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OFFICE OF THE CITY ATTORNEY DAWN MCINTOSH, City Attorney 411 W. Ocean Boulevard, 9th Floor Long Beach, CA 90802 RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF LONG BEACH APPROVING A LETTER OF
AGREEMENT TO THE 2023-2026 MEMORANDUM OF
UNDERSTANDING WITH THE LONG BEACH
MANAGEMENT ASSOCIATION
WHEREAS, the City of Long Beach (“City”) desires to amend the Long Beach Management Association (“LBMA”) Memorandum of Understanding (“MOU”) to revise Appendix G – Sworn Management Provisions; and
WHEREAS, the proposed revisions provide the specifics for eligibility and compensation for the specialty pay for provisions appliable to sworn management classifications in the Police and Fire Departments; and WHEREAS, these revisions are intended to support compliance with a CalPERS audit finding regarding reportable compensation requirements for sworn management specialty pay provisions;
NOW, THEREFORE, the City Council of the City of Long Beach resolves as follows:
Section 1. The Letter of Agreement to amend 2023-2026 Memorandum of Understanding with the Long Beach Management Association to revise Appendix G – Sworn Management Provisions, attached hereto as Attachment “A”, is hereby authorized and approved.
Section 2. The City Manager is also authorized and directed to cause the preparation of amendments to the Long Beach Salary Resolution, if necessary, and to such other documents as may be necessary, to conform such resolution and documents to the provisions of the Memorandum of Understanding and this resolution, and to further cause such conforming amendments to be brought before the City Council and such Boards and
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OFFICE OF THE CITY ATTORNEY DAWN MCINTOSH, City Attorney 411 W. Ocean Boulevard, 9th Floor Long Beach, CA 90802 Commissions as may be required by law to act upon them, and the City Attorney is requested to cooperate fully with the City Manager in order to cause the required documents to be prepared as required by law and brought before the appropriate bodies.
Section 3. This resolution shall take effect immediately upon its adoption by the City Council, and the City Clerk shall certify the vote adopting this resolution.
I hereby certify that the foregoing resolution was adopted by the City Council of the City of Long Beach at its meeting of__________________________, 2026, by the following vote:
Ayes: Councilmembers:
Noes: Councilmembers:
Absent: Councilmembers:
Recusal(s): Councilmembers:
City Clerk
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OFFICE OF THE CITY ATTORNEY DAWN MCINTOSH, City Attorney 411 W. Ocean Boulevard, 9th Floor Long Beach, CA 90802 ATTACHMENT “A”
2026 LETTER OF AGREEMENT
BETWEEN THE CITY OF LONG BEACH AND
THE LONG BEACH MANAGEMENT ASSOCIATION
RE: SWORN MANAGEMENT PROVISIONS - REVISION
This Letter of Agreement is entered between the City of Long Beach (“City”) and the Long Beach Management Association (“LBMA”), (collectively “the Parties”).
WHEREAS, the Parties have entered into a Memorandum of Understanding (MOU) covering the period of October 1, 2023 to September 30, 2026, which includes sworn management provisions as indicated in Appendix G of the LBMA MOU (2023 – 2026).
WHEREAS, the LBMA MOU, Appendix G indicates the following:
A. Specialty Pay (Long Beach Police – Sworn Management)
Sworn Management staff of the Police Department shall be eligible for the same Marksmanship pay and Physical Fitness/Wellness pay provided to other sworn non - management employees of the department.
B. Specialty Pay (Long Beach Fire – Sworn Management)
Sworn Management staff of the Fire Department (including Marine Safety Chief) shall be eligible for the same Physical Fitness/Wellness pay provided to other sworn non - management employees of the department represented by FFA or LGA.
NOW THEREFORE, the Parties agree that the following language replaces Appendix G, Long Beach Police – Sworn Management Section A effective October 1, 2023:
Long Beach Police – Sworn Management
A. Specialty Pay
Skills and other pays will be separate from base pay and if reportable as special compensation, to the extent legally permitted under the California Code of Regulations or as determined by CalPERS or a court of competent jurisdiction, will be reported periodically as earned. All Educational Incentive items below have been determined to enhance employees’ ability to perform their job and are not minimum qualifications for any classifications. They are offered solely as incentives to enhance job related capabilities.
The applicable Department Head determines the courses, certificates, and degrees that enhance Department employees’ ability to do their job.
1) Physical Fitness / Wellness Pay: A voluntary Physical Fitness Program has been implemented by the Police Department and revised in 2002. Payment for the Physical Fitness Program will be made per pay period beginning in the first full pay period in December. The following sworn management classifications shall be eligible for the Physical Fitness and Wellness Program as follows:
Occupation Code Classification
A23NN Chief of Police
B15NN Deputy Chief of Police
BA8NN Police Commander
a. Physical Fitness Program Phases
There are two phases in the evaluation, and all sworn management classifications who volunteer to participate in the program shall complete Phase I (Medical) before they complete Phase II (Physical Fitness). They may participate in Phase I and opt out of Phase II, however, the potential monetary compensation increases for each event a sworn management employee completes.
1. Phase I – Medical
To participate in the program, sworn management employees shall have an annual physical examination completed by a physician to assess the required medical history categories. The employee shall submit the Physical Fitness Program Medical Report signed by the physician who conducted the examination to the Training Section Program Coordinator.
2. Phase II – Physical Fitness
Phase II is comprised of various events designed to assess the sworn management employee’s physical fitness level. They may participate in some or all of the events, which shall be proctored by the Program Coordinators. The Physical Fitness test consists of sit-ups, push-ups, flexibility and the 1.5 mile run.
3. Super Fit
Super Fit is an elite “all around” level of physical fitness worth an extra 100 points per year. A sworn management employee must attain at least an “excellent” level on all areas of Phase 1 and meet the Super Fit levels for all exercises in Phase II to earn the Super Fit incentive.
4. Total of All Incentives
A participating sworn management employee earning a maximum amount in Phase 1 (340 points) and earning the maximum amount in Phase II (450 points), will earn a total of 790 points, plus the Super Fit incentive of 100 points, for a total of 890 points.
2) Marksmanship Pay - The following sworn management classifications shall be eligible for marksmanship pay as follows:
Occupation Code Classification
A23NN Chief of Police
B15NN Deputy Chief of Police
BA8NN Police Commander
a. Sworn management employees who are required to attain a required degree of proficiency in marksmanship in the performance of their duties shall receive additional compensation as provided below:
Badges Annual Amount Pay Period Amount*
Marksman $48.00 per year $1.85 per pay period
Sharpshooter $96.00 per year $3.69 per pay period
Expert $192.00 per year $7.38 per pay period
Master $384.00 per year $14.77 per pay period
* This is calculated based on 26 pay periods.
b. Marksmanship badges will be issued based on the point system listed below:
Badges Point System
Marksman 80.0 to 84.9
Sharpshooter 85.0 to 89.9
Expert 90.0 to 94.9
Master 95.0 to 100
c. The Range Officer in charge of the qualification relay shall score the qualifying targets and forward the scores for audit and determination of the classification at the end of the January/February qualification period. The highest qualifying score during the shooting period of January/February will determine the classification for the year.
1. The Chief of Police or their designee shall set the qualifying schedule.
2. The additional compensation shall be paid and reported the first full pay period in March and ending in February of the following year.
3. Employees must retest every year according to the qualification schedule, to earn the additional compensation amount for that year.
4. The determination of the Chief of Police, or their designee, on all scoring is final and conclusive.
5. The City shall not be entitled to a refund in the event of separation from the department. For those who separate from the City, the remaining compensation earned will be paid in one lump sum.
6. Beginning in 2026, members who achieve marksmanship qualifications will be compensated starting the first full pay period in March.
7. The weapon used to qualify shall be an approved handgun as authorized by the Police Department.
3) Police Sworn Longevity Pay – Assistant Police Chief, Deputy Chiefs and Police Commanders shall be eligible for Longevity Pay from October 1, 2023 – November 17, 2023, as follows:
a. Five percent (5%) of 5th step Police Officer base hourly rate for fifteen (15) years of service as a Police Officer with the City of Long Beach;
b. An additional five percent (5%) of 5th step Police Officer base hourly rate for twenty (20) years of service as a Police Officer with the City of Long Beach;
c. Employees who transferred to the City as Police Officer-Lateral Entry or Police Officer - Entry Level with California law enforcement experience prior to Long Beach are eligible for longevity pay on a month for month basis if they have prior experience as a Highway Patrol Officer, Deputy Sheriff, Municipal Police Officer, or State Police Officer and possess a basic POST certificate issued by the State of California;
d. Employees who transferred to the City as Police Officer -Lateral Entry or Police Officer - Entry Level with law enforcement experience outside of California are eligible for longevity pay on a month for month basis if they possess a Basic Course Waiver (BCW) issued by the California Commission on Peace Officer Standards and Training and the experience is determined to be equivalent by the City Manager.
4) Police Sworn Education Pay - Assistant Police Chief, Deputy Chiefs and Police Commanders are eligible to receive the following additional compensation for the indicated degrees from a fully accredited college or university from October 1, 2023 – November 17, 2023:
Associates Degree
(or 60 units towards a BA/BS Degree)
2.75% of Step 5 Police Officer base pay
Bachelor’s Degree 5% of Step 5 Police Officer base pay
Master’s Degree 6.5% of Step 5 Police Officer base pay
The following terms and conditions shall apply to education pay:
a. The Education Pay shall commence upon submission of the highest degree earned to the department.
b. Bargaining unit members can receive only the highest level of education pay that they are entitled to.
c. There will be no combining of education pays.
d. Bargaining unit members may receive education and POST Management Certificate pay simultaneously.
5) POST Certificate Pay - Assistant Police Chief, Deputy Chiefs and Police Commanders who possess a POST Management Certificate are eligible to receive special pay of 7.5 percent of Step 5 Police Officer base pay per month from October 1, 2023 – November 17, 2023 . Those bargaining unit members who have a POST Management Certificate as of October 1, 2016, shall receive the POST Management skill pay as of that date. All other employees will receive the skill pay upon submission of their certificate to the department. Any compensation for lesser certification held prior to promotion to Police Commander will not be eligible.
NOW THEREFORE, the Parties agree that the following language replaces Appendix G, Long Beach Fire – Sworn Management Section A effective October 1, 2023:
Long Beach Fire – Sworn Management
A. Specialty Pay
Skills and other pays will be separate from base pay and if reportable as special compensation, to the extent legally permitted under the California Code of Regulations or as determined by CalPERS or a court of competent jurisdiction, will be reported periodically as earned. All Educational Incentive items below have been determined to enhance employees’ ability to perform their job and are not minimum qualifications for any classifications. They are offered solely as incentives to enhance job related capabilities.
The applicable Department Head determines the courses, certificates, and degrees that enhance Department employees’ ability to do their job.
1) Fire Sworn Wellness Incentive Program – The following sworn management classifications shall be eligible for the Wellness Program as follows:
Occupation Code Classification
A49NN Fire Chief
B20NN Deputy Fire Chief
A18NN Assistant Fire Chief
B61NN Marine Safety Chief
a. Employees who volunta rily participate and successfully completed all required components of the City’s approved Fire Wellness Certificate Program, which is solely as an incentive to enhance the employee’s ability to perform their duties, will receive a flat rate of $100 per month. This payment will be considered part of the total compensation formula.
To qualify, employees must complete all required components of the program, which include, but are not limited to: completing the program blood draw, completing registration, completing all components of the Fitness Assessment Test, completing the Workout Log, and attending all required program lectures. Employees must recertify each year. Payments begin in January of the calendar year following annual certification.
b. Employees who achieve the final achievement benchmarks of the agreed upon Wellness Program will receive an additional $100 per month. Employees must requalify each year meeting benchmarks in bloodwork, resting Blood Pressure, Flexibility, Muscular Fitness, Graded Exercise Test, and Longevity. Payments begin in January of the calendar year following annual benchmark achievement.
c. The maximum total wellness payment for any employee is $200 per month for meeting benchmarks in both wellness certificate and final benchmark achievement.
1) Fire Sworn Longevity Pay - Assistant Fire Chiefs and Deputy Fire Chiefs shall be eligible for Longevity Pay from October 1, 2023 – November 17, 2023, as follows:
a. Five percent (5%) of top step Firefighter base hourly rate for ten (10) years of service as a Firefighter with the City of Long Beach;
b. An additional five percent (5%) of top step Firefighter base hourly rate for fifteen (15) years of service as a Firefighter with the City of Long Beach; c. An additional five percent (5%) of top step Firefighter base hourly rate for twenty (20) years of service as a Fire Fighter with the City of Long Beach.
d. Employees who have prior firefighting experience, as fulltime career sworn firefighters equivalent to that of the Firefighter, Fire Engineer, Fire Boat Pilot, Battalion Chief, and Fire Captain classifications, are eligible for credit for longevity pay, as described in Section A (1) a., b., and c., for each full month worked. Credit will be given for prior experience as a firefighter with the State of California, a California city or county fire department or fire protection district, or other firefighting experience as determined by the City Manager to be equivalent . Additionally, the City agrees that full-time service by an employee with the City of Long Beach in a capacity other than as a Firefighter shall constitute service credit in determining eligibility for Longevity pay under this section.
2) Fire Sworn Education Pay - Deputy Fire Chiefs, Assistant Fire Chiefs, and the Marine Safety Chief who possess a Bachelor Degree from an accredited institution shall be compensated Education Pay in the amount of 7.51% of a top step Firefighter from October 1, 2023 – November 17, 2023 . The Education Pay shall commence upon submission of the bachelor’s degree to the department.
This Letter of Agreement shall not change any Memorandum of Understanding (MOU) provisions other than as outlined above.
IT IS SO AGREED:
FOR THE CITY OF LONG BEACH: FOR THE LONG BEACH MANAGEMENT ASSOCIATION:
Thomas B. Modica Michael Goldschmidt
City Manager LBMA President
Date Date Date
8/12/2026
8/13/2026