15 September 8, 2026
Honorable Mayor and City Council
City of Long Beach
California
RECOMMENDATION:
Recommendation to adopt a Resolution approving a Letter of Agreement to the 2023- 2026 Memorandum of Understanding with the Long Beach Management Association (LBMA) to revise sworn management specialty pay provisions in Appendix G. (Citywide)
DISCUSSION
The City of Long Beach (City) intends to amend the 2023–2026 Memorandum of Understanding (MOU) with the Long Beach Management Association (LBMA) through a Letter of Agreement (LOA) to revise Appendix G – Sworn Management Provisions. The proposed revisions provide the specifics for eligibility and compensation for the specialty pay provisions applicable to sworn management classifications in the Police and Fire Departments, whereas they were previously referred broadly to these classifications being eligible for these same provisions as the sworn non-management employees of their departments. These revisions are intended to support compliance with a CalPERS audit finding regarding reportable compensation requirements for sworn management specialty pay provisions. The City has reached agreement with LBMA to amend the MOU through this LOA. These changes are effective October 1, 2023, unless otherwise noted in the LOA.
The revisions include the following:
Appendix G – Police Sworn Management
oReplaced the existing Specialty Pay section with updated language outlining general provisions applicable to all skills and other pays, including CalPERS reporting language.
oRevised the Physical Fitness/Wellness Program provisions to stipulate the program phases, participation requirements, incentive calculations, payment procedures, and the Super Fit incentive for eligible sworn management employees. oRevised Marksmanship Pay provisions to stipulate the eligibility, compensation amounts, qualification procedures, payment timing, and annual recertification requirements.
oCodifies Longevity Pay, Education Pay, and POST Management Certificate Pay provisions are applicable from October 1, 2023, through November 17, 2023, which is the period after which this MOU was effective and until these provisions were eliminated to implement a supervisory differential program.
Human Resources
411 West Ocean Boulevard, 10th Floor, Long Beach, CA 90802 (562) 570-6621
Honorable Mayor and City Council
September 8, 2026
2 3
4 7
Appendix G – Fire Sworn Management
oReplaced the existing Specialty Pay section with updated language outlining general provisions applicable to all skills and other pays, including CalPERS reporting language.
oRevised the Fire Wellness Incentive Program provisions to stipulate eligibility, achievement benchmarks, and monthly incentive payments. oCodifies Longevity Pay and Education Pay provisions are applicable from October 1, 2023, through November 17, 2023, which is the period after which this MOU was effective and until these provisions were eliminated to implement a supervisory differential program.
This Letter of Agreement does not modify any other provisions of the 2023–2026 LBMA MOU.
This matter was reviewed by Assistant City Attorney Gary J. Anderson on August 14, 2026, and by Budget Manager Rebecca Bernstorff on August 19, 2026.
TIMING CONSIDERATIONS
City Council action is requested on September 8, 2026, to ensure timely implementation of the requested changes on the applicable effective dates.
FISCAL IMPACT
There is no fiscal impact as the changes to the aforementioned skill and other pays reflect clarifying language in response to an audit finding from CalPERS. This recommendation has no staffing impact beyond the normal budgeted scope of duties and is consistent with existing City Council priorities. There is no local job impact associated with this recommendation.
SUGGESTED ACTION:
Approve recommendation.
Respectfully submitted,
Bryce Tyler
Director
Human Resources
ATTACHMENT - Resolution