Costa Mesa City Council
January 20, 2026

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File #: 25-618 Meeting Date: 1/20/2026
To date, the City has received a total of $1,660,063 in Opioid Settlement Funds (OSF) and has outstanding attorney fees totaling $167,137.19.

ANALYSIS:

OSF Allowable Expenditures
The 2021 and 2022 Settlement Agreements bifurcate allowable expenditures of OSF money into two (2) categories: High Impact Abatement Activities (“HIAA”)and Approved Opioid Remediation Uses (“Approved Uses”).

1. High Impact Abatement Activities - No less than 50% of the OSF money received in each calendar year must be used to:
a. Provide matching funds or operating costs for substance use disorder facilities approved for funding within the Behavioral Health Continuum Infrastructure Program (BHCIP).
b. Create new or expanded substance use disorder (SUD) treatment infrastructure. c. Address the needs of communities of color and vulnerable populations (including sheltered and unsheltered homeless populations) that are disproportionately impacted by SUD.
d. Divert people with SUD from the justice system into treatment, including by providing training and resources to first and early responders (sworn and non-sworn) and implementing best practices for outreach, diversion and deflection, employability, restorative justice, and harm reduction.
e. Implement interventions to prevent drug addiction in vulnerable youth.

2. Approved Uses - OSF recipients must choose from an extensive list of strategies aimed at opioid remediation, including:
a. Naloxone or other FDA-approved drug to reverse opioid overdose. b. Opioid-related treatment.
c. Expanding services to pregnant/post-partum women and their unborn children. d. Expansion of warm hand-off programs and recovery services. e. Treatment for incarcerated population.
f. Prevention programs.
g. Syringe service programs.

OSF Synergy with Costa Mesa’s System of Care
The City has developed a comprehensive system of care for people experiencing homelessness, including those facing opioid-related challenges. This system includes Community Outreach Workers who address the needs of people without shelter, and Shelter Case Managers who work with people enrolled at the 100-bed Costa Mesa Bridge Shelter. The services provided by both groups satisfy the HIAA requirement in that they “addressthe needs of communities of color and vulnerable populations

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File #: 25-618 Meeting Date: 1/20/2026
HIAA requirement in that they “addressthe needs of communities of color and vulnerable populations (including sheltered and unsheltered homeless populations) that are disproportionately impacted by SUD.” Further, the services provided by both Outreach Workers and Case Managers satisfy the Allowable Uses requirement in that they expand warm hand-off programs and recovery services, including the provision of comprehensive wrap-around services to individuals in recovery and those diagnosed with Opioid Use Disorder (OUD). Specific services include, but are not limited to, emergency housing (shelter), access to recovery/specialty housing, transportation, education, job training, case management, and connections to community-based services. While these are eligible activities and uses presently provided by the City that may be offset by future use of the OSF, the City Council may identify additional eligible services and programs for use of the funds.

Appropriation of current and future OSF money to pay legal fees and subsidize opioid remediation services for people experiencing homelessness will allow the City to continue providing the highest level of service to our most vulnerable community members.

ALTERNATIVES:

The City Council can authorize the appropriation of OSF money to pay past and future legal fees, and direct staff to develop an alternative plan for expenditure of OSF money on strategies aimed at opioid remediation.

FISCAL REVIEW:

To date, the City has received a total of $1,660,063 in Opioid Settlement Funds and has outstanding attorney fees totaling $167,137.19. Further, the City is projected to receive ongoing allocations of OSF money totaling approximately $4,620,166 over the next 15 years. Appropriation of these funds in the Opioid Settlement Fund (Fund 227) will assist with payment of legal fees, as well as subsidize opioid remediation services for people experiencing homelessness.

LEGAL REVIEW:

The City Attorney has reviewed this report and approves it as to form.

CITY COUNCIL GOALS AND PRIORITIES:

This item achieves the following City Council goals:
· Diversify, stabilize and increase housing to reflect community needs. · Strengthen the public’s safety and improve the quality of life.

CONCLUSION:

Staff recommends the City Council authorize the appropriation of past and future Opioid Settlement Funds to subsidize eligible expenses including legal fees and opioid remediation services for people experiencing homelessness.

245

CITY OF COSTA MESA
Agenda Report
77 Fair Drive
Costa Mesa, CA 92626
File #: 25-606 Meeting Date: 1/20/2026
TITLE:

URBAN PLAN MASTER PLAN SCREENING REQUEST (PSCR-25-0001) FOR A PROPOSED 34 UNIT LIVE/WORK AND RESIDENTIAL LOFT DEVELOPMENT ON A 1.4 ACRE SITE WITHIN THE MESA WEST BLUFFS URBAN PLAN LOCATED AT 1626 PLACENTIA AVENUE DEPARTMENT: ECONOMIC AND DEVELOPMENT SERVICES

DEPARTMENT/PLANNING DIVISION
PRESENTED BY: CHRIS YEAGER, SENIOR PLANNER
CONTACT INFORMATION: CHRIS YEAGER, SENIOR PLANNER, (714) 754-4883 RECOMMENDATION:

Staff recommends City Council discuss the screening application and provide preliminary feedback to the staff and the applicant.

246

City of Costa Mesa
Agenda Report

77 Fair Drive
Costa Mesa, CA 92626
Item #: 25-606 Meeting Date: 1/20/2026
TITLE: URBAN PLAN MASTER PLAN SCREENING REQUEST (PSCR-25-0001) FOR A PROPOSED 34 UNIT LIVE/WORK AND RESIDENTIAL LOFT DEVELOPMENT ON A 1.4 ACRE SITE WITHIN THE MESA WEST BLUFFS URBAN PLAN, LOCATED AT 1626 PLACENTIA AVENUE

DEPARTMENT: ECONOMIC AND DEVELOPMENT SERVICES DEPARTMENT/PLANNING

DIVISION

PRESENTED BY: CHRIS YEAGER, SENIOR PLANNER

CONTACT INFORMATION: CHRIS YEAGER, SENIOR PLANNER, (714) 754-4883

RECOMMENDATION:

Staff recommends City Council discuss the screening application and provide preliminary feedback to the staff and the applicant.

BACKGROUND:

Pursuant to Costa Mesa Municipal Code (CMMC) section 13 -28(g)(4), a proposed master plan must undergo a City Council screening prior to the submittal of a development application. The purpose of the master plan screening is to solicit City Council comments on the overall merits and appropriateness of a proposed concept prior to the filing of formal entitlement applications. The screening is advisory only and does not constitute project approval, environmental review, or a determination of project consistency.

The Urban Plan allows live/work and residential loft units and deviations from development standards when approved through a Master Plan in exchange for high -quality design. Should the project move forward, the Master Plan would be subject to review and approval by the Planning Commission.

The property is located within the Mesa West Bluffs Urban Plan area. On April 4, 2006, the City Council adopted the Urban Plan to allow incentives for the development of live/work units and/or residential lofts. The intent is to provide development/economic incentives for private property owners to reinvest and redevelop their properties. The applicable objectives of the plan include the following:

 Encourage the construction of live/work units that combine residential and nonresidential uses in the same unit without exceeding the development capacity of the General Plan transportation system.
 Attract more residents and merchants by allowing mixed -use development in the form of a live/work loft, which offers first -floor retail/office uses and upper story living spaces in the same unit.
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Item #: 25-606 Meeting Date: 1/20/2026

 Encourage adaptive reuse of existing industrial or commercial structures, which would result in rehabilitated buildings with unique architecture and a wider array of complementary uses.  Stimulate improvement in the Mesa West Bluffs Urban Plan area through well designed and integrated urban residential development that is nontraditional in form and design with flexible open floor plans, which complements the surrounding existing development.  Meet the demand of a new housing type to satisfy a diverse residential population comprised of artists, designers, craftspeople, professionals, and small-business entrepreneurs.  Promote new types of urban housing that would be target-marketed to people seeking alternative housing choices in an industrial area. An urban loft would be an alternative to a traditional single- family residence, tract home, or small-lot subdivision.  Encourage the design and development of urban residential structures reflecting the urban character of the surrounding industrial context, both in the interior and exterior areas. Encourage quality live/work development which promotes business activity through workspaces and amenity areas which are distinct from residential lofts/lifestyle lofts in design and function.

The Mesa West Bluffs Urban Plan can be found at the following link:
https://www.costamesaca.gov/home/showpublisheddocument/313/636490563866670000

PROJECT DESCRIPTION:

The project proposes a 34-unit live/work and residential loft development with three-unit types ranging from 1,432 square feet to 1,667 square feet with three bedrooms each. Each unit is proposed to include an attached two-car garage, along with approximately 200 square feet of private open space consisting of a ground-floor patio and second-floor deck. The project proposes to utilize the California Density Bonus Law (C DBL) to obtain a 20 percent density bonus in exchange for reserving two dwelling units at very low-income levels.

The project site includes one main driveway running down the c enter of the project site, with three buildings consisting of five or six units on each side of the driveway. Guest parking, trash enclosure, and transformers are proposed at the rear of the development.

PROJECT SITE:

The proposed development site is 1.4 acres, as shown in Exhibit 1 below, and is located on the east side of Placentia Avenue, approximately 300 feet north of the nearest intersection of Placentia Avenue and West 16th Street. The project site is currently developed with an approximate 13,100 square-foot warehouse and a second 3,450 square-foot warehouse, and is currently occupied by industrial and office uses.

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Item #: 25-606 Meeting Date: 1/20/2026

Exhibit 1 Vicinity Map

The site has a General Plan Land Use Designation of “Light Industrial” and is zoned “General Industrial District” (MG). The site is surrounded by the uses identified in Table 1 below.

Table 1 Surrounding Uses
North Boxing gym, air conditioning service
East Automotive uses, office uses
South Automotive uses, body shop including painting, contractors’ offices, vehicle and boat storage
West (Across
Placentia Avenue)
Restoration service, roofing center, sailmaker, resin molding center, and automotive uses

PROJECT DISCUSSION:

Project Location

The project is proposed to be located on a site that is within proximity to various uses which are utilized by residents. Table 2, below, identifies the distance from the project site to assigned public schools, parks, and other uses.

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Item #: 25-606 Meeting Date: 1/20/2026

Table 2 Neighborhood Proximity
Neighborhood Use Walking Distance Approximate Walking Time Newport Heights Elementary School 1.0 miles 23-minute walk Ensign Middle School 1.9 miles 44-minute walk
Newport Harbor High School 1.4 miles 33-minute walk
Wilson Coffee / Eller Bakery 0.3 miles 6-minute walk
Lions Park 1.0 miles 22-minute walk
Heller Park 1.0 miles 22-minute walk
Trader Joe’s Grocery Store 0.6 miles 15-minute walk
American Gym 0.1 miles 1-minute walk
Beach 1.3 miles 32-minute walk

As shown in Exhibit 2 below, the property to the north has approximately 200 feet of building wall immediately adjacent to the outdoor areas of the proposed northern three-story units. These walls will not shade the development due to their northern orientation; however, staff believes the proposed configuration may create a “canyon-like” outdoor environment. The proposed dwelling units themselves will shade the private open space areas. Landscaping and open space should be arranged to maximize airflow and daylight.

Exhibit 2 Neighboring Property Walls

The property is located adjacent to various industrial uses. As required by the Urban Plan, a Master Plan submittal must include a noise study and a Health Risk Assessment identifying any features needed to ensure a healthy living environment. Additionally, the project will be required to disclose the presence of nearby industrial uses to future homeowners. As shown in Exhibit 3 below, the project site is located north of an existing contractor facility, which includes a vehicle repair and paint use, as well as boat storage areas. The proposed southern units will overlook these existing uses, and the private outdoor areas will be approximately 20 feet from the existing uses.

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Item #: 25-606 Meeting Date: 1/20/2026

Exhibit 3 Industrial Use Proximity

Traffic Evaluation

Pursuant to the Costa Mesa Municipal Code (CMMC), a transportation impact study is required for all development projects that generate 100 or more vehicle trip ends during a peak hour. The City’s Transportation Division preliminarily reviewed the application and determined that during the AM and PM peak hours, the proposed project would generate approximately 40 AM and 48 PM peak-hour trips, below the threshold. Therefore, as currently proposed, no traffic study would be required; however, traffic impact fees will apply. Full review of the project will commence after a development application is submitted.

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Item #: 25-606 Meeting Date: 1/20/2026

Density Bonus

The applicant indicates that the project proposes to include 5 percent very low-income deed restricted affordable homes (two units). Pursuant to the CDBL, the proposed affordable unit percentage would allow for a density bonus of 20% over the allowable density. The General Plan allows for a maximum residential density of 13 dwelling units per acre in conjunction with the Mesa West Bluffs Urban Plan, and live/work units are typically allowed at 1.0 FAR, which equates to 15-20 dwelling units per acre; however, the density is dependent on many factors and not only on the maximum allowable FAR. The FAR and vehicle trip generation work in concert to ensure that the proposed development does not exceed the capacity of the General Plan circulation system.

As proposed, the project includes a residential loft density of 13 dwelling units per acre for 12 base units. The 16 total live/work units includes a FAR of 1.29. With the 20 percent density bonus, the project would be eligible to construct 6 additional residential loft units for a total of 18 residential loft units and 16 live/work units.

Parking and Circulation

Pursuant to the CDBL, total parking for residential projects proposing affordable units is based on bedroom count. The project requires a total of 67 parking spaces, and 80 are provided within attached two-car garages and in open parking at the rear of the property.

As shown in Exhibit 4 below, vehicular circulation is provided on the site by one driveway, which bisects the property. The driveway leads to a T -intersection at the rear of the project site , where the open parking, trash enclosure, and transformers are located. The project will be required to provide adequate turnaround for trash trucks and emergency vehicles.

Exhibit 4 Site Plan

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Item #: 25-606 Meeting Date: 1/20/2026

The project proposes an internal pedestrian sidewalk system that provides pedestrian access to all units from Placentia Avenue . The site is located on Placentia Avenue , which includes a class II bikeway with bollard separation. The street also has multiple bus stops for the Orange County Transit Agency 47 bus route (Fullerton to Newport Beach).

Proposed Building Height and Architecture
With the approval of a Master Plan, the development can take advantage of the Mesa West Bluffs Urban Plan development standards, which allow for a maximum height of 60 feet and four stories. The project is designed with a maximum height of approximately 37 feet 11 inches, and the project does not utilize the roof areas to provide for additional open space.

As shown below in Exhibit 5, the project proposes contemporary architectural elements. The proposed designs incorporate limited offsets and articulations, and modern exterior materials which have been utilized in other Urban Plan projects. Details regarding the architectural style, materials used, building facades, as well as shade and shadow analysis, will be required and thoroughly reviewed with the future Master Plan application submission.

Exhibit 5 Proposed Architecture

Open Space
Each unit is proposed to include approximately 200 square feet of private open space. Minimal site open space is provided on the site except for landscaped sidewalks. As noted above, the project site is approximately one mile from the closest public park (Heller Park, Lions Park, and Sunset Ridge Park in Newport Beach). Due to the distance to recreational facilities, staff believe that additional private open space should be provided in the form of roof decks.

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Item #: 25-606 Meeting Date: 1/20/2026

MERITS OF THE PROPOSED PROJECT:

The following is a summary of the merits of the proposed live/work project at this location:

1. Project meets objectives of the Mesa West Bluffs Urban Plan. The project appears to promote a type of urban housing including live/work and residential loft units. The project promotes residential ownership housing.

2. Proposed Development is consistent with the objectives of the General Plan, Zoning Code and Urban Plan. The proposed project is consistent with the goals and policies of the General Plan and live/work d evelopment standards of the Mesa West Bluffs Urban Plan. The proposed development generally meets the development standards and setback requirements with waivers and a concession which are allowed by the CDBL.

3. Ownership Units. The project proposes to include 34 ownership residential units, including two dwelling units reserved for very -low income households , which will contribute to the City’s Regional Housing Needs Allocation (RHNA) obligations.

POTENTIAL FURTHER PROJECT DESIGN CONSIDERATIONS:

Staff will continue to work with the applicant on the following issues at the Council’s direction:

1. Residential Amenities. While the plan does not include residential amenities, the Mesa West Bluffs Urban Plan does not require these features at the same level that would be provided in other residential areas of the City. Staff and the applicant will continue to discuss ways in which the project can provide appropriate amenities.

2. Project Location. The project location is in proximity to uses frequented by residents , including food and beverage establishments and a grocery store. However, the location is a mile away from the closest park and public schools. Even though future residents will be made aware of surrounding industrial uses, the project is surrounded by industrial uses which may be seen as a blight to future residences.

3. Open Space. While the preliminary plan includes modest private open space, the distance to parks may necessitate additional on-site open space. The Urban Plan allows for roof decks and a fourth floor, which would allow for more private open space on site.

ALTERNATIVES:

Because the screening process allows the applicant to consider the City Council’s initial comments and refine the development concept based on Council feedback prior to submittal of a land use application for review, and no decisions are made, there are no alternative actions for the City Council to consider.

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Item #: 25-606 Meeting Date: 1/20/2026

ENTITLEMENT PROCESS:

Should the application move forward, the project would be required to apply for a Master Plan and Tentative Tract Map, which would be reviewed by the Planning Commission. The project would also require an environmental determination in compliance with the California Environmental Quality Act (CEQA).

FISCAL REVIEW:

Through the 2015-2035 General Plan update, the City prepared a fiscal model based on adopted land uses. Commercial and Industrial uses were assumed on the project site for fiscal analysis purposes, which included various assumptions such as property tax, sales tax, franchise tax, etc. If the project proceeds to the submittal of a Master Plan application, the project would reduce sales tax, but may increase property tax as an offset in the General Fund (Fund 101).

LEGAL REVIEW:

The City Attorney has reviewed this report and has approved it as to form.

CITY COUNCIL GOALS AND PRIORITIES:

This item supports the following City Council Goal to diversify, stabilize and increase housing to reflect community needs.

CONCLUSION:

The screening process enables the City Council to provide preliminary feedback regarding the project.

The City Council’s comments do not set precedent for approval/denial nor constitute final action on the development project. In addition, the applicant may expect that the City staff review, and the Planning Commission will have other project comments/concerns that may not have been considered by the City Council. Additionally, the screening process allows the applicant to consider Council’s initial comments and refine the development concept based on their feedback.

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ATTACHMENT 1

URBAN MASTER PLAN SCREENING APPLICATION SUMMARY

Location: 1626 Placentia Avenue Application No: PSCR-25-0001 Request: Urban Master Plan Screening review for a proposed 34 unit live/work and residential loft development, with three unit types, ranging from 1,432 square feet to 1,667 square feet . The project will also include new circulation, landscaping, and on-site parking.

SUBJECT PROPERTY: SURROUNDING PROPERTY:

Zone: MG (General Industrial) North: MG (Gym and Industrial Uses) General Plan: LI (Light Industrial) South: Industrial Uses) Lot Dimensions: 165 ft X 368 ft East: MG (Multi-Tenant Industrial Park) Lot Area: 1.4 acres West: MG (Various Industrial Uses) Existing
Development:

The project site is currently developed with an approximate 13,100 square-foot warehouse and a second 3,450 square foot warehouse and is currently occupied by industrial and office uses.

DEVELOPMENT STANDARDS COMPARISON

Development
Standard
Mesa West Bluffs
Requirements
Proposed/Provided Compliance?
Lot Size
Lot Size 1 Acre 1.4 acres Yes
Density/Intensity
Live/Work FAR 1.0* 1.29 YES - Pending Traffic
Residential Loft
DU/ac
13 13 Yes
Building Height
4 stories / 60 FT 3 Stories / 37 FT 11 IN Yes
Development Lot Building Setbacks
Front 15 FT 15 FT Yes
Side (left / right) 10 FT (21 FT/21 FT) Yes
Rear 0 FT 49 FT Yes
Distance
between main
buildings
10 FT 9.5 FT No -Waiver
Open Space
Open Space 40% 35% No – Waiver
RL Open Space 200 SF / unit 200 SF/ unit Yes
Density Bonus Parking Requirement
Total Parking 67 80 Yes

Final Action Planning Commission will review Master Plan CEQA
Review
TBD
*The overall density/intensity is depended on many factors and not soley on the maximum allowable FAR. The FAR and vehicle trip generation work in concert to ensure that the proposed development does not exceed the capacity of the General Plan circulation system.

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________________________________________________________________________________________________________ PAGE 1 CREDE
December 5, 2025
Ms. Carrie Tai
Director of Economic & Development Services
City of Costa Mesa
77 Fair Drive
Costa Mesa, CA 92626
Re: Urban Master Plan Screening Application, Placentia & 16th – 1626 Placentia Avenue, Costa Mesa, CA 92627
Dear Ms. Carrie Tai:

I. Introduction
Please accept this Urban Master Plan Screening Application (“UMPSA”) on behalf of Warmington Residential, (“Applicant”) to redevelop an Industrial lot in Costa Mesa with state-of-the-art townhomes (“Placentia & 16th”). Attached in support of this UMPSA, please find:

1. UMPSA

2. Full-size project plan sets, including:
a. Site Plan
b. Floor Plans
c. Elevation Plans
d. Roof Plans

3. Drainage Study

4. Erosion Control Study

5. Public Notification Requirement

6. Title Report

7. Water Quality Report

8. Site Photos (digital format)

9. Filing Fee Payment
II. Project Description
A. Legal Description
The South 165 feet of lot 711 of the Newport Mesa Tract, in the City of Costa Mesa, County of Orange, State of California, as shown on a map recorded in book 5, page 1, of miscellaneous maps, in the office of the County recorder of said County.

Continued on next page ⟶
Attachment 2
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________________________________________________________________________________________________________ PAGE 2 CREDE
B. Location and Existing Conditions
The project site consists of a 1.4-acre industrial parcel (APN: 424-121-02) located at 1626 Placentia Avenue within the Manufacturing (MG) zone. The property is developed with two primary structures, including a 13,100 SF warehouse that was renovated in 2019 into a corporate office, and an adjacent 3,450 SF warehouse. The site also contains a covered maintenance area and surface parking.

Below please find a summary of the Project Site in Table 1 and a map of the location as provided in Figure 1:

TABLE 1: EXISTING SITE SUMMARY
Consideration Information
Project Site Size 1.4 acres
Address 1626 Placentia Ave
APN 424-121-02
Zoning Designation Manufacturing ("MG")
Existing Structure Warehouse, Office Building, Maintenance Area Building Sq Ft to be Demolished 16,550 ft2
Existing Parking Ground-level, uncovered stalls
FIGURE 1: SITE LOCATION MAP
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________________________________________________________________________________________________________ PAGE 3 CREDE

C. Background

The site falls within the Mesa West Bluffs Urban Plan area, which was established as a residential overlay zone by the Costa Mesa City Council on April 4, 2006, and later amended on April 5, 2016.

Once a Master Plan application is approved, the development standards of the underlying zoning district are replaced by those outlined in the Mesa West Bluffs Urban Plan. This area primarily comprises industrial and commercial properties in Westside Costa Mesa, located south of 19th Street and along Placentia Avenue between 19th Street and Victoria Avenue. The purpose of the Urban Plan is to encourage reinvestment within its boundaries by conditionally allowing residential development.

D. Proposed Project

The proposed Placentia and 16th townhome community at 1626 Placentia Avenue consists of six residential buildings. Four buildings total 13,323 square feet each and contain six townhome units per building. Two additional buildings total 11,110 square feet each and contain five townhome units per building. The unit mix alternates between 3bd/3ba homes at 1,432 net square feet and 4bd/4ba live-work homes at 1,667 net square feet.

Each townhome includes a private patio ranging from 122 to 131 square feet, a private deck ranging from 78-80 square feet, and a two-car garage ranging from 457 to 606 square feet. The project provides a total of 80 onsite parking spaces, which includes 68 enclosed garage spaces and 12 guest spaces.

Warmington, the developer of Placentia & 16th, is a privately held real estate development firm based in Costa Mesa, California, has been in business since 1926. With nearly a century of experience, Warmington has built more than 40,000 homes and currently operates in multiple markets across California and Nevada. The company’s divisions include Warmington Residential, which focuses on homebuilding, and Warmington Properties, which manages a portfolio of multifamily, commercial, and student housing assets. Known for its commitment to quality and design, Warmington continues to develop communities ranging from single-family homes to urban infill projects.

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________________________________________________________________________________________________________ PAGE 4 CREDE

A statistical summary of the proposed project can be found in Table 2, below:

TABLE 2: PROPOSED PROJECT SUMMARY

Consideration Information
Building Size 13,323 (6 units) / 11,110 sf (5 units)
Unit Size 1,432 nsf/du (18 units)
Unit Size (Live-Work) 1,667 nsf/du (16 units)
Private Patios 122-131 sf/du
Private Decks 78-80 sf/du
Garage size 457-606 sf/du
Building Height 37 ft 11-inch max.

Parking Spaces 80

E. SB 330

The Housing Crisis Act of 2019 (Chapter 654, Statutes of 2019 (SB 330)) strengthened protections for housing development projects under the Housing Accountability Act (HAA), Planning and Zoning Law, and the Permit Streamlining Act.

Among other provisions, to increase transparency and certainty early in the development application process, SB 330 allows a housing developer the option of submitting a “preliminary application” for any housing development project (, § 65589.5, subdivision (o)). Submittal of a preliminary application allows a developer to provide a specific subset of information on the proposed housing development before providing the complete information required by the local government. Upon submittal of an application and a payment of the permit processing fee, a housing developer is allowed to “freeze” the applicable standards to their project early while they assemble the rest of the material necessary for a full application submittal. This ensures development requirements do not change during this time, adding costs to a project due to potential redesigns due to changing local standards.

On July 15, 2025, we submitted to the City an SB330 preliminary application (PPRE-25-0002), the required fee was paid and pre-app deemed complete on August 7, 2025. To maintain our vesting, we must submit a full development review application within 180 days of the pre-app, which is February 3, 2026.

We intend to submit a full development review application after the Urban Master Plan Screening (UMP Screening) process has concluded and we have incorporated any feedback received from the City Council.

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________________________________________________________________________________________________________ PAGE 5 CREDE
F. Density Bonus
Under California Government Code Section 65915, housing developments that include affordable units are eligible for a density bonus. This project has a base density of 28 units. By setting aside 5% of the units (2 units) for very low-income households, the project qualifies for a 20% density bonus. This bonus allows for 6 additional units, increasing the total allowable units to 34.

G. Waivers and Concessions
This project is requesting waivers from the following development standards outlined in Table A2 (Live-Work) of the Mesa West Bluffs Urban Plan:

1. Minimum workspace size.

2. Required open space for the development lot.

3. Front build-to line requirement.

4. Building separation <10 ft
In addition, the project seeks a concession from the requirement to underground adjacent electrical utility poles (Costa Mesa Municipal Code Section 13-71(d).

The applicant also reserves the right to request additional waivers, incentives, and concessions pursuant to CA Government Code Section 65915.

III. Land Use Regulation Consistency Review
A. Zoning Consistency
The project site is zoned Manufacturing (MG) under the City of Costa Mesa Zoning Code; however, residential uses such as townhomes are permitted through the Mesa West Bluffs Urban Plan. The proposed townhome project complies with applicable requirements of the Mesa West Bluffs Urban Plan. The development meets standards for maximum building height (not to exceed 40 feet), private patios, guest parking, landscaping (minimum 10%), and screened trash/recycling areas. The project also addresses transitional design elements to buffer adjacent industrial uses, includes adequate on-site parking, and provides a private driving aisle for resident access and emergency vehicles. All units comply with minimum lot size, floor area ratio, and architectural design standards for multi-unit residential development within a modified manufacturing context.

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________________________________________________________________________________________________________ PAGE 6 CREDE

IV. Conclusion

The proposed Placentia & 16th townhomes will provide high-quality for-sale homes, meeting a critical community need while fully complying with Costa Mesa’s zoning and regulatory standards.

We look forward to collaborating with the City and providing any additional information needed.

Thank you for your consideration.

Sincerely,

Michael Johnston
CREDE Group

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________________________________________________________________________________________________________ PAGE 7 CREDE

Exhibit A

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________________________________________________________________________________________________________ PAGE 8 CREDE

264
No.
888.456.5849 | ktgy.comPLACENTIA &16TH
20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025
A0.00 COVER SHEET
1626 PLACENTIA AVENUE

COSTA MESA, CALIFORNIA

DEVELOPER INFORMATION

WARMINGTON RESIDENTIAL
3090 PULLMAN STREET
COSTA MESA, CA 92626
CONTACT: MICHAEL JOHNSTON
PHONE: (949) 61-5431
EMAIL: [email protected]

CONSULTANT INFORMATION

KTGY ARCHITECTURE & PLANNING
17911 VON KARMAN AVENUE, SUITE 200
IRVINE, CA 92614
CONTACT: ALAN SCALES
PHONE: (949) 221-6256
EMAIL: [email protected]
ARCHITECTURE:

C&V CONSULTING, INC.
9830 IRVINE CENTER DRIVE
IRVINE, CA 92618
CONTACT: ANTONIO RUIZ
PHONE: (949) 916-3800
EMAIL: [email protected]
CIVIL:

BMLA LANDSCAPE ARCHITECTURE
310 NORTH JOY STREET
CORONA, CA 92879
CONTACT: JEFF TROJANOWSKI
PHONE: (951) 737-1124
EMAIL: [email protected]
LANDSCAPE ARCHITECTURE:

ATTACHMENT 3
-1-
265

PROJECT
SITE
No.
888.456.5849 | ktgy.comPLACENTIA &16TH
20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025
A0.10 SHEET INDEX + PROJECT SUMMARY

SHEET INDEX

ARCHITECTURE
A0.00 - COVER
A0.10 - SHEET INDEX + PROJECT SUMMARY
A1.00 - SITE PLAN
A1.10 - REFUSE PLAN
A2.00 - B500 - 5-PLEX - PERSPECTIVES
A2.10 - B500 - 5-PLEX - ELEVATIONS
A2.20 - B500 - 5-PLEX - BUILDING PLANS
A3.00 - B600 - 6-PLEX - PERSPECTIVES
A3.10 - B600 - 6-PLEX - ELEVATIONS
A3.20 - B600 - 6-PLEX - BUILDING PLANS
A4.00 - UNIT PLANS - PLANS 1 & 2

4.10 - UNIT PLANS - PLAN 1 ALT.

A5.00 - COLOR & MATERIAL BOARD
A6.00 - VISIBILITY DIAGRAM
·
·
·
·
·
·

LANDSCAPE
LP 1 - OVERALL LANDSCAPE PLAN
LP 2 - ENLARGEMENT
LP 3 - WALL AND FENCE PLAN
CIVIL
SHEET 1 - TENTATIVE TRACT MAP
SHEET 2 - PRELIMINARY GRADING PLAN
SHEET 3 - PRELIMINARY UTILITY PLAN
SHEET 4 - FIRE ACCESS & HYDRANT LOCATION PLAN
-2-
266
W.

WH
T
R O
UP
17R
WHT
ROUP17R
UP
17R
T
.

O R
P1
WHT
R
O
UP
17R
UP
17R
T
W.H.

OR
W.

WH T
R O
UP17R
WH
T
RO
UP
17R
UP
17R
T
.

O R
P1
WH
T
R
O UP17R
UP
17R
T
W.H.

O
R
WH
T
R
O UP17R
UP17R
T
.

O R
WH T
R O UP17R
UP
17R
T
W.H.

O
R
WH
T
RO UP17R
UP17R
T
.

O R
W.

W.

WH
T
RO UP17R
UP17R
T
.

O R
WH T
R O UP17R
UP
17R
T
W.H.

OR
WH
T
RO
UP17R
UP17R
T
.

O RW.

W.

WHT
RO
UP
17R
UP17R
T
.

O R
WH
T
R O
UP
17R
UP
17R
T
W.H.

O
R
WHT
RO
UP
17R
UP17R
T
.

O R
W. W.

WHT
RO
UP
17R
UP17R
T
.

O R
WH
T
R O
UP
17R
UP
17R
T
W.H.

OR
WH
T
RO
UP
17R
UP17R
T
.

O R
W.

W.
±165'
±368'

PROJECT BOUNDARY

PROJECTENTRY

PPPPPPPPP
20'-0"

DRIVE AISLE
20'-0"

DRIVE AISLE
PLACENTIA AVE.

PROJECT BOUNDARY
BLDG 1B600
BLDG 2B600
BLDG 3B500
BLDG 6B600
BLDG 5B600
BLDG 4B500
20'-0"

DRIVE AISLE
UNIT 1
UNIT 2
UNIT 3
UNIT 4
UNIT 5
UNIT 6
UNIT 7
UNIT 8
UNIT 9
UNIT 10
UNIT 11
UNIT 12
UNIT 13
UNIT 14
UNIT 15
UNIT 16
UNIT 17
UNIT 34
UNIT 33
UNIT 32
UNIT 31
UNIT 30
UNIT 29
UNIT 28
UNIT 27
UNIT 26
UNIT 25
UNIT 24
UNIT 23
UNIT 22
UNIT 21
UNIT 20
UNIT 19
UNIT 18

COMMON OPEN SPACE
5480 SQ. FT.

PPP
7'-11"
10'-0"
10'-0"
28'-0"
21'-0"
21'-0"
21'-6"
21'-0"
10'-0"

INTERIOR SETBACK
10'-0"

INTERIOR SETBACK
10'-0"
10'-0"
3'-2"
18'-4"
5'-0"

REAR SETBACK
9'-5"
9'-5"9'-5"
9'-5"
4'-0" 4'-0"
4'-0" 4'-0"

COMMON OPEN SPACE
5497 SQ. FT.

AA A
A

PROJECT BOUNDARY

PROJECT BOUNDARY
9x20 STANDARDPARKING STALL (TYP.)TRASH ENCLOSURE*VERIFY AMOUNT OF DUMPSTER IS SUFFICIENTTRANSFORMERTRANSFORMER 4'-0"
15'-0"
15'-0"

FRONT SETBACK
No.
888.456.5849 | ktgy.comPLACENTIA &16TH
20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025

UNIT ENTRY
LEGEND
PLAN 1
PLAN 1 - ALT
PLAN 2
0 8 1632Scale 1" = 16'
A1.00 SITE PLAN

OPEN SPACE

PRIVATE PATIO

ACCESSIBLE UNITA
-3-
267
W.

WH
T
R O
UP
17R
WHT
RO
UP
17R
UP
17R
T
.

O R
WHT
RO
UP
17R
UP
17R
T
W.H.

OR
W.

WH T
R O
UP
17R
WH
T
RO
UP
17R
UP
17R
T
.

O R
WH
T
RO
UP
17R
UP
17R
T
W.H.

OR
WH
T
RO
UP
17R
UP
17R
T
.

O R
WH T
R O
UP
17R
UP
17R
T
W.H.

OR
WH
T
RO
UP
17R
UP
17R
T
.

O RW. W.

WH
T
RO
UP
17R
UP
17R
T
.

O R
WH T
R O
UP
17R
UP
17R
T
W.H.

OR
WH
T
RO
UP
17R
UP
17R
T
.

O RW. W.

WHT
RO
UP
17R
UP
17R
T
.

O R
WH
T
R O
UP
17R
UP
17R
T
W.H.

OR
WHT
RO
UP
17R
UP
17R
T
.

O RW. W.

WHT
RO
UP
17R
UP
17R
T
.

O R
WH
T
R O
UP
17R
UP
17R
T
W.H.

OR
WHT
RO
UP
17R
UP
17R
T
.

O RW. W.
±165'
±368'
W.

P1
WH
T
R O
UP
17R
P1
WHT
RO
UP
17R
UP
17R
T RO
P2
.

P1
WHT
RO
UP
17R
UP
17R
TR O
P2
W.H.

W.

P1
WH T
R O
UP
17R
P1
WH
T
RO
UP
17R
UP
17R
T RO
P2
.

P1
WH
T
RO
UP
17R
UP
17R
TR O
P2
W.H.

P1
WH
T
RO
UP
17R
UP
17R
T RO
P2
.

P1
WH T
R O
UP
17R
UP
17R
TR O
P2
W.H.

P1
WH
T
RO
UP
17R
UP
17R
T RO
P2
.

W. W.

P1
WH
T
RO
UP
17R
UP
17R
T RO
P2
.

P1
WH T
R O
UP
17R
UP
17R
TR O
P2
W.H.

P1
WH
T
RO
UP
17R
UP
17R
T RO
P2
.W. W.

P1
WHT
RO
UP
17R
UP
17R
T RO
P2
.

P1
WH
T
R O
UP
17R
UP
17R
TR O
P2
W.H.

P1
WHT
RO
UP
17R
UP
17R
T RO
P2
.W. W.

P1
WHT
RO
UP
17R
UP
17R
T RO
P2
.

P1
WH
T
R O
UP
17R
UP
17R
TR O
P2
W.H.

P1
WHT
RO
UP
17R
UP
17R
T RO
P2
.W. W.

RESIDENTIAL
NOTE: WHEN COVERED OR PLACED ADJACENT

TO A BUILDING, FIRE SPRINKLERS MAY BE
REQUIRED.

CITY OF COSTA MESA
6" x 6" RAISED
CONC. CURB
4" CONC. SLAB
SLOPE

TO MAKE

EDGE FLUSH

W/ ADJOINING

SURFACE
3 1
2" HIGH RAISED
CONC.

EDGE OF SLAB

PROJECTENTRY
P
PLACENTIA AVE.BLDG 1
B600
BLDG 2
B600
BLDG 3
B500
BLDG 6
B600
BLDG 5
B600
BLDG 4
B500
UNIT 1UNIT 2UNIT 3UNIT 4UNIT 5UNIT 6UNIT 7UNIT 8UNIT 9UNIT 10UNIT 11UNIT 12UNIT 13UNIT 14UNIT 15UNIT 16UNIT 17 UNIT 34UNIT 33UNIT 32UNIT 31UNIT 30UNIT 29UNIT 28UNIT 27UNIT 26UNIT 25UNIT 24UNIT 23UNIT 22UNIT 21UNIT 20UNIT 19UNIT 18 P
P
P
P
P
P
P
P
P
P
P
P
P
No.
888.456.5849 | ktgy.comPLACENTIA &16TH
20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025

UNIT ENTRY
LEGEND
PLAN 1
PLAN 1 - ALT
PLAN 2
0 8 1632Scale 1" = 16'
A1.10 REFUSE PLAN
-4-
268
A2.00 B500 - 5-PLEX - PERSPECTIVES
No.
888.456.5849 | ktgy.comPLACENTIA &16TH
20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025
FRONT PERSPECTIVE OF BUILDING TYPE B-500
REAR PERSPECTIVE OF BUILDING TYPE B-500
-5-
269
T.O.

PLATE
FF
FF
9'-1" 9'-1"
T.O.

PLATE
FF
9'-1"
T.O.

PLATE
8'-0"

HEADER HEIGHT

HEADER HEIGHT
8'-0"

HEADER HEIGHT
8'-0"
±37'-11"

MAX BUILDING HEIGHT
W.

UP
17R
T
.

OR
UP
17R
T
W.H.

O R

MATERIAL LEGEND

1. STUCCO, LIGHT SAND FINISH

2. STUCCO O/ FOAM TRIM

3. VINYL WINDOWS

4. METAL DECK RAILING

5. METAL FALL PROTECTION RAILING

6. HORIZONTAL SIDING

7. FIBERGLASS ENTRY DOOR

8. ILLUMINATED ADDRESS SIGN

9. DECORATIVE LIGHT

10. METAL SECTIONAL GARAGE DOOR

11. ROOF MOUNTED AC UNITS
A2.10 B500 - 5-PLEX - ELEVATIONS
No.
888.456.5849 | ktgy.comPLACENTIA &16TH
20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025
3 3 - REAR 4 - LEFT
4 3
2 1
KEY BUILDING PLAN: 1/16" = 1'-0"
0 4 816Scale 1" = 8'
4 - LEFT
1- FRONT 2 - RIGHT
8 1
7 356
9 4
112
10 -6-
270
W.

UP
17R
T
.

O R
UP
17R
T
W.H.

OR
46'-0"
PLAN 1
84'-6 1/2"
PLAN 1
2'-0"
49'-0"
PLAN 1
ALT.

PLAN 2
1'-0"
PLAN 22'-7 1/2"
UP
17R
DN
17R
UP
17R
DN
17R
UP
17R
DN
17R
UP
17R
DN
17R
UP
17R
DN
17R
PLAN 1
82'-5"
PLAN 1
49'-0"
PLAN 1
ALT.

PLAN 2 PLAN 2
16'-0 1/2" 14'-5"8'-11"9'-7 1/2"
DN
17R
DN
17RDN
17R
DN
17R
DN
17R
PLAN 1
82'-5"
PLAN 1 PLAN 1
ALT.

PLAN 2 PLAN 2
49'-0"
17'-2" 14'-5"17'-5"

ROOF ACCESS
HATCH TYP.AC UNIT TYP.

No.
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20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025 0 4 816Scale 1" = 8' A2.20 B500 - 5-PLEX - BUILDING PLANS
No.
888.456.5849 | ktgy.comPLACENTIA &16TH
20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025

FIRST FLOOR

SECOND FLOOR

THIRD FLOOR

ROOF PLAN
-7-
271
A3.00 B600 - 6-PLEX - PERSPECTIVES
No.
888.456.5849 | ktgy.comPLACENTIA &16TH
20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025
FRONT PERSPECTIVE OF BUILDING TYPE B-600
REAR PERSPECTIVE OF BUILDING TYPE B-600
-8-
272
P1
WHT
RO
UP
17R
UP
17R
T
P2
.

O R
P1
WH
T
R O
UP
17R
UP
17R
T
P2
W.H.

OR
P1
WHT
RO
UP
17R
UP
17R
T
P2
.

O RW. W.

T.O.

PLATE
FF
FF
9'-1" 9'-1"
T.O.

PLATE
FF
9'-1"
T.O.

PLATE
8'-0"

HEADER HEIGHT

HEADER HEIGHT
8'-0"

HEADER HEIGHT
8'-0"
±37'-11"

MAX BUILDING HEIGHT

MATERIAL LEGEND

1. STUCCO, LIGHT SAND FINISH

2. STUCCO O/ FOAM TRIM

3. VINYL WINDOWS

4. METAL DECK RAILING

5. METAL FALL PROTECTION RAILING

6. HORIZONTAL SIDING

7. FIBERGLASS ENTRY DOOR

8. ILLUMINATED ADDRESS SIGN

9. DECORATIVE LIGHT

10. METAL SECTIONAL GARAGE DOOR

11. ROOF MOUNTED AC UNITS
A3.10 B600 - 6-PLEX - ELEVATIONS
No.
888.456.5849 | ktgy.comPLACENTIA &16TH
20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025
3 4
3 2
1 KEY BUILDING PLAN: 1/16" = 1'-0"
0 4 816Scale 1" = 8' No.
888.456.5849 | ktgy.comPLACENTIA &16TH
20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025
A3.10 B600 - 6-PLEX - ELEVATIONS
3 - REAR 4 - LEFT4 - LEFT
1- FRONT 2 - RIGHT
3 - REAR
8 1
7 356
9 4
112
10 -9-
273
WHT
RO
UP
17R
UP
17R
T
.

O R
WH
T
R O
UP
17R
UP
17R
T
W.H.

OR
WHT
RO
UP
17R
UP
17R
T
.

O RW. W.
46'-0"
PLAN 1
100'-11 1/2"
PLAN 1
2'-0"
49'-0"
PLAN 2PLAN 2
1'-0"
PLAN 2PLAN 12'-1 1/2"
UP
17R
DN
17R
UP
17R
DN
17R
UP
17R
DN
17R
UP
17R
DN
17R
UP
17R
DN
17R
UP
17R
DN
17R
PLAN 1
98'-10"
PLAN 1
49'-0"
PLAN 2 PLAN 2
16'-0 1/2" 14'-5"
PLAN 2 PLAN 1
8'-11"9'-7 1/2"
DN
17R
DN
17RDN
17R
DN
17R
DN
17R
DN
17R
98'-10"
49'-0"
PLAN 1PLAN 1PLAN 2 PLAN 2PLAN 2 PLAN 1
13'-11"17'-2"17'-5"

ROOF ACCESS
HATCH TYP.AC UNIT TYP.

No.
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20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025 0 4 816Scale 1" = 8' A3.20 B600 - 6-PLEX - BUILDING PLANS
No.
888.456.5849 | ktgy.comPLACENTIA &16TH
20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025

FIRST FLOOR

SECOND FLOOR

THIRD FLOOR
A3.20 B600 - 6-PLEX - BUILDING PLANS
No.
888.456.5849 | ktgy.comPLACENTIA &16TH
20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025

ROOF PLAN
-10-
274
WH
T
RO
UP
17R
UP
17R
T
W.H.

O R
UP
17R
DN
17R
UP
17R
DN
17R
DN
17R
DN
17R
46'-0"
45'-0"
50'-0"
2'-6" 2'-6"
1'-0"
16'-3" 16'-1"

FIRST FLOOR
PLAN 1PLAN 2
16'-9" 16'-1"

SECOND FLOOR
PLAN 1PLAN 2
16'-1"
PLAN 1

THIRD FLOOR
33'-0"33'-0"33'-0"
49'-6"
48'-0"
11'-10" x 14'-3"

PRIMARY
SUIITE
10'-1" x 11'-2"
BED 2
BATH 2

PRIMARY
BATH
W/D
10'-0" x 10'-4"
BED 3
BATH 3
15'-6" x 5'-0"
DECK
15'-6" x 10'-3"
LIVING
10'-5 1/2" x 44'-3"
GARAGE
ENTRY
15'-8" x 9'-4"
LIVING
10'-1" x 10'-4"
BED 3
BATH 3
16'-0" x 5'-0"
DECK
20'-5" x 20'-4"
GARAGE
ENTRY
PDR
LIN.
3 BED / 3 BATHS4 BED / 4 BATHS
16'-9"
PLAN 2

PRIMARY
SUIITE

PRIMARY
BATH
WIC
W/D
10'-4" x 10'-6"
BED 2
BATH 2
WIC
WIC
LIN.

COA.
15'-8" x 12'-0"
PLAN 1 SQUARE FOOTAGE

NET GROSS
1ST FLOOR 92 SQ. FT. 106 SQ. FT.
2ND FLOOR 668 SQ. FT. 708 SQ. FT.
3RD FLOOR 671 SQ. FT. 730 SQ. FT.

TOTAL LIVING1432 SQ. FT.1544 SQ. FT.

GARAGE 505 SQ. FT.

DECK 78 SQ. FT.

PATIO SEE A0.10 PRIVATE OPEN SPACE
COVERED PORCH22 SQ. FT.

PLAN 2 SQUARE FOOTAGE

NET GROSS
1ST FLOOR 337 SQ. FT. 361 SQ. FT.
2ND FLOOR 658 SQ. FT. 699 SQ. FT.
3RD FLOOR 671 SQ. FT. 716 SQ. FT.

TOTAL LIVING1667 SQ. FT.1777 SQ. FT.

LIVE - WORK285 SQ. FT.

GARAGE 457 SQ. FT.

DECK 80 SQ. FT.

PATIO SEE A0.10 PRIVATE OPEN SPACE
COVERED PORCH26 SQ. FT.
2'-0"1'-0"
49'-0"
49'-0"
49'-0"
9'-7 1/2"
9'-10" x 17'-11"

KITCHEN/DINING
10'-0" x 17'-10"

KITCHEN/DINING
7'-0"
PATIO
8'-0"
PATIO
14'-5"16'-0 1/2" 8'-11"
FAU
FAU
10'-5" x 15'-4"

LIVE / WORK
No.
888.456.5849 | ktgy.com PLACENTIA &16TH
20250067

WARMINGTON DESIGN ENTITLEMENT
COSTA MESA, CA Plot Date: 12/4/2025
A4.00UNIT PLAN- PLANS 1 & 2
0 2 4 8 Scale 1" = 4'
-11-
275
WH
T
RO
UP
17R
3 BED / 3 BATHS
PLAN 1 - ALT SQUARE FOOTAGE

NET GROSS
1ST FLOOR 92 SQ. FT. 106 SQ. FT.
2ND FLOOR 668 SQ. FT. 708 SQ. FT.
3RD FLOOR 671 SQ. FT. 730 SQ. FT.

TOTAL LIVING1432 SQ. FT.1544 SQ. FT.

GARAGE 606 SQ. FT.

DECK 78 SQ. FT.

PATIO SEE A0.10 PRIVATE OPEN SPACE
COVERED PORCH22 SQ. FT.
7'-0"
45'-0"
49'-6"
2'-0"
16'-1"
PLAN 1-ALT
10'-5 1/2" x 44'-3"
GARAGE
No.
888.456.5849 | ktgy.com PLACENTIA &16TH
20250067

WARMINGTON DESIGN ENTITLEMENT
COSTA MESA, CA Plot Date: 12/4/2025
A4.10UNIT PLAN- PLANS 1-ALT
0 2 4 8 Scale 1" = 4'
-12-
276
No.
888.456.5849 | ktgy.comPLACENTIA &16TH
20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025
A5.00 COLOR & MATERIAL BOARD

ENTRY DOOR I
SW 7020 BLACK FOX
STUCCO BODY 1, LIGHT SAND FINISH
SW 7631 CITY LOFT
STUCCO BODY 2, LIGHT SAND FINISH
SW 0024 CURIO GRAY
STUCCO BODY 3, LIGHT SAND FINISH
SW 6102 PORTABELLO

METAL DECK RAILING
SW 7069 IRON ORE

HORIZONTAL SIDING & TRIM
SW 9654 TAIGA

METAL SECTIONAL GARAGE DOOR I
SW 7026 GRIFFIN
1- FRONT 2 - REAR
G
ED
F
AC
HB

VINYL WINDOW
WHITE

METAL SECTIONAL GARAGE DOOR I
SW 7675 SEALSKIN
I J

ENTRY DOOR II
SW 0038 LIBRARY PEWTER
-13-
277
±37'-11"

MAX BUILDING HEIGHT

LINE OF SITE
±37'-11"

MAX BUILDING HEIGHT

LINE OF SITE

LINE OF SITE
±37'-11"

MAX BUILDING HEIGHT

LINE OF SITE
±37'-11"

MAX BUILDING HEIGHT
No.
888.456.5849 | ktgy.comPLACENTIA &16TH
20250067

WARMINGTONDESIGN ENTITLEMENT
COSTA MESA, CAPlot Date: 12/4/2025
A6.00 VISIBILITY DIAGRAM
B500 - FRONT ELEVATION - VISIBILITY DIAGRAM
0 4 816Scale 1" = 8'
B500 - RIGHT ELEVATION - VISIBILITY DIAGRAM
B600 - FRONT ELEVATION - VISIBILITY DIAGRAM B600 - RIGHT ELEVATION - VISIBILITY DIAGRAM

AC UNITS

AC UNITS

AC UNITS

AC UNITS
-14-
278
W.

P1
WH T
R O
UP
17R
P1
WHT
RO
UP
17R
UP
17R
T RO
P2
.

P1
WHT
RO
UP
17R
UP
17R
TR O
P2
W.H.

W.

P1
WH T
R O
UP
17R
P1
WHT
RO
UP
17R
UP
17R
T RO
P2
.

P1
WHT
RO
UP
17R
UP
17R
TR O
P2
W.H.

P1
WHT
RO
UP
17R
UP
17R
T RO
P2
.

P1
WH T
R O
UP
17R
UP17R
TR O
P2
W.H.

P1
WHT
RO
UP
17R
UP
17R
T RO
P2
.W. W.

P1
WHT
RO
UP
17R
UP
17R
T RO
P2
.

P1
WH T
R O
UP
17R
UP
17R
TR O
P2
W.H.

P1
WHT
RO
UP
17R
UP
17R
T RO
P2
.W. W.

P1
WHT
RO
UP
17R
UP
17R
T RO
P2
.

P1
WH T
R O
UP
17R
UP
17R
TR O
P2
W.H.

P1
WHT
RO
UP
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CITY OF COSTA MESA
Agenda Report
77 Fair Drive
Costa Mesa, CA 92626
File #: 25-602 Meeting Date: 1/20/2026
TITLE:

COMPENSATION, CLASSIFICATION AND STAFFING UPDATES AND ADOPTION OF THE

MEMORANDUM OF UNDERSTANDING (MOU) AND SALARY RESOLUTIONS BETWEEN THE

CITY OF COSTA MESA (CITY) AND THE COSTA MESA CITY EMPLOYEES ASSOCIATION (CMCEA), COSTA MESA DIVISION MANAGERS ASSOCIATION (CMDMA), CONFIDENTIAL

MANAGEMENT UNIT, CONFIDENTIAL UNIT, EXECUTIVE EMPLOYEES, PART TIME

EMPLOYEES AND POLICE RECRUITS
DEPARTMENT: CITY MANAGER’S OFFICE- HUMAN RESOURCES DIVISION PRESENTED BY: KASAMA LEE, HUMAN RESOURCES MANAGER
CONTACT INFORMATION: KASAMA LEE, HUMAN RESOURCES MANAGER (714) 754- 5169
RECOMMENDATION:

Staff recommends the City Council:

1. Approve and adopt the Memorandum of Understanding between the City of Costa Mesa and CMCEA (Attachment 1); and

2. Approve and adopt Resolutions Number 2026-xx establishing the Senior Community Services Specialist, Lead Community Services Specialist, Senior Property and Evidence Specialist, Senior Civilian Investigator and Fairview Park Senior Maintenance Technician classifications and revising pay ranges for Community Outreach Supervisor (Attachment 2); and

3. Approve and adopt Resolution Number 2026-XX revising pay ranges for Neighborhood Improvement Manager, Recreation Manager, Public Affairs Manager, Assistant Development Services Director and renaming the Community Improvement Manager, Planning and Sustainable Development Manager and Telecommunications Manager classifications and updating benefits information for the CMDMA (Attachment 3); and

4. Approve and adopt Resolution Number 2026-XX updating benefits information for the Confidential Management Unit (Attachment 4); and

5. Approve and adopt Resolution Number 2026-XX revising benefits information for the Confidential Unit (Attachment 5); and

6. Approve and adopt Resolution Number 2026-XX revising pay ranges for City Manager, Police Chief, Fire Chief, Deputy Police Chief and Assistant Fire Chief and benefits information for Executive Employees (Attachment 6); and

7. Approve and adopt Resolution Number 2026-XX revising pay ranges for Video Production Aide and Reserve Public Safety Dispatcher and updating benefits information for Part Time

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Aide and Reserve Public Safety Dispatcher and updating benefits information for Part Time employees (Attachment 7); and

8. Approve and adopt Resolution Number 2026-XX revising pay ranges for Police Recruits (Attachment 8); and

9. Authorize and approve staffing for following full-time position: Office Specialist II (Confidential) in the City Clerk’s Division of the City Manager’s Department; and

10.Authorize the City Manager and members of the City’s Negotiation Team to execute the MOU.

BACKGROUND:

Negotiations with CMDMA were completed in 2024 and agreed upon provisions were included in Resolution No. 2024-49 approved by the City Council on November 19, 2024. These provisions also apply to non-represented employees in the Confidential Management Unit and Executive employees.

The current Agreement for a Successor MOU for CMCEA was approved by the City Council on June 17, 2025 and the MOU is scheduled to expire on June 30, 2026. Provisions of the agreement also apply to non-represented employees in the Confidential Management Unit.

CMCEA’sMOU/Agreement includes language stating “theparties agree that either side can propose MOU language to clean up provisions which are either outdated or in need of modification. Any language changes must be mutually agreeable.” CMDMA also agreed to update language to clean up any necessary provisions.

The MOU/Resolutions required some language updates to provide additional clarity and to comply with Public Employees’Retirement Law (PERL), Public Employees’Pension Reform Act of 2013 (PEPRA), Government Code, Title 2 of the California Code of Regulations (CCR).

The Human Resources Division collaborated with each unit’snegotiation team regarding updated language which resulted in a new MOU (Attachment 1) for CMCEA which incorporated the provisions of the Agreement for Successor MOU and applicable existing language from the prior MOU and side letters and updated Resolutions (Attachments 2-8) for CMCEA, CMDMA and unrepresented employees.

The Human Resources Division, in collaboration with Department management and the employee groups, is also recommending various classifications, compensation and staffing adjustments for CMCEA, CMDMA and unrepresented classifications based upon negotiated provisions and management recommendations to support organizational needs ANALYSIS:

Language Updates
Pursuant to Government Code (Gov.) Section 20636 “compensationearnable”for CalPERS “Classic Members”is defined as the pay rate and special compensation of the member. Government Code sections 20636(c) further specify that special compensation includes any payment received for special skills, knowledge, abilities, work assignment, workdays or hours, or other wok conditions.

Gov Code section 7522.34 and CCR section 571.1 defines “pensionablecompensation”for CalPERS

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“New (PEPRA) Members”.

CCR Section 571 also requires all items of special compensation be contained in a written labor policy or agreement that has been adopted by the employer’s governing body and include the conditions for payment for the special compensation item and cannot reference another document in lieu of disclosing the item of special compensation. Examples of “specialcompensation”include, but are not limited to, special assignment pay, holiday pay, bilingual pay, recruitment and retention incentive pay, and certification and education pay.

Employees who are planning to retire often submit formal requests for a retirement estimate through CalPERS. During this process, CalPERS often conducts a compensation/compliance review and will notify the employee and employer of any special compensation items that the employer has reported to CalPERS during the employee’sfinal compensation period that CalPERS believes does not meet the criteria per CCR Section 571. This provides the employer with an opportunity to submit additional or updated language to CalPERS for additional consideration prior to the employee’s official retirement. Once an employee officially retires, CalPERS performs another compensation/compliance review and will notify the retiree and employer if any reported compensation does not meet the criteria per CCR Section 571. The employer/retiree would then need to officially file an appeal for reconsideration. If, during the appeal process, it is determined that the special compensation did not meet the criteria, then the special compensation is removed from the retirees retirement benefit.

Special compensation has been negotiated in good faith with the City’sbargaining units. To avoid special compensation from being removed from an employee’s retirement benefit, the City has updated language in the MOUs to ensure compliance with the applicable PERL, PEPRA and CCR sections. As special compensation cannot be referenced in another document, the applicable special compensation provisions have been included in updated salary resolutions for unpresented employees.

Additional language updates were made to clean up provisions that were outdated and/or needed modification with agreement from the associations.

CMCEA Compensation, Classification and Staffing Updates The CMCEA MOU contains a provision for CMCEA to request up to five (5) compensation inequity studies each year. This allows for at least five (5) classifications in this bargaining unit to be analyzed by Human Resources to identify whether there are discrepancies in compensation relative to the prevailing market. A classification update may also be needed based on the duties and functions being performed by the incumbent(s). Classification studies may also result in a recommendation to adjust compensation. For 2024, CMCEA requested classification studies for Community Services Specialist, Property & Evidence Specialist and Maintenance Worker (Parks and Community Services). Due to the complexity of the studies, the City retained Gallagher Consulting to conduct the classification studies for Community Services Specialist and Property & Evidence Specialist.

The Community Services Specialist classification encompasses several different assignment areas including Police Department front desk, field investigations, special investigations and discovery.

Due to the training and experience necessary for some of the assignments, Gallagher recommended expanding this classification into a series to include Community Services Specialist and Senior Community Services Specialist. This flexibly staffing model is commonly used in other mid-to-large

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Community Services Specialist. This flexibly staffing model is commonly used in other mid-to-large police departments and would provide the Department the ability to acknowledge employees who have developed additional training and experience and align assignments accordingly. Gallagher also indicated that duties related to special investigations overlap with the city’sCivilian Investigator classification. While the study did not reveal that the incumbent was performing the full duties of the current Civilian Investigator classification, they recommended expanding the Civilian Investigator classification into a series to include Civilian Investigator and Senior Civilian Investigator with the current Civilian Investigator classification being retitled to Senior Civilian Investigator and creating a lower level Civilian Investigator classification similar to the restructure of the Community Services Specialist classification series. The Human Resources Division and CMCEA concurs with this recommendation.

After a review of the consultant’srecommendation, the Police Department also recommended the creation of a Lead Community Services Specialist classification. One of the assignments of the Community Services Specialist includes supervision of several Police Cadets and this incumbent can often serves as a trainer and/or “lead”to other Community Services Specialists. Due to these additional duties performed, the Human Resources Division and CMCEA concur with this recommendation.

The new Senior Community Services Specialist pay range will be set at approximately 6.2% above the current Community Services Specialist pay range and the new Lead Community Services Specialist pay range will be set approximately 6.2% above the new Senior Community Services Specialist. The new Civilian Investigator classification will be aligned with the Senior Community Services Specialist pay range.

The Property & Evidence Specialists are responsible for managing the receipt, storage, documentation and disposal of property and evidence collected by the Police Department. Due to the level of responsibility and/or detail involved in performing the tasks, Gallagher recommended expanding this series to include a Property & Evidence Specialist and Senior Property & Evidence Specialist. This flexibly staffing model is commonly used in other mid-to-large police departments and would provide the Department the ability to place tenured staff, who perform the full scope of work of the position and provide training to lower-level staff, in the Senior level of the series. The Human Resources Division and CMCEA concurs with this recommendation. The new Senior Property & Evidence Specialist pay range will be set at approximately 7.5% above the current Property & Evidence Specialist pay range.

The Human Resources Division studied the Maintenance Worker/Senior Maintenance Worker classification in the Parks and Community Services Department. The Maintenance Worker in the Parks and Community Services Department oversees and coordinates the activities of Farview Park which include monitoring water quality, safety and trail clearance and coordination with staff.

Contractors and the public regarding Fairview Park. The general Maintenance Worker/Senior Maintenance Worker classification is generally used in the Public Works Department. The Human Resources Division recommends creation of a Senior Fairview Park Maintenance Technician to recognize the increased technical and complex nature of the duties associated with Fairview Park.

CMCEA concurs with this recommendation. The new Senior Fairview Park Maintenance Technician pay range will be set at approximately 5% above the current Senior Maintenance Worker pay range.

The Human Resources Division is also recommending an approximate 22.4% adjustment for the

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The Human Resources Division is also recommending an approximate 22.4% adjustment for the Community Outreach Supervisor position to address a compaction issue with the Management Analyst/Senior Management Analyst classification which it supervises. This adjustment will provide for a minimum of 5% differential with the classification’ssubordinates which aligns with City policy and classification best practices.

CMDMA Compensation and Classification Updates
As a result of the 2024 negotiations with CMDMA, the City also agreed to conduct a market analysis study in 2025 for various classifications resulting in recommended market and internal alignment approximate adjustments for the following classifications;

1. Neighborhood Improvement Manager - 21.0%

2. Recreation Manager - 11.43%

3. Public Affairs Manager - 5.35%
The Human Resources Division is also recommending a 4.09% adjustment for the Assistant Development Services Director position to address a compaction issue with the Planning Manager classification. This adjustment will provide for a minimum of 5% differential with the classification’s subordinates, which aligns with City policy and classification best practices In addition to the market adjustments, the Human Resources Division received requests to retitle Community Improvement Manager to Code Enforcement Manager, Planning and Sustainable Development Manager to Planning Manager and Telecommunications Manager to Emergency Communications Manager in order to better align the position title with the duties being performed.

The Human Resources Division and CMDMA and Department management support and concur with the recommendation.

Executive Compensation Updates
The Human Resources Division is also recommending adjustments to the salary and benefits for the Deputy Police Chief, Police Chief, Assistant Fire Chief and Fire Chief classifications to address compaction issues with the Police Captain position and to address internal alignment. These adjustments include a 6% pay range adjustment for the Deputy Police Chief and Assistant Fire Chief classifications and a 2% pay range adjustment for the Police Chief and Fire Chief classifications and addition of 12.5% Longevity (Recruitment and Retention Incentive) Pay for the Police Chief and Fire Chief.

The updated Executive Resolution also includes updates to the City Manager classification salary and benefits to align with the provisions of the recently approved contract for the new City Manager.

Part-Time Compensation Updates
On September 17, 2024, the City Council approved a new part-time classification of Reserve Senior Public Safety Dispatcher as part of the efforts to recruit and retain public safety dispatchers. When the CMCEA Agreement for a Successor Memorandum of Understanding was approved, those provisions also applied to any part-time employee in a CMCEA classification. As such, the 2% salary increase applied to the lower-level, part-time Public Safety Dispatcher position, but was not applied to the Reserve Public Safety Dispatcher position as the new position is not tied to CMCEA.

The Human Resources Division is recommending the current and future salary adjustments for

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The Human Resources Division is recommending the current and future salary adjustments for CMCEA be applied to the Reserve Public Safety Dispatcher position in order to maintain alignment within the classification series.

A salary adjustment for the Video Production Aide classification is also being recommended as the salary range for this classification has not been updated since 2019 other than application of the minimum wage rate (currently $16.50 per hour). The recommended salary range will align with the Intern classification (currently $23.00 - $27.96 per hour).

Police Recruit Compensation Updates
On August 6, 2024, the City Council approved a new resolution converting Police Recruits to full-time status and aligning applicable benefits from the Costa Mesa Police Association (CMPA) MOU to the position. This resolution includes a provision to maintain a 16.30% salary differential with Step 1 of the Police Officer classification. The 4% CMPA salary range adjustment approved by City Council was also applied to Police Recruit but needs to be administratively updated on the salary resolution as well.

Staffing Updates for the City Clerk’s Division
The City Clerk’s Division currently utilizes part-time Office Specialists and Interns to staff the Concierge desk. This Concierge assignment provides employees and interns with a great introduction to City Hall and municipal government operations as the position interacts all departments and deals with a wide variety of public inquiries. However, most employees eventually desire full-time employment which results in high turnover for the position as employees quickly seek full-time employment in other City Departments or other agencies. This high turnover results in the City Clerk’s Division having to constantly train new employees. The City Clerk’s Division has requested to convert two part-time Concierge positions to one full-time Office Specialist II (Confidential) position.

ALTERNATIVES:

The parties to these agreements/resolutions considered a variety of issues in the context of good faith negotiations in accordance with Government Code Section 3500, et seq. (Meyer-Milias-Brown Act). These agreements/resolutions represent the successful conclusion of labor negotiations and/or discussions in addition to updating language for required compliance with the PERL, PEPRA, Gov.

Code and CCR, and alternatives need not be considered as a result of collaborative efforts expended.

Do not approve the staff recommendation(s) regarding compensation and/or staffing updates and direct staff accordingly.

FISCAL REVIEW:

Click or tap here to enter text.

LEGAL REVIEW:

The City’s special counsel, Liebert Cassidy Whitmore (LCW) and City Attorney’s Office have reviewed the agreements and this report and approved them as to form.

CITY COUNCIL GOALS AND PRIORITIES:

The proposed Agreements support the City’sStrategic Plan Goals to Recruit and Retain High Quality

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Staff and Strengthen the Public’s Safety and Improve the Quality of Life.

CONCLUSION:

Staff recommends the City Council:

1. Approve and adopt the Memorandum of Understanding between the City of Costa Mesa and CMCEA (Attachment 1); and

2. Approve and adopt Resolutions Number 2026-xx establishing the Senior Community Services Specialist, Lead Community Services Specialist, Senior Property and Evidence Specialist, Senior Civilian Investigator and Fairview Park Senior Maintenance Technician classifications and revising pay ranges for Community Outreach Supervisor (Attachment 2); and

3. Approve and adopt Resolution Number 2026-XX revising pay ranges for Neighborhood Improvement Manager, Recreation Manager, Public Affairs Manager, Assistant Development Services Director and renaming the Community Improvement Manager, Planning and Sustainable Development Manager and Telecommunications Manager classifications and updating benefits information for the CMDMA (Attachment 3); and

4. Approve and adopt Resolution Number 2026-XX updating benefits information for the Confidential Management Unit (Attachment 4); and

5. Approve and adopt Resolution Number 2026-XX revising benefits information for the Confidential Unit (Attachment 5); and

6. Approve and adopt Resolution Number 2026-XX revising pay ranges for City Manager, Police Chief, Fire Chief, Deputy Police Chief and Assistant Fire Chief and benefits information for Executive Employees (Attachment 6); and

7. Approve and adopt Resolution Number 2026-XX revising pay ranges for Video Production Aide and Reserve Public Safety Dispatcher and updating benefits information for Part Time employees (Attachment 7); and

8. Approve and adopt Resolution Number 2026-XX revising pay ranges for Police Recruits (Attachment 8); and

9. Authorize and approve staffing for following full-time position: Office Specialist II (Confidential) in the City Clerk’s Division of the City Manager’s Department; and

10.Authorize the City Manager and members of the City’s Negotiation Team to execute the MOU.

289
1 MEMORANDUM

OF UNDERSTANDING
Bet
ween The Representative of the
Costa Mesa City Employees Association
And the City of Costa Mesa

2025
2026

ATTACHMENT 1
290
2 CMCEA

TABLE OF CONTENTS

CHAPTER 1 - INTRODUCTION ................................................................................................................ 5 ARTICLE 1 - RECOGNITION/PREAMBLE ......................................................................................... 5 ARTICLE 2 - TERM OF AGREEMENT ................................................................................................ 6 CHAPTER 2 - COMPENSATION ............................................................................................................... 6 ARTICLE 3 - SALARIES AND WAGES ............................................................................................... 6

3.1 - BASE SALARY .......................................................................................................................... 6

3.2 - MERIT SALARY ADVANCEMENT ........................................................................................ 6

3.3 - LABOR MARKETPLACE ......................................................................................................... 7 ARTICLE 4 – ADDITIONAL COMPENSATION ................................................................................. 7

4.1 - BILINGUAL PAY ....................................................................................................................... 7

4.2 - MATRON PAY ........................................................................................................................... 8

4.3 - “EMD” CERTIFICATION PAY ................................................................................................. 8

4.4 - STANDBY PAY .......................................................................................................................... 8

4.5 - COURT STANDBY PAY ........................................................................................................... 9

4.6 - SHIFT ASSIGNMENT PAY EXCEPT FOR TELECOMMUNICATIONS BUREAU ............. 9

4.7 – SHIFT ASSIGNMENT PAY TELECOMMUNICATIONS BUREAU ..................................... 9

4.8 – SHORTHAND ASSIGNMENT PAY ......................................................................................... 9

4.9 – CLASS A and B LICENSE INCENTIVE PAY ....................................................................... 10

4.10 – MOVE UP PAY ...................................................................................................................... 11

4.11 – SAFETY SHOE ALLOWANCE ............................................................................................ 11

4.12 – TRAINING ASSIGNMENT PAY TELECOMMUNICATIONS BUREAU ......................... 11

4.13 – UNIFORM MAINTENANCE ALLOWANCE ...................................................................... 11

4.14 – DEFERRED COMPENSATION MATCH ............................................................................. 11

4.15 – RECRUITMENT AND RETENTION BONUS ..................................................................... 11 ARTICLE 5 - CLASSIFICATION AND COMPENSATION ............................................................... 12

5.1 - REQUEST FOR STUDIES ....................................................................................................... 12

5.2 - NEW CLASSIFICATIONS ....................................................................................................... 12 ARTICLE 6 - HOURS WORKED ......................................................................................................... 12

6.1 - OVERTIME ............................................................................................................................... 12

6.2 - COMPENSATORY TIME OFF ................................................................................................ 13

6.3 - CALL BACK DUTY ................................................................................................................. 13

6.4 - CALL RESPONSE DURING LUNCH PERIODS ................................................................... 14

6.5 - DAY-FOR-DAY EXCHANGE OF WORK SHIFTS ............................................................... 14

6.6 - SHIFT TRADING ..................................................................................................................... 14

6.7 - ATTENDANCE ......................................................................................................................... 14 291
3 ARTICLE 7 – WORKWEEK AND WORK SCHEDULES .................................................................. 14

7.1 – WORKWEEK ........................................................................................................................... 14

7.2 – WORK SCHEDULE ................................................................................................................. 15

7.3 – SHIFT COVERAGE FOR TELECOMMUNICATIONS DIVISION ...................................... 15 CHAPTER 3 - BENEFITS ......................................................................................................................... 15 ARTICLE 8 – HEALTH INSURANCE AND RETIREE MEDICAL BENEFIT PROGRAM ............ 15

8.1 – IRS SECTION 125 BENEFIT PLAN ....................................................................................... 15

8.2 – MANDATORY BENEFITS ..................................................................................................... 15

8.3 – PUBLIC EMPLOYEES’ MEDICAL AND HOSPITAL CARE ACT ....................................... 16

8.4 – CONTRIBUTION AMOUNT .................................................................................................. 16

8.5 – QUALIFICATION FOR FLEX CONTRIBUTION ................................................................. 16

8.6 – RETIRED EMPLOYEES MEDICAL PROGRAM .................................................................. 17 ARTICLE 9 – RETIREMENT ............................................................................................................... 17

9.1 – CALPERS ................................................................................................................................. 17

9.2 – CALPERS CONTRACT ........................................................................................................... 19 ARTICLE 10 – TUITION REIMBURSEMENT AND PROFESSIONAL DEVELOPMENT ............. 20

10.1 – TUITION REIMBURSEMENT.............................................................................................. 20

10.2 – PROFESSIONAL DEVELOPMENT ..................................................................................... 20 CHAPTER 4 – LEAVES OF ABSENCE ................................................................................................... 20 ARTICLE 11 – LEAVES ....................................................................................................................... 20

11.1 – VACATIONS .......................................................................................................................... 20

11.2 – SICK LEAVE .......................................................................................................................... 22

11.3 – ENTITLEMENT TO VACATION AND SICK LEAVE ....................................................... 24

11.4 – LEAVES OF ABSENCE WITH OR WITHOUT PAY .......................................................... 25

11.5 – LEAVE FOR NON OCCUPATION INJURY OR ILLNESS ................................................ 25

11.6 – CATASTROPHIC ILLNESS LEAVE .................................................................................... 26

11.7 – MILITARY LEAVES ............................................................................................................. 26

11.8 – SCHOOL ACTIVITY LEAVE ............................................................................................... 27

11.9 – REPORTING ABSENCES ..................................................................................................... 27

11.10 – BEREAVEMENT LEAVE ................................................................................................... 27

11.11 – HOLIDAY LEAVE ............................................................................................................... 27

11.12 – JURY DUTY ......................................................................................................................... 29

11.13 – INDUSTRIAL ACCIDENT LEAVE .................................................................................... 30

11.14 – FAMILY AND MEDICAL CARE LEAVE ......................................................................... 33 ARTICLE 12 – PROBATIONARY PERIOD - DISPATCHER ............................................................ 33 CHAPTER 5 – EMPLOYER-EMPLOYEE RELATIONS ........................................................................ 33 ARTICLE 13 - GRIEVANCES .............................................................................................................. 33

13.1 – DEFINITION OF A GRIEVANCE ........................................................................................ 33 292
4 13.2 – GRIEVANCE PROCEDURE ................................................................................................. 33 ARTICLE 14 - DISCIPLINE ................................................................................................................. 35

14.1 – BASIS FOR DISCIPLINE ...................................................................................................... 35

14.2 – TYPES OF DISCIPLINE ........................................................................................................ 37

14.3 – NOTICES ................................................................................................................................ 38

14.4 – EMPLOYEE’S RESPONSE ................................................................................................... 38

14.5 – APPEAL PROCEDURE ......................................................................................................... 39 ARTICLE 15 – LAYOFF PROCEDURES ............................................................................................ 42

15.1 – PURPOSE ............................................................................................................................... 42

15.2 – PROCEDURE ......................................................................................................................... 42 ARTICLE 16 – UNIFORM APPLICATION OF RULES ..................................................................... 44 ARTICLE 17 – COST OF SERVICES .................................................................................................. 44

17.1 – POLICY .................................................................................................................................. 44

17.2 – CONTRACTING OUT ........................................................................................................... 44 ARTICLE 18 – TEMPORARY EMPLOYMENT IN CMCEA-REPRESENTED POSITIONS .......... 45 ARTICLE 19 – LABOR MANAGEMENT DISCUSSIONS ................................................................ 45 ARTICLE 20 - SUPERVISORY JOB CLASSIFICATIONS ................................................................ 45 ARTICLE 21 - PERSONNEL RULES AND REGULATIONS ............................................................ 45 ARTICLE 22 – BENEFIT REVIEW COMMITTEE ............................................................................. 45 APPENDIX A .......................................................................................................................................... 47 293
5 CHAPTER 1 – INTRODUCTION

ARTICLE 1 - RECOGNITION/PREAMBLE

1.1 By resolution of the City Council of the City of Costa Mesa and pursuant to the provisions of the Meyers-Milias-Brown Act, s ection 3500 et. s eq. of the California Government Code, the City of Costa Mesa (hereinafter called the "City") has recognized the Costa Mesa City Employees Association (hereinafter referred to as “Association” or "CMCEA") as the exclusive representative and agent for collective bargaining for the employees in job classifications set forth herein. The Association and the City are the Parties to this agreement and are jointly recognized herein below as "The Parties."

1.2 This Memorandum of Understanding (MOU) has been prepared by representatives of the City and representatives of CMCEA who have met and conferred in good faith, examining a number of proposals and counter proposals concerning wages, hours of employment, fringe benefits and other terms and conditions of employment for the employees of the City as defined in Section 1.1 herein.

1.3 It is the mutual understanding of the City and Association that this MOU shall be submitted to the Costa Mesa City Council with the joint recommendation of the parties that this MOU be adopted, and that said City Council will take such other action as may be needed to implement its provisions.

1.4 The wages, hours and other terms and conditions of employment specifically referenced in this MOU shall remain in effect unless and until modified, amended or deleted by means of future meet and confer processes, including impasse resolution procedures. If a tribunal of competent jurisdiction holds that any part of this MOU is found to be insufficient, in conflict or inconsistent with other laws, regulations or the obligations of the Parties as defined herein, or is otherwise held to be invalid, unlawful or unenforceable, such part or provision, and only such part or provision shall be severed from this MOU or shall be suspended or superseded by such applicable laws and regulations. To the extent that the implementation thereof falls within the scope of representation, it shall be controlled by the provisions of Government Code s ection 3500, et seq.

1.5 For the term of this MOU, neither party shall be compelled to meet and confer with the other concerning any issue expressly provided for in this MOU. Each Party to this MOU hereby expressly waives its right to demand that the other Party meet and confer concerning any issue expressly covered herein.

However, nothing in this MOU shall prohibit these Parties from meeting and conferring over any issue provided for in this MOU.

1.6 Continuous uninterrupted and efficient service to the City of Costa Mesa by the City and its employees, and orderly employer -employee relations are essential considerations of this MOU.

Accordingly, CMCEA agrees on behalf of itself and its members, individually and collectively, that there shall not be any strikes, non-informational picketing, boycotting, work stoppages, slow-down strikes or any other concerted job actions or by refusal to render services, including overtime or any other curtailment or restriction of work and services at any time.

1.7 CMCEA recognizes its duty and obligation to comply with the provisions of Section 1.6 of this MOU and to make every reasonable effort to assure that all employees covered by this MOU simi larly do so. In the event of any concerted activity by employees in violation of the provisions or intent of Section

1.6, CMCEA hereby agrees to direct its members to cease said action or conduct forthwith. No employee covered by this MOU shall be entitled to any benefits or wages whatsoever while engaged in activities prohibited by Section 1.6.

1.8 All rights to manage, organize, direct and control the City's business, including all of the terms and conditions of the employment of any employee of the City, which are not expressly limited, modified, amended or eliminated by this or any other MOU, are retained exclusively by the City and its management 294
6 personnel. City Management also retains exclusive jurisdiction over any residual portions of any managerial rights which have in part been limited, modified or amended by this MOU.

1.9 During the term of this MOU, the parties agree either side can propose MOU language to clean up provisions which are either outdated or in need of modification. Any language changes must be mutually agreeable.

ARTICLE 2 - TERM OF AGREEMENT

2.1 The term of this MOU will commence on July 1, 2025, and will expire on June 30, 2026.

CHAPTER 2 – COMPENSATION

ARTICLE 3 - SALARIES AND WAGES

3.1 BASE SALARY

Employees covered by this MOU shall be compensated at the monthly base salary rates established for their classification under the Basic Pay Schedule per City Council resolution. An employee occupying a position in the classified service shall be compensated within the range established for his or her position as provided in Rule 6 of the Personnel Rules and Regulations. The minimum rate for the class generally shall apply to an employee upon his or her original appointment. Employees who are re -employed shall receive a rate within the range established for the class and agreed upon by the appointing authority and the employee prior to appointment.

• Effective the pay period that includes July 1, 2025, two percent (2%) increase for all classifications subject to this MOU.

• Effective the pay period that includes January 1, 2026, two percent (2%) increase for all classifications subject to this MOU.

• Effective the pay period that includes April 1, 2026, two percent (2%) increase for all classifications subject to this MOU.

3.2 MERIT SALARY ADVANCEMENT

No salary advancement within a classification shall be made so as to exceed the maximum rate established in the pay plan. Advancement shall not be automatic but shall depend upon increased service value to the City as recommended by their supervisor based upon performance record, special training undertaken, length of service and other pertinent factors.

An employee who does not receive an evaluation within sixty (60) days of their anniversary date (i.e., the date the evaluation is due) will receive their merit increase effective the pay period including the employee’s anniversary date regardless of the evaluation rating (which may be less than satisfactory) on an evaluation received after that date. Once the employee receives their evaluation, if an additional increase is recommended, it will be received retroact ive to the employee’s anniversary date. An employee who is at top step is not eligible for a merit increase.

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7 3.3 LABOR MARKETPLACE

The “labor marketplace” however defined, shall not mandate any specific compensation adjustment yet may be one of many factors assessed by the parties in determining levels of compensation. In assessing the labor marketplace, both public and private sector classifications may be given consideration as a factor in assessing the “labor marketplace” indication of total compensation levels. The “total compensation” of employees within the unit and in the “labor marketplace” may be a factor in assessing compensation levels. “Total compensation” shall include but not be limited to the value of City funded base salary, retirement, deferred compensation, health insurance, and other forms of City-funded remuneration as agreed to between the City and the Association.

ARTICLE 4 – ADDITIONAL COMPENSATION

4.1 BILINGUAL PAY

Employees who meet the Department/City established standards and are routinely and consistently assigned to communicate in Spanish, Vietnamese, American Sign Language (ASL) and any other language approved by the City Manager shall receive two and one-half percent (2.5%) or five percent (5%) of the employee’s base salary on a bi-weekly basis depending on level of proficiency. The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as Bilingual Premium pursuant to Title 2 California Code of Regulations, sections 571 and 571.1.

The City agrees to receive CMCEA input as to what languages should be considered for the bili ngual program.

A. The following standard of spoken Spanish, Vietnamese, or American Sign Language is followed for the 2.5% Certification:

1. The applicant has the ability to create with language, recombining and adapting learned material to express personal meaning and can handle simple situations and transactions in the course of their work such as explanation of procedures, obtaining personal information, instructions to victims and onlookers, among others.

2. The applicant is able to maintain simple face -to-face conversations, asking and answering questions regarding everyday survival on topics most related to self and immediate work environment; courtesy requirements, and personal needs during the course of routine calls not likely to be of a life-or-death nature.

3. The applicant can be understood with some repetition by a sympathetic native speaker.

4. The applicant demonstrates mastery of work-related vocabulary including: time, days of the week, months, family members, parts of the body, motions and states, greetings, home and community, food and beverages, alphabet and numbers, vehicles, simple commands, interrogatory words, etc.

5. Accuracy is required in the present tense and gender distinctions.

6. Core vocabulary of 300-600 words.

B. The 5% Certification requires:

1. Accuracy in present and past tenses.
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8 2. Core vocabulary of 600-1200 words.

3. Exhibits good pronunciation, stress, and intonation skills as judged by the ability to be understood with little repetition or confusion by native speaker.

4. Ability to interview the victim of a crime or accident or other situation involving a native speaker of Spanish or Vietnamese and the conduct simple interrogations and investigations which could be of a life-or-death nature.

5. Ability to understand description, narration, main ideas and details on a variety of topics beyond the immediate situation.

4.2 MATRON PAY

The City will endeavor to ensure that non-sworn staff will not be assigned to perform this duty, pursuant to Police Department policy. However, when required as an incidental assignment for trained non- sworn personnel other than a Custody Officer, employees will be paid five percent (5%) of their base hourly rate for each hour they perform the matron duty. The parties agree, to the extent permitted by law, this compensation is not special compensation and will not be reported as such.

4.3 “EMD” CERTIFICATION PAY

Telecommunication Division employees who possess an Emergency Medical Dispatch Certification (EMD), shall receive 5% of the employee’s base salary on a bi-weekly basis. The parties agree, to the extent permitted by law, the compens ation in this section is special compensation and shall be reported as Educational Incentive pursuant to Title 2 California Code of Regulations, sections 571 and 571.1.

4.4 STANDBY PAY

Employees who are released from active duty but who are required by their department to leave notice where they can be reached and be available to return to active duty when required by the department at any time other than their regularly scheduled working hours, shall be said to be on standby duty.

An employee assigned to standby duty shall be paid at the rate of one and one-half (1.5) hours per weekday and five and one-quarter (5.25) hours per weekend day (for up to a total of eighteen (18) straight time hours) at their base hourly rate for each week so assigned, plus compensation for each hour actually worked pursuant to the callback provisions. If a holiday falls within the assigned standby week, an additional five and one quarter (5.25) hours at the employee’s base hourly rate will be given to the person assigned to standby.

Employees on standby duty must remain within a reasonable commuting distance in which the employee must be able to respond to the worksite within one hour of being called. During standby duty, the employee must refrain from activities that might impair their ability to respond or perform assigned duties in a satisfactory manner.

The parties agree, to the extent permitted by law, this compensation is not special compensation and will not be reported as such.

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9 4.5 COURT STANDBY PAY

If an employee receives a job-related subpoena to be standby for court while in a non-paid status (time off), they shall receive two hours at the base hourly rate for each court session. The parties agree, to the extent permitted by law, this compensation is not special compensation and will not be reported as such.

4.6 SHIFT ASSIGNMENT PAY EXCEPT FOR TELECOMMUNICATIONS BUREAU

The City will pay a shift differential for employees (excluding Telecommunications classifications) who are routinely and consistently scheduled to work a minimum of five (5) hours during an A.M. or P.M. shift as defined below:

A. A P.M. Shift Differential of 5% of the employee’s base salary per shift for employees assigned to work a night (swing) shift schedule.

B. An A.M. Shift Differential of 10% of the employee’s base salary per shift for employees assigned to work a morning (graveyard) shift schedule.

C. Employees eligible for shift differential who work a Cross-Over Shift schedule beginning in one shift, but including at least five (5) hours worked into a P.M. or A.M. Shift, will be compensated at the appropriate Shift Differential rate. For example, an employee working a ten-hour Cross-Over Shift where two-and-a-half hours fall into the PM Shift and seven- and-a-half hours fall into the AM Shift would earn two- and-a half hours of PM Shift Differential and seven-and-a-half hours of AM differential.

D. Employees eligible for shift differential who work an overtime shift during the P.M. or A.M. shift hours will be compensated at the appropriate Shift Differential rate for those hours.

Employees who are continuously and regularly assigned to the Day shift are no t eligible for Shift Assignment Pay.

The parties agree, to the extent permitted by law, the compensation in section 4.6 A -C is special compensation and shall be reported as Shift Differential pursuant to Title 2 California Code of Regulations, sections 571 and 571.1.

4.7 SHIFT ASSIGNMENT PAY TELECOMMUNICATIONS BUREAU

Employees in the T elecommunications Bureau in the classifications of Public Safety Dispatcher , Senior Public Safety Dispatcher and Public Safety Dispatch Supervisor who are routinely and consistently scheduled to work between the hours of 6:00 p.m. to 6:00 a.m. shall receive a shift differential of 7.5% of the employee’s base salary for each hour worked between 6:00 p.m . - 6:00 a.m.

The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as Shift Differential pursuant to Title 2 California Code of Regulations, sections 571 and 571.1.

4.8 SHORTHAND ASSIGNMENT PAY

The City will pay 2.5% of employee’s base salary for an incumbent in a secretarial classification assigned by the Department Director to utilize the ability to take dictation at a minimum rate of 70 words per minute.

Effective July 1, 2022, no future employee will be eligible for this pay. 298
10 The parties agree, to the extent permitted by law, this compensation is not special compensation and will not be reported as such.

4.9 CLASS A and B LICENSE INCENTIVE PAY

Eligible employees assigned to positions requiring daily operation of equipment requiring employee to obtain and maintain a valid Class A/B California Driver’s License shall receive an annual $700 incentive bonus, subject to the following eligibility criteria:

A. Eligibility – The employee must meet all of the following in order to be eligible for the annual bonus incentive:

1. Employee must be assigned to a position requiring regular operation or maintenance of equipment requiring a valid Class A/B California Driver’s License.

2. As a condition of employment, employee must obtain and maintain the required California Driver’s license and endorsements (airbrakes, tanker and passenger endorsement if applicable). A manual transmission endorsement shall no longer be required effective August 30, 2020.

3. Employee must have successfully passed the DMV Medical examination.

B. Payment of Annual Incentive – Eligible employees shall receive this annual incentive bonus on their respective anniversary date. Employees must submit a copy of their current Class A/B California Driver’s License and current DMV medical certification prior to receipt of the bonus.

C. Lapse of License – Any eligible employee assigned to positions requiring daily operation of equipment requiring a valid Class A/B California Driver’s License who allow their Class A/B California Driver’s License to lapse may be subject to discipline up to and including termination. Any annual incentive bonus to be paid on their next anniversary date will be reduced on a prorated basis.

D. DOT Drug and Alcohol Testing Regulations - Eligible employees assigned to positions requiring daily operation of equ ipment requiring a valid Class A/B California Driver’s License will be subject to the DOT Drug and Alcohol Testing Regulations and the City’s Drug & Alcohol Policy adopted pursuant to the DOT Regulations.

E. License and DMV Physical Fees - Any employees who successfully renew their Class A/B California Driver’s Licenses or acquire a new license upon starting a new assignment requiring a Class A/B California Driver’s License shall, upon submission of a receipt by the employee, be reimbursed by the City for the difference in fee charged by the DMV between such license and a Class C Driver’s license. The cost of the DMV physical/medical exam will be scheduled and paid by the City.

The parties agree, to the extent permitted by law, the compensation in section is special compensation and shall be reported as Special Class Driver’s License Pay pursuant to Title 2 California Code of Regulations, sections 571 and 571.1.

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11 4.10 MOVE UP PAY

Eligible employees temporarily assigned to perform the work of a higher cla ssification for a period of at least two weeks will be compensated at 5% above their current rate of pay for up to 90 days. After 90 days, either the position will be reclassified, the employee will be given an acting appointment, or the move -up duties will be removed from the employee's assignment. Time limits on move-up pay may be extended on an individual basis by prior written, mutual agreement by the City and CMCEA. An acting appointment will be made when the employee is performing all of the duties of the higher-level classification.

Move-up pay will be included in the calculation of the overtime rate when an employee earns overtime.

The parties agree, to the extent permitted by law, this compensation is not special compensation and will not be reported as such.

4.11 SAFETY SHOE ALLOWANCE

For those employees covered under the City’s Safety Shoe Policy and who meet the criteria for the replacement, repair or purchase of safety shoes, the City agrees to pay up to $225 for the shoe that meets the minimal standard established by the program. Al l safety shoes/boots purchased must comply with the City’s Safety Shoe Policy. Eligible classifications are listed in Appendix A.

The parties agree, to the extent permitted by law, this compensation is not special compensation and will not be reported as such.

4.12 TRAINING ASSIGNMENT PAY TELECOMMUNICATIONS BUREAU

Employees who meet the Department established standards and routinely and consistently assigned as a Public Safety Dispatch training Officer shall receive 12.5% of base salary while so assigned.

The parties agree, to the extent permitted by law, the compensation in section is special compensation and shall be reported as Training Premium pursuant to Title 2 California Code of Regulations, Section 571 and 571.1.

4.13 UNIFORM MAINTENANCE ALLOWANCE

The City provides uniforms for employees in classifications required to wear uniforms. Eligible classifications are identified in Appendix A. The City will continue to replace, repair and maintain uniforms worn in the line of duty. The average cost of the uniforms/uniform allowances are reported as $7.56 per pay period. The parties agree, to the extent permitted by law, this compensation is special compensation for “Classic Employees” and shall be reported as such pursuant to Title 2 California Code of Regulations, section 571.

4.14 DEFERRED COMPENSATION MATCH

For any employees who make a voluntary contribution to the employee’s 457(b) account with the City’s 457(b) provider, the City will make an annual contribution to the City’s 457 (b) provider that will equal up to 0.5% of annual base salary for the payroll calendar year.

The City’s contribution will be made on the second to the last pay period of the payroll calendar year. If at the time of contribution, the employee has already contributed the maximum allowable per the IRS, the contribution will be issued as earnings. If an employee leaves the bargaining unit (through promotion or separation), the contribution to the City’s 457 plan will occur in their last pay period.

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12 4.15 RECRUITMENT AND RETENTION BONUS

Full-Time employees (i.e., employees scheduled to work forty (40) or more hours per week) in the classification of Public Safety Dispatcher, Senior Public Safety Dispatcher and Public Safety Dispatch Supervisor as of September 22, 2024, will be entitled to a one-time $15,000 bonus. This bonus does not apply to employees hired on September 22, 2024, or later. The bonus will be paid in two installments: 1 ) 1 st installment of $7,500 will be paid with the pay period beginning September 22, 2024, and 2) 2 nd installment of $7,500 will be paid with the pay period beginning September 21, 2025. Employees must remain as an active full -time employee (i.e., employees must remain in full -time status and cannot leave City employment) between September 22, 2024, and September 21, 2025, to be eligible for the second installment.

The parties agree, to the extent permitted by law, this compensation is not special compensation and will not be reported as such.

ARTICLE 5 - CLASSIFICATION AND COMPENSATION

5.1 REQUEST FOR STUDIES

Employees seeking a classification study of their position may request a study through CMCEA. Each January, CMCEA may request that the Human Resources Division conduct up to five classification studies.

The CMCEA will be responsible for submitting completed Position Analysis Questionnaires for the requested position studies with a cover memorandum explaining the changes in duties, organization or marketplace for each position. The Human Resources Division will study the positions and meet with CMCEA with its recommendations.

In January of each year, CMCEA may request that the Human Resources Division conduct up to five compensation studies. The Human Resources Division will study the positions and meet with CMCEA with its recommendations.

The results of the above studies shall be one of many factors that may be considered by the parties in formulating and considering proposals for a successor MOU, however the product of the above studies shall not result in any mandated changes in wages, hours or other terms and conditions of employment.

5.2 NEW CLASSIFICATIONS

The City acknowledges its legal obligation to meet and consult with CMCEA prior to the creation of a new classification and to bargain in good faith regarding the appropriate salary for the new classification within its bargaining unit.

ARTICLE 6 - HOURS WORKED

6.1 OVERTIME

If an employee is required to work longer than the normal work week or shift, the employee shall be compensated for the overtime either (1) by being allowed one and one -half (1-1/2) times the amount of actual overtime hours worked, to be earned as compensatory time off ("comp time"), or (2) by payment for such overtime actually worked paid at time and one half. Overtime will be paid as follows: if actual hours worked exceed 40 hours in the defined workweek the employee shall be paid for those hours per the requirements of the Fair Labor Standards Act (FLSA) and paid at their regular rate of pay per the FLSA. If an employee works hours outside their regular shift, but the employee has not worked in excess of 40 hours in their workweek (because they took some form of leave) those hours are referred to as “contract overtime” 301
13 and paid at 1.5 times the employee’s base hourly rate of pay if the overtime is mandatory and 1.0 times the employee’s base hourly rate of pay if the overtime was voluntary.

If the total number of active, off probation Senior Public Safety Dispatchers and Public Safety Dispatch Supervisors falls below eighteen (18) employees in the Public Safety Dispatcher, Senior Public Safety Dispatcher and Public Safety Dispatch Supervisor classifications who actually work over 60 hours per week, will receive an additional half -time (0.5) of the employee's base hourly rate of pay for the hours worked above 60 hours per week.

Paid leave shall not be considered hours worked for purposes of computing overtime eligibility.

6.2 COMPENSATORY TIME OFF

A. Accrual of Compensatory Time Off : An employee who earns overtime may, with the department director's approval, accumulate compensatory time off to a maximum accumulation of sixty (60) hours. Employees in the Police Department who must work without regard to the listed holidays in Article 11.11 may accrue compensatory time to a maximum of 80 hours.

B. Use of Compensatory Time Off : A written request to use accrued C.T.O. shall be made and approved no later than 24 hours prior to the requested time off. Twenty-four (24) hours is considered reasonable notice.

All employees (on a first come, first served basis) who submit a request for time off may utilize accrued compensatory time off (“CTO”), provided their vacancy does not result in less than minimum staffing levels on the shift they are scheduled to work. This policy is subject to suspension in emergency situations at the discretion of the Department Director or their designee.

Employees assigned to rotating shifts (i.e., employees who may work different shifts based on shift selection) may not submit a CTO request more than 30 calendar days in advance of the shift rotation in which the CTO day off would fall.

Employees will submit their reque st to the shift supervisor who shall as soon as possible determine if the CTO request may be granted if it does not take the shift below minimum staffing.

If the CTO vacancy would result in less than minimum staffing levels, the employee will be required to identify an alternate date to take CTO or make approved arrangements for a day-for-day shift trade. A shift trade will not result in overtime compensation or CTO accrual since the employee whose shift is worked gets credit for the shift as regular hours worked.

C. Cash-Out of Compensatory Time Off : Employees will be allowed to cash -out up to 40 hours of compensatory time ( time off accrued in lieu of paid overtime) in any payroll period. On the first pay day in January of each year, employees’ compensatory time banks shall be cashed out down to 40 hours unless an employee informs payroll that they elect to cash out all of their accrued compensatory time on the first pay day in January.

6.3 CALL BACK DUTY

Employees who are recalled to active duty from off -duty not as an extension of the scheduled or normal work shift will be considered to be “on call” and shall receive overtime compensation at time and one half (1½) for time actually worked or two (2) hours of call back pay for each call , whichever is greater. 302
14 Employees who are required to report to work immediately shall be compensated at the time of recall.

Employees who are required to report to work at a later time shall be compensated after returning to work.

Employees who are able to handle the incident by phone or other electronic means without reporting to duty shall be compensated according to the same callback provisions.

6.4 CALL RESPONSE DURING LUNCH PERIODS

Except for employees who receive a paid lunch period, if an employee is required to work during their lunch period, the time they work during their lunch period shall be at ti me and one-half (1.5). Employees are not permitted to forego any portion of their lunch period without prior approval.

6.5 DAY-FOR-DAY EXCHANGE OF WORK SHIFTS

Day-for-Day exchange of work shifts may be granted by the department director for emergency or other justifiable reasons.

6.6 SHIFT TRADING

The practice of shift trading shall be voluntary on behalf of each employee involved in the trade. The trade must be due to the employee’s desire or need to attend to a personal matter and not due to the department’s operations. All shift trades must be approved in advance.

The employee providing the trade shall not have their compensable hours increased as a result of the trade; nor shall the employee receiving the trade have their compensable hours decreased as a result of the trade.

Any hours worked beyond the normal workday will be credited to the individual actually doing the work.

“Paybacks” of shift trades are the obligation of the two employees involved in the trade. Paybacks are to be completed within the shift deployment of the initial shift trade. Any dispute as to paybacks is to be resolved by the involved employees, and under no circumstances will the department be obligated for any further compensation whatsoever to any of the involved employees. The department is not responsible in any manner for hours owed to employees by other employees that leave the employment of the City or are assigned other duties. Shift trades are not subject to the grievance procedure.

If one individual fails to appear for the other (regardless of the reason), the person who agreed to work the shift per a shift trade will be listed as absent and will be required to use appropriate accrued leave.

A record of all initial shift trades and “paybacks” shall be maintained by the involved employees on forms provided by the department (“Shift Trade Log”).

6.7 ATTENDANCE

Employees shall be in attendance at their work in accordance with Personnel Rules and Regulations and department policies regarding hours of work, holidays and leaves. All departments shall keep daily attendance records. Any unauthorized tardiness or absence is cause for disciplinary action.

ARTICLE 7 – WORKWEEK AND WORK SCHEDULES

7.1 WORKWEEK

The average workweek for all full -time positions shall be forty (40) hours. The FLSA workweek is 168 regularly recurring hours. For employees scheduled to work a 9/80 or 3/12 work schedule, their FLSA workweek begins four hours after the start time of their shift on their alternating regular day off. For 303
15 employees working the 5/40 or 4/10 work schedules, their FLSA workweek shall begin Sunday at 12:00 a.m. and ends on Saturday at 11:59 p.m.

7.2 WORK SCHEDULE

The following are work schedules that may be worked by employees:

5/40 - five (5) eight-hour days on and two (2) days off.

9/80 – four (4) nine-hour workdays followed by one (1) eight-hour workday followed by two (2) consecutive days off followed by four (4) nine-hour workdays followed by three (3) consecutive days off.

4/10 – four (4) ten-hour days on and three (3) days off.

3/12 – three (3) twelve-hour workdays followed by one (1) eight-hour workday followed by three (3) consecutive days off followed by three (3) twelve-hour workdays followed by four (4) consecutive days off.

Work schedules for work shifts established on a pay period basis shall usually be ten (10) eight-hour days on and four (4) days off. All employees shall be scheduled at least two (2) consecutive calendar days off.

The work schedule for each position shall be established by the department director and approved by the City Manager or designee.

7.3 SHIFT COVERAGE FOR TELECOMMUNICATIONS DIVISION

Employees in the Telecommunications Division working the 3/12 work schedule shall not fall below the minimum staffing of four (4) employees.

CHAPTER 3 – BENEFITS

ARTICLE 8 – HEALTH INSURANCE AND RETIREE MEDICAL BENEFIT PROGRAM

8.1 IRS SECTION 125 BENEFIT PLAN

The City shall continue to provide the amounts listed below toward the payment of premium for employees covered by this Agreement under an IRS Section 125 Benefit Plan. The current core benefits include life and long-term disability insurance. Medical insurance is a core benefit which a City employee is required to carry unless they are covered by another medical insurance plan (as addressed in Article 8.4 below) with comparable coverage at the end of the open enrollment period.

8.2 MANDATORY BENEFITS

Employees must use a portion of the City contribution to pay for life insurance and long- term disability.

Employees also must enroll in medical insurance unless the employee meets the eligible opt out requirements to receive cash in lieu.

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16 8.3 PUBLIC EMPLOYEES’ MEDICAL AND HOSPITAL CARE ACT

The City contracts with the California Public Employees’ Retirement System (“CalPERS”) for medical insurance pursuant to the Public Employees’ Medical and Hospital Care Act (“PEMHCA”). The City will contribute the annual CalPERS statutory minimum on behalf of each participant in the program, which is included in the amount of the City’s contribution to the flexible benefit account (i.e., the Section 125 Benefit Plan) described below. Eligible employees may s elect any of the medical insurance plans offered by CalPERS.

8.4 CONTRIBUTION AMOUNT

For those employees who enroll in City offered coverage, the City’s contribution towards each employee’s flexible benefit account is one thousand six hundred fifty dollars ($1,650.00) per month. This amount is inclusive of the CalPERS statutory minimum amount for each month.

• Effective the pay period that includes January 1, 2026, the City amount is increased to $1,700.00 per month.

• Effective the pay period that includes June 1, 2026 , the City amount is increased to $1,800.00 per month.

Opt Out: All employees must enroll in an available City health program unless they opt out. In order to opt out, an employee must provide the following: (1) proof that the employee and all individuals for whom the employee intends to claim a personal exemption deduction for the taxable year or years that begin or end in or with the City’s plan year to which the opt out applies (“tax family”), have or w ill have minimum essential coverage through another source (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year to which the opt out arrangement applies (“opt out period”); and (2) the employee must sign an attestation that the employee and their tax family have or will have such minimum essential coverage for the opt out period. An employee must provide the attestation every plan year at open enrollment or within 30 days after the start of the plan year. The opt-out payment cannot be made, and the City will not in fact make payment if the employer knows that the employee or tax family member doesn’t have such alternative coverage, or if the conditions in this paragraph are not otherwise satisfied.

The maximum opt-out payment is $1,500.00. Employees who use benefits that are less than maximum amount set forth above (after purchase of medical, life and LTD) shall receive the difference between the maximum amount set forth above and the amount they use toward benefit payments. Employees who use benefits shall receive the annual health benefit increases set forth above.

8.5 QUALIFICATION FOR FLEX CONTRIBUTION

Employees must receive compensation for the entire pay period to receive the flexible benefit contribution amount. Use of accrued leave qualifies as compensation for this purpose. Employees will be ineligible for the flexible benefit contribution if the employee records absence without pay hours within the pay period except if an employee exhausts their accrued leaves prior to the end of the pay period, they shall receive the flex contribution for that pay period. This exception will be permitted once per every six (6) months per rolling year. Disciplinary actions will not disqualify an employee from receiving the flex contribution.

Catastrophic illness leave donations to employees will not meet the qualifications for the flex contribution.

In addition to the preceding, for employees within the first six (6) months of employment, or employees who take unpaid time off during the City’s “holiday closure” per Article 11.11, they will not lose their flex contribution if they record absence without pay.
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17 8.6 RETIRED EMPLOYEES MEDICAL PROGRAM

Unit employees hired by the City prior to January 1, 2004, who participated in the City’s group health insurance plan for at least five (5) consecutive years and are enrolled in City medical insurance immediately prior to reti rement, who retire immediately commence receiving a retirement allowance upon separation from City service will participate in the retiree life and medical insurance programs as defined in City Council Policy 300-1.The City shall continue to provide life and medical insurance for retired employees of the City as defined in Council Policy 300-1.

ARTICLE 9 – RETIREMENT

9.1 CALPERS

The City contracts with CalPERS for retirement benefits.

A. Employees Who Are Not “New Members” as Defined by Government Code section 7522.04(f) – i.e., “Classic Members”

1. Retirement Formula : The City contracts with CalPERS to provide the 2.5% at 55 retirement formula (“tier 1”) as set forth in California Government Code section 21354.4 for all employees covered by this MOU hired before March 11, 2012 and the 2% at 60 retirement formula (“tier 2”) as set forth in California Government Code section 21353, for all employees covered by this MOU who were hired between March 12, 2012 and December 31, 2012 or hired after December 31, 2012 as lateral employees who qualify as “classic members” under the Public Employees’ Pension Reform Act of 2013 (“PEPRA”).

2. Retirement Benefit Calculation Period: The City's contract with CalPERS provides for the "Single Highest Year" retirement benefit for these employees per Government Code section 20042. The retirement benefit is based on the highest annual compensation for the twelve (12) consecutive months selected by the emp loyee or if not selected, the employee’s last twelve (12) months of employment.

3. Payment of Employee/Member Contribution:

a. Employees Subject to the 2.5% @ 55 formula:

These employees will pay the full CalPERS member contribution equal to eight percent (8%) of compensation earnable towards their CalPERS member contribution. As a result, the City pays and reports zero percent (0 %) of compensation earnable as an Employer Paid Member Contribution (EPMC) under Government Code section 20636(c)(4) pursuant to section 20691.

b. Employees Subject to the 2% @ 60 formula:

These employees will pay the full CalPERS member contribution equal to seven percent (7%) of compensation earnable towards their CalPERS member contribution. As a result, the City pays and reports zero percent (0 %) of compensation earnable as an Employer Paid Member Contribution (EPMC) under Government Code section 20636(c)(4) pursuant to section 20691.

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18 4. Cost Sha ring:

a. Classic member employees subject to the 2.5% @ 55 formula pay 2.469% of compensation earnable pursuant to Government Code section 20516(a) and

1.531% of compensation earnable pursuant to Government Code section 20516(f).

Effective July 1, 2023, clas sic member employees subject to the 2.5% @ 55 formula shall have their cost sharing per Government Code section 20516(a) reduced by 1.469% for a net contribution of one percent (1%) and cost sharing pursuant to 20516(f) will be reduced from 1.531% to 0%.

b. Classic member employees subject to the 2% @ 60 formula pay five percent (5%) of compensation earnable pursuant to Government Code section 20516(f).

Effective the pay period that includes July 1, 2023, cost sharing for employees subject to the 2% @ 60 formula will be reduced from five percent (5%) to two percent (2%) and will be pursuant to Government Code section 20516(a).

B. For “New Member” Employees

“New Members” are defined in Government Code section 7522.04(f) as follows:

“New member” means any of the following:

1) An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and who was not a member of any other public retirement system prior to that date.

2) An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was a member of another public retirement system prior to that date, but who was not subject to reciprocity under subdivision (c) of Section 7522.02.

3) An individual who was an active member in a retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer.

New Members are subject to the provisions of this subsection B:

1. Retirement Formula: Unit members who are defined as “new members” are covered by the 2% @ 62 formula provided for by the Public Employees’ Retirement Law at Government Code section 7522.20.

2. Retirement Benefit Calculation Period: These employees’ final compensation is based on the highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of their retirement or any other three consecutive year period chosen by the employee as set forth in Government Code section 7522.32(a).

3. Payment of Employee/Member Contribution: New member employees are responsible for paying the employee contribution of one -half of the total normal cost of the plan (rounded to the nearest quarter of one percent), as defined by CalPERS in their annual valuation, through a payroll deduction. This amount is determined by CalPERS each year.

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19 4. Cost Sharing: New member employees will cost share (pursuant to Government Code section 20516(f)), a percentage of pensionable compensation that when combined with the payment of their employee/member contribution will equal twelve percent (12%) of pensionable compensation. For example, if the CalPERS annual valuation report for 2022, provides that the City’s normal cost rate is 6.50%, the new member employees will cost s hare 5.5% of pensionable compensation for 2022. If, for example, the CalPERS annual valuation report for 2023, provides that the City’s normal cost rate is

6.75%, the new member employees will cost share 5.25% of pensionable compensation for 2023.

Effective the pay period that includes July 1, 2023, new member employees will cost share (pursuant to Government Code section 20516(f) ), a percentage of pensionable compensation that when combined with the payment of their employee/member contribution will equal nine percent (9%) of pensionable compensation. For example, if the CalPERS annual valuation report for 2023, provides that the City’s normal cost rate is 6.50%, the new member employees will cost share 2.5% of pensionable compensation effective the pay pe riod including July 1, 2023. If, for example, the CalPERS annual valuation report for 2024, provides that the City’s normal cost rate is

6.75%, the new member employees will cost share 2.25% of pensionable compensation for 2024.

C. Adoption of the IRS Code section 414(h)(2) Resolution

The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

9.2 CALPERS CONTRACT

The City will continue to provide pension benefits to represented employees in accordance with the CalPERS contract in effect on the effective date of this MOU. The City's contract with CalPERS for employees covered by this MOU includes the following options:

• Section 20042 (Final Compensation 1 Year only applies to classic member employees) • Section 20037 (Final Compensation 3 Years only applies to New Member employees) • Section 20516 (Employee Sharing Additional Cost, only applies to classic member Tier 1 employees)
• Section 20965 (Unused Sick Leave Credit – Local Member) • Section 21031 Public Service Credit for Limited Prior Service • Sections
21624/21626
(Post-Retirement Survivor Allowance, only applies classic member employees)
• Section 21620 ($500 Retired Death Benefit)
• Section 21329 (2% Annual Cost-of-Living Allowance Increase) • Section 21354.4 (2.5% @ 55 Formula for Local Miscellaneous Members, only applies to classic member Tier 1 employees)
• Section 21353 (2% @ 60 Formula for Industrial and Miscellaneous Members, only applies to classic member Tier 2 employees)
• Section 7522.20 2 @ 62 Formula for Miscellaneous/Industrial Members • Section 20903 (Additional Service Credit 2 Years – Local Member) • Section 21635 (Post-Retirement Survivor Allowance to Continues After Remarriage) • Section 21573 (Survivor Benefit Level 3)
• Section 21551 (Pre-Retirement Death Benefits to Continue After Remarriage of Survivor)
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20 • Section 20055 (Prior Service)
• Section 21024 Military Service Credit as Public Service • Section 21023.5 (Public Service Credit for Peace Corps, AmeriCorps VISTA, or AmericCorps Service)
• Section 21027 Military Service Credit for Retired Persons • IRC 414(h)(2) (Pre-tax payroll deduction plan for member contrib utions and service credit purchase)

ARTICLE 10 – TUITION REIMBURSEMENT AND PROFESSIONAL DEVELOPMENT

10.1 TUITION REIMBURSEMENT

Tuition and/or textbook costs required to complete educational courses which are taken by an employee, and which pertain to their City employment, may be reimbursed to the employee by the City if reimbursement is recommended by the employee's department director and approved by the City Manager or designee. The employee on whose behalf the recommendation is made must also maintain a passing grade of a “C” or better, Credit/No Credit or a Certificate of Completion, which is verified by the Assistant City Manager’s receipt of an official copy of the employee's grades prior to any reimbursement.

A. The City will reimburse up to a maximum of $1,250 per fiscal year for qualifying tuition and/or textbook (including e-textbooks) costs.

B. To become eligible for tuitio n reimbursement, employees shall have completed one year of service prior to enrollment in such classes.

C. The parties agree that the City’s budgetary guidelines do not impact the tuition reimbursement program, nor do the guidelines prevent a represented employee from continuing to participate in tuition reimbursement for approved courses.

10.2 PROFESSIONAL DEVELOPMENT

The City endorses outside City- paid education and training, attendance at professional meetings and conferences, and dues and memberships in job specific organizations in which the City receives specific benefits for all CMCEA represented employees. Department directors may request in the budget up to $1,000 per full-time department employee per year with appropriate justification from the employee. The up to $1,000 Professional Development budget per full -time department employee limit pertains to education/training, meetings/seminars and conferences (including travel and meals), dues and memberships. Department directors have the right to determine the benefit to the City for the professional development request, staffing requirements and funding availability. Employees have the right to appeal to the Human Resources Division if they feel their request did not receive fair consideration by their Department Director.

CHAPTER 4 – LEAVES OF ABSENCE

ARTICLE 11 – LEAVES

11.1 VACATIONS

A. Vacation Leave is to enable employees to spend a reasonable amount of time away from their job and to return to work refreshed. Employees accrue vacation when in paid status.

If an employee is absent without pay for an entire pay period, they will not accrue vacation for that pay period. If an employee is absent without pay for a partial pay period, their 309
21 accrual will be pro-rated.

B. Employees shall accrue vacation leave as follows:

Years of Service Hours Accrued Per Year Maximum Accrual

0.00 – 2.99 92 380

3.00 – 4.99 116 380

5.00 – 9.99 140 380

10.00 – 14.99 164 380

15.00 – 19.99 188 380

20.00 + 212 380

Employees who work without regards to holiday are eligible for an additional 88 hours above the stated accruals. Classifications who work without regards to holiday are identified in Appendix A.

The City Manager or designee shall have discretion to start a new employee at h igher accrual rate or with hours in their bank upon hire.

C. Maximum Accumulation of Vacation Leave - All employees shall be permitted to accrue up to three hundred eighty (380) hours of vacation leave. If an employee’s vacation accrual reaches 380 hours, the employee will stop accruing additional vacation leave unless there is an exception as provided in Subsection G of this Article based on department needs.

Vacation accruals will re-commence in the next pay period following the use of vacation leave that reduces the balance below the maximum accrual. It is the responsibility of the employee to manage accrued vacation time off by requesting, scheduling and using vacation to avoid not accruing vacation because they have accrued the maximum accrual.

D. Vacation Leave Cash Outs

1. Vacation Leave Cash Out

On or before the pay period which includes December 15 of each calendar year , an employee may make an irrevocable election to cash out up to the maximum amount of vacation leave which they will earn in the following calendar year at the employee’s base hourly rate of pay as follows:

An employee can cash out vacation during any quarter of the following year as long as on the date(s) chosen for cash out the employee has earned at least the amount of vacation they chose to cash out. Employees who made an irrevocable election to cash out vacation shall choose to be paid out during one or more of the following payroll periods:

 Payroll period that includes April 1
st
 Payroll period that includes July 1st
 Payroll period that includes October 1st
 Final Payroll period of the calendar year

Employees will notify the Human Resources Division of which quarter(s) they wish their cash outs to be paid by the payroll deadlines as set by the Finance Department and Human Resources Division. Any remaining elected vacation hours that have not been previously paid out during the year will be paid out on the final payroll period of the calendar year.
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22 E. Scheduling of Vacation Leave - Employees must submit vacation requests i n a timely manner to ensure that requests are granted. Vacation requests will be evaluated based on each department’s operational needs taking into consideration the employee’s specific requested time off. Scheduled vacations shall only be cancelled in the event of an emergency.

F. Departmental Needs & Exception - When an employee submits a timely vacation leave request and the Supervisor and/or the Department Director must deny it due to the operational needs of the City and/or Department, an exception may be granted by the Department Head with a written explanation from the employee’s supervisor and advance approval from the City Manager or designee. If such an exception is granted, the employee will be paid cash for any vacation time which would accrue in excess of the maximum amount allowed to be accrued. The payment will be processed for the pay period in question. There will be no approvals for vacation leave accrual beyond the maximum accrual level.

Should a scheduled Vacation Leave have to be cancelled by the Department Head due to the operational needs of the City/Department, and the cancellation would cause the employee to accrue above the maximum vacation accrual, an exception for a “Cash -Out” may be granted by the Department Head with a written explanation from the employee’s supervisor and advance approval from the City Manager or designee. If such an exception is granted, the employee will be paid cash for any vacation time that would accrue in excess of the maximum amount allowed to be accrued.

G. Vacation Leave Procedure

1. An employee may only take vacation leave with hours they have accrued.

2. The time during the calendar year at which an employee shall take their vacation shall be determined by the department director with particular regard for the need for the employee's services and due regard for the wishes of the employee.

3. In the event one or more municipal holidays fall within a vacation leave, the day will be considered a holiday, not vacation.

4. An employee shall not accrue vacation if on an unpaid leave of absence.

H. Terminal Vacation Pay - Upon termination, employees will be paid for their vacation accrued through their date of termination at their base hourly rate of pay.

11.2 SICK LEAVE

A. The Sick Leave Bank - The Sick Leave Bank will have the following provisions:

1. Employees accrue 96 hours per year at the rate of 3.69 hours per pay period.

2. Employees can accrue up to 480 hours in the Sick Leave Bank.

3. Any new employees hired o r rehired into the unit shall be provided with 96 hours of sick leave upon being hired. The City Manager or designee shall have discretion to start a new employee with additional hours in their sick leave bank upon hire.

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23 B. The Secondary Sick Leave Bank - Employees hired prior to September 21, 2014, were able to accrue sick leave into the Secondary Sick Leave Bank. Hours in this bank can still be used as sick leave when employees are sick but no sick leave is accrued in these banks and the sick leave contained in the Secondary bank have no cash value.

C. The Tertiary Sick Leave Bank - The maximum accrual for the Tertiary Sick Leave Bank is 288 hours. The sick leave contained in the Tertiary bank have no cash value. No additional hours will accrue in the tertiary bank. An employee with hours in this tertiary bank can use those hours during their employment.

D. Sick leave hours in the Sick Leave Bank and Secondary Sick Leave Bank shall be used in case of a bona fide illness of the employee. Sick leave may also be used up to one half of one year’s annual accrued sick leave (i.e., 48 hours ) for serious illness or emergency of their child, parent, spouse, domestic partner, grandchild, grandparent, sibling or designated person who is incapacitated and/or requires the service of a physician, and when the presence of the employee is required. S ick leave hours in the Tertiary Sick Leave Bank shall be used in case of serious health condition of the employee, as defined by the City’s Family Care and Medical Leave Act Administration Regulation or up to one half of one year’s annual accrued sick leav e (i.e., 48 hours) may be used to care for the employee’s child, parent, spouse, domestic partner, grandchild, grandparent or sibling who is experiencing a serious health condition and the employee’s presence is recommended by a physician or health care provider.

Employees can use up to 48 hours per calendar year for sick leave (from any bank in which they have an accrual for family members described in the above paragraph.

E. At the conclusion of the emergency, said employee shall return to work as soon as possible.

The employee taking such sick leave shall notify their immediate supervisor prior to or within one-half (1/2) hour after the time set for the beginning of their scheduled shift or the commencement of their work assignment, or as otherwise specif ied by the department.

When absence is for more than three (3) scheduled shifts, the employee may be required to present a physician's release to the department director indicating that the physician is knowledgeable of the essential functions of the employee's job and that in the doctor's medical opinion that the employee is medically fit to return to the employee's regular job.

If the employee is not able to perform the essential functions of their job, the physician's release must indicate what essential functions of the employee's job cannot be performed by the employee, and for how long of time the employee will be unable to perform these functions in the doctor's opinion. Said physician's release may be required by the department director. The department director shall forward the certificate to the Assistant City Manager for filing.

F. The City Manager, upon written request, may grant that accrued sick leave may be taken by the employee when the employee's services are required by their relative which may be outside the employee's immediate household.

G. Separation from City - The sick leave hours in the any of the sick leave banks shall have no cash value, shall not be convertible to cash or to any other form of compensation. At the time of retirement from the City (defined as having applied for retirement benefits from CalPERS) an employee with sick leave in the Primary, Secondary and Tertiary Sick Leave Bank can convert that sick leave to service credit at the rate of 1 day = 0.004 years of service credit.

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24 H. Accrued vacation leave normally will be used for sickness when all of an employee's accumulated sick leave has been exhausted. An employee may volunteer to use compensatory time off when all of their accumulated sick leave has been exhausted. This accrued time may also be utilized to supplement Long Term Disability insurance, provided the supplemental does not exceed 100 percent of the employee's regular rate of pay.

I. Sick Leave During Vacation - An employee who becomes hospitalized or seriously ill or injured while on vacation may have such period charged to their accumulated sick leave instead of to the vacation provided:

1. Immediately upon return to duty, the employee submits to their department director a written request for sick leave and a written statement signed by their physician stating that the employee had a serious illness or injury and dates of their serious illness or injury.

2. The department director recommends and the City Manager approves the granting of such sick leave.

3 Other Limitations - No employee shall be entitled to accrue or to take sick leave with pay while absent from duty for any of the following reasons:

a. Disability or illness arising from employment other than with the City of Costa Mesa.

b. Leave of absence without pay.

c. Absence due to any reason other than certifiable illness.

J. Penalty For Sick Leave Abuse - Employees who abuse sick leave may be denied sick leave pay and may incur other discipline up to and including termination. When, in the judgment of the department director, the employee's reasons for being absent are inadequate, they shall change the pa yroll time report to indicate that the absence was leave without pay.

Employees shall then have the right of appeal through the appropriate administrative processes prior to any loss of pay for suspected abuse of sick leave.

K. Extended Sick Leave - On written request of the employee and recommendation by the department director, the City Manager may authorize a leave of absence without pay for the purpose of recovering from an illness, provided:

1. The employee has used up all of their accumulated sick leave, but may retain compensatory time and vacation time.

2. The employee presents to their department director an estimate of the time needed to recover signed by a physician approved by the City.

3. An employee returning to work from an extended sick leave will be required to obtain and provide to their supervisor and the Human Resources Division a medical certification stating that they are fit to return to work.

11.3 ENTITLEMENT TO VACATION AND SICK LEAVE

For the purpose of computing an employee's entitlement to vacation and sick leave, an employee's continuous service shall be based on the employee's date of initial probationary employment with the City.

This date shall be the employee's anniversary date for vacation and sick leave purposes subject to the 313
25 provisions contained herein. An employee who leaves City employment and returns within one year, shall have the break in service reduced from the amount of continuous service. If an employee leaves City employment for more than one year and then returns to City employment, the City Manager or designee shall have discretion to start the employee at a higher accrual rate or with hours in their bank upon hire.

11.4 LEAVES OF ABSENCE WITH OR WITHOUT PAY

The following leaves of absence are for leaves other than statutory leaves:

A. Special Leaves of Absence Without Pay - The department director may authorize special leaves of absence without pay for a period of up to two (2) weeks (14 consecutive days).

B. Ninety (90) Calendar Days or Less - Upon the written recommendation of the department director, the City Manager or designee may authorize special leaves of absence without pay for a period or periods not to exceed ninety (90) calendar days for purposes deemed by the City Manager or designee to be beneficial to the City.

C. In Excess Of Ninety (90) Calendar Days - The City Manager may, grant leaves of absence with or without pay in excess of ninety (90) calendar days for purposes deemed by the City Manager to be beneficial to the City.

D. Continuation of Benefits - The employee shall be responsible for paying for the continuation of employee benefits when a leave of absence exceeds one (1) full pay period.

11.5 LEAVE FOR NON-OCCUPATION INJURY OR ILLNESS

The City grants employees a leave of absence due to an injury or illness that prevents them from performing or safely performing the essential functions of their positions in accord with state and federal laws.

A. An employee who requires a leave of absence for medical reasons must notify their supervisor in writing of the need for such a leave as soon as the employee learns that they are, or will become, temporarily disabled and unable to work due to the medical condition.

A medical statement signed by a licensed physician must be submitted with the leave request. The medical certificate must state that the employee has a medical condition prohibiting them from performing the essential functions of their job, and must provide the anticipated length of absence and any functional limitations that the employee may have upon returning to work.

B. Unless concurrently on a Family Care and Medical Leave, an employee granted a non- occupational disability leave of absence shall utilize available accrued sick leave, and vacation time during the period of their disability. The employee may elect to use compensatory time off prior to being granted leave without pay. Paid leave must be exhausted prior to being granted leave without pay unless the employee is concurrently on a Family Care and Medical Leave. (Refer to Administrative Regulation 2.28 - Family Care and Medical Leave).

C. An employee may continue life, health, dental and long-term disability coverages while on leave of absence without pay by paying the full cost of such coverages. The City will pay its share of the employee’s health insurance premiums for an employee on FMLA/CFRA unpaid leave of absence for up to 12 weeks. If the employee’s portion of the premiums are not paid or the employee fails to pay the premiums after 12 weeks, the employee will be terminated from coverage. (Also refer to Administrative Regulation 2.28 - Family Care and Medical Leave).

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26 D. An employee returning from a non-occupational disability leave must provide a physician's statement that indicates that they are fit to return to work.

E. If additional leave is desired, the employee may request the additional leave in accordance with the extended leave provision in the Personnel Rules and Regulations.

An employee who returns to work at the end of their leave of absence will be returned to their former position or to a similar position for which they are qualified, unless the position has been eliminated due to layoffs.

11.6 CATASTROPHIC ILLNESS LEAVE

The following sets forth how employees can use catastrophic illness:

A. Definition of Catastrophic Illness or Injury - An acute or prolonged illness usually considered to be life-threatening or with the threat of serious residual disability.

B. Eligibility for Catastrophic Leave - Employees may qualify for catastrophic leave if the employee or an employee’s spouse, child, parent or domestic partner is experiencing a medically verified catastrophic illness or injury that creates a financial hardship for the employee. An employee must exhaust all vacation, compensatory time, and eligible sick leave prior to using catastrophic leave donations. Employees will not be eligible to receive additional leave accruals while using catastrophic leave donations.

C. Donations - Employees will be permitted to voluntarily transfer 8 hours per pay period of accrued vacation or compensatory time, to a catastrophic leave bank of an employee who has exhausted their accrued leave banks as a result of a catastrophic illness or injury. In no event shall sick leave be donated. Donations may be made across all divisions and departments within the City.

D. Coordination with Other Paid Benefits – Employees who are receiving long-term disability or workers’ compensation benefits may supplement the benefits with catastrophic leave not to exceed their base salary. Employees will continue to be eligible for routine special and premium pays, certification pays, etc. while on catastrophic leave. “Routine” pay is defined as additional pay which the employee receives on a continuous basis (e.g., bilingual pay, EMD pay, etc. ), but does not include pays which an employee only receives while performing a specific function and/or non- routine assignment (e.g., Matron pay, etc.). At no time, will the combination of donated leave and long- term disability or workers’ compensation benefits result in the employee receiving more than 100% of their regular wages. Catastrophic leave don ations will not meet the qualifications for the flex contribution and cannot be used towards voluntary deductions (including deferred compensation, United Way deductions, etc.).

An employee requesting catastrophic leave donations must submit a completed Catastrophic Leave Request form to their department director. In the event that the employee is incapacitated and cannot complete the Catastrophic Leave Request form, the department director may submit it on the employee’s behalf.

11.7 MILITARY LEAVES

An employee having a probationary or regular appointment shall be entitled to such benefits as are provided in the California Military and Veterans Code and the U.S. Code. An employee requesting such military leave shall present a copy of their military orders to their department director prior to the beginning of the leave.

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27 Employees are entitled to a temporary military leave of absence not to exceed 180 calendar days per year.

Employees having more than one year continuous service and granted a military lea ve of absence are entitled to receive the equivalent salary up to the first 30 calendar days of any one military leave, or during any one (1) calendar year. Weekend drills are excluded from the meaning of ordered military leave. An employee who is ordered to a weekend drill can request to flex their time off during the same FLSA workweek.

11.8 SCHOOL ACTIVITY LEAVE

CMCEA has requested that Labor Code section 230.8, which deals with unpaid leaves of absence to participate in various school activities of an employee's dependents, specifically be referenced with this MOU. Employees may use accrued leave time or vacation time, or if no time is available, time without pay, for activities described in Labor Code section 230.8. Employees are entitled to up forty (40) hours per calendar year or eight (8) hours per month of unpaid leave. The Employee will provide written verification of any such activity for which they request time off, at the request of their department director.

11.9 REPORTING ABSENCES

An employee who is absent from duty because of illness or injury (i.e., the need to use sick leave) shall report such absence to their department director or im mediate supervisor prior to the time of expected absence whenever possible, and in no case later than one -half (1/2) hour before unless an emergency prevents the employee from reporting their absence before the beginning of their normal work shift.

Absences not reported in such manner may be subject to disciplinary action.

11.10 BEREAVEMENT LEAVE

Whenever an employee is compelled to be absent from duty by reason of a death or critical illness where death appears imminent of grandparent, father, mother, br other, sister, (this includes step brothers and sisters) wife, husband, or child of employee, spouse, or domestic partner such employee shall, upon approval of their department director, be entitled to charge such absence as “bereavement leave” to a maximum of five (5) working days in a calendar year. This leave may also be used in the case of a miscarriage by a female employee and/or employee whose spouse or registered domestic partner suffers a miscarriage. This would also apply in the case of a miscarriage by a surrogate. Any additional time that may be required must be approved by the employee’s Department Head (and will be approved if required by law) and will be charged first to sick leave, then the employee can choose between vacation, compensatory time off or floating holiday leave. If all such leaves are exhausted it will be charged to unpaid leave if the employee does not have accrued sick leave, vacation compensatory time off or floating holiday leave. The City Manager or designee, upon written req uest, may grant bereavement leave to an employee for persons in other relationships to the employee than are listed above.

11.11 HOLIDAY LEAVE

The following are the eleven (11) designated holidays:

• New Year’s Day - January 1st
• Martin Luther King, Jr. - third Monday in January
• President’s Day - third Monday in February
• Memorial Day - Last Monday in May
• Juneteenth Day – June 19th
• Independence Day - 4th of July
• Labor Day - 1st Monday in September
• Veteran’s Day - November 11th
• Thanksgiving Day - 4th Thursday in November
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28 • Day after Thanksgiving - 4th Friday in November
• Christmas Day - December 25th

In the event any of the above holidays fall on Saturday, the preceding Friday (or Thursday if the preceding Friday is a closure day) will be observed. In the event any of the above holidays fall on Sunday, the following Monday will be observed.

A. In addition to the eleven (11) holidays above, employees receive sixteen (16) floating holiday hours. Employees may schedule with their supervisor any time during the year to use the floating holiday hours. At the end of the calendar year, any remaining holiday hours will be cashed out. Employees hired after January 1 st of each year are eligible for the 16 hours of floating holiday pay on a pro- rata basis during the calendar year based on the established City holiday schedule. If an employee separates from the service of the City and has used or been paid for floating holiday pay in advance of Lincoln’s Birthday and/or California Admission Day, the City will deduct the cash value for the floating holiday benefits paid, but unearned, from the final paycheck.

B. In order to be eligible for holiday pay for the eleven holidays above, an employee must either work or be on paid status the day immediately before, or after the holiday if scheduled.

C. All employees who receive time off for the above listed holidays shall receive full pay.

D. Paid Full Shifts for Holidays - When a holiday is observed by the City, employees who take the holiday off shall record on their timesheets the hours that correspond with their regular workday shift within their established workweek schedule (i.e., employees on the four ten-hour day workweek (4/10) will record 10 hours for the holiday; employees who work on a 9/80 work schedule shall record 9 hours, or 8 hours as applicable, for the holiday; and employees regularly scheduled to eight -hour workday schedules shall record 8 hours for the holiday).

E. Employees Who Work Without Regard to Holidays - Prior to the beginning of each calendar year, Police Department employees who must work without regard to the above listed holidays must irrevocably elect for the next year to either receive holiday leave (in which case they will receive one hundred and twenty (120) hours if assigned to a 4/10 or 3/12 work schedule, one hundred and eight (108) hours if assigned to a 9/80 work schedule or ninety-six (96) hours if assigned to a 5/40 work schedule) that they can use either on the actual holiday or work on the holiday and use at another time) or cash out for the holidays (in which case they will receive ninety-six (96) hours of holiday pay).

Employees who choose the cash out option will receive a holiday pay bank of 96 hours beginning the first pay period for the new payroll year. This holiday pay bank may be cashed out at any time during the year. At the end of the payroll year, any remaining holiday pay will be cashed out unless the employee previously elects to have it applied as accrued vacation. Throughout the payroll year, if an employee, who has selected holiday pay, decides to take a holiday off, they must use either vacation or comp time, to cover the leave since they received holiday pay.

Notwithstanding the above, if due to the way the pay periods occur, an employee receives 11 or 13 holidays in the calendar year, employees who choose the cash option will receive 104 hours (if there are 13 holidays) or 88 hours (if there are 11 holidays) beginning the first pay period of the new payroll year. Holiday pay will be paid at the employee’s base rate of pay.
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29 Employees who irrevocably elect (prior to the end of the calendar year for the fo llowing calendar year) to earn holiday leave rather than holiday pay will receive a bank of 96, 108, or 120 hours, depending upon their assigned work schedules. The hours will be available the first pay period of the new payroll year. Employees will have h oliday leave available to use during the year, including (assuming if the employee requests and is approved for taking a holiday off, an actual holiday). However, employees must make a request to use holiday leave at least four (4) working days prior to the requested time off. Approval of the time off request will be based upon available staffing needs and the needs of the employee.

At the end of the payroll year, any remaining hours in the holiday leave bank will be carried over to the next payroll year (however, the subsequent year’s bank shall be reduced by the number of hours carried over).

Notwithstanding the above, if due to the way the pay periods occur, an employee receives 11 or 13 holidays in the calendar year, employees who choose the leave opti on will depending on their schedule receive 104, 116 or 128 hours (if there are 13 holidays) or 88, 96 or 108 hours (if there are 11 holidays) beginning the first pay period of the new payroll year.

For employees defined as “Classic Members”, the parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as Holiday Pay pursuant to Title 2 California Code of Regulations, Section 571. For employees defined as “New Members”, the parties agree, to the extent permitted by law, the compensation in this section is not special compensation and will not be reported as such.

F. Employees hired after January 1 of each year are eligible for holiday pay on a pro-rata basis during the calendar year based on the established City holiday schedule. If an employee separates from the service of the City and has used or been paid for holiday pay in advance of the date(s) or day(s) the holidays actually occurred, the City will deduct the cash value for the holiday benefits paid, but unearned, at the time of separation from the final paycheck. If an employee transfers or promotes to a position not covered by this provision and the employee has been paid in advance of the date(s) or day(s) the holidays actually occurred, the employee will be required to record absence with no pay for the remainder of the holidays that year.

G. Annual Holiday Clos ure – City Hall will be closed between Christmas Day (December 25th) through New Year’s Day (January 1st). City Hall, Maintenance and designated Police Department employees may choose to work or may take time off and utilize personal leave during the closure. Employees who do not have available leave may take absence without pay. Employees who take absence without pay will still be entitled to the flexible benefit contribution per Article 8.5. Additional days may be added to the closure as designated by the City Manager on an annual basis.

11.12 JURY DUTY

A. An employee who is called for jury duty shall be compensated (as though they were working) for those hours of absence due to the jury duty that occurs during the employee’s regularly scheduled working hours. Employees are required to provide documentation to Human Resources that they are on jury duty and once completed, documentation from the court that they have completed their jury duty service. This documentation is necessary for employees to receive pay for jury duty.

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30 B. If a unit member is required to be absent from work to report for jury duty, the employee will notify their supervisor of the absence as soon as possible, including, a phone message the night before if the employee finds out via a phone recording that they must report the next day.

C. An employee on jury duty must either return to work after the jury service is done for the day if there are still four hours or more left on their shift or call in to their supervisor and ask to use leave to cover the rest of their shift.

D. An employee who is called to jury duty on a non- working day will not receive compensation or be authorized to change their schedule as a result of being called to jury duty.

E. An employee who is scheduled for a swing or graveyard shift on a day they are called to jury service will be authorized to change their work hours in order to report to jury service under the same provisions of 1-3 above.

F. An employee who is called to jury duty will not be subject to working their full graveyard or swing shift if there is not a minimum of 10 hours before or after assigned jury duty. If there is less than 10 hours between the end of a shift and the start of jury duty, an employee will be permitted to leave their shift early to allow for a minimum break of 10 hours. If there is less than 10 hours between the end of jury duty and the start of their shift, an employee will be able to delay their usual start time to ensure a 10-hour break in between.

In this event, the employee’s usual end time will remain the same. For any additional time taken off before or after jury duty, an employee will be required to utilize paid accr ued time subject to supervisor approval.

The employee is entitled to retain any mileage allowance if paid by the court.

11.13 INDUSTRIAL ACCIDENT LEAVE

A. In the event that any employee is absent from work as a result of any injury, illness or disease arising out of and during the course of employment with the City of Costa Mesa, such absence shall be considered to be industrial accident leave as specified b elow and nothing contained in this MOU shall be deemed to affect or limit in any manner the employee's entitlement to medical, surgical and hospital treatment as provided under California's Workers' Compensation laws.

1. Eligibility

a. If the employee is unable to perform their assigned duties due to job-related injury or illness and is entitled to Worker's Compensation Temporary Disability under the provisions of California's Workers' Compensation Act.

b. If the employee reports all on -the-job or off -the-job injury or illness which may impair their ability to perform regularly assigned duties to their supervisor within 24 hours (or the next regularly scheduled workday, whichever is sooner) of the incident, except under extenuating circumstances. Extenuating circ umstances under which an employee may report an injury beyond the above limits shall include but not be limited to a report at the time the employee realizes the injury is disabling and the medical evidence is consistent with the claim. Failure to report said injury or accident may be grounds for disciplinary action. After review by the Department, said report shall then be forwarded to the Risk Management Division.

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31 c. Medical treatment is provided and maintained by a licensed physician, chiropractor or a licensed medical practitioner as prescribed by a licensed physician, acceptable to the City's Workers' Compensation Administration. If the employee has notified the Personnel Office in writing prior to a job injury/illness, the employee's own physician may be used if said physician treats for workers’ compensation and can attest that they previously directed treatment for them and has their medical records including their medical history. After thirty days, an employee has the right to select their own physici an provided the employee notifies the Workers' Compensation Administrator in writing of the doctor's name and address prior to the first appointment. The employee must also be disabled from and unable to perform any work regularly performed by a City employee that the City makes available with priority being in the employee's department and light duty availability.

2. Caveat - If the illness or injury resulted from the failure to wear prescribed safety or personal protective clothing or equipment; use provide d safeguards or safety equipment; follow safety rules and regulations, or other departmental work rules; or the employee's gross negligence or willful misconduct was the proximate cause of the absence; the incident may be grounds for disciplinary action.

3. Administration

a. Any employee who is going to be absent from work over one week with an industrial injury shall contact his designated departmental safety representative each Thursday or any other time designated by the departmental safety representative and report their medical progress and approximate date of return to work and any other information the designated departmental safety representative deems appropriate.

b. Employees on industrial leave must report any change in their normal place of residence or the address reported where they will be during normal business hours while recovering from job-related injuries or illness. Before leaving that location for a period in excess of one (1) day, they shall notify the departmental safety representative, and must be available for appointments or consultation as may be required by the City or Workers' Compensation Administrator. The departmental safety representative shall issue weekly reports to the department director with copies to the Risk Management Division advising of the employee's status.

c. The employee must make available after each medical appointment a medical prognosis for the likelihood of the employee's return to their regular and/or light duty with all applicable work restrictions. Industrial leave may not be granted if a light duty job assignment is available within the employee's work restrictions.

d. If further remedial action is indicated, the employee must follow a course of treatment which will enable return to full employment at the earliest possible time.

4. Denial of Industrial Leave - Industrial leave will not be approved when any of the conditions of section 1 above are not met, or when competent medical authority as outlined in 1.d of this section determines the disability to be a result of a pre - employment or non-industrial medical condition/ Industrial leave will also be denied if the leave requested is due to a medical condition for which the employee has already received a Settlement or a Compromise and Release pursuant to a prior legal action, or is requested relative to an injury or illness for which the City has previously denied industrial leave.
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32 5. Industrial Leave will terminate when one of the following occurs:

a. The employee fails to follow the advice of the treating physician by failing to pursue a course of treatment which will lead to recovery in a timely manner.

b. The employee's condition becomes medically permanent and stationary within the guidelines of the state's Workers' Compensation scheme.

c. It is medically determined that the employee will never be capable of performing the duties of their classification.

d. The employee no longer qualifies for a compensable industrial leave as defined in paragraph C below.

e. The employee is engaged in outside employment or activity which would impede recovery and prolong their return to work as determined by competent medical authority.

B. In all cases as specified in Item 8.13(A) above where sickness or injury is incurred as a result of employment and is initially compensable under California’s Worker’s Compensation laws, the employee's full regular salary for the waiting period required under such laws shall be paid by the City.

If there is a question about whether the injury or illness qualifies as an industrial injury under the state’s Workers’ Compensation laws, the City will conduct an investigation and make a determination as provided under such laws. Compensation for time off due to disability during this determination period will be maintained through the use of the employee’s personal accrued leave. If the injury is determined to be industrial, then the time off due to the disabili ty will be converted to Industrial Accident Leave and the personal leave hours used during the determination period will be restored to the employee.

C. All regular or probationary full -time employees, shall be entitled to Industrial Accident Leave and compensation on the following basis:

When any full -time employee of the City (including probationary full -time employees) qualifies for temporary disability payment under the State of California Labor Code or the Workers' Compensation benefits, the employee shall receive paid leave, after a three- day waiting period for a period not to exceed (up to) sixty -six workdays (528 hours) of leave for each separate injury. An injury shall be deemed to continue through a recurrence or aggravation to the original injury. Claimed recurrences or aggravations of any injury approved for industrial leave shall be charged to the balance, if any, of the maximum allowance of such leave for the original injury.

The leave in this section is intended for compensation while the employee is disabled from work and shall not be used to attend doctor’s appointments, physical therapy, or other medical appointments when the employee is cleared to work light, modified or regular duty.

D. Employees with accepted industrial injury leave shall continue to receive a flex contribution for benefits in accordance with Section 7.3. Employees under this section will be responsible for the employee portion of health and any other cafeteria plan premiums for the duration of coverage under the plan.

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33 11.14 FAMILY AND MEDICAL CARE LEAVE

RIGHTS AND OBLIGATIONS - As required by State and Federal law ("FMLA") the City will provide family and medical care leave for eligible employees. Administrative Regulation 2.28 sets forth employees' rights and obligations with respect to such leave. Rights and obligations which are not specifically set forth therein are set forth in the Department of Labor regulations implementing the Federal Family and Medical Leave Act of 1993 (FMLA), and the regulations of the California Fair Employment and Housing Commission implementing the California Family Rights Act (CFRA) (Government Code 12945.2).

ENTITLEMENTS - Rights of qualified employees under FMLA include: (1) entitlement of up to 12 weeks of unpaid leave in a year; (2) continuation of the City's portion of any medical insurance contributions made on behalf of the employee for the duration of the leave; and (3) no loss of seniority.

ARTICLE 12 - PROBATONARY PERIOD - DISPATCHER

12.1 Part-time employees in the Public Safety Dispatcher or Senior Public Safety Dispatcher classifications who are rehired to full -time status in the same classification will have their probationary period waived if they meet the following criteria:

A. Employees must have previously completed the probationary period for their classification.

B. There was no break in City service in the same classification over one year between their full-t
ime and part-time employment.

S
ervice as a part-time employee will not count towards City or Department full-time seniority.

CHAPTER 5 – EMPLOYER-EMPLOYEE RELATIONS

ARTICLE 13 - GRIEVANCES

13.1 DEFINITION OF A GRIEVANCE

A "grievance" is a formal, written allegation by an employee or CMCEA (referred to as “grievant”), that that there has been a violation, misinterpretation or misapplication of this Memorandum of Understanding and/or provisions of the Personnel Rules and Regulations or other City policies. Other matters for which a special method of review is provided by law, ordinance, resolution, or by administrative regulations and procedures of the City, are not within the scope of this procedure, although other methods of review may be joined with the grievance procedure where the factual basis for the review and the grievance are similar.

The grievance procedure is the sole and exclusive method to resolve any grievance as defined herein.

If the employee’s grievance all eges that the City’s violation, misinterpretation or misapplication of this Memorandum of Understanding and/or provisions of the Personnel Rules and Regulations or other City policies was caused by discrimination, the grievance shall be placed in abeyance. The City will promptly conduct an investigation of the allegation of discrimination per its harassment, discrimination and retaliation policy. If there is a finding of discrimination, the City will work with the employee and/or their representative to add ress a remedy. If the investigation concludes that there was no discrimination, the grievant may still continue with the grievance procedure.

13.2 GRIEVANCE PROCEDURE

A. Informal Resolution: Every effort shall be made to resolve a grievance through discussion 322
34 between the employee and their immediate supervisor. It is the spirit and intent of this procedure that all grievances are settled quickly and fairly without any discrimination against employees who may seek to resolve a grievance by invoking this procedure. Every effort should be made to find an acceptable solution at the lowest level of supervision.

Within fifteen (15) calendar days after a grievant (either an employee or the Associati on) knew, or by reasonable diligence should have known, of the condition upon which a grievance may be based, the grievant shall attempt to resolve it by an informal meeting with the grievant's immediate supervisor.

B. The immediate supervisor shall render their decision in writing within fifteen (15) calendar days of the informal conference. If the problem cannot be resolved between the employee and the supervisor, the employee may, within ten (10) calendar days from the date of receiving the answer from the ir supervisor, request and be granted a meeting with the division manager, if one exists, in order to discuss the grievance.

C. The division head shall render their decision in writing within fifteen (15) calendar days of receiving the appeal. If the divisio n head and employee cannot reach a solution to the grievance, the employee may, within ten (10) calendar days from the date of receiving the answer from the division manager, request, in writing, and be granted a meeting with the department director within seven (7) calendar days of the grievant’s request to discuss the grievance to try and reach a resolution which is satisfactory to the grievant. The department director shall meet with the employee within seven (7) calendar days unless the date is mutually extended between the director and the grievant. If the grievant and director cannot satisfactorily resolve the grievance, the director will issue a written decision regarding the grievance within fifteen (15) calendar days after meeting with the grievant.

D. The grievant may, within fifteen (15) calendar days from the date of the decision by the department director, submit a written appeal to the City Manager or designee or request grievance mediation.

E. As an alternative to proceeding directly to the final step of the grievance procedure, the parties may mutually agree to submit a grievance to mediation. A request for mediation may be presented in writing to the Assistant City Manager or designee within fifteen (15) calendar days from the date a decision was rendered by the Department director. A request for mediation will automatically suspend the normal processing of grievance until the mediation process is completed, or the request is denied. The Assistant City Manager shall endeavor to schedule the mediation meeting within thirty (30) calendar days. The mediation process shall be optional. Within ten (10) calendar days after completion of the mediation process, assuming the mediation does not resolve the grievance, the employee may request to proceed to the final step of the grievance process.

F. Should grievance mediation not produce satisfactory resolution, the grievant may request the matter be heard by City Manager or designee, or an impartial hearing officer (arbitrator). The recommendation of an arbitrator shall be advisory to the City Manager or designee. Should the matter be submitted directly to the City Manager or designee they shall schedule a meeting or respond in writing. Each party shall pay t he cost of the arbitration. A court reporter shall be retained only by mutual consent of the parties. If the grievant chooses to have the matter heard by a hearing officer (arbitrator), the grievant and City representative can agree on an arbitrator. If the parties cannot reach agreement on an arbitrator, the Human Resources Manager or designee will send a letter to the State Mediation and Conciliation Service at PERB requesting a list of seven (7) arbitrators. Once the list is received, the representatives of the parties shall strike names until an arbitrator is chosen. The parties shall toss a coin to determine who shall strike the first name. Once the arbitrator is selected, the parties will contact the arbitrator to schedule a hearing. 323
35 G. If any of the time limits associated with any of the steps wherein an employee may appeal the determination of a prior step should elapse, the grievance shall be considered withdrawn. Time limits may be extended by mutual consent. If the supervisor or manager responding on behalf of the City fails to respond within the prescribed time limits, the grievance will be deemed to have been denied and the employee may go to the next step.

H. An employee who is a grievant may request the assistance of another person of their own choosing in preparing and presenting their grievance at any level of review. In the event the employee desires the presence of a representative who is an employee of the City, they shall make such request through the supervisor and the supervisor shall make the necessary arrangements for the employee representative to be present. Any representative of the employee must be acceptable to the Association or said representative shall not assist the employee with the grievance.

I. The employee and/or their representa tive may use a reasonable amount of work time as determined by the appropriate supervisor or department director in presenting the appeal.

However, no employee shall absent himself or herself from scheduled work without first being excused by their supervisor.

J. No employee shall be required to be represented by CMCEA in processing a grievance.

K. Employees shall be assured freedom from reprisal for using the grievance procedures, or for being a witness in a grievance, by both the City and the employee organization.

L. The settlement terms of a grievance whether filed by CMCEA or an employee shall not conflict with the express provisions of this MOU.

M. A group grievance may be filed when one (1) set of circumstances or occurrences affects more than one (1) employee in the same manner or to the same extent. The group may file one (1) document which all members of the group have read and signed. Members of the group shall be limited to those who have signed the grievance. The resolution of a group grievance may not be consistent among all employees in the group grievance due to differences in the circumstances or occurrences that brought about the grievance.

ARTICLE 14 - DISCIPLINE

14.1 BASIS FOR DISCIPLINE

The tenure of every City employee shall be based on reasonable standards of personal conduct and job performance. Failure to meet such standards shall be grounds for appropriate disciplinary action, which shall be commensurate with the seriousness of the offense and with consideration of the employee's prio r performance record. Disciplinary action shall be based upon any of the following grounds, but is not limited to only these grounds:

A. Fraud in securing employment or making a materially false statement on an application for employment or on any supporting documents furnished with or made a part of any application.

B. Incompetence such as failure to comply with the minimum standards for an employee's position for a reasonable period of time.

C. Neglect of duty, such as failure to perform the duties required of an employee's position. 324
36 D. Willful disobedience and insubordination such as a willful failure to submit to duly appointed and acting supervision or to conform to duly established orders or directions of persons in a supervisory position.

E. Dishonesty involving employment.

F. Using or being under the influence of alcohol or intoxicating drugs while on duty without a prescription. Bringing alcohol or controlled substances onto any City work premises, or onto any location where City business or services are performed by City employees.

G. Addiction to or habitual use of alcoholic beverages, narcotics or any habit-forming drug.

H. Inexcusable absence without leave.

I. Conviction of a felony or conviction of a misdemeanor involving moral turpitude. A plea or verdict of guilty, or a conviction following a plea of nolo contendere, to a charge of a felony or any offense involving moral turpitude is deemed to be a conviction within the meaning of this section.

J. Discourteous treatment of the public.

K. Improper or unauthorized use of City property.

L. Violation of the rules and regulations of any department.

M. Any act of conduct undertaken which, either during or outside of duty hours, is of such a nature that it causes discredit to fall upon the City, the employee's department or division.

N. Failure to maintain proper conduct during working hours causing discredit to the employee's department or division. Such as:

1. Fighting or causing an assault on a fellow worker, citizen or any other person while employed by the City.

2. Abusing City records or information obtained while in the employ of the City.

3. Falsification of City records.

4. Threats of bodily harm perpetrated at work, or toward fellow workers.

5. Failure to observe work schedules, including lunch periods and breaks.

6. Consistent failure to perform work assignments in an acceptable manner or at an acceptable level of output.

7. Destruction of City property.

8. Engaging in any sort of harassment (sexual, racial, ethnic, religious, etc.)

9. Intentionally treating other employees d ifferently because of their race, sex, age, religion, national origin, marital status, physical or mental disability, sexual preference or other protected category.

O. Abuse of sick leave.
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37 P. Inattention to duty, tardiness, indolence, carelessness or negligence in the care and handling of City property.

Q. The employee's failure to resolve a physical or mental infirmity(s) or defect(s ) when it is within the capacity of the employee to do so and when directed by their supervisor.

R. Outside employment which conflicts with the employee's position and is not specifically authorized by the department director.

S. Acceptance from any source of any emolument, reward, gift or other form of remuneration in addition to the employee's regular compensation, as a personal benefit to the employee for actions performed in the normal course of the employee's assigned duties.

T. Falsification of any City report or record, or of any report or record required to be, or filed by the employee.

U. Violation of any of the provisions of the City Code, ordinances, resolutions, or any rules, regulations or policies which may be prescribed by the City Council, City Manager, department manager or supervisor.

V. Political activities precluded by Local, State or Federal law.

W. Other acts which are incompatible with service to the public.

14.2 TYPES OF DISCIPLINE

Types of discipline include the following: warning/reprimand, suspension, demotion or reduction in pay and dismissal. Voluntary demotions as well as performance evaluations are not considered disciplinary actions. The appeal or the review of a performance evaluation is limited to the supervisor's supervisor, whomever that may be. The following procedures shall be followed when, in the judgment of the department director, an employee has committed an act or omission that justified the disciplinary action indicated. Except for written warnings/reprimands, the department director or their designee shall advise employees of contemplated disciplinary actions in writing and allow the employee an opportunity to respond to such charges prior to taking action.

When life, or employee safety, is endangered, or the self -control of an employee is questionable, a supervisor shall take immediate action to reduce or eliminate the danger or to establish control. In case of an emergency, an employee shall have all of the righ ts set forth herein, except, in the discretion of the Department Directors, Assistant City Manager, City Manager or designee, an employee may be placed on administrative leave with pay pending pre-disciplinary procedures.

A. Warning/Reprimand: If the warnin g/reprimand is in writing it should be signed by the employee acknowledging receipt. The department shall give the employee a copy and forward a copy to the Assistant City Manager for review and retention in the employee's personal history file. A written warning/reprimand shall contain a description of the events which necessitated the action, specific expectations of change by the employee, and notice of further action in the event a change by the employee does not occur. An employee shall have the right to attach a written rebuttal and/or file an appeal.

B. Suspension: A department director or their designee may suspend an employee with or without pay from their position. Any placement of an employee on administrative leave pending pre-disciplinary response shall be with pay. The Department Director shall advise 326
38 the Assistant City Manager in writing of such intended action and shall give a copy of such statement to the employee. The written statement shall contain a description of the events which necessitated the suspension, a statement of the charges, notification that the employee may review and be provided with the materials leading to the suspension, the right of the employee to meet with the Department Director and/or to respond in writing within a reasonable time frame to the charges, and notice of further action in the event a change by the employee does not occur. Unless extended by approval of the City Manager or designee on written recommendation of the department director, the maximum period of suspension shall be thirty (30) calendar days. These procedures are available prior to the implementation of discipline.

Disciplinary actions involving suspensions of four (4) workdays or less, as well as oral and written reprimands are not exempt from the notification requirements. However, in such disciplinary actions the employee does not have the right to respond to the Department Director prior to the effective date of the proposed action.

C. Demotion or Reduction in Pay: A department director shall advise the Assistant City Manager in writing of their intention to demote or reduce the salary of an employee prior to taking such action. In demoting an employee or reducing their salary, the department director shall make a written notice and shall give a copy of said notice for demotion or reduction in pay to the employee and forward a copy to the Assistant City Manager for review and retention in the e mployee's personal history file. The written statement shall contain a description of the events which necessitated the demotion, a statement of the charges, notification that the employee may review and be provided with the materials leading to the demoti on, the right of the employee to meet with the Department Director and/or respond in writing within a reasonable time frame to the charges, and notice of further action in the event a change by the employee does not occur.

D. Dismissal: A department director shall advise the Assistant City Manager in writing of their intention to dismiss an employee prior to taking such action. In dismissing an employee, the department director shall make a written notice and shall give a copy of said notice of dismissal to the employee and forward a copy to the Assistant City Manager for review and retention in the employee's personal history file. The written statement shall contain a description of the events which necessitated the dismissal, a statement of the charges, notification that the employee may review and be provided with the materials leading to the dismissal, and the right of the employee to meet with the Department Director and/or respond in writing within a reasonable time frame to the charges. These procedures are pre-disciplinary in nature.

14.3 NOTICES

Written notices will be given to the employee in person whenever possible and the employee's signature obtained to indicate receipt. In the absence of personal service, the notice may be sent by certified mail.

14.4 EMPLOYEE’S RESPONSE

An employee's opportunity to respond to the Department Director is not intended to be adversarial in nature.

An employee has the right to have a representative of their own choosing at the meeting. The employee need not be ac corded the opportunity to cross -examine a department's witnesses, nor to present a formal case in opposition to the proposed discipline. However, the limited nature of this response does not obviate the Department Director’s responsibility to initiate furt her investigation if the employee's version of the facts raises doubts as to the accuracy of the department director's information leading to the discipline proposal. An employee may elect not to respond, thereby waiving any further pre-disciplinary response.

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39 The Department Director will evaluate the proposed discipline in light of the employee's response, if any.

Within five (5) working days of the employee's response, or deadline for response, a decision will be transmitted in writing to the employee. Service of the decision will be in person or by certified mail.

14.5 APPEAL PROCEDURE

Major Discipline - Any permanent employee in the classified service shall have the right to appeal any termination, suspension of forty (40) hours or more, denial of a merit increase, reduction in salary, or non-probationary demotion. The appeal process shall not be applicable to probationary employees. The appeal process shall not be applicable to verbal reprimands and performance evaluations.

An employee desiring to appeal the Department Director's decision shall have ten (10) calendar days after receipt of the response to file an appeal. The employee's request for appeal must be addressed to the Assistant City Manager and received in the Human Resources Division so that same is date stamped by the Human Resources Division within the 10-day period.

If, within the 10-day appeal period, the employee involved does not file said appeal, unless good cause for the failure is shown, the action of the Department Director shall be considered conclusive and shall take effect as prescribed. If, within the 10-day appeal period, the employee involved files such notice of appeal by giving written notice of appeal to the Human Resources Division, an arbitration appeal hearing shall be established as follows (the discipline shall nonetheless be implemented concurrent with the Department Director’s determination, subject to later modification as may result from the appeal process):

A. The employee shall file a written request with the Human Resources Division for advisory arbitration to the City Manager or designee. The City and employee will be responsible for all arbitration-related expenses, excluding attorney fees and staff time.

B. If the employee chooses to have the matter heard by a hearing officer (arbitrator), the employee’s representative and City representative can agree on an arbitrator. If the parties cannot reach agreement on an arbitrator, the Human Resources Manager or designee will send a letter to the State Mediation and Conciliation Service at PERB requesting a list of seven (7) arbitrators. Once the list is received, the representatives of the parties shall strike names until an arbitrator is chosen. The parties shall toss a coin to determine who shall strike the first name. Once the arbitrator is selected, the parties will contact the arbitrator to schedule a hearing.

C. The selected arbitrator shall serve as the hearing officer.

D. Where practicable, the date for a hearing shall not be less than 20 calendar days, nor more than 60 calendar days, from the date of the filing of the appeal with the Assistant City Manager. The parties may stipulate to a longer or shorter period of time in which to hear the appeal. All interested parties shall be notified in writing of the date, time, and place of hearing.

E. All hearings shall be private provided, however, that the hearing officer shall, at the request of the employee, open the hearing to the public.

F. Subpoenas and subpoenas duces tecum pertaining to a hearing shall be issued at the request of either party, not less than seven (7) calendar days, prior to the commencement of such hearing. After the commencement of such hearing, subpoenas shall be issued only at the discretion of the hearing officer.

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40 G. The hearing need not be conducted in accordance with technical rules relating to evidence and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which reasonable persons are accustomed to rely in the conduct of serious affairs, regardless of the existence of any common law or statutory rules which might make improper admission of such evidence over objection in civil actions. Hearsay evidence may be used for the purpose of supplementing or explaining any direct evidence but shall not be sufficient in itself to support a finding unless it would be admissible over objection in civil actions. The rules of privilege shall be effective to the same extent that they are now or hereafter may be recognized in civil actions, and irrelevant and unduly repetitious evidence shall be excluded. The hearing officer shall not be bound by technical rules of evidence. The hearing officer shall rule on the admission or exclusion of evidence.

H. Each party shall have these rights: To be represented by legal counsel or other person of their choice; to call and examine witnesses; to introduce evidence; to cross -examine opposing witnesses on any matter relevant to the issues even tho ugh that matter was not covered in the direct examination; to impeach any witness regardless of which party first called there to testify; and to rebut the evidence against them. The employee may be called by the party bearing the burden of proof and examined as if under cross-examination. Oral evidence shall be taken only on oath or affirmation. A court reporter will be engaged to record the hearing, unless the parties (City, hearing officer, employee/employee representative) mutually agree that same is not necessary.

I. The hearing shall proceed in the following order, unless the hearing officer, for special reason, otherwise directs:

1. The party imposing discipline shall be permitted to make an opening statement;

2. The appealing party shall then be permitted to make an opening statement;

3. The party imposing disciplinary action shall produce the evidence on their part; the City bears the burden of proof and burden of producing evidence;

4. The party appealing from such disciplinary action may then open their defense and offer their evidence in support thereof; the employee bears the burden of proof and the burden of producing evidence for any affirmative defenses asserted;

5. The parties may then, in order, respectively offer rebutting evidence only, unless the hearing officer for good reason, permits them to offer evidence upon their original case;

6. Closing arguments shall be permitted and written briefs may be permitted at the discretion of the hearing officer.

J. The hearing officer shall determine relevancy, weight, and credibility of testimo ny and evidence. They shall base their findings on the preponderance of evidence. During the examination of a witness, all other witnesses, except the parties and Personnel Division representatives, shall be excluded from the hearing unless the hearing off icer, in their discretion, for good cause, otherwise directs. No still photographs, moving pictures, or television pictures shall be taken in the hearing chamber during a hearing. The hearing officer, prior to or during a hearing, may grant a continuance f or any reason they believe to be important to reaching a fair and proper decision. The hearing officer shall render their judgment as soon after the conclusion of the hearing as possible and in no event later than 30 days after conducting the hearing. Their decision shall set forth which charges, if any, are sustained and the reasons therefore. The opinion shall set forth findings of fact and conclusions.
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41 K. The hearing officer may recommend sustaining or rejecting any or all of the charges filed against t he employee. They may recommend sustaining, rejecting, or modifying the disciplinary action invoked against the employee.

L. The hearing officer's opinion and recommendation shall be filed with the City Manager or designee, and the Assistant City Manager and shall set forth their findings and recommendations. If it is a dismissal hearing and a dismissal is not the hearing officer's recommendation, the opinion shall set forth the date the employee is recommended to be reinstated and/or other recommended ac tion. The reinstatement date, if appropriate, may be any time on or after the date of disciplinary action.

M. The decision of the City Manager or Assistant City Manager shall be final and conclusive.

Copies of the City Manager's or designee’s decision, including the hearing officer's recommendation(s) shall be filed where appropriate, including the employee's personnel file, unless no discipline is upheld by the City Manager or designee.

N. Each party will be responsible for all arbitration-related expenses, excluding attorney fees and staff time. Each party shall bear its own witness and attorney fees. If either party unilaterally cancels or postpones a scheduled hearing, thereby resulting in a fee charged by the hearing officer or court reporter, then the party responsible for the cancellation or postponement shall be solely responsible for payment of that fee. This process shall not apply to mutual settlements by the parties which result in an arbitration fee.

O. In the case of suspension, demotion, reduction in salary, or dismissal prescribed by the City Manager or designee, the time of such suspension, demotion or dismissal shall be effective from the first day after such delivery of sai d decision by the City Manager or designee, whichever is applicable.

P. The employee may be placed on administrative leave until resolution/conclusion of the appeals process.

Q. The provisions of Section 1094.6 of the Code of Civil Procedure shall be applicable to proceedings under this section, including the appeal the City Manager’s or designee’s final decision into the California Court System, which must be made in accordance to the time standards and procedures established by Section 1094.6 and 1094.5 of the Code of Civil Procedure.

Minor Discipline - Any permanent employee in the classified service shall have the right to appeal any written reprimand and/or suspension of four (4) days or less. The appeal process shall not be applicable to those posi tions which may be deemed exempt from the classified service or to probationary employees.

If the problem cannot be resolved between the employee and the supervisor, the employee may, within ten (10) calendar days from the date of receiving the answer fr om their supervisor, request and be granted an interview with the department director or their designee, in order to discuss the appeal.

The department director or designee shall render their decision in writing within fifteen (15) calendar days of receiving the appeal. If the department director and employee are unable to arrive at a satisfactory solution, the employee may, within fifteen (15) calendar days from the date of the decision by the department director, submit a written appeal to the City Manager or designee. The City Manager or designee will respond, or their designee will respond or schedule a meeting within fifteen (15) calendar days. The City Manager or designee shall render their judgment as soon after 330
42 the conclusion of the hearing as possi ble and in no event later than 30 days after conducting the hearing. Their decision shall set forth which charges, if any, are sustained and the reasons therefore.

The opinion shall set forth findings of fact and conclusions.

ARTICLE 15 – LAYOFF PROCEDURES

15.1 PURPOSE

Employees covered by this MOU may be laid off due to material changes in the essential duties of their job or due to material changes in the organization. Likewise, the shortage of work or funds available to the City may also cause layoffs. In addition, in the event that the grant funding is no longer available, the grant funded position may be eliminated. If a layoff is deemed necessary, the Department Directors or Assistant City Manager shall notify the City Manager or designee of the layoff with reasons thirty (30) calendar days before the effective date of layoff. Said employee shall be considered for re- employment as provided by the Personnel Rules.

15.2 PROCEDURE

When a position within a class is eliminated thereby necessitating a layoff, the followi ng procedure shall be followed:

A. Reductions in the workforce shall be made by class within a department except that, where appropriate, the City Manager or designee may authorize a layoff by division or smaller unit within a department. In the event of a comprehensive reduction in the workforce, the City Manager or designee may decide to lay off by class City- wide regardless of department.

B. In accordance with Rule 14, Section 9 of the Personnel Rules and Regulations, thirty (30) calendar days before the effective date of layoff, the Department Directors or Assistant City Manager shall notify the City Manager or designee of the intended action with reasons therefore In the event a decision is made by the City to contract out for a specific service performed by City employees, the City will give the affected employees a minimum of six (6) months advance notification in which to evaluate their own situation and assist in planning for the future. The City shall meet and consult with CMCEA on such matters as the timing of the layoff and the number and identity of the employees affected by the layoff.

C. A reassignment or voluntary demotion within the employee's division or department to an equivalent or lower job class may be made to prevent a l ayoff, provided the employee is qualified by education and/or experience, is capable of performing the duties of the classification and has satisfactory performance evaluations for the preceding two (2) years.

An employee so reassigned or demoted shall be placed on the salary step within the new classification range closest to the rate of pay which the employee previously received.

Whenever an employee is reassigned or demoted to a vacant position in the same class, an equivalent class, or lower class as herein provided, they shall retain the same anniversary date for purposes of merit pay increases. An employee so reassigned or demoted shall be reinstated to their former job class and salary step status when positions in the former job class within the affected division or department become vacant, provided that the employee has performed satisfactorily in the current position and requests reinstatement to the former position. Such reinstatement shall be on the basis of City-wide seniority.

D. In the event of a layoff, those employees in the classification affected with the least City - wide seniority shall be laid off first. Seniority shall be defined as continuous City service based upon hire date. Strict application of seniority shall prevail unless exceptional 331
43 circumstances occur of which the concerned employee organization shall be fully apprised in advance. The order of layoff shall be:

1. Part-time and temporary employees in the affected classification shall be separated first.

2. Probationary employees in the affected classification shall be separated next.

3. Permanent employees with the least City seniority will be laid off first. Other affected employees will be laid off in sequential order thereafter.

4. Exceptional circumstances, as used above, includes the City's maintenance of a qualified workforce of competent employees based upon the persons employed having satisfactory performance evaluations for the preceding two (2) years.

5. Exceptional circumstances also include the recognition of the need to retain employees possessing special technical skill, training or knowledge within an affected classification as dictated by the work or services being performed. This exception can only be applied to those clas sifications within the occupational series utilizing said skills, knowledge or training. The determination to grant such an exception can be made only with the approval of the City Manager or designee. The City will share the findings of any proposed excep tion with CMCEA prior to making any recommendation to the City Manager or designee.

6. Employees who have not successfully completed promotional probation by the layoff notification date shall revert back to the last class in which the employee held permanent status for purposes of determining order of layoff.

7. When two (2) or more employees have equal seniority, the department shall determine the layoff order for these employees based upon merit and ability as determined by their performance evaluations for the preceding two (2) years and possession of specific technical skills utilized in the job.

E. An employee scheduled to be laid off is entitled to displace, or "bump," into a position in a classification within the same occupational series which is current ly being held by an incumbent with less overall City seniority, provided it is in a position in which the employee formerly held permanent status or one in which the employee is qualified by education and/or experience, and is capable of performing. The employee must exercise their displacement rights in writing within five (5) working days from receipt of layoff notification.

F. When the employee with the least City seniority is displaced by the person scheduled for layoff, the displaced employee shall be considered as laid off for the same reason as the person who displaced him or her and shall in the same manner be eligible to displace to a position in the same manner as described above.

G. An employee laid off from City employment shall be eligible for the same sick leave payoff as defined in the Sick Leave Incentive Program for retirees.

H. The name of an employee who has been laid off due to the reduction in the workforce shall be placed on the reemployment list for their job class. The reemployment list shall be used by all appointing authorities within the affected division or department whenever a vacancy for that class is to be filled. Names will remain on the appropriate reemployment list for a period of three (3) years from the date of separation. Persons on the reemployment list shall 332
44 be reemployed within the division or department from which they were laid off at their former salary step status when positions in their former job class become vacant.

Reemployment shall be on the basis of previous City seniority. After separation from City employment for more than one (1) year, a person rehired may be required to successfully pass a physical and competency examination.

I. Whenever an employee is reemployed to a vacant position in their former job class, they shall be given a new anniversary date for purposes of merit pay increases and performance reviews in accordance with the provisions of the City's Personnel Rules and Regulations.

J. An employee rehired from the reemployment list shall be considered to hav e continuous service for seniority purposes and may be credited with the amount of accumulated vacation and sick leave they had accrued at the time of layoff if they remit to the City of Costa Mesa the payments received by the employee under the City's separation provisions and the Sick Leave Incentive Program.

K. Failure to return to work from layoff within twenty- one (21) calendar days after notice to return has been served upon the former employee by certified or registered mail at their last known address on file with the City’s Human Resources Division shall constitute the employee's waiver of any right to return to work and eliminates any future reemployment requirements placed on the City.

L. All other benefits or programs in effect at the time of layoff shall be forfeited upon reemployment unless they are still applied to the old classification at the time of rehire or provided to new hires as of that date.

Employees subject to layoff may file a grievance under Rule 25 of the Personnel Rules and R egulations only if there has been an improper interpretation or misapplication of this procedure.

ARTICLE 16 – UNIFORM APPLICATION OF RULES

16.1 To attempt to maximize the uniform application of policies and rules, the City has an interest in providing training and information to assist employees in understanding their rights. Through the committed efforts of both the City's Human Resources Division and CMCEA, attempts will be made to resolve any related problems utilizing processes such as supervisory training, explanation of the harassment policy and informal grievance procedures.

ARTICLE 17 – COST OF SERVICES

17.1 POLICY

It is in the interest of the City of Costa Mesa and CMCEA to establish a consistent policy regarding the City's approach to evaluating the cost of providing municipal services on a regular basis in which CMCEA has an interest. It is recognized that as prudent professionals, the ongoing evaluation of costs should be a collective process of sharing information on a participative basis to develop sound decisions and appropriate practices. The City is interested in involving the employee associations to the greatest degree in this regard; and, as such, agrees to make them part of discussions regarding the contracting out of bargaining unit work.

17.2 CONTRACTING OUT

It is further agreed that should a decision be made to contract out for a specific service which is at the time being performed by employees covered by this MOU, the employees affected will be given sufficient notice (a minimum of six months) in which to e valuate their own situation and plan for their future. To this end, the City will make every effort to transfer and utilize regular attrition in making the necessary adjustments. 333
45 The City will assist employees in this endeavor through training and through preferential treatment (under meritorious consideration) when filing vacancies.

ARTICLE 18 – TEMPORARY EMPLOYMENT IN CMCEA-REPRESENTED POSITIONS

18.1 The City agrees to adhere to the hours limitation as outlined in Administrative Regulation 2.7 to ensure that temporary employees are not hired into vacated CMCEA -represented positions for long durations.

ARTICLE 19 – LABOR MANAGEMENT DISCUSSIONS

19.1 In the absence of contract re-openers, the City and CMCEA agree to meet not more than twice in a calendar year to discuss issues of mutual interest which may be subject to the meet -and-confer process.

This MOU can be only amended by the written agreement of both sides.

ARTICLE 20 - SUPERVISORY JOB CLASSIFICATIONS

20.1 The employees in the classifications identified on Appendix A have been determined by the City Manager or designee to be supervisory employees. A “supervisory” employee is one who has recommendation authority to hire, transfer, suspend, layoff, recall, promote, discharge, assign, evaluate or discipline other employees, and/or responsibility to direct employees.

ARTICLE 21 - PERSONNEL RULES AND REGULATIONS

21.1 All applicable City Personnel Rules and Regulations (which have not been included herein) should be reviewed by employees as they may apply to them. If there is any conflict between this MOU and the Personnel Rules, the MOU provision shall apply.

ARTICLE 22 – BENEFIT REVIEW COMMITTEE

22.1 The Association shall maintain two representatives on the City’s Benefit Review Committee. The Committee continually evaluates the City’s benefit programs and makes recommendations on plan changes, benefit levels, payroll deductions and the addition or deletion of plans. Participation on the Benefit Review Committee meets the City’s obligation to negotiate with the associations on changes to the City’s group benefit plans unless an association determines that such changes are detrimental to the interest of its members.

334
46 REPRESENTATIVES OF THE

COSTA MESA CITY EMPLOYEES

ASSOCIATION (CMCEA)

REPRESENTATIVES OF THE

CITY OF COSTA MESA

ROBERT GONZALEZ
CMCEA President and
Negotiations Team Member

CECILIA GALLARDO-DALY
City Manager

KELLY DALTON
CMCEA Negotiations Team Member
ALMA L. REYES
Assistant City Manager

CARLOS HENRIQUEZ
CMCEA Negotiations Team Member
CAROL L. MOLINA
Finance Director

NIKKI JOHNSON
CMCEA Negotiations Team Member

KASAMA LEE
Human Resources Manager

MONIQUE PHAM
CMCEA Negotiations Team Member

FANNI ACOSTA
Human Resources Administrator

ARASH RAHIMIAN
CMCEA Negotiations Team Member

335
47 APPENDIX A

CMCEA Classifications
Accountant Economic Development Administrator Plan Checker Accounting Specialist I Electrical Inspector* Police Records Administrator+ Accounting Specialist II Electronics Technician Police Records Bureau Supervisor+ Active Transportation Coordinator Emergency Medical Services Coordinator Police Records Shift Supervisor+^ Administrative Assistant Emergency Services Administrator Police Records Technician+^ Animal Control Officer Emergency Services Training Specialist Police Training Administrator Animal Control Supervisor Engineering Technician I* Police Training Assistant Animal Services Coordinator Engineering Technician II* Principal Planner Arts Specialist Engineering Technician III* Programmer Analyst I Assistant City Engineer Equipment Mechanic I* Programmer Analyst II Assistant Engineer* Equipment Mechanic II* Property/Evidence Specialist Assistant Fire Marshal Equipment Mechanic III* Property/Evidence Supervisor+ Assistant Planner Executive Assistant Public Right of Way Coordinator* Assistant Storekeeper Facilities Maintenance Technician* Public Safety Dispatch Supervisor+^ Associate Engineer* Fairview Park Administrator* Public Safety Dispatcher+^ Associate Planner Finance Officer Range Master
Building Inspector I* Financial Analyst Recreation Coordinator Building Inspector II* Fire Protection Analyst Recreation Specialist Building Technician I Fire Protection Specialist Recreation Supervisor Building Technician II Grant Administrator Senior Accountant Business License Inspector Graphics Designer Senior Civilian Investigator+ Buyer Lead Community Services Specialist+ Senior Code Enforcement Officer Central Services Supervisor Lead Equipment Mechanic* Senior Combination Inspector* Chief Construction Inspector* Lead Facilities Maintenance Technician* Senior Communications Supervisor+ Chief Plans Examiner* Lead Maintenance Worker*+ Senior Community Services Specialist+ Chief of Code Enforcement Maintenance Assistant* Senior Electrical Inspector* Chief of Inspection* Maintenance Superintendent*+ Senior Engineer* Civilian Investigator+ Maintenance Supervisor*+ Senior Lead Maintenance Worker* Code Enforcement Officer I Maintenance Worker*+ Senior Maintenance Technician* Code Enforcement Officer II Management Aide Senior Maintenance Worker*+ Communications Installer+ Management Analyst Senior Management Analyst Community Outreach Supervisor Messenger Senior Planner
Community Outreach Worker Multimedia Specialist Senior Police Records Technician+^ Community Services Specialist+ Network Systems Administrator Senior Programmer Analyst Construction Inspector* Office Coordinator Senior Property/Evidence Specialist+ Contract Administrator* Office Specialist Senior Public Safety Dispatcher+^ Court Liaison Officer+ Office Specialist I Senior Recreation Supervisor Crime Analyst Office Specialist II Storekeeper*
Crime Prevention Specialist Offset Press Operator I Tax Auditing Specialist Crime Scene Investigation Supervisor Offset Press Operator II Treasury Specialist Crime Scene Investigator^ Park Ranger+^ Video Production Coordinator Custody Officer+^ Permit Processing Specialist Website Coordinator Custody Supervisor^ Personal Computer/Network Assistant Zoning Administrator Cyber Security Analyst Plan Check Engineer*

Classifications in bold denote supervisory classifications *Classifications eligible for safety shoe allowance
+Classifications eligible for uniform reporting for PERS Classic Members ^Classifications that work without regards to holiday

336
RESOLUTION NO. 2026-XX
A RE

SOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA, CALIFORNIA, AMENDING RESOLUTION NO. 2025-22, 2025- 23, 2025- 24 TO

ESTABLISH NEW CLASSIFICATIONS AND RENAME AND REVISE THE PAY

RANGES FOR VARIOUS CLASSIFICATIONS OF EMPLOYEES REPRESENTED BY THE COSTA MESA CITY EMPLOYEES ASSOCIATION.

THE CITY COUNCIL OF THE CITY OF COSTA MESA, CALIFORNIA HEREBY FINDS, DETERMINES, AND DECLARES AS FOLLOWS:

W
HEREAS, on June 17, 2025, the City Council adopted Resolutions No. 2025-22, 2025-23, 2025-24 revising the pay ranges for job classifications represented by the Costa Mesa City Employees Association; and
W
HEREAS, the City Council further desires to rename the existing “Civilian Investigator” as the “Senior Civilian Investigator” classification; and W
HEREAS, the City Council further desires to establish the new job classifications of Civilian Investigator, Fairview Park Senior Maintenance Technician, Lead Community Services Specialist, Senior Community Services Specialist and Senior Property & Evidence Specialist and to establish the pay ranges for the new classifications; and W
HEREAS, the City Council further desires to revise the pay range for the Community Outreach Worker classification; and
NO
W, THEREFORE, BE IT RESOLVED by the City Council of the City of Costa Mesa as follows:

SECTION 1. The existing “ Civilian Investigator” classification is hereby renamed as the “Senior Civilian Investigator” classification.

SECTION 2. The following pay ranges and monthly rates of pay for the identified job classifications are hereby revised and placed under the Basic Sal ary Administration Plan effective the pay period that includes July 1, 2024. The monthly rate of pay may also be in increments between the monthly minimum and maximum pay step.

Class Class Title Salary Grade Step
Code Plan 1 2 3 4 5 6 7
0472 Civilian Investigator CMC 736 $5,691 $5,976 $6,275 $6,589 $6,918 $7,264 $7,627 Monthly $68,292 $71,712 $75,300 $79,068 $83,016 $87,168 $91,524 Annual $32.83 $34.48 $36.20 $38.01 $39.91 $41.91 $44.00 Hourly 0418 Fairview Park Senior CMC 737 $5,520 $5,796 $6,086 $6,390 $6,710 $7,045 $7,397 Monthly Maintenance Technician $66,240 $69,552 $73,032 $76,680 $80,520 $84,540 $88,764 Annual $31.85 $33.44 $35.11 $36.87 $38.71 $40.64 $42.68 Hourly ATTACHMENT 2
337

Class Class Title Salary Grade Step
Code Plan 1 2 3 4 5 6 7
0711 Lead Community CMC 738 $6,045 $6,347 $6,664 $6,997 $7,347 $7,714 $8,100 Monthly Services Specialist $72,540 $76,164 $79,968 $83,964 $88,164 $92,568 $97,200 Annual $34.88 $36.62 $38.45 $40.37 $42.39 $44.50 $46.73 Hourly

0712 Senior Community CMC 739 $5,691 $5,976 $6,275 $6,589 $6,918 $7,264 $7,627 Monthly Services Specialist $68,292 $71,712 $75,300 $79,068 $83,016 $87,168 $91,524 Annual $32.83 $34.48 $36.20 $38.01 $39.91 $41.91 $44.00 Hourly

0472 Senior Property and CMC 740 $5,911 $6,207 $6,517 $6,843 $7,185 $7,544 $7,921 Monthly Evidence Specialist $70,932 $74,484 $78,204 $82,116 $86,220 $90,528 $95,052 Annual $34.10 $35.81 $37.60 $39.48 $41.45 $43.52 $45.70 Hourly

SECTION 3. The following pay ranges and monthly rates of pay for the identified job classifications are hereby revised and placed under the Basic Salary Administration Plan effective the pay period that includes July 1, 2025. The monthly rate of pay may also be in increments between the monthly minimum and maximum pay step.

Class Class Title Salary Grade Step
Code Plan 1 2 3 4 5 6 7
0472 Civilian Investigator CMC 736 $5,806 $6,096 $6,401 $6,721 $7,057 $7,410 $7,780 Monthly $69,672 $73,152 $76,812 $80,652 $84,684 $88,920 $93,360 Annual $33.50 $35.17 $36.93 $38.78 $40.71 $42.75 $44.88 Hourly

0611 Community Outreach CMC 900 $8,800 $9,240 $9,702 $10,187 $10,696 $11,231 $11,793 Monthly Supervisor $105,600 $110,880 $116,424 $122,244 $128,352 $134,772 $141,516 Annual $50.77 $53.31 $55.97 $58.77 $61.71 $64.79 $68.04 Hourly

0418 Fairview Park Senior CMC 737 $5,630 $5,912 $6,208 $6,518 $6,844 $7,186 $7,545 Monthly Maintenance Technician $67,560 $70,944 $74,496 $78,216 $82,128 $86,232 $90,540 Annual $32.48 $34.11 $35.82 $37.60 $39.48 $41.46 $43.53 Hourly

0711 Lead Community CMC 738 $6,165 $6,473 $6,797 $7,137 $7,494 $7,869 $8,262 Monthly Services Specialist $73,980 $77,676 $81,564 $85,644 $89,928 $94,428 $99,144 Annual $35.57 $37.34 $39.21 $41.18 $43.23 $45.40 $47.67 Hourly

0712 Senior Community CMC 739 $5,806 $6,096 $6,401 $6,721 $7,057 $7,410 $7,780 Monthly Services Specialist $69,672 $73,152 $76,812 $80,652 $84,684 $88,920 $93,360 Annual $33.50 $35.17 $36.93 $38.78 $40.71 $42.75 $44.88 Hourly

0472 Senior Property and CMC 740 $6,029 $6,330 $6,647 $6,979 $7,328 $7,694 $8,079 Monthly Evidence Specialist $72,348 $75,960 $79,764 $83,748 $87,936 $92,328 $96,948 Annual $34.78 $36.52 $38.35 $40.26 $42.28 $44.39 $46.61 Hourly

338

SECTION 4. The following pay ranges and monthly rates of pay for the identified job classifications are hereby revised and placed under the Basic Salary Administration Plan effective the pay period that includes January 1, 2026. The monthly rate of pay may also be in increments between the monthly minimum and maximum pay step.

Class Class Title Salary Grade Step
Code Plan 1 2 3 4 5 6 7
0472 Civilian Investigator CMC 736 $5,922 $6,218 $6,529 $6,855 $7,198 $7,558 $7,936 Monthly $71,064 $74,616 $78,348 $82,260 $86,376 $90,696 $95,232 Annual $34.17 $35.87 $37.67 $39.55 $41.53 $43.60 $45.78 Hourly

0611 Community Outreach CMC 900 $8,975 $9,424 $9,895 $10,390 $10,910 $11,456 $12,029 Monthly Supervisor $107,700 $113,088 $118,740 $124,680 $130,920 $137,472 $144,348 Annual $51.78 $54.37 $57.09 $59.94 $62.94 $66.09 $69.40 Hourly

0418 Fairview Park Senior CMC 737 $5,743 $6,030 $6,332 $6,649 $6,981 $7,330 $7,696 Monthly Maintenance Technician $68,916 $72,360 $75,984 $79,788 $83,772 $87,960 $92,352 Annual $33.13 $34.79 $36.53 $38.36 $40.28 $42.29 $44.40 Hourly

0711 Lead Community CMC 738 $5,922 $6,218 $6,529 $6,855 $7,198 $7,558 $7,936 Monthly Services Specialist $71,064 $74,616 $78,348 $82,260 $86,376 $90,696 $95,232 Annual $34.17 $35.87 $37.67 $39.55 $41.53 $43.60 $45.78 Hourly

0712 Senior Community CMC 739 $5,922 $6,218 $6,529 $6,855 $7,198 $7,558 $7,936 Monthly Services Specialist $71,064 $74,616 $78,348 $82,260 $86,376 $90,696 $95,232 Annual $34.17 $35.87 $37.67 $39.55 $41.53 $43.60 $45.78 Hourly

0472 Senior Property and CMC 740 $6,150 $6,457 $6,780 $7,119 $7,475 $7,849 $8,241 Monthly Evidence Specialist $73,800 $77,484 $81,360 $85,428 $89,700 $94,188 $98,892 Annual $35.48 $37.25 $39.12 $41.07 $43.13 $45.28 $47.54 Hourly

SECTION 5. The following pay ranges and monthly rates of pay for the identified job classifications are hereby revised and placed under the Basic Salary Administration Plan effective the pay period that includes April 1, 2026. The monthly rate of pay may also be in increments between the monthly minimum and maximum pay step.

Class Class Title Salary Grade Step
Code Plan 1 2 3 4 5 6 7
0472 Civilian Investigator CMC 736 $6,041 $6,343 $6,660 $6,993 $7,343 $7,710 $8,095 Monthly $72,492 $76,116 $79,920 $83,916 $88,116 $92,520 $97,140 Annual $34.85 $36.59 $38.42 $40.34 $42.36 $44.48 $46.70 Hourly

0611 Community Outreach CMC 900 $9,156 $9,614 $10,095 $10,600 $11,130 $11,686 $12,270 Monthly Supervisor $109,872 $115,368 $121,140 $127,200 $133,560 $140,232 $147,240 Annual $52.82 $55.47 $58.24 $61.15 $64.21 $67.42 $70.79 Hourly

339

Class Class Title Salary Grade Step
Code Plan 1 2 3 4 5 6 7
0418 Fairview Park Senior CMC 737 $5,857 $6,150 $6,458 $6,781 $7,120 $7,476 $7,850 Monthly Maintenance Technician $70,284 $73,800 $77,496 $81,372 $85,440 $89,712 $94,200 Annual $33.79 $35.48 $37.26 $39.12 $41.08 $43.13 $45.29 Hourly

0711 Lead Community CMC 738 $6,041 $6,343 $6,660 $6,993 $7,343 $7,710 $8,095 Monthly Services Specialist $72,492 $76,116 $79,920 $83,916 $88,116 $92,520 $97,140 Annual $34.85 $36.59 $38.42 $40.34 $42.36 $44.48 $46.70 Hourly

0712 Senior Community CMC 739 $6,041 $6,343 $6,660 $6,993 $7,343 $7,710 $8,095 Monthly Services Specialist $72,492 $76,116 $79,920 $83,916 $88,116 $92,520 $97,140 Annual $34.85 $36.59 $38.42 $40.34 $42.36 $44.48 $46.70 Hourly

0472 Senior Property and CMC 740 $6,273 $6,587 $6,916 $7,262 $7,625 $8,006 $8,406 Monthly Evidence Specialist $75,276 $79,044 $82,992 $87,144 $91,500 $96,072 $100,872 Annual $36.19 $38.00 $39.90 $41.90 $43.99 $46.19 $48.50 Hourly

SECTION 6. Except as modified by this Resolution, Resolution s No. 2025-22, 2025-23, 2025-24 shall remain in full force and effect.

PASSED AND ADOPTED this 20th day of January 20, 2026.

______________________________
John Stephens, Mayor

ATTEST: APPROVED AS TO FORM:

______________________________ ______________________________ Brenda Green, City Clerk Kimberly Hall Barlow, City Attorney 340

STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss

CITY OF COSTA MESA )

I, BRENDA GREEN, City Clerk of the City of Costa Mesa, DO HEREBY CERTIFY that the above and foregoing is the original of Resolution No. 202 6-XX and was duly passed and adopted by the City Council of the City of Costa Mesa at a regular meeting held on the 20th day of January, 2026, by the following roll call vote, to wit:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the City of Costa Mesa this 21
st day of January, 2026.

__________________________
Brenda Green, City Clerk

(SEAL)
341
RESOLUTION NO. 2026-XX
A RE

SOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA,

CALIFORNIA, REVISING THE PAY RANGES AND BENEFITS FOR JOB

CLASSIFICATIONS REPRESENTED BY THE COSTA MESA DIVISION MANAGERS ASSOCIATION.

T
he City Council of the City of Costa Mesa does hereby resolve, determine and order as follows:

W
HEREAS, the City Council previously adopted Resolution No. 2024-49 implementing changes agreed upon with the Costa Mesa Division Managers Association; and
W
HEREAS, the City Council desires to repeal and replace Resolution No. 2024- 49 to revise the pay ranges, classification titles and benefits for the classifications specified herein; and
NO
W, THEREFORE, BE IT RESOLVED by the City Council of the City of Costa Mesa as follows:

SECTION 1. The following job classifications are hereby revised to reflect the salary ranges and monthly rat es of pay specified, effective the pay period that includes July 1, 2024. The rate of pay for individual classifications may be anywhere within the monthly minimum and maximum salary steps.

Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0157 Assistant Development 761 $12,497 $13,122 $13,778 $14,467 $15,190 $15,950 $16,747 Monthly Services Director $149,964 $157,464 $165,336 $173,604 $182,280 $191,400 $200,964 Annual $72.10 $75.70 $79.49 $83.46 $87.63 $92.02 $96.62 Hourly 0142 Building Official 754 $12,191 $12,801 $13,441 $14,113 $14,819 $15,560 $16,338 Monthly $146,292 $153,612 $161,292 $169,356 $177,828 $186,720 $196,056 Annual $70.33 $73.85 $77.54 $81.42 $85.49 $89.77 $94.26 Hourly 0112 City Engineer 751 $13,041 $13,693 $14,378 $15,097 $15,852 $16,645 $17,477 Monthly $156,492 $164,316 $172,536 $181,164 $190,224 $199,740 $209,724 Annual $75.24 $79.00 $82.95 $87.10 $91.45 $96.03 $100.83 Hourly 0161 Code Enforcement Manager 895 $9,783 $10,272 $10,786 $11,325 $11,891 $12,486 $13,110 Monthly $117,396 $123,264 $129,432 $135,900 $142,692 $149,832 $157,320 Annual $56.44 $59.26 $62.23 $65.34 $68.60 $72.03 $75.63 Hourly 0115 Deputy Director of 858 $13,041 $13,693 $14,378 $15,097 $15,852 $16,645 $17,477 Monthly Public Works $156,492 $164,316 $172,536 $181,164 $190,224 $199,740 $209,724 Annual $75.24 $79.00 $82.95 $87.10 $91.45 $96.03 $100.83 Hourly ATTACHMENT 3
342
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0236 Emergency Communications 894 $10,761 $11,299 $11,864 $12,457 $13,080 $13,734 $14,421 Monthly Manager $129,132 $135,588 $142,368 $149,484 $156,960 $164,808 $173,052 Annual $62.08 $65.19 $68.45 $71.87 $75.46 $79.23 $83.20 Hourly

0239 Emergency Services Manager 855 $9,783 $10,272 $10,786 $11,325 $11,891 $12,486 $13,110 Monthly $117,396 $123,264 $129,432 $135,900 $142,692 $149,832 $157,320 Annual $56.44 $59.26 $62.23 $65.34 $68.60 $72.03 $75.63 Hourly

0111 Energy and Sustainability 897 $9,783 $10,272 $10,786 $11,325 $11,891 $12,486 $13,110 Monthly Services Manager $117,396 $123,264 $129,432 $135,900 $142,692 $149,832 $157,320 Annual $56.44 $59.26 $62.23 $65.34 $68.60 $72.03 $75.63 Hourly

0216 Fire Marshal 895 $12,191 $12,801 $13,441 $14,113 $14,819 $15,560 $16,338 Monthly $146,292 $153,612 $161,292 $169,356 $177,828 $186,720 $196,056 Annual $70.33 $73.85 $77.54 $81.42 $85.49 $89.77 $94.26 Hourly

0451 Maintenance Services 733 $11,971 $12,570 $13,198 $13,858 $14,551 $15,279 $16,043 Monthly Manager $143,652 $150,840 $158,376 $166,296 $174,612 $183,348 $192,516 Annual $69.06 $72.52 $76.14 $79.95 $83.95 $88.15 $92.56 Hourly

0160 Neighborhood Improvement 719 $8,787 $9,226 $9,687 $10,171 $10,680 $11,214 $11,775 Monthly Manager $105,444 $110,712 $116,244 $122,052 $128,160 $134,568 $141,300 Annual $50.69 $53.23 $55.89 $58.68 $61.62 $64.70 $67.93 Hourly

0159 Planning Manager 856 $12,191 $12,801 $13,441 $14,113 $14,819 $15,560 $16,338 Monthly $146,292 $153,612 $161,292 $169,356 $177,828 $186,720 $196,056 Annual $70.33 $73.85 $77.54 $81.42 $85.49 $89.77 $94.26 Hourly

0464 Police Records, 899 $9,783 $10,272 $10,786 $11,325 $11,891 $12,486 $13,110 Monthly Property & Evidence Manager $117,396 $123,264 $129,432 $135,900 $142,692 $149,832 $157,320 Annual $56.44 $59.26 $62.23 $65.34 $68.60 $72.03 $75.63 Hourly

0077 Public Affairs Manager 140 $9,783 $10,272 $10,786 $11,325 $11,891 $12,486 $13,110 Monthly $117,396 $123,264 $129,432 $135,900 $142,692 $149,832 $157,320 Annual $56.44 $59.26 $62.23 $65.34 $68.60 $72.03 $75.63 Hourly

0162 Real Property Manager 730 $8,787 $9,226 $9,687 $10,171 $10,680 $11,214 $11,775 Monthly $105,444 $110,712 $116,244 $122,052 $128,160 $134,568 $141,300 Annual $50.69 $53.23 $55.89 $58.68 $61.62 $64.70 $67.93 Hourly

0305 Recreation Manager 893 $9,550 $10,028 $10,529 $11,055 $11,608 $12,188 $12,797 Monthly $114,600 $120,336 $126,348 $132,660 $139,296 $146,256 $153,564 Annual $55.10 $57.85 $60.74 $63.78 $66.97 $70.32 $73.83 Hourly

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Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0113 Transportation Services 745 $12,881 $13,525 $14,201 $14,911 $15,657 $16,440 $17,262 Monthly Manager $154,572 $162,300 $170,412 $178,932 $187,884 $197,280 $207,144 Annual $74.31 $78.03 $81.93 $86.03 $90.33 $94.85 $99.59 Hourly

SECTION 2. The following job classifications are hereby revised to reflect the salary ranges and monthly rates of pay specified, effective the pay period that includes July 1, 2025 . The rate of pay for individual classifications may be anywhere within the monthly minimum and maximum salary steps.

Class Class Title Grade Step
Code 1 2 3 4 5 6 7
157 Assistant Development 761 $13,495 $14,170 $14,879 $15,623 $16,404 $17,224 $18,085 Monthly Services Director $161,940 $170,040 $178,548 $187,476 $196,848 $206,688 $217,020 Annual $77.86 $81.75 $85.84 $90.13 $94.64 $99.37 $104.34 Hourly

0142 Building Official 754 $12,650 $13,282 $13,946 $14,643 $15,375 $16,144 $16,951 Monthly $151,800 $159,384 $167,352 $175,716 $184,500 $193,728 $203,412 Annual $72.98 $76.63 $80.46 $84.48 $88.70 $93.14 $97.79 Hourly

0112 City Engineer 751 $13,531 $14,208 $14,918 $15,664 $16,447 $17,269 $18,132 Monthly $162,372 $170,496 $179,016 $187,968 $197,364 $207,228 $217,584 Annual $78.06 $81.97 $86.07 $90.37 $94.89 $99.63 $104.61 Hourly

0161 Code Enforcement Manager 895 $10,150 $10,657 $11,190 $11,750 $12,337 $12,954 $13,602 Monthly $121,800 $127,884 $134,280 $141,000 $148,044 $155,448 $163,224 Annual $58.56 $61.48 $64.56 $67.79 $71.18 $74.73 $78.47 Hourly

0115 Deputy Director of Public Works 858 $13,531 $14,208 $14,918 $15,664 $16,447 $17,269 $18,132 Monthly $162,372 $170,496 $179,016 $187,968 $197,364 $207,228 $217,584 Annual $78.06 $81.97 $86.07 $90.37 $94.89 $99.63 $104.61 Hourly

0236 Emergency Communications 894 $11,166 $11,724 $12,310 $12,925 $13,571 $14,250 $14,962 Monthly Manager $133,992 $140,688 $147,720 $155,100 $162,852 $171,000 $179,544 Annual $64.42 $67.64 $71.02 $74.57 $78.29 $82.21 $86.32 Hourly

0239 Emergency Services Manager 855 $10,150 $10,657 $11,190 $11,750 $12,337 $12,954 $13,602 Monthly $121,800 $127,884 $134,280 $141,000 $148,044 $155,448 $163,224 Annual $58.56 $61.48 $64.56 $67.79 $71.18 $74.73 $78.47 Hourly

0111 Energy and Sustainability 897 $10,150 $10,657 $11,190 $11,750 $12,337 $12,954 $13,602 Monthly Services Manager $121,800 $127,884 $134,280 $141,000 $148,044 $155,448 $163,224 Annual $58.56 $61.48 $64.56 $67.79 $71.18 $74.73 $78.47 Hourly

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Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0216 Fire Marshal 895 $12,650 $13,282 $13,946 $14,643 $15,375 $16,144 $16,951 Monthly $151,800 $159,384 $167,352 $175,716 $184,500 $193,728 $203,412 Annual $72.98 $76.63 $80.46 $84.48 $88.70 $93.14 $97.79 Hourly

0451 Maintenance Services Manager 733 $12,420 $13,041 $13,693 $14,378 $15,097 $15,852 $16,645 Monthly $149,040 $156,492 $164,316 $172,536 $181,164 $190,224 $199,740 Annual $71.65 $75.24 $79.00 $82.95 $87.10 $91.45 $96.03 Hourly

0160 Neighborhood Improvement 719 $11,039 $11,591 $12,171 $12,780 $13,419 $14,090 $14,795 Monthly Manager $132,468 $139,092 $146,052 $153,360 $161,028 $169,080 $177,540 Annual $63.69 $66.87 $70.22 $73.73 $77.42 $81.29 $85.36 Hourly

0159 Planning Manager 856 $12,650 $13,282 $13,946 $14,643 $15,375 $16,144 $16,951 Monthly $151,800 $159,384 $167,352 $175,716 $184,500 $193,728 $203,412 Annual $72.98 $76.63 $80.46 $84.48 $88.70 $93.14 $97.79 Hourly

0464 Police Records, 899 $10,150 $10,657 $11,190 $11,750 $12,337 $12,954 $13,602 Monthly Property & Evidence Manager $121,800 $127,884 $134,280 $141,000 $148,044 $155,448 $163,224 Annual $58.56 $61.48 $64.56 $67.79 $71.18 $74.73 $78.47 Hourly

0077 Public Affairs Manager 140 $10,694 $11,229 $11,790 $12,379 $12,998 $13,648 $14,330 Monthly $128,328 $134,748 $141,480 $148,548 $155,976 $163,776 $171,960 Annual $61.70 $64.78 $68.02 $71.42 $74.99 $78.74 $82.67 Hourly

0162 Real Property Manager 730 $9,115 $9,571 $10,050 $10,553 $11,081 $11,635 $12,217 Monthly $109,380 $114,852 $120,600 $126,636 $132,972 $139,620 $146,604 Annual $52.59 $55.22 $57.98 $60.88 $63.93 $67.13 $70.48 Hourly

0305 Recreation Manager 893 $11,039 $11,591 $12,171 $12,780 $13,419 $14,090 $14,795 Monthly $132,468 $139,092 $146,052 $153,360 $161,028 $169,080 $177,540 Annual $63.69 $66.87 $70.22 $73.73 $77.42 $81.29 $85.36 Hourly

0113 Transportation Services Manager 745 $13,363 $14,031 $14,733 $15,470 $16,244 $17,056 $17,909 Monthly $160,356 $168,372 $176,796 $185,640 $194,928 $204,672 $214,908 Annual $77.09 $80.95 $85.00 $89.25 $93.72 $98.40 $103.32 Hourly

SECTION 3. The following job classifications are hereby revised to reflect the salary ranges and monthly rates of pay specified, effective the pay period that includes July 1, 2026. The rate of pay for individual classifications may be anywhere within the monthly minimum and maximum salary steps.

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Class Class Title Grade Step
Code 1 2 3 4 5 6 7
157 Assistant Development 761 $13,969 $14,667 $15,400 $16,170 $16,978 $17,827 $18,718 Monthly Services Director $167,628 $176,004 $184,800 $194,040 $203,736 $213,924 $224,616 Annual $80.59 $84.62 $88.85 $93.29 $97.95 $102.85 $107.99 Hourly

0142 Building Official 754 $13,091 $13,746 $14,433 $15,155 $15,913 $16,709 $17,544 Monthly $157,092 $164,952 $173,196 $181,860 $190,956 $200,508 $210,528 Annual $75.53 $79.30 $83.27 $87.43 $91.81 $96.40 $101.22 Hourly

0112 City Engineer 751 $14,004 $14,704 $15,439 $16,211 $17,022 $17,873 $18,767 Monthly $168,048 $176,448 $185,268 $194,532 $204,264 $214,476 $225,204 Annual $80.79 $84.83 $89.07 $93.53 $98.20 $103.11 $108.27 Hourly

0161 Code Enforcement Manager 895 $10,506 $11,031 $11,583 $12,162 $12,770 $13,408 $14,078 Monthly $126,072 $132,372 $138,996 $145,944 $153,240 $160,896 $168,936 Annual $60.61 $63.64 $66.83 $70.17 $73.67 $77.35 $81.22 Hourly

0115 Deputy Director of Public Works 858 $14,004 $14,704 $15,439 $16,211 $17,022 $17,873 $18,767 Monthly $168,048 $176,448 $185,268 $194,532 $204,264 $214,476 $225,204 Annual $80.79 $84.83 $89.07 $93.53 $98.20 $103.11 $108.27 Hourly

0236 Emergency Communications 894 $11,556 $12,134 $12,741 $13,378 $14,047 $14,749 $15,486 Monthly Manager $138,672 $145,608 $152,892 $160,536 $168,564 $176,988 $185,832 Annual $66.67 $70.00 $73.51 $77.18 $81.04 $85.09 $89.34 Hourly

0239 Emergency Services Manager 855 $10,506 $11,031 $11,583 $12,162 $12,770 $13,408 $14,078 Monthly $126,072 $132,372 $138,996 $145,944 $153,240 $160,896 $168,936 Annual $60.61 $63.64 $66.83 $70.17 $73.67 $77.35 $81.22 Hourly

0111 Energy and Sustainability 897 $10,506 $11,031 $11,583 $12,162 $12,770 $13,408 $14,078 Monthly Services Manager $126,072 $132,372 $138,996 $145,944 $153,240 $160,896 $168,936 Annual $60.61 $63.64 $66.83 $70.17 $73.67 $77.35 $81.22 Hourly

0216 Fire Marshal 895 $13,091 $13,746 $14,433 $15,155 $15,913 $16,709 $17,544 Monthly $157,092 $164,952 $173,196 $181,860 $190,956 $200,508 $210,528 Annual $75.53 $79.30 $83.27 $87.43 $91.81 $96.40 $101.22 Hourly

0451 Maintenance Services Manager 733 $12,856 $13,499 $14,174 $14,883 $15,627 $16,408 $17,228 Monthly $154,272 $161,988 $170,088 $178,596 $187,524 $196,896 $206,736 Annual $74.17 $77.88 $81.77 $85.86 $90.16 $94.66 $99.39 Hourly

0160 Neighborhood Improvement 719 $11,428 $11,999 $12,599 $13,229 $13,890 $14,584 $15,313 Monthly Manager $137,136 $143,988 $151,188 $158,748 $166,680 $175,008 $183,756 Annual $65.93 $69.23 $72.69 $76.32 $80.13 $84.14 $88.34 Hourly

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Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0159 Planning Manager 856 $13,091 $13,746 $14,433 $15,155 $15,913 $16,709 $17,544 Monthly $157,092 $164,952 $173,196 $181,860 $190,956 $200,508 $210,528 Annual $75.53 $79.30 $83.27 $87.43 $91.81 $96.40 $101.22 Hourly

0464 Police Records, 899 $10,506 $11,031 $11,583 $12,162 $12,770 $13,408 $14,078 Monthly Property & Evidence Manager $126,072 $132,372 $138,996 $145,944 $153,240 $160,896 $168,936 Annual $60.61 $63.64 $66.83 $70.17 $73.67 $77.35 $81.22 Hourly

0077 Public Affairs Manager 140 $11,068 $11,621 $12,202 $12,812 $13,453 $14,126 $14,832 Monthly $132,816 $139,452 $146,424 $153,744 $161,436 $169,512 $177,984 Annual $63.85 $67.04 $70.40 $73.92 $77.61 $81.50 $85.57 Hourly

0162 Real Property Manager 730 $9,437 $9,909 $10,404 $10,924 $11,470 $12,043 $12,645 Monthly $113,244 $118,908 $124,848 $131,088 $137,640 $144,516 $151,740 Annual $54.44 $57.17 $60.02 $63.02 $66.17 $69.48 $72.95 Hourly

0305 Recreation Manager 893 $11,428 $11,999 $12,599 $13,229 $13,890 $14,584 $15,313 Monthly $137,136 $143,988 $151,188 $158,748 $166,680 $175,008 $183,756 Annual $65.93 $69.23 $72.69 $76.32 $80.13 $84.14 $88.34 Hourly

0113 Transportation Services Manager 745 $13,831 $14,523 $15,249 $16,011 $16,812 $17,653 $18,536 Monthly $165,972 $174,276 $182,988 $192,132 $201,744 $211,836 $222,432 Annual $79.79 $83.79 $87.98 $92.37 $96.99 $101.84 $106.94 Hourly

SECTION 4. A market analysis study will be conducted in February 2025 for the following classifications: E mergency and Sustainability Manager, Neighborhood Improvement Manager, Public Affairs Manager and Recreation Manager. Compensation updates based on that market analysis study are reflected in Section 2 and Section 3 for Neighborhood Improvement Manager, Public Affairs Manager and Recreation Manager.

SECTION 5. The City of Costa Mesa has contracted with the California Public Employees Retirement System (CalPERS) to provide retirement benefits to eligible City employees.

5.1 CalPERS - MISCELLANEOUS MEMBERS

Employees covered by this resolution who do not meet the definition of “new member” under the California Public Employees’ Pension Reform Act of 2013 (PEPRA) (those unit members shall be referred to as “classic members”) are enrolled in either the CalPERS retirement plan provided for by Government Code section 21354.4, and commonly referred to as the 2.5% at age 55 retirement plan (“tier 1”), or the 2% at 60 formula provided for by Government Code section 21353 (“tier 2”).

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A. Classic Members:

Effective April 16, 2017, the total contribution for tier 1 (2.5% @ 55) unit members will be 12% of compensation earnable, inclusive of statutory employee contributions and all cost sharing. The total contribution for tier 2 (2% @ 60) unit members will be 10% of compensation earnable, inclusive of statutory employee contributions and all cost sharing.

Effective the pay period that includes July 1, 2023, classic member employees subject to the 2.5% @ 55 formula shall have their cost sharing per Government Code section 20516(a) reduced by 1.469% for a net contribution of one percent (1%) and cost sharing pursuant to section 20516(f) will be reduced from 1.531% to 0%.

Effective the pay period that includes July 1, 2023, classic member employees subject to the 2% @ 60 formula shall have their cost sharing per Government Code section 20516(f) reduced by 1% for a net contribution of two percent (2%).

B. New Members: Under PEPRA (see section 5.2 below):

Effective April 16, 2017, the total contribution for PEPRA tier 3 (2% @ 62) unit members will be 9% of pensionable compensation, inclusive of statutory employee contributions and cost sharing.

5.2 THE CALIFORNIA PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 (PEPRA)

As it may from time to time exist, the PEPRA shall in its entirety be given full force and effect. PEPRA includes, but is not limited to, the provisions described below:

Members hired on and after January 1, 2013, deemed to be a “new member” as defined in Government Code section 7522.04, shall individually pay an initial Member CALPERS contribution rate of 50% of the normal cost rate for the Defined Benefit Plan in which said “new member” is enrolled, rounded to the nearest quarter of 1%, or the current contribution rate of similarly situated employees, whichever is greater.

Members who are “new members” on and after January 1, 2013, shall be enrolled in the PEPRA provided for 2% @ 62 retirement formula for miscellaneous employees (Govt. Code § 7522.20).

Members who are “new members” on and after January 1, 2013, shall have “final compensation” measured by the highest average annual pensionable compensation earned by the member during a period of at least 36 consecutive months (section 7522.32.), and their retirement benefits shall be 348
calculated based on “pensionable compensation” ( section 7522.10) rather than “compensation earnable” (section 20636).

SECTION 6. Employees covered by this resolution shall be provided with a $75 monthly technology allowance. The City Manager has the sole discretion to grant, modify or deny an allowance for employees covered by this resolution.

SECTION 7. Employees including employees who meet the Department/City established standards and are routinely and consistently assigned to communicate in Spanish, Vietnamese, American Sign Language (ASL) and any other language approved by the City Manager shall rec eive two and one- half percent (2.5%) or five percent (5%) of the top step base salary and paid on a bi-weekly basis pursuant to subsections A or B below. The compensation in this section is special compensation and shall be reported as bilingual premium pursuant to Title 2 California Code of Regulations, sections 571 and 571.1.

A. The following standard of spoken Spanish, Vietnamese, or American Sign Language is followed for the 2.5% Certification:

1. The applicant has the ability to create with language, recombining and adapting learned material to express personal meaning and can handle simple situations and transactions in the course of his/her work such as explanation of procedures, obtaining personal information, instructions to victims and onlookers, among others.

2. The applicant is able to maintain simple face- to-face conversations, asking and answering questions regarding everyday survival on topics most related to self and immediate work environment; courtesy requirements, and personal needs during the course of routine calls not likely to be of a life or death nature.

3. The applicant can be understood with some repetition by a sympathetic native speaker.

4. The applicant demonstrates mastery of work -related vocabulary including: time, days of the week, months, family members, parts of the body, motions and states, greetings, home and community, food and beverages, alphabet and numbers, vehicles, simple commands, interrogatory words, etc.

5. Accuracy is required in the present tense and gender distinctions.

6. Core vocabulary of 300-600 words.

B. The 5% Certification requires:

1. Accuracy in present and past tenses.
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2. Core vocabulary of 600-1200 words.

3. Exhibits good pronunciation, stress, and intonation skills as judged by the ability to be understood with little repetition or confusion by native speaker.

4. Ability to interview the victim of a crime or accident or other situation involving a native speaker and conduct simple interrogations and investigations which could be of a life or death nature.

5. Ability to understand description, narration, main ideas and details on a variety of topics beyond the immediate situation.

SECTION 8. The following are the eleven (11) designated observed holidays:

New Year’s Day - January 1
st
Martin Luther King, Jr - 3rd Monday in January
President’s Day - 3rd Monday in February
Memorial Day - Last Monday in May
Juneteenth Day - June 19th
Independence Day - 4th of July
Labor Day – 1st Monday in September
Veteran’s Day - November 11th
Thanksgiving Day - 4th Thursday in November
Day after Thanksgiving - Day after the 4th Thursday in November Christmas Day - December 25th

In the event any of the above holidays fall on Saturday, the preceding Friday (or Thursday if the preceding Friday is a closure day) will be observed. In the event any of the above holidays fall on Sunday, the following Monday will be observed.

A. In addition to the eleven (11) holidays above, employees receive sixteen (16) floating holiday hours. Employees may schedule with their supervisor any time during the year to use the floating holiday hours. At the end of the calendar year, any remaining holiday hours will be cashed out. Employees hired after January 1
st of each year are eligible for the 16 hours of floating holiday pay on a pro-rata basis during the calendar year based on the established City holiday schedule. If an employee separates from the service of the City and has used or been paid for floating holiday pay in advance of Lincoln’s Birthday and/or California Admission Day, the City will deduct the cash value for the floating holiday benefits paid, but unearned, from the final paycheck.

B. In order to be eligible for holiday pay for the eleven holidays above, an employee must either work or be on paid status the day immediately before, or after the holiday if scheduled.

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C. All employees who receive time off for the above listed holidays shall receive full pay.

SECTION 9. The City shall contribute an amount toward the flexible benefit plan bucket for the payment of premiums for affected employees and dependents based upon the following criteria:

• Full family coverage for the PERS Platinum medical plan (or equivalent PERS PPO 90/10 plan) under the California Public Employees’ Retirement System (CALPERS) health insurance programs
• Full family coverage for the Dental Indemnity plan
• Full premium payment for Life Insurance
• Long Term Disability premium will be based upon the top step salary of the highest-salaried Division Manager within the classified service

Any amounts necessary to maintain benefit premiums in excess of the City contribution specified above shall be borne entirely by the division manager employee.

SECTION 10. Employees covered by this resolution shall accrue vacation leave at the following rates and shall be capped at the following maximum levels:

Years of Service Annual Accrual 40-Hour Maximum Accrual 40-Hour 1-2 92 184
3-4 116 232
5-9 140 280
10-14 164 320
15-19 188 320
20+ 212 320

Vacation Leave Cash- Outs – Each fiscal year, employees will have the following cash- out options: 1) One eighty (80) hour cash-out any time during the fiscal year, regardless of the employee’s maximum accrual and regardless of the employee’s Vacation Leave usage; and, 2) Up to four cash -outs per fiscal year, any time during the fiscal year (irrespective of quarter), based on a “2 for 1” usage ratio, up to a maximum of 80- hours for each cash out. For example, if an employee uses 10 hours of Vacation Leave, the employee could cash out up to 20 hours of Vacation Leave; in order for an employee to cash-out the maximum of 80-hours Vacation Leave, the employee would need to use 40 hours of Vacation Leave.

Vacation Leave Cash-Out for 2026 and Thereafter - On or before December 31 of each calendar year, an employee may make an irrevocable election to cash out up to 212 hours of vacation leave which will be earned in the following calendar year at the employee’s base rate of pay as follows:

An employee can cash out vacation during any quarter of the following year as long as on the date(s) chosen for cash out the employee has earned at least the amount of vacation he/she chooses to cash out. Employees who made an irrevocable election to 351
cash out vacation (up to a maximum of 212 hours for the year) shall choose to be paid out during one or more of the following payroll periods:

• Payroll period which includes April 1st
• Payroll period which includes July 1st
• Payroll period which includes October 1st
• Final Payroll period of the calendar year.

Employees will notify the Human Resources Division of which quarter(s) they wish their cash outs to be paid by the payroll deadlines as set by the Finance Department and Human Resources Division. Any remaining elected vacation hours that have not been previously paid out during the year will be paid out on the final payroll period of the calendar year.

All employees who are at the Maximum Accrual Level or who may reach the Maximum Accrual Level shall utilize the “Cash-Out” and/or “Vacation Leave” options so as to NOT exceed the Vacation Accrual Ceiling. Other than exceptions granted based upon City and/or Departmental needs as approved by both the Department Director and the City Manager there will no other cash- out of Vacation Leave time beyond the Maximum Accrual rates that have been established.

SECTION 11. Employees covered by this resolution shall accrue 3.69 hours of sick leave per pay period into a Primary Sick Leave Bank. Employees may accrue up to 480 hours of sick leave in a Primary Sick Leave Bank.

When an employee has 480 hours of sick leave in their Primary Sick Leave bank, their pay period accrual will be distributed in the following manner:

A. At the employee's option, one-half of the benefit will be:

1. Paid as monetary compensation to the employee at the employee's then current hourly base rate of pay or,

2. Converted into vacation hours. If this option is chosen, the employee cannot accrue more than the maximum vacation hours as provided in the vacation hours article of this MOU.

B. The remaining one-half benefit will be placed in the employee's Secondary Sick Leave Bank.

If an employee has a Secondary Sick Leave Bank, the first 40 hours of sick leave used per calendar year must be from this bank. Hours in this bank may also be used in the event of a verified non-industrial disability which has resulted in an absence from duty of at least 60 consecutive calendar days. In this event, sick leave in the Secondary Sick Leave Bank may be used for additional consecutive absences resulting from the disability; or it may be used to supplement LTD payments (so that the employee receives his/her full compensation) should the employee qualify for long term disability benefits. 352
Additionally, an amount of sick leave equal to the hours used from the Primary Bank for said disability (i.e., if an employee is out for at least 60 days) may be transferred from the Secondary Bank to the Primary Bank provided that such transfer shall not result in there being in excess of 480 hours in the Primary Bank.

At the time of separation from the City, (unless terminated for cause) with a minimum of 20 years of continuous service, including/or if separation is by retirement (defined as having applied for retirement benefits from CalPERS), the employee shall have the option of:

A. Being paid at his/her then current hourly rate for one- half of the sick leave accrued in both his/her Primary Sick Leave Bank, and Secondary Sick Leave Bank and the remaining one- half will be applied towards his or her service credit, or,

B. The employee can choose to apply all credited time (both Banks) towards his or her service credit.

SECTION 12. The City shall grant Executive Leave to management personnel not to exceed forty (40) hours per payroll calendar year. The City Manag er may grant an additional sixty (60) hours of Executive Leave.

SECTION 13. Pursuant to the Executive Professional Development Reimbursement Program, the City agrees to reimburse Division Managers up to $1,300 per fiscal year for activities, materials, equipment or fees that will aid in their individual professional development or support employee wellness, mental and physical health. The intent of this program is to encourage and recognize executive staff for pursuing educational, professional or community -oriented activities, enhancing job skills and expertise, and/or purchasing materials/equipment, which improve the executive’s performance and well-being. These activities, materials, equipment or fees are int ended to be beyond what is budgeted for individuals through the annual budget cycle. The reimbursement options available include the following:

• Professional memberships, licenses and certificates that are job-related • Professional conferences that are job -related including fees and other expenses while attending
• Membership dues in community organizations relevant to the executive’s job assignment
• Purchase of job- related professional journals, periodicals, books or other written materials which further knowledge or improvement of effectiveness in performance of duties
• Education fees that exceed the City’s annual $1,250 tuition reimbursement limit • Activities, materials, equipment or fees that promote employee wellness, mental and physical health
• Direct purchase of qualifying computer equipment defined in Administrative Regulation 2.29

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The Department Director and Assistant City Manager must approve participation in the activities and/or purchase of the materials/equipment in advance. Claims for reimbursement must be accompanied by documentation that an eligible expense has been incurred during the fiscal year for the executive employee only. Employee may not request reimbursement for any activities, materials, equipment or fees that have already been reimbursed through a Flexible Spending Account, Health Savings Account or similar program. Any portion of the reimbursement amount not incurred within the fiscal year shall remain City funds unless prior approval has been received by the City Manager.

Requests to carry forward unencumbered amounts to the next fiscal year must receive approval by the City Manager prior to the end of the fiscal year. All payments will be in the form of reimbursement and no executive employee will directly receive cash for this benefit. Reimbursements, which are subject to taxation, will be processed through the payroll system. The Finance Department shall administer this program in accordance with the stated purpose and will provide the appropriate forms and procedures. This reimbursement program does not prohibit individual departments from continuing to budget funds for executive staff attendance at professional conferences and seminars, for the payment of professional membership dues, and/or for the purchase of books, journals and written materials that are job -related and will enhance an executive’s knowledge or expertise.

SECTION 14. The 401(a) deferred compensation plan provides executives with another tax-deferred savings plan for future financial planning. The City will provide a

0.5% per pay period employer contribution for any executive whose management group elects to participate in the 401(a) plan. The employer contribution will be reflected in that executive’s annual total compensation calculation. However, the City will not provide an employer contribution to the current 457 deferred compensation plan and the executive must make all 457 contributions.

SECTION 15. All parts of resolutions in conflict herewith are hereby rescinded.

PASSED AND ADOPTED this 20th day of January, 2026.

______________________________
John Stephens, Mayor

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ATTEST: APPROVED AS TO FORM:

______________________________ ______________________________ Brenda Green, City Clerk Kimberly Hall Barlow, City Attorney

STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss

CITY OF COSTA MESA )

I, BRENDA GREEN, City Clerk of the City of Costa Mesa, DO HEREBY CERTIFY that the above and foregoing is the original of Resolution No. 2026 -XX and was duly passed and adopted by the City Council of the City of Costa Mesa at a regular meeting held on the 20
th day of January, 2026, by the following roll call vote, to wit:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the City of Costa Mesa this 21
st day of January, 2026.

__________________________
Brenda Green, City Clerk

(SEAL)

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RESOLUTION NO. 2026-XX
A RE

SOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA,

CALIFORNIA, REVISING THE PAY RANGE S AND BENEFITS FOR

CLASSIFICATIONS IN THE CONFIDENTIAL MANAGEMENT UNIT
T

HE CITY COUNCIL OF THE CITY OF COSTA MESA, CALIFORNIA HEREBY FINDS, DETERMINES, AND DECLARES AS FOLLOWS:

W
HEREAS, the City Council previously adopted Resolution No. 2024-50, revising the pay ranges and benefits for job classifications in the Confidential Management Unit; and
W
HEREAS, the City Council desires to repeal and replace Resolution No. 202 4- 50 to revise the pay ranges and benefits for the classifications specified herein; and NO
W, THEREFORE, BE IT RESOLVED by the City Council of the City of Costa Mesa as follows:

SECTION 1. Employer-Employee Organization Relations Resolution No. 95- 63, as authorized under the California Government Code ( section 3500, et seq.), defines “Employee, Confidential” as any employee whose normal duties would give the employee access to decisions or the decision-making processes of the City concerning any matters relating to employer -employee relations; and said Resolution sets forth the “Policy and Standards for Determination of Appropriate Units”, including the provision that confidential responsibilities are determining factors in establishing appropriate units. Accordingly, specific positions have been determined by the City Manager (Employee Relations Officer) as having access to or preparing confidential materials and/or information and/or recommendations on behalf of the City in matters relating to employer-employee relations and are included in this Confidential Management Unit.

SECTION 2. The following positions in the Office of the City Manager, Finance Department and Information Technology Department, placed under the Confidential Management Unit Salary Schedule, are hereby revised to reflect the salary ranges and monthly rates of pay specified, effective the pay period that includes J uly 1, 2024. The monthly rate of pay may also be in increments between the monthly minimum and maximum pay step.

Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0068 Assistant Finance Director 750 $13,007 $13,657 $14,340 $15,057 $15,810 $16,601 $17,431 Monthly $156,084 $163,884 $172,080 $180,684 $189,720 $199,212 $209,172 Annual $75.04 $78.79 $82.73 $86.87 $91.21 $95.78 $100.56 Hourly 0092 Assistant to the City Manager 896 $9,783 $10,272 $10,786 $11,325 $11,891 $12,486 $13,110 Monthly $117,396 $123,264 $129,432 $135,900 $142,692 $149,832 $157,320 Annual $56.44 $59.26 $62.23 $65.34 $68.60 $72.03 $75.63 Hourly ATTACHMENT 4
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Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0059 Budget and Purchasing Manager 740 $10,640 $11,172 $11,731 $12,318 $12,934 $13,581 $14,260 Monthly $127,680 $134,064 $140,772 $147,816 $155,208 $162,972 $171,120 Annual $61.38 $64.45 $67.68 $71.07 $74.62 $78.35 $82.27 Hourly

0023 City Clerk 892 $11,395 $11,965 $12,563 $13,191 $13,851 $14,544 $15,271 Monthly $136,740 $143,580 $150,756 $158,292 $166,212 $174,528 $183,252 Annual $65.74 $69.03 $72.48 $76.10 $79.91 $83.91 $88.10 Hourly

0171 Finance Manager 727 $11,395 $11,965 $12,563 $13,191 $13,851 $14,544 $15,271 Monthly $136,740 $143,580 $150,756 $158,292 $166,212 $174,528 $183,252 Annual $65.74 $69.03 $72.48 $76.10 $79.91 $83.91 $88.10 Hourly

0090 Human Resources Manager 748 $11,767 $12,355 $12,973 $13,622 $14,303 $15,018 $15,769 Monthly $141,204 $148,260 $155,676 $163,464 $171,636 $180,216 $189,228 Annual $67.89 $71.28 $74.84 $78.59 $82.52 $86.64 $90.98 Hourly

0047 Information Technology 741 $12,368 $12,986 $13,635 $14,317 $15,033 $15,785 $16,574 Monthly Manager $148,416 $155,832 $163,620 $171,804 $180,396 $189,420 $198,888 Annual $71.35 $74.92 $78.66 $82.60 $86.73 $91.07 $95.62 Hourly

SECTION 3. The following positions of the Office of the City Manager, Finance Department and Information Technology Department, placed under the Confidential Management Unit Salary Schedule, are hereby revised to reflect the salary ranges and monthly rates of pay specified, effective the pay period that includes July 1, 202 5. The monthly rate of pay may also be in increments between the monthly minimum and maximum pay step.

Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0068 Assistant Finance Director 750 $13,495 $14,170 $14,879 $15,623 $16,404 $17,224 $18,085 Monthly $161,940 $170,040 $178,548 $187,476 $196,848 $206,688 $217,020 Annual $77.86 $81.75 $85.84 $90.13 $94.64 $99.37 $104.34 Hourly

0092 Assistant to the City Manager 896 $10,150 $10,657 $11,190 $11,750 $12,337 $12,954 $13,602 Monthly $121,800 $127,884 $134,280 $141,000 $148,044 $155,448 $163,224 Annual $58.56 $61.48 $64.56 $67.79 $71.18 $74.73 $78.47 Hourly

0059 Budget and Purchasing Manager 740 $11,039 $11,591 $12,171 $12,780 $13,419 $14,090 $14,795 Monthly $132,468 $139,092 $146,052 $153,360 $161,028 $169,080 $177,540 Annual $63.69 $66.87 $70.22 $73.73 $77.42 $81.29 $85.36 Hourly

0023 City Clerk 892 $11,823 $12,414 $13,035 $13,687 $14,371 $15,090 $15,844 Monthly $141,876 $148,968 $156,420 $164,244 $172,452 $181,080 $190,128 Annual $68.21 $71.62 $75.20 $78.96 $82.91 $87.06 $91.41 Hourly

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Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0171 Finance Manager 727 $11,823 $12,414 $13,035 $13,687 $14,371 $15,090 $15,844 Monthly $141,876 $148,968 $156,420 $164,244 $172,452 $181,080 $190,128 Annual $68.21 $71.62 $75.20 $78.96 $82.91 $87.06 $91.41 Hourly

0090 Human Resources Manager 748 $12,208 $12,818 $13,459 $14,132 $14,839 $15,581 $16,360 Monthly $146,496 $153,816 $161,508 $169,584 $178,068 $186,972 $196,320 Annual $70.43 $73.95 $77.65 $81.53 $85.61 $89.89 $94.38 Hourly

0047 Information Technology Manager 741 $12,831 $13,473 $14,147 $14,854 $15,597 $16,377 $17,196 Monthly $153,972 $161,676 $169,764 $178,248 $187,164 $196,524 $206,352 Annual $74.03 $77.73 $81.62 $85.70 $89.98 $94.48 $99.21 Hourly

SECTION 4. The following positions of the Office of the City Manager, Finance Department and Information Technology Department, placed under the Confidential Management Unit Salary Schedule, are hereby revised to reflect the salary ranges and monthly rates of pay specified, effective the pay period that includes July 1, 202 6. The monthly rate of pay may also be in increments between the monthly minimum and maximum pay step.

Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0068 Assistant Finance Director 750 $13,969 $14,667 $15,400 $16,170 $16,978 $17,827 $18,718 Monthly $167,628 $176,004 $184,800 $194,040 $203,736 $213,924 $224,616 Annual $80.59 $84.62 $88.85 $93.29 $97.95 $102.85 $107.99 Hourly

0092 Assistant to the City Manager 896 $10,506 $11,031 $11,583 $12,162 $12,770 $13,408 $14,078 Monthly $126,072 $132,372 $138,996 $145,944 $153,240 $160,896 $168,936 Annual $60.61 $63.64 $66.83 $70.17 $73.67 $77.35 $81.22 Hourly

0059 Budget and Purchasing Manager 740 $11,428 $11,999 $12,599 $13,229 $13,890 $14,584 $15,313 Monthly $137,136 $143,988 $151,188 $158,748 $166,680 $175,008 $183,756 Annual $65.93 $69.23 $72.69 $76.32 $80.13 $84.14 $88.34 Hourly

0023 City Clerk 892 $12,237 $12,849 $13,491 $14,166 $14,874 $15,618 $16,399 Monthly $146,844 $154,188 $161,892 $169,992 $178,488 $187,416 $196,788 Annual $70.60 $74.13 $77.83 $81.73 $85.81 $90.10 $94.61 Hourly

0171 Finance Manager 727 $12,237 $12,849 $13,491 $14,166 $14,874 $15,618 $16,399 Monthly $146,844 $154,188 $161,892 $169,992 $178,488 $187,416 $196,788 Annual $70.60 $74.13 $77.83 $81.73 $85.81 $90.10 $94.61 Hourly

0090 Human Resources Manager 748 $12,636 $13,268 $13,931 $14,628 $15,359 $16,127 $16,933 Monthly $151,632 $159,216 $167,172 $175,536 $184,308 $193,524 $203,196 Annual $72.90 $76.55 $80.37 $84.39 $88.61 $93.04 $97.69 Hourly

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Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0047 Information Technology Manager 741 $13,281 $13,945 $14,642 $15,374 $16,143 $16,950 $17,798 Monthly $159,372 $167,340 $175,704 $184,488 $193,716 $203,400 $213,576 Annual $76.62 $80.45 $84.47 $88.70 $93.13 $97.79 $102.68 Hourly

SECTION 5. The City of Costa Mesa has contracted with the California Public Employees Retirement System (CalPERS) to provide retirement benefits to eligible City employees.

5.1 CalPERS - MISCELLANEOUS MEMBERS

Employees covered by this resolution who do not meet the definition of “new member” under the California Public Employees’ Pension Reform Act of 2013 (PEPRA) (those unit members shall be referred to as “classic members”) are enrolled in either the CalPERS retirement plan provided for by Government Code section 21354.4, and commonly referred to as the 2.5% at age 55 retirement plan (“tier 1”), or the 2% at 60 formula provided for by Government Code section 21353 (“tier 2”).

A. Classic Members:

Effective April 16, 2017, the total contribution for tier 1 (2.5% @ 55) unit members will be 12% of compensation earnable, inclusive of statutory employee contributions and all cost sharing. The total contribution for tier 2 (2% @ 60) unit members will be 10% of compensation earnable, inclusive of statutory employee contributions and all cost sharing.

Effective the pay period that includes July 1, 2023, classic member employees subject to the 2.5% @ 55 formula shall have their cost sharing per Government Code section 20516(a) reduced by 1.469% for a net contribution of one percent (1%) and cost sharing pursuant to section 20516(f) will be reduced from 1.531% to 0%.

Effective the pay period that includes July 1, 2023, classic member employees subject to the 2% @ 60 formula shall have their cost sharing per Government Code section 20516(f) reduced by 1% for a net contribution of two percent (2%).

B. New Members: Under PEPRA (see section 5.2 below):

Effective April 16, 2017, the total contribution for PEPRA tier 3 (2% @ 62) unit members will be 9% of pensionable compensation, inclusive of statutory employee contributions and cost sharing.

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5.2 THE CALIFORNIA PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 (PEPRA)

As it may from time to time exist, the PEPRA shall in its entirety be given full force and effect. PEPRA includes, but is not limited to, the provisions described below:

Members hired on and after January 1, 2013, deemed to be a “new member” as defined in Government Code section 7522.04, shall individually pay an initial Member CALPERS contribution rate of 50% of the normal cost rate for the Defined Benefit Plan in which said “new member” is enrolled, rounded to the nearest quarter of 1%, or the current contribution rate of similarly situated employees, whichever is greater.

Members who are “new members” on and after January 1, 2013, shall be enrolled in the PEPRA provided for 2% @ 62 retirement formula for miscellaneous employees (Govt. Code section 7522.20).

Members who are “new members” on and after January 1, 2013, shall have “final compensation” measured by the highest average annual pensionable compensation earned by the member during a period of at least 36 consecutive months (section 7522.32.), and their retirement benefits shall be calculated based on “pensionable compensation” ( section 7522.10) rather than “compensation earnable” (section 20636).

SECTION 6. Employees covered by this resolution shall be provided with a $75 monthly technology allowance. The City Manager has the sole discretion to grant, modify or deny an allowance for employees covered by this resolution.

SECTION 7. Employees including employees who meet the Department/City established standards and are routinely and consistently assigned to communicate in Spanish, Vietnamese, American Sign Language (ASL) and any other language approved by the City Manager shall receive two and one- half percent (2.5%) or five percent (5%) of the top step base salary and paid on a bi-weekly basis pursuant to subsections A or B below. The compensation in this section is special compensation and shall be reported as bilingual premium pursuant to Title 2 California Code of Regulations, sections 571 and 571.1.

A. The following standard of spoken Spanish, Vietnamese, or American Sign Language is followed for the 2.5% Certification:

1. The applicant has the ability to create with language, recombining and adapting learned material to express personal meaning and can handle simple situations and transactions in the course of his/her work such as explanation of procedures, obtaining personal information, instructions to victims and onlookers, among others.

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2. The applicant is able to maintain simple face- to-face conversations, asking and answering questions regarding everyday survival on topic s most related to self and immediate work environment; courtesy requirements, and personal needs during the course of routine calls not likely to be of a life or death nature.

3. The applicant can be understood with some repetition by a sympathetic native speaker.

4. The applicant demonstrates mastery of work -related vocabulary including: time, days of the week, months, family members, parts of the body, motions and states, greetings, home and community, food and beverages, alphabet and numbers, vehicles, simple commands, interrogatory words, etc.

5. Accuracy is required in the present tense and gender distinctions.

6. Core vocabulary of 300-600 words.

B. The 5% Certification requires:

1. Accuracy in present and past tenses.

2. Core vocabulary of 600-1200 words.

3. Exhibits good pronunciation, stress, and intonation skills as judged by the ability to be understood with little repetition or confusion by native speaker.

4. Ability to interview the victim of a crime or accident or other situation involving a native speaker and conduct simple interrogations and investigations which could be of a life or death nature.

5. Ability to understand description, narration, main ideas and details on a variety of topics beyond the immediate situation.

SECTION 8. The following are the eleven (11) designated observed holidays:

New Year’s Day - January 1st
Martin Luther King, Jr - 3rd Monday in January
President’s Day - 3rd Monday in February
Memorial Day - Last Monday in May
Juneteenth Day - June 19th
Independence Day - 4th of July
Labor Day – 1st Monday in September
Veteran’s Day - November 11th
Thanksgiving Day - 4th Thursday in November
Day after Thanksgiving - Day after the 4th Thursday in November Christmas Day - December 25th
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In the event any of the above holidays fall on Saturday, the preceding Friday (or Thursday if the preceding Friday is a closure day) will be observed. In the event any of the above holidays fall on Sunday, the following Monday will be observed.

A. In addition to the eleven (11) holidays above, employees receive sixteen (16) floating holiday hours. Employees may schedule with their supervisor any time during the year to use the floating holiday hours. At the end of the calendar year, any remaining holiday hours will be cashed out. Employees hired after January 1
st of each year are eligible for the 16 hours of floating holiday pay on a pro-rata basis during the calendar year based on the established City holiday schedule. If an employee separates from the service of the City and has used or been paid for floating holiday pay in advance of Lincoln’s Birthday and/or California Admission Day, the City will deduct the cash value for the floating holiday benefits paid, but unearned, from the final paycheck.

B. In order to be eligible for holiday pay for the eleven holidays above, an employee must either work or be on paid status the day immediately before, or after the holiday if scheduled.

C. All employees who receive time off for the above listed holidays shall receive full pay.

SECTION 9. The City shall contribute an amount toward the flexible benefit plan bucket for the payment of premiums for affected employees and dependents based upon the following criteria:

• Full family coverage for the PERS Platinum medical plan (or equivalent PERS PPO 90/10 plan) under the California Public Employees’ Retirement System (CALPERS) health insurance programs
• Full family coverage for the Dental Indemnity plan
• Full premium payment for Life Insurance
• Long Term Disability premium will be based upon the top step salary of the highest-salaried Division Manager within the classified service

Any amounts necessary to maintain benefit premiums in excess of the City contribution specified above shall be borne entirely by the executive employee.

SECTION 10. Employees covered by this resolution shall accrue vacation leave at the following rates and shall be capped at the following maximum levels:

Years of Service Annual Accrual 40-Hour Maximum Accrual 40-Hour 1-2 92 184
3-4 116 232
5-9 140 280
10-14 164 320
15-19 188 320
20+ 212 320
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Vacation Leave Cash- Outs – Each fiscal year, employees will have the following cash- out options: 1) One eighty (80) hour cash-out any time during the fiscal year, regardless of the employee’s maximum accrual and regardless of the employee’s Vacation Leave usage; and, 2) Up to four cash -outs per fiscal year, any time during the fiscal year (irrespective of quarter), based on a “2 for 1” usage ratio, up to a maximum of 80- hours for each cash out. For example, if an employee uses 10 hours of Vacation Leave, the employee could cash out up to 20 hours of Vacation Leave; in order for an employee to cash-out the maximum of 80-hours Vacation Leave, the employee would need to use 40 hours of Vacation Leave.

Vacation Leave Cash-Out for 2026 and Thereafter - On or before December 31 of each calendar year, an employee may make an irrevocable election to cash out up to 212 hours of vacation leave which will be earned in the following calendar year at the employee’s base rate of pay as follows:

An employee can cash out vacation during any quarter of the following year as long as on the date(s) chosen for cash out the employee has earned at least the amount of vacation he/she chooses to cash out. Employees who made an irrevocable election to cash out vacation (up to a maximum of 212 hours for the year) shall choose to be paid out during one or more of the following payroll periods:

• Payroll period which includes April 1st
• Payroll period which includes July 1st
• Payroll period which includes October 1
st
• Final Payroll period of the calendar year.

Employees will notify the Human Resources Division of which quarter(s) they wish their cash outs to be paid by the payroll deadlines as set by the Finance Department and Human Resources Division. Any remaining elected vacation hours that have not been previously paid out during the year will be paid out on the final payroll period of the calendar year.

All employees who are at the Maximum Accrual Level or who may reach the Maximum Accrual Level shall utilize the “Cash-Out” and/or “Vacation Leave” options so as to NOT exceed the Vacation Accrual Ceiling. Other than exceptions granted based upon City and/or Departmental needs as approved by both the Department Director and the City Manager there will no other cash- out of Vacation Leave time beyond the Maximum Accrual rates that have been established.

SECTION 11. Employees covered by this resolution shall accrue 3.69 hours of sick leave per pay period into a Primary Sick Leave Bank. Employees may accrue up to 480 hours of sick leave in a Primary Sick Leave Bank.

When an employee has 480 hours of sick leave in their Primary Sick Leave bank, their pay period accrual will be distributed in the following manner:

A. At the employee's option, one-half of the benefit will be:

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1. Paid as monetary compensation to the employee at the employee's then current hourly base rate of pay or,

2. Converted into vacation hours. If this option is chosen, the employee cannot accrue more than the maximum vacation hours as provided in the vacation hours article of this MOU.

B. The remaining one-half benefit will be placed in the employee's Secondary Sick Leave Bank.

If an employee has a Secondary Sick Leave Bank, the first 40 hours of sick leave used per calendar year must be from this bank. Hours in this bank may also be used in the event of a verified non-industrial disability which has resulted in an absence from duty of at least 60 consecutive calendar days. In this event, sick leave in the Secondary Sick Leave Bank may be used for additional consecutive absences resulting from the disability; or it may be used to supplement LTD payments (so that the employee receives his/her full compensation) should the employee qualify for long term disability benefits.

Additionally, an amount of sick leave equal to the hours used from the Primary Bank for said disability (i.e., if an employee is out for at least 60 days) may be transferred from the Secondary Bank to the Primary Bank provided that such transfer shall not result in there being in excess of 480 hours in the Primary Bank.

At the time of separation from the City, (unless terminated for cause) with a minimum of 20 years of continuous service, including/or if separation is by retirement (defined as having applied for retirement benefits from CalPERS), the employee shall have the option of:

A. Being paid at his/her then current hourly rate for one- half of the sick leave accrued in both his/her Primary Sick Leave Bank, and Secondary Sick Leave Bank and the remaining one- half will be applied towards his or her service credit, or,

B. The employee can choose to apply all credited time (both Banks) towards his or her service credit.

SECTION 12. Effective December 24, 2017, the City shall grant Executive Leave to confidential management personnel not to exceed forty (40) hours per year. The City Manager may grant up to an additional forty (60) hours of Executive Leave.

SECTION 13. Pursuant to the Executive Professional Development Reimbursement Program, the City agrees to reimburse Confidential Management employees up to $1,300 per fiscal year for activities, materials, equipment or fees that will aid in their individual professional development or support employee wellness, mental and physical health. The intent of this program is to encourage and recognize executive staff for pursuing educational, professional or community -oriented activities, enhancing job skills and expertise, and/or purchasing materials/equipment, which improve the 364

executive’s performance and well-being. These activities, materials, equipment or fees are intended to be beyond what is budgeted for individuals through the annual budget cycle. The reimbursement options available include the following:

• Professional memberships, licenses and certificates that are job-related • Professional conferences that are job- related including fees and other expenses while attending
• Membership dues in community organizations relevant to the executive’s job assignment
• Purchase of job- related professional journals, periodicals, books or other written materials which further knowledge or improvement of effectiveness in performance of duties
• Education fees that exceed the City’s annual $1,250 tuition reimbursement limit • Activities, materials, equipment or fees that promote employee wellness, mental and physical health
• Direct purchase of qualifying computer equipment defined in Administrative Regulation 2.29

The Department Director and Assistant City Manager must approve participation in the activities and/or purchase of the materials/equipment in advance. Claims for reimbursement must be accompanied by documentation that an eligible expense has been incurred during the fiscal year for the executive employee only. Employee may not request reimbursement for any activities, materials, equipment or fees that have already been reimbursed through a Flexible Spending Account, Health Savings Account or similar program. Any portion of the reimbursement amount not incurred within the fiscal year shall remain City funds unless prior approval has been received by the City Manager.

Requests to carry forward unencumbered amounts to the next fiscal year must receive approval by the City Manager prior to the end of the fiscal year. All payments will be in the form of reimbursement and no executive employee will directly receive cash for this benefit. Reimbursements, which are subject to taxation, will be processed through the payroll system. The Finance Department shall administer this program in accordance with the stated purpose and will provide the appropriate forms and procedures. This reimbursement program does not prohibit individual departments from continuing to budget funds for executive staff attendance at professional conferences and seminars, for the payment of professional membership dues, and/or for the purchase of books, journals and written materials that are job -related and will enhance an executive’s knowledge or expertise.

SECTION 14. The 401(a) deferred compensation plan provides executives with another tax-deferred savings plan for future financial planning. The City will provide a

0.5% per pay period employer contribution for any executive whose management group elects to participate in the 401(a) plan. The employer contribution will be reflected in that executive’s annual total compensation calculation. However, the City will not provide an employer contribution to the current 457 deferred compensation plan and the executive must make all 457 contributions.

SECTION 15. Amendments made pertaining to the fringe benefits, City Rules and Regulations and other employment conditions for employees represented by the Costa 365

Mesa Division Managers Association shall also apply to “Confidential” unrepresented management employees unless specifically excluded. Any positions that may qualify to be part of this unrepresented unit shall be added as part of the process of adoption of salary schedules after consultation with the bargaining unit and employees.

SECTION 1 6. All resolutions and parts of resolutions in conflict herewith are hereby rescinded.

PASSED AND ADOPTED this 20
th day of January, 2026.

______________________________
John Stephens, Mayor

ATTEST: APPROVED AS TO FORM:

______________________________ ______________________________ Brenda Green, City Clerk Kimberly Hall Barlow, City Attorney

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STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss

CITY OF COSTA MESA )

I, BRENDA GREEN, City Clerk of the City of Costa Mesa, DO HEREBY CERTIFY that the above and foregoing is the original of Resolution No. 202 6-XX and was duly passed and adopted by the City Council of the City of Costa Mesa at a regular meeting held on the 20th day of January, 2026, by the following roll call vote, to wit:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the City of Costa Mesa this 21st day of January, 2026.

______________________________
Brenda Green, City Clerk

(SEAL)

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RESOLUTION NO. 2026-XX
A RE

SOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA,

CALIFORNIA, REVISING THE PAY RANGE S AND BENEFITS F OR
CLASSIFICATIONS IN THE CONFIDENTIAL UNIT.

T

HE CITY COUNCIL OF THE CITY OF COSTA MESA, CALIFORNIA HEREBY FINDS, DETERMINES, AND DECLARES AS FOLLOWS:

W
HEREAS, on June 17, 2025, the City Council adopted Resolutions No. 2025-25, 2025-26, and 2025-27, revising the pay ranges for job classifications in the Confidential Unit, effective the pay period that includes July 1, 2025, January 1, 2026 and April 1, 2026; and
W
HEREAS, the City Council desires to repeal and replace Resolutions No. 2025- 25, 2025-26, and 2025 -27 to revise the pay ranges and benefits for the classifications specified herein; and
NO
W, THEREFORE, BE IT RESOLVED by the City Council of the City of Costa Mesa as follows:

SECTION 1. Employer-Employee Organization Relations Resolution No. 95- 63, as authorized under the California Government Code ( section 3500, et seq.), defines “Employee, Confidential” as any employee whose normal duties would give the employee access to decisions or the decision-making processes of the City concerning any matters relating to employer -employee relations; and said Resolution sets forth the “Policy and Standards for Determination of Appropriate Units”, including the provision that confidential responsibilities are determining factors in establishing appropriate units. Accordingly, specific positions have been determined by the City Manager (Employee Relations Officer) as having access to or preparing confidential materials and/or information and/or recommendations on behalf of the City in matters relating to employer-employee relations and are included in this Confidential Employees Unit.

SECTION 2. The following pay ranges and monthly rates of pay for the identified classifications are hereby established and placed under the Confidential Unit Salary Schedule effective the pay period that includes July 1, 2025. The monthly rate of pay may also be in increments between the monthly minimum and maximum pay steps.

Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
0171 Accountant CON 620 $7,294 $7,659 $8,042 $8,444 $8,866 $9,309 $9,775 Monthly (Confidential) $87,528 $91,908 $96,504 $101,328 $106,392 $111,708 $117,300 Annual $42.08 $44.19 $46.40 $48.72 $51.15 $53.71 $56.39 Hourly 0026 Administrative Assistant CON 593 $5,414 $5,685 $5,969 $6,267 $6,580 $6,909 $7,254 Monthly (Confidential) $64,968 $68,220 $71,628 $75,204 $78,960 $82,908 $87,048 Annual $31.23 $32.80 $34.44 $36.16 $37.96 $39.86 $41.85 Hourly ATTACHMENT 5
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Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
0018 Benefits Coordinator CON 592 $5,294 $5,559 $5,837 $6,129 $6,435 $6,757 $7,095 Monthly $63,528 $66,708 $70,044 $73,548 $77,220 $81,084 $85,140 Annual $30.54 $32.07 $33.68 $35.36 $37.13 $38.98 $40.93 Hourly

0063 Budget Analyst CON 679 $8,717 $9,153 $9,611 $10,092 $10,597 $11,127 $11,683 Monthly $104,604 $109,836 $115,332 $121,104 $127,164 $133,524 $140,196 Annual $50.29 $52.81 $55.45 $58.22 $61.14 $64.19 $67.40 Hourly

0809 Budget Specialist CON 891 $6,470 $6,793 $7,133 $7,490 $7,865 $8,258 $8,671 Monthly $77,640 $81,516 $85,596 $89,880 $94,380 $99,096 $104,052 Annual $37.33 $39.19 $41.15 $43.21 $45.38 $47.64 $50.03 Hourly

0040 Computer Operations/ CON 689 $9,131 $9,588 $10,067 $10,570 $11,099 $11,654 $12,237 Monthly Networking Supervisor $109,572 $115,056 $120,804 $126,840 $133,188 $139,848 $146,844 Annual $52.68 $55.32 $58.08 $60.98 $64.03 $67.23 $70.60 Hourly

0021 Deputy City Clerk CON 656 $6,187 $6,496 $6,821 $7,162 $7,520 $7,896 $8,291 Monthly $74,244 $77,952 $81,852 $85,944 $90,240 $94,752 $99,492 Annual $35.69 $37.48 $39.35 $41.32 $43.38 $45.55 $47.83 Hourly

0016 Executive Assistant to CON 648 $7,266 $7,629 $8,010 $8,410 $8,830 $9,272 $9,736 Monthly the City Manager $87,192 $91,548 $96,120 $100,920 $105,960 $111,264 $116,832 Annual $41.92 $44.01 $46.21 $48.52 $50.94 $53.49 $56.17 Hourly

0019 Executive Assistant CON 609 $5,956 $6,254 $6,567 $6,895 $7,240 $7,602 $7,982 Monthly (Confidential) $71,472 $75,048 $78,804 $82,740 $86,880 $91,224 $95,784 Annual $34.36 $36.08 $37.89 $39.78 $41.77 $43.86 $46.05 Hourly

0173 Finance Officer CON 559 $9,732 $10,219 $10,730 $11,267 $11,830 $12,422 $13,043 Monthly (Confidential) $116,784 $122,628 $128,760 $135,204 $141,960 $149,064 $156,516 Annual $56.15 $58.96 $61.90 $65.00 $68.25 $71.67 $75.25 Hourly

0007 Human Resources CON 560 $4,349 $4,566 $4,794 $5,034 $5,286 $5,550 $5,828 Monthly Office Specialist II $52,188 $54,792 $57,528 $60,408 $63,432 $66,600 $69,936 Annual $25.09 $26.34 $27.66 $29.04 $30.50 $32.02 $33.62 Hourly

0087 Human Resources CON 697 $10,024 $10,525 $11,051 $11,604 $12,184 $12,793 $13,433 Monthly Administrator $120,288 $126,300 $132,612 $139,248 $146,208 $153,516 $161,196 Annual $57.83 $60.72 $63.76 $66.95 $70.29 $73.81 $77.50 Hourly

0079 Human Resources CON 659 $7,760 $8,148 $8,555 $8,983 $9,432 $9,904 $10,399 Monthly Analyst $93,120 $97,776 $102,660 $107,796 $113,184 $118,848 $124,788 Annual $44.77 $47.01 $49.36 $51.83 $54.42 $57.14 $59.99 Hourly

0017 Human Resources CON 590 $5,414 $5,685 $5,969 $6,267 $6,580 $6,909 $7,254 Monthly Assistant $64,968 $68,220 $71,628 $75,204 $78,960 $82,908 $87,048 Annual $31.23 $32.80 $34.44 $36.16 $37.96 $39.86 $41.85 Hourly

369

Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
0072 Human Resources CON 627 $6,807 $7,147 $7,504 $7,879 $8,273 $8,687 $9,121 Monthly Technician $81,684 $85,764 $90,048 $94,548 $99,276 $104,244 $109,452 Annual $39.27 $41.23 $43.29 $45.46 $47.73 $50.12 $52.62 Hourly

0245 Management Aide CON 892 $6,616 $6,947 $7,294 $7,659 $8,042 $8,444 $8,866 Monthly (Confidential) $79,392 $83,364 $87,528 $91,908 $96,504 $101,328 $106,392 Annual $38.17 $40.08 $42.08 $44.19 $46.40 $48.72 $51.15 Hourly

0084 Management Analyst CON 872 $7,610 $7,990 $8,389 $8,808 $9,248 $9,710 $10,196 Monthly (Confidential) $91,320 $95,880 $100,668 $105,696 $110,976 $116,520 $122,352 Annual $43.90 $46.10 $48.40 $50.82 $53.35 $56.02 $58.82 Hourly

0008 Office Specialist II CON 561 $4,350 $4,567 $4,795 $5,035 $5,287 $5,551 $5,828 Monthly (Confidential) $52,200 $54,804 $57,540 $60,420 $63,444 $66,612 $69,936 Annual $25.10 $26.35 $27.66 $29.05 $30.50 $32.03 $33.62 Hourly

0055 Payroll Coordinator CON 621 $6,468 $6,791 $7,131 $7,488 $7,862 $8,255 $8,668 Monthly $77,616 $81,492 $85,572 $89,856 $94,344 $99,060 $104,016 Annual $37.32 $39.18 $41.14 $43.20 $45.36 $47.63 $50.01 Hourly

0078 Principal Human CON 669 $8,717 $9,153 $9,611 $10,092 $10,597 $11,127 $11,683 Monthly Resources Analyst $104,604 $109,836 $115,332 $121,104 $127,164 $133,524 $140,196 Annual $50.29 $52.81 $55.45 $58.22 $61.14 $64.19 $67.40 Hourly

0170 Senior Accountant CON 622 $8,024 $8,425 $8,846 $9,288 $9,752 $10,240 $10,752 Monthly (Confidential) $96,288 $101,100 $106,152 $111,456 $117,024 $122,880 $129,024 Annual $46.29 $48.61 $51.03 $53.58 $56.26 $59.08 $62.03 Hourly

0054 Senior Budget Analyst CON 680 $9,590 $10,070 $10,573 $11,102 $11,657 $12,240 $12,852 Monthly (Confidential) $115,080 $120,840 $126,876 $133,224 $139,884 $146,880 $154,224 Annual $55.33 $58.10 $61.00 $64.05 $67.25 $70.62 $74.15 Hourly

0246 Senior Management CON 895 $8,507 $8,932 $9,379 $9,848 $10,340 $10,857 $11,400 Monthly Analyst (Confidential) $102,084 $107,184 $112,548 $118,176 $124,080 $130,284 $136,800 Annual $49.08 $51.53 $54.11 $56.82 $59.65 $62.64 $65.77 Hourly

0052 Senior Programmer CON 710 $10,109 $10,614 $11,145 $11,702 $12,287 $12,901 $13,546 Monthly Analyst (Confidential) $121,308 $127,368 $133,740 $140,424 $147,444 $154,812 $162,552 Annual $58.32 $61.23 $64.30 $67.51 $70.89 $74.43 $78.15 Hourly

0046 Systems & Programming CON 730 $11,169 $11,727 $12,313 $12,929 $13,575 $14,254 $14,967 Monthly Supervisor $134,028 $140,724 $147,756 $155,148 $162,900 $171,048 $179,604 Annual $64.44 $67.66 $71.04 $74.59 $78.32 $82.23 $86.35 Hourly

370

SECTION 3. The following pay ranges and monthly rates of pay for the identified classifications are hereby established and placed under the Confidential Unit Salary Schedule effective the pay period that includes January 1, 2026. The monthly rate of pay may also be in increments between the monthly minimum and maximum pay steps.

Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
0171 Accountant CON 620 $7,440 $7,812 $8,203 $8,613 $9,044 $9,496 $9,971 Monthly (Confidential) $89,280 $93,744 $98,436 $103,356 $108,528 $113,952 $119,652 Annual $42.92 $45.07 $47.33 $49.69 $52.18 $54.78 $57.52 Hourly

0026 Administrative Assistant CON 593 $5,521 $5,797 $6,087 $6,391 $6,711 $7,047 $7,399 Monthly (Confidential) $66,252 $69,564 $73,044 $76,692 $80,532 $84,564 $88,788 Annual $31.85 $33.44 $35.12 $36.87 $38.72 $40.66 $42.69 Hourly

0018 Benefits Coordinator CON 592 $5,400 $5,670 $5,953 $6,251 $6,564 $6,892 $7,237 Monthly $64,800 $68,040 $71,436 $75,012 $78,768 $82,704 $86,844 Annual $31.15 $32.71 $34.34 $36.06 $37.87 $39.76 $41.75 Hourly

0063 Budget Analyst CON 679 $8,893 $9,338 $9,805 $10,295 $10,810 $11,350 $11,917 Monthly $106,716 $112,056 $117,660 $123,540 $129,720 $136,200 $143,004 Annual $51.31 $53.87 $56.57 $59.39 $62.37 $65.48 $68.75 Hourly

0809 Budget Specialist CON 891 $6,600 $6,930 $7,276 $7,640 $8,022 $8,423 $8,844 Monthly $79,200 $83,160 $87,312 $91,680 $96,264 $101,076 $106,128 Annual $38.08 $39.98 $41.98 $44.08 $46.28 $48.59 $51.02 Hourly

0040 Computer Operations/ CON 689 $9,315 $9,781 $10,270 $10,783 $11,322 $11,888 $12,482 Monthly Networking Supervisor $111,780 $117,372 $123,240 $129,396 $135,864 $142,656 $149,784 Annual $53.74 $56.43 $59.25 $62.21 $65.32 $68.58 $72.01 Hourly

0021 Deputy City Clerk CON 656 $6,310 $6,626 $6,957 $7,305 $7,670 $8,054 $8,457 Monthly $75,720 $79,512 $83,484 $87,660 $92,040 $96,648 $101,484 Annual $36.40 $38.23 $40.14 $42.14 $44.25 $46.47 $48.79 Hourly

0016 Executive Assistant to CON 648 $7,410 $7,781 $8,170 $8,579 $9,008 $9,458 $9,931 Monthly the City Manager $88,920 $93,372 $98,040 $102,948 $108,096 $113,496 $119,172 Annual $42.75 $44.89 $47.13 $49.49 $51.97 $54.57 $57.29 Hourly

0019 Executive Assistant CON 609 $6,075 $6,379 $6,698 $7,033 $7,385 $7,754 $8,142 Monthly (Confidential) $72,900 $76,548 $80,376 $84,396 $88,620 $93,048 $97,704 Annual $35.05 $36.80 $38.64 $40.58 $42.61 $44.73 $46.97 Hourly

0173 Finance Officer CON 559 $9,928 $10,424 $10,945 $11,492 $12,067 $12,670 $13,304 Monthly (Confidential) $119,136 $125,088 $131,340 $137,904 $144,804 $152,040 $159,648 Annual $57.28 $60.14 $63.14 $66.30 $69.62 $73.10 $76.75 Hourly

371

Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
0007 Human Resources CON 560 $4,435 $4,657 $4,890 $5,135 $5,392 $5,662 $5,945 Monthly Office Specialist II $53,220 $55,884 $58,680 $61,620 $64,704 $67,944 $71,340 Annual $25.59 $26.87 $28.21 $29.63 $31.11 $32.67 $34.30 Hourly

0087 Human Resources CON 697 $10,225 $10,736 $11,273 $11,837 $12,429 $13,050 $13,702 Monthly Administrator $122,700 $128,832 $135,276 $142,044 $149,148 $156,600 $164,424 Annual $58.99 $61.94 $65.04 $68.29 $71.71 $75.29 $79.05 Hourly

0079 Human Resources CON 659 $7,915 $8,311 $8,727 $9,163 $9,621 $10,102 $10,607 Monthly Analyst $94,980 $99,732 $104,724 $109,956 $115,452 $121,224 $127,284 Annual $45.66 $47.95 $50.35 $52.86 $55.51 $58.28 $61.19 Hourly

0017 Human Resources CON 590 $5,521 $5,797 $6,087 $6,391 $6,711 $7,047 $7,399 Monthly Assistant $66,252 $69,564 $73,044 $76,692 $80,532 $84,564 $88,788 Annual $31.85 $33.44 $35.12 $36.87 $38.72 $40.66 $42.69 Hourly

0072 Human Resources CON 627 $6,942 $7,289 $7,653 $8,036 $8,438 $8,860 $9,303 Monthly Technician $83,304 $87,468 $91,836 $96,432 $101,256 $106,320 $111,636 Annual $40.05 $42.05 $44.15 $46.36 $48.68 $51.12 $53.67 Hourly

0245 Management Aide CON 892 $6,748 $7,085 $7,439 $7,811 $8,202 $8,612 $9,043 Monthly (Confidential) $80,976 $85,020 $89,268 $93,732 $98,424 $103,344 $108,516 Annual $38.93 $40.88 $42.92 $45.06 $47.32 $49.68 $52.17 Hourly

0084 Management Analyst CON 872 $7,761 $8,149 $8,556 $8,984 $9,433 $9,905 $10,400 Monthly (Confidential) $93,132 $97,788 $102,672 $107,808 $113,196 $118,860 $124,800 Annual $44.78 $47.01 $49.36 $51.83 $54.42 $57.14 $60.00 Hourly

0008 Office Specialist II CON 561 $4,435 $4,657 $4,890 $5,134 $5,391 $5,661 $5,945 Monthly (Confidential) $53,220 $55,884 $58,680 $61,608 $64,692 $67,932 $71,340 Annual $25.59 $26.87 $28.21 $29.62 $31.10 $32.66 $34.30 Hourly

0055 Payroll Coordinator CON 621 $6,597 $6,927 $7,273 $7,637 $8,019 $8,420 $8,841 Monthly $79,164 $83,124 $87,276 $91,644 $96,228 $101,040 $106,092 Annual $38.06 $39.96 $41.96 $44.06 $46.26 $48.58 $51.01 Hourly

0078 Principal Human CON 669 $8,893 $9,338 $9,805 $10,295 $10,810 $11,350 $11,917 Monthly Resources Analyst $106,716 $112,056 $117,660 $123,540 $129,720 $136,200 $143,004 Annual $51.31 $53.87 $56.57 $59.39 $62.37 $65.48 $68.75 Hourly

0170 Senior Accountant CON 622 $8,184 $8,593 $9,023 $9,474 $9,948 $10,445 $10,967 Monthly (Confidential) $98,208 $103,116 $108,276 $113,688 $119,376 $125,340 $131,604 Annual $47.22 $49.58 $52.06 $54.66 $57.39 $60.26 $63.27 Hourly

0054 Senior Budget Analyst CON 680 $9,782 $10,271 $10,785 $11,324 $11,890 $12,485 $13,109 Monthly (Confidential) $117,384 $123,252 $129,420 $135,888 $142,680 $149,820 $157,308 Annual $56.43 $59.26 $62.22 $65.33 $68.60 $72.03 $75.63 Hourly

372

Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
0052 Senior Programmer CON 710 $10,310 $10,826 $11,367 $11,935 $12,532 $13,159 $13,817 Monthly Analyst (Confidential) $123,720 $129,912 $136,404 $143,220 $150,384 $157,908 $165,804 Annual $59.48 $62.46 $65.58 $68.86 $72.30 $75.92 $79.71 Hourly

0246 Senior Management CON 895 $8,677 $9,111 $9,567 $10,045 $10,547 $11,074 $11,628 Monthly Analyst (Confidential) $104,124 $109,332 $114,804 $120,540 $126,564 $132,888 $139,536 Annual $50.06 $52.56 $55.19 $57.95 $60.85 $63.89 $67.08 Hourly

0046 Systems & Programming CON 730 $11,392 $11,962 $12,560 $13,188 $13,847 $14,539 $15,266 Monthly Supervisor $136,704 $143,544 $150,720 $158,256 $166,164 $174,468 $183,192 Annual $65.72 $69.01 $72.46 $76.08 $79.89 $83.88 $88.07 Hourly

SECTION 4. The following pay ranges and monthly rates of pay for the identified classifications are hereby established and placed under the Confidential Unit Salary Schedule effective the pay period that includes April 1, 2026. The monthly rate of p ay may also be in increments between the monthly minimum and maximum pay steps.

Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
0171 Accountant CON 620 $7,590 $7,970 $8,368 $8,786 $9,225 $9,686 $10,170 Monthly (Confidential) $91,080 $95,640 $100,416 $105,432 $110,700 $116,232 $122,040 Annual $43.79 $45.98 $48.28 $50.69 $53.22 $55.88 $58.67 Hourly

0026 Administrative Assistant CON 593 $5,632 $5,914 $6,210 $6,520 $6,846 $7,188 $7,547 Monthly (Confidential) $67,584 $70,968 $74,520 $78,240 $82,152 $86,256 $90,564 Annual $32.49 $34.12 $35.83 $37.62 $39.50 $41.47 $43.54 Hourly

0018 Benefits Coordinator CON 592 $5,508 $5,783 $6,072 $6,376 $6,695 $7,030 $7,382 Monthly $66,096 $69,396 $72,864 $76,512 $80,340 $84,360 $88,584 Annual $31.78 $33.36 $35.03 $36.78 $38.63 $40.56 $42.59 Hourly

0063 Budget Analyst CON 679 $9,070 $9,524 $10,000 $10,500 $11,025 $11,576 $12,155 Monthly $108,840 $114,288 $120,000 $126,000 $132,300 $138,912 $145,860 Annual $52.33 $54.95 $57.69 $60.58 $63.61 $66.78 $70.13 Hourly

0809 Budget Specialist CON 891 $6,731 $7,068 $7,421 $7,792 $8,182 $8,591 $9,021 Monthly $80,772 $84,816 $89,052 $93,504 $98,184 $103,092 $108,252 Annual $38.83 $40.78 $42.81 $44.95 $47.20 $49.56 $52.04 Hourly

0040 Computer Operations/ CON 689 $9,501 $9,976 $10,475 $10,999 $11,549 $12,126 $12,732 Monthly Networking Supervisor $114,012 $119,712 $125,700 $131,988 $138,588 $145,512 $152,784 Annual $54.81 $57.55 $60.43 $63.46 $66.63 $69.96 $73.45 Hourly

0021 Deputy City Clerk CON 656 $6,436 $6,758 $7,096 $7,451 $7,824 $8,215 $8,626 Monthly $77,232 $81,096 $85,152 $89,412 $93,888 $98,580 $103,512 Annual $37.13 $38.99 $40.94 $42.99 $45.14 $47.39 $49.77 Hourly

373

Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
0016 Executive Assistant to CON 648 $7,559 $7,937 $8,334 $8,751 $9,189 $9,648 $10,130 Monthly the City Manager $90,708 $95,244 $100,008 $105,012 $110,268 $115,776 $121,560 Annual $43.61 $45.79 $48.08 $50.49 $53.01 $55.66 $58.44 Hourly

0019 Executive Assistant CON 609 $6,197 $6,507 $6,832 $7,174 $7,533 $7,910 $8,305 Monthly (Confidential) $74,364 $78,084 $81,984 $86,088 $90,396 $94,920 $99,660 Annual $35.75 $37.54 $39.42 $41.39 $43.46 $45.63 $47.91 Hourly

0173 Finance Officer CON 559 $10,127 $10,633 $11,165 $11,723 $12,309 $12,924 $13,570 Monthly (Confidential) $121,524 $127,596 $133,980 $140,676 $147,708 $155,088 $162,840 Annual $58.43 $61.34 $64.41 $67.63 $71.01 $74.56 $78.29 Hourly

0007 Human Resources CON 560 $4,525 $4,751 $4,989 $5,238 $5,500 $5,775 $6,064 Monthly Office Specialist II $54,300 $57,012 $59,868 $62,856 $66,000 $69,300 $72,768 Annual $26.11 $27.41 $28.78 $30.22 $31.73 $33.32 $34.98 Hourly

0087 Human Resources CON 697 $10,429 $10,950 $11,497 $12,072 $12,676 $13,310 $13,976 Monthly Administrator $125,148 $131,400 $137,964 $144,864 $152,112 $159,720 $167,712 Annual $60.17 $63.17 $66.33 $69.65 $73.13 $76.79 $80.63 Hourly

0079 Human Resources CON 659 $8,073 $8,477 $8,901 $9,346 $9,813 $10,304 $10,819 Monthly Analyst $96,876 $101,724 $106,812 $112,152 $117,756 $123,648 $129,828 Annual $46.58 $48.91 $51.35 $53.92 $56.61 $59.45 $62.42 Hourly

0017 Human Resources CON 590 $5,632 $5,914 $6,210 $6,520 $6,846 $7,188 $7,547 Monthly Assistant $67,584 $70,968 $74,520 $78,240 $82,152 $86,256 $90,564 Annual $32.49 $34.12 $35.83 $37.62 $39.50 $41.47 $43.54 Hourly

0072 Human Resources CON 627 $7,081 $7,435 $7,807 $8,197 $8,607 $9,037 $9,489 Monthly Technician $84,972 $89,220 $93,684 $98,364 $103,284 $108,444 $113,868 Annual $40.85 $42.89 $45.04 $47.29 $49.66 $52.14 $54.74 Hourly

0245 Management Aide CON 892 $6,885 $7,229 $7,590 $7,969 $8,367 $8,785 $9,224 Monthly (Confidential) $82,620 $86,748 $91,080 $95,628 $100,404 $105,420 $110,688 Annual $39.72 $41.71 $43.79 $45.98 $48.27 $50.68 $53.22 Hourly

0084 Management Analyst CON 872 $7,916 $8,312 $8,728 $9,164 $9,622 $10,103 $10,608 Monthly (Confidential) $94,992 $99,744 $104,736 $109,968 $115,464 $121,236 $127,296 Annual $45.67 $47.95 $50.35 $52.87 $55.51 $58.29 $61.20 Hourly

0173 Office Specialist II CON 561 $4,525 $4,751 $4,989 $5,238 $5,500 $5,775 $6,064 Monthly (Confidential) $54,300 $57,012 $59,868 $62,856 $66,000 $69,300 $72,768 Annual $26.11 $27.41 $28.78 $30.22 $31.73 $33.32 $34.98 Hourly

0055 Payroll Coordinator CON 621 $6,730 $7,066 $7,419 $7,790 $8,180 $8,589 $9,018 Monthly $80,760 $84,792 $89,028 $93,480 $98,160 $103,068 $108,216 Annual $38.83 $40.77 $42.80 $44.94 $47.19 $49.55 $52.03 Hourly

374

Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
0078 Principal Human CON 669 $9,070 $9,524 $10,000 $10,500 $11,025 $11,576 $12,155 Monthly Resources Analyst $108,840 $114,288 $120,000 $126,000 $132,300 $138,912 $145,860 Annual $52.33 $54.95 $57.69 $60.58 $63.61 $66.78 $70.13 Hourly

0170 Senior Accountant CON 622 $8,348 $8,765 $9,203 $9,663 $10,146 $10,653 $11,186 Monthly (Confidential) $100,176 $105,180 $110,436 $115,956 $121,752 $127,836 $134,232 Annual $48.16 $50.57 $53.09 $55.75 $58.53 $61.46 $64.53 Hourly

0054 Senior Budget Analyst CON 680 $9,977 $10,476 $11,000 $11,550 $12,128 $12,734 $13,371 Monthly (Confidential) $119,724 $125,712 $132,000 $138,600 $145,536 $152,808 $160,452 Annual $57.56 $60.44 $63.46 $66.63 $69.97 $73.47 $77.14 Hourly

0052 Senior Programmer CON 710 $10,516 $11,042 $11,594 $12,174 $12,783 $13,422 $14,093 Monthly Analyst (Confidential) $126,192 $132,504 $139,128 $146,088 $153,396 $161,064 $169,116 Annual $60.67 $63.70 $66.89 $70.23 $73.75 $77.43 $81.31 Hourly

0246 Senior Management CON 895 $8,850 $9,293 $9,758 $10,246 $10,758 $11,296 $11,861 Monthly Analyst (Confidential) $106,200 $111,516 $117,096 $122,952 $129,096 $135,552 $142,332 Annual $51.06 $53.61 $56.30 $59.11 $62.07 $65.17 $68.43 Hourly

0046 Systems & Programming CON 730 $11,619 $12,200 $12,810 $13,451 $14,124 $14,830 $15,571 Monthly Supervisor $139,428 $146,400 $153,720 $161,412 $169,488 $177,960 $186,852 Annual $67.03 $70.38 $73.90 $77.60 $81.48 $85.56 $89.83 Hourly

SECTION 5: Except as provided herein, all compensation, hours and other terms and conditions of employment presently enjoyed by Confidential employees shall remain in full force and effect unless changed subsequent to meetings between the City and representatives of the “Confidential” employees.

SECTION 6: The City of Costa Mesa has contracted with the California Public Employees Retirement System (CalPERS) to provide retirement benefits to eligible City employees. Employees will contribute towards the employee and employer contribution as stipulated in the Memorandum of Understanding (MOU) with the Costa Mesa City Employees Association.

A. Classic Members - Employees Subject to the 2.5% @ 55 formula:

These employees will pay the full CalPERS member contribution equal to eight percent (8%) of compensation earnable towards their CalPERS member contribution. As a result, the City pays and reports zero percent (0%) of compensation earnable as an Employer Paid Member Contribution (EPMC) under Government Code section 20636(c)(4) pursuant to section 20691.

Classic member employees subject to the 2.5%@55 formula pay 1% of compensation earnable pursuant to Government Code section 20516(a).

375

B. Classic Members - Employees Subject to the 2%@60 formula:

These employees will pay the full CalPERS member contribution equal to seven percent (7%) of compensation earnable towards their CalPERS member contribution. As a result, the City pays and reports zero percent (0%) of compensation earnable as an Employer Paid Member Contribution (EPMC) under Government Code section 20636(c)(4) pursuant to section 20691.

Classic mem ber employees subject to the 2%@60 formula pay 2% of compensation earnable pursuant to Government Code section 20516(a).

C. New Members - Employees Subject to the 2%@62 formula:

These employees are responsible for paying the employee contribution of one- half of the total normal cost of the plan (rounded to the nearest quarter of one- percent), as defined by CalPERS in their annual valuation, through a payroll deduction. This amount is determined by CalPERS each year.

New member employees will cost share (pursuant to Government Code section 20516(f), a percentage of pensionable compensation that when combined with the payment of their employee/member contribution will equal nine perc ent (9%) of pensionable compensation.

SECTION 7. Employees including employees who meet the Department/City established standards and are routinely and consistently assigned to communicate in Spanish, Vietnamese, American Sign Language (ASL) and any other language approved by the City Manager shall rec eive two and one- half percent (2.5%) or five percent (5%) of the top step base salary and paid on a bi-weekly basis pursuant to subsections A or B below. The compensation in this section is special compensation and shall be reported as bilingual premium pursuant to Title 2 California Code of Regulations, sections 571 and 571.1.

A. The following standard of spoken Spanish, Vietnamese, or American Sign Language is followed for the 2.5% Certification:

1. The applicant has the ability to create with language, recombining and adapting learned material to express personal meaning and can handle simple situations and transactions in the course of his/her work such as explanation of procedures, obtaining personal information, instructions to victims and onlookers, among others.

2. The applicant is able to maintain simple face- to-face conversations, asking and answering questions regarding everyday survival on topics most related to self and immediate work environment; courtesy requirements, and personal needs during the course of routine calls not likely to be of a life or death nature.

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3. The applicant can be understood with some repetition by a sympathetic native speaker.

4. The applicant demonstrates mastery of work -related vocabulary including: time, days of the week, months, family members, parts of the body, motions and states, greetings, home and community, food and beverages, alphabet and numbers, vehicles, simple commands, interrogatory words, etc.

5. Accuracy is required in the present tense and gender distinctions.

6. Core vocabulary of 300-600 words.

B. The 5% Certification requires:

1. Accuracy in present and past tenses.

2. Core vocabulary of 600-1200 words.

3. Exhibits good pronunciation, stress, and intonation skills as judged by the ability to be understood with little repetition or confusion by native speaker.

4. Ability to interview the victim of a crime or accident or other situation involving a native speaker and conduct simple interrogations and investigations which could be of a life or death nature.

5. Ability to understand description, narration, main ideas and details on a variety of topics beyond the immediate situation.

SECTION 8: Amendments made pertaining to the fringe benefits, City Rules and Regulations and other employment conditions for employees represented by the Costa Mesa City Employees Association shall also apply to “Confidential” unrepresented employees unless specifically excluded. Any pos itions that may qualify to be part of this unrepresented unit shall be added as part of the process of adoption of salary schedules after consultation with the bargaining unit and employees.

SECTION 9. All resolutions and parts of resolutions in conflict herewith are hereby rescinded.

PASSED AND ADOPTED this 20
th day of January, 2026.

______________________________
John Stephens, Mayor

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ATTEST: APPROVED AS TO FORM:

______________________________ ______________________________ Brenda Green, City Clerk Kimberly Hall Barlow, City Attorney

STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss

CITY OF COSTA MESA )

I, BRENDA GREEN, City Clerk of the City of Costa Mesa, DO HEREBY CERTIFY that the above and foregoing is the original of Resolution No. 202 6-XX and was duly passed and adopted by the City Council of the City of Costa Mesa at a regular meeting held on the 20
th day of January, 2026, by the following roll call vote, to wit:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the City of Costa Mesa this 21
st day of January, 2026.

______________________________
Brenda Green, City Clerk

(SEAL)

378
RESOLUTION NO. 2026-XX
A RE

SOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA,

CALIFORNIA, REVISING THE EXECUTIVE COMPENSATION PLAN AND EXECUTIVE SALARY SCHEDULE.

T

HE CITY COUNCIL OF THE CITY OF COSTA MESA, CALIFORNIA HEREBY FINDS, DETERMINES, AND DECLARES AS FOLLOWS:

W
HEREAS, on November 19, 2024, the City Cou ncil adopted Resolution No. 2024-51 revising the pay ranges and benefits for job classifications in the Executive Salary Schedule; and
W
HEREAS, the City Council desires to re peal and replace Resolution No. 2024- 51 to revise the pay ranges and benefits for the classifications specified therein; and

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Costa Mesa as follows:

SECTION 1. The Costa Mesa City Council previously established the Executive Compensation Plan to: 1) promote maximum commitment by City executives to objectives and standards of the City Council and City Manager; 2) establish a system in which compensation serves as an effective device for promoting better job performance; 3) foster the identification of an executive employee group and recognize the distinct character of executive jobs; and, 4) improve the City’s ability to attract and retain outstanding executives.

SECTION 2. The following job classifications, placed under the Executive Salary Schedule, are hereby revised to reflect the salary ranges and monthly rates of pay specified, effective the pay period including J uly 1, 2024. The rate of pay for individual executives may be anywhere within the monthly minimum and maximum salary steps.

APPOINTED AT-WILL EXECUTIVES
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0075 Assistant City Manager 810 $17,284 $18,148 $19,055 $20,008 $21,008 $22,058 $23,161 Monthly $207,408 $217,776 $228,660 $240,096 $252,096 $264,696 $277,932 Annual $99.72 $104.70 $109.93 $115.43 $121.20 $127.26 $133.62 Hourly 0027 Deputy City Manager 853 $13,819 $14,510 $15,235 $15,997 $16,797 $17,637 $18,519 Monthly $165,828 $174,120 $182,820 $191,964 $201,564 $211,644 $222,228 Annual $79.73 $83.71 $87.89 $92.29 $96.91 $101.75 $106.84 Hourly ATTACHMENT 6
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APPOINTED AT-WILL SWORN DEPARTMENT DIRECTORS
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0223 Fire Chief 793 $16,915 $17,761 $18,649 $19,581 $20,560 $21,588 $22,667 Monthly $202,980 $213,132 $223,788 $234,972 $246,720 $259,056 $272,004 Annual $97.59 $102.47 $107.59 $112.97 $118.62 $124.55 $130.77 Hourly

0207 Police Chief 792 $16,915 $17,761 $18,649 $19,581 $20,560 $21,588 $22,667 Monthly $202,980 $213,132 $223,788 $234,972 $246,720 $259,056 $272,004 Annual $97.59 $102.47 $107.59 $112.97 $118.62 $124.55 $130.77 Hourly

APPOINTED AT-WILL DEPARTMENT DIRECTORS
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0080 Economic and Development 850 $14,998 $15,748 $16,535 $17,362 $18,230 $19,142 $20,099 Monthly Development Services Director $179,976 $188,976 $198,420 $208,344 $218,760 $229,704 $241,188 Annual $86.53 $90.85 $95.39 $100.17 $105.17 $110.43 $115.96 Hourly

0069 Finance Director 772 $15,022 $15,773 $16,562 $17,390 $18,260 $19,173 $20,132 Monthly $180,264 $189,276 $198,744 $208,680 $219,120 $230,076 $241,584 Annual $86.67 $91.00 $95.55 $100.33 $105.35 $110.61 $116.15 Hourly

0049 Information Technology 851 $14,224 $14,935 $15,682 $16,466 $17,289 $18,153 $19,061 Monthly Director $170,688 $179,220 $188,184 $197,592 $207,468 $217,836 $228,732 Annual $82.06 $86.16 $90.47 $95.00 $99.74 $104.73 $109.97 Hourly

0306 Parks and Community 735 $13,549 $14,226 $14,937 $15,684 $16,468 $17,291 $18,156 Monthly Services Director $162,588 $170,712 $179,244 $188,208 $197,616 $207,492 $217,872 Annual $78.17 $82.07 $86.18 $90.48 $95.01 $99.76 $104.75 Hourly

0117 Public Works Director 791 $14,998 $15,748 $16,535 $17,362 $18,230 $19,142 $20,099 Monthly $179,976 $188,976 $198,420 $208,344 $218,760 $229,704 $241,188 Annual $86.53 $90.85 $95.39 $100.17 $105.17 $110.43 $115.96 Hourly

SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0222 Assistant Fire Chief 859 $14,595 $15,325 $16,091 $16,896 $17,741 $18,628 $19,559 Monthly (Operations) $175,140 $183,900 $193,092 $202,752 $212,892 $223,536 $234,708 Annual $84.20 $88.41 $92.83 $97.48 $102.35 $107.47 $112.84 Hourly

0209 Deputy Police Chief 860 $14,595 $15,325 $16,091 $16,896 $17,741 $18,628 $19,559 Monthly $175,140 $183,900 $193,092 $202,752 $212,892 $223,536 $234,708 Annual $84.20 $88.41 $92.83 $97.48 $102.35 $107.47 $112.84 Hourly

380

NON SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0224 Assistant Fire Chief 860 $12,191 $12,801 $13,441 $14,113 $14,819 $15,560 $16,338 Monthly (Fire Marshal / $146,292 $153,612 $161,292 $169,356 $177,828 $186,720 $196,056 Annual Community Risk Reduction) $70.33 $73.85 $77.54 $81.42 $85.49 $89.77 $94.26 Hourly

SECTION 3. The following job classifications, placed under the Executive Salary Schedule, are hereby revised to reflect the salary ranges and monthly rates of pay specified, effective the pay period including July 1, 2025. The rate of pay for individual executives may be anywhere within the monthly minimum and maximum salary steps.

APPOINTED AT-WILL EXECUTIVES
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0075 Assistant City Manager 810 $17,932 $18,829 $19,770 $20,758 $21,796 $22,886 $24,030 Monthly $215,184 $225,948 $237,240 $249,096 $261,552 $274,632 $288,360 Annual $103.45 $108.63 $114.06 $119.76 $125.75 $132.03 $138.63 Hourly

0027 Deputy City Manager 853 $14,337 $15,054 $15,807 $16,597 $17,427 $18,298 $19,213 Monthly $172,044 $180,648 $189,684 $199,164 $209,124 $219,576 $230,556 Annual $82.71 $86.85 $91.19 $95.75 $100.54 $105.57 $110.84 Hourly

APPOINTED AT-WILL SWORN DEPARTMENT DIRECTORS
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0223 Fire Chief 793 $17,899 $18,794 $19,734 $20,721 $21,757 $22,845 $23,987 Monthly $214,788 $225,528 $236,808 $248,652 $261,084 $274,140 $287,844 Annual $103.26 $108.43 $113.85 $119.54 $125.52 $131.80 $138.39 Hourly

0207 Police Chief 792 $17,899 $18,794 $19,734 $20,721 $21,757 $22,845 $23,987 Monthly $214,788 $225,528 $236,808 $248,652 $261,084 $274,140 $287,844 Annual $103.26 $108.43 $113.85 $119.54 $125.52 $131.80 $138.39 Hourly

APPOINTED AT-WILL DEPARTMENT DIRECTORS
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0080 Economic and Development 850 $15,560 $16,338 $17,155 $18,013 $18,914 $19,860 $20,853 Monthly Development Services Director $186,720 $196,056 $205,860 $216,156 $226,968 $238,320 $250,236 Annual $89.77 $94.26 $98.97 $103.92 $109.12 $114.58 $120.31 Hourly

0069 Finance Director 772 $15,587 $16,366 $17,184 $18,043 $18,945 $19,892 $20,887 Monthly $187,044 $196,392 $206,208 $216,516 $227,340 $238,704 $250,644 Annual $89.93 $94.42 $99.14 $104.09 $109.30 $114.76 $120.50 Hourly

381
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0049 Information Technology 851 $14,757 $15,495 $16,270 $17,083 $17,937 $18,834 $19,776 Monthly Director $177,084 $185,940 $195,240 $204,996 $215,244 $226,008 $237,312 Annual $85.14 $89.39 $93.87 $98.56 $103.48 $108.66 $114.09 Hourly

0306 Parks and Community 735 $14,056 $14,759 $15,497 $16,272 $17,086 $17,940 $18,837 Monthly Services Director $168,672 $177,108 $185,964 $195,264 $205,032 $215,280 $226,044 Annual $81.09 $85.15 $89.41 $93.88 $98.57 $103.50 $108.68 Hourly

0117 Public Works Director 791 $15,560 $16,338 $17,155 $18,013 $18,914 $19,860 $20,853 Monthly $186,720 $196,056 $205,860 $216,156 $226,968 $238,320 $250,236 Annual $89.77 $94.26 $98.97 $103.92 $109.12 $114.58 $120.31 Hourly

SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0222 Assistant Fire Chief 859 $16,050 $16,853 $17,696 $18,581 $19,510 $20,486 $21,510 Monthly (Operations) $192,600 $202,236 $212,352 $222,972 $234,120 $245,832 $258,120 Annual $92.60 $97.23 $102.09 $107.20 $112.56 $118.19 $124.10 Hourly

0209 Deputy Police Chief 860 $16,050 $16,853 $17,696 $18,581 $19,510 $20,486 $21,510 Monthly $192,600 $202,236 $212,352 $222,972 $234,120 $245,832 $258,120 Annual $92.60 $97.23 $102.09 $107.20 $112.56 $118.19 $124.10 Hourly

NON SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0224 Assistant Fire Chief 860 $12,650 $13,282 $13,946 $14,643 $15,375 $16,144 $16,951 Monthly (Fire Marshal / $151,800 $159,384 $167,352 $175,716 $184,500 $193,728 $203,412 Annual Community Risk Reduction) $72.98 $76.63 $80.46 $84.48 $88.70 $93.14 $97.79 Hourly

SECTION 4. The following job classifications, placed under the Executive Salary Schedule, are hereby revised to reflect the salary ranges and monthly rates of pay specified, effective the pay period including July 1, 2026 . The rate of pay for individual executives may be anywhere within the monthly minimum and maximum salary steps.

APPOINTED AT-WILL EXECUTIVES
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0075 Assistant City Manager 810 $18,560 $19,488 $20,462 $21,485 $22,559 $23,687 $24,871 Monthly $222,720 $233,856 $245,544 $257,820 $270,708 $284,244 $298,452 Annual $107.08 $112.43 $118.05 $123.95 $130.15 $136.66 $143.49 Hourly

382
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0027 Deputy City Manager 853 $14,838 $15,580 $16,359 $17,177 $18,036 $18,938 $19,885 Monthly $178,056 $186,960 $196,308 $206,124 $216,432 $227,256 $238,620 Annual $85.60 $89.88 $94.38 $99.10 $104.05 $109.26 $114.72 Hourly

APPOINTED AT-WILL SWORN DEPARTMENT DIRECTORS
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0223 Fire Chief 793 $18,527 $19,453 $20,426 $21,447 $22,519 $23,645 $24,827 Monthly $222,324 $233,436 $245,112 $257,364 $270,228 $283,740 $297,924 Annual $106.89 $112.23 $117.84 $123.73 $129.92 $136.41 $143.23 Hourly

0207 Police Chief 792 $18,527 $19,453 $20,426 $21,447 $22,519 $23,645 $24,827 Monthly $222,324 $233,436 $245,112 $257,364 $270,228 $283,740 $297,924 Annual $106.89 $112.23 $117.84 $123.73 $129.92 $136.41 $143.23 Hourly

APPOINTED AT-WILL DEPARTMENT DIRECTORS
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0080 Economic and Development 850 $16,105 $16,910 $17,756 $18,644 $19,576 $20,555 $21,583 Monthly Services Director $193,260 $202,920 $213,072 $223,728 $234,912 $246,660 $258,996 Annual $92.91 $97.56 $102.44 $107.56 $112.94 $118.59 $124.52 Hourly

0069 Finance Director 772 $16,132 $16,939 $17,786 $18,675 $19,609 $20,589 $21,618 Monthly $193,584 $203,268 $213,432 $224,100 $235,308 $247,068 $259,416 Annual $93.07 $97.73 $102.61 $107.74 $113.13 $118.78 $124.72 Hourly

0049 Information Technology 851 $15,273 $16,037 $16,839 $17,681 $18,565 $19,493 $20,468 Monthly Director $183,276 $192,444 $202,068 $212,172 $222,780 $233,916 $245,616 Annual $88.11 $92.52 $97.15 $102.01 $107.11 $112.46 $118.08 Hourly

0306 Parks and Community 735 $14,549 $15,276 $16,040 $16,842 $17,684 $18,568 $19,496 Monthly Services Director $174,588 $183,312 $192,480 $202,104 $212,208 $222,816 $233,952 Annual $83.94 $88.13 $92.54 $97.17 $102.02 $107.12 $112.48 Hourly

0117 Public Works Director 791 $16,105 $16,910 $17,756 $18,644 $19,576 $20,555 $21,583 Monthly $193,260 $202,920 $213,072 $223,728 $234,912 $246,660 $258,996 Annual $92.91 $97.56 $102.44 $107.56 $112.94 $118.59 $124.52 Hourly

SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0222 Assistant Fire Chief 859 $16,612 $17,443 $18,315 $19,231 $20,193 $21,203 $22,263 Monthly (Operations) $199,344 $209,316 $219,780 $230,772 $242,316 $254,436 $267,156 Annual $95.84 $100.63 $105.66 $110.95 $116.50 $122.33 $128.44 Hourly

383
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0209 Deputy Police Chief 860 $16,612 $17,443 $18,315 $19,231 $20,193 $21,203 $22,263 Monthly $199,344 $209,316 $219,780 $230,772 $242,316 $254,436 $267,156 Annual $95.84 $100.63 $105.66 $110.95 $116.50 $122.33 $128.44 Hourly

NON SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0224 Assistant Fire Chief 860 $13,091 $13,746 $14,433 $15,155 $15,913 $16,709 $17,544 Monthly (Fire Marshal / $157,092 $164,952 $173,196 $181,860 $190,956 $200,508 $210,528 Annual Community Risk Reduction) $75.53 $79.30 $83.27 $87.43 $91.81 $96.40 $101.22 Hourly

SECTION 5. Except as expressly provided in the City Manager’s Employment Agreement, the City Manager shall receive the same benefits as the other Executives.

SECTION 6. Effective the payroll period that includes January 1 , 2025, the City Manager is eligible to move to Step 4 in the salary range which equates to a three and three quarter percent (3.75 %) base salary increase. Effective the payroll period that includes December 2, 2025, the City Manager’s salary range will be reset as follows.

Code Class Title Salary Grade Step
Plan 3
Eff 1/1/24
4 Eff 1/1/25
1 Eff 12/2/25
0076 City Manager EXE 850 $26,523 $27,518.00 $26,666.67 Monthly $318,276 $330,216 $320,000 Annual
$153.02 $158.76 $153.85 Hourly

SECTION 7. The City of Costa Mesa has contracted with the California Public Employees Retirement System (CalPERS) to provide retirement benefits to eligible City employees.

7.1 CalPERS - Miscellaneous Members

Employees covered by this resolution who do not meet the definition of “new member” under the California Public Employees’ Pension Reform Act of 2013 (PEPRA) (those unit members shall be referred to as “classic members”) are enrolled in either the CalPERS retirement plan provided for by Government Code section 21354.4, and commonly referred to as the 2.5% at age 55 retirement plan (“tier 1”), or the 2% at 60 formula provided for by Government Code section 21353 (“tier 2”).

384
A. Classic Members:

Effective April 16, 2017, the total contribution for tier 1 (2.5% @ 55) unit members will be 12% of compensation earnable, inclusive of statutory employee contributions and all cost sharing. The total contribution for tier 2 (2% @ 60) unit member s will be 10% of compensation earnable, inclusive of statutory employee contributions and all cost sharing.

Effective the pay period that includes July 1, 2023, classic member employees subject to the 2.5%@55
formula shall have their cost sharing
per Government Code section 20516(a) reduced by 1.469% for a net contribution of one percent (1%) and cost sharing pursuant to 20516(f) will be reduced from 1.531% to 0%.

Effective the pay period that includes July 1, 2023, classic member employees subject to the 2%@60 formula shall have their cost sharing per Government Code section 20516(f) reduced by 1% for a net contribution of two percent (2%).

B. New Members: Under PEPRA (see section 3.4 below):

Effective April 16, 2017, the total contribution for PEPRA tier 3 (2% @ 62) unit members will be 9% of pensionable compensation, inclusive of statutory employee contributions and cost sharing.

7.2 CalPERS - Safety Police Members

Employees covered by this resolution who do not meet the definition of “new member” under the California Public Employees’ Pension Reform Act of 2013 (PEPRA) (those unit members shall be referred to as “classic members”) are enrolled in the CalPERS retirement plan provided for by Government Code section 21362.2, and commonly referred to as the 3% at age 50 retirement plan (“tier 1”).

A. Classic Members:

Effective April 16, 2017, t he total contribution for tier 1 (3 % @ 50) unit members will be 12 % of compensation earnable, inclusive of statutory employee contributions and all cost sharing.

B. New Members: Under PEPRA (see section 3.4 below):

Effective April 16, 2017, the total contribution for PEPRA tier 2 (2.7% @ 57) unit members will be 9% of pensionable compensation, inclusive of statutory employee contributions and cost sharing.

385

7.3 CalPERS – Safety Fire Members

Employees covered by this resolution who do not meet the definition of “new member” under the California Public Employees’ Pension Reform Act of 2013 (PEPRA) (those unit members shall be referred to as “classic members”) are enrolled in either the CalPERS retirement plan provided for by Government Code section 21362.2, and commonly referred to as the 3% at age 50 retirement plan (“tier 1”) or the 2% at 50 formula provided for by Government Code section 21362 (“tier 2”).

A. Classic Members

Effective June 21, 2020, the total contribution for tier 1 (3% @ 50) unit members will be 15% of compensation earnable, inclusive of statutory employee contributions and all cost sharing. The total contribution for tier 2 (2% @ 50) unit member s will be 15% of compensation earnable, inclusive of statutory employee contributions and all cost sharing.

Effective the pay period that includes July 1, 2023, classic member employees subject to the 3%@50 formula shall have their cost sharing per Government Code section 20516(a) reduced by 2% for a net contribution of three percent (3%).

Effective the pay period that includes July 1, 2023, classic member employees subject to the 2%@50 formula shall have their cost sharing per Government Code section 20516(f) reduced by 2% for a net contribution of three percent (3%).

B. New Members: Under PEPRA (see section 7.4 below):

Upon adoption of this resolution by the City Council, the total contribution for PEPRA tier 3 (2.7% @ 57) will be 9% of pensionable compensation, inclusive of statutory employee contributions and cost sharing.

7.4 THE CALIFORNIA PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 (PEPRA)

As it may from time to time exist, the PEPRA shall in its entirety be given full force and effect. PEPRA includes, but is not limited to, the provisions described below:

Members hired on and after January 1, 2013, deemed to be a “new member” as defined in Government Code section 7522.04, shall individually pay an initial Member CALPERS contribution rate of 50% of the normal cost rate for the Defined Benefit Plan in which said “ new member” is enrolled, rounded to 386
the nearest quarter of 1%, or the current contribution rate of similarly situated employees, whichever is greater.

Members who are “new members” on and after January 1, 2013, shall be enrolled in the PEPRA provided for 2% @ 62 retirement formula for miscellaneous employees (Govt. Code section 7522.20), or 2.7% @ 57 for safety employees (Govt. Code section 7522.25(d)).

Members who are “new members” on and after January 1, 2013, shall have “final compensation” measured by the highest average annual pensionable compensation earned by the member during a period of at least 36 consecutive months (Section 7522.32.), and their retirement benefits shall be calculated based on “pensionable compensation” (Section 7522.10) rather than “compensation earnable” (Section 20636).

SECTION 8. The following classifications shall be provided with a City vehicle or monthly automobile allowance:

Assigned City Vehicle: City Manager, Fire Chief, Police Chief, Assistant Fire Chief, Deputy Police Chief

$575 Monthly Automobile Allowance: Administrative Services Director, Assistant City Manager , Deputy City Manager, Economic and Development Services Director, Finance Director , Information Technology Director, Parks and Community Services Director, Public Works Director

In all situations, the City Manager has the sole discretion to grant, modify or deny use of a City vehicle or grant an allowance for employees covered by this resolution.

SECTION 9. Employees covered by this resolution shall be provided with a $75 monthly technology allowance. The City Manager has the sole discretion to grant, modify or deny an allowance for employees covered by this resolution.

SECTION 10. With exception of the City Manager, a pay -for-performance evaluation and compensation system will be utilized for all employees in executive job classifications. All compensation increases for executives will be based upon continued meritorious service to the City.

SECTION 11. Effective the pay period that includes July 1, 2024, Executives and Managers are eligible to receive up to 10% in additional compensation for completing the following educational courses, certificates and degrees which enhance their ability to do their job or for completing Peace Officer Standard Training (POST) certifications:

387
Certification/ Degree Award
P.O.S.T. Executive Certificate 5.0%
FBI Academy 2.5%
Command College 2.5%
CA State Fire Chief 5.0%
National Fire Academy - Executive Fire Officer 2.50%
Master’s Degree 2.50%
P.O.S.T. Management Certificate 5.0%
CA State Chief Fire Officer 5.0%

Effective the pay period that includes July 1, 2025, Executives and Managers are eligible to receive up to 10% in additional compensation for completing the following educational courses, certificates and degrees which enhance their ability to do their job or for completing Peace Officer Standard Training (POST) certifications:

Certification/ Degree Award
P.O.S.T. Management / Executive Certificate 10.0%
FBI Academy 2.5%
Command College 2.5%
CA State Fire Chief 5.0%
National Fire Academy - Executive Fire Officer 2.50% P.O.S.T. Management Certificate 5.0%
CA State Chief Fire Officer 5.0%
Center for Public Safety Excellence (CPSE) 5.0%
Accreditation Manager

Awards are based on a percentage of base salary and paid on a bi -weekly basis .

Effective July 1, 2025, the maximum cumulative award payable to any employee shall not exceed 10.0% of base salary. To the extent permitted by law, the compensation in this section is special compensation and shall be reported as educational incentive or Peace Officer Standard Training (POST) Certificate Pay pursuant to Title 2 California Code of Regulations, sections 571 and 571.1.

The Human Resources Division and City Manager will review eligible certifications periodically to ensure compliance with updated POST and/or State regulations and requirements.

SECTION 12. Effective the payroll that includes July 1, 2024, Division Managers including Division Managers performing in an acting assignment who have been employed in a sworn law enforcement position (as defined by California Penal Code sections 830.1, 830.2, 830.32 and 830.33 or the out -of-state equivalent) or in a sworn firefighting position ( as defined in Government Code section 3251 or the out -of-state equivalent for twenty-five (25) years or more shall receive longevity pay of ten percent (10%) of employee’s base salary.

388
Effective the payroll that includes July 1, 2025, Sworn Police Executives and Sworn Police Division Managers performing in an acting assignment who have been employed in a full- time equivalent sworn law enforcement position (as defined by California Penal Code sections 830.1, 830.2, 830.32 and 830.33 or the out -of-state equivalent) or in a sworn firefighting position (as defined in Government Code section 3251 or the out -of-state equivalent for twenty (20) years or more shall receive longevity pay of twelve and one - half percent (12.5%) of employee’s base salary.

The compensation in this section is special compensation and shall be reported as longevity pay pursuant to Title 2 California Code of Regulations, sections 571 and 571.1.

SECTION 13. Employees including employees who meet the Department/City established standards and are routinely and consistently assigned to communicate in Spanish, Vietnamese, American Sign Language (ASL) and any other language approved by the City Manager shall receive two and one- half percent (2.5%) or five percent (5%) of the top step base salary and paid on a bi-weekly basis, pursuant to subsections A or B below. The compensation in this section is special compensation and shall be reported as bilingual premium pursuant to Title 2 California Code of Regulations, sections 571 and 571.1.

A. The following standard of spoken Spanish, Vietnamese, or American Sign Language is followed for the 2.5% Certification:

1. The applicant has the ability to create with language, recombining and adapting learned material to express personal meaning and can handle simple situations and transactions in the course of his/her work such as explanation of procedures, obtaining personal information, instructions to victims and onlookers, among others.

2. The applicant is able to maintain simple face- to-face conversations, asking and answering questions regarding everyday survival on topics most related to self and immediate work environment; courtesy requirements, and personal needs during the course of routine calls not likely to be of a life or death nature.

3. The applicant can be understood with some repetition by a sympathetic native speaker.

4. The applicant demonstrates mastery of work -related vocabulary including: time, days of the week, months, family members, parts of the body, motions and states, greetings, home and community, food and beverages, alphabet and numbers, vehicles, simple commands, interrogatory words, etc.

5. Accuracy is required in the present tense and gender distinctions.

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6. Core vocabulary of 300-600 words.

B. The 5% Certification requires:

1. Accuracy in present and past tenses.

2. Core vocabulary of 600-1200 words.

3. Exhibits good pronunciation, stress, and intonation skills as judged by the ability to be understood with little repetition or confusion by native speaker.

4. Ability to interview the victim of a crime or accident or other situation involving a native speaker and conduct simple interrogations and investigations which could be of a life or death nature.

5. Ability to understand description, narration, main ideas and details on a variety of topics beyond the immediate situation.

SECTION 14. The City provides uniforms for employees in the classification of Fire Chief, Police Chief, Assistant Fire Chief and Deputy Police Chief. The City will continue to replace, repair and maintain uniforms worn in the line of duty. The average cost of the uniforms/uniform allowances are reported as special compensation (for those employees defined as “classic employees” by the Public Employees’ Pension Reform Act of 2013) for retirement calculation purposes and is currently reported as $17 per pay period. The parties agree, to the extent permitted by law, this compensation is special compensation for “Classic Employees” and shall be reported as Uniform Allowance pursuant to Title 2 California Code of Regulations, section 571.

SECTION 15. The following are the eleven (11) designated observed holidays:

New Year’s Day - January 1st
Martin Luther King, Jr - 3rd Monday in January
President’s Day - 3rd Monday in February
Memorial Day - Last Monday in May
Juneteenth Day - June 19th
Independence Day - 4th of July
Labor Day – 1st Monday in September
Veteran’s Day - November 11th
Thanksgiving Day - 4th Thursday in November
Day after Thanksgiving - Day after the 4th Thursday in November Christmas Day - December 25th

In the event any of the above holidays fall on Saturday, the preceding Friday (or Thursday if the preceding Friday is a closure day) will be observed. In the event any of the above holidays fall on Sunday, the following Monday will be observed. 390

A. In addition to the eleven (11) holidays above, employees receive sixteen (16) floating holiday hours. Employees may schedule with their supervisor any time during the year to use the floating holiday hours. At the end of the calendar year, any remaining holiday hours will be cashed out. Employees hired after January 1
st of each year are eligible for the 16 hours of floating holiday pay on a pro-rata basis during the calendar year based on the established City holiday schedule. If an employee separates from the service of the City and has used or been paid for floating holiday pay in advance of Lincoln’s Birthday and/or California Admission Day, the City will deduct the cash value for the floating holiday benefits paid, but unearned, from the final paycheck.

B. In order to be eligible for holiday pay for the eleven holidays above, an employee must either work or be on paid status the day immediately before, or after the holiday if scheduled.

C. All employees who receive time off for the above listed holidays shall receive full pay.

Sworn Division Managers (Deputy Police Chief and Assistant Fire Chief) work without regard to holiday and shall be compensated for holiday time of 104 hours per calendar year. To the extent permitted by law, the compensation in this section is special compensation and shall be reported as such pursuant to Title 2 California Code of Regulations, sections 571 and 571.1. Effective July 1, 2025, S worn Division Managers (Deputy Police Chief and Assistant Fire Chief) will no longer be eligible for holiday pay or holiday hours. Sworn Division Managers who wish to take holidays off will be required to utilize personal leave.

SECTION 16. The City shall contribute an amount toward the executive flexible benefit plan bucket for the payment of premiums for affected employees and dependents under an IRS Section 125 Benefit Plan based upon the following criteria:

• Full family coverage for the PERS Platinum medical plan (or equivalent PERS PPO 90/10 plan) under the California Public Employees’ Retirement System (CALPERS) health insurance programs
• Full family coverage for the Dental Indemnity plan
• Full premium payment for Life Insurance
• For Department Director s, Long Term Disability premium will be based upon the top step salary of the highest-salaried Department Director/Executive within the classified service
• For Division Managers, Long Term Disability premium will be based upon the top step salary of the highest -salaried Division Manager within the classified service
The flex benefit amount is inclusive of CalPERS statutory minimum amount for each month. An employee who selects benefits which cost less than the dollars contributed by the City shall receive the remainder of the flexible benefit contribution in cash. Any 391
amounts necessary to maintain benefit premiums in excess of the City contribution specified above shall be borne entirely by the executive employee.

SECTION 17. Employees covered by this resolution shall accrue vacation leave at the following rates and shall be capped at the following maximum levels:

Years of Service Annual Accrual 40-Hour Maximum Accrual 40-Hour 1-2 92 184
3-4 116 232
5-9 140 280
10-14 164 320
15-19 188 320
20+ 212 320

Vacation Leave Cash- Outs – Each fiscal year, employees will have the following cash- out options: 1) One eighty (80) hour cash-out any time during the fiscal year, regardless of the employee’s maximum accrual and regardless of the employee’s Vacation Leave usage; and, 2) Up to four cash- outs per fiscal year, any time during the fiscal year (irrespective of quarter), based on a “2 for 1” usage ratio, up to a maximum of 80- hours for each cash out. For example, if an employee uses 10 hours of Vacation Leave, the employee could cash out up to 20 hours of Vacation Leave; in order for an employee to cash-out the maximum of 80-hours Vacation Leave, the employee would need to use 40 hours of Vacation Leave.

Vacation Leave Cash-Out for 2026 and Thereafter - On or before December 31 of eac h calendar year, an employee may make an irrevocable election to cash out up to 212 hours of vacation leave which will be earned in the following calendar year at the employee’s base rate of pay as follows:

An employee can cash out vacation during any quarter of the following year as long as on the date(s) chosen for cash out the employee has earned at least the amount of vacation he/she chooses to cash out. Employees who made an irrevocable election to cash out vacation (up to a maximum of 212 hours for the year) shall choose to be paid out during one or more of the following payroll periods:

• Payroll period which includes April 1st
• Payroll period which includes July 1st
• Payroll period which includes October 1
st
• Final Payroll period of the calendar year.

Employees will notify the Human Resources Division of which quarter(s) they wish their cash outs to be paid by the payroll deadlines as set by the Finance Department and Human Resources Division. Any remaining elected vacation hours that have not been previously paid out during the year will be paid out on the final payroll period of the calendar year.

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All employees who are at the Maximum Accrual Level or who may reach the Maximum Accrual Level shall utilize the “Cash-Out” and/or “Vacation Leave” options so as to NOT exceed the Vacation Accrual Ceiling. Other than exceptions granted based upon City and/or Departmental needs as approved by the City Manager , there will no other cash- out of Vacation Leave time beyond the Maximum Accrual rates that have been established.

SECTION 18. Employees covered by this resolution shall accrue 3.69 hours of sick leave per pay period into a Primary Sick Leave Bank. Sworn Fire Division Managers hired or promoted prior to the pay period including December 2, 2025 shall accrue 4.80 hours of sick leave per pay period. Sworn Police Division Managers hired or promoted prior to the pay period including December 2, 2025 shall accrue 4.0 hours of sick leave per pay period. Employees may accrue up to 480 hours of sick leave in a Primary Sick Leave Bank.

When an employee has 480 hours of sick leave in their Primary Sick Leave bank, their pay period accrual will be distributed in the following manner:

A. At the employee's option, one-half of the benefit will be:

1. Paid as monetary compensation to the employee at the employee's then current hourly base rate of pay or,

2. Converted into vacation hours. If this option is chosen, the employee cannot accrue more than the maximum vacation hours as provided in the vacation hours article of this MOU.

B. The remaining one-half benefit will be placed in the employee's Secondary Sick Leave Bank.

If an employee has a Secondary Sick Leave Bank, the first 40 hours of sick leave used per calendar year must be from this bank. Hours in this bank may also be used in the event of a verified non-industrial disability which has resulted in an absence from duty of at least 60 consecutive calendar days. In this event, sick leave in the Secondary Sick Leave Bank may be used for additional consecutive absences resulting from the disability; or it may be used to supplement LTD payments (so that the employee receives his/her full compensation) should the employee qualify for long term disability benefits.

Additionally, an amount of sick leave equal to the hours used from the Primary Bank for said disability (i.e., if an employee is out for at least 60 days) may be transferred from the Secondary Bank to the Primary Bank provided that such transfer shall not result in there being in excess of 480 hours in the Primary Bank.

At the time of separation from the City, (unless terminated for cause) with a minimum of 20 years of continuous service, including/or if separation is by retirement (defined as having applied for retirement benefits from CalPERS), the employee shall have the option of:
393
A. Being paid at his/her then current hourly rate for one- half of the sick leave accrued in both his/her Primary Sick Leave Bank, and Secondary Sick Leave Bank and the remaining one- half will be applied towards his or her service credit, or,

B. The employee can choose to apply all credited time (both Banks) towards his or her service credit.

SECTION 19. The City shall grant Executive Leave to management personnel not to exceed forty (40) hours per payroll calendar year. The City Manager may grant up to an additional sixty (60) hours of Executive Leave each payroll calendar year.

SECTION 20. Pursuant to the Executive Professional Development Reimbursement Program, the City agrees to reimburse Department Directors up to $2,300 and Division Managers up to $1,300 per fiscal year for activities, materials, equipment or fees that will aid in their individual professional development or support employee wellness, mental and physical health. The intent of this program is to encourage and recognize executive staff for pursuing educational, professional or community-oriented activities, enhancing job skills and expertise, and/or purchasing materials/equipment, which improve the executive’s performance and well-being. These activities, materials, equipment or fees are intended to be beyond what is budgeted for individuals through the annual budget cycle. The reimbursement options available include the following:

• Professional memberships, licenses and certificates that are job-related • Professional conferences that are job- related including fees and other expenses while attending
• Membership dues in community organizations relevant to the executive’s job assignment
• Purchase of job- related professional journals, periodicals, books or other written materials which further knowledge or improvement of eff ectiveness in performance of duties
• Education fees that exceed the City’s annual $1,250 tuition reimbursement limit • Activities, materials, equipment or fess that promote employee wellness, mental and physical health
• Direct purchase of qualifying computer equipment defined in Administrative Regulation 2.29

The Assistant City Manager must approve participation in the activities and/or purchase of the materials/equipment in advance. Claims for reimbursement must be accompanied by documentation that an eligible expense has been incurred during the fiscal year for the executive employee only. Employee may not request reimbursement for any activities, materials, equipment or fees that have already been reimbursed through a Flexible Spending Account, Health Savings Account or similar program. Any portion of the reimbursement amount not incurred within the fiscal year shall remain City funds unless prior approval has been received by the City Manager. Requests to carry forward 394
unencumbered amounts to the next fiscal year must receive approval by the City Manager prior to the end of the fiscal year. All payments will be in the form of reimbursement and no executive employee will directly receive cash for this benefit. Reimbursements, which are subject to taxation, will be processed through the payroll system. The Finance Department shall administer this program in accordance with the stated purpose and will provide the appropriate forms and procedures. This reimbursement program does not prohibit individual departments from continuing to budget funds for executive staff attendance at professional conferences and seminars, for the payment of professional membership dues, and/or for the purchase of books, journals and written materials that are job-related and will enhance an executive’s knowledge or expertise.

SECTION 21. The 401(a) deferred compensation plan provides executives with another tax-deferred savings plan for future financial planning. Except as provided in the City Manager’s Employment Agreement, Executives and Department Directors covered by the Executive Compensation Plan and executive salary schedule shall receive a $15,000 annual contribution to the City’s 401(a) plan. Division Managers covered by the Executive Compensation Plan and executive salary schedule shall receive 0.5% per pay period for those who elect to participate in the 401(a) plan. Effective January 1, 2026, the City Manager shall receive a $50,000 annual contribution to the City’s 401(a) plan.

Beginning January 1, 2027, the 401(a) annual contribution shall increase by Five Thousand Dollars ($5,000) per calendar year, subject to the maximum contribution limits allowed by federal law.

Except as provided in the City Manager’s Employment Agreement, executives must make any and all 457 deferred compensation contributions. The City shall contribute to City Manager’s 457 account the maximum annual contribution permitted, including applicable catch-up provisions.

SECTION 22. All resolutions and parts of resolutions in conflict herewith are hereby rescinded.

395
PASSED AND ADOPTED this 20th day of January, 2026.

______________________________
John Stephens, Mayor

ATTEST: APPROVED AS TO FORM:

______________________________ ______________________________ Brenda Green, City Clerk Kimberly Hall Barlow, City Attorney

STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss

CITY OF COSTA MESA )

I, BRENDA GREEN, City Clerk of the City of Costa Mesa, DO HEREBY CERTIFY that th e above and foregoing is the original of Resolution No. 2026 -XX and was duly passed and adopted by the City Council of the City of Costa Mesa at a regular meeting held on the 20
th day of January, 2026, by the following roll call vote, to wit:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the City of Costa Mesa this 21
st day of January, 2026.

______________________________
Brenda Green, City Clerk

396
RESOLUTION NO. 2026-XX
A RE

SOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA,

CALIFORNIA ADJUSTING THE RATES OF PAY AND BENEFITS FOR PART-TIME CLASSIFICATIONS.

THE CITY COUNCIL OF THE CITY OF COSTA MESA, CALIFORNIA HEREBY FINDS, DETERMINES, AND DECLARES AS FOLLOWS:

W
HEREAS, on June 18, 2019, the City Council adopted Resolution No. 19-33 revising the pay ranges for part-time job classifications; and WHER
EAS, on December 7, 2021, the City Council adopted Resolution No. 2021- 52 revising pay ranges in the Community Services Leader and Lifeguard series; and W
HEREAS, on March 21, 2023, the City Council repealed and replaced Resolution No. 2021- 52 with Resolution 2023- 16 further revising pay ranges in the Community Services Leader and Lifeguard series; and
W
HEREAS, on September 19, 2023, the City Council adopted Resolution No. 2023-48 revising pay ranges for and renaming the existing “Police Aide” as the “Police Cadet” classification; and
W
HEREAS, on April 16, 2024, the City Council adopted Resolution No. 2024- 12 revising pay ranges for Intern and establishing the new classification of Graduate Intern; and
W
HEREAS, on August 8, 2024, the City Council adopted Resolution No. 2024-39 revising pay ranges for Police Reserve Officer; and
W
HEREAS, on September 17, 2024, the City Council adopted Resolution No. 2024-41 establishing the new classification of Reserve Senior Public Safety Dispatcher; and
W
HEREAS, the City Council desires to repeal and replace Resolutions No. 19-33, 2023-16, 2023-48, 2024-12, 2024-39 and 2024-41, to revise the pay ranges and benefits for the classifications specified herein; and
NO
W, THEREFORE, BE IT RESOLVED by the City Council of the City of Costa Mesa as follows:

SECTION 1. The following pay ranges and hourly rates of pay for the identified job classifications are hereby established and placed under the Part -Time Salary Schedule effective the pay period which includes the date indicated in the table below .

The hourly rate of pay may also be in increments between the hourly minimum and maximum pay step.

ATTACHMENT 7
397

Class
Code Title Grade Eff
Date 1 2 3 4 5 6 7
0507 Community Services Leader 461 3/26/23 $20.00 $21.00 $22.05 $23.15 $24.31 Hourly 0506 Senior Community Services Leader 497 3/26/23 $23.00 $24.15 $25.36 $26.63 $27.96 Hourly 0513 Instructor Lifeguard 455 3/26/23 $20.00 $21.00 $22.05 $23.15 $24.31 Hourly 0505 Senior Lifeguard 477 3/26/23 $23.00 $24.15 $25.36 $26.63 $27.96 Hourly 0601 Intern 462 4/7/24 $23.00 $24.15 $25.36 $26.63 $27.96 Hourly 0603 Graduate Intern 329 4/7/24 $25.00 $26.25 $27.56 $28.94 $30.39 Hourly 0702 Police Cadet 420 9/24/23 $20.00 $21.00 $22.05 $23.15 $24.31 Hourly 0701 Police Reserve Officer 579 8/11/24 $42.50 Hourly 0230 Reserve Senior Public
Safety Dispatcher
528 7/1/25 $36.44 $38.26 $40.17 $42.18 $44.29 $46.50 $48.83 Hourly 1/1/26 $37.17 $39.03 $40.98 $43.03 $45.18 $47.44 $49.81 Hourly 4/1/26 $37.92 $39.82 $41.81 $43.90 $46.09 $48.39 $50.81 Hourly 0540 Video Production Aide 581 7/1/25 $23.00 $24.15 $25.36 $26.63 $27.96 Hourly

SECTION 2. The benefits set forth in this resolution shall apply to part -time employees working in the classifications identified above as well as part-time employees working in classifications listed in the Basic Salary Schedule.

SECTION 3. General leave is defined as leave accrued based on the amount of part-time hours worked. Once eligible, a part-time employee will accrue general leave as set forth below:

Hours Worked/Years of Service General Leave Hours Accrued per Hour Worked First 520 hours 0.034 hours
521 hours to 3.99 years of service 0.042 hours

4.00 to 8.99 years of service 0.084 hours

9.00 + years of service 0.168 hours

General leave can be used in lieu of regularly scheduled work hours for sick, vacation, or holiday time. Part -time employees may also “cash- out” a portion of said general leave. Payoff, cash- out and accrual will be subject to the limitations outlined in Administrative Regulation 2.36, the Part-Time Employees General Leave Program.

SECTION 4. Part -time employees participate in either the Public Agency Retirement System (PARS) or the California Public Employees Retirement System (CalPERS) based on eligibility. To the extent permitted by CalPERS, PARS and Internal Revenue Service (IRS) regulations, retirement contributions shall be implemented through payroll deductions on a pre- tax basis. Employees enrolled in PARS contribute

3.75% of salary with a matching City contribution. Employees enrolled in CalPERS shall contribute as follows:

(a) CalPERS – Classic Miscellaneous Members

Miscellaneous employees covered by this resolution who do not meet the definition of “new member'” under the California Public Employees’ Pension Reform Act of 2013 (PEPRA) (those unit members shall be referred to as “classic members”) are enrolled in either the CalPERS retirement plan 398

provided for by Government Code section 21354.4, and commonly referred to as the 2.5% at age 55 retirement plan, or by Government Code section 21353, and commonly referred to as the 2% at age 60 retirement plan.

The total contribution for 2.5% @ 55 unit members will be 10.469% of compensation earnable. The total contribution for 2% @ 60 unit members will be 7% of compensation earnable.

(b) CalPERS – Classic Safety Members

Safety employees covered by this resolution who do not meet the definition of “new member” under the California Public Employees’ Pension Reform Act of 2013 (PEPRA) (those unit members shall be referred to as “classic members”) are enrolled in the CalPERS retirement plan provided for by Government Code section 21362.2, and commonly referred to as the 3% at age 50 retirement plan.

The total contribution for 3% @ 50 unit members will be 14% of compensation earnable.

(c) CalPERS – New Members

Under the California Public Employees’ Pension Reform Act of 2013 (PEPRA), members hired on and after January 1, 2013, deemed to be a “new member” as defined in Government Code section 7522.04, are enrolled in the CalPERS retirement plan provided for by Government Code section 7522.20 and commonly referred to as the 2% at age 62 retirement plan for miscellaneous employees, or by Government Code section 7522.25(d) and commonly referred to as the 2.7% at age 57 retirement plan for safety employees.

The total contribution for 2.7% @ 57 and 2% @ 62 “new members” is fifty percent (50%) of the total normal cost rate of the Defined Benefit Plan in which the “new member” is enrolled, rounded to the nearest quarter of one percent (1%). The amount of the normal cost rate will be as determined by CalPERS.

SECTION 5. Parks and Community Services Department employees assigned to positions requiring routine operation of a vehicle requiring a valid California Commercial Driver’s License shall receive an annual $500 incentive bonus, subject to the following criteria:

(a) Eligibility - The employee must meet all of the following in order to be eligible for the annual bonus incentive:

(i) Employee must be assigned to a position requiring routine operation of a vehicle requiring a valid California Commercial Driver’s License.

(ii) As a condition of employment, employee must obtain and maintain the required California Commercial Driver’s License and passenger endorsement (“P”). Employee must ensure a current copy of the driver’s license is on file with the City.
399

(iii) Employee must have successfully passed the California Department of Motor Vehicles (DMV) medical examination. Employee must ensure a current copy of the DMV medical certification is on file with the City.

(b) Payment of Annual Incent ive - Eligible employees will receive this annual incentive bonus on their respective anniversary date. This pay is special compensation for employees enrolled in CalPERS and shall be reported as Special Class Driver’s License Pay pursuant to Title 2 Cali fornia Code of Regulations, Section 571 and 571.1.

(c) Lapse of License - Any eligible employee assigned to a position requiring routine operation of a vehicle requiring a valid California Commercial Driver’s License who allows his/her California Commercial Driver’s License to lapse may be subject to discipline up to and including termination. Any annual incentive bonus to be paid on the employee’s next anniversary date will be reduced on a prorated basis to reflect the period during which the license lapsed.

(d) DOT Drug and Alcohol Testing Regulations - Eligible employees assigned to positions requiring routine operation of a vehicle requiring a valid California Commercial Driver’s License will be subject to the DOT Drug and Alcohol Testing Regulations and the City’s Drug & Alcohol Policy adopted pursuant to the DOT Regulations.

(e) DMV Physical Fees - The cost of the DMV physical/medical examination will be scheduled and paid by the City, provided such exam is performed by the City’s designated provider/physician.

SECTION 6 . Employees who possess an Emergency Medical Dispatch Certification (EMD), shall receive 5% of the employee’s base salary on a bi-weekly basis.

This pay is special compensation for employees enrolled in CalPERS and shall be reported as Educational Incentive pursuant to Title 2 California Code of Regulations, Section 571 and 571.1.

SECTION 7. Employees who meet the Police Department established standards and are routinely and consistently assigned as a Public Safety Dispatch T raining Officer shall receive 12.5% of base salary while so assigned. This pay is special compensation for employees enrolled in CalPERS and shall be reported as Training Premium pursuant to Title 2 California Code of Regulations, Section 571 and 571.1.

SECTION 8. The City is subject to local, state and federal minimum wage laws.

As the minimum wage rate increases, part -time employees will be paid at either the minimum wage rate, or placed at the salary step closest to but higher than minimum wage, whichever is greater.

SECTION 9. All parts of resolutions in conflict herewith are hereby rescinded.

400

PASSED AND ADOPTED this 20th day of January, 2026.

______________________________
John Stephens, Mayor

ATTEST: APPROVED AS TO FORM:

______________________________ ______________________________ Brenda Green, City Clerk Kimberly Hall Barlow, City Attorney

STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss

CITY OF COSTA MESA )

I, BRENDA GREEN, City Clerk of the City of Costa Mesa, DO HEREBY CERTIFY that the above and foregoing is the original of Resolution No. 2026 -XX and was duly passed and adopted by the City Council of the City of C osta Mesa at a regular meeting held on the
20th day of January, 2026, by the following roll call vote, to wit:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the City of Costa Mesa this 21
st day of January, 2026.

__________________________
Brenda Green, City Clerk

(SEAL)

401
RESOLUTION NO. 2026-XX
A RE

SOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA,

CALIFORNIA REVISING THE PAY RANGES AND ESTABLISHING BENEFITS FOR

THE POLICE RECRUIT CLASSIFICATION

THE CITY COUNCIL OF THE CITY OF COSTA MESA, CALIFORNIA HEREBY FINDS, DETERMINES, AND DECLARES AS FOLLOWS:

W
HEREAS, the City employs part-time Police Recruits who attend a Peace Officer Standards and Training (P.O.S.T) certified police academy in preparation to assume the responsibilities of a police officer upon successful completion of the police academy; and W
HEREAS, on August 6, 2024, the City Council adopted Resolution No. 2024-38, increasing the payrate and providing benefits for un-represented Police Recruits and converting Police Recruits to full-time status; and
W
HEREAS, the City Council desires to repeal and replace Resolution No. 2024- 38 to revise the pay ranges for the classification specified herein: and NO
W, THEREFORE, BE IT RESOLVED by the City Council of the City of Costa Mesa as follows:

SECTION 1. The following pay ranges and monthly rates of pay for the identified job classification are hereby established and placed under the Police Recruit Salary Schedule effective the pay period that includes July 1, 2025.

Class Class Title Salary Grade Step
Code Plan 1
0709 Police Recruit PDR 575 7054 Monthly
$84,648 Annual
$40.70 Hourly
SECTION 2: The Police Recruit classification will maintain a 16.30% salary differential with Step 1 of the Police Officer classification.

SECTION 3: The fringe benefits, City Rules and Regulations and other employment conditions for employees represented by the Costa Mesa Police Association shall also apply to unrepresented Police Recruits except as noted below.

SECTION 4: The City of Costa Mesa has contracted with the California Public Employees Retirement System (CalPERS) to provide retirem ent benefits to eligible City employees. Employees will contribute towards the employee and employer contribution as follows
A. C
lassic Members - Employees Subject to the 2.5% @ 55 formula:

T
hese employees will pay the full CalPERS member contribution equal to eight percent (8%) of compensation earnable towards their CalPERS member contribution. As a result, the City pays and reports zero percent (0%) of ATTACHMENT 8
402

compensation earnable as an Employer Paid Member Contribution (EPMC) under Government Code section 20636(c)(4) pursuant to section 20691.

Classic member employees subject to the 2.5%@55 formula pay 1% of compensation earnable pursuant to Government Code section 20516(a).

B. Classic Members - Employees Subject to the 2%@60 formula:

These employees will pay the full CalPERS member contribution equal to seven percent (7%) of compensation earnable towards their CalPERS member contribution. As a result, the City pays and reports zero percent (0%) of compensation earnable as an Employer Paid Member Contribution (EPMC) under Government Code section 20636(c)(4) pursuant to section 20691.

Classic mem ber employees subject to the 2%@60 formula pay 2% of compensation earnable pursuant to Government Code section 20516(a).

C. New Members - Employees Subject to the 2%@62 formula:

These employees are responsible for paying the employee contribution of one- half of the total normal cost of the plan (rounded to the nearest quarter of one- percent), as defined by CalPERS in their annual valuation, through a payroll deduction. This amount is determined by CalPERS each year.

New member employees will cost share (pursuant to Government Code section 20516(f), a percentage of pensionable compensation that when combined with the payment of their employee/member contribution will equal nine percent (9%) of pensionable compensation.

SECTION 5. Upon successful completion of the Police Academy, a Police Recruit will promote to Police Officer and be subject to the CMPA MOU and an eighteen- month probationary period, starting from the date of promotion.

SECTION 6 . Police Recruits are eligible for the Long Term Disability benefit provided to non-safety employees after thirty (30) days. Upon successful completion of the Police Academy and promotion to Police Officer, employee will be eligible for the Long Term Disability benefit provided to safety employees covered under the CMPA MOU.

SECTION 7. The CMPA discipline procedure, including any rights stemming from the Police Officer Bill of Rights do not apply to Police Recruits.

SECTION 8. All resolutions and parts of resolutions in conflict herewith are hereby rescinded.

PASSED AND ADOPTED this 20th day of January, 2026.

______________________________
John Stephens, Mayor
403

ATTEST: APPROVED AS TO FORM:

______________________________ ______________________________ Brenda Green, City Clerk Kimberly Hall Barlow, City Attorney

STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss

CITY OF COSTA MESA )

I, BRENDA GREEN, City Clerk of the City of Costa Mesa, DO HEREBY CERTIFY that the above and foregoing is the original of Resolution No. 202 6-XX and was duly passed and adopted by the City Council of the City of Costa Mesa at a regular meeting held on the 20th day of January, 2026, by the following roll call vote, to wit:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the City of Costa Mesa this 21
st day of January, 2026.

__________________________
Brenda Green, City Clerk

(SEAL)
404