The City of Manhattan Beach
And the
Manhattan Beach Firefighters’ Association
Last, Best and Final Offer - April 10, 2022
Article # Subject Proposal
3 Term One year from Council approval of the MOU.
9 Salary Salary Increases:
3.0% effective the beginning of the pay period
following Council approval.
9 Salary Classifications and Salary Structure: See attached schedule, which includes the 3% increase above and the provision o f an expanded step schedule . The “ Base Salary ” with out paramedic pay is attached for reference/calculation
purposes, but the City intends for all employees to continue to be paramedics (see below).
Employees hired after January 1, 2022 will be placed
on the “new employee” salary schedule (attached).
Employees hired after January 1, 2022 will be placed
in the non -paramedic classifications of Firefighter,
Fire Engineer and Fire Captain, and eligible for
Paramedic Pay as described below.
Employees hired after January 1, 2022 who are promoted to the rank/classification of Fir e Engineer or Fire Captain shall move to the step in their new rank/classification that results in their receipt of an increase in compensation (but no higher than the top step of the new classification) by considering both their base pay and paramedic pay at the time of promotion.
10 Paramedic Compensation All employees are required to maintain their Paramedic License. Employees hired after January 1, 2022 shall receive the pay as follows (per attached salary schedule):
Firefighter: 18.1%
Fire Engineer: 13%
Fire Captains: 8%
12 Fire Marshal and Fire
Inspector
Fire Marshal and Fire Inspector will become civilian on J uly 1, 2022 or as soon thereafter as the City is able to hire civilian employees for these new classifications. The existing
employees in these assignments would go back to their
suppression assignments (These employees would fill in on a suppression shift for long-term IOD vacancies until staffing returns to full-time complement of 24 through attrition).
16 Longevity Pay Employees hired on or after J anuary 1, 202 2 will receive Longevity Pay as follows:
15 years (5%)
20 years (10%)
25 years (15%)
20 Training Each employee will continue to have the option to select and attend a minimum of one voluntary Fire Service -related training class per year at City expense. However, if the course overlaps with a scheduled work shift, approval for the course will depend on if the employee is able to shift trade.
This will enable voluntary training to continue without the City incurring overtime for the backfill of the suppression shift.
22 Holiday Leave Effective July 1, 2022, employees will not receive additional holiday hours to be available to be used as leave . Instead, employees assigned suppression will be paid 10 hours of holiday-in-lieu pay for each of the following holidays as they occur:
1. New Years Day
2. Martin Luther King Jr. Day
3. Presidents Day
4. Memorial Day
5. Fourth of July
6. Labor Day
7. Columbus Day
8. Veterans Day
9. Thanksgiving Day
10. Christmas Day
Holiday-in-Lieu Pay is not included in the regular rate of pay.
Any employee assigned to work a 4/10 schedule will take the holiday off as observed (or receive a floating holiday if it is on a day that is not observed by the City).
23 Vacation Only one employee per shift will be permitted to use vacation. This is in addition to the use of holiday leave provided in Article 22. Additionally, employees are required to request vacation in writing and it must be approved in writing before it can be taken.
Notwithstanding the previous paragraph, employees are
currently and will remain permitted to substitute (i.e., shift trade per section 7(p) of the FLSA) on any shifts. This will enable employees to get time off that they want without their leave causing t he shift to be worked on an overtime
basis. The substitution must be voluntary between both employees.
23 Vacation Effective in December 202 2 for a 202 3 cash-out, and for future years as well, employees will be provided with the ability to irrevocably el ect to cash out up to the maximum amount of vacation that they can earn in the following
calendar year. The irrevocable election must be made by December 15 of each calendar year.
PREVIOUS TENTATIVE AGREEMENT 5/18/21
26(a)(3) Insurance Effective at the beginning of the pay period following City Council approval of the MOU, employees opting out of
health insurance who would have otherwise been eligibl e for either single or employee plus one medical coverage will receive $2,700 per year ($103.85 per pay p eriod), paid biweekly as part of payroll. Employees opting out of health insurance who would have otherwise been eligible for family medical coverage (employee plus 2 or more qualified
dependents) will receive an opt-out incentive of $5,400 per year ($207. 69 per pay period), paid biweekly as part of payroll. This opt-out amount is taxable income and will not be considered compensation earnable (meaning it does not qualify as “special compensation” under the CalPERS
regulations) as it is not part of payrate.
TENTATIVE AGREEMENT 5/18/21
30 Sick Leave Conversion Effective July 1, 2022, this provision is eliminated. 37 Constant Staffing The current constant staffing of eight (8) suppression personnel per shift will be a minimum constant staffing number, rather than a prescribed, staffing number. Proposal removing the limitation on hiring additional fire employees to ensure the City is able to increase staffing levels as warranted.
43 Physical Exam Program The City proposes to maintain the reopener on this Article currently included in Article 3 of the MOU.
TENTATIVE AGREEMENT 5/18/21
Overtime The City proposes to maintain the reopener on this Article currently included in Article 3 of the MOU.
TENTATIVE AGREEMENT 4/4/22
Alternate Dispute
Resolution (ADR) Carve
Out Agreement
Accept Association’s proposal for a reopener on the
Alternate Dispute Resolution (ADR) Carve out Agreement.
TENTATIVE AGREEMENT 6/18/21
FIREFIGHTER/PARAMEDIC
1 2 3 4 5 6 7
Firefighter/Paramedic
(Current Employees)8,225 8,637 9,069 9,521 9,998
Firefigher (Base Salary*) 6,987 7,214 7,449 7,691 7,941 8,199 8,466 *Included for reference Firefighter w/ Paramedic
New Employees hired after
1/1/22 who promote in the
future
8,252 8,521 8,798 9,083 9,379 9,683 9,998
FIRE ENGINEER/PARAMEDIC
1 2 3 4 5
Fire Engineer
(Base Salary*)9,006 9,231 9,462 9,698 9,941 *Included for reference Fire Engineer/Paramedic
(Current Employees**)10,640 10,906 11,178 11,458 11,744 Fire Engineer w/ Paramedic
New Employees hired after
1/1/22 who promote in the
future
10,176 10,431 10,692 10,959 11,233 Includes 13% Paramedic Pay
FIRE CAPTAIN/PARAMEDIC
1 2 3 4 5
Fire Captain
(Base Salary*)10,479 10,741 11,010 11,285 11,567 *Included for reference Fire Captain/Paramedic
(Current Employees**)12,384 12,694 13,011 13,337 13,670 Fire Captain w/Paramedic
New Employees hired after
1/1/22 who promote in the
future
11,317 11,600 11,890 12,188 12,492 Includes 8% Paramedic Pay **This includes current employees who
promote to this rank in the future.
**This includes current employees who
promote to this rank in the future.
MBFA - SALARY SCHEDULE AND STEP PROPOSAL
Salary includes 3% increase effective following Council Approval Higher starting salary and
same top step as current
Firefighter/Paramedics;
Includes 18.1% Paramedic
Pay
This salary schedule will be phased out after all
existing employees reach the top step