HomeMy WebLinkAbout11 - Draft Revisions to the Newport Beach Key and Management Compensation PlanQ �EwPpRT
CITY OF
s NEWPORT BEACH
`q44:09 City Council Staff Report
July 8, 2025
Agenda Item No. 11
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: Grace K. Leung, City Manager - 949-644-3001,
gleung@newportbeachca.gov
PREPARED BY: Barbara J. Salvini, Human Resources Director - 949-644-3259,
bsalvini@newportbeachca.gov
TITLE: Draft Revisions to the Newport Beach Key and Management
Compensation Plan
ABSTRACT:
The Compensation Plan (Plan) between the City of Newport Beach and the Newport
Beach Key and Management (K&M) group expires December 31, 2025. At the City
Council's request, the City is negotiating new agreements with all the collective bargaining
units in advance of their contract expiration dates with the desired goal of entering into
new contracts with more robust total compensation offerings. While K&M employees are
unrepresented and therefore do not engage in formal negotiations, the City Council
wishes to provide additional benefits to the K&M employees and has conferred and
proposed revisions to the existing Plan.
To promote greater transparency of this group's total compensation, the costs associated
with the draft revisions to the Plan are being presented at this time for public review and
comment. The complete Plan, which spans the time period from July 12, 2025, through
June 30, 2028, will be presented for final City Council consideration and action at the July
22, 2025, regular meeting.
RECOMMENDATIONS:
a) Determine this action is exempt from the California Environmental Quality Act (CEQA)
pursuant to Sections 15060(c)(2) and 15060(c)(3) of the CEQA Guidelines because
this action will not result in a physical change to the environment, directly or indirectly;
and,
b) Receive and consider the revised Key and Management Compensation Plan.
Draft Revisions to the Newport Beach Key and
Management (K&M) Compensation Plan
July 8, 2025
Page 2
DISCUSSION:
The K&M Plan covers more than 80 miscellaneous (non -safety) and six safety
unrepresented, budgeted positions in the confidential, supervisory, managerial and
executive classifications. To maintain parity, the City Council has traditionally provided
K&M employees with compensation and benefits adjustments comparable to the
miscellaneous administrative and professional collective bargaining associations.
Key revisions to the Plan include:
• Term: July 12, 2025, through June 30, 2028.
• Salary Adjustments:
o July 12, 2025 — 5% increase
o July 2026 — 4% increase
o July 2027 — 3% increase
• Medical Insurance: The City will contribute $2,025 per month (plus the minimum
CalPERS participating employee contribution) to each member's cafeteria plan.
• Employee Retirement Contributions: Effective July 12, 2025, employee retirement
contributions will adjust as follows:
o Tiers I & II — 8% of compensation earnable
o Tier III — 8% of pensionable compensation or half the normal cost,
whichever is higher
• Adjustments to various leaves, including Bereavement Leave and Holiday Leave.
A proposed draft version of the K&M Plan is included as Attachment A with changes from
the current Plan in redline. Costing information is included as Attachment B. The
estimated total cost of implementing the salary and benefits outlined in the Plan is
approximately $7.5 million.
The Plan will not become effective, per Government Code §3505.1, until the governing
body, e.g. City Council, takes action to adopt it. If the City Council approves adoption of
the revised Plan with K&M, City staff will work to implement the provisions as soon as
practicable.
Following the City Council's July 8 review of the proposed revisions to the Plan with K&M,
a final version of the successor Plan will be presented at the July 22, 2025, regular City
Council meeting. The costing information and proposed revisions to the Plan included
with this report will be posted for public review on the City's website.
11-2
Draft Revisions to the Newport Beach Key and
Management (K&M) Compensation Plan
July 8, 2025
Page 3
FISCAL IMPACT:
Detailed cost information is provided in Attachment B. Since the MOU covers the period
from July 12, 2025, through June 30, 2028, it will result in the following annual fiscal
impacts to implement the terms of the agreement, totaling $7,480,664
The costs shown reflect additional annual expenses for the corresponding fiscal years.
Sufficient projected unassigned General Fund balance reserves are available to support
the required appropriations. Following the City Council's consideration of the Tentative
Agreement, staff will return with a budget amendment to appropriate the funds needed to
cover the cost of the contract for Fiscal Year 2025-26. Adequate funding will be included
in the annual budget for subsequent years.
ENVIRONMENTAL REVIEW:
Staff recommends the City Council find this action is not subject to the California
Environmental Quality Act (CEQA) pursuant to Sections 15060(c)(2) (the activity will not
result in a direct or reasonably foreseeable indirect physical change in the environment)
and 15060(c)(3) (the activity is not a project as defined in Section 15378) of the CEQA
Guidelines, California Code of Regulations, Title 14, Chapter 3, because it has no
potential for resulting in physical change to the environment, directly or indirectly.
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The agenda item has been noticed according to the Brown Act (72 hours in advance of
the meeting at which the City Council considers the item).
ATTACHMENTS:
Attachment A — Revised Key and Management Compensation Plan (Plan) with Salary
Adjustments and proposed Plan (redlined) between the City and the K&M
group
Attachment B — Estimated Cost of K&M Plan
11-3
ATTACHMENT A
THE CITY OF NEWPORT BEACH KEY AND MANAGEMENT
EMPLOYEES
COMPENSATION PLAN
� 7 1 �Vovlt;
July 1 , 2025 through June 30, 2028
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Page 11
SECTION 1. INTRODUCTION
The following represents the salary and benefit program established by the City Council for Key
and Management. The Key and Management Compensation Plan shall in no manner be
interpreted as a guaranteed or implied contract between the City and any employee or group of
employees.
The Key and Management Group is divided into five categories:
• Executive Management
• Administrative Management
• Administrative Management -Safety
• Division Management
• Confidential
Appendix A lists all classifications in each category.
SECTION 2. COMPENSATION
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1. Non -Safety:
Key and Management non -safety employees will receive the following cost of living adjustments,
as provided in Appendix A:
Effective the first day off thefollowing jRwar„ 1, `'22July 12, 2025, salary schedules
will be adjusted to provide a two -five percent (2-.05%) cost of living adjustment to base salaries.
Effective the first day of the pay period following Janoany-July 1, 2-0232026, salary schedules will
be adjusted to provide a three-four percent ( %) cost of living adjustment to base salaries.
Effective the first day of the pay period following jaRU iFy-July 1, 20242027, salary schedules will
be adjusted to provide a three percent (3.0%) cost of living adjustment to base salaries.
2. Safety:
Key and Management safety employees will receive the following adjustments, as provided in
Appendix A:
K&M COMP PLAN ?0''�252025-2028
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Page 12
Cost of Salary adjustments for the Police Chief classification shall occur at the same time
and be the same as r^S+-r.f_',",n^, ai ary adjustments received by Police Lieutenants
pursuant to the Police Management Association MOU employee during the term of this Plan.
Cost of Salary adjustments for the Police Chief may be modified by the City Council through
an individual employment agreement approved by the City Council, in a City Council approved
Key & Management Compensation Plan, as amended, or in a Resolution adopted by the City
Council.
Cost of Salary adjustments for the Assistant Police Chief classification shall be tied to the
Gost_of Ii ng i ary adjustments received by Police Lieutenants pursuant to the Police
Management Association MOU empl es -during the term of this Plan.
Cost of'v nSalary adjustments^ adj s m pt for the Fire Chief classification shall occur at the
same time and be the same percentage as the base salary increases received by the
Administrative Division Chief classification pursuant to the Fire Management Association MOU
employees during the term of this Plan. Gest of fiviRgSalary adjustments for the Fire Chief may
be modified by the City Council through an individual employment agreement approved by the
City Council, in a City Council approved Key & Management Compensation Plan, as amended,
or in a Resolution adopted by the City Council.
Cost of livir fgSalary adjustments for the Assistant Fire Chief classification shall be tied to the GE)Gt-
e#-Iiv+p,%ialary adjustments received by the Administrative Division Chief classification pursuant
to outlined-iR the Key & Management Gempensation PlaRFire Management Association MOU
during the term of this Plan.
Cost of Salary adjustments for the Assistant Chief, Lifeguard Operations classification shall
be tied to the G^Sf� of i aryg adjustments received by Lifeguard Management Association
Battalion Chiefs during the term of this Plan.
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Pag. 13
B. RANGE ADVANCEMENT
Advancement through the salary range varies depending on the Group to which the employee is
assigned:
Executive Management - No steps; movement at the discretion of the City Manager.
Administrative Management — Six -step range with eligibility for merit step increases on an annual
basis.
Administrative Management -Safety - Six -step range with eligibility for merit step increases on an
annual basis.
Division Management - Six -step range with eligibility for merit step increases on an annual basis.
Confidential - Nine -step range with eligibility for merit step increases on an annual basis.
Salary steps are placed in five percent (5%) increments within the range for Administrative
Management, Administrative Management -Safety, Division Management, and Confidential
groups.
C. PERFORMANCE REVIEWS AND ANNIVERSARY DATES
All Key and Management employees hired prior to December 31, 2001 will have a December 1,
or first full pay period in December, anniversary date. Key and Management employees hired
after December 2001 will have an anniversary date based upon hire date and hours of servi e
All Executive Management performance evaluations will be reviewed by the City Manager prior
to implementation of any range advancement.
D. BILINGUAL PAY
Upon determination by the Department Director that an employee's ability to speak, read and/or
write in Spanish or other language as approved, contributes to the Department, the employee
shall be eligible to receive $150 per month (paid each pay period) in bilingual pay. The certification
process will confirm the employee is fluent at the street conversational level in speaking, reading
and/or writing Spanish or other approved language. Employees certified shall receive bilingual
pay the first full pay period following certification.
The parties agree that to the extent permitted by law, the City shall report to the California Public
Employees' Retirement System (CaIPERS) bilingual pay as Special Assignment Pay pursuant to
Title 2 CCR, Section 571(a)(4) and/or 571.1 (b)(3) Bilingual Premium.
K&M COMP PLAN ?0''�252025-2028
11-7
P a g 14
E. NON-EXEMPT OVERTIME AND COMPENSATORY TIME OFF
Employees in non-exempt positions are eligible to receive overtime or compensatory time off.
FLSA overtime for non-exempt positions shall be paid at one -and -one-half (1'/2) times the
employee's regular rate of pay. The rate at which Non-FLSA 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. Overtime work must be approved by the employee's supervisor.
Compensatory time off for non-exempt positions shall be earned at the rate of one- and- one-half
(1'/2) times for every overtime hour worked. Employees may accumulate up to eighty (80) hours
of compensatory time off. Overtime hours worked in excess of the 80 hour compensatory time off
bank will be paid out as overtime until the compensatory time off bank falls below the 80 hour
cap.
F. JURY DUTY
A Key and Management employee called to serve as a juror shall notify his/her supervisor as
soon as he/she is notified that he/she has to appear for duty. If an employee calls in the night
before and finds out he/she has to report for jury duty the next day, the employee should send an
email to his/her supervisor as soon as possible to let the supervisor know that the employee will
be reporting to jury duty the following day. Key and Management employees of the City legally
required to serve as a juror shall be entitled to leave with pay and all benefits for a period of up to
sixty (60) days so long as his/her presence is legally required and the process outlined in the
Employee Policy Manual is followed.
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As permissible by law, the City shall report to CaIPERS bi-weekly the annual value of uniform
allowance at the following rates:
Police Chief - $1,350
Assistant Police Chief - $1,350
Fire Chief - $1,519
Assistant Fire Chief - $1,519
Assistant Chief, Lifeguard Operations - $838
PERSCALPERS Reporting of Uniform Allowance - To the extent permitted by law, the City shall
report to the California Public Employees' Retirement System (CaIPERS) the uniform allowance
for each employee as special compensation in accordance with Title 2, California Code of
Regulation, Section 571(a)(5) Uniform Allowance. 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 CaIPERS.
K&M COMP PLAN ?0''�252025-2028
11-8
Page 15
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K&M COMP PLAN `'0`'�252025-2028
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Page 16
SCHOLASTIC ACHIEVEMENT PAY--PUBNGSAFETY
H.
1. Police Safety
Absent an Employment Agreement or Resolution to the contrary, Key and Management
police safety employees are entitled to additional compensation in the form of Scholastic
Achievement Pay as follows:
BA/BS — 7% MA/MS/JD — 8.5%
The parties agree that to the extent permitted by law, the Scholastic Achievement Pay in
this section is special compensation and shall be reported to CalPERS as such.
2. Fire Safety
Absent an Employment Agreement or Resolution to the contrary, Key and Management
fire safety employees are entitled to additional compensation in the form of Scholastic
Achievement Pay under the same terms and conditions as members of the Newport Beach
Fire Management Association. If there are future changes to the Scholastic Achievement
Pay Program as set forth in a council -approved MOU or side letter agreement with the
Newport Beach Fire Management Association, the same program shall apply for Key and
Management fire safety employees.
The parties agree that to the extent permitted by law, the Scholastic Achievement Pay in
this section is special compensation and shall be reported to CalPERS as such.
3. Assistant Chief, Lifeguard Operations
Except as modified herein, the Assistant Chief of Lifeguard Operations shall be eligible for
Scholastic Achievement Pay under the same terms and conditions as members of he
Newport Beach Lifeguard Management Association. Scholastic Achievement Pay shall be
0 RGIude donincluded in the Assistant Chief of Lifeguard Operations paycheck for the pay
period immediately following approval by the Fire Chief. It is the responsibility of the
Assistant Chief of Lifeguard Operations to apply for Scholastic Achievement Pay. Approval
of the application for Scholastic Achievement Pay shall not be unreasonably withheld or
delayed, and the Assistant Chief of Lifeguard Operations shall not be entitled to receive
Scholastic Achievement Pay prior to the date the application is approved even though the
Assistant Chief of Lifeguard Operations may have been eligible prior to approval. If there
are future changes to the Scholastic Achievement Pay Program as set forth in a council -
approved MOU or side letter agreement with the Newport Beach Lifeguard Management
Association, the same program shall apply to the Assistant Chief of Lifeguard Operations.
The parties agree that to the extent permitted by law, the Scholastic Achievement Pay in this
section is special compensation and shall be reported to CalPERS as such.
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SECTION 3. LEAVES
Employees hired or promoted into classifications in the Key and Management group shall be tied
to the leave benefits provided to the Key and Management group at large.
HOLIDAYS — NON -SAFETY €
A. The following days shall be observed as paid holidays (i.e., employees shall have the day off
with pay). With the exception of the "floating holiday" (where the employee chooses the day
off), employees who are required to work on the holiday will receive their pay for the holiday
an-d-as either pay or flex leave for the number of hours worked on the holiday.
New Year's Day
January 1
Martin Luther King Day
January — 3rd Monday
Washington's Birthday
February — 3rd Monday
Memorial Day
May — Last Monday
Floating Holiday*
July 1
Independence Day
July 4
Labor Day
September — 1 st Monday
Veterans Day
November 11
Thanksgiving Day
November — 4t" Thursday
Friday After Thanksgiving
November — 41" Friday
Christmas Eve
December 24
Christmas Day
December 25
New Year's Eve
December 31 (last 1% of weflWay)
Holiday Closure — Up to 3 Days
TBD based on closure dates
*The floating holiday (eight (8) hours of holiday leave) is awarded on July 1. The hours are added
to the employees' Flex Leave account._
K&M COMP PLAN 2022 20252025-2028
Page 18
Holidays are paid based on the employee's regular workday schedule. For example, if an
employee is on a 9/80 schedule and the holiday is observed on a day that the employee is
regularly scheduled to work nine hours, the employee is entitled to receive nine hours of holiday
pay. However, if an employee is on a 9/80 schedule and the holiday is observed on a day that the
employee is regularly scheduled to work eight hours, the employee is eligible to receive eight hours
of holiday pay. If an employee must work on one of the holidays listed above (except the floating
holiday), the employee may bank their holiday hours to flex, up to a maximum of eight hours per
holiday.
1. Holidays listed above (except the floating holiday) occurring on a Saturday shall be
observed the preceding Friday. Holidays occurring on a Sunday shall be observed the
following Monday. (Half day holidays shall be ^hs^rye d prier to the observed h^lirday)
2. Holiday pay will be paid only to employees who are in paid status on the scheduled day
before and scheduled day after a holiday or are on authorized paid leave (e.g. paid leave
that has been reviewed and approved by the Department Director).
B. HOLIDAY CLOSURE — NON -SAFETY
3. Holiday Closure — If the City Council approves a holiday closure for City Hall, the following
applies:
a. Holiday Closure Pay. Employees will receive holiday closure pay for the days they
would have normally been scheduled to work during the closure period, up to a
maximum of three (3) days. The holiday closure pay is specifically for use during
the approved holidav closure. Example: if. absent the closure. vour reaular work
schedule has you working two days during a closure, you will receive two days of
holiday closure pay; you do not automatically_ get three days if your regular schedule
does not call for it.
b. Working During a Holiday Closure — If an employee is required by their supervisor
to work during a holiday closure, they may bank their holiday hours to flex, up to a
maximum of eight hours for each day the employee is required to work during the
holidav closure.
The Holiday Closure Pay aims to fairly compensate members while ensuring operational needs
are met during approved holiday closures.
9-.C. HOLIDAYS �'�— 'SAFETY
The provisions contained in this section apply to Administrative Management- Safety (Assistant
Chiefs) who are required to work without regard to holiday based on assignment. Assistant Police
Chiefs and Assistant' ifs-Gya-FdLifeguard Chiefs cai,, ^m^'^„� shall receive 3.7 hours per pay
period of Holiday compensation as pay. Assistant Fire Chiefs shall receive 5.26 hours per pay
period of Holiday compensation as pay. Holiday pa will ill bed reported to PERSCalPERS as
compensation earnable as defined in Government Code Sec. 20636.
K&M COMP PLAN 2022 20252025-2028
11-12
Page 19
Effective July 12, 2025, the holiday benefit for the Key and Management safety employees shall
be tied to the retirement contributions required by members of their respective safety
management associations. If there are future changes to the holiday benefit, as set forth in a
council -approved MOU, or side letter agreement, the same changes shall be made for Key and
Management safety employees.
The parties agree, to the extent permitted by law, the compensation in this section is special
compensation for those employees who are normally required to work on an approved holiday
because they work in positions that require scheduled staffing without regard to holidays and shall
be reported as such pursuant to Title 2 CCR, Section 571(a)(5) or Section 571.1 (b)(4) Holiday
Pay.
G-D. FLEX LEAVE
Regular full-time employees in the Administrative Management, Administrative Management -
Safety, Division Management and Confidential categories enrolled in the flex leave program will
accrue leave according to the below.
Years of Continuous Hours Accrued per Annual Maximum Allowable
Service Pay Period hours Balance (hours)
1 but 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
189.98
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
Spillover: Employees hired prior to July 1, 1996 shall be paid for accrued Flex leave in excess of
K&M COMP PLAN 2022 20252025-2028
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Page 110
the employee's maximum accrual rate (spillover) provided that they utilized at least 80 hours Flex
leave the previous calendar year. Employees with 16 or more years of continuous service are
required to use 120 hours of Flex leave the previous calendar year.
Regular full-time employees in the Executive Management categories will accrue Flex leave
according to the following schedule:
Years of Continuous
Service
1 but less than 15
15 and over
Hours Accrued per Annual hours
Pay Period
WQ
252
Maximum Allowable
Balance (hours)
755.82
Note: If an employee becomes sick in the first three months of employment, the City will advance
up to three (3) months of a^�d Flex leave time to be used for the illness only. If the employee
terminates employment prior to three (3) months, the employee will repay the equivalent to the
number of Flex leave days that were advanced to the employee.
Employees shall accrue three (3) months 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.
1. Limit on Accumulation
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.
2. Method of Use
Flex leave may not be taken in excess of that actually accrued, and in no case, except for illness,
may it be taken prior to the completion of an employee's initial probationary period.
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.
9-.E. SICK LEAVE
Key and Management employees employed by the City prior to initiation of the Flex leave program
had separate sick and vacation leave banks. With the initiation of the Flex leave program, vacation
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Par, 111
leave was converted to Flex leave on an hour for hour basis and any sick leave hours remained in
a bank to be used as provided in Section 11.2 (Sick Leave) of the Employee Policy Manual.
F KIN CARE
Employees may use up to '/2 of Flex leave accrued per year to provide care for any member of
the employee's immediate family in need of care due to illness or injury.
F—.G_ 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 bereavement leave per calendar year per
incident (terminal illness followed by death is considered one incident). Bereavement leave shall
be administered in accordance with the provisions of the Employee Policy Manual. Leave hours
need not be used consecutively, however they should be used in proximate time to the
occurrence. For the purposes of this section, immediate family shall mean an employee's father,
mother, stepfather, stepmother, brother, sister, spouse/domestic partner, child, stepchild,
grandparents grandchild and the employee's spouse/domestic partner's father, mother, brother,
sister, child,__ -and -grandparents and grandchik . The provisions of this Section shall not diminish
or reduce any rights a covered employee 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.
H. REPRODUCTIVE LOSS LEAVE
I. 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.
r I ADMINISTRATIVE LEAVE
For Key and Management employees who are exempt from overtime, Administrative Leave may
be granted, for a minimum of 8 hours and a maximum of 80 hours, as recommended by the
Department Director with the approval of the City Manager. The determination as to how much
Administrative Leave will be granted will be based upon the number of overtime hours normally
worked each year by the individual exempt employee. Administrative Leave does not accrue and
therefore has no cash value. As such, it cannot be carried over from year to year.
K&M COMP PLAN ?0''�252025-2028
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Page 112
H-.K. 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 accrue 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 accrued during that portion of the year. In no event shall
the flex leave balance be reduced below one hundred and sixty (160) hours.
1
SECTION 4. BENEFITS
A. INSURANCE
1. 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.
The City's contribution towards the Cafeteria Plan is $-1,7-252 025 per month (plus the minimum
CalPERS participating employer's contribution).
Employees shall have the option of allocating Cafeteria Plan contributions towards the City's
medical, dental and vision insurance/programs, provided that any cash -out option complies with
IRS Section 125 requirements.. Employees shall be allowed to change coverages in accordance
with plan rules and during regular open enrollment periods.
Employees appointed to Key and Management positions prior to April 13, 2019 who elect to opt
out of medical coverage offered by the City because they have provided proof of minimum
essential coverage ("MEC") through another source (other than coverage in the individual market,
whether or not obtained through Covered California) and execute an opt -out agreement releasing
the City from any responsibility or liability to provide medical insurance coverage on an annual
basis will receive $1,000 per month in taxable cash paid biweekly. For these same employees, if
they elect medical coverage and spend less than $1,725 (plus the minimum CalPERS
participating employer's contribution) of the City contribution provided above, the difference shall
be paid to the employee as taxable cash biweeklythe Gity GORtFibUti„n PFE)Virded abeVo these
URused Gafeteria plaR fURds shall be paid to the employee as taxable Gash.
►VA [6191 L I»We101Flvy�ly ►I�y ►�iy�:3
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Page 113
Employees appointed to Key and Management positions on or after April 13, 2019 who elect to
opt out of medical coverage offered by the City because they have provided proof of minimum
essential coverage ("MEC") through another source (other than coverage in the individual market,
whether or not obtained through Covered California) shall receive $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:
1. Part-time employee hired by the City prior to April 13, 2019 but not appointed as a full-
time employee into a Key and Management classification until on or after April 13, 2019
— this employee is subject to the $500 opt -out amount and does not receive cash back
if the medical coverage elected is less than the City contribution.
2. Full-time Key and Management employee hired by the City prior to April 13, 2019 who
later drops down to part-time and then is reappointed to a Key and Management
classification as a full-time employee — this employee is subject to the $500 opt -out
amount and does not receive cash back if the medical coverage elected is less than the
City contribution.
3. Full-time employee hired by the City prior April 13, 2019 who later transfers into a Key
and Management classification 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 fhb City c-ept hu4apthan $1, 725 (plus the minimum CaIPERS
participating employer's contribution)..
2. Vision Insurance
Employees may purchase vision insurance upon hire and during benefits open enrollment.
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. Disability Insurance
The City shall provide disability insurance with the following provisions:
Short -Term Disability
Long -Term Disability
Benefit Amount
66.67% of covered wages
66.67% of covered wages
K&M COMP PLAN 2022 20252025-2028
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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.
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B. ADDITIONAL BENEFITS
1. IRS Section 125 Flexible Spending Account
The City provides a qualified Section 125 Flexible Spending Account which authorizes an
employee to reduce taxable income for payment of allowable expenses such as childcare and
medical expenses.
2. 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.
3. Employee Assistance Program
Key and Management employees are eligible to receive EAP benefits, which provide
confidential counseling and education on work and life issues, subject to provider guidelines.
4. Executive Management Physicals
K&M COMP PLAN ?0''�252025-2028
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P a g 115
Employees in those classifications designated as Executive Management shall receive a
reimbursement of up to one thousand dollars ($1,000.00) per year for an executive management
physical examination.
C. RETIREMENT BENEFITS
1. California Public Employees Retirement System (CaIPERS) PERS
a. Retirement Formula
The City contracts with California o„hrG Employees RetireeRt System (Ca, 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 ("Legacy"): For employees hired by the City on or before November 23, 2012, the retirement
formula for safety members shall be 3%@50 and the retirement formula for non- safety members
shall be 2.5%@55, calculated on the basis of the highest consecutive 12 month period selected
by the employee.
Tier 2 ("Classic]: For employees first hired by the City between November 24 and December 31,
2012, or hired on or after January 1, 2013 and who are not new members as defined in
Government Code Section 7522.04(f), the retirement formula for safety members shall be 2%@50
(Lifeguard/Fire) or 3%@55 (Police), and the retirement formula for non -safety members shall be
2%@60, calculated on the basis of the highest consecutive 36 month period selected by the
employee as set forth in Government Code section 20037.
Tier 3 ("PEPRA"): For employees first hired by the City on or after January 1, 2013, who are new
members, the safety retirement formula shall be 2.7%@57 and the non -safety retirement formula
shall be 2%@62, calculated on the basis of the highest consecutive 36- month period selected
by the employee provided for by the Public Employees' Retirement Law at Government Code
section 7522.25(d).
b. Employee Contributions
Non Safety:
Key and Management employees will contribute toward their PERSCaIPERS retirement benefit.
Employee retirement contributions that are in addition to the normal CaIPERS Member
Contribution shall be calculated on base pay, special pays, and other pays normally reported as
"PERSable" compensation (known either as compensation earnable or pensionable
compensation) and will be made on a pre-tax basis through payroll deduction, to the extent
allowed by law.
K&M COMP PLAN ?0''�252025-2028
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Tier I Employees shall contribute the statutory CalPERS Member Contribution equal to eight
percent 48%j of compensation earnable a-s-f^"�ws: QO�Ttrhe the merrnbeF Gen rihcrnbutie ,
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Tier II emolovees shall contribute the statutory CalPERS Member Contribution eaual to seven
percent (7%) of compensation earnable, plus an additional one percent (1 %) of compensation
earnable toward retirement costs under Government Code Section 20516(f), for a total
contribution of 8% of compensation earnable.
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Tier III:
The minimum statutory employee contribution for employees in Tier III, subject to the provisions
of the Public Employees' Pension Reform Act (PEPRA) equals 50% of the "total normal cost",and
is calculated annually for possible adjustments as provided in the CalPERS valuations.
In addition to the statutorily required 50% contribution of total normal costs, Tier III employees
shall contribute an additional amount of pensionable compensation toward retirement pursuant to
Government Code section 20516(f) so that their contribution eauals a total of 8% of pensionable
K&M COMP PLAN '0''�252025-2028
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compensation. However, the employee contribution shall never fall below the statutory required
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A. Police Safety
Absent an Employment Agreement or Resolution to the contrary, the employee contribution for
police safety members will depend on what Tier the employee is in as defined above.
Tier I and II members will contribute the full statutory member contribution, equal to 9% of
compensation earnable, plus an additional .6% of compensation earnable toward retirement
costs as permitted under Government Code §20516(f), for a total contribution of 14.613.6%
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K&M COMP PLAN 2022 20252025-2028
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Tier III members: In addition to the statutorily required 50% contribution of total normal costs
("member contribution rate"), Tier III members shall contribute an additional percentage of
pensionable compensation toward retirement costs as cost sharing pursuant to Government Code
§ 20516(f), for a total employee contribution that is no less than 13.6% of pensionable
compensation (i.e., Tier III employees pay the greater of 13.6% or 50% of the "total normal cost").
The employee contribution shall never fall below the statutorily required contributions^ that their
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Key and MaRagerneRt PGIiGe safety employees shall be as Reted abeve and shall Ret be toed to
Effective the pay neried—that ORGludes jaRuary 1, 2-026July 12, 2025, the CaIPERS retirement
contributions for the Key and Management police safety employees shall be tied to the retirement
contributions required by members of the Police Management Association. If there are future
changes to those employee retirement contributions, as set forth in a council -approved MOU, or
side letter agreement, the same changes shall be made for Key and Management police safety
employees.
B. Fire Safety
Absent an Employment Agreement or Resolution to the contrary, the employee contribution for
fire safety members will depend on what Tier the employee is in as defined above.
K&M COMP PLAN 2022 20252025-2028
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Tier I and II members will contribute the full statutory member contribution, equal to 9% of
compensation earnable, plus an additional 4.5% of compensation earnable toward retirement
costs as permitted under Government Code § 20516(f), for a total contribution of 13.5%
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Tier III members: In addition to the statutorily required 50% contribution of total normal costs
("member contribution rate"), Tier III members shall contribute an additional percentage of
pensionable compensation toward retirement costs as cost sharing pursuant to Government Code
§ 20516(f), for a total employee contribution that is no less than 13.5% of pensionable
compensation (i.e., Tier 111 employees pay the greater of 13.5% or 50% of the "total normal cost").
The employee contribution shall never fall below the statutorily required contribution.
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11-23
Page 120
pay perod that includes ►anuar„ 1, 202 July 12, 2025 the Cal PIERS retirement contributions for
the Key and Management fire safety employees shall be tied to the retirement contributions
required by safety members of the Fire Management Association. If there are future changes to
those employee retirement contributions, as set forth in a council -approved MOU, or side letter
agreement, the same changes shall be made for tie -Key and Management fire safety employees.
C. Assistant Chief, Lifeguard Operations
The employee contribution for the Assistant Chief of Lifeguard Operations will depend on what
Tier the employee is in as defined above.
Tier I and II members will contribute the full statutory member contribution, equal to 9% of
compensation earnable, plus an additional 4.6% of compensation earnable toward retirement
costs as permitted under Government Code § 20516(f), for a total contribution of 13.6%.
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Tier III members: In addition to the statutorily required 50% contribution of total normal costs
("member contribution ratee"0), Tier III members shall contribute an additional percentage of
pensionable compensation toward retirement costs as cost sharing pursuant to Government Code
§ 20516(f), so that their total , ontrbutb„ icfor a total employee contribution that is no less than
13.6% of pensionable compensation (i.e.. Tier III emplovees oav the areater of 13.6% or 50% of
the "total normal cost"). The emglovee contribution shall never fall below the statutorilv reauired
contribution.
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K&M COMP PLAN 2022 20252025-2028
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the Assistant Chief ef Lifeguard OperatiORS GlaSSifiGatien shall be aS Reted above and shall Ret
be tied to the retiFement GORtribUtiORS required by members of the Lifeguard MaRagemeR
AsSOGiati„n Effective +� pay period that nl„des Ion, ary 1, 2026July 12, 2025, the CaIPERS
res�vr. racrori
retirement contributions for the Assistant Chief of Lifeguard Operations classification shall be tied
to the retirement contributions required by members of the Lifeguard Management Association. If
there are future changes to those employee retirement contributions, as set forth in a council -
approved MOU, or side letter agreement, the same changes shall be made for the Assistant Chief
of Lifeguard Operations.
c. Optional Benefits
The City's contract with PERS also provides the 4th Level 1959 Survivor Insurance Benefit,
$500 Lump Sum Death Benefit, Sick Leave Credit (Miscellaneous only), Military Service Credit,
2% Cost of Living Adjustment and the pre -retirement option settlement 2 death benefit (Section
21548).
2. LIUNA Supplemental Pension
Key and Management employees are members of the LIUNA Supplemental Pension Fund
("Plan"). Effective in the pay period which includes January 1, 2019, the Plan will be funded
exclusively by contributions from the members. The City will not make any contributions to the
Plan. In addition, as there are increases (which typically occur annually) to the costs (whether
identified as employer or employee contributions) to fund the Plan, they will be made by Key and
Management employees (i.e., the participants in the Plan). The City is not responsible for, nor does
it make any representation regarding, the payment of benefits to Key & Management employees.
Employees cannot receive the contributed amounts directly instead of having them paid to the
Plan. Participation in the Plan will continue to be mandatory for Key & Management employees.
Key & Management employees who leave City employment prior to vesting in the LIUNA pension
plan will have no right to the return of amounts contributed, or other recourse against the City
concerning LIUNA.
D. RETIREE MEDICAL BENEFITS
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
K&M COMP PLAN 2022 20252025-2028
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("Account"), which accumulates based on the category they fall under (see Program Structure
below). Funds from the Account may be used for eligible health care expenses after separation,
retirement or a change in personnel status to a position that does not receive the RHS benefit.
These changes in personnel status will activate the Account and allow funds to be withdrawn until
the Account balance is depleted. Since the plan restricts all distributions to be spent for health
insurance premiums and health care 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 replaced the previous "defined benefit" retiree medical program with a new
"defined contribution" program. During the transition, employees and (then) existing retirees were
administratively classified into different categories. The benefit is structured differently for each of
the categories. The categories are as follows:
a. Category 1 - Employees who become eligible for the benefit after January 1, 2006. This
may include new hires, rehires and part-time employees appointing to full torne-time
status.
b.
Vic. Category 2 - Employees who were active and enrolled in the previous defined
benefit program 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 (46 for safety employees).
d.
tee. Category 3 - Employees who were active and enrolled in the previous defined
benefit program 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 (46 for safety employees).
2. Eligibility
All covered employees are eligible for the RHS benefit. However, if an eligible employee
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 Key and
Management employee 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
K&M COMP PLAN 2022 20252025-2028
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Paae 123
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 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 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. 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 deposited into an employee's Account when flox leave hours are
nonyerted to taxable nosh through leave Gash 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
CalPERS as pensionable.
The City Council determines the level of contribution for all Key and Management employees,
subject to the following constraints. All Key and Management employees 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 o nernentooe of the flex leave holonne being Goshen of l
For example, if the City Council designates 30% Part C contributions, then each Key and
Management employee leaving the City, or Gashing out eligible leave at aRy 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.
Part C contributions are designated to be twenty percent (20%) flex leave.
Nothing in this section restricts taking leave for time off purposes.
K&M COMP PLAN ?0''�252025-2028
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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 at time of separation or status changethFo g c ^�. No
contributions are made to Category 1 participants after separation.
b.
Vic. 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 at time of separation or status
change+"r^u ^" Gash ^„+s. 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.
mod. 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 8 contributions. Part C contributions are received through ^aSh OU separations or
status changes.
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 if the employee or surviving spouse/qualified dependent is still living. To offset this
expense to the City, active Category 3 participants will contribute an additional $100 per month to
the plan until retirement. There is no cash out option for these funds and they cannot be spent in
advance of receipt.
Category 3 participants also receive an additional one-time City contribution of $75 per month for
every month they contributed to the previous plan prior to January 1, 2006, up to a maximum of 15
years (180 months). This contribution is deposited into the Account at the time of retirement, and
only if the employee retires from the City. No interest will be earned in the interim. Contributions
are contingent upon remaining a CalPERS annuitant of the City.
5. Administration
Vendors have been selected by the City to administer the program. The contract expense for
,10 MAK4Eel i•I»W_101F7.vy�7.v il�y ►�iy�:3
11-28
Page 125
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.
E. TUITION REIMBURSEMENT
Subiect to the limitations below, Key and Management employees attending accredited
GeMMURity eelleges, colleges, trade schools or universities, or recognized professional
organizations or agencies may apply for reimbursement of the cost of tuition, books, fees or other
student expenses for approved job —related coursework, seminars or professional development
programs. Travel expenses are not eligible for reimbursement. The maximum annual benefit is
$2,000 per fiscal year. Reimbursement is contingent upon the successful completion of the
course. Successful completion means a grade of "C" or better for undergraduate courses and a
grade of "B" or better for graduate courses. All claims for tuition reimbursement require the
approval of the Human Resources Director or designee.
F. AUTO ALLOWANCE
Positions in the Executive Management and Administrative Management groups may be eligible
for a limited auto allowance, between $200 and $400 per month, based on operational necessity
and upon the determination of the City Manager.
G. 401(a) DEFINED CONTRIBUTION PLAN
Upon City Council adoption of this Plan, employees in those classifications designated as
Executive Management shall have a 401(a) defined contribution plan account set up by the City
which is subject to the rules of Internal Revenue Code section 415(b). The City shall contribute to
each eligible employee's 401(a) defined contribution plan account each pay period as follows:
thereafter as is reac^nahl„ praGtiGable—Tthe City shall contribute a total of two percent (2%) of
base salary to each employee's 401(a) defined contribution plan account on a pre --tax basis.
Employees are immediately 100% vested in all employer contributions made to their 401(a)
defined contribution plan account.
Under federal law, there is an annual maximum contribution which may be made to an employee's
401(a) defined contribution plan account. If an employee's account contributions reach the annual
maximum, the City will stop making contributions for the remainder of the calendar year and will
not owe the employee any additional compensation related to this section.
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SECTION 5. MISCELLANEOUS
A. PROBATIONARY PERIOD
Newly hired employees shall serve a twelve (12)-month probationary period. Any employee who
is promoted shall be required to successfully complete a six (6) month probationary period in the
new position. All Executive Management and Administrative Management — Safety positions
serve as at -will employees as that term is defined in California Labor Code section 2922 and/or
the City of Newport Beach City Charter Article Vlll, Section 801 and can be released from
employment at any time without cause or due process.
The City Manager, City Attorney and City Clerk serve at the pleasure of the City Council.
B. DIRECT DEPOSIT
All newly hired employees shall participate in the payroll direct deposit system.
C. EXEMPT AND NON-EXEMPT STATUS
All classifications in Key and Management are classified as exempt from overtime under the
FLSA, with the following exceptions:
Administrative Assistants to the Police Chief, Fire Chief, City Attorney, Assistant City Manager,
and Human Resources Director
Administrative Assistant -Confidential, Fiscal Specialist -- Confidential, Human Resources
Specialist, and Paralegal
D. ALTERNATIVE WORK SCHEDULES
The City agrees to maintain flex -scheduling where it is currently operating successfully. Any new
flex scheduling must be approved by the City Manager prior to implementation._
Employees assigned to the 9/80 work schedule will have alternating Fridays off with the City
determining which employees will work on each alternating Friday to ensure effective coverage
of the work. These employees' FLSA workweeks shall begin four hours after the start time of their
alternating regular day off and end exactly 168 hours later.
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Paae 127
E—. -TELECOMMUTING PROGRAM
E.
The City agrees to a telecommuting program that will provide for 80 hours per calendar year of
telecommuting hours to be used in accordance with City policy. The provisions of the policy shall
not trigger any right of grievance or appeal. The will agree to -explore a teleGE)MMU+inir
ef grievanGe er appeal. This will be a pilet pregrarn whiGh shall termiRate upon the expiration o
this s RaR
rrrrrrarr.
F. OVERPAYMENT
Employees will be notified by Payroll or Human Resources prior to the recovery of overpayments
on paychecks. Recovery of more than 15% of net pay will be subject to a repayment schedule
established by the appointing authority under guidelines issued by the Finance Department or
Human Resources. Such recovery shall not exceed 15% per month of disposable earnings, as
defined by State law, except a mutually agreed upon accelerated payment plan for faster
recovery.
Recoupments under this section shall be limited to forty-eight (48) months. However, nothing in
this section is intended to preclude the City from seeking recougment of overpayments due to
fraud or other knowing concealment through any available legal forum.
G. INCENTIVES
The City Manager may authorize incentives to aid in retention of Key and Management
employees. Incentives may include those inducements identified in Section 6 of the City's
Employee Policy Manual related to recruitments or appointments, including additional paid leave,
educational expenses, or deferred compensation contributions.
H. EMPLOYEE POLICY MANUAL
The City of Newport Beach's Employee Policy Manual shall govern all issues not addressed in
this document with respect to wages, hours and other terms and conditions of employment.
K&M COMP PLAN ?0''�252025-2028
11-31
ATTACHMENT B
Estimated Cost of K&M Plan
11-32
City of Newport Beach
K&M Compensation Plan
Key Contract Terms
COLA
Medical Insurance
CalPERS Employee Pickup
Holiday Pays
Holiday Closure Leave
5% 4% 3%
Increase by $300/Month, no cash back
Reduce EE Contribution to 8%
Christmas Eve & New Years Eve full pay
3 Days
Summary of Proposal Cost 1
Baseline Compensation
Base Pay
$16,692,294 $834,615
$1,535,691
$2,082,531
Supplemental Pays
46,501 110,954
116,953
121,633
Overtime
26,890 1,345
2,474
3,355
Pension Contribution
1,283,259 620,686
696,843
756,246
Cafeteria Plan
2,021,286 116,878
116,878
116,878
Other City Paid Benefitsz
1,304,537 46,900
85,031
114,774
Total
$21,374,767 $1,731,377
$2,553,871
$3,195,416
Cumulative Impact on Employee Compensation
Base Salary Increase
5.00%
9.20%
12.48%
Total Compensation Increase
8.10%
11.95%
14.95%
Key Contract Terms
COLA
948,973
1,744,846
2,365,627
Holiday Pays
21,801
22,673
23,353
Holiday Closure Leave
87,203
90,691
93,412
Medical Insurance
116,878
116,878
116,878
CalPERS Employee Pickup
556,523
578,784
596,147
Total
1,731,377
$2,553,871
$3,195,416
Notes
1 Costs shown in years two and three reflect the cumulative
budget impact in each year as compared to the current budgeted amounts.
Z Includes Medicare, Compensated Absences, Retiree Health Savings, Life Insurance, EAP.
3 Percentage shown in each year is as compared to current
base salary, not the prior year.
° Measured based on the total of all pay and benefits.
Percentage shown in each year is as compared
to current total compensation,
not the prior year.
5The costs shown reflect additional annual expenses for the corresponding fiscal years.
11-33