HomeMy WebLinkAbout2026-04 - CMU Classifications and Pay RangesRESOLUTION N0. 2026-04
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF COSTA MESA,
CALIFORNIA, REVISJhjG THE PAY RANGES AND BENEFITS FOR
CLASSIFICATIONS IN THE CONFIDENTIAL MANAGEMENT UNIT
THE CITY COUNCIL OF THE CIT/ OF COSTA MESA, CALIFORNIA HEREBY
FINDS, DETERMINES, AND'DECLARES AS FOLLOWS:
WHEREAS, the City Council previously adopted Resolution No. 2024-50, revising
the pay ranges and benefits for job classifications in the Confidential Management Unit;
and
WHEREAS, the City Council desires to repeal and replace Resolution No. 2024-
50 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 C.alifornia Government Code (section 3500, et seq.), defines
"Employee, Confidential" as any employee whose normal duties would give the employee
access to decisions or the decision-making processes of the City concerning any matters
relating to employer-employee relations; and said Resolution sets forth the "Policy and
Standards for Determination of Appropriate Units", including the provision that confidential
responsibilities are determining factors in establishing appropriate units. Accordingly,
specific positions have been determined by the City Manager (Employee Relations
Officer) as having access to or preparing confidential materials and/or information and/or
recommendations on behalf of the City in matters relating to employer-employee relations
and are included in this Confidential Management Unit.
SECTION 2. The following positions in the Office of the City Manager, Finance
Department and Information Technology Department, placed under the Confidential
Management Unit Salary Schedule, are hereby revised to reflect the salary ranges and
monthly rates of pay specified, effective the pay period that includes July 1, 2024. The
monthly rate of pay may also be in increments between the monthly minimum and
maximum pay step.
Class ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0068 AssistantFinanceDirector 750 $13,007 $13,657 $14,340 $15,057 $15,810 $16,601 $17,431 Monthly
$156,084 $163,884 $172,080 $180,684 $189,720 $199,212 $209,172 Annual
$75.04 $78.79 $82.73 $86.87 $91.21 $95.78 $100.56 Hourly
0092 AssistanttotheCityManager 896 $9,783 $10,272 $10,786 $11,325 $11,891 $12,486 $13,110 Monthly
$117,396 $123,264 $129,432 $135,900 $142,692 $149,832 $157,320 Annual
$56.44 $59.26 $62.23 $65.34 $68.60 $72.03 $75.63 Hourly
Resolution No. 2026-04 Page I of 12
Class ClassTitle Grade Step
Code I 2 3 4 5 6 7
0059 BudgetandPurchasingManager 740 $10,640 $11,172 $11,731 $12,318 $12,934 $13,581 $14,260 Monthly
$127,680 $134,064 $140,772 $147,816 $155,208 $162,972 $171,120 Annual
$61.38 $64.45 $67.68 $71.07 $74.62 $78.35 $82.27 Hourly
0023 CityClerk 892 $11,395 $11,965 $12,563 $13,191 $13,851 $14,544 $15,271 Monthly
$136,740 $143,580 $150,756 $158,292 $166,212 $174,528 $183,252 Annual
$65.74 $69.03 $72.48 $76.10 $79.91 $83.91 $88.10 Hourly
0171 FinanceManager 727 $11,395 $11,965 $12,563 $13,191 $13,851 $14,544 $15,271 Monthly
$136,740 $143,580 $150,756 $158,292 $166,212 $174,528 $183,252 Annual
$65.74 $69.03 $72.48 $76.10 $79.91 $83.91 $88.10 Hourly
0090 HumanResourcesManager 748 $11,767 $12,355 $12,973 $13,622 $14,303 $15,018 $15,769 Monthly
$141,204 $148,260 $155,676 $163,464 $171,636 $180,216 $189,228 Annual
$67.89 $71.28 $74.84 $78.59 $82.52 $86.64 $90.98 Hourly
0047 lnformationTechnology 741 $12,368 $12,986 $13,635 $14,317 $15,033 $15,785 $16,574 Monthly
Manager $148,416 $155,832 $163,620 $171,804 $180,396 $189,420 $198,888 Annual
$71.35 $74.92 $78.66 $82.60 $86.73 $91.07 $95.62 Hourly
SECTION 3. The following positions of the Office of the City Manager, Finance
Department and Information Technology Department, placed under the Confidential
Management Unit Salary Schedule, are hereby revised to reflect the salary ranges and
monthly rates of pay specified, effective the pay period that includes July 1, 2025. The
monthly rate of pay may also be in increments between the monthly minimum and
maximum pay step.
Class ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0068 AssistantFinanceDirector 750 $13,495 $14,170 $14,879 $15,623 $16,404 $17,224 $18,085 Monthly
$161,940 $170,040 $178,548 $187,476 $196,848 $206,688 $217,020 Annual
$77.86 $8175 $85.84 $90.13 $94.64 $99.37 $104.34 Hourly
0092 AssistanttotheCityManager 896 $10,150 $10,657 $11,190 $11,750 $12,337 $12,954 $13,602 Monthly
$121,800 $127,884 $134,280 $141,000 $148,044 $155,448 $163,224 Annual
$58.56 $61.48 $64.56 $67.79 $71.18 $74.73 $7B.47 Hourly
0059 BudgetandPurchasmgManager 740 $11,039 $11,591 $12,171 $12,780 $13,419 $14,090 $14,795 Monthly
$132,468 $139,092 $146,052 $153,360 $161,028 $169,080 $177,540 Annual
$63.69 $66.87 $70.22 $73.73 $77.42 $81.29 $85.36 Hourly
0023 CityClerk 892 $11,823 $12,414 $13,035 $13,687 $14,371 $15,090 $15,844 Monthly
$141,876 $148,968 $156,420 $164,244 $U2,452 $181,080 $190,128 Annual
$68.21 $71.62 $75.20 $78.96 $82.91 $87.06 $91.41 Hourly
Resolution No. 2026-04 Page 2 of 12
Class ClassTitle Grade Step
Code 'l 2 3 4 5 6 7
0171 FinanceManager 727 $11,823 $12,414 $13,035 $13,687 $14,371 $15,090 $15,844 Monthly
$141,876 $148,968 $156,420 $164,244 $172,452 $181,080 $190,128 Annual
$68.21 $71.62 $75.20 $78.96 $82.91 $87.06 $91.41 Hourly
0090 HumanResourcesManager 748 $12,208 $12,818 $13,459 $14,132 $14,839 $15,581 $16,360 Monthly
$146,496 $153,816 $161,508 $169,584 $178,068 $186,972 $196,320 Annual
$70.43 $73.95 $77.65 $81.53 $85.61 $89.89 $94.38 Hourly
0047 Information Technology Manager 741 $12,831 $13,473 $14,147 $14,854 $15,597 $16,377 $17,196 Monthly
$153,972 $161,676 $169,764 $178,248 $187,164 $196,524 $206,352 Annual
$74.03 $77.73 $81.62 $85.70 $89.98 $94.48 $99.21 Hourly
SECTION 4. The following positions of the Office of the City Manager, Finance
Department and Information Technology Department, placed under the Confidential
Management Unit Salary Schedule, are hereby revised to reflect the salary ranges and
monthly rates of pay specified, effective the pay period that includes July 1, 2026. The
monthly rate of pay may also be in increments between the monthly minimum and
maximum pay step.
Class ClassTitle Grade Step
Code 1 2 3 4 5 6 7
0068 AssistantFinanceDirector 750 $13,969 $14,667 $15,400 $16,170 $16,978 $17,827 $18,718 Monthly
$167,628 $176,004 $184,800 $194,040 $203,736 $213,924 $224,616 Annual
$80.59 $84.62 $88.85 $93.29 $97.95 $102.85 $107.99 Hourly
0092 AssistanHotheCityManager 896 $10,506 $11,031 $11,583 $12,162 $12,770 $13,408 $14,078 Monthly
$126,072 $132,372 $138,996 $145,944 $153,240 $160,896 $168,936 Annual
$60.61 $63.64 $66.83 $70.17 $73.67 $77.35 $81.22 Hourly
0059 BudgetandPurchasingManager 740 $11,428 $11,999 $12,599 $13,229 $13,890 $14,584 $15,313 Monthly
$137,136 $143,988 $151,188 $158,748 $166,680 $175,008 $183,756 Annual
$65.93 $69.23 $72.69 $76.32 $80.13 $84.14 $88.34 Hourly
0023 CityClerk 892 $12,237 $12,849 $13,491 $14,166 $14,874 $15,618 $16,399 Monthly
$146,844 $154,188 $161,892 $169,992 $178,488 $187,416 $196,788 Annual
$70.60 $74.13 $77.83 $81.73 $85.81 $90.10 $94.61 Hourly
0171 FinanceManager 727 $12,237 $12,849 $13,491 $14,166 $14,874 $15,618 $16,399 Monthly
$146,844 $154,188 $161,892 $169,992 $178,488 $187,416 $196,788 Annual
$70.60 $74.13 $77.83 $81.73 $85.81 $90.10 $94.61 Hourly
0090 HumanResourcesManager 748 $12,636 $13,268 $13,931 $14,628 $15,359 $16,127 $16,933 Monthly
$151,632 $159,216 $167,172 $175,536 $184,308 $193,524 $203,196 Annual
$72.90 $76.55 $80.37 $84.39 $88.61 $93.04 $97.69 Hourly
Resolution No. 2026-04 Page 3 of 12
Class Class Title
Code
0047 Information Technology Manager
Grade
741
1
$13,281
$159,372
$76.62
2
$13,945
$167,340
$80.45
3
$14,642
$175,704
!5B4.47
5 6 7
$15,374 $16,143 $16,950 $17,798 Monthly
$184,488 $193,716 $203,400 $213,576 Annual
$88.70 $93.13 $97.79 $102.68 Hourly
SECTION 5. The City of Costa Mesa has contracted with the California Public
Employees Retirement System (CalPERS) to provide retirement benefits to eligible City
employees.
5.1 CalPERS - MISCELLANEOUS MEMBERS
Employees covered by this resolution who do not meet the definition of "new
member" under the California Public Employees' Pension Reform Act of 2013
(PEPRA) (those unit members shall be referred to as "classic members") are
enrolled in either the CalPERS retirement plan provided for by Government
Code section 21354.4, and commonly referred to as the 2.5% at age 55
retirement plan ("tier 1 "), or the 2% at 60 formula provided for by Government
Code section 21353 ("tier 2").
A. Classic Members:
Effective April 16, 2017, the total contribution for tier 1 (2.5% @ 55) unit
members will be 12% of compensation earnable, inclusive of statutory
employee contributions and all cost sharing. The total contribution for tier
2 (2% @ 60) unit members will be 10% of compensation earnable,
inclusive of statutory employee contributions and all cost sharing.
Effective the pay period that includes July 1, 2023, classic member
employees subject to the 2.5% @ 55 formula shall have their cost sharing
per Government Code section 20516(a) reduced by 1.469% for a net
contribution of one percent (1%) and cost sharing pursuant to section
2051 6(f) W!11 be reduced from 1.531 % 0 0%.
Effective the pay period that includes July 1, 2023, classic member
employees subject to the 2% @ 60 formula shall have their cost sharing
per Government Code section 20516(f) reduced by 1% for a net
contribution of two percent (2%).
B. New Members: Under PEPRA (see section 5.2 below):
Effective April 16, 2017, the total contribution for PEPRAtier 3 (2% @ 62)
unit members will be 9% of pensionable compensation, inclusive of
statutory employee contributions and cost sharing.
Resolution No. 2026-04 Page 4 of 12
5.2 THE CALIFORNIA PUBLIC EMPLOYEES' PENSION REFORM ACT OF 2013
(PEPRA)
As it may from time to time exist, the PEPRA shall in its entirety be given full
force and effect. PEPRA includes, but is not limited to, the provisions
described below:
Members hired on and after January 1, 2013, deemed to be a "new member"
as defined in Government Code section 7522.04, shall individually pay an
initial Member CALPERS contribution rate of 50% of the normal cost rate for
the Defined Benefit Plan in which said "new member" is enrolled, rounded to
the nearest quarter of 1 %, or the current contribution rate of similarly situated
employees, whichever is greater.
Members who are "new members" on and affer January 1, 2013, shall be
enrolled in the PEPRA provided for 2% @ 62 retirement formula for
miscellaneous employees (Govt. Code section 7522.20).
Members who are "new members" on and affer January 1, 2013, shall have
"final compensation" measured by the highest average annual pensionable
compensation earned by the member during a period of at least 36
consecutive months (section 7522.32.), and their retirement benefits shall be
calculated based on "pensionable compensation" (section 7522.10) rather
than "compensation earnable" (section 20636).
SECTION 6. Employees covered by this resolution shall be provided with a $75
monthly technology allowance. The City Manager has the sole discretion to grant, modify
or deny an allowance for employees covered by this resolution.
SECTION 7. Employees including employees who meet the Department/City
established standards and are routinely and consistently assigned to communicate in
Spanish, Vietnamese, American Sign Language (ASL) and any other language approved
by the City Manager shall receive two and one-half percent (2.5%) or five percent (5%)
of the top step base salary and paid on a bi-weekly basis pursuant to subsections A or B
below. The compensation in this section is special compensation and shall be reported
as bilingual premium pursuant to Title 2 California Code of Regulations, sections 57'l and
571.1.
A. The following standard of spoken
Language is followed for the 2.5%
Spanish, Vietnamese, or American Sign
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.
Resolution No. 2026-04 Page 5 of 12
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.
2. Core vocabulary of 600-1200 words.
3. Exhibits good pronunciation, stress, and intonation skills as judged by
the ability to be understood with little repetition or confusion by native
speaker.
4. Ability to interview the victim of a crime or accident or other situation
involving a native speaker and conduct simple interrogations and
investigations which could be of a life or death nature.
5. Ability to understand description, narration, main ideas and details on a
variety of topics beyond the immediate situation.
SECTION 8. The following are the eleven (11 ) designated observed holidays:
New Year's Day - January Is'
Martin Luther King, Jr - 3rd Monday in January
President's Day - 3rd Monday in February
Memorial Day - Last Monday in May
Juneteenth Day - June 1 9'h
Independence Day - 4'h of July
Labor Day - 1st Monday in September
Veteran's Day - November 1 l'h
Thanksgiving Day - 4'h Thursday in November
Day after Thanksgiving - Day after the 4'h Thursday in November
Christmas Day - December 25'h
Resolution No. 2026-04 Page 6 of 12
In the event any of the above holidays fall on Saturday, the preceding Friday (or Thursday
if the preceding Friday is a closure day) will be observed. In the event any of the above
holidays fall on Sunday, the following Monday will be observed.
A. In addition to the eleven (11) holidays above, employees receive sixteen (16)
floating holiday hours. Employees may schedule with their supervisor any time
during the year to use the floating holiday hours. At the end of the calendar
year, any remaining holiday hours will be cashed out. Employees hired affer
January Ist of each year are eligible for the 16 hours of floating holiday pay on
a pro-rata basis during the calendar year based on the established City holiday
schedule. If an employee separates from the service of the City and has used
or been paid for floating holiday pay in advance of Lincoln's Birthday and/or
California Admission Day, the City will deduct the cash value for the floating
holiday benefits paid, but unearned, from the final paycheck.
B. In order to be eligible for holiday pay for the eleven holidays above, an
employee must either work or be on paid status the day immediately before, or
affer the holiday if scheduled.
C. All employees who receive time off for the above listed holidays shall receive
full pay.
SECTION 9. The City shall contribute an amount toward the flexible benefit plan
bucket for the payment of premiums for affected employees and dependents based upon
the following criteria:
* Full family coverage for the PERS Platinum medical plan (or equivalent PERS
PPO 90/10 plan) under the California Public Employees' Retirement System
(CALPERS) health insurance programs
* Full family coverage for the Dental Indemnity plan
* Full premium payment for Life Insurance
* Long Term Disability premium will be based upon the top step salary of the
highest-salaried Division Manager within the classified service
Any amounts necessary to maintain benefit premiums in excess of the City
contribution specified above shall be borne entirely by the executive employee.
SECTION 10. Employees covered by this resolution shall accrue vacation leave
at the following rates and shall be capped at the following maximum levels:
Years of Service
1-2
3-4
5-9
10-14
15-19
20+
Annual Accrual 40-Hour
92
116
140
164
188
212
Maximum Accrual 40-Hour
184
232
280
320
320
320
Resolution No. 2026-04 Page 7 of 12
Vacation Leave Cash-Outs - Each fiscal year, employees will have the following cash-
out options: I ) One eighty (80) hour cash-out any time during the fiscal year, regardless
of the employee's maximum accrual and regardless of the employee's Vacation Leave
usage; and, 2) Up to four cash-outs per fiscal year, any time during the fiscal year
(irrespective of quarter), based on a "2 for 1 " usage ratio, up to a maximum of 80-hours
for each cash out. For example, if an employee uses 10 hours of Vacation Leave, the
employee could cash out up to 20 hours of Vacation Leave; in order for an employee to
cash-out the maximum of 80-hours Vacation Leave, the employee would need to use 40
hours of Vacation Leave.
Vacation Leave Cash-Out for 2026 and Thereaffer - On or before December 31 of each
calendar year, an employee may make an irrevocable election to cash out up to 212 hours
of vacation leave which will be earned in the following calendar year at the employee's
base rate of pay as follows:
An employee can cash out vacation during any quarter of the following year as long as
on the date(s) chosen for cash out the employee has earned at least the amount of
vacation he/she chooses to cash out. Employees who made an irrevocable election to
cash out vacation (up to a maximum of 212 hours for the year) shall choose to be paid
out during one or more of the following payroll periods:
* Payroll period which includes April 1 st
* Payroll period which includes July 1st
* Payroll period which includes October Ist
* Final Payroll period of the calendar year.
Employees will notify the Human Resources Division of which quarter(s) they wish their
cash outs to be paid by the payroll deadlines as set by the Finance Department and
Human Resources Division. Any remaining elected vacation hours that have not been
previously paid out during the year will be paid out on the final payroll period of the
calendar year.
All employees who are at the Maximum Accrual Level or who may reach the Maximum
Accrual Level shall utilize the "Cash-Out" and/or 'Vacation Leave" options so as to NOT
exceed the Vacation Accrual Ceiling. Other than exceptions granted based upon City
and/or Departmental needs as approved by both the Department Director and the City
Manager there will no other cash-out of Vacation Leave time beyond the Maximum
Accrual rates that have been established.
SECTION 11. Employees covered by this resolution shall accrue 3.69 hours of sick leave
per pay period into a Primary Sick Leave Bank. Employees may accrue up to 480 hours
of sick leave in a Primary Sick Leave Bank.
When an employee has 480 hours of sick leave in their Primary Sick Leave bank, their
pay period accrual will be distributed in the following manner:
Resolution No. 2026-04 Page 8 of 12
A. At the employee's option, one-half of the benefit will be:
1. Paid as monetary compensation to the employee at the employee's then
current hourly base rate of pay or,
2. Converted into vacation hours. If this option is chosen, the employee
cannot accrue more than the maximum vacation hours as provided in
the vacation hours article of this MOU.
B.The remaining one-half benefit will be placed in the employee's Secondary
Sick Leave Bank.
If an employee has a Secondary Sick Leave Bank, the first 40 hours of sick leave used
per calendar year must be from this bank. Hours in this bank may also be used in the
event of a verified non-industrial disability which has resulted in an absence from duty of
at least 60 consecutive calendar days. In this event, sick leave in the Secondary Sick
Leave Bank may be used for additional consecutive absences resulting from the disability;
or it may be used to supplement LTD payments (so that the employee receives his/her
full compensation) should the employee qualify for long term disability benefits.
Additionally, an amount of sick leave equal to the hours used from the Primary Bank for
said disability (i.e., if an employee is out for at least 60 days) may be transferred from the
Secondary Bank to the Primary Bank provided that such transfer shall not result in there
being in excess of 480 hours in the Primary Bank.
At the time of separation from the City, (unless terminated for cause) with a minimum of
20 years of continuous service, including/or if separation is by retirement (defined as
having applied for retirement benefits from CalPERS), the employee shall have the option
of:
A.Being paid at his/her then current hourly rate for one-half of the sick leave
accrued in both his/her Primary Sick Leave Bank, and Secondary Sick
Leave Bank and the remaining one-half will be applied towards his or her
service credit, or,
B.The employee can choose to apply all credited time (both Banks) towards
his or her service credit.
SECTION 12. Effective December 24, 2017, the City shall grant Executive Leave
to confidential management personnel not to exceed forty (40) hours per year. The City
Manager may grant up to an additional forty (60) hours of Executive Leave.
SECTION 13. Pursuant to the Executive Professional Development
Reimbursement Program, the City agrees to reimburse Confidential Management
employees up to $1,300 per fiscal year for activities, materials, equipment or fees that
will aid in their individual professional development or support employee wellness, mental
and physical health. The intent of this program is to encourage and recognize executive
staff for pursuing educational, professional or community-oriented activities, enhancing
job skills and expertise, and/or purchasing materials/equipment, which improve the
Resolution No. 2026-04 Page 9 of 12
executive's performance and well-being. These activities, materials, equipment or fees
are intended to be beyond what is budgeted for individuals through the annual budget
cycle. The reimbursement options available include the following:
* Professional memberships, licenses and certificates that are job-related
* Professional conferences that are job-related including fees and other
expenses while attending
* Membership dues in community organizations relevant to the executive's job
assignment
* Purchase of job-related professional journals, periodicals, books or other
written materials which further knowledge or improvement of effectiveness in
performance of duties
* Education fees that exceed the City's annual$l,250 tuition reimbursement limit
* Activities, materials, equipment or fees that promote employee wellness,
mental and physical health
* Direct purchase of qualifying computer equipment defined in Administrative
Regulation 2.29
The Department Director and Assistant City Manager must approve participation
in the activities and/or purchase of the materials/equipment in advance. Claims for
reimbursement must be accompanied by documentation that an eligible expense has
been incurred during the fiscal year for the executive employee only. Employee may not
request reimbursement for any activities, materials, equipment or fees that have already
been reimbursed through a Flexible Spending Account, Health Savings Account or similar
program. Any portion of the reimbursement amount not incurred within the fiscal year
shall remain City funds unless prior approval has been received by the City Manager.
Requests to carry forward unencumbered amounts to the next fiscal year must receive
approval by the City Manager prior to the end of the fiscal year. All payments will be in
the form of reimbursement and no executive employee will directly receive cash for this
benefit. Reimbursements, which are subject to taxation, will be processed through the
payroll system. The Finance Department shall administer this program in accordance with
the stated purpose and will provide the appropriate forms and procedures. This
reimbursement program does not prohibit individual departments from continuing to
budget funds for executive staff attendance at professional conferences and seminars,
for the payment of professional membership dues, and/or for the purchase of books,
journals and written materials that are job-related and will enhance an executive's
knowledge or expertise.
SECTION 14. The 401(a) deferred compensation plan provides executives with
another tax-deferred savings plan for future financial planning. The City will provide a
0.5% per pay period employer contribution for any executive whose management group
elects to participate in the 401 (a) plan. The employer contribution will be reflected in that
executive's annual total compensation calculation. However, the City will not provide an
employer contribution to the current 457 deferred compensation plan and the executive
must make all 457 contributions.
Resolution No. 2026-04 Page 10 of 12
SECTION 'l 5. Amendments made pertaining to the fringe benefits, City Rules and
Regulations and other employment conditions for employees represented by the Costa
Mesa Division Managers Association shall also apply to "Confidential" unrepresented
management employees unless specifically excluded. Any positions that may qualify to
be part of this unrepresented unit shall be added as part of the process of adoption of
salary schedules after consultation with the bargaining unit and employees.
SECTION 16. All resolutions and parts of resolutions in conflict herewith are
hereby rescinded.
Resolution No. 2026-04 Page Il of 12
PASSED AND ADOPTED this 20'h day of January, 2026.
4o4ephens, Mayor
ATTEST:
"\ri"d"Cre!""CityClerk
APPRO TO FORM:
rlow, City Attorney
STATE OF CALIFORNIA )
COUNTY'OFORANGE ) ss
CITY' OF COSTA MESA )
1, BRENDA GREEN, City Clerk of the City of Costa Mesa, DO HEREBY CERTIFY
that the above and foregoing is the original of Resolution No. 2026-04 and was duly
passed and adopted by the City Council of the City of Costa Mesa at a regular meeting
held on the 20fh day of January, 2026, by the following roll call vote, to wit:
AYES: COUNCIL MEMBERS: GAMEROS, MARR, PETTIS, CHAVEZ, AND STEPHENS.
NOES: COUNCIL MEMBERS: NONE.
ABSENT: COUNCIL MEMBERS: BULEY AND REYNOLDS.
IN WITNESS WHEREOF, I have hereby set my hand and affixed the seal of the
City of Costa Mesa this 21s' day of January, 2026.
B'% Oa'G', ('\
Resolution No. 2026-04 Page 12 of 12