HomeMy WebLinkAbout2025-47 - Adopting a Memorandum of Understanding Between the City of Newport Beach and the Newport Beach Lifeguard Management Association and Amending the Salary Schedule for the Association Unit Members and Assistant Chief, Lifeguard OperationsRESOLUTION 2025-47
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
NEWPORT BEACH, CALIFORNIA, ADOPTING A
MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY OF NEWPORT BEACH AND THE NEWPORT BEACH
LIFEGUARD MANAGEMENT ASSOCIATION AND
AMENDING THE SALARY SCHEDULE FOR THE
ASSOCIATION UNIT MEMBERS AND ASSISTANT CHIEF,
LIFEGUARD OPERATIONS
WHEREAS, the City Council of the City of Newport Beach ("City Council")
previously adopted Resolution No. 2001-50, the "Employer -Employee Relations
Resolution," pursuant to authority contained in the Meyers-Milias-Brown Act, Government
Code 3500, et seq.;
WHEREAS, the City of Newport Beach ("City") promotes effective communication
and collaborative working relationships with its employee associations to foster improved
relations while balancing good management practices;
WHEREAS, the City previously entered into a Memorandum of Understanding
("MOU") with the Newport Beach Lifeguard Management Association ("NBLMA") a
recognized organization, for the term of January 1, 2022, through December 31, 2025;
WHEREAS, representatives from the City and NBLMA met and conferred in good
faith and reached a tentative agreement on wages, benefits and other terms and
conditions of employment, which are memorialized in the Memorandum of Understanding
between the City and NBLMA ("Memorandum of Understanding") attached hereto as
Exhibit A and incorporated herein by this reference;
WHEREAS, NBLMA has ratified the Memorandum of Understanding;
WHEREAS, City of Newport Beach Charter Section 601 requires the City Council
to provide the number, titles, qualifications, powers, duties and compensation of all
officers and employees of the City;
WHEREAS, Newport Beach Municipal Code Section 2.28.010 (Establishment of
Classification and Salary Ranges) provides, upon recommendation of the City Manager,
the City Council may establish by resolution the salary range or rate for each position;
WHEREAS, by adopting this resolution, the City Council intends to amend the
salary schedule for NBLMA unit members to be in conformance with the Memorandum of
Understanding;
Resolution No. 2025-47
Page 2 of 3
WHEREAS, the City Manager has reviewed the changes to the salary schedule
for NBLMA unit members and the Assistant Chief, Lifeguard Operations, as provided in
this resolution and recommends approval;
WHEREAS, the City Council received and considered the Memorandum of
Understanding at its regular meeting on July 8, 2025; and
WHEREAS, by adopting this resolution, the City Council also desires to replace
the 2022-2025 MOU between the City and NBLMA by adopting the Memorandum of
Understanding attached hereto as Exhibit A to serve as the successor agreement
between the City and NBLMA for the period of July 1, 2025 through June 30, 2028.
NOW, THEREFORE, the City Council of the City of Newport Beach resolves as
follows:
Section 1: The City Council hereby approves, and authorizes the Mayor to
execute the Memorandum of Understanding attached hereto as Exhibit A. The wages,
hours, fringe benefits, and other terms and conditions of employment for employees
represented by NBLMA shall be provided in accordance with the provisions of the
Memorandum of Understanding, which shall serve as the successor agreement between
the City and NBLMA for the period July 1, 2025, through June 30, 2028.
Section 2: The City's salary schedule shall be modified to be consistent with this
resolution, the Memorandum of Understanding, Exhibit A, the salary schedule for NBLMA
unit members, Exhibit B, and the salary schedule for the Assistant Chief, Lifeguard
Operations, Exhibit C, all of which shall be effective as of July 12, 2025, and are
incorporated herein by this reference. Any resolution, or part thereof, in conflict with this
resolution shall be of no effect.
Section 3: The recitals provided in this resolution are true and correct and are
incorporated into the operative part of this resolution.
Section 4: If any section, subsection, sentence, clause or phrase of this
resolution is, for any reason, held to be invalid or unconstitutional, such decision shall not
affect the validity or constitutionality of the remaining portions of this resolution. The City
Council hereby declares that it would have passed this resolution, and each section,
subsection, sentence, clause or phrase hereof, irrespective of the fact that any one or
more sections, subsections, sentences, clauses or phrases be declared invalid or
unconstitutional.
Resolution No. 2025-47
Page 3of3
Section 5: The City Council finds the adoption of this resolution is not subject to
the California Environmental Quality Act ("CEQA") pursuant to Sections 15060(c)(2) (the
activity will not result in a direct or reasonably foreseeable indirect physical change in the
environment) and 15060(c)(3) (the activity is not a project as defined in Section 15378)
of the CEQA Guidelines, California Code of Regulations, Title 14, Division 6, Chapter 3,
because it has no potential for resulting in physical change to the environment, directly or
indirectly.
Section 6: This resolution shall take effect immediately upon its adoption by the
City Council, and the City Clerk shall certify the vote adopting the resolution.
ADOPTED this 22nd day of July 2025.
0
H
Mblly Perry
Interim City Clerk
APPR VED AS TO FORM:
CITY TTORNEY'S O CE
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Aaron C. Harp
City Attorney
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Joe tapl on
Ma r
Exhibit A - Memorandum of Understanding
Exhibit B - Memorandum of Understanding Salary Schedule
Exhibit C - Assistant Chief, Lifeguard Operations Salary Schedule
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF NEWPORT BEACH
THE NEWPORT BEACH LIFEGUARD MANAGEMENT
ASSOCIATION
July 1, 2025, through June 30, 2028
TABLE OF CONTENTS
SECTION 1. GENERAL PROVISIONS............................................................................................ 2
DURATION OF MEMORANDUM..................................................................................................
2
SCOPE..........................................................................................................................................
2
CONCLUSIVENESS.....................................................................................................................
3
SAVINGS.......................................................................................................................................
3
OTHER TERMS AND CONDITIONS............................................................................................
3
UNIT CLASSIFICATION TITLES..................................................................................................
3
SECTION 2. COMPENSATION........................................................................................................
3
SALARY ADJUSTMENTS.............................................................................................................
3
HAZARDOUS EQUIPMENT PAY.................................................................................................
4
OVERTIME....................................................................................................................................
4
UNIFORMS....................................................................................................................................
5
CALLOUT.....................................................................................................................................
5
SCHOLASTIC ACHIEVEMENT PAY............................................................................................
5
NIGHTSTANDBY..........................................................................................................................
6
MOVE -UP PAY..............................................................................................................................
6
MOVE -DOWN PAY.......................................................................................................................
6
COURT STANDBY PAY................................................................................................................
7
LONGEVITYPAY..........................................................................................................................
7
SALARY DIFFERENTIAL..............................................................................................................
7
SECTION 3. LEAVES....................................................................................................................... 7
FLEXLEAVE.................................................................................................................................
7
USE OF FLEX LEAVE...................................................................................................................
8
FAMILY SICK LEAVE....................................................................................................................
9
HOLIDAYTIME..............................................................................................................................
9
BEREAVEMENT LEAVE.............................................................................................................
10
NON -ACCRUING LEAVE BANK FOR SAFETY EMPLOYEES ..................................................
10
REPRODUCTIVE LOSS LEAVE.................................................................................................
10
SECTION 4. FRINGE BENEFITS..................................................................................................10
INSURANCE................................................................................................................................
10
ADDITIONAL HEALTH INSURANCE PROGRAMS...................................................................
12
EMPLOYEE ASSISTANCE PROGRAM.....................................................................................
13
THE RETIREMENT BENEFIT.....................................................................................................
13
RETIREE HEALTH BENEFITS PROGRAM (FULL-TIME CLASSIFICATIONS ONLY) .............
14
TUITION REIMBURSEMENT......................................................................................................
18
SECTION 5. MISCELLANEOUS PROVISIONS............................................................................
18
REDUCTIONS IN FORCE/LAYOFFS.........................................................................................
18
DISCIPLINE.................................................................................................................................
20
HEALTH AND FITNESS EVALUATIONS...................................................................................
20
PROVISION FOR SUN PROTECTION.......................................................................................
20
FITNESS EQUIPMENT AND EXERCISE TIME..........................................................................
20
EMPLOYEE POLICY MANUAL/STANDARD OPERATING PROCEEDURES ..........................
21
DIRECT DEPOSIT.......................................................................................................................
21
RECOUPMENT OF OVERPAYMENTS.....................................................................................
21
NBLMA MOU 2025-2028
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF
NEWPORT BEACH AND THE NEWPORT BEACH LIFEGUARD
MANAGEMENT ASSOCIATION
This Memorandum of Understanding (hereinafter referred to as "MOU") is entered into with
reference to the following:
Authorized representatives of the CITY OF NEWPORT BEACH (hereinafter referred to as
"CITY") and authorized representatives of the NEWPORT BEACH LIFEGUARD
MANAGEMENT ASSOCIATION (hereinafter referred to as "NBLMA") a recognized
employee organization, met and conferred, exchanging various proposals concerning
wages, hours, fringe benefits and other terms and conditions of employment of employees
represented by NBLMA (hereinafter referred to as "EMPLOYEES") for the period of July 1,
2025 through June 30, 2028. However, unless specified otherwise any changes to
compensation pursuant to this MOU will be effective July 12, 2025.
SECTION 1. GENERAL PROVISIONS
A. DURATION OF MEMORANDUM
The terms of this MOU are to remain in full force and effect from July 1, 2025 through June
30, 2028
B. SCOPE
All present written rules and currently established practices and employee rights,
privileges and benefits that are within the scope of representation shall remain in
full force and effect during the term of this MOU unless specifically amended by the
provisions of this MOU, or in the case of the Department's Standard Operating
Procedures (SOPs) falling within the scope of representation, the City has given
notice to the Association and, upon request, met and conferred on any proposed
changes which fall within the scope of representation.
When the Department proposes to change any SOP departmental rule or regulation,
it will provide a copy of such change to the Association no less than seven (7) days
prior to implementation of the proposed change. If such proposed change materially
impacts any matter within the scope of representation, then the parties agree to
meet and confer over such impact.
2. Pursuant to this MOU, the City reserves and retains all its inherent exclusive and
non-exclusive managerial rights, powers, functions and authorities ("Management
Rights") as set forth in Resolution No. 2001-50.
NBLMA MOU 2025-2028
13
C. CONCLUSIVENESS
Except as provided for in this agreement, this MOU contains all the covenants, stipulations
and provisions agreed upon by the parties.
D. SAVINGS
Should any part of this MOU or any provision herein contained be rendered or declared
invalid, by reason of any existing or subsequently enacted Legislation, or by decree of a
Court of competent jurisdiction, such invalidation of such part or portion of this MOU shall
not invalidate the remaining portion hereto, and same shall remain in full force and effect.
E. OTHER TERMS AND CONDITIONS
Except as to those matters expressly covered by this MOU, all terms and conditions of
employment may be changed or amended after meeting and conferring, in good faith.
Unless specifically provided in this MOU, Part-time members shall only receive those
benefits in this MOU which are specifically set forth as applicable to Part- time members.
F. UNIT CLASSIFICATION TITLES
Unit classifications are listed in Exhibit A.
For all compensation comparison purposes, actual job duties, and not classification titles,
will be utilized.
It is understood that the City is considering converting one Officer to an additional Lifeguard
Captain position and converting the position of Lifeguard Training Captain to an additional
Battalion Chief position. This conversion will be considered through the budgetary process
by the Department and, if proposed by the Department, by the City. Should the City decide
to move forward with this conversion, the parties agree to meet and confer over matters
within the scope of representation as that term is defined by law.
SECTION 2. COMPENSATION
A. SALARY ADJUSTMENTS
Base salary increases for all NBLMA represented classifications shall be as follows and as
specified in Exhibit A:
Effective July 12, 2025, base salaries will be increased by four percent (4.0%) for all
members of the bargaining unit.
Effective the first full pay period following July 1, 2026, base salaries will be increased by
four percent (4.0%) for all members of the bargaining unit.
Effective the first full pay period following July 1, 2027, base salaries will be increased by
four percent (4.0%) for all members of the bargaining unit.
NBLMA MOU 2025-2028
I4
Equity Adjustment for Safety Classifications.
Effective July 12, 2025, base salary of represented Safety Classifications shall be
increased by an additional two percent (2%). This will not be compounded with the
simultaneous salary adjustment set forth above.
Salary Schedule Adjustment.
Effective July 12, 2025, or when Lifeguard Officers are moved to full-time positions,
whichever occurs later, the City will eliminate the bottom two steps of the salary schedule
for the Lifeguard Officer position. Employees at the first step and second step at the time
of the adjustment will move up to Step 3. All other Lifeguard Officers at Step 3 and above
will move up one step at that time as well. Thereafter, Lifeguard Officers hired prior to the
effective date of this salary schedule adjustment will be eligible for subsequent step
increases annually relative to the effective date of the salary schedule adjustment.
However, if an Officer at Step 3 or above has an original anniversary date that falls within
one month after the date of the salary schedule adjustment, that Officer may receive the
step increase originally scheduled for the original anniversary date in addition to the salary
step adjustment. Thereafter, that Officer will be eligible for subsequent step increases
annually relative to the date of the salary schedule adjustment.
Lifeguard Officers hired after the effective date of this salary schedule adjustment will be
eligible for step increases on their anniversary dates.
B. HAZARDOUS EQUIPMENT PAY
Recognizing the hazardous nature of their work and the additional skill required, up to two
(2) Rescue Vessel Lifeguard Captains who are certified for and regularly assigned to boat
operations shall receive additional compensation of 2.5% of base salary. Assignment to
Rescue Vessel Lifeguard Captain is for one year unless extended by the Assistant Chief,
Lifeguard Operations. The patties agree that the City will seek an opinion from CaIPERS
as to whether this form of special compensation may be reported to CaIPERS as
pensionable compensation. If CaIPERS concludes that it may be reported as pensionable
compensation, the City will report it as such starting the first full pay period after notice from
CaIPERS.
Acting Rescue Vessel Lifeguard Pay: Certified Lifeguard Captains temporarily assigned to
boat operations shall receive additional compensation of 2.5% of base salary when
assigned for a full shift or longer. Assignment to boat operations is at the discretion of the
Assistant Chief, Lifeguard Operations. This pay will not be reported as pensionable
compensation to CaIPERS.
C. OVERTIME
Unit employees shall receive overtime compensation for all hours worked in excess of forty
(40) in any work week. Time worked shall be rounded to the nearest quarter of an hour
(seven (7) minutes or less round down; eight (8) minutes or more round up). Paid time off
shall be considered time worked for the purposes of calculating MOU overtime.
NBLMA MOU 2025-2028
F I5
The MOU overtime rate (overtime which is in addition to that which is required by the FLSA
for non-exempt employees) does not include any contributions to the City's Cafeteria Plan
as set forth in Section 4 - Fringe Benefits of the MOU.
Unit employees shall have the option of requesting to earn compensatory time off (CTO)
for all overtime, including training time, in lieu of overtime compensation. All use of
compensatory time off shall be subject to the policy in the Employee Policy Manual and/or
departmental standard operating procedures. The parties agree to meet and confer on the
manual and/or procedures, including limitations on the amount and use of compensatory
time.
CTO banks shall not exceed eighty (80) hours at any time.
D. UNIFORMS
The City shall pay the entire cost of providing full-time and part-time NBLMA members with
each component of the required NBLMA uniforms. The required NBLMA uniform includes
uniform pants, uniform shirts, safety shoes, badges and insignias, uniform jackets and
liners, belts, dive equipment, foul weather gear, personal floatation device and helmet. The
City shall not be responsible for providing employees with socks, underwear, cap, workout
shoes, or other clothing. As permissible by law and subject to the provisions and limitations
under the Public Employees' Retirement Law, including restrictions on reporting uniform
allowance as pensionable compensation for "non -classic" members hired after January 1,
2013, the City shall report the value of provided uniforms to Tier/ and Tier/1 employees at
$838 per year ($32.23 per pay period) in accordance with PERS requirements. The parties
agree the reported value of uniforms is intended to reflect clothing such as pants, shirts,
jackets, and related attire and excludes health and safety related equipment.
E. CALL OUT
Call out compensation shall be in accordance with the following provisions:
1. All emergency call out time shall be calculated to the nearest one quarter (1/4) hour
of time worked.
2. A minimum of two (2) hours (including travel time). If the two hours causes the
employee to exceed forty (40) hours in the week, the rate of pay shall be at one and
one half (1 1/2) times the employee's rate of pay. Employees will be considered "on
duty" at the beginning of each emergency call out for a minimum of two (2) hours or
until completed. Employees will not be compensated for additional call outs that
occur during the initial two (2) hour response period, or during normal working hours.
F. SCHOLASTIC ACHIEVEMENT PAY
Employees in the classification of Lifeguard Captain and Lifeguard Officer shall receive
three and a half (3.5%) percent of base salary if they receive a Bachelor's Degree.
Employees in the classification of Lifeguard Captain and Lifeguard Battalion Chief shall
receive one percent (1 %) of base salary if they receive a Master's Degree. For Lifeguard
Captains who have received both a Bachelor's Degree and a Master's Degree,
NBLMA MOU 2025-2028
P-I16
Scholastic Achievement Pay is stackable (i.e., Lifeguard Captains may receive four
and a half percent (4.5%) of base salary if eligible).
A "degree" shall be awarded by an institution accredited by the State of California, the
United States Department of Education, the Council for Higher Education, or the Distance
Education Training Council.
The parties agree that to the extent permitted by law, the Scholastic Achievement Pay in
this section is special compensation and shall be reported to CalPERS as such pursuant
to Title 2 CCR, Section 571(a)(2) and 571.1(b)(2) Educational Incentive Pay.
G. NIGHT STANDBY
A full-time or part-time employee assigned to standby duty (as defined by Department
Policy) for purposes of being on call to handle emergency situations arising at times other
than during normal working hours shall be guaranteed two and a half (2.5) hours of pay at
the employee's base rate of pay for each calendar day of such standby duty. Employees
shall have the option of receiving compensatory time off at straight time in lieu of pay for
night standby. This compensatory time off is part of same bank which is subject to the
compensatory time off bank set forth in Section 2D above.
H. MOVE -UP PAY
Temporary upgrading shall be defined as the temporary assignment of an employee to
work in a job classification, which is assigned to a salary schedule higher than their regular
job classification.
Employees temporarily upgraded to the following job classifications and equivalent
positions shall receive a nine and a half percent (9.5%) pay differential over their rate of
pay for all time worked in the higher job classification if they are assigned to work in the
higher job classification for a period of one (1) working hour or longer.
0 Lifeguard Captain
Lifeguard Battalion Chief
All holiday, flex leave, and other paid leave shall be paid at the employee's rate of pay.
Assignments to higher rated classifications shall be made at the sole discretion of the City.
I. MOVE -DOWN PAY
Employees who work down — a temporary assignment of an employee to work in a job
classification, which is assigned to a salary schedule lower than their regular job
classification (i.e., a Battalion Chief who moves down as a Lifeguard Captain or a Lifeguard
Captain who moves down as a Lifeguard Officer) shall be paid at the top step of the
classification to which the employee moved down unless the top step of the moved down
classification is higher than their current rate of pay. In that case, they will be paid at the
regular pay rate.
NBLMA MOU 2025-2028
D(j 17
J. COURT STANDBY PAY
All NBLMA members who, pursuant to subpoena compelling attendance to testify to acts,
observations, or omissions occurring in the course and scope of employment or at the
direction of their supervisor, are required, while off- duty, to remain within a certain
response time from court, shall be on "court standby time" and shall receive four hours of
pay for each eight hours of court standby time. NBLMA members shall, when required to
appear in court pursuant to a subpoena or the direction of their supervisor to testify at to
matters relating to their employment with the City, be on duty and shall be paid accordingly.
Members shall remit all witness fees received for testifying or appearing on any matter for
which the member is eligible to receive court standby time.
K. LONGEVITY PAY
Employees in the Unit shall receive Longevity Pay as follows:
Years of Service in the Unit Longevity Pay
16 but less than 20 1.0%
20 but less than 25 1.5%
25 and over 2.5%
The parties agree that to the extent permitted by law, the Longevity Pay in this section is
special compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR,
Section 571(a)(1) and 571.1(b)(1) Longevity Pay.
L. SALARY DIFFERENTIAL
The Lifeguard Training Captain shall be assigned to
employees and oversee the Junior Lifeguard Program.
shall receive an additional ten percent (10%) of base
Training Captain is for one year unless extended by
Operations.
6IL:md [e1 AV1261
A. FLEX LEAVE
1. Basis for Accrual
Full -Time Members:
routinely and consistently train
The Lifeguard Training Captain
)ay. Assignment as a Lifeguard
the Assistant Chief, Lifeguard
Regular full-time employees enrolled in the Flex Leave program will earn leave in
accordance with the following schedule:
NBLMA MOU 2025-2028
Years of Continuous Accrual per pay
Service in the Unit period/hrs
1 but less than 5 5.54
5 but less than 9 6.15
9 but less than 12 6.77
12 and over 7.69
Part -Time Members:
Maximum Hours
Annual Accrual
288.08
319.80
352.04
399.98
P,,,,:18
Regular part-time employees shall be enrolled in the Flex Leave program and accrue
leave time at the rate of .04 hours for each hour worked.
2. Limit on Accumulation and Cash Out of Flex Leave
Employees shall be entitled to accrue flex leave up to a maximum of fifty- two (52) times
the member's bi-weekly accrual rate. This limit on accumulation shall apply to both full-
time and part-time members. Earned flex leave in excess of the maximum permitted is
currently paid bi-weekly at the member's hourly rate of pay ("spillover pay"). Members
shall be eligible for flex leave spillover pay only if they have utilized at least eighty (80)
hours of flex leave the previous calendar year. Employees who have not utilized eighty
(80) hours of leave for full time and sixty (60) hours for part-time the prior calendar year
shall not be eligible for "spillover pay". Once an employee accrues the maximurn
accrual limit, they will not accrue additional flex leave until they use leave and reduce
their accrual below the accrual limit.
Employees shall have the option of converting accrued Flex Leave to cash on an hour -
to -hour basis subject to the following: on or before the pay period which includes
December 15 of each calendar year, an employee may make an irrevocable election to
cash out accrued flex leave which will be earned in the following calendar year. The
employee can elect to receive the cash out in the pay period which includes June 30
and the pay period which includes December 15 for those Flex Leave benefits that have
been earned during that portion of the year. In no event shall the flex leave balance be
reduced below on hundred and sixty (160) hours.
3. Method of Use
Flex leave may not be taken in excess of that actually accrued. The Department
Director or designee shall approve all requests for flex leave taking into consideration
the needs of the Department, and whenever possible the seniority and wishes of the
employee. Flex leave may be granted on an hourly basis.
B. USE OF FLEX LEAVE
NBLMA MOU 2025-2028
I9
Limits on the use of FLEX leave during Level A staffing shall be as set forth in departmental
policies and SOPs, which shall be established through meet and confer.
C. FAMILY SICK LEAVE
Unit employees shall be entitled to use an amount of time equal to one-half (1/2) of their
annual leave accrual for an illness of a family member as defined below which requires the
presence of the employee. Such time may be taken from the employee's annual leave
accrual or leave bank, at the employee's choice. Leave shall be administered in
accordance with the provisions of the Employee Policy Manual (EPM)
For purposes of family sick leave, family member shall mean spouse, parent, (parent shall
mean biological, foster, or adoptive), child (child shall mean biological, adopted, or foster
child; a stepchild; a legal ward; or a child of an employee standing in local parentis),
grandchild, grandparent, sibling or as modified by State or Federal law.
D. HOLIDAY TIME
As described in the following paragraph, employees shall receive pay for the following
holidays:
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- 4th Thursday
Friday After Thanksgiving
November - 4th Friday
Christmas Eve
December 24 (last'/2 of workday)
Christmas Day
December 25
New Year's Eve
December 31 (last'/2 of workday)
Full-time employees receive 96 hours of holiday time per year,1/26th (3.69 hours) per pay
period which will be paid each pay period. Part-time employees receive 72 hours of holiday
time per year, 126th (2.77 hours) per pay period which will be paid each pay period.
To the extent permitted by law, this holiday compensation shall be reported to PERS as
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 the holidays and shall be reported as such pursuant to Title 2 CCR, Section
571(a)(5) and 571.1(b)(4) Holiday Pay.
NBLMA MOU 2025-2028
E. BEREAVEMENT LEAVE
Bereavement Leave shall be defined as the necessary absence from duty by an employee
because of the death or terminal illness in their immediate family. NBLMA full-time
members shall be entitled to 40 hours bereavement leave per incident (terminal illness
followed by death is considered one incident) and 32 hours bereavement leave for part-
time members. Leave hours need not be used consecutively, but should occur in proximate
time to the occurrence, but no more than 90 days from the date of the death of the family
member. Immediate family shall mean an employee's father, stepfather, mother,
stepmother, brother, sister, spouse/domestic partner, child, stepchild, grandchild and
grandparent, and the employee's spouse/domestic partner's father, mother, brother, sister,
child, grandchild and grandparent. An employee requesting bereavement leave shall notify
their supervisor as soon as possible of the need to take leave.
Probationary Employees. An employee serving their initial probationary period who takes
leave under this section who for any reason terminates their employment prior to the
completion of such probationary period shall have their final paycheck reduced by the value
of the leave taken.
F. NON -ACCRUING LEAVE BANK FOR SAFETY EMPLOYEES
Safety employees shall receive forty-eight (48) hours annually of paid leave effective July
12, 2025, and in subsequent years, in the pay period which includes July 1. The hours do
not accrue, have no cash value, cannot be transferred to any other leave bank and must
be used by the pay period before the pay period which includes July 1, at which time any
remaining hours will be forfeited. Use of NAL is subject to supervisory approval and is to
be used in the same manner as prescribed for flex time in MOU Section 3.A.3 and subject
to any limitations on use during A level staffing established in Departmental policies or
SOPs through meet and confer.
G. REPRODUCTIVE LOSS LEAVE
Eligible employees are entitled to five unpaid days for each reproductive loss event.
Multiple reproductive loss events are covered, up to a maximum of 20 days of reproductive
loss leave within a twelve-month period.
Section 4. FRINGE BENEFITS
A. INSURANCE
1. Benefits Information Committee
The City has established a Benefits Information Committee composed of one
representative from each employee association and up to three City representatives.
The Benefits Information Committee has been established to allow the City to present
data regarding carrier and coverage options, the cost of those options, appropriate
coverage levels and other health care issues. The purpose of this Committee is to
NBLMA MOU 2025-2028
provide each employee association with information about health care issues and to
receive timely input from associations regarding preferred coverage options and levels
of coverage.
2. City Contribution
The City has implemented an IRS qualified Cafeteria Plan. The City contribution toward
the Cafeteria Plan shall be as set forth below. Employees shall have the option of
allocating Cafeteria Plan contributions towards the City's existing medical, dental and
vision insurance/programs, provided that any cash -out option complies with IRS
Section 125 requirements. The City and NBLMA will cooperate in pursuing additional
optional benefits to be available through the Cafeteria Plan. Any unused Cafeteria Plan
funds shall be payable to the employee as taxable cash back. Employees shall be
allowed to change coverages in accordance with plan rules and during regular open
enrollment periods.
a. Full -Time Members:
Effective July 12, 2025, the City's m o n th 1 y contribution towards the Cafeteria
Plan is $2,045 (plus the minimum Ca/PERS participating employer's
contribution).
Full time NBLMA members who do not want to enroll in any medical plan offered
by the City must provide 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.
Employees hired prior to September 28, 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) will receive
$1,000 per month in taxable cash. For these same employees, if they elect medical
coverage and spend less than $1,745.00 monthly (plus the minimum Ca1PERS
participating employer's contribution), the difference shall be paid to the employee
as taxable cash.
Employees hired on or after September 28, 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. 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.
b. Part -Time Members:
NBLMA MOU 2025-2028
Pin=fie 112
Part-time NBLMA members receive a monthly cafeteria benefit of $601. For part-
time employees enrolled in medical plans, the cafeteria amount is inclusive of the
PERS designated minimum medical insurance contribution.
For employees who do not enroll in a medical plan there shall be no optout cafeteria
benefit. Part-time time NBLMA members who do not want to enroll in any medical
plan offered by the City must provide proof of minimum essential coverage ("MEC")
through another source (other than coverage in the individual market, whether or
not obtained through Covered California).
3. Dental Insurance
The existing or comparable dental plans shall be maintained as part of the City's health
plan offerings for full-time employees as agreed upon by the Benefits Information
Committee.
4. Vision Insurance
The existing or a comparable vision plan shall be maintained as part of the City's health
plan offerings as agreed upon by the Benefits Information Committee for full-time
employees.
B. ADDITIONAL HEALTH INSURANCE PROGRAMS
1. IRS Section 125 Flexible Spending Account
Section 125 of the Internal Revenue Code authorizes an employee to reduce taxable
income for payment of allowable expenses such as childcare and medical expenses.
The City shall maintain a "reimbursable account program" in accordance with the
provisions of Section 125 of the Internal Revenue Code, pursuant to which a full-time
Association member may request that medical, childcare, and other eligible expenses
be paid or reimbursed by the City out of the employee's account. The base salary of
the employee will be reduced by the amount designated by the employee for
reimbursable expenses.
2. Disability Insurance
The City shall provide Short -Term (STD) and Long -Term (LTD) disability insurance to
regular full-time employees with the following provisions:
Short -Term Disability
Long -Term Disability
Benefit Amount
66.67% of covered
66.67% of covered
Maximum Benefit
$1,846 weekly
$15,000 month)
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.
NBLMA MOU 2025-2028
113
The City shall pay the entire cost of the disability insurance.
3. Life Insurance
The City shall provide life insurance for 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 (i.e., a maximum of
$25,000). This amount remains in effect until the employee retires from City
employment. Employees may also purchase supplemental life insurance at their own
cost.
C. EMPLOYEE ASSISTANCE PROGRAM
The City shall provide an Employee Assistance Program (EAP) for Association members
through a properly licensed provider. Association members and their family members may
access the EAP subject to provider guidelines.
D. THE RETIREMENT BENEFIT
1. Retirement Benefit Formula
The City contracts with PERS to provide retirement benefits for its employees. Pursuant
to prior agreements and state mandated reform, the City has implemented first, second
and third tier retirement benefits:
Tier 1: For employees enrolled by the City of Newport Beach as Safety members on or
before November 23, 2012, the retirement formula shall be 3%@50 calculated on the
basis of the single highest year.
Tier 2: For classic member (as defined in the Public Employees' Pension Reform Act)
employees enrolled in CalPERS by the City of Newport Beach as Safety members on
or after November 24, 2012, the retirement formula is 2%@50. For these same
employees, final compensation will be based on the highest annual average
compensation earnable during the three consecutive years of employment immediately
preceding the effective date of their retirement or any other three consecutive year
period chosen by the employee as set forth in Government Code section 20037.
Tier 3: For employees enrolled by the City of Newport Beach as Safety members on or
after January 1, 2013, who are new members as defined in the Public Employees'
Pension Reform Act), the retirement formula shall be 2.7%@57 provided for by the
Public Employees' Retirement Law at Government Code section 7522.25(d).
For these same employees, final compensation will be based on the highest annual
average compensation earnable during the three consecutive years of employment
immediately preceding the effective date of their retirement or any other three
consecutive year period chosen by the employee as set forth in Government Code
section 7522.32(a).
The City's contract with PERS also provides for:
NBLMA MOU 2025-2028
Pacl' 114
a. The military buy-back provision pursuant to Section 20930.3 of the California
Government Code and the highest year benefit pursuant to Section 20042.
b. The Level 4 1959 Survivor Benefits
c. The pre -retirement option settlement 2 death benefit (Section 21548)
2. Employee Contributions
Tier 1 and 2 Employees: All unit members in Tiers 1 and 2 will pay the full 9% "safety
member" contribution of PERS reportable earnings. This payment will be made on a
pre-tax basis through payroll deduction pursuant to IRS Code Section 414(h)(2). This
contribution will not be considered as part of employee's "compensation earnable"
under Government Code section 20636.
Unit members will, in addition to the 9% normal member contribution, contribute 4.6%
of pensionable compensation toward retirement costs as permitted under Government
Code §20516(f), for a total contribution of 13.6%.
Tier 3 Employees: The minimum statutory employee contribution for employees in Tier
3 is subject to the provisions of the Public Employees' Pension Reform Act (PEPRA)
and equals 50% of the "total normal cost" as determined by PERS. The employee
Safety rate is subject to change based on annual PERS actuarial valuations.
In addition to the statutorily required 50% contribution of total normal costs, Tier III
employees shall contribute an additional percentage of pensionable compensation
toward retirement costs pursuant to Government Code § 20516((), for a total
contribution of 13.6%. If future fiscal year member contribution rates for employees in
Tier III change, the additional contribution made by the employee under 20516(f) will be
increased or decreased accordingly so that the total employee contribution equals
13.6%, provided however, that the employee contribution shall never fall below the
statutory required contribution.
In the event PERS pension provisions for new or existing employees are modified by
State or Federal legislation resulting in changes to previously negotiated terms, the
parties agree to meet and confer to discuss appropriate changes to the MOU.
E. RETIREE HEALTH BENEFITS PROGRAM (FULL-TIME CLASSIFICATIONS ONLY)
1. Background
In 2005, the City and all Employee Associations agreed to replace the previous
"defined benefit" retiree medical program with a new "defined contribution" program.
The process of fully converting to the new program will be ongoing for an extended
period. During the transition, employees and (then) existing retirees have been
administratively classified into one of three categories. The benefit is structured
differently for each of the categories. The categories are as follows:
NBLMA MOU 2025-2028
115
a. Category 1 - Employees newly hired after January 1, 2006.
b. Category 2 - Active employees hired prior to January 1, 2006, whose age plus
years of service as of January 1, 2006, was less than 50 (46 for public safety
employees).
c. Category 3 - Active employees hired prior to January 1, 2006, whose age plus
years of service was 50 or greater (46 for public safety employees) as of January
1, 2006.
2. Program Structure
This is an Integral Part Trust (IPT) Retiree Health Savings (RHS) Plan (formerly the
Medical Expense Reimbursement Program "MERP" and applies only to regular full-time
NBLMA employees.
a. For employees in Category 1, the program is structured as follows:
Each employee will have an individual RHS account for bookkeeping purposes,
called "Employee Account." This account will accumulate contributions to be
used for health care expenses after separation. All contributions to the plan are
either mandatory employee contributions or City paid employer contributions, so
they are not taxable to employees at the time of deposit. Earnings from
investment of funds in the account are not taxable when posted to the account.
Benefit payments are not taxable when withdrawn, because the plan requires
that all distributions be spent for specified health care purposes.
Contributions will be in three parts.
Part A contributions (mandatory employee contributions): 1 % of salary.
Part B contributions (employer contributions): $2.50 per month for each year of
service plus year of age (updated every January 1st based on status as of
December 31st of the prior year).
Part C contributions (leave settlement as determined by Association).
The Association will determine the level of contribution for all employees it
represents, subject to the following constraints. All employees within the
Association must participate at the same level. The participation level should be
specified as a percentage of the leave balance on hand in each employee's
leave bank at the time of separation from the City.
For example, if the Association wishes to specify 50% of the leave balance as
the participation level, then each member leaving the City or cashing out leave
at any other time, would have the cash equivalent of 50% of the amount that is
cashed out added to the RHS, on a pre-tax basis. The remaining 50% would be
paid in cash as taxable income. Individual employees would not have the option
NBLMA MOU 2025-2028
f � � J -1,, 116
to deviate from this breakout
The Association has decided to participate in Part C contribution, at the level of
zero percent (0%). This amount may be changed, on a going forward basis, as
part of the future meet and confer process. However, the participation level must
be the same for all employees within the Association. Additionally, the purpose
and focus of these changes should be toward long-term, trend type adjustments.
Due to IRS restrictions regarding "constructive receipt," the City will impose
restrictions against frequent spikes or drops that appear to be tailored toward
satisfying the desires of a group of imminent retirees.
Spillover pay is not eligible for Part C contributions.
Nothing in this section restricts taking leave for time off purposes.
Part A contributions may be included in PIERS compensation. Part Band Part C
contributions will not be included in PERS compensation.
Part A contributions begin upon enrolment in the program and are credited to
each RHS Employee Account each pay period. Eligibility for Part B contributions
is set at five years of vested City employment (i.e., five years at full time status).
At that time, the City will credit the first five years' worth of Part B contributions
into the Employee Account (interest does not accrue during that period).
Thereafter, contributions are made bi-weekly. Part C deposits, if any, will be
made at the time of employment separation.
Each Employee has a right to reimbursement of medical expenses (as defined
below) from the Plan until the Employee Account balance is zero. This right is
triggered upon separation. If an employee leaves the City prior to five years
employment, only the Part A contributions and Part C leave settlement
contributions, if any, will be in the RHS Employee Account. Such an employee
will not be entitled to any Part B contributions. The exception to this is a full-time
employee, participating in the program, who leaves the City due to industrial
disability during the first five years of employment. In such cases, the employee
will receive exactly five years' worth of Part B contributions, using the employee's
age and compensation at the time of separation for calculation purposes. This
amount will be deposited into the employee's RHS account at the time of
separation.
Distributions from RHS Employee Accounts are restricted to use for health
insurance and medical care expenses after separation, as defined by the Internal
Revenue Code Section 213(d) (as explained in IRS Publication 502) and
specified in the Plan Document. In accordance with current IRS regulations and
practices, this generally includes premiums for medical insurance, dental
insurance, vision insurance, supplemental medical insurance, long term care
insurance, and miscellaneous medical expenses not covered by insurance for
the employee and their spouse and legal dependents - again only as permitted
NBLMA MOU 2025-2028
_: 117
by IRS Publication 502. Qualification for dependency status will be determined
by guidelines in IRC 152. If used for these purposes, distributions from the RHS
accounts will not be taxable. Cash withdrawal for any other purpose is prohibited.
Under recent IRS Revenue Ruling 2005-24, any balance remaining in the
Employee Account after the death of the employee and their spouse and/or other
authorized dependents (if any) must be forfeited. That particular RHS Employee
Account will be closed, and any remaining funds will become general assets of
the plan.
The parties agree that the City's Part B contributions during active employment
constitute the minimum CalPERS participating employer's contribution (i.e., the
CalPERS statutory minimum amount) towards medical insurance after
retirement. The parties also agree that, for retirees selecting a CalPERS medical
plan, or any other plan with a similar employer contribution requirement, the
required City contribution will be withdrawn from the retiree's RHS account.
b. For employees in Category 2, the program is the same as for those in Category
1, with the following exception:
In addition to the new plan contributions listed above, current employees who
fully convert to the new plan will also receive a one- time City contribution to their
individual RHS accounts that equates to $100 per month for every month they
contributed to the previous "defined benefit" plan, to a maximum of 15 years (180
months). This contribution will be made only if the employee retires from the City
and at the time of retirement. No interest will be earned in the interim.
Employees in Category 2 who had less than five years' service with the City prior
to implementation of the new program will only receive Part B contributions back
to January 1, 2006, when they reach five years total service.
c. For employees in Category 3, the program is the same as for those in Category
2, with the following exception:
For employees in this category, the City will make no Part B contributions while
the employees are still in the active work force. Instead, the City will contribute
$400 per month into each of their RHS accounts after they retire from the City,
to continue as long as the employee or spouse is still living.
Each employee will contribute a flat $100 per month to the plan for the duration
of their employment to partially offset part of this expense to the City. The
maximum benefit provided by the City after retirement is $4,800 per year,
accruing at the rate of $400 per month. There is no cash out option for these
funds, and they may not be spent in advance of receipt.
Employees in this category will also receive an additional one-time City
contribution of $75 per month for every month they contributed to the previous
plan prior to January 1, 2006, up to a maximum of 15 years (180 months). This
contribution will be made to the RHS account at the time of retirement, and only
NBLMA MOU 2025-2028
Pa:p 118
if the employee retires from the City. No interest will be earned in the interim.
3. Administration
Vendors have been selected by the City to administer the program. The contract
expense for program -wide administration by the vendor will be paid by the City.
However, specific vendor charges for individual account transactions that vary
according to the investment actions taken by each employee, such as fees or
commissions for trades, will be paid by each employee.
The City's Deferred Compensation Committee, or its successor committee, will have
the authority to determine investment options that will be available through the plan.
F. TUITION REIMBURSEMENT
Full-time and part-time NBLMA members attending accredited community colleges,
colleges or universities may apply for reimbursement of one hundred percent (100%) of
the actual cost of tuition, books, fees, or other student expenses for approved job -related
courses. 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.
NBLMA members attending pre -approved, directly job -related classes, courses and
seminars given by recognized agencies, organizations, or individuals other than accredited
college institutions may apply for reimbursement of actual cost of tuition, books, fees, or
other student expenses. Reimbursement is contingent upon the successful completion of
the course. Successful completion means a document or certificate showing successful
completion of the course or seminar. All claims for reimbursement require the approval of
Fire Chief or designee before submittal to Human Resources.
Maximum tuition reimbursement for full-time employees shall be $1,500 per fiscal year and
the maximum reimbursement for part-time employees shall be $1,125 per fiscal year.
SECTION 5. MISCELLANEOUS PROVISIONS
A. REDUCTIONS IN FORCE/LAYOFFS
The provisions of this section shall apply to full-time and part-time members when the City
Manager determines that a reduction in the work force is warranted because of actual or
anticipated reductions in revenue, reorganization of the work force, a reduction in municipal
services, a reduction in the demand for service or other reasons unrelated to the
performance of duties by any specific employee. Reductions in force are to be
accomplished, to the extent feasible, based on seniority within a particular Classification or
Series and this Section should be interpreted accordingly.
1. Definitions
NBLMA MOU 2025-2028
I19
a. "Layoffs" or "Laid Off shall mean the non -disciplinary termination of employment.
b. "Seniority" shall mean the time an employee has worked in a Classification or
Series calculated from the date on which the employee was first granted regular
status in their current Classification or any Classification within the Series,
subject to the following:
Credit shall be given only for continuous service (as described in the next
paragraph) subsequent to the most recent appointment to regular status
in the Classification or Series.
Seniority shall include time spent on industrial leave, military leave and
leave of absence with pay, but shall not include time spent on any other
authorized or unauthorized leave of absence.
c. "Classification" shall mean one or more full-time positions identical or similar in
duties and embraced by a single job title authorized in the City budget and shall
not include part-time, seasonal, or temporary positions. Classifications within a
Series shall be ranked according to pay (lowest ranking, lowest pay).
In this bargaining unit, there is one Series made up of three classifications
represented by the Association - Lifeguard Officer, Lifeguard Captain and
Lifeguard Battalion Chief.
e. "Bumping Rights", "Bumping" or "bump" shall mean the right of an employee,
based upon seniority within a series, to displace a less senior employee in a
lower Classification within the Series.
2. Procedure
In the event the City Manager determines to reduce the number of employees within a
Classification, the following procedures are applicable:
a. Employees within a Classification shall be laid off in inverse order of seniority.
b. An employee subject to layoff in one Classification shall have the right to Bump
a less senior employee in a lower ranking Classification within a Series within
the bargaining unit, provided, however, that the determination of the employee
to be terminated from the position shall be based on seniority within the Series.
An employee who has Bumping Rights shall notify the Department Director
within seven (7) working days after the notice of layoff of their intention to
exercise Bumping Rights.
c. In the event two or more employees in the same Classification are subject to
layoff and have the same seniority, the employees shall be laid off in inverse
order of their position on the eligibility list or lists from which they were appointed.
In the event at least one of the employees was not appointed from an eligibility
list, the Department Director shall determine the employee(s) to be laid off.
NBLMA MOU 2025-2028
P�y: 120
3. Notice
Employees subject to layoff shall be given at least thirty (30) days advance notice of
the layoff of thirty (30) days' pay in lieu of notice. In addition, employees laid off will be
paid for all accumulated paid leave, holiday leave (if any).
4. Re -Employment
Regular and probationary employees who are laid off shall be placed on a Department
re-employment list in reverse order of layoff. The re-employment list shall remain in
effect until exhausted by removal of all names on the list. In the event a vacant position
occurs in the Classification which the employee occupied at the time of layoff, or a lower
ranking Classification within a Series, the employee at the top of the Department re-
employment list shall have the right to appointment to the position, provided, he or she
reports to work within seven (7) days of written notice of appointment. Notice shall be
deemed given when personally delivered to the employee or deposited in the U.S. Mail,
certified, return receipt requested, and addressed to the employee at their last known
address. Any employee shall have the right to refuse to be placed on the re-employment
list or the right to remove their name from the re- employment list by sending written
confirmation to the Human Resources Director.
5. Severance Pay
Regular employees who are laid off shall, as of the date of layoff, receive one week
severance pay for each year of continuous service with the City of Newport Beach, to
a maximum of ten (10) weeks of severance pay.
B. DISCIPLINE
Any discipline shall be in accordance with the Department SOP and the Employee Policy
Manual.
C. HEALTH AND FITNESS EVALUATIONS
All NBLMA members shall participate in the Department Fitness Program.
D. PROVISION FOR SUN PROTECTION
1. The first full pay period of each fiscal year the City will provide $500 to each full-time
unit member and $300 to each part-time unit member for sunglasses and other sun
protection materials (not restricted to use at Lifeguard Store).
2. Each unit employee shall receive an annual skin cancer screening, which will be
conducted either on or off duty at the Department's discretion. Employees directed
to receive this screening off duty shall receive one (1) hour of compensatory time
off as compensation.
E. FITNESS EQUIPMENT AND EXERCISE TIME
NBLMA MOU 2025-2028
P ;,:_ 121
The City will provide up to $3,000 per year towards the purchase of fitness equipment to
be used on duty for the intended benefit of NBLMA. The actual equipment to be purchased
shall be recommended by NBLMA and shall require the final approval of the Fire Chief.
Unit employees shall be allowed up to three (3) hours per week for on duty physical fitness
training.
F. EMPLOYEE POLICY MANUAL/STANDARD OPERATING PROCEEDURES
The City and NBLMA have agreed on implementation of the City's revised 2010 Employee
Policy Manual. Should additional revisions to the Manual be proposed, the City will meet
and confer on applicable policy manual provisions and/or standard operating procedures
which are within the scope of bargaining. The parties agree to meet and confer over a
policy regarding contract switches and/or leave.
G. DIRECT DEPOSIT
All Unit employees shall participate in the City's Direct Deposit Program.
H. RECOUPMENT OF OVERPAYMENTS
Employees will be notified by Payroll or Human Resources prior to the recovery of
overpayments on paychecks. Recovery of more than 15% of net pay will be subject to
a repayment schedule established by the appointing authority under guidelines issued
by the Finance Department or Human Resources. Such recovery shall not exceed 15%
per month of disposable earnings, as defined by State law, except a mutually agreed
upon accelerated payment plan for faster recovery.
Recoupments under this section shall be limited to forty-eight (48) months. However,
nothing in this section is intended to preclude the City from seeking recoupment of
overpayments due to fraud or other knowing concealment through any available legal
forum.
Signatures on the following page
NBLMA MOU 2025-2028
For NBLMA:
Ell s erjJu115,2025163TPDT)
Elizabeth Silver
Chief Negotiator
Date: 07/15/2025
Gary WJul 15, 2025 21.12 PDT)
Gary Conwell
NBLMA President
Date: 07/15/2025
NBLMA MOU 2025-2028
I22
For the City:
a==A __
JonilthanV.Holtzman(Jul15,202521:05PDT)
Jonathan V, Holtzman
Co -Chief Negotiator
Date: 07/15/2025
i � C .
Luke Jensen
Co -Chief Negotiator
Date: 07/15/2025
CITY OF NEWPORT BEACH,
Date:
By:
Joe Stapleton
Mayor
ATTEST,
Date:
By:
Molly Perry
Interim City Clerk
Exhibit B
Newport Beach Lifeguard Management Association
MOU Term: July 1, 2025 -June 30, 2028
Effective July 12, 2025:
All Positions: 4% Cost -of -Living Adjustment (COLA) + Additional 2% Equity Adjustment
Lifeguard Captain, Training: Rate Adjustment (Salary Differential)
Lifeguard Officer/Lifeguard Officer P/T: Step Rate Adjustment
Lifeguard Battalion Chief
16
1
$
54.75
$
8,953
$
107,432
Lifeguard Battalion Chief
16
2
$
57.46
$
9,396
$
112,756
Lifeguard Battalion Chief
16
3
$
60.34
$
9,866
$
118,397
Lifeguard Battalion Chief
16
4
$
63.34
$
10,357
$
124,283
Lifeguard Battalion Chief
16
5
$
66.52
$
10,878
$
130,535
Lifeguard Battalion Chief
16
6
$
69.81
$
11,415
$
136,982
Lifeguard Battalion Chief
16
7
$
73.31
$
11,987
$
143,845
Lifeguard Battalion Chief
16
8
$
76.96
$
12,585
$
151,025
Lifeguard Battalion Chief
16
9
$
80.81
$
13,215
$
158,576
Lifeguard Captain
11
1
$
43.47
$
7,535
$
90,424
Lifeguard Captain
11
2
$
45.64
$
7,911
$
94,928
Lifeguard Captain
11
3
$
47.93
$
8,308
$
99,691
Lifeguard Captain
11
4
$
50.32
$
8,722
$
104,662
Lifeguard Captain
11
5
$
52.86
$
9,162
$
109,943
Lifeguard Captain
11
6
$
55.52
$
9,624
$
115,483
Lifeguard Captain
11
7
$
58.30
$
10,105
$
121,255
Lifeguard Captain
11
8
$
61.22
$
10,612
$
127,339
Lifeguard Captain
11
9
$
64.28
$
11,142
$
133,706
Lifeguard Captain, Training
03
1
$
47.82
$
8,289
$
99,466
Lifeguard Captain, Training
03
2
$
50.20
$
8,702
$
104,421
Lifeguard Captain, Training
03
3
$
52.72
$
9,138
$
109,660
Lifeguard Captain, Training
03
4
$
55.35
$
9,594
$
115,128
Lifeguard Captain, Training
03
5
$
58.14
$
10,078
$
120,937
Lifeguard Captain, Training
03
6
$
61.07
$
10,586
$
127,031
Lifeguard Captain, Training
03
7
$
64.13
$
11,115
$
133,381
Lifeguard Captain, Training
03
8
$
67.34
$
11,673
$
140,073
Lifeguard Captain, Training
03
9
$
70.71
$
12,256
$
147,077
Lifeguard Officer
02
1
$
35.67
$
6,183
$
74,193
Lifeguard Officer
02
2
$
37.46
$
6,493
$
77,921
Lifeguard Officer
02
3
$
39.33
$
6,817
$
81,804
Lifeguard Officer
02
4
$
41.30
$
7,158
$
85,894
Lifeguard Officer
02
5
$
43.36
$
7,516
$
90,191
Lifeguard Officer
02
6
$
45.54
$
7,893
$
94,721
Lifeguard Officer
02
7
$
47.82
$
8,288
$
99,457
Lifeguard Officer
02
8
$
50.21
$
8,703
$
104,430
Lifeguard Officer
02
9
$
52.72
$
9,138
$
109,651
Lifeguard Officer P/T
01
1
$
35.67
$
6,183
$
74,193
Lifeguard Officer P/T
01
2
$
37.46
$
6,493
$
77,921
Lifeguard Officer P/T
01
3
$
39.33
$
6,817
$
81,804
Exhibit B
Newport Beach Lifeguard Management Association
MOU Term: July 1, 2025 -June 30, 2028
Effective July 12, 2025:
All Positions: 4% Cost -of -Living Adjustment (COLA) + Additional 2% Equity Adjustment
Lifeguard Captain, Training: Rate Adjustment (Salary Differential)
Lifeguard Officer/Lifeguard Officer P/T: Step Rate Adjustment
Lifeguard Officer P/T
01
4
$
41.30
$
7,158
$
85,894
Lifeguard Officer P/T
01
5
$
43.36
$
7,516
$
90,191
Lifeguard Officer P/T
01
6
$
45.54
$
7,893
$
94,721
Lifeguard Officer P/T
01
7
$
47.82
$
8,288
$
99,457
Lifeguard Officer P/T
01
8
$
50.21
$
8,703
$
104,430
Lifeguard Officer P/T
01
9
$
52.72
$
9,138
$
109,651
Hourly rates are rounded to the nearest hundredth. Monthly and annual salaries are rounded to the nearest whole dollar.
Actual rates my vary slightly due to rounding.
•
Exhibit B
Newport Beach Lifeguard Management Association
MOU Term: July 1, 2025 -June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Lifeguard Battalion Chief
16
1
$
56.94
$
9,869
$
118,433
Lifeguard Battalion Chief
16
2
$
59.76
$
10,358
$
124,302
Lifeguard Battalion Chief
16
3
$
62.75
$
10,877
$
130,521
Lifeguard Battalion Chief
16
4
$
65.87
$
11,417
$
137,009
Lifeguard Battalion Chief
16
5
$
69.18
$
11,992
$
143,901
Lifeguard Battalion Chief
16
6
$
72.60
$
12,584
$
151,009
Lifeguard Battalion Chief
16
7
$
76.24
$
13,215
$
158,575
Lifeguard Battalion Chief
16
8
$
80.04
$
13,874
$
166,490
Lifeguard Battalion Chief
16
9
$
84.05
$
14,568
$
174,814
Lifeguard Captain
11
1
$
45.21
$
7,837
$
94,041
Lifeguard Captain
11
2
$
47.46
$
8,227
$
98,725
Lifeguard Captain
11
3
$
49.85
$
8,640
$
103,679
Lifeguard Captain
11
4
$
52.33
$
9,071
$
108,848
Lifeguard Captain
11
5
$
54.97
$
9,528
$
114,340
Lifeguard Captain
11
6
$
57.74
$
10,008
$
120,102
Lifeguard Captain
11
7
$
60.63
$
10,509
$
126,105
Lifeguard Captain
11
8
$
63.67
$
11,036
$
132,432
Lifeguard Captain
11
9
$
66.85
$
11,588
$
139,054
Lifeguard Captain, Training
03
1
$
49.73
$
8,620
$
103,445
Lifeguard Captain, Training
03
2
$
52.21
$
9,050
$
108,598
Lifeguard Captain, Training
03
3
$
54.83
$
9,504
$
114,047
Lifeguard Captain, Training
03
4
$
57.56
$
9,978
$
119,733
Lifeguard Captain, Training
03
5
$
60.47
$
10,481
$
125,774
Lifeguard Captain, Training
03
6
$
63.52
$
11,009
$
132,112
Lifeguard Captain, Training
03
7
$
66.69
$
11,560
$
138,716
Lifeguard Captain, Training
03
8
$
70.04
$
12,140
$
145,676
Lifeguard Captain, Training
03
9
$
73.54
$
12,747
$
152,960
Lifeguard Officer
02
1
$
37.10
$
6,430
$
77,160
Lifeguard Officer
02
2
$
38.96
$
6,753
$
81,038
Lifeguard Officer
02
3
$
40.90
$
7,090
$
85,076
Lifeguard Officer
02
4
$
42.95
$
7,444
$
89,330
Lifeguard Officer
02
5
$
45.10
$
7,817
$
93,799
Lifeguard Officer
02
6
$
47.36
$
8,209
$
98,510
Lifeguard Officer
02
7
$
49.73
$
8,620
$
103,435
Lifeguard Officer
02
8
$
52.22
$
9,051
$
108,607
Lifeguard Officer
02
9
$
54.83
$
9,503
$
114,038
Lifeguard Officer P/T
01
1
$
37.10
$
6,430
$
77,160
Lifeguard Officer P/T
01
2
$
38.96
$
6,753
$
81,038
Lifeguard Officer P/T
01
3
$
40.90
$
7,090
$
85,076
Lifeguard Officer P/T
01
4
$
42.95
$
7,444
$
89,330
8-10
Exhibit B
Newport Beach Lifeguard Management Association
MOU Term: July 1, 2025 -June 30, 2028
Effective July 11, 2026:
4% Cost -of -Living Adjustment (COLA)
Lifeguard Officer P/T
01
5
$
45.10
$
7,817
$
93,799
Lifeguard Officer P/T
01
6
$
47.36
$
8,209
$
98,510
Lifeguard Officer P/T
01
7
$
49.73
$
8,620
$
103,435
Lifeguard Officer P/T
01
8
$
52.22
$
9,051
$
108,607
Lifeguard Officer P/T
01
9
$
54.83
$
9,503
$
114,038
Hourly rates are rounded to the nearest hundredth. Monthly and annual salaries are rounded to the nearest whole dollar.
Actual rates my vary slightly due to rounding.
8-11
Exhibit B
Newport Beach Lifeguard Management Association
MOU Term: July 1, 2025 -June 30, 2028
Effective July 10, 2027:
4% Cost -of -Living Adjustment (COLA)
Lifeguard Battalion Chief
16
1
$
59.22
$
10,264
$
123,170
Lifeguard Battalion Chief
16
2
$
62.15
$
10,773
$
129,274
Lifeguard Battalion Chief
16
3
$
65.26
$
11,312
$
135,742
Lifeguard Battalion Chief
16
4
$
68.50
$
11,874
$
142,490
Lifeguard Battalion Chief
16
5
$
71.95
$
12,471
$
149,657
Lifeguard Battalion Chief
16
6
$
75.50
$
13,087
$
157,049
Lifeguard Battalion Chief
16
7
$
79.29
$
13,743
$
164,917
Lifeguard Battalion Chief
16
8
$
83.24
$
14,429
$
173,149
Lifeguard Battalion Chief
16
9
$
87.41
$
15,151
$
181,807
Lifeguard Captain
11
1
$
47.02
$
8,150
$
97,803
Lifeguard Captain
11
2
$
49.36
$
8,556
$
102,675
Lifeguard Captain
11
3
$
51.84
$
8,985
$
107,826
Lifeguard Captain
11
4
$
54.42
$
9,434
$
113,202
Lifeguard Captain
11
5
$
57.17
$
9,910
$
118,914
Lifeguard Captain
11
6
$
60.05
$
10,409
$
124,906
Lifeguard Captain
11
7
$
63.05
$
10,929
$
131,150
Lifeguard Captain
11
8
$
66.22
$
11,477
$
137,730
Lifeguard Captain
11
9
$
69.53
$
12,051
$
144,616
Lifeguard Captain, Training
03
1
$
51.72
$
8,965
$
107,583
Lifeguard Captain, Training
03
2
$
54.30
$
9,412
$
112,942
Lifeguard Captain, Training
03
3
$
57.02
$
9,884
$
118,609
Lifeguard Captain, Training
03
4
$
59.87
$
10,377
$
124,523
Lifeguard Captain, Training
03
5
$
62.89
$
10,900
$
130,805
Lifeguard Captain, Training
03
6
$
66.06
$
11,450
$
137,397
Lifeguard Captain, Training
03
7
$
69.36
$
12,022
$
144,265
Lifeguard Captain, Training
03
8
$
72.84
$
12,625
$
151,503
Lifeguard Captain, Training
03
9
$
76.48
$
13,256
$
159,078
Lifeguard Officer
02
1
$
38.58
$
6,687
$
80,247
Lifeguard Officer
02
2
$
40.52
$
7,023
$
84,279
Lifeguard Officer
02
3
$
42.54
$
7,373
$
88,479
Lifeguard Officer
02
4
$
44.66
$
7,742
$
92,903
Lifeguard Officer
02
5
$
46.90
$
8,129
$
97,550
Lifeguard Officer
02
6
$
49.26
$
8,538
$
102,450
Lifeguard Officer
02
7
$
51.72
$
8,964
$
107,573
Lifeguard Officer
02
8
$
54.30
$
9,413
$
112,952
Lifeguard Officer
02
9
$
57.02
$
9,883
$
118,599
Lifeguard Officer P/T
01
1
$
38.58
$
6,687
$
80,247
Lifeguard Officer P/T
01
2
$
40.52
$
7,023
$
84,279
Lifeguard Officer P/T
01
3
$
42.54
$
7,373
$
88,479
Lifeguard Officer P/T
01
4
$
44.66
$
7,742
$
92,903
8-12
Exhibit B
Newport Beach Lifeguard Management Association
MOU Term: July 1, 2025 -June 30, 2028
Effective July 10, 2027:
4% Cost -of -Living Adjustment (COLA)
Lifeguard Officer P/T
01
5
$
46.90
$
8,129
$
97,550
Lifeguard Officer P/T
01
6
$
49.26
$
8,538
$
102,450
Lifeguard Officer P/T
01
7
$
51.72
$
8,964
$
107,573
Lifeguard Officer P/T
01
8
$
54.30
$
9,413
$
112,952
Lifeguard Officer P/T
01
9
$
57.02
$
9,883
$
118,599
Hourly rates are rounded to the nearest hundredth. Monthly and annual salaries are rounded to the nearest whole dollar.
Actual rates my vary slightly due to rounding.
8-13
Exhibit C
Assistant Chief, Lifeguard Operations Salary Schedule Adjustment
The City of Newport Beach
Key & Management Position - Administrative Management, Safety
Effective July 12, 2025:
4% Cost -of -Living Adjustment (COLA) + Additional 2% Equity Adjustment'
Assistant Chief, Lifeguard Operations
02
1
$
79.69
$
13,813
$
165,755
Assistant Chief, Lifeguard Operations
02
2
$
83.67
$
14,503
$
174,039
Assistant Chief, Lifeguard Operations
02
3
$
87.84
$
15,226
$
182,712
Assistant Chief, Lifeguard Operations
02
4
$
92.25
$
15,990
$
191,875
Assistant Chief, Lifeguard Operations
02
5
$
96.87
$
16,790
$
201,480
Assistant Chief, Lifeguard Operations
02
6
$
101.71
$
17,629
$
211,554
Effective July 11, 2026: 4% Cost -of -Living Adjustment (COLA)'
Assistant Chief, Lifeguard Operations
02
1
$
82.88
$
14,365
$
172,386
Assistant Chief, Lifeguard Operations
02
2
$
87.02
$
15,083
$
181,001
Assistant Chief, Lifeguard Operations
02
3
$
91.36
$
15,835
$
190,020
Assistant Chief, Lifeguard Operations
02
4
$
95.94
$
16,629
$
199,551
Assistant Chief, Lifeguard Operations
02
5
$
100.74
$
17,462
$
209,539
Assistant Chief, Lifeguard Operations
02
6
$
105.78
$
18,335
$
220,016
Effective July 10, 2027: 4% Cost -of -Living Adjustment (COLA)'
Assistant Chief, Lifeguard Operations
02
1
$
86.19
$
14,940
$
179,281
Assistant Chief, Lifeguard Operations
02
2
$
90.50
$
15,687
$
188,241
Assistant Chief, Lifeguard Operations
02
3
$
95.01
$
16,468
$
197,621
Assistant Chief, Lifeguard Operations
02
4
$
99.78
$
17,294
$
207,533
Assistant Chief, Lifeguard Operations
02
5
$
104.77
$
18,160
$
217,920
Assistant Chief, Lifeguard Operations
02
6
$
110.01
$
19,068
$
228,816
' Salary adjustments for the Assistant Chief, Lifeguard Operations classification shall occur at the same time and be the same percentage as the salary adjustments
received by the Lifeguard Management Association employees during the term of the Key & Management Compensation Plan.
Hourly rates are rounded to the nearest hundredth. Monthly and annual salaries are rounded to the nearest whole dollar.
Actual rates may vary slightly due to rounding.
8-14
STATE OF CALIFORNIA }
COUNTY OF ORANGE } ss.
CITY OF NEWPORT BEACH
I, Molly Perry, Interim City Clerk of the City of Newport Beach, California, do hereby certify
that the whole number of members of the City Council is seven; the foregoing resolution, being Resolution
No. 2025-47 was duly introduced before and adopted by the City Council of said City at a regular meeting
held on the 22nd day of July, 2025, and that the same was so passed and adopted by the following vote,
to wit:
AYES: Mayor Joe Stapleton, Mayor Pro Tern Lauren Kleiman, Councilmember Noah
Blom, Councilmember Robyn Grant, Councilmember Sara J. Weber,
Councilmember Erik Weigand
NAYS: None
ABSENT: Councilmember Barto
IN WITNESS WHEREOF, I have hereunto subscribed my name and affixed the official seal of said
City this 23rd day of July, 2025.
�E
Molly Perrye k U WE-
w�
Interim City Cl="
City of Newport Beach, Cali tm
<1fiC7RN� w