newportbeachca.gov)
2025-06-13 - 5:48:49 PM GMT
Q Adobe Acrobat Sign
6Q Document e-signed by Daniel Napier (dnapier@newportbeachca.gov)
Signature Date: 2025-06-13 - 6:09:58 PM GMT - Time Source: server
"IEmail viewed by Michelle Rubio (mrubio@ocea.org)
2025-06-16 - 2:39:52 AM GMT
6a Document e-signed by Michelle Rubio (mrubio@ocea.org)
Signature Date: 2025-06-16 - 2:40:31 AM GMT - Time Source: server
Agreement completed.
2025-06-16 - 2:40:31 AM GMT
0 Adobe Acrobat Sign
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 -June 30, 2028
Effective June 14, 2025:
5% Cost -of -Living Adjustment (COLA)
Concrete Finisher
75A
1
$
32.06
$
5,557
$
66,688
Concrete Finisher
75A
2
$
33.68
$
5,838
$
70,054
Concrete Finisher
75A
3
$
35.31
$
6,121
$
73,448
Concrete Finisher
75A
4
$
37.10
$
6,431
$
77,172
Concrete Finisher
75A
5
$
38.96
$
6,753
$
81,035
Concrete Finisher
75A
6
$
40.94
$
7,096
$
85,147
- - --Concrete Finisher - - - - - -
- 75A-
7
- $
42.97
$
7,447
$
8-9,368
Concrete Finisher
75A
8
$
45.07
$
7,813
$
93,755
Concrete Finisher
75A
9
$
47.33
$
8,204
$
98,443
Electrical & Instrumentation Specialist
25C
1
$
35.75
$
6,197
$
74,358
Electrical & Instrumentation Specialist
25C
2
$
37.55
$
6,509
$
78,111
Electrical & Instrumentation Specialist
25C
3
$
39.41
$
6,831
$
81,974
Electrical & Instrumentation Specialist
25C
4
$
41.36
$
7,169
$
86,029
Electrical & Instrumentation Specialist
25C
5
$
43.47
$
7,535
$
90,416
Electrical & Instrumentation Specialist
25C
6
$
45.65
$
7,912
$
94,942
Electrical & Instrumentation Specialist
25C
7
$
47.95
$
8,312
$
99,742
Electrical & Instrumentation Specialist
25C
8
$
50.34
$
8,726
$
104,709
Electrical & Instrumentation Specialist
25C
9
$
52.86
$
9,162
$
109,944
Equipment Mechanic 1
45
1
$
28.04
$
4,861
$
58,328
Equipment Mechanic 1
45
2
$
29.43
$
5,102
$
61,225
Equipment Mechanic 1
45
3
$
30.87
$
5,350
$
64,205
Equipment Mechanic 1
45
4
$
32.42
$
5,619
$
67,433
Equipment Mechanic 1
45
5
$
34.05
$
5,902
$
70,827
Equipment Mechanic 1
45
6
$
35.75
$
6,197
$
74,358
Equipment Mechanic 1
45
7
$
37.55
$
6,509
$
78,111
Equipment Mechanic 1
45
8
$
39.41
$
6,831
$
81,974
Equipment Mechanic 1
45
9
$
41.38
$
7,173
$
86,072
Equipment Mechanic II
80
1
$
32.42
$
5,619
$
67,433
Equipment Mechanic 11
80
2
$
34.05
$
5,902
$
70,827
Equipment Mechanic 11
80
3
$
35.75
$
6,197
$
74,358
Equipment Mechanic II
80
4
$
37.55
$
6,509
$
78,111
Equipment Mechanic II
80
5
$
39.41
$
6,831
$
81,974
Equipment Mechanic 11
80
6
$
41.36
$
7,169
$
86,029
Equipment Mechanic 11
80
7
$
43.47
$
7,535
$
90,416
Equipment Mechanic II
80
8
$
45.65
$
7,912
$
94,942
Equipment Mechanic II
80
9
$
47.93
$
8,307
$
99,688
Equipment Mechanic, Senior
25F
1
$
35.75
$
6,197
$
74,358
Equipment Mechanic, Senior
25F
2
$
37.55
$
6,509
$
78,111
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 - June 30, 2028
Effective June 14, 2025:
5% Cost -of -Living Adjustment (COLA)
Equipment Mechanic, Senior
25F
3
$
39.41
$
6,831
$
81,974
Equipment Mechanic, Senior
25F
4
$
41.36
$
7,169
$
86,029
Equipment Mechanic, Senior
25F
5
$
43.47
$
7,535
$
90,416
Equipment Mechanic, Senior
25F
6
$
45.65
$
7,912
$
94,942
Equipment Mechanic, Senior
25F
7
$
47.95
$
8,312
$
99,742
Equipment Mechanic, Senior
25F
8
$
50.34
$
8,726
$
104,709
-----Equipment Mechanic, Senior --- -
----25F -
9
- $--
--52.86
$-
- 9 162
-$-
-109 944
Equipment Operator 1
40
1
$
29.05
$
5,035
$
60,425
Equipment Operator 1
40
2
$
30.50
$
5,286
$
63,432
Equipment Operator 1
40
3
$
32.06
$
5,557
$
66,688
Equipment Operator 1
40
4
$
33.68
$
5,838
$
70,054
Equipment Operator 1
40
5
$
35.31
$
6,121
$
73,448
Equipment Operator 1
40
6
$
37.10
$
6,431
$
77,172
Equipment Operator 1
40
7
$
38.97
$
6,755
$
81,063
Equipment Operator 1
40
8
$
40.94
$
7,096
$
85,147
Equipment Operator 1
40
9
$
42.98
$
7,450
$
89,404
Equipment Operator II
65A
1
$
30.56
$
5,298
$
63,570
Equipment Operator 11
65A
2
$
32.09
$
5,562
$
66,743
Equipment Operator 11
65A
3
$
33.69
$
5,840
$
70,081
Equipment Operator II
65A
4
$
35.38
$
6,132
$
73,586
Equipment Operator II
65A
5
$
37.13
$
6,436
$
77,228
Equipment Operator II
65A
6
$
39.01
$
6,762
$
81,146
Equipment Operator II
65A
7
$
40.96
$
7,100
$
85,202
Equipment Operator 11
65A
8
$
42.99
$
7,452
$
89,423
Equipment Operator 11
65A
9
$
45.14
$
7,825
$
93,894
Facilities Maintenance Technician
75
1
$
32.06
$
5,557
$
66,688
Facilities Maintenance Technician
75
2
$
33.68
$
5,838
$
70,054
Facilities Maintenance Technician
75
3
$
35.31
$
6,121
$
73,448
Facilities Maintenance Technician
75
4
$
37.10
$
6,431
$
77,172
Facilities Maintenance Technician
75
5
$
38.96
$
6,753
$
81,035
Facilities Maintenance Technician
75
6
$
40.94
$
7,096
$
85,147
Facilities Maintenance Technician
75
7
$
42.97
$
7,447
$
89,368
Facilities Maintenance Technician
75
8
$
45.07
$
7,813
$
93,755
Facilities Maintenance Technician
75
9
$
47.33
$
8,204
$
98,443
Facilities Maintenance Worker II
25A
1
$
26.38
$
4,573
$
54,879
Facilities Maintenance Worker 11
25A
2
$
27.70
$
4,801
$
57,610
Facilities Maintenance Worker 11
25A
3
$
29.05
$
5,035
$
60,425
Facilities Maintenance Worker 11
25A
4
$
30.50
$
5,286
$
63,432
Facilities Maintenance Worker II
Facilities Maintenance Worker II
Facilities Maintenance Worker II
Facilities Maintenance Worker II
Facilities Maintenance Worker II
Groundsworker II
Groundsworker-il
Groundsworker II
Groundsworker II
Groundsworker II
Groundsworker II
Groundsworker II
Groundsworker II
Groundsworker II
Maintenance Worker I
Maintenance Worker I
Maintenance Worker I
Maintenance Worker I
Maintenance Worker I
Maintenance Worker I
Maintenance Worker I
Maintenance Worker I
Maintenance Worker I
Maintenance Worker II
Maintenance Worker 11
Maintenance Worker II
Maintenance Worker II
Maintenance Worker II
Maintenance Worker II
Maintenance Worker II
Maintenance Worker 11
Maintenance Worker 11
Public Works Crew Chief
Public Works Crew Chief
Public Works Crew Chief
Public Works Crew Chief
Public Works Crew Chief
Public Works Crew Chief
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 - June 30, 2028
Effective June 14, 2025:
5% Cost -of -Living Adjustment (COLA)
25A
5
$
32.06
$
5,557
$
66,688
25A
6
$
33.68
$
5,838
$
70,054
25A
7
$
35.31
$
6,121
$
73,448
25A
8
$
37.10
$
6,431
$
77,172
25A
9
$
38.96
$
6,753
$
81,031
50
1
$
28.20
$
4,888
$
58,659
50--2
$
29.63
$
-5,137---$
61,638
50
3
$
31.13
$
5,396
$
64,757
50
4
$
32.67
$
5,663
$
67,957
50
5
$
34.30
$
5,946
$
71,351
50
6
$
36.00
$
6,240
$
74,882
50
7
$
37.86
$
6,562
$
78,745
50
8
$
39.73
$
6,886
$
82,635
50
9
$
41.71
$
7,231
$
86,767
25H
1
$
26.38
$
4,573
$
54,879
25H
2
$
27.70
$
4,801
$
57,610
25H
3
$
29.05
$
5,035
$
60,425
25H
4
$
30.50
$
5,286
$
63,432
25H
5
$
32.06
$
5,557
$
66,688
25H
6
$
33.68
$
5,838
$
70,054
25H
7
$
35.31
$
6,121
$
73,448
25H
8
$
37.10
$
6,431
$
77,172
25H
9
$
38.96
$
6,753
$
81,031
39
1
$
27.70
$
4,801
$
57,610
39
2
$
29.05
$
5,035
$
60,425
39
3
$
30.50
$
5,286
$
63,432
39
4
$
32.06
$
5,557
$
66,688
39
5
$
33.68
$
5,838
$
70,054
39
6
$
35.31
$
6,121
$
73,448
39
7
$
37.10
$
6,431
$
77,172
39
8
$
38.97
$
6,755
$
81,063
39
9
$
40.92
$
7,093
$
85,116
25
1
$
35.75
$
6,197
$
74,358
25
2
$
37.55
$
6,509
$
78,111
25
3
$
39.41
$
6,831
$
81,974
25
4
$
41.36
$
7,169
$
86,029
25
5
$
43.47
$
7,535
$
90,416
25
6
$
45.65
$
7,912
$
94,942
Public Works Crew Chief
Public Works Crew Chief
Public Works Crew Chief
Public Works Supervisor
Public Works Supervisor
Public Works Supervisor
Public- Works- Supervisor
-- - - -
Public Works Supervisor
Public Works Supervisor
Public Works Supervisor
Public Works Supervisor
Public Works Supervisor
Senior Services Shuttle Driver
Senior Services Shuttle Driver
Senior Services Shuttle Driver
Senior Services Shuttle Driver
Senior Services Shuttle Driver
Senior Services Shuttle Driver
Senior Services Shuttle Driver
Senior Services Shuttle Driver
Senior Services Shuttle Driver
Utilities Crew Chief
Utilities Crew Chief
Utilities Crew Chief
Utilities Crew Chief
Utilities Crew Chief
Utilities Crew Chief
Utilities Crew Chief
Utilities Crew Chief
Utilities Crew Chief
Utilities Scada Coordinator
Utilities Scada Coordinator
Utilities Scada Coordinator
Utilities Scada Coordinator
Utilities Scada Coordinator
Utilities Scada Coordinator
Utilities Scada Coordinator
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 - June 30, 2028
Effective June 14, 2025:
5% Cost -of -Living Adjustment (COLA)
25
7
$
47.95
$
8,312
$
99,742
25
8
$
50.34
$
8,726
$
104,709
25
9
$
52.86
$
9,162
$
109,944
65
1
$
41.41
$
7,177
$
86,123
65
2
$
43.47
$
7,535
$
90,417
65
3
$
45.66
$
7,914
$
94,973
-- - 65-
4---
$
47-94
$--
8,309-
$
99,-7-13--
65
5
$
50.32
$
8,722
$
104,662
65
6
$
52.81
$
9,154
$
109,846
65
7
$
55.47
$
9,614
$
115,371
65
8
$
58.25
$
10,097
$
121,158
65
9
$
61.16
$
10,601
$
127,216
10
1
$
25.42
$
4,405
$
52,865
10
2
$
26.65
$
4,619
$
55,431
10
3
$
28.04
$
4,861
$
58,328
10
4
$
29.43
$
5,102
$
61,225
10
5
$
30.88
$
5,353
$
64,232
10
6
$
32.42
$
5,619
$
67,433
10
7
$
34.05
$
5,902
$
70,827
10
8
$
35.78
$
6,201
$
74,414
10
9
$
37.56
$
6,511
$
78,134
25G
1
$
35.75
$
6,197
$
74,358
25G
2
$
37.55
$
6,509
$
78,111
25G
3
$
39.41
$
6,831
$
81,974
25G
4
$
41.36
$
7,169
$
86,029
25G
5
$
43.47
$
7,535
$
90,416
25G
6
$
45.65
$
7,912
$
94,942
25G
7
$
47.95
$
8,312
$
99,742
25G
8
$
50.34
$
8,726
$
104,709
25G
9
$
52.86
$
9,162
$
109,944
03
1
$
38.34
$
6,645
$
79,739
03
2
$
40.26
$
6,978
$
83,740
03
3
$
42.28
$
7,328
$
87,933
03
4
$
44.36
$
7,689
$
92,265
03
5
$
46.63
$
8,082
$
96,983
03
6
$
48.93
$
8,482
$
101,784
03
7
$
51.40
$
8,910
$
106,916
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 - June 30, 2028
Effective June 14, 2025:
5% Cost -of -Living Adjustment (COLA)
Utilities Scada Coordinator
03
8
$
53.96
$
9,353
$
112,241
Utilities Scada Coordinator
03
9
$
56.66
$
9,821
$
117,853
Utilities Specialist
60
1
$
29.63
$
5,137
$
61,638
Utilities Specialist
60
2
$
31.13
$
5,396
$
64,757
Utilities Specialist
60
3
$
32.67
$
5,663
$
67,957
Utilities Specialist
60
4
$
34.30
$
5,946
$
71,351
Utilities Specialist
60
5
$
36.00
$
6,240
$
74,882
Utilities Specialist
60
6
$
37.86
$
6,562
$
78,745
Utilities Specialist
60
7
$
39.72
$
6,884
$
82,608
Utilities Specialist
60
8
$
41.71
$
7,229
$
86,747
Utilities Specialist
60
9
$
43.79
$
7,590
$
91,084
Utilities Specialist, Senior
01
1
$
31.85
$
5,521
$
66,246
Utilities Specialist, Senior
01
2
$
33.45
$
5,799
$
69,585
Utilities Specialist, Senior
01
3
$
35.13
$
6,088
$
73,062
Utilities Specialist, Senior
01
4
$
36.88
$
6,392
$
76,703
Utilities Specialist, Senior
01
5
$
38.73
$
6,714
$
80,567
Utilities Specialist, Senior
01
6
$
40.67
$
7,050
$
84,595
Utilities Specialist, Senior
01
7
$
42.70
$
7,401
$
88,816
Utilities Specialist, Senior
01
8
$
44.82
$
7,769
$
93,230
Utilities Specialist, Senior
01
9
$
47.06
$
8,158
$
97,892
Utilities Supervisor
55
1
$
41.36
$
7,169
$
86,029
Utilities Supervisor
55
2
$
43.47
$
7,535
$
90,416
Utilities Supervisor
55
3
$
45.65
$
7,912
$
94,942
Utilities Supervisor
55
4
$
47.94
$
8,310
$
99,714
Utilities Supervisor
55
5
$
50.34
$
8,726
$
104,709
Utilities Supervisor
55
6
$
52.83
$
9,158
$
109,896
Utilities Supervisor
55
7
$
55.45
$
9,611
$
115,331
Utilities Supervisor
55
8
$
58.25
$
10,096
$
121,153
Utilities Supervisor
55
9
$
61.16
$
10,601
$
127,210
Water Production Operator
26
1
$
37.55
$
6,509
$
78,111
Water Production Operator
26
2
$
39.41
$
6,831
$
81,974
Water Production Operator
26
3
$
41.36
$
7,169
$
86,029
Water Production Operator
26
4
$
43.47
$
7,535
$
90,416
Water Production Operator
26
5
$
45.65
$
7,912
$
94,942
Water Production Operator
26
6
$
47.94
$
8,310
$
99,714
Water Production Operator
26
7
$
50.34
$
8,726
$
104,709
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 -June 30, 2028
Effective June 14, 2025:
5% Cost -of -Living Adjustment (COLA)
Water Production Operator
Water Production Operator
Water Production Supervisor
Water Production Supervisor
Water Production Supervisor
Water Production Supervisor
26
26
65B
65B
65B
65B
8
9
1
2
3
4
$
$
$
$
$
$
52.83
55.48
43.47
45.65
47.94
50.34
$
$
$
$
$
$
9,158
9,616
7,535
7,912
8,310
8,726
$
$
$
$
$
$
109,896
115,391
90,416
94,942
99,714
104,709
Water Production Supervisor
65B
5
$
52.83
$
9,158
$
109,896
Water Production Supervisor
65B
6
$
55.45
$
9,611
$
115,331
Water Production Supervisor
65B
7
$
58.25
$
10,096
$
121,153
Water Production Supervisor
65B
8
$
61.16
$
10,602
$
127,223
Water Production Supervisor
65B
9
$
64.22
$
11,132
$
133,584
Water Quality Coordinator
55B
1
$
41.36
$
7,169
$
86,029
Water Quality Coordinator
55B
2
$
43.47
$
7,535
$
90,416
Water Quality Coordinator
55B
3
$
45.65
$
7,912
$
94,942
Water Quality Coordinator
55B
4
$
47.94
$
8,310
$
99,714
Water Quality Coordinator
55B
5
$
50.34
$
8,726
$
104,709
Water Quality Coordinator
55B
6
$
52.83
$
9,158
$
109,896
Water Quality Coordinator
55B
7
$
55.45
$
9,611
$
115,331
Water Quality Coordinator
55B
8
$
58.25
$
10,096
$
121,153
Water Quality Coordinator
55B
9
$
61.16
$
10,601
$
127,210
Hourly rates are rounded to the nearest hundredth. Monthly and annual salaries are rounded to the nearest whole dollar.
Actual rates may vary slightly due to rounding.
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 - June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Concrete Finisher
75A
1 $
Concrete Finisher
75A
2 $
Concrete Finisher
75A
3 $
Concrete Finisher
75A
4 $
Concrete Finisher
75A
5 $
Concrete Finisher
75A
6 $
-Concrete-Finisher - -
-- 75A
7 $
Concrete Finisher
75A
8 $
Concrete Finisher
75A
9 $
Electrical & Instrumentation Specialist
25C
1 $
Electrical & Instrumentation Specialist
25C
2 $
Electrical & Instrumentation Specialist
25C
3 $
Electrical & Instrumentation Specialist
25C
4 $
Electrical & Instrumentation Specialist
25C
5 $
Electrical & Instrumentation Specialist
25C
6 $
Electrical & Instrumentation Specialist
25C
7 $
Electrical & Instrumentation Specialist
25C
8 $
Electrical & Instrumentation Specialist
25C
9 $
Equipment Mechanic 1
45
1 $
Equipment Mechanic 1
45
2 $
Equipment Mechanic 1
45
3 $
Equipment Mechanic 1
45
4 $
Equipment Mechanic 1
45
5 $
Equipment Mechanic 1
45
6 $
Equipment Mechanic 1
45
7 $
Equipment Mechanic 1
45
8 $
Equipment Mechanic 1
45
9 $
Equipment Mechanic 11
80
1 $
Equipment Mechanic II
80
2 $
Equipment Mechanic II
80
3 $
Equipment Mechanic II
80
4 $
Equipment Mechanic II
80
5 $
Equipment Mechanic II
80
6 $
Equipment Mechanic II
80
7 $
Equipment Mechanic 11
80
8 $
Equipment Mechanic II
80
9 $
Equipment Mechanic, Senior
25F
1 $
Equipment Mechanic, Senior
25F
2 $
33.34
$
5,780
35.03
$
6,071
36.72
$
6,365
38.59
$
6,688
40.52
$
7,023
42.57
$
7,379
44.68 -
-$ -
-7,745
46.88
$
8,125
49.22
$
8,532
37.18
$
6,444
39.06
$
6,770
40.99
$
7,104
43.01
$
7,456
45.21
$
7,836
47.47
$
8,228
49.87
$
8,644
52.35
$
9,075
54.97
$
9,528
29.16
$
5,055
30.61
$
5,306
32.10
$
5,564
33.72
$
5,844
35.41
$
6,138
37.18
$
6,444
39.06
$
6,770
40.99
$
7,104
43.04
$
7,460
33.72
$
5,844
35.41
$
6,138
37.18
$
6,444
39.06
$
6,770
40.99
$
7,104
43.01
$
7,456
45.21
$
7,836
47.47
$
8,228
49.84
$
8,640
37.18
$
6,444
39.06
$
6,770
$ 69,356
$ 72,856
$ 76,386
$ 80,259
$ 84,277
$ 88,552
$ 92-,942-- -
$ 97,505
$ 102,380
$ 77,333
$ 81,235
$ 85,253
$ 89,471
$ 94,033
$ 98,739
$ 103,732
$ 108,897
$ 114,342
$ 60,661
$ 63,673
$ 66,773
$ 70,130
$ 73,660
$ 77,333
$ 81,235
$ 85,253
$ 89,515
$ 70,130
$ 73,660
$ 77,333
$ 81,235
$ 85,253
$ 89,471
$ 94,033
$ 98,739
$ 103,676
$ 77,333
$ 81,235
Equipment Mechanic, Senior
Equipment Mechanic, Senior
Equipment Mechanic, Senior
Equipment Mechanic, Senior
Equipment Mechanic, Senior
Equipment Mechanic, Senior
Equipment -Mechanic,, Senior
Facilities Maintenance Technician
Facilities Maintenance Technician
Facilities Maintenance Technician
Facilities Maintenance Technician
Facilities Maintenance Technician
Facilities Maintenance Technician
Facilities Maintenance Technician
Facilities Maintenance Technician
Facilities Maintenance Technician
Facilities Maintenance Worker II
Facilities Maintenance Worker II
Facilities Maintenance Worker II
Facilities Maintenance Worker II
Facilities Maintenance Worker II
Facilities Maintenance Worker II
Facilities Maintenance Worker II
Facilities Maintenance Worker II
Facilities Maintenance Worker II
Groundsworker II
Groundsworker II
Groundsworker II
Groundsworker II
Groundsworker II
Groundsworker II
Groundsworker II
Groundsworker II
Groundsworker II
Maintenance Operator
Maintenance Operator
Maintenance Operator
Maintenance Operator
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 -June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
25F
3
$
40.99
$
7,104
$
85,253
25F
4
$
43.01
$
7,456
$
89,471
25F
5
$
45.21
$
7,836
$
94,033
25F
6
$
47.47
$
8,228
$
98,739
25F
7
$
49.87
$
8,644
$
103,732
25F
8
$
52.35
$
9,075
$
108,897
25F
-9-
--$-54.97
$
9 528
$
114,342- -
75
1
$
33.34
$
5,780
$
69,356
75
2
$
35.03
$
6,071
$
72,856
75
3
$
36.72
$
6,365
$
76,386
75
4
$
38.59
$
6,688
$
80,259
75
5
$
40.52
$
7,023
$
84,277
75
6
$
42.57
$
7,379
$
88,552
75
7
$
44.68
$
7,745
$
92,942
75
8
$
46.88
$
8,125
$
97,505
75
9
$
49.22
$
8,532
$
102,380
25A
1
$
27.44
$
4,756
$
57,075
25A
2
$
28.81
$
4,993
$
59,915
25A
3
$
30.21
$
5,237
$
62,842
25A
4
$
31.72
$
5,497
$
65,970
25A
5
$
33.34
$
5,780
$
69,356
25A
6
$
35.03
$
6,071
$
72,856
25A
7
$
36.72
$
6,365
$
76,386
25A
8
$
38.59
$
6,688
$
80,259
25A
9
$
40.52
$
7,023
$
84,272
50
1
$
29.33
$
5,084
$
61,005
50
2
$
30.82
$
5,342
$
64,104
50
3
$
32.38
$
5,612
$
67,347
50
4
$
33.98
$
5,890
$
70,676
50
5
$
35.68
$
6,184
$
74,205
50
6
$
37.44
$
6,490
$
77,878
50
7
$
39.37
$
6,825
$
81,895
50
8
$
41.32
$
7,162
$
85,941
50
9
$
43.38
$
7,520
$
90,238
40
1
$
30.21
$
5,237
$
62,842
40
2
$
31.72
$
5,497
$
65,970
40
3
$
33.34
$
5,780
$
69,356
40
4
$
35.03
$
6,071
$
72,856
Maintenance Operator
Maintenance Operator
Maintenance Operator
Maintenance Operator
Maintenance Operator
Maintenance Operator, Senior
-----Main tenance- Operator,, Senior
Maintenance Operator, Senior
Maintenance Operator, Senior
Maintenance Operator, Senior
Maintenance Operator, Senior
Maintenance Operator, Senior
Maintenance Operator, Senior
Maintenance Operator, Senior
Maintenance Worker
Maintenance Worker
Maintenance Worker
Maintenance Worker
Maintenance Worker
Maintenance Worker
Maintenance Worker
Maintenance Worker
Maintenance Worker
Public Works Crew Chief
Public Works Crew Chief
Public Works Crew Chief
Public Works Crew Chief
Public Works Crew Chief
Public Works Crew Chief
Public Works Crew Chief
Public Works Crew Chief
Public Works Crew Chief
Public Works Supervisor
Public Works Supervisor
Public Works Supervisor
Public Works Supervisor
Public Works Supervisor
Public Works Supervisor
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 - June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
40
5
$
36.72
$
6,365
$
76,386
40
6
$
38.59
$
6,688
$
80,259
40
7
$
40.53
$
7,025
$
84,306
40
8
$
42.57
$
7,379
$
88,552
40
9
$
44.70
$
7,748
$
92,980
65A
1
$
31.79
$
5,509
$
66,113
--65A----2
$-
33.37
-$-
5,784-
$
- 69,413 -
65A
3
$
35.04
$
6,074
$
72,885
65A
4
$
36.79
$
6,377
$
76,529
65A
5
$
38.61
$
6,693
$
80,317
65A
6
$
40.57
$
7,033
$
84,392
65A
7
$
42.60
$
7,384
$
88,610
65A
8
$
44.71
$
7,750
$
93,000
65A
9
$
46.95
$
8,138
$
97,650
25H
1
$
27.44
$
4,756
$
57,075
25H
2
$
28.81
$
4,993
$
59,915
25H
3
$
30.21
$
5,237
$
62,842
25H
4
$
31.72
$
5,497
$
65,970
25H
5
$
33.34
$
5,780
$
69,356
25H
6
$
35.03
$
6,071
$
72,856
25H
7
$
36.72
$
6,365
$
76,386
25H
8
$
38.59
$
6,588
$
80,259
25H
9
$
40.52
$
7,023
$
84,272
25
1
$
37.18
$
6,444
$
77,333
25
2
$
39.06
$
6,770
$
81,235
25
3
$
40.99
$
7,104
$
85,253
25
4
$
43.01
$
7,456
$
89,471
25
5
$
45.21
$
7,836
$
94,033
25
6
$
47.47
$
8,228
$
98,739
25
7
$
49.87
$
8,644
$
103,732
25
8
$
52.35
$
9,075
$
108,897
25
9
$
54.97
$
9,528
$
114,342
65
1
$
43.06
$
7,464
$
89,567
65
2
$
45.21
$
7,836
$
94,034
65
3
$
47.49
$
8,231
$
98,772
65
4
$
49.86
$
8,642
$
103,701
65
5
$
52.33
$
9,071
$
108,848
65
6
$
54.92
$
9,520
$
114,240
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 -June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Public Works Supervisor
65
7
$
57.69
$
9,999
$
119,986
Public Works Supervisor
65
8
$
60.58
$
10,500
$
126,005
Public Works Supervisor
65
9
$
63.61
$
11,025
$
132,305
Senior Services Shuttle Driver
10
1
$
26.43
$
4,582
$
54,979
Senior Services Shuttle Driver
10
2
$
27.72
$
4,804
$
57,648
Senior Services Shuttle Driver
10
3
$
29.16
$
5,055
$
60,661
- Senior- Services Shuttle -Driver -
10
4-
$
30.61
$
5,306-
$
63 673 -
Senior Services Shuttle Driver
10
5
$
32.12
$
5,567
$
66,802
Senior Services Shuttle Driver
10
6
$
33.72
$
5,844
$
70,130
Senior Services Shuttle Driver
10
7
$
35.41
$
6,138
$
73,660
Senior Services Shuttle Driver
10
8
$
37.21
$
6,449
$
77,390
Senior Services Shuttle Driver
10
9
$
39.07
$
6,772
$
81,260
Utilities Crew Chief
25G
1
$
37.18
$
6,444
$
77,333
Utilities Crew Chief
25G
2
$
39.06
$
6,770
$
81,235
Utilities Crew Chief
25G
3
$
40.99
$
7,104
$
85,253
Utilities Crew Chief
25G
4
$
43.01
$
7,456
$
89,471
Utilities Crew Chief
25G
5
$
45.21
$
7,836
$
94,033
Utilities Crew Chief
25G
6
$
47.47
$
8,228
$
98,739
Utilities Crew Chief
25G
7
$
49.87
$
8,644
$
103,732
Utilities Crew Chief
25G
8
$
52.35
$
9,075
$
108,897
Utilities Crew Chief
25G
9
$
54.97
$
9,528
$
114,342
Utilities Scada Coordinator
03
1
$
39.87
$
6,911
$
82,928
Utilities Scada Coordinator
03
2
$
41.87
$
7,257
$
87,089
Utilities Scada Coordinator
03
3
$
43.97
$
7,621
$
91,450
Utilities Scada Coordinator
03
4
$
46.13
$
7,996
$
95,955
Utilities Scada Coordinator
03
5
$
48.49
$
8,405
$
100,863
Utilities Scada Coordinator
03
6
$
50.89
$
8,821
$
105,855
Utilities Scada Coordinator
03
7
$
53.46
$
9,266
$
111,192
Utilities Scada Coordinator
03
8
$
56.12
$
9,728
$
116,731
Utilities Scada Coordinator
03
9
$
58.93
$
10,214
$
122,567
Utilities Specialist
60
1
$
30.82
$
5,342
$
64,104
Utilities Specialist
60
2
$
32.38
$
5,612
$
67,347
Utilities Specialist
60
3
$
33.98
$
5,890
$
70,676
Utilities Specialist
60
4
$
35.68
$
6,184
$
74,205
Utilities Specialist
60
5
$
37.44
$
6,490
$
77,878
Utilities Specialist
60
6
$
39.37
$
6,825
$
81,895
Utilities Specialist
60
7
$
41.30
$
7,159
$
85,912
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 - June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Utilities Specialist
Utilities Specialist
Utilities Specialist, Senior
Utilities Specialist, Senior
Utilities Specialist, Senior
Utilities Specialist, Senior
60
60
01
01
01
01
8
9
1
2
3
4
$
$
$
$
$
$
43.37
45.54
33.12
34.79
36.53
38.35
$
$
$
$
$
$
7,518
7,894
5,741
6,031
6,332
6,648
$
$
$
$
$
$
90,217
94,728
68,896
72,368
75,984
79,772
Utilities Specialist, Senior
01
5
$
40.28
$
6,982
$
83,789
Utilities Specialist, Senior
01
6
$
42.30
$
7,332
$
87,978
Utilities Specialist, Senior
01
7
$
44.41
$
7,697
$
92,368
Utilities Specialist, Senior
01
8
$
46.62
$
8,080
$
96,960
Utilities Specialist, Senior
01
9
$
48.95
$
8,484
$
101,808
Utilities Supervisor
55
1
$
43.01
$
7,456
$
89,471
Utilities Supervisor
55
2
$
45.21
$
7,836
$
94,033
Utilities Supervisor
55
3
$
47.47
$
8,228
$
98,739
Utilities Supervisor
55
4
$
49.86
$
8,642
$
103,703
Utilities Supervisor
55
5
$
52.35
$
9,075
$
108,897
Utilities Supervisor
55
6
$
54.95
$
9,524
$
114,292
Utilities Supervisor
55
7
$
57.67
$
9,995
$
119,945
Utilities Supervisor
55
8
$
60.58
$
10,500
$
125,999
Utilities Supervisor
55
9
$
63.61
$
11,025
$
132,299
Water Production Operator
26
1
$
39.06
$
6,770
$
81,235
Water Production Operator
26
2
$
40.99
$
7,104
$
85,253
Water Production Operator
26
3
$
43.01
$
7,456
$
89,471
Water Production Operator
26
4
$
45.21
$
7,836
$
94,033
Water Production Operator
26
5
$
47.47
$
8,228
$
98,739
Water Production Operator
26
6
$
49.86
$
8,642
$
103,703
Water Production Operator
26
7
$
52.35
$
9,075
$
108,897
Water Production Operator
26
8
$
54.95
$
9,524
$
114,292
Water Production Operator
26
9
$
57.70
$
10,001
$
120,006
Water Production Supervisor
65B
1
$
45.21
$
7,836
$
94,033
Water Production Supervisor
65B
2
$
47.47
$
8,228
$
98,739
Water Production Supervisor
65B
3
$
49.86
$
8,642
$
103,703
Water Production Supervisor
65B
4
$
52.35
$
9,075
$
108,897
Water Production Supervisor
65B
5
$
54.95
$
9,524
$
114,292
Water Production Supervisor
65B
6
$
57.67
$
9,995
$
119,945
Water Production Supervisor
65B
7
$
60.58
$
10,500
$
125,999
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 -June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Water Production Supervisor
65B
8
$
63.61
$
11,026
$
132,312
Water Production Supervisor
65B
9
$
66.79
$
11,577
$
138,927
Water Quality Coordinator
55B
1
$
43.01
$
7,456
$
89,471
Water Quality Coordinator
55B
2
$
45.21
$
7,836
$
94,033
Water Quality Coordinator
55B
3
$
47.47
$
8,228
$
98,739
Water Quality Coordinator
55B
4
$
49.86
$
8,642
$
103,703
Water Quality Coordinator
55B
5
$
52.35
$
9,075
$
108,897
Water Quality Coordinator
55B
6
$
54.95
$
9,524
$
114,292
Water Quality Coordinator
55B
7
$
57.67
$
9,995
$
119,945
Water Quality Coordinator
55B
8
$
60.58
$
10,500
$
125,999
Water Quality Coordinator
55B
9
$
63.61
$
11,025
$
132,299
Hourly rates are rounded to the nearest hundredth. Monthly and annual salaries are rounded to the nearest whole dollar.
Actual rates may vary slightly due to rounding.
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 -June 30, 2028
Effective July 10, 2027:
3% Cost -of -Living Adjustment (COLA)
Concrete Finisher
75A
1
$
34.34
$
5,953
$
71,436
Concrete Finisher
75A
2
$
36.08
$
6,253
$
75,042
Concrete Finisher
75A
3
$
37.83
$
6,556
$
78,677
Concrete Finisher
75A
4
$
39.74
$
6,889
$
82,667
Concrete Finisher
75A
5
$
41.73
$
7,234
$
86,805
Concrete Finisher
75A
6
$
43.85
$
7,601
$
91,209
-Concrete Finisher -
- 75A ---7
--$
46 02
$
7-978--
$
95,7--31 -
Concrete Finisher
75A
8
$
48.28
$
8,369
$
100,430
Concrete Finisher
75A
9
$
50.70
$
8,788
$
105,451
Electrical & Instrumentation Specialist
25C
1
$
38.29
$
6,638
$
79,653
Electrical & Instrumentation Specialist
25C
2
$
40.23
$
6,973
$
83,672
Electrical & Instrumentation Specialist
25C
3
$
42.22
$
7,318
$
87,810
Electrical & Instrumentation Specialist
25C
4
$
44.31
$
7,680
$
92,155
Electrical & Instrumentation Specialist
25C
5
$
46.56
$
8,071
$
96,854
Electrical & Instrumentation Specialist
25C
6
$
48.89
$
8,475
$
101,701
Electrical & Instrumentation Specialist
25C
7
$
51.37
$
8,904
$
106,844
Electrical & Instrumentation Specialist
25C
8
$
53.92
$
9,347
$
112,163
Electrical & Instrumentation Specialist
25C
9
$
56.62
$
9,814
$
117,772
Equipment Mechanic 1
45
1
$
30.04
$
5,207
$
62,481
Equipment Mechanic 1
45
2
$
31.53
$
5,465
$
65,584
Equipment Mechanic 1
45
3
$
33.07
$
5,731
$
68,776
Equipment Mechanic 1
45
4
$
34.73
$
6,020
$
72,234
Equipment Mechanic 1
45
5
$
36.48
$
6,322
$
75,869
Equipment Mechanic 1
45
6
$
38.29
$
6,638
$
79,653
Equipment Mechanic 1
45
7
$
40.23
$
6,973
$
83,672
Equipment Mechanic 1
45
8
$
42.22
$
7,318
$
87,810
Equipment Mechanic 1
45
9
$
44.33
$
7,683
$
92,201
Equipment Mechanic II
80
1
$
34.73
$
6,020
$
72,234
Equipment Mechanic 11
80
2
$
36.48
$
6,322
$
75,869
Equipment Mechanic 11
80
3
$
38.29
$
6,638
$
79,653
Equipment Mechanic 11
80
4
$
40.23
$
6,973
$
83,672
Equipment Mechanic II
80
5
$
42.22
$
7,318
$
87,810
Equipment Mechanic II
80
6
$
44.31
$
7,680
$
92,155
Equipment Mechanic II
80
7
$
46.56
$
8,071
$
96,854
Equipment Mechanic 11
80
8
$
48.89
$
8,475
$
101,701
Equipment Mechanic II
80
9
$
51.34
$
8,899
$
106,786
Equipment Mechanic, Senior
25F
1
$
38.29
$
6,638
$
79,653
Equipment Mechanic, Senior
25F
2
$
40.23
$
6,973
$
83,672
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 -June 30, 2028
Effective July 10, 2027:
3% Cost -of -Living Adjustment (COLA)
Equipment Mechanic, Senior
25F
3
$
42.22
$
7,318
$
87,810
Equipment Mechanic, Senior
25F
4
$
44.31
$
7,680
$
92,155
Equipment Mechanic, Senior
25F
5
$
46.56
$
8,071
$
96,854
Equipment Mechanic, Senior
25F
6
$
48.89
$
8,475
$
101,701
Equipment Mechanic, Senior
25F
7
$
51.37
$
8,904
$
106,844
Equipment Mechanic, Senior
25F
8
$
53.92
$
9,347
$
112,163
--Equipment Mechanic,, Senior-- -
2-5F
9
-$
56:62-
$
9,814
$-
11-7-,-7-72- --
Facilities Maintenance Technician
75
1
$
34.34
$
5,953
$
71,436
Facilities Maintenance Technician
75
2
$
36.08
$
6,253
$
75,042
Facilities Maintenance Technician
75
3
$
37.83
$
6,556
$
78,677
Facilities Maintenance Technician
75
4
$
39.74
$
6,889
$
82,667
Facilities Maintenance Technician
75
5
$
41.73
$
7,234
$
86,805
Facilities Maintenance Technician
75
6
$
43.85
$
7,601
$
91,209
Facilities Maintenance Technician
75
7
$
46.02
$
7,978
$
95,731
Facilities Maintenance Technician
75
8
$
48.28
$
8,369
$
100,430
Facilities Maintenance Technician
75
9
$
50.70
$
8,788
$
105,451
Facilities Maintenance Worker II
25A
1
$
28.26
$
4,899
$
58,787
Facilities Maintenance Worker II
25A
2
$
29.67
$
5,143
$
61,712
Facilities Maintenance Worker II
25A
3
$
31.12
$
5,394
$
64,727
Facilities Maintenance Worker II
25A
4
$
32.67
$
5,662
$
67,949
Facilities Maintenance Worker II
25A
5
$
34.34
$
5,953
$
71,436
Facilities Maintenance Worker II
25A
6
$
36.08
$
6,253
$
75,042
Facilities Maintenance Worker II
25A
7
$
37.83
$
6,556
$
78,677
Facilities Maintenance Worker II
25A
8
$
39.74
$
6,889
$
82,667
Facilities Maintenance Worker II
25A
9
$
41.73
$
7,233
$
86,800
Groundsworker II
50
1
$
30.21
$
5,236
$
62,835
Groundsworker 11
50
2
$
31.74
$
5,502
$
66,027
Groundsworker II
50
3
$
33.35
$
5,781
$
69,367
Groundsworker II
50
4
$
35.00
$
6,066
$
72,796
Groundsworker 11
50
5
$
36.75
$
6,369
$
76,431
Groundsworker II
50
6
$
38.56
$
6,684
$
80,214
Groundsworker II
50
7
$
40.55
$
7,029
$
84,352
Groundsworker II
50
8
$
42.56
$
7,377
$
88,519
Groundsworker II
50
9
$
44.69
$
7,745
$
92,945
Maintenance Operator
40
1
$
31.12
$
5,394
$
64,727
Maintenance Operator
40
2
$
32.67
$
5,662
$
67,949
Maintenance Operator
40
3
$
34.34
$
5,953
$
71,436
Maintenance Operator
40
4
$
36.08
$
6,253
$
75,042
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 -June 30, 2028
Effective July 10, 2027:
3% Cost -of -Living Adjustment (COLA)
Maintenance Operator
40
5
$
37.83
$
6,556
$
78,677
Maintenance Operator
40
6
$
39.74
$
6,889
$
BZ667
Maintenance Operator
40
7
$
41.75
$
7,236
$
86,835
Maintenance Operator
40
8
$
43.85
$
7,601
$
91,209
Maintenance Operator
40
9
$
46.04
$
7,981
$
95,770
Maintenance Operator, Senior
65A
1
$
32.74
$
5,675
$
68,096
Maintenance- Operator, Senior--
- 65A
2
- $
34.3-7--
-$
5,958
$
71,495 -
Maintenance Operator, Senior
65A
3
$
36.09
$
6,256
$
75,071
Maintenance Operator, Senior
65A
4
$
37.90
$
6,569
$
78,825
Maintenance Operator, Senior
65A
5
$
39.77
$
6,894
$
82,726
Maintenance Operator, Senior
65A
6
$
41.79
$
7,244
$
86,924
Maintenance Operator, Senior
65A
7
$
43.88
$
7,606
$
91,268
Maintenance Operator, Senior
65A
8
$
46.05
$
7,982
$
95,790
Maintenance Operator, Senior
65A
9
$
48.36
$
8,382
$
100,580
Maintenance Worker
25H
1
$
28.26
$
4,899
$
58,787
Maintenance Worker
25H
2
$
29.67
$
5,143
$
61,712
Maintenance Worker
25H
3
$
31.12
$
5,394
$
64,727
Maintenance Worker
25H
4
$
32.67
$
5,662
$
67,949
Maintenance Worker
25H
5
$
34.34
$
5,953
$
71,436
Maintenance Worker
25H
6
$
36.08
$
6,253
$
75,042
Maintenance Worker
25H
7
$
37.83
$
6,556
$
78,677
Maintenance Worker
25H
8
$
39.74
$
6,889
$
82,667
Maintenance Worker
25H
9
$
41.73
$
7,233
$
86,800
Public Works Crew Chief
25
1
$
38.29
$
6,638
$
79,653
Public Works Crew Chief
25
2
$
40.23
$
6,973
$
83,672
Public Works Crew Chief
25
3
$
42.22
$
7,318
$
87,810
Public Works Crew Chief
25
4
$
44.31
$
7,680
$
92,155
Public Works Crew Chief
25
5
$
46.56
$
8,071
$
96,854
Public Works Crew Chief
25
6
$
48.89
$
8,475
$
101,701
Public Works Crew Chief
25
7
$
51.37
$
8,904
$
106,844
Public Works Crew Chief
25
8
$
53.92
$
9,347
$
112,163
Public Works Crew Chief
25
9
$
56.62
$
9,814
$
117,772
Public Works Supervisor
65
1
$
44.35
$
7,688
$
92,255
Public Works Supervisor
65
2
$
46.56
$
8,071
$
96,855
Public Works Supervisor
65
3
$
48.91
$
8,478
$
101,735
Public Works Supervisor
65
4
$
51.35
$
8,901
$
106,812
Public Works Supervisor
65
5
$
53.90
$
9,343
$
112,114
Public Works Supervisor
65
6
$
56.57
$
9,806
$
117,667
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 - June 30, 2028
Effective July 10, 2027:
3% Cost -of -Living Adjustment (COLA)
Public Works Supervisor
65
7
$
59.42
$
10,299
$
123,586
Public Works Supervisor
65
8
$
62.40
$
10,815
$
129,785
Public Works Supervisor
65
9
$
65.52
$
11,356
$
136,274
Senior Services Shuttle Driver
10
1
$
27.23
$
4,719
$
56,629
Senior Services Shuttle Driver
10
2
$
28.55
$
4,948
$
59,378
Senior Services Shuttle Driver
10
3
$
30.04
$
5,207
$
62,481
-- Senior Services Shuttle -Driver -
- 10
4
$
31..53-
$
5 465-
$
65,584
Senior Services Shuttle Driver
10
5
$
33.08
$
5,734
$
68,806
Senior Services Shuttle Driver
10
6
$
34.73
$
6,020
$
72,234
Senior Services Shuttle Driver
10
7
$
36.48
$
6,322
$
75,869
Senior Services Shuttle Driver
10
8
$
38.32
$
6,643
$
79,712
Senior Services Shuttle Driver
10
9
$
40.24
$
6,975
$
83,697
Utilities Crew Chief
25G
1
$
38.29
$
6,638
$
79,653
Utilities Crew Chief
25G
2
$
40.23
$
6,973
$
83,672
Utilities Crew Chief
25G
3
$
42.22
$
7,318
$
87,810
Utilities Crew Chief
25G
4
$
44.31
$
7,680
$
92,155
Utilities Crew Chief
25G
5
$
46.56
$
8,071
$
96,854
Utilities Crew Chief
25G
6
$
48.89
$
8,475
$
101,701
Utilities Crew Chief
25G
7
$
51.37
$
8,904
$
106,844
Utilities Crew Chief
25G
8
$
53.92
$
9,347
$
112,163
Utilities Crew Chief
25G
9
$
56.62
$
9,814
$
117,772
Utilities Scada Coordinator
03
1
$
41.07
$
7,118
$
85,416
Utilities Scada Coordinator
03
2
$
43.13
$
7,475
$
89,702
Utilities Scada Coordinator
03
3
$
45.29
$
7,849
$
94,194
Utilities Scada Coordinator
03
4
$
47.52
$
8,236
$
98,834
Utilities Scada Coordinator
03
5
$
49.95
$
8,657
$
103,889
Utilities Scada Coordinator
03
6
$
52.42
$
9,086
$
109,031
Utilities Scada Coordinator
03
7
$
55.06
$
9,544
$
114,528
Utilities Scada Coordinator
03
8
$
57.80
$
10,019
$
120,233
Utilities Scada Coordinator
03
9
$
60.69
$
10,520
$
126,244
Utilities Specialist
60
1
$
31.74
$
5,502
$
66,027
Utilities Specialist
60
2
$
33.35
$
5,781
$
69,367
Utilities Specialist
60
3
$
35.00
$
6,066
$
72,796
Utilities Specialist
60
4
$
36.75
$
6,369
$
76,431
Utilities Specialist
60
5
$
38.56
$
6,684
$
80,214
Utilities Specialist
60
6
$
40.55
$
7,029
$
84,352
Utilities Specialist
60
7
$
42.54
$
7,374
$
88,489
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 - June 30, 2028
Effective July 10, 2027:
3% Cost -of -Living Adjustment (COLA)
Utilities Specialist
60
8
$
44.67
$
7,744
$
92,923
Utilities Specialist
60
9
$
46.91
$
8,131
$
97,569
Utilities Specialist, Senior
01
1
$
34.12
$
5,914
$
70,963
Utilities Specialist, Senior
01
2
$
35.84
$
6,212
$
74,539
Utilities Specialist, Senior
01
3
$
37.63
$
6,522
$
78,263
Utilities Specialist, Senior
01
4
$
39.50
$
6,847
$
82,165
Utilities Specialist, Senior
01
5
$
41.49
$
7,192
$
86,303
Utilities Specialist, Senior
01
6
$
43.57
$
7,551
$
90,618
Utilities Specialist, Senior
01
7
$
45.74
$
7,928
$
95,139
Utilities Specialist, Senior
01
8
$
48.01
$
8,322
$
99,869
Utilities Specialist, Senior
01
9
$
50.41
$
8,738
$
104,862
Utilities Supervisor
55
1
$
44.31
$
7,680
$
92,155
Utilities Supervisor
55
2
$
46.56
$
8,071
$
96,854
Utilities Supervisor
55
3
$
48.89
$
8,475
$
101,701
Utilities Supervisor
55
4
$
51.35
$
8,901
$
106,814
Utilities Supervisor
55
5
$
53.92
$
9,347
$
112,163
Utilities Supervisor
55
6
$
56.60
$
9,810
$
117,720
Utilities Supervisor
55
7
$
59.40
$
10,295
$
123,543
Utilities Supervisor
55
8
$
62.39
$
10,815
$
129,779
Utilities Supervisor
55
9
$
65.51
$
11,356
$
136,268
Water Production Operator
26
1
$
40.23
$
6,973
$
83,672
Water Production Operator
26
2
$
42.22
$
7,318
$
87,810
Water Production Operator
26
3
$
44.31
$
7,680
$
92,155
Water Production Operator
26
4
$
46.56
$
8,071
$
96,854
Water Production Operator
26
5
$
48.89
$
8,475
$
101,701
Water Production Operator
26
6
$
51.35
$
8,901
$
106,814
Water Production Operator
26
7
$
53.92
$
9,347
$
112,163
Water Production Operator
26
8
$
56.60
$
9,810
$
117,720
Water Production Operator
26
9
$
59.43
$
10,301
$
123,606
Water Production Supervisor
65B
1
$
46.56
$
8,071
$
96,854
Water Production Supervisor
65B
2
$
48.89
$
8,475
$
101,701
Water Production Supervisor
65B
3
$
51.35
$
8,901
$
106,814
Water Production Supervisor
65B
4
$
53.92
$
9,347
$
112,163
Water Production Supervisor
65B
5
$
56.60
$
9,810
$
117,720
Water Production Supervisor
65B
6
$
59.40
$
10,295
$
123,543
Water Production Supervisor
65B
7
$
62.39
$
10,815
$
129,779
Exhibit A
Newport Beach Employees League
MOU Term: June 14, 2025 - June 30, 2028
Effective July 10, 2027:
3% Cost -of -Living Adjustment (COLA)
Water Production Supervisor
65B
8
$
65.52
$
11,357
$
136,281
Water Production Supervisor
65B
9
$
68.80
$
11,925
$
143,095
Water Quality Coordinator
55B
1
$
44.31
$
7,680
$
92,155
Water Quality Coordinator
55B
2
$
46.56
$
8,071
$
96,854
Water Quality Coordinator
55B
3
$
48.89
$
8,475
$
101,701
Water Quality Coordinator
55B
4
$
51.35
$
8,901
$
106,814
Water Quality Coordinator
55B
5
$
53.92
$
9,347
$
112,163
Water Quality Coordinator
55B
6
$
56.60
$
9,810
$
117,720
Water Quality Coordinator
55B
7
$
59.40
$
10,295
$
123,543
Water Quality Coordinator
55B
8
$
62.39
$
10,815
$
129,779
Water Quality Coordinator
55B
9
$
65.51
$
11,356
$
136,268
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, Molly Perry, Interim 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. 2025-36 was duly introduced before and adopted by the City Council of said City at a regular meeting
held on the 24th day of June, 2025, and that 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, Councilmember Erik Weigand
NAYS: None
IN WITNESS WHEREOF, I have hereunto subscribed my name and affixed the official seal of said
City this 25th day of June, 2025.
Molly Perry 1
Interim City Clerk
City of Newport Beach,