HomeMy WebLinkAbout03 - Resolution No. 2015-64: Adopting a Memorandum of Understanding with the Association of Newport Beach Ocean LifeguardsCTY OF
F
NEWPORT BEACH
City Council Staff Report
August 11, 2015
Agenda Item No. 3
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: Dave Kiff, City Manager — (949) 644 -3002, dkiff @newportbeachca.gov
PREPARED BY: Terri L. Cassidy, Deputy City Manager /Human Resources Director
PHONE: 949 - 644 -3303
TITLE: Resolution No. 2015 -64: Adopting a Memorandum of Understanding with the
Association of Newport Beach Ocean Lifeguards
ABSTRACT:
On July 28, 2015 the City Council considered the Tentative Agreement between the City of Newport Beach
and the Association of Newport Beach Ocean Lifeguards (ANBOL), a recognized employee organization,
on the terms of a successor Memorandum of Understanding (MOU) for the period July 1, 2014 through
June 30, 2017. Upon expiration, the City and ANBOL agreed to delay discussions until after the 2014
summer season and as such, this new term of the MOU includes a one year time period in which the
bargaining unit was under an expired contract. The proposed MOU includes changes to wages, benefits
and other terms and conditions of employment that are subjects of collective bargaining as required under
the Meyers - Milias -Brown Act, California Government Code sections 3500 -3510. During the "sunshine"
period, prior to adopting the MOU, members of the public had an opportunity to consider the terms of the
contract. The complete MOU is presented for City Council's approval /ratification (or rejection) and is the
final step in the meet and confer process, completing the agreement.
RECOMMENDATION:
Adopt Resolution No. 2015 -64, A Resolution of the City Council of the City of Newport Beach, California,
Adopting the Memorandum of Understanding between the City of Newport Beach and the Association of
Newport Beach Ocean Lifeguards for the period July 1, 2014 through June 30, 2017.
FUNDING REQUIREMENTS:
A comprehensive estimate of the costs associated with the successor MOU was provided with the
Tentative Agreement on July 28, 2015, and is included with this report as Attachment C. For FY2015 -16,
the cost to implement the terms of the contract is $105,035 and the overall /total is estimated to be
$275,146. Funding for the current fiscal year has been included in the approved budget.
DISCUSSION:
The Association of Newport Beach Ocean Lifeguards (ANBOL) represents the City's approximately 160
active seasonal lifeguards who guard 6 '/2 miles of City beaches. On April 9, 2015 City representatives,
including Jon Holtzman, Attorney with Renne Sloan Holtzman and Sakai, Rob Williams, Assistant Chief
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Lifeguard Operations, Tara Finnigan, Assistant to the City Manager and Rebecca Redyk, Human
Resources Manager, began meeting with ANBOL representatives to discuss the terms of a successor
Memorandum of Understanding to the one that expired July 1, 2014. City representatives and ANBOL
representatives, including Josh Yocam, Representative, Chris Graham, President, Ross Sinclair, Vice
President, Daniel Moody, Treasurer, and Michael Prichard, Director at Large, met a total of six times before
a Tentative Agreement was reached on July 14, 2015.
The main topics discussed included salary adjustments for market parity, changes to staffing, and
operational issues. Many of the items were incorporated in the MOU, which allows greater flexibility for
management in work and staff assignments, while ensuring the City remains competitive in the labor
market. The terms of the Tentative Agreement were presented for City Council consideration on July 28,
2015 to provide an opportunity for the public to review contract provisions and associated costs. The
successor MOU for the period July 1, 2014 through June 30, 2017, includes adjustments to wages and
staffing, as follows:
Term of 36 months (July 1, 2014 through June 30, 2017);
Base salary adjustments for Lifeguard I and II:
July 1, 2015 of 2.0 %;
July 1, 2016 of 1.0 %;
June 30, 2017 of 1.0 %;
Creation of a 4th salary step (5% above the current step 3 and effective prospectively upon MOU adoption)
for Lifeguard I and 11;
• An increase in Bilingual Pay from $0.50 per hour to $0.75 per hour (effective prospectively upon MOU
adoption);
• 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 of the minimum hours required for employees to maintain status as a Reserve
Lifeguard;
• A 4.6% increase in employee contributions toward the PERS pension benefit (only applies to the
limited number of ANBOL employees enrolled in PERS) so that by the end of the contract employees
will be paying 13.6% toward pension costs;
• An incentive program for ANBOL employees, who are now eligible for Paid Sick Leave under
California's Healthy Workplaces, Healthy Families Act, to sell back 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 agreement will not become effective, per Government Code §3505.1, until the governing body, i.e.,
City Council, takes action to adopt it within thirty (30) days from when the Tentative Agreement was first
considered at a duly noticed public meeting. If the City Council adopts the Memorandum of Understanding
with ANBOL, Human Resources and Finance Department staff will work to implement the provisions as
soon as practicable. The proposed changes are noted in italics and the comprehensive MOU, if approved,
will be published on the Human Resources page of the City's website.
In accordance with ANBOL ratification procedures, the majority of ANBOL members voted to approve the
new MOU.
We appreciate the leadership of ANBOL negotiating in good faith to find mutually beneficial solutions to the
topics. The City maintains a high level of service to the community and the 10 million visitors to its beaches,
and a strong partnership between the City and the employee associations remains vital in continuing to
provide this excellent service.
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ENVIRONMENTAL REVIEW:
Staff recommends the City Council find this action is not subject to the California Environmental Quality Act
( "CEQA ") pursuant to Sections 15060(c)(2) (the activity will not result in a direct or reasonably foreseeable
indirect physical change in the environment) and 15060(c)(3) (the activity is not a project as defined in
Section 15378)of the CEQA Guidelines, California Code of Regulations, Title 14, Chapter 3, because it has
no potential for resulting in physical change to the environment, directly or indirectly.
NOTICING:
The agenda item has been noticed according to the Brown Act (72 hours in advance of the meeting at
which the City Council considers the item).
ATTACHMENTS:
Description
Attachment A - Resolution to Adopt ANBOL MOU
Attachment B - ANBOL MOU
Attachment C - ANBOL Costing
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Attachment A
RESOLUTION NO. 2015 -
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
NEWPORT BEACH ADOPTING A MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF NEWPORT BEACH
AND THE ASSOCIATION OF NEWPORT BEACH OCEAN LIFEGUARDS
WHEREAS, the City Council of the City of Newport Beach previously adopted
Resolution No. 2001 -50, the "Employer- Employee Relations Resolution," pursuant to the
authority contained in the Meyers - Milias -Brown Act, Government Code §3500; and
WHEREAS, the City of Newport Beach supports effective communication and
collaborative working relationships with its employee associations to promote improved
relations while balancing good management practices; and
WHEREAS, the City of Newport Beach previously entered into a Memorandum of
Understanding with the Association of Newport Beach Ocean Lifeguards, a recognized
employee organization, for the period July 1, 2012 through June 30, 2014; and
WHEREAS, representatives from the City of Newport Beach and representatives
from the Association of Newport Beach Ocean Lifeguards met and conferred in good faith
and reached a Tentative Agreement on wages, benefits and other terms and conditions of
employment on July 14, 2015; and
WHEREAS, the City Council of the City of Newport Beach desires to replace the
Memorandum of Understanding between the City of Newport Beach and the Association of
Newport Beach Ocean Lifeguards by adopting a successor Memorandum of
Understanding for the period July 1, 2014, through June 30, 2017.
NOW, THEREFORE, the City Council of the City of Newport Beach does RESOLVE
as follows:
Section 1. Wages, hours, fringe benefits, and other terms and conditions of
employment for employees represented by the Association of Newport Beach Ocean
Lifeguards shall be provided in accordance with the provisions of the attached
Memorandum of Understanding (Attachment B).
Section 2. The term of the Memorandum of Understanding shall be for 36
months, commencing retroactively to July 1, 2014, and will remain in full force and effect
through June 30, 2017.
Section 3. The City's Salary Schedule shall be modified so as to be
consistent with this Resolution.
Adopted this day of 2015.
M
ATTEST:
City Clerk
Mayor of the City of Newport Beach
2
Attachment A
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Attachment B
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 Lifeguards ( "ANBOL" or
"Association "), a recognized employee organization, and the City of Newport
Beach ( "City "), a municipal corporation and charter city, have been meeting and
conferring, in good faith, with respect to wages, hours, fringe benefits and other
terms and conditions of employment.
2. Association representatives and City representatives have reached a tentative
agreement on July 14, 2015 as to wages, hours and other terms and conditions
of employment for the period from July 1, 2014 through June 30, 2017 and this
tentative agreement has been embodied in this MOU.
3. This MOU, upon approval by the Association and Newport Beach City Council,
represents the total and complete understanding and agreement between the
parties regarding all matters within the scope of representation. Except as
limited herein, the City retains all management rights as set forth in the Meyers -
Milias -Brown Act and Resolution 2001 -50.
SECTION 1. — General Provisions
A. Recognition
In accordance with the provisions of the Charter of the City of Newport Beach,
the Meyers Milias Brown Act of the State of California and the provisions of the
Employer /Employee Relations Resolution No. 2001 -50, the City acknowledges
that 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, II, 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-
M.
certification class with the expectation of working the minimum hours required
under Section 3, 8 (Work Hours Standards). All other employees are excluded.
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 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 successor MOU. Negotiations for a
successor agreement shall commence in March 2017.
2. The terms and conditions of this MOU shall prevail over conflicting
provisions of the Newport Beach City Charter, the ordinances,
resolutions and policies of the City of Newport Beach, and federal and
state statutes, rules and regulations which either specifically provide that
agreements such as this prevail, confer rights which may be waived by
any collective bargaining agreement, or are, pursuant to decisional or
statutory law, superseded by the provisions of an agreement similar to
this MOU.
C. Employee Data and Access
Each April, the City shall provide Association a regular list of all unit members
including name, contact info (including e-mail) and job title. For those members
who specifically ask that their personal information not be given out, email
contact information only will be provided.
D. 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, and each party expressly waives its rights to request the other, to
meet and confer concerning any issue contained herein.
E. 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
3 -7
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 greater efficiency and /or cost
savings, and upon request by the Association, the City shall meet and confer
with Association representatives to discuss the impacts of the City's decision to
contract out work, a minimum of sixty (60) days prior to contracting out such
services. The City shall retain sole authority to decide whether or not to
contract out work, including work that is currently being performed by
Association members. This provision shall not limit the City's authority to enter
into such an agreement for any City services.
SECTION 2. — Compensation
A. Pay for Time Worked
1. Salary Adjustments
There shall be no salary adjustments for employees in the job
classification Lifeguard 111 during the term of this MOU.
Effective the pay period including July 1, 2015, base salaries for
employees in job classifications Lifeguard I and Lifeguard 11 shall be
increased 2.0 %.
Effective the pay period including July 1, 2016, base salaries for
employees in job classifications Lifeguard I and Lifeguard 11 shall be
increased by 1.0 %.
Effective the 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
3 -8
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.
3. EMT Pay
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 have
their current EMT Certification on file. Employees certified shall receive
EMT Pay the first full pay period following certification.
4. Compensation for Overtime - Normal Overtime
Normal overtime is defined as any 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 by the Fire Chief and approved by
the City Manager, which occurs between a fixed and regularly recurring
period of 168 hours - 7 consecutive 24 hour periods.
Definition of Hours Worked - Hours worked are defined as hours which
employees are required to be performing their regular duties or other
duties assigned by the City.
Compensation - Normal overtime for all non- exempt employees shall be
paid at one - and - one -half (1 -1/2) times the employee's regular rate of
pay. Reporting of overtime on payroll forms will be as prescribed by the
Finance Director.
5. Temporary Upgrading of Employees
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 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.
6. Addition of 4th Step
Effective upon MOU adoption, a fourth pay step, set 5% above step 3,
shall be added to the Lifeguard I and Lifeguard 11 classifications.
4 ANBOL MOU 2014 -2017
3 -9
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 111 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 the City.
• Junior Guard Group Leader
• Dispatcher
• Boat Operator
Concurrent with creation of Assignment Pay, the Lifeguard 111
classification will be phased -out over time. Employees classified as
Lifeguard 111 at adoption of this 2014 -17 MOU will remain `grandfathered"
in the classification.
SECTION 3. - Work Hours and Staffing
A. Staffing
Upon request, declared at the beginning of each season, represented
employees shall be scheduled for at least thirty -five (35) hours per week during
"A" level staffing.
Represented employees will, during all staffing levels, be paid two (2) hours of
pay if their scheduled shift is canceled later than 4:00 p.m. the day before the
work is scheduled. The shift is considered canceled when the City provides
notice to the employee at the phone number designated by the employee.
Once reporting to work, employees will be afforded the opportunity to either
work their scheduled shift or voluntarily leave work without pay if work is not
available.
B. Work Hours Standards
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
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Total Hours Worked Hours Required to
(Career Total) Work Per Year
0-1,999 96
2,000 - 4,499 76
4,500+ 56
Current employees (as of MOU adoption) with ten (10) or more years of City
service will be grandfathered at the 56 hour minimum standard, regardless of
whether the employee has achieved 4,500 career hours.
SECTION 4. — Fringe Benefits
A. Equipment Allotment
Represented employees in the Association shall be paid Two Hundred ($200)
Dollars, annually, towards the purchase of UVA/UVB compliant sunglasses,
sweat pants, full brimmed or ball cap style hat, equipment carrying bag, water
proof watch and replacement and /or repair of any work - related equipment.
This payment will be made by the first full pay period in July of each season
they are working. Sunglasses must be full coverage, have polarized lenses,
and be worn whenever conditions warrant.
Employees not meeting the work hour standards described in Section 3, B
above will be ineligible to receive the Equipment Allotment the following
season.
B. Sunscreen
Represented employees will be provided sunscreen and lip balm on an as-
needed basis.
C. Skin Cancer Screening
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.
D. 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
each Lifeguard Operations shift, which will be confirmed by inspection by the
6 ANBOL MOU 2014 -2017
3 -11
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.
E. Other Equipment
One pair of uniform trunks and two uniform shirts, each season.
One jacket per career, replaced when unserviceable.
One pair swim fins, one mask and snorkel per career, replaced by City if lost or
broken in the execution of work duties.
F. Parking Passes
Represented employees will be provided one parking pass that does the
following:
• Allows "blue pole" parking year around.
• Allows "all meter" parking June 15 to September 30.
G. Identification Card
Upon request, represented employees who desire an Identification (ID) Card
shall be provided with an official wallet -sized City of Newport Beach
identification card.
H. Other Benefits Not Guaranteed
Employees represented by the Association of Newport Beach Ocean Lifeguards
may, in the sole discretion of the City, be provided additional benefits /privileges.
1. PERS Contribution
The following provisions apply only to unit members enrolled in the Public
Employees Retirement System (PERS) as Safety members, consistent with the
City's contract with PERS:
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.
Effective July 1, 2015, in addition to the 9% normal member contribution,
employees will contribute an additional 1.6% of pensionable compensation
7 ANBOL MOU 2014 -2017
3 -12
toward retirement costs as permitted under Government Code §20516(0, for a
total contribution of 10.6 %.
Effective July 1, 2016, in addition to the 9% normal member contribution,
employees will contribute an additional 3.1% of pensionable compensation
toward retirement costs as permitted under Government Code §20516(0, for a
total contribution of 12.1 %.
Effective June 30, 2017 in addition to the 9% normal member contribution,
employees will contribute an additional 4.6% of pensionable compensation
toward retirement costs as permitted under Government Code §20516(f), for a
total contribution of 13.6 %.
Tier Ill: The minimum employee contribution for employees in Tier 111 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. Effective July 1,
2015 Tier 111 members will contribute the required 11.25% member contribution.
Effective July 1, 2016, Tier 111 employees will, in addition to the mandatory
employee contribution under PEPRA, contribute an additional .85% of
pensionable compensation toward retirement costs as permitted under
Government Code §20516(0, for a total contribution of 12.1 %.
Effective June 30, 2017 employees will, in addition to the mandatory employee
contribution under PEPRA, contribute an additional 2.35% of pensionable
compensation toward retirement costs as permitted under Government Code
§20516(0, for a total contribution of 13.6 %.
Should the mandatory contribution under PEPRA increase or decrease in 2016
and /or 2017, the additional employee contribution under 205016(f) will adjust
accordingly so that the total contribution is equal to the amount contributed by
employees in Tiers I and ll.
J. Paid Sick Leave
Under California's Healthy Workplaces, Healthy Families Act ANBOL
employees are eligible to receive Paid Sick Leave effective July 1, 2015. The
rate of accrual shall be .034 hour for every hour worked (which equals 1 hour of
Paid Sick Leave for every 30 hours worked), with a maximum accrual of 48
hours. Once the 48 hours cap is reached no additional Leave will accrue in the
Paid Sick Leave bank.
At the conclusion of each 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).
8 ANBOL MOU 2014 -2017
3 -13
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.
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 term of this agreement.
B. Orientation
Association representatives will be allowed ten minutes at the end of training
sessions to address newly hired trainees.
C. Work Access
ANBOL representatives shall have access to employees in the workplace
through an ANBOL dedicated bulletin board in lifeguard headquarters.
ANBOL representatives shall be allowed 10 minutes at the beginning of class to
address employees at every Lifeguard Recertification course.
D. Leave of Absence
Employees requesting a Leave of Absence for a summer season must do so by
submitting the request in writing, as provided in the Fire Department Standard
Operating Procedure. Leaves of absence will only be permitted once within a
five year period.
E. Safety Committee
One ANBOL representative selected by the Association shall participate as a
member of the Fire Department's Safety Committee, at the Association's option.
Signatures on the following page.
9 ANBOL MOU 2014 -2017
3 -14
Executed this day of 2015.
ATTEST:
M
ASSOCIATION OF NEWPORT BEACH OCEAN
LIFEGUARDS
By:
Chris Graham, President
CITY OF NEWPORT BEACH
M
Leilani Brown, City Clerk
Edward D. Selich, Mayor
APRI�OVED AS TO FORM:
Aaron C. Harp, City Attorney 3)V
10 ANBOL MOU 2014 -2017 3 -15
Exhibit A
Association of Newport Beach Ocean Lifeguards Represented Classifications
and Pay Rate Adjustments
July 1, 2014 through June 30, 2017
Represented Classrfication"
Hourly Pay Rate
`
Minimum '
Maximum
Effective July 1, 2015 (2% adjustment for LG I & II)
Lifeguard 1
$17.44
$19.23
Lifeguard II
$19.23
$21.19
Lifeguard III
$20.97
$23.14
Effective following MOU Adoption (added step for LG I
& LG 11):
Lifeguard 1
$17.44
$20.19
Lifeguard II
$19.23
$22.25
Lifeguard III
$20.97
$23.14
Effective July 1, 2016 (1% adjustment for LG I & 11)
Lifeguard 1
$17.61
$20.39
Lifeguard II
$19.42
$22.47
Lifeguard III
$20.97
$23.14
Effective July 1, 2017 (1 % adjustment for LG I & 11)
Lifeguard 1
$17.79
$20.59
Lifeguard II
$19.60
$22.69
Lifeguard III
$20.97
$23.14
8/11/15 3 -16
IN
a) Estimated Cost of 3 Year Contract with Association of Newport Beach Ocean Lifeguards ( ANBOL)
E
m
representing approximately 160 part- time /seasonal beach lifeguards
Q
Hourly Pay Rate for ANBOL Represented Positions (reflects 2.0% salary adjustment 7/1/15):
Lifeguard 1 $17.44 - $19.23
Lifeguard 11 $19.23 - $21.19
Lifeguard 111 $20.97 - $23.14
Compensation (Pay & Benefits)
Existing Cost
to City (FY15-
Projected Cost
16 Budget)
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 effec 8115)
2,400
1,200
1,200
2,400
EMT Pay ($1 /hr supplemental pay)
8,400
-
-
-
Assignment Pay (Boat, Jr Guards, Dispatch; effective 8/15)
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
** Effective July 1, 2015, new California law mandates paid sick leave for employees; projected cost reflects 50% sell back incentive
8 /11/15 3-17