Loading...
HomeMy WebLinkAboutCity Council - 97-91 RESOLUTION NO. 97-91 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE MUNICIPAL EMPLOYEES ASSOCIATION AND THE CITY OF HUNTINGTON BEACH FOR 12/27/97 - 12/31/99 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 Municipal Employees Association, 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 Administrator is authorized to execute this Agreement. Such Memorandum of Understanding shall be effective for the term December 27, 1997 through December 31, 1999. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 15th day of Decor , 1997. Mayor • ATTEST: APPROVED AS TO FORM: City Clerk City Attorney k REVIEWED AND APPROVED: INITIATED AND#kOVED: City Adrninistrator Deputy City-Administrator/ Administrative`Services f 97-91 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS PAGE PREAMBLE 4 ARTICLE I TERM OF MOU 4 ARTICLE II REPRESENTATIONAL UNITICLASSIFICATION 5 ARTICLE III MANAGEMENT RIGHTS 5 ARTICLE IV EXISTING CONDITIONS OF EMPLOYMENT 5 ARTICLE V SEVEREABILITY 5 ARTICLE VI SALARY SCHEDULE 5 A. Classification and Salary Rates ARTICLE VII SPECIAL PAY 6 A. Education B. Acting Assignments C. Assignment Pay 1. Leadworker Differential 2. Shift Differential 3. Block Masonry Pay D. Special Certification/Skill Pay 1. Bilingual Skill 2. Shorthand Skill 3. Plan Checker Senior 4. Plan Checker Coordinator 5. Building Inspectors Senior Series ARTICLE VIII UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT 7 A. Uniforms and Safety Shoes B. Tool Allowance C. Vehicle Use 1 97-91 ARTICLE IX HOURS OF WORK/OVERTIME S A. Work Schedule 1. Hours of Work Study 2. Work Periods Under FLSA B. Hours of Work- Defined C. Overtime/Compensatory Time 1. Paid Overtime a) Policy b) Rate of Pay 2. Compensatory Time a) Exempt Employees 3. Callback 4. Mandatory Standby 5. Holiday Overtime ARTICLE X HEALTH AND OTHER INSURANCE BENEFITS 10 A. Health 1. Medical 2. Dental 3. Optical B. Eligibility Criteria and Cost l. City Paid Medical Insurance- Dependents 2. City Paid Dental/Optical Insurance - Dependents 3. City Contribution to Medical Insurance C. COBRA D. Life and Accidental Death&Dismemberment E. Long Term Disability Insurance F. Miscellaneous ARTICLE XI RETIREMENT 14 A. Benefits 1. Self-Funded Supplemental Retirement Benefit 2. Deferred Comp (Retiree Medical Funding) 3. Medical Insurance for Retirees B. PERS. Reimbursement& Reporting 1. Employee's Contribution 2. "Rollover" 2 97-91 ARTICLE XII LEAVE BENEFITS 16 A. Leave with Pay 1. Vacation a) Accrual b) Eligibility and Permission c) Conversion to Cash 1) Cash Advance 2. Holidays 3. Sick Leave 4. Bereavement Leave 5. Association Business ARTICLE XII CITY RULES 18 A. Personnel Rules I. Rule 5 -Recruitment and Selection 2. Rule 8 -Termination 3. Rule 9 -Probation 4. Rule 18 -Attendance and Leaves 5. Rule 19 - Grievance Procedure Non-Disciplinary Matters b. Rule 21 - Grievance Procedures General 7. Rule 8-1 Medical Termination B. Employer-Employee Relations Resolution C. Layoff Rules ARTICLE XIV MISCELLANEOUS 26 A. Grievance Arbitration B. Promotion Procedures C. Labor-Management Relations Committee D. Copies of MOU E. Position Classification Issues 1. Class Specifications 2. Reclassification Impact 3. Clerical/Secretarial Classification Study 4. Classification Consultant F. Class A and B Driver's License Fees G. Job Sharing ARTICLE XV CITY COUNCIL APPROVAL 30 3 97-91 MEMORANDUM OF UNDERSTANDING Between THE CITY OF HUNTINGTON BEACH, CALIFORNIA (hereinafter called CITY) and THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCIATION (hereinafter called ASSOCIATION or MEA) 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 ASSOCIATION, a duly recognized employee association, 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 period December 27, 1997 through December 31, 1999; and WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this agreement shall apply to all employees represented by the ASSOCIATION; and WHEREAS, the representatives of the CITY and the ASSOCIATION desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding is made to become effective December 27, 1997 and it is agreed as follows: ARTICLE I - TERM OF MOU A. This Memorandum of Understanding shall be in effect for a term commencing at 12:01 A.M.,December 27, 1997 and ending at midnight on December 31, 1999. B. This Agreement constitutes the entire agreement of the parties with respect to improvements or changes in the salaries and monetary benefits for employees represented by the ASSOCIATION for the duration of this Agreement. C. If during the life of this MOU, any bargaining unit receives an across the board salary increase and/or health benefit increase greater than that provided for in this agreement, employees represented by MEA shall receive the same benefit. 4 97--91 ARTICLE II - REPRESENTATIONAL UNIT/CLASS It is recognized that the ASSOCIATION is the employee organization which has the right to meet and confer in good faith with the CITY on behalf of permanent employees of the CITY within those class titles set out in Exhibit "A" attached hereto and incorporated herein. The term "permanent" employee is used only to determine entitlement to certain benefits provided by this MOU and is defined as follows; an employee that has completed or is in the process of completing a probationary period in a permanent position in the competitive serviee in which the employee regularly works twenty hours or more per week. Additionally, the representation unit shall include all non-safety, non-management classifications which are created after execution of this agreement and are not included in another representation unit or determined in accordance with the Employer-Employee Relations Resolution to be more appropriately designated as non associated classifications. ARTICLE III - 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 CITY services and the work forces performing such services, provided that nothing herein shall change the CITY's obligation to meet and confer as to the effects of any such management decision upon wages, hours and terms and conditions of employment or be construed as granting the CITY the right to make unilateral changes in wages,hours and terms and conditions of employment. Such rights include, but are not limited to, consideration of the merits, necessity, level or organization of CITY services, including establishing of work stations, nature of work to be performed, contracting for any work or operation, reasonable employee performance standards, including reasonable work and safety rules and regulations in order to maintain the efficiency and economy desirable for the performance of CITY services. ARTICLE IV- EXISTING CONDITIONS OF EMPLOYMENT Except as 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 Rules of the City of Huntington Beach. ARTICLE V- SEVEREABILITY If any article, sub-article, sentence, clause, phrase or portion of this Agreement, or the application thereof to any person, is for any reason held to be invalid or unenforceable by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this Agreement or its application to other persons. The CITY and the ASSOCIATION hereby agree that in the event any state or federal legislative, executive or administrative provision purports to nullify or otherwise adversely affect the wages, hours and other terms and conditions of employment contained in this Agreement or similarly purports to restrict the ability of the parties to negotiate a successor agreement,the CITY and the ASSOCIATION shall,without prejudice to either party's judicial remedies, endeavor to agree to alternative contractual provisions which are not adversely affected by said legislative, executive or administrative provision. ARTICLE VI - SALARY SCHEDULE A. Classification and Salary Ratea - Permanent employees shall be compensated at monthly salary rates by classification title and salary range as set forth in Exhibit "A" attached hereto and incorporated herein by this reference. Such exhibit shall reflect a two percent(2%) salary increase effective December 27, 1997, and a two percent (2%) salary increase effective December 31, 1998. 5 97-91 ARTICLE VII - SPECIAL PAY A. Education 1. Tuition Reimbursement - Education costs shall be paid to permanent 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. Upon approval of the Department Head and the Deputy City Administrator/Administrative Services, permanent 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. Tuition reimbursement shall be limited to job related courses or approved degree objectives and require prior approval by the Department Head and Personnel Director. Refunds shall be made when the employee presents proof to the Deputy City Administrator/Administrative Services that he/she has paid such costs and successfully completed the course. B. Acting Assignment If a permanent employee is formally assigned to work in a higher classification on a temporary basis for greater than three (3) consecutive weeks, the employee shall be compensated for all hours worked in the higher classification, in the same manner provided in Article XIVB2. C. Assignment Pay 1. Leadworker Differential - Any permanent employee classified as "Leadworker" shall receive sixteen (16) ranges on the "Universal Salary Schedule" above the highest classification which is assigned to the Leadworker to lead. 2. Shift Differential a. Afternoon Shift- Permanent employees required to work on a regularly assigned shift that occurs between the hours of 4:00 P.M. and midnight, shall be paid a premium equal to five percent (5%) of the employee's base hourly rate for all work performed during said shift. b. Night Shift - Permanent employees required to work on a regularly assigned shift that occurs between midnight and 8:00 A.M. shall be paid a premium equal to ten (10%) percent of the employee's base hourly rate. C. Shifts Defined - Permanent employees will be considered as assigned to the afternoon shift (4:00 P.M. to midnight) or the night shift(midnight to 8:00 A.M.) when five (5) or more hours of their regularly assigned shifts occur in the afternoon or night shift as defined herein. 3. Block Masonry Pay - Permanent employees classified as Cement Finishers and qualified to perform block masonry duties shall be paid a premium equal to three percent (3%) of base pay, for all hours performing block masonry duties on non-regular scheduled work days. 6 97-91 D. Special Certification/Skill Pay 1. Bilingual -Permanent employees who are required by their Department Head to use their bilingual abilities as part of their job assignment shall be paid an additional five percent (5%) over their regular monthly salary. Employees who are required by their Department Head to utilize the bilingual skills may be required to be tested and certified by the Personnel Director as to their language proficiency in order to be eligible for said compensation. 2. Shorthand Skill- Employees who have successfully passed a shorthand skills test and who are required to use shorthand regularly in their jobs shall receive additional compensation in the amount of one hundred ($100) dollars per month. Shorthand skill may be required for selected positions classified as Administrative Secretary, Secretary Legal Senior, Secretary Legal, Office Specialist (Typing), Office Assistant It (Typing), Deputy City Clerk II, and Deputy City Clerk I. Employees who have not passed a shorthand skills test will not be required to use shorthand. 3. Plan Checkgr Se a. Plans Examitgr ICBO Certification -Incumbents who have completed their probationary period in the class of Plan Checker Senior who are regularly assigned to the Building Division and who have attained certification as Plans Examiner by I.C.B.O. (International Conference of Building Officials) shall receive additional compensation in the amount of one hundred dollars ($100) per month, provided that active certification is maintained. b. EITIAA Degree in Engineering - Incumbents in the class of Plan Checker Senior who are regularly assigned to the Building Division and who have successfully completed the State of California examination for Engineer-in-Training or who have obtained an Associate of Arts degree in engineering or equivalent major, shall receive additional compensation in the amount of one hundred fifty dollars ($150)per month. 4. Plan Check Coordinator: a. Plans Examiner/Building Inspector_ICBO Certification - Incumbents in the class of Plan Check Coordinator who are regularly assigned to the Building Division and who have attained certification as either a Plans Examiner or a Building Inspector by I.C.B.O. (International Conference of Building Officials) shall receive additional compensation in the amount of one hundred dollars ($100) per month, provided that active certification is maintained. ARTICLE VIII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT A. Uniforms and Sa&jy Shoes - The City's Uniform and Safety Shoe Policy shall be set forth in Exhibit"B"a copy of which is attached hereto and incorporated herein by this reference, provided however, that employees represented by MEA working in the Police Department shall be issued property in accordance with the equipment issue form for the particular position to which they are assigned. Uniform replacement for employees represented by MEA who are assigned to the Police Department shall be as stated in the Police Department Manual of Rules and Regulations. 7 97-91 1. Safe1y Shoes. Cost. - The CITY shall furnish safety shoes in accordance with the procedures and guidelines as set forth in Exhibit "B", provided however, that the maximum amount to be reimbursed for a pair of safety shoes will not exceed One B. Tool Allowance - Those permanent employees who are required to furnish their own personal tools for use on the job, shall be provided with a tool allowance to offset a portion of the cost for said tools that are lost, stolen or broken when in use on the job. Such allowance shall be $475 per year; payable in January of each year, separate from payroll checks to those employees on active duty. In the event a permanent employee is hired or separates his/her tool allowance for that calendar year shall be prorated on the basis of the total number of months in which he/she was employed on the first working day of the year. It is understood that the employee has the responsibility to exercise care and diligence in preventing the loss,theft and breakage of his or her personal tools. C. Vehicle Use - The CITY Vehicle Use Policy shall be as indicated in the document attached hereto and by this reference incorporated herein as Exhibit"C". ARTICLE IX - HOURS OF WORK/OVERTIME A. Work Schedule 1. Hours of Work Study - The parties agree to continue to study the issue of hours of work during the term of the Agreement through a Joint ASSOCIATION/City Study Committee (with equal number of representatives). Upon approval by the City Administrator, implementation of any alternative hours of work may be accomplished on a city-wide, department-wide or individual work unit basis. Meetings of the Joint Committee may be called by either the Chief ASSOCIATION representative or the Chief City Representative. The City shall notify the ASSOCIATION and employees at least 30 days prior to any modification of alternative schedules of hours of work in order to discuss any modification of alternative schedules of hours of work before they are implemented by the City. 2. Work Periods Under FLSA - It is also understood that the City may establish a work period for each covered employee which meets the requirements of the Act and which will not result in overtime compensation as part of a normal work schedule. B. Hours of Work- Defined Vacation,holidays, sick leave and compensatory time shall be counted as hours worked. C. Overtime/Compensatory Time 1. Paid Overtime a. Policy - It shall remain the policy of the City that overtime is to be used only as needed or under emergency conditions as approved by the City Administrator. 1) "Fair Labor Standards Act" - The CITY and the ASSOCIATION agree that the employees covered by this agreement, and defined as "non-exempt" employees under the Fair Labor Standards Act, shall be subject to the provisions of the Act as interpreted and administered by regulations of the US Department of Labor. The minimum wage and calculation of overtime compensation shall meet the requirements of the Act. 8 97-91 b. Rate of Pay- Permanent employees who work in excess of forty (40) hours per week shall be compensated at the rate of time and one-half the hourly rate exclusive of any other premiums for all hours worked in excess of forty (40) hours in a given payroll week. 2. Compensatory Time Exempt Employees - Exempt permanent employees shall have the option of designating up to sixty(60) overtime hours per year to be paid in compensatory time at the time and one-half rate. The scheduling of compensatory time taken shall be approved by the employee's department head or supervisor. Permanent employees in classifications listed in Exhibit "E" "D" attached hereto and incorporated herein by this reference shall be defined as "exempt" employees who are not subject to the provisions of the Fair Labor Standards Act. 3. Callback - The CITY will reimburse permanent employees called back to work a minimum of two (2) hours of pay at the rate of one and one-half time (1 112) his or her regularly hourly rate. A supervisor shall notify an employee, in advance, of the need of work overtime. Where overtime is worked as an extension of the work day, it shall not be considered call back. While overtime may be required to be worked, it is the City's policy to discourage the working of overtime, and to provide reasonable notification to an employee should overtime be required. 4. Mandatory Standby - A permanent employee who is placed on standby status by his or her supervisor shall receive four(4)hours straight time pay for each twenty-four(24)hour period on such standby status. 5. Holiday-Overtime - Permanent employees who are required to work on a legal holiday as designated in Article XII. A.2., shall be compensated at the rate of time and one-half the hourly rate exclusive of any other premiums for all hours worked on said holiday. Holiday pay (time and one-half) will be compensated for work performed on the actual holidays as designated in Article XII. 9 97-91. ARTICLE X- HEALTH AND OTHER INSURANCE BENEFITS A. Health I. Medical a. The CITY shall continue to provide group medical benefits to all permanent employees with coverage and other benefits comparable to the group medical plans currently in effect. b. The coverage and benefits provided under the CITY Health Plan shall be as set forth in the Plan Document revised January 1, 1995 and modified from time to time to comply with changes in law requirements or the City's stop-loss re-insurance and developments in medicine. The plan shall be modified effective January 1, 1998 as follows: 1.) Prescription Payments-Employees shall be required to obtain the generic drug when available unless his/her physician specifically stipulates a brand name drug. The employee would be paying, in addition to the co-payment the difference between the generic and the brand name cost. 2.) Outpatient Surgery - Plan to pay ninety percent (90%) for PPO providers and seventy percent (70%) for non-PPO providers of usual, customary and reasonable charges after the deductible is met. This applies to outpatient surgical facilities, outpatient services in a hospital, surgeons, anesthesiologist and all pre-admission testing. 3.) Elimination of Mandatory Second Surgeon's Opinion Procedures - Due to advances in medical technology, the current Second Surgical Opinion list is outdated. The Plan shall require that the attending physician call OCPPO on all proposed, elective surgeries for a determination of second surgical opinion requirements. OCPPO will have the authority to waive or require a second opinion. 4.) Subsidized Retiree Medical - Benefits to be paid at the rate of 90% for PPG's and 70%for non-PPO's. 2. Dental - The CITY shall provide for each permanent employee at the City's expense dental insurance coverage comparable to either Delta-Care (PMI) Group Policy #4002 (Exhibit "I"') or Delta Dental Group Policy #4729 (Exhibit "G"). The Delta Plan (44729) shall include a twenty-five dollar($25)deductible per person, per year. 3. Optical - The CITY shall provide a Vision Care Plan for permanent employees and their dependents at the City's expense as described in Exhibit "I". The Optical Plan benefits will provide for one (1) pair of eyeglasses every twelve (12) months, subject to the terms and conditions of the current policy. B. Eligibility Criteria and Cost 1. City Paid Medical Insurance— -Dependents - The CITY shall pay for health insurance for qualified dependents, subject to the limitations set forth in Article X.A.4.C., effective the first of the month following the month during which the employee completes one (1) year of full- time continuous service as a permanent employee within the CITY service, except that a 10 97-91 permanent part-time employee assigned to a work schedule of less than 2,080 hours,but more than 1,560 hours per year, must complete eighteen (18) months of continuous service, and a permanent part-time employee assigned to a work schedule of less than 1,560 hours, but more than 1,040 hours per year must complete two (2) years of continuous service before the CITY shall make such payments as set forth above. 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. A permanent employee is considered to be continuously employed where there has been no separation from CITY service. 2. City Paid Dental and Optical Insurang?,-D e�ndents-Upon completion of one (1)continuous year of service (as defined in Article X.A.4.a above), the CITY shall pay for dependent dental insurance. Upon completion of one (1)continuous year of service (as defined in Article XA4a above)the City shall pay for dependent vision care insurance. Ci 's contribution to medical dental and vi5ion insurance premiums: a.) Employees hired prior to December 27, 1997, Effective January 1, 1997, the City shall pay medical, dental and vision insurance premiums by category and plan as follows: Nlt�nt)il DisCEa belta .. .; 5 y....:::. .....:tatty.. . i ...... ..Health 1'reuiiutn .. > PIan . :';. . ..... ;:..Net.:... 1'acilrrare.. Dental .. re': Employee Only $238.62 $153.26 $150.21 $34.59 $21.48 $18.56 $17.10 Employee+ One 477.26 335.53 329.14 66.07 36.51 1 33.41 17.10 Employee . +Family 595.47 440.99 1 433.82 1 93.86 55.83 42.64 17.10 11 97-91 Effective January 1, 1999, the City shall contribute toward medical, dental and vision insurance premiums by category and plan at the rate effective on that date for employees hired prior to December 27, 1997. b.) Employees hired n or after Dgggmbu.27 1997. Effective January 1, 1997, the City's contribution toward medical insurance premiums shall be no more than the rate set for (1) employee only, (2) employee plus one, or (3) employee plus family in either of the HMO plans offered by the City. Should the employee elect to be covered by the City plan, the City shall pay an amount equal to the highest HMO rate in the category of coverage selected by the employee. The employee shall pay the difference. The City's contribution toward dental and vision insurance shall be: Monilely ... el3elta YAP Premium dental Care guarrl ( Mon) .: Employee Only $34.59 $21.48 $18.56 $17.10 Employee+ One 66.07 36.51 33.41 17.10 Employee +Family 93.86 55.83 42.64 17.10 Effective January 1, 1999, the City shall contribute toward dental and vision insurance premiums by category and plan at the rate effective on that date for employees hired on or after December 27, 1997. C. COBRA Permanent employees who terminate their employment with the City and dependents of permanent employees shall have any and all COBRA benefits to which the law entitles them. D. Life and Accidental Death and Dismemberment The CITY shall provide for each permanent employee, at City's cost, $25,000 of life insurance and $10,000 accidental death and dismemberment insurance. The City shall also provide for the availability of optional supplemental life and accidental death and dismemberment insurance coverage at the employee's cost. E Long Term Disability Insurance The CITY shall provide for each permanent employee at the City's expense a long-term disability insurance plan comparable to the Group Disability Insurance Plan in effect on July 5, 1980 February 1, 1995 (Exhibit "J"). Such plan shall be modified, effective November 21, 1988, to provide benefits as outlined in Plan B of Exhibit "J". The parties agree to exclude the first year of job related illness or injury from coverage on condition that the plan provides for a coordination with sick leave,vacations and holidays which is satisfactory to the ASSOCIATION. 12 97-91 F. Miscellaneous 1. Nothing in this Article shall be deemed to restrict the City's right to change insurance carriers or self-fund should circumstances warrant. CITY shall, however, notify the ASSOCIATION of any proposed change, and allow the ASSOCIATION an opportunity to review any proposed change and make recommendations to the CITY. 2. Nothing in this Article shall be deemed to obligate the CITY to improve the benefits outlined in : this Article. 3. When the CITY grants an employee leave without pay for reason of medical disability, the CITY shall maintain the City paid employees' insurance premiums for the time the employee is in a non-pay status for the length of said leave not to exceed twenty-four (24) months. The CITY shall provide timely written notification of employee rights under this Article and the Long Tenn Disability Plan and will assist the employee in processing LTD claims so that undue delay in receiving LTD payments is avoided. 4. The CITY and the ASSOCIATION agree to establish and participate in a city-wide joint labor and management insurance benefits advisory committee to discuss and study issues relating to insurance benefits available for employees. 5. Health Plan Over-Payments - Unit members shall be responsible for accurately reporting changes in the status of dependent(s)which affect their eligibility for health plan coverage ninety (90)days after the date of such status change. The City shall use its best efforts to advise all unit members of their obligation to report changes in the status of dependent(s), which affect their eligibility. If an employee fails to report a status change that affects eligibility within ninety(90) days, the City shall have the right to recover any premiums paid by the City, on behalf of ineligible dependents. Recovery of such overpayments shall be made as follows: a) The employee's bimonthly salary warrant shall be reduced by one-half of the amount of the bimonthly overpayment (e.g., if the overpayment is $150.00 month, the bimonthly contribution would be $75.00. The employee's bimonthly salary payment shall be reduced by $37.50), Such reduction shall continue until the entire amount of the overpayment is recovered. b) The City shall be entitled to recover a maximum of 12 months premium overpayments. Neither the employee nor the dependent shall be liable to the City other than as provided herein. 13 97-91 ARTICLE XI - RETIREMENT A. Benefits 1. elf-Funded Supplemental RetireMent Benefit- Employees hired prior to December 27, 1997, are eligible for the Self Funded Supplemental Retirement Benefit which provides that: a. In the event a PERS member elects Option #2 (Section 21333) or Option #3 (Section 21334) of the Public Employees' Retirement law, the CITY shall pay the difference between such elected option and the unmodified allowance which the retiree would have received for his or her life alone. This payment shall be made only to the retiree, shall be payable by the CITY during the life of the member, and upon that retiree's death, the CITY's obligation shall cease. The method of funding this benefit shall be the sole discretion of the CITY. This benefit is vested for permanent employees covered by this Agreement (Note: The options provide that the allowance is payable to the retiree until his or her death, and then either the entire allowance [Option #2] or one-half of the allowance [Option 43] is paid to the beneficiary for life.) b. Employees hired on or after December 27, 1997, shall not be eligible for this benefit referenced in A.La. herein down. 2. Deferred Compensation (Retiree Medical Funding)-The CITY and the ASSOCIATION agree to continue the existing funding mechanism whereby permanent employees may set aside funds which, at retirement, may be used for funding their medical insurance premiums. The parties agree to utilize the existing Deferred Compensation Plan as said funding mechanism. Any permanent employee who contributes one dollar($I.00) or more per pay period to his or her deferred compensation account shall receive an employer contribution to the employee's deferred compensation account in the amount of five dollars and fifty cents ($5.50) per pay period. 3. Medical Insurance for Retirees a. Upon retirement, whether service or disability, each permanent employee shall have the following options in regards to medical insurance under CITY sponsored plans: 1. With no change in benefits, retirees can stay in any of the plans offered by the CITY, at the retiree's own expense, for the maximum time period required by Federal Law(COBRA),or 2. Retirees retiring after approval of this MOU may participate in the Retiree Medical Plan, attached hereto as Exhibit "K", as amended, or either of the HMO plans currently being offered to retirees, based upon the eligibility requirements described in Exhibit "K". 14 97-91 b. Retired employees exercising either option pursuant to Article XLA.3a. above may cause the premiums owed by the retiree to be paid by the CITY out of any available funds due and owing them for unused sick leave benefits upon retirement, as provided in Article XII.A.3a.; provided, however, that whenever any such retired employee does not have any such available funds with which to cause the premiums to be paid, he or she shall have the opportunity to provide the CITY with sufficient funds to pay the premiums. At retirement, the sick Ieave hours remaining shall be converted to a dollar figure, as provided in Article XII.A.3a., 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 (I) 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 or 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 five (35) days of mailing notice. Any retired employee electing to obtain such medical insurance coverage after retirement shall have the further option to terminate such coverage following the provision of thirty (30) days written notice to the CITY, whereupon any funds due and owing him or 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 of such notice; provided, however, that once such retired employee elects to terminate such coverage, he or she shall be precluded from securing it at a later date at the group rate. B. Public Employees' Retirement System Reimbursement and Reporting 1. Employee's Contribution - Each permanent employee covered by this Agreement shall be reimbursed an amount equal to seven percent (7%) of the employee's base salary as a pickup of the employee's 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. 2. "R ver" - No unit employee shall be allowed to continue the rollover benefit provided by Article XI. B.2 of the 1991-93 M.O.U. beyond January 31, 1994. 15 97-91 ARTICLE XII - LEAVE BENEFITS A. Leave With Pay I VacatiQn a) Accrual - Permanent employees in CITY service, having an average work week of forty (40) hours, shall accrue annual vacations with pay in accordance with the following: 1) For the first four (4) years of continuous service, vacation time shall be accrued at the rate of 112 hours per year. 2) After four(4) years of continuous service to the completion of nine (9) years of continuous service, vacation shall be accrued at the rate of 136 hours per year. 3) 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 160 hours per year. 4) After fourteen(14)years of continuous service, vacation time shall be accrued at the rate of 192 hours per year. 5) The limit on vacation accumulation shall be three hundred twenty(320)hours. b) Eligibility„and Permission - No vacation may be taken until an employee completes six (6) months of continuous service. Permanent, part-time employees assigned a work schedule of less than 2,080 hours, but more than 1,560 hours per year, shall receive vacation at three-fourths(3/4)the rate of permanent, full-time employees, and permanent part-time employees assigned a work schedule of less than 1,560 hours, but more than 1,040 hours per year shall receive vacation at one-half (1/2) the rate of permanent,full-time employee. c). Conversion to Cash - Once during each fiscal year, each permanent employee shall have the option to convert into a cash payment or deferred compensation up to a total of eighty (80) hours of vacation benefits. The employee shall give two (2) weeks advance notice of his or her desire to exercise such option. 1) Cash Advance - Upon one-week written notification to the Finance Director, each permanent employee shall be entitled to receive his or her earned vacation pay, less deductions, in advance, prior to his or her regularly scheduled annual vacation. Such advancement shall be limited to one (1) during each employee's anniversary year. 16 97-91 2. Hdidays - All permanent employees represented by the Association shall have the following legal holidays with pay: a. New Year's Day b. Martin Luther King Day(third Monday in January) C. Washington's Birthday(third Monday in February) d. Memorial Day(last Monday in May) e. Independence Day(July 4) f Labor Day(first Monday in September) g. Veteran's Day(November 11) h. Thanksgiving Day(fourth Thursday in November) i. The Friday after Thanksgiving j- Christmas Day(December 25) k. 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. 3. Sick Leave a. Pay-Off at Termination- Upon termination, all permanent employees shall be paid, at their current salary rate, for twenty-five percent (25%) of unused, earned sick leave from 480 hours through 720 hours, and for fifty percent (50%) of all unused, earned sick leave in excess of 720 hours. b. Extended Absences -Sick leave shall not be used to extend absences due to work related(industrial) injuries or illnesses. 4. Bereavement Leave - Permanent employees shall be entitled to bereavement leave not to exceed (3) work shift days in each instance of death in the immediate family. Immediate family is defined as father, mother, sister, brother, spouse, children, stepfather, stepmother, stepsisters, stepbrothers, mother-in-law, father-in-law, brother-in-law, sister-in-law, stepchildren, grandparents, grandchildren, son-in-law, and daughter-in-law. 5. Association Business -An allowance of 50 hours per year shall be established for the purpose of allowing duly authorized representatives of the ASSOCIATION to conduct lawful Association activities. 17 97-91 ARTICLE XIII - CITY RULES A. Personnel Rules The City and the ASSOCIATION agree to implement the following rules and accordingly revise the Personnel Rules as described herein: 1. Rule 5 - Recruitment and Selection Procedure a) 5-14 - Promotional.-Exams - Promotional examinations may be conducted whenever, in the opinion of the Personnel Director, after consultation with the department head, the need of the service so requires; provided, however, a promotional examination may not be given unless there are two (2) or more candidates eligible. Only employees who meet the requirements for the vacant position may compete in promotional examinations. Promotional examinations may include any of the selection techniques, or any combination thereof, mentioned in Section 5-13. Additional factors including, but not limited to, performance rating and length of service may be considered. A promotional employment list shall be established after the administration of a promotional examination, and such list shall contain the name(s)of those that passed the examination. b) 5-20 - Duration of EmPLQ=ent Lists-Employment lists shall remain in effect for one (1) year from the date of the last examination, unless sooner exhausted. Promotional lists and entry level employment 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. 2. Rule 8 - Termination a) 8-3 - Layoff in Accordance with Length of Service - The CITY and the ASSOCIATION agree that the first sentence in Personnel Rule 8-3 shall be modified to read as follows: Layoff shall be made in accordance with the relative length of the last period of continuous service of the employees in the class of layoff, 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 are first laid off. b) 9-11 - Re-cmplayment- With the approval of the Personnel Director, an employee who has resigned in good standing from the competitive service may be reemployed to his/her former position, if vacant, or to a vacant position in the same or a comparable class within one (1)year from date of resignation in accordance with Rule 5-21. If such re-employment commences within ninety days of the effective date of resignation, the employee shall not be considered a new employee for vacation and seniority purposes. 18 97--91 3. Rule 9- Probation a) 9- - 'ecti n FollQming Promotion -Any employee rejected during the probationary period following a promotional appointment, shall receive a performance evaluation for the probationary period served and be reinstated to the position from which the employee was promoted unless charges are filed and the,employee is discharged. When an employee is returned to his/her former class under the provisions of this Section, the employee shall serve the remainder of any uncompleted probationary period in the former class. 4. Rule 18 -Attendance and Lewes a) 18-$ - Sick Leave_The parties agree to modify Section 18-8(d) of the Personnel Rules to provide: Sick leave may be used for an absence due to illness of the employee's spouse, child, stepchild or parent when the employee's presence is required at home, provided that such absence shall be limited to five (5) days per calendar year. b) 1 - - Maternity Leave - The CITY and the ASSOCIATION agree to modify the present Personnel Rule 18-19 Maternity Leave to read as follows: "A permanent 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 written notification from the employee's physician stating the last day the employee may work and the 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 Director." c) 1 8-20 - Leave of Absence without Pax.- The CITY and the ASSOCIATION agree that the following sub-paragraph "C" shall be added to Personnel Rule 18-20. Leave of Absence Without Pay: Leave of absence without pay, for medical disability reasons, shall be restricted to six(6)months. 5. Rule 19 - Grievance Proce Non-Disci li atter a) 1 - -Grievance Procedure Step -City Admi for- 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 fifteen (15) 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 decision 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. 19 97-91 Step 5 - Personnel Board 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. Ratification of the hearing officer selected by mutual consent of the parties, if from a list approved by the Personnel Commission, shall not require separate approval or ratification by the Personnel Commission. The hearing officer shall hear the case and make recommended findings, conclusions and decision in the form of a written report and recommendation to the Personnel Commission. In lieu of the hearing officer process, the Personnel Commission may agree to hear a case directly upon submission of the case by mutual consent of the parties. 6. Rule 21 - Grievance Procedures --General a. Rule 21-7 - Hearing officers - The hearing officer provided for in Rules 19 and 20 shall be from a list provided by the Personnel Commission or one selected by mutual consent of the parties. b. Rule 21-H - Time. Cornpj=ioa Qf- The period of time in which any act must occur, as provided in these rules, shall be computed by excluding the first and including the last day of such period, and in the event the last day falls on a Saturday, Sunday or legal holiday, such acts may be accomplished on the next succeeding working day. As used in Rules 19 and 10, all references to days shall be interpreted to mean calendar days. C. Rule 21-12 - Time. Extension of - The City and the employee, or employee organization may, by mutual consent, extend the time period within which an act must occur in the processing of grievances. 7. Rule 8-1-Medical Termination - The City and Association agree to meet during the term of this agreement on proposed revisions of Personnel Rule 8-1. 20 97-91 B. Employer-Employee Relations Resolution l. Modification of Section 7-Decertification and Modification a. The CITY and the ASSOCIATION desire to maintain labor stability within the representational unit to the greatest extent possible, consistent with the employee's right to select the representative of his or her own choosing. For these purposes, the parties agree that this Agreement shall act as a bar to appropriateness of this unit and the selection of the representative of this unit, except during the month of August prior to the expiration of this Agreement. Changes in bargaining unit shall not be effective until expiration of the MOU Except as may be determined by the Personnel Commission pursuant to the procedures outlined below. This provision shall modify and supersede the time limits, where inconsistent, contained in Section 7 of the current Employer-Employee Relations Resolution of the City of Huntington Beach. b. The CITY and the ASSOCIATION have agreed to a procedure whereby the CITY, by and through the Personnel Director,would be entitled to propose a Unit Modification. The ASSOCIATION and the CITY agree to jointly recommend a modification of the City of Huntington Beach Employer-Employee Relations Resolution (Resolution . Number 3335)upon the CITY's having completed its obligation to meet and confer on this issue with all other bargaining units. The proposed change to the Employer-Employee Relations Resolution as follows: 7-3. Personnel Director Motion of 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: 1) The Personnel Director shall give written notice of the proposed Unit Modification of Modifications to all employee organizations that may be affected by the proposed change. Said written notification shall contain the Personnel Director'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 Personnel Director 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; 2) Following receipt of the Personnel Director'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; 21 97-91 3) 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. Fallowing 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; 4) 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. C. RULES GOVERNING LAYOFF, REDUCTION IN LIEU OF LAYOFF AND RE- EMPLOYMENT. Part 1. Layoff Procedure 1. General Provisions a. Whenever it is necessary because of lack of work or funds to reduce the staff of a City department, employees may be laid off pursuant to these rules. b. Whenever an employee is to be separated from the competitive service because the tasks assigned are to be eliminated or substantially changed due to management-initiated changes, including but not limited to automation or other technological changes, it is the policy of the City that steps be taken by the Personnel Division on an interdepartmental basis to assist such employee in locating, preparing to qualify for, and being placed in other positions in the competitive service. This shall not be construed as a restriction on the City government in effecting economies or in making organizational or other changes to increase efficiency. C. A department shall reduce staff by identifying which positions within the department are to be eliminated. d. The employee who has the least City-wide service credit in the class within the department shall have City-wide transfer rights in the class pursuant to Part 1., Section 3., Transfer or Reduction to Vacancies in Lieu of Layoffs, or within the occupational series pursuant to Part 2.,Bumping Rights. e. If a deadline within this procedure falls on a day the City Hall is closed, the deadline shall be the next day City Hall is open. 2. Service Credit a. Service credit means total time of full-time continuous service within the City at the time the layoff is initiated, including probation, paid leave or military leave. Permanent part- time employees earn service credit on a pro rata basis. b. Except as required by law, leaves of absence without pay shall not earn service credit. c. As between two or more employees who have the same amount of service credit, the employee who has the least amount of service in class shall be deemed to be the least senior employee. 22 97-91 3. Transfer or Reduction to Vacancies in Lieu of La ff a. In lieu of layoff, a transfer within class shall be offered to an employee(s) with the least amount of service credit in the class designated for staff reduction within a department subject to the following: 1) The employee has the necessary qualifications to perform the duties of the position. 2) The employee shall be given the opportunity, in order of service credit, to accept a transfer to a vacant position in the same class within the City, provided the employee has the necessary qualifications to perform the duties of the position. 3) If no position in the same class is vacant, the employee shall be given the opportunity, in order of service credit, to transfer to the position in the same class that is held by an incumbent in another department with the least amount of service credit whose position the employee has the necessary qualifications to perform. b. If an employee(s) is not eligible for transfer within the employee's class, the employee shall be offered, in order of service credit, a reduction to a vacant position in the next lower class within the City in the occupational series in Iieu of layoff provided the employee has the necessary qualifications to perform the duties of the position. C. If the employee refuses to accept a transfer or reduction pursuant to A. or B., above, the employee shall be laid off. d. If the employee(s) in the class with the least amount of service credit is in the position(s) to be eliminated or displaced by transfer, the employee shall be offered bumping rights, pursuant to Part 2. e. Any employee who takes a reduction to a position in a lower class within the occupational series in lieu of layoff shall be placed on the reinstatement/reemployment Iist(s)pursuant to Part 3., Reemployment. 4. Order of Layoff a. Prior to implementing a layoff, vacant positions that are authorized to be filled shall be identified by City-wide occupational series. If the employee refuses to accept a position pursuant to Section 3.,above,the employee shall be laid off. b. No promotional probationary employee or permanent employee within a class in the department shall be laid off until all temporary, non-permanent part-time and non promotional probationary employees in the class are laid off. Permanent employees whose positions have been eliminated may exercise City-wide bumping rights to a lower class in the occupational series pursuant to Part 2. C. When a position in a class and/or occupational series is eliminated, any employee in the class who is on authorized leave of absence or is holding a temporary acting position in another class shall be included for determining order of service credit and be subject to these layoff procedures as if the employee was in his or her permanent position. 5. Notification of Employees a. The Personnel Division shall give written notice of layoff to the employee by personal service or by sending it by ecrtified mail to the last known mailing address at least fifteen (15) calendar days prior to the effective date of the layoff. Normally notices will be served on employees personally at work. b. Layoff notices may be initially issued to all employees who may be subject to layoff as a result of employees exercising voluntary reduction/bumping rights. 23 97-91 C. The notice of layoff shall include the reason for the layoff, the effective date of the layoff, the employee's hire date and the employee's service credit ranking. The notice shall also include the employee's right to bump the person in a lower class with the least service credit within the occupational series provided the employee possesses the necessary qualifications to successfully perform the duties in the lower class and the employee has more service credit than the incumbent in the lower class. d. The written layoff notice given to an employee shall include notice that he or she has seven. (7) calendar days from the date of personal service, or date of delivery of mail if certified, to notify the Personnel Director in writing if the employee intends to exercise the employee's bumping rights, if any, pursuant to Part 2., Bumping Rights. e. Whenever practicable, any employee with the least amount of service credit in a Iower class within an occupational series which is identified for work force reduction shall also be given written notice that such employee may be bumped pursuant to Part 2. This notice shall include the items referred to in C., above. f. If an employee disagrees with the City's computation of service credit or listed date of hire, the employee shall notify the Personnel Director as soon as possible but in no case later than five (5) calendar days after the personal service or certified mail delivery. Disputes regarding date of hire or service credit shall be jointly reviewed by the Personnel Director and the employee and/or the employee's representative as soon as possible, but in no case later than five (5) calendar days from the date the employee notifies the Personnel Director of the dispute. Within five (5) calendar days after the dispute is reviewed,the employee shall be notified in writing of the decision. Part 2. Bumping Rights 1. Volun eduction or Bumping in Lieu of Layoff a. A promotional probationary employee or permanent employee who receives a layoff notice may request a reduction to a position in a lower class within the occupational series provided the employee possesses the necessary qualifications to perform the duties of the position. b. Employees electing reduction under A. above, shall be reduced to a position authorized to be filled in a lower class within the employee's occupational series. The employee may reduce to a lower class in his/her occupational series by 1) filling a vacancy in that class, or 2) if no vacancy exists, displacing the employee in the class with the least service credit, whose position the employee has the necessary qualifications to perform. A displaced employee shall have bumping rights. C. An employee who receives a layoff notice must exercise bumping rights within seven (7) calendar days of receipt of the notice as specified in Part 1. Failure to respond within the time limit shall result in a reputable presumption that the employee does not intend to exercise any right of reduction or bumping to a lower class. The employee must carry the burden of proof to show that the employee's failure to respond within the time limits was reasonable. If the employee establishes that failure to respond within the time limit was reasonable, to the Personnel Director's satisfaction, the employee shall be permitted to exercise bumping rights but shall not be reinstated to a paid position until the employee to be bumped has vacated the position. If the employee disagrees with the Personnel Director's decision, the employee may appeal pursuant to the provisions of Sections 3 and 4 below. 2. Reinstatement/Reemployment Lists Any employee who takes a reduction to a position in a lower class within the occupational series in lieu of layoff shall be placed on the reinstatement/reemployment list pursuant to Part 3. Reemployment. 24 97-91 3. Qualifications Appeal Any employee who is denied a reduction to a position in a lower class within the occupational series on the basis that the employee does not possess the necessary qualifications to successfully perform the duties of the lower position may appeal the decision. The appeal shall be filed with the Personnel Director within five (5) calendar days of the employee's receipt of written notice of the decision and reason(s) for denial. The employee's appeal shall be in writing and shall include supporting facts or documents supporting the appeal. 4. Qualifications Appeal Hearing a. Upon receipt of an appeal, the Personnel Director shall contact a mediator from the California State Mediation and Conciliation Service to schedule a hearing within two (2) weeks after receipt of the appeal. If the California State Mediation and Conciliation Service is not available within that time frame, the parties shall mutually select a person who is available within the time frame. If the California State Mediation and Conciliation Service and the person mutually selected are not available within the time frame, the parties shall select the earliest date either is available to conduct the hearing. The parties shall split the cost, if any, of the hearing officer. In addition,the parties shall meet within three(3) work days to attempt to resolve the dispute. If the dispute remains unresolved, the parties shall endeavor in good faith to submit to the hearing officer a statement of all agreed upon facts relevant to the hearing. b. Appeal hearings shall be limited to two (2) hours, except as otherwise agreed by the parties or directed by the hearing officer. C. The hearing officer shall attempt to resolve the dispute by mutual agreement if possible. If no agreement is reached, the hearing officer shall render a decision at the conclusion of the hearing which shall be final and binding. PART 3. REEMPLOYMENT I. Reemployment a. Employees who are laid off or reduced to avoid layoff shall have their names placed .upon a reemployment list, for each class in the occupational series, in seniority order at or below the level of the class from which laid off or reduced. b. Names of persons placed on the reemployment lists shall remain on the list for two (2) years from the date of layoff or reduction. C. Vacancies shall be filled from the reemployment list for a class, starting at the top of the list, providing that the person meets the necessary qualifications for the position. d. Names of persons are to be removed from the reemployment list for a class if on two (2) occasions they decline an offer of employment or on two(2) occasions fail to respond to offers of employment in a particular class within five (5) calendar days of receipt of written notice of an offer. Any employee who is dismissed from the City service for cause shall have his or her name removed from all reemployment lists. e. Reemployment lists shall be available to HBMEA and affected employees upon reasonable request. f Qualifications appeals involving reemployment rights shall be resolved in the same manner as that identified in Part 2., Section 4. 25 97-91 2. Status on Reemployment a. Persons reemployed from layoff within a two(2)year period from the date of layoff shall receive the following considerations and benefits: 1) Service credit held upon layoff shall be restored, but no credit shall be added for the period of layoff. 2) Prior service credit shall be counted toward sick leave and vacation accruals. 3) Employees may cash in sick leave upon layoff or at any time after layoff in the manner and amount set forth in existing Memoranda of Understanding for that employee's unit. Sick leave shall be paid to an employee when the reemployment list(s) expire(s), if not previously paid. 4) Upon reinstatement the employee may have his or her sick leave re-credited by repayment to the City the cashed amount. Sick leave accumulation of less than 480 hours shall be restored upon reemployment. 5) The employee shall be returned to the salary step of the classification held at the time of the layoff and credited with the time previously served at that step prior to being laid off. 6) The probationary status of the employee shall resume if incomplete. b. Employees who have reduced to avoid layoff and are returned within two (2) years to their former class shall be placed at the salary step of the class they held at the time of reduction and have their merit increase eligibility date recalculated. ARTICLE XIV - MISCELLANEOUS A. Grievance Arbitration Alternative - Any grievance as defined and described in Rules 19 and 20 of the CITY Personnel Rules (Resolution No. 3960), shall be settled in accordance with the procedures set forth in said Rules except that the parties to the grievance may, by mutual agreement, submit the grievance to a neutral arbitrator whose decision shall be final and binding on the parties. The arbitrator shall be selected by the parties from listings of and pursuant to the rules of the American Arbitration ASSOCIATION. This procedure, if adopted by the parties, shall be in lieu of Step 5 of Rule 19, or Step 4 of Rule 20, and the fees charged by the arbitrator or hearing officer and court reporter shall be paid by the party which is not the prevailing party. B. Promotional Procedures 1. Tie Scores - When promotions are to be made, and two or more employees are found to be equal as a result of promotional examinations conducted by the CITY, the employee with the greatest length of service with the CITY shall receive the promotion. 2. Sillaly Llp2n Pr i - Upon promotion, an employee shall be compensated at the same step in the salary range for his or her new classification, subject to the following provisions: a) Except for the provisions of sub-paragraphs b) and c) below, no employee shall receive greater than a ten percent(10%)increase upon promotion. b) If"A" STEP of the classification upon promotion is greater than 10% increase, the employee shall be compensated at"A" STEP upon promotion. c) If the employee would be eligible for a step increase within I 1 months of the date of promotion in his or her classification before promotion, then the Personnel Director may authorize an increase greater than ten percent (I0%). upon promotion. 26 97-91 C. Labor-Management Relations Committee - The CITY and MEA will institute a Labor- Management Relations Committee as follows: 1. The Association and the Employer recognize that the participation of employees in the formulation and implementation of personnel policies and.practices affects their well- being and the efficient administration of the Government. The parties further recognize that the entrance into a formal agreement with each other is but one act of joint participation, and that the success of a labor-management relationship is further assured if a forum is available and used to communicate with each other. The parties therefore, agree to the structure of Labor-Management Relations Committees (LMRC) for the purpose of exchanging information and the discussion of matters of concern or interest to each of them, in the broad area of working conditions,wages and hours. 2. The City of Huntington Beach shall have an LMRC. The formation of this LMRC shall not serve as the basis for reopening the meet and confer process to modify this MOU. 3. The LMRC shall meet monthly. The employer shall be represented by the City Administrator (or designee), the Personnel Director and Department Heads. The Association shall be represented by four representatives at these meetings. 4. The Employer agrees that any meeting conducted under this article shall be conducted in facilities furnished by the Employer, and Association representatives shall be released from their duties to attend the LMRC. 5. The parties shall exchange agenda items five workdays before each scheduled LMRC meeting described in this section. Matters not on the agenda may be discussed by mutual consent. If either party timely forwards an agenda,the meeting will be held. D. Copies of MOU - The City agrees to print this Memorandum of Understanding, except for Exhibit "E", for each employee requesting a copy. E. Position ClassificationIssues 1. Class Specification - The CITY shall send the ASSOCIATION a copy of each new job description approved for classifications within the representation unit. 2. Reclassification Im - It is not the intention of the City to demote or layoff an employee through reclassification. Prior to imposing a Y-rating, or layoff resulting from classification reviews, the City agrees to meet and confer with ASSOCIATION representatives. 27 97-91 3. Clerical/Secretarial Classification Study a. Effective May 17, 1990, the positions and their current incumbents in the classification of Secretary Typist (Admin. Services Dept.) as set forth will be "grandfathered" into their current classifications until_ the position becomes vacant. b. Management retains the right to transfer the employees in the "grandfathered" positions without loss of pay. C. Management retains the right to recommend reclassification upward or " laterally of the "grandfathered" positions. No examination shall be required to reclassify upward any of these three"grandfathered" positions. d. The Association agrees not to file a grievance on behalf of any employee using the above "grandfathered"positions as justification to demonstrate higher level duties in order to obtain an upgrade in classification or salary. In no way does this section prevent or limit any employee from filing a classification grievance except as described above. 4. Classification Consultant a. The City of Huntington Beach (City) and the Huntington Beach Municipal Employees' Association (HBMEA) agree to refer the classes listed below to a classification consultant to submit recommendations regarding: 1. Appropriateness of the class specification and duties. 2. Internal salary relationship to similar classes. 3. Salary relationship to similar classes in comparable jurisdictions. b. Submitted Classes: Police Records Technician Inspector Water Services Senior Education Specialist Civilian Check Investigator Communications Technician Communications Technician Assistant Literacy Project Coordinator Crime Analyst Word Processing Systems Assistant C. If the City is in agreement with the classification recommendation, it will recommend adoption to the Personnel Commission and the City Council. If the City disagrees with the recommendation, it shall present its reason(s) relative to its disagreement to the consultant, HBMEA, Personnel Commission and/or City Council. HBMEA will present its position relative to the consultant recommendation at the same time as the City. The parties will present their respective positions no later than 45 days after receipt of the consultant's recommendation. d. All salary recommendations of the consultant that differ from current assigned salaries shall be subject to the meet and confer process. 28 97-91 F. Class and B Driver's Lic Fees - The CITY shall reimburse employee's for costs associated with obtaining and renewing Class A and Class B driver's licenses where required by the CITY for the position. G. Job Sharin - The CITY shall direct the Labor/Management Relation_s Committee (LMRC) to review the feasibility of developing and implementing a Job Sharing Program. I f 29 97-91 ARTICLE XV - CITY COUNCIL APPROVAL It is the intent of CITY and ASSOCIATION that this Memorandum of Understanding represents an "Agreement" between the undersigned within the meaning of Section 8-2 of the Huntington Beach Employer-Employee Relations Resolution; however, this Memorandum of Understanding is of no force or effect whatsoever unless 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 15thday of December , 1997. HUNTINGTON BEACH CITY OF HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCLATION By: By: Cit3Mdlministrator Art Jensen,F&BJEA sident By: By: William H. Osness, Personnel Director Don Bryant, HBMEA Bargaining Committee By: D Sharon Groat,HBMEA Bargaining Committee By: 2&u K Tom Hasty,HBMEA Bargaining Committee By. _G' 0 Priscilla arker,HBMEA Bargaining Committee By: Arnold Ross,HBMEA Bargaining Committee By: JulKleussell, MEA Bargaining Committee APPROVED AS TO FORM: By: By: Gail Hutton, City Attorney Nick Ber dino, HBMEA Bargaining Committee 30 97-91 MEA LIST OF MOU EXHIBITS E2WIBITS SUBJECT A Class/Salary Schedule B Uniform Policy C Vehicle Use Policy D FLSA Exempt Classes E Employee Health Plan F Delta Care/PMI - Dental Plan G Delta Dental -Dental Plan H Safeguard Dental I Vision Service PIan J Long Term Disability Plan K Retiree Medical Plan and Subsidy Program 31 97-91 EXHIBIT A SALARYSCHEDULE EFFECTIVE DECEMBER 279 1997 05 Dec-97 RANGE JOB CODE JOB TITLE A STEP B STEP C STEP D STEP E STEP 431 1641 ACCOUNTANT 3240 3420 3609 3805 4015 461 1640 ACCOUNTANT SR 3766 3973 4190 4421 4663 350 6611 ACCOUNTING TECH H 2165 2284 2410 2543 2682 370 6612 ACCOUNTING TECH 111 2392 2523 2661 2808 2961 390 6613 ACCOUNTING TECH IV 2642 2789 2942 3103 3273 396 5648 ADMIN AIDE 2725 2874 3031 3198 3375 376 6614 ADAM SECRETARY 2466 2601 2745 2895 3056 390 6621 ART EDUCATION COORD 2642 2789 2942 3103 3273 396 7649 AUTOMATED IRRG WKR 2725 2874 3031 3198 3375 385 7691 AV COORDINATOR 2581 2722 2871 3030 3195 385 3667 AVMEDIA SPEC 2581 2722 2871 3030 3195 385 8634 BLDG MAINT SVC WKR 2581 2722 2871 3030 3195 449 3620 BLDG MAIM'TECH 3545 3741 3948 4164 4394 412 7628 BLOCK MASONRY WKR 2946 3109 3280 3460 3651 438 1644 BUYER 3358 3544 3739 3944 4161 476 6694 CAD SPECIALIST 4057 4280 4516 4765 5026 412 7623 CARPENTER 2946 3109 3280 3460 3651 379 8615 CARPENTER TRAINEE 2504 2642 2789 2940 3102 396 7661 CHEMICAL APPLICATOR 2725 2874 3031 3198 3375 475 1631 CIVIL ENGNG ASST 4038 4260 4494 4741 5001 449 1636 CIVIL.ENGNG JUNIOR 3545 3741 3948 4164 4394 372 3600 CIVILIAN CHK INVEST 2415 2549 2689 2836 2992 365 3664 CLAIMS EXAMINER 2335 2462 2597 2739 2890 447 3663 CLAIMS EXAMINER SR 3510 3701 3907 4122 4349 396 3638 CODE ENFORCEMENT TR 2725 2874 3031 3198 3375 449 1660 CODE ENFORCM OFC SR 3545 3741 3948 4164 4394 439 3625 CODE ENFORCM OFC-Y 3376 3562 3758 3963 4182 438 3634 CODE ENFORCMNT OFFR 3358 3544 3739 3944 4161 280 5675 COM SERV DRIVER 1524 1608 1697 1790 1888 360 8647 COMM TECH ASST 2278 2403 2536 2674 2822 427 7614 COMM TECHNICIAN 3180 3355 3538 3733 3937 384 5623 COMMUNITY CTR LDR 2566 2706 2856 3013 3180 459 3631 COMPUTER DRAFT TECH 3727 3933 4149 4377 4618 373 3649 COMPUTER OPERATOR 2427 2562 2701 2850 3008 382 3653 . COMPUTER OPR ASST 2540 2680 2829 2985 3148 415 3660 COMPUTER OPR COORD 2992 3157 3330 3514 3708 391 3648 COMPUTER OPR SR 2654 2800 2954 3117 3290 459 3661 COMPUTER OPR SUPVR 3727 3933 4149 4377 4618 406 7629 CONCRETE FINISHER 2862 3020 3187 3362 3547 417 7627 CONSTR&MAINT WKR 3024 3190 3365 3551 3746 359 6620 CONSTR PERMIT AIDE 2266 2392 2523 2661 2808 372 6688 COURT LIAISON CLERK 2415 2549 2689 2836 2992 385 3606 CRD E ANALYST 2581 2722 2871 3030 3195 471 3605 CRWE ANALYST SR 3956 4175 4405 4649 4904 445 1679 CRRvBNALIST 3476 3667 3869 4082 4306 485 1680 CRIMINALIST SENIOR 4246 4480 4727 4987 5260 1 97--91 EXHIBIT A SALARY SCHEDULE EFFECTIVE DECEMBER 27, 1997 RANGE JOB CODE JOB TITLE A STEP B STEP C STEP D"STEP E STEP 438 3645 CRS CNNCT CNTL SPEC 3358 3544 3739 3944 4161 454 2681 CRWLDR BEACH MAINT 3637 3837 4048 4271 4506 459 2673 CRWLDR BLDG MAINT 3727 3933 4149 4377 4618 459 2670 CRWLDR ELEC NUUNT 3727 3933 4149 4377 4618 -. 454 2688 CRWLDR IRRIGATION 3637 3837 4048 4271 4506 459 2672 CRWLDRMECHMAINT 3727 3933 4149 4377 4618 454 2686 CRWLDR PARK MAINT 3637 3837 4048 4271 4506 454 2687 CRWLDR PEST ADVISER 3637 3837 4048 4271 4506 454 2677 CRWLDR SEWER IVIAINT 3637 3837 4048 4271 4506 454 2676 CRWLDR STREET LDSCP 3637 3837 4048 4271 4506 454 2682 CRWLDR STREET SVCS 3637 3837 4048 4271 4506 454 2675 CRWLDR STREET TREES 3637 3837 4048 4271 4506 459 2680 CRWLDR TRAFFIC 3727 3933 4149 4377 4618 459 2669 CRWLDR TRAFFIC SGNL 3727 3933 4149 4377 4618 454 2684 CRWLDR WATER DISTR 3637 3837 4048 4271 4506 454 2678 CRWLDR WATER OPRS 3637 3837 4048 4271 4506 '454 2685 CRWLDR WATER PROD 3637 3837 4048 4271 4506 422 5624 CULTURAL AFFR SUPVR 3101 3271 3450 3641 3943 390 6624 CULTURAL SVCS AIDE 2642 2789 2942 3103 3273 350 6607 CUST SVC REP 2165 2284 2410 2543 2682 370 6618 CUST SVC REP SENIOR 2392 2523 2661 2808 2961 330 6617 CUST SVC REP/CASHR 1961 2069 2184 2303 2429 369 8643 CUST SVC REP/FIELD 2377 2507 2647 2791' 2946 390 6619 CUST SVC SUPERVISOR 2642 2789 2942 3103 3273 344 8655 CUSTODIAN 2098 2214 2336 2465 2600 363 2602 DEPUTY CITY CLK I 2311 2439 2571 2713 2862 412 2604 DEPUTY CITY CLKII 2946 3109 3280 3460 3651 449 2627 DEVELOPMENT SPEC 3545 3741 3948 4164 4394 390 5641 EDUCATION SPEC 2642 2789 2942 3103 3273 396 8644 ELECTRICAL REPR WKR 2725 2874 3031 3198 3375 427 7622 ELECTRICIAN 3180 3355 3538 3733 3937 427 7617 ELECTRICIAN TRAF SG 3180 3355 3538 3733 3937 422 3659 EMERGENCY SVC COORD 3101 3271 3450 3641 3843 406 3627 ENGINEERING AIDE 2862 3020 3187 3362 3547 459 3632 ENGINEERING TECH 3727 3933 4149 4377 4618 438 7655 EQUIP MAINT SPEC 3358 3544 3739 3944 4161 396 7644 EQUIP OPERATOR 2725 2874 3031 3198 3375 412 7643 EQUIP OPR HEAVY 2946 3109 3280 3460 3651 396 7645 EQUIP OPR TRAFFIC 2725 2874 3031 3198 3375 391 8619 EQUIP SUPPORT ASST 2654 2800 2954 3117 3290 440 8618 EQUIP SUPPORT COORD 3391 3578 3777 3985 4202 390 6622 EXHIBITIONS COORD 2642 2789 2942 3103 3273 373 6608 FIRE DATA COORD/RMS 2427 2562 2701 2850 3008 420 5640 FIRE EDUCATION SPEC 3072 3240 3420 3606 3804 427 3624 FIRE N AINT ASST 3180 3355 3538 3733 3937 459 3630 GEO INFO SYS TECH 3727 3933 4149 4377 4618 359 8633 GROUNDSWORKER 2266 2392 2523 2661 2808 475 7613 HELICOPTER TECH 4038 4260 4494 4741 5001 449 2628 HOUSING DEV SPEC 3545 3741 3948 4164 4394 464 1639 HOUSING REHAB MGR 3823 4032 4254 4488 4734 2 l 97-91 EXHIBIT A SALARY SCHEDULE EFFECTIVE DECEMBER 27, 1997 RANGE JOB CODE JOB TITLE A STEP B STEP C STEP D STEP E STEP 439 1639 HOUSING REHB FIN SP 3376 3562 3758 3963 4182 417 1647 HUMAN SVCS COORD 3024 3190 3365 3551 3746 385 3665 INFO SPECIALIST I 2581 2722 2871 3030 3195 432 3666 INFO SPECIALIST VID 3259 3439 3629 3826 4037 459 3622 INSP PUBLIC WRKS SR 3727 3933 4149 4377 4618 427 3623 INSP PUBLIC WRKS TR 3180 3355 3538 3733 3937 428 3641 INSP WATER SVCS 3194 3369 3554 3751 3956 438 3640 INSP WATER SVCS SR 3358 3544 3739 3944 4161 427 3681 INSPECTOR I 3180 3355 3538 3733 3937 448 3682 INSPECTOR H 3528 3722 3927 4143 4370 466 3676 INSPECTPR III 3862 4074 4298 4533 4784 330 6644 INVENTORY CLERK 1961 2069 2184 2303 2429 437 3602 LATENT FNGRPRNT SPC 3342 3525 3719 3923 4141 399 3604 LATENT FNGRPRNT TRN 2764 2916 3077 3247 3427 401 8687 LDWKR BLDG MAINT 2791 2946 3109 3280 3460 428 7689 LDWKR CONCRETEE 3194 3369 3554 3751 3956 443 7680 LDWKR ELECTRICAL 3443 3632 3831 4044 4265 407 7678 LDWKR HYD&VALVES 2878 3037 3202 3380 3564 412 8682 LDWKRLANDSCAPE 2946 3109 3280 3460 3651 428 8685 LDWKR MECHANIC 3194 3369 3554 3751 3956 440 7682 LDWKR MECHANIC HVY 3391 3578 3777 3985 4202 428 7684 LDWKR PAINTER 3194 3369 3554 3751 3956 412 8683 LDWKR PARK MAINT 2946 3109 3280 3460 3651 414 8681 LDWKR PARKING FAC 2978 3142 3316 3498 3689 428 7692. LDWKR SERVICES REP 3194 3369 3554 3751 3956 412 8684 LDWKR SEWER 2946 3109 3290 3460 3651 428 8686 LDWKR STREET 3194 3369 3554 3751 3956 4.13 7679 LDWKR TRAFFIC SGNAL 3443 3632 3831 4044 4265 412 8692 LDWKR TRAFFIC STRPG 2946 3109 3280 3460 3651 412 7688 LDWKR WATER 2946 3109 3280 3460 3651 428 7690 LDWKR WATER CONSTR 3194 3369 3554 3751 3956 407 7681 LDWKR WATER MTR RPR 2878 3037 3202 3380 3564 440 7670 LDWKR WATER SYSTEMS 3391 3578 3777 3985 4202 406 1649 LIBRARIAN 2862 3020 3187 3362 3547 385 5634 LIBRARY ASSISTANT 2581 2722 2871 3030 3195 330 6679 LIBRARY CLERK 1961 2069 2184 2303 2429 369 6677 LIBRARY CLERK PRIN 2377 2507 2647 2791 2946 312 6649 LIBRARY CLERK SPEC 1790 1888 1992 2102 2218 350 6678 LIBRARY CLERK SR 2165 2284 2410 2543 2682 341 6640 LIT PROJECT COORD 2069 2184 2303 2429 2563 385 8636 MAINT SVC WORKER 2581 2722 2871 3030 3195 359 8638 MAINT WORKER 2266 2392 2523 2661 2808 374 8637 MAINT WORKER SR 2441 2575 2718 2867 3024 391 8620 MECHANIC 2654 2800 2954 3.117 3290 424 7635 MECHANIC HEAVY DUTY 3131 3303 3485 3677 3881 424 7619 MECHANIC HELICOPTER 3131 3303 3485 3677 3881 412 7636 MECHANIC SENIOR 2946 3109 3280 3460 3651 391 8627 MECHANIC SWRPMP 2654 2800 2954 3117 3290 396 7638 MECHANIC SWR PMP SR 2725 2974 3031 3198 3375 365 6610 MEDICAL CLAIMS PROC 2335 2462 2597 2739 2890 3 97-91 RANGE JOB CODE JOB TITLE A STEP B STEP C STEP D STEP E STEP 369 8642 METER READER 2377 2507 2647 2791 2946 385 8641 METER READER SENIOR 2581 2722 2871 3030 3195 439 6690 MICRO TECH AIDE 3376 3562 3758 3963 4182 476 1655 MICR0/DB COORDINATR 4057 4280 4516 4765 5026 310 6651 OFFICE ASST I-NT 1775 1872 1973 2082 2198 343 6645 OFFICE ASST II-T 2089 2202 2323 2452 2588 354 6616 OFFICE SPEC-NT 2211 2332 2460 2596 2733 365 6615 OFFICE SPEC-T 2335 2462 2597 2739 2890 280 5671 OUTREACH ASSISTANT 1524 1608 1697 1790 1888 412 7624 PAINTER 2946 3109 3280 3460 3651 407 3629 PARK METER RPR TECH 2878 3037 3202 3380 3564 391 8640 PARK METER RPR WKR 2654 2800 2954 3117 3290 432 5660 PARK NATURALIST 3259 3439 3628 3826 4037 359 5642 PARKING CONTR OFCR 2266 2392 2523 2661 2809 416 3678 PERMIT SUPV 3008 3174 3350 3533 3727 459 3628 PLAN CHECKER BLDG 3727 3933 4149 4377 4618 470 3671 PLAN CHECKER PW SR 3940 4156 4384 4625 4880 396 3639 PLAN GRAPHIC TECH 2725 2874 3031 3193 3375 449 1637 PLANNER ASSISTANT 3545 3741 3948 4164 4394 406 2611D PLANNING AIDE 2862 3020 3187 3362 3547 422 7626 PLUMBER 3101 3271 3450 3641 3843 355 6654 POL CLERK SENIOR 2221 2344 2472 2608 2752 422 3658 POL PHOTOGRAPHER 3101 3271 3450 3641 3843 366 6656 POL SPECIALIST 2344 2472 2609 2753 2904 333 6601 POLICE RCDS TECH 1991 2101 2217 2337 2466 379 6623 PREPARATOR 2504 2642 2789 2940 3102 369 8650 PRINTING SVCS TECH 2377 2507 2647 2791 2946 406 3611 PRINTING/FORM COORD 2862 3020 3187 3362 3547 365 3609 PROGRAM SPECIALIST 2335 2462 2597 2739 2890 439 3616 PROGRANDAER 3376 3562 3758 3963 4182 459 1653 PROGRAMMER SENIOR 3727 3933 4149 4377 4618 391 5638 PROPERTY OFFICER 2654 2800 2954 3117 3290 432 3668 PUBLIC INFO SPEC 3259 3439 3628 3826 4037 464 1656 REAL ESTATE AGENT 3823 4032 4254 4488 4734 385 6641 REAL PROPERTY AST 2581 2722 2871 3030 3195 417 5636 RECREATION LDR SR 3024 3190 3365 3551 3746 380 6633 SECRETARY LEGAL 2517 2654 2800 2954 3117 399 6634 SECRETARY LEGAL SR 2630 2774 2927 3089 3258 350 6636 SECRETARY TYPIST 2165 2284 2410 2543 2682 369 6660 SERVICE OFCR-LAB 2377 2507 2647 2791 2946 406 5630 SERVICE OFCR/ALARM 2862 3020 3187 3362 3547 406 5631 SERVICE OFCRIFIELD 2862 3020 3187 3362 3547 406 5632 SERVICE OFFICER 2862 3020 3187 3362 3547 369 3644 SERVICE REP 2377 2507 2647 2791 2946 391 7646 SERVICE WORKER 2654 2800 2954 3117 3290 382 6604 SHIFT SUPERVISOR 2540 2680 2829 2985 3148 416 7620 SIGN SHOP TECH 3008 3174 3350 3533 3727 384 5672 SOCIAL WORKER 2566 2706 2856 3013 3180 343 5673 SOCIAL WORKER ASST 2088 2202 2323 2452 2588 359 8625 STOCK CLERK 2266 2392 2523 2661 2808 4 97-91 EXHIBIT A SALARY SCHEDULE EFFECTIVE DECEMBER 27, 1.997 RANGE JOB CODE JOB TITLE A STEP B STEP C STEP D STEP E STEP 459 3635 SURVEY PARTY CHIEF 3727 3933 4149 4377 4618 422 3637 SURVEYOR 3101 3271 3450 3641 3843 406 3626 SURVEYOR AIDE 2862 3020 3187 3362 3547 422 3657 TELECOMM AIDE 3101 3271 3450 3641 3843 468 3656 TELECOMM COORD 3900 4115 4342 4580 4832 424 7632 TELEMETRY INST TECH 3131 3303 3485 3677 3881 385 8629 TIRE SERVICE WORKER 2581 2722 2871 3030 3195 385 8630 TRAFFIC MAINT WORKR 2581 2722 2971 3030 3195 459 3633 TRAFFIC TECHNICIAN 3727 3933 4149 4377 4618 396 7659 TREE TREMM[ER AERIAL 2725 2874 3031 3198 3375 412 7641 VEHICLE BODY REPAIR 2946 3109 3280 3460 3651 440 7675 VEHICLE BODY SHOP 3391 3578 3777 3985 4202 459 2612 VIDEO ENGINEER SUPV 3727 3933 4149 4377 4618 365 5674 VOLUNTEER SVCS CORD 2335 2462 2597 2739 2890 406 8623 WAREHOUSEKEEPER 2862 3020 3187 3362 3547 391 7647 WATER MTR RPR WKR 2654 2800 2954 3117 3290 454 2689 WATER QUALITY COORD 3637 3837 4048 4271 4506 428 3643 WATER QUALITY TECH 3194 3369 3554 3751 3956 391 7667 WATER SYS TECH I 2654 2800 2954 3117 3290 404 7668 WATER SYS TECH R 2835 2991 3155 3329 3512 424 7669 WATER SYS TECH 111 3131 3303 3485 3677 3881 416 3690 WORD PROC COORD 3008 3174 3350 3533 3727 385 6685 WORD PROC SYS ASST 2581 2722 2871 3030 3195 349 6684 WORD PROCESSOR SR 2155 2273 2399 2530 2668 5 EXHIBIT A 97-91 SALARY SCHEDULE EFFECTIVE DECEMBER 28, 1998 :ANGE JOB CODE JOB TITLE A STEP B STEP C STEP D STEP E STEP 435 1641 ACCOUNTANT 3309 3491 3682 3885 4098 465 1640 ACCOUNTANT SR 3840 4052 4275 4512 4759 354 6611 ACCOUNTING TECH IT 2211 2332 2460 2596 2738 374 6612 ACCOUNTING TECH III 2441 2575 2718 . 2867 3024 394 6613 ACCOUNTING TECH IV 2696 2845 3001 . 3167 3339 400 5648 ADMIN AIDE 2779 2933 3094 3264 3443 380 6614 ADMIN SECRETARY 2517 2654 2800 2954 3117 394 6621 ART EDUCATION COORD 2696 2845 3001 3167 3339 400 7649 AUTOMATED IRRG WKR 2779 2933 3094 3264 3443 389 7691 AV COORDINATOR 2630 2774 2927 3099 3258 389 3667 AV MEDIA SPEC 2630 2774 2927 3089 3258 389 8634 BLDG MAINT SVC WKR 2630 2774 2927 3089 3258 453 3620 BLDG MAINT TECH 3618 3818 4027 4249 4483 416 7628 BLOCK MASONRY WKR 3008 3174 3350 3533 3727 442 1644 BUYER 3424 3614 3812 4022 4245 480 6694 CAD SPECIALIST 4142 4369 4610 4863 5130 416 7623 CARPENTER 3009 3174 3330 3533 3727 383 8615 CARPENTER TRAINEE 2555 2694 2843 2999 3164 400 7661 CHEMICAL APPLICATOR 2779 2933 3094 3264 3443 479 1631 CIVIL ENGNG ASST 4117 4344 4584 4837 5104 453 1636 CIVIL ENGNG IUNIOR 3619 3818 4027 4249 4483 376 3600 CIVILIAN CHK INVEST 2466 2601 2745 2895 3056 369 3664 CLAIMS EXAMINER 2371 2507 2647 2791 2946 451 3663 CLAIMS EXAMINER SR 3580 3778 3986 4207 4438 400 3638 CODE ENFORCEMENT TR 2779 2933 3094 3264 3443 453 1660 CODE ENFORCM OFC SR 3618 3818 4027 4249 4483 442 3634 CODE ENFORCMNT OFFR 3424 3614 3812 4022 4245 284 5675 COM SERV DRIVER 1556 1640 1731 1827 1926 364 8647 COMM TECH ASST 2321 2448 2583 2726 2876 431 7614 COMM TECHNICIAN 3240 3420 3609 3805 4015 388 5623 COMMUNITY CTR LDR 2616 2760 2913 3072 3242 463 3631 COMPUTER DRAFT TECH 3803 4012 4233 4464 4710 377 3649 COMPUTER OPERATOR 2478 2615 2758 2912 3070 386 3653 COMPUTER OPR ASST 2590 2732 2883 3043 3212 419 3660 COMPUTER OPR COORD 3056 3224 3401 3588 3785 395 3649 COMPUTER OPR SR 2708 2857 3016 3181 3356 463 3661 COMPUTER OPR SUPVR 3803 4012 4233 4464 4710 410 7629 CONCRETE FINISHER. 2919 3079 3250 3428 3616 421 7627 CONSTR&MAINT WKR 3086 3257 3434 3623 3823 363 6620 CONSTR PERMIT AIDE 2311 2439 2571 2713 2862 376 6688 COURT LIAISON CLERK 2466 2601 2745 2895 3056 389 3606 CRIME ANALYST 2630 2774 2927 3089 3258 475 3605 CRIME ANALYST SR 4038 4260 4494 4741 5001 449 1679 CRIMINALTST 3545 3741 3948 4164 4394 489 1680 CRIMINALIST SENIOR 4331 4568 4919 5085 5364 442 3645 CRS CNNCT CNTL SPEC 3424 3614 3812 4022 4245 1 97-91 EXHIBIT A SALARY SCHEDULE EFFECTIVE DECEMBER 28, 1.998 RANGE JOB CODE JOB TITLE A STEP B STEP C STEP D STEP E STEP 458 2681 CRWLDR BEACH MAINT 3710 3915 4130 4357 4597 463 2673 CRWLDR BLDG MAINT 3803 4012 4233 4464 4710 463 2670 CRWLDR ELECMAINT 3803 4012 4233 4464 4710 458 2688 CRWLDR IRRIGATION 3710 3915 4130 4357 4597 463 2672 CRWLDRMECHMAINT 3803 4012 4233 4464 4710 458 2686 CRWLDR PARK MAINT 3710 3915 4130 4357 4597 458 2697 CRWLDR PEST ADVISER 3710 3915 4130 4357 4597 458 2677 CRWLDR SEWER MAINT 3710 3915 4130 4357 4597 458 2676 CRWLDR STREET LDSCP 3710 3915 4130 4357 4597 458 2682 CRWLDR STREET SVCS 3710 3915 4130 4357 4597 458 2675 CRWLDR STREET TREES 3710 3915 4130 4357 4597 463 2680 CRWLDR TRAFFIC 3803 4012 4233 4464 4710 463 2669 CRWLDR TRAFFIC SGNL 3803 4012 4233 4464 4710 458 2684 CRWLDR WATER DISTR 3710 3915 4130 4357 4597 458 2678 CRWLDR WATER OPRS 3710 3915 4130 4357 4597 458 2685 CRWLDRWATERPROD 3710 3915 4130 4357 4597 426 5624 CULTURAL AFFR SUPVR 3162 3336 3519 3714 3918 394 6624 CULTURAL SVCS AIDE 2696 2845 3001 3167 3339 354 6607 CUST SVC REP 2211 2332 2460 2596 2738 374 6618 CUST SVC REP SENIOR 2441 2575 2718 2867 3024 334 6617 CUST SVC REP/CASHR. 1999 2108 2225 2349 2478 373 8643 CUST SVC REP/FIELD 2427 2562 2701 2850 3008 394 6619 CUST SVC SUPERVISOR 2696 2845 3001 3167 3339 348 8655 CUSTODIAN 2141 2259 2384 2517 2654 367 2602 DEPUTY CITY CLK I 2355 2495 2622 2765 2919 416 2604 DEPUTY CITY CLK H 3008 3174 3350 3533 3727 453 2627 DEVELOPMENT SPEC 3618 3819 4027 4249 4483 394 5641 EDUCATION SPEC 2696 2845 3001 3167 3339 400 8644 ELECTRICAL REPR WKR 2779 2933 3094 3264 3443 431 7622 ELECTRICIAN 3240 3420 3609 3805 4015 431 7617 ELECTRICIAN TRAF SG 3240 3420 3609 3805 4015 426 3659 EMERGENCY SVC COORD 3I62 3336 3519 3714 3918 410 3627 ENGINEERING AIDE 2919 3079 3250 3428 3616 463 3632 ENGINEERING TECH 3803 4012 4233 4464 4710 442 7655 EQUIP MAINT SPEC 3424 3614 3812 4022 4245 400 7644 EQUIP OPERATOR 2779 2933 3094 3264 3443 r 416 7643 EQUIP OPRHEAVY 3008 3174 3350 3533 3727 400 7645 EQUIP OPR TRAFFIC 2779 2933 3094 3264 3443 395 8619 EQUIP SUPPORT ASST 2708 2857 3016 3181 3356 444 8618 EQUIP SUPPORT COORD 3459 3649 3850 4063 4286 394 6622 EX H03MONS COORD 2696 2845 3001 3167 3339 377 6608 FIRE DATA COORD/RMS 2478 2615 2758 2912 3070 424 -5640 FIRE EDUCATION SPEC 3131 3303 3495 3677 3881 431 3624 FIRE MAINT ASST 3240 3420 3609 3805 4015 463 3630 GEO INFO SYS TECH 3803 4012 4233 4464 4710 363 8633 GROUNDSWORKER 2311 2439 2571 2713 2862 479 7613 HELICOPTER TECH 4117 4344 4584 4837 5104 453 2628 HOUSING DEV SPEC 3618 3818 4027 4249 4483 468 1639 HOUSING REHAB MGR 3900 4115 4342 4580 4832 443 1638 HOUSING REHB FIN SP 3443 3632 3831 4044 4265 2 EXHIBIT A 97-91 SALARYSCHEDULE EFFECTIVE DECEMBER 28, 1998 RANGE JOB CODE JOB TITLE A STEP B STEP C STEP D STEP E STEP 421 1647 H IMAN SVCS COORD 3086 3257 3434 3623 3823 389 3665 INFO SPECIALIST I 2630 2774 2927 3089 3258 436 3666 INFO SPECIALIST VID 3325 3510 3701 3904 4119 463 3622 INSP PUBLIC WRKS SR 3803 4012 4233 4464 4710 431 3623 INSP PUBLIC WRKS TR 3240 3420 3609 3905 4015 432 3641 INSP WATER SVCS 3259 3439 3628 3826 4037 442 3640 INSP WATER SVCS SR 3424 3614 3812 4022 4245 431 3691 INSPECTOR I 3240 3420 3609 3805 4015 452 3682 INSPECTOR If 3602 3798 4008 4228 4461 470 3676 - TNSPECTPR III 3940 4156 4384 4625 4880 334 6644 INVENTORY CLERK 1999 2108 2225 2348 2478 441 3602 LATENT FNGRPRNT SPC 3410 3597 3796 4004 4223 403 3604 LATENT FNGRPRNT TRN 2822 2978 3141 3313 3495 405 8687 LDWKR BLDG MAINT 2850 3006 3172 3346 3531 432 7689 LDWKR CONCRETEE 3259 3439 3628 3826 4037 447 7680 LDWKR ELECTRICAL 3510 3701 3907 4122 4349 411 7678 LDWKR ITM&VALVES 2934 3095 3265 3446 3635 416 8682 LDWKRLANDSCA.PE 3008 3174 3350 3533 3727 432 8685 LDWKRNfECHANIC 3259 3439 3628 3826 4037 444 7682 LDWKR MECHANIC HVY 3459 3649 3850 4063 4286 432 7684 LDWKRPATNTER 3259 3439 3628 3826 4037 416 8683 LDWKR PARK MAINT 3008 3174 3350 3533 3727 418 8681 LDWKRPARKINGFAC 3042 3207 3384 3570 3766 432 7692 LDWKR SERVICES REP 3259 3439 3628 3826 4037 416 8684 LDWKR SEWER 3008 3174 3350 3533 3727 432 8686 LDWKR STREET 3259 3439 3628 3826 4037 447 7679 LDWKR TRAFFIC SGNAL 3510 3701 3907 4122 4349 416 8692 LDWKR TRAFFIC STRPG 3008 3174 3350 3533 3727 416 7689 LDWKR WATER 3008 3174 3350 3533 3727 432 7690 LDWKR WATER CONSTR 3259 3439 3628 3826 4037 411 7681 LDWKR WATER MTR RPR 2934 3095 3265 3446 3635 444 7670 LDWKR WATER SYSTEMS 3459 3649 3850 4063 4286 410 1649 LIBRARIAN 2919 3079 3250 3428 3616 389 5634 LIBRARY ASSISTANT 2630 2774 2927 3089 3258 334 6679 LIBRARY CLERK 1999 2108 2225 2348 2478 373 6677 LIBRARY CLERK PRIN 2427 2562 2701 2850 3008 316 6649 LIBRARY CLERK SPEC 1824 1925 2030 2141 2259 v 354 6678 LIBRARY CLERK SR 2211 2332 2460 2596 2739 345 6640 LIT PROJECT COORD 2108 2225 2348 2477 2614 389 8636 MAINT SVC WORKER 2630 2774 2927 3089 3258 363 8638 MAINT WORKER 2311 2439 2571 2713 2862 379 8637 MAINT WORKER SR 2492 2628 2772 2926 3086 395 8620 MECHANIC 2708 2857 3016 3181 3356 428 7635 MECHANIC BEAVY DUTY 3194 3369 3554 3751 3956 428 7619 MECHANIC HELICOPTER 3194 3369 3554 3751 3956 416 7636 MECHANIC SENIOR 3008 3174 3350 3533 3727 395 8627 MECHANIC SWRPMP 2708 2857 3016 3181 3356 400 7638 MECHANIC SWRPMP SR 2779 2933 3094 3264 3443 369 6610 MEDICAL CLAIMS PROC 2377 2507 2647 2791 2946 373 8642 METERREADER 2427 2562 2701 2850 3008 3 97-91 EXHIBIT A SALARY SCHEDULE EFFECTIVE DECEMBER 28, 1998 RANGE JOB CODE JOB TITLE A STEP B STEP C STEP D STEP E STEP 389 8641 METER READER SENIOR 2630 2774 2927 3089 3258 443 6690 MICRO TECH AIDE 3443 3632 3831 4044 4265 480 1655 MICROlDB COORDINATR 4142 4369 4610 4863 5130 314 6651 OFFICE ASST I-NT 1808 1906 2011 2122 2238 347 6645 OFFICE ASST H-T 2133 2251 2374 2504 2641 358 6616 OFFICE SPEC-NT 2254 2380 2510 2648 2793 369 6615 OFFICE SPEC-T 2377 2507 2647 2791 2946 284 5671 OUTREACH ASSISTANT 1556 1640 1731 1827 1926 416 7624 - PAINTER 3008 3174 3350 3533 3727 411 3629 PARK METER RPR TECH 2934 3095 3265 3446 3635 395 8640 PARK METERRPRWKR 2708 2857 3016 3181 3356 436 5660 PARK NATURALIST 3325 3510 3701 3904 4119 363 5642 PARKING CONTR OFCR 2311 2439 2571 2713 2862 420 3678 PERMIT SUPV 3072 3240 3420 3606 3804 463 3628 PLAN CHECKER BLDG 3803 4012 4233 4464 4710 474 3671 PLAN CHECKER PW SR 4018 4238 4472 4717 4977 400 3639 PLAN GRAPHIC TECH 2779 2933 3094 3264 3443 453 1637 PLANNER ASSISTANT 3618 3818 4027 4249 4483 410 2610 PLANNING AIDE 2919 3079 3250 3428 3616 426 7626 PLUMBER 3162 3336 3519 3714 3918 359 6654 POL CLERK SENIOR 2266 2392 2523 2661 2808 426 3658 POL PHOTOGRAPHER 3162 3336 3519 3714 3918 370 6656 POL SPECIALIST 2392 2523 2661 2808 2961 337 6601 POLICE RCDS TECH 2O29 2140 2258 2382 2514 383 6623 PREPARATOR 2555 2694 2843 2999 3164 373 8650 PRINTING SVCS TECH 2427 2562 2701 2850 3008 410 3611 PRINTINGNORM COORD 2919 3079 3250 3428 3616 369 3609 PROGRAM SPECIALIST 2377 2507 2647 2791 2946 443 3616 PROGRANfily ER 3443 3632 3831 4044 4265 463 1653 PROGRAM IER SENIOR 3803 4012 4233 4464 4710 395 5638 PROPERTY OFFICER 2708 2857 3016 3181 3356 436 3668 PUBLIC INFO SPEC 3325 3510 3701 3904 4119 468 1656 REAL ESTATE AGENT 3900 4115 4342 4580 4832 389 6641 REAL PROPERTY AST 2630 2774 2927 3089 3258 421 5636 RECREATION LDR SR 3086 3257 3434 3623 3823 384 6633 SECRETARY LEGAL 2566 2706 . 2856 3013 3180 393 6634 SECRETARY LEGAL SR 2680 2829 2985 3148 3323 •• 354 6636 SECRETARY TYPIST 2211 2332 2460 2596 2738 373 6660 SERVICE OFCR LAB 2427 2562 2701 2850 3008 410 5630 SERVICE OFCR/ALARM 2919 3079 3250 3428 3616 410 5631 SERVICE OFCR/FIELD 2919 3079 3250 3428 3616 410 5632 SERVICE OFFICER 2919 3079 3250 3428 3616 373 3644 SERVICE REP 2427 2562 2701 2850 3008 395 7646 SERVICE WORKER 2709 2857 3016 3181 3356 386 6604 SHIFT SUPERVISOR 2590 2732 2883 3043 3212 420 7620 SIGN SHOP TECH 3072 3240 3420 3606 3804 388 5672 SOCIAL WORKER 2616 2760 2913 3072 3242 347 5673 SOCIAL WORKER ASST 2133 2251 2374 2504 2641 363 8625 STOCK CLERK 2311 2439 2571 2713 2862 463 3635 SURVEY PARTY CHEF 3803 4012 4233 4464 4710 4 EXHMIT A 97-91 SALARY SCHEDULE EFFECTIVE DECEMBER 28, 1998 RANGE JOB CODE JOB TITLE A STEP B STEP C STEP D STEP E STEP 426 3637 SURVEYOR 3162 3336 3519 3714 3918 410 3626 SURVEYOR AIDE 2919 3079 3250 3428 3616 426 3657 TELECOMM AIDE 3162 3336 3519 3714 3919 472 3656 TELECOMM COORD 3979 4197 4428 4672 4929 428 7632 TELEMETRY INST TECH 3194 3369 3554 3751 3956 389 8629 TIRE SERVICE WORKER 2630 2774 2927 3089 3258 389 8630 TRAFFIC MAINT WORKR 2630 2774 2927 3089 3258 463 3633 TRAFFIC TECHNICIAN 3803 4012 4233 4464 4710 400 7659 TREE TRIMMER AERIAL 2779 2933 3094 3264 3443 416 7641 VEHICLE BODY REPAIR 3008 3174 3350 3533 3727 444 7675 VEHICLE BODY SHOP 3459 3649 3850 4063 4286 463 2612 VIDEO ENGINEER SUPV 3803 4012 4233 4464 4710 369 5674 VOLUNTEER SVCS CORD 2377 2507 2647 2791 2946 410 8623 WAREHOUSEKEEPER 2919 3079 3250 3428 3616 395 7647 WATER MTR RPR WKR 2708 2857 3016 3181 3356 458 2689 WATER QUALITY COORD 3710 3915 4130 4357 4597 432 3643 WATER QUALITY TECH 3259 3439 3628 3826 4037 395 7667 WATER SYS TECH I 2708 2857 3016 3191 3356 408 7668 WATER SYS TECH II 2890 3050 3219 3395 3583 428 7669 WATER SYS TECH 111 3194 3369 3554 3751 3956 420 3690 WORD PROC COORD 3072 3240 3420 3606 3804 389 6685 WORD PROC SYS ASST 2630 2774 2927 3089 3258 333 6684 WORD PROCESSOR SR 2198 2318 2446 2582 2725 S 97-91 EXHIBIT "B" UNIFORM POLICY A. enera - The City, in accordance with agreements now established, shall furnish uniforms to those personnel designated by the various department heads.as required to wear a standard uniform for appearance, uniformity and public recognition purposes, in the procedures and guidelines set forth hereinafter. B. Affected Personnel - All employees categorized as field working assignees shall wear a standard City adopted uniform. Color selection is a light blue shirt and dark blue trousers with appurtenances as described below. Each Department Head shall determine which group of employees must wear a uniform. C, Basic Uniform Cornponent arLd_Standard AllaMnegs: 1. Black safety toe shoes or boots as each assignment dictates. a) Two pair per year. b) Boots will be black,heavy duty and Iaced. c) Damaged shoes shall be turned into operating supervisor who shall authorize. replacement or repair. 2. Five short-sleeved shirts (light blue) the first year, three the second year, and then alternate five uniforms with three uniforms in subsequent years. 3. Five trousers per year (dark blue) the first year, three the second year and then alternate five trousers with three trousers in subsequent years; trousers are to have no cuffs. 4. Dark blue jacket with removable liner,one per year. 5. Four City departmental patches. 6. Absolutely no allowance will be made for socks, underwear, etc. 7. Hard hats, foul weather gear, and steel-toed rubber boots to be furnished each employee with supervisor designated need. 8. Special hazard gloves shall be furnished with supervisor designated need. 9. Safety glasses and face shields shall be furnished with supervisor designated need. 10. Special uniforms shall be furnished. 11, Ear protectors, arm and shin guards, steel shoe caps, wood heat resistant soles, and other safety regulated equipment shall be furnished to supervisor designated employees. 12. R-1 safety vests shall be furnished all employees having occasion to work within travelways. 97-91 EXHIBIT "B" UNIFORM POLICY (Continued) D. Employee Responsibilities,: 1. To wear complete uniforms at all times. 2. To wear clean uniform. 3. To wash and provide minimum repair; i.e., buttons, small tears, etc. 4. To provide any alterations necessary including sewing on of City patches. 5. To not wear for other than City duties or work. 6. To notify supervisor of need to replace due to disrepair or severe staining producing an undesirable appearance. 7. To turn in all patches upon termination prior to receiving final check. S. To turn in all uniforms upon termination. 9. To turn in all safety equipment upon termination. 10. To wear all safety equipment prescribed by the City safety officer and supervisor of the division. E. City Responsibilities: 1. To furnish funding for the agrced to uniform allowances. 2. To allow department heads to authorize additions to the basic allowances due to severity of work assignments and frequency of wearing out. 3. To provide and maintain one or more retail clothing outlets for the various allotments. City reserves the right to name vendor. 4. To make arrangements for the standard allotments to be of first line quality work clothing. 5. To maintain records of purchases. Forms for uniform requests will be provided by the Director of Finance. 6. To establish an expedient procedure for reimbursement to employees for uniforms purchased by employees. F. Department Head Responsibilities: 1. To direct and assure employee compliance with attire rules. 2. To inspect clothing requested to be replaced. 97-91 EXHIBIT "B" UNIFORM POLICY (Continued) 3. To determine wear frequencies for employees having needs additional to basic allotment. 4. To insist on replacements of deteriorated clothing with special attention to safety equipment and apparel. 5. To enforce q disciplinary program for repeated violations of employee regulations relative to cleanliness, uniform attire,or safety requirements. 6. To demand and confirm receipt of turn in required equipment upon termination. G. Purchases and Exceptions: I. Clothing shall be purchased at only those outlets as directed by City, unless prior approval is obtained due to size, out of stock, or special type of clothing problems which exist. 2. Shoes or boots shall be purchased through standard outlets designated unless last creates discomfort or injury risk. 3. Safety glasses must be purchased only through designated outlet for City specified amount of dollars, with employee paying the cost for the examination by a private optometrist to obtain a prescription and cost of cosmetic lenses and frames. 4. All safety and foul weather gear shall be purchased by the City. 5. Uniform appearance: a) Patch to be worn above left shirt or jacket pocket. b) Pants to have no cuff. c) Worn with pride in appearance to public; i.e., shirt buttoned, shirt tail tucked in, etc. 6. Exceptions at discretion of Department Heads: a) Supervisors need not wear uniform; however, in so electing, must pay fQr their own clothing. b) Employees who have foot deformities or conditions which do not allow wearing of safety-toed shoes shall wear external caps affording equal protection. c) Additional patches shall be furnished to equip the special clothing over the basic allotments. 7. Disposition of Turned in Clothing - The City shall determine a procedure as to disposition of turned in clothing. 97-91 EXHIBIT ''C„ VEHICLE USE POLICY SECTION 1. PURPOSE The purpose of these regulations is to establish and implement City policies and procedures relative to the assignment, utilization and control of City-owned vehicles as transportation for employees who engaged in official City business, to establish reimbursement procedures for privately-owned vehicles used for City business and to clarify the City's responsibility for damage and/or liability for private vehicles used on official City business. SECTION 2: SCOPE These regulations cover the use of City and private vehicles for conducting official City business and shall be applicable to all City departments and employees. SECTION 3: POLICIES When necessary during the course of an employee's official duties, transportation or reimbursement therefor shall be provided by the City. In the event no City vehicle is available, the employee may use the personal vehicle with the approval of the department head. Employees authorized to drive either their own or a City-owned vehicle on official business must possess a valid California driver's - license fpr the class of vehicle they will be operating. -The transportation method authorized will be . determined in terms of the best interests of the City. The general program set forth in this regulation will be implemented by the City Administrator's Office upon approval of the City Council and administered by the department heads in accordance with the policies herein established. It is the responsibility of each department head to enforce the provisions of this regulation as it relates to the employees of his/her department. City-owned vehicles shall only be used for official City business. City-owned vehicles shall not be driven to and kept at the employee's home or any location other than the regular work location or Corporation Yard, except as provided by this regulation. SECTION 4: VEHICLE USE CRITERIA I. Assigned Vehicles: A. Assigned City Vehicles may be taken home by employees whose residence is within ten(I0)miles of City Hall for the uses as described below: 1. Executive use includes the City Administrator, Assistant City Administrator and Department Heads. 2. Emergency Response Units: a. Employees who are required to respond more than once per week on an average without delay in order to protect the public health, safety and property. 97-91 EXHIBIT „C" VEHICLE USE POLICY (Continued) b. Employees who are required to cant'special emergency equipment in their vehicles which must be utilized on a regular and frequent basis. (A radio in and of itself does not constitute special emergency equipment.) 3. Continuous use outside of regular working hours: Employees who are called back on an unscheduled basis to perform official city business outside of regular working hours more than once per week on an average and who meet one of the following criteria: a. Mileage driven on official City business exceeds an average of 500 miles per month,or b. Who regularly and frequently supervises subordinates or conducts inspections in the field, or C. Whose duties require the employee to be away from his or her base work station greater than 50% of his or her working time, on an average. B. City vehicles which shall not be taken home may be assigned based on meeting one of the following criteria: 1. Monthly mileage driven exceeds an average of 500 miles per month and the vehicle is used for the purpose of supervision or inspection in the field, or 2. Duties require the employee to be away from his or her work station greater than 50%of his or her working time on an average. II. Reimbursement of Use o,f,Eersonal Vehicles A. Executive Use. The City Administrator, Assistant City Administrator and Department Heads may, at their option, receive the automobile allowance as established by Resolution. B. Mileage Reimbursement. Employees,upon authorization of their department head, may use their own vehicles on official City business and shall be reimbursed at the rate of 27d per mile driven on official City business. 1. Employees shall submit monthly claims for reimbursement to the Finance Director through their Department Head on forms prescribed by the Finance Director. 2. Employees shall not be reimbursed for commuting to and from work, except that employees who are required to attend scheduled meetings outside of normal working hours may be reimbursed for mileage required. 97-91 EXHIBIT C' VEHICLE USE POLICY (Continued) SECTION 5: INSURANCE REQUIREMENTS All privately-owned vehicles authorized to be used on official City business shall be insured by the individual employee in the minimum amount of $50,000 public liability for any one person and $100,000 public liability for all persons, any one accident. They must also be insured for $25,000 property damage and $15,000 for any one uninsured motorist and $30,000 for all uninsured motorists any one accident. A current certificate of insurance must be filed with the Finance Director. Employee private vehicle information shall be reviewed and updated annually by the respective departments. The record maintained should contain the following current information. - Name of employee - Operator's Iicense - Insurance company - Driver's license expiration date - Insurance policy No. - Insurance expiration date Amount of coverage It shall be the department head's responsibility to insure that no privately-owned vehicle is operated on City business without insurance coverage and a valid operator's license as required by this regulation. Clarification on City Liabilija�on Use of Private Vehicle In the event of damage to private vehicles while on City business where a third party is negligent,the employee should collect damages (including insurance deductibles) from the third party. Where the employee is negligent,the City cannot be held liable for damages to the automobile, but the City can be held responsible for liability to third parties. The City shall be responsible to such employee for the first $100 of comprehensive and/or collision damages suffered by such employee to the extent that such employee's personal automobile insurance policy does not cover such first $100 damage. The employee's insurance policy is considered as the primary coverage, and the City liability begins after the limitations of the employee's coverage is exhausted. In the event a City employee's personal vehicle is damaged due to ace ident/col I i Sion while being used for official City business and the employee is deprived the use thereof, the City shall furnish such employee with a vehicle during such time as is reasonably required to repair said employee's vehicle. 97-91 EXHIBIT D M.E.A. F.L.S.A. EXEMPT CLASSIFICATIONS JOB CODE CLASSIFICATION 1641 Accountant 1640 Accountant Sr. 5648 Administrative Aide 14 1631 Civil Engineering Assistant 2681 Crewleader Beach Maintenance 2673 Crewleader Building Maintenance 2670 Crewleader Electrical Maintenance 2688 Crewleader Irrigation 2672 Crewleader Mechanical Maintenance 2686 Crewleader Park Maintenance 2677 Crewleader Sewer Maintenance 2676 Crewleader Street Landscape 2682 Crewleader Street Maintenance 2675 Crewleader Street Trees 2680 Crewleader Traffic 2669 Crewleader Traffic Signals 2684 Crewleader Water Distribution 2678 Crewleader Water Operations 2685 Crewleader Water Production 1679 CriminaIist 1680 Criminalist Senior 5624 Cultural Affairs Supervisor 2627 Development Specialist 1660 Code Enforcement Officer Sr. 1639 Housing Rehabilitation Manager 1647 Human Services Coordinator 1649 Librarian 1637 Planner Assistant 1656 Real Estate Agent 6604 Shift Supervisor 3635 Survey Party Chief 2612 Video Engineer Supervisor _ 97-91 EXHIBIT E EMPLOYEE HEALTH PLAN EMPLOYEE HEALTH PLAN 0 O City of Huntington Beach 97-91 EXHIBIT F DELTA CARERMY DENTAL PLAN DELTACARE City of Huntington Beach Group #4002 Please read the following information so you will know from whom ar whai group ofprovlders healthcare maybe obtained. A NEW APPROACH TO DENTAL CARE In an age of rising health care costs, PM1/DeltaCare offers an alternative way to provide for you and your family's dental care needs,economically and conveniently through the PMUDeltaCare program.PMI/DeltaCare was founded on the principle of delivering quality dental care and preventing dental problems before they start. PMIIDeItaCare has contracted with a network of private dental offices.A panel listing of these offices is enclosed.As an enrollee in the PMIIDeItaCare program you select one office from any of these dental offices for you and yourfamily's needs. This network of dental offices is composed of established dental practices.It has been found that most people feel more secure if the same dental office is providing for their family's treatment. M ADVANTAGES © HOW IT WORKS NO CLAIM FORMS ' When ybu enroll in PMIIDeItaCare, select a panel dental The dental location you choose provides all primary office from the list of offices in this announcement. This dental services.There are no claim forms to complete nor location is now the center for all of your dental needs. percentages for you to pay. After you have enrolled,you will receive a brochure that fully NO DEDUCTIBLES describes the benefits of your dental program as well as a In our program there are no required deductibles to pay DeltaCare membership card.This card will have the address so your benefits begin immediately. and telephone numberof your participating panel dentist.You NO DOLLAR LIMIT OF DENTAL_ BENEFITS simply call to make an appointment to receive all necessary No annual maximum. dental care covered by the program. NO PRE-EXISTING CONDITIONS RESTRICTED Remember to always contact your selected dental provider. These conditions are not excluded in a PM]/DeltaCare Dental services which are not performed by your program. Exception:Work in progress. PMIIDeftaCare dentist or authorized by PMI will not be PREPAID PLAN SAVES ON DENTAL COST covered by the PMIIDeItaCare program. Your out-of-pocket savings are substantial.You know the exact cost prior to treatment and this aids in better fiscal planning for you and your family. .® WHO CAN JOIN QUALITY REVIEW OF DENTAL PROVIDERS On site audit of participating dental locations to insure If you meet your employers eligibility requirements for that established standards of quality are maintained. dental coverage you can enroll in PMIDettaCare. You can SPECIALTY SERVICES also enroll your eligible dependents,which include your lawful The DeltaCare program offers services in dental spe- spouse and unmarried children;including stepchildren,legally cialty areas. These include periodontics (treatment of adopted and foster children to limiting age as specified by your diseased gums and bone), endodontics (root canal employer. therapy),and oral surgery procedures. Exception:Ped- odontic bone disease. If you or your dependent is as- signed to a dental school clinic for Specialty Services, those services may be provided by a dentist, a dental ® SUMMARY OF BENEFITS student,a clinician or a dental instructor. The dental care program provides all reasonable and ® EMERGENCY SERVICES customary dental care (subject to the master contract provisions,limitations and exclusions) if care is rendered by Enrollees are also covered for out-of-area dental emerges- your assigned PMIIDeItaCare panel dentist.There is no cost cles.This program will pay dental expenses incurred up to a for covered services to theprimary enrollee oreligibte dependent maximum of$100.00 per enrollee, during each 12 calendar enrollee except for copayments on certain procedures. (See months. "Out-Of-Area' means 35 miles or more from your Description of Benefits and t;,opayments.) PMIIDeItaCare dentist's office. BEACH cRaul' Na.a�24 - Although your program covers many of the most commonly needed WHO'S COVERED Primary enrollee and spouse as well as dependent services,some services are not covered.If you are unsure whether a children to ago 13 and full-time students to age 23 particular procedure is covered,or haw much of it is paid for by your program,check with Delta before proceeding. DEDUCTIBLES AND BENEFITS $25 per person,$75 per family per calendar year. The fallowing are not covered by ilia program: MAXIMUM The maximum benefit paid per calendar year is )Services for injuries or conditions covered under Workers' $1,004 per person Compensation or Employer's Liability laws li Cosmetic surgery or dentistry or services to correct congenital r DIAGNOSTIC AND PREVENTIVE 85%of Delta dentist's fee(no deductible malformation ►'-] BENEFITS'—oral examinations, applies for these services) 0 Experimental procedures r� t1sanings,x-rays,Nopsyltissue examinations, )Therapeutic drugs,premedication or pain relievers fluoride treatment,space maintainers, )Hospital costs or extra charges for hospital treatment specialist consultation /Anesthesia(except for general anesthesia for Graf surgery) !2� 0 Extra-oral grafts,implants,and implant removal )Treatment related to the temporomandibular joint(TMJj > BASIC BENEFITS"---oral surgery(extractions), 85%of Delta dentist's fee �0 fillings,root canals,poriodontic(gum)treatment, Tho preceding information is not intonded for use as n summary sealants plan description,nor is it designed to servo as an Evidence of Lzj y Coverage for Ilia program. CROWNS,JACKETS AND CAST 85%of Delta dentist's fee This DeltaPremier program is administered by Dona Dental Plan of � RESTORATIONS" California.If you have specific questions regarding benefitstrucluro, i llmitallons or exclusions,consult the Evidence of Coverage or centsct b PROST110DONTIC BENEFITS'— b0%of Delta dentist's fee Bolts's Customer and Member Service department. rt bridges,partial dentures,full dentures (subject to a maximum allowance) ORTHODONTIC BENEFITS'— 60%of Delta dentist's fee l.�i DIELTA DENTAL' for adults and dependent children to age 19 (subject to a$3,000 lifetime maximum per person} Delta Dental Plan of California P.O.Box 7736 San Francisco,California 94120 'Please rotor to your Evidence of Coverago forfimitations on those benefits. For claims,eligibility and benefit inquiries,call Dalla's Some examples of limitations on services are the number of cleanings and oral exams covorad Customer and Member Service Department tell•fiee at: in a calendar year and time limitations an filling and crown ro placements. 0a)CUTA CS (BOB)335.8227 Of contact us an the Internet at: E-mail: cros®dalta.org Web site: www.dehadonialca.org [,,,94731 io sn rr+uianer&sh `� v I 97-91 EXHIBIT H SAFEGUARD DENTAL PLAN 436 D Summary Of Benefit se, Thefollowing!s a summary of our 436I-D Managed Care Dental Plan which offers comprehensive care with tow copayments and access to over 4,000 primary care dentists. Glossary of Terms CODE: SERVICE: MEMBER [a PAYME Ni Diagnostic:Evaluation ofapalient's dental needs based 13 LAC NOSTICTREATMEHM on observation,examination,x-rays and other tests. The 00 r 20 Falodic oral examinadon No Charge diagnosis is then linked to treatment plan jar the parient. 00140 Limited oral cvaluaden(problem focused) No Charge 00150 Comprehervtve Cool rrel(Ind perio chardng) No Charge f Preventive Services: This category includes dental 00199 Mevisltree-per vu2 No Charge cleanings; oral hygiene instructions to promote good 00210 lntraorat-Complcm series(indudrng bitewings) No Charge ci home care and prevent dental disease.fluoride applica- 00220 Inzraorar-periap ew first turn No Charge ` tiers to strengthen teeth.,sealants to prevent tooth decay. 00230 Inazoral-perlapicat-each additional mm No Charge �,}7 and space maintainers to prevent tooth movement. 00240 lntraorai-ocdusar Aim No Charge It 00250 ExtWal-Bra Nm No Charge Restorative Treatment: These procedures restore teeth 00260 Exvzorai-each addidona1111m No Charge to normal farm and funulon and are usually comprised 00270 Bitewings-single him No Gorge . of materials that are metal(dental amalgam)as well as 00272 Bitewtngs-two toms No Charge while-tooth colored materials(composites. 00273 Bitr%dNs-three films No Ghmg 00274 Bitcwings-tour Alms Na Charge Crowns:Restorations of the teeth that usually cover the 00330 Panorex No Charge remaining tooth structure to strengthen the tooth andre- 00460 Furp rWiiry tests No Charge place lost tooth structure. Crowns are made In a variety U9430 Of ice visit during regular hours No Charge -of materials including metals,porcelain, and porcelain with metal. PREVENTIVE SERVICES: 01 l r0 PropthtAaxis-a" No Charge }..� Ertdodontics: These procedures treat the diseased"in- 01 120 Prophytais-child No Charge 01201 Fluoride)indud'uhg prophylaxlsj-Child No Chharge side"of the tooth,or nerve and eliminate any infection 01203 Fluoride lexclud'umg prophyt x+s)-ChNd No Charge which may be present. Follomving endodomic(root ca- 01330 oral hygiene rrmssntcdcn na!)treatment, a crown Is usually needed to strengthen (preYrndve dental education) No Charge the weakened tooth. RESTORATIVE TREATMEW. Perlodontics:Procedures related to treatment ofthe sup- 02110 Amalgam-one surface,primary No Charge porting structures ofthe teeth(gums, underlying bone) 02120 Amalgam-two Surfaces,primary No Charge including scaling beneath the gum and sometimes sur- 02130 Andgam-dhrce surfaces-primary No Charge gery to allowfor a healthyenvironment io retain the teeth OZ 131 Amalgam-fare or more Aufaces primary No Charge 02140 Amargam-one surface,permanent No Charge Prosthetics: Procedures related to the replacement of 02150 Amalgam-two surtacc,peranent No Charge teeth with removable appliances like dentures or partial 02160 Amalgam-three Surfaces,permanent No Charge dentures. 02161 Amalgam-four or more 9-9faces.permanent No Charge o2210 Sircam Cement-per restoration No Charge.: Bridges:The replacement of missing teeth with attached 02330 Resin-one surface-anterior No Charge orf red replacments including the crowns on eltherslde 02335 Rain-fcur or more stirface:4 anterior No Charge of the space. 02336 Compo ote mstoraton-CJL anterior-primary No Charge Oral Surgery.Surgery toremoveteeth,reshopepordons ofthe bone in the mouth, or biopsy suspect areas of the mouth. Orthodontics:Braces and other procedures to straighten the leer&& 97-91 I;XHnazT I VISION SERVICE PLAN CITY OF HUNTINGTON BEACH VISION CARE PLAN The City of Huntington Beach provides a vision care program in your benefits package. The plan is administered by Vision Service PIan (VSP), the nation's oldest and largest provider of vision care benefits. VSP is a preferred provider organization with over 22,000 member eye doctors Iocated in all 50 states. More than 4,200 of these providers are in California. WHAT IS CQVERED? When the following benefits are provided by a VSP member doctor, they are covered in full except for a $10 deductible. • Vision Examination - The vision plan will cover a complete eye examination every 12 months. The exam includes an analysis of the patient's visual functions, including prescription of corrective lenses when indicated. Spectacle Lenses - If the eye examination determines the need for corrective lenses, the VSP doctor will order the proper lenses from an approved optical laboratory. New lenses are covered every I2 months. The plan covers in full any lenses necessary for the patient's visual welfare. Patients choosing cosmetic items such as blended, coated, and oversized Ienses pay a nominal surcharge to the VSP doctor. Tinted and photochromic lenses are covered under this plan. 0 Frames - VSP covers a new frame every 12 months. Patients can choose from a wide selection of fully covered frames. More expensive frame styles are also available under the plan. Patients choosing designer-type frames would pay a surcharge based on the wholesale cost of the frame. • Contact Lenses - When patients elect contact lenses for cosmetic reasons in lieu of glasses, VSP will make a maximum allowance of$105 towards the purchase of materials and the contact lens fitting. Contact Ienses would be covered in place of lens and frame benefits for that eligibility period. The exam will be paid in full less the$10 deductible. If the doctor determines that contact lenses are medically necessary and secures prior approval from VSP, they are covered in full, less deductible. HOW DO T USE THE VISION PLAN? Vision Plan brochures with complete plan information will be available from your Benefits Administrator. Attached to the brochure is a postcard which you fill out and send to VSP before seeing an eye doctor. After verifying eligibility, VSP will send you a pre-certified "benefit' form" and a Iist of member doctors in your area. Once you receive the form, you can make an appointment with a doctor. You simply present the benefit form to the member doctor on your first visit. The doctor will bill VSP directly for all covered services. ARE SERVICES FROM NON-MEMBER DOCTORS COVERED? Yes. While 90% of VSP's patients select one of our member doctors, you can receive services from any eye doctor or optician of your choice. Claims from non-member providers are reimbursed according to the following schedule of allowances: Eye examination $40.00 Lenticular $125.00 Single Vision Lenses $40.00 Frame $45.00 Bifocal Lenses $60.00 Elective Contact tenses $105.00 Trifocal Ienses $80.00 Necessary Contact Lenses $210.00 Tints $ 5.00 TOLL FREE CUSTOMER SERVICE. (800) 622-7444 97-91 EX MIT J LONG TERM DISABILITY PLAN STANDARD INSURANCE COMPANY A Mutual Life Insurance Company 900 SW Fifth Avenue Portland, Oregon 97204-1282 (503) 321---7000 Dedicated to Excellence CERTIFICATE: GROUP LONG TERM bISABILITY INSURANCE Policyowner: City of Huntington Beach Policy Number: 332175MM—LTD Effective Date: February 1,1995 A Group Policy has been issued to the Policyowner. We certify that you will be insured as provided by the terms of the Group Policy. Ifyour coverage is changed by an amendment to the Group Policy,we will provide the Policyowner with a revised Certificate or other notice to be given to you. Possession of this Certificate does not necessarily mean you are insured. You are insured only if you meet the requirements set out in this Certificate. "We","us"and"our"mean Standard Insurance Company' "You"and"your"mean the Member. All other defined terms appear with the initial Ietter capitalized. Section headings,and references to them,appear in boldface type. President GC 190•-LTD , Printed on recycled gaper. 97-91 EXHIBIT K MISCELLANIOUS PROVISIONS OF THE RETIREE SUBSIDY MEDICAL PLAN An employee who has retired from the City shall be entitled to participate in the City sponsored 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) years of continuous City service or is granted an industrial disability retirement; 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. During any period the retired employee is eligible to receive or receives health insurance coverage at the expense of another employer, the payment will be suspended. "Another employer" as used herein means private employer or public employer or the employer of a spouse. As a condition of being eligible to receive the premium contribution as set forth in this plan, the City shall have the right to require any retiree to annually certify that the retiree is not receiving or eligible to receive any such health insurance benefits from another employer. If it is later discovered that a misrepresentation has occurred, the retiree will be responsible for reimbursement of those amounts inappropriately expended and the retirees' eligibility to receive further benefits will cease. 2. 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 medical plans shall be governed by applicable plan document. 3. In the event the Federal Government or State Government mandates an employer-funded health plan or program for retirees, or mandates that the City make contributions toward a health plan (either private or public) for retirees, the City's contribution rate as set forth in this plan shall first be applied to the mandatory plan. If there is any excess, that excess may be applied toward the City medical plan as supplemental coverage provided the retired employee pays the balance necessary for such coverage,if any. 4. 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 would be eligible to receive if he/she were retired at the time of death, shall be paid on behalf of the spouse or family for a period not to exceed twelve (12) months. 97-91 EXHIBIT K SCHEDULE OF BENEFITS I. Minimum Eligibility for Benefits-With the exception of an industrial disability retirement, eligibility for benefits begins after an employee has completed ten (10)years of continuous service with the City of Huntington Beach. 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. II. Disability Retirees - Industrial disability retirees with less than ten (10) years of 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. III. All retirees, including those retired as a result of disability whose number of years of service prior to retirement exceeds ten(10), shall be entitled to maximum monthly payment of premiums by the City for each year of completed City service as follows: Maximum Monthly Payment for Retirements After: Years of Service 10/01/92 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 Note: The above 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. 97-91 EXHIBIT K CITY OF HUNTINGTON BEACH Indemnity Health Flan Employees and Retirees City Plan-Employees Non-Subsidized Retirees City Plan/Subsidized *Benefits COBRA-Eligibles Retiree Plan Inpatient Hospital 90%-(PPO)of UCR Benefits After Deductible 70%(Non-PPO) 70% of UCR After After Deductible After Deductible Deductible Per Person $150/$450 $200/$500 Maximum Per Family Maximum Out-of-Pocket $1,000/2,000 $1,500/3,000 Expenses (Excludes Deductible) Per Person/Per Family Accident Benefit(Medical) None(Covered Same None (Covered Same as as Other Expenses) Other Expenses) Prescription Drugs PCs PCs Deductible Generic/Non-Generic $5/$8 $5/$8 Mail Order $4/$6 $4/$6 Major Medical 90%(PPO)of UCR After Deductible 70%(Non-PPO)of UCR 70%of UCR After Deductible After Deductible * This summary list only those benefits provisions that differ between active and subsidized Retiree Plans. The Employee Health Plan document should be consulted for detailed questions about specific benefits. Benefits are subject to modification through the meet and confer process, Note: Retirees who elect to participate in HealthNet or Family Health Plan(FHP)shall be entitled to benefits of the program chosen. 97-91 EXHIBIT K CITY OF HUNTINGTON BEACH Indemnity Health Plan Employees and Retirees (January 1, 1998) Benefits 00:Plan. Employees City Plai lSubsidizecl NonSubsidized.Retlrees Rehree`Plai : .< COBRA Eligibles.,:.... Deductible Per Person $150 / $450 $200 / $500 Maximum Per Family Maximum Out-of-Pocket $1,000 ! 2,000 $1,500 ! 3,000 Expenses(Excludes Deductible) Per Person/Per Family * This summary list only those benefits provisions that differ between active and subsidized Retiree Plans. The Employee Health Plan document should be consulted for detailed questions about specific benefits. Benefits are subject to modification through the meet and confer process. Note: Retirees who elect to participate in HealthNet or Family Health Plan (FHP) shall be entitled to benefits of the program chosen. Res. No. 97-91 STATE OF CALIFORNIA ) COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, CONNIE BROCKWAY,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 the 15th day of December, 1997 by the following vote: AYES: Julien, Harman, Green, Dettloff, Bauer, Sullivan, Garofalo NOES: None ABSENT: None City Clerk and ex-officio Clerk offthe. City Council of the City of Huntington Beach, California G/resol uti/resbkpg/97-80