HomeMy WebLinkAbout12 - Tentative Agreement with the Part Time Employees Association of Newport Beach (PTEANB)Q �EwPpRT
CITY OF
s NEWPORT BEACH
`q44:09 City Council Staff Report
July 22, 2025
Agenda Item No. 12
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: Tentative Agreement with the Part Time Employees Association of
Newport Beach (PTEANB)
ABSTRACT:
The Memorandum of Understanding (MOU) between the City of Newport Beach and the
Part Time Employees Association of Newport Beach (PTEANB or Association) expires
December 31, 2025. At the City Council's direction, the parties began negotiating the
terms and conditions of a new agreement well in advance of the expiration date, with the
goal of implementing a successor agreement with enhanced benefits as soon as possible.
A Tentative Agreement (Agreement) has been reached. The Agreement addresses
wages, benefits and other terms and conditions of employment for employees
represented by PTEANB and was negotiated as required under the Meyers-Milias-Brown
Act, California Government Code §3500.
To promote greater transparency in the negotiations process, including the costs
associated with the labor contract, the Agreement with PTEANB is being presented at
this time for public review and comment. The complete Agreement, which spans the
period August 23, 2025, through June 30, 2028, will be presented for City Council
consideration at the August 26, 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 Tentative Agreement between the City of Newport Beach
and the Part Time Employees Association.
DISCUSSION:
Although the City employs a couple hundred or so part-time employees, only a third of
them are eligible members of the PTEANB. PTEANB recognizes membership for
part-time employees who have worked at least 1,000 hours in any fiscal year, or, when
the City determines membership is required under state or federal law for medical
12-1
Tentative Agreement with the Part Time Employees Association of Newport Beach
(PTEANB)
July 22, 2025
Page 2
coverage. These members work throughout the City organization, providing support to
various departments, including, but not limited to, the library, recreation and
police departments. Association and City representatives have met and conferred in good
faith and arrived at a Tentative Agreement. The Agreement addresses wages, benefits
and other terms and conditions of employment for employees represented by the
PTEANB, as required under the Meyers-Milias-Brown Act, California Government Code
§3500.
Key provisions of the Tentative Agreement between the City and PTEANB include:
• Term: August 23, 2025, through June 30, 2028
• Salary Adjustments:
o Part-time salary adjustments will be tied to the salary adjustments received
by the full-time equivalent positions.
o Part-time employee salary schedules will adjust to match the base salary
hourly rates of the equivalent full-time classifications. Members will move to
the full-time step with the salary that is closest to their current salary,
whether higher or lower than their current step.
o Part-time classifications aligned with the full-time classifications which are
represented by the Newport Beach City Employees Association shall
receive a 4% equity adjustment.
• Medical Insurance: Effective January 1, 2026, the City will offer part-time members
minimal essential coverage, as adjusted from year to year by the federal
government. The current amount is $706.40 per month; the amount for 2026 is not
yet available. Some unit members' medical or opt -out benefit may be
grandfathered, depending on hire date.
• Employee Retirement Contributions: Employee retirement contributions will adjust
as follows:
o Tiers I & II — 8% of compensation earnable
o Tier III — 8% of pensionable compensation or half of the normal cost,
whichever is higher.
• Adjustments to the flex leave accrual cap.
A draft version of the Tentative Agreement between the City and PTEANB is provided as
Attachment A. Changes to the current agreement are noted in redline. Costing information
is included in Attachment B. The total cost of the contract is approximately $2.6 million.
PTEANB's members have voted in favor of the Agreement.
12-2
Tentative Agreement with the Part Time Employees Association of Newport Beach
(PTEANB)
July 22, 2025
Page 3
Following City Council review of the Tentative Agreement, a final version of the successor
MOU will be presented to the City Council on August 26, 2025. In the interim, the costing
information and proposed MOU revisions will be posted for public review on the City's
website.
The Agreement will not become effective until the City Council formally adopts it. If
approved at the August 26, 2025, City Council meeting, City staff will implement the
provisions accordingly.
FISCAL IMPACT:
Detailed cost information is provided in Attachment B. Since the MOU covers the period
from August 23, 2025, through June 30, 2028, it will result in the following annual fiscal
impacts to implement the terms of the agreement, totaling $2,576,844:
Fiscal Year
2025/26
Amount
$552,000
2026/27
$890,576
2027/28
$1,134,268
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.
NOTICING:
The agenda item has been noticed according to the Brown Act (72 hours in advance of
the meeting at which the City Council considers the item).
ATTACHMENTS:
Attachment A — Tentative Agreement with the Part Time Employees Association of
Newport Beach (PTEANB)
Attachment B — Estimated Cost of Contract with the PTEANB
12-3
ATTACHMENT A
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF NEWPORT BEACH
THE PART TIME EMPLOYEES ASSOCIATION OF
NEWPORT BEACH
�i�
janttafy 1, 2022through Deeember-z' 025-August 23, 2025
through June 20, 2028
• ._
• ._ ..
12-4
Page 11
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF NEWPORT BEACH AND
THE PART TIME EMPLOYEES ASSOCIATION OF NEWPORT BEACH
This MEMORANDUM OF UNDERSTANDING (hereinafter referred to as "MOU") is
entered into with reference to the following:
1a:7�_1Ji1 411=
1. The Part Time Employees Association of Newport Beach ("PTEANB" or
"Association"), a recognized employee organization, and the City of Newport
Beach ("City"), a municipal corporation and charter city, have been meeting and
conferring, in good faith, with respect to wages, hours, fringe benefits and other
terms and conditions of employment.
2. PTEANB representatives and City representatives have reached an agreement
as to wages, hours and other terms and conditions of employment as provided
in this Memorandum of Understanding (MOU) for the period from i t
2022 threug,,h DeGember 31,2025.-.August 23, 2025 through June 30, 2028.
3. This MOU, upon approval by PTEANB 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. Except as limited
herein, the City retains all management rights as set forth in the Meyers-Milias-
Brown Act and Resolution No. 2001-50.
SECTION 1. GENERAL PROVISIONS
A. Recognition
In accordance with the provisions of the Charter of the City of Newport Beach, the
Meyers-Milias-Brown Act of the State of California and the provisions of the Employer -
Employee Relations Resolution No. 2001-50, the City acknowledges that PTEANB is
the majority representative for the purpose of meeting and conferring regarding wages,
hours and other terms and conditions of employment for part-time employees in those
classifications specified in Exhibit "A" and meeting the following recognition
requirements.
1. Recognition will continue for all employees recognized as of date of adoption of
this MOU; thereafter, employees will become eligible for recognition after working
a cumulative total of 1,000 hours in any fiscal year.
2. Recognition for unit membership may also occur whenever the City determines
it is mandated by State or Federal law to provide Minimum Essential Coverage,
as defined by the Federal Affordable Care Act.
3. Once eligible for recognition, employees remain covered under the MOU
regardless of the number of hours subsequently worked.
PTEANB 2022-20252025-2028
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Page 12
B. Duration of Memorandum
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 janua
1, 2022August 23, 2025. This MOU shall remain in full force and effect until no�er
1,2025June 30, 2028, and the terms and conditions of this MOU shall continue after
the date of expiration of this MOU in the event the parties have not yet agreed upon a
successor MOU.
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, and 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. Employee Data and Access
As required by law, the City shall provide PTEANB a regular list of all unit members
including name, department, and job title.
D. Modifications
Any agreement, alteration, understanding, variation, or waiver or modification of any of
the terms or provisions of this MOU shall not be binding upon the parties unless
contained in a written document executed by authorized representatives of the parties.
E. Subcontracting
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 Association members. In the event the City introduces a plan to
outsource services to achieve greater efficiency and/or cost savings, and upon request
by the Association, the City shall meet and confer with Association representatives to
discuss the impact of the City's decision to contract out work, prior to contracting out
such services. The City shall retain sole authority to decide whether or not to contract
out work, including work that is currently being performed by Association members. This
provision shall not limit the City's authority to enter into such an agreement for any City
services.
F. Savings
Should any part of this MOU be rendered or declared illegal or invalid by legislation,
decree of court of competent jurisdiction or other established governmental
administrative tribunal, such invalidation shall not affect the remaining portions of this
MOU.
SECTION 2. COMPENSATION
PTEANB 2nav22 POP52025-2028
12-6
Page 13
A. Pav for Time Worked
1. Salary Adjustments
Effective August 23. 2025 salary adiustments for the part-time positions with full-time
equivalents shall be tied to the salary adjustments received by the full-time
equivalent position. Some part-time classifications are not associated with a full-time
equivalent position. The salary adjustments for these classifications shall be tied to
the salary adjustments identified in Exhibit
Notwithstanding the above adjustments, the top step pay rate of Police Reserve
Officer shall be, at a minimum, equal to Step 1 of Police Officer.
Salary Schedule Adjustment
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Employees who have been at the GuFnent Top Step for longer than 12 months as o
junrr 3 2023,wil advance to the New n T� Top Step in the nay period hiGh inc—ludc�
July 4, 20Effective August 23, 2025, or as soon thereafter as is reasonably
practicable, all part-time classification salary schedules will adjust to match the base
salary hourly rates of the equivalent full-time classifications. Accordingly, employees
working part-time in classifications that have a full-time counterpart will move to the
full-time stew with the salary that is closest to their current salarv. whether hiaher or
lower than their current ste
Notwithstanding the above, part-time classifications that are aligned with full-time
PTEANB 2022-20252025-2028
12-7
Page 14
classifications represented by the Newport Beach City Employees Association shall
receive a 4 % equity adjustment effective August 23, 2025, or as soon thereafter as
is reasonably practicable.
2. Compensation for Overtime - Normal Overtime
a. Advanced Approval - Employees must have advanced approval from their
supervisor to work overtime.
b. FLSA Overtime - Overtime earned for actual work hours in excess of 40 in
the employee's defined FLSA workweek.
c. 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, Leave does not count as hours worked for
purposes of calculating or earning overtime.
d. 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.
e. Workweek for Purposes of Calculating Overtime - Employees workweek shall
begin on Saturday at 12:00 a.m. and will end exactly 168 hours later the
following Friday at 11:59 p.m.
f. 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.
3. Minimum Wage Adjustment
Salary ranges of positions that fall below the State minimum wage due to increases
in the State minimum wage rate will be adjusted to ensure that employees are
earning at least the State minimum wage.
4. Assignment Pay
Night Shift Differential:
Police Department Staff: Unit members assigned to the Police
Department shall be eligible for Night Shift Differential of $1.50 per hour,
PTEANB 2022-20252025-2028
12-8
Page 15
payable for each regularly scheduled hour worked between 6:00 p.m.
and 6:00 a.m.
Library Staff: Unit members assigned to the Library Department shall be
eligible for Night Shift Differential of $1.00 per hour, payable for each
regularly scheduled hour worked after 5:00 p.m. and for all hours of
shifts worked on Sundays.
Overtime worked either as an extension of an assigned shift or
scheduled as an overtime shift shall not qualify the employee for Night
Shift Differential. To qualify for the differential, the hours worked have to
be part of the employee's regularly assigned schedule.
The parties agree that to the extent permitted by law, the shift differential pay in this
section is special compensation and shall be reported to CalPERS as such pursuant
to Title 2 CCR, Section 571(a)(4) Shift Differential Pay.
Matron Pay: Female Police Department employees assigned matron duties shall
receive one (1) hour straight time pay for each shift matron duties are performed.
The employee must work a minimum shift of eight (8) hours to be eligible.
Bilingual Pay: Employees certified as bilingual (Spanish) shall be eligible to receive
seventy-five cents ($0.75) per hour in bilingual pay. The certification process will
confirm the employee is fluent at the appropriate conversational level in speaking
Spanish. Employees certified shall receive bilingual pay the first full pay period
following certification. Additional languages may be considered upon Department
Director determination of the benefit to the City and upon approval by the Human
Resources Director.
The parties agree that to the extent permitted by law, the Bilingual pay in this section
is special compensation and shall be reported to CalPERS as such pursuant to Title
2 CCR, Section 571(a)(4) Bilingual Premium.
SECTION 3. FRINGE BENEFITS
A. Cafeteria Plan
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PTEANB 2022-20252025-2028
12-9
Page 16
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12-10
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The Citv has implemented an IRS aualified Cafeteria Plan. Unit members shall have the
option of allocating Cafeteria Plan contributions to the City's existing medical insurance
as program rules allow. Employees shall be allowed to change coverages in
accordance with plan rules and during regular open enrollment periods. For employees
enrolled in medical plans, the cafeteria amount is inclusive of each year's statutory
minimum CalPERS medical insurance contribution. Employees eligible for opt -out
benefits described below must provide proof of minimum essential coverage ("MEC")
throuah another source. other than coveraae in the individual market. whether or not
obtained through Covered California.
An employee who enters the unit, whether as a new employee or as an employee
coming from a full-time unit, shall have the most recent date he/she enters the unit be
the date which dictates the employee's cafeteria benefit amount.
Effective January 1, 2026, the cafeteria plan for part-time members will be administered
as follows:
All unit members will be offered the eauivalent of the minimum essential coveraae
regardless of the number of hours worked. For example, if the MEC for 2026 equals
$700 per month, all unit members enrolled in medical plans would be eligible to receive
$700 per month towards medical benefits. No portion of the cafeteria benefit is payable
to the emnlovee as taxable cash back. Further. there is no "oat out" cash benefit for
PTEANB 2022-20252025-2028
12-11
Page 18
eligible unit members who waive coverage.
Notwithstandina the above, these unit members are eliaible for the followina:
Employees currently receiving $775 per month towards medical -only benefits will
continue to receive $775 per month. Employees who receive an opt -out allowance of
$263.40 per month will continue to receive $263.40 per month. No additional employees
will be provided with this "opt out" benefit. Should the minimum essential coverage
exceed $775 per month, the City shall adjust the monthly benefit to match the MEC for
employees enrolled in medical -only benefits; however, the opt out benefit of $263.40
will not adjust.
Employees currently receiving an "opt -out" cafeteria benefit of $3.25 per hour worked
will continue to receive $3.25 per hour, up to a maximum of 60 hours per pay period.
The opt out amount of $3.25 per hour will not be applied to paid leave, as it is not
considered time worked for purposes of the $3.25 per hour benefit.
B. 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 discussions 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.
C. Flex Leave
Members accrue flex leave in lieu of vacation and sick leave. Employees accrue Flex
Leave at the rate of .06 hours for each hour worked. The maximum allowable balance
for Flex Leave is one hundred twenty (4�0120) hours. Once an employee reaches the
maximum allowable balance, Flex Leave will stop accruing until the employee's balance
falls below 440-120 hours.
D. Leave Sellback
Employees 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 (starting on December 15, 2019) 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.
E. Jury Duty
PTEANB employees legally required to serve as a juror, and who provide appropriate
documentation, shall be eligible for leave with pay for jury service occurring during the
PTEANB 202zo=� 20252025-2028
12-12
Page 19
employee's regularly scheduled shift, and as provided in the City of Newport Beach
Employee Policy Manual. Employees will be paid for the hours they would have been
regularly scheduled to work during those days when they were required to be on jury
duty.
F. Retirement Benefit
1. PERS Retirement
The City contracts with the California Public Employees Retirement System (PERS)
toPERS veto retoromon+ rovide "�t-sretirement -to-rbenefits -4tsfor its
Miscellaneous 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 and enrolled in PERS on or before November
23, 2012, the retirement formula shall be the 23 @2.5%55 calculated on the basis
of the single highest year.
Tier 2: For employees first hired by the City and enrolled in PERS 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
20 @2%60 calculated on the average 36 highest months' salary.
Tier 3: For employees first eligible for the PERS benefit 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%@62 calculated on the average
36 highest months' salary.
2. Employee Contributions
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PTEANB 2022-20252025-2028
12-13
Page 111
Tier 1:
Tier 1 employees shall contribute eight percent (8%) of compensation earnable for the
CaIPERS member contribution.
Tier 11:
Tier 11 employees shall contribute the statutory Ca/PERS Member Contribution equal to
seven percent (7%) of compensation earnable, plus an additional one percent (1 %) of
compensation earnable toward retirement costs under Government Code Section
20516(o, for a total contribution of 8 % of compensation earnable.
Tier 111
The minimum statutory employee contribution for employees in Tier 111, 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 Ca1PERS valuations.
In addition to the statutorily required 50% contribution of total normal costs, Tier 111
employees shall contribute an additional amount of pensionable compensation toward
retirement pursuant to Government Code section 20516(f) so that their contribution
equals a total of 8% of pensionable compensation. Provided, however, that the
employee contribution shall never fall below the statutory required contribution.
The City contracts with PERS for the 4th 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
(Section 21548).
Employees in the classifications Police Cadet and Police Reserve Officer are
excluded from membership in PERS, as provided in the contract between the City
of Newport Beach and the Board of Administration of the Public Employees'
Retirement System.
3. PARS Retirement
PTEANB employees not enrolled in the PERS retirement system will participate in
the Public Agency Retirement Services (PARS) program. The City will make a
matching 3.75% contribution to PARS on behalf of the employees.
G. Other Benefits Not Provided
No other fringe benefits are provided to employees in the Part Time Unit.
PTEANB 2022-20252025-2028
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Page 112
SECTION 4. MISCELLANEOUS.
A. Direct Deposit
All employees shall participate in the payroll direct deposit system.
B. Recreation Department Step Adiustment
Unit members in the classification Recreation Leader, Senior Recreation Leader, Pool
Lifeguard, Senior Pool Lifeguard, Senior Services Van Driver, Marine Naturalist
Interpreter, and -Park Patrol Officer, Assistant Recreation Coordinator, or comparable
classifications as amended, may be eligible for salary step increases upon meeting the
following criteria: 365 days have passed since the last salary step increase; employee
has worked a minimum of 125 hours in the classification within the preceding 365 days;
and the employee is rated as "Contributor" or greater on his or her most recent
performance evaluation. Additional salary steps must remain in the range in order to
receive the adjustment.
C. Telecommuting Program
The City agrees to pilot a telecommuting program with unit members. Subject to
supervisory approval, eligible employees will qualify for an annual telecommuting bank
of hours equal to the number of hours they typically work in a pay period. Example: An
employee who is regularly scheduled to work 32 hours per pay period would be eligible
for 32 hours of telecommuting per calendar year, subject to supervisory approval. While
unit members are invited to participate in policy formation, the terms and conditions are
subject to management approval before the program will be implemented. Additionally,
the provisions of the policy shall not trigger any right of grievance or appeal. This will be
a pilot program which shall terminate upon the expiration of this MOU Once approved,
a copy of the policy governing this program will be attached as an addendum to this
MOU.
D. 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 subiect to
a repayment schedule established by the appointing authority under guidelines issued
by the Finance Department or Human Resources. Such recovery shall not exceed 15%
per month of disposable earnings, as defined by State law, except a mutually agreed
upon accelerated payment plan for faster recovery.
Recoupments under this section shall be limited to forty-eight (48) months. However,
nothing in this section is intended to preclude the City from seeking recoupment of
overpayments due to fraud or other knowing concealment through any available legal
forum.
Signatures are on the next page.
PTEAN B ' ^'�P5202 5-2028
12-16
For PTEANB:
x W, ". " I,. -
Mary Crig
President
PTEANB 2992 =252025-2028
Page 113
For the City:
X� R�Lf,74
Barbara J. Salvini
Human Resources Director
12-17
Page 114
EXHIBIT A
Some part-time classifications are not associated with a full-time equivalent position.
The salary adjustments for these classifications shall be tied to the salary
adiustments as follows:
Job Classification
BargainingBa[gainigg Unit
GIS Technical Aide
NBPTEA
Intern
NBCEA
Librar Pa e
NBCEA
Literacy Coordinator
NBCEA
Maintenance Aide
League
Police Cadet
NBPA
Pool Life uard
NBCEA
Senior Pool Lifeguard
NBCEA
Pool Swim Instructor
NBCEA
Public Works Technical Aide
NBPTEA
Recreation Leader
NBCEA
Senior Recreation Leader
NBCEA
Support Services Aide
NBFA
Review Officer
NBCEA
Pursuant to Section 2A 1 of this MOU, Police Reserve Officer shall be, at a minimum
equal to Step 1 of Police Officer.
PTEAN B ' ^'�P5202 5-2028
12-18
ATTACHMENT B
Estimated Cost of Contract with PTEANB
12-19
City of Newport Beach
Part -Time Employees Association of Newport Beach
July 22, 2025
Key Contract Terms
Part-time salary adjustments will mirror those of the
Salary Adjustments
equivalent full-time positions.
Part-time salary schedules will align with the base
hourly rates of equivalent full-time positions.
Employees will be placed at the full-time step closest
to their current salary, whether higher or lower.
Part-time positions aligned with Newport Beach City
Employees Association classifications will receive a
4% equity adjustment.
CalPERS Employee Pickup
11.5%
Reduce employee contributions to 8%
Cafeteria Plan Benefits
Provide cafeteria plan benefits to all employees
within the association.
Summary of Proposal CostZ
Baseline Compensation
Base Pay
$ 6,741,591
$ 420,918 $ 707,418 $ 930,888
Supplemental Pays
8,320
- - -
Overtime
18,567
928 1,708 2,316
Pension Contribution
130,307
81,650 90,111 96,710
Cafeteria Plan
32,700
26,568 54,465 55,826
Other City Paid Benefits3
237,120
21,936 36,875 48,527
Total
$ 7,168,605
$ 552,000 $ 890,576 $ 1,134,268
Cumulative Impact on Employee Compensation
Base Salary Increase
6.24% 10.49% 13.81%
Total Compensation Increases
7.70% 12.42% 15.82%
Key Contract Terms
Salary Adjustments
454,640 762,488 1,002,609
CalPERS Employee Pickup
70,792 73,624 75,832
Cafeteria Plan
26,568 54,465 55,826
Total
$ 552,000 $ 890,576 $ 1,134,268
Notes
1Costs shown for FY 2025/26 reflect a full year of costs associated with the increase in compensation over the prior year, even
though the agreement will not take effect until August 23, 2025.
2Costs shown in years two and three reflect the cumulative budget impact in each year as compared to the current budgeted
amounts.
3Includes Medicare, PARS/CalPERS, Cafeteria Plan, Retiree Health Savings, and Flex Leave.
4Percentage shown in each year is as compared to current base salary, not the prior year.
5Measured 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
12-20