Costa Mesa City Council
September 1, 2026

TEMPORARY LIMITED/MODIFIED DUTY
I. Purpose

The purpose of this Administrative Regulation is to establish a uniform procedure for utilizing employees who have been released to return to work with temporary work limitations or restrictions by a licensed physician due to occupational or non- occupational injuries or illnesses; to promote effective use of valuable employee resources to maintain departmental productivity at the highest levels possible and to reduce the cost of employee absences.

II. Policy

Departments are encouraged to provide suitable temporary modified duty assignments in accordance with a doctor’s work release instructions, whenever meaningful and/or needed work can be performed by the recuperating employee.

III. Procedures

A. An employee, who is off work on personal leave, or industrial accident leave, is to notify his/her department immediately when any type of limited/modified duty work release has been obtained from his/her doctor. A sample “Medical/Return to Work Release” form is attached and may be considered for use by departments. Fire Department employees will use the form only to verify that the job description was reviewed by the treating physician.

B. The department should evaluate the nature of the work limitations or restrictions imposed, review the work needs of the department, and identify a suitable assignment. The temporary assignment may be in the same, equal, or lower job classification. Risk Management should be consulted on all cases involving work -related injuries or illnesses before instituting the modified duty assignment.

C. In cases of industrial accident leave, if the employee’s own department does not have suitable modified duty to offer, Risk Management may arrange for a temporary alternate assignment to be provided within another City department. Sworn Police Officers will not be placed in a temporary alternate assignment outside of the Police Department.

D. A temporary limited/modified duty assignment should not be altered, nor an employee returned to full and unrestricted duty, without the appropriate written medical clearance to do so.

E. Employees off work on industrial accident leave who fail to notify their departments when given any type of a work release, may be subject to disciplinary action.

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ADMINISTRATIVE REGULATION A. R. 2.5

CITY OF COSTA MESA
July 1, 2000 (Revised)

IV. Effective Date

The effective date of this revised Administrative Regulation is September 3, 1971, and subsequently revised on July 30, 2000.

STEVEN E. HAYMAN

ADMINISTRATIVE SERVICES DIRECTOR

ALLAN L. ROEDER

CITY MANAGER
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MEMORANDUM

OF UNDERSTANDING
B
etween The Representatives of
The Costa Mesa Police Management Association
And the City of Costa Mesa
2026
2028
ATTACHMENT 2
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2 TABLE OF CONTENTS PAGE

ARTICLE 1 RECOGNITION/PREAMBLE 3
ARTICLE 2 TERM OF AGREEMENT 4
ARTICLE 3 BASIC SALARIES AND WAGES 4
ARTICLE 4 HEALTH INSURANCE 5
ARTICLE 5 RETIREMENT 6
ARTICLE 6 RETIREE MEDICAL & DEFERRED COMPENSATION PLAN 9 ARTICLE 7 BENEFIT REVIEW COMMITTEE 9
ARTICLE 8 DRUG AND ALCOHOL TESTING POLICY 9
ARTICLE 9 CERTIFICATION/EDUCATIONAL PAY 10
ARTICLE 10 TUITION REIMBURSEMENT & PROFESSIONAL DEVELOPMENT 10 ARTICLE 11 EXECUTIVE LEAVE AND OVERTIME 11
ARTICLE 12 AUTOMOBILE AVAILABILITY 11
ARTICLE 13 SPECIALTY ASSIGNMENT PAY 11
ARTICLE 14 LONGEVITY PAY 13
ARTICLE 15 VACATION LEAVE 13
ARTICLE 16 SICK LEAVE 16
ARTICLE 17 BEREAVEMENT LEAVE 17
ARTICLE 18 LONG TERM DISABILITY 17
ARTICLE 19 LAYOFF PROCEDURES 17
ARTICLE 20 DISCIPLINE 18
ARTICLE 21 GRIEVANCE PROCEDURE 23
ARTICLE 22 HOLIDAY PAY 26
ARTICLE 23 UNIFORM MAINTENANCE ALLOWANCE 26
ARTICLE 24 SENIORITY 27
ARTICLE 25 WORK SCHEDULES 27
ARTICLE 26 PROHIBITION OF TOBACCO 27

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3 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, California Government Code Section 3500, et seq., the City of Costa Mesa (hereinafter referred to as “City”) recognizes the Costa Mesa Police Management Association (hereinafter referred to as “A ssociation” or “CMPMA”) as the exclusive representative and the agent for collective bargaining purposes of sworn Police Captains and Police Lieutenants employed in the Costa Mesa Police Department.

1.2 This Memorandum of Understanding (“ MOU”) has been prepared by representatives of the City and representatives of the Association who have met and conferred in good faith, examining a number of proposals and counter proposals concerning wages, hours of employment, working conditions, fringe benefits and other terms and conditions of employment for the sworn off icers of the Costa Mesa Police Department as defined herein. The Parties to this MOU are the City and the Association, which are jointly recognized and referred to herein below as the “Parties.”

1.3 It is the mutual understanding of the City and the Assoc iation that this MOU shall be submitted to the Costa Mesa City Council upon the joint recommendations of the Parties that this MOU be adopted.

The City Council will take such action as may be needed to implement this MOU.

1.4 The City and the Association hereby acknowledge that the terms of this MOU may not cover all terms of employment relating to wage s, hours and conditions of employment at the City of Costa Mes a.

These parties further acknowledge that any term or condition of employment which is not exp ressly covered herein, but is expressly covered by existing ordinances, resolutions, policies and regulations of the City, including the Personnel Rules and Regulations presently in effect, shall be controlled by the existing provisions of said ordinances, resolutions, policies, and regulations to the extent that said policies and regulations do not change, abrogate, modify or amend any express term of this MOU. All other terms and conditions of employment in effect at the time of execution of this MOU shal l remain status quo during the term hereof, unless such a term or condition is excepted from collec tive bargaining and the scope of representation as set forth in California Government Code 3504 or constitutes an emergency matter as set forth in California Government Code 3504.5.

1.5 If any portion of this MOU is found to be unlawful, in conflict or inconsistent with existing laws, regulations, or ordinances; or determined to be invalid or unenforceable by an administrative or judicial tribunal with competent jurisdiction, such portion or part of th is MOU shall be superseded and not enforced. The remai nder of this MOU shall continue in full force and effect, and sh all be enforced through the term of the agreement pursuant to Government Code Section 3500, et seq.

1.6 Continuous, uninterrupted and efficient service to the community by the City and its em ployees, and orderly employer -employee relations are essential c onsiderations of this MOU. Accordingly, the Association agrees, on behalf of itself and its me mbers, individually and collectively, that there shall not be any strikes, non- informational picketing, boycotting, work stoppages, slow -down strikes, or any othe r concerted job action or refusal to render services, including overtime or any other curtailment or restriction of work and service at any time during the term of this MOU.

1.7 The Association recognizes its duty and obligation to comply with the provisions of Section 1. 6 of this MOU and shall make every reasonable effort to assure that all emplo yees covered by this MOU similarly do so. In the event of any concerted activity by employees in contravention to the provisions or intent of Section 1.6 , the Ass ociation hereby agrees to direct its members to cease any such actions or activities forthwith . No employee covered by this MOU shall be entitled to any benefits or wages whatsoever while engaged in any activities or actions prohibited by Section 1.6 of the MOU. 1087

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4 1.8 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 ch anges must be mutually agreeable.

ARTICLE 2 - TERM OF AGREEMENT

2.1 The term of this MOU will commence on July 1, 20 26, and expire in the pay period which includes June 30, 2028.

ARTICLE 3 - BASIC SALARIES AND WAGES

3.1 BASE SALARY

Employees covered by this MOU shall be compensated at the established monthly base salary rates under the Basic Pay Schedule for covered employees.

• Effective the pay period that includes July 1, 2026, two percent ( 2.0%) increase for all classifications subject to this MOU. Effective the pay period that includes January 1, 2027, two percent (2.0%) increase for all classifications subject to this MOU.

• Effective the pay period that includes July 1, 2027, two percent (2.0%) increase for all classifications subject to this MOU.

• Effective the pay period that includes January 1, 2028, two perce nt (2.0%) increase for all classifications subject to this MOU.

3.2 POLICE LIEUTENANT PAY RANGE RESTRUCTURE

Effective the pay period that includes July 1, 2026, the Police Lieutena nt pay range shall be increased per Article 3.1 and restructured from its current seven (7) step structure to a four (4) step structure:

A. Step 1 will be set at 10.25% above Police Sergeant Step 4.

B. Step 2 will be set at 5% above Step 1

C. Step 3 will be set at 5% above Step 2

D. Step 4 will be set at 5% above Step 3

Effective the pay period that includes July 1, 2026, employees in the Police Lieutenant classification shall be placed into the revised step structure as follows:

E. Employees currently at Step 5 shall be placed at Step 2 of the revised structure.

F. Employees currently at Step 6 shall be placed at Step 3 of the revised structure.

G. Employees currently at Step 7 shall be placed at Step 4 of the revised structure.

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5 H. Employees promoted into the Association shall be placed at Step 1 of the revised structure.

Effective the pay period that includes July 1, 2027, the Police Lieutenant pay range shall be increased per Article 3.1 and restructured from the four (4) step structure to a three (3) step structure:

A. Step 1 will be eliminated.

B. Step 2 will reset to Step 1

C. Step 3 will reset to Step 2

D. Step 4 will reset to Step 3

Employees who were at the prior Step 1 will move to the new Step 1 (established p er above) effective the pay period that includes July 1, 2027. Employees who were at the prior Step 2, 3 or 4 will be reset to the new Step 1, 2 or 3 (established per above) and will be eligible to move to the next step in the new range (established per above) on their anniversary date that occurs after July 1, 2027. Employees promoted into the Association shall be placed at Step 1 of the revised structure.

3.3 POLICE CAPTAIN PAY RANGE RESTRUCTURE

Effective the pay period that include s July 1, 2026, the Police Captain pay range shall be increased per Article 3.1 and restructured from its current seven (7) step structure to one (1) step structure:

A. Step 1 will be set at 10.25% above top step Police Lieutenant

ARTICLE 4 - HEALTH INSURANCE

4.1 IRS SECTION 125 BENEFIT PLAN

The City shall provide the amount listed below toward the payment of premiums under an IRS Section 125 Benefit Plan. The City may also offer other pre-tax benefits.

4.2 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 beha lf of each participant in the program, which is included in the amount of the C ity’s contribution to the flexible benefit account (i.e., the Section 125 Benefit Plan) described below. Eligible employees may select any of the medical insurance plans offered by CalPERS.

4.3 MANDATORY BENEFITS

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

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

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6 4.4 QUALIFICATION FOR FLEX CONTRIBUTION

Employees m ust 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 wi ll be ineligible for the flexible benefit contribution if the employee recor ds absence without pay hours within the pay period except for the following reasons:

• If an employee exhausts his/her accrued leaves prior to the end of the pay period, he/she shall receive the flex contribution for that pay period.

• Disciplinary actions will not apply to this article/qualification i.e., suspensions without pay.

4.5 CONTRIBUTION AMOUNT

Effective the pay period that includes July 1, 2027, for those employees who enroll in City offered coverage, the City’s contribution towards each employee’s flexible benefit account is $2,619 per month. This amount is inclusive of the CalPERS statutory minimum amount for each month. An employee who selects benefits which cost less than the dollars contributed by the City (which also requires the empl oyee to select life insurance and long term disability per Article 4.3) shall receive the remainder of the flexible benefit contribution in cash up to a maximum of $1,060.00 per month.

4.6 WAIVER OF INSURANCE

An employee may opt out of medical coverage offered by the City and receive cash in lieu only if the employee provides before the start of each plan year, an attestation that the employee and his or her tax family have minimum es sential coverage through another sour ce (other than coverage in the individual market, whether or not obtained through Covered California) for the plan year. The City will not pay cash in lieu if the City knows or has reason to know that the employee or an individual in the employee’s tax family does not have the required alternative coverage.

Any employee in the unit who meets the requirements to opt out of medic al coverage can receive $1,060per month as cash subject to tax withholdings . Those employees who meet the requirements and opt out of medical coverage will still rec eive an employer contribution to cover the mandatory life and disability insurance benefits.

ARTICLE 5 - RETIREMENT

5.1 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 3% at 50 retirement formula as set forth in California Government Code Section 21362.2 for all employees covered by this MOU hired before December 31, 2012, or lateral employees hired after that date who qualify as “classic members” under the Public Employees’ Pension Reform Act of 2013 (“PEPRA”).

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7 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) c onsecutive months selected by the employee or not selected, the employee’s last twelve (12) months of employment.

3. Payment of Employee/Member Contribution:

a. Effective at the beginning of the pay period following City Council approval of this MOU, these employees will pay three percent (3.0%) compensation earnable towards their CalPERS member contribution. The C ity pays and reports six percent (6.0%) as an Employer Paid Member Contribution (EPMC) under Government Code section 20636(c)(4) pursuant to section 20691.

b. Effective at the beginning of the pay period which includes July 1, 2019, these employees will pay six percent (6.0%) compensation earnable towards the ir CalPERS member contribution. The City pays and reports three percent (3.0 %) as an Employer Paid Member Contribution (EPMC) under Government Code section 20636(c)(4) pursuant to section 20691.

c. Effective at the beginning of the pay period which includes July 1, 2020, these employees will pay the full nine CalPERS member contribution of nine perc ent (9%) of compensation earnable towards their CalPERS member contribution.

The City shall pay and report zero percent (0%) of compensation earnable as an Employer Paid Member Contribution (EPMC) under Government Code section 20636(c)(4) pursuant to section 20691.

4. Cost Sharing:

a. Classic member employees subject to the 3%@50 formula pay an additional three and three quarters’ percent (3.75%) compensation earnable as cost sharing into their employee account with CalPERS in accordance with Government Code section 20516(a). When this three and three quarters’ percent (3.75%) is added to the employees’ payment of nine percent (9%) towards their member contribution, employees shall pay 12.75% compensation earnable towards their pension.

B. For “New Member” Employees

1. Retirement Formula - Unit members who are defined as “new members” under the PEPRA, are covered by the 2.7%@ 57 formula provided for by the Public Employees’ Retirement Law at Government Code section 7522.25(d).

2. Retirement Benefit Calculation Period - These employees’ final compensation will be based on the highest annual average compensation earnable during the three consecutive years of employmen t immediately preceding the effec tive date of his or her 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, as defined by CalPERS, through a payroll deduction. This amount will be determined by CalPERS in the future.
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8 Effective the pay period that includes July 1, 2023, for new me mber employe es subject to the 2.7%@57 formula, if one-half of the CalPERS’ annual normal cost rate goes below 12.75% (and it is rounded by CalPERS to the nearest one -quarter of a percent), new member employees subject to the 2.7%@57 formu la shall pay the difference be tween the one -half of the total normal cost rate and 12.75% of compensation earnable as cost sharing pursuant to Government Code section 20516(f).

Effective the pay period that includes July 1, 2023, for new member e mployees subject to the 2.7%@57 formula, if one-half of the CalPERS’ annual normal cost rate exceeds 1 2.75% (and it is rounded by CalPERS to the nearest one -quarter of a percent), the City will contribute the amount above 12.75% to the deferred compensation account (per IRS Code section 457(b)) of each new member.

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.

5.2 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 (One Year Final Compensation, only applies to classic member employees)
• Section 20516 (Employee Cost Share, only applies to classic member employees) • Section 20965 (Credit for Unused Sick Leave)
• Sections 21624/ (Post-Retirement Survivor Allowance, only applies classic member 21626 employees)
• Section 21620 (Retired Death Benefit of $500)
• Section 21329 (COLA of 2%)
• Section 21362.2 (3% @ 50 Benefit Formula, only applies to classic member employees) • Section 20903 (Two Years Additional Service – Golden Handshake) • Section 21635 (Post-Retirement Survivor Allowance Continues After Remarriage) • Section 21573 (Third Level of 1959 Survivor Benefits) • Section 21551 (Death Benefit Continues After Remarriage) • Section 20055 (Credit for Service Before CalPERS Contract) • Section 20938 (Limited Prior Service Credit to Employees on Contract Date) • Section 21536 (Local System Service Credit for Basic Death Benefit) • Section 20481 (Transfer of Local System Assets to CalPERS) • Section 21024 (Military Stats 76)
• Section 21023.5 (Peace Corps/AmeriCorps Service)
• Section 21027 (Military Retiree)
• IRC 414(h)(2) (Pre-tax payroll deduction plan for member contributions and service credit purchase)

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9 ARTICLE 6 - RETIREE MEDICAL & DEFERRED COMPENSATION PLAN

6.1 RETIREE MEDICAL

The Defined Contribution Retirement Health Savings Plan (Plan) went into effect on January 1, 2004, and payments made by the City were suspended in 2010 . The purpose of the Plan w as to establish a tax protected savings program for every full-time employee that:

• Provided a retiree medical ben efit for employees who were hired after January 1, 2004, who will not be eligible for the health insurance contribution under the Council Policy 300-1.

• Provided a supplemental benefit to the City contribution under Council Policy 300- 1 for employees hired before January 1, 2004.

The program require s mandatory participation by all full -time employees. Employees contribute 1% of the employee’s base salary tow ards the plan. T he City will contribute 1% of the employee’s base salary towards the plan . Effective the pay period that includes January 1, 2027, the City will contribute 2% of the employee’s base salary towards the plan. The account assets that accumulate, plus investment earnings, will be used in retirement to pay health insurance premiums and other eligible out-of-pocket medical expenses such as deductibles, co -payments, vision care or dental care. E mployee contributions plus vested employer contributions are portable if an employee should leave employment with Costa Mesa prior to retirement.

For all employees in the unit, the City will pay the CalPERS statutory minimum for each member of the bargaining unit for retiree medical benefits.

6.2 DEFERRED COMPENSATION PLAN FOR POLICE CAPTAINS

The City provides a one half of one percent (0.5%) per pay period contribution for each Police Captain in the Association into the employee’s account in the 401(a) plan. Effective the pay period that includes January 1, 2027, the City will contribute one percent (1%) of the employee’s base salary for a ll classifications covered under this MOU towards a 457 deferred compensation plan for all employees who participate in the plan. Effective the pay period that includes January 1, 2027, contributions towards the 401(a) plan will cease.

ARTICLE 7 - BENEFIT REVIEW COMMITTEE

7.1 CMPMA shall maintain one representative 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.

ARTICLE 8 - DRUG AND ALCOHOL TESTING POLICY

8.1 The Costa Mesa Police Department Drug and Alcohol Testing Policy applies to employees represented by the Association. The Policy permits reasonable suspicion drug and alcohol testing. The Policy is incorporated into this MOU by reference.

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10 ARTICLE 9 - CERTIFICATION/EDUCATIONAL PAY

9.1 PAY FOR CERTIFICATIONS /COURSES ISSUED BY THE STATE OF CALIFORNIA COMMISSION ON POLICE OFFICER STANDARDS AND TRAINING (“POST”)

Effective the pay period that includes July 1, 2025, employees in the Association shall be eligible for additional pay as follows:

A. POST Certificate/Courses - Police Lieutenant

Employees at the rank of Police Lieutenant shall receive:

• 10% of base pay for receipt of a POST Advanced Certificate.

• Five (5%) of base pay for receipt of a POST Supervisory Certificate or for having completed the POST Management Course.

Employees may receive payment for both certifications . Employees must present the Certificate to the City to receive the pay. Police Captains are not eligible for this pay.

B. POST Certificate - Police Captain

Employees at the rank of Police Captain shall receive 15% of base pay for receipt of a POST Management Certificate.

Employees must present the Certificate to the City to receive the pay. Police Lieutenants are not eligible for this pay.

The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as Peace Officer Standard Training (POST) C ertificate Pay pursuant to pursuant to Title 2 California Code of Regulations, Section 571 and 571.1.

ARTICLE 10 - TUITION REIMBURSEMENT & PROFESSIONAL DEVELOPMENT

10.1 TUITION REIMBURSEMENT

Tuition and/or textbook costs required to complete job- related educational courses which are taken by an employee, and which pertain directly to his or her City employm ent, may be reimbursed to the employee if reimbursement is recommended by the Chief of Police and approved by the Assistant City Manager. An employee requesting tuition reimbursement must obtain prior approval before enrollment per Administrative Regulation 2.1. The employee participating must achieve a passing grade of a “C” or better, Credit/No Credit or a Certificate of Completion and should see that the Human Resources Manager receives a copy, where appropriate, of the employee’s grade(s) before any reimbursement is provided.

The City will reimburse up to a maximum of $1,250 per fiscal year for qualifying tuition , textbook costs, and/or class material costs. It is the intent of the parties that any units/degrees submitted are accredited by Western Association of Schools and Colleges (WASC, www.wascweb.org), Council for Higher Education Accreditation (CHEA, www.chea.org/directories), or pre-approved by the Police Chief a nd Assistant City Manager.

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11 10.2 PROFESSIONAL DEVELOPMENT

The City agrees to reim burse Police Captains and Police Lieutenants up to $1 ,000 per fiscal year for activities, materials, equipment or fees that will aid in their individu al professional development. The reimbursement options include: education fees that exceed the City’s ann ual $1,250 tuition reimbursement limit.

10.3 TECHNOLOGY ALLOWANCE

Employees covered by this MOU shall be provided with a $75 monthly technology allowance.

ARTICLE 11 - EXECUTIVE LEAVE AND OVERTIME

11.1 Pursuant to Section 13(a)(1) of the Fair Labor Standards Act, it is mutually agreed that Police Lieutenants and Police Captains are exempt from both the minimum wage and overtime provisions of the Fair Labor Standards Act. Due to the additional hours (above their regularly scheduled 40 hours per week) that Police Lieutenants and Police Captains work, these employees will receive 80 hours of Executive Leave each calendar year. As permitted by California Labor Code section 227.3, any Executive Leave not used in the calendar year in which it is received will be lost. Executive Leave has no cash value and cannot be cashed out. The Executive Leave hours are subject to the same carry forward limitations and benefit provisions as detailed in Administrative Regulation 2.19.

Police Lieutenants may work overtime when necessary due to Department needs when the Watch Commander has not been filled within 48 hours of a shift, for reimbursable shifts and for call out s.

Overtime may also be approved for major planned events or major incidents as approved by the Police Chief. Overtime will be paid on a time and a half basis at the employee’s base rate of pay.

ARTICLE 12 - AUTOMOBILE AVAILABILTY

12.1 T he City agrees t hat there will be automobiles available for Police Captains and Police Lieutenants within the Police Department vehicle flee t. Use of the vehicles will comply with the City’s Vehicle Use Policy (Administrative Regulation 5.5).

ARTICLE 13 - SPECIALTY ASSIGNMENT PAY

13.1 SPECIALTY ASSIGNMENT PAY

Employees routinely and consistently assigned to patrol /field operations , detectives, accident investigations, or Administration shall receive special assignment pay (2.5% of base salary). The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as Patrol, Detective Division, Police Investigator or Administr ative Officer Premium as appropriate pursuant to Title 2 California Code of Regulations, Section 571 and 571.1.

13.2 BILINGUAL PAY

Effective July 1, 2026, 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 ir base salary depending on level or proficie ncy. The parties agree, to the extent 1095

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12 permitted by law, the compensation in this section is speci al compensation and shall be reported as Bilingual Premium pursuant to Title 2 California Code of Regulations, Section 571 and 571.1.

A. The following standard o f 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 a nd 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 simp le 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 an d 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 ot her situation involving a native speaker and conduct simple interrogations and investigations whi ch could be of a life-or-death nature.

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

The City will continue payment of bilingual pay in the event of an industrial injury in accordance with the City's Personnel Rules and Regulations.

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13 ARTICLE 14 - LONGEVITY PAY

14.1 LONGEVITY PAY

Longevity Incentive Pay is compensation to incentivize Police Department sworn employees to remain with the City of Costa Mesa.

Employees in this bargaining unit 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 as verified by the Chief of Police) for 25 years or more shall receive longevity incentive pay of twelve and 12.5% of employee’s base salary.

Employees in this bargaining unit 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 as verified by the Chief of Police) for 20 years or more shall receive longevity incentive pay of 10% of employee’s base salary.

Employees in this ba rgaining unit 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 as verified by the Chief of Police) for 15 years or more shall receive longevity incentive pay of seven and one-half percent (7.5%) of employee’s base salary.

Employees in this bargaining unit who have been em ployed 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 as verified by the Chief of Police) for 10 years or more shall receive longevity incentive pay of five percent (5%) of employee’s base salary.

Other civilian service will not count towards full-time sworn law enforcement service for this purpose.

The above longevity incentive pays are not cumulative. Once an employee becomes eligible for the next level of longevity incentive pay, they shall qualify for that level and no longer receive the prior level of pay (i.e., the maximum to tal incentive pay an employee can receive is a total of 1 2.5% for 25 or more years of sworn law enforcement service). Longevity payments will be made continuously on each pay period following employee qualification.

The parties agree, to the extent permitted by law, the compensation in this section is special compensation and shall be reported as Longevity pursuant to Title 2 Californi a Code of Regulations, Sect ion 571 and 571.1.

ARTICLE 15 - VACATION LEAVE

15.1 The purpose of annual vacation leave is to e nable each eligible employee to spend a reasonable amount of time away from his or her job and to return to work refreshed. Any leave of absence without pay shall not accrue vacation leave for each full pay period of such absence.

15.2 Regular full-time employees in the classified services with an average workweek of forty (40) hours shall receive annual vacation with pay in accordance with the following provisions:

A. Through less than three (3) years of continuous full -time service, an employee shall have earned paid vacation at the rate of 92 working hours per year.

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14 B. Upon completion of three (3) years of continuous full -time service, but less than five (5) years of continuous full-time service, such employee shall earn 116 working hours per year.

C. Upon completion of five (5) years of continuous full -time service, but less than 10 years of continuous full-time service, such employee shall earn 140 working hours per year.

D. Upon completion of 10 years of continuous full -time service, but less than 15 years of continuous full-time service, such employee shall earn one hundred 164 working hours per year.

E. Upon completion of 15 years of continuous full -time service but less than 20 years of continuous full-time service, such employee shall earn 188 working hours per year.

F. Upon completion of 20 years of c ontinuous full-time service, such employee shall earn 212 working hours per year.

G. Employees shall be allowed to accrue a maximum of 424 hours of Vacation time. If an employee’s vacation hours reach this maxi mum, his/her accrual will be frozen until such time that his/her accrual drops below the maximum. There will be no payoff for vacation hours beyond the employee’s current accrual maximum.

15.3 ACCUMULATION OF VACATION LEAVE - A ccumulation of vacation leave in excess of that earned in a calendar year is allowable upon approval of the department director as authorized by the City Manager by means of an Administrative Regulation.

A. Vacation Accrual Ceiling - The accrual of vacation hours will be capped at the following maximum levels based upon an employee’s years of service as follows:

Years of Service Annual Accrual 40-Hour Maximum Accrual 40-Hour 1- 2 92.0 184.0
3-4 116.0 232.0
5-9 140.0 280.0
10-14 164.0 328.0
15-19 188.0 376.0
20+ 212.0 424.0

Once the maximum accrual is reached, the employee will stop accruing additional Vacation Leave. Annual vacation accruals will re -commence in the next pay period following the use of vacation l eave which reduces the balance below the maximum allowed. It is the responsibility of the employee to manage accrued vacation time off to not exceed the cap or maximum amount allowed per the chart above.

B. Scheduling of Vacation Leave - It is the employee’s responsibility to request, schedule and use vacation ti me to avoid exceeding the maximums. However, in the event the maximum is reached, the City has the right to schedule the employee off in order to reduce the accrued hours to be within the cap.

Employees must submit vacation requests in a timely manner in a ccordance with the Department requirement and as appropriate for the employee’s Departmental operationa l needs.

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15 Departments which have 24 hours a day/7 days a week operations have established request procedures that require significant advance notice so all vacation requests may be coordinated as fairly as possible based upon the operational needs of the Department and or Division.

C. Departmental Needs & Exception - When an employee submits a timely v acation leave request and the Supervisor and/or the C hief of Police must deny it due to the operational needs of the City and/or Department, an exception may be granted by the Chief of Police with a written explanation from the employee’s supervisor and advance approval from the City Manager . If such an exception is granted, a cash -out of the excess, accrued vacation time in excess of the maximum amount allowed w ill 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 Chief of Police due to the operational needs of the City/Department, an exception for a “Cash -Out” may be granted by the Chief of with a written explana tion from the employee’s supervisor and advance approval from the City Manager.

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 excepti ons 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.

15.4 VACATION LEAVE CASH OUT

A. Vacation Leave Cash Out - On or before the pay period which includes December 15 of each calendar year, an employee may make an irrevocable electio n to cash out up to one hundred and twenty (120) 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. In other words, employees who made an irrevocable election to cash out vacation (up to a maximum of 120 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 w ish their cash outs to be paid by the payro ll 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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16 ARTICLE 16 - SICK LEAVE

16.1 ACCRUAL OF SICK LEAVE

Employees in the Association accrue four (4) hours of sick leave per pay period into a Primary Sick Leave Bank. Employees promoted into the Association shall continue their pri or sick leave accrual and retain their sick leave balance from their prior position.

16.2 MAXIMUM ACCRUAL IN THE PRIMARY SICK LEAVE BANK

Employees may accrue up to 480 hours of sick leave credit in a Primary Sick Leave Bank.

16.3 OPTIONS WHEN AN EMPLOYEE REACHES THE MAXIMUM ACCRUAL OF SICK

LEAVE IN THE PRIMARY SICK LEAVE BANK

When an employee has 480 hours of sick leave in his/her Primary Sick Leave Bank, hi s/her 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.

16.4 USE OF PRIMARY SICK LEAVE BANK

Hours in this bank may be used if an employee is sick or as otherwise provided by law.

16.5 SECONDARY SICK LEAVE BANK

In the past, there was no cap on the accrual of sick leave. As provided above, the parties agree d to place a cap on the accrual of sick leave in the Primary Sick Leave Bank and create a Secondary Sick Leave Bank.

This bank includes sick leave previously earned and as well as sick leave deposited into the bank when an employee reaches their maximum accrual in the Primary Sick Leave Bank as provided for in Article 16.1.

If an employee has a Secon dary 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 veri fied 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 compensat ion) 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 t o the Primary Bank provided that such transfer shall not result in there being in excess of 480 hours in the Primary Bank.

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17 16.6 At the time of separation from the City, (unless terminated for cause) with a minimum of 20 years of continuous service , including 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, or,

B. The employee can choose to apply all credited time (both Banks) towards his or her service credit.

ARTICLE 17 - BEREAVEMENT LEAVE

17.1 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, brother, sister, (this includes step brothers and sisters) wife, husband, or child of employee, spouse, or domestic partner such employee shall, upon approval of t heir department director, be entitled to charge such absence as “bereavement leave” to a maximum of three (3) days of paid leave per occurrence. Th is 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 Police Chief (and will be approved if required by law) and wi ll 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, vacatio n compensat ory time off or floating holiday leave. The City Manager or designee, upon written request, may grant bereavement leave to an employee for persons in other relationships to the employee than are listed above.

ARTICLE 18 - LONG TERM DISABILITY

18.1 An employee is eligible for Long Term Disability (“LTD”) benefits. The premium for the Plan is paid for by each employee. Employees are eligible for benef its under the current plan for disabilities as defined by the plan and per the provisions of the plan after a 60-day elimination period. Once eligible for LTD, an employee may exercise the option of using accumulated vacation and sick leave in his or her Primary or Secondary Sick Leave Bank to supplement LTD payments up to an amount not to exceed 100% of monthly salary.

ARTICLE 19 - LAYOFF PROCEDURES

19.1 Because of material change in duties or organization of the Costa Mesa Police Department , or shortage of work or funds, positions represented by the Association and covered by this MOU may be subject to lay off. Thirty (30) calendar days before the effective date of a layoff, the Chief of Police shall notify the Assistant City Manager and employee subjec t to layoff of the layoff decision . The City’s Personnel Rules and Regulations provide the polic ies an d procedures related to the layoff of City employees.

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18 ARTICLE 20 - DISCIPLINE

20.1 DISCIPLINE GENERALLY

Represented employees are sworn employees who are covered by Public Safety Officers’ Procedural Bill of Rights Act. The provisions provided in this article are intended to comply with that law. Employees may be subject to discipline if they engage in misconduct or if they have any of the performance deficiencies which are set forth below in Article 19.5 which have not been addressed through performance management. Generally, performance based discipline will not occur unless and until the employee has been given opportunities for improvement which have not been successful. Misconduct based discipline will generally use a progressive discipline appr oach (i.e., using discipline to modify behavior which gets progressively more severe if there is a continuation of the misconduct). However, depending on the severity of the particular misconduct, an employee could be subject to any of the various types of discipline from a warning to dismissal.

20.2 TYPES OF DISCIPLINE

Represented employees are subject to the types of discipline set forth below. The Chief o f Police or his/her designee shall inform an employee of any proposed discipline in writing and allow the employee a reasonable opportunity to respond to the proposed discipline before being imposed.

All proposed discipline will set forth the alleged fact s upon which the discipline is based, the specific expectations of change or improvement to be demonstrated by the employee, and notice that additional discipline could be imposed against the employee in the event a change in the employee's conduct or performance does not occur.

Any written documentation regarding discipline which is imposed on the employee will be entered into the employee’s personnel file. An employee may be placed on administrative leave with pay pending pre- disciplinary procedures.

The following are the applicable types of discipline:

A. Written Warning

B. Written Reprimand

C. Suspension: Unless extended by approval of the City Manager or Assistant City Manager on written recommendation of the Chief of Police, the maximum period of suspension is thirty (30) calendar days.

D. Demotion: A demotion is defined a reduction in the employee’s rank.

E. Reduction in Pay

F. Dismissal

20.3 NOTICE OF PROPOSED DISCIPLINE

Employees subject to proposed discipline will be provided with pre -deprivation procedural due process.

The Notice of Proposed Discipline will set forth the alleged f acts upon which the proposed discipline is based, and the employee will be provided with all documents upon which the City relied in issuing the Notice. The employee will also be n otified that he or she has the right to respond to the discipline either 1102

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19 orally or in writing and the employee has the right to be represented during any meetings (by a representative of his/her choice per Government Code section 3303(i) at which the propo sed discipline will be discussed with the employee. However, the right to respond is up the employee. The employee has the right not to respond if he/she chooses. However, if that occurs, if the Chief of Police or his/her designee imposes the proposed discipline it will be without the employee’s input or response.

An employee 's o pportunity to respond to the proposed discipline is not intended to be an evidentiary hearing. It is a meeting to give the employee an opportunity to r espond to the proposed discipline. If, as a result of the meeting, the Chief of Police or his/her d esignee determines that the information provided by the employee raises doubts as to the accuracy of the information leading to the proposed discipline further investigation may be initiated to determine if the proposed discipline is warranted.

The Ch ief of Police 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 other deadline for response established by the parties, the decision of the Chief of Police or designee will be transmitted in writing to the employee.

20.4 APPEAL PROCEDURES

Employees have the right to appeal discipline which qualifies as “punitive action” under the Public Safety Officers’ Procedural Bill of Rights Act (“Act”). The Parties agree to the following appeal procedures:

A. Appeal Process for Reductions in Pay, Demotion, Suspension in Excess o f 20 Hours or Dismissal

An employee desiring to appeal the Chief of Police’s decision shall have 10 calendar days after receipt of the response to file an appeal. The employee's request for appeal must be communicated to the Assistant City Manager within the 10-day period.

If, within the 10-day appeal period, the employee involved does not file an appeal, unless good cause for the failur e is shown, the action of the Chief of Police shall be considered conclusive and shall take effect as prescribed. If, within the 10- day appeal period, the employee files such notice of appeal an advisory arbitration appeal hearing shall be established as follows:

1. A list of registered arbitrator s will be certified by the parties. CMPMA and the City shall each submit the names of five (5) arbitrators to complete a listing of 10 arbitrators. The arbitrato rs shall be registered with the American Arbitrati on Association, California State Mediation an d Conciliation Service or some other agreed upon recognized reputable source. Within seven (7) calendar days of the employee's request for an arbitration appeals hearing, each party may strike three or less names from the established list. If the employee or the Association fails to strike within 30 calendar days, the employee is considered to have abandoned the appeal. If a mutual agreement cannot be reached betw een the parties as to the selection of an arbitrator from the remaining names, the matter will be heard by the listed arbitrator who is first available to hear the matter within the time frames of the process. The party to have the first opportunity to strike a name from the list of ten arbitrators shall be determined by a coin toss.

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

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20 3. Where practicable, the date for a hearing shall not be less than 20 calen dar days, nor more than 90 calendar days, from the date of the filing of th e ap peal with the Assistant City Manager. The parties may how ever 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 plac e of hearing and the identity of the hearing officer to whom the matter has been assigned.

4. All hearings shall be private; however, the employee may request to open the hearing to the public.

5. Subpoenas and subpoenas duces tecum pertaining to a hearing shall be issued at the request of e ither party to the Hearing Officer, not less than seven (7) cal endar 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.

6. The hearing need not be conducted in accordance with technical rules relating to evidence, civil procedure and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which reasonable persons are accustomed to rely in th e conduct of serious affairs, regardless of the existence of any common law or statutory rules which might make improper the 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 w ould 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.

7. Each party shall have these rights: To be represented by legal counsel or other person of his/her choice; to call and ex amine witnesses; to introduce evidence; to cross- examine opposing witnesses on any matter relevant to the issues even though that matter was not covered in the direct examination; to impea ch any witness regardless of which party first called him/her to tes tify; and to rebut the evidence against him/her. If the employee does not testify in his/her own behalf, he/she may be called and examined by an opposing party, as if under cross- examination. Oral evidence shall be taken only on oath or affirmation. A cour t reporter will be engaged to record the hearing, unless the parties (City, hearing officer, employee/employee representative) mutually agree that it is not necessary.

8. The hearing shal l pr oceed in the following order, unless the hearing officer, for special reason, otherwise directs:

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

b. The appealing employee shall then be permitted to make an opening statement;

c. The City shall produce the evidence on its part; the City bears the burden of proof and burden of producing evidence;

d. The employee appealing the disciplinary action may the n open his/her defense and offer his/her evidence in support thereof. The employee bears the burden of producing evidence for any affirmative defenses asserted; 1104

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

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

9. The hearing officer shall determine relevancy, weight, and cr edibility of testimony and evidence. He/she shall base h is/her findings on a p reponderance of evidence presented. During the examination of a witness, all other witnesses, except the parties, shall be excluded from the hearing unless the hearing officer, in his/her discretion, for good cause, otherwise directs. The hearing officer, prior to or during a hearing, may grant a continuance for any reason he/s he believes to be important to reaching a fair and proper decision. The hearing officer shall rende r his/her opinion as soon after the conclusion of the hearing as possible and i n no event later than 30 days after conclusion of the hearing, absent a stipulation from the parties that a longer period of time is warranted. His/her decision shall set forth which charges, if any, are sustained and the reasons therefor. The opinion shall set forth findings of fact and conclusions.

10. The hearing officer may recomme nd sustaining or rejecting any or all of the charges filed against the employee. He/she may reco mmend sustaining, rejecting, or modifying the disciplinary action invoked a gainst the employee. He/she may not recommend discipline more stringent than that issued by the Chief of Police.

11. The hearing officer's opinion and recommendation shall be filed with the City Manager or designee, with a copy sent to the appealing employee, and the Assistant City Manager and shall set forth his/her findings and recommendati ons. 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 t o be reinstated and/or other recommended action. The reinstatement date, if appropriate, may be any time on or after the date of disciplinary action.

12. The City Manager or designee shall then review the hearing officer’s opinion and recommendation and render a dec ision on the appeal within 30 days of the filing of the opinion and recommendation. The decision of the City Manager or designee 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. A copy of said decision shall also be served upon the parties and the employee.

13. Each party shall bear the cost of its own witness and attorney fees. The costs of the hearing and the court reporter shall be shared by the parties. If either party unilaterally cancels or postpones a scheduled hearing, thereby resulting in a fee charged by the hearing of ficer or court reporter, then the party responsible for the cancellation or postponement shall be solely responsible for payment of that fee. This process may not apply to mutual settlements by the parties which result in an arbitration fee.

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22 14. In the case of s uspension, demotion, reduction in salary, or dismissal prescribed by the City Manager or designee, the time of such discipline shall relate back to the date the employee was disciplined or after delivery of the City Manager’s or designee’s decision if discipline was stayed pending the arbitration hearing. If the City Manager’s or designee’s decision results in a reduction or elimination of a loss of pay which was previously recommended by the Chief of Police, the pay loss shall be restored to the employee.

15. The provisions of Sections 1094.5 and 1094.6 of the Code of Civil Procedure shall be applicable to proceedings under this section, including the appeal of the City Manager’s or designee’s final determination into the California court system, which must be made in accordance with the time standards and procedures established by Section1094.6 of California's Code of Civil Procedure.

B. Appeal Process for Lower Level Discipline

The following appeal process is established pursuant to Government Code § 3304.5.

A permanent Police Lieuten ant or Police Captain shall have the right to appeal suspensions of 20 hours or less, written warnings, or written reprimands in the following manner:

1. The Police Chief shall cause to be served on the employee a statement s igned by the Police Chief of the specific action against the employee. This statement shall inform the employee that he/she has the right, within five (5) working days after receipt of this notice, to request an informal hearing on the action by filing the request with the Assistant City Manager.

2. If within the five (5) day appeal period the employee involved does not file said appeal, unless good cause for the failure is shown, the action of the City shall be considered conclusive and shall take effect as prescribed.

3. If within the five (5) day appeal period the employee involved files a written notice of appeal with the Assistant City Manager a time for an appeal hearing before the City Manager or designee shall be established. The date for a hearing shall not be less than 10 days, nor more than 30 days, from the date of the filing of the appeal, unless the parties stipulate to a different date. The employee shall be notified in writing of the date, time, and place of the hearing at le ast seven (7) calendar days prior to the hearing.

4. The City Manager or designee shall conduct an informal hearing on the appeal. Each party shall have the opportunity to present all relevant information in support of its respective position. These procee dings may be electronically re corded and either party shall have the right to cause them to be reported by a certified shorth and reporter at the party's expense.

a. If the action involves charges of misconduct, (i.e., allegations that the employee has violated one or more laws, regulations, procedures, or rules), the City shall have the burden of proving by a preponderance of the evidence the facts which form the basis for the charge of misconduct and the burden of persuasion that the punitive action was reasonable under the circumstances.

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23 5. Within 10 days after the conclusion of the hearing, the City Manager or designee shall deliv er to the employee a final written decision, and, which shall either: (a) affirm the decision; (b) modify it by: (1) holding that certain charges were not established by a preponderance of the evidence, and/or (2) reducing the penalty, or (3) overturn the decision in its entirety. The decision shall be final and binding on the parties and the employee, subject to their right to seek judicial review pursuant to 1094.5 and 1094.6 of the California Code of Civil Procedure.

20.5 BASIS FOR DISCIPLINARY ACTION

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 prior performance record. Disciplinary action shall be based upon any of the grounds per Rule 26 of the City’s Personnel Rules and Regulations:

ARTICLE 21 - GRIEVANCE PROCEDURE

21.1 DEFINITION

A "grievance" is a formal, written allegation by an employee or the Association (referred to as “grievant”) that there has been a violation, misinterpretation or misapplica tion of this MOU and/or provisions of the Personnel Rules and Regulations. The grievance proced ure is the sole and exclusive method to resolve any grievance as defined herein.

21.2 PROCEDURE

A. Informal Resolution: Every effort shall be made to resolve a grievance through discussion between the employee and his/he r immediate supervisor. It is the spi rit 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 t he lowest level of supervision. Within 15 calendar days after a grievant (either an employee or the Association) knew, or by reasonable diligence should have known, of the condition upon which a grievance m ay be based, the grievant shall attempt to resolve it by an informal meeting with the grievant’s immediate supervisor. The supervisor shall respond with a decision within 10 calendar days after meeting with grievant.

B. If the problem cannot be resol ved bet ween the employee and the supervisor, the employee may, within seven (7) calendar days from the date of receiving the answer from his/her supervisor, the grievant may request and be granted an interview with the division manager, if one exists, in order to further discuss the grievance. The division manage r shall respond with a decision within 10 calendar days after meeting with grievant.

C. If the grievant and the division manager cannot reach a resolution to the grievance, the employee may, within seven (7) calendar days from the date of receiving the answer from the, request, in writing, and be granted an interview with the Chief of Police 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 Chief of Police shall meet with the employee within s even (7) calendar days unless the date is mutually extended between the Chief and the grievant. If the grievant and Chief o f Police cannot satisfacto rily 1107

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24 resolve the grievance, the Chief of Police will issue a written decision regarding the grievance within 15 calendar days after meeting with the grievant.

D. The grievant may, within 10 calendar days from the date of the decisio n by the C hief of Police, submit a written request with the Human Resources D ivision requesting for advisory arbitration.

E. A list of registered arbitrators will be certified by the Parties. CMPMA and the City shall each submit the names of five (5) arbitr ators to complete a listing of 10 arbitrators. The arbitrators shall be registered with the American Arbitration Association, California State Mediation and Conciliation Service or some other agreed upon recognized reputable source. Within seven (7) calenda r days of the employee's request for an arbitration appeals hearing, each party may strike up to three names from the established list. If the employee or CMPMA fails to strike within 30 calendar days, the employee is considered to have abandoned the ap peal. If a mutual agreement cannot be reached between the parties as to the selection of an arbit rator from the remaining names, the matter will be heard by the listed arbitrator who is first available to hear the matter within the time frames of th e process. The party to have the first opportunity to strike a name from the list of ten arbitrators shall be determined by a coin toss.

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

G. Where practicable, the date for a hearing shall not be less than 20 calendar days, nor more than 90 calendar days, from the date of the filing of the appeal wit h the Assistant City Manager. The parties may however stipulate to a longer or shorter period of time in which to hear the appeal. All interested par ties shall be notified in writing of the date, time, and place of hearing and the identity of the hearing officer to whom the matter has been assigned.

H. All hearings shall be private; however, the employee may request that the hearing be open to the public.

I. Subpoenas and subpoenas duces tecums pertaining to a hearing shall be issued at the request of either party to the Hearing Officer, 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.

J. The hearing need not be conducte d in accordance with technical rules relating to evidence, civil procedure 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 the 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 b e sufficient in itself to support a finding unless it would be admissible over objection in civil actions. The rules of privilege shall be effect ive 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 r ule on the admission or exclusion of evidence.

K. Each party shall have these rights: To be represented by legal co unsel or other person of his/her choice; to call and examine witnesses; to introduc e evidence; to cross- examine 1108

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25 opposing witnesses on any matte r relevant to the issues even though that matter was not covered in the direct examination; to impeach any witnes s regardless of which party first called him/her to testify; and to rebut the evidence against him/her. 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 offi cer, employee/employee representative) mutually agree that same is not necessary.

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

1. The grievant shall be permitted to make an opening statement;

2. The City’s representative shall then be permitted to make an opening statement;

3. The grievant shall produce the evidence on his /her pa rt; the emplo yee bears the burden of proof and burden of producing evidence;

4. The City’s representative may then open his/her defense and offer his/her evidence in support thereof;

5. The parties may then, in order, respectively offer rebutting evidence, 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.

M. The hearing officer shall determine relevancy, weight, and credibility of testimony and evidence. He/she shall base his/her findings on a pr eponderance of evidence presented.

During the examination of a witness, all oth er witnesses, except the parties, shall be excluded from the hearing unless the hearing officer, in his/her discretion, for good cause, otherwise directs. The hearing officer, prior to or during a hearing, may grant a continuance for any reason he/she believes to be important to reaching a fair and proper decision. The hearing officer shall render his/her opinion as soon after the conclusion of the hearing as possible and in no e vent later than 30 days after the conclusion of the hearing, absent a stipu lation from the parties that a longer period of time is warr anted.

His/her advisory decision shall set forth why the grievance should or should not be sustained based on the evidence presented.

N. The City Manager or designee shall then review the hearing officer’s advisory opinion and recommendation and render a d ecision on the appeal wit hin thirty days of the filing of said opinion and recommendation. The decision of the City Mana ger or designee shall be final and conclusive. Copies of the City M anager's or designee’s decision, including the hearing offic er’s recommendation(s) shall be served upon the parties and the employee by first class mail.

O. Each party shall bear equally t he cost of facilities, fees and expenses of the hearing officer if the officer is not an employee of the City. These fees also, include the fee of the court reporter and the costs of preparing the transcripts of the hearing. Each party shall bear the cost of its own witness and attorney fees. If either party unilatera lly cancels or postpones a scheduled hearing, thereby result ing in a fee charged by the hearing of ficer or court reporter, then the party responsible for the cancellation or postponement shall be 1109

CMPMA MOU
26 solely responsible for payment of that fee. This process shall not apply to mutual settlements by the parties, which result in an arbitration fee.

P. If the time limits for processing the employee’s grievance at any step defined above should elapse, the grievance shall be considered withdrawn. Time limits may be extended by mutual consent. If 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.

If the City Manager or designee fails to respond within the prescribed time limit, the grievance will be deemed to have been denied and the employee will be deemed to have exhausted his/her administrative remedy.

Q. The employee and/or his/her representative may use a reasonable amount of work time as determined by the Chief of Police in presenting the grievance. However, no em ployee shall absent himself/herself without first being excused by the Chief of Police.

R. Employees shall be assured freedom from reprisal for using the grievance procedures by both the City and CMPMA.

S. The settlement terms of a grievance, which i s processed by an employee individually or by the Association shall not conflict with the express provisions of this MOU

T. A group grievance may be filed when one (1) set of circumstances or occurr ences affects more than one (1) employee in the same manner or to t he 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 e mployees in the group grievance due to differences in the circumstances or occurrences that brought about the grievance.

ARTICLE 22 - HOLIDAY PAY

22.1 E mployees will no longer be eligible for holiday pay or holiday hours. Employees who wish to take holidays off will be required to utilize personal leave.

ARTICLE 23 - UNIFORM MAINTENANCE ALLOWANCE

23.1 The City provides uniforms for employees represented by the Association. The City will continue to replace, repair and maintain uniforms worn in the line of duty. The average value of the uniforms allowances is reported to CalPERS as $17 per pay period. For employees defined as “Classic Member s”, the parties agree, to the extent permitted by law, this compensation in this section is special compensation and shall be reported as Uniform Allowance pursuant to Title 2 California Code of Regulations, Section 571. For employees define d as “New Members”, the parties agree, to the extent permitt ed by l aw, the compensation in this section is not special compensation and will not be reported as such.

23.2 Lieutenants not currently assigned to the Field Operations Division will have a complete uniform for duty wear. The se Lieutenant may replace worn equipment or uniforms in the same manner as employees assigned to the Field Operations Division. Employees working plain clothes assignment shall receive $1,000.00 per fiscal year to purchase clothing and equipment for their duties.

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.

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CMPMA MOU
27 ARTICLE 24 - SENIORITY

24.1 Seniority is determined by length of continuous and uninterrupted service in each employee’s respective classification. Seniority is used for shift sel ection and selection of vacation. Seniority for purposes of layoff is addressed in the Personnel Rules and Regulations.

ARTICLE 25 - WORK SCHEDULES

25.1 The current work schedule for Lieutenants and Captains is the four-day workweek, ten-hour day, (4/10). This schedule will be in effect for the duration of the M.O.U. unless mutually modified pursuant to the Meet and Confer process. Seniority based on time in grade will determine the order in which employees select their yearly work schedules.

25.2 The annual selection of schedules and shifts/watch (watch synonymous with shift) for Patrol and Traffic personnel shall begin upon the completion of the rotation selection and shall conclude as soon as practical but before the January starting dates of the new shifts.

ARTICLE 26 - PROHIBITION OF TOBACCO

26.1 The on- duty use o f tobacco in any form (cigarettes, cigars e-cigarettes [“vaping”] and related tobacco products and technologies) is prohibited for all employees in the Association.

REPRESENTATIVES OF THE REPRESENTATIVES OF THE

COSTA MESA POLICE MANAGEMENT ASSOCIATION CITY OF COSTA MESA

SCOTT STAFFORD CECILIA GALLARDO DALY
CMPMA President City Manager

JARED BARNES ALMA L. REYES
CMPMA Negotiations Team Member Assistant City Manager

MICHELLE BRADBURY KASAMA LEE
CMPMA Negotiations Team Member Human Resources Manager

JAMES BROWN FANNI ACOSTA
CMPMA Negotiations Team Member Human Resources Administrator

MARK KHOU
Budget and Purchasing Manager

ALLISON TONG
Senior Budget Analyst
1111
1 MEMORANDUM

OF UNDERSTANDING
B
etween The Representative of the
Costa Mesa City Employees Association
And the City of Costa Mesa

2026
2028

ATTACHMENT 3
1112
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 10

4.9 – CLASS A AND CLASS B LICENSE PAY 10

4.10 – MOVE UP/ACTING PAY 11

4.11 – TEMPORARY UPGRADE PAY 11

4.12 – SAFETY SHOE ALLOWANCE 11

4.13 – TRAINING ASSIGNMENT PAY TELECOMMUNICATIONS BUREAU 11

4.14 – UNIFORM MAINTENANCE ALLOWANCE 12

4.15 – DEFERRED COMPENSATION MATCH 12
ARTICLE 5 – CLASSIFICATION AND COMPENSATION 12

5.1 – REQUEST FOR STUDIES 12

5.2 – NEW CLASSIFICATIONS 12
ARTICLE 6 – HOURS WORKED 13

6.1 – OVERTIME 13

6.2 – COMPENSATORY TIME OFF 13

6.3 – CALL BACK DUTY 14

6.4 – CALL RESPONSE DURING LUNCH PERIODS 14

6.5 – DAY-FOR-DAY EXCHANGE OF WORK SHIFTS 14
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3 6.6 – SHIFT TRADING 14

6.7 – ATTENDANCE 15
ARTICLE 7 – WORKWEEK AND WORK SCHEDULES 15

7.1 – WORKWEEK 15

7.2 – WORK SCHEDULE 15

7.3 – SHIFT COVERAGE FOR TELECOMMUNICATIONS BUREAU 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 16

8.3 – PUBLIC EMPLOYEES’ MEDICAL AND HOSPITAL CARE ACT 16

8.4 – CONTRIBUTION AMOUNT 16

8.5 – QUALIFICATION FOR FLEX CONTRIBUTION 17

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 21
ARTICLE 11 – LEAVES 21

11.1 – VACATIONS 21

11.2 – SICK LEAVE 23

11.3 – ENTITLEMENT TO VACATION AND SICK LEAVE 25

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 LEAVE 27

11.8 – SCHOOL ACTIVITY LEAVE 27

11.9 – REPORTING ABSENCES 27

11.10 – BEREAVEMENT LEAVE 27

11.11 – HOLIDAY LEAVE 28

11.12 – JURY DUTY 30

11.13 – INDUSTRIAL ACCIDENT LEAVE 31

11.14 – FAMILY AND MEDICAL CARE LEAVE 33
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4 ARTICLE 12 – PROBATIONARY PERIOD DISPATCHER 33
CHAPTER 5 – EMPLOYER-EMPLOYEE RELATIONS 34
ARTICLE 13 – DISCIPLINE 34

13.1 – BASIS FOR DISCIPLINE 34

13.2 – TYPES OF DISCIPLINE 34

13.3 – NOTICES 35

13.4 – EMPLOYEE’S RESPONSE 35

13.5 – APPEAL PROCEDURE 36
ARTICLE 14 – GRIEVANCES 39

14.1 – DEFINITION OF A GRIEVANCE 39

14.2 – GRIEVANCE PROCEDURE 39
ARTICLE 15 – LAYOFF PROCEDURES 41

15.1 – PURPOSE 41

15.2 – PROCEDURE 41
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 44 ARTICLE 19 – LABOR MANAGEMENT DISCUSSIONS 44
ARTICLE 20 – SUPERVISORY JOB CLASSIFICATIONS 44
ARTICLE 21 – PERSONNEL RULES & REGULATIONS/ADMINISTRATIVE REGULATIONS 45 ARTICLE 22 – BENEFIT REVIEW COMMITTEE 45
APPENDIX A 47

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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, 1116
6 amended or eliminated by this or any other MOU, are retained exclusively by the City and its management 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, 2026, and will expire on June 30, 2028.

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 their position. The minimum rate for the class generally shall apply to an employee upon their 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, 2026, three percent (3%) increase for all classifications subject to this MOU.

• Effective the pay period that includes July 1, 2027, three percent (3%) 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 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 retroactive 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 bilingual 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 18 straight time hours) at their base hourly rate for each week so assigned, plus com pensation 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 imp air 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 not 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.

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10 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.

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 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 payment, 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:

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).

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

B. Payment – Eligible employees shall receive this payment on an annual basis on their anniversary date. Employees must submit a copy of their current Class A/B California Driver’s License and current DMV medical certification to their department in order to receive the incentive.

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. Employees will not receive the incentive during a lapse.

D. DOT Drug and Alcohol Testing Regulations - Eligible employees assigned to positions requiring daily operation of equipment 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 this 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 /ACTING PAY

Eligible employees temporarily assigned to perform the work of a higher classification 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.

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 move up compensation is not special compensation and will not be reported as such.

When a position is vacant or temporarily vacant due to a leave of absence an employee may be placed in an acting appointment if the employee is assigned to and is performing all of the duties of the higher-level classification. Employees who are assigned to an acting appointment must meet the minimum qualifications of the higher classification. The employee will be placed at the salary step of the higher classification that provides a minimum of five percent (5%) increase from their current base salary. The new pay rate will be reported to CalPERS as the employee’s base compensation.

4.11 TEMPORARY UPGRADE PAY

Effective January 1, 2023, Public Safety Dispatchers and Senior Public Safety Dispatchers who are assigned to a vacant Public Safety Dispatcher Supervisor shift shall be compensated at 5% above their current base rate of pay for actual hours worked as a supervisor . Temporary upgrade pay will be included in the calculation of the overtime rate when an employee earns overtime.

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 Temporary Upgrade Pay pursuant to Title 2 California Code of Regulations, sections 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.

4.12 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 $ 300 for the shoe that meets the minimal standard established by the program. All 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 sp ecial compensation and will not be reported as such.

4.13 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 this section is special compensation and shall be reported as Training Premium pursuant to Title 2 California Code of Regulations, Section 571 and 571.1.

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12 4.14 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 value of the uniforms/uniform allowances is reported to CalPERS as $7.56 per pay period.

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 Uniform Allowance pursuant to Title 2 California Code of Regulations, sections 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.

4.15 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.

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.

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13 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” 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 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 maxi mum accumulation of 100 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. 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 request 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.
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14 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. I n the pay period in January of each year that includes the holiday closure , 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 in the pay period in January that includes the holiday closure.

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.

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 time 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”).

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15 6.7 ATTENDANCE

Employees shall be in att endance 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 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 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 1126
16 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.

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 sel ect 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 $1,800.00 per month. This amount is inclusive of the CalPERS statutory minimum amount for each month.

• Effective the pay period that includes January 1, 2027, the City amount is increased to $2,000.00 per month.

• Effective the pay period that includes J anuary 1, 2028, the City amount is increased to $2,200.00 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 de duction 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 will 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 coverag e 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.

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17 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 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.

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 retirement , 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 retire ment benefit is based on the highest annual compensation for the 12 consecutive months selected by the employee or if not selected, the employee’s last 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 1128
18 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.

4. Cost Sharing:

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, 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%.

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.
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19 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.

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 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 period 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 1130
20 • 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)
• 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 contributions 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 i s 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 tuition 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 represent ed 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.

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21 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 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 higher 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 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 F 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 v acation 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 1132
22 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 1st
 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.

E. Scheduling of Vacation Leave - Employees must submit vacation requests in 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 1133
23 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 117 hours per year at the rate of 4.50 hours per pay period.

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

3. Any new employees hired or 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.

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., 58.5 hours) for illness or emergen cy 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. Sick leave hours in the Primary, Secondary and Tertiary Sick Leave Bank shall be used in case of serious health condition of the employee or employee’s child, parent, spouse, domestic partner, grandchild, grandparent, sibling or designated person when the employee’s presence is recommended by a physician or health care provider, as defined by the City’s Family Care and Medical Leave Act Administration Regulation

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 specified 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 essen tial 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.

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24 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.

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.
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25 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 si ck leave purposes subject to the 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. 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 90 calendar days for purposes deemed by the City Manager or designee to be beneficial to the City.

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

D. Continuation of Benefits - The em ployee 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 med ical 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 p hysician 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.

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26 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).

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, co mpensatory 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 1137
27 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 donations will not meet the qualifications for the flex contribution and cannot be used towards voluntary deductions (including deferr ed 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.

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 leave 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 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 immediate 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 t heir 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, brother, 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 1138
28 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 request, 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 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
• 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 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.

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

C. 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).

D. 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 1 10 hours if assigned to a 4/10 or 3/12 work schedule, 99 hours if assigned to a 9/80 work schedule or 88 hours if assigned to a 5/40 work schedule) that they can use either on the actual holiday or use at another time) or cash out for the holidays (in which case they will receive 88 hours of holiday pay).

Employees who choose the cash out option will receive a holiday pay bank of 88 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 1139
29 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, requests and is granted 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 10 or 12 holidays in the calendar year, employees who choose the cash option will receive 96 hours (if there are 12 holidays) or 80 hours (if there are 10 holidays) beginning the first pay period of the new payroll year. Holiday pay will be paid at the employee’s base rate of pay.

Employees who irrevocably elect (prior to the end of the calendar year for the following calendar year) to earn holiday leave, rather than holiday pay, will receive a bank of 88, 99, or 110 hours, depending upon their assigned work schedules. The hours will be available the first pay period of the new payroll year. Employees will have holiday 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 unused remaining hours in the holiday leave bank will be carried over to the next payroll year up to 80 hours per year.

Notwithstanding the above, if due to the way the pay periods occur, an employee receives 10 or 1 2 holidays in the calendar year, employees who choose the leave option will depending on their schedule receive 96, 108 or 120 hours (if there are 12 holidays) or 80, 90, 100 hours (if there are 1 0 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 ag ree, to the extent permitted by law, the compensation in this section is not special compensation and will not be reported as such.

E. Floating Holiday - In addition to the 11 holidays listed in above, employees receive 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 Bir thday and/or California Admission Day, the City will deduct the cash value for the floating holiday benefits paid, but unearned, from the final paycheck. Employees who work without regards to holiday, who irrevocably elect to cash out their holiday leave, will have an additional 16 hours added to holiday pay bank. The parties agree, to the extent permitted by law, the additional 16 hours in this section is not special compensation and will not be reported as such. For employees who elect to receive holiday leave, an additional 16, 18 or 20 hours (depending on work schedule) will be included in their holiday leave bank.

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 1140
30 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 Closure – 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.

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 ca lled 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 accrued time subject to supervisor approval.

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31 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.

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 provided 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 cont act his designated departmental safety representative each Thursday or any other time designated by the departmental safety 1142
32 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 med ical 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.c 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.

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 11.13(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.
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33 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 determinati on 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 disability 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 orig inal 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 i ndustrial injury leave shall continue to receive a flex contribution for benefits in accordance with Section 8.4. 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.

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.
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34 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 - DISCIPLINE

13.1 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 prior performance record. Disciplinary action shall be based upon any of the grounds per Rule 26 of the City’s Personnel Rules and Regulations.

13.2 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 placed in the employee's personal history file. A written warning/reprimand shall contain a description of the events whi ch 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.

Disciplinary actions involving warnings and 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 the action.

B. Suspension: A department d irector or their designee may suspend an employee 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 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 1145
35 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 30 calendar days. These procedures are available prior to the implementation of discipline.

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 employee's personal his tory 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 demotion, the right of the e mployee to meet with the Department Director and/or respond in writing per Article 13.4, 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 statem ent 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 per Article 13.4. These procedures are pre-disciplinary in nature.

13.3 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 electronic and certified mail.

13.4 EMPLOYEE’S RESPONSE

An employee may respond to the Department Director’s proposed suspension of pay, demotion, reduction in pay or dismissal prior to implementation of the proposed discipline. 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 accorded 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 D epartment Director’s responsibility to initiate further 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.

An employee desiring to respond to the Department Director’s notice of proposed discipline shall have ten (10) calendar days after receipt of the notice to request and be granted a meeting with the D epartment Director in order to respond to the proposed discipline. The department director shall meet with the 1146
36 employee within seven (7) calendar days unless the date is mutually extended between the manager and the grievant. 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.

13.5 APPEAL PROCEDURE

Minor Discipline - Any permanent employee in the classified service shall have the right to appeal any written reprimand and/or suspension of less than 40 hours. The appeal pr ocess shall not be applicable to those positions 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 or manager, the employee may, within 10 calendar days from the date of receiving the answer from their supervisor or manager, submit a written appeal or request and be granted a meeting with the department director or their designee, in order to discuss the appeal. The department director shall meet w ith the employee within seven (7) calendar days unless the date is mutually extended between the director and the employee.

The department director or designee shall render their decision in writing within 15 calendar days of receiving the appeal or meeting with the employee. If the department director and employee are unable to arrive at a satisfactory solution, the employee may, within 15 calendar days from the date of the decision by the department director, submit a written appeal or request to and be gran ted a meeting with the City Manager or designee in order to discuss the appeal. The City Manager or designee will respond, or their designee shall meet with the employee shall meet with the employee within 15 calendar days unless the date is mutually extended between the City Manager or designee and employee. The City Manager or designee shall render their judgment as soon receiving the appeal or after the conclusion of the meeting as possible and in no event later than 30 days after conducting the meeting. 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.

Major Discipline - Any permanent employee in the classified service shall have the right to appeal any termination, suspension of 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 10 calendar days after receipt of the notice of discipline to file an appeal to the City Manager or designee. 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 calendar days.

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 calendar days, 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 1147
37 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 be set within six months based on arbitrator’s availability. If the arbitrator is not available within six months, the parti es agree to select the last name struck. 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.

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 suffici ent 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 repe titious 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 though 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 affirmat ion. 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 of ficer, for special reason, otherwise directs:
1148
38 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 t he 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 testimony 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 Di vision representatives, shall be excluded from the hearing unless the hearing officer, 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 hear ing. The hearing officer, prior to or during a hearing, may grant a continuance for 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.

K. The hearing officer may recommend sustaining or rejecting any or all of the charges filed against the 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 action. 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 1149
39 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 said 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 t o the time standards and procedures established by Section 1094.6 and 1094.5 of the Code of Civil Procedure.

ARTICLE 14 - GRIEVANCES

14.1 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 i s 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 alleges 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 p er 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 address a remedy. If the investigation concludes that there was no discrimination, the grievant may still continue with the grievance procedure.

14.2 GRIEVANCE PROCEDURE

A. Informal Resolution: Every effort shall be made to resolve a grievance through discussion 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 15 calendar days after a grievant (either an employee or the Association) 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 15 calendar days of the informal conference. If the grievant and the supervisor cannot satisfactorily resolve the grievance, the grievant may, within ten (10) calendar days from the date of receiving the answer from their supervisor, request and be granted a meeting with the division manager, 1150
40 if one exists, in order to discuss the grievance. The division manager shall meet with the employee within seven (7) calendar days unless the date is mutually extended between the manager and the grievant.

C. The division manager shall render their decision in writing within 15 calendar days of the meeting. If the division manager and grievant cannot satisfactorily resolve the grievance, the grievant 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 departm ent 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 15 calendar days after meeting with the grievant.

D. The grievant may, within 15 calendar days from the date of the decision by the department director, submit a written appeal to the City Manager or designee or reque st grievance mediation per below.

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 Human Re sources Manager within 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 deni ed. The Human Resources Manager or designee shall endeavor to schedule the mediation meeting within 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 the 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.

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, manager or director 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 ano ther person of their own 1151
41 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 representative 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 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 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 following 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 r egardless of department.

B. In accordance with Rule 14, Section 9 of the Personnel Rules and Regulations, 30 calendar days before the effective date of layoff, the Department Directors or Assistant City 1152
42 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 layoff, 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 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.

1153
43 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 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 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.

1154
44 Employees subject to layoff may file a grievance under Rule 25 of the Personnel Rules and Regulations 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 evaluate 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.

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 Re gulation 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 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 identifi ed 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.

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45 ARTICLE 21 - PERSONNEL RULES AND REGULATIONS/ADMINISTRATIVE

REGULATIONS

21.1 All applicable City Personnel Rules and Regulations and Administrative 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 or Administrative Regulations, the MOU provision shall apply. The City shall provide CMCEA with written notice regarding any proposed revisions to the City Personnel Rules and Regulations and Administrative Regulations.

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.

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46 REPRESENTATIVES OF THE

COSTA MESA CITY EMPLOYEES

ASSOCIATION (CMCEA)

REPRESENTATIVES OF THE

CITY OF COSTA MESA

NIKKI JOHNSON
CMCEA President and
Negotiations Team Member

CECILIA GALLARDO-DALY
City Manager

ANDREW BANNER
CMCEA Vice President and Negotiations
Team Member
ALMA L. REYES
Assistant City Manager

JASON BUSH
CMCEA Negotiations Team Member

KASAMA LEE
Human Resources Manager

KELLY DALTON CMCEA Negotiations
Team Member

FANNI ACOSTA
Human Resources Administrator

DANIEL INLOES
CMCEA Negotiations Team Member

MARK KHOU
Budget and Purchasing Manager

DANIEL JOJOLA
CMCEA Negotiations Team Member

ALLISON TONG
Senior Budget Analyst

ARASH RAHIMIAN
CMCEA Negotiations Team Member

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47 APPENDIX A

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

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Resolution No. 2026-XX Page 1 of 4
RESOLUTION NO. 2026-XX
A RE

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

CALIFORNIA, REVISING THE PAY RANGES FOR JOB CLASSIFICATIONS

REPRESENTED BY THE COSTA MESA POLICE ASSOCIATION PURSUANT TO THE 2026-2028 MEMORANDUM OF UNDERSTANDING
W
HEREAS, on June 17, 2025, the City Council adopted Resolution No. 2025-20, revising the pay ranges for job classifications represented by the Costa Mesa Police Association (CMPA); and
WHEREAS, the City Council desires to repeal and replace Resolution No. 2025- 20, to revise the pay ranges for the classifications specified herein; and NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Costa Mesa as follows:

SECTION 1. T he following pay ranges and monthly rates of pay for the identified job classifications are hereby established and placed under the Basic Salary Administration Plan effective the pay period that includes July 1, 2026. The monthly rates of pay may also be in increments between the monthly minimum and maximum pay steps.

Class Class Title Grade Step
Code 1 2 3 4 5 6 7
201 Police Officer 050 $8,370 $8,788 $9,227 $9,688 $10,172 $10,681 $11,215 Monthly $100,440 $105,456 $110,724 $116,256 $122,064 $128,172 $134,580 Annual $48.29 $50.70 $53.23 $55.89 $58.68 $61.62 $64.70 Hourly 0203 Police Sergeant 056 $12,401 $13,021 $13,672 $14,356 $15,074 Monthly $148,812 $156,252 $164,064 $172,272 $180,888 Annual
$71.54 $75.12 $78.88 $82.82 $86.97 Hourly
SECTION 2. The following pay ranges and monthly rates of pay for the identified job classifications are hereby established and placed under the Basic Salary Administration Plan effective the pay period that includes January 1, 2027. The monthly rates of pay may also be in increments between the monthly minimum and maximum pay steps.

ATTACHMENT 4
1159

Resolution No. 2026-XX Page 2 of 4
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
201 Police Officer 050 $8,535 $8,962 $9,410 $9,881 $10,375 $10,894 $11,439 Monthly $102,420 $107,544 $112,920 $118,572 $124,500 $130,728 $137,268 Annual $49.24 $51.70 $54.29 $57.01 $59.86 $62.85 $65.99 Hourly

0203 Police Sergeant 056 $12,650 $13,282 $13,946 $14,643 $15,375 Monthly $151,800 $159,384 $167,352 $175,716 $184,500 Annual $72.98 $76.63 $80.46 $84.48 $88.70 Hourly

SECTION 3. The following pay ranges and monthly rates of pay for the identified job classifications are hereby established and placed under the Basic Salary Administration Plan effective the pay period that includes July 1, 2027. The monthly rates of pay may also be in increments between the monthly minimum and maximum pay steps.

Class Class Title Grade Step
Code 1 2 3 4 5 6 7
201 Police Officer 050 $8,707 $9,142 $9,599 $10,079 $10,583 $11,112 $11,668 Monthly $104,484 $109,704 $115,188 $120,948 $126,996 $133,344 $140,016 Annual $50.23 $52.74 $55.38 $58.15 $61.06 $64.11 $67.32 Hourly

0203 Police Sergeant 056 $12,903 $13,548 $14,225 $14,936 $15,683 Monthly $154,836 $162,576 $170,700 $179,232 $188,196 Annual $74.44 $78.16 $82.07 $86.17 $90.48 Hourly

SECTION 4. The following pay ranges and monthly rates of pay for the identified job classifications are hereby established and placed under the Basic Salary Administration Plan effective the pay period that includes January 1, 2028. The monthly rates of pay may also be in increments between the monthly minimum and maximum pay steps.

Class Class Title Grade Step
Code 1 2 3 4 5 6 7
201 Police Officer 050 $8,880 $9,324 $9,790 $10,280 $10,794 $11,334 $11,901 Monthly $106,560 $111,888 $117,480 $123,360 $129,528 $136,008 $142,812 Annual $51.23 $53.79 $56.48 $59.31 $62.27 $65.39 $68.66 Hourly

0203 Police Sergeant 056 $13,161 $13,819 $14,510 $15,235 $15,997 Monthly $157,932 $165,828 $174,120 $182,820 $191,964 Annual $75.93 $79.73 $83.71 $87.89 $92.29 Hourly

1160

Resolution No. 2026-XX Page 3 of 4
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. Employees will contribute towards the employee and employer contribution as stipulated in the Memorandum of Understanding (MOU) with the Costa Mesa Police Association. There will be no Employer Paid Member Contribution (EPMC).

SECTION 6. All parts of resolutions or parts thereof in conflict herewith are hereby rescinded as of the effective dates of each salary table set forth herein.

PASSED AND ADOPTED this 1
st day of September, 2026.

______________________________
John Stephens, Mayor

ATTEST: APPROVED AS TO FORM:

______________________________ _ _____________________________ Brenda Green, City Clerk Kimberly Hall Barlow, City Attorney

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Resolution No. 2026-XX Page 4 of 4

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 1stth day of September, 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 2
nd day of September, 2026.

__________________________
Brenda Green, City Clerk

1162
RESOLUTION NO. 2026-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA,

CALIFORNIA, REVISING THE PAY RANGES FOR JOB CLASSIFICATIONS

REPRESENTED BY THE COST A MESA POLICE MANAGEMENT ASSOCIATION PURSUANT TO THE 2026-2028 MEMORANDUM OF UNDERSTANDING.

WHEREAS, on June 17, 2025, the City Cou ncil adopt ed Resolution No. 2025-017, revising pay r anges f or j ob c lassifications represented by t he Cost a Mesa Police Management Association (CMPMA; and
WHEREAS, the City C ounci l d esires to repeal and r eplace Resolution No. 2 025- 21, to revise the pay ranges for the classifications specified herein; NOW, THEREFORE, BE IT RESOLVED by the Cit y Council of the Cit y of Costa Mesa as follows:

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

Class Class Title Grade Step
Code 1 2 3 4
0204 Police Lieutenant 060 $15,827 $16,618 $17,449 $18,322 Monthly $189,924 $199,416 $209,388 $219,864 Annual
$91.31 $95.87 $100.67 $105.70 Hourly
0205 Police Captain 051 $20,200 Monthly
$242,400 Annual
$116.54 Hourly
SECTION 2. The following pay ranges and monthly rates of pay for the identified job classifications are hereby established and placed under the Basic Salary Administration Plan effective the pay period that includes January 1, 2027. The monthly rates of pay may also be in increments between the monthly minimum and maximum pay steps.

Resolution No. 2026-XX Page 1 of 4
ATTACHMENT 5
1163
Resolution No. 2026-XX Page 2 of 4
Class Class Title Grade Step
Code 1 2 3 4
0204 Police Lieutenant 060 $16,143 $16,950 $17,798 $18,688 Monthly $193,716 $203,400 $213,576 $224,256 Annual
$93.13 $97.79 $102.68 $107.82 Hourly
0205 Police Captain 051 $20,604 Monthly
$247,248 Annual
$118.87 Hourly
SECTION 3. The following pay ranges and monthly rates of pay for the identified job classifications are hereby established and placed under the Basic Salary Administration Plan effective the pay period that includes July 1, 2027. The monthly rates of pay may also be in increments between the monthly minimum and maximum pay steps.

Class Class Title Grade Step
Code 1 2 3
0204 Police Lieutenant 060 $17,290 $18,154 $19,062 Monthly $207,480 $217,848 $228,744 Annual
$99.75 $104.73 $109.97 Hourly
0205 Police Captain 051 $21,016 Monthly
$252,192 Annual
$121.25 Hourly
SECTION 4. The following pay ranges and monthly rates of pay for the identified job classifications are hereby established and placed under the Basic Salary Administration Plan effective the pay period that includes January 1, 2028. The monthly rates of pay may also be in increments between the monthly minimum and maximum pay steps.

Class Class Title Grade Step
Code 1 2 3
0204 Police Lieutenant 060 $17,635 $18,517 $19,443 Monthly $211,620 $222,204 $233,316 Annual
$101.74 $106.83 $112.17 Hourly
0205 Police Captain 051 $21,436 Monthly
$257,232 Annual
$123.67 Hourly
1164
Resolution No. 2026-XX Page 3 of 4
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. Employees will contribute towards the employee and employer contribution as stipulated in the Memorandum of Understanding (MOU) with the Costa Mesa Police Management Association. There will be no Employer Paid Member Contribution (EPMC).

SECTION 6. All parts of resolutions or parts thereof in conflict herewith are hereby rescinded as of the effective dates of each salary table set forth herein.

P
ASSED AND ADOPTED this 1st day of September, 2026.
___
___________________________
John Stephens, Mayor
A
TTEST: APPROVED AS TO FORM:
___
___________________________ _ _____________________________ Brenda Green, City Clerk Kimberly Hall Barlow, City Attorney 1165
Resolution No. 2026-XX Page 4 of 4
S

TATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss

CITY OF COSTA MESA )
I, BRE
NDA 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 1st day of September, 2026, by the following roll call vote, to wit:

AYES: CO
UNCIL MEMBERS:

N
OES: COUNCIL MEMBERS:

ABSEN
T: COUNCIL MEMBERS:

I
N WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the City of Costa Mesa this 2nd day of September, 2026.
___
_______________________
B
renda Green, City Clerk
1166
Resolution No. 2026-XX Page 1 of 16
RESOLUTION NO. 2026-XX
A RE

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

CALIFORNIA, REVISING THE PAY RANGES FOR JOB CLASSIFICATIONS

REPRESENTED BY THE COST A MESA CITY EMPLOYEES ASSOCIATION PURSUANT TO THE 2026-2028 MEMORANDUM OF UNDERSTANDING.

W
HEREAS, on June 17, 2025, the City Council adopted Resolutions No. 2025-22, 2025-23 and 2025-24 revising the pay ranges for job classifications represented by the Costa Mesa City Employees Association; and
WHEREAS, the City Council subsequently adopted Resolution No. 2026- 02 approving new classifications and updates to various classifications; and WHEREAS, the City Council further desires to establish the new job classifications of Planning Technician and Senior Permit Technician; and WHEREAS, the City Council desires to repeal and replace Resolution 2025- 22, 2025-23, 2025-24 and 2026-02, to revise the pay ranges for the classifications specified herein; and
NOW, 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 classifications are hereby established and placed under the Basic Salary Administration Plan effective the pay period that includes July 1, 2026. The monthly rates 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
0062 Accountant CMC 644 $7,702 $8,087 $8,491 $8,916 $9,362 $9,830 $10,321 Monthly $92,424 $97,044 $101,892 $106,992 $112,344 $117,960 $123,852 Annual $44.43 $46.66 $48.99 $51.44 $54.01 $56.71 $59.54 Hourly 0061 Accounting Specialist I CMC 577 $5,387 $5,656 $5,939 $6,236 $6,548 $6,875 $7,219 Monthly $64,644 $67,872 $71,268 $74,832 $78,576 $82,500 $86,628 Annual $31.08 $32.63 $34.26 $35.98 $37.78 $39.66 $41.65 Hourly ATTACHMENT 6
1167

Resolution No. 2026-XX Page 2 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0060 Accounting Specialist II CMC 606 $6,226 $6,537 $6,864 $7,207 $7,567 $7,945 $8,342 Monthly $74,712 $78,444 $82,368 $86,484 $90,804 $95,340 $100,104 Annual $35.92 $37.71 $39.60 $41.58 $43.66 $45.84 $48.13 Hourly

0107 Active Transportation CMC 732 $10,353 $10,871 $11,415 $11,986 $12,585 $13,214 $13,875 Monthly Coordinator $124,236 $130,452 $136,980 $143,832 $151,020 $158,568 $166,500 Annual $59.73 $62.72 $65.86 $69.15 $72.61 $76.23 $80.05 Hourly

0013 Administrative Assistant CMC 590 $5,716 $6,002 $6,302 $6,617 $6,948 $7,295 $7,660 Monthly $68,592 $72,024 $75,624 $79,404 $83,376 $87,540 $91,920 Annual $32.98 $34.63 $36.36 $38.18 $40.08 $42.09 $44.19 Hourly

0469 Animal Control Officer CMC 617 $6,373 $6,692 $7,027 $7,378 $7,747 $8,134 $8,541 Monthly $76,476 $80,304 $84,324 $88,536 $92,964 $97,608 $102,492 Annual $36.77 $38.61 $40.54 $42.57 $44.69 $46.93 $49.28 Hourly

0470 Animal Control Supervisor CMC 734 $9,563 $10,041 $10,543 $11,070 $11,623 $12,204 $12,814 Monthly $114,756 $120,492 $126,516 $132,840 $139,476 $146,448 $153,768 Annual $55.17 $57.93 $60.83 $63.87 $67.06 $70.41 $73.93 Hourly

0471 Animal Services Coordinator CMC 447 $6,550 $6,877 $7,221 $7,582 $7,961 $8,359 $8,777 Monthly $78,600 $82,524 $86,652 $90,984 $95,532 $100,308 $105,324 Annual $37.79 $39.68 $41.66 $43.74 $45.93 $48.23 $50.64 Hourly

0307 Arts Specialist CMC 733 $7,990 $8,390 $8,809 $9,249 $9,711 $10,197 $10,707 Monthly $95,880 $100,680 $105,708 $110,988 $116,532 $122,364 $128,484 Annual $46.10 $48.40 $50.82 $53.36 $56.03 $58.83 $61.77 Hourly

0106 Assistant City Engineer CMC 726 $12,621 $13,252 $13,915 $14,611 $15,342 $16,109 $16,914 Monthly $151,452 $159,024 $166,980 $175,332 $184,104 $193,308 $202,968 Annual $72.81 $76.45 $80.28 $84.29 $88.51 $92.94 $97.58 Hourly

0103 Assistant Engineer CMC 672 $8,670 $9,103 $9,558 $10,036 $10,538 $11,065 $11,618 Monthly $104,040 $109,236 $114,696 $120,432 $126,456 $132,780 $139,416 Annual $50.02 $52.52 $55.14 $57.90 $60.80 $63.84 $67.03 Hourly

0217 Assistant Fire Marshal CMC 897 $9,489 $9,963 $10,461 $10,984 $11,533 $12,110 $12,716 Monthly $113,868 $119,556 $125,532 $131,808 $138,396 $145,320 $152,592 Annual $54.74 $57.48 $60.35 $63.37 $66.54 $69.87 $73.36 Hourly

1168

Resolution No. 2026-XX Page 3 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0151 Assistant Planner CMC 889 $7,352 $7,720 $8,106 $8,511 $8,937 $9,384 $9,853 Monthly $88,224 $92,640 $97,272 $102,132 $107,244 $112,608 $118,236 Annual $42.42 $44.54 $46.77 $49.10 $51.56 $54.14 $56.84 Hourly

0808 Assistant Storekeeper CMC 571 $4,859 $5,102 $5,357 $5,625 $5,906 $6,201 $6,511 Monthly $58,308 $61,224 $64,284 $67,500 $70,872 $74,412 $78,132 Annual $28.03 $29.43 $30.91 $32.45 $34.07 $35.78 $37.56 Hourly

0104 Associate Engineer CMC 699 $9,977 $10,476 $11,000 $11,550 $12,128 $12,734 $13,371 Monthly $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

0152 Associate Planner CMC 649 $8,454 $8,877 $9,321 $9,787 $10,276 $10,790 $11,330 Monthly $101,448 $106,524 $111,852 $117,444 $123,312 $129,480 $135,960 Annual $48.77 $51.21 $53.78 $56.46 $59.28 $62.25 $65.37 Hourly

0132 Building Inspector I CMC 643 $7,476 $7,850 $8,243 $8,655 $9,088 $9,542 $10,019 Monthly $89,712 $94,200 $98,916 $103,860 $109,056 $114,504 $120,228 Annual $43.13 $45.29 $47.56 $49.93 $52.43 $55.05 $57.80 Hourly

0138 Building Inspector II CMC 866 $7,849 $8,241 $8,653 $9,086 $9,540 $10,017 $10,518 Monthly $94,188 $98,892 $103,836 $109,032 $114,480 $120,204 $126,216 Annual $45.28 $47.54 $49.92 $52.42 $55.04 $57.79 $60.68 Hourly

0130 Building Technician I CMC 581 $5,850 $6,142 $6,449 $6,771 $7,110 $7,466 $7,839 Monthly $70,200 $73,704 $77,388 $81,252 $85,320 $89,592 $94,068 Annual $33.75 $35.43 $37.21 $39.06 $41.02 $43.07 $45.23 Hourly

0131 Building Technician II CMC 613 $6,866 $7,209 $7,569 $7,947 $8,344 $8,761 $9,199 Monthly $82,392 $86,508 $90,828 $95,364 $100,128 $105,132 $110,388 Annual $39.61 $41.59 $43.67 $45.85 $48.14 $50.54 $53.07 Hourly

0088 Business License Inspector CMC 850 $6,229 $6,540 $6,867 $7,210 $7,570 $7,948 $8,345 Monthly $74,748 $78,480 $82,404 $86,520 $90,840 $95,376 $100,140 Annual $35.94 $37.73 $39.62 $41.60 $43.67 $45.85 $48.14 Hourly

0051 Buyer CMC 857 $7,478 $7,852 $8,245 $8,657 $9,090 $9,544 $10,021 Monthly $89,736 $94,224 $98,940 $103,884 $109,080 $114,528 $120,252 Annual $43.14 $45.30 $47.57 $49.94 $52.44 $55.06 $57.81 Hourly

1169

Resolution No. 2026-XX Page 4 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0035 Central Services Supervisor CMC 655 $7,057 $7,410 $7,781 $8,170 $8,579 $9,008 $9,458 Monthly $84,684 $88,920 $93,372 $98,040 $102,948 $108,096 $113,496 Annual $40.71 $42.75 $44.89 $47.13 $49.49 $51.97 $54.57 Hourly

0123 Chief Construction Inspector CMC 662 $7,438 $7,810 $8,201 $8,611 $9,042 $9,494 $9,969 Monthly $89,256 $93,720 $98,412 $103,332 $108,504 $113,928 $119,628 Annual $42.91 $45.06 $47.31 $49.68 $52.17 $54.77 $57.51 Hourly

0110 Chief Plans Examiner CMC 718 $11,286 $11,850 $12,442 $13,064 $13,717 $14,403 $15,123 Monthly $135,432 $142,200 $149,304 $156,768 $164,604 $172,836 $181,476 Annual $65.11 $68.37 $71.78 $75.37 $79.14 $83.09 $87.25 Hourly

0126 Chief of Code Enforcement CMC 664 $8,459 $8,882 $9,326 $9,792 $10,282 $10,796 $11,336 Monthly $101,508 $106,584 $111,912 $117,504 $123,384 $129,552 $136,032 Annual $48.80 $51.24 $53.80 $56.49 $59.32 $62.28 $65.40 Hourly

0128 Chief of Inspection CMC 681 $9,498 $9,973 $10,472 $10,996 $11,546 $12,123 $12,729 Monthly $113,976 $119,676 $125,664 $131,952 $138,552 $145,476 $152,748 Annual $54.80 $57.54 $60.42 $63.44 $66.61 $69.94 $73.44 Hourly

0472 Civilian Investigator CMC 736 $6,222 $6,533 $6,860 $7,203 $7,563 $7,941 $8,338 Monthly $74,664 $78,396 $82,320 $86,436 $90,756 $95,292 $100,056 Annual $35.90 $37.69 $39.58 $41.56 $43.63 $45.81 $48.10 Hourly

0125 Code Enforcement Officer I CMC 449 $6,216 $6,527 $6,853 $7,196 $7,556 $7,934 $8,331 Monthly $74,592 $78,324 $82,236 $86,352 $90,672 $95,208 $99,972 Annual $35.86 $37.66 $39.54 $41.52 $43.59 $45.77 $48.06 Hourly

0120 Code Enforcement Officer II CMC 626 $7,002 $7,352 $7,720 $8,106 $8,511 $8,937 $9,384 Monthly $84,024 $88,224 $92,640 $97,272 $102,132 $107,244 $112,608 Annual $40.40 $42.42 $44.54 $46.77 $49.10 $51.56 $54.14 Hourly

0430 Communications Installer CMC 858 $6,076 $6,380 $6,699 $7,034 $7,386 $7,755 $8,143 Monthly $72,912 $76,560 $80,388 $84,408 $88,632 $93,060 $97,716 Annual $35.05 $36.81 $38.65 $40.58 $42.61 $44.74 $46.98 Hourly

0611 Community Outreach CMC 900 $9,430 $9,902 $10,397 $10,917 $11,463 $12,036 $12,638 Monthly Supervisor $113,160 $118,824 $124,764 $131,004 $137,556 $144,432 $151,656 Annual $54.40 $57.13 $59.98 $62.98 $66.13 $69.44 $72.91 Hourly

1170

Resolution No. 2026-XX Page 5 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0610 Community Outreach Worker CMC 893 $5,886 $6,180 $6,489 $6,813 $7,154 $7,512 $7,888 Monthly $70,632 $74,160 $77,868 $81,756 $85,848 $90,144 $94,656 Annual $33.96 $35.65 $37.44 $39.31 $41.27 $43.34 $45.51 Hourly

0703
Community Services
Specialist CMC 582 $5,854 $6,147 $6,454 $6,777 $7,116 $7,472 $7,846 Monthly $70,248 $73,764 $77,448 $81,324 $85,392 $89,664 $94,152 Annual $33.77 $35.46 $37.23 $39.10 $41.05 $43.11 $45.27 Hourly

0121 Construction Inspector CMC 867 $7,598 $7,978 $8,377 $8,796 $9,236 $9,698 $10,183 Monthly $91,176 $95,736 $100,524 $105,552 $110,832 $116,376 $122,196 Annual $43.83 $46.03 $48.33 $50.75 $53.28 $55.95 $58.75 Hourly

0100 Contract Administrator CMC 691 $8,751 $9,189 $9,648 $10,130 $10,637 $11,169 $11,727 Monthly $105,012 $110,268 $115,776 $121,560 $127,644 $134,028 $140,724 Annual $50.49 $53.01 $55.66 $58.44 $61.37 $64.44 $67.66 Hourly

0706 Court Liaison CMC 854 $6,373 $6,692 $7,027 $7,378 $7,747 $8,134 $8,541 Monthly $76,476 $80,304 $84,324 $88,536 $92,964 $97,608 $102,492 Annual $36.77 $38.61 $40.54 $42.57 $44.69 $46.93 $49.28 Hourly

0099 Crime Analyst CMC 859 $7,400 $7,770 $8,158 $8,566 $8,994 $9,444 $9,916 Monthly $88,800 $93,240 $97,896 $102,792 $107,928 $113,328 $118,992 Annual $42.69 $44.83 $47.07 $49.42 $51.89 $54.48 $57.21 Hourly

0467 Crime Prevention Specialist CMC 852 $7,476 $7,850 $8,243 $8,655 $9,088 $9,542 $10,019 Monthly $89,712 $94,200 $98,916 $103,860 $109,056 $114,504 $120,228 Annual $43.13 $45.29 $47.56 $49.93 $52.43 $55.05 $57.80 Hourly

0189 Crime Scene Investigation CMC 050 $9,563 $10,041 $10,543 $11,070 $11,623 $12,204 $12,814 Monthly Supervisor $114,756 $120,492 $126,516 $132,840 $139,476 $146,448 $153,768 Annual $55.17 $57.93 $60.83 $63.87 $67.06 $70.41 $73.93 Hourly

0465 Crime Scene Investigator CMC 638 $6,866 $7,209 $7,569 $7,947 $8,344 $8,761 $9,199 Monthly $82,392 $86,508 $90,828 $95,364 $100,128 $105,132 $110,388 Annual $39.61 $41.59 $43.67 $45.85 $48.14 $50.54 $53.07 Hourly

0705 Custody Officer CMC 854 $6,373 $6,692 $7,027 $7,378 $7,747 $8,134 $8,541 Monthly $76,476 $80,304 $84,324 $88,536 $92,964 $97,608 $102,492 Annual $36.77 $38.61 $40.54 $42.57 $44.69 $46.93 $49.28 Hourly

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Resolution No. 2026-XX Page 6 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0190 Custody Supervisor CMC 612 $9,563 $10,041 $10,543 $11,070 $11,623 $12,204 $12,814 Monthly $114,756 $120,492 $126,516 $132,840 $139,476 $146,448 $153,768 Annual $55.17 $57.93 $60.83 $63.87 $67.06 $70.41 $73.93 Hourly

0037 Cyber Security Analyst CMC 735 $10,672 $11,206 $11,766 $12,354 $12,972 $13,621 $14,302 Monthly $128,064 $134,472 $141,192 $148,248 $155,664 $163,452 $171,624 Annual $61.57 $64.65 $67.88 $71.27 $74.84 $78.58 $82.51 Hourly

0149 Economic Development CMC 898 $11,181 $11,740 $12,327 $12,943 $13,590 $14,270 $14,983 Monthly Administrator $134,172 $140,880 $147,924 $155,316 $163,080 $171,240 $179,796 Annual $64.51 $67.73 $71.12 $74.67 $78.40 $82.33 $86.44 Hourly

0134 Electrical Inspector CMC 868 $6,768 $7,106 $7,461 $7,834 $8,226 $8,637 $9,069 Monthly $81,216 $85,272 $89,532 $94,008 $98,712 $103,644 $108,828 Annual $39.05 $41.00 $43.04 $45.20 $47.46 $49.83 $52.32 Hourly

0431 Electronics Technician CMC 875 $7,563 $7,941 $8,338 $8,755 $9,193 $9,653 $10,136 Monthly $90,756 $95,292 $100,056 $105,060 $110,316 $115,836 $121,632 Annual $43.63 $45.81 $48.10 $50.51 $53.04 $55.69 $58.48 Hourly

0221 Emergency Medical CMC 706 $9,377 $9,846 $10,338 $10,855 $11,398 $11,968 $12,566 Monthly Services Coordinator $112,524 $118,152 $124,056 $130,260 $136,776 $143,616 $150,792 Annual $54.10 $56.80 $59.64 $62.63 $65.76 $69.05 $72.50 Hourly

0096 Emergency Services CMC 053 $10,279 $10,793 $11,333 $11,900 $12,495 $13,120 $13,776 Monthly Administrator $123,348 $129,516 $135,996 $142,800 $149,940 $157,440 $165,312 Annual $59.30 $62.27 $65.38 $68.65 $72.09 $75.69 $79.48 Hourly

0234 Emergency Services CMC 860 $6,355 $6,673 $7,007 $7,357 $7,725 $8,111 $8,517 Monthly Training Specialist $76,260 $80,076 $84,084 $88,284 $92,700 $97,332 $102,204 Annual $36.66 $38.50 $40.43 $42.44 $44.57 $46.79 $49.14 Hourly

0101 Engineering Technician I CMC 591 $5,947 $6,244 $6,556 $6,884 $7,228 $7,589 $7,968 Monthly $71,364 $74,928 $78,672 $82,608 $86,736 $91,068 $95,616 Annual $34.31 $36.02 $37.82 $39.72 $41.70 $43.78 $45.97 Hourly

0102 Engineering Technician II CMC 853 $6,637 $6,969 $7,317 $7,683 $8,067 $8,470 $8,893 Monthly $79,644 $83,628 $87,804 $92,196 $96,804 $101,640 $106,716 Annual $38.29 $40.21 $42.21 $44.33 $46.54 $48.87 $51.31 Hourly

1172

Resolution No. 2026-XX Page 7 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0116 Engineering Technician III CMC 632 $7,295 $7,660 $8,043 $8,445 $8,867 $9,310 $9,775 Monthly $87,540 $91,920 $96,516 $101,340 $106,404 $111,720 $117,300 Annual $42.09 $44.19 $46.40 $48.72 $51.16 $53.71 $56.39 Hourly

0440 Equipment Mechanic I CMC 570 $5,313 $5,579 $5,858 $6,151 $6,459 $6,782 $7,121 Monthly $63,756 $66,948 $70,296 $73,812 $77,508 $81,384 $85,452 Annual $30.65 $32.19 $33.80 $35.49 $37.26 $39.13 $41.08 Hourly

0441 Equipment Mechanic II CMC 851 $6,359 $6,677 $7,011 $7,362 $7,730 $8,116 $8,522 Monthly $76,308 $80,124 $84,132 $88,344 $92,760 $97,392 $102,264 Annual $36.69 $38.52 $40.45 $42.47 $44.60 $46.82 $49.17 Hourly

0445 Equipment Mechanic III CMC 856 $6,852 $7,195 $7,555 $7,933 $8,330 $8,746 $9,183 Monthly $82,224 $86,340 $90,660 $95,196 $99,960 $104,952 $110,196 Annual $39.53 $41.51 $43.59 $45.77 $48.06 $50.46 $52.98 Hourly

0014 Executive Assistant CMC 609 $6,287 $6,601 $6,931 $7,278 $7,642 $8,024 $8,425 Monthly $75,444 $79,212 $83,172 $87,336 $91,704 $96,288 $101,100 Annual $36.27 $38.08 $39.99 $41.99 $44.09 $46.29 $48.61 Hourly

0407 Facilities Maintenance CMC 589 $5,942 $6,239 $6,551 $6,879 $7,223 $7,584 $7,963 Monthly Technician $71,304 $74,868 $78,612 $82,548 $86,676 $91,008 $95,556 Annual $34.28 $35.99 $37.79 $39.69 $41.67 $43.75 $45.94 Hourly

0304 Fairview Park CMC 887 $10,974 $11,523 $12,099 $12,704 $13,339 $14,006 $14,706 Monthly Administrator $131,688 $138,276 $145,188 $152,448 $160,068 $168,072 $176,472 Annual $63.31 $66.48 $69.80 $73.29 $76.96 $80.80 $84.84 Hourly

0418 Fairview Park Senior CMC 737 $6,033 $6,335 $6,652 $6,985 $7,334 $7,701 $8,086 Monthly Maintenance Technician $72,396 $76,020 $79,824 $83,820 $88,008 $92,412 $97,032 Annual $34.81 $36.55 $38.38 $40.30 $42.31 $44.43 $46.65 Hourly

0172 Finance Officer CMC 448 $10,276 $10,790 $11,329 $11,895 $12,490 $13,115 $13,771 Monthly $123,312 $129,480 $135,948 $142,740 $149,880 $157,380 $165,252 Annual $59.28 $62.25 $65.36 $68.63 $72.06 $75.66 $79.45 Hourly

0057 Financial Analyst CMC 899 $9,343 $9,810 $10,300 $10,815 $11,356 $11,924 $12,520 Monthly $112,116 $117,720 $123,600 $129,780 $136,272 $143,088 $150,240 Annual $53.90 $56.60 $59.42 $62.39 $65.52 $68.79 $72.23 Hourly

1173

Resolution No. 2026-XX Page 8 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0218 Fire Protection Analyst CMC 876 $7,914 $8,310 $8,726 $9,162 $9,620 $10,101 $10,606 Monthly $94,968 $99,720 $104,712 $109,944 $115,440 $121,212 $127,272 Annual $45.66 $47.94 $50.34 $52.86 $55.50 $58.28 $61.19 Hourly

0215 Fire Protection Specialist CMC 861 $7,476 $7,850 $8,243 $8,655 $9,088 $9,542 $10,019 Monthly $89,712 $94,200 $98,916 $103,860 $109,056 $114,504 $120,228 Annual $43.13 $45.29 $47.56 $49.93 $52.43 $55.05 $57.80 Hourly

0065 Grant Administrator CMC 877 $8,220 $8,631 $9,063 $9,516 $9,992 $10,492 $11,017 Monthly $98,640 $103,572 $108,756 $114,192 $119,904 $125,904 $132,204 Annual $47.42 $49.79 $52.29 $54.90 $57.65 $60.53 $63.56 Hourly

0029 Graphics Designer CMC 610 $6,093 $6,398 $6,718 $7,054 $7,407 $7,777 $8,166 Monthly $73,116 $76,776 $80,616 $84,648 $88,884 $93,324 $97,992 Annual $35.15 $36.91 $38.76 $40.70 $42.73 $44.87 $47.11 Hourly

0711 Lead Community CMC 738 $6,289 $6,603 $6,933 $7,280 $7,644 $8,026 $8,427 Monthly Services Specialist $75,468 $79,236 $83,196 $87,360 $91,728 $96,312 $101,124 Annual (Effective 01/01/26) $36.28 $38.09 $40.00 $42.00 $44.10 $46.30 $48.62 Hourly

0711 Lead Community CMC 738 $6,414 $6,735 $7,072 $7,426 $7,797 $8,187 $8,596 Monthly Services Specialist $76,968 $80,820 $84,864 $89,112 $93,564 $98,244 $103,152 Annual (Effective 04/01/26) $37.00 $38.86 $40.80 $42.84 $44.98 $47.23 $49.59 Hourly

0711 Lead Community CMC 738 $6,607 $6,937 $7,284 $7,648 $8,030 $8,432 $8,854 Monthly Services Specialist $79,284 $83,244 $87,408 $91,776 $96,360 $101,184 $106,248 Annual (Effective 07/01/26) $38.12 $40.02 $42.02 $44.12 $46.33 $48.65 $51.08 Hourly

0446 Lead Equipment Mechanic CMC 869 $7,726 $8,112 $8,518 $8,944 $9,391 $9,861 $10,354 Monthly $92,712 $97,344 $102,216 $107,328 $112,692 $118,332 $124,248 Annual $44.57 $46.80 $49.14 $51.60 $54.18 $56.89 $59.73 Hourly

0409 Lead Facilities Maintenance CMC 863 $6,981 $7,330 $7,697 $8,082 $8,486 $8,910 $9,355 Monthly Technician $83,772 $87,960 $92,364 $96,984 $101,832 $106,920 $112,260 Annual $40.28 $42.29 $44.41 $46.63 $48.96 $51.40 $53.97 Hourly

0405 Lead Maintenance Worker CMC 864 $6,981 $7,330 $7,697 $8,082 $8,486 $8,910 $9,355 Monthly $83,772 $87,960 $92,364 $96,984 $101,832 $106,920 $112,260 Annual $40.28 $42.29 $44.41 $46.63 $48.96 $51.40 $53.97 Hourly

1174

Resolution No. 2026-XX Page 9 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0402 Maintenance Assistant CMC 550 $4,780 $5,019 $5,270 $5,533 $5,810 $6,100 $6,405 Monthly $57,360 $60,228 $63,240 $66,396 $69,720 $73,200 $76,860 Annual $27.58 $28.96 $30.40 $31.92 $33.52 $35.19 $36.95 Hourly

0412 Maintenance Superintendent CMC 881 $10,362 $10,880 $11,424 $11,995 $12,595 $13,225 $13,886 Monthly $124,344 $130,560 $137,088 $143,940 $151,140 $158,700 $166,632 Annual $59.78 $62.77 $65.91 $69.20 $72.66 $76.30 $80.11 Hourly

0406 Maintenance Supervisor CMC 670 $8,580 $9,009 $9,459 $9,932 $10,429 $10,950 $11,498 Monthly $102,960 $108,108 $113,508 $119,184 $125,148 $131,400 $137,976 Annual $49.50 $51.98 $54.57 $57.30 $60.17 $63.17 $66.33 Hourly

0403 Maintenance Worker CMC 846 $5,280 $5,544 $5,821 $6,112 $6,418 $6,739 $7,076 Monthly $63,360 $66,528 $69,852 $73,344 $77,016 $80,868 $84,912 Annual $30.46 $31.98 $33.58 $35.26 $37.03 $38.88 $40.82 Hourly

0243 Management Aide CMC 892 $6,985 $7,334 $7,701 $8,086 $8,490 $8,915 $9,361 Monthly $83,820 $88,008 $92,412 $97,032 $101,880 $106,980 $112,332 Annual $40.30 $42.31 $44.43 $46.65 $48.98 $51.43 $54.01 Hourly

0074 Management Analyst CMC 872 $8,032 $8,434 $8,856 $9,299 $9,764 $10,252 $10,765 Monthly $96,384 $101,208 $106,272 $111,588 $117,168 $123,024 $129,180 Annual $46.34 $48.66 $51.09 $53.65 $56.33 $59.15 $62.11 Hourly

0001 Messenger CMC 501 $4,414 $4,635 $4,867 $5,110 $5,365 $5,633 $5,915 Monthly $52,968 $55,620 $58,404 $61,320 $64,380 $67,596 $70,980 Annual $25.47 $26.74 $28.08 $29.48 $30.95 $32.50 $34.13 Hourly

0241 Multimedia Specialist CMC 885 $7,309 $7,674 $8,058 $8,461 $8,884 $9,328 $9,794 Monthly $87,708 $92,088 $96,696 $101,532 $106,608 $111,936 $117,528 Annual $42.17 $44.27 $46.49 $48.81 $51.25 $53.82 $56.50 Hourly

0041 Network Systems CMC 631 $9,172 $9,631 $10,113 $10,619 $11,150 $11,707 $12,292 Monthly Administrator $110,064 $115,572 $121,356 $127,428 $133,800 $140,484 $147,504 Annual $52.92 $55.56 $58.34 $61.26 $64.33 $67.54 $70.92 Hourly

0006 Office Coordinator CMC 848 $5,311 $5,577 $5,856 $6,149 $6,456 $6,779 $7,118 Monthly $63,732 $66,924 $70,272 $73,788 $77,472 $81,348 $85,416 Annual $30.64 $32.18 $33.78 $35.48 $37.25 $39.11 $41.07 Hourly

1175

Resolution No. 2026-XX Page 10 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0003 Office Specialist CMC 525 $4,160 $4,368 $4,586 $4,815 $5,056 $5,309 $5,574 Monthly $49,920 $52,416 $55,032 $57,780 $60,672 $63,708 $66,888 Annual $24.00 $25.20 $26.46 $27.78 $29.17 $30.63 $32.16 Hourly

0004 Office Specialist I CMC 545 $4,599 $4,829 $5,070 $5,323 $5,589 $5,868 $6,161 Monthly $55,188 $57,948 $60,840 $63,876 $67,068 $70,416 $73,932 Annual $26.53 $27.86 $29.25 $30.71 $32.24 $33.85 $35.54 Hourly

0005 Office Specialist II CMC 845 $4,955 $5,203 $5,463 $5,736 $6,023 $6,324 $6,640 Monthly $59,460 $62,436 $65,556 $68,832 $72,276 $75,888 $79,680 Annual $28.59 $30.02 $31.52 $33.09 $34.75 $36.48 $38.31 Hourly

0031 Offset Press Operator I CMC 847 $4,927 $5,173 $5,432 $5,704 $5,989 $6,288 $6,602 Monthly $59,124 $62,076 $65,184 $68,448 $71,868 $75,456 $79,224 Annual $28.43 $29.84 $31.34 $32.91 $34.55 $36.28 $38.09 Hourly

0034 Offset Press Operator II CMC 595 $5,228 $5,489 $5,763 $6,051 $6,354 $6,672 $7,006 Monthly $62,736 $65,868 $69,156 $72,612 $76,248 $80,064 $84,072 Annual $30.16 $31.67 $33.25 $34.91 $36.66 $38.49 $40.42 Hourly

0521 Park Ranger CMC 725 $5,886 $6,180 $6,489 $6,813 $7,154 $7,512 $7,888 Monthly $70,632 $74,160 $77,868 $81,756 $85,848 $90,144 $94,656 Annual $33.96 $35.65 $37.44 $39.31 $41.27 $43.34 $45.51 Hourly

0028 Permit Processing Specialist CMC 569 $5,422 $5,693 $5,978 $6,277 $6,591 $6,921 $7,267 Monthly $65,064 $68,316 $71,736 $75,324 $79,092 $83,052 $87,204 Annual $31.28 $32.84 $34.49 $36.21 $38.03 $39.93 $41.93 Hourly

0039 Personal Computer/ CMC 849 $5,228 $5,489 $5,763 $6,051 $6,354 $6,672 $7,006 Monthly Network Assistant $62,736 $65,868 $69,156 $72,612 $76,248 $80,064 $84,072 Annual $30.16 $31.67 $33.25 $34.91 $36.66 $38.49 $40.42 Hourly

0109 Plan Check Engineer CMC 883 $10,353 $10,871 $11,415 $11,986 $12,585 $13,214 $13,875 Monthly $124,236 $130,452 $136,980 $143,832 $151,020 $158,568 $166,500 Annual $59.73 $62.72 $65.86 $69.15 $72.61 $76.23 $80.05 Hourly

0114 Plan Checker CMC 886 $9,003 $9,453 $9,926 $10,422 $10,943 $11,490 $12,064 Monthly $108,036 $113,436 $119,112 $125,064 $131,316 $137,880 $144,768 Annual $51.94 $54.54 $57.27 $60.13 $63.13 $66.29 $69.60 Hourly

1176

Resolution No. 2026-XX Page 11 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0150 Planning Technician CMC 728 $6,684 $7,018 $7,369 $7,737 $8,124 $8,530 $8,957 Monthly $80,208 $84,216 $88,428 $92,844 $97,488 $102,360 $107,484 Annual $38.56 $40.49 $42.51 $44.64 $46.87 $49.21 $51.68 Hourly

0095 Police Records Administrator CMC 052 $10,279 $10,793 $11,333 $11,900 $12,495 $13,120 $13,776 Monthly $123,348 $129,516 $135,996 $142,800 $149,940 $157,440 $165,312 Annual $59.30 $62.27 $65.38 $68.65 $72.09 $75.69 $79.48 Hourly

0461 Police Records Bureau CMC 842 $9,563 $10,041 $10,543 $11,070 $11,623 $12,204 $12,814 Monthly Supervisor $114,756 $120,492 $126,516 $132,840 $139,476 $146,448 $153,768 Annual $55.17 $57.93 $60.83 $63.87 $67.06 $70.41 $73.93 Hourly

0012 Police Records Shift CMC 594 $6,372 $6,691 $7,026 $7,377 $7,746 $8,133 $8,540 Monthly Supervisor $76,464 $80,292 $84,312 $88,524 $92,952 $97,596 $102,480 Annual $36.76 $38.60 $40.53 $42.56 $44.69 $46.92 $49.27 Hourly

0010 Police Records Technician CMC 546 $5,016 $5,267 $5,530 $5,807 $6,097 $6,402 $6,722 Monthly $60,192 $63,204 $66,360 $69,684 $73,164 $76,824 $80,664 Annual $28.94 $30.39 $31.90 $33.50 $35.18 $36.93 $38.78 Hourly

0460 Police Training Administrator CMC 844 $10,279 $10,793 $11,333 $11,900 $12,495 $13,120 $13,776 Monthly $123,348 $129,516 $135,996 $142,800 $149,940 $157,440 $165,312 Annual $59.30 $62.27 $65.38 $68.65 $72.09 $75.69 $79.48 Hourly

0459 Police Training Assistant CMC 862 $6,833 $7,175 $7,534 $7,911 $8,307 $8,722 $9,158 Monthly $81,996 $86,100 $90,408 $94,932 $99,684 $104,664 $109,896 Annual $39.42 $41.39 $43.47 $45.64 $47.93 $50.32 $52.83 Hourly

0154 Principal Planner CMC 704 $11,181 $11,740 $12,327 $12,943 $13,590 $14,270 $14,983 Monthly $134,172 $140,880 $147,924 $155,316 $163,080 $171,240 $179,796 Annual $64.51 $67.73 $71.12 $74.67 $78.40 $82.33 $86.44 Hourly

0043 Programmer Analyst I CMC 870 $8,121 $8,527 $8,953 $9,401 $9,871 $10,365 $10,883 Monthly $97,452 $102,324 $107,436 $112,812 $118,452 $124,380 $130,596 Annual $46.85 $49.19 $51.65 $54.24 $56.95 $59.80 $62.79 Hourly

0044 Programmer Analyst II CMC 692 $9,747 $10,234 $10,746 $11,283 $11,847 $12,439 $13,061 Monthly $116,964 $122,808 $128,952 $135,396 $142,164 $149,268 $156,732 Annual $56.23 $59.04 $62.00 $65.09 $68.35 $71.76 $75.35 Hourly

1177

Resolution No. 2026-XX Page 12 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0463 Property and Evidence CMC 623 $6,010 $6,310 $6,626 $6,957 $7,305 $7,670 $8,053 Monthly Specialist $72,120 $75,720 $79,512 $83,484 $87,660 $92,040 $96,636 Annual $34.67 $36.40 $38.23 $40.14 $42.14 $44.25 $46.46 Hourly

0462 Property and Evidence CMC 843 $9,563 $10,041 $10,543 $11,070 $11,623 $12,204 $12,814 Monthly Supervisor $114,756 $120,492 $126,516 $132,840 $139,476 $146,448 $153,768 Annual $55.17 $57.93 $60.83 $63.87 $67.06 $70.41 $73.93 Hourly

0124 Public Right of Way CMC 731 $6,216 $6,527 $6,853 $7,196 $7,556 $7,934 $8,331 Monthly Coordinator $74,592 $78,324 $82,236 $86,352 $90,672 $95,208 $99,972 Annual $35.86 $37.66 $39.54 $41.52 $43.59 $45.77 $48.06 Hourly

0232 Public Safety Dispatch CMC 645 $8,581 $9,010 $9,460 $9,933 $10,430 $10,951 $11,499 Monthly Supervisor $102,972 $108,120 $113,520 $119,196 $125,160 $131,412 $137,988 Annual $49.51 $51.98 $54.58 $57.31 $60.17 $63.18 $66.34 Hourly

0231 Public Safety Dispatcher CMC 616 $6,602 $6,932 $7,279 $7,643 $8,025 $8,426 $8,847 Monthly $79,224 $83,184 $87,348 $91,716 $96,300 $101,112 $106,164 Annual $38.09 $39.99 $41.99 $44.09 $46.30 $48.61 $51.04 Hourly

0468 Range Master CMC 855 $6,895 $7,240 $7,602 $7,982 $8,381 $8,800 $9,240 Monthly $82,740 $86,880 $91,224 $95,784 $100,572 $105,600 $110,880 Annual $39.78 $41.77 $43.86 $46.05 $48.35 $50.77 $53.31 Hourly

0290 Recreation Coordinator CMC 583 $6,550 $6,877 $7,221 $7,582 $7,961 $8,359 $8,777 Monthly $78,600 $82,524 $86,652 $90,984 $95,532 $100,308 $105,324 Annual $37.79 $39.68 $41.66 $43.74 $45.93 $48.23 $50.64 Hourly

0508 Recreation Specialist CMC 890 $5,368 $5,636 $5,918 $6,214 $6,525 $6,851 $7,194 Monthly $64,416 $67,632 $71,016 $74,568 $78,300 $82,212 $86,328 Annual $30.97 $32.52 $34.14 $35.85 $37.64 $39.53 $41.50 Hourly

0301 Recreation Supervisor CMC 625 $7,990 $8,390 $8,809 $9,249 $9,711 $10,197 $10,707 Monthly $95,880 $100,680 $105,708 $110,988 $116,532 $122,364 $128,484 Annual $46.10 $48.40 $50.82 $53.36 $56.03 $58.83 $61.77 Hourly

0067 Senior Accountant CMC 663 $8,470 $8,894 $9,339 $9,806 $10,296 $10,811 $11,352 Monthly $101,640 $106,728 $112,068 $117,672 $123,552 $129,732 $136,224 Annual $48.87 $51.31 $53.88 $56.57 $59.40 $62.37 $65.49 Hourly

1178

Resolution No. 2026-XX Page 13 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0466 Senior Civilian Investigator CMC 628 $6,607 $6,937 $7,284 $7,648 $8,030 $8,432 $8,854 Monthly $79,284 $83,244 $87,408 $91,776 $96,360 $101,184 $106,248 Annual $38.12 $40.02 $42.02 $44.12 $46.33 $48.65 $51.08 Hourly

0119 Senior Code Enforcement CMC 896 $7,525 $7,901 $8,296 $8,711 $9,147 $9,604 $10,084 Monthly Officer $90,300 $94,812 $99,552 $104,532 $109,764 $115,248 $121,008 Annual $43.41 $45.58 $47.86 $50.26 $52.77 $55.41 $58.18 Hourly

0712 Senior Community CMC 739 $6,222 $6,533 $6,860 $7,203 $7,563 $7,941 $8,338 Monthly Services Specialist $74,664 $78,396 $82,320 $86,436 $90,756 $95,292 $100,056 Annual $35.90 $37.69 $39.58 $41.56 $43.63 $45.81 $48.10 Hourly

0139 Senior Combination CMC 874 $8,635 $9,067 $9,520 $9,996 $10,496 $11,021 $11,572 Monthly Inspector $103,620 $108,804 $114,240 $119,952 $125,952 $132,252 $138,864 Annual $49.82 $52.31 $54.92 $57.67 $60.55 $63.58 $66.76 Hourly

0233 Senior Communications CMC 667 $9,563 $10,041 $10,543 $11,070 $11,623 $12,204 $12,814 Monthly Supervisor $114,756 $120,492 $126,516 $132,840 $139,476 $146,448 $153,768 Annual $55.17 $57.93 $60.83 $63.87 $67.06 $70.41 $73.93 Hourly

0136 Senior Electrical Inspector CMC 873 $7,478 $7,852 $8,245 $8,657 $9,090 $9,544 $10,021 Monthly $89,736 $94,224 $98,940 $103,884 $109,080 $114,528 $120,252 Annual $43.14 $45.30 $47.57 $49.94 $52.44 $55.06 $57.81 Hourly

0105 Senior Engineer CMC 884 $11,893 $12,488 $13,112 $13,768 $14,456 $15,179 $15,938 Monthly $142,716 $149,856 $157,344 $165,216 $173,472 $182,148 $191,256 Annual $68.61 $72.05 $75.65 $79.43 $83.40 $87.57 $91.95 Hourly

0432 Senior Lead Maintenance CMC 871 $7,604 $7,984 $8,383 $8,802 $9,242 $9,704 $10,189 Monthly Worker $91,248 $95,808 $100,596 $105,624 $110,904 $116,448 $122,268 Annual $43.87 $46.06 $48.36 $50.78 $53.32 $55.98 $58.78 Hourly

0433 Senior Maintenance CMC 597 $5,571 $5,850 $6,142 $6,449 $6,771 $7,110 $7,465 Monthly Technician $66,852 $70,200 $73,704 $77,388 $81,252 $85,320 $89,580 Annual $32.14 $33.75 $35.43 $37.21 $39.06 $41.02 $43.07 Hourly

0404 Senior Maintenance Worker CMC 587 $5,746 $6,033 $6,335 $6,652 $6,985 $7,334 $7,701 Monthly $68,952 $72,396 $76,020 $79,824 $83,820 $88,008 $92,412 Annual $33.15 $34.81 $36.55 $38.38 $40.30 $42.31 $44.43 Hourly

1179

Resolution No. 2026-XX Page 14 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0244 Senior Management Analyst CMC 895 $8,981 $9,430 $9,901 $10,396 $10,916 $11,462 $12,035 Monthly $107,772 $113,160 $118,812 $124,752 $130,992 $137,544 $144,420 Annual $51.81 $54.40 $57.12 $59.98 $62.98 $66.13 $69.43 Hourly

0127 Senior Permit Technician CMC 729 $7,551 $7,929 $8,325 $8,741 $9,178 $9,637 $10,119 Monthly $90,612 $95,148 $99,900 $104,892 $110,136 $115,644 $121,428 Annual $43.56 $45.74 $48.03 $50.43 $52.95 $55.60 $58.38 Hourly

0153 Senior Planner CMC 878 $9,722 $10,208 $10,718 $11,254 $11,817 $12,408 $13,028 Monthly $116,664 $122,496 $128,616 $135,048 $141,804 $148,896 $156,336 Annual $56.09 $58.89 $61.83 $64.93 $68.18 $71.58 $75.16 Hourly

0011 Senior Police Records CMC 561 $5,404 $5,674 $5,958 $6,256 $6,569 $6,897 $7,242 Monthly Technician $64,848 $68,088 $71,496 $75,072 $78,828 $82,764 $86,904 Annual $31.18 $32.73 $34.37 $36.09 $37.90 $39.79 $41.78 Hourly

0048 Senior Programmer Analyst CMC 710 $10,672 $11,206 $11,766 $12,354 $12,972 $13,621 $14,302 Monthly $128,064 $134,472 $141,192 $148,248 $155,664 $163,452 $171,624 Annual $61.57 $64.65 $67.88 $71.27 $74.84 $78.58 $82.51 Hourly

0458 Senior Property and CMC 740 $6,461 $6,784 $7,123 $7,479 $7,853 $8,246 $8,658 Monthly Evidence Specialist $77,532 $81,408 $85,476 $89,748 $94,236 $98,952 $103,896 Annual $37.28 $39.14 $41.09 $43.15 $45.31 $47.57 $49.95 Hourly

0238 Senior Public Safety CMC 630 $7,095 $7,450 $7,822 $8,213 $8,624 $9,055 $9,508 Monthly Dispatcher $85,140 $89,400 $93,864 $98,556 $103,488 $108,660 $114,096 Annual $40.93 $42.98 $45.13 $47.38 $49.75 $52.24 $54.85 Hourly

0302 Senior Recreation CMC 666 $8,790 $9,229 $9,690 $10,174 $10,683 $11,217 $11,778 Monthly Supervisor $105,480 $110,748 $116,280 $122,088 $128,196 $134,604 $141,336 Annual $50.71 $53.24 $55.90 $58.70 $61.63 $64.71 $67.95 Hourly

0050 Storekeeper CMC 588 $5,288 $5,552 $5,830 $6,121 $6,427 $6,748 $7,085 Monthly $63,456 $66,624 $69,960 $73,452 $77,124 $80,976 $85,020 Annual $30.51 $32.03 $33.63 $35.31 $37.08 $38.93 $40.88 Hourly

0089 Tax Auditing Specialist CMC 865 $6,831 $7,173 $7,532 $7,909 $8,304 $8,719 $9,155 Monthly $81,972 $86,076 $90,384 $94,908 $99,648 $104,628 $109,860 Annual $39.41 $41.38 $43.45 $45.63 $47.91 $50.30 $52.82 Hourly

1180

Resolution No. 2026-XX Page 15 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0064 Treasury Specialist CMC 639 $6,831 $7,173 $7,532 $7,909 $8,304 $8,719 $9,155 Monthly $81,972 $86,076 $90,384 $94,908 $99,648 $104,628 $109,860 Annual $39.41 $41.38 $43.45 $45.63 $47.91 $50.30 $52.82 Hourly

0240 Video Production CMC 657 $7,986 $8,385 $8,804 $9,244 $9,706 $10,191 $10,701 Monthly Coordinator $95,832 $100,620 $105,648 $110,928 $116,472 $122,292 $128,412 Annual $46.07 $48.38 $50.79 $53.33 $56.00 $58.79 $61.74 Hourly

0038 Website Coordinator CMC 849 $5,228 $5,489 $5,763 $6,051 $6,354 $6,672 $7,006 Monthly $62,736 $65,868 $69,156 $72,612 $76,248 $80,064 $84,072 Annual $30.16 $31.67 $33.25 $34.91 $36.66 $38.49 $40.42 Hourly

0156 Zoning Administrator CMC 727 $10,250 $10,762 $11,300 $11,865 $12,458 $13,081 $13,735 Monthly $123,000 $129,144 $135,600 $142,380 $149,496 $156,972 $164,820 Annual $59.13 $62.09 $65.19 $68.45 $71.87 $75.47 $79.24 Hourly

SECTION 2. 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. There will be no Employer Paid Member Contribution (EPMC).

SECTION 3. All parts of resolutions in conflict herewith are hereby rescinded.

PASSED AND ADOPTED this 1st day of September, 2026.

______________________________
John Stephens, Mayor

1181

Resolution No. 2026-XX Page 16 of 16
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 1st day of September, 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 2
nd day of September, 2026
.

__________________________
Brenda Green, City Clerk

1182
Resolution No. 2026-xx Page 1 of 16
RESOLUTION NO. 2026-XX
A RE

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

CALIFORNIA, REVISING THE PAY RANGES FOR JOB CLASSIFICATIONS

REPRESENTED BY THE COST A MESA CITY EMPLOYEES ASSOCIATION PURSUANT TO THE 2026-2028 MEMORANDUM OF UNDERSTANDING.

W
HEREAS, on September 1, 2026, the City Council adopted Resolution No. 2026- XX revising the pay ranges for job classifications represented by the Costa Mesa City Employees Association; and
WHEREAS, the City Council desires to repeal and replace Resolution No. 2026- xx effective the pay period that includes July 1, 2027, to revise the pay ranges for the classifications specified herein; and
NOW, 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 classifications are hereby established and placed under the Basic Salary Administration Plan effective the pay period that includes July 1, 2027. The monthly rates 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
0062 Accountant CMC 644 $7,933 $8,330 $8,747 $9,184 $9,643 $10,125 $10,631 Monthly $95,196 $99,960 $104,964 $110,208 $115,716 $121,500 $127,572 Annual $45.77 $48.06 $50.46 $52.98 $55.63 $58.41 $61.33 Hourly 0061 Accounting Specialist I CMC 577 $5,550 $5,827 $6,118 $6,424 $6,745 $7,082 $7,436 Monthly $66,600 $69,924 $73,416 $77,088 $80,940 $84,984 $89,232 Annual $32.02 $33.62 $35.30 $37.06 $38.91 $40.86 $42.90 Hourly 0060 Accounting Specialist II CMC 606 $6,411 $6,732 $7,069 $7,422 $7,793 $8,183 $8,592 Monthly $76,932 $80,784 $84,828 $89,064 $93,516 $98,196 $103,104 Annual $36.99 $38.84 $40.78 $42.82 $44.96 $47.21 $49.57 Hourly ATTACHMENT 7
1183

Resolution No. 2026-xx Page 2 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Class Code
0107 Active Transportation CMC 732 $10,664 $11,197 $11,757 $12,345 $12,962 $13,610 $14,291 Monthly Coordinator $127,968 $134,364 $141,084 $148,140 $155,544 $163,320 $171,492 Annual $61.52 $64.60 $67.83 $71.22 $74.78 $78.52 $82.45 Hourly

0013 Administrative Assistant CMC 590 $5,887 $6,181 $6,490 $6,815 $7,156 $7,514 $7,890 Monthly $70,644 $74,172 $77,880 $81,780 $85,872 $90,168 $94,680 Annual $33.96 $35.66 $37.44 $39.32 $41.28 $43.35 $45.52 Hourly

0469 Animal Control Officer CMC 617 $6,564 $6,892 $7,237 $7,599 $7,979 $8,378 $8,797 Monthly $78,768 $82,704 $86,844 $91,188 $95,748 $100,536 $105,564 Annual $37.87 $39.76 $41.75 $43.84 $46.03 $48.33 $50.75 Hourly

0470 Animal Control Supervisor CMC 734 $9,849 $10,341 $10,858 $11,401 $11,971 $12,570 $13,198 Monthly $118,188 $124,092 $130,296 $136,812 $143,652 $150,840 $158,376 Annual $56.82 $59.66 $62.64 $65.78 $69.06 $72.52 $76.14 Hourly

0471 Animal Services CMC 447 $6,747 $7,084 $7,438 $7,810 $8,200 $8,610 $9,040 Monthly Coordinator $80,964 $85,008 $89,256 $93,720 $98,400 $103,320 $108,480 Annual $38.93 $40.87 $42.91 $45.06 $47.31 $49.67 $52.15 Hourly

0307 Arts Specialist CMC 733 $8,230 $8,641 $9,073 $9,527 $10,003 $10,503 $11,028 Monthly $98,760 $103,692 $108,876 $114,324 $120,036 $126,036 $132,336 Annual $47.48 $49.85 $52.34 $54.96 $57.71 $60.59 $63.62 Hourly

0106 Assistant City Engineer CMC 726 $13,000 $13,650 $14,332 $15,049 $15,801 $16,591 $17,421 Monthly $156,000 $163,800 $171,984 $180,588 $189,612 $199,092 $209,052 Annual $75.00 $78.75 $82.68 $86.82 $91.16 $95.72 $100.51 Hourly

0103 Assistant Engineer CMC 672 $8,930 $9,376 $9,845 $10,337 $10,854 $11,397 $11,967 Monthly $107,160 $112,512 $118,140 $124,044 $130,248 $136,764 $143,604 Annual $51.52 $54.09 $56.80 $59.64 $62.62 $65.75 $69.04 Hourly

0217 Assistant Fire Marshal CMC 897 $9,772 $10,261 $10,774 $11,313 $11,879 $12,473 $13,097 Monthly $117,264 $123,132 $129,288 $135,756 $142,548 $149,676 $157,164 Annual $56.38 $59.20 $62.16 $65.27 $68.53 $71.96 $75.56 Hourly

0151 Assistant Planner CMC 889 $7,573 $7,952 $8,350 $8,768 $9,206 $9,666 $10,149 Monthly $90,876 $95,424 $100,200 $105,216 $110,472 $115,992 $121,788 Annual $43.69 $45.88 $48.17 $50.58 $53.11 $55.77 $58.55 Hourly

1184

Resolution No. 2026-xx Page 3 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Class Code
0808 Assistant Storekeeper CMC 571 $5,004 $5,254 $5,517 $5,793 $6,083 $6,387 $6,706 Monthly $60,048 $63,048 $66,204 $69,516 $72,996 $76,644 $80,472 Annual $28.87 $30.31 $31.83 $33.42 $35.09 $36.85 $38.69 Hourly

0104 Associate Engineer CMC 699 $10,276 $10,790 $11,330 $11,896 $12,491 $13,116 $13,772 Monthly $123,312 $129,480 $135,960 $142,752 $149,892 $157,392 $165,264 Annual $59.28 $62.25 $65.37 $68.63 $72.06 $75.67 $79.45 Hourly

0152 Associate Planner CMC 649 $8,709 $9,144 $9,601 $10,081 $10,585 $11,114 $11,670 Monthly $104,508 $109,728 $115,212 $120,972 $127,020 $133,368 $140,040 Annual $50.24 $52.75 $55.39 $58.16 $61.07 $64.12 $67.33 Hourly

0132 Building Inspector I CMC 643 $7,701 $8,086 $8,490 $8,915 $9,361 $9,829 $10,320 Monthly $92,412 $97,032 $101,880 $106,980 $112,332 $117,948 $123,840 Annual $44.43 $46.65 $48.98 $51.43 $54.01 $56.71 $59.54 Hourly

0138 Building Inspector II CMC 866 $8,085 $8,489 $8,913 $9,359 $9,827 $10,318 $10,834 Monthly $97,020 $101,868 $106,956 $112,308 $117,924 $123,816 $130,008 Annual $46.64 $48.98 $51.42 $53.99 $56.69 $59.53 $62.50 Hourly

0130 Building Technician I CMC 581 $6,026 $6,327 $6,643 $6,975 $7,324 $7,690 $8,074 Monthly $72,312 $75,924 $79,716 $83,700 $87,888 $92,280 $96,888 Annual $34.77 $36.50 $38.33 $40.24 $42.25 $44.37 $46.58 Hourly

0131 Building Technician II CMC 613 $7,070 $7,424 $7,795 $8,185 $8,594 $9,024 $9,475 Monthly $84,840 $89,088 $93,540 $98,220 $103,128 $108,288 $113,700 Annual $40.79 $42.83 $44.97 $47.22 $49.58 $52.06 $54.66 Hourly

0088 Business License CMC 850 $6,413 $6,734 $7,071 $7,425 $7,796 $8,186 $8,595 Monthly Inspector $76,956 $80,808 $84,852 $89,100 $93,552 $98,232 $103,140 Annual $37.00 $38.85 $40.79 $42.84 $44.98 $47.23 $49.59 Hourly

0051 Buyer CMC 857 $7,702 $8,087 $8,491 $8,916 $9,362 $9,830 $10,322 Monthly $92,424 $97,044 $101,892 $106,992 $112,344 $117,960 $123,864 Annual $44.43 $46.66 $48.99 $51.44 $54.01 $56.71 $59.55 Hourly

0035 Central Services CMC 655 $7,269 $7,632 $8,014 $8,415 $8,836 $9,278 $9,742 Monthly Supervisor $87,228 $91,584 $96,168 $100,980 $106,032 $111,336 $116,904 Annual $41.94 $44.03 $46.23 $48.55 $50.98 $53.53 $56.20 Hourly

1185

Resolution No. 2026-xx Page 4 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Class Code
0123 Chief Construction CMC 662 $7,663 $8,046 $8,448 $8,870 $9,313 $9,779 $10,268 Monthly Inspector $91,956 $96,552 $101,376 $106,440 $111,756 $117,348 $123,216 Annual $44.21 $46.42 $48.74 $51.17 $53.73 $56.42 $59.24 Hourly

0110 Chief Plans Examiner CMC 718 $11,624 $12,205 $12,815 $13,456 $14,129 $14,835 $15,577 Monthly $139,488 $146,460 $153,780 $161,472 $169,548 $178,020 $186,924 Annual $67.06 $70.41 $73.93 $77.63 $81.51 $85.59 $89.87 Hourly

0126 Chief of Code CMC 664 $8,713 $9,149 $9,606 $10,086 $10,590 $11,120 $11,676 Monthly Enforcement $104,556 $109,788 $115,272 $121,032 $127,080 $133,440 $140,112 Annual $50.27 $52.78 $55.42 $58.19 $61.10 $64.15 $67.36 Hourly

0472 Civilian Investigator CMC 736 $6,410 $6,730 $7,066 $7,419 $7,790 $8,179 $8,588 Monthly $76,920 $80,760 $84,792 $89,028 $93,480 $98,148 $103,056 Annual $36.98 $38.83 $40.77 $42.80 $44.94 $47.19 $49.55 Hourly

0128 Chief of Inspection CMC 681 $9,784 $10,273 $10,787 $11,326 $11,892 $12,487 $13,111 Monthly $117,408 $123,276 $129,444 $135,912 $142,704 $149,844 $157,332 Annual $56.45 $59.27 $62.23 $65.34 $68.61 $72.04 $75.64 Hourly

0125 Code Enforcement CMC 449 $6,403 $6,723 $7,059 $7,412 $7,783 $8,172 $8,581 Monthly Officer I $76,836 $80,676 $84,708 $88,944 $93,396 $98,064 $102,972 Annual $36.94 $38.79 $40.73 $42.76 $44.90 $47.15 $49.51 Hourly

0120 Code Enforcement CMC 626 $7,212 $7,573 $7,952 $8,350 $8,768 $9,206 $9,666 Monthly Officer II $86,544 $90,876 $95,424 $100,200 $105,216 $110,472 $115,992 Annual $41.61 $43.69 $45.88 $48.17 $50.58 $53.11 $55.77 Hourly

0430 Communications Installer CMC 858 $6,259 $6,572 $6,901 $7,246 $7,608 $7,988 $8,387 Monthly $75,108 $78,864 $82,812 $86,952 $91,296 $95,856 $100,644 Annual $36.11 $37.92 $39.81 $41.80 $43.89 $46.08 $48.39 Hourly

0611 Community Outreach CMC 900 $9,714 $10,200 $10,710 $11,245 $11,807 $12,397 $13,017 Monthly Supervisor $116,568 $122,400 $128,520 $134,940 $141,684 $148,764 $156,204 Annual $56.04 $58.85 $61.79 $64.88 $68.12 $71.52 $75.10 Hourly

0610 Community Outreach CMC 893 $6,064 $6,367 $6,685 $7,019 $7,370 $7,738 $8,125 Monthly Worker $72,768 $76,404 $80,220 $84,228 $88,440 $92,856 $97,500 Annual $34.98 $36.73 $38.57 $40.49 $42.52 $44.64 $46.88 Hourly

1186

Resolution No. 2026-xx Page 5 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Class Code
0703 Community Services CMC 582 $6,030 $6,332 $6,649 $6,981 $7,330 $7,696 $8,081 Monthly Specialist $72,360 $75,984 $79,788 $83,772 $87,960 $92,352 $96,972 Annual $34.79 $36.53 $38.36 $40.28 $42.29 $44.40 $46.62 Hourly

0121 Construction Inspector CMC 867 $7,827 $8,218 $8,629 $9,060 $9,513 $9,989 $10,488 Monthly $93,924 $98,616 $103,548 $108,720 $114,156 $119,868 $125,856 Annual $45.16 $47.41 $49.78 $52.27 $54.88 $57.63 $60.51 Hourly

0100 Contract Administrator CMC 691 $9,013 $9,464 $9,937 $10,434 $10,956 $11,504 $12,079 Monthly $108,156 $113,568 $119,244 $125,208 $131,472 $138,048 $144,948 Annual $52.00 $54.60 $57.33 $60.20 $63.21 $66.37 $69.69 Hourly

0706 Court Liaison CMC 854 $6,564 $6,892 $7,237 $7,599 $7,979 $8,378 $8,797 Monthly $78,768 $82,704 $86,844 $91,188 $95,748 $100,536 $105,564 Annual $37.87 $39.76 $41.75 $43.84 $46.03 $48.33 $50.75 Hourly

0099 Crime Analyst CMC 859 $7,622 $8,003 $8,403 $8,823 $9,264 $9,727 $10,213 Monthly $91,464 $96,036 $100,836 $105,876 $111,168 $116,724 $122,556 Annual $43.97 $46.17 $48.48 $50.90 $53.45 $56.12 $58.92 Hourly

0467 Crime Prevention CMC 852 $7,701 $8,086 $8,490 $8,915 $9,361 $9,829 $10,320 Monthly Specialist $92,412 $97,032 $101,880 $106,980 $112,332 $117,948 $123,840 Annual $44.43 $46.65 $48.98 $51.43 $54.01 $56.71 $59.54 Hourly

0189 Crime Scene Investigation CMC 050 $9,849 $10,341 $10,858 $11,401 $11,971 $12,570 $13,198 Monthly Supervisor $118,188 $124,092 $130,296 $136,812 $143,652 $150,840 $158,376 Annual $56.82 $59.66 $62.64 $65.78 $69.06 $72.52 $76.14 Hourly

0465 Crime Scene Investigator CMC 638 $7,070 $7,424 $7,795 $8,185 $8,594 $9,024 $9,475 Monthly $84,840 $89,088 $93,540 $98,220 $103,128 $108,288 $113,700 Annual $40.79 $42.83 $44.97 $47.22 $49.58 $52.06 $54.66 Hourly

0705 Custody Officer CMC 854 $6,564 $6,892 $7,237 $7,599 $7,979 $8,378 $8,797 Monthly $78,768 $82,704 $86,844 $91,188 $95,748 $100,536 $105,564 Annual $37.87 $39.76 $41.75 $43.84 $46.03 $48.33 $50.75 Hourly

0190 Custody Supervisor CMC 612 $9,849 $10,341 $10,858 $11,401 $11,971 $12,570 $13,198 Monthly $118,188 $124,092 $130,296 $136,812 $143,652 $150,840 $158,376 Annual $56.82 $59.66 $62.64 $65.78 $69.06 $72.52 $76.14 Hourly

1187

Resolution No. 2026-xx Page 6 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Class Code
0037 Cyber Security Analyst CMC 735 $10,993 $11,543 $12,120 $12,726 $13,362 $14,030 $14,731 Monthly $131,916 $138,516 $145,440 $152,712 $160,344 $168,360 $176,772 Annual $63.42 $66.59 $69.92 $73.42 $77.09 $80.94 $84.99 Hourly

0149 Economic Development CMC 898 $11,514 $12,090 $12,695 $13,330 $13,997 $14,697 $15,432 Monthly Administrator $138,168 $145,080 $152,340 $159,960 $167,964 $176,364 $185,184 Annual $66.43 $69.75 $73.24 $76.90 $80.75 $84.79 $89.03 Hourly

0134 Electrical Inspector CMC 868 $6,970 $7,319 $7,685 $8,069 $8,472 $8,896 $9,341 Monthly $83,640 $87,828 $92,220 $96,828 $101,664 $106,752 $112,092 Annual $40.21 $42.23 $44.34 $46.55 $48.88 $51.32 $53.89 Hourly

0431 Electronics Technician CMC 875 $7,791 $8,181 $8,590 $9,019 $9,470 $9,943 $10,440 Monthly $93,492 $98,172 $103,080 $108,228 $113,640 $119,316 $125,280 Annual $44.95 $47.20 $49.56 $52.03 $54.63 $57.36 $60.23 Hourly

0221 Emergency Medical CMC 706 $9,659 $10,142 $10,649 $11,181 $11,740 $12,327 $12,943 Monthly Services Coordinator $115,908 $121,704 $127,788 $134,172 $140,880 $147,924 $155,316 Annual $55.73 $58.51 $61.44 $64.51 $67.73 $71.12 $74.67 Hourly

0096 Emergency Services CMC 053 $10,588 $11,117 $11,673 $12,257 $12,870 $13,513 $14,189 Monthly Administrator $127,056 $133,404 $140,076 $147,084 $154,440 $162,156 $170,268 Annual $61.08 $64.14 $67.34 $70.71 $74.25 $77.96 $81.86 Hourly

0234 Emergency Services CMC 860 $6,546 $6,873 $7,217 $7,578 $7,957 $8,355 $8,773 Monthly Training Specialist $78,552 $82,476 $86,604 $90,936 $95,484 $100,260 $105,276 Annual $37.77 $39.65 $41.64 $43.72 $45.91 $48.20 $50.61 Hourly

0101 Engineering Technician I CMC 591 $6,124 $6,430 $6,752 $7,090 $7,444 $7,816 $8,207 Monthly $73,488 $77,160 $81,024 $85,080 $89,328 $93,792 $98,484 Annual $35.33 $37.10 $38.95 $40.90 $42.95 $45.09 $47.35 Hourly

0102 Engineering Technician II CMC 853 $6,835 $7,177 $7,536 $7,913 $8,309 $8,724 $9,160 Monthly $82,020 $86,124 $90,432 $94,956 $99,708 $104,688 $109,920 Annual $39.43 $41.41 $43.48 $45.65 $47.94 $50.33 $52.85 Hourly

0116 Engineering Technician III CMC 632 $7,513 $7,889 $8,283 $8,697 $9,132 $9,589 $10,068 Monthly $90,156 $94,668 $99,396 $104,364 $109,584 $115,068 $120,816 Annual $43.34 $45.51 $47.79 $50.18 $52.68 $55.32 $58.08 Hourly

1188

Resolution No. 2026-xx Page 7 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Class Code
0440 Equipment Mechanic I CMC 570 $5,473 $5,747 $6,034 $6,336 $6,653 $6,986 $7,335 Monthly $65,676 $68,964 $72,408 $76,032 $79,836 $83,832 $88,020 Annual $31.58 $33.16 $34.81 $36.55 $38.38 $40.30 $42.32 Hourly

0441 Equipment Mechanic II CMC 851 $6,550 $6,878 $7,222 $7,583 $7,962 $8,360 $8,778 Monthly $78,600 $82,536 $86,664 $90,996 $95,544 $100,320 $105,336 Annual $37.79 $39.68 $41.67 $43.75 $45.93 $48.23 $50.64 Hourly

0445 Equipment Mechanic III CMC 856 $7,057 $7,410 $7,781 $8,170 $8,579 $9,008 $9,458 Monthly $84,684 $88,920 $93,372 $98,040 $102,948 $108,096 $113,496 Annual $40.71 $42.75 $44.89 $47.13 $49.49 $51.97 $54.57 Hourly

0014 Executive Assistant CMC 609 $6,475 $6,799 $7,139 $7,496 $7,871 $8,265 $8,678 Monthly $77,700 $81,588 $85,668 $89,952 $94,452 $99,180 $104,136 Annual $37.36 $39.23 $41.19 $43.25 $45.41 $47.68 $50.07 Hourly

0407 Facilities Maintenance CMC 589 $6,121 $6,427 $6,748 $7,085 $7,439 $7,811 $8,202 Monthly Technician $73,452 $77,124 $80,976 $85,020 $89,268 $93,732 $98,424 Annual $35.31 $37.08 $38.93 $40.88 $42.92 $45.06 $47.32 Hourly

0304 Fairview Park CMC 887 $11,304 $11,869 $12,462 $13,085 $13,739 $14,426 $15,147 Monthly Administrator $135,648 $142,428 $149,544 $157,020 $164,868 $173,112 $181,764 Annual $65.22 $68.48 $71.90 $75.49 $79.26 $83.23 $87.39 Hourly

0418 Fairview Park Senior CMC 737 $6,214 $6,525 $6,851 $7,194 $7,554 $7,932 $8,329 Monthly Maintenance Technician $74,568 $78,300 $82,212 $86,328 $90,648 $95,184 $99,948 Annual $35.85 $37.64 $39.53 $41.50 $43.58 $45.76 $48.05 Hourly

0172 Finance Officer CMC 448 $10,585 $11,114 $11,670 $12,253 $12,866 $13,509 $14,184 Monthly $127,020 $133,368 $140,040 $147,036 $154,392 $162,108 $170,208 Annual $61.07 $64.12 $67.33 $70.69 $74.23 $77.94 $81.83 Hourly

0057 Financial Analyst CMC 899 $9,624 $10,105 $10,610 $11,140 $11,697 $12,282 $12,896 Monthly $115,488 $121,260 $127,320 $133,680 $140,364 $147,384 $154,752 Annual $55.52 $58.30 $61.21 $64.27 $67.48 $70.86 $74.40 Hourly

0218 Fire Protection Analyst CMC 876 $8,152 $8,560 $8,988 $9,437 $9,909 $10,404 $10,924 Monthly $97,824 $102,720 $107,856 $113,244 $118,908 $124,848 $131,088 Annual $47.03 $49.38 $51.85 $54.44 $57.17 $60.02 $63.02 Hourly

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Resolution No. 2026-xx Page 8 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Class Code
0215 Fire Protection Specialist CMC 861 $7,701 $8,086 $8,490 $8,915 $9,361 $9,829 $10,320 Monthly $92,412 $97,032 $101,880 $106,980 $112,332 $117,948 $123,840 Annual $44.43 $46.65 $48.98 $51.43 $54.01 $56.71 $59.54 Hourly

0065 Grant Administrator CMC 877 $8,468 $8,891 $9,336 $9,803 $10,293 $10,808 $11,348 Monthly $101,616 $106,692 $112,032 $117,636 $123,516 $129,696 $136,176 Annual $48.85 $51.29 $53.86 $56.56 $59.38 $62.35 $65.47 Hourly

0029 Graphics Designer CMC 610 $6,276 $6,590 $6,920 $7,266 $7,629 $8,010 $8,411 Monthly $75,312 $79,080 $83,040 $87,192 $91,548 $96,120 $100,932 Annual $36.21 $38.02 $39.92 $41.92 $44.01 $46.21 $48.53 Hourly

0711 Lead Community CMC 738 $6,806 $7,146 $7,503 $7,878 $8,272 $8,686 $9,120 Monthly Services Specialist $81,672 $85,752 $90,036 $94,536 $99,264 $104,232 $109,440 Annual $39.27 $41.23 $43.29 $45.45 $47.72 $50.11 $52.62 Hourly

0446 Lead Equipment CMC 869 $7,957 $8,355 $8,773 $9,212 $9,673 $10,157 $10,665 Monthly Mechanic $95,484 $100,260 $105,276 $110,544 $116,076 $121,884 $127,980 Annual $45.91 $48.20 $50.61 $53.15 $55.81 $58.60 $61.53 Hourly

0409 Lead Facilities CMC 863 $7,190 $7,550 $7,928 $8,324 $8,740 $9,177 $9,636 Monthly Maintenance Technician $86,280 $90,600 $95,136 $99,888 $104,880 $110,124 $115,632 Annual $41.48 $43.56 $45.74 $48.02 $50.42 $52.94 $55.59 Hourly

0405 Lead Maintenance CMC 864 $7,190 $7,550 $7,928 $8,324 $8,740 $9,177 $9,636 Monthly Worker $86,280 $90,600 $95,136 $99,888 $104,880 $110,124 $115,632 Annual $41.48 $43.56 $45.74 $48.02 $50.42 $52.94 $55.59 Hourly

0402 Maintenance Assistant CMC 550 $4,924 $5,170 $5,428 $5,699 $5,984 $6,283 $6,597 Monthly $59,088 $62,040 $65,136 $68,388 $71,808 $75,396 $79,164 Annual $28.41 $29.83 $31.32 $32.88 $34.52 $36.25 $38.06 Hourly

0412 Maintenance CMC 881 $10,673 $11,207 $11,767 $12,355 $12,973 $13,622 $14,303 Monthly Superintendent $128,076 $134,484 $141,204 $148,260 $155,676 $163,464 $171,636 Annual $61.58 $64.66 $67.89 $71.28 $74.84 $78.59 $82.52 Hourly

0406 Maintenance Supervisor CMC 670 $8,837 $9,279 $9,743 $10,230 $10,742 $11,279 $11,843 Monthly $106,044 $111,348 $116,916 $122,760 $128,904 $135,348 $142,116 Annual $50.98 $53.53 $56.21 $59.02 $61.97 $65.07 $68.33 Hourly

1190

Resolution No. 2026-xx Page 9 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Class Code
0403 Maintenance Worker CMC 846 $5,438 $5,710 $5,995 $6,295 $6,610 $6,941 $7,288 Monthly $65,256 $68,520 $71,940 $75,540 $79,320 $83,292 $87,456 Annual $31.37 $32.94 $34.59 $36.32 $38.13 $40.04 $42.05 Hourly

0243 Management Aide CMC 892 $7,195 $7,555 $7,933 $8,330 $8,746 $9,183 $9,642 Monthly $86,340 $90,660 $95,196 $99,960 $104,952 $110,196 $115,704 Annual $41.51 $43.59 $45.77 $48.06 $50.46 $52.98 $55.63 Hourly

0074 Management Analyst CMC 872 $8,274 $8,688 $9,122 $9,578 $10,057 $10,560 $11,088 Monthly $99,288 $104,256 $109,464 $114,936 $120,684 $126,720 $133,056 Annual $47.73 $50.12 $52.63 $55.26 $58.02 $60.92 $63.97 Hourly

0001 Messenger CMC 501 $4,546 $4,773 $5,012 $5,263 $5,526 $5,802 $6,092 Monthly $54,552 $57,276 $60,144 $63,156 $66,312 $69,624 $73,104 Annual $26.23 $27.54 $28.92 $30.36 $31.88 $33.47 $35.15 Hourly

0241 Multimedia Specialist CMC 885 $7,528 $7,904 $8,299 $8,714 $9,150 $9,608 $10,088 Monthly $90,336 $94,848 $99,588 $104,568 $109,800 $115,296 $121,056 Annual $43.43 $45.60 $47.88 $50.27 $52.79 $55.43 $58.20 Hourly

0041 Network Systems CMC 631 $9,448 $9,920 $10,416 $10,937 $11,484 $12,058 $12,661 Monthly Administrator $113,376 $119,040 $124,992 $131,244 $137,808 $144,696 $151,932 Annual $54.51 $57.23 $60.09 $63.10 $66.25 $69.57 $73.04 Hourly

0006 Office Coordinator CMC 848 $5,470 $5,744 $6,031 $6,333 $6,650 $6,983 $7,332 Monthly $65,640 $68,928 $72,372 $75,996 $79,800 $83,796 $87,984 Annual $31.56 $33.14 $34.79 $36.54 $38.37 $40.29 $42.30 Hourly

0003 Office Specialist CMC 525 $4,285 $4,499 $4,724 $4,960 $5,208 $5,468 $5,741 Monthly $51,420 $53,988 $56,688 $59,520 $62,496 $65,616 $68,892 Annual $24.72 $25.96 $27.25 $28.62 $30.05 $31.55 $33.12 Hourly

0004 Office Specialist I CMC 545 $4,735 $4,972 $5,221 $5,482 $5,756 $6,044 $6,346 Monthly $56,820 $59,664 $62,652 $65,784 $69,072 $72,528 $76,152 Annual $27.32 $28.68 $30.12 $31.63 $33.21 $34.87 $36.61 Hourly

0005 Office Specialist II CMC 845 $5,104 $5,359 $5,627 $5,908 $6,203 $6,513 $6,839 Monthly $61,248 $64,308 $67,524 $70,896 $74,436 $78,156 $82,068 Annual $29.45 $30.92 $32.46 $34.08 $35.79 $37.58 $39.46 Hourly

1191

Resolution No. 2026-xx Page 10 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Class Code
0031 Offset Press Operator I CMC 847 $5,074 $5,328 $5,594 $5,874 $6,168 $6,476 $6,800 Monthly $60,888 $63,936 $67,128 $70,488 $74,016 $77,712 $81,600 Annual $29.27 $30.74 $32.27 $33.89 $35.58 $37.36 $39.23 Hourly

0034 Offset Press Operator II CMC 595 $5,384 $5,653 $5,936 $6,233 $6,545 $6,872 $7,216 Monthly $64,608 $67,836 $71,232 $74,796 $78,540 $82,464 $86,592 Annual $31.06 $32.61 $34.25 $35.96 $37.76 $39.65 $41.63 Hourly

0521 Park Ranger CMC 725 $6,064 $6,367 $6,685 $7,019 $7,370 $7,738 $8,125 Monthly $72,768 $76,404 $80,220 $84,228 $88,440 $92,856 $97,500 Annual $34.98 $36.73 $38.57 $40.49 $42.52 $44.64 $46.88 Hourly

0028 Permit Processing CMC 569 $5,384 $5,653 $5,936 $6,233 $6,545 $6,872 $7,216 Monthly Specialist $64,608 $67,836 $71,232 $74,796 $78,540 $82,464 $86,592 Annual $31.06 $32.61 $34.25 $35.96 $37.76 $39.65 $41.63 Hourly

0039 Personal Computer/ CMC 849 $5,384 $5,653 $5,936 $6,233 $6,545 $6,872 $7,216 Monthly Network Assistant $64,608 $67,836 $71,232 $74,796 $78,540 $82,464 $86,592 Annual $31.06 $32.61 $34.25 $35.96 $37.76 $39.65 $41.63 Hourly

0109 Plan Check Engineer CMC 883 $10,664 $11,197 $11,757 $12,345 $12,962 $13,610 $14,291 Monthly $127,968 $134,364 $141,084 $148,140 $155,544 $163,320 $171,492 Annual $61.52 $64.60 $67.83 $71.22 $74.78 $78.52 $82.45 Hourly

0114 Plan Checker CMC 886 $9,271 $9,735 $10,222 $10,733 $11,270 $11,834 $12,426 Monthly $111,252 $116,820 $122,664 $128,796 $135,240 $142,008 $149,112 Annual $53.49 $56.16 $58.97 $61.92 $65.02 $68.27 $71.69 Hourly

0150 Planning Technician CMC 728 $6,885 $7,229 $7,590 $7,970 $8,369 $8,787 $9,226 Monthly $82,620 $86,748 $91,080 $95,640 $100,428 $105,444 $110,712 Annual $39.72 $41.71 $43.79 $45.98 $48.28 $50.69 $53.23 Hourly

0095 Police Records CMC 052 $10,588 $11,117 $11,673 $12,257 $12,870 $13,513 $14,189 Monthly Administrator $127,056 $133,404 $140,076 $147,084 $154,440 $162,156 $170,268 Annual $61.08 $64.14 $67.34 $70.71 $74.25 $77.96 $81.86 Hourly

0461 Police Records Bureau CMC 842 $9,849 $10,341 $10,858 $11,401 $11,971 $12,570 $13,198 Monthly Supervisor $118,188 $124,092 $130,296 $136,812 $143,652 $150,840 $158,376 Annual $56.82 $59.66 $62.64 $65.78 $69.06 $72.52 $76.14 Hourly

1192

Resolution No. 2026-xx Page 11 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Class Code
0012 Police Records Shift CMC 594 $6,563 $6,891 $7,236 $7,598 $7,978 $8,377 $8,796 Monthly Supervisor $78,756 $82,692 $86,832 $91,176 $95,736 $100,524 $105,552 Annual $37.86 $39.76 $41.75 $43.83 $46.03 $48.33 $50.75 Hourly

0010 Police Records CMC 546 $5,167 $5,425 $5,696 $5,981 $6,280 $6,594 $6,924 Monthly Technician $62,004 $65,100 $68,352 $71,772 $75,360 $79,128 $83,088 Annual $29.81 $31.30 $32.86 $34.51 $36.23 $38.04 $39.95 Hourly

0460 Police Training CMC 844 $10,588 $11,117 $11,673 $12,257 $12,870 $13,513 $14,189 Monthly Administrator $127,056 $133,404 $140,076 $147,084 $154,440 $162,156 $170,268 Annual $61.08 $64.14 $67.34 $70.71 $74.25 $77.96 $81.86 Hourly

0459 Police Training Assistant CMC 862 $7,039 $7,391 $7,761 $8,149 $8,556 $8,984 $9,433 Monthly $84,468 $88,692 $93,132 $97,788 $102,672 $107,808 $113,196 Annual $40.61 $42.64 $44.78 $47.01 $49.36 $51.83 $54.42 Hourly

0154 Principal Planner CMC 704 $11,514 $12,090 $12,695 $13,330 $13,997 $14,697 $15,432 Monthly $138,168 $145,080 $152,340 $159,960 $167,964 $176,364 $185,184 Annual $66.43 $69.75 $73.24 $76.90 $80.75 $84.79 $89.03 Hourly

0043 Programmer Analyst I CMC 870 $8,365 $8,783 $9,222 $9,683 $10,167 $10,675 $11,209 Monthly $100,380 $105,396 $110,664 $116,196 $122,004 $128,100 $134,508 Annual $48.26 $50.67 $53.20 $55.86 $58.66 $61.59 $64.67 Hourly

0044 Programmer Analyst II CMC 692 $10,039 $10,541 $11,068 $11,621 $12,202 $12,812 $13,453 Monthly $120,468 $126,492 $132,816 $139,452 $146,424 $153,744 $161,436 Annual $57.92 $60.81 $63.85 $67.04 $70.40 $73.92 $77.61 Hourly

0463 Property and Evidence CMC 623 $6,190 $6,500 $6,825 $7,166 $7,524 $7,900 $8,295 Monthly Specialist $74,280 $78,000 $81,900 $85,992 $90,288 $94,800 $99,540 Annual $35.71 $37.50 $39.38 $41.34 $43.41 $45.58 $47.86 Hourly

0462 Property and Evidence CMC 843 $9,849 $10,341 $10,858 $11,401 $11,971 $12,570 $13,198 Monthly Supervisor $118,188 $124,092 $130,296 $136,812 $143,652 $150,840 $158,376 Annual $56.82 $59.66 $62.64 $65.78 $69.06 $72.52 $76.14 Hourly

0124 Public Right of Way CMC 731 $6,403 $6,723 $7,059 $7,412 $7,783 $8,172 $8,581 Monthly Coordinator $76,836 $80,676 $84,708 $88,944 $93,396 $98,064 $102,972 Annual $36.94 $38.79 $40.73 $42.76 $44.90 $47.15 $49.51 Hourly

1193

Resolution No. 2026-xx Page 12 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Class Code
0232 Public Safety Dispatch CMC 645 $8,838 $9,280 $9,744 $10,231 $10,743 $11,280 $11,844 Monthly Supervisor $106,056 $111,360 $116,928 $122,772 $128,916 $135,360 $142,128 Annual $50.99 $53.54 $56.22 $59.03 $61.98 $65.08 $68.33 Hourly

0231 Public Safety Dispatcher CMC 616 $6,799 $7,139 $7,496 $7,871 $8,265 $8,678 $9,112 Monthly $81,588 $85,668 $89,952 $94,452 $99,180 $104,136 $109,344 Annual $39.23 $41.19 $43.25 $45.41 $47.68 $50.07 $52.57 Hourly

0468 Range Master CMC 855 $7,102 $7,457 $7,830 $8,221 $8,632 $9,064 $9,517 Monthly $85,224 $89,484 $93,960 $98,652 $103,584 $108,768 $114,204 Annual $40.97 $43.02 $45.17 $47.43 $49.80 $52.29 $54.91 Hourly

0290 Recreation Coordinator CMC 583 $6,747 $7,084 $7,438 $7,810 $8,200 $8,610 $9,040 Monthly $80,964 $85,008 $89,256 $93,720 $98,400 $103,320 $108,480 Annual $38.93 $40.87 $42.91 $45.06 $47.31 $49.67 $52.15 Hourly

0508 Recreation Specialist CMC 890 $5,530 $5,806 $6,096 $6,401 $6,721 $7,057 $7,410 Monthly $66,360 $69,672 $73,152 $76,812 $80,652 $84,684 $88,920 Annual $31.90 $33.50 $35.17 $36.93 $38.78 $40.71 $42.75 Hourly

0301 Recreation Supervisor CMC 625 $8,230 $8,641 $9,073 $9,527 $10,003 $10,503 $11,028 Monthly $98,760 $103,692 $108,876 $114,324 $120,036 $126,036 $132,336 Annual $47.48 $49.85 $52.34 $54.96 $57.71 $60.59 $63.62 Hourly

0067 Senior Accountant CMC 663 $8,726 $9,162 $9,620 $10,101 $10,606 $11,136 $11,693 Monthly $104,712 $109,944 $115,440 $121,212 $127,272 $133,632 $140,316 Annual $50.34 $52.86 $55.50 $58.28 $61.19 $64.25 $67.46 Hourly

0466 Senior Civilian CMC 628 $6,806 $7,146 $7,503 $7,878 $8,272 $8,686 $9,120 Monthly Investigator $81,672 $85,752 $90,036 $94,536 $99,264 $104,232 $109,440 Annual $39.27 $41.23 $43.29 $45.45 $47.72 $50.11 $52.62 Hourly

0119 Senior Code Enforcement CMC 896 $7,750 $8,138 $8,545 $8,972 $9,421 $9,892 $10,387 Monthly Officer $93,000 $97,656 $102,540 $107,664 $113,052 $118,704 $124,644 Annual $44.71 $46.95 $49.30 $51.76 $54.35 $57.07 $59.93 Hourly

0712 Senior Community CMC 739 $6,410 $6,730 $7,066 $7,419 $7,790 $8,179 $8,588 Monthly Services Specialist $76,920 $80,760 $84,792 $89,028 $93,480 $98,148 $103,056 Annual $36.98 $38.83 $40.77 $42.80 $44.94 $47.19 $49.55 Hourly

1194

Resolution No. 2026-xx Page 13 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Class Code
0139 Senior Combination CMC 874 $8,893 $9,338 $9,805 $10,295 $10,810 $11,351 $11,919 Monthly Inspector $106,716 $112,056 $117,660 $123,540 $129,720 $136,212 $143,028 Annual $51.31 $53.87 $56.57 $59.39 $62.37 $65.49 $68.76 Hourly

0233 Senior Communications CMC 667 $9,849 $10,341 $10,858 $11,401 $11,971 $12,570 $13,198 Monthly Supervisor $118,188 $124,092 $130,296 $136,812 $143,652 $150,840 $158,376 Annual $56.82 $59.66 $62.64 $65.78 $69.06 $72.52 $76.14 Hourly

0136 Senior Electrical Inspector CMC 873 $7,702 $8,087 $8,491 $8,916 $9,362 $9,830 $10,322 Monthly $92,424 $97,044 $101,892 $106,992 $112,344 $117,960 $123,864 Annual $44.43 $46.66 $48.99 $51.44 $54.01 $56.71 $59.55 Hourly

0105 Senior Engineer CMC 884 $9,849 $10,341 $10,858 $11,401 $11,971 $12,570 $13,198 Monthly $118,188 $124,092 $130,296 $136,812 $143,652 $150,840 $158,376 Annual $56.82 $59.66 $62.64 $65.78 $69.06 $72.52 $76.14 Hourly

0432 Senior Lead Maintenance CMC 871 $7,831 $8,223 $8,634 $9,066 $9,519 $9,995 $10,495 Monthly Worker $93,972 $98,676 $103,608 $108,792 $114,228 $119,940 $125,940 Annual $45.18 $47.44 $49.81 $52.30 $54.92 $57.66 $60.55 Hourly

0433 Senior Maintenance CMC 597 $5,738 $6,025 $6,326 $6,642 $6,974 $7,323 $7,689 Monthly Technician $68,856 $72,300 $75,912 $79,704 $83,688 $87,876 $92,268 Annual $33.10 $34.76 $36.50 $38.32 $40.23 $42.25 $44.36 Hourly

0404 Senior Maintenance CMC 587 $5,918 $6,214 $6,525 $6,851 $7,194 $7,554 $7,932 Monthly Worker $71,016 $74,568 $78,300 $82,212 $86,328 $90,648 $95,184 Annual $34.14 $35.85 $37.64 $39.53 $41.50 $43.58 $45.76 Hourly

0244 Senior Management CMC 895 $9,250 $9,713 $10,199 $10,709 $11,244 $11,806 $12,396 Monthly Analyst $111,000 $116,556 $122,388 $128,508 $134,928 $141,672 $148,752 Annual $53.37 $56.04 $58.84 $61.78 $64.87 $68.11 $71.52 Hourly

0127 Senior Permit Technician CMC 729 $7,778 $8,167 $8,575 $9,004 $9,454 $9,927 $10,423 Monthly $93,336 $98,004 $102,900 $108,048 $113,448 $119,124 $125,076 Annual $44.87 $47.12 $49.47 $51.95 $54.54 $57.27 $60.13 Hourly

0153 Senior Planner CMC 878 $10,012 $10,513 $11,039 $11,591 $12,171 $12,780 $13,419 Monthly $120,144 $126,156 $132,468 $139,092 $146,052 $153,360 $161,028 Annual $57.76 $60.65 $63.69 $66.87 $70.22 $73.73 $77.42 Hourly

1195

Resolution No. 2026-xx Page 14 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Class Code
0011 Senior Police Records CMC 561 $5,567 $5,845 $6,137 $6,444 $6,766 $7,104 $7,459 Monthly Technician $66,804 $70,140 $73,644 $77,328 $81,192 $85,248 $89,508 Annual $32.12 $33.72 $35.41 $37.18 $39.03 $40.98 $43.03 Hourly

0048 Senior Programmer CMC 710 $10,993 $11,543 $12,120 $12,726 $13,362 $14,030 $14,731 Monthly Analyst $131,916 $138,516 $145,440 $152,712 $160,344 $168,360 $176,772 Annual $63.42 $66.59 $69.92 $73.42 $77.09 $80.94 $84.99 Hourly

0458 Senior Property and CMC 740 $6,655 $6,988 $7,337 $7,704 $8,089 $8,493 $8,918 Monthly Evidence Specialist $79,860 $83,856 $88,044 $92,448 $97,068 $101,916 $107,016 Annual $38.39 $40.32 $42.33 $44.45 $46.67 $49.00 $51.45 Hourly

0238 Senior Public Safety CMC 630 $7,308 $7,673 $8,057 $8,460 $8,883 $9,327 $9,793 Monthly Dispatcher $87,696 $92,076 $96,684 $101,520 $106,596 $111,924 $117,516 Annual $42.16 $44.27 $46.48 $48.81 $51.25 $53.81 $56.50 Hourly

0302 Senior Recreation CMC 666 $9,052 $9,505 $9,980 $10,479 $11,003 $11,553 $12,131 Monthly Supervisor $108,624 $114,060 $119,760 $125,748 $132,036 $138,636 $145,572 Annual $52.22 $54.84 $57.58 $60.46 $63.48 $66.65 $69.99 Hourly

0050 Storekeeper CMC 588 $5,446 $5,718 $6,004 $6,304 $6,619 $6,950 $7,298 Monthly $65,352 $68,616 $72,048 $75,648 $79,428 $83,400 $87,576 Annual $31.42 $32.99 $34.64 $36.37 $38.19 $40.10 $42.10 Hourly

0089 Tax Auditing Specialist CMC 865 $7,037 $7,389 $7,758 $8,146 $8,553 $8,981 $9,430 Monthly $84,444 $88,668 $93,096 $97,752 $102,636 $107,772 $113,160 Annual $40.60 $42.63 $44.76 $47.00 $49.34 $51.81 $54.40 Hourly

0064 Treasury Specialist CMC 639 $7,037 $7,389 $7,758 $8,146 $8,553 $8,981 $9,430 Monthly $84,444 $88,668 $93,096 $97,752 $102,636 $107,772 $113,160 Annual $40.60 $42.63 $44.76 $47.00 $49.34 $51.81 $54.40 Hourly

0240 Video Production CMC 657 $8,225 $8,636 $9,068 $9,521 $9,997 $10,497 $11,022 Monthly Coordinator $98,700 $103,632 $108,816 $114,252 $119,964 $125,964 $132,264 Annual $47.45 $49.82 $52.32 $54.93 $57.68 $60.56 $63.59 Hourly

0038 Website Coordinator CMC 849 $5,384 $5,653 $5,936 $6,233 $6,545 $6,872 $7,216 Monthly $64,608 $67,836 $71,232 $74,796 $78,540 $82,464 $86,592 Annual $31.06 $32.61 $34.25 $35.96 $37.76 $39.65 $41.63 Hourly

1196

Resolution No. 2026-xx Page 15 of 16
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Class Code
0156 Zoning Administrator CMC 727 $10,556 $11,084 $11,638 $12,220 $12,831 $13,473 $14,147 Monthly $126,672 $133,008 $139,656 $146,640 $153,972 $161,676 $169,764 Annual $60.90 $63.95 $67.14 $70.50 $74.03 $77.73 $81.62 Hourly

SECTION 2. 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. There will be no Employer Paid Member Contribution (EPMC).

SECTION 3. All parts of resolutions in conflict herewith are hereby rescinded.

PASSED AND ADOPTED this 1st day of September, 2026.

______________________________
John Stephens, Mayor

ATTEST: APPROVED AS TO FORM:

______________________________ _ _____________________________ Brenda Green, City Clerk Kimberly Hall Barlow, City Attorney

1197

Resolution No. 2026-xx Page 16 of 16

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 1st day of September, 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 2
nd day of September, 2026
.

__________________________
Brenda Green, City Clerk

1198
Resolution No. 2026-XX Page 1 of 11
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:

WHEREAS, on January 20, 2026, the City Council adopted Resolution No. 2026- 05, revising the pay ranges for job classifications in the Confidential Unit; and WHEREAS, the City Council desires t o repeal and replace Resolution No. 2026- 05 to revise the pay ranges and benefits for the classifications specified herein; and NOW, 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, 2026. The monthly rate of pay may also be in increments between the monthly minimum and maximum pay steps.

ATTACHMENT 8
1199

Resolution No. 2026-XX Page 2 of 11
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 $7,817 $8,208 $8,618 $9,049 $9,501 $9,976 $10,475 Monthly (Confidential) $93,804 $98,496 $103,416 $108,588 $114,012 $119,712 $125,700 Annual $45.10 $47.35 $49.72 $52.21 $54.81 $57.55 $60.43 Hourly

0026 Administrative Assistant CON 593 $5,800 $6,090 $6,394 $6,714 $7,050 $7,403 $7,773 Monthly (Confidential) $69,600 $73,080 $76,728 $80,568 $84,600 $88,836 $93,276 Annual $33.46 $35.13 $36.89 $38.73 $40.67 $42.71 $44.84 Hourly

0018 Benefits Coordinator CON 592 $5,673 $5,957 $6,255 $6,568 $6,896 $7,241 $7,603 Monthly $68,076 $71,484 $75,060 $78,816 $82,752 $86,892 $91,236 Annual $32.73 $34.37 $36.09 $37.89 $39.78 $41.78 $43.86 Hourly

0063 Budget Analyst CON 679 $9,343 $9,810 $10,300 $10,815 $11,356 $11,924 $12,520 Monthly $112,116 $117,720 $123,600 $129,780 $136,272 $143,088 $150,240 Annual $53.90 $56.60 $59.42 $62.39 $65.52 $68.79 $72.23 Hourly

0809 Budget Specialist CON 891 $6,935 $7,282 $7,646 $8,028 $8,429 $8,850 $9,292 Monthly $83,220 $87,384 $91,752 $96,336 $101,148 $106,200 $111,504 Annual $40.01 $42.01 $44.11 $46.32 $48.63 $51.06 $53.61 Hourly

0040 Computer Operations/ CON 689 $9,787 $10,276 $10,790 $11,329 $11,895 $12,490 $13,114 Monthly Networking Supervisor $117,444 $123,312 $129,480 $135,948 $142,740 $149,880 $157,368 Annual $56.46 $59.28 $62.25 $65.36 $68.63 $72.06 $75.66 Hourly

0021 Deputy City Clerk CON 656 $6,630 $6,962 $7,310 $7,675 $8,059 $8,462 $8,885 Monthly $79,560 $83,544 $87,720 $92,100 $96,708 $101,544 $106,620 Annual $38.25 $40.17 $42.17 $44.28 $46.49 $48.82 $51.26 Hourly

0016 Executive Assistant to CON 648 $7,786 $8,175 $8,584 $9,013 $9,464 $9,937 $10,434 Monthly the City Manager $93,432 $98,100 $103,008 $108,156 $113,568 $119,244 $125,208 Annual $44.92 $47.16 $49.52 $52.00 $54.60 $57.33 $60.20 Hourly

0019 Executive Assistant CON 609 $6,384 $6,703 $7,038 $7,390 $7,759 $8,147 $8,554 Monthly (Confidential) $76,608 $80,436 $84,456 $88,680 $93,108 $97,764 $102,648 Annual $36.83 $38.67 $40.60 $42.63 $44.76 $47.00 $49.35 Hourly

0173 Finance Officer CON 559 $10,429 $10,950 $11,498 $12,073 $12,677 $13,311 $13,977 Monthly (Confidential) $125,148 $131,400 $137,976 $144,876 $152,124 $159,732 $167,724 Annual $60.17 $63.17 $66.33 $69.65 $73.14 $76.79 $80.64 Hourly

1200

Resolution No. 2026-XX Page 3 of 11
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 $4,661 $4,894 $5,139 $5,396 $5,666 $5,949 $6,246 Monthly Office Specialist II $55,932 $58,728 $61,668 $64,752 $67,992 $71,388 $74,952 Annual $26.89 $28.23 $29.65 $31.13 $32.69 $34.32 $36.03 Hourly

0087 Human Resources CON 697 $10,742 $11,279 $11,843 $12,435 $13,057 $13,710 $14,395 Monthly Administrator $128,904 $135,348 $142,116 $149,220 $156,684 $164,520 $172,740 Annual $61.97 $65.07 $68.33 $71.74 $75.33 $79.10 $83.05 Hourly

0079 Human Resources CON 659 $8,316 $8,732 $9,169 $9,627 $10,108 $10,613 $11,144 Monthly Analyst $99,792 $104,784 $110,028 $115,524 $121,296 $127,356 $133,728 Annual $47.98 $50.38 $52.90 $55.54 $58.32 $61.23 $64.29 Hourly

0017 Human Resources CON 590 $5,800 $6,090 $6,394 $6,714 $7,050 $7,403 $7,773 Monthly Assistant $69,600 $73,080 $76,728 $80,568 $84,600 $88,836 $93,276 Annual $33.46 $35.13 $36.89 $38.73 $40.67 $42.71 $44.84 Hourly

0072 Human Resources CON 627 $7,294 $7,659 $8,042 $8,444 $8,866 $9,309 $9,774 Monthly Technician $87,528 $91,908 $96,504 $101,328 $106,392 $111,708 $117,288 Annual $42.08 $44.19 $46.40 $48.72 $51.15 $53.71 $56.39 Hourly

0245 Management Aide CON 892 $7,090 $7,445 $7,817 $8,208 $8,618 $9,049 $9,501 Monthly (Confidential) $85,080 $89,340 $93,804 $98,496 $103,416 $108,588 $114,012 Annual $40.90 $42.95 $45.10 $47.35 $49.72 $52.21 $54.81 Hourly

0084 Management Analyst CON 872 $8,153 $8,561 $8,989 $9,438 $9,910 $10,406 $10,926 Monthly (Confidential) $97,836 $102,732 $107,868 $113,256 $118,920 $124,872 $131,112 Annual $47.04 $49.39 $51.86 $54.45 $57.17 $60.03 $63.03 Hourly

0008 Office Specialist II CON 561 $4,661 $4,894 $5,139 $5,396 $5,666 $5,949 $6,246 Monthly (Confidential) $55,932 $58,728 $61,668 $64,752 $67,992 $71,388 $74,952 Annual $26.89 $28.23 $29.65 $31.13 $32.69 $34.32 $36.03 Hourly

0055 Payroll Coordinator CON 621 $6,932 $7,279 $7,643 $8,025 $8,426 $8,847 $9,289 Monthly $83,184 $87,348 $91,716 $96,300 $101,112 $106,164 $111,468 Annual $39.99 $41.99 $44.09 $46.30 $48.61 $51.04 $53.59 Hourly

0078 Principal Human CON 669 $9,343 $9,810 $10,300 $10,815 $11,356 $11,924 $12,520 Monthly Resources Analyst $112,116 $117,720 $123,600 $129,780 $136,272 $143,088 $150,240 Annual $53.90 $56.60 $59.42 $62.39 $65.52 $68.79 $72.23 Hourly

1201

Resolution No. 2026-XX Page 4 of 11
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0170 Senior Accountant CON 622 $8,597 $9,027 $9,478 $9,952 $10,450 $10,973 $11,522 Monthly (Confidential) $103,164 $108,324 $113,736 $119,424 $125,400 $131,676 $138,264 Annual $49.60 $52.08 $54.68 $57.42 $60.29 $63.31 $66.47 Hourly

0054 Senior Budget Analyst CON 680 $10,276 $10,790 $11,330 $11,896 $12,491 $13,116 $13,772 Monthly (Confidential) $123,312 $129,480 $135,960 $142,752 $149,892 $157,392 $165,264 Annual $59.28 $62.25 $65.37 $68.63 $72.06 $75.67 $79.45 Hourly

0246 Senior Management CON 895 $9,115 $9,571 $10,050 $10,553 $11,081 $11,635 $12,217 Monthly Analyst (Confidential) $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

0052 Senior Programmer CON 710 $10,832 $11,374 $11,943 $12,540 $13,167 $13,825 $14,516 Monthly Analyst (Confidential) $129,984 $136,488 $143,316 $150,480 $158,004 $165,900 $174,192 Annual $62.49 $65.62 $68.90 $72.35 $75.96 $79.76 $83.75 Hourly

0046 Systems & Programming CON 730 $11,968 $12,566 $13,194 $13,854 $14,547 $15,274 $16,038 Monthly Supervisor $143,616 $150,792 $158,328 $166,248 $174,564 $183,288 $192,456 Annual $69.05 $72.50 $76.12 $79.93 $83.93 $88.12 $92.53 Hourly

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 J uly 1, 2027. 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 $8,050 $8,453 $8,876 $9,320 $9,786 $10,275 $10,789 Monthly (Confidential) $96,600 $101,436 $106,512 $111,840 $117,432 $123,300 $129,468 Annual $46.44 $48.77 $51.21 $53.77 $56.46 $59.28 $62.24 Hourly

0026 Administrative Assistant CON 593 $5,974 $6,273 $6,587 $6,916 $7,262 $7,625 $8,006 Monthly (Confidential) $71,688 $75,276 $79,044 $82,992 $87,144 $91,500 $96,072 Annual $34.47 $36.19 $38.00 $39.90 $41.90 $43.99 $46.19 Hourly

0018 Benefits Coordinator CON 592 $5,844 $6,136 $6,443 $6,765 $7,103 $7,458 $7,831 Monthly $70,128 $73,632 $77,316 $81,180 $85,236 $89,496 $93,972 Annual $33.72 $35.40 $37.17 $39.03 $40.98 $43.03 $45.18 Hourly 1202

Resolution No. 2026-XX Page 5 of 11
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0063 Budget Analyst CON 679 $9,624 $10,105 $10,610 $11,140 $11,697 $12,282 $12,896 Monthly $115,488 $121,260 $127,320 $133,680 $140,364 $147,384 $154,752 Annual $55.52 $58.30 $61.21 $64.27 $67.48 $70.86 $74.40 Hourly

0809 Budget Specialist CON 891 $7,142 $7,499 $7,874 $8,268 $8,681 $9,115 $9,571 Monthly $85,704 $89,988 $94,488 $99,216 $104,172 $109,380 $114,852 Annual $41.20 $43.26 $45.43 $47.70 $50.08 $52.59 $55.22 Hourly

0040 Computer Operations/ CON 689 $10,079 $10,583 $11,112 $11,668 $12,251 $12,864 $13,507 Monthly Networking Supervisor $120,948 $126,996 $133,344 $140,016 $147,012 $154,368 $162,084 Annual $58.15 $61.06 $64.11 $67.32 $70.68 $74.22 $77.93 Hourly

0021 Deputy City Clerk CON 656 $6,830 $7,171 $7,530 $7,906 $8,301 $8,716 $9,152 Monthly $81,960 $86,052 $90,360 $94,872 $99,612 $104,592 $109,824 Annual $39.40 $41.37 $43.44 $45.61 $47.89 $50.28 $52.80 Hourly

0016 Executive Assistant to CON 648 $8,020 $8,421 $8,842 $9,284 $9,748 $10,235 $10,747 Monthly the City Manager $96,240 $101,052 $106,104 $111,408 $116,976 $122,820 $128,964 Annual $46.27 $48.58 $51.01 $53.56 $56.24 $59.05 $62.00 Hourly

0019 Executive Assistant CON 609 $6,574 $6,903 $7,248 $7,610 $7,991 $8,391 $8,811 Monthly (Confidential) $78,888 $82,836 $86,976 $91,320 $95,892 $100,692 $105,732 Annual $37.93 $39.83 $41.82 $43.90 $46.10 $48.41 $50.83 Hourly

0173 Finance Officer CON 559 $10,742 $11,279 $11,843 $12,435 $13,057 $13,710 $14,396 Monthly (Confidential) $128,904 $135,348 $142,116 $149,220 $156,684 $164,520 $172,752 Annual $61.97 $65.07 $68.33 $71.74 $75.33 $79.10 $83.05 Hourly

0007 Human Resources CON 560 $4,800 $5,040 $5,292 $5,557 $5,835 $6,127 $6,433 Monthly Office Specialist II $57,600 $60,480 $63,504 $66,684 $70,020 $73,524 $77,196 Annual $27.69 $29.08 $30.53 $32.06 $33.66 $35.35 $37.11 Hourly

0087 Human Resources CON 697 $11,065 $11,618 $12,199 $12,809 $13,449 $14,121 $14,827 Monthly Administrator $132,780 $139,416 $146,388 $153,708 $161,388 $169,452 $177,924 Annual $63.84 $67.03 $70.38 $73.90 $77.59 $81.47 $85.54 Hourly

0079 Human Resources CON 659 $8,564 $8,992 $9,442 $9,914 $10,410 $10,931 $11,478 Monthly Analyst $102,768 $107,904 $113,304 $118,968 $124,920 $131,172 $137,736 Annual $49.41 $51.88 $54.47 $57.20 $60.06 $63.06 $66.22 Hourly

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Resolution No. 2026-XX Page 6 of 11
Class
Code
Class Title Salary
Plan
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

0017 Human Resources CON 590 $5,974 $6,273 $6,587 $6,916 $7,262 $7,625 $8,006 Monthly Assistant $71,688 $75,276 $79,044 $82,992 $87,144 $91,500 $96,072 Annual $34.47 $36.19 $38.00 $39.90 $41.90 $43.99 $46.19 Hourly

0072 Human Resources CON 627 $7,512 $7,888 $8,282 $8,696 $9,131 $9,588 $10,067 Monthly Technician $90,144 $94,656 $99,384 $104,352 $109,572 $115,056 $120,804 Annual $43.34 $45.51 $47.78 $50.17 $52.68 $55.32 $58.08 Hourly

0245 Management Aide CON 892 $7,302 $7,667 $8,050 $8,453 $8,876 $9,320 $9,786 Monthly (Confidential) $87,624 $92,004 $96,600 $101,436 $106,512 $111,840 $117,432 Annual $42.13 $44.23 $46.44 $48.77 $51.21 $53.77 $56.46 Hourly

0084 Management Analyst CON 872 $8,398 $8,818 $9,259 $9,722 $10,208 $10,718 $11,254 Monthly (Confidential) $100,776 $105,816 $111,108 $116,664 $122,496 $128,616 $135,048 Annual $48.45 $50.87 $53.42 $56.09 $58.89 $61.83 $64.93 Hourly

0008 Office Specialist II CON 561 $4,800 $5,040 $5,292 $5,557 $5,835 $6,127 $6,433 Monthly (Confidential) $57,600 $60,480 $63,504 $66,684 $70,020 $73,524 $77,196 Annual $27.69 $29.08 $30.53 $32.06 $33.66 $35.35 $37.11 Hourly

0055 Payroll Coordinator CON 621 $7,139 $7,496 $7,871 $8,265 $8,678 $9,112 $9,568 Monthly $85,668 $89,952 $94,452 $99,180 $104,136 $109,344 $114,816 Annual $41.19 $43.25 $45.41 $47.68 $50.07 $52.57 $55.20 Hourly

0078 Principal Human CON 669 $9,624 $10,105 $10,610 $11,140 $11,697 $12,282 $12,896 Monthly Resources Analyst $115,488 $121,260 $127,320 $133,680 $140,364 $147,384 $154,752 Annual $55.52 $58.30 $61.21 $64.27 $67.48 $70.86 $74.40 Hourly

0170 Senior Accountant CON 622 $8,856 $9,299 $9,764 $10,252 $10,765 $11,303 $11,868 Monthly (Confidential) $106,272 $111,588 $117,168 $123,024 $129,180 $135,636 $142,416 Annual $51.09 $53.65 $56.33 $59.15 $62.11 $65.21 $68.47 Hourly

0054 Senior Budget Analyst CON 680 $10,585 $11,114 $11,670 $12,254 $12,867 $13,510 $14,185 Monthly (Confidential) $127,020 $133,368 $140,040 $147,048 $154,404 $162,120 $170,220 Annual $61.07 $64.12 $67.33 $70.70 $74.23 $77.94 $81.84 Hourly

0246 Senior Management CON 895 $9,390 $9,859 $10,352 $10,870 $11,414 $11,985 $12,584 Monthly Analyst (Confidential) $112,680 $118,308 $124,224 $130,440 $136,968 $143,820 $151,008 Annual $54.17 $56.88 $59.72 $62.71 $65.85 $69.14 $72.60 Hourly

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Resolution No. 2026-XX Page 7 of 11
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 $11,156 $11,714 $12,300 $12,915 $13,561 $14,239 $14,951 Monthly Analyst (Confidential) $133,872 $140,568 $147,600 $154,980 $162,732 $170,868 $179,412 Annual $64.36 $67.58 $70.96 $74.51 $78.24 $82.15 $86.26 Hourly

0046 Systems & Programming CON 730 $12,327 $12,943 $13,590 $14,270 $14,983 $15,732 $16,519 Monthly Supervisor $147,924 $155,316 $163,080 $171,240 $179,796 $188,784 $198,228 Annual $71.12 $74.67 $78.40 $82.33 $86.44 $90.76 $95.30 Hourly

SECTION 4: 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 5: 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).

B. Classic Members - Employees Subject to the 2%@60 formula:

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Resolution No. 2026-XX Page 8 of 11
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 6. 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 , 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.

1206

Resolution No. 2026-XX Page 9 of 11
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 of being , 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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Resolution No. 2026-XX Page 10 of 11

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 7: 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 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 8. All resolutions and parts of resolutions in conflict herewith are hereby rescinded as of the effective dates of each salary table set forth herein.

PASSED AND ADOPTED this 1st day of September, 2026.

______________________________
John Stephens, Mayor

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Resolution No. 2026-XX Page 11 of 11
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 1
st day of September, 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 2
nd day of September, 2026.

______________________________
Brenda Green, City Clerk

1209
Resolution No. 2026-XX Page 1 of 3
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 June 2, 202 6, the City Cou ncil adopted Resolution No. 2026- 29 revising the pay ranges and benefits for job classifications in the Executive Salary Schedule; and
WHEREAS, the City Council desires to a mend Resolution No. 2026-29 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. T he 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. Th
e 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, 2026. The rate of pay for individual executives may be anywhere within the monthly minimum and maximum salary steps.

SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0209 Deputy Police Chief 857 $16,887 $17,731 $18,618 $19,549 $20,526 $21,552 $22,630 Monthly $202,644 $212,772 $223,416 $234,588 $246,312 $258,624 $271,560 Annual $97.43 $102.29 $107.41 $112.78 $118.42 $124.34 $130.56 Hourly ATTACHMENT 9
1210
Resolution No. 2026-XX Page 2 of 3

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 January 1, 2027. The rate of pay for individual executives may be anywhere within the monthly minimum and maximum salary steps.

SWORN DIVISION MANAGERS IN THE CLASSIFIED SERVICE
Class Class Title Grade Step
Code 1 2 3 4 5 6 7
0209 Deputy Police Chief 857 $17,225 $18,086 $18,990 $19,940 $20,937 $21,984 $23,083 Monthly $206,700 $217,032 $227,880 $239,280 $251,244 $263,808 $276,996 Annual $99.38 $104.34 $109.56 $115.04 $120.79 $126.83 $133.17 Hourly

SECTION 4. Except as modified by this Resolution, Resolution No. 2026-29 shall remain in full force and effect.

1211
Resolution No. 2026-XX Page 3 of 3

PASSED AND ADOPTED this 1st September, 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 Costa Mesa at a regular meeting held on the 1
st day of September, 2026, by the following roll call vote, to wit:

AYES: COUNCIL MEMBERS: BULEY, GAMEROS, PETTIS, CHAVEZ, AND STEPHENS.

NOES: COUNCIL MEMBERS: MARR AND REYNOLDS.

ABSENT: COUNCIL MEMBERS: NONE.

IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the City of Costa Mesa this 2
nd day of September, 2026.

______________________________
Brenda Green, City Clerk

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Resolution No. 2026-xx Page 1 of 2
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 January 20, 2026, the City Council adopted Resolution No. 2026- 07 revising the pay ranges for part-time job classifications; and WHEREAS, the City Council desires to amend Resolution No. 2026 -07 to revise the pay ranges for Reserve Senior Public Safety Dispatcher.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Costa Mesa as follows:

S
ECTION 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.

Class Class Title Salary Effective Step
Code Plan Date 1 2 3 4 5 6 7
0230 Reserve Senior Public 528 07/01/26 $39.06 $41.01 $43.06 $45.21 $47.47 $49.84 $52.33 Hourly Safety Dispatcher 07/01/27 $40.22 $42.23 $44.34 $46.56 $48.89 $51.33 $53.90 Hourly SECTION 2. Except as modified by this Resolution, Resolution No. 2026-07 shall remain in full force and effect.

P
ASSED AND ADOPTED this 1st day of September, 2026.
___
___________________________
John Stephens, Mayor
ATTACHMENT 10
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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 1
st day of September, 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 2
nd day of September, 2026.

__________________________
Brenda Green, City Clerk

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Resolution No. 2026-xx Page 1 of 4
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 WHEREAS, on January 20, 2026, the City Council adopted Resolution No. 2026- 08, increasing the payrate for un-represented Police Recruits; and WHEREAS, the City Council desires to repeal and replace Resolution No. 2026- 08 to revise the pay ranges for the classification specified herein: and NOW, 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, 2026, January 1, 2027, July 1, 2027, and January 1, 2028.

Effective Date: 07/01/26 01/01/27 07/01/27 01/01/28
Class Class Title Salary Grade Step Step Step Step
Code Plan 1 1 1 1
0709 Police Recruit PDR 575 $7,197 $7,339 $7,487 $7,635 Monthly $86,364 $88,068 $89,844 $91,620 Annual
$41.52 $42.34 $43.19 $44.05 Hourly
SECTION 2: The Police Recruit classification will maintain a 16.30% salary differential with Step 1 of the Police Officer classification.

ATTACHMENT 11
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Resolution No. 2026-xx Page 2 of 4

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. 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).

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).

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Resolution No. 2026-xx Page 3 of 4

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 its 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.

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Resolution No. 2026-xx Page 4 of 4

PASSED AND ADOPTED this 1st day of September, 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. 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
1st day of September, 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 2
nd day of September, 2026.

__________________________
Brenda Green, City Clerk

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