HomeMy WebLinkAbout11 - Tentative Agreement with the Association of Newport Beach Ocean LifeguardsCTY OF
F
NEWPORT BEACH
" City Council Staff Report
July 28, 2015
Agenda Item No. 11
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: Terri L. Cassidy, Deputy City Manager /Human Resources Director -(949) 644 -3303,
tcassidy@newportbeachca.gov
PREPARED BY: Rebecca Redyk, Human Resources Manager & Maggie Williams - Dalgart, Senior
Human Resources Analyst
PHONE: (949) 644 -3304 & (949) 644 -3337, respectively
TITLE: Tentative Agreement with the Association of Newport Beach Ocean Lifeguards
ABSTRACT:
The Memorandum of Understanding (MOU) between the City of Newport Beach and the Association of
Newport Beach Ocean Lifeguards ( ANBOL) expired on July 1, 2014. At the expiration of the contract, the
City and ANBOL agreed to delay discussions until after the 2014 summer season. The parties began
meeting and conferring in good faith on wages, benefits and other terms and conditions of employment on
April 9, 2015. A Tentative Agreement on the terms of a successor MOU was reached on June 26, 2015
with the exception of one final item which was resolved after the City's labor negotiator sought additional
guidance from City Council. All items on the Term Sheet (Attachment A) are considered a Tentative
Agreement as of July 14, 2015.
The Agreement includes changes to wages and benefits for the period July 1, 2014 through June 30, 2017.
Consistent with City Council's goal of greater transparency in the labor negotiations process, and full
disclosure of the costs associated with any agreement, the City Council may consider adopting the
successor MOU at a future meeting to allow time for public review (but no later than 30 days from the date
of consideration of this Tentative Agreement, as required by California Government Code Section 3505.1).
RECOMMENDATION:
Receive and consider the Tentative Agreement between the City of Newport Beach and the Association of
Newport Beach Ocean Lifeguards in advance of adopting a successor Memorandum of Understanding for
the period July 1, 2014 through June 30, 2017, to be presented for City Council consideration at the August
11, 2015 Regular Meeting.
FUNDING REQUIREMENTS:
A comprehensive estimate of the costs of the successor MOU with the Association of Newport Beach
Ocean Lifeguards is provided in Attachment B. Fiscal Year 2015 -16 costs are estimated to be $105,035
and have been included in the aooroved budget.
11 -1
DISCUSSION:
The Association of Newport Beach Ocean Lifeguards represents approximately 160 seasonal /part-time
lifeguards in the classifications Lifeguard I, Lifeguard II and Lifeguard III. Employees in these positions are
responsible for providing public safety for the nearly 10 million annual visitors to the City's beaches. On
April 9, 2015, City and ANBOL representatives began meeting and conferring to discuss terms of a new
contract. The parties met six times before a Tentative Agreement was reached.
Salary adjustments for market parity, staffing, and operational issues were the main topics of discussion
during the negotiations. Though pension reform has been a topic of discussion with other labor groups, the
vast majority of employees in ANBOL (98 %) do not participate in the PERS pension system, rather they are
enrolled in Public Agency Retirement Services (PARS), a private sector defined contribution alternative to
social security which has predictable costs. The terms of the Tentative Agreement provide greater flexibility
and efficiencies in staffing while ensuring the City remains competitive in the labor market. The provisions
include:
• Term of 36 months (July 1, 2014 through June 30, 2017);
• Base salary adjustments for Lifeguard I and II only:
July 1, 2015 - 2.0 %;
July 1, 2016 - 1.0 %;
June 30, 2017 - 1.0 %;
• Creation of a 4th salary step (5% above the current step 3, effective upon MOU
adoption) for Lifeguard I and II only;
• An increase in Bilingual Pay from $0.50 per hour to $0.75 per hour;
• Restructuring of certain operational assignments through phase -out of the Lifeguard
III classification (current Lifeguard Ills will not be impacted) and establishment of
Assignment Pay for Dispatch, Boat Operator, and Junior Guard Group Leader
assignments (currently performed by Lifeguard Ills);
• Restructuring the minimum hours standard to maintain Reserve Lifeguard status;
• An increase in employee contributions toward the PERS pension benefit (only
applies to the limited number of ANBOL employees enrolled in PERS) by 4.6 %,
for a total employee contribution of 13.6% by the end of the contract;
• An incentive program for ANBOL employees, who are now eligible for Paid Sick
Leave under California's Healthy Workplaces, Healthy Families Act, to cash out
unused sick leave hours at the end of each season, at a 50% payout value;
• Other changes include: elimination of "Move Up /Move Down Pay" and the
inclusion of an ANBOL representative on the Fire Department Safety Committee.
The estimated cost of the proposed agreement for FY2015 -16 and future years is provided in Attachment B
and contains itemization of salaries, supplemental pays, fringe benefits, and all associated costs, projected
through the term of the contract. In the spirit of transparency and disclosure, members of the public have an
opportunity to review and consider the Tentative Agreement.
The City Council may consider the terms of this Tentative Agreement in anticipation of the City Manager
presenting the final successor MOU at a future City Council meeting. A proposed draft version of the MOU
between the City and ANBOL is included with this report (Attachment C; revisions noted in italics). Under
Government Code Section 3505.1, the City Council must adopt or reject the successor MOU within thirty
(30) days from when the Tentative Agreement was first considered at a duly noticed public meeting.
Therefore, following City Council review of the Tentative Agreement, and ANBOL ratification, the
successor MOU will be presented to the City Council at the August 11, 2015 regular meeting.
ENVIRONMENTAL REVIEW:
Staff recommends the City Council find this action is not subject to the California Environmental Quality Act
( "CEQA ") pursuant to Sections 15060(c)(2) (the activity will not result in a direct or reasonably foreseeable
indirect physical change in the environment) and 15060(c)(3) (the activity is not a project as defined in
Section 15378) of the CEQA Guidelines, California Code of Regulations, Title 14, Chapter 3, because it
has no potential for resulting in physical change to the environment, directly or indirectly.
11 -2
NOTICING:
The agenda item has been noticed according to the Brown Act (72 hours in advance of the meeting at
which the City Council considers the item).
ATTACHMENTS:
Description
Attachment A - Term Sheet Reflecting the Tentative Agreement Between the City and ANBOL
Attachment B - Estimated Costs of 3 Year Contract with ANBOL
Attachment C - Draft Memorandum of Understanding between the City of Newport Beach and ANBOL
11 -3
Attachment A
Term Sheet Between the
City of Newport Beach and the Association of Newport Beach Ocean Lifeguards
• Term
July 1, 2014 through June 30, 2017 (36 months)
Compensation
0 2.0 % base salary increase effective the pay period including 7/1/15 for LG I and LG
Ii classifications only,
0 1.0% base salary increase effective the pay period including 7/1/16 for LG I and LG
II classifications only, and
0 1.0% base salary increase effective the pay period including 6/30/17 for LG I and
LG II classifications only.
• Effective following MOU adoption, create a 0 step in the Salary Range for LG I and
11. Employees eligible to advance to 4th step no sooner than following MOU
adoption (no retroactivity).
• Effective following MOU adoption, no employees will be promoted to the LG III
classification. Current LG III will be grandfathered.
• Employees will receive a 7.5% Assignment Pay for the following assignments:
Dispatch, Boat Operator, Junior Guard Group Leader. This 7.5% Assignment Pay
is only available to LG 11 and LG III and only when working in these assignments.
Per policy, a minimum of one hour worked is required to receive the Assignment
Pay. Eligibility for the LG III to receive this assignment pay sunsets with the
expiration of the contract.
i PERS Retirement Contributions (for PERS eligible employees)
Employees in all Tiers to pay 1.6% additional cost share effective the pay period
that includes 7/1/15 (for a total contribution of 10.6 %),
Employees in all Tiers to pay 1.5% additional cost share effective the pay period
that includes 7/1/16 (for a total contribution of 12.1%),
Employees in all Tiers to pay 1.5% additional cost share effective the pay period
that includes 6/30/17(for a total contribution of 13.6%), under PERS Gov Code
20516(f). For employees in Tier III, should the statutory member contribution adjust
upward or downward, the cost share contribution will adjust accordingly so that the
total Tier III contribution is the same as Tiers I & 11.
• Bilingual Pay
• Increase Bilingual Pay from $0.50 /hour to $0.75 /hour
s Mandated Part -time Sick Leave (AB1522)
Accrue 1 hour of sick leave for every 30 hours worked
Employees shall be permitted to cash out a designated number or all remaining
sick leave hours in their bank at the end of the season at a rate of 50 %.
11 -4
Term Sheet Between the
City of Newport Beach and the Association of Newport Beach Ocean Lifeguards
9 Move Down /Move Up Pay Elimination
• Eliminate "move down" and "move up" pay. Strike language in Section 3 of
MOU.
Work Conditions
• City to provide a seat on the Safety Committee for one (1) ANBOL designee
Work Hour Requirements (Department SOP 5.1.208.02)
i Employees shall work the following minimum hours *:
CAREER TOTAL HOURS
WORKED (LG I, II, III)
HOURS REQUIRED TO
WORK PER YEAR
0-1,999
96
2,000 -4,499
76
4,500+
56
*Employees who have worked more than ten (10) calendar years will be
grandfathered at the 56 hour requirement.
*Employees who fail to obtain their required minimum hours worked per year are
not eligible for the $200 Equipment Allowance the following year.
• Internal Review
ANBOL and Marine Operations Division will continue to discuss the
following items:
• Priority Ranking System
• Increasing the minimum number of hours worked to be eligible for
Reserve Status or Leave of Absence
ANBOL and City Representatives agree to recommend to their Principals the terms outlined
above. All items listed above with the exception of the Work Hour Requirements (items marked
with *) are tentatively agreed. It is understood that the City will seek additional guidance from the
Council with respect to Work Hour Requirements.
6/26/15
11 -5
Term Sheet Between the
City of Newport Beach and the Association of Newport Beach Ocean Lifeguards
This Term Sheet is subject to appropriate ratification by ANBOL membership, adoption by City
Council, and approval as to form by the City Attorney.
For the City of Newport Beach:
Date 7/,,7/
/ S�
I J
For the Newport Beach
Association of Newport Beach
Ocean Lifeguards:
Chris Graham, ANBOL President
Date gi4
6/26/15
11 -6
Attachment B
Estimated Cost for 3 Year Contract with Association of Newport Beach Ocean Lifeguards ( ANBOL)
representing approximately 175 part- time /seasonal beach lifeguards
Hourly Pay Rate for ANBOL Represented Positions (reflects 2.0% salary adjustment 7/1/15):
Lifeguard 1 $17.44 - $19.23
Lifeguard II $19.23 - $21.19
Lifeguard III $20.97 - $23.14
Compensation (Pay & Benefits)
Existing Cost
to City
Projected Cost
FY15 -16
FY16 -17
Total
Base Salary
1,495,915
64,049
125,181
189,231
(2% incr 7/15 + added Step 8/15; 1 % incr 7/16; 1 % incr 6/17 )
Benefits
Bilingual Pay (flat $ amount; .50 /hr incr to .75 /hr July 2015))
2,400
1,200
1,200
2,400
EMT Pay ($1 /hr supplemental pay)
8,400
-
-
-
Assignment Pay (Boat, Jr Guards, Dispatch; effective 7/15)
NA
10,700
10,700
21,400
Retirement (PARS - 3.75 %)'
56,097
2,402
4,694
7,096
Value of Paid Sick Leave (mandated benefit 7/1/15) "`
51,510
25,755
26,520
52,275
Medicare (mandatory 1.45 %)
21,691
929
1,815
2,744
Equipment Allowance ($200 /yr per employee)
33,200
-
-
-
Total
1,669,213
105,035
170,111
275,146
Only 4 employees enrolled in PERS; cost is nominal and not included in calculation
" California law mandates paid sick leave for employees; projected cost reflects 50% buy back incentive
7/28/15 11 -7
Attachment C
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF NEWPORT BEACH AND THE
ASSOCIATION OF NEWPORT BEACH OCEAN LIFEGUARDS
This MEMORANDUM OF UNDERSTANDING (hereinafter referred to as
"MOU ") is entered into with reference to the following:
PREAMBLE
1. The Association of Newport Beach Ocean R_Lifeguards ( "ANBOL" or
"Association "), a recognized employee orgamzafion, and the City of Newport
Beach ( "City "), a municipal corporation and ch rter�city, have been meeting and
conferring, in good faith, with respect to wages, Fiou ts, fringe benefits and other
terms and conditions of employment. 3;� ���i;,
2. Association representatives and City representatives haveIreached a tentative
agreement on July 14, 2015 as to wages, hours and other terms and conditions
of employment for the period from Ju1Yq 2014__ &ugh June 30 2017 and this
tentative agreement has been embodied 16 this Y- U.
3. This MOU, upon approval
represents the total and c
parties regarding all_mat
limited herein,e City ret
Milias Browr%gct and Res
0
sociation and;Newport Beach City Council,
understanding and agreement between the
n the scope of re. presentation. Except as
pnagement -rights as set forth in the Meyers-
In accordance with ;the proisons of the Charter of the City of Newport Beach,
the Meyers Milias Brown Act jJ_t_he State of California and the provisions of the
EmpI&gR Employee'Relations Resolution No. 2001 -50, the City acknowledges
that the Association 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 of Lifeguard I, Il, and III,
or as appropriately "modified in accordance with the Employer /Employee
Relations Resolution. All other classifications and positions are excluded from
representation by the Association.
Recognition is limited to employees who are active employees ( "Active
Employee') with job titles of Lifeguard I, II, and III who have worked in such
positions for the City of Newport Beach during the most recent summer season
(or the summer season the year preceding the most recent season if they took
an approved leave of absence and missed the most recent year) and have
worked 240 cumulative hours by April 15 of the calendar year. An Active
Employee is an individual who has completed the Fire Department's re-
1 ANBOL MOU 2014 -2017 11 -8
0
C.
E.
certification class with the expectation of working the minimum hours required
under Section 3, B (Work Hours Standards). All other employees are excluded.
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 July 1, 2014. This MOU shall remain in full
force and effect until June 30, 2017, and the provisions of this MOU shall
continue after the expiration date of this MOU in the event the parties are
meeting and conferring on a success IOU. Negotiations for a
successor agreement shall commence In .March 2017.
2. The terms and conditions of this;MOU1shall prevail over conflicting
provisions of the Newport B�e'ach City%Charter, the ordinances,
resolutions and policies of t fl,
City of Newport Beach, and federal and
state statutes, rules and reglfions which either'sp£ecifically provide that
agreements such as this prevail;,_ confer rights which may be waived by
any collective bargaining agreement, or =are, pursuant to_,decisional or
statutory law, superseded by the'- provisions of an agreement similar to
this MOU.
Employee Data and Access
Each April, the City shall provide Association aTregular list of all unit members
including name, contact info (includmgte mail) and job title. For those members
who specificallymask thattheir personal information not be given out, email
F�
contact information;,only will -b.e provided
v
a
Conclusiveness V ,
pmw A"
i% MOU contains all of the_ covenants, stipulations, and provisions agreed
upon by the partieOUTherefo"t_eY,for the life of this MOU, neither party shall be
compelled and each party expressly waives its rights to request the other, to
meet and confer concerning any issue contained 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.
F. Savings
Should any part of this MOU be rendered or declared illegal or invalid by
legislation, decree of court of competent jurisdiction or other established
2
ANBOL MOU 2014 -2017 11 -9
governmental administrative tribunal, such invalidation shall not affect the
remaining portions of this MOU.
G. Subcontracting
As provided in the Employer - Employee Relations Resolution No. 2001 -50, the
City shall determine the manner in which City services are to be provided,
including whether the City should provide services directly or contract out work,
including work that is currently being performed by Association members. In
the event the City introduces a plan to outsource services currently being
performed by Association members to achieve_�&ater efficiency and /or cost
savings, and upon request by the Association-= the City shall meet and confer
with Association representatives to discuss 11"M mp�acts of the City's decision to
contract out work, a minimum of sixty (60�claysprior to contracting out such
services. The City shall retain soleaguthority tocide whether or not to
contract out work, including wo,rrk�t at is currently ._peing performed by
Association members. This provisonshall not limit the 'City uauthority to enter
into such an agreement for any City services.
SECTION 2. —Compensation
A. Pay for Time Worked
1.
There shall be '9, salary djustments for employees in the job
Gassificatroj? „Lrfeguarq .11l dunngthe term of this MOU.
,ng July 1, 2015, base salaries for
Lifeguard 1 and Lifeguard 11 shall be
the 'pay period including July 1, 2016, base salaries for
s in soli classifications Lifeguard / and Lifeguard 11 shall be
by
Effective 1h e pay period including June 30, 2017, base salaries for
employees in job classifications Lifeguard I and Lifeguard 11 shall be
increased by 1.0 %.
2. Bi- Lingual Pay
Employees certified as bilingual (Spanish) shall be eligible to receive fifty
($.50) cents per hour in bilingual pay. Effective upon MOU adoption
bilingual pay shall be increased to seventy -five cents ($.75) per hour.
The certification process will confirm that employees are fluent at the
street conversational level in speaking Spanish. Employees certified
3 ANBOL MOU 2014 -2017 11 -10
3
El
91
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.
EMT Pav
Employees who maintain certification as Emergency Medical
Technicians ( "EMTs ") according to State of California regulations and
Orange County EMS policy shall be eligible to receive one dollar ($1.00)
per hour worked in "EMT Pay." It is the employee's responsibility to
�r
have their current EMT Certification onlfile _ Employees certified shall
receive EMT Pay the first full pay period following certification.
Normal overtime is defined 5` e"
yany scheduled hours worked in excess of
the basic work week. For the purposes of this section, the basic work
week is 40 hours, or as determined byAh'Wire Chief 6-hd approved by
the City Manager,.,-_- which occurs between =a fixed and regularly recurring
period of 168 hour? ,col secutive 24 hour periods.
Definition of Hours Worked Hours
be
ked;sare defined as hours which
ng theirs, regular duties or other
for all non - exempt employees shall be
times the employee's regular rate of
yroll forms will be as prescribed by the
Pgrn rary upgrading shall be defined as the temporary assignment of
an employee to uvork in a job classification which is assigned to a salary
schedule higb er than his /her regular classification. Employees
temporarily assigned to Lifeguard II or Lifeguard III job classifications
shall receive a five percent (5 %) pay differential over their regular rate of
pay for all time worked in the higher classification, with a minimum of
one hour required to receive the differential.
Effective upon adoption of this 2014 -17 MOU, Temporary Upgrade pay
(referred to as "Move Up Pay') will be eliminated.
Addition of 4th Step
Effective upon MOU adoption, a fourth pay step, set 5% above step 3,
shall be added to the Lifeguard l and Lifeguard 11 classifications.
4 ANBOL MOU 2014 -2017 11 -11
7. Assignment Pay
Effective upon MOU adoption the City shall create a new Assignment
Pay for employees in Lifeguard 11 and 111 classifications who work in one
of the assignments listed below. Employees shall be eligible for 7.5%
Assignment Pay when performing the assigned duties (minimum of one
hour worked in the assignment to be eligible). Eligibility for employees in
Lifeguard ll1 positions to receive Assignment Pay will sunset at the
expiration of the MOU. Determination of the number and length of
assignments shall be at the discretion of thetCity.
• Junior Guard Group Leader
• Dispatcher
• Boat Operator AIR
V �1
Concurrent with creation°fof' Assignment P,
classification will be phased oktaover time. E
Lifeguard 111 at adoption of this 2i%-F4-_-1 7MOU will
in the c assi icatron._._: -:
or-L' I Iu IV J. - VVU1K nouI
A. Staffing
Upon request -d
employees shalkb
"evelsfffing
d Y
�Re resented emp,
payy'tf their c hed
work .is schedulec
notice fo; the emt
Once reporting to
work their s'chedu
available. -
B. Work Hours Standards
Lifeguard 111
classified as
at the Ebeginning of each season, represented
E .x4A
Led, for at lemma. st thirty -five (35) hours per week during
will, during all staffing levels, be paid two (2) hours of
ift is;_canceled later than 4:00 p.m. the day before the
Wft.i% considered canceled when the City provides
at the phone number designated by the employee.
employees will be afforded the opportunity to either
ft or voluntarily leave work without pay if work is not
The City and Association have agreed to establish minimum hours standards
for members to retain active and reserve status. Effective January 1, 2016,
ANBOL employees will be required to work the following minimum hours each
year:
5 ANBOL MOU 2014 -2017 11 -12
Total Hours Worked
(Career Total)
0-1,999
2,000 - 4,499
4,500+
Hours Required to
Work Per Year
96
76
56
Current employees (as of MOU adoption)
service will be grandfathered at the 56 he
whether the employee has achieved 4,50Q
SECTION 4. — Fringe Benefits
A. Equipment Allotment
C.
M
Represented employees m-
Dollars, annually, towards';;
sweat pants, full brimmed c
proof watch and ,replacem
This payment 4 Wmade
they are w .9r -Ipg. Sung,las
and be warn =z�n henever cdn(
to
) or more years of City
standard, regardless of
be paid Two Hundred ($200)
kiUVB compliant sunglasses,
quipment carrying bag, water
any work- related equipment.
>err& in July of each season
:rage, have polarized lenses,
andards described in Section 3, B
Equipment Allotment the following
will be provided sunscreen and lip balm on an as-
Annual skin cancer examinations shall be provided for unit employees at a
facility selected by the City. Employees who are scheduled to be screened off
duty will be paid one (1) hour of compensation.
Binoculars
Represented employees shall be provided a pair of binoculars in accordance
with the Fire Department's Standard Operating Procedures. Binoculars must
be kept in good working order by the employee and must be brought to work for
6 ANBOL MOU 2014 -2017 11 -13
L
F
each Lifeguard Operations shift, which will be confirmed by inspection by the
Division Supervisors. If the provided binoculars are lost or damaged, the
employee shall replace them with a pair meeting the City's specifications. Upon
separation from the Fire Department, employee shall return the binoculars to
their supervisor unless a purchasing agreement is made at time of separation.
Other Equipment
One pair of uniform trunks and two uniform shirts, each season.
One jacket per career, replaced when
One pair swim fins, one mask and snorkel pde &a ,eer, replaced by City if lost or
broken in the execution of work duties.4:n':1-
Parking Passes
Represented employees will be
following:
• Allows "blue pole" parkin
• Allows "all meter parkin
G. Identification Card.
Upon requesx_ represented err
shall be OfRided with , an
identification
H. Ofhe11 Benefits Not 'G;uar-inteed'
Employees represented byk
may;. in the sole discretion of.fh
1. PER§ Contribution 'r
The following
Employees RE
City's contract
the
r 30.
an Identification (ID) Card
City of Newport Beach
3socation of Newport Beach Ocean Lifeguards
City, be provided additional benefits /privileges.
:applies only to unit members in enrolled in the Public
System (PERS) as Safety members, consistent with the
Tiers I & II: Employees shall pay the full 9% "safety member" contribution of
PERS reportable earnings and the Employer Paid Member Contribution will be
0 %. 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.
7 ANBOL MOU 2014 -2017 11 -14
J.
Effective July 1, 2015, employees will contribute an additional 1.6% of
pensionable compensation toward retirement costs as permitted under
Government Code §20516(17, for a total contribution of 10.6 %.
Effective July 1, 2016, employees will contribute an additional 1.5% of
pensionable compensation toward retirement costs as permitted under
Government Code §20516(1), for a total contribution of 12.1 %.
Effective June 30, 2017 employees will contribute an additional 1.5% of
pensionable compensation toward retirement costs as permitted under
Government Code §20516(17, for a total contribu Ad - f 13.6 %.
Tier lll: The minimum employee con
to the provisions of the Public Empb
equals 50% of the "total normal cost"
2015 Tier 111 members will contributes
employees in Tier 111 is subject
%&Reform Act (PEPRA) and
3dtkyPERS. Effective July 1,
11.25✓ member contribution.
Effective July 1, 2016, Tier Ill employees will contribute an,{additional .85% of
pensionable compensation toward retirement :costs as permitted under
Government Code §20516(1).; =fora total contrrbufibn of 12 1 %
Effective June 30, 2017 employees will contribute an additional 1.5% of
pensionable compensation =.tgwa- rOtiremerN§ costs as permitted under
Government Code §20516(o, fora total contribution of13.6 %.
Undr�Californra spHealfiiyWo kplaces, Healthy Families Act, ANBOL
rrrployeeste eligible�to recerv, PalSrck Leave effective July 1, 2015. The
rate of accrual shall beQ3;4 hour four every hour worked, (which equals 1 hour
W-
I Paid Sick Leave for eve & , hours worked) with a maximum accrual of 48
houYS Once the 48 fQUrs cap'=isreached no additional Leave will accrue in the
Paid SrckLeave bank
At the conclusion ofeach season (during the month of September) ANBOL
members will be permitted to cash out Paid Sick Leave time remaining in their
bank at the value of 50 %. The minimum permitted to be cashed out is 1 hour
and there is no maximum (all Leave time can be converted to cash at 50%
value).
SECTION 5. - Miscellaneous
A. Disciplinary Actions
Represented employees are afforded the opportunity to seek internal resolution
of any disciplinary actions having a financial impact on the employee.
8 ANBOL MOU 2014 -2017 11 -15
Represented employees may appeal any such actions to the Fire Chief, or
his /her designee, within ten (10) calendar days of the disciplinary action. The
Fire Chief or designee will meet with the employee and a representative of their
choosing within ten (10) calendar days of the appeal. If the matter continues to
be unresolved, the employee may, within ten (10) calendar days, appeal to the
City Manager or the City Manager's designee. The City Manager or designee
will meet with the employee and their representative. Within ten (10) calendar
days, the City Manager or designee shall issue his /her decision. The decision
of the City Manager or designee shall be final.
This is the only City appeal procedure for the
B. Orientation
C.
M
E.
Association representatives will be
sessions to address newly hired trai
Work Access
ANBOL representatives shall have acce
through an ANBOL dedicated_ _ bulletin
ANBOL representatives shall. be dllowpd 10
address employees at every LfeguardRece
agreement.
ten minute's,, at the end of training
nployees in''the workplace
in lifeguard headquarters.
at the beginning of class to
Employees requesting aVLeave of Absence for a summer season must do so by
submitting the request i kVrit rig, as pro yided in the Fire Department Standard
Op at�ngt�Procedur• � edves�of,�,&se�ce will only be permitted once within a
One ANBOL representative, at' the Association's choosing, shall be invited to
participate kaa member of the Fire Department's Safety Committee.
on the following page.
9 ANBOL MOU 2014 -2017 11 -16
Executed this day of 12015.
ASSOCIATION OF NEWPORT BEACH OCEAN
LIFEGUARDS
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Chris Graham, President
CITY OF NEWPORT BEACH
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Edward D. Selich, Mayor
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Leilani Brown, City Clerk
APPROVED AS TO FORM:
Aaron C. Harp, City yAttAorn y
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10 ANBOL MOU 2014 -2017 11 -17