HomeMy WebLinkAbout07 - Newport Beach Fire Management Association MOUCITY OF NEWPORT BEACH
CITY COUNCIL STAFF REPORT
Agenda Item No. 7
January 13, 2009
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: City Manager's Office
Dave Kiff, Assistant City Manager
949 -644 -3002, dkiff @city.newport- beach.ca.us
SUBJECT: Labor Negotiations: New 3 -Year Memorandum of Understanding (MOU) with the
Newport Beach Fire Management Association (NBFMA)
ISSUE:
Shall the City enter into a new 3-year MOU with the six - member Newport Beach Fire
Management Association (NBFMA)?
RECOMMENDATION:
Authorize the Mayor to execute a new 3 -year Memorandum of Understanding (MOU) with the
Newport Beach Fire Management Association (NBFMA).
DISCUSSION:
The City Council has completed negotiations in accordance with the Myers - Milias -Brown Act
( "MMBA ") with the bargaining unit representing the six - member NBFMA. MMBA is the state law
(California Government Code §3500 et seq) that the City must follow regarding negotiating
wages, benefits, and working conditions with our employees. The MMBA is intended to:
• Promote full communication between public employers and their employees by providing a
reasonable method of resolving disputes regarding wages, hours, and other terms and
conditions of employment between public employers and employee organizations: and to
• Promote the improvement of personnel management and employer - employee relations
within the various public agencies in the State of California by providing a uniform basis for
recognizing the right of public employees to join organizations of their own choice and be
represented by those organizations in their employment relationships with public agencies."
The MMB Act, among other things, sets forth:
• The right of city employees to organize themselves.
• The right of city employees to be represented.
• The right to form an "agency shop" (all persons working within specific classifications must
be members of the employees' organization).
• The obligation of an employer to "meet and confer' on employment matters; and
• A path for mediation when necessary.
MOU with NBFMA
January 13, 2009
Page 2
The contract term for the MOU for NBFMA expired December 31, 2007. Highlights and
changes between that MOU and the MOU proposed for adoption on January 13, 2009 are as
follows:
SUMMARY OF MAJOR MOU TERMS
Term. The MOU covers the 3 -year period of January 1, 2008 - December 31, 2010.
Salary. The proposed salary benefit within the MOU is as follows:
• 2% increase dating back to December 22, 2007;
2% increase dating back to June 21, 2008;
• 3.25% increase dating back to December 20, 2008; and
• 3.5% increase effective December 19, 2009.
This results in a salary increase of 10.75% over the three -year MOU period
PLEASE NOTE: The retroactive increases noted here are the same increases that are currently
being received and implemented by NBFA and generally (on a different time schedule) the CEA,
Prof -Tech, and Newport Beach Employees' LEAGUE bargaining units. The retroactivity is
necessary because of the delay in negotiating this NBFMA MOU. Please see the end of this
staff report for a broader discussion about financial issues associated with these changes.
Release Time. NBFA members are awarded time off with pay for labor negotiations and for
education and conferences associated with labor negotiations ( "release time "). NBFMA
members were not eligible for this previously. This MOU suggests allowing NBFMA members
36 hours per year in release time.
Flex Leave. NBFMA members are part of the City's general program to award "flex leave" to
allow paid absences (including for illness, vacation, doctors appointments, etc) instead of
traditional sick leave or vacation leave. Members accrue a certain amount of hours per pay
period depending upon their tenure in the system. This MOU would change the current accrual
by adding an hour over each pay period (this equates to about a 0.9% increase in total
compensation for the NBFMA membership) as follows in Chart 2:
Chart 2
Flex Leave
Health Benefit & MERP Increases. The MOU proposes cafeteria plan increases of $100 (to
$874) per employee per month dating to December 22, 2007; another $100 (to $974) per
MOU with NBFMA
January 13, 2009
Page 3
employee per month dating to December 22, 2008, and another $75 per employee per month
(to $1,049) starting in December 19, 2010, Medical Expense Reimbursement Program
( "MERP" — this is the City's program to assist in covering retired employees with medical
expenses) contributions paid by the City would rise from $1.50 per month to $2.50 per month,
identical to what the City's three "miscellaneous" groups of employees received in their most
recent MOU, approved in 2007.
Overtime. Typically, an NBFMA member works a traditional 40 hour work week (eight hours a
day, five consecutive days, with two days off), often coordinating training programs, overseeing
fire prevention activities, and more. At the same time, a typical member of the NB Firefighters
Association (NBFA) works a shift that looks like this:
Monday — a 24 -hour shift
Tuesday— off
Wednesday — a 24 -hour shift
Thursday — off
Friday — a 24 -hour shift
Saturday, Sunday, Monday, Tuesday —off
Wednesday — week starts over with a 24 -hour shift
The above is considered a 56 -hour workweek, and equates to between 9 and 11 shifts worked
per month, for an average of 10 shifts per month. When NBFA members take over a shift for
another, and when it is above their 56 hours in a week, they receive time - and -a -half pay (T +%)
for those overtime hours worked.
Currently, NBFMA members — because they work a more traditional 40 -hour work week — do
not receive additional pay for hours worked beyond forty (40) hours. However, there are
instances where NBFMA members will be assigned to Strike Teams associated with regional
conflagrations. In these cases, NBFMA members take on leadership roles for active fire fighting
events — these roles are often significantly different from their duties during a regular work week.
This MOU proposes granting NBFMA members T +% pay for certain overtime events involving
Strike Team activities — the events must:
• Occur outside of the city limits;
• Involve the member's on duty assignment to the Strike Team for more than eight hours;
• Include a disaster declaration by the State or Federal government for the fire
suppression action; and
• Be specifically authorized for reimbursement by the state or federal government.
Other Changes. This MOU makes other changes or clarifications to:
• Sets a higher amount (to $1,719 a year) for the Uniform Value as reported to Cal -PERS;
• A Certified Chief Fire Officer is eligible for a 3.0% salary increase, up from 1.5% in the
previous MOU;
• Adds "spouse's grandparents" to the relations associated with bereavement leave;
• Tuition reimbursement goes from $1,000 per fiscal year per employee today (persons must
use the program for qualified educational and training programs, and receive a certain
grade) to $1,400 1year in July 2008 and to $1,500 1year in July 2010;
MOU. with NBFMA
January 13, 2009
Page 4
Retirement. There is no change to the retirement benefit. NBFMA members currently receive
a "defined benefit" (DB) retirement plan based on a "3% at 50" Plan for the bargaining unit's
safety employees administered by the California Public Employees Retirement System
(CaIPERS). Retirement benefits are calculated using a member's years of service credit, age at
retirement, and final compensation (highest twelve -month average salary).
This Agenda Item. If approved by the City Council, this agenda item would authorize the Mayor
to execute the new three -year NBFMA -City MOU. City staff would make retroactive payments
to the six NBFMA members dating back to the MOU's starting dates and will include going -
forward costs in upcoming budget calculations.
Funding Availability: It is clear to all of us that the City is unlikely to escape the current
economic crisis unscathed. This was considered by staff and by NBFMA in the context of
discussing this MOU. Note that this is an MOU that reflects generally the same salary changes,
during the same period, that were granted by the City to the Newport Beach Firefighters. In
addition to the firefighters, staff within other represented groups are receiving similar salary
increases — the increases are as follows:
COLAs Pending
Bargaining Unit
MOU Expiration
Jan -09
Jun -09
Jan -10
CEA
06/30/2010
4%
PEA
12/31/2009
4%
PMA
12/31/2009
4%
Fire
12/31/2010
3.25%
3.50%
Fire Management *
12/31/2010
3.25%
3.50%
Prof -Tech
06/30/2010
4%
League
06/30/2010
4%
LMA
12/31/2008
Key and Management
06/30/2010
4%
UPEC
06/30/2010
4%
* if approved 1 -13 -09
In the event that the City decides that economic times warrant a budget action in regards to
salaries or cost -of- living adjustments, the City Manager expects that such changes will apply to
ALL represented groups, including NBFMA. Such changes, if they occur, would require
amendments to each of the various MOUs that address each bargaining unit's salary hikes.
Amendments to the MOUs are allowed and are accomplished under the MMBA via labor
negotiations with each bargaining unit. Generally, the MOUs have a section which reads as
follows: `
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.
MOU with NBFMA
January 13, 2009
Page 5
Funding for these proposed changes is included in the City Budget — therefore a budget
amendment is not required to accomplish the changes. Chart 3 shows an estimate of the costs
of each element of the MOU package, with the costs shown for successive years being additive
of the previous year:
Chart 3
Estimated Cost per Year
Salary Increase
53,231
54,293
31,407
Health Care Increase
7,200
7,200
5,400
Add'I Flex Leave
3,680
3,837
3,971
Tuition Reimb
2,400
60D
600
Total
66,511
65,930
41,378
The budget for the current year estimates that the City will spend $1.35 million for this
Bargaining Unit in salaries and benefits. Over three years, the cost of these changes is roughly
12.7% of total compensation. The budget includes the cost of this MOU's provisions.
Prepared and Submitted by:
jr-'-v�r
Dav iff
Assistant City Manager
Attachments: Proposed NBFMA -City MOU
CCU ACIL AGENDA
140. -1 01-Broq
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF NEWPORT BEACH AND
NEWPORT BEACH FIRE MANAGEMENT ASSOCIATION
STRIKE -OUT AND AMENDED VERSION —
NOT FOR SIGNATURE
This MEMORANDUM OF UNDERSTANDING (hereinafter referred to as "MOU ") is
entered into with reference to the following:
1. The Newport Beach Fire Management Association ( "NBFMA "), 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. NBFMA representatives and City representatives have reached a tentative
agreement as to wages, hours and other terms and conditions of
employment for the period from januaFy 1, 2005 to D9G8FRbBF 34, 2007
January 1, 2008 to December 31. 2010 and this tentative agreement has
been embodied in this MOU.
3. The City acknowledges and appreciates the cooperation of NBFMA during
the meet and confer process leading to the adoption of the 2005 -2007
MOU and this 2008 -2010 MOU:
4. This MOU, upon approval by NBFMA and the Newport Beach City
Council, represents the total and complete understanding and agreement
between the parties regarding all matters within the scope of
representation.
SECTION 1. - GENERAL PROVISIONS
A. Recognition
In accordance with the provisions of the Charter of the City of Newport Beach,
the Meyers Milias Brown Act of the State of California and the provisions of the
Employer's /Employee Labor Relations Resolution No. 2001 -50, the City
acknowledges that NBFMA is the majority representative for the purpose of
meeting and conferring regarding wages, hours and other terms and conditions
of employment for all employees in those classifications specified in Exhibit "A"
or as appropriately modified in accordance with the Employer /Employee
u
Resolution. All other classifications and positions not specifically included within
Exhibit "A" are excluded from representation by NBFMA.
B. Duration of Memorandum
1. Except as specifically provided otherwise, any ordinance, resolution or
action of the City Council necessary to implement this MOU shall be
considered effective as of January 1, 2805 2008. This MOU shall remain
in full force and effect until December 31, 2807 2010, and the provisions
of this MOU shall continue after the date of expiration of this MOU in the
event the parties are meeting and conferring on a successor MOU.
2. The terms and conditions of this MOU shall prevail over any 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 such as, or similar to, this
MOU.
C. SCODe
1. 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 SOP's 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 NBFMA 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 of its inherent
exclusive and non - exclusive managerial rights, powers, functions and
authorities ( "Management Rights ") as set forth in Resolution No. 2001 -50 .
D. Bulletin Boards
2
E.
F
G.
Space shall be provided on bulletin boards within the Fire Department at
their present location for the posting of notices and bulletins relating to
NBFMA business, meetings, or events. All materials posted on bulletins
boards shall indicate the name of the organization responsible. Material
posted shall not contain personal attacks on any City official or employee,
any material which constitutes harassment, discrimination or retaliation on
the basis of race, gender, ethnicity, religion or other statutorily or
constitutionally impermissible basis, as well as any pornographic or
obscene material.
2. Material posted and messages sent through electronic mail (E -Mail) shall
not contain personal attacks on any City official or employee, any material
which constitutes harassment, discrimination or retaliation on the basis of
race, gender, ethnicity, religion or other statutorily or constitutionally
impermissible basis, as well as any pornographic or obscene material. E-
Mail may be used for Association business on a limited basis and
consistent with Department Policy.
Conclusiveness
This MOU contains all of.the covenants, stipulations, and provisions agreed upon
by the parties. Therefore, for the life of this MOU, neither party shall be
compelled to meet and confer concerning any issue within the scope of
representation except as expressly provided herein or by mutual agreement of
the parties. No representative of either party has the authority to make, and
none of the parties shall be bound by, any statement, representation or
agreement reached prior to the execution of this MOU and not set forth herein.
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.
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 provided, however, should the provisions of this
MOU relating to salary increases, fringe benefits, or the compensation policy be
declared invalid the City shall provide alternative forms of compensation such
that NBFMA members suffer no financial detriment by virtue of the decision or
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ruling with the manner and form of the compensation to be determined by the
parties after meeting and conferring in good faith.
H. Impasse
In the event of an impasse (the failure to agree on a new MOU after the express
term of the existing MOU has expired), the parties may agree on mediation
pursuant to the procedure outlined in Section 16 of Resolution No. 2001 -50 or a
successor resolution.
I. Definitions
For the purposes of this MOU these terms shall have the following meanings:
1. The term "member" or "NBFMA member" shall mean all persons within
classifications represented by NBFMA.
2. The term "staff employee" shall mean any NBFMA member who is
assigned to work a 40 hour workweek.
3. The term 'line employee" shall mean any NBFMA member assigned to
work an average 56 hour workweek in 24 hour shift increments.
4. The term "Municipal Fire Departments in Orange County" or "Municipal
Fire Departments" shall mean all City operated Fire Departments and the
Orange County Fire Authority.
SECTION 2. - COMPENSATION
A. Salary
1. Guaranteed Salary
The salary for the position of Fire Battalion Chief shall maintain at least a
9% salary differential between the top step of Fire Captain and the bottom
step of the Fire Battalion Chief. Adjustments to the salary of Battalion
Chief shall be reflected in corresponding adjustments to other positions
represented by NBFMA necessary to maintain the salary differentials
listed below.
Classification Percent of Battalion Chief Top Step
12
Fire Line Battalion Chief
N/A
Fire Division Chief
112.5%
Fire Deputy Chief
118%
Fire Marshal
112.5%
2. Salary Adiustments
A
0
increases for other classifications pursuant to the matrix below).
for other classifications pursuant to the matrix above).
C. Effective December 20. 2008, the Citv shall increase base salary for
the Battalion Chief classification by three and one - quarter percent
(3.25 %) (with increases for other classifications pursuant to the
matrix above).
d. Effective December 19, 2009, the City shall increase base salary for
the Battalion Chief classification by three and one -half percent
(3.5 %) (with increases for other classifications pursuant to the
matrix above).
(the above replaces struck -out salary changes for 2005 - 2007).
B. Overtime - Hours Worked
2.
Except as provided in Section B(2), all approved paid overtime shall be paid
at the straight time rate. The City and Association agree that all unit
classifications are properly exempted from the provisions of the Fair Labor
Standards Act. Overtime payments were decreased from time and one -half
to straight time by agreement of the parties as part of a negotiation which
increased the percentage spread between Battalion Chief and Fire Captain.
The overtime rate shall be taken into account when comparing total
compensation to benchmark positions in other agencies.
exist, that Unit employee shall be paid at the time and one -half (T %2) 56 -hour
rate. The Conditions are:
5
• The Unit employee is working overtime hours;
• The Strike Team is operating outside of the city limits;
• The Unit employee is on duty on the Strike Team for more than eight
8 hours;
3. Compensatory Time. In lieu of overtime members may elect to accrue
compensatory time off. Staff personnel may accrue a maximum of 200 hours.
Line personnel may accrue a maximum of 144 hours. Personnel must use all
accrued compensatory time by time of retirement.
C. Required Uniform
City shall pay the entire cost of providing NBFMA member with each component
of the required NBFD uniform. The required NBFD uniform includes safety
shoes, badges and insignias, uniform pants, uniform shirts, uniform jackets and
liner, belts, sweatshirt, base camp hat, and turnout safety clothing. City shall not
be responsible for providing employee with socks, underwear, cap or workout
shoes, or other clothing.
The City will report the value of the required uniform at $9.90 $1,719M to
PERS.
The City will provide an adequate number of reserve turnouts at each station to
allow for proper turnout cleaning /decontamination. This equipment will be used
to temporarily replace an employee's personal turnout equipment that cannot be
placed in service because they are wet, contaminated, or aged.
D. Scholastic /Certificate Achievement Pav
NBFMA members are entitled to additional compensation contingent upon
scholastic/certificate achievement ( "Scholastic /Certificate Achievement Pay ").
NBFMA members may apply for increases pursuant to this Section when eligible
and scholastic /certificate achievement pay shall be included in the member's
paycheck for the pay period immediately after approval by the Fire Chief. It is the
responsibility of the NBFMA member to apply for Scholastic/Certificate
Achievement Pay. Approval of the member's application shall not be
unreasonably withheld or delayed, and the member shall not be entitled to
receive scholastic /certificate achievement pay prior to the date the application is
approved even though the member may have been eligible prior to approval.
2
E.
F
Scholastic/Certificate achievement pay is contingent upon years of service and
number of units and /or degrees received by the employee.
Qualifying units and /or degrees must be awarded by accredited community
colleges, state colleges or universities. NBFMA member shall receive scholastic
achievement pay in accordance with the following:
1. Scholastic Achievement Pay
Years of College
Service: Semester /Unit:
2 or more
30
3 or more
60
5 or more
90
5 or more
120
5 or more
B.A. /B.S.
2. Certificate Pay
Coursework
Completion of coursework for
Certified Chief Fire Officer
Bilingual Pav
% of actual step in
iob class range
1.5%
2.5%
3.5%
4.5%
5.5%
Monthly Compensation
476% Effective June 2. 2008
increase to 3.0% month
of actual step in job class range
Employees certified as bilingual (Spanish) shall be eligible to receive One
Hundred Fifty ($150.00) Dollars per month in bilingual pay. The certification
process will confirm that employees are fluent at the street conversational level in
speaking, reading and writing Spanish. Employees certified shall receive
bilingual pay the first full pay period following certification.
Additional languages may be certified for compensation pursuant to this section
by the Fire Chief.
Court Standby Pay
NBFMA 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 considered to be on
"court standby time" and shall receive four hours of pay for each eight hours of
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court standby time. NBFMA 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 considered to 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.
SECTION 3. - LEAVES
A. Flex Leave
Effective December 22, 2007, NBFMA members shall accrue flex leave
as follows. It is mutually understood that accrual rates have been modified
to provide for the longevity increase set forth below:
Longevity
Years of Accrual Accrual Pay
Con't. Svc Hours /Pay Period Hours /Pay Period Increase
Line Employees Staff Employees
• ..•
. ..,
MORROW _ . .. •
.. . - -
2. The Flex leave program shall be administered as follows:
a. NBFMA members shall not accrue flex leave until continuously
employed by the Newport Beach Fire Department for a period of six
(6) months provided, however, if a member on the flex leave
program becomes sick during the first six months of employment,
the City will advance up to six (6) months of accrual for line
employees for use by the member to recover from illness.
j
In the event the City advances paid leave time and the employee is
terminated or resigns before completing six months of continuous
employment, the member's final check shall be reduced by an
amount equal to the number of flex leave hours advanced
multiplied by the member's hourly rate of pay.
b. NBFMA members who are staff employees shall accrue six (6)
months of flex leave and line employees shall accrue six (6) months
of flex leave immediately upon completion of six (6) months
continuous employment with the Newport Beach Fire Department,
provided however, this amount shall be reduced by any flex leave
time advanced during the first six months of employment.
C. Members employed by the City prior to initiation of the flex leave
program have had the current accrued vacation time converted to
flex leave on an hour for hour basis with the current sick leave
placed in a bank to be used as provided in the Employee Policy
Manual . Members entitled to use sick leave pursuant to the
Employee Policy Manual and who are absent due to illness shall
have their sick leave bank reduced by the duration of the absence
unless the member notifies appropriate department personnel that
the absence should be charged to the member's flex leave account.
d. Subject to the provisions of Section 2(I), prior to the effective date
of this MOU, members were entitled to accrue flex leave up to a
maximum of 78 times the member's bi- weekly accrual rate. Earned
flex leave in excess of the maximum permitted is currently paid bi-
weekly at the member's hourly rate of pay. NBFMA members may,
at any time, elect to receive pay (at the member's normal hourly
rate) for all accrued flex leave in excess of 72 hours for a line
employees and 40 hours for staff employees. However, NBFMA
members may not elect to buy down accrued Flex Leave below the
current threshold for payment (78 times the member's bi- weekly
accrual rate) unless, during the twelve months preceding the
election, the member has taken at least ninety -six (96) hours of
paid leave if a line employee and eighty (80) hours of paid leave if a
staff employee.
e. All requests for scheduled flex leave shall be submitted to
appropriate department personnel. In no event shall a member
take or request flex leave in excess of the amount accrued.
N
Members shall be paid for all accrued flex leave at their then
current hourly rate of pay upon termination of the employment
relationship.
B. Vacation Telestaff Selection System
System (VSS). The City commits to maintain Telestaff subject to budgetary
constraints outlined in this Section. The City shall, for each fiscal year during the
term of this MOU, adopt a budget which provides for the payment of overtime
specifically for the purpose of implementing Telestaff. The amount to be
budgeted shall be calculated by computing the Vacation /Flex leave time (leave)
normally accrued by each member during a fiscal year (total annual leave)
multiplying total annual leave, by that member's overtime rate of pay (value of
leave) and then adding the value of leave for each NBFMA member. Each
member's overtime rate of pay shall be calculated on the basis of the member's
highest anticipated rate of pay during the upcoming fiscal year. The total "value
of leave" for all members shall be identified in the budget as the "LEAVE
COVERAGE FUND."
C. Vacation /Sick Leave
Administration of the vacation and sick leave program for members who have not
converted to flex leave shall be in accordance with the provisions of the
Employee Personnel Manual of the City of Newport Beach. Line employees shall
accrue sick leave at the rate of twelve hours per month and staff employees shall
accrue sick leave at the rate of eight hours per month.
D. Holiday Time
Accrual
The provisions of this subsection shall apply to all NBFMA members on a
pro -rata basis. NBFMA members who are line employees shall accrue
holiday time at the rate of 5.54 hours per pay period. NBFMA who are
staff employees shall accrue holiday time at the rate of 3.96 hours per pay
period.
All employees including Staff Employees shall receive their holiday time in
pay (PERSable). Holiday pay shall be paid bi- weekly with the regular
check.
2. Staff Employees
iG]
Staff Employees may be required to take specified City holidays off, in the
sole discretion of the Fire Chief. Time will be charged against the
employee's flex (or vacation) leave bank.
E. Bereavement Leave
Bereavement leave shall be defined as "the necessary absence from duty by an
employee having a regular or probationary appointment because of a death or
terminal illness in his/her immediate family." Staff employees shall be entitled to
five (5) working days of Bereavement Leave per event while Line Employees
shall be entitled to ninety (90) hours of Bereavement Leave per event.
Bereavement leave shall be administered in accordance with the provisions of
the Employee Policy Manual. For the purpose of this section immediate family
shall mean father, mother, brother, sister, wife, husband, child, father -in -law,
mother -in -law, arid- grandparents and saouse's grandparents. The provisions of
this Section shall not diminish or reduce any rights a member may have pursuant
to applicable provisions of State or Federal law.
F. Jury Duty
NBFMA members who are assigned to line positions and are called to jury duty
shall be excused for each 24 hour shift during which the member is required to
attend court and sit on a jury or await assignment.
G. Family Sick Leave
Unit employees shall be entitled to use one -half (1/2) of their annual sick leave
accrual for an illness of a dependent which requires the presence of the
employee. Leave shall be administered in accordance with the provisions of the
Employee Policy Manual. The provisions of this Section shall not be construed
to affect or reduce the right of any employee to any unpaid family medical leave
authorized by State or Federal law.
H. Flex Leave Premium Pay Account
On request NBFMA members shall have the right to receive pay, at the rate of
109% of their then current base salary, for any Flex Leave banked, up to a
maximum of 78 times their bi- weekly Flex Leave accrual rate as of June 30,
1994 (Flex Leave Premium Pay Account). The Flex Leave Premium Pay
Account balance shall be shown on each member's regular pay stub. The Flex
Leave Premium Pay Account shall be reduced in accordance with member
purchases. Each member shall, upon termination, resignation, retirement or
other separation from service, receive terminal pay at the rate of 109% of their
then current base salary for all accrued Flex Leave to the full extent of the
11
J.
remaining balance in the Flex Leave Premium Pay Account with any remaining
Flex Leave paid at the then current base salary. The provisions of this section
shall apply only to members employed by the City of Newport Beach on or
before June 30, 1994.
Sick Leave Pay Out
Upon paid retirement, termination in good standing or death, but not termination
for cause or resignation in lieu of termination, any member or his/her estate shall
be paid, at the rate of 109% of their final base salary for a percentage of the
employees accrued but unused Sick Leave computed as follows:
YEARS OF SERVICE:
LESS THAN 10
10 BUT LESS THAN 15
15 BUT LESS THAN 20
20 OR MORE
PERCENT OF UNUSED
SICK LEAVE:
NONE
25%
37.5%
50%
Payment for accrued but unused Sick Leave shall be limited to the first 800 hours
of accrued Sick Leave or Staff Employees and the first 1200 hours for Line
employees (for example if a Line Employee had accumulated 1400 hours of Sick
Leave and retired after 16 years he or she would receive Terminal Sick Leave
Pay in a sum equal to 109% of their base salary per hour for 450 hours of Sick
Leave - 1200 hours multiplied by .375).
Vacation Leave Premium Pay Account
Members who are on the traditional Vacation /Sick Leave program as of June 30,
1994 shall be entitled to receive pay, at the rate of 109% of their then current
base salary, for any accumulated Vacation Leave up to a maximum of 52 times
their bi- weekly Vacation Leave accrual rate as of June 30, 1994 (Vacation Leave
Premium Pay Account). The Vacation Leave Premium Pay Account balance
shall be shown on each members regular pay stub. The Vacation Premium Pay
Account balance shall be reduced commensurate with member purchases. Each
member shall, upon termination, resignation, retirement or other separation from
service, receive terminal pay at the rate of 109% of their then current base salary
for all accrued Vacation Leave to the full extent of the remaining balance in the
Vacation Leave Premium Pay Account with any remaining Vacation Leave paid
upon termination at the then current base salary. The provisions of this section
shall apply only to members employed by the City of Newport Beach on or before
June 30, 1994.
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K. Worker's Compensation Leave
Any Safety NBFMA employee who has been incapacitated by reason of any
injury or illness which has been determined to have arisen out of or in the course
of his or her employment shall receive compensation in accordance with the
provisions of Section 4850 et. seq. of the Labor Code of the State of California.
Reassignment
In the event a line employee is reassigned to a staff position, or a staff employee
is reassigned to a line position, the City shall automatically convert the Flex
Leave, Vacation Leave, Sick Leave, Bereavement Leave and other benefits from
the position previously held to the newly assigned position provided. The ratio
for conversion of staff employee benefits to line employee benefit shall be 715
and the ratio for converting line employee benefits to staff employee benefits
shall be 5/7.
K. Release Time
The Association will have an account of thirty -six (36) hours per year to be used
SECTION 4. - FRINGE BENEFITS
A. Medical Insurance
Benefits Information Committee
City has established a Benefits Information Committee (BIC) composed of
one representative from each employee association group and up to three
City representatives. The Benefits Information Committee has been
established to allow the City to present data regarding carrier and
coverage options, the cost of those options, appropriate coverage levels
and other health programs. The purpose of the BIC is to provide each
employee group with information about health insurance /programs 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
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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. The City and the Newport Beach Fire Management
Association 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.
employer's contribution).
(the above replaces struck -out Cafeteria Plan contributions for 2005- 2007).
Effective upon the ratification of this agreement, NBFMA members who do
not want to enroll in any health care plan offered by the City must provide
evidence of health care insurance coverage, and execute an opt out
agreement releasing the City from any responsibility or liability to provide
health care insurance coverage on an annual basis.
3. Dental Insurance
The existing or comparable dental plans shall be maintained as part of the
City's health plan offerings as agreed upon by the Benefits Information
Committee.
4. Vision Insurance
The existing or a comparable vision plan shall be maintained as part of the
City's health plan offerings as agreed upon by the Benefits Information
Committee.
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B. Additional Health Insurance /Programs
IRS Section 125 Flexible Spending Account
Section 125 of the Internal Revenue Code authorizes an employee to
reduce taxable income for payment of allowable expenses such as child
care and medical expenses. The City shall maintain a "reimbursable
account program" in accordance with the provisions of Section 125 of the
Internal Revenue Code, pursuant to which an Association member may
request that medical, child care and other eligible expenses be paid or
reimbursed by the City out of the employee's account. The base salary of
the employee will be reduced by the amount designated by the employee
for reimbursable expenses.
2. Disability Insurance
The City shall provide Short-term (STD) and Long -term (LTD) disability
insurance to all regular full time employees with the following provisions:
Weekly Benefit
Maximum Benefit
Minimum Benefit
Waiting Period
66.67% gross weekly wages
$10,000 /month
$50
30 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.
Concurrent with the commencement of this program, employees assumed
responsibility for the payment of the disability insurance cost in the amount
of one (1.0 %) percent of base salary. Simultaneously, the City increased
base wages by one (1.0 %) percent.
Life Insurance
The City shall provide life insurance for all regular full -time employees in
$1,000 increments equal to one times the employee's annual salary up to
a maximum of $50,000. At age 70 the City-paid life insurance is reduced
15
by 50% of the pre -70 amount. This amount remains in effect until the
employee retires from City employment.
4. Employee Assistance Program
City shall provide an Employee Assistance Program (EAP) through a
properly licensed provider. Association members and their family
members may access the EAP subject to provider guidelines.
C. Retirement Benefits
Pursuant to Section 20691 of the California Government Code, the City
shall pay to PERS, on behalf of all employees covered by this agreement,
the entire required normal "safety member" retirement contribution, but not
to exceed 9% of the compensation eamable which PERS uses to
calculate retirement contributions and benefits. In addition, the amount of
this payment shall be reported to PERS as special compensation, which is
part of the employee's compensation earnable, pursuant to the provisions
of Section 20636(c)(4) of the California Government Code, as amended
effective July 1, 1994. This payment shall be credited to the employee's
accounts maintained by PERS in accordance with Section 20691 of the
California Government Code. NBFMA acknowledges that the City is
making this payment pursuant to a speck request of NBFMA to do so.
2. The City's contract with PERS shall also provide for:
a. A 3% Q 50 retirement formula pursuant to the provisions of
Section 21252.01 of the California Government Code.
b. The military buy -back provisions pursuant to Section 20930.3 of the
California Government Code and the highest year benefit pursuant
to Section 20042.
C. The Level 4 1959 Survivors Benefit.
d. The City has amended its PERS contract to provide the pre -
retirement option settlement 2 death benefit (Section 21548) to be
effective July 23, 2005.
D. Retiree Medical Benefit
1. Background
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In 2005, the City and all Employee Associations agreed to replace the previous
"defined benefit" retiree medical program with a new "defined contribution"
program. The process of fully converting to the new program will be ongoing for
an extended period. During the transition, employees and (then) existing retirees
have been administratively classified into one of four categories. The benefit is
structured differently for each of the categories. The categories are as follows:
a. Category 1 - Employees newly hired after January 1, 2005.
b. Category 2 - Active employees hired prior to January .1, 2006, whose
age plus years of service as of January 1, 2005 was less than 50 (46 for
public safety employees).
c. Category 3 - Active employees hired prior to January 1, 2006, whose
age plus years of service was 50 or greater (46 for public safety
employees) as of January 1, 2005.
d. Category 4 - Employees who had already retired from the City prior to
January 1, 2006, and were participating in the previous retiree medical
program.
2. Program Structure
This is an Integral Part Trust (IPT) Medical Expense Reimbursement Program
Plan (MERP).
a. For emolovees in Category 1, the program is structured as follows
Each employee will have an individual MERP account for bookkeeping
purposes, called his or her "Employee Account.° This account will
accumulate contributions to be used for health care expense after
separation. All contributions to the plan are either mandatory employee
contributions or City paid employer contributions, so they are not taxable to
employees at the time of deposit. Earnings from investment of funds in the
account are not taxable when posted to the account. Benefit payments are
not taxable when withdrawn, because the plan requires that all distributions
be spent for specified health care purposes.
Contributions will be in three parts.
Part A contributions (mandatory employee contributions): 1 % of Salary.
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Part B contributions (employer contributions): . $2.50 per month for
each year of service plus ear of age (updated every January 1st based on
status as of December 31s 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, except that Safety members
and Non - safety members within an Association may have different levels.
The participation level should be specified as a percentage of the leave
balance on hand in each employee's leave bank at the time of separation
from the City.
For example, if the Association wishes to specify 50% of the leave balance
as the participation level, then each member leaving the City, or cashing out
leave at any other time, would have the cash equivalent of 50% of the
amount that is cashed out added to the MERP, on a pre -tax basis. The
remaining 50% would be paid in cash as taxable income. Individual
employees would not have the option to deviate from this breakout.
level of 100% Flex, 0% Sick. and 0% comp time. This amount may be
changed, on a go forward basis, as part of a future meet and confer
process. However, the participation level must be the same for all
employees within the Association except that Safety members and Non -
safety members within an Association may have different levels.
Additionally, the purpose and focus of these changes should be toward
long -term, trend type adjustments. Due to IRS restrictions regarding
"constructive receipt," the City will impose restrictions against frequent
spikes or drops that appear to be tailored toward satisfying the desires of a
group of imminent retirees.
Spillover pay is not eligible for Part C contributions.
Nothing in this section restricts taking leave for time off purposes.
Sick leave balances may also be included in the MERP Part C contributions,
but only to the extent and within all the numeric parameters specified in the
Employee Policy Manual. Section 11.21 of the Manual contains a schedule,
which specifies the amount of sick leave that can be "cashed out,' based on
time of service. The manual also caps the number of hours that can be
"cashed out' at 800, and specifies that sick leave hours are "cashed out' on
a 2 for 1 basis (800 hours of sick leave are converted to 400 hours for cash
in
purposes). Sick leave participation is a separate item from vacation/ftex
leave participation, and thresholds must be separately identified by the
Association.
Part A contributions may be included in PERS compensation. Part B and
Part C contributions will not be included in PERS compensation.
Part A contributions begin upon enrollment in the program and are credited
to each MERP Employee Account each pay period. Eligibility for Part B
contributions is set at five years of vested City employment. At that time,
the City will credit the first five years worth of Part B contributions into the
Employee Account (interest does not accrue during that period). Thereafter,
contributions are made bi- weekly. Part C deposits, if any, will be made at
the time of employment separation.
Each Employee has a right to reimbursement of medical expenses (as
defined below) from the Plan until the Employee Account balance is zero.
This right is triggered upon separation. If an employee leaves the City prior
to five years employment, only the Part A contributions and Part C leave
settlement contributions, if any, will be in the MERP 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 MERP account at the time of separation.
Distributions from MERP Employee Accounts are restricted to use for health
insurance and medical care expenses after separation, as defined by the
Internal Revenue Code Section 213(d) (as explained in IRS Publication
502), and specified in the Plan Document. In accordance with current IRS
regulations and practices, this generally includes premiums for medical
insurance, dental insurance, vision insurance, supplemental medical
insurance, long term care insurance, and miscellaneous medical expenses
not covered by insurance for the employee and his or her spouse and legal
dependents — again only as permitted by IRS Publication 502. Qualification
for dependency status will be determined by guidelines in IRC 152. If used
for these purposes, distributions from the MERP accounts will not be
taxable. Cash withdrawal for any other purpose is prohibited. Under recent
IRS Revenue Ruling 2005 -24, any balance remaining in the Employee
Account after the death of the employee and his or her spouse and/or other
authorized dependents (if any) must be forfeited. That particular MERP
19
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 CaIPERS participating employer's
contribution towards medical insurance after retirement. The parties also
agree that, for retirees selecting a CaIPERS medical plan, or any other plan
with a similar employer contribution requirement, the required City
contribution will be withdrawn from the retiree's MERP 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 MERP 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.
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 MERP 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
$4,800.00 per year, accruing at the rate of $400.00 per month. There is no
cash out option for these funds, and they may not be spent in advance of
receipt.
Employees in this category will also receive an additional one -time City
contribution of $75 per month for every month they contributed to the
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previous plan prior to January 1, 2006, up to a maximum of 15 years (180
months). This contribution will be made to the MERP account at the time of
retirement, and only if the employee retires from the City. No interest will be
earned in the interim.
d. For employees (retirees) in Category 4, the structure is very similar to
the previous retiree medical program, except that there is no cost share
requirement, and the $400 City contribution after retirement can be used for
any IRS authorized purpose, not just City insurance premiums.
Effective July 1, 2006, a MERP account has been opened for each retiree in
this category, and the City will contribute $400 per month to each account
as long as the retiree or spouse remains living.
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.
4. Value of Benefit
For all purposes, including compensation comparisons, the Retiree Medical
Program shall be valued at 1% of salary on which PERS retirement is based (Part
A); plus .25% of other compensation (Part B).
E. Tuition Reimbursement
Maximum tuition reimbursement for NBFMA members shall be $1,000 per fiscal
year. Effective July 2008 maximum reimbursement shall increase to $1.400.
College Courses
NBFMA members attending accredited community colleges, colleges, trade
schools or universities may apply for reimbursement of one hundred percent
(100 %) of the actual cost of tuition, books, fees or other student expenses
for approved job — related courses. Reimbursement is contingent upon the
21
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.
2. Non - College Courses
NBFMA members attending job - related classes, courses, and seminars
given by recognized agencies, organizations or individuals other than
accredited college institutions may apply for reimbursement of one hundred
percent (100 %) of the actual cost of tuition, parking fees, travel and lodging
expenses.
Job - related courses and seminars will be considered pre- authorized in the
following areas: management and supervision, oral and written
communications, conflict resolution, fire ground operations, rescue systems,
legal issues, media relations, risk management, EMS, health and safety,
apparatus operator, auto extrication, fire prevention, arson investigation,
and critical incident stress management.
Reimbursement is contingent upon the successful completion of the course.
Successful completion means a document or certificate showing successful
completion of the class or seminar. All claims for tuition reimbursement
require the approval of the Fire Training Division Chief before submittal to
Human Resources,
F. Annual Physical Examinations
All NBFMA members shall participate in the Department Fitness Program as
outlined in Department SOP.
G. Physical Conditioning Equipment/Apparel
City shall provide workout apparel for each NBFMA member. Workout apparel
shall consist of three workout shirts and two trunks. NBFMA members shall wear
City provided workout apparel when working out on duty.
SECTION 5. - MISCELLANEOUS PROVISIONS
A. Reductions in Force/Layoffs
The provisions of this section shall apply when the City Manager determines that
a reduction in the work force is warranted because of actual or anticipated
reductions in revenue, reorganization of the work force, a reduction in municipal
22
services, a reduction in the demand for service or other reasons unrelated to the
performance of duties by any specific employee. Reductions in force are to be
accomplished, to the extent feasible, on the basis of seniority within a particular
Classification or Series and this Section should be interpreted accordingly.
Definitions
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
specific Classification within a Series calculated from the date on
which the employee was first granted permanent status, subject to
the following:
Credit shall be given only for continuous service subsequent
to the most recent appointment to permanent status in the
Classification or Series;
Seniority shall include time spent on industrial leave, military
leave and leave of absence with pay, but shall not include
time spent on any other authorized or unauthorized leave of
absence.
iii. For purposes of determining layoffs within any Classification,
seniority shall mean the time an employee has worked within
any Series.
C. "Classification" shall mean one full time position identical or similar
in duties and embraced by a single job title authorized in the City
budget and shall not include part-time, seasonal or temporary
positions. Classifications within a Series shall be ranked according
to pay (lowest ranking, lowest pay).
d. "Series" shall mean two or more Classifications within a
Department which require the performance of similar duties with the
higher ranking Classifications) characterized by the need for less
supervision by superiors, more difficult assignments, more
supervisory responsibilities for subordinates. The City Manager
shall determine those Classifications which constitute a Series.
e. "Bumping Rights ", "Bumping" or "Bump" shall mean the right of an
employee in a higher Classification who is subject to layoff to
displace a less senior employee in a lower Classification within the
23
Series. No employee shall have the right to Bump into a
Classification for which the employee does not possess the
minimum qualifications such as specialized education, training or
experience, provided, however, the City shall allow an employee to
become re- certified as an EMT or a paramedic in the event the
employee's certification has expired due to promotion to another
position. An employee has the right to "Bump" into only those
positions the employee has previously held with the Department.
2. Procedures
In the event the City Manager determines to reduce the number of
employees within a Classification, the following procedures are applicable:
a. Temporary and probationary employees within any Classification
shall, in that order, be laid off before permanent employees.
b. Employees within a Classification shall be laid off in inverse order
of seniority;
C. An employee subject to layoff in one Classification shall have the
right to Bump a less senior employee in a lower ranking
Classification within a Series, provided, however, that the
determination of the employee to be terminated from the position of
Firefighter 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 notice of layoff of
his/her intention to exercise Bumping Rights.
d. In the event two or more employees in the same Classification are
subject to layoff and have the same seniority, the employees shall
be laid off in inverse order of their position on the eligibility list or
lists from which they were appointed. In the event at least one of
the employees was not appointed from an eligibility list, the
Department Director shall determine the employee(s) to be laid off.
3. Notice
Employees subject to lay -off shall be given at least thirty (30) days
advance notice of the layoff or thirty (30) days pay in lieu of notice. In
addition, employees laid off will be paid for all accumulated paid leave,
holiday leave (if any), and accumulated sick leave to the extent permitted
by the Personnel Resolution.
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L
A
4. Re- Employment
Permanent and probationary employees who are laid off shall be placed
on a Department re- employment list in reverse order of layoff. Re-
employment lists will be valid for two (2) years. 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 his or her past known address. Any
employee shall have the right to refuse to be placed on the re- employment
list or the right to remove his or her name from the re- employment list by
sending written confirmation to the Human Resources Director.
5. Demotion
Permanent and probationary employees who are demoted because of
reduced staffing levels shall be placed on a Department promotional list in
reverse order of demotion. This promotional list shall remain in effect until
exhausted by removal of all names on the list.
6. Severance Pav
Permanent employees who are laid off shall, as of the date of lay -off,
receive one week severance pay for each year of continuous service with
the City of Newport Beach.
Discipline Plan
Employees of this Association are exempt from disciplinary leave of less than five
(5) days.
Fire Suppression Staffing Levels
Move -up and move -down coverage shall be used to staff the fire suppression
battalion chief position in the absence of available battalion chiefs.
Staff Assignment Schedule
As a matter of past practice, staff employees have worked various schedules
including 10/80, 8/80 and 9/80. Staff employees have, also as a matter of past
25
practice, been required to attend meetings or training sessions on days off by
switching their normal day off and have not received compensation. When the
parties have agreed not to alter any rights that members may have as a result of
any past practice, NBFMA members shall select, in writing, one of the preceding
schedules of the schedule option selected. The staff member shall be entitled to
work that schedule unless that work schedule would significantly interfere with
the ability of the member to perform his/her required duties. All NBFMA
members assigned to work a forty hour work week shall have the option to work
any of the following schedules:
- Five eight hour days, Monday through Friday.
- Four ten hour days.
- Nine eighty work schedule.
E. Dues Checkoff
NBFMA members shall have the right to authorize the City to deduct regular
monthly NBFMA dues from their bi- weekly paycheck. The City shall deduct
payment of NBFMA dues when the employee has authorized such deduction and
City shall remit all payments to NBFMA in accordance with the terms of each
member's authorization.
Executed this day of January, 2009
NEWPORT BEACH FIRE MANAGEMENT ASSOCIATION (NBFMA)
By:
Paul D. Matheis, President, NBFMA
By:
Dave K. Mais, Vice- President, NBFMA
CITY OF NEWPORT BEACH
M
Edward Selich, Mayor
ATTEST:
26
0
Leilani Brown, City
APPROVED AS TO FORM:
By:
David Hunt, City Attorney
27
EXHIBIT A
FIRE MANAGEMENT ASSOCIATION
REPRESENTED CLASSIFICATIONS
Class
Code Classification Compensation
F315 Fire Line Battalion Chief Section 2 (a) (i)
F305 Fire Division Chief F315 + 12.5%
F310 Fire Deputy Chief F315 + 18 %
F320 Fire Marshal F315 + 12.5%
m