HomeMy WebLinkAboutCity Council - 2018-65 0001RESOLUTION NO.2018-65
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH.
APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE HUNTINGTON BEACH FIREFIGHTERS' ASSOCATION (HBFA)
AND THE CITY FOR JULY 1, 2018 THROUGH JUNE 30, 2021
The City Council of the City of Huntington Beach does resolve as follows:
The Memorandum of Understanding between the City of Huntington Beach and the
Huntington Beach Firefighters' Association (HBFA), a copy of which is attached hereto as Exhibit
"A" and by reference made a part hereof, is hereby approved and ordered implemented in
accordance with the terms and conditions thereof; and the City Manager is authorized to execute
this Agreement. Such Memorandum of Understanding shall be effective for the term of July 1,
2018 through June 30, 2021.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 5th day of November,; 2018.
Mayor
REVIE ` A D APPROVED:
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APPROV D AS TO ORM:
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Memorandum of Understanding
Between
The Huntington Beach
Firefighters' Association
And
The City of Huntington Beach
July 1, 2018 through June 30, 2021
TABLE OF CONTENTS
ARTICLE I-REPRESENTATIONAL UNIT/CLASSIFICATIONS 1
ARTICLE II—EXISTING CONDITIONS OF EMPLOYMENT 1
ARTICLE III-SEVERABILITY 2
ARTICLE IV—SALARY SCHEDULES 2
ARTICLE V—SPECIAL PAY 2
A. EDUCATION 2
1. Incentive Plan 2
a. Level I 2
b. Level II 2
c. Maximum Education Incentive Pay 2
d. Degree Majors 2
e. Education Committee 3
f. Effective Date 3
B. ACTING ASSIGNMENTS 3
C. ADMINISTRATIVE APPOINTMENTS 3
1. Administrative Appointments 3
2. Pay Upon Completion of Administrative Appointment _ 3
D. PAY UPON COMPLETION OF PARAMEDIC DUTIES 4
E. SPECIAL CERTIFICATION/SPECIAL ASSIGNMENT SKILL PAY 4
1. Special Certification Pay 4
a. Chief Officer Certification 4
b. Fire Officer Certification 4
c. Chief Fire Officer Courses/Classes 4
d. Company Officer Courses/Classes 5
2. State Board of Fire Service Certification 5
3. Paramedic Re-certification 5
4. Preceptors 5
5. Firefighter Tiller Certification 6
a. Tiller Certification 6
b. Class A,B,C Driver License 6
c. Light Air Unit 6
6. Bilingual Skill Pay 6
7. Investigator 7
8. Urban Search and Rescue(USAR)Team Assignment Pay 7
9. Hazardous Materials(Hazmat)Team Assignment Pay 8
10. Rank Paramedic Assignment Pay 8
11. Special Certification Pay 8
F. HOLIDAY PAY-IN-LIEU 9
G. LONGEVITY PAY 10
H. EMERGENCY MEDICAL TECHNICIAN PAY . 10
I. REPORTING TO CALPERS 10
ARTICLE VI—UNIFORMS,CLOTHING,TOOLS AND EQUIPMENT 10
A. UNIFORMS PROVIDED BY CITY 10
B. UNIFORM ALLOWANCE/FITNESS 10
C. UNIFORM CARE AND REPLACEMENT 11
D. UNIFORM POLICIES AND ADVISORY COMMITTEE 11
E. REPORTABLE TO PERS 11
ARTICLE VII—HOURS OF WORK/OVERTIME 12
A. WORK SCHEDULE 12
B. HOURS OF WORK-DEFINED 12
C. LEVEL PAY PLAN 13
HBFA MOU July 1,2018—June 30,2021 ii
TABLE OF CONTENTS
1. Twenty-four(24)Hour Shift Personnel 13
3. Lost Time Defined 14
4. Forty(40)Hour Work Week 14
5. 4/10 Work Schedule Defined 14
D. OVERTIME/COMPENSATORY TIME 14
1. Paid Overtime 14
2. Compensatory Time 15
a. Non-Exempt 15
b. Staff Personnel 15
c. Compensatory Time Paid Off 16
3. Callback 16
4. Mandatory Standby 16
5. Electronic Communication Devices 16
6. Required Training Attendance 16
7. Cancellation of Overtime 17
8. Court Time 17
9. Pay out of Rank 17
E. JURY DUTY 17
F. SHIFT EXCHANGE/RELIEF 17
G. ASSIGNED SHIFT POLICY 18
H. MINIMUM STAFFING AND FILLING VACANCIES 18
1. Minimum Staffing Levels 18
I. PROBATIONARY PERIOD 18
1. Lengthh of the Probationary Period 18
2. Extension of the Probationary Period 18
ARTICLE VIII—HEALTH AND OTHER INSURANCE BENEFITS 19
A. HEALTH INSURANCE 19
B. ELIGIBILITY CRITERIA AND COST 19
1. City Paid Medical Insurance—Employee and Dependents 19
2. Employer Contribution to Health and Other Insurance Benefits 19
C. PUBLIC EMPLOYEES'MEDICAL AND HOSPITAL CARE ACT(PEMHCA)OPTION 26
D. MEDICAL CASH-OUT 26
E SECTION 125 PLAN 26
F. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT 26
1. Life 26
2. Accidental Death and Dismemberment 27
G. LONG TERM DISABILITY 27
H. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY MEDICAL RETIREE SUBSIDY PLAN 27
I. POST-65 SUPPLEMENTAL MEDICARE COVERAGE 27
J. MISCELLANEOUS 28
ARTICLE IX—RETIREMENT 28
A. BENEFITS 28
1. Public Employees' Retirement System 28
h. Reporting of Base Salary 29
2. Self-Funded Supplemental Retirement Benefit 29
3. Medical Insurance for Retirees 30
B. REINSTATEMENT PRIVILEGES FOR DISABILITY RETIREES 31
ARTICLE X—LEAVE BENEFITS 31
A. LEAVE WITH PAY 31
1. Vacation 31
a. Accrual 31
b. Eligibility and Permission 32
c. Conversion to Cash 32
HBFA MOU July 1,2018—June 30,2021 iii
TABLE OF CONTENTS
d. Pay-Off at Termination 33
2. Sick Leave 33
a. Accrual 33
b. Pay-Off at Termination 33
c. Utilization in Conjunction with Industrial Disability Leave 34
3. Leave Benefit Entitlements 34
4. Bereavement 34
5. Association Business 34
ARTICLE XI—CITY RULES 34
A. PERSONNEL RULES 34
B. PRECEDENCE OF AGREEMENT 35
C. DISCIPLINE 35
D. LAYOFF RULES 35
ARTICLE XII-MISCELLANEOUS 35
A. FIRE DEPARTMENT PROMOTIONAL EXAMS —POLICY D-10 35
B. LIVING QUARTERS 35
C. PAYCHECKS 35
1. Bi-Weekly Pay 35
2. Paycheck Stub 35
3. Direct Deposit 35
4. Vacation Payroll Advance 35
D. CA DRIVER LICENSE FOR FIREFIGHTING EQUIPMENT 35
E. DEFERRED COMPENSATION LOAN PROGRAM 36
ARTICLE XIII—MANAGEMENT RIGHTS 36
ARTICLE XIV—TERM OF MOU 37
ARTICLE XV-CITY COUNCIL APPROVAL 37
ARTICLE XVI-SUCCESSOR NEGOTIATIONS 37
EXHIBIT A—EMPLOYER-EMPLOYEE RELATIONS RESOLUTION 39
EXHIBIT B-SALARY SCHEDULE 40
EXHIBIT C—RETIREE SUBSIDY MEDICAL PLAN 42
EXHIBIT D—TILLER CERTIFICATION 47
EXHIBIT E—INCOME PROTECTION PLAN 48
EXHIBIT F—56-HOUR VACATION AND SICK LEAVE ACCRUAL—LEAVE BENEFITS(EXAMPLE) 49
EXHIBIT G-POLICY D-14,MINIMUM STAFFING AND FILLING OF VACANCIES 51
EXHIBIT H-FIREFIGHTERS' RIGHTS TO APPEAL DISCIPLINARY ACTION 55
HBFA MOU July 1,2018—June 30,2021 iv
TERM DISABILITY 27
H. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY MEDICAL RETIREE SUBSIDY PLAN 27
I. POST-65 SUPPLEMENTAL MEDICARE COVERAGE 27
J. MISCELLANEOUS 28
ARTICLE IX—RETIREMENT 28
A. BENEFITS 28
1. Public Employees' Retirement System 28
h. Reporting of Base Salary 29
2. Self-Funded Supplemental Retirement Benefit 29
3. Medical Insurance for Retirees 30
B. REINSTATEMENT PRIVILEGES FOR DISABILITY RETIREES 31
ARTICLE X—LEAVE BENEFITS 31
A. LEAVE WITH PAY 31
1. Vacation 31
a. Accrual 31
b. Eligibility and Permission 32
c. Conversion to Cash 32
HBFA MOU July 1,2018—June 30,2021 iii
MEMORANDUM OF UNDERSTANDING
Between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
and
THE HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
(Hereinafter called ASSOCIATION or HBFA)
July 1,2018 through June 30,2021
ARTICLE I-REPRESENTATIONAL UNIT/CLASSIFICATIONS
A. It is recognized that the Huntington Beach Firefighters' Association is the employee
organization, which has the right to meet and confer in good faith with the City on behalf of
employees of the City of Huntington Beach within the following classifications:
Administrative Fire Captain* Firefighter
Fire Captain Firefighter Paramedic
Fire Engineer
*Administrative Appointment
B. The City and Association have agreed to a procedure whereby the City, by and through the
Human Resources Director, would be entitled to propose a Unit Modification. This agreement,
Exhibit A, consists of a modification of the City of Huntington Beach Employer-Employee
Relations Resolution (Resolution Number 3335). The City hereby agrees not to propose a unit
modification of the existing Association unit.
ARTICLE II—EXISTING CONDITIONS OF EMPLOYMENT
A. Except as expressly provided herein, the existing wages, hours, and other terms and conditions
of employment within the lawful scope of representation of the Association that are contained
in prior Memoranda of Understanding between the parties hereto and which are currently
applicable to employees covered herein, shall remain in full force and effect.
B. When used in this Memorandum of Understanding (MOU), the word "staffing" shall have the
same meaning as the word"manning" and are used interchangeably.
HBFA MOU July 1,2018—June 30,2021 1
51
EXHIBIT H-FIREFIGHTERS' RIGHTS TO APPEAL DISCIPLINARY ACTION 55
HBFA MOU July 1,2018—June 30,2021 iv
TERM DISABILITY 27
H. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY MEDICAL RETIREE SUBSIDY PLAN 27
I. POST-65 SUPPLEMENTAL MEDICARE COVERAGE 27
J. MISCELLANEOUS 28
ARTICLE IX—RETIREMENT 28
A. BENEFITS 28
1. Public Employees' Retirement System 28
h. Reporting of Base Salary 29
2. Self-Funded Supplemental Retirement Benefit 29
3. Medical Insurance for Retirees 30
B. REINSTATEMENT PRIVILEGES FOR DISABILITY RETIREES 31
ARTICLE X—LEAVE BENEFITS 31
A. LEAVE WITH PAY 31
1. Vacation 31
a. Accrual 31
b. Eligibility and Permission 32
c. Conversion to Cash 32
HBFA MOU July 1,2018—June 30,2021 iii
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
ARTICLE III- SEVERABILITY
If any section, subsection, sentence, clause, phrase or portion of this MOU or any additions or
amendments thereof, or the application thereof to any person, is for any reason held to be invalid or
unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect
the validity of the remaining portions of this MOU or its application to other persons. The City
Council hereby declares that it would have adopted this MOU and each section, subsection,sentence,
clause, phrase or portion, and any additions or amendments thereof, irrespective of the fact that any
one or more sections, subsections, sentences, clauses, phrases or portions, or the application thereof
to any person, be declared invalid or unconstitutional.
ARTICLE IV—SALARY SCHEDULES
For each year of this MOU, the base salary of each classification represented by the Association
shall be as set forth in the Salary Schedules, Exhibit B. All employees are required to utilize direct
deposit of payroll checks. The City shall issue each employee direct deposit advice(payroll receipt)
each pay period that details all income, withholdings, and deductions.
ARTICLE V—SPECIAL PAY
A. Education:
1. Incentive Plan — It is the purpose and intent of the City to provide an Education
Incentive Plan to motivate the employee to participate in,and continue with his/her
education so as to improve his/her knowledge and general proficiency which will,
in turn,result in additional benefits to the Fire Department and to the City. As the
levels of additional education listed below are satisfactorily completed and
attained, the employee will receive additional monetary compensation in
recognition of his/her educational achievement.
a. Level I — Any employee who has attained an Associate Degree, or attained
Junior status in a degree program, shall receive educational incentive pay of
three percent(3%)of his/her base rate of pay. An employee may only receive
this education incentive pay for one degree.
b. Level II — Any employee who has attained a Bachelor's Degree in Fire
Administration, Public Administration, Public Policy or an equivalent degree
as determined by the Education Committee and Fire Chief will receive
education incentive pay of six percent (6%) of his/her base rate of pay. An
employee may only receive this education incentive pay for one degree.
c. Maximum Education Incentive Pay-The maximum education incentive pay an
employee may receive is six percent (6%) of his/her base rate of pay for a
Bachelor's Degree.
d. Degree Majors — Degree majors in an equivalent course of study other than
Fire Science,Fire Administration,Public Administration or Public Policy shall
be approved in advance by the Education Committee.
HBFA MOU July 1,2018—June 30,2021 2
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
e. Education Committee — An Education Committee shall be established and
composed of three (3) members. Of said three (3) members, one shall be
appointed by the Association, one appointed by the Fire Chief, and the third
shall be the Human Resources Director.
f. Effective Date — Following certification by the Education Committee, the
additional education incentive pay shall commence the beginning of the pay
period following the employee's submission of a completed application that
qualifies for education incentive pay.
The parties agree that to the extent permitted by law, the compensation in this section is
special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2)
Educational Incentive Pay.
B. Acting Assignments—Employees acting in a higher classification shall be qualified as defined
within Department Policy. Employees shall be paid at the step in the classification in which
they are acting which provides them with at least a 5% increase. The acting assignment shall
end at the discretion of the City. The parties agree that to the extent permitted by law, Acting
Pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section
571(a)(3) Temporary Upgrade Pay.
C. Administrative Appointments:
1. Administrative Appointments—The City may,from time to time,administratively appoint
employees to administrative or specialist positions. Employees so appointed to the
positions of Captain Paramedic,Engineer Paramedic,or Administrative Fire Captain,shall
serve at the discretion of the Fire Chief and may be returned to their regular position at any
time as determined by the Fire Chief. An administrative appointment shall not affect the
employee's regular classification or rank. Persons administratively appointed shall retain
their highest previous permanent classification and the anniversary date of their
appointment to the permanent classification.
2. Pay Upon Completion of Administrative Appointment:
a. An employee administratively appointed to the positions of Captain Paramedic;
Engineer Paramedic, or Administrative Fire Captain,who is subsequently voluntarily
or involuntarily reassigned to a position within their permanent classification with a
lower rate of pay, shall receive a two (2) step reduction in pay to initially coincide
with their reduced assignment and at each anniversary date of the original reduction
thereafter, until their rate of pay equals the rate of pay entitled as if they had not
received the administrative appointment.
b. An employee administratively appointed to the positions of Captain Paramedic,
Engineer Paramedic,or Administrative Fire Captain who has completed four(4)years
of service in the appointed or any other appointed parallel position, may request to
return to their permanent classification, and shall within one (1) year thereafter, be
entitled to return to his/her permanent classification. The pay rate changes associated
HBFA MOU July 1,2018—June 30,2021 3
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
with the appointment or reappointment shall follow the process and procedures
established for all positions within the classified service.
c. This section shall not apply to demotions or layoffs.
D. Pay Upon Completion of Paramedic Duties - Any Firefighter Paramedic with a minimum of
five (5) years of continuous service as a Paramedic may request reinstatement to his/her
previously held classification. Such request must be submitted in writing to the Fire Chief at
least one (1) year prior to the date of the requested reinstatement. Upon reinstatement, if the
employee's current base salary is equivalent to or in excess of Step E of the respective Firefighter
salary range, his/her salary will be set at Step E of the respective Firefighter salary range.
If the employee's Paramedic salary is less than Step E, his/her salary shall be set at a step in the
range closest to his/her existing current base salary.
This section shall not apply to demotions or layoffs.
E. Special Certification/Special Assignment Skill Pay:
1. Special Certification Pay
a. Chief Officer Certification — Employees in the classifications of Fire Captain and
Administrative Fire Captain who are certified by the California State Board of Fire
Services as a Chief Officer or who have completed the Chief Fire Officer courses and
additional classes set forth in section c. below shall receive special certification pay of
three percent(3%)of their base rate of pay.The parties agree that,to the extent permitted
by law,this Chief Officer Certification pay is special compensation and shall be reported
as such to PERS pursuant to Title 2 CCR Section 571(a)(2) as Recertification Bonus.
b. Fire Officer Certification — Employees in the classifications of Firefighter, Firefighter
Paramedic, and Fire Engineer who are certified by the California State Board of Fire
Services as a Fire Officer or who have completed the Company Officer courses and
additional classes set forth in section d. below shall receive special certification pay of
three percent(3%)of their base rate of pay.The parties agree that,to the extent permitted
by law, this Fire Officer Certification pay is special compensation and shall be reported
as such to PERS pursuant to Title 2 CCR Section 571 (a)(2) as Recertification Bonus.
c. Chief Fire Officer Courses/Classes:
1) Chief Fire Officer 3A: Human Resources Management
2) Chief Fire Officer 3B: General Administration Functions
3) Chief Fire Officer 3C: Budget and Fiscal Responsibilities
4) Chief Fire Officer 3D: Emergency Service Delivery Responsibilities
Completion of additional courses
1) S234: Ignition Operations
2) S270: Basic Air Operations
HBFA MOU July 1,2018—June 30,2021 4
Paramedic,or Administrative Fire Captain who has completed four(4)years
of service in the appointed or any other appointed parallel position, may request to
return to their permanent classification, and shall within one (1) year thereafter, be
entitled to return to his/her permanent classification. The pay rate changes associated
HBFA MOU July 1,2018—June 30,2021 3
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
3)AR330: Strike Team Leader
4) S404: Safety Officer
5) S290: Intermediate Wildland Behavior—Classroom based
d. Company Officer Courses/Classes
1) Company Officer 2A: Human Resources Management
2) Company Officer 2B: General Administration Functions
3) Company Officer 2C: Fire Inspections and Investigations
4) Company Officer 2D: All-Risk Command Operations
5) Company Officer 2E: Wildland Incident Operations
6) Instructor I: Instructional Methodology, and
e. Completion of additional courses
1) 1300: Incident Command System 300
2) S230: Crew Boss
3) S231: Engine Boss
4) S290: Intermediate Wildland Behavior—Classroom Based
2. State Board of Fire Service Certification-Any employee in a position that did not require
certification as a condition of employment, and who at any time has been or becomes
certified by the State Board of Fire Services in a classification then occupied, shall be
entitled, upon request, to a lump sum cash payment of two hundred fifty dollars ($250).
Each employee may only receive one such payment irrespective of the number of times
he/she is certified in any position.
3. Paramedic Re-certification - Each time a Firefighter Paramedic assigned as a Firefighter
Paramedic is re-certified by the State of California as a Paramedic, the Firefighter
Paramedic shall be entitled to a lump sum cash payment of five hundred dollars ($500).
Each time a Fire Captain or Fire Engineer is re-certified by the State of California as a
paramedic, the employee shall be entitled to a lump sum cash payment of five hundred
dollars ($500). Eligible employees are Fire Engineers or Fire Captains who currently
possess a State of California Paramedic License and/or are re-certified by the State of
California as a Paramedic to practice as a Paramedic. Re-certification pay for Captains
and Engineers shall be limited to thirty(30)positions.
The City will allow Fire Engineers and Fire Captains who are certified by the State of
California as a paramedic to maintain local (Orange County) accreditation and to practice
as a paramedic based upon established department standards.
The parties agree that to the extent permitted by law, Paramedic Recertification Pay is
special compensation and shall be reported as such pursuant to Title 2 CCR, Section
571(a)(2)Paramedic Pay.
4. Preceptors - Firefighter Paramedics who possess the qualifications necessary to be a
preceptor and are assigned preceptor duties by the Fire Chief or his/her sworn designee
HBFA MOU July I,2018—June 30,2021 5
4: Ignition Operations
2) S270: Basic Air Operations
HBFA MOU July 1,2018—June 30,2021 4
Paramedic,or Administrative Fire Captain who has completed four(4)years
of service in the appointed or any other appointed parallel position, may request to
return to their permanent classification, and shall within one (1) year thereafter, be
entitled to return to his/her permanent classification. The pay rate changes associated
HBFA MOU July 1,2018—June 30,2021 3
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
shall be paid a special pay of 5.34%of the base hourly rate of Firefighter Step E for each
hour worked. It is the intention to provide all eligible Firefighter Paramedics the same
dollar value in this special pay.
For employees who are appointed as a new Firefighter Paramedic, the preceptor partner
(i.e.,the employee receiving preceptor pay) shall receive preceptor pay until the end of the
first probationary rotation. The Fire Chief or designee may request the preceptor duties
and the associated preceptor pay be extended after the first rotation for a designated term.
For an internally promoted Firefighter Paramedic,not more than two persons on each crew
may receive preceptor pay.
The parties agree that to the extent permitted by law,Preceptor Pay is special compensation
and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) Training
Premium.
5. Firefighter Tiller Certification-Firefighters who obtain and maintain the certifications and
qualifications as outlined in (a)through (c) below shall receive a special pay of 1.78% of
the bi-weekly base rate of Firefighter Step E. It is the intention to provide all eligible
Firefighters the same dollar value in this special pay -Firefighter Step E.
a. Tiller Certification—Obtain and maintain Huntington Beach Tiller Certification.The
parties agree that to the extent permitted by law, Tiller Certification Pay is special
compensation and shall be reported as such pursuant to Title 2 CCR, Section
571(a)(4)Tiller Premium.
b. Class A. B, C Driver License—Obtain and maintain a minimum of a valid Class A,
Class B or Class C California driver license with firefighter endorsement or Class B
restrictive California driver license.
c. Light Air Unit — Ability to drive and operate, the Light Air Unit as required, and
identified in Exhibit D. The parties agree that to the extent permitted by law, Light
Air Unit Pay is special compensation and shall be reported as such pursuant to Title
2 CCR, Section 571(a)(4)Tiller Premium.
6. Bilingual Skill Pay - Employees who are qualified may be called upon to use Spanish,
Vietnamese, or American Sign Language skills shall be paid an additional five percent
(5%) of their base rate of pay in addition to their regular bi-weekly salary. Additional
languages may be approved at the discretion of the City Manager.
Employees may accept assignments utilizing bilingual skills in Japanese or other
languages on a short-term assignment with approval by the City Manager. Such employees
shall receive the additional five percent (5%) of their base rate of pay for the pay period
that the assignment is in effect.
In order to be qualified and certified for said compensation, employee's language
proficiency will be tested and certified by the Human Resources Director or designee.
Basic conversational proficiency will be evaluated based on response to a scenario driven
HBFA MOU July 1,2018—June 30,2021 6
HBFA MOU July 1,2018—June 30,2021 3
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
oral evaluation. Human Resources will notify candidates of the results of the oral
evaluation. If the candidate's attempt is unsuccessful,he/she may repeat the process in six
(6) months' time from the date of the previous exam. Bilingual skill pay shall begin the
first day of the pay period following certification.
Employees certified and receiving bilingual skill pay for American Sign Language shall
be required to re-certify bilingual skills with the Human Resources Director or designee
every five(5) years.
The parties agree that to the extent permitted by law, Bilingual Skill Pay is special
compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4)
Bilingual Premium.
7. Investigator:
a. Level I Arson Investigators are appointed by the Fire Chief. Level I Arson
Investigators are Level II Arson Investigator trainees. Level I Arson rate is 4.6%
above a Firefighter Paramedic 40-hour rate at time and one-half.
1) Level I Arson Investigators assigned to an incident while off duty will be
compensated the full Level I Arson Investigator rate.
2) Level I Arson Investigators assigned to an incident while on duty will be
compensated the difference between their current hourly rate and the current
Arson Level I Investigator rate(differential).
b. Level II Arson Investigators are appointment by the Fire Chief. The Level II Arson
Investigator rate is 11%above the Arson Level I Investigator rate.
1) Level II Arson Investigators assigned to an incident while off duty will be
compensated the full Level II Arson Investigator rate.
2) Level II Arson Investigators assigned to an incident while on duty will be
compensated the difference between their current hourly rate and the current
Arson Level II Investigator rate(differential).
The parties agree that to the extent permitted by law, Investigator Pay is special
compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4)
Fire Investigator Premium.
8. Urban Search and Rescue (USAR)Team Assignment Pay:
a. Employees certified and assigned to a Type 3 (Light Duty) USAR team shall
receive special assignment pay of one percent(1%) of their base rate of pay.
b. Employees certified and assigned to a Type 2 (Medium Duty) USAR team shall
receive special assignment pay of three percent(3%)of their base rate of pay.
HBFA MOU July 1,2018—June 30,2021 7
languages on a short-term assignment with approval by the City Manager. Such employees
shall receive the additional five percent (5%) of their base rate of pay for the pay period
that the assignment is in effect.
In order to be qualified and certified for said compensation, employee's language
proficiency will be tested and certified by the Human Resources Director or designee.
Basic conversational proficiency will be evaluated based on response to a scenario driven
HBFA MOU July 1,2018—June 30,2021 6
HBFA MOU July 1,2018—June 30,2021 3
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
c. Employees certified and assigned to a Type 1 (Heavy Duty) USAR team who are
qualified and regularly assigned to the Team (not to exceed 24 employees) shall
receive special assignment pay of five percent(5%) of their base rate of pay.
The parties agree that to the extent permitted by law, USAR Team Assignment Pay is
special compensation and shall be reported as such pursuant to Title 2 CCR, Section
571(a)(4) Hazard Premium.
9. Hazardous Materials(Hazmat)Team Assignment Pay:
a. Employees assigned to the Hazmat team as a Hazmat Technician shall receive
special assignment pay of five percent(5%) of their base rate of pay.
b. Employees assigned to the Hazmat team as a Hazmat Specialist shall receive
special assignment pay of seven and one-half percent (7.5%) of their base rate of
pay.
The parties agree that to the extent permitted by law, Hazmat Team Assignment Pay is
special compensation and shall be reported as such pursuant to Title 2 CCR, Section
571(a)(4) Hazard Premium.
10. Rank Paramedic Assignment Pay—Employees in the classification of Fire Engineer and
Fire Captain who are assigned to perform paramedic duties shall receive special
assignment pay of fourteen percent(14%) of their base rate of pay. The parties agree that
to the extent permitted by law, Rank Paramedic Assignment Pay is special compensation
and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) Paramedic Pay.
11. Special Certification Pay-Employees who are licensed paramedics and have obtained the
following special certifications shall receive special certification pay as follows:
a. Advanced Paramedic Certification — Each employee who possesses a current
certification of (1) Advanced Cardiac Life Support through the American Heart
Association, (2) Pediatric Advanced Life Support through the American Heart
Association or Pediatric Education for Pre-hospital Personnel through the American
Academy of Pediatrics and (3) Pre-Hospital Trauma Life Support or Basic Trauma
Life Support shall receive special certification pay of one percent(1%) of their base
rate of pay.
Any licensed Paramedic who did not acquire their advance Paramedic certifications
through the American Heart Association and the American Academy of Pediatrics
prior to July 1, 2017 and was receiving this special certification pay, shall continue
to receive the pay, but must meet the requirements herein when their current
certification expires in order to continue to receive the pay.
Employees who did not acquire their Advanced Paramedic certifications through the
American Heart Association and the American Academy of Pediatrics prior to July
1, 2017, but have obtained the special certifications through other providers, and
have submitted for this special certification pay, shall receive the pay. However,
HBFA MOU July 1,2018—June 30,2021 8
tional proficiency will be evaluated based on response to a scenario driven
HBFA MOU July 1,2018—June 30,2021 6
HBFA MOU July 1,2018—June 30,2021 3
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
they must meet the requirements herein when their current certification expires in
order to continue to receive the pay.
The parties agree that to the extent permitted by law, Advanced Paramedic
Certification is special compensation and shall be reported as such pursuant to Title
2 CCR, Section 571(a)(2) Paramedic Pay.
All special certification/special assignment/skill pay provided in Article V(E) shall be effective
the beginning of the first full pay period following certification. The certification process shall
be as follows:
1. The employee shall complete an Official Report including evidence that he/she has
completed all required courses necessary to receive the certifications noted above.
2. Upon approval of the Fire Chief, the Official Report shall be submitted to the Education
Committee for approval.
3. The effective date of the certification pays as defined above shall begin as defined in
Article V.A.1.f.
F. Holiday Pay-In-Lieu -Employees shall be compensated by the City in-lieu of the ten(10)listed
holidays at their appropriate assigned work schedule rate, either at a forty-hour(40) or fifty-six
hour(56)workweek. Employees assigned to the 40-hour workweek shall be compensated eight
(8) hours per holiday. Employees assigned to the 56-hour workweek shall be compensated
eleven hours and twelve minutes (11.2) hours per holiday. Personnel who change from a fifty-
six (56) hour schedule to a forty (40) hour schedule shall multiply the existing hours by .7143.
Personnel who change from a forty (40) hour schedule to a fifty-six (56) hour schedule shall
divide their existing hours by .7143. The following are the recognized legal holidays under this
MOU:
1. New Year's Day(January 1)
2. Martin Luther King's Birthday
3. President's Day(third Monday in February)
4. Memorial Day(last Monday in May)
5. Independence Day(July 4)
6. Labor Day(first Monday in September)
7. Veterans' Day(November 11)
8. Thanksgiving Day(fourth Thursday in November)
9. Friday after Thanksgiving
10. Christmas Day(December 25)
Any day declared by the President of the United States to be a national holiday, or by the
Governor of the State of California to be a State holiday, and adopted as an employee holiday
by the City Council of Huntington Beach.
The parties agree that to the extent permitted by law, Holiday in Lieu Pay is special
compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(5)Statutory
Items.
HBFA MOU July 1,2018—June 30,2021 9
uire their Advanced Paramedic certifications through the
American Heart Association and the American Academy of Pediatrics prior to July
1, 2017, but have obtained the special certifications through other providers, and
have submitted for this special certification pay, shall receive the pay. However,
HBFA MOU July 1,2018—June 30,2021 8
tional proficiency will be evaluated based on response to a scenario driven
HBFA MOU July 1,2018—June 30,2021 6
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HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
G. Longevity Pay- All employees with the following full time, continuous service in the City of
Huntington Beach shall receive the following longevity pay:
1. Five(5) years or more, but less than ten (10) years, of service shall receive longevity
pay equal to 2.5%of base salary as set forth in Exhibit B.
2. Ten (10) years or more, but less than twenty(20) years, of service shall receive
longevity pay equal to 5%of base salary as set forth in Exhibit B.
3. Twenty(20) years or more of service shall receive longevity pay equal to 7.5% of base
salary as set forth in Exhibit B.
The parties agree that to the extent permitted by law, Longevity Pay is special compensation
and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(I) Longevity Pay.
H. Emergency Medical Technician Pay —All employees in the unit who possess an Emergency
Medical Technician (EMT) certification shall receive one and sixty-seven one hundredths
percent(1.67%) of base salary.
The parties agree that to the extent permitted by law, Emergency Medical Technician (EMT)
Pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section
571(a)(2)Emergency Medical Technician Pay.
I. Reporting to CalPERS — In the event that CalPERS challenges the City's report of any special
compensation as compensation earnable and informs the City that it cannot not report the pay
since it does not qualify as special compensation per Title 2 CCR section 571, the City is not
obligated to continue to report the pay. This is provided for per Title 2 Section 571(c) & (d).
ARTICLE VI—UNIFORMS, CLOTHING,TOOLS AND EQUIPMENT
A. Uniforms Provided by City—The City will provide all employees with uniforms as described in
the most current Policy C-2 (Uniforms) executed by the City and HBFA. Either party may
request to meet and confer during the MOU on Policy C-2.
B. Uniform Allowance/Fitness — The City shall provide each employee who participates in the
Fire Department's current physical fitness program,Policy D-9,one hundred fifty dollars($150)
per fiscal year for the purchase of physical fitness uniforms and physical fitness shoes, payable
in the first payroll period of December. New employees must actively participate a minimum
of 90 days prior to December 1st to be eligible for the December uniform allowance. Either party
may request to meet and confer during the MOU on Policy D-9.
HBFA MOU July 1,2018—June 30,2021 10
uch pursuant to Title 2 CCR, Section 571(a)(5)Statutory
Items.
HBFA MOU July 1,2018—June 30,2021 9
uire their Advanced Paramedic certifications through the
American Heart Association and the American Academy of Pediatrics prior to July
1, 2017, but have obtained the special certifications through other providers, and
have submitted for this special certification pay, shall receive the pay. However,
HBFA MOU July 1,2018—June 30,2021 8
tional proficiency will be evaluated based on response to a scenario driven
HBFA MOU July 1,2018—June 30,2021 6
HBFA MOU July 1,2018—June 30,2021 3
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
C. Uniform Care and Replacement:
1. The City at no cost to the employee, shall replace any uniforms with the exception of the
physical fitness uniforms that are destroyed, become unacceptable, or were damaged by
circumstances involving the Firefighter's regular work while on duty.
2. The uniforms described in paragraph A of this Article and Policy C-2 (Uniforms) shall
be replaced by the City whenever the Fire Chief or his/her sworn designee determines
that such replacement is necessary.
3. The employee shall be responsible for the preservation and cleaning of all uniforms.
4. All uniforms and equipment furnished by the City, with the exception of T-shirts, shall
remain the property of the City and be returned or replaced if the employee terminates.
D. Uniform Policies and Advisory Committee:
1. The present uniform and clothing policies, as delineated in this Article, shall remain in
effect. Either party may seek to meet and confer over a change to the policy during the
term of this MOU. All safety clothing and uniforms required by the City to be worn by
employees during working hours shall meet all applicable State and Federal regulations
relating to said clothing and,with the exception of station uniforms, be of a high quality,
fire resistant material.
2. A uniform advisory committee composed of two (2) members appointed by the
Association and two (2) representatives appointed by the Fire Chief, shall make
recommendations on the uniforms to be worn, the method of said uniforms will be
provided and obtained and further recommendations on safety clothing and uniforms
may be required during the term of this MOU.
E. Reportable to PERS - The City will report as special compensation, in accordance with Title 2,
California Code of Regulations, Section 571(a)(5) to the California Public Employees'
Retirement System (Ca1PERS), for each classification the average annual cost of uniforms
provided by the City as well as the physical fitness uniform described in Subsection (B). For
employees who are not actively employed for an entire payroll calendar year, a prorated cost of
uniforms shall apply. Upon request, the City will inform HBFA of the amounts reported as
special compensation under this provision. For "new members" as defined by the Public
Employees' Pension Reform Act of 2013, the cost of uniforms will not be reported as
compensation earnable to CaIPERS.
HBFA MOU July 1,2018—June 30,2021 11
HBFA MOU July 1,2018—June 30,2021 10
uch pursuant to Title 2 CCR, Section 571(a)(5)Statutory
Items.
HBFA MOU July 1,2018—June 30,2021 9
uire their Advanced Paramedic certifications through the
American Heart Association and the American Academy of Pediatrics prior to July
1, 2017, but have obtained the special certifications through other providers, and
have submitted for this special certification pay, shall receive the pay. However,
HBFA MOU July 1,2018—June 30,2021 8
tional proficiency will be evaluated based on response to a scenario driven
HBFA MOU July 1,2018—June 30,2021 6
HBFA MOU July 1,2018—June 30,2021 3
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
ARTICLE VII—HOURS OF WORK/OVERTIME
A. Work Schedule:
1. All twenty-four (24) hour shift employees shall work an average of fifty-six (56) hours
per week pursuant to the current schedule of five (5) twenty-four (24) hour shifts in a
fifteen (15) day period with six (6) consecutive days off Effective February 2, 2019,
employees shall work the 48/96 work schedule in which they are scheduled to work two
(2) consecutive days on followed by four(4) consecutive days off
2. All twenty-four (24) hour shift employees shall be on a fifteen (15) day work period
consistent with the 7(K) exemption set forth in the Fair Labor Standards Act (FLSA).
Effective February 2, 2019, all twenty-four (24) hour shift employees shall be on a
twenty-four(24)day work period consistent with the 7(K)exemption set forth in the Fair
Labor Standards Act(FLSA).
The parties agree that the 48/96 work schedule will be in effect for a trial period of
exactly 360 days (fifteen (15) twenty-four (24) day work periods) at which time it will
sunset unless the parties both agree to continue it. In the 90 day period prior to the
expiration of the trial period, the parties shall inform each other if they want the 48/96
work schedule to end or continue. If both parties agree that it should continue (and
therefore become the work schedule in effect for 24-hour shift employees) it shall
continue unless and until it is changed in the future through labor negotiations. If either
party wishes the 48/96 work schedule to end at the end of the trial period, it shall end.
However, the parties agree to meet and discuss their respective positions prior to
terminating the schedule to try to resolve any issues causing the desire to terminate the
schedule.
3. Fire Prevention staff and administrative work schedules are to be forty (40) hours per
week on a four (4) day workweek, ten (10) hours per day, twenty eight (28) day 7(K)
FLSA work period.
B. Hours of Work- Defined:
1. Hours worked shall be defined as actual time worked, approved vacation, sick leave,
compensatory time off, bereavement leave, and industrial injury or illness leave, with
the exception of exchange of shift not being included.
2. Exchange of shifts (aka as shift trades) shall occur at 0800 hours each day and comply
with Fire Department Rules and Regulations, Policy B-2.
3. Meal periods are paid as hours worked for personnel who are subject to call for
emergency duty.
4. The maximum time allowed within the forty (40) hour workweek (for employees
assigned to work 40 hours per week) schedule for physical fitness shall not exceed four
(4) hours within any given workweek. All physical fitness activities considered to be
HBFA MOU July 1,2018—June 30,2021 12
July
1, 2017, but have obtained the special certifications through other providers, and
have submitted for this special certification pay, shall receive the pay. However,
HBFA MOU July 1,2018—June 30,2021 8
tional proficiency will be evaluated based on response to a scenario driven
HBFA MOU July 1,2018—June 30,2021 6
HBFA MOU July 1,2018—June 30,2021 3
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
work activities shall be conducted on duty at the fire stations or as provided in the current
fitness policy D-9. Fitness activities shall be conducted under supervision as appropriate.
5. An employee who is held over beyond the end of his/her regular shift shall be
compensated for the actual time he/she is required to remain on duty,computed to nearest
quarter(1/4)hour. If an employee works seven minutes or less,the time will be rounded
down and if eight minutes or more will be rounded up to the nearest quarter(1/4) hour.
6. Exchanges of time(aka shift trades)count as hours worked for the employee whose shift
was worked, not for the employee who worked the shift. These hours count as hours
worked for FLSA purposes only.
7. An employee shall be considered to be working if he/she is ordered to duty by the Fire
Chief or his/her sworn designee.
C. Level Pay Plan:
1. Twenty-four(24)Hour Shift Personnel—The 15 day FLSA work period for each employee
shall begin at 8 a.m.on the first shift worked by the A shift following six days off. All hours
worked in excess of 114 hours in an FLSA work period shall be compensated at the premium
rate(one and one half times the regular rate of pay).
All regularly scheduled non "lost time" hours shall be counted as hours worked. Each
employee assigned to twenty-four hour shifts for a full FLSA work period shall receive
106.4 hours of regular pay and 5.6 hours at the overtime rate of pay, as defined in subsection
D.I.a.of this Article, in each bi-weekly pay period, which shall compensate the employee
for FLSA overtime for regularly scheduled shift work. The intent of this system is that all
FLSA overtime hours worked shall be compensated by the first payday following the end
of the 15 day FLSA work period. In the event that an employee receives FLSA overtime
on a payday before that employee has actually worked FLSA overtime hours, the amount
received shall be credited for FLSA purposes toward the next occasion on which the
employee works FLSA overtime. If an employee who is paid FLSA overtime in advance
of working FLSA hours leaves City employment, there shall be an adjustment in his/her
final paycheck to reflect such advance payment.
The 24 day FLSA work period for each employee shall begin at 8 a.m. All hours worked
in excess of 182 hours in an FLSA work period shall be compensated at the premium rate
(one and one half times the regular rate of pay).
All regularly scheduled non "lost time" hours shall be counted as hours worked. Each
employee assigned to twenty-four hour shifts for a full FLSA work period shall receive
106.15 hours of regular pay and 5.85 hours at the overtime rate of pay, as defined in
subsection D.1.a. of this Article, in each bi-weekly pay period, which shall compensate the
employee for FLSA overtime for regularly scheduled shift work.
2. In addition to the overtime pay as provided in subsection 1 above, twenty-four (24) hour
shift employees shall receive pay at the overtime rate for hours worked in excess of regularly
scheduled hours unless the employee has"lost time" in a regularly scheduled shift. If there
HBFA MOU July 1,2018—June 30,2021 13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
is "lost time" in any regularly scheduled shift, the employee shall receive overtime pay for
only those overtime hours worked in excess of the number of lost time hours in the bi-
weekly pay period.
3. Lost Time Defined—"Lost time"is defined as time when the employee does not work when
regularly scheduled to do so and does not receive a leave of absence with pay.
4. Forty (40) Hour Work Week— Personnel who are not assigned to twenty-four hour shifts
but are assigned to work forty(40)hours per week shall have a twenty-eight(28)day FLSA
work period, which shall correspond to exactly two City pay periods and shall begin at the
same time as a City pay period. Forty(40)hour personnel shall continue to receive overtime
pay for working hours in excess of their regularly scheduled hours.
5. 4/10 Work Schedule Defined—The 4/10 work schedule shall be defined as working four(4)
days at ten(10)hours per day in an FLSA designated work week. Meal periods are regarded
as hours worked for personnel who are subject to call for emergency duty. All employees
on the 4/10 work schedule are subject to be called to work any time to meet any and all
emergencies or unusual conditions which, in the opinion of the City Manager, Department
Head or designee may require such service from said employees.
D. Overtime/Compensatory Time Off:
1. Paid Overtime:
a. All employees covered by this MOU shall be eligible for overtime pay at one and one-
half(1'Y2)times their regular rate of pay, as defined by the FLSA, for all actual work
performed in excess of the employees' scheduled hours in their declared work period.
Employees assigned to fire suppression duties are scheduled to work 120 hours in the
declared 15 day FLSA work period.
Effective February 2, 2019, while the 48/96 work schedule is in effect, employees
assigned to fire suppression duties are scheduled to work 192 hours in the declared 24
day FLSA work period.
b. Any employee who works overtime in either a higher or lower classification shall be
compensated at the rate of pay consistent with the classification worked. However, if
an employee is force hired to work in a lower classification (e.g., a Fire Engineer is
force hired to work as a Firefighter) the employee shall be compensated at the rate
attendant to his/her regular classification.
c. The City will maintain and adhere to the callback staffing system as set out in the
most current Policy D-3 executed by the parties. The callback staffing system and/or
Policy D-3 may be modified by mutual agreement of the parties at any time during
the term of the MOU.
HBFA MOU July 1,2018—June 30,2021 14
e of pay, as defined in
subsection D.1.a. of this Article, in each bi-weekly pay period, which shall compensate the
employee for FLSA overtime for regularly scheduled shift work.
2. In addition to the overtime pay as provided in subsection 1 above, twenty-four (24) hour
shift employees shall receive pay at the overtime rate for hours worked in excess of regularly
scheduled hours unless the employee has"lost time" in a regularly scheduled shift. If there
HBFA MOU July 1,2018—June 30,2021 13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
2. Compensatory Time Off:
a. Non-Exempt—All overtime worked by non-exempt employees shall be compensated
at the employee's overtime rate of pay and shall not be compensated by compensatory
time off.
b. Staff Personnel — For all employees in the classification of Administrative Fire
Captain, in lieu of compensation by cash payment for overtime as provided in this
Article, such employees may, at their option and with the approval of the Fire Chief
or designee, be compensated by compensatory time off at time and one half for each
overtime hour worked.
1) Compensatory time off may be accumulated to a maximum of one hundred-
twenty(120)hours. Compensatory time off may be taken on an hour-for-hour
basis,with the approval of the Fire Chief or his/her sworn designee. Permission
shall be granted unless granting the request will unduly disrupt the Department,
or unless denying the request will violate the FLSA.
Until December 31, 2018, upon his/her request, any employee may elect to
convert all or a portion of compensatory time to a cash payment at the
employee's regular rate of pay. Any such payment shall be made on the next
regular payday, following the request,provided the request is made by the end
of the previous payroll period.
Effective for calendar year 2019 and every year thereafter the previous
paragraph is eliminated and the following shall apply: By December 15 (the
first year being 2018) of each year, an employee may make an irrevocable
election to cash out compensatory time off hours which he/she may earn in the
following calendar year. An employee will receive the cash for the
compensatory time off (assuming he/she has earned it) he/she irrevocably
elected to cash out in the following calendar year. He/she can either receive
the cash all in the first pay period in December or half the cash in the second
pay period in July and the other half in the first pay period in December.
However, if the employee has not earned the compensatory time off for which
he/she elected to cash out (either in July or December) the employee will
receive cash for the amount of compensatory time off he/she has accrued in the
calendar year.
If an employee makes an irrevocable election to cash out compensatory time
off in the following calendar year and uses compensatory time off in that
subsequent year, the compensatory time off used will come from annual leave
the employee had earned prior to January 1 of the year the employee has elected
to cash out annual leave. This is to ensure that assuming an employee had a
compensatory time off balance prior to January 1, the compensatory time off
used will not result in a reduction in the amount of compensatory time off the
employee will be eligible to cash out.
HBFA MOU July 1,2018—June 30,2021 15
l receive pay at the overtime rate for hours worked in excess of regularly
scheduled hours unless the employee has"lost time" in a regularly scheduled shift. If there
HBFA MOU July 1,2018—June 30,2021 13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
In addition to the above, starting in calendar year 2019, an employee who has
an "unforeseen emergency" (defined as an unanticipated emergency that is
caused by an event beyond the control of the employee and that would result
in severe financial hardship to the employee if early withdrawal were not
permitted) shall be entitled to make a request to the Director of Human
Resources for a payoff of accrued compensatory time. The amount of
compensatory time off which may be paid off is limited to the amount
necessary to meet the emergency. The maximum payoff the employee can
receive for an emergency what is in his/her compensatory time off bank.
2) Compensatory time off may not be received in lieu of a cash payment for time
worked during major emergencies when, in the opinion of the Fire Chief or
his/her sworn designee, the City may be eligible for reimbursement from
another agency for said cash payment.
c. Compensatory Time Paid Off— Immediately prior to the time of any change in the
salary schedule, any accumulated time, which has not been used or paid off, shall be
eligible to be paid in cash at the regular rate of pay based upon the salary schedule for
forty(40) hour per week personnel in effect prior to the change.
3. Callback — Employees who are ordered to return to duty on other than their regularly
scheduled shift shall receive a minimum of two(2) hours compensation at the employee's
overtime rate of pay.
4. Mandatory Standby—Any employee may be placed on "mandatory standby" by the Fire
Chief or his/her sworn designee. Employees on mandatory standby must remain available
for immediate response during the designated standby period. All personnel placed on
mandatory standby shall receive a minimum of two(2)hours compensation for each twelve
(12) hours of off duty standby time or fraction thereof.
5. Electronic Communication Devices—Recognizing that electronic communication devices
are part of the Fire Department's business and emergency alerting system, electronic
communication devices shall be issued and worn only on a voluntary basis with the
exception of members who are placed on mandatory standby who may be required to wear
an electronic communication device while on such standby. An employee placed on
mandatory standby may voluntarily wear an electronic communication device, and if so,
shall receive a minimum of two (2) hours compensation for each twenty-four (24) hours
of off duty standby time or fraction thereof. Electronic communications devices, as
described above, shall not include cell phones.
Members assigned to special staff or prevention duties and voluntarily receiving other
types of consideration (i.e., twenty-four (24) hour assigned vehicle) may be required to
wear pagers and respond while off duty when within pager call range.
6. Required Training Attendance—An employee who is required to attend a class or seminar
to maintain his/her current position shall have his/her related expenses paid by the City.
If attendance occurs at a time when the employee is not scheduled to work, he/she shall be
compensated on an hourly basis.
HBFA MOU July 1,2018—June 30,2021 16
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
7. Cancellation of Overtime—Any employee who is scheduled by the City to work overtime
in advance of the time set forth for such scheduling in Huntington Beach Fire Department
Organization Manual, Policy D-3, which is subsequently cancelled less than seventy-two
(72)hours in advance of the commencement of the scheduled overtime shift, shall receive
a minimum of two(2) hours pay at the employee's overtime rate.
8. Court Time:
a. Employees placed on standby for a court appearance involving City business during
other than their scheduled working hours shall receive a minimum of two (2) hours
base rate of pay for each morning and/or afternoon session.
b. Employees appearing in court on City business during other than their scheduled
working hours shall receive a minimum of three (3) hours pay at the overtime rate;
provided,however,that if such time overlaps with the employee's scheduled working
hours, said pay shall be limited to those hours occurring prior to or after the
employee's scheduled work time.
c. Employees shall not receive both standby pay and overtime pay for the same court
session. An employee who is on standby and reports to court will be paid in
accordance with (b) above.
9. Pay out of Rank - Subject to the approval of the Fire Chief or his/her sworn designee, an
employee may voluntarily work in a classification below his/her rank.
E. Jury Duty — Employees who are summoned to perform jury service shall be entitled to their
regular compensation while serving; provided the fees, except mileage and subsistence
allowance, if any,which they receive as jurors, are remitted to the City.
If an employee calls in at night and finds out that he/she must report to jury duty the next day
(and are scheduled to be working that day as part of a regular shift or on an overtime basis)
he/she must contact his/her Battalion Chief as soon as possible so that coverage can be arranged
for his/her shift.
Employees are required to return to work if dismissed by the Court from jury duty. The returning
employee will go back to his/her shift and the employee who replaced him/her will be relieved
from duty at that time for the remainder of the shift.
F. Shift Exchange/Relief:
The Fire Department shall allow Association members' exchanges of schedule pursuant to the
most current Policy D-7 of the Huntington Beach Fire Department Organization Manual that
has been executed by the parties. Policy D-7 (Exchange of Work Schedule) may be modified
by mutual agreement of the parties at any time during the term of this MOU.
HBFA MOU July 1,2018—June 30,2021 17
ed above, shall not include cell phones.
Members assigned to special staff or prevention duties and voluntarily receiving other
types of consideration (i.e., twenty-four (24) hour assigned vehicle) may be required to
wear pagers and respond while off duty when within pager call range.
6. Required Training Attendance—An employee who is required to attend a class or seminar
to maintain his/her current position shall have his/her related expenses paid by the City.
If attendance occurs at a time when the employee is not scheduled to work, he/she shall be
compensated on an hourly basis.
HBFA MOU July 1,2018—June 30,2021 16
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
1. An employee may be relieved by any other employee who is qualified to relieve him/her
at any time by utilizing appropriate leave (i.e., vacation). In addition, the parties
acknowledge Department of Labor regulation, 29 CFR section 553.225 which provides:
It is a common practice among employees engaged in fire protection activities to relieve
employees on the previous shift prior to (between the hours of 0600 and 0800) the
scheduled starting time. Such early relief time may occur pursuant to employee agreement,
either expressed or implied.This practice will not have the effect of increasing the number
of compensable hours of work for employees employed under section 7(k) where it is
voluntary on the part of the employees and does not result, over a period of time, in their
failure to receive proper compensation for all hours actually worked. On the other hand, if
the practice is required by the employer,the time involved must be added to the employee's
tour of duty and treated as compensable hours of work.
G. Assigned Shift Policy —Employees of equal rank shall have the option to change assigned shifts
on an employee for employee basis upon written request to and approved by the Fire Chief.
H. Minimum Staffing and Filling Vacancies:
1. Minimum Staffing Levels — The City shall cause apparatus to be staffed with sufficient
employees to assure the safety of employees and the control of risk. For these purposes,
the minimum staffing of apparatus shall be as defined by Policy D-14, Minimum Staffing
and Filling of Vacancies, a copy of which is attached as Exhibit G and incorporated by
reference herein.
a. Minimum staffing in the Fire Department is set forth in Policy D-14 which is in
Appendix G to this MOU.
b. If a Rank Paramedic is activated on a Paramedic Engine, the overall number of on-
duty Firefighters will increase and the overall number of Firefighter/Paramedics will
decrease for each Rank Paramedic. However, the total number of on-duty Paramedics
will be no less than 16.
c. If the Fire Chief determines the need to convert a Truck Company to a PAU or
Paramedic Truck Company,the overall number of on-duty paramedics shall be no less
than 16.
I. Probationary Period:
1. Length of the Probationary Period - Employees in the bargaining unit shall serve a
probationary period when initially appointed to a position in the unit and also when they
promote into a higher rank. The probationary period shall be one year from the time of
initial appointment or promotion into a higher rank.
2. Extension of the Probationary Period - An employee who uses more than 120 hours of
leave for any purpose by the last day of his/her probationary period will have his/her
probationary period extended by the total amount of leave (paid or unpaid) used during
the probationary period.
HBFA MOU July 1,2018—June 30,2021 18
6. Required Training Attendance—An employee who is required to attend a class or seminar
to maintain his/her current position shall have his/her related expenses paid by the City.
If attendance occurs at a time when the employee is not scheduled to work, he/she shall be
compensated on an hourly basis.
HBFA MOU July 1,2018—June 30,2021 16
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
ARTICLE VIII—HEALTH AND OTHER INSURANCE BENEFITS
A. Health Insurance - The City shall continue to make available group health, dental and vision
benefits to all HBFA employees.
B. Eligibility Criteria and Cost:
1. City Paid Health Insurance — Employees and Dependents - An employee, eligible
dependents, and qualifying domestic partners per state law, shall become eligible to
participate in the City's insurance plan described below effective the first of the month
following the employee's date of hire. Any required employee payroll deduction shall
begin with the first full pay period following the effective date of coverage and shall
continue through the end of the month in which the employee separates.
2. Employer Contributions to Health and Other Insurance Benefits - The City's maximum
monthly employer contributions for health and other insurance premiums is set forth in the
charts below. The amounts listed below are inclusive of the Ca1PERS statutory minimum
amount.
i. Employee only("EE")—The cost of the premium up to a maximum of$500.00.
Effective the beginning of the pay period following City Council approval of this
MOU,the cost of the premium up to a maximum of$600.00.
Effective on the first day of the pay period which includes July 1, 2019, the cost of
the premium up to a maximum of$700.00.
Effective on the first day of the pay period which includes July 1, 2020,the cost of
the premium up to a maximum of$800.00.
ii. Employee +one dependent("EE"+ 1)—The cost of the premium up to a maximum
of$815.00.
Effective the beginning of the pay period following City Council approval of this
MOU,the cost of the premium up to a maximum of$915.00.
Effective on the first day of the pay period which July 1, 2019, the cost of the
premium up to a maximum of$1,015.00.
Effective on the first day of the pay period which July 1, 2020, the cost of the
premium up to a maximum of$1,115.00.
iii. Employee +two or more dependents ("EE" + 2) —The cost of the premium up to a
maximum of$1,325.00.
Effective the beginning of the pay period following City Council approval of this
MOU,the cost of the premium up to a maximum of$1,425.00.
HBFA MOU July 1,2018—June 30,2021 19
the bargaining unit shall serve a
probationary period when initially appointed to a position in the unit and also when they
promote into a higher rank. The probationary period shall be one year from the time of
initial appointment or promotion into a higher rank.
2. Extension of the Probationary Period - An employee who uses more than 120 hours of
leave for any purpose by the last day of his/her probationary period will have his/her
probationary period extended by the total amount of leave (paid or unpaid) used during
the probationary period.
HBFA MOU July 1,2018—June 30,2021 18
6. Required Training Attendance—An employee who is required to attend a class or seminar
to maintain his/her current position shall have his/her related expenses paid by the City.
If attendance occurs at a time when the employee is not scheduled to work, he/she shall be
compensated on an hourly basis.
HBFA MOU July 1,2018—June 30,2021 16
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
Effective on the first day of the pay period which includes July 1, 2019, the cost of
the premium up to a maximum of$1,525.00.
Effective on the first day of the pay period which includes July 1, 2020, the cost of
the premium up to a maximum of$1,625.00.
Tier Upon City Council Beginning of the pay Beginning of the pay
Approval period which includes period which includes
(per month) July 1, 2019 July 1, 2020
(per month) (per month)
*Single $600.00 $700.00 $800.00
*Two-Party $915.00 $1,015.00 $1,115.00
*Family $1,425.00 $1,525.00 $1,625.00
Opt Out $600.00 $700.00 $800.00
2018 Health Premiums and Contributions
So CA Region - Effective 11/17/2018
HBFA
Monthly Employer Employee Employee
Plan Tier Premium Monthly Monthly Bi-Weekly
Contribution Contribution Contribution
PERS Single 659.69 600.00 59.69 27.55
Anthem HMO Select Two-Party 1,319.38 915.00 404.38 186.64
Family 1,715.19 1,425.00 290.19 133.93
PERS Single 735.08 600.00 135.08 62.34
Anthem HMO Two-Party 1,470.16 915.00 555.16 256.23
Traditional Family 1,911.21 1,425.00 486.21 224.40
PERS Single 695.97 600.00 95.97 44.29
Blue Shield Access+ Two-Party 1,391.94 915.00 476.94 220.13
Family 1,809.52 1,425.00 384.52 177.47
PERS Single 461.56 600.00 461.56 213.03
Health Net Salud y Two-Party 923.12 915.00 8.12 3.75
Mas Family 1,200.06 1,425.00 1,200.06 553.87
PERS Single 607.68 600.00 7.68 3.54
Health Net SmartCare Two-Party 1,215.36 915.00 300.36 138.63
Family 1,579.97 1,425.00 154.97 71.52
PERS Single 666.80 600.00 66.80 30.83
Kaiser Two-Party 1,333.60 915.00 418.60 193.20
Family 1,733.68 1,425.00 308.68 142.47
PERS Single 616.66 600.00 16.66 7.69
UnitedHealthcare Two-Party 1,233.32 915.00 318.32 146.92
Family 1,603.32 1,425.00 178.32 82.30
HBFA MOU July 1,2018-June 30,2021 20
promote into a higher rank. The probationary period shall be one year from the time of
initial appointment or promotion into a higher rank.
2. Extension of the Probationary Period - An employee who uses more than 120 hours of
leave for any purpose by the last day of his/her probationary period will have his/her
probationary period extended by the total amount of leave (paid or unpaid) used during
the probationary period.
HBFA MOU July 1,2018—June 30,2021 18
6. Required Training Attendance—An employee who is required to attend a class or seminar
to maintain his/her current position shall have his/her related expenses paid by the City.
If attendance occurs at a time when the employee is not scheduled to work, he/she shall be
compensated on an hourly basis.
HBFA MOU July 1,2018—June 30,2021 16
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
Single 698.96 600.00 98.96 45.67
PERS Choice Two-Party 1,397.92 915.00 482.92 222.89
Family 1,817.30 1,425.00 392.30 181.06
Single 654.74 600.00 54.74 25.26
PERS Select Two-Party 1,309.48 915.00 394.48 182.07
Family 1,702.32 1,425.00 277.32 127.99
Single 733.50 600.00 133.50 61.62
PERS Care Two-Party 1,467.00 915.00 552.00 254.77
Family 1,907.10 1,425.00 482.10 222.51
Single 734.00 600.00 134.00 61.85
PORAC Two-Party 1,540.00 915.00 625.00 288.46
Family 1,970.00 1,425.00 545.00 251.54
Single 56.00 42.88 13.12 6.06
Delta Dental PPO Two-Party 104.60 81.82 22.78 10.51
Family 137.90 116.36 21.54 9.94
Single 30.11 23.00 7.11 3.28
Delta Care HMO Two-Party 51.19 39.11 12.08 5.58
Family 78.29 59.81 18.48 8.53
Single 23.86 17.58 6.28 2.90
VSP Vision Two-Party 23.86 17.58 6.28 2.90
Family 23.86 17.58 6.28 2.90
Medical Opt Out Benefit: $600.00 per month ($276.92 bi-weekly)
Effective the beginning of pay period following Council approval of this MOU, the cost of the single party
premium up to a maximum of$600.00 per month ($276.92 bi-weekly).
CalPERS PEMHCA 2018 employer contribution= $133.00 per month, $61.38 bi-weekly.
Employee and City contributions subject to change as a result of contract negotiations
Other Southern California Region: Fresno, Imperial, Inyo, Kern, Kings, Madera, Riverside, Orange, San
Diego, San Luis Obispo, Santa Barbara, Tulare
2018 Health Premiums and Contributions
LA Region - Effective 11/17/2018
HBFA
Monthly Employer Employee Employee
Plan Tier Monthly Monthly Bi-Weekly
Premium Contribution Contribution Contribution
Single 660.17 600.00 60.17 27.77
PERS Two-Party 1,320.34 915.00 405.34 187.08
Anthem HMO Select
Family 1,716.44 1,425.00 291.44 134.51
HBFA MOU July 1,2018-June 30,2021 21
00 318.32 146.92
Family 1,603.32 1,425.00 178.32 82.30
HBFA MOU July 1,2018-June 30,2021 20
promote into a higher rank. The probationary period shall be one year from the time of
initial appointment or promotion into a higher rank.
2. Extension of the Probationary Period - An employee who uses more than 120 hours of
leave for any purpose by the last day of his/her probationary period will have his/her
probationary period extended by the total amount of leave (paid or unpaid) used during
the probationary period.
HBFA MOU July 1,2018—June 30,2021 18
6. Required Training Attendance—An employee who is required to attend a class or seminar
to maintain his/her current position shall have his/her related expenses paid by the City.
If attendance occurs at a time when the employee is not scheduled to work, he/she shall be
compensated on an hourly basis.
HBFA MOU July 1,2018—June 30,2021 16
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
PERS Single 784.72 600.00 184.72 85.26
Anthem HMO Two-Party 1,569.44 915.00 654.44 302.05
Traditional Family 2,040.27 1,425.00 615.27 283.97
PERS Single 613.29 600.00 13.29 6.13
Blue Shield Access+ Two-Party 1,226.58 915.00 311.58 143.81
Family 1,594.55 1,425.00 169.55 78.25
PERS Single 404.32 404.32 0.00 0.00
Health Net Salud y Two-Party 808.64 808.64 0.00 0.00
Mas Family 1,051.23 1,051.23 0.00 0.00
PERS Single 577.15 577.15 0.00 0.00
Health Net SmartCare Two-Party 1,154.30 915.00 239.30 110.45
Family 1,500.59 1,425.00 75.59 34.89
PERS Single 642.70 600.00 42.70 19.71
Kaiser Two-Party 1,285.40 915.00 370.40 170.95
Family 1,671.02 1,425.00 246.02 113.55
PERS Single 602.78 600.00 2.78 1.28
UnitedHealthcare Two-Party 1,205.56 915.00 290.56 134.10
Family 1,567.23 1,425.00 142.23 65.64
Single 620.39 600.00 20.39 9.41
PERS Choice Two-Party 1,240.78 915.00 325.78 150.36
Family 1,613.01 1,425.00 188.01 86.77
Single 573.21 573.21 0.00 0.00
PERS Select Two-Party 1,146.42 915.00 231.42 106.81
Family 1,490.35 1,425.00 65.35 30.16
Single 673.73 600.00 73.73 34.03
PERS Care Two-Party 1,347.46 915.00 432.46 199.60
Family 1,751.70 1,425.00 326.70 150.78
Single 734.00 600.00 134.00 61.85
PORAC Two-Party 1,540.00 915.00 625.00 288.46
Family 1,970.00 1,425.00 545.00 251.54
Single 56.00 42.88 13.12 6.06
Delta Dental PPO Two-Party 104.60 81.82 22.78 10.51
Family 137.90 116.36 21.54 9.94
Single 30.11 23.00 7.11 3.28
Delta Care HMO Two-Party 51.19 39.11 12.08 5.58
Family 78.29 59.81 18.48 8.53
Single 23.86 17.58 6.28 2.90
VSP Vision Two-Party 23.86 17.58 6.28 2.90
Family 23.86 17.58 6.28 2.90
Medical Opt Out Benefit: $600.00 per month ($276.92 bi-weekly)
Effective the beginning of pay period following Council approval of this MOU,the cost of the single party
premium up to a maximum of$600.00 per month ($276.92 bi-weekly).
HBFA MOU July 1,2018-June 30,2021 22
day of his/her probationary period will have his/her
probationary period extended by the total amount of leave (paid or unpaid) used during
the probationary period.
HBFA MOU July 1,2018—June 30,2021 18
6. Required Training Attendance—An employee who is required to attend a class or seminar
to maintain his/her current position shall have his/her related expenses paid by the City.
If attendance occurs at a time when the employee is not scheduled to work, he/she shall be
compensated on an hourly basis.
HBFA MOU July 1,2018—June 30,2021 16
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
CalPERS PEMHCA 2018 employer contribution=$133.00 per month, $61.38 bi-weekly
Employee and City contributions subject to change as a result of contract negotiations
Los Angeles Area Region: Los Angeles, San Bernardino, Ventura
2019 Health Premiums and Contributions
So CA Region - Effective 7/1/2019
HBFA
Monthly Employer Employee Employee
Plan Tier Premium Monthly Monthly Bi-Weekly
Contribution Contribution Contribution
PERS Single 625.07 625.07 0.00 0.00
Anthem HMO Select Two-Party 1,250.14 1,015.00 235.14 108.53
Family 1,625.18 1,525.00 100.18 46.24
PERS Single 830.89 700.00 130.89 60.41
Anthem HMO Two-Party 1,661.78 1,015.00 646.78 298.51
Traditional Family 2,160.31 1,525.00 635.31 293.22
PERS Single 760.04 700.00 60.04 27.71
Blue Shield Access+ Two-Party 1,520.08 1,015.00 505.08 233.11
Family 1,976.10 1,525.00 451.10 208.20
PERS Single 427.81 427.81 0.00 0.00
Health Net Salud y Two-Party 855.62 855.62 0.00 0.00
Mas Family 1,112.31 1,112.31 0.00 0.00
PERS Single 642.71 642.71 0.00 0.00
Health Net SmartCare Two-Party 1,285.42 1,015.00 270.42 124.81
Family 1,671.05 1,525.00 146.05 67.41
PERS Single 628.63 628.63 0.00 0.00
Kaiser Two-Party 1,257.26 1,015.00 242.26 111.81
Family 1,634.44 1,525.00 109.44 50.51
PERS Single 646.65 646.65 0.00 0.00
UnitedHealthcare Two-Party 1,293.30 1,015.00 278.30 128.45
Family 1,681.29 1,525.00 156.29 72.13
Single 721.11 700.00 21.11 9.74
PERS Choice Two-Party 1,442.22 1,015.00 427.22 197.18
Family 1,874.89 1,525.00 349.89 161.49
Single 462.71 462.71 0.00 0.00
PERS Select Two-Party 925.42 925.42 0.00 0.00
Family 1,203.05 1,203.05 0.00 0.00
HBFA MOU July 1,2018-June 30,2021 23
18.48 8.53
Single 23.86 17.58 6.28 2.90
VSP Vision Two-Party 23.86 17.58 6.28 2.90
Family 23.86 17.58 6.28 2.90
Medical Opt Out Benefit: $600.00 per month ($276.92 bi-weekly)
Effective the beginning of pay period following Council approval of this MOU,the cost of the single party
premium up to a maximum of$600.00 per month ($276.92 bi-weekly).
HBFA MOU July 1,2018-June 30,2021 22
day of his/her probationary period will have his/her
probationary period extended by the total amount of leave (paid or unpaid) used during
the probationary period.
HBFA MOU July 1,2018—June 30,2021 18
6. Required Training Attendance—An employee who is required to attend a class or seminar
to maintain his/her current position shall have his/her related expenses paid by the City.
If attendance occurs at a time when the employee is not scheduled to work, he/she shall be
compensated on an hourly basis.
HBFA MOU July 1,2018—June 30,2021 16
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
Single 907.29 700.00 207.29 95.67
PERS Care Two-Party 1,814.58 1,015.00 799.58 369.04
Family 2,358.95 1,525.00 833.95 384.90
Single 774.00 700.00 74.00 34.15
PORAC Two-Party 1,623.00 1,015.00 608.00 280.62
Family 2,076.00 1,525.00 551.00 254.31
Single 56.00 42.88 13.12 6.06
Delta Dental PPO Two-Party 104.60 81.82 22.78 10.51
Family 137.90 116.36 21.54 9.94
Single 30.11 23.00 7.11 3.28
Delta Care HMO Two-Party 51.19 39.11 12.08 5.58
Family 78.29 59.81 18.48 8.53
Single 23.33 17.58 5.75 2.65
VSP Vision Two-Party 23.33 17.58 5.75 2.65
Family 23.33 17.58 5.75 2.65
Medical Opt Out Benefit: $700.00 per month ($323.08 bi-weekly)
Effective the beginning of the pay period including July 1, 2019, the cost of the single party premium up to
a maximum of$700.00 per month ($323.08 bi-weekly).
Effective the beginning of the pay period including July 1, 2020 the cost of the single party premium up to
a maximum of$800.00 per month ($369.23 bi-weekly).
CalPERS PEMHCA 2019 employer contribution = $136.00 per month, $62.77 bi-weekly
Employee and City contributions subject to change as a result of contract negotiations
Other Southern California Region: Fresno, Imperial, Inyo, Kern, Kings, Madera, Riverside, Orange, San
Diego, San Luis Obispo, Santa Barbara,Tulare
2019 Health Premiums and Contributions
LA Region-Effective 07/01/2019
HBFA
Monthly Employer Employee Employee
Plan Tier Premium Monthly Monthly Bi-Weekly
Contribution Contribution Contribution
Single 627.07 627.07 0.00 0.00
PERS Two-Party 1,254.14 1,015.00 239.14 110.37
Anthem HMO Select
Family 1,630.38 1,525.00 105.38 48.64
Single 878.48 700.00 178.48 82.38
PERS Two-Party 1,756.96 1,015.00 741.96 342.44
Anthem HMO Traditional
Family 2,284.05 1,525.00 759.05 350.33
HBFA MOU July 1,2018-June 30,2021 24
18.48 8.53
Single 23.86 17.58 6.28 2.90
VSP Vision Two-Party 23.86 17.58 6.28 2.90
Family 23.86 17.58 6.28 2.90
Medical Opt Out Benefit: $600.00 per month ($276.92 bi-weekly)
Effective the beginning of pay period following Council approval of this MOU,the cost of the single party
premium up to a maximum of$600.00 per month ($276.92 bi-weekly).
HBFA MOU July 1,2018-June 30,2021 22
day of his/her probationary period will have his/her
probationary period extended by the total amount of leave (paid or unpaid) used during
the probationary period.
HBFA MOU July 1,2018—June 30,2021 18
6. Required Training Attendance—An employee who is required to attend a class or seminar
to maintain his/her current position shall have his/her related expenses paid by the City.
If attendance occurs at a time when the employee is not scheduled to work, he/she shall be
compensated on an hourly basis.
HBFA MOU July 1,2018—June 30,2021 16
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
Single 669.75 669.75 0.00 0.00
PERS Two-Party 1,339.50 1,015.00 324.50 149.77
Blue Shield Access+
Family 1,741.35 1,525.00 216.35 99.85
Single 356.50 356.50 0.00 0.00
PERS Two-Party 713.00 713.00 0.00 0.00
Health Net Salud y Mas
Family 926.90 926.90 0.00 0.00
Single 584.27 584.27 0.00 0.00
PERS Two-Party 1,168.54 1,015.00 153.54 70.86
Health Net SmartCare
Family 1,519.10 1,519.10 0.00 0.00
Single 618.64 618.64 0.00 0.00
PERS Two-Party 1,237.28 1,015.00 222.28 102.59
Kaiser
Family 1,608.46 1,525.00 83.46 38.52
Single 669.61 669.61 0.00 0.00
PERS Two-Party 1,339.22 1,015.00 324.22 149.64
UnitedHealthcare
Family 1,740.99 1,525.00 215.99 99.69
Single 654.50 654.50 0.00 0.00
PERS Choice Two-Party 1,309.00 1,015.00 294.00 135.69
Family 1,701.70 1,525.00 176.70 81.55
Single 420.77 420.77 0.00 0.00
PERS Select Two-Party 841.54 841.54 0.00 0.00
Family 1,094.00 1,094.00 0.00 0.00
Single 843.78 700.00 143.78 66.36
PERS Care Two-Party 1,687.56 1,015.00 672.56 310.41
Family 2,193.83 1,525.00 668.83 308.69
Single 774.00 700.00 74.00 34.15
PORAC Two-Party 1,623.00 1,015.00 608.00 280.62
Family 2,076.00 1,525.00 551.00 254.31
Single 56.00 42.88 13.12 6.06
Delta Dental PPO Two-Party 104.60 81.82 22.78 10.51
Family 137.90 116.36 21.54 9.94
Single 30.11 23.00 7.11 3.28
Delta Care HMO Two-Party 51.19 39.11 12.08 5.58
Family 78.29 59.81 18.48 8.53
Single 23.33 17.58 5.75 2.65
VSP Vision Two-Party 23.33 17.58 5.75 2.65
Family 23.33 17.58 5.75 2.65
Medical Opt Out Benefit: $700.00 per month ($323.08 bi-weekly)
Effective the beginning of the pay period including July 1, 2019, the cost of the single party premium up to
a maximum of$700.00 per month ($323.08 bi-weekly).
Effective the beginning of the pay period including July 1, 2020 the cost of the single party premium up to
a maximum of$800.00 per month ($369.23 bi-weekly).
HBFA MOU July 1,2018-June 30,2021 25
nth ($276.92 bi-weekly).
HBFA MOU July 1,2018-June 30,2021 22
day of his/her probationary period will have his/her
probationary period extended by the total amount of leave (paid or unpaid) used during
the probationary period.
HBFA MOU July 1,2018—June 30,2021 18
6. Required Training Attendance—An employee who is required to attend a class or seminar
to maintain his/her current position shall have his/her related expenses paid by the City.
If attendance occurs at a time when the employee is not scheduled to work, he/she shall be
compensated on an hourly basis.
HBFA MOU July 1,2018—June 30,2021 16
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
CalPERS PEMHCA 2019 employer contribution= $136.00 per month, $62.77 bi-weekly
Employee and City contributions subject to change as a result of contract negotiations
Los Angeles Area Region: Los Angeles, San Bernardino, Ventura
In no event shall the employee be entitled to the difference between the employer contribution and the
premiums for insurance plan(s) selected by the employee.
C. Public Employees' Medical and Hospital Care Act (PEMHCA) OPTION —The City contracts
with CalPERS to provide medical benefits to bargaining unit members in accordance with the
Public Employees' Medical and Hospital Care Act (PEMHCA). The City contracts for the
unequal method of employee contribution in accordance with Government Code section 22893.
D. Medical Opt-Out - If an employee is covered by a group health insurance outside of a City-
provided program (evidence of which must be supplied to the Employee Benefits Division the
employee may elect to discontinue City health insurance coverage and receive two hundred and
thirty dollars and seventy-seven cents($230.77)bi-weekly(effective the beginning of pay period
following Council approval of this MOU, the cost of the single party premium up to a maximum
of$600.00 per month ($276.92 bi-weekly).
Effective the beginning of the pay period including July 1, 2019, the cost of the single party
premium up to a maximum of$700.00 per month ($323.08 bi-weekly).
Effective the beginning of the pay period including July 1, 2020 the cost of the single party
premium up to a maximum of $800.00 per month ($369.23 bi-weekly) to deposit into the
employee's deferred compensation account or any other pre-tax program offered by the City. In
order to be eligible for the opt-out payment the employee must be able to demonstrate to the
City's satisfaction that they have minimum essential coverage as defined by the Affordable Care
Act, (through another source other than coverage in the individual market, whether or not
obtained through Covered California) and will not incur penalties under the ACA.
E. Section 125 Plan — Employees shall be eligible to participate in a City approved Internal
Revenue Code Section 125 Flexible Spending Plan under the same terms and conditions as all
other eligible City employees.This plan allows employees to use pre-tax salary to pay for regular
childcare, adult dependent care and/or non-reimbursable medical expenses up to maximums
provided by law.
F. Life and Accidental Death and Dismemberment:
1. Life—The City shall provide a$50,000 (fifty thousand dollars) Life Insurance plan for
each employee.
HBFA MOU July 1,2018—June 30,2021 26
HBFA MOU July 1,2018-June 30,2021 22
day of his/her probationary period will have his/her
probationary period extended by the total amount of leave (paid or unpaid) used during
the probationary period.
HBFA MOU July 1,2018—June 30,2021 18
6. Required Training Attendance—An employee who is required to attend a class or seminar
to maintain his/her current position shall have his/her related expenses paid by the City.
If attendance occurs at a time when the employee is not scheduled to work, he/she shall be
compensated on an hourly basis.
HBFA MOU July 1,2018—June 30,2021 16
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
2. Accidental Death and Dismemberment—The City shall provide a fifty thousand dollars
($50,000)Accidental Death and Dismemberment Insurance plan for each employee.
G. Long Term Disability — The City shall pay to the Association on behalf of each employee
covered by this MOU, on a monthly basis,an amount not to exceed thirty-eight dollars($38.00)
per member for a Long Term Disability policy. The program shall be subject to the terms and
conditions contained in Exhibit E.
H. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy Plan
Employees who retire from the City after January 1, 2004, are granted a retirement allowance
by the California Public Employees' Retirement System and are not eligible for the City's
Retiree Subsidy Medical Plan,may choose to participate in any health insurance plans available
to all active employees in this bargaining unit until the first of the month in which they turn age
sixty-five(65).
The retirees shall pay the full premium for any-health insurance for themselves and/or qualified
dependents without any City subsidy.
Employees who retire from the City, receive a retirement allowance from the California Public
Employees' Retirement System, are not eligible for the City's Retiree Subsidy Medical Plan and
choose not to participate in City medical insurance plans available to eligible retirees in this
bargaining unit upon retirement, will permanently lose eligibility for this insurance.
However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses not
to participate in available medical insurance plans because the retiree has access to other group
medical insurance,and subsequently loses eligibility for that group medical insurance,the retiree
and their qualified dependents will have access to medical insurance plans available to retirees
eligible for reinstatement.
Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree or
qualified dependent turns age sixty-five(65).
I. Post-65 Supplemental Medicare Coverage - Retirees who are participating in the Retiree
Subsidy Medical Plan as of January 1, 2004 and all future retirees who meet the criteria to
participate in available medical insurance, with or without the Retiree Medical Subsidy Plan,
may participate in available medical insurance plans that are supplemental to Medicare.
A retiree or qualified dependent must choose to participate in available medical insurance plans
that are supplemental to Medicare beginning the first of the month in which the retiree or
qualified dependent turns age sixty-five(65).
The retiree shall pay the full premium to participate in available medical insurance plans that are
supplemental to Medicare for themselves or qualified dependents without any City subsidy.
Retirees or qualified dependents, upon turning age 65,who choose not to participate in available
medical insurance plans that are supplemental to Medicare permanently lose eligibility for this
insurance.
HBFA MOU July 1,2018—June 30,2021 27
ss or seminar
to maintain his/her current position shall have his/her related expenses paid by the City.
If attendance occurs at a time when the employee is not scheduled to work, he/she shall be
compensated on an hourly basis.
HBFA MOU July 1,2018—June 30,2021 16
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
J. Miscellaneous:
1. Nothing in this Article shall be deemed to restrict the City's right to change insurance
carriers should circumstances warrant.
2. Nothing in this Article shall be deemed to obligate the City to improve the benefits outlined
in this Article.
3. Whenever an eligible employee is absent because of illness or injury,the City shall continue
to provide to the employee and his/her dependents, all of the insurance benefits set forth in
this Article for the duration of any such approved absence not to exceed twenty-four (24)
months.
ARTICLE IX—RETIREMENT
A. Benefits:
1. Public Employees' Retirement System:
a. The City shall provide all safety employees described as "classic members by the
Public Employees' Pension Reform Act of 2013 — "PEPRA" with that certain
retirement program commonly known and described as the "3%" at age 50 plan"
which is based on the retirement formula as set forth in the California Public
Employees' Retirement System (PERS), Sections 21362.2 of the California
Government Code, including the one-half continuance option (Government Code
Sections 21624 and 21626) for safety employees and the Fourth Level of the 1959
survivor option for all employees as established by the California Public Employees'
Retirement System, Section 21571 of the California Government Code.
b. All "classic members" shall pay their CalPERS member contribution of nine percent
(9%) of pensionable income.
Effective the beginning of the pay period following City Council approval of this
MOU, all classic members shall pay three percent (3%) additional compensation
earnable as employer cost sharing in accordance with Government Code section
20516(f)—for an employee pension contribution of twelve percent(12%).The parties
agree that this cost sharing agreement per Government Code section 20516(f) shall
continue after the expiration of this MOU unless/until otherwise negotiated to either
an agreement (in a successor MOU) or the expiration of the impasse process by the
parties.
c. The City contracts with PERS to have retirement benefits calculated based upon the
employee's highest one year's compensation, pursuant to the provisions of Section
20042 (highest single year). This benefit is available to "classic members" of
CalPERS.
HBFA MOU July 1,2018—June 30,2021 28
that are supplemental to Medicare beginning the first of the month in which the retiree or
qualified dependent turns age sixty-five(65).
The retiree shall pay the full premium to participate in available medical insurance plans that are
supplemental to Medicare for themselves or qualified dependents without any City subsidy.
Retirees or qualified dependents, upon turning age 65,who choose not to participate in available
medical insurance plans that are supplemental to Medicare permanently lose eligibility for this
insurance.
HBFA MOU July 1,2018—June 30,2021 27
ss or seminar
to maintain his/her current position shall have his/her related expenses paid by the City.
If attendance occurs at a time when the employee is not scheduled to work, he/she shall be
compensated on an hourly basis.
HBFA MOU July 1,2018—June 30,2021 16
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
d. The obligations of the City and the retirement rights of employees as provided in this
Article shall survive the term of this MOU.
e. The City provides the Pre-Retirement Optional Settlement 2 Death Benefit as set forth
in California Government Code Section 21548 for all safety employees represented
by the Association.
f. For"New Members"within the meaning of the California Public Employees' Pension
Reform Act of 2013.
1) New Members shall be governed by the two and seven tenths percent at age
57 (2.7% @ 57) retirement formula set forth in Government Code section
7522.25(d)
2) Final compensation will be based on the highest annual average compensation
earnable during the 36 consecutive months immediately preceding the
effective date of his or her retirement, or some other 36 consecutive month
period designated by the member as required by Government Code section
7522.32(a).
3) New members shall contribute one half of the normal cost rate, as established
by CalPERS.
4) Effective the beginning of the pay period following City Council approval of
this MOU, all new members shall, pay at least twelve percent (12%) of
pensionable compensation as their retirement contribution. If the required
contribution per PEPRA (half the normal cost) is less than twelve percent
(12%), employees shall pay the difference between the required PEPRA
contribution and twelve percent (12%) as cost sharing per Government Code
section 20516(f). If the required PEPRA contribution is at least twelve percent
(12%) or more, new members will pay the required PEPRA contribution.
g. The City has adopted the CalPERS Resolution in accordance with IRS Code section
414(h)(2) to ensure that both the employee contribution and the City pickup of the
required member contribution are made on a pre-tax basis. However, ultimately, the
tax status of any benefit is determined by the law.
h. Reporting of Base Salary —Provisions of the Level Pay plan, Article VII.C, shall be
used for purposes of reporting the bi-weekly pay of twenty-four (24) hour shift
employees to the Public Employees' Retirement System (PERS).
2. Self-Funded Supplemental Retirement Benefit:
a. In the event a member elects Option #1, #2, #2W, #3, #3W or #4 of the Public
Employees' Retirement Law, the City shall pay the difference between such elected
option and the unmodified allowance which the member would have received for
his/her life alone as provided in California Government Code sections 21455, 21456,
21457, and 21548 as said referenced Government Code sections exist as of the date
of this agreement. This payment shall be made only to the member, shall be payable
HBFA MOU July 1,2018—June 30,2021 29
hat are supplemental to Medicare permanently lose eligibility for this
insurance.
HBFA MOU July 1,2018—June 30,2021 27
ss or seminar
to maintain his/her current position shall have his/her related expenses paid by the City.
If attendance occurs at a time when the employee is not scheduled to work, he/she shall be
compensated on an hourly basis.
HBFA MOU July 1,2018—June 30,2021 16
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
by the City during the life of the member, and upon that member's death, the City's
obligation shall cease. The method of funding this benefit shall be the sole discretion
of the City. This benefit is vested for employees covered by this MOU.
b. Employees hired on or after October 4, 1999, shall not be eligible for the
"Supplemental Retirement Benefit"referenced in Article IX.A.2a above.
3. Medical Insurance for Retirees:
a. Upon retirement, whether service or disability, each employee shall have the
following options in regards to medical insurance under available plans:
1) With no change in benefits, retirees can stay in any of the plans offered by the
City, to active members in this bargaining unit, at the retiree's own expense,
for the maximum time period required by Federal Law(COBRA), or
2) Early retirees (under age 65) may participate in the available health plans
currently being offered to active employees.
3) Retirees over age 65 may participate in the Post-65 Supplemental Medicare
Coverage described in Article VIII.I.
b. Retired employees exercising either of the options in Article IX.A.3.a may cause any
premiums not paid by the City to be paid out of funds due and owed to them for
unused sick leave benefits upon retirement,as provided in Article IX.A.3.a. However,
whenever a retired employee does not have any such available funds, he/she shall
have the opportunity to provide the City with sufficient funds to pay the premiums.
At retirement, the sick leave hours remaining may, at the employee's option, be
converted to a dollar figure, as provided in Article IX.A.3.a, and an estimate shall be
provided by the City to the retired employee as to the approximate number of months
the group insurance can be paid by such sick leave dollars. The City shall notify any
retired employee whose funds available for unused sick leave benefits are about to be
exhausted of such fact, in writing by certified mail, return receipt requested, at the
retired employee's most recent address of record with the City no later than three (3)
months prior to the date upon which there will not be sufficient funds to pay
premiums. It shall be the individual retiree's responsibility either to insure that there
are sufficient sick leave dollars available to pay premiums or to make premium
payments at least one(1)month in advance,to continue the group insurance in effect.
If following exhaustion of sick leave funds a retired employee fails to provide the City
with sufficient additional funds to pay premiums,the City shall have the right to notify
said retired employee in the manner prescribed above that it intends to cause his/her
coverage to be terminated for non-payment of premiums, and the further right to
terminate such coverage, if such default has not been cured within thirty (30) days
following receipt of such notice. Any retired employee electing to obtain such
medical coverage after retirement shall have no further option to terminate such
coverage following the provision of thirty (30) days written notice to the City,
whereupon any funds due and owed to him/her for unused sick leave benefits that
have not been exhausted to pay these health insurance premiums shall be paid in a
lump sum to the retired employee within thirty(30)days following receipt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
of such notice. Once a retired employee elects to terminate such coverage, he/she
shall be precluded from securing it at a later date at the group rate.
B. Reinstatement Privileges for Disability Retirees — If a retiree seeks to cause PERS to revoke
his/her disability retirement(within three years of the effective date of the disability retirement)
on the grounds that he/she is no longer incapacitated from performing the duties of the position
held at the time of retirement,the City will not certify that he/she is no longer incapacitated from
performing those duties until the employee passes the Departmental physical agility test. If
PERS revokes his/her disability retirement,the City shall immediately reinstate the employee at
his/her former position and pay step.
ARTICLE X—LEAVE BENEFITS
A. Leave with Pay:
1. Vacation — The purpose of annual vacation is to provide a rest period, which will enable
each employee to return to work physically and mentally refreshed. All employees shall be
entitled to annual vacation,with pay, in accordance with this Article.
a. Accrual—Employees shall accrue annual vacations at their appropriate assigned work
schedule rate, either forty hour(40) or fifty-six hour(56)workweek. Paychecks will
identify the accrued vacation (Accrued) and accrual rate (Constant) based on their
actual work schedule, either a forty (40) hour or fifty-six (56) hour schedule. In the
event of a change in work schedules, personnel will have their accrued vacation
(Accrued) and accrual rate (Constant) changed to the new schedule using the
conversion factor .7143 (40 - 56). Personnel who change from a fifty-six (56) hour
schedule to a forty(40)hour schedule shall multiply the existing hours by.7143, (see
Exhibit G). Personnel who change from a forty(40)hour schedule to a fifty-six(56)
hour schedule shall divide their existing hours by .7143. Personnel shall accrue
annual vacations at the following rates':
For the first four(4) years of continuous service vacation time shall be accrued at the
rate of one hundred and twelve (112) hours per year for forty (40) hour per week
employees, and one hundred and fifty-seven (157) hours per year for fifty-six (56)
hour per week employees.
After four (4) years of continuous service to the completion of nine (9) years of
continuous service, vacation time shall be accrued at the rate of one hundred thirty-
six(136)hours per year for forty(40)hour per week employees,and one hundred and
ninety(190)hours per year for fifty-six(56)hour per week employees.
After nine (9) years of continuous service to the completion of fourteen (14) years of
continuous service, vacation time shall be accrued at the rate of one hundred sixty
(160) hours per year for forty (40) hour per week employees, and two hundred and
twenty-four(224)hours per year for fifty-six(56)hour per week employees.
For a detailed explanation regarding conversion refer to Exhibit F
HBFA MOU July 1,2018—June 30,2021 31
urther option to terminate such
coverage following the provision of thirty (30) days written notice to the City,
whereupon any funds due and owed to him/her for unused sick leave benefits that
have not been exhausted to pay these health insurance premiums shall be paid in a
lump sum to the retired employee within thirty(30)days following receipt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
After fourteen (14) years of continuous service vacation, time shall be accrued at the
rate of one hundred ninety-two (192) hours per year for forty hour (40) per week
employees, and two hundred sixty-nine (269) hours per year for fifty-six hour (56)
per week employees.
Vacation allowance shall not be accumulated in excess of three hundred forty-two
(342) hours for forty (40) hour per week employees, and four hundred and eighty
(480) hours per year for fifty-six(56)hour per week employees.
b. Eligibility and Permission—No vacation may be taken until the completion of six(6)
months of employment. No employee shall be permitted to take vacation in excess
of actual time earned and no employee shall take vacation that is being accrued while
the employee is on vacation. Vacations shall be taken only with permission of the
Fire Chief or his/her sworn designee, who shall schedule all vacations with due
consideration for the request of the employee and particular regard for the need of the
Department.
The Fire Department operates on a three-shift basis,with personnel being assigned to
the "A, B or C" Shift for work scheduling purposes. On each such shift, there shall
be four (4) available vacation absences (referred to as "vacation slots"). That is, at
any one time, there may be four (4) persons absent from duty on each such shift due
to vacation. These slots shall be made available by rank, one (1)to Firefighters, one
(1) to Fire Engineers, one (1) to Firefighter Paramedics; and one (1) to Captains.
Thereafter,each additional employee shall be entitled to receive time off for requested
vacation leave, so long as a qualified replacement is available to serve in his/her
absence.
c. Conversion to Cash — Until December 31, 2018, on two (2) occasions during each
fiscal year each employee shall have the option to convert into a cash payment up to a
total of eighty(80)hours,at the forty(40)hour rate,or one hundred twelve(112)hours
at the fifty-six(56)hour rate,of earned vacation benefits during any one(1)fiscal year.
The employee shall give two (2) weeks advanced notice of his/her desire to exercise
such option.
Effective for calendar year 2019 and every year thereafter the previous paragraph is
eliminated and the following shall apply: By December 15 (the first year being 2018)
of each year,an employee may make an irrevocable election to cash out up eighty(80)
hours (for employees assigned to the 40 hour workweek) at the 40 hour rate, or one
hundred and twelve (112) hours (for employees assigned to the 24 hour suppression
shift) at the 56 hour rate, which will be earned in the following calendar year. In the
following year, the employee can receive the cash for the vacation he/she irrevocably
elected to cash out in either two (2) equal increments of half of what he/she elected to
cash out or one (1) increment of up the maximum they elected to cash out.
The employee would be paid one half of what he/she irrevocably elect to cash out on
both the second pay day in July and the first pay day on December or the employee
can elect to be paid the full amount he/she elected to cash out on the first pay day in
December. However, if the employee's vacation balance is less than the amount the
HBFA MOU July 1,2018—June 30,2021 32
lump sum to the retired employee within thirty(30)days following receipt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
employee elected to cash out (in the prior calendar year) the employee will receive
cash for the amount of vacation the employee has accrued at the time of the cash out.
If an employee makes an irrevocable election to cash out vacation in the following
calendar year and uses vacation in that subsequent year, the vacation used will come
from vacation the employee had earned prior to January 1 of the year the employee has
elected to cash out vacation. This is to ensure that assuming an employee had a
vacation balance prior to January 1, the vacation used will not result in a reduction in
the amount of vacation the employee will be eligible to cash out.
In addition to the above, starting in calendar year 2019, an employee who has an
"unforeseen emergency" (defined as an unanticipated emergency that is caused by an
event beyond the control of the employee and that would result in severe financial
hardship to the employee if early withdrawal were not permitted) shall be entitled to
make a request to the Director of Human Resources for a payoff of accrued vacation.
The amount of vacation which may be paid off is limited to the amount necessary to
meet the emergency.The maximum payoff the employee can receive for an emergency
is limited to eighty(80)for forty hour employees and 112 hours for 56 hour employees.
In addition to the employee's election to cash out vacation, any vacation accumulated
in excess of three hundred-forty-two (342) hours at the forty (40) hour rate shall be
paid in cash at the straight time forty(40) hour rate, or four hundred and eighty(480)
hours at the fifty-six (56) hour rate shall be paid in cash at the straight time fifty-six
(56) hour rate on the first payday following such accumulation.
d. Pay-Off at Termination — Except as provided in Section A.1.c. of this Article, no
employee shall be paid for unused vacation other than upon termination of
employment. Any vacation pay off at termination shall be at the regular rate of pay
and the accrual rate the employee is earning at the time of separation.
2. Sick Leave:
a. Accrual — The conversion factor for sick leave accrual shall be in accordance with
Rule 18-9 of the City's Personnel Rules. Employees covered by this MOU shall
accrue sick leave at the rate of 3.6923 hours per pay period for 40-hour week
employees, and 5.1691 for fifty-six hour (56) week employees. Paychecks will
identify the accrued sick leave (Accrued) and accrual rate (Constant) based on their
actual work schedule, either a forty (40) hour or fifty-six (56) hour schedule. In the
event of a change in work schedules, personnel will have their accrued sick leave
(Accrued) and accrual rate (Constant) changed to the new schedule using the
conversion factor .7143. Personnel who change from a fifty-six hour (56) schedule
to a forty(40)hour schedule shall multiply their accrual rate by.7143,(see Exhibit F).
Personnel who change from a forty(40)hour schedule to a fifty-six(56)hour schedule
shall divide their accrual rate by .7143.
b. Pay-Off at Termination — Upon termination for reasons other than for industrial
disability retirement, an employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
separation. Sick Leave shall be paid (or have paid on his/her behalf as provided in
Article IX.A.3.b) at twenty-five percent(25%)of unused,earned sick leave from four
hundred-eighty(480)through seven hundred-twenty(720)hours, and at fifty percent
(50%) of all unused, earned sick leave for hours in excess of seven hundred-twenty
(720) hours.
Upon termination for industrial disability retirement, an employee shall have his/her
accrued sick leave paid (or have paid on him/her behalf as provided in Article
IX.A.3.b) at the regular rate of pay and the accrual rate at the time of separation at
twenty-five percent (25%) of unused, earned sick leave from zero (0) through four
hundred-eighty(480)hours,and at fifty percent(50%)of all unused,earned sick leave
in excess of four hundred-eighty(480) hours.
c. Utilization in Conjunction with Industrial Disability Leave — Sick leave cannot be
used to extend absences due to work-related (industrial) injuries or illnesses.
3. Leave Benefit Entitlements - As required by law, employees will be allowed to use up
to one-half of their annual Sick Leave accrual for family sick leave, pursuant to the
provisions of California Labor Code Section 233.
The City shall comply with all state and federal leave benefit entitlement laws and
regulations.
An eligible employee on an approved leave may be allowed to use earned Sick Leave,
Vacation and/or Compensatory Time Off.
4. Bereavement - Employees shall be entitled to bereavement leave not to exceed two (2)
work shifts for those employees on the twenty-four (24) hour work schedule, or three
(3)work shifts for all other employees in each instance of death in the immediate family.
Immediate family is defined as father, mother, sister, brother, spouse, children,
registered domestic partner; grandfather, grandmother, step-father, step-mother, step-
grandfather, step-grandmother, grandchildren, stepsisters, step-brothers,mother-in-law,
father-in-law, in-laws of registered domestic partner, brother-in-law, sister-in-law, son-
in-law, daughter in-law, step-children, or wards of which the employee is the legal
guardian.
5. Association Business—During the term of this MOU, authorized representatives of the
Association shall be entitled to receive up to a total of four hundred (400) collective
hours without any loss of compensation per contract year to be utilized for lawful
Association activities. In addition, up to one hundred-fifty (150) unused hours may be
carried forward to the next contract year.
ARTICLE XI—CITY RULES
A. Personnel Rules - All MOU provisions that supersede the City's Personnel Rules shall
automatically be incorporated in the City's Personnel Rules.
HBFA MOU July 1,2018—June 30,2021 34
new schedule using the
conversion factor .7143. Personnel who change from a fifty-six hour (56) schedule
to a forty(40)hour schedule shall multiply their accrual rate by.7143,(see Exhibit F).
Personnel who change from a forty(40)hour schedule to a fifty-six(56)hour schedule
shall divide their accrual rate by .7143.
b. Pay-Off at Termination — Upon termination for reasons other than for industrial
disability retirement, an employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
B. Precedence of Agreement - In any case in which any provision of this MOU is inconsistent with
any City ordinance, rule, regulation, resolution, including provisions of any Fire Department
Manual,the provisions of this MOU shall supersede and take precedence.
C. Discipline -The procedure and practice regarding discipline is set forth in Exhibit H.
D. Layoff Rules - The procedure and practice regarding layoffs as contained in the City's
Personnel Rules in effect on July 1, 1980 shall remain in full force and effect during the entire
term of this MOU.
ARTICLE XII-MISCELLANEOUS
A. Fire Department Promotional Exams — Policy D-10 — Promotional and open competitive
examinations shall be held in accordance with the most current Policy D-10 of the Huntington
Beach Fire Department Organization Manual executed by the parties. Policy D-10 may be
modified by the parties at any time during the term of this MOU. Either party may request to
meet and confer during the MOU on Policy D-10.
B. Living Quarters —The City shall provide necessary kitchen, living and sleeping quarters in all
fire stations and shall continue to provide facilities for Association meetings.
C. Paychecks:
1. Bi-Weekly Pay— Salary shall be paid on a bi-weekly basis. By mutual consent of the City
and the Association, early payment and other modifications may be made.
2. Paycheck Stub An on-line pay stub shall contain an itemization of amounts paid under
various categories of pay, including educational incentive pay,holiday pay,and all overtime,
and shall also include an itemization of the nature and the purpose of each deduction
withheld from the employee's gross earnings.
3. Direct Deposit— Employees hired on or after January 1, 2007 shall receive their bi-weekly
compensation through the City's direct deposit system. Employees currently participating
in the City's direct deposit program must remain in that program.
4. Vacation Payroll Advance—Each employee shall, at his/her option, by written notice to the
City's Human Resources Director, be given at least two (2) weeks prior to the
commencement of said employee's scheduled vacation, be entitled to receive his/her earned
vacation pay, less deductions in advance of said vacation. Said right to receive advance
payment of earned vacation pay shall be limited to one such advancement during each
calendar year.
D. California Driver License for Firefighting Equipment — Employees required by the City to
obtain a valid Class A, Class B or Class C California driver license with firefighter
endorsement or Class B restrictive California driver license will be reimbursed for fees paid
to the California Department of Motor Vehicles to obtain the Driver License with Firefighter
Endorsement.
HBFA MOU July 1,2018—June 30,2021 35
conversion factor .7143. Personnel who change from a fifty-six hour (56) schedule
to a forty(40)hour schedule shall multiply their accrual rate by.7143,(see Exhibit F).
Personnel who change from a forty(40)hour schedule to a fifty-six(56)hour schedule
shall divide their accrual rate by .7143.
b. Pay-Off at Termination — Upon termination for reasons other than for industrial
disability retirement, an employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
All employees in the classification of Fire Engineer shall be required to possess a valid Class
A, Class B or Class C California driver license with firefighter endorsement or Class B
restrictive California driver license. All other bargaining unit employees shall be required to
obtain the following:
All employees hired after February 19, 2008, must acquire a valid Class A, Class B or Class
C California driver license with firefighter endorsement or Class B restrictive California driver
license prior to completing their probationary period.
All employees assigned to the USAR team who possess a valid Class A, Class B or Class C
California driver license with firefighter endorsement or Class B restrictive California driver
license as of the program's implementation date shall be required to maintain their license.
All current employees assigned to the USAR team prior to the program's implementation date
are not required to have a Firefighter Endorsed Driver License. All current employees
assigned to the USAR team after the program's implementation shall obtain and maintain a
valid Class A,Class B or Class C California driver license with firefighter endorsement within
one (1) year of their assignment.
All employees assigned to the Hazardous Materials team who possess a valid Class A, Class
B or Class C California driver license with firefighter endorsement or Class B restrictive
California driver license shall maintain their license. All employees assigned to the Hazardous
Materials team prior to February 19, 2008, are not required to obtain a Firefighter Endorsed
Driver License. All current employees assigned to the Hazardous Materials team after
February 19, 2008 shall obtain and maintain a valid Class A, Class B or Class C California
driver license with firefighter endorsement or Class B restrictive California driver license
within one (1) year of their assignment.
E. Deferred Compensation Loan Program —Employees may utilize the Deferred Compensation
Loan Program, under which employees may borrow up to fifty percent(50%)of their deferred
compensation funds for critical needs such as medical costs, college tuition, or purchase of a
home. The value of any unused earned leave benefits may be transferred to deferred
compensation in connection with separation but the employee must request the transfer no
later than the pay period prior to the employee's last day of employment.
ARTICLE XIII—MANAGEMENT RIGHTS
Except as expressly abridged or modified herein, the City retains all rights, powers, and authority with
respect to the management and direction of the performance of fire services and the work forces
performing such services. Such rights include, but are not limited to, determination of the merits,
necessity, level or organization of fire services,the necessity for overtime,number and location of work
stations, nature of work to be performed, contracting for any work or operation, reasonable employee
performance standards, including work and safety rules and regulations, in order to maintain the
efficiency and economy desirable for the performance of City services.
HBFA MOU July 1,2018—June 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
ARTICLE XIV—TERM OF MOU
This MOU shall be in effect commencing on July 1,2018 through June 30,2021. This MOU constitutes
the entire agreement of the parties as to the changes in wages, hours, and other terms and conditions of
employment of employees covered hereunder for the term hereof.
ARTICLE XV- CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of Understanding is of no
force or effect whatsoever unless and until ratified by the membership of HBFA and adopted by
Resolution of the City Council of the City of Huntington Beach.
ARTICLE XVI—SUCCESSOR NEGOTIATIONS
The parties agree to commence labor negotiations for a successor MOU no later than April 1, 2021.
At that meeting,the parties shall discuss ground rules and meeting dates.
HBFA MOU July 1,2018—June 30,2021 37
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
IN WITNESS WHEREOF,the parties hereto have executed this Memorandum of Understanding thi
day of ,2018.
CITY OF HUNTINGTON BEACH HUNTINGTON B • CH
A Municipal Corporation FIREFIGHTERS'AS •CIATION.
By: By:
Fred A. Wilson Chad Stewart
City Manager HBFA Presid- t
By: By:
Lori Ann Farrell Harrison Stuati6. Adams Esq.
Assistant City Manager Chj f Negotiator
By:
Michele Warren
Dir=i r of Human R=.ou' e/
BY: Ad�A�` /
�:avid Segura f
Fire Chief
By:
Peter J.Brown
Chief Negotiator
APPROVE O FO
By: •
Mi ael . Gates
ty Attorney
HBFA MOU July 1,2018—June 30,2021 38
s shall discuss ground rules and meeting dates.
HBFA MOU July 1,2018—June 30,2021 37
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
IN WITNESS WHEREOF,the parties hereto have executed this Memorandum of Understanding this
5th day of November , 2018.
CITY OF HUNTINGTON BEACH HUNTINGTON BEACH
A u icipal Corporation FIRE . 'TERS' ASSOCIATION.
By: By:
Fre . its n f ad S.--" ,.rt
City Man er A President
By: ax..40,7,0, �/ By:
Lori Ann Farrell Harrison Stuart D. Adams Esq.
Assistant City M. - .ger Chief Negotiator
1 ,,,,,..,-77-401/
BY: //. ./� �:__
'....,,e amen
r r of Human R ou a COUNTERPART
APY,O'freti
,I.,..,
:avid Segura
Fire Chief
By:
Peter J. Brown
Chief Negotiator
APPROVE O FO
By:
Mi ael . Gates
ty Attorney
•
HBFA MOU July 1,2018—June 30,2021 38
are not required to have a Firefighter Endorsed Driver License. All current employees
assigned to the USAR team after the program's implementation shall obtain and maintain a
valid Class A,Class B or Class C California driver license with firefighter endorsement within
one (1) year of their assignment.
All employees assigned to the Hazardous Materials team who possess a valid Class A, Class
B or Class C California driver license with firefighter endorsement or Class B restrictive
California driver license shall maintain their license. All employees assigned to the Hazardous
Materials team prior to February 19, 2008, are not required to obtain a Firefighter Endorsed
Driver License. All current employees assigned to the Hazardous Materials team after
February 19, 2008 shall obtain and maintain a valid Class A, Class B or Class C California
driver license with firefighter endorsement or Class B restrictive California driver license
within one (1) year of their assignment.
E. Deferred Compensation Loan Program —Employees may utilize the Deferred Compensation
Loan Program, under which employees may borrow up to fifty percent(50%)of their deferred
compensation funds for critical needs such as medical costs, college tuition, or purchase of a
home. The value of any unused earned leave benefits may be transferred to deferred
compensation in connection with separation but the employee must request the transfer no
later than the pay period prior to the employee's last day of employment.
ARTICLE XIII—MANAGEMENT RIGHTS
Except as expressly abridged or modified herein, the City retains all rights, powers, and authority with
respect to the management and direction of the performance of fire services and the work forces
performing such services. Such rights include, but are not limited to, determination of the merits,
necessity, level or organization of fire services,the necessity for overtime,number and location of work
stations, nature of work to be performed, contracting for any work or operation, reasonable employee
performance standards, including work and safety rules and regulations, in order to maintain the
efficiency and economy desirable for the performance of City services.
HBFA MOU July 1,2018—June 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
IN WITNESS WHEREOF,the parties hereto have executed this Memorandum of Understanding this
5th day of November , 2018.
CITY OF HUNTINGTON BEACH HUNTINGTON BEACH
A Municipal Corporation FIREFIGHTERS' ASSOCIATION.
By: By:
Fred A. Wilson Chad Ste
City Manager HBFA) :
By: By: �,/ig=
Lori Ann Farrell Harrison Stuart, it. dam Esq.
Assistant City Manager Chief egotiator
By:
Michele Warren
Director of Human Resources
COUNTERPART
By:
David Segura
Fire Chief
By:
Peter J. Brown
Chief Negotiator
APPROVED AS TO FORM
By:
Michael E. Gates
City Attorney
HBFA MOU July 1,2018—June 30,2021 38
37
I ,
HUNTINGTON BEACH FIREFIGHTERS'ASSOCIATION
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding this
5th day of November 2018,
CITY OF HUNTINGTON BEACH HUNTINGTON BEACH
A Municipal Corporation FIREFIGHTERS' ASSOCIATION,
By: By:
Fred A. Wilson Chad Stewart
City Manager HBFA President
By: By:
Lori Ann Farrell Harrison Stuart D. Adams Esq.
Assistant City Manager Chief Negotiator
I i
By:
Michele Warren
Director of Human Resources
By: _ _y � .P RI
David Segura
Fire Chief
By:
Peter J, Brow
Chief Negot tor
APPROVED AS TO FORM
By;
Michael E. Gates
City Attorney
t
HBFA MOU July I,2018—June 30,202 i 38
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT A—EMPLOYEE RELATIONS RESOLUTION
7.3 Human Resources Officer Motion of Unit Modification—The Human Resources Officer may
propose, during the same period for filing a Petition for Decertification, that an established
unit be modified in accordance with the following procedure:
a. The Human Resources Officer shall give written notice of the proposed unit modification
to all employee organizations that may be affected by the proposed change. Said written
notification shall contain the Human Resources Officer's rationale for the proposed
change including all information which justifies the change pursuant to the criteria
established in Section 6-5 for Appropriateness of Units. Additionally, the Human
Resources Officer shall provide all affected employee organizations with all
correspondence, memoranda, and other documents, which relate to any input regarding
the unit modification which may have been received by the City or from affected
employees and/or sent by the City to affected employees;
b. Following receipt of the Human Resources Officer's proposal for unit modification, any
affected employee organization shall be afforded not less than thirty(30)days to receive
input from its members regarding the proposed change and to formulate a written and/or
oral response to the motion for unit modification to the Personnel Commission;
c. The Personnel Commission shall conduct a noticed Public Hearing regarding the motion
for unit modification at which time all affected employee organizations and other
interested parties shall be heard. The Personnel Commission shall make a determination
regarding the proposed unit modification which determination may include a granting of
the motion, a denying of the motion, or other appropriate orders relating to the
appropriate creation of bargaining units. Following the Personnel Commission's
determination of the composition of the appropriate unit or units, it shall give written
notice of such determination to all affected employee organizations;
d. Any party who chooses to appeal from the decision of the Personnel Commission is
entitled to appeal in accordance with the provision of Section 14-4 of Resolution Number
3335.
HBFA MOU July 1,2018—June 30,2021 39
ny unused earned leave benefits may be transferred to deferred
compensation in connection with separation but the employee must request the transfer no
later than the pay period prior to the employee's last day of employment.
ARTICLE XIII—MANAGEMENT RIGHTS
Except as expressly abridged or modified herein, the City retains all rights, powers, and authority with
respect to the management and direction of the performance of fire services and the work forces
performing such services. Such rights include, but are not limited to, determination of the merits,
necessity, level or organization of fire services,the necessity for overtime,number and location of work
stations, nature of work to be performed, contracting for any work or operation, reasonable employee
performance standards, including work and safety rules and regulations, in order to maintain the
efficiency and economy desirable for the performance of City services.
HBFA MOU July 1,2018—June 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B—SALARY SCHEDULE
2.0% Effective September 24,2016
40-Hour Rate(Hourly)
Job Pay
Code Classification Grade A B C D E
229 Firefighter FA0229 34.97 36.88 38.90 41.04 43.30
160 Fire Engineer FA0160 40.80 43.04 45.41 47.91 50.54
226 Firefighter Paramedic FA0226 40.80 43.04 45.41 47.91 50.54
101 Fire Captain FA0101 46.91 49.49 52.21 55.08 58.11
100 Administrative Fire Captain FA0100 52.35 55.22 58.26 61.47 64.84
40-Hour Rate(Bi-Weekly)
Job Classification Pay A B C D E
Code Grade
229 Firefighter FA0229 2,797.60 2,950.40 3,112.00 3,283.20 3,464.00
160 Fire Engineer FA0160 3,264.00 3,443.20 3,632.80 3,832.80 4,043.20
226 Firefighter Paramedic FA0226 3,264.00 3,443.20 3,632.80 3,832.80 4,043.20
101 Fire Captain FA0101 3,752.80 3,959.20 4,176.80 4,406.40 4,648.80
100 Administrative Fire Captain FA0100 4,188.00 4,417.60 4,660.80 4,917.60 5,187.20
40-Hour Rate(Monthly)
Job Pay
Code Classification Grade A B C D E
229 Firefighter FA0229 6,061.47 6,392.53 6,742.67 7,113.60 7,505.33
160 Fire Engineer FA0160 7,072.00 7,460.27 7,871.07 8,304.40 8,760.27
226 Firefighter Paramedic FA0226 7,072.00 7,460.27 7,871.07 8,304.40 8,760.27
101 Fire Captain FA0101 8,131.07 8,578.27 9,049.73 9,547.20 10,072.40
100 Administrative Fire Captain FA0100 9,074.00 9,571.47 10,098.40 10,654.80 11,238.93
HBFA MOU July 1,2018—June 30,2021 40
ation of bargaining units. Following the Personnel Commission's
determination of the composition of the appropriate unit or units, it shall give written
notice of such determination to all affected employee organizations;
d. Any party who chooses to appeal from the decision of the Personnel Commission is
entitled to appeal in accordance with the provision of Section 14-4 of Resolution Number
3335.
HBFA MOU July 1,2018—June 30,2021 39
ny unused earned leave benefits may be transferred to deferred
compensation in connection with separation but the employee must request the transfer no
later than the pay period prior to the employee's last day of employment.
ARTICLE XIII—MANAGEMENT RIGHTS
Except as expressly abridged or modified herein, the City retains all rights, powers, and authority with
respect to the management and direction of the performance of fire services and the work forces
performing such services. Such rights include, but are not limited to, determination of the merits,
necessity, level or organization of fire services,the necessity for overtime,number and location of work
stations, nature of work to be performed, contracting for any work or operation, reasonable employee
performance standards, including work and safety rules and regulations, in order to maintain the
efficiency and economy desirable for the performance of City services.
HBFA MOU July 1,2018—June 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B—SALARY SCHEDULE
2.0% Effective September 24,2016
56-Hour Rate(Hourly)
Job Pay
Code Classification Grade A B C D E
229 Firefighter FA0229 24.97 26.34 27.80 29.31 30.93
160 Fire Engineer FA0160 29.14 30.74 32.44 34.22 36.11
226 Firefighter Paramedic FA0226 29.14 30.74 32.44 34.22 36.11
101 Fire Captain FA0101 33.50 35.35 37.29 39.34 41.51
100 Administrative Fire Captain FA0100 37.39 39.44 41.62 43.91 46.32
56-Hour Rate(Bi-Weekly)
Job Code Classification Grade A B C D E
229 Firefighter FA0229 2,796.64 2,950.08 3,113.60 3,282.72 3,464.16
160 Fire Engineer FA0160 3,263.68 3,442.88 3,633.28 3,832.64 4,044.32
226 Firefighter Paramedic FA0226 3,263.68 3,442.88 3,633.28 3,832.64 4,044.32
101 Fire Captain FA0101 3,752.00 3,959.20 4,176.48 4,406.08 4,649.12
100 Administrative Fire Captain FA0100 4,187.68 4,417.28 4,661.44 4,917.92 5,187.84
56-Hour Rate (Monthly)
Job Pay
Code Classification Grade A B C D E
229 Firefighter FA0229 6,059.39 6,391.84 6,746.13 7,112.56 7,505.68
160 Fire Engineer FA0160 7,071.31 7,459.57 7,872.11 8,304.05 8,762.69
226 Firefighter Paramedic FA0226 7,071.31 7,459.57 7,872.11 8,304.05 8,762.69
101 Fire Captain FA0101 8,129.33 8,578.27 9,049.04 9,546.51 10,073.09
100 Administrative Fire Captain FA0100 9,073.31 9,570.77 10,099.79 10,655.49 11,240.32
HBFA MOU July 1,2018—June 30,2021 41
HBFA MOU July 1,2018—June 30,2021 40
ation of bargaining units. Following the Personnel Commission's
determination of the composition of the appropriate unit or units, it shall give written
notice of such determination to all affected employee organizations;
d. Any party who chooses to appeal from the decision of the Personnel Commission is
entitled to appeal in accordance with the provision of Section 14-4 of Resolution Number
3335.
HBFA MOU July 1,2018—June 30,2021 39
ny unused earned leave benefits may be transferred to deferred
compensation in connection with separation but the employee must request the transfer no
later than the pay period prior to the employee's last day of employment.
ARTICLE XIII—MANAGEMENT RIGHTS
Except as expressly abridged or modified herein, the City retains all rights, powers, and authority with
respect to the management and direction of the performance of fire services and the work forces
performing such services. Such rights include, but are not limited to, determination of the merits,
necessity, level or organization of fire services,the necessity for overtime,number and location of work
stations, nature of work to be performed, contracting for any work or operation, reasonable employee
performance standards, including work and safety rules and regulations, in order to maintain the
efficiency and economy desirable for the performance of City services.
HBFA MOU July 1,2018—June 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT C—RETIREE SUBSIDY MEDICAL PLAN
An employee who has retired from the City shall be entitled to participate in the available medical
insurance plans and the City shall contribute toward monthly premiums for coverage in an amount as
specified in accordance with this plan, provided:
A. At the time of retirement the employee has a minimum of ten (10) continuous years of regular
(permanent) City service immediately prior to retirement or is granted an industrial disability
retirement. Said service must be continuous unless prior service is reinstated at the time of his/her
rehire in accordance with the City's Personnel Rules; and
B. At the time of retirement, the employee is employed by the City; and
C. Following official separation from the City, the employee is granted a retirement allowance by the
California Public Employees' Retirement System.
The City's obligation to pay the monthly premium, as indicated, shall be modified downward or
cease during the lifetime of the retiree upon the occurrence of any one of the following:
1. On the first of the month in which a retiree or dependent reaches age 65 or on the date the retiree
or dependent can first apply and become eligible, automatically or voluntarily, for medical
coverage under Medicare(whether or not such application is made),the City's obligation to pay
monthly premiums may be adjusted downward or eliminated. Benefit coverage at age 65 under
the City's sponsored medical insurance plans shall be governed by applicable plan document.
2. In the event of the death of any employee, whether retired or not, the amount of the retiree
medical insurance subsidy benefit which the deceased employee was receiving at the time of
his/her death or would be eligible to receive if he/she were retired at the time of death, shall be
paid on behalf of the spouse or dependent(s) for a period not to exceed twelve(12)months.
D. Industrial Disability Retirees -Industrial disability retirees with less than ten (10) continuous years
of regular(permanent) service shall receive a maximum monthly payment toward the premium for
health insurance of$121. Payments shall be in accordance with the stipulations and conditions,
which exist for all retirees. Payment shall not exceed dollar amount, which is equal to the full cost
of premium for employee only.
E. Maximum Monthly Subsidy Payments - The payment amounts may be reduced each month as
dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the
amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full
premium for the employee and the remaining dependents. In the event no reduction occurs and the
remaining benefit premium is not sufficient to pay the premium amount for the employee and the
eligible dependents, said needed excess premium amount shall be paid by the employee.
All retirees, including those retired as a result of industrial disability whose number of years of
continuous regular(permanent) service immediately prior to retirement exceeds ten (10)years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
HBFA MOU July 1,2018—June 30,2021 42
une 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT C—RETIREE SUBSIDY MEDICAL PLAN
Maximum Monthly Payment
for Retirees After:
Years of Service
10 $ 121
11 136
12 151
13 166
14 181
15 196
16 211
17 226
18 241
19 256
20 271
21 286
22 300
23 315
24 330
25 344
F. Eligibility:
1. The effective start-up date of the Retiree Subsidy Medical Plan for the eligible retirees shall be
the first of the month following retirement date.
2. A retiree may change plans,add dependents,etc.,during annual open enrollment. The City shall
notify covered retirees of this opportunity each year.
3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of completed
continuous regular(permanent) service with the City of Huntington Beach immediately prior to
retirement.
4. When a retiree is eligible for medical plan coverage at the expense of another employer due to
post-retirement employment of the retiree or spouse of the retiree,the retiree and his/her spouse
must take that coverage regardless of benefit level and shall be deleted from any City sponsored
health insurance Plan. Exceptions to this requirement are limited to the following:
a. A retiree is not required to enroll in such"other"medical insurance plan coverage if there
is significant disparity between the benefits provided by the "other" medical insurance
plan and the City sponsored health insurance plan as defined below. "Significant
disparity" means coverage available under the "other" medical plan is restrictive or
limited in one or more of the following ways:
1) No in-patient hospitalization coverage.
HBFA MOU July 1,2018—June 30,2021 43
lity retirees with less than ten (10) continuous years
of regular(permanent) service shall receive a maximum monthly payment toward the premium for
health insurance of$121. Payments shall be in accordance with the stipulations and conditions,
which exist for all retirees. Payment shall not exceed dollar amount, which is equal to the full cost
of premium for employee only.
E. Maximum Monthly Subsidy Payments - The payment amounts may be reduced each month as
dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the
amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full
premium for the employee and the remaining dependents. In the event no reduction occurs and the
remaining benefit premium is not sufficient to pay the premium amount for the employee and the
eligible dependents, said needed excess premium amount shall be paid by the employee.
All retirees, including those retired as a result of industrial disability whose number of years of
continuous regular(permanent) service immediately prior to retirement exceeds ten (10)years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
HBFA MOU July 1,2018—June 30,2021 42
une 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT C—RETIREE SUBSIDY MEDICAL PLAN
2) No major medical benefits.
3) Annual deductible is greater than or equal to $1,000 per person.
4) Major medical benefits are paid at 60% or less of covered expenses in
network.
b. The City Manager or designee will have the authority to provide additional exceptions
following review of the"other"medical insurance plan policy. Exceptions will be made
only if the"other"medical plan benefit provisions are comparable to the guidelines under
(F.4.a.) above.
c. Miscellaneous Provisions:
1) Benefits provided under the available medical insurance plan will be
coordinated with the "other"medical insurance plan as the primary carrier.
2) The City shall have the right to require any retiree to provide a copy of the
"other" medical insurance plan policy for review by the City Manager or
designee.
5. When a retiree under age 65 becomes eligible for the other group coverage and then becomes no
longer eligible,he/she may have the Retiree Subsidy Medical Plan reinstated for the purchase of
available health insurance.
6. Dependents of a retiree under age 65 may follow him/her into the Retiree Subsidy Medical Plan
or they may choose to exercise COBRA rights along with the retiree.
7. When a retiree becomes 65 and has eligible dependents under 65, said dependents are eligible to
exercise COBRA rights.
8. When a retiree is under 65 and his/her spouse is over 65,the spouse is not covered.
G. Premium payments are to be received at least one month in advance of the coverage period. Retiree
Subsidy Medical Plan and COBRA participants shall be notified of non-payment of premium by
means of a certified letter from the City in accordance with provisions of the Memorandums of
Understanding.
A retiree who fails to pay premiums due for coverage and is in arrears for sixty(60) days shall be
terminated from the plan and shall not have reinstatement rights.
H. Subsidies:
1. The subsidy payments will pay for:
a. Available health insurance plans for eligible retirees.
HBFA MOU July 1,2018—June 30,2021 44
stipulations and conditions,
which exist for all retirees. Payment shall not exceed dollar amount, which is equal to the full cost
of premium for employee only.
E. Maximum Monthly Subsidy Payments - The payment amounts may be reduced each month as
dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the
amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full
premium for the employee and the remaining dependents. In the event no reduction occurs and the
remaining benefit premium is not sufficient to pay the premium amount for the employee and the
eligible dependents, said needed excess premium amount shall be paid by the employee.
All retirees, including those retired as a result of industrial disability whose number of years of
continuous regular(permanent) service immediately prior to retirement exceeds ten (10)years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
HBFA MOU July 1,2018—June 30,2021 42
une 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT C—RETIREE SUBSIDY MEDICAL PLAN
b. Part A of Medicare for those retirees not eligible for paid Part A.
2. Subsidy payments will not pay for:
a. Part B Medicare.
b. Any other City sponsored benefit plan.
c. Any other commercially available benefit plan.
d. Medicare supplements
I. Medicare:
1. All persons are eligible for Medicare coverage at age 65. Those with sufficient credit quarters
of Social Security will receive Part A of Medicare at no cost. Those without sufficient credited
quarters are still eligible for Medicare at age 65, but will have to pay for Part A of Medicare if
the individual elects to take Medicare. In all cases, Part B of Medicare is paid for by the
participant.
2. When a retiree and his/her spouse are both 65 or over and neither is eligible for paid Part A of
Medicare,the subsidy shall pay for Part A for each of them or the maximum subsidy,whichever
is less.
3. When a retiree at age 65 is eligible for paid Part A of Medicare and his/her spouse is not eligible
for paid Part A,the spouse shall not receive subsidy. When a retiree at age 65 is not eligible for
paid Part A of Medicare and his/her spouse who is also age 65 is eligible for paid Part A of
Medicare, the subsidy shall be for the retiree's Part A only.
J. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the following cancellation
provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be eliminated on the first
day of the month in which the retiree reaches age 65 whether or not the retiree applies for
Medicare coverage. If such retiree was covering dependents under the Plan,dependents will
be eligible for COBRA continuation benefits effective as of first day of the month in which
the retiree reaches age 65.
b. When one of the following occurs, dependent coverage will be eliminated:
1) After 36 months of COBRA continuation coverage, or
2) When the covered dependent reaches age 65 in the event such dependent reaches age 65
prior to the retiree reaching age 65.
2. Premium payments are to be received at least one month in advance of the coverage period.
HBFA MOU July 1,2018—June 30,2021 45
nt, which is equal to the full cost
of premium for employee only.
E. Maximum Monthly Subsidy Payments - The payment amounts may be reduced each month as
dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the
amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full
premium for the employee and the remaining dependents. In the event no reduction occurs and the
remaining benefit premium is not sufficient to pay the premium amount for the employee and the
eligible dependents, said needed excess premium amount shall be paid by the employee.
All retirees, including those retired as a result of industrial disability whose number of years of
continuous regular(permanent) service immediately prior to retirement exceeds ten (10)years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
HBFA MOU July 1,2018—June 30,2021 42
une 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT C—RETIREE SUBSIDY MEDICAL PLAN
3. A retiree who fails to pay premiums due for coverage and is in arrears for sixty(60) days shall
be terminated from the plan and shall not have reinstatement rights.
HBFA MOU July 1,2018—June 30,2021 46
: By:
Fred A. Wilson Chad Stewart
City Manager HBFA President
By: By:
Lori Ann Farrell Harrison Stuart D. Adams Esq.
Assistant City Manager Chief Negotiator
I i
By:
Michele Warren
Director of Human Resources
By: _ _y � .P RI
David Segura
Fire Chief
By:
Peter J, Brow
Chief Negot tor
APPROVED AS TO FORM
By;
Michael E. Gates
City Attorney
t
HBFA MOU July I,2018—June 30,202 i 38
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT D—TILLER CERTIFICATION
Following is the method of application regarding Tiller Certification, Article V, Section E-4 of the
Huntington Beach Firefighter's Association MOU:
Article V, Section E-4-Tiller Certification
a. Tiller Certification -- The Huntington Beach Training Manual identifies the method and
requirements for Tiller Certification.
b. Class A, B, or C California Driver License with a Firefighter Endorsement or Class B Firefighter
Restrictive License.--.State Department Of Motor Vehicles established.
c. Light Air Unit--The intent is for a Firefighter to be able to drive, set up,and safely operate the Light
Air unit. Proper operation for the Light Air Unit is defined in policy.
Note! All Fire Department personnel have been trained in the past in the operation of the Light Air
Unit. All Firefighters who were previously trained have been grandfathered into meeting the
requirements. This process will provide the following options for compensation:
If the Firefighter was Tiller Certified and had a Class B Firefighter Restrictive License as of
September 5, 1998,they will receive the identified compensation effective that date.
• If, after September 5, 1998, a Firefighter obtains Tiller Certification and the Class A, B or C
California Driver's License with a Firefighter Endorsement or a Class B Firefighter Restrictive
Drivers License, they will be eligible for compensation following application. Firefighters will be
required to become certified in light air operation.
• For Firefighters to request compensation for the Light Air Unit they must complete the appropriate
training per policy, including obtaining Tiller Certification, Class A, B or C California Driver's
License with a Firefighter Endorsement or a Class B Firefighter Restrictive Drivers License,and be
certified in light air operations. They will be eligible for compensation following application.
Note! If a Firefighter elects not to participate in the above mentioned Tiller Certification compensation,
it does not preclude the currently established requirement by the Department for a firefighter to be Tiller
Certified, as identified in the Huntington Beach Training Manual.
HBFA MOU July 1,2018—June 30,2021 47
45
nt, which is equal to the full cost
of premium for employee only.
E. Maximum Monthly Subsidy Payments - The payment amounts may be reduced each month as
dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the
amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full
premium for the employee and the remaining dependents. In the event no reduction occurs and the
remaining benefit premium is not sufficient to pay the premium amount for the employee and the
eligible dependents, said needed excess premium amount shall be paid by the employee.
All retirees, including those retired as a result of industrial disability whose number of years of
continuous regular(permanent) service immediately prior to retirement exceeds ten (10)years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
HBFA MOU July 1,2018—June 30,2021 42
une 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT E—INCOME PROTECTION PLAN
This is to memorialize an agreement between the City of Huntington Beach (City) and the Huntington
Beach Firefighter's Association (HBFA) regarding authorizing the HBFA to administer its own Long
Term Disability(LTD) insurance program providing the following conditions are adhered to:
1. The City and HBFA agree that the City shall not provide a City-sponsored LTD Insurance Program
for employees represented by HBFA.
2. HBFA shall contract with an insurance provider for LTD insurance for the employees represented
by the HBFA.
3. The City shall pay to HBFA for the cost of LTD premiums not to exceed $38.00 per month per
occupied covered position represented by HBFA.
4. Non-dues paying represented employees shall be covered by the LTD Policy at the same premium
rate as dues paying represented employees.
5. City payment to HBFA is to be made for each represented employee per month based on the bi-
weekly payroll.
6. HBFA shall pay the insurance company for the cost of premiums and any charges incurred for
administering the program.
7. HBFA shall provide the City with a monthly listing of covered employees.
8. No self-funding/self-insurance of LTD benefits is permitted under this agreement.
9. HBFA shall authorize the City to have the insurance company provide documentation to the City as
follows:
a. A copy of the most current audited financial statements.
b. A copy of the latest actuarial report, which should be completed by an independent"Fellow
of the Society of Actuaries";
c. A copy of the in-force re-insurance Policy;
10. HBFA will provide a statement certifying that premiums collected are for LTD benefits for HBFA
represented employees only.
HBFA MOU July 1,2018—June 30,2021 48
Drivers License,and be
certified in light air operations. They will be eligible for compensation following application.
Note! If a Firefighter elects not to participate in the above mentioned Tiller Certification compensation,
it does not preclude the currently established requirement by the Department for a firefighter to be Tiller
Certified, as identified in the Huntington Beach Training Manual.
HBFA MOU July 1,2018—June 30,2021 47
45
nt, which is equal to the full cost
of premium for employee only.
E. Maximum Monthly Subsidy Payments - The payment amounts may be reduced each month as
dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the
amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full
premium for the employee and the remaining dependents. In the event no reduction occurs and the
remaining benefit premium is not sufficient to pay the premium amount for the employee and the
eligible dependents, said needed excess premium amount shall be paid by the employee.
All retirees, including those retired as a result of industrial disability whose number of years of
continuous regular(permanent) service immediately prior to retirement exceeds ten (10)years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
HBFA MOU July 1,2018—June 30,2021 42
une 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT F-40/56-HOUR CONVERSION VACATION AND SICK LEAVE ACCRUAL
LEAVE BENEFITS
(EXAMPLE)
Permanent, full-time employees shall accrue annual vacations or sick leave at their appropriate assigned
work schedule rate, either 40-hour or 56-hour workweek. The actual accrual, as reflected on their payroll
check will also reflect their actual work schedule. In the event of a change in work schedules, personnel
will have their accrual rate(Constant) and actual accrual(Accrued) change to the new schedule using the
conversion factor, .7143. Paychecks will reflect the accrual rate based on the actual work schedule, either
forty (40) or fifty-six (56) hour schedule. All maximum accruals will be modified to reflect the proper
number of hours, either 40-hour or 56-hour workweek.
EXAMPLE—CURRENT EXCEPTION
40-HOUR EXAMPLE
Paycheck stub shows 1000 hours accrued sick leave.
Employee uses 24 hours sick time.
1000 hours—24 hours=976 hours.
56-HOUR FIREFIGHTER PARAMEDIC
Paycheck stub shows 1000 hours accrued sick leave.
Employee uses 24 hours sick time.
1000 hours—24 x .7143 = 17.1 hours= 982.9 hours
(This mathematical transaction takes place for each exception.)
EXCEPTION
ALL 56-HOUR PERSONNEL
Modify to 56-hour schedule -current accrued hours divided by .7143.
40-hour rate paycheck stub indicates 1000 hours sick leave.
1000 hours divided by .7143 = 1400 hours
1400 hours would be reflected on the employee's 56-hour workweek paycheck stub.
56-hour schedule employee uses 24-hours sick time -hours are taken hour for hour.
1400 hours—24 hours= 1376 hours remaining.
HBFA MOU July 1,2018—June 30,2021 49
re for LTD benefits for HBFA
represented employees only.
HBFA MOU July 1,2018—June 30,2021 48
Drivers License,and be
certified in light air operations. They will be eligible for compensation following application.
Note! If a Firefighter elects not to participate in the above mentioned Tiller Certification compensation,
it does not preclude the currently established requirement by the Department for a firefighter to be Tiller
Certified, as identified in the Huntington Beach Training Manual.
HBFA MOU July 1,2018—June 30,2021 47
45
nt, which is equal to the full cost
of premium for employee only.
E. Maximum Monthly Subsidy Payments - The payment amounts may be reduced each month as
dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the
amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full
premium for the employee and the remaining dependents. In the event no reduction occurs and the
remaining benefit premium is not sufficient to pay the premium amount for the employee and the
eligible dependents, said needed excess premium amount shall be paid by the employee.
All retirees, including those retired as a result of industrial disability whose number of years of
continuous regular(permanent) service immediately prior to retirement exceeds ten (10)years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
HBFA MOU July 1,2018—June 30,2021 42
une 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
ACCRUAL RATE
Current 40-hour employees - sick leave accrual -3.6923 hours per pay period.
56-hour Firefighter Paramedic employee would accrue sick leave at 5.1691 (3.6923 divided by .7143 =
5.1691) hours per pay period. This would accurately indicate accrual at the 56-hour rate.
56-HOUR EMPLOYEE ASSIGNED TO A 40-HOUR POSITION
Upon change of 56-hour Firefighter Paramedic employee to a 40-hour employee.
Accrued sick leave= 1400 hours
1400 x .7143 = 1000 hours
1000 hours would be reflected on pay check.
Sick leave accrual would return to 3.6923 per pay period
HBFA MOU July 1,2018—June 30,2021 50
_y � .P RI
David Segura
Fire Chief
By:
Peter J, Brow
Chief Negot tor
APPROVED AS TO FORM
By;
Michael E. Gates
City Attorney
t
HBFA MOU July I,2018—June 30,202 i 38
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT G—POLICY—14,MINIMUM STAFFING AND FILLING OF VACANCIES
V Applicable()to the following personnel:
✓ Fire Administration ✓ Fire Prevention Fire Captain Firefighter Paramedic
✓ Chief Officer ✓ Fire Suppression Fire Engineer Firefighter
INTENT
To establish and maintain the minimum staffing levels for the Huntington Beach Fire Department.
DEFINITIONS
1. Apparatus- Any vehicle utilized to respond to fires, other emergencies or work assignments
that requires a California Class A, Class B, or Class B firefighter restrictive driver's license.
• Fire Engine- An apparatus with fire pump, fire hose, water tank, ground ladders,
necessary firefighting equipment, and may include a "telesquirt" type ladder, but
specifically excluding aerial ladder or platform capabilities.
• Fire Truck- An apparatus that has mounted on the chassis, an aerial ladder or aerial
platform, "TRUCK COMPANY"equipment,and may include a fire pump, fire hose,and
water tank.
• Hazardous Materials (HAZMAT) Unit- An apparatus that has tools and equipment
used in the mitigation of Hazardous Materials incidents.
• Paramedic Engine or Paramedic Assessment Engine -A fire engine that carries
Advanced Life Support equipment.
• Paramedic Unit- Any Fire Department vehicle, other than a fire engine or fire truck,
that carries Advanced Life Support equipment.
• Special Purpose Apparatus -Apparatus (as described in No. 1 above), not otherwise
defined in this policy and utilized for response to alarms.
2. Fire Company- A firefighting force commanded by a single Fire Captain (or a person
assigned/qualified as such).
3. In-Service - Personnel, apparatus, and/or equipment that are available for dispatch to an alarm
or actively involved in an alarm.
4. Qualified Personnel-Any Huntington Beach Fire Department employee meeting the minimum
qualifications for the position as detailed in Policy D-10 who is operating/ functioning with the
approval of the on-duty Battalion Chief.
HBFA MOU July 1,2018—June 30,2021 51
rently established requirement by the Department for a firefighter to be Tiller
Certified, as identified in the Huntington Beach Training Manual.
HBFA MOU July 1,2018—June 30,2021 47
45
nt, which is equal to the full cost
of premium for employee only.
E. Maximum Monthly Subsidy Payments - The payment amounts may be reduced each month as
dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the
amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full
premium for the employee and the remaining dependents. In the event no reduction occurs and the
remaining benefit premium is not sufficient to pay the premium amount for the employee and the
eligible dependents, said needed excess premium amount shall be paid by the employee.
All retirees, including those retired as a result of industrial disability whose number of years of
continuous regular(permanent) service immediately prior to retirement exceeds ten (10)years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
HBFA MOU July 1,2018—June 30,2021 42
une 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT G—POLICY—14,MINIMUM STAFFING AND FILLING OF VACANCIES
POLICY
The Duty Battalion Chief shall be responsible to ensure that each fire station and each apparatus are
fully staffed according to this policy.
A. MINIMUM STAFFING
The City of Huntington Beach (City) shall cause apparatus to be staffed with sufficient personnel to
ensure the safety of employees and the control of risk. For these purposes, the minimum staffing shall
be as follows:
1. Each Fire Company shall be staffed with a minimum of three(3)personnel and may be assigned
various firefighting or other emergency related activities, as well as routine duties. Fire
Companies are generally assigned as engine companies or truck companies when they operate
with a fire engine or fire truck apparatus. They may, however,operate without apparatus or with
more than one (1) vehicle or apparatus. When operating with more than one (1) vehicle or
apparatus,the minimum staffing requirements of this section shall be required when the vehicle
is operated on an incident scene. Apparatus responding Code 3 shall be staffed with a minimum
of two (2) persons.
2. Each in-service engine company shall be staffed with no less than one (1) Fire Captain, one (1)
Fire Engineer, and one (1) Firefighter. Any member may be a Paramedic.
a. In the event a Fire Company drops below minimum staffing and "Qualified Personnel" are
available,that Fire Company may continue to respond to augment single engine alarms. A
second fully staffed engine shall be dispatched.
3. Each in-service truck company shall be staffed with no less than one (1) Fire Captain, one (1)
Fire Engineer and two (2) Firefighters. Any member may be a Paramedic.
a. In the event a Fire Company drops below minimum staffing and "Qualified Personnel" are
available,that Fire Company may continue to respond to augment single engine alarms. A
second fully staffed engine shall be dispatched.
4. Each in-service paramedic unit shall be staffed with no less than two (2) certified Paramedics.
5. Each in-service paramedic engine company shall be staffed with no less than one (1) Fire
Captain, one (1) Fire Engineer, and two (2) Firefighters. Two (2) of the members must be
certified Paramedics.
a. In the event a Fire Company drops below minimum staffing and "Qualified Personnel" are
available, that Fire Company may continue to respond to augment single engine alarms. A
second fully staffed engine shall be dispatched.
1-IBFA MOU July 1,2018—June 30,2021 52
ed if such reduction would cause insufficient funds needed to pay the full
premium for the employee and the remaining dependents. In the event no reduction occurs and the
remaining benefit premium is not sufficient to pay the premium amount for the employee and the
eligible dependents, said needed excess premium amount shall be paid by the employee.
All retirees, including those retired as a result of industrial disability whose number of years of
continuous regular(permanent) service immediately prior to retirement exceeds ten (10)years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
HBFA MOU July 1,2018—June 30,2021 42
une 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT G—POLICY—14,MINIMUM STAFFING AND FILLING OF VACANCIES
6. Each in-service paramedic assessment engine company shall be staffed with no less than one(1)
Fire Captain, one (1) Fire Engineer, and one (1) Firefighter. One (1) of the members must be a
certified Paramedic.
a. In the event a Fire Company drops below minimum staffing and "Qualified Personnel" are
available, that Fire Company may continue to respond to augment single engine alarms. A
second fully staffed engine shall be dispatched.
7. Each in-service hazardous materials apparatus shall be staffed with a fire company of which the
regularly assigned personnel shall be specially trained in hazardous materials incident practices
and procedures. One or more of the personnel staffing the hazardous materials apparatus may be
assigned as technical advisors to an emergency's Incident Commander. When this occurs, the
remaining personnel may be reassigned to other companies involved in the incident or other
Hazardous Materials Joint Powers Authority providers.
8. Special purpose apparatus shall be staffed with no less than one (1) person (Fire Engineer or
Firefighter assigned/qualified as such) when responding Code 2, and with no less than two (2)
personnel (one of whom must be a Fire Engineer or a Firefighter assigned/qualified as a Fire
Engineer)when responding Code 3 to alarms.
9. Fire apparatus not considered to be in service shall not be required to have personnel assigned to
them for the purposes of this Article.
10. The minimum staffing as set forth in this Article shall be specifically and exclusively from public
safety employees of the Huntington Beach Fire Department for all routine activities and normal
shift duties. Reserve Firefighters shall not be used to meet minimum staffing levels.
a. No employee shall be assigned to more than one (1) fire-company at the same time for all
routine activities and normal shift duties.
b. Routine activities and normal shift duties shall include those emergencies that would
normally be handled by the on-duty suppression force.
C. FILLING VACANCIES
1. Employees acting in a higher classification, when properly qualified, shall be considered
equivalent to the required classification.
c. Employees acting in a higher classification shall be paid acting pay for all time worked in
the higher class when the time cumulatively exceeds two (2) hours within one (1) 24-hour
shift.Acting pay will be calculated based on the step range of the higher classification,which
provides at least a five percent range differential. For example,a Firefighter at E step who is
HBFA MOU July 1,2018—June 30,2021 53
e remaining dependents. In the event no reduction occurs and the
remaining benefit premium is not sufficient to pay the premium amount for the employee and the
eligible dependents, said needed excess premium amount shall be paid by the employee.
All retirees, including those retired as a result of industrial disability whose number of years of
continuous regular(permanent) service immediately prior to retirement exceeds ten (10)years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
HBFA MOU July 1,2018—June 30,2021 42
une 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT G—POLICY—14,MINIMUM STAFFING AND FILLING OF VACANCIES
qualified and acts as an Engineer will be compensated at the hourly rate of a D step Engineer,
which is equal to or greater than a five percent differential.
2. Any employee assigned to serve in the capacity of Battalion Chiefs Aide shall not be utilized to
satisfy any of the minimum staffing requirements except as set forth in this Article. The BC's
Aide may be utilized to fill a position for which he/she is qualified to serve in cases of temporary
fill-in of four(4)hours or less.
3. Either one (1) Firefighter or one (1)Firefighter Paramedic assigned to a truck company may be
utilized for special assignments for a period not to exceed four(4) hours in a 24 hour period.
4. REPLACEMENT CALLBACK. When a vacancy exists on any apparatus, the Department will
be obligated to meet minimum staffing obligations of this Article by use of off-duty personnel
on an overtime basis. In the event an apparatus is placed out of service,those persons previously
assigned thereto may be utilized to fill any vacancy prior to the use of off-duty personnel on an
overtime basis.
5. When a vacancy exists on any apparatus, the vacancy shall be filled rank for rank based upon
the provisions of the Fire Department's Policy D-3 (Callback Staffing System).
D. NEW EQUIPMENT
1. If the City makes a managerial decision to change staffing levels provided for in the MOU, or to
utilize any new apparatus over and above that presently in use,the City and the Association shall
Meet and Confer in good faith prior to such action being implemented.
2. The Meet and Confer process/obligation shall apply to any managerial decision to eliminate any
paramedic unit(s)/van(s).
E. CHANGES IN STAFFING
1. If either party requests a Meet and Confer, as indicated in New Equipment and Changes in
Staffing sections above,the parties shall complete the process(including any impasse procedure)
within 60 days, unless otherwise extended by mutual agreement.
HBFA MOU July 1,2018—June 30,2021 54
. FILLING VACANCIES
1. Employees acting in a higher classification, when properly qualified, shall be considered
equivalent to the required classification.
c. Employees acting in a higher classification shall be paid acting pay for all time worked in
the higher class when the time cumulatively exceeds two (2) hours within one (1) 24-hour
shift.Acting pay will be calculated based on the step range of the higher classification,which
provides at least a five percent range differential. For example,a Firefighter at E step who is
HBFA MOU July 1,2018—June 30,2021 53
e remaining dependents. In the event no reduction occurs and the
remaining benefit premium is not sufficient to pay the premium amount for the employee and the
eligible dependents, said needed excess premium amount shall be paid by the employee.
All retirees, including those retired as a result of industrial disability whose number of years of
continuous regular(permanent) service immediately prior to retirement exceeds ten (10)years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
HBFA MOU July 1,2018—June 30,2021 42
une 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT H—FIREFIGHTERS' RIGHTS TO APPEAL DISCIPLINARY ACTION
The following appeals procedures are adopted pursuant to Government Code§3254.5 of the Firefighters
Procedural Bill of Rights Act and supersede any personnel rules to the contrary.
1. DEFINITIONS
a. The term "firefighter" means an employee who is considered a "firefighter" under
Government Code § 3251(a).
b. The term "punitive action" means any action defined by Government Code §3251(c), i.e.,
"any action that may lead to dismissal, demotion, suspension, reduction in salary, written
reprimand, or transfer for purposes of punishment."
2. APPEAL OF A PUNITIVE ACTION NOT INVOLVING DISCHARGE, DEMOTION OR
SUSPENSION OR REDUCTION IN SALARY OF A FIREFIGHTER
Pursuant to Government Code§ 11445.20,the following informal hearing procedure shall be utilized
for an appeal by a firefighter of a punitive action not involving discharge, demotion, reduction in
salary or suspension.
a. Notice of Appeal-Within fifteen(15)calendar days of receipt by a firefighter of notification
of punitive action as set forth above,the firefighter shall notify the office of the Fire Chief in
writing of the firefighter's intent to appeal the punitive action. The notice of appeal shall
specify the action being appealed and the substantive and procedural grounds for the appeal.
b. Presiding Officer- In an informal hearing, a Division Chief shall be the presiding officer. A
Division Chief shall conduct the informal hearing in accordance with these procedures and
shall make the final decision. If the Division Chief cannot serve as the hearing officer
because of actual bias,prejudice or interest as defined by Government Code §11425.40,then
the Fire Chief or his/her designee shall serve as the Presiding Officer and shall make the final
decision. Written reprimands adjudicated following the informal process provided herein
shall be removed from the employee's personnel file after two years if no similar occurrence
takes place within that time. If a similar occurrence takes place (as determined by the Fire
Chief)the discipline shall remain until two years have passed without such an occurrence.
c. Burden of Proof-The employer shall bear the burden of proof at the hearing.
1) If the action being appealed does not involve allegations of employee misconduct, the
limited purpose of the hearing shall be to provide the officer the opportunity to establish
a record of the circumstances surrounding the action. The Department's burden of proof
shall be satisfied if the Department establishes by a preponderance of the evidence that
the action was reasonable. The Department's burden of proof may be satisfied even
though reasonable persons may disagree about the appropriateness of the action.
HBFA MOU July 1,2018—June 30,2021 55
nt shall be paid by the employee.
All retirees, including those retired as a result of industrial disability whose number of years of
continuous regular(permanent) service immediately prior to retirement exceeds ten (10)years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
HBFA MOU July 1,2018—June 30,2021 42
une 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT H—FIREFIGHTERS' RIGHTS TO APPEAL DISCIPLINARY ACTION
2) However, if the punitive action involves charges of misconduct, the Department shall
have the burden of proving by a preponderance of the evidence the facts which form the
basis for the charge and that the punitive action was reasonable under the circumstances.
d. Conduct of Hearing
1) The formal rules of evidence do not apply, although the Presiding Officer shall have
discretion to exclude evidence which is incompetent, irrelevant or cumulative, or the
presentation of which will otherwise consume undue time.
2) The parties may present opening statements.
3) The parties may present evidence through documents and testimony.
aa. Witnesses shall testify under oath.
bb. Subpoenas may be issued pursuant to Government Code §§11450.05- 11450.50.
4) Following the presentation of evidence, if any,the parties may submit oral and/or written
closing arguments for consideration by the hearing officer.
e. Recording of the Hearing- The hearing may be tape recorded or stenographically recorded
by a Certified Court Reporter by either party . The per diem cost of the court reporter shall
be equally borne by the parties. The cost to receive a transcript of the hearing shall be borne
by the party requesting the transcript.
f. Representation - The firefighter may be represented by an association representative and/or
attorney of his or her choice at all stages of the proceedings. All costs associated with such
representation shall be borne by the firefighter.
g. Decision - The decision shall be in writing pursuant to Government Code §11425.50. The
decision shall be served personally or by first class mail, postage pre-paid, upon the
firefighter as well as his/her attorney or representative, shall be accompanied by an affidavit
or certificate of mailing, and shall advise the firefighter that the time within which judicial
review of the decision may be sought is governed by Code of Civil Procedure § 1094.6.
3. APPEAL OF A DISCIPLINARY DECISION INVOLVING DISCHARGE, REDUCTION IN
SALARY, DEMOTION OR SUSPENSION OF A FIREFIGHTER
a. In those instances where the procedures in Government Code §§ 11400, et seq. are
inapplicable to an administrative appeal, the administrative appeal shall be conducted in
accordance with Chapter 5 (commencing with Section 11500)of Part 1 of Division 3 of Title
2 of the California Government Code.
b. Notice of Discipline as Accusation - The final notice of discipline which may be issued at
the conclusion of any pre-disciplinary procedures shall serve as the Accusation as described
in Government Code §§ 11500, et seq. Pursuant to Government Code section 3254,
subsection (f), the discipline shall not be effective sooner than 48 hours of issuance of the
final notice of discipline.
HBFA MOU July 1,2018—June 30,2021 56
etired as a result of industrial disability whose number of years of
continuous regular(permanent) service immediately prior to retirement exceeds ten (10)years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
HBFA MOU July 1,2018—June 30,2021 42
une 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT H—FIREFIGHTERS' RIGHTS TO APPEAL DISCIPLINARY ACTION
The notice shall be prepared and served in conformity with the requirements of Government
Code §§11500, et seq. A copy of Chapter 5 (commencing with Section 11500) of Part 1 of
Division 3 of Title 2 of the California Government Code shall be provided to the firefighter
concurrently with the notice of discipline.
c. Notice of Defense/Request for Hearing - Within 15 calendar days after service of the
accusation the respondent may file with the office of the Fire Chief a notice of defense in
which the respondent may:
1) Request a hearing;
2) Object to the accusation upon the ground that it does not state acts or omissions upon
which the agency may proceed;
3) Object to the form of the accusation on the ground that it is so indefinite or uncertain that
the respondent cannot identify the transaction or prepare a defense;
4) Admit the accusation in whole or in part;
5) Present new matter by way of defense;
6) Object to the accusation upon the ground that,under the circumstances, compliance with
the requirements of a regulation would result in a material violation of another regulation
enacted by another department affecting substantive rights;
Within the time specified respondent may file one or more notices of defense upon any or all
of these grounds but all of these notices shall be filed within that period unless the agency in
its discretion authorizes the filing of a later notice.
The respondent shall be entitled to a hearing on the merits if the respondent files a notice of
defense, and the notice shall be deemed a specific denial of all parts of the accusation not
expressly admitted. Failure to timely file a notice of defense shall constitute a waiver of
respondent's right to a hearing, but the agency in its discretion may nevertheless grant a
hearing. Unless objection is taken as provided in Government Code Section 11506, all
objections to the form of the accusation shall be deemed waived.
The notice of defense shall be in writing signed by or on behalf of the respondent and shall
state the respondent's mailing address. It need not be verified or follow any particular form.
d. Administrative Law Judge-Pursuant to Government Code § 11512,the City has determined
that appeals shall continue to be heard by the Personnel Commission with the administrative
law judge presiding at the hearing, pursuant to Government Code § 11512(b). The
administrative law judge shall rule on the admission and exclusion of evidence and advise
the Personnel Commission on matters of law. The Personnel Commission shall exercise all
other powers relating to the conduct of the hearing pursuant to pre-established Huntington
Beach Rules. The process contemplated in this subsection may be"reopened"for discussion
after three years.
HBFA MOU July I,2018—June 30,2021 57
whose number of years of
continuous regular(permanent) service immediately prior to retirement exceeds ten (10)years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
HBFA MOU July 1,2018—June 30,2021 42
une 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT H—FIREFIGHTERS' RIGHTS TO APPEAL DISCIPLINARY ACTION
e. Time and Place of Hearing - Pursuant to Government Code § 11508, unless otherwise
decided by the Personnel Commission, a hearing shall be conducted at City Hall at a time to
be determined by the Personnel Commission.
f. Notice of the Hearing - Notice of the hearing shall be provided to the parties pursuant to
Government Code § 11509.
g. The Personnel Commission may recommend to sustain, reduce, or rescind the disciplinary
action taken where evidence produced in the hearing warrants such recommendation. The
standard at the hearing shall be "Just Cause." In all instances, the Personnel Commission
shall certify copies of its findings and decision to the City Manager, the department head
from whose action the appeal was made, and the appellant employee. The Board's decision
shall be final. Requests for reconsideration by the Personnel Commission shall be governed
by Government Code §11527.
The decision shall be in writing. The decision shall be served personally or by first class
mail, postage pre-paid, upon the firefighter as well as his/her attorney or representative, and
shall be accompanied by an affidavit or certificate of mailing. Judicial review of the decision
may be sought pursuant to Government Code § 11523 and the Code of Civil Procedure.
h. In the event California Law cited herein is modified, these rules shall also be automatically
modified in accordance thereto.
HBFA MOU July 1,2018—June 30,2021 58
dent shall be entitled to a hearing on the merits if the respondent files a notice of
defense, and the notice shall be deemed a specific denial of all parts of the accusation not
expressly admitted. Failure to timely file a notice of defense shall constitute a waiver of
respondent's right to a hearing, but the agency in its discretion may nevertheless grant a
hearing. Unless objection is taken as provided in Government Code Section 11506, all
objections to the form of the accusation shall be deemed waived.
The notice of defense shall be in writing signed by or on behalf of the respondent and shall
state the respondent's mailing address. It need not be verified or follow any particular form.
d. Administrative Law Judge-Pursuant to Government Code § 11512,the City has determined
that appeals shall continue to be heard by the Personnel Commission with the administrative
law judge presiding at the hearing, pursuant to Government Code § 11512(b). The
administrative law judge shall rule on the admission and exclusion of evidence and advise
the Personnel Commission on matters of law. The Personnel Commission shall exercise all
other powers relating to the conduct of the hearing pursuant to pre-established Huntington
Beach Rules. The process contemplated in this subsection may be"reopened"for discussion
after three years.
HBFA MOU July I,2018—June 30,2021 57
whose number of years of
continuous regular(permanent) service immediately prior to retirement exceeds ten (10)years, shall
be entitled to maximum monthly payment of premiums by the City for each year of completed City
service as follows:
HBFA MOU July 1,2018—June 30,2021 42
une 30,2021 36
n employee shall have his/her accrued sick leave paid at the
regular rate of pay and the accrual rate the employee is earning at the time of
HBFA MOU July 1,2018—June 30,2021 33
pt by the City
HBFA MOU July 1,2018—June 30,2021 30
Res. No. 2018-65
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, ROBIN ESTANISLAU, the duly elected, qualified City Clerk of the
City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do
hereby certify that the whole number of members of the City Council of the City of
Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a Regular meeting thereof held on November 5, 2018 by the following vote:
AYES: O'Connell, Semeta, Peterson, Posey, Delgleize, Hardy, Brenden
NOES: None
ABSENT: None
RECUSE: None
de# 62474/
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
30,202 i 38