HomeMy WebLinkAboutCity Council - 5828 RESOLUTION NO. 5828
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH APPROVING AND
IMPLEMENTING A MEMORANDUM OF
UNDERSTANDING WITH THE HUNTINGTON BEACH
MANAGEMENT EMPLOYEES' ORGANIZATION FOR
1987-1988
The City Council of the City of Huntington Beach does hereby resolve as follows:
The Memorandum of Understanding between the City of Huntington Beach and the
Huntington Beach Management Employees' Organization effective July 1, 1987, a copy of
which is attached hereto and by reference made a part hereof, is hereby adopted and
ordered implemented in accordance with the terms and conditions thereof, and the City
Administrator is authorized to execute such Agreement.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular/meeting thereof held on the 14th day of December , 1987.
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ATTEST: APPROVED AS TO FORM:
ALICIA M. WENTWORTH , CITY CLERK
BY ,
DeputyCity Clerk IV Ci y Attor y
APPROVED AS TO CONTENT: APPR
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City Administrator pu y1CityT
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TABLE OF CONTENTS
TITLE PAGE
Table of Contents i
Preamble 1
Article 1 Representational Unit 1
Article 2 Existing Conditions of Employment 2
Article 3 Salary Schedules 2
Article 4 Public Employee's Retirement System 2
Article 5 Insurance 3
Article 6 Income Protection Plan 5
Article 7 Sick Leave Pay 6
Article 8 Vacations and Holidays 7
Article 9 Grievances 8
Article 10 Personnel Rule Changes 8
Article 11 Vehicle Policy 10
Article 12 Bereavement Leave and Family Illness Leave 10
Article 13 Education Costs 10
Article 14 Uniform Allowance 11
Article 15 Time Off 11
Article 16 Physical Examinations 11
Article 17 Mid-Year Salary Review 11
Article 18 Term of Memorandum of Understanding 11
Article 19 City Council Approval 12
Exhibit A
Salary Schedule - Effective 06/27/87
Exhibit B
Physical Examination Description
Exhibit C
Alternative to PERS Medical Program
Exhibit D
Dental Coverage
City Sponsored Indemnity Plan (Delta)
City Sponsored Pre-Paid Plan (PMI)
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MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF HUNTINGTON BEACH
AND
THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION
1987-1988
This Memorandum of Understanding is entered into by and between the CITY OF
HUNTINGTON BEACH, a Municipal Corporation of the State of California, herein called
"CITY", and the HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION,
a California Association, herein called "ORGANIZATION."
PREAMBLE
WHEREAS, pursuant to California law, the CITY, acting by and through its
designated representatives, duly appointed by the governing body of said city, and the
representatives of the ORGANIZATION, a duly recognized employee organization, have
met and conferred in good faith and have fully communicated and exchanged information
concerning wages, hours, and other terms and conditions of employment for the fiscal
year 1987-1988.
WHEREAS, except as otherwise expressly provided herein, all terms and conditions of
this Agreement shall apply to all employees represented by the ORGANIZATION, and
WHEREAS, the representatives of the CITY and the ORGANIZATION desire to
reduce their agreements to writing,
NOW THEREFORE, this Memorandum of Understanding is made, to become effective
July 1, 1987, and it is agreed as follows:
ARTICLE I
REPRESENTATIONAL UNIT
A. It is recognized that ORGANIZATION is the employee organization which has
the right to meet and confer in good faith with the CITY on the behalf of employees
whose classifications are listed in Exhibit A, attached hereto and incorporated by
reference herein.
B. The City and the ORGANIZATION agree to implement for the term of this
agreement the following change to the Employee/Employer Relations Resolution and
accordingly revise Section 7 of said resolution as described herein:
7-3. Personnel Director Motion for Unit Modification - The Personnel Director
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 Personnel Director shall give written notice of the proposed
modification(s), to any affected employee organization and any affected employees.
b) The Personnel Commission shall hold a meeting concerning the
proposed modification(s) at which time all affected employee organizations and employees
shall be heard;
c) Thereafter, the Personnel Commission shall determine the
composition of the appropriate unit or units and shall give written notice of such
determination to the affected employee organizations and any affected employees.
The City Administrator, employee organization or employee aggrieved by an
appropriate unit determination of the Personnel Commission may, within ten (10) days of
notice thereof, request a review of such determination by the City Council. Within thirty
(30) days of receipt of a request to review a unit determination of the Personnel
Commission the City Council shall review the matter. The City Council's decision shall
be final.
ARTICLE II
EXISTING CONDITIONS OF EMPLOYMENT
Except as otherwise expressly provided herein, the adoption of this Memorandum of
Understanding shall not change existing benefits and terms and conditions of employment
which have been established in prior Memoranda of Understanding, and/or provided for in
the Personnel and Departmental Rules of the City of Huntington Beach.
ARTICLE III
SALARY SCHEDULES
Employees shall be compensated at monthly salary rates by classification title and
salary range during the term of this Agreement as set out in Exhibit A, attached hereto
and incorporated herein.
ARTICLE IV
PUBLIC EMPLOYEES' RETIREMENT SYSTEM
A. Each employee covered by this Agreement shall continue to be reimbursed once
every two weeks in an amount equal to 7% of the employee's base salary (9% for safety
employees) as a pickup of the employee's contribution, or portion of such contribution, to
the Public Employees' Retirement System. The above PERS pickup is not base salary but
is done pursuant to Section 414(h)(2) of the Internal Revenue Code.
B. In the event a member elects Option #2 (Section 21333) or Option #3 (Section
21334) 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 or her life alone. This payment shall be made only to the member, shall
be payable 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 at the sole
discretion of the CITY. This benefit is vested for employees covered by this agreement.
(Note: The options provide that the allowance is payable to the member until his or her
death, and then either the entire allowance (Option #2) or one-half of the allowance
(Option #3) is paid to the beneficiary for life.)
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C. Each employee, eligible for service retirement, may have his/her PERS pickup
reported as compensation for all or any part of the twelve (12) month period prior to
his/her service retirement date upon written request to the Finance Director. Such
modified reporting shall be limited to a maximum period of twenty-four (24) months
preceding retirement. (Government Code Section 20022). Requests for retroactivity will
be decided on an individual request basis and shall require the approval of the Personnel
Director.
D. Each employee, eligible for service retirement, may have his/her optional
vehicle allowance reported as compensation for all or any part of the twelve month period
prior to his/her service retirement date upon written request to the Director of Finance.
Such modified reporting shall be for a maximum of twenty four months. Requests for
retroactivity will be decided on an individual request basis and shall require the approval
of the Personnel Director.
ARTICLE V
INSURANCE
A. The CITY shall continue to provide group medical benefits to all employees
with coverage and other benefits comparable to the group medical plans currently in
effect.
B. The group medical insurance plan shall be 100% of the usual customary and
reasonable charges for out patient pre-admission testing and out patient surgery.
C. All elective surgeries will require a second surgical opinion from a list of
authorized physicians. The City shall provide such list of physicians mutually agreeable to
CITY and the ORGANIZATION. It is understood that should an employee elect a surgical
procedure without a second opinion or contrary to the recommendation of a second or
third opinion, the benefit charges will be reimbursed at 50% of the normal benefits
payable. Attachment 2 to the Employee Health Plan Document, providing procedures and
definitions for implementation of this paragraph and approved by ORGANIZATION, shall
be on file with the Insurance and Benefits Manager, and a copy shall be delivered by City
to each member of ORGANIZATION.
D. The CITY will assume payment for dependent health insurance effective the
first of the month following the month during which the employee completes one (1) year
of full time continuous service with the CITY. Any additional premium amounts for the
optional Health Maintenance Organization (HMO) Plan will be paid by the employee. For
purposes of determining continuous service, there shall be no accrual of hours for the
period of time an employee is on a non-pay status for a complete pay period.
E. The City's obligation to pay for health insurance premiums shall be limited to
Four Hundred Dollars ($400) per month for full family coverage for eligible employees.
F. The city's indemnity medical plan shall include the following provisions:
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1. A hospital pre-admission certification from OCMR shall be required prior
to hospital admittance for non-emergencies. If the required certification is not obtained,
the benefit entitlement will be subject to a $100 deductible against the charges for
hospital costs.
2. The Medical Insurance Plan shall exclude coverage of pre-existing medical
conditions of new employees and dependents, except under the following conditions:
a. The employee or dependent is free from treatment for the
pre-existing condition for three consecutive months after the effective date of coverage
under the plan.
b. A pre-existing condition of the employee is covered after an
employee completes six months of continuous employment.
c. A pre-existing condition of any dependent who has been enrolled in
the plan is covered after the employee completes twelve months of continuous service.
3. Effective January 1, 1988, the Medical Insurance Plan deductible shall be
One Hundred and Fifty Dollars ($150) per person; and the maximum deductible per family
shall be Four Hundred Dollars ($400) per family during any period of benefit entitlement
as described in the City's Employee Health Plan.
4. Eligibility for dependent coverage shall be restricted to:
a. Spouses of employees,
b. Their unmarried children to age 19,
C. Unmarried children from age 19 to 23 if dependent on their parents
for at least half their support and living at home or enrolled as a full
time student; and
d. Totally disabled children of any age who were enrolled in this plan
prior to age 23.
5. Effective January 1, 1988, the maximum out of pocket expense for
covered expenses shall be $550 per person per year after the deductible has been met.
6. Chiropractic Treatment - Effective January 1, 1988 shall be limited to
$1,000 per year or twenty-four (24) treatments, whichever is greater.
7. Effective January 1, 1988, there shall be a benefit not to exceed $200 per
person per year for Preventive Medical Care expenses. Such care shall not be subject to
annual deductibles or co-payment provisions of this plan and shall include preventive
medical care expenses such as an every-other-year physical exam for adults, yearly PAP
for females, all innoculations for children, three exams for an infant in the first year of
life, flu shots, chest x-rays, EKG and other diagnostic lab tests.
8. The City shall implement a Substance Abuse Treatment Program with five
days of in-patient care for detoxification with a lifetime maximum benefit of $10,000.
9. Effective January 1, 1988, all prescription drug payments shall be made
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through the Prescription Card Service, and shall be on the basis of a co-payment by the
employee of $4 for each generic drug prescription, and $6 for each non-generic drug
prescription. No payments for any prescription drug shall be made through the Employee
Medical Plan.
G. Each employee under age sixty-five (65) shall be provided with $40,000 life
insurance and $40,000 accidental death and dismemberment insurance paid for by the
CITY. Each employee shall have the option, at his or her own expense, to purchase an
additional amount of life insurance in the amount of either $10,000 or $20,000, and
accidental death and dismemberment insurance in the amount of $10,000, $20,000,
$50,000 or $100,000. Evidence of insurability is contingent upon total participation in
additional amounts.
H. The CITY shall provide a dental insurance plan comparable to Private Medical
Care, Inc. Plan, CXP 201. Said plan to cover the employee and his or her dependents with
total cost of plan to be paid by the CITY. The plan shall be modified as described in
Exhibit D.
I. When an employee is off work without pay for reason of medical disability, the
CITY shall maintain the employee's insurance premiums during the period the employee is
in a non-pay status for the length of said leave, not to exceed twenty-four (24) months.
J. Upon retirement, whether service or disability connected, each employee shall
be entitled to cause himself or herself, spouse and dependents to participate fully in the
city's group health insurance program at the equivalent of the city's group premium rate
in accordance with the provisions specified by COBRA (Federal Law). Such participation
shall be at employee's expense and upon terms, conditions and restrictions as specified by
COBRA (Federal Law).
K. As an alternative to the benefit described in paragraph VI-J above, the City will
provide a financial contribution towards the cost of retiree medical premiums as
described in Exhibit C, subject to agreement on the language. The City proposes to
reopen the meet and confer process on this issue only in the event a different plan is
approved for other bargaining units in the City. The language of this Plan is subject to
approval by the City Attorney, and the plan will not be effective until its language is
approved by the City Attorney.
ARTICLE VI
INCOME PROTECTION PLAN
This program provides, for each incident of illness or injury, a waiting period of sixty
(60) calendar days, during which the employee may use accumulated sick leave, vacation
pay, or the employee may elect to be in a non-pay status. Subsequent to the sixty (60) day
waiting period, the employee will be covered by an insurance plan paid for by the CITY,
providing 66-2/3 percent of the first $6,000 of the employee's basic monthly earnings.
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The maximum benefit period for disability due to illness shall be two years if under
age 65, reduced to 12 months by age 69. The maximum benefit period for disability due to
injury shall be to age 65 or 12 months, whichever is longer.
Days and months refer to calendar days and months. Benefits under the plan are
integrated with sick leave, Worker's Compensation, Social Security and other non-private
program benefits to which the employee may be entitled. Disability is defined as: "The
inability to perform all of the duties of regular occupation during two years, and
thereafter the inability to engage in any employment or occupation for which he is fitted
by reason of education, training or experience." Rehabilitation benefits are provided in
the event the individual, due to disability, must engage in other occupation. Survivor's
benefits continues plan payment for three months beyond death. A copy of the plan is on
file in the Administrative Services Department.
ARTICLE VII
SICK LEAVE PAY
A. Employees covered by this agreement and on the payroll on
November 20, 1978 shall be entitled to the following sick leave payoff plan:
At involuntary termination by reason of disability, or by death, or by
retirement, employees shall be compensated at their then current rate of pay for
seventy-five percent (75%) of all unused sick leave accumulated as of July 1, 1972, plus
fifty percent (50%) of unused sick leave accumulated subsequent to July 1, 1972, up to a
maximum of 720 hours of unused, accumulated sick leave, except as provided in paragraph
D below.
Upon termination for any other reason, employees shall be compensated at their
then current rate of pay for fifty percent (50%) of all unused accumulated sick leave, up
to a maximum 720 hours of such accumulated sick leave.
B. Employees hired after November 20, 1978 shall be entitled to the following sick
leave payoff plan:
Upon termination, all employees shall be paid, at their then current salary rate, for
twenty-five percent (25%) of unused, earned sick leave to 480 hours accrued, and for
thirty-five percent (35%) of all unused, earned sick leave in excess of 480 hours, but not
to exceed 720 hours, except as provided in paragraph D below.
C. Except as provided in paragraph D below, no employee shall be paid at
termination for more than 720 hours of unused, accumulated sick leave. However,
employees may utilize accumulated sick leave on the basis of "last in, first out," meaning
that sick leave accumulated in excess of the maximum for payoff may be utilized first for
sick leave, as defined in Personnel Rule 18-8.
D. Provided, however, that employees who had unused, accumulated sick leave in
excess of 720 hours as of July 5, 1980, shall be compensated for such excess sick leave
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remaining on termination under the formulas described in paragraphs A and B above. In
no event shall any employee be compensated upon termination for any accumulated sick
leave in excess of the "cap" established by this paragraph (i.e., 720 hours plus the amount
over 720 hours existing on July 5, 1980). Employees may continue to utilize sick leave
accrued after that date in excess of such "cap" on a "last in, first out" basis.
To the extent that an such "capped" amount of excess sick leave r 72
Y PP over 0 hours is
utilized, the maximum compensable amount shall be correspondingly reduced. (Example:
Employee had 1,000 hours accumulated. Six months after July 5> 1980> employee has
accumulated another 48 hours. Employee is then sick for 120 hours. Employee's
maximum sick leave "cap" for compensation at termination is now reduced by 72 hours to
928 hours.)
E. Employees electing to participate in the City's group health insurance program
after retirement may cause the premiums to be paid by the City out of any available
funds due and owing them under the terms of this agreement for unused sick leave
benefits upon retirement.
ARTICLE VIII
VACATIONS AND HOLIDAYS
A. Vacation leave shall be accrued as follows:
Years of Service Vacation Allowance
First through Fourth Year 112 hours
Fifth through Ninth Year 136 hours
Tenth through Fourteenth Year 160 hours
Fifteenth Year and Thereafter 192 hours
B. All accrued vacation may be taken after six (6) months' service.
C. Vacation (and sick leave) accrued time are to be computed from hiring date
anniversary.
D. Upon one (1) week's written notification to the Chief of Administrative
Services, an employee represented herein shall be entitled to receive vacation pay, less
deductions, in advance, prior to his regularly scheduled annual vacation. Such
advancements are limited to one during each calendar year.
E. Once during each fiscal year, each employee shall have the option to convert
into a cash payment or deferred compensation up to a total of eighty (80) hours of earned
vacation benefits. Such pay may be reported to PERS as salary. The employee shall give
two (2) weeks' advance notice of his/her desire to exercise such option.
F. The maximum vacation accumulation shall be 400 hours.
G. The following are paid holidays:
1. New Year's Day
2. Martin Luther King, Jr., (third Monday in January)
3. Washington's Birthday (third Monday in February)
4. Memorial Day (last Monday in May)
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5. Independence Day (July 4)
6. Labor Day (first Monday in September)
7. Veteran's Day (November 11)
8, Thanksgiving Day (fourth Thursday in November)
9. The Friday after Thanksgiving
10. Christmas Day (December 25)
11. 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.
Holidays which fall on Sunday shall be observed the following Monday, and those
falling on Saturday shall be observed the preceding Friday.
ARTICLE IX
GRIEVANCES
A. Representation. In an effort to encourage the resolution of employee
grievances at the level closest to their point of origin, and to further encourage an
equitable handling of employee grievances, it is agreed that in any grievance proceeding
the aggrieved employee may appear in person and/or by his representative or counsel.
B. Procedure. The City Administrator or his designee shall act as hearing officer
and shall conduct all hearings and proceedings in non-disciplinary grievances pursuant to
Step 4 of Rule 19 of the Personnel Rules of the City of Huntington Beach.
C. Arbitrator. In lieu of the hearing noted in Personnel Rules 19 and 20, the CITY
and the ORGANIZATION may by mutual agreement submit a grievance to a neutral
arbitrator whose decision shall be final and binding on the parties.
ARTICLE X
PERSONNEL RULE CHANGES
A. Personnel Rules. The ORGANIZATION agrees to meet and confer during the
term of this agreement, when requested by the CITY, on modification and/or revision of
the city Personnel Rules and/or Departmental Rules.
B. The City and the ORGANIZATION agree to implement the following rule and
accordingly revise the Personnel Rules as described herein:
1. 8-3. Layoff in Accordance with Length of Service. Determination of
Length of Service. Professional, Scientific and Executive Classes. Layoff shall be made
in accordance with the relative length of service of the employees in the service;
provided, however, that no permanent employee shall be laid off until all temporary,
acting and probationary employees in the competitive service holding positions in the
same class in the same department are first laid off. In determining length of service
scores, one point shall be allowed for each complete month of full-time, continuous
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service in the class of layoff or demotion and in classes that, at the time notice of layoff
is given, have the same or a higher maximum salary. One-half point shall be allowed for
each complete month of full-time, continuous service in all other classes. Full-time,
continuous service shall be computed based on the most recent term of continuous service
with the city. "Continuous" service shall mean permanent or part-time permanent service
with the city which is unbroken by a permanent separation from the service of more than
ninety (90) days.
2. Maternity Leave - An employee shall be entitled to a leave of absence
without pay due to inability to work due to pregnancy. The employee will be entitled to
use available sick leave during this period. Said leave must be requested in writing from
the Department Head and must include a written notification from the employee's
attending physician stating the last day the employee may work and estimated duration of
leave. The employee must obtain written authorization to return to work from the
attending physician. Said authorization must be filed with the Department Head and the
Personnel Manager.
3. Rule 5-20 - Duration of Employment Lists - Employment lists shall remain
in effect for one (1) year from the date of the last examination, unless sooner exhausted.
Such lists may be extended prior to expiration date by the Personnel Director when
requested by the Department Head, for additional periods but in no event shall an
employment list remain in effect for more than two (2) years. Names placed on such lists
shall be merged with others already on the list in order of scores.
4. Rule 19-5, Step 4 - City Administrator - If the grievance is not settled
under Step 3, the grievance may be presented to the City Administrator in accordance
with the following procedure: Within five (5) days after the time the decision is rendered
under Step 3 above, a written statement of the grievance shall be filed with the Personnel
Director who shall act as hearing officer and shall set the matter for hearing within
fifteen (15) days thereafter and shall cause notice to be served upon all interested parties.
The Personnel Director, or his representative, shall hear the matter de
novo and shall make recommended findings, conclusions and decisions in the form of a
written report and recommendation to the City Administrator within five (5) days
following such hearing. The City Administrator may, in his discretion, receive additional
evidence or argument by setting the matter for hearing within ten (10) days following his
receipt of such report and causing notice of such hearing to be served upon all interested
parties.
Within five (5) days after receipt of report, or the hearing provided for
above, if such hearing is set by the City Administrator, the City Administrator shall make
written decision and cause such to be served upon the employee or employee organization
and the Personnel Director.
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5. Rule 19-5, Step 5 (b) - Hearing - As soon as practicable thereafter, the
Personnel Director shall set the matter for hearing before a hearing officer either
selected by mutual consent of the parties or from a list provided by the Personnel
Commission. The hearing officer shall hear the case and shall make recommended
findings, conclusion and decision in the form of a written report and recommendation to
the Personnel Commission. If the Personnel Commission agrees to hear the case in lieu of
a hearing officer, its decision shall be final.
6. Rule 21-7 - Hearing Officers - The hearing officer provided for in Rules
19 and 20 shall be selected by mutual consent of the parties. If the parties are unable to
agree upon a hearing officer, the Personnel Director shall select a hearing officer from a
list provided by the Personnel Commission. The Personnel Director shall make the
selection from the list on a rotation basis.
ARTICLE XI
VEHICLE POLICY
The City Vehicle Use Policy currently in effect shall be amended to:
1. Add to the non-department head employees eligible for an auto allowance,
those employees covered by this agreement who are assigned a vehicle on a permanent
basis, as of the date of this agreement.
2. Effective July 1, 1987, increase the Automobile Allowance to Two
Hundred and Seventy-Five Dollars ($275) per month for non-department heads.
ARTICLE XII
BEREAVEMENT LEAVE AND FAMILY ILLNESS LEAVE
Employees shall be entitled to bereavement leave not to exceed three (3) working
days per calendar year in case of death in the immediate family. "Immediate family" is
defined as father, stepfather, mother, stepmother, sisters, brothers, stepsisters,
stepbrothers, mother-in-law, father-in-law, spouse, children or stepchildren.
Sick leave may be used for an absence due to illness of the employee's spouse or child
when the employee's presence is required at home, provided that such absences shall be
limited to five (5) days per calendar year.
ARTICLE XII
EDUCATION COSTS
A. Education costs shall be paid to employees on the basis of full refund for
tuition, fees, books and supplies; provided, however, that maximum reimbursement shall
be at the rates currently in effect in the University of California system or the California
State Fire Academy.
B. Those employees enrolled in an approved course or program of study prior to
date of this agreement may complete said course and be reimbursed the actual costs of
tuition, fees, books and supplies.
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4;
C. Upon approval of the Department Head and the Deputy City Administrator
Administrative Services, employees may be compensated for actual cost of tuition, books,
fees, at accredited educational institutions that charge higher rates than the University of
California, if it can be demonstrated by the employee that said educational institution
presents the only accredited course or program within a reasonable commuting distance of
the employee.
D. Tuition reimbursement shall be limited to job related courses or approved
degree objectives and require prior approval of the Department Head.
E. Refunds shall be made when the employee presents proof to the Chief of
Administrative Services that he/she has paid such costs and successfully completed the
course.
ARTICLE XIV
UNIFORM ALLOWANCE
CITY agrees to provide uniforms to employees on active duty who are required to
wear uniforms to the same extent as in the past.
ARTICLE XV
TIME OFF
Employees represented herein shall not be eligible for overtime compensation.
However, time off for such employees may be granted by their respective department
heads.
ARTICLE XVI
PHYSICAL EXAMINATIONS
Employees covered by this agreement shall be provided once every two years with a
city paid physical examination. Said exam shall be comprehensive in nature and shall
include:
A. A complete medical history, physical exam, laboratory testing and review of
results by a physician. (See Exhibit B, Physical Exam Description.)
B. A stress EKG will be provided for employees forty years of age or older.
No more than one-half of the eligible employees shall receive examinations in any
one fiscal year.
ARTICLE XVII
MID-YEAR SALARY REVIEW
The following classifications will be included in the City's annual mid-year salary
review: Department Analyst Sr., Fire Administrative Deputy and Librarian Senior. After
reviewing input from the MEO on any City proposed salary changes for the above
classifications, any approved increases shall be effective March 1, 1988.
ARTICLE XVIII
TERM
This Agreement shall be in effect for a period of one year commencing
July 1, 1987, and ending at midnight, June 30, 1988.
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ARTICLE XIX
CITY COUNCIL APPROVAL
It is the understanding of the CITY and ORGANIZATION that this Memorandum of
Understanding is of no force or effect unless and until adopted by resolution of the City
Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this 14 t h of December , 1987 .
CITY OF HUNTINGTON BEACH HUNTINGTON BEACH MANAGEMENT
A Municipal Corporation EMPLOYEES ORGANIZATION
Paul Cook Jttn Halvorsen, President
y A str r
Roe J. anz f Robert Sangster, Negotialfng Chairman
Deputy ILY Administrator
ell
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Charles Goldstein Nick Beradino, Business Agent
APPROVED AS TO FORM:
17
ail Dutton, City Attorney G�son
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EXHIBIT A
CITY OF HUNTINGTON BEACH
ADMINISTRATIVE SERVICES DEPARTMENT
June 27, 1987
Management Employee's Organization Salary Schedule
Job Code Title Range Salary
0259 Accounting Officer 450 $3565-4417
1203 Art/Cultural Manager 395 2709-3357
0211 Assistant City Attorney 487 4288-5313
1263 Asst Bld Off/St Eng 455 3657-4529
0231 Battalion Chief 465 3841-4760
0264 Beach Operations Supv 427 3181-3938
0234 Beach Services Manager 469 3923-4857
1212 Chief Electrical Inspector 412 2947-3652
1214 Chief Plumbing Inspector 412 2947-3652
0271 Chief Public Works Inspector 427 3181-3938
1215 Chief Combination Inspector 412 2947-3652
1213 Chief Structural Inspector 412 2947-3652
1204 Circulation Librarian 405 2851-3531
0210 City Engineer 504 4668-5782
1209 Civil Engineer Assoc. 434 3293-4079
1249 Department Analyst Sr. 395 2709-3357
1235 Deputy Attorney 411 2935-3635
1233 Deputy Attorney II 449 3546-4394
1230 Deputy Attorney III 476 4058-5027
0204 Deputy Director Building Official 465 3841-4760
0220 Deputy Dir Hsg/Redev 470 3940-4881
0221 Deputy Director/Dev Prog Adm 465 3841-4760
0206 Deputy Director, City Planner 465 3841-4760
0285 Director Library 481 4163-5157
0290 Director of Finance 486 4267-5287
0230 Division Engineer 471 3957-4905
0 213 Division Fire Chief 486 4267-5287
1253 Fire Administrative Deputy 395 2709-3357
2201 Fire Protection Analyst 415 2993-3709
0247 Information Systems Manager 465 3841-4760
0288 Insurance and Benefits Manager 459 3728-4619
1218 Librarian Senior 364 2321-2877
0233 Marine Safety Captain 440 3392-4203
1247 Operations Supervisor 405 2851-3531
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EXHIBIT A
June 27, 1987
Management Employees Organization Salary Schedule
Job Code Title Range Salary
1211 Planner Assoc. 407 $ 2879-3565
0243 Planner Senior 433 3274-4058
0226 Principal Accountant 415 2993-3709
0244 Principal Development Planner 448 3529-4371
1260 Principal Engineer 449 3546-4394
0249 Principal Redev Spec 448 3529-4371
0262 Property Manager 465 3841-4760
0235 Public Information Officer 427 3181-3938
1265 Public Liability Claims Coordinator 406 2863-3548
1239 Purchasing/Central Services Manager 428 3195-3957
0266 Rec & Human Svcs/Park Dev. Spclst Sr. 414 2978-3690
0245 Redevelopment Specialist 407 2879-3565
1250 Senior Deputy City Treasurer 450 3565-4417
1264 Senior Engineer 427 3181-3938
0257 Supt. Parks, Trees & Landscape 449 3546-4394
0260 Supt. Rec. & Human Services 449 3546-4394
0261 Supt. Rec. & Park Development 449 3546-4394
0272 Sup. Building Maintenance 427 3181-3938
0273 Sup. Mechanical Maintenance 427 3181-3938
0274 Sup. Parks 427 3181-3938
0275 Sup. Sewer Maintenance 427 3181-3938
0277 Sup. Street Tree Maintenance 427 3181-3938
0279 Sup. Water Maintenance 427 3181-3938
0280 Sup. Water Production 427 3181-3938
0265 Supv Criminalist 430 3226-3995
0229 System Analyst Sr. 408 2891-3583
1219 Tech. Service Librarian 405 2851-3531
0237 Traffic Engineer 455 3657-4529
0258 Water Superintendent 471 3957-4905
1255 Workers Compensation Coordinator 406 2863-3548
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0349X
EXHIBIT B
HEALTHHEX 1700
TEST PANEL 109
I. COMPLETE HEALTH HISTORY
II. COMPLETE PHYSICAL EXAMINATION BY PHYSICIAN
III. COMPUTER PRINTOUT
A. Physiological Tests
1. Temperature
2. Height
3. Weight
4. Vision
5. Audiometry (hearing screening)
6. Blood pressure
7. Pulse
8. Chest X-Ray
9. EKG
10. History
11. Tonometry (glaucoma) for patients 35 and over
12. Spirometry (breathing)
B. Lab Tests
1. Blood Chemistry Screening Tests
SGPT Triglycerides
SG OT Glucose Fasting
LDH BUN
Alk. Phosphatase Creatinine
Total Bilirubin Uric Acid
Total Protein Calcium
Albumin-Serum Inorganic Phosphate
Globulin Sodium
Cholesterol Postassium
2. Complete Blood Count
3. Urinalysis
4. Stool Test for Blood
5. RPR
6. Pap Smear on Females
7. HDL
IV. EXAMINATION FINDINGS
A. Consultation with M.D.
B. Written Report of Findings
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0349X
EXHIBIT C
CITY OF HUNTINGTON BEACH
ALTERNATIVE TO PERS MEDICAL PROGRAM
MEET AND CONFER
MANAGEMENT EMPLOYEES ORGANIZATION
Following is a description of a City proposed alternative to the PERS Medical
Program for City of Huntington Beach retiree medical coverage.
Applies only to future retirees. A two-tier City Plan. Will be administered under
the umbrella of the City Self Insured Medical Program. One level of coverage will apply
to employees and a different level of coverage would apply to employees retiring after
the effective date of implementation of the program. The benefits for retirees will be
generally the same as the current City program with the main differences described in the
attachment. Benefits for employees (prior to retirement) would remain essentially as
currently provided with changes as agreed to during current meet and confer sessions with
the Fire Association and with the addition of a prescription drug card with separate
deductibles of $4 for generic and $6 for non-generic prescriptions. The Retiree Medical
Plan would provide the following financial contributions by the City towards retiree
medical premium costs:
I. City Payment of Retiree Medical Premiums - The City would pay a portion of the
retiree's medical premium based on years of service as follows:
Years With City City Payment of Premium
5 - 10 Years Service $10 Per Month
11 - 20 Years Service $25 Per Month
20 Years or More $50 Per Month
II. Medical Insurance Retirement Fund - Two accounts would be established for each
participating employee in a newly created Medical Insurance Retirement Fund.
One account would be the "employee contribution" account and the other the "city
contribution" account.
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0349X
EXHIBIT C
(Continued)
CITY OF HUNTINGTON BEACH
ALTERNATIVE TO PERS MEDICAL PROGRAM
MEET AND CONFER
MANAGEMENT EMPLOYEES ORGANIZATION
A. City Contribution - The City would contribute $12 per payday to the "city
contribution" account for any employee who contributes at least $6 per payday
to the "employee contribution" account. Vesting rights for the funds (plus
interest) in the City Contribution account ($12 per payday) would be based on
years of service as follows:
1. 50% vested for 0 - 10 years service
2. 75% vested at 11 years service
3. 100% vested at 20 years service
B. Employee Contribution - Employees would be required to contribute a
minimum of $6 per payday in order to participate in the Fund. Employees
could contribute additional amounts to the employee contribution account at
their option. Such additional contributions could be from the following:
1. Payroll deduction
2. Conversion of vacation hours
3. Conversion of a portion of sick leave hours
4. Other ?
The Fund would be administered by the City in a separate fund and all administrative
costs would be paid from the fund.
The plan details will be further discussed with the MEO prior to implementation. The
financial contributions by the City will be effective January 1, 1988.
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0349X
324f
CITY OF HUNTINGTON BEACH
COMPARISON OF INDEMNITY PLANS
(Reflects PERS 8/1/87 Changes)
CURRENT PROPOSED CITY PLAN
BENEFITS PERS MEDICAL - CWTO CITY PLAN EMPLOYEES RETIREES
Inpatient Hospital 100% PPO Hospitals - after 100% - No deductible 100% - No 80% after
Benefits deductible deductible deductible
60% Non PPO Hospitals - after
deductible
85% Non PPO Hospitals in areas
without PPO Hospitals - after
deductible
Deductible $ 200 per person, $500 family $125 per person, $150/$400 $200/500
maximum $375 family maximum
Maximum Out of $2,000 (may be higher - policy $400 $550 $1,000
Pocket Employee unclear)
Expense (Excludes
Deductible)
Accident Benefit None (covered same as other $500 $500 None
medical expenses) (covered
same as
other
expenses)
Prescription Drugs Additional deductibles as follows: 80% after normal PCs PCs
$4 deductible per prescription ($125/375) deductible $4 - $6 $4 - $6
for generic, $6 deductible per
prescription for non generic
Major Medical 85% PPO doctor -after 80% after deductible 80% after 80% after
deductible deductible deductible
60% Non PPO doctor - after
deductible
80$ X-rays, lab, etc. - after
deductible
EXHIBIT D
CITY EF HUNTINGTON BEACH
INTER-DEPARTMENT COMMUNICATION
HUNTIKTON BEACH
To MANAGEMENT EMPLOYEES From ROBERT J. FRANZ
ORGANIZATION Deputy City Administrator
Subject DENTAL COVERAGE Date SEPTEMBER 29, 1987
CITY SPONSORED INDEMNITY PLAN (Delta)
CITY SPONSORED PRE-PAID PLAN (PMI) `
As you know, we have two dental plans; an indemnity plan (any dentist) and a pre-paid plan
(panel dentists). Employees may choose either of the plans. Roughly 50$ of the employees
are in each plan.
We wish to review with the Association two problems that have developed on the dental
plans.
Problem +1 - For many years the carrier for both the indemnity plan and the pre-paid plan
has been Private Medical Care on P.M.I. Last year Delta Dental, the nation's largest dental
carrier, purchased P.M.I. and has a result, Delta Dental replaced P.M.I. as the indemnity
plan dental carrier.
There were several advantages to the City on the change. Coverage would essentially be
the same, there would be better service, and in the area of orthodontia, we would no longer
be confined
to using the P.M.I. designated orthodontists.
Delta, however, could not use the exact P.M.I. wording describing the orthodontia benefit
(due to their agreement with participating dentists).
P.M.I. Orthodontia Benefit:
Up to $1,100 out of pocket expense to the employee
Delta agreed to the following:
60% of expenses to $3,000. Also if any current
covered individual undergoing orthodontia treatment
would receive less than under the prior plan, it is
agreed, on a case by case basis, that Delta will
remedy. Eventually, 'however, this will be the new
benefit.
Problem 2 - Having to do with the P.M.I. orthodontia benefit.
The pre-paid dental plan insured by P.M.I. goes back ten years. Pre-paid dental plans were
in the infancy and the City's plan was one of the first such plans adopted.
P.M.I. in preparing the original contract years ago, neglected to spell out the usual and
customary restrictions on orthodontia; the two main restrictions being that the orthodontia
coverage does not include "start-up costs, "g o u e so .called . ::of $250 and coverage; ceases after
24 month treatment plan.
This original contract omission has caused constant problems over the years since the City's
contract said one thing and the P.M.I. contract with their panel orthodontist said another.
Recently, P.M.I. prepared a new contract to replace the old contract so as to up-date all the
benefit changes, which also would facilitate preparation of employee booklets, etc.
As part of the new contract, the orthodontia restrictions described above were included.
This might be construed as a reduction in benefits, and therefore, we have been able to get
P.M I. to agree to the following benefit increases:
1. Coverage for general anesthesia is added at no cost for extractions when
medically necessary; (prior to this was no coverage for general anesthesia).
2. Coverage for dowel posts and pin build-ups included at no cost.
3. Decrease the limitation on crowns, partials, and dentures five years to three
years.
4. The present emergency benefit for out-of-area treatment is increased from $50
to $100.
5. The effective date of the orthodontia limitations and the above improvements to
be 1/i/88.
6. The above change in orthodontia coverage not to apply to any individual
undergoing an orthodontia: treatment plan on 1/1/88 until such treatment"plan
ceases.
r
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0349X
r
0553J - 10/30/87
MEET AND CONFER
Management Employees Organization
Proposed Settlement
1. Salary Increase - 4.0% salary increase effective-July 1, 1987.
2. Inequity Adjustments - 5% additional increase for Technical Services Librarian, Circulation
Librarian, and Operations Supervisor.
3. Term - One year.
4. Auto Allowance - Increase from $250 to $275 per month.
5. Retiree Medical - As proposed by City.
6. Employer/Employee Relations Rule Changes - Rule changes to the unit modification
procedure.
7. Personnel Rule Changes
A. Grievance Procedure - Correct an error in the current rules whereby there is no time
period specified by which an appeal from Step 3 to Step 4 must be filed.
B. Hearing Officers - Specify that a hearing officer may be selected by mutual consent or
from Personnel Commission list.
C. Employment Lists - Add a provision for extending employment lists created as result of
an open recruitment process.
B. Medical Plan Changes - Cost Control:
A. Deductibles - Increase deductibles from $125 per individual to $150 per individual and
375 per family to $400 per family.
B. Attachment Point - Attachment point to be increased to $550.
C. Chiropractic Payments - Limit the annual dollar amount ($1,000) for chiropractic
treatments or a limit of 24 treatments total per year.
D. Preventive Care - Incorporation of preventive care benefits into indemnity plan with a
maximum dollar limit of $200 per year for these costs.
E. Substance Abuse Treatment - Initial coverage of four days of in-patient care for
detoxification, with an annual dollar limit and a lifetime maximum dollar benefit.
9. Dental Plan - Modify plan per requirement of insurance carrier.
10. PERS Pick-Up - City to pay full 9% employee PERS contribution for safety employees.
l 1. Alternate Use of Sick Leave Payoff - Allow unused sick leave payoff to be used for payment
of medical premiums at retirement (employee's option).
12. Retroactive Reporting - Final Year's Salary - Amendment to MOU to allow reporting of
PERS pick-up and auto allowance retroactively on an exception basis.
Res. No. 5828
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, ALICIA M. WENTWORTH, 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 more than a majority of all the members of said City Council
at a regular adjourned meeting thereof held on the 14th day
of December 19 87 by the following vote:
AYES: Councilmen:
Kelly, Green, Finley, Mays, Winchell, Bannister
NOES: Councilmen:
None
ABSENT: Councilmen:
Erskine
Alicia M. Wentworth, City Clerk
City Clerk and ex-officio Clerk
of the City Council of. the City
of Huntington Beach, California
By:
_ dil� � a
Connie Brockway, Deputy Cito Clerk,