HomeMy WebLinkAboutCity Council - 2000-2 RESOLUTION NO. 2 0 0 0-2
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH MODIFYING SALARY AND BENEFITS
FOR CALENDAR YEARS 2000 AND 2001
FOR NON-REPRESENTED EMPLOYEES
WHEREAS, the City Council of the City of Huntington Beach desires to modify
salary and benefits for non-represented employees for calendar years 2000 and 2001,
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of
Huntington Beach as follows:
SECTION 1. Benefits for non-represented employees shall be modified as
reflected in EXHIBIT "A," effective as indicated.
SECTION 2. Salary for non-represented employees shall be modified as
reflected in EXHIBIT "B," effective as indicated.
SECTION 3. Except as modified, existing benefits shall remain in effect.
SECTION 4. Any resolution in conflict herewith, whether by minute action or
resolution of the City Council heretofore approved, is hereby repealed.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach
at a regular meeting thereof held on the 3rd day of January 2000.
Mayor
ATTEST: APPROVED AS TO FORM:
1
71
City Clerk City Attorney � �3_��
REVIEWED AND APPROVED: INITIATED AND APPROVED:
City�Admi�nistrat � Director of Administrative Services
adl/99reso/NonRep'dEmployees
RL5 99-881 -12/23/99
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TABLE OF CONTENTS r
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EXHIBIT A -NON-ASSOCL4TED EMPLOYEES BENEFIT PROVISIONS 3
SECTION I-SPECIAL PA Y 3
A. Education Reimbursement 3
B. Shorthand Skill Pay 3
C. Assigned Vebiele/Auto Allowance 3
1. Department Heads 3
2, Designated Division Heads 3
3. Others 3
D. City Paid Physical Examinations 3
E. Bilingual Skill 4
SECTION II--HO URS OF WORE/OVERTIMEITIME OFF 4
SECTION III-HEALTHAND OTHER INSURANCE BENEFITS 4
A. Health Insurance 4
B. Life and Accidental Death and Dismemberment Insurance 6
C. Long Term Disability Insurance 6
D. Miscellaneous 7
SECTION IV-RETIREMENT 7
A. Benefits 7
1. Public Employees'Retirement System 7
2. Self-Funded Supplemental Retirement Benefit 7
3 Medical Insurance for Retirees 7
4. Two Percent(2%)at Age 55 Formula 8
B Public Employees' Retirement System Reimbursement and Reporting 8
1. Employees'Contribution 8
SECTION V-LEAVE BENEFITS 9
A. General Leave 9
1. Accrual - 9
2. Eligibility and Approval 9
3. Conversion to Cash 9
B. Holidays 10
C. Sick Leave 10
5. Pay Off at Termination 11
D. Bereavement Leave 12
E. Paternity Leave 12
SECTION VI-RETIREE SUBSIDYMEDICAL PLAN 12
1. Minimum Eligibility for Benefits 13
2. Disability Retirees 13
3, Maximum Monthly Subsidy Payments 14
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SECTION VII—R ULES GOVERNING Lei YOFF, RED UCTION IN LIEU OF LA YOFF
AND RE-EMPLOYMENT 15
A. Part I -Layoff Procedures 15
1. General Provisions:_ _ _ 15
2. Service Credit: 15
3. Transfer or Reduction to Vacancies in Lieu of Layoff: 16
4. Order of Layoff. _ 17
5. Notification of Employees: 17
B. Part 2 -Bumping Rights 18
1. Voluntary Reduction or Bumping in Lieu of Layoff. 18
2. ReinstatementfReemployment Lists 19
3. Qualifications Ay peal _ _ _ 19
4. Qualif cations Appeal Hearing: 19
C. Part 3-Reemployment 19
1. Reemployment: 19
2. Status on Reemployment, 20
EXHIBIT D-NON-ASSOCIATED SALAR Y SCHED ULE 22
EXHIBIT C-RETIREE MEDICAL PLAN 24
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EXHIBIT A - NON-ASSOCIATED EMPLOYEES BENEFIT PROVISIONS
SECTION I — SPECIAL PAY
A. Education Reimbursement
Education costs shall be reimbursed to Non-Associated employees on the basis of
full refund for tuition, fees, books and supplies if related to job. Approval by the
Department Head and Director of Administrative Services for non-department head
personnel, and approval of City Administrator for Department Heads is required
prior to incurring any costs. Refund shall be made when the employee presents
proof to the Director of Administrative Services that he/she has paid such costs and
received a passing grade and that the job relatedness of the course was pre-
approved by both the Department Head and the Director of Administrative Services.
B. Shorthand Skill Pay
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 dollars ($100) per month. Shorthand
skill may be required for selected positions classified as Executive Assistant,
Administrative Assistant, and Administrative Secretary (Confidential).
C. Assigned Vehicle/Auto Allowance
1. Department Heads
Appointed Department Heads and the City Clerk, City Treasurer and City
Attorney shall have the option of an assigned city vehicle or an automobile
allowance of four hundred dollars ($400) per month plus reimbursement of
out-of-town travel at the approved mileage rate.
2. Designated Division Heads
Non-Associated employees who were Division Heads assigned a city vehicle
as of July 2, 1983 shall have the option of an assigned city vehicle or an
automobile allowance of three hundred fifty dollars ($350) per month plus
reimbursement for out-of-town travel at the approved mileage rate.
3. Others
Non-Associated employees who are regularly required to travel to perform
official city business but do not have an assigned vehicle or automobile
allowance shall be provided with a vehicle for such business.
D. City Paid Physical Examinations
Non-Associated employees shall be provided, once every two years, with a city paid
physical examination comparable to the current class physical examination or
reimbursed the amount authorized for said physical examination. No more than
one-half of the eligible employees shall receive examinations in any one fiscal year.
Department Heads shall be required to take the scheduled physical examination.
Said exam shall be comprehensive in nature and shall include:
1. A complete medical history, physical exam and review of results by physician.
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EXHIBIT A
NON-ASSOCIATED EMPLOYEES
BENEFIT PROVISIONS
2. Health testing including vision, hearing, breathing, chest x-ray and stress
EKG.
3. Laboratory test including standard chemical test, blood count, HDL, urinalysis
and stool test for blood.
E. Bilingual Skill
Employees that utilize their bilingual skill as part of their job assignment shall be
paid an additional five percent (5%) over their regular monthly salary upon
certification as to their language proficiency by the Personnel Director.
SECTION II — HOURS OF WORKIOVERTIMEITIME OFF
Non-Associated employees shall not be eligible for overtime compensation. However,
Non-Associated employees designated as "nonexempt' (NE) may be granted paid or
compensatory time off at time and one half for hours worked over 40 hours in a workweek.
"Exempt" Non-Associated employees, other than department heads, shall be credited with
(40) hours of administrative leave upon working 40 hours beyond their normal work
schedule in each calendar year. Department heads may grant additional administrative
leave to "Exempt" Non-Associated employees who work more than 75 hours of overtime
per year. "Exempt" department heads shall be credited with 80 hours of administrative
leave per year.
SECTION III — HEALTH AND OTHER INSURANCE BENEFITS
A. Health Insurance
1. Medical
a. The City shall continue to provide group medical benefits to all Non-
Associated employees with coverage and other benefits comparable to
the group medical plan currently in effect. The City Administrator is
authorized to modify the benefits described in this Section to reflect
changes necessary to make benefits comparable to those - benefits
provided other managers in the City.
b. The coverage and benefits provided under the City Self-Insured and Self-
Administered indemnity Plan, as provided in the Employee Health Plan
Document, shall be modified effective January 1, 2001 as follows:
1) Annual Deductible — Increase annual deductible from $150 to $200
per individual and $450 to $500 per family.
2) Out-of-Network Coinsurance — Reduce the out-of-network
coinsurance from 70% to 50% for active employees and 70% to 60%
for retirees.
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c. Eligibility Criteria and Cost
1) The City will assume payment, subject to the limitations set forth in
Section III.A.1.c.2-4 below, for dependent medical insurance
effective the first of the month following the month during which the
Non-Associated employee completes six (6) months of full time
continuous service with the City. 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.
2) Employees hired prior to December 27, 1997 - Effective
January 1, 2000, the City shall pay medical, dental and vision
insurance premiums by category and plan as follows:
Monthly City Delta Delta
Premiums Plan HealthNet PacifiCare Dental Care Safeguard VSP
Employee $283.28 165.06 165.06 $36.99 $22.12 $16.20 17.58
Only
Employee $560.18 361.66 361.66 70.65 37.61 29.16 17.58
+ One
Employee $685.86 476.68 476.68 100.37 57.51 37.22 17.58
+ Family
3) Employees hired on or after December 27, 1997 - Effective
January 1, 2000, 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, he/she 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:
Monthly Delta Delta VSP
Premium Dental Care Safeguard (Vision)
Employee Only $36.99 $22.12 $16.20 $17.58
Employee + One 70.65 37.61 29.16 17.58
Employee + Family 100.67 57.51 37.22 $17.58
4) Year 2001 Premiums --- The City will contribute two-thirds of the
increase in the premium to the City medical plan and fifty percent of
the increase in the HMO. In the event that all other employee groups
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agree to one HMO for the year 2001; the City shall contribute one
hundred percent towards the premium increase in the year 2001.
The City shall contribute the full cost of the premium for dental and
vision for the year 2001.
5) Medical Cash Out — Effective January 1, 2000, if an employee is
covered by a medical program outside of a City-provided program
(evidence of which must be supplied to the Personnel Division), they
may elect to discontinue City medical coverage and receive $200 per
month to deposit into their Deferred Compensation account or any
other pre-tax program offered by the City.
6) Section 125 Plan — Upon adoption of a "Section 125 Plan",
employees may use pre-tax salary to pay for regular childcare, adult
dependent care and/or medical expenses.
B. Life and Accidental Death and Dismemberment Insurance
Each Non-Associated employee under age sixty-five (65) shall be provided with
$45,000 life insurance and $45,000 accidental death and dismemberment insurance
paid for by the City. Each employee shall have the option, at his/her own expense,
to purchase an additional amount of life insurance in the amount of $25,000 arjd
accidental death and dismemberment insurance in the amount of$25,000, $50,000
or $100,000. Evidence of insurability is contingent upon total participation in
additional amounts.
C. Lonp Term Disability Insurance
This program provides for each incident of illness or injury, a waiting period of
thirty (30) calendar days during which the Non-Associated employee may use _
accumulated sick leave and general leave pay. Subsequent to the thirty (30) day
waiting period, the employee will be covered by an insurance plan paid for by the
City providing sixty-six and two-thirds percent (66 2/3%) of the first $10,000 of the
employee's basic monthly earnings up to a maximum monthly benefit of$6,666,67.
The maximum benefit period for disability due to injury or illness shall be to age
sixty-five (65).
Days and months refer to calendar days and months. Benefits under the plan are
integrated with sick leave, Workers Compensation, Social Security and other non-
private program benefits to which the employee may be entitled. Disability is
defined as. "The inability to perform all of the duties of regular occupation during
two years and thereafter the inability to engage in any employment or occupation,
for which he/she is fitted by reason of education, training or experience."
Rehabilitation benefits are provided in the event the individual, due to disability,
must engage in other occupation. Survivor's benefits continue the plan payment for
three (3) months beyond death. A copy of the plan is on file in the Administrative
Services Department, Personnel Division.
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NON-ASSOCIATED EMPLOYEES
BENEFIT PROVISIONS
D. Miscellaneous
When a Non-Associated employee is on a leave of absence without pay for reason
of medical disability, the City shall maintain the City paid insurance premiums during
the period the employee is in a non-pay status for the length of said leave, not to
exceed twenty-four (24) months.
SECTION IV— RETIREMENT
A. Benefits
1. Public Employees' Retirement System
Non-Associated employees shall be entitled to retirement benefits
appropriate to his/her class as defined in the contract between the Board of
Administration, Public Employees' Retirement System and the City Council of
the City of Huntington Beach.
2. Self-Funded Supplemental Retirement Benefit
In the event a Non-Associated employee member elects Option #2
(Section 21333) or Option #3 (Section 21334) of the Public Employees'
Retirement law, the City shall pay the difference between such elected option
and the unmodified allowance which the member would have received for his
or her life alone. This payment shall be made only to the member (Non-
Associated employee), shall be payable by the City during the life of the
member, and upon that member's death, the City's obligation shall cease.
Unless previously excluded by employment or resolution, eligibility for this
benefit is limited to employees hired before December 27, 1997.
3 Medical Insurance for Retirees
a. Upon retirement, whether service or disability connected, each non-
associated employee shall be entitled to cause himself or herself, spouse
and dependents to participate fully in the City's group health insurance
_ program at the equivalent of the City's group premium rate in accordance
with the provisions specified by COBRA (Federal Law). Such participation
shall be at employee's expense and upon terms, condition's and
restrictions currently in effect-
b. As an alternative to the benefit described in paragraph IVA.3.a above, the
City will provide a financial contribution towards the cost of retiree medical
premiums as described in Section VI.
c. Retired employees exercising either option (per paragraph a or b above)
may cause any premiums not paid by the City to be paid for retiree
medical insurance out of any available funds due and owing them for
unused sick leave benefits upon retirement, 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
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the opportunity to provide the City with sufficient funds to pay the
premiums. At retirement, the sick leave hours remaining may, at the
employee's option, be converted to a dollar figure 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 calculation of such sick leave dollars shall be in accordance
with Section V.C.5. The City shall notify any retired employee whose
funds available for unused sick leave benefits are about to be exhausted
of such fact in writing by certified mail, return receipt requested, at the
retired employee's most recent address of record with the City no later
than three (3) months prior to the date upon which there will not be
sufficient funds to pay premiums. It shall be the individual ;retiree's
responsibility either to insure that there are sufficient sick leave dollars
available to pay premiums or to make premium payments at least one (1)
month in advance to continue the group insurance in effect. If, following
exhaustion of sick leave funds, a retired employee fails to provide the City
with sufficient additional funds to pay premiums, the City shall have the
right to notify said retired employee in the manner prescribed above that it
intends to cause his 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 after mailing such 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.
4. Two Percent (2%) at Age 55 Formula
Upon agreement of all employee associations representing miscellaneous
employees, the City shall initiate a contract amendment with the Public
Employees Retirement System to provide this benefit as identified in Section
21354.
B Public Employees' Retirement System Reimbursement and Reporting
1. Employees' Contribution
Non-Associated employees shall be reimbursed once every two (2) weeks in
an amount equal to 7% of the employee's base salary (9% for safety
employees) as a pickup of the employee's contribution or portion of such
contribution to the Public Employees' Retirement System. The above PERS
pickup is not base salary but is done pursuant to Section 14(h)(2) of the
Internal Revenue Code.
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EXHIBIT A
NON-ASSOCIATED EMPLOYEES
BENEFIT PROVISIONS
SECTION V— LEAVE BENEFITS
A. General Leave
1. Accrual
Effective December 24, 1999, employees will cease to accrue sick leave and
vacation leave, and the Long-Term Disability Insurance waiting period shall
be reduced from 60 to 30 days. Instead, employees will begin accruing
General Leave at the accrual rates outlined below. General leave may be
used for any purpose, including vacation, sick leave, and personal leave.
Vacation time accrued through December 24, 1999 will be added to the
employee's General Leave account effective December 25, 1999. .
General leave for non associated employees shall be accrued as follows:
Years of Service General Allowance
First through Fourth Year 176 hours
Fifth through Ninth Year 200 hours
Tenth through Fourteenth Year 224 hours
Fifteenth Year and Thereafter 256 hours
2. Eligibility and Approval
Accrued general leave may be taken after six (6) months' service. General
leave accrued time is to be computed from hiring date anniversary. Non-
Associated employees shall not be permitted to take general leave in excess
of actual time earned. Effective December 25, 1999, Non-Associated
employees shall not accrue general leave in excess of six hundred hours
(600). Employees may not use their general leave to advance their
separation date on retirement or other separation from employment. General
leave must be pre-approved; except of illness, injury or family sickness, which
may require a physician's statement for approval.
3. . Conversion to Cash
a. Cash Advance — Upon one (1) week written notification to the Director of
Administrative Services, an employee shall be entitled to receive his/her
earned vacation pay, less deductions, in advance, prior to his/her
regularly scheduled annual vacation. Such advances are limited to one
during each employee's anniversary year.
b. Pay Off at Termination — An employee shall be paid for unused general
leave upon termination of employment at which time such terminating
employee shall receive compensation at his/her current salary rate for all
unused, earned general leave to which he/she is entitled up to and
including the effective date of his/her termination.
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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 one hundred-twenty (120) of
general leave benefits. The employee shall give two (2) weeks advance
notice of his or her decision to exercise such option.
d. Medical Premium Conversion — Employees electing to participate in the
City's group medical plan after retirement may cause the premiums to be
paid by the City out of any available funds due and owing them under
terms of the agreement for unused sick leave or general leave benefits
upon retirement.
B. Holidays
The following are paid eight (8) hour holidays:
1. New Year's Day
2. Martin Luther King Day (third Monday in January)
3. Presidents Day (third Monday in February)
4. Memorial Day (last Monday in May)
5. Independence Day (July 4)
6. Labor Day (first Monday in September)
7. Veteran's Day (November 11, unless designated as a different date by
City Council)
8. Thanksgiving Day (fourth Thursday in November)
9. The Friday after Thanksgiving
10. Christmas Day (December 25)
11. Any day declared by the President of the United States to be a national
holiday or by the Governor of the State of California to be a state holiday and
adopted as an employee holiday by the City Council of the City of
Huntington Beach.
For Civic Center holiday closure purposes, holidays which fall on Sunday
shall be observed the following Monday, and those falling on Saturday shall
be observed the preceding Friday.
C. Sick Leave
1. Accrual — No employee shall accrue sick leave after December 24, 1999.
2. Credit — Employees hired prior to December 25, 1999 shall be credited with
their sick leave accrued as of December 24, 1999.
3. Usage — Employees may use accrued sick leave for the same purposes for
which it was used prior to December 25, 1999.
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4. Family Sick Leave — Sick leave may be used for an absence due to illness of
the employee's spouse or child when the employee's presence is required at
home, provided that such absences shall be limited to five (5) days per
calendar year.
5. Pay Off at Termination
a. Non Associated employees with continuous service with the City since
November 20, 1978 shall be entitled to the following sick leave payoff
plan:
At involuntary termination by reason of disability, or by death, or by
retirement, employees shall be compensated at their then current rate of
pay for seventy-five percent (75%) of all unused sick leave accumulated
as of July 1, 1972, plus fifty percent (50%) of unused sick leave
accumulated subsequent to July 1, 1972, up to a maximum of seven
hundred and twenty hours (720) of unused, accumulated sick leave,
except as provided in paragraph V.C.5.d below.
Upon termination for any other reason, employees shall be compensated
at their then current rate of pay for fifty percent (50%) of all unused
accumulated sick leave, up to a maximum of 720 hours of such
accumulated sick leave.
b. Non-Associated employees hired after November 20, 1978 shall be
entitled to the following sick leave payoff plan:
Upon termination, all employees shall be paid, at their then current salary -
rate, for twenty-five percent (25%) of unused, earned sick leave to 480
hours accrued, and for thirty-five percent (35%) of all unused, earned sick
leave in excess of 480 hours, but not to exceed 720 hours, except as
provided in paragraph V.c.5.d. below.
c. Except as provided in paragraph V.C.5.d below, no Non Associated
employee shall be paid at termination for more than 720 hours of unused,
accumulated sick lave. However, employees may utilize accumulated
sick leave on the basis of "last in, first out," meaning that sick leave
accumulated in excess of the maximum for payoff may be utilized first for
sick leave, as defined in Personnel Rule 18-8.
d. Non-Associated employees who had unused, accumulated sick leave in
excess of 720 hours as of July 5, 1980, shall be compensated for such
excess sick leave remaining on termination under the formulas described
in paragraphs V.C.5.a and b above. In no event shall any employee be
compensated upon termination for any accumulated sick leave in excess
of the "cap" established by this paragraph (i.e., 720 hours plus the amount
over 720 hours existing on July 5, 1980). Employees may continue to
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utilize sick leave accrued after that date in excess of such "cap" on a "last
in, first out" basis. To the extent that any such "capped" amount of excess
sick leave over 720 hours is utilized, the maximum compensable amount
shall be correspondingly reduced. (Example: Employee had 1,000 hours
accumulated. Six months after July 6, 1980, employee had accumulated
another 48 hours. Employee is then sick for 120 hours. Employee's
maximum sick leave "cap" for compensation at termination is now reduced
by 72 hours to 928.)
D. Bereavement Leave
Non-Associated employees shall be entitled to bereavement leave not to exceed
three (3) working days per calendar year in case of death in the immediate family.
"Immediate family" is defined as father, stepfather, mother, stepmother, sisters,
brothers, stepsisters, stepbrothers, mother-in-law, father-in-law, spouse, children,
grandchildren, stepchildren and grandparents of the employee or spouse.
E. Paternity Leave
Effective January 1, 2000, fathers may utilize accumulated sick leave in addition to
compensatory, general and administrative leave, or take unpaid leave, to care for
their newborn or adopted child (or children if more than one is born or adopted at
the same time) up to a total of 160 hours, within one year of said birth or adoption.
SECTION VI — 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
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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 retiree's eligibility to receive
further benefits will cease.
2. On the first of the month in which a retiree or dependent reaches age
66 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 66 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.
D. Schedule of Benefits
1. Minimum Eligibility for Benefits
With the exception of an industrial disability retirement, eligibility for benefits
begin 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.
2. 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.
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BENEFIT PROVISIONS
3.- Maximum Monthly Subsidy Payments
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 1011192
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
26
27
28
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.
00-01 NA MOU 14 3127/00 2.51 PM
9r-S' 0 ej
EXHIBIT A
NON-ASSOCIATED EMPLOYEES
BENEFIT PROVISIONS
SECTION'VII -- RULES GOVERNING LAYOFF, REDUCTION IN LIEU OF LAYOFF AND
RE-EMPLOYMENT
The following procedures shall not apply to Department Heads and the Assistant City
Administrator.
A. Part 1 - Layoff Procedures
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.
00-01 NA MOU 15 3/27/00 2:51 PM
,Qr.S. A u
EXHIBIT A
NON-ASSOCIATED EMPLOYEES
BENEFIT PROVISIONS
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.
3. Transfer or Reduction to Vacancies in Lieu of Layoff:
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.
a) 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 lieu of layoff
provided the employee has the necessary qualifications to
perform the duties of the position.
b) If the employee refuses to accept a transfer or reduction,
pursuant to 3)a) above, the employee shall be laid off.
c) 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.
d) 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 lists) pursuant to
Part 3., Reemployment.
00-01 NA MOU 16 3/27/00 2:51 PM
A ej 2—
EXHIBIT A
NON-ASSOCIATED EMPLOYEES
BENEFIT PROVISIONS
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 certified mail to the last known
mailing address at least fifteen (15) 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.
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 lower class within an occupational series which is identified for
00-01 ILIA MOU 17 3/27100 2:51 PM
EXHIBIT A
NON-ASSOCIATED EMPLOYEES
BENEFIT PROVISIONS
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 3., 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.
B. Part 2 - Bumping Rights
1. Voluntary Reduction 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.
00-01 NA MOU 18 3/27100 2.51 PM
2--
EXHIBIT A
NON-ASSOCIATED EMPLOYEES
BENEFIT PROVISIONS
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
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 (b) 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.
C. Part 3 - Reemployment
1. 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.
00-01 NA MOU 19 3/27100 2:51 PM
A.
EXHIBIT A
NON-ASSOCIATED EMPLOYEES
BENEFIT PROVISIONS
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 HBMEO 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.
2. Status on Reemployment:
a. Persons re-employed 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.
00-01 NA MOU 20 3127/00 2:51 PM
Ae's, ;Z vov 2-
EXHIBIT A
NON-ASSOCIATED EMPLOYEES
BENEFIT PROVISIONS
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
00-01 NA MOU 21 3/27/00 2:51 PM
2—
EXHIBIT B - NON-ASSOCIATED SALARY SCHEDULE
Effective December 25, 1999
Job Codes Classification Range A B C D E
6010 Administrative Assistant 424 3132 3304 3486 3678 3881
0013 Administrative Analyst 479 4118 4345 4585 4838 5105
1049 Administrative Analyst, Senior 507 4739 4999 5275 5564 5871
0057 Assistant City Administrator 640 9199 9705 10,239 10,802 11,397
1059 Budget Analyst, Senior 507 4739 4999 5275 5564 5871
E
0044 Director of Administrative Services 611 1 7959 8398 8859 9346 . 9861
0040 Director of Building and Safety 604 7687 8110 8556 9027 9523
0012 Dir. of Communications& Spec. Projects 574 6618 6982 1 7367 7772 8200
0045 Director of Community Services 611 7959 8398 8859 9346 9861
0030 Director of Economic Development 611 7959 8398 8859 9346 9861
0023 Director of Library Services 593 7277 7677 8100 8545 9015
0043 Director of Organizational Effectiveness 574 6618 6982 7367 7772 8200
0060 Director of Planning 611 7959 8398 8859 9346 9861
0041 Director of Public Works 627 8620 9095 9596 10,124 10,681
1039 r Executive Assistant 452 3602 3799 4009 4229 4462
0046 Fire Chief/Information Systems Director 631 8795 9279 9788 10,327 10,896
0021 Human Resource Officer 575 6653 7018 7405 7812 8242
1010 Personnel Analyst, Principal 512 4857 5124 5406 5704 6018
6012 Personnel Assistant 396 2725 2874 3032 3198 3375
0042 Police Chief 631 8795 9279 9788 10,327 10,896
00-01 NA MOU 22 3/27/00 2:51 PM
EXHIBIT B - NON-ASSOCIATED SALARY SCHEDULE
Effective December 23, 2000
Job Classification Range A B C D E
Codes
6010 Administrative Assistant 430 3226 3403 3590 3787 3995
0013 Administrative Analyst 485 4247 4481 4727 4987 5261
1049 Administrative Analyst, Senior 513 4883 5151 5434 5732 6048
0057 Assistant City Administrator 646 9480 10,001 10,551 11,131 11,743
1059 Budget Analyst, Senior 513 4883 5151 5434 5732 6048
0044 Director of Administrative Services 617 8200 8651 9128 9630 10,161
0040 Director of Building and Safety 610 7921 8356 8816 9301 9812
0012 Dir. of Communications & Spec. Projects 580 6822 7197 7592 8010 8450
0045 Director of Community Services 617 8200 1 8651 9128 9630 1 10,161
0030 Director of Economic Development 617 8200 8651 9128 9630 10,161
0023 Director of Library Services 599 7498 7911 8346 8805 9289
0043 Director of Organizational Effectiveness 580 6822 7197 7592 8010 8450
0060 Director of Planning 617 8200 8651 9128 9630 10,161
0041 Director of Public Works 633 8883 9372 9887 10,431 11,005
1039 Executive Assistant 458 3711 3916 4131 4358 4597
0046 Fire Chief/Information Systems Director 637 9062 9561 10,086 10,641 11,227
0021 Human Resource Officer 581 6855 7233 7630 8050 8492
1010 Personnel Analyst, Principal 518 5004 5280 5571 5878 6202
6012 Personnel Assistant 402 2808 2962 3125 3297 3479
0042 Police Chief 637 9062 9561 10,086 10,641 11,227
00-01 NA MOU 23 3/27/00 2S1 PM
Uacl
EXHIBIT C - RETIREE MEDICAL PLAN TO exh;6 r &,q
INDEMNITY HEALTH PLAN, EMPLOYEES/RETIREES
This summary lists only those benefit 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.
YEAR 2000
Benefits City Plan - Employees City Plan - S'ubsidized
Non-Subsidized Retirees Retirees
COBRA-eligibles
Deductible per person $150 $200
Deductible per family $450 $500
Maximum Out of Pocket $1000 per person $1500 per person
$2000 per family $3000 per family
YEAR 200'1
Coinsurance PPO 90% of UCR 90% of UCR
Non-PPO 50% of UCR 60% of UCR
Maximum Out of Pocket $1000 per person $1500 per person
$2000 per family $3000 per family
Note: Retirees who elect to participate in HealthNet or PacifiCare shall be entitled to benefits of
the program chosen.
00-01 NA MOU 24 3/27100 2:51 PM
EXHIBIT C
RETIREE MEDICAL PLAN
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS
A. Eligibility:
1. The effective start-up date of the Retiree Subsidy Medical Plan for the
various employee groups shall be the first of the month following
retirement date.
2. A retiree may change plans, add dependents, etc., during annual open
enrollment. Personnel shall notify covered retirees of this opportunity
each year.
3. Years of service computed for the Retiree Subsidy Medical Plan are
actual years of completed service with the City of Huntington Beach.
4. When a retiree is eligible for medical plan coverage at the expense of
another employer due to post-retirement employment of the retiree or
spouse of the retiree, the retiree and his/her spouse must take that
coverage regardless of benefit level and shall be deleted from any City
Plan coverage. Exceptions to this requirement are limited to the
following:
a. A retiree is not required to enroll in such "other" medical plan
coverage if there is significant disparity between the benefits
provided by the "other" medical plan and the Retiree Subsidy
Medical Plan as defined below. "Significant disparity" means
coverage available under the "other" medical plan is restrictive or
limited in one or more of the following ways:
1) No in-patient hospitalization coverage.
2) No major medical benefits
3) Annual deductible is $1,500 or greater per person.
4) Major medical benefits are paid at 60% or less of covered
expenses.
b. The Risk Manager will have the authority to provide additional
exceptions following review of the other" medical plan policy.
Exceptions will be made only if the "other" medical plan benefit
provisions are comparable to the guidelines under B below.
c. Miscellaneous Provisions:
00-01 NA MOU 25 3/27/00 2:51 PM
EXHIBIT C
RETIREE MEDICAL PLAN
1.. Benefits provided under the Retiree Subsidy Medical
Plan will be coordinated with the "other' medical plan as
the primary carrier.
2. The City shall have the right to require any retiree to
provide a copy of the "other" medical plan policy for
review by the Risk Manager.
5. When a retiree becomes eligible for the other group coverage and then
becomes no longer eligible, he/she may have the subsidy reinstated
and regain Retiree Subsidy Medical Plan coverage.
6. Dependents of a retiree may follow him/her into the Retiree Subsidy
Medical Plan or they may choose to exercise COBRA rights along with
the retiree.
7. When a retiree becomes 65 and has eligible dependents under 65,
said dependents are eligible to exercise COBRA rights.
8. When a retiree is under 65 and his/her spouse is over 65, the spouse
is not covered.
B. Benefits:
1. Retiree Subsidy Medical Plan includes Managed Health Network
(MHN), Prescription Card System (PCS), Orange County Preferred
Provider Organization (OCPPO) and Medical Stop Loss insurance.
2. City Plans are the primary payer for active employees age 65 and
over, with Medicare the secondary payer. Retirees age 65 and over
have no City Plan options and are eligible only for Medicare.
3. Premium payments are to be received at least one month in advance
of the coverage period.
C. Subsidies:
1. The subsidy payments will pay for:
a. Retiree Subsidy Medical Plan.
b. HealthNet.
c. PacifiCare.
d. Part A of Medicare for those retirees not eligible for paid Part A.
00-01 NA MOU 26 3127/00 2:51 PM
2-
EXHIBIT C
RETIREE MEDICAL PLAN
2. Subsidy payments will not pay for: -
a. Part B Medicare.
b. Regular City Employee Indemnity Plan.
c. Any other employee benefit plan.
d. Any other commercially available benefit plan.
e. Medicare supplements
3. Employees who retire on or after the following dates shall be eligible
for the subsidy based on years of completed service with the City.
October 1, 1987: MEO, MEA, POA, MSOA, FA and PMA.
July 1, 1988: Non-Represented.
Retirees who retire prior to the above dates are not eligible for any
subsidy benefit.
D. Medicare:
1. All persons are eligible for Medicare coverage at age 65. Those with
sufficient credit quarters of Social Security will receive Part A of
Medicare at no cost. Those without sufficient credited quarters are still
eligible for Medicare at age 65, but will have to pay for Part A of
Medicare if the individual elects to take Medicare. In all cases, Part B
of Medicare is paid for by the participant.
2. When a retiree and his/her spouse are both 65 or over, and neither is
eligible for paid Part A of Medicare, the subsidy shall pay for Part A for
each of them or the maximum subsidy, whichever is less.
3. When a retiree at age 65 is eligible for paid Part A of Medicare and
his/her spouse is not eligible for paid Part A, the spouse shall riot-
receive subsidy. When a retiree at age 65 is not eligible for paid Part A
of Medicare and his/her spouse who is also age 65 is eligible for paid
Part A of Medicare, the subsidy shall be for the retiree's Part A only.
E. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the
following cancellation provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will
be eliminated on the first day of the month in which the retiree
reaches age 65. If such retiree was covering dependents under
00-01 NA MOU 27 3127100 2:51 PM
L-
EXHIBIT C
RETIREE MEDICAL PLAN
the .Plan, dependents will be eligible for COBRA continuation
benefits effective as of the retiree's 65th birthday.
b. Dependent coverage will be eliminated upon whichever of the
following occasions comes first:
1) After 36 months of COBRA continuation coverage, or
2) When the covered dependent reaches age 65 in the
event such dependent reaches age 65 prior to the retiree
reaching age 65.
c. At age 65 retirees are eligible to make application for Medicare.-
Upon being considered "eligible to make application", whether or
not application has been made for Medicare, the Retiree Subsidy
Medical Plan will be eliminated.
2. See provisions under "Benefits", "Subsidies", and "Medicare" for those
retirees/dependents not eligible for paid Part A of Medicare.
3. Retiree Subsidy Medical Plan and COBRA participants shall be notified
of non-payment of premium by means of a certified letter from
Personnel in accordance with provisions of the Memorandums of
Understanding.
4. A retiree who fails to pay premiums due for coverage and is in arrears
for sixty (60) days shall be terminated from the Plan and shall not have
reinstatement rights.
00-01 NA MOU 28 3127/00 2:51 PM
Res. No. 2000-2
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
1, CONIVIE BROCKWAY, the duly elected, qualified City Clerk of the
City of Huntington Beach, and ex-oicio 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 3rd day of January, 2000 by the following vote:
AYES: Julien, Harman, Garofalo, Green, Dettloff, Bauer
NOES: Sullivan
ABSENT: None
ABSTAIN: None
City Clerk and ex-officio CArlerk of the
City Council of the City of Huntington
Beach, California
J CITY OF HUNTINGTON BEACH
INTERDEPARTMENTAL COAVIUNICATION
HUNTINOTON BEACH
TO: Gail Hutton, City Attorney
FROM: Connie Brockway
City Clerk
DATE: March 24, 2000
s
SUBJECT- Typographical Errors in Exhibit to Resolution No. 2000-2 Modifying
Salary and Benefits for Calendar Years 2000 and 2001 for Non-
Represented Employees RLS-00-115
Thank you for your notice of typographical corrections to be made to Resolution
No. 2000-2.
Attached is original Resolution No. 2000-2 and the corrected exhibits. Please
assemble the corrected original resolution by inserting the corrected pages in the
appropriate exhibits and return to the City Clerk's Office.
rn
!3� fx; a