HomeMy WebLinkAboutCity Council - 2000-7 1:
RESOLUTION NO. 2 0 0 0-7
E.-
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH MODIFYING SALARY AND BENEFITS
FOR FISCAL YEARS 1999/2000 AND 2000/2001
FOR MUNICIPAL EMPLOYEES ASSOCIATION
WHEREAS, the City Council of the City of Huntington Beach desires to modify
salary and benefits for Municipal Employees Association for fiscal years 1999/2000 and
2000/2001,
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of
Huntington Beach as follows:
SECTION 1. Benefits and salary for Municipal Employees Association shall be
modified as reflected in EXHIBIT "A," effective as indicated.
SECTION 2. Except as modified, existing benefits shall remain in effect.
SECTION 3. 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resolution of the City Council heretofore approved, is hereby repealed.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 18 th day of January 2000
60��- 9
Mayor
ATTEST: APPROVED AS TO FORM:
City tierk City Attorney
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REVIEWED AND APPROVED: INITIATED AND APPROVED:
City A&nhiistrator D' ctor of Administrative Services
adl/99resa/MEAemployees
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Resolution 2000-7
EXHIBIT A
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Resolution 2000-7
MUNICIPAL EMPLOYEES' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
Page
PREAMBLE................................................................................................................................... 1
ARTICLEI— TERM OF MOU..................................................................................................... 1
ARTICLE II—REPRESENTATIONAL UNIT/CLASS.............................................................. 1
ARTICLE III—MANAGEMENT RIGHTS................................................................................. 2
ARTICLE IV—EXISTING CONDITIONS................................................................................. 2
ARTICLE V—SEVERABILITY................................................................................................... 2
ARTICLE VI—SALARY SCHED ULE........................................................................................2
A. Classification and Salary Rates 2
ARTICLEVII—SPECIAL PAY................................................................................................... 3
A. Education 3
1. Tuition Reimbursement.............................................................................................................................3
B. Acting Assignment 3
C Assignment Pay 3
1. Leadworker Differential............................................................................................................................3
2, Shift Differential............................................................. ...3
........................................................................
a. Afternoon Shift..........................................................................................................................................3
b. Night Shift................................. ...............................................................................................................4
.
c. Shifts Defined............................................................................................................................................4
D. Special Certification/Skill Pav 4
1. Bilingual Skill............................................................................................................................................4
2. Shorthand SkilI..........................................................................................................................................4
3. Plan Checker Senior..................................................................................................................................4
a. Plans Examiner ICBO Certification...........................................................................................................4
b. EIT/AA Degree in Engineering....................................................................
4. Plan Checker Coordinator.......................................................................................................................... 5
a. Plans Examiner/Buildui Ins ector ICBO Certification...............................
ARTICLE VIII— UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT............................. 5
A. Uniforms and Safety Shoes 5
1. Safely Shoes—Cost.................................................................................................... .........5
B. Tool Allowance 5
C. Vehicle Use 5
ARTICLE IX—HOURS OF WORK/OVERTIME....................................................................... 6
A. Work Schedule_ _ 6
1. Hours of Work Study.....................................................................
2. Work Periods under FLSA........................................................... ....6
.........................................................
B. Hours of Work Defined 6
C. Overtime/Compensatory Time 6
1. Paid Overtime............................................................................................................................................6
a. Policy.........................................................................................................................................................6
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Resolution 2000-7
MUNICIPAL EMPLOYEES' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
Page
1) Fair Labor Standards Act......................................................................................................................6
b. Rate of Pay.................................................................................................................................................6
2. Compensatory Time..................................................................................................................................7
a. Exempt Employees....................................................................................................................................7
3. Callback.....................................................................................................................................................7
4. Mandatory Standby.....—............................................................................................................................ 7
5. Holiday Overtime......................................................................................................................................7
ARTICLE X—HEALTHAND OTHER INSURANCE BENEFITS.......................................... 7
A. Health 7
1. Medical......................................................................................................................................................7
1) Annual Deductible................................................................................................................................8
2) Out-of-Network Coinsurance.........................—.................................................................................... 8
2. Dental.................................................................. .................................................................................. 8
3. Optical....................................................................................................................................................... 8
B. Eli ibili 8
1. City_Paid Medical Insurance- Dependents................................................................................................ 8
2. Ci Paid Dental and Optical Insurance-Dependents......................................................—...................... 9
3. Cit 's Contribution to Health Insurance Premiums.......................................
a. Employee's Hired prior to December 27. 1997.........................................................................................9
b. Employee's Hired on or after December 27. 1997....................................................................................9
C. COBRA 10
D. Life and Accidental Death and Dismemberment 10
E. Long Term Disabilily Insurance 10
F. Medical Cash-Out 11
G. Section 125 Plan 11
H. MiscelIaneous 11
ARTICLE XI—RETIREMENT.................................................................................................. 12
A. Benefits 12
1. Self-Funded SLipplemental Retirement Benefit....................................................................................... 12
2. Deferred Compensation Retiree Medical Funding)................................................................................ 12
3. Medical Insurance for Retirees................................................................................................................ 13
B. Public Employees' Retirement System 14
1. Employee's Contribution......................................................................................................................... 14
2. "Rollover.................................................................................................................................................. 14
3. Two Percent at AM 5 5 Formula 14
ARTICLEXII—LEAVE BENEFITS......................................................................................... 14
A. Leave With Pay 14
1. Vacation................................................................................................................................................... 14
a) Accrual.................................................................................................................................................... 14
b) Eligibility and Permission............................
c) Conversion to Cash.................................................................................................................................. 15
2. Sick Leave............................................................................................................................................... 16
' a) Payoff at Termination.............................................................................................................................. 16
b) Extended Absences.......................................................................................................................I..... 16
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Resolution 2000-7
MUNICIPAL EMPLOYEES' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
Page
3. Bereavement Leave................................................................................................................................. 16
4. Association Business.................................. ........... 16
..................................................................................
5. Jury Du ................................................................................................................................................. 16
6. Paternity Leave.........................
ARTICLEXIII-CITY RULES.................................................................................................. 17
A. Personnel Rules 17
1. Rule 5—Recruitment and Examination Procedure.................................................................................. 17
a) 5-4—Order of Certification..................................................................................................................... 17
b) 5-14—Promotional Exams.................................................................................................................. 17
c) 5-20—Duration of Employment Lists..................................................................................................... 17
2. Rule 7—Disci 1p lne__............................................................................................................................. 18
a) 7-2—Causes for Discipline...................................................................................................................... 18
12) Possession,use or sale of illegal narcotics or habit-forming drugs,while on-duty or on City
property-,........................I........................................................................................................................ 18
3. Rule 8—Termination............................................................................................................................... 18
a) 8-1 -Medical Examination. Evaluation of Employee's Work Capacity. Demotion,Transfer or
TerminationofA ointment........................................................................................................................ 18
b) 8-3—Layoff in Accordance with Length of Service........................................................................... 19
c) 8-11 —Re-Employment............................................................................................................................ 19
4. Rule 9—Probation................................................................................................................................... 19
a) 9-4--Reiection of Probationary Employee............................................... ......... 19
5. Rule 12—Classification Plan................................................................................................................... 19
a) 12-10—Temporar Employees................................................................................................................ 19
6. Rule 14—Additional Pay and Pay Adjustments......................................................................................20
a) 14-6—Salary Advancements to Meet Recruiting Problems or to Give Credit for Prior Service.
Application for Other Advancements...........................................................................................................20
7. Rule 18—Attendance and Leaves.......................................................................
a) 18-8—Sick Leave................................................................................................................. ...........20
b) 18-16—industrial Accident Leave......................................................................................................20
c) 18-19—Maternity Leave.........................................................................................................................22
d) 18-20—Leave of Absence without Pay
8. Rule 19 Grievance Procedure Non-Disciplinary Matters.....................................................................22
a) 19-5 Grievance Procedure.......................................................................................................................22
1) Step 4—City Administrator................................................................................................................22
2) Step 5—Personnel Board Hearing......................................................................................................23
9. Rule 20—Disciplinn Procedure and Appeal..........................................................................................23
a) 20-1—Purpose.........................................................................................................................................23
b) 20-2—Disciplinn Procedures...................
1 Notice of Prgj2osed Adverse Ac
tion....................................................................................................23
2) Employee's Right to Respond.............................................................................................................23
3) Time Off.............................................................................................................................................23
4) Final Notice of Decision.....................................................................................................................23
c) 20-3—Appeal to Personnel Commission...............................
l) Request for Appeal.............................................................................................................................24
2) Hearin ...............................................................................................................................................24
3) Final Decision.....................................................................................................................................24
d) 20-4—Supplemental Hearing by Personnel Board........................................
e) 20-5—Emplo +wee Status on Pending Appeal............................................................................................25
10. Rule 21 —Grievance Procedures-General..............................................................................................25
a) 21-7 Hearing Officers..............................................................................................................................25
b) 21-11 Time. Computation of..............................................................................................................25
c) 21-12 Time. Extension of.......................................................................................................................25
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MUNICIPAL EMPLOYEES' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
Page
B. Employer-Employee Relations Resolution 25
1. Modification of Section 7-Decertification and Modification................................................................25
C. Rules_Governing Layoff,Reduction in lieu of Layoff and Re-Employment 27
1. Part 1 -Layoff Procedure....................................................................-.-.............................................27
2. Order of La off........--...........................................................................-.............................................28
3. Notification of Em to ees..................................................................................... -..............................29
4. Part 2--Bumping Rights........----.........................................................................................................30
a) VoluntM Reduction or Bumping in Lieu of Layoff...............................................................................30
b) Reinstatement/Re-employment Lists..................................................................................................30
c) Qualifications Appeal............ ................................................................................................................31
d) Qualifications Appeal Heaning............................................................................................................31
5. Part 3-Re-employment..........................................................................................................................31
a) Re-emyloyment.......................................................................................................................................31
b) Status on Re-employment...................................................................................................................32
ARTICLE XIY MISCELLANEOUS......................................................................................... 33
A. Grievance Arbitration 33
B. Promotional Procedures 33
1. Tie Scores................................................................................................................................................33
2. Salary Upon Promotion...................................................................................................... .............33
C. Labor-Management Relations Committee 34
D. Copies of MOU 34
E. Position Classification Issues 34
1. Class Specifications.................................................................................................................................34
2. Reclassification Impact............................................................................................................................35
3. Classification and Compensation Study.................................................................................................. 35
F. Class A and B Driver License Fees 35
G. Job Sbarin 35
H. Deferred Compensation Loan Program 35
ARTICLE XV-CITY COUNCIL APPROVAL......................................................................... 36
LIST OFMOUEXHIBITS......................................................................................................... 37
EXJIIBIT A -MUNICIPAL EMPLOYEES ASSOCIATION SCHED ULE............................. 38
EXHIBIT B- UNIFORM POLICY............................................................................................ 48
A. General 48
B. Affected Personnel 48
C. Basic Uniform Components and Standard Allowances 48
D. Employee Responsibilities 49
E. Qjy Responsibilities 49
F. Department Head Responsibilities 50
G. Purchases and Exceptions 50
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Resolution 2000-7
MUNICIPAL EMPLOYEES' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
Page
EXHIBIT C— VEHICLE USE POLICY..............................................................................I..... 52
Section l -Purpose 52
Section 2- Scope 52
Section 3 - Policy 52
Section 4—Vehicle Use Criteria 52
Section 5—Insurance Requirements 54
EXHIBIT D—MEA FLSA Exempt Classifications................................................................... 56
EXHIBIT E—EMPLOYEE HEALTH PLAN BROCHURE.................................................... 57
EXHIBIT F—DELTA CARE(PMI)DENTAL PLAN BROCHURE...................................... 58
EXHIBIT G—DELTA DENTAL PLAN BROCHURE............................................................. 59
EXHIBIT H—SAFEGUARD DENTAL PLAN BROCHURE.................................................. 60
EXHIBIT I— VISION(VSP) PLAN BROCHURE.................................................................... 61
EXHIBIT J—LONG TERM DISABILITY PLAN BROCHURE............................................. 62
EXHIBIT K—MISCELLANEOUS PROVISIONS OF THE RETIREE S UBSID Y MEDICA L
PLAN............................................................................................................................................ 63
ResolutionNumber . .......................................................................................................... 71
99-00 MEA MOU.doc 01/10/00 12:04 PM
Resolution 2000-7
Memorandum of Understanding
Between
The City of Huntington Beach
(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 25, 1999 through December 21, 2001; 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 25, 1999 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 25, 1999 and ending at midnight on December 21, 2001.
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.
ARTICLE II - REPRESENTATIONAL UNITICLASS
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 service 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.
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Resolution 2000-7
MUNICIPAL EMPLOYEES' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
ARTICLE Ill — 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
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 — SEVERABILITY
If an article, - sentence, f this r th y e, sub article, a ce, clause, phrase or portion o s o e
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 Rates
Permanent employees shall be compensated at monthly salary rates by
classification, title and salary range including four percent (4%) effective
December 25, 1999 as set forth in Exhibit A attached hereto and incorporated
herein by this reference. Such exhibit shall reflect a three percent (3%) salary
increase effective December 23, 2000.
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Resolution 2000-7
MUNICIPAL EMPLOYEES' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
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 regular assigned shift that
occurs between the hours of 4:00 PM 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.
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MUNICIPAL EMPLOYEES' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
b. Night Shift
Permanent employees required to work on a regularly assigned shift
that occurs between midnight and 8:00 AM 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 PM to midnight) or the night shift (midnight to 8:00 AM)
when five (5) or more hours of their regularly assigned shifts occur in
the afternoon or night shift as defined herein.
D. Special Certification/Skill Pa
1. Bilin-gual Skill
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 skill 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 II (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 Checker Senior
a. flans Examiner 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 ($1 50) per month.
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MEMORANDUM OF UNDERSTANDING
4. Plan Checker 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 Safety 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.
1. Safety 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
hundred and eighty-five dollars ($185) per pair every six months or sooner,
if necessary.
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 $800 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.
g
C. Vehicle Use
The City Vehicle Use Policy shall be indicated in the document attached hereto
and by this reference incorporated herein as Exhibit C.
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MUNICIPAL EMPLOYEES' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
ARTICLE IX - HOURS OF WORKIOVERTIME
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 citywide, 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 thirty (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 the City
implements such modifications.
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.
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
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MEMORANDUM OF UNDERSTANDING
exclusive of any other premiums for all hours worked in excess of forty
(40) hours in a given payroll week.
2. Compensatory Time
a. 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 employee's department head or
supervisor shall approve the scheduling of compensatory time taken.
Permanent employees in classifications listed in Exhibit "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 1/2)
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 workday, 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.
ARTICLE X-- HEALTH AND OTHER INSURANCE BENEFITS
A. Health
1. 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.
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MEMORANDUM OF UNDERSTANDING
b. The coverage and benefits provided under the City Health Plan shall
be as set forth in the Plan Document revised January 1, 1998 and 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, 2001 as follows:
1) Annual Deductible
Increase the 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 for usual,
customary and reasonable charges, after the deductible is met.
However, in the event of emergency services, the plan will pay
ninety percent (90%) of usual, customary and reasonable
charges for non-PPO providers. Emergency services is defined
as the following: Services which are immediately required to
treat a sudden, serious and unexpected illness or injury,
including services to alleviate severe pain associated with
sudden serious and unexpected illness or injury.
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 44002 (Exhibit "F") or Delta Dental Group Policy #4729 (Exhibit "G").
The Delta Plan (#4729) 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
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 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)
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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 Insurance - Dependents
Upon completion of one (1) continuous year of service (as defined in Article
X.B.1 above), the City shall pay for dependent dental insurance. Upon
completion of one (1) continuous year of service (as defined in Article X131
above) the City shall pay for dependent vision care insurance.
3. City's Contribution to Health Insurance Premiums
a. Employee's Hired prior to December 27, 1„997
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:
€ €
"
._,........ ...,.....:.: g E:':.:.:::::::::`..E.'<:�'.'« EE EE ..................... F ...................................<.<.<.<.<.<. E E F...e:;a..: Pe
....�-.'' E°;•--�.. .E
6���E�.-F..............
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 3722 17.58
+ Family
b. Employee's 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, 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:
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tfflVy,>............
.m,
Employee $36.99 $22.12 $16.20 $17.58
Only
Employee 70.65 37.61 29.16 17.58
+ One
Employee 100.67 57.51 37.22 17.58
+ Family
C. 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 agree to one
HMO for the year 2001; the City shall contribute one hundred
percent toward 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.
d. Re-Opener
The City and Association agree to re-open discussions on
health cost containment and premium contributions on
July 1, 2000.
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.
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F. 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
Administrative Services Department, Personnel Division), they may elect to
discontinue City medical coverage and receive Two hundred dollars ($200) per
month to deposit into their Deferred Compensation account or any other pre-tax
program offered by the City.
G. Section 125 Plan
Effective February 1, 2000, employees may begin utilizing this plan, which allows
employees to use pre-tax salary to pay for regular child care, adult dependent
care and/or medical expenses.
H. 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 Term 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
citywide 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:
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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 were $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.
ARTICLE XI — RETIREMENT
A. Benefits
1. Self-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
p { )
Option #3 (Section 21334) of the Public Employees' Retirement law,
the Cityshall a the difference between such elected option and the
pay P
unmodified allowance which the retiree would leave 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 #3] 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.1.a. herein above.
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 that, 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
($1.00) 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.
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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.
b. Retired employees exercising either option pursuant to Article X1.A.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 leave
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 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
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
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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
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. "Rollover"
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.
3. Two Percent 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 for this benefit as identified in
Section 21354.
4. 1959 Survivors Benefit
Unit employees shall be covered by the 1959 PERS Level 3 Survivor
Benefits.
ARTICLE XII — LEAVE BENEFITS
A. Leave With Pa
1. Vacation
a) Accrual
Permanent employees in City service, having an average workweek of
forty (40) hours, shall accrue annual vacation 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.
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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 (314) 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(112) 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 one hundred (100) 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, fewer 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.
2) Holidays — All permanent employees represented by the
Association shall have the following legal holidays with eight (8)
hours of 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)
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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.
2. Sick Leave
a) Payoff 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.
3. 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.
4. 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.
5. Jury Duty
Employees who are regularly scheduled to work on swing or graveyard
shifts shall be placed on a day shift if they are rquired to appear for jury duty
or selection for a period of more than one day.
6. Paternity- Leave
Effective January 1, 2000, fathers may utilize accumulated sick leave in
addition to vacation and compensatory time, 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 annually.
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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 Examination Procedure
a) 5-4 — Order of Certification
Whenever certification is to be made, the eligibility lists, if active and
not exhausted shall be used in the following order"
1) Re-employment list
2) Promotional list
3) Employment List
If fewer than five (5) names of persons willing to accept appointment
are on the list from which certification is to be made, then additional
eligibles shall be certified from the various lists next lower in order of
preference until five (5) names are certified. If there are fewer than five
(5) names on such lists, there shall be certified the number thereon. In
such case, the appointing authority may demand certification of five (5)
names and examinations shall be conducted until five (5) names may
be certified. In the event the appointing authority does not choose to
appoint from the five (5) names certified, a new examination may be
requested. In the event another examination is conducted, those
names shall be merged with others already on the list in order of
scores.
b) 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.
c) 5-20 — Duration of Employment Lists
Employment lists shall remain in effect for one (1) year from the date of
the last examination, unless sooner exhausted. Promotional lists and
entry level employment lists may be extended prior to expiration date
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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 7 — Discipline
a) 7-2 — Causes for Disci line
12) Possession, use or sale of illegal narcotics or habit-forming
drugs, while on-duty or on City property.
14) Conviction of any felony or a misdemeanor with a job nexus. A
plea or verdict of guilt, or a conviction following a plea of nolo
contendere, is deemed to be a conviction within the meaning of
this section.
15) Participating in an unlawful strike, work stoppage, slowdown, or
using or attempting to use sick leave to accomplish the same
purpose as a strike, work stoppage, or slowdown.
3. Rule 8 --Termination
a) 8-1 — Medical Examination. Evaluation of Employee's Work Capacity.
Demotion Transfer or Termination of_Apipointment
At any time a department head has reasonable cause to believe that
an employee may not be able to perform the duties of his/her position
for physical or psychological reasons, such department head shall
consult with the Personnel Director regarding such belief. If the
Personnel Director concurs, the department head may order the
employee to submit to a medical or psychological examination. The
employee shall be offered the opportunity, in writing, to select from a
panel of three to five physicians or psychologists to conduct the
examination. The cost of such examination shall be paid by the City
and, to the extent practicable, shall be scheduled during the work
hours with no loss of pay.
The department head shall review the medical or psychological report
and shall consult with the Personnel Director regarding the physician's
assessment of the employee's ability to perform the duties of his/her
position. Any decision regarding such employee shall be made in
accordance with the Americans with Disabilities Act.
Notwithstanding any other provision of this rule, an employee being
evaluated for medical or psychological fitness to perform the duties of
his/her position may apply for another position in the competitive
service for which he/she has qualified. If such employee is qualified
and can perform the duties of a lower paying vacant position for which
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he/she has applied, he/she will be placed in such position, without
competitive examination, subject to the approval of the department
head.
(The City and Association agree to meet biannually to discuss the 8-1
process).
b) 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.
c) 8811 — Re-Employment
With the approval of the Personnel Director, an employee who has
resigned in good standing from the competitive service may be re-
employed to his/her former position, if vacant, or to a vacant position in
the same or 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.
4. Rule 9 — Probation
a) 9-4 — Rejection of Probationary Employee
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.
5. Rule 12 — Classification Plan
a) 12-10 —Temporary Employees
Employment on a basis other than permanent or probationary to a
permanently budgeted position not to exceed 1000 hours in any twelve
(12) month period. Employees occupying temporary positions shall not
be included in the competitive service and shall not be subject to these
rules and regulations.
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6. Rule 14 -Additional Pay and Pay Adjustments
a) 14-6 Salary Advancements to Meet Recruiting Problems or to Give
Credit for Prior Service. Application for Other Advancements
The Department Head, through the Personnel Director and with the
approval of the City Administrator may make an appointment at any
step above the minimum salary rate to classes or positions in order to
meet recruiting problems to obtain a person who has extraordinary
qualifications, or to give credit for prior city service in connection with
appointments, promotions, reinstatements, transfers, reclassifications,
or demotions. Salary adjustments within the salary range for the class,
other than merit salary adjustments authorized by Section 14-1, may
be approved by the City Administrator, upon recommendation of the
department head through the Personnel Director. Such
recommendation shall include the reason(s) for the adjustment,
whether the advancement is to be permanent or temporary, and an
effective date.
7. Rule 18 -Attendance and Leaves
a) 18-8 -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) 18-16 - Industrial Accident Leave
In the event a permanent employee, who is a miscellaneous member
of the Public Employees' Retirement System (PERS), is temporarily
totally disabled as a result of an injury or illness arising out of and in
the course of employment and covered by the State of California
Workers' Compensation Insurance and Safety Act, resulting light duty
assignments due to the injury or illness or absences from work shall be
considered Industrial Accident Leave as that term is defined by this
rule.
A permanent employee eligible for Industrial Accident Leave shall
receive compensation from the City in an amount equal to the
employee's regular rate of salary during such period of temporary total
disability. Benefits received under this rule shall be in lieu of statutory
Workers' Compensation benefits. Industrial Accident Leave shall
continue during all absences resulting from the injury or illness,
including those absences attributable to doctor's appointments,
therapy, or other follow-up medical visits, but in no case exceeding one
year of accumulated absences attributable to the same injury or illness.
In the event an employee is temporarily, totally disabled by coinciding
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qualifying injuries or illnesses, periods of absences shall be applied
concurrently to all qualifying injuries or illnesses.
Industrial Accident Leave compensation shall begin on the first day an
eligible employee is absent due to a qualifying injury or illness as
defined above. Industrial accident Leave compensation will terminate
on the earliest of the following:
1) The date upon which the injury or illness giving rise to eligibility for
compensation under this rule is declared permanent and
stationary by a treating or examining physician; or
2) The date PERS approves an application for disability retirement
benefits filed by the employee or by the City; or
3) The employee receives thirty (30) days advance notice and
refuses to submit to a medical examination ordered by PERS
pursuant to Government Section 21154 or otherwise refuses to
cooperate with PERS in determining whether the employee is
incapacitated for the performance of duty; or
4) The employee receiving Industrial Accident Leave Compensation
applies for service-connected retirement benefits; or
5) The employment of the affected employee is otherwise separated.
If an injured worker remains temporarily disabled after receiving one
year of Industrial Accident Leave for accumulated absences or light
duty work attributable to the same injury or illness, the employee will
receive temporary total disability benefits as specified by the State of
California Workers' Compensation Insurance and Safety Act. Any
period of time during which an employee is absent from work by
reason of injury or illness for which he or she is entitled to receive
Industrial Accident Leave compensation will not constitute a break in
continuous service for the purposes of salary adjustments, sick leave,
vacation accruals, and length of service computation.
In the event an employee who is receiving or has received Industrial
Accident Leave compensation makes a claim or initiates legal action
against a third party for allegedly causing or contributing to the injury or
illness resulting in the inability to work, the employee is required to
notify in writing the City's Risk Management Division of the claim or
commencement of such action within ten (10) days of the claim or such
commencement. The City retains its rights of subrogation in all such
instances.
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c) 18-19 -_Maternity Leave
eave
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 employees 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 fled with the Department Head and the
Personnel Director."
d) 18-20 — Leave of Absence without Pa
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 (fi) months.
8. Rule 19 — Grievance Procedure Non-Disciplinary Matters
a) 19-5 Grievance Procedure
1) Step 4 — City Administrator
If the grievance is not settled under Step 3, the grievance may
be presented to the City Administrator in accordance with the
following procedure: Within 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.
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2) Step 5 — Personnel Board Hearing
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.
9. Rule 20 —Disci ling Procedure and Appeal
a) 20-1 — Purpose
The purpose of this rule is to provide a procedure for recommending
and imposing discipline against City employees, and a means by which
an employees may administratively appeal any such disciplinary
action.
b) 20-2 — Disciplinary, Procedures
1) Notice of Proposed Adverse Action
For disciplinary demotions, suspensions or dismissals, an
employee shall be served a written Notice of Proposed Adverse
Action by the employee's department head, or his/her designee,
or by certified mail, prior to the proposed disciplinary action
taking effect. The notice shall state the reasons for and charges
upon which the proposed action is based, and the effective date
of the action the right to respond and the employer's right to
representation. A copy of all materials upon which the proposed
action is based shall be attached to the notice.
2) Employee's Right to Respond
The employee shall be given a minimum of ten (10) calendar
days to respond orally and/or in writing to the charges upon
which the proposed action is based. The employee's response
shall be made to and/or before his/her department head.
3) Time Off
The employee shall be given reasonable time off with pay to
attend disciplinary meetings.
4) Final Notice of Decision
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After an employee has responded to or waived his/her right to
respond to the proposed adverse action, the employee shall be
served with a final Notice of Decision from his/her department
head. The final written Notice of Decision shall state whether or
not the proposed action shall be taken or modified, and the
reasons therefore and effective date or the action.
c) 20-3 —Appeal to Personnel Commission
Disciplinary action involving the termination, suspension, demotion or
other reduction in pay may be appealed to the Personnel Commission
for de novo hearing and final determination in accordance with the
following procedure:
1) Request for Appeal
Within five (5) days after the employee's receipt of a final Notice
of Discipline, a written request for an appeal to the Personnel
Commission shall be submitted to the Personnel Director.
2) Hearing
As soon as practicable thereafter, the Personnel Director shall
set the matter for hearing before a hearing officer. The hearing
officer shall hear the case without the Board and shall make
recommended findings, conclusions and decision in the form of
a written report and recommendation to the Board.
3) Final Decision
The Board shall consider the written report and
recommendations of the hearing officer and after due
deliberation in executive session, shall render a decision in the
matter which shall be final and binding on all parties, and from
which there shall be no further appeal.
d) 20-4 — Supplemental Hearing by Personnel Board
1) The Board may, in its sole discretion, after it has received the
written report and recommendation of the hearing officer, set the
matter for private hearing for the purpose of receiving additional
evidence or argument. In the event the Board sets a private
hearing for such purposes, the Personnel Director shall give
written notice to all parties concerned in such matter.
2) The Board, following a consideration of the hearing officer's
written report and recommendation and deliberation thereon
and any supplemental hearing before the Board, shall make
findings, conclusions and decisions which shall be final and
binding on all parties and from which there shall be no further
appeal.
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e) 20-5 - Employee_Status on Pending Appeal
Notwithstanding the provisions of Rule 7, Section 7-4 (Suspension with
Pay), the disciplinary action shall be effective pending an appeal to the
Personnel Commission.
10. Rule 21 — Grievance Procedures - General
a) 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) 21-11 Time. Computation of
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) 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.
B. Employer-Employee Relations Resolution
1. 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)
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upon the City's having completed its obligation to meet and confer on
this issue with all other bargaining units.
The proposed changed to the Employer-Employee Relations
Resolution is as follows:
7-3. Personnel Direction 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,
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.
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C. Rules Governina Layoff_ Reduction in Lieu, of Layoff and Re-Employment
1. Part 1 — Layoff Procedure
a) General Provisions
1) 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.
2) 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.
3) A department shall reduce staff by identifying which positions
within the department are to be eliminated.
4) 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.
5) If a deadline within this procedure falls on a day that City Hall is
closed, the deadline shall be the next day City Hall is open.
b. Service Credit
1) 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.
2) Except as required by law, leaves of absence without pay shall not
earn service credit.
3) 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.
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C. Transfer or Reduction to Vacancies in Lieu of Lavoff
1) 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:
a) The employee has the necessary qualifications to perform the
duties of the position.
b) 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.
c) 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.
2) 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.
3) 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, Service
Credit.
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 list(s) pursuant to Part 3., Reemployment.
2. Order of La off
a) Prior to implementing a layoff, vacant positions that are authorized to
be filled shall be identified by Citywide occupational series. if the
employee refuses to accept a position pursuant to Section 3., above,
the employee shall be laid off.
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b) No promotional probationary employee or permanent employee within
a class in the department shall be laid off until all temporary,
nonpermanent part-time and non-promotional probationary employees
in the class are laid off. Permanent employees whose positions have
been eliminated may exercise citywide 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.
3. 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) 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.
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 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
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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.
4. Part 2 — Bumping Rights
a) Volunta Reduction or Bumping in Lieu of La off
1) 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.
2) 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.
3) 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.
b) Reinstatement/Re-employment 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 tile
reinstatement/re-employment list pursuant to Part 3, Re-employment.
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c) 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.
d) Qualifications Appeal Hearin
1) 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 tile 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)
workdays 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.
2) Appeal hearings shall be limited to two (2) hours, except as
otherwise agreed by the parties or directed by the hearing officer.
3) 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
5. Part 3 — Re-employment
a) Re-employment
1) 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.
2) Names of persons placed on the reemployment lists shall remain
on the list for two (2) years from the date of layoff or reduction.
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3) Vacancies shall be filled from the reemployment list for a class,
starting at tile top of the list, providing that the person meets the
necessary qualifications for tile position.
4) 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 re-employment lists.
5) Re-employment lists shall be available to HBMEA and affected
employees upon reasonable request,
6) Qualification appeals involving reemployment rights shall be
resolved in the same manner as that identified in Part 2.,
Section 4.
b) Status on Re-employment
1) Persons re-employed from layoff within a two (2) year period from
the date of layoff shall receive the following considerations and
benefits:
a) Service credit held upon layoff shall be restored, but no credit
shall be added for the period of layoff.
b) Prior service credit shall be counted toward sick leave and
vacation accruals.
c) 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.
d) 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.
e) 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.
f) The probationary status of the employee shall resume if
incomplete.
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2) Employees who have been reduced in class 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
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. Tie arbitrator shall be selected by the par-ties
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. Salary Upon Promotion
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 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 eleven (11)
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 (10%) upon promotion.
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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 policy 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. Four representatives at these meetings shall represent the
Association.
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.
b. 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 Classification Issues
1. Class Specifications
The City shall send the Association a copy of each new job description
approved for classifications within the representation unit.
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2. Reclassification Impact
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.
3. Classification and Compensation Studx
The City agrees to conduct a classification and compensation study in 2001
for all Association classes that were not reviewed in 1998 or 1999. The
results of the study shall include the same criteria used in the 1999 study
(i.e. seventy-fifth (75) percentile, no salary reductions). The results of such
study shall be presented to the Association and be a subject of negotiation
in a successor MOU.
F. Class A and B Driver License Fees
The City shall reimburse employee's for costs associated with obtaining and
renewing Class A and Class B driver licenses where required by the City for the
position.
G. Job Sharing
The City shall direct the Labor/Management Relations Committee (LMRC) to
review the feasibility of developing and implementing a Job Sharing Program.
H. Deferred Compensation Loan Program
Effective January 1, 2000, employees may begin utilizing this program, under
which employees may borrow up to 50% of their deferred compensation funds for
critical needs such as medical costs, college tuition, or purchase of a home.
I. Performance EvaluationsNVritten Reprimand Appeals
Employees may appeal the results of performance evaluation or written
reprimands. Such appeals shall be initiated through the appropriate chain of
command (which may include the LMRC) and any decision made by the
department head shall be considered final.
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ARTICLE XV— CITY COUNCIL APPROVAL
It is the intent of the 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 18th day of January , 2000.
Huntington Beach
City of Huntington Beach Municipal Employees' Association
By: By: �.
Ray Mer Tom Hasty
City Administrator HBMEAreside
William H. Osness H MEA Bargaini 7!�
ee
Personnel Director
By: By:
n Reekstin HBMEA Bargaining CoYnmiftee
dministrative Services Director 9/udz��,,
HBMEA Bargaining Committee
By: s� d
HBM Bargai ommittee
By:
HBMEA Barg mittee
Approved as o Form:
— By,
ail Hutton Ni Beradino, Chief Nelotiator
City Attorney HBMEA Bargaining Committee
99-00 MEA MOU.doc 36 01/10/00 12:11 PM
Resolution 2000-7
MEA
LIST OF MOU EXHIBITS
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8..---_......;:,.`°. ��33;t;tW.:;.i.,.� '"';�3�1�i;;. :3..>.>�3�I�]ii:;:;:.:.�.."'3" eT^�^"'"""""""iA.3.>°>.
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— Dental Plan
I Vision Service Plan
J Long Term Disability Plan
K Retiree Medical Plan and Subsidy Program
99-00 MEA MOU.doc 37 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT A - MUNICIPAL EMPLOYEES ASSOCIATION SCHEDULE
Effective December 25, 1999
Job Code Classification Range A B C D E
1641 Accountant 443 3444 3633 3832 4044 4266
1640 Accountant, Senior 473 3999 4219 4451 4696 4954
6611 Accounting Technician 1 383 2555 2695 2844 3000 3165
6612 Accounting Technician II 402 2808 2962 3125 3297 3479
6613 Accounting Technician, Senior 421 3087 3257 3435 3624 3824
5648 [Administrative Aide 452 3602 3799 4009 4229 4462
6614 Administrative Secretary 395 2709 2858 3016 3182 3357
6621 Art Education Coordinator 402 2808 2962 3125 3297 3479
7691 AudioNisual Coordinator 397 2737 2888 3047 3215 3392
3667 AudioNisual Media Specialist 397 2737 2888 3047 3215 3392
7628 Block Masonry Worker 424 3132 3304 3486 3678 3881
8634 Building Maintenance Srvice Worker 397 2737 2888 3047 3215 3392
3620 Building Maintenance Technician 461 3767 3973 4191 4422 4664
1644 Buyer 450 3565 3761 3968 4186 4417
7623 Carpenter 424 3132 3304 3486 3678 3881
1631 Civil Engineering Assistant 487 4288 4524 4774 5035 5313
1636 Civil Engineering Junior 461 3767 3973 4191 4422 4664
3600 ivilian Check investigator 397 2737 2888 3047 3215 3392
3664 ]aims Examiner 377 2479 2616 2759 2912 3071
3663 51aims Examiner, Senior 459 3728 3933 4150 4378 4619
3634 ode Enforcement Officer 450 3565 3761 3968 4186 4417
3638 ode Enforcement Trainee 408 2891 3051 3219 3396 3583
5641 ommunity Services Analyst 432 3260 3439 3628 3827 4037
5675 ommunity Services Driver 292 1624 1714 1808 1907 2011
5643 Community Services Specialist 418 3042 3208 3385 3571 3767
7614 Communications Technician 439 3377 3562 3758 3964 4183
5623 Community Center Leader 396 2725 2874 3032 3198 3375
3653 Computer Assistant, Library 394 2697 2846 3002 3167 3340
3631 Computer Drafting Technician 471 3957 4176 4406 4649 4905
3649 Computer Operator 385 2581 2723 2872 3030 3196
3660 Computer Operations, Coordinator 481 4163 4392 4633 4888 5157
3661 Computer Operations, Supervisor 500 4576 4827 5093 5373 5668
7629 Concrete Finisher 418 3042 3208 3385 3571 3767
7627 Construction & Maintenance Worker 429 3210 3387 3572 3768 3976
6688 Court Liaison Clerk 384 2567 2707 2857 3014 3181
2681 Crewleader, Beach Maintenance 466 3862 4075 4299 4534 4784
2673 Crewleader, Building Maintenance 471 3957 4176 4406 4649 4905
2670 Crewleader, Electrical Maintenance 471 3957 4176 4406 4649 4905
2688 Crewleader, Irrigation 466 3862 4075 4299 4534 4784
2672 Crewleader, Mechanic Maintenance 471 3957 4176 4406 4649 4905
2686 Crewleader, Park Maintenance 471 3957 4176 4406 4649 4905
2687 Crewleader, Pesticide Advisor 466 3862 4075 4299 4534 4784
2677 Crewleader, Sewer Maintenance 466 3862 4075 4299 4534 4784
2676 Crewleader, Street Landscape 466 3862 4075 4299 4534 4784
2682 Crewleader, Street Services 466 3862 4075 4299 4534 4784
2675 Crewleader, Street Trees 466 3862 4075 4299 4534 4784
2680 ICrewleader, Traffic 471 3957 4176 4406 4649 4905
2669 Crewleader, Traffic Signals 471 3957 4175 4406 4649 4905
2684 ICrewleader, Water Distribution 466 3862 4 775 4299 4534 4784
99-00 MEA MOU.doc 38 01/10/00 12.04 PM
Resolution 2000-7
EXHIBIT A — MUNICIPAL EMPLOYEES ASSOCIATION SCHEDULE
Effective December 25, 1999
Job Code Classification Range A B C D E
2678 Crewleader, Water Meter Operator 466 3862 4075 4299 4534 4784
2685 Crewleader, Water Production 466 3862 4075 4299 4534 4784
3606 Crime Analyst 397 2737 2888 3047 3215 3392
3605 Crime Analyst, Senior 483 4205 4436 4680 4937 5209
1680 Criminalist, Senior 497 4508 1 4756 5018 5294 5585
3645 3ross Connect Control Specialist 450 3565 3761 3968 4186 4417
5624 uitural Affairs Supervisor 434 3293 3474 3664 3865 4079
6624 3ultural Services Aide 402 2808 2962 3125 3297 3479
8655 Custodian 356 2233 2356 2486 2623 2766
6607 Customer Services Representative 362 2300 2427 2560 2701 2850
6618 Customer Srvcs Represent., Senior 382 2541 2681 2829 2985 3149
6617 Customer Srvcs Represent./Cashier 342 2080 2194 2316 2442 2576
8643 Customer Services Represent./Field 381 2531 2669 2817 2971 3134
6619 Customer Services Supervisor 402 2808 2962 3125 3297 3479
2602 Deputy City Clerk 1 375 2454 2590 2732 2883 3040
2604 Deputy City Clerk 11 424 3132 3304 3486 3678 3881
2627 Development Specialist 461 3767 3973 4191 4422 4664
7622 Electrician 439 3377 3562 3758 3964 4183
7617 Electrician, Traffic Signal 439 3377 3562 3758 3964 4183
3659 Emergency Service Coordinator 460 3747 3954 4170 4399 4642
3627 Engineering Aide 418 3042 3208 3385 3571 3767
3632 Engineering Technician 471 3957 4176 4406 4649 4905
7655 Equipment Maintenance Specialist 450 3565 3761 3968 4186 4417
7650 Equipment Operator, Beaches 408 2891 3051 3219 3396 3583
7643 Equipment Operator, Grader 424 3132 3304 3486 3678 3881
7651 Equipment Operator, Landscape 408 2891 3051 3219 3396 3583
7652 Equipment Operator, Parks 408 2891 3051 3219 3396 3583
7654 Equipment Operator, Sewers 408 2891 3051 3219 3396 3583
7653 iEquipment Operator, Streets 408 2891 3051 3219 3396 3583
7645 Equipment Operator, Traffic 408 2891 3051 3219 3396 3583
7656 Equipment Operator, Water 424 3132 3304 3486 3678 3881
8619 Equipment Support Assistant 403 2822 2978 3141 3314 3496
8618 Equipment Support Coordinator 452 3602 3799 4009 4229 4462
6622 Exhibitions Coordinator 402 2808 2962 3125 3297 3479
5640 Fire Education Specialist 432 3260 3439 3628 3827 4037
3624 Fire Maintenance Assistant 439 3377 3562 3758 3964 4183
3630 Geo. Information Syst. Analyst 481 4163 4392 4633 4888 5157
7643 Grade Operator, Streets 424 3132 3304 3486 3678 3881
8633 Groundsworker 371 2404 2536 2675 2822 2978
3642 Hazmat Specialist 478 4099 4325 4562 4813 5079
7619 Helicopter Mechanic 436 3326 3510 3702 3905 4120
7613 Helicopter Technician 487 4288 4524 4774 5035 5313
2628 Housing Development Specialist 461 3767 3973 4191 4422 4664
1639 Housing Rehabilitation Manager 476 4058 4281 4517 4765 5027
1647 Human Services Coordinator 429 3210 3387 3572 3768 3976
3666 Information Specialist, Video 444 3460 3650 3851 4063 4287
Information Systems Analyst I 462 3782 3990 4210 4443 4687
99-00 MEA MOU.doc 39 01/10100 12:04 PM
Resolution 2000-7
EXHIBIT A — MUNICIPAL EMPLOYEES ASSOCIATION SCHEDULE
Effective December 25, 1999
Job Code Classification Range A B C D E
Information Systems Analyst 11 481 4163 4392 4633 4888 5157
Information Systems Analyst III 500 4576 4827 5093 5373 5668
6694 Information Systems Network Spec. 519 5032 5309 5600 5909 6233
Information Systems Specialist 1 409 2907 3066 3234 3413 3600
Information Systems Specialist II 428 3195 3370 3555 3751 3957
Information Systems Specialist III 451 3581 3779 3987 4207 4439
Information Systems Specialist IV 467 3881 4094 4319 4557 4808
Information Systems Mgr, Library. 481 4163 4392 4633 4888 5157
3681 Inspector 439 3377 3562 3758 3964 4183
3682 Inspectorll 460 3747 3954 4170 4399 4642
3676 Inspector111 478 4099 4325 4562 4813 5079
3622 Inspector Public Works, Senior 471 3957 4176 4406 4649 4905
3623 inspector Public Wrks Trainee 439 3377 3562 3758 3964 4183
3641 inspector, Water Services 440 3392 3579 3777 3985 4203
3640 nspector, Water Services, Senior 471 3957 4176 4406 4649 4905
6644 Inventory Clerk 342 2080 2194 2316 2442 2576
7648 Irri ation Specialist 408 2891 3051 3219 3396 3583
3602 Latent Fingerprint Specialist 449 3546 3742 3949 4165 4394
3604 Latent Fingerprint Spclst, Trainee 411 2935 3096 3266 3446 3635
8687 Leadworker, Building Maintenance 413 2964 3127 3299 3481 3671
8688 Leadworker, Concrete 440 3392 3579 3777 3985 4203
7680 Leadworker, Electrical 455 3657 3858 4070 4293 4529
7678 Leadworker, Hydrant&Valves 419 3056 3224 3401 3588 3786
8682 Leadworker, Landscape 424 3132 3304 3486 3678 3881
8685 Leadworker, Mechanic 440 3392 3579 3777 3985 4203
7682 Leadworker, Mechanic Heavy Duty 452 3602 3799 4009 4229 4462
7664 Leadworker, Painter 440 3392 3579 3777 3985 4203
8683 Leadworker, Park Maintenance 424 3132 3304 3486 3678 3881
8681 Leadworker, Parking Facility 426 3163 3337 3520 3715 3919
8684 Leadworker, Sewer 424 3132 3304 3486 3678 3881
8689 eadworker, Street Cleaning 440 3392 3579 3777 3985 4203
8686 Leadworker, Streets 440 3392 3579 3777 3985 4203
7679 Leadworker, Traffic Signal 455 3657 3858 4070 4293 4529
8692 Leadworker, Traffic Striping 424 3132 3304 3486 3678 3881
7690 Leadworker, Water Construction 440 3392 3579 3777 3985 4203
7683 Leadworker, Water Meter 424 3132 3304 3486 3678 3881
7670 Leadworker, Water Systems 452 3602 3799 4009 4229 4462
1649 Librarian 418 3042 3208 3385 3571 3767
5634 Library Assistant 397 2737 2888 3047 3215 3392
6679 Library Clerk 342 2080 2194 2316 2442 2576
6677 Library Clerk, Principal 381 2531 2669 2817 2971 3134
6678 Library Clerk, Senior 362 2300 2427 2560 2701 2850
6649 Library Clerk Specialist 324 1903 2007 2118 2234 2357
6640 Literary Project Specialist 418 3042 3208 3385 3571 3767
8636 Maintenance Service Worker 397 2737 2888 3047 3215 3392
8638 Maintenance Worker 371 2404 2536 2675 2822 2978
8637 Maintenance Worker, Senior 386 2591 2733 2884 3044 3212
8620 Mechanic 403 2822 2978 3141 3314 3496
99-00 MEA MOU.doc 40 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT A - MUNICIPAL EMPLOYEES ASSOCIATION SCHEDULE
Effective December 25, 1999
Job Code Classification Range A B C D E
7635 Mechanic, Heavy Duty 436 3326 3510 3702 3905 4120
7619 Mechanic, Helicopter 436 3326 3510 3702 3905 4120
7636 Mechanic, Senior 424 3132 3304 3486 3678 3881
8627 Mechanic Sewer Pump 403 2822 2978 3141 3314 3496
7638 Mechanic, Sewer Pump, Senior 408 2891 3051 3219 3396 3583
Media Productions Coordinator 424 3132 3304 3486 3678 3881
6610 Medical Claims Processor 377 2479 2616 2759 2912 3071
1655 Micro Database Coordinator 519 3032 5309 5600 5909 6233
6690 Micro Technical Aide 451 3581 3779 3987 4207 4439
3690 Network Support Technician 428 3195 3370 3555 3751 3957
6651 Office Assistant 1 329 1952 2059 2172 2291 2418
6645 Office Assistant II 366 2345 2473 2610 2754 2905
6615 Office Specialist 377 2479 2616 2759 2912 3071
5671 Outreach Assistant 292 1624 1714 1808 1907 2011
7624 Painter 424 3132 3304 3486 3678 3881
5660 Park Naturalist 444 3460 3650 3851 4063 4287
5642 Parking Control Officer 371 2404 2536 2675 2822 2978
3629 Parking Meter Repair Technician 419 3056 3224 3401 3588 3786
8640 Parking Meter Repair Worker 403 2822 2978 3141 3314 3496
3678 Permit Supervisor 428 3195 3370 3555 3751 3957
6620 Permit Technician 371 2404 2536 2675 2822 2978
7662 Pest Control Specialist 408 2891 3051 3219 3396 3583
3628 Plan Checker, Building 471 3957 4176 4406 1 4649 4905
3671 Plan Checker, Public Works, Senior 482 4183 4413 4656 4912 5183
1637 Planner Assistant 461 3767 3973 4191 4422 4664
2610 Planning Aide 418 3042 3208 3385 3571 3767
3639 Planning Graphics Technician 408 2891 3051 3219 3396 3583
7626 Plumber 434 3293 3474 3664 3865 4079
6654 Police Clerk, Senior 377 2479 2616 2759 2912 3071
3658 jPolice Photographer 434 3293 3474 3664 3865 4079
6656 jPolice Specialist 386 2591 2733 2884 3044 3212
6601 lPolice Records Technician 357 2245 2368 2498 2635 2780
6623 Preparator 391 2655 2801 2955 3118 3290
3611 Printing/Forms Coordinator 418 3042 3208 3385 3571 3767
8650 Printing Services Technician 381 2531 2669 2817 2971 3134
3609 Program Specialist 377 2479 2616 2759 2912 3071
1653 Programmer, Senior 500 4576 4827 5093 5373 5668
5638 Property Officer 403 2822 2978 3141 3314 3496
3668 Public Information Specialist 444 3460 3650 3851 4063 4287
Quality Assurance Coordinator 489 4332 4569 4820 5086 5365
5636 Recreation Leader, Senior 429 3210 3387 3572 3768 3976
6633 Secretary, Legal 401 2792 2947 3110 3281 3461
6636 Secretary Typist T 362 2300 2427 2560 2701 2850
5632 Service Officer 418 3042 3208 3385 3571 3767
5630 Service Officer/Alarm 418 3042 3208 3385 3571 3767
5631 Service Officer/Field 418 3042 3208 3385 3571 3767
7646 Service Worker 403 2822 2978 3141 3314 3496
6604 Shift Supervisor, Police 394 2697 2846 3002 3167 3340
7620 Sign Shop Technician 428 3195 3370 3555 3751 3957
5672 Social Worker 396 2725 2874 3032 1 3198 3375
99-00 MEA MOU.doc 41 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT A -- Municipal Employees Association Schedule
Effective December 25, 1999
Job Code Classification Range A B C D E
5673 Social Worker Assistant 355 2222 2345 2473 2609 2753
8625 Stock Clerk 371 2404 2536 2675 2822 2978
3635 Survey Party Chief 471 3957 4176 4406 4649 4905
3637 Surveyor 434 3293 3474 3664 3865 4079
3626 Surveyor Aide 418 3042 3208 3385 3571 3767
3657 Telecommunications Aide 434 3293 3474 3664 3865 4079
3656 Telecommunications Coordinator 480 4143 4370 4611 4864 5131
7632 Telemetry Instrument Technician 436 3326 3510 3702 3905 4120
7659 Tree Trimmer, Aerial 408 2891 3051 3219 3396 3583
8629 Tire Service Worker 397 2737 2888 3047 3215 3392
8630 Traffic Maintenance Worker 397 2737 2888 3047 3215 3392
3633 Traffic Technician 471 3957 4176 4406 4649 4905
7641 Vehicle Body Repair 424 3132 3304 3486 3678 3881
7642 Vehicle Body Repair Assistant 471 3957 4176 4406 4649 4905
7675 Vehicle Body Shop Coordinator 452 3602 3799 4009 4229 4462
2612 Video Engineer Supervisor 471 3957 4176 4406 4649 4905
5674 Volunteer Services Coordinator 377 2479 2616 2759 2912 3071
8623 Warehousekeeper 418 3042 3208 3385 3571 3767
8642 Water Meter Reader 381 2531 2669 2817 2971 3134
8641 Water Meter Reader, Senior 397 2737 2888 3047 3215 3392
7647 Water Meter Repair Worker 403 2822 2978 3141 3314 3496
2689 Water Quality Coordinator 466 3862 4075 4299 4534 4784
3643 Nater Quality Technician 440 3392 3579 3777 3985 4203
7667 Nater Systems Technician 1 403 2822 2978 3141 3314 3496
7668 Nater Systems Technician II 416 3009 3175 3351 3534 3728
7669 Nater Systems Technician 111 436 3326 3510 3702 3905 4120
3690 Nord Processing Coordinator 428 3195 3370 3555 3751 3957
99-00 MEA MOU.doc 42 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT A — Municipal Employees Association Schedule
Effective December 23, 2000
Job Code Classification Range A B C D E
1641 Accountant 449 3546 3742 3949 4165 4394
1640 Accountant, Senior 479 4118 4345 4585 4838 5105
6611 Accounting Technician 1 389 2631 2775 2928 3089 3201
6612 Accounting Technician 11 408 2891 3051 3219 3396 3583
6613 Accounting Technician, Senior 427 3181 3356 3539 3734 3938
5648 Administrative Aide 458 3711 3916 4131 4358 4597
6614 Administrative Secretary 401 2792 2947 3110 3281 3461
6621 Art Education Coordinator 408 2891 3051 3219 3396 3583
7691Audio/Visual Coordinator 403 2822 2978 3141 3314 3496
3667Audio/Visual Media Specialist 403 2822 2978 3141 3314 3496
7628 Block Masonry Worker 430 3226 3403 3590 3787 3995
8634 Building Maintenance Srvice Worker 403 2822 2978 3141 3314 3496
3620 Building Maintenance Technician 467 3881 4094 4319 4557 4808
1644 Buyer 456 3673 3876 4089 4314 4552
7623 Carpenter 430 3226 3403 3590 3787 3995
1631 Civil Engineering Assistant 493 4418 4661 4917 5188 5474
1636 Civil Engineering Junior 467 3881 4094 4319 4557 4808
3600 Civilian Check Investigator 403 2822 2978 3141 3314 3496
3664 Claims Examiner 383 2555 2695 2844 3000 3165
3663 Claims Examiner, Senior 465 3841 4053 4276 4512 4760
3634 Code Enforcement Officer 456 3673 3876 4089 4314 4552
3638 Code Enforcement Trainee 414 2978 3143 3316 3498 3690
5641 Community Services Analyst 438 3359 3545 3739 3945 4162
5675 Community Services Driver 298 1674 1766. 1863 1966 2073
5643 lCommunity Services Specialist 424 3132 3304 3486 3678 3881
7614 Communications Technician 445 3477 3668 3869 4082 4307
5623 Community Center Leader 412 2947 3110 3281 3461 3652
3653 Computer Assistant, Library 400 2780 2933 3094 3264 3444
3631 Computer Drafting Technician 477 4079 4302 4540 4789 5053
3649 Computer Operator 391 2655 2801 2955 3118 3290
3660 omputer Operations, Coordinator 487 4288 4524 4774 5035 5313
3661 omputer Operations, Supervisor 506 4713 4973 5247 5536 5841
7629 oncrete Finisher 424 3132 3304 3486 3678 3881
7627 Construction & Maintenance Worker 435 3309 3491 3683 3886 4099
6688 Court Liaison Clerk 390 2643 2789 2943 3104 3274
2681 Crewleader, Beach Maintenance 472 3980 4198 4429 4673 4930
2673 Crewleader, Building Maintenance 477 4079 4302 4540 4789 5053
2670 Crewleader, Electrical Maintenance 477 4079 4302 4540 4789 5053
2688 Crewleader, Irrigation 472 3980 4198 4429 4673 4930
2672 Crewleader, Mechanic Maintenance 477 4079 4302 4540 4789 5053
2686 Crewleader, Park Maintenance 477 4079 4302 4540 4789 5053
2687 Crewleader, Pesticide Advisor 472 3980 4198 4429 4673 4930
2677 Crewleader, Sewer Maintenance 472 3980 4198 4429 4673 4930
2676 CrewleadeT, Street Landscape 472 3980 4198 4429 4673 4930
2682 Crewleader, Street Services 472 3980 4198 4429 4673 4930
2675 Crewleader, Street Trees 472 3980 4198 4429 4673 4930
2680 Crewleader, Traffic 477 4079 4302 4540 4789 5053
2669 Crewleader, Traffic Signals 477 4079 4302 4540 4789 5053
2684 Crewleader, Water Distribution 472 3980 4198 4429 4673 4930
99-00 MEA MOU.doc 43 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT A -- Municipal Employees Association Schedule
Effective December 23, 2000
Job Code Classification Range A B C D E
2678 Crewleader, Water Meter Operator 472 3980 4198 4429 4673 4930
2685 Crewleader, Water Production 472 3980 4198 4429 4673 4930
3606 Crime Analyst 413 2964 3127 3299 3481 3671
3605 Crime Analyst, Senior 489 4332 4569 4820 5086 5365
1680 Criminalist, Senior 503 4645 4900 5169 5453 5753
3645 Cross Connect Control Specialist 456 3673 3876 4089 4314 4552
5624 Cultural Affairs Supervisor 440 3392 3579 3777 3985 4203
6624 Cultural Services Aide 408 2891 3051 3219 3396 3583
8655 Custodian 362 2300 2427 2560 2701 2850
6607 Customer Services Representative 368 2368 2498 2635 2780 2933
6618 Customer Srvcs Represent., Senior 388 2617 2761 2914 3073 3243
6617 Customer Srvcs Represent./Cashier 348 2142 2260 2385 2517 2655
8643 Customer Services Represent./Field 387 2605 2749 2900 3059 3227
6619 Customer Services Supervisor 408 2891 3051 3219 3396 3583
2602 Deputy City Clerk 1 381 2531 2669 2817 2971 3134
2604 Deputy City Clerk II 430 3226 3403 3590 3787 3995
2627 Development Specialist 467 3881 4094 4319 4557 4808
7622 Electrician 445 3477 3668 3869 4082 4307
7617 Electrician, Traffic Signal 445 3477 3668 3869 4082 4307
3659 Emergency Service Coordinator 466 3862 4075 4299 4534 4784
3627 Engineering Aide 424 3132 3304 3486 3678 3881
3632 Engineering Technician 477 4079 4302 4540 4789 5053
7655 Equipment Maintenance Specialist 456 3673 3876 4089 4314 4552
7650 Equipment Operator, Beaches 414 2978 3143 3316 3498 3690
7643 Equipment Operator, Grader 430 3226 3403 3590 3787 3995
7651 Equipment Operator, Landscape 414 2978 3143 3316 3498 3690
7652 Equipment Operator, Parks 414 2978 3143 3316 3498 3690
7654 Equipment Operator, Sewers 414 2978 3143 3316 3498 3690
7653 Equipment Operator, Streets 414 2978 3143 3316 3498 3690
7645 Equipment Operator, Traffic 414 2978 3143 3316 3498 3690
7656 Equipment Operator,Water 430 3226 3403 3590 3787 3995
8619 Equipment Support Assistant 409 2907 3066 3234 3413 3600
8618 Equipment Support Coordinator 458 3711 3916 4131 4358 4597
6622 Exhibitions Coordinator 408 2891 3051 3219 3396 3583
5640 Fire Education Specialist 438 3359 3545 3739 3945 4162
3624 Fire Maintenance Assistant 445 3477 3668 3869 4082 4307
3630 Geo Information Syst. Analyst 487 4288 4524 4774 5035 5313
7643 Grade Operator, Streets 430 3226 3403 3590 3787 3995
8633 Groundsworker 377 2479 2616 2759 2912 3071
3642 Hazmat Specialist 484 4228 4460 4704 4963 5235
7619 Helicopter Mechanic 442 3425 3614 3813 4023 4246
7613 Helicopter Technician 493 4418 4661 4917 5188 5474
2628 Housing Development Specialist 467 3881 4094 4319 4557 4808
1639 Housing Rehabilitation Manager 482 4183 4413 4656 4912 5183
1647 Human Services Coordinator 435 3309 1 3491 3683 3886 4099
M�--tnforrnation
Information Specialist, Video 450 3565 3761 3968 4186 4417
Systems Analyst 1 468 3900 4115 4342 4581 4833
99-00 MEA MOU.doc 44 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT A — Municipal Employees Association Schedule
Effective December 23, 2000
Job Code Classification Range A B C D E
Information Systems Analyst II 487 4288 4524 4774 5035 5313
Information Systems Analyst III 506 4713 4973 5247 5536 5841
6694 Information Systems Network Spec. 525 5184 5469 5769 6086 6420
Information Systems Specialist 1 415 2993 3158 3331 3515 3709
Information Systems Specialist II 434 3293 3474 3664 3865 4079
Information Systems Specialist Ill 457 3692 3895 4110 4335 4574
Information Systems Specialist IV 473 3999 4219 4451 4696 4954
Information Systems Mgr, Library. 487 4288 4524 4774 5035 5313
3681 Inspector 445 3477 3668 3869 4082 4307
3682 Inspector11 466 3862 4075 4299 4534 4784
3676 Inspector111 484 4228 4460 4704 4963 5235
3622 Inspector Public Works, Senior 477 4079 4302 4540 4789 5053
3623 Inspector Public Works Trainee 445 3477 3668 3869 4082 4307
3641 Inspector, Water Services 446 3494 3687 3890 4103 4328
3640 Inspector, Water Services, Senior 477 4079 4302 4540 4789 5053
6644 Inventory Clerk 348 2142 2260 2385 2517 2655
7648 Irrigation Specialist 414 2978 3143 3316 3498 3690
3602 Latent Fingerprint Specialist 455 3657 3858 4070 4293 4529
3604 Latent Fingerprint Specialist, Trainee 417 3025 3191 3366 3552 3747
8687 Leadworker, Building Maintenance 419 3056 3224 3401 3588 3786
8688 Leadworker, Concrete 446 3494 3687 3890 4103 4328
7680 Leadworker, Electrical 461 3767 3973 4191 4422 4664
7678 Leadworker, Hydrant&Valves 425 3149 3323 3505 3697 3900
8682 Leadworker, Landscape 430 3226 3403 3590 3787 3995
8685 Leadworker, Mechanic 446 3494 3687 3890 4103 4328
7682 Leadworker, Mechanic Heavy Duty 458 3711 3916 4131 4358 4597
7684 Leadworker, Painter 446 3494 3687 3890 4103 4328
8683 Leadworker, Park Maintenance 430 3226 3403 3590 3787 3995
8681 Leadworker, Parking Facility 432 3260 3439 3628 3827 4037
8684 Leadworker, Sewer 430 3226 3403 3590 3787 3995
8689 Leadworker, Street Cleaning 446 3494 3687 3890 4103 4328
8686 Leadworker, Streets 446 3494 3687 3890 4103 4328
7679 Leadworker, Traffic Signal 461 3767 3973 4191 4422 4664
8692 Leadworker, Traffic Striping 430 3226 3403 3590 3787 3995
7690 Leadworker, Water Construction 446 3494 3687 3890 4103 4328
7683 Leadworker, Water Meter 430 3226 3403 3590 3787 3995
7670 Leadworker, Water Systems 458 3711 3916 4131 4358 4597
1649 Librarian 424 3132 3304 3486 3678 3881
5634 Library Assistant 403 2822 2978 3141 3314 3496
6679 Library Clerk 348 2142 2260 2385 2517 2655
6677 Library Clerk, Principal 387 2605 2749 2900 3059 3227
6678 Library Clerk, Senior 368 2368 2498 2635 2780 2933
6649 Library Clerk Specialist 330 1962 2070 2184 2304 2430
6640 Literary Project Specialist 424 3132 3304 3486 3678 3881
8636 Maintenance Service Worker 403 2822 2978 3141 3314 3496
8639 Maintenance Worker 377 2479 2616 2759 2912 3071
8637 Maintenance Worker, Senior 392 2669 2817 2971 3134 3305
8620 IMechanic 409 2907 3066 3234 3413 3600
7635 IMechanic, Heavy Duty 442 3425 3614 3813 4023 4245
99-00 MEA MOU_doc 45 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT A — Municipal Employees Association Schedule
Effective December 23, 2000
Job Code Classification Range A B C D E
7619 Mechanic, Helicopter 442 3425 3614 3813 4023 4245
7636 Mechanic, Senior 430 3226 3403 3590 3787 3995
8627 Mechanic Sewer Pump 409 2907 3066 3234 3413 3600
7638 Mechanic, Sewer Pump, Senior 414 2978 3143 3316 3498 3690
Media Productions Coordinator 430 3226 3403 3590 3787 3995
6610 Medical Claims Processor 383 2555 2695 . 2844 3000 3165
1655 Micro Database Coordinator 525 5184 5469 5769 6086 6420
6690 Micro Technical Aide 457 3692 3895 4110 4335 4574
3690 Network Support Technician 434 3293 3474 3664 3865 4079
6651 Office Assistant 1 335 2011 2122 2238 2361 2491
6645 Office Assistant II 372 2416 2550 2690 2837 2993
6615 Office Specialist 383 2555 2695 2844 3000 3165
5671 Outreach Assistant 298 1674 1766 1863 1966 2073
7624 Painter 430 3226 3403 3590 3787 3995
5660 Park Naturalist 450 3565 3761 3968 4186 4417
5642 Parking Control Officer 377 2479 2616 2759 2912 3071
3629 Parking Meter Repair Technician 425 3149 3323 3505 3697 3900
8640 Parking Meter Repair Worker 409 2907 3066 3234 3413 3600
3678 Permit Supervisor 434 3293 3474 3664 3865 4079
6620 Permit Technician 377 2479 2616 2759 2912 3071
7662 Pest Control Specialist 414 2978 3143 3316 3498 3690
3628 Plan Checker, Building 477 4079 4302 4540 4789 5053
3671 Plan Checker, Public Works, Senior 488 4309 4547 4796 5060 5339
1637 Planner Assistant 467 3881 4094 4319 4557 4808
2610 Planning Aide 424 3132 3304 3486 3678 3881
3639 Planning Graphics Technician 414 2978 3143 3316 3498 3690
7626 Plumber 440 3392 3579 3777 3985 4203
6654 Police Clerk, Senior 383 2555 2695 2844 3000 3165
3658 Police Photographer 440 3392 3579 3777 3985 4203
6656 Police Specialist 392 2669 2817 2971 3134 3305
6601 Police Records Technician 363 2312 2439 2572 2714 2863
6623 Preparator 397 2737 2888 3047 3215 3392
3611 Printing/Forms Coordinator 424 3132 3304 3486 3678 3881
8650 Printing Services Technician 387 2605 2749 2900 3059 3227
3609 Program Specialist 383 2555 2695 2844 3000 3165
1653 Programmer, Senior 506 4713 4973 5247 5536 5841
5638 Property Officer 409 2907 3066 3234 3413 3600
3668 Public Information Specialist 450 3565 3761 3968 4186 4417
Quality Assurance Coordinator 495 4463 4709 4968 5242 5529
5636 Recreation Leader, Senior 435 3309 3491 3683 3886 4099
6633 Secretary, Legal 407 2879 3037 3203 3380 3565
6636 Secretary Typist T 368 2368 2498 2635 2780 2933
5632 Service Officer 424 3132 3304 3486 3678 3881
5630 Service Officer/Alarm 424 3132 3304 3486 3678 3881
5631 Service Officer/Field 424 3132 3304 3486 3678 3881
7646 Service Worker 409 2907 3066 3234 3413 3600
6604 Shift Supervisor, Police 400 2780 2933 3094 3264 3444
7620 Sign Shop Technician 434 3293 3474 3664 3865 4079
5672 Social Worker 402 2808 2962 3125 3297 3479
5673 Social Worker Assistant 361 2288 2415 2548 2688 2836
99-00 MEA MOU.doc 46 01110100 12:04 PM
Resolution 2000-7
EXHIBIT A — Municipal Employees Association Schedule
Effective December 23, 2000
Job Code Classification Range A B C D E
8625 Stock Clerk 377 2479 2616 2759 2912 3071
3635 Survey Party Chief 477 4079 4302 4540 4789 5053
3637 Surveyor 440 3392 3579 3777 3985 4203
3626 Surveyor Aide 424 3132 3304 3486 3678 3881
3657 Telecommunications Aide 440 3392 3579 3777 3985 4203
3656 Telecommunications Coordinator 486 4267 4501 4749 5011 5287
7632 Telemetry Instrument Technician 442 3425 3614 3813 4023 4245
7659 Tree Trimmer, Aerial 414 2978 3143 3316 3498 3690
8629 Tire Service Worker 403 2822 2978 3141 3314 3496
8630 Traffic Maintenance Worker 403 2822 2978 3141 3314 3496
3633 Traffic Technician 477 4079 4302 4540 4789 5053
7641 Vehicle Body Repair 430 3226 3403 3590 3787 3995
7642 Vehicle Body Repair Assistant 477 4079 4302 4540 4789 5053
7675 Vehicle Body Shop Coordinator 458 3711 3916 4131 4358 4597
2612 Video Engineer Supervisor 477 4079 4302 4540 4789 5053
5674 Volunteer Services Coordinator 383 2555 2695 2844 3000 3165
8623 Warehousekeeper 424 3132 3304 3486 3678 3881
8642 Water Meter Reader 387 2605 2749 2900 3059 3227
8641 Water Meter Reader, Senior 403 2822 2978 3141 3314 3496
7647 Water Meter Repair Worker 409 2907 3066 3234 3413 3600
2689 Nater Quality Coordinator 472 3980 4198 4429 4673 4930
3643 Nater Quality Technician 446 3494 3687 3890 4103 4328
7667 Nater Systems Technician 1 409 2907 3066 3234 3413 3600
7668 Nater Systems Technician II 422 3101 3271 3451 3642 3843
7669 ater Systems Technician III 442 3425 3614 3813 4023 4245
3690 ord Processing Coordinator 434 3293 3474 3664 3865 4079
99-00 MEA MQU.doc 47 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT B -- UNIFORM POLICY
A. General
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 Components and Standard Allowances
1. Black safety toe shoes or boots as each assignment dictates.
a. Two pair per year.
b. Boots will be black, heavy duty and laced.
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.
99-00 MEA MOU.doc 48 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT B - UNIFORM POLICY
Continued
11. Ear protectors, arm and shin guards, steel shoe caps, wood heat resistant soles,
and other safety equipment shall be furnished to supervisor for designated
employees.
12. R-1 safety vests shall be furnished all employees having occasion to work within
travelways.
D. Employee Responsibilities
1. To wear complete uniform 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 the uniform 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 paycheck.
8. 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 agreed 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.
99-00 MEA MOU.doc 49 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT B - UNIFORM POLICY
Continued
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. Der)artment Head Responsibilities
1. To direct and assure employee compliance with attire rules
2. To inspect clothing requests to be replaced.
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 a 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
1. 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
that 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 cuffs.
c. Worn with pride in appearance to public, i.e., shirt buttoned, shirttail tucked in,
etc.
99-00 MEA MOU.doc 50 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT B — UNIFORM POLICY
Continued
6. Exceptions at discretion of department heads:
a. Supervisors need not wear uniform; however, in so electing, must pay for 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.
99-00 MEA MOU.doc 51 01/10/00 12:04 PM
Resolution 2000-7
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 use d 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 - Scone
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 - Policy
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 license for 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 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
1. Assigned Vehicles:
A. Assigned City Vehicles may be taken home by employees whose residence is
within ten (10) 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:
99-00 MEA MOU.doc 52 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT C —VEHICLE USE POLICY
Continued
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.
b. Employees who are required to carry 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 a way 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 of Personal Vehicle:
A. Executive Use — The City Administrator, Assistant City Administrator and
Department Heads may, at their option, receive the automobile allowance as
established by Resolution.
99-00 MEA MOU.doc 53 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT C -VEHICLE USE POLICY
Continued
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
42 that employees who are required to attend scheduled meetings outside
of normal working hours may be reimbursed for mileage required.
Section 5 - Insurance Reouirements
All privately-owned vehicles authorized to be used on official City business shall be insured by
the individual employee in the minimum amount of S50,000 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 License
• Insurance Company • Driver's License Expiration Date
• Insurance Policy Number • 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 operators license as required
by this regulation.
99-00 MEA MOU.doc 54 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT C —VEHICLE USE POLICY
Continued
Clarification on City Liability 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 b 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 accident/collision 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.
IRMO MEA MOU.dec 55 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT D— MEA FLSA Exempt Classifications
ggq—g-
1641 Accountant
1640 Accountant Senior
5648 Administrative Aide
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 Criminalist
1680 Criminalist Senior
5624 Cultural Affairs Supervisor
2627 Development Specialist
1660 Code Enforcement Officer Senior
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
99-00 MEA MOU.doc 56 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT E — EMPLOYEE HEALTH PLAN BROCHURE
A copy of the Employee Health Plan Brochure
may be obtained from the
Insurance and Benefits Division
99-00 MEA MOU.doc 57 01/10/00 12.04 PM
Resolution 2000-7
EXHIBIT F — DELTA CARE (PMI) DENTAL PLAN BROCHURE
A copy of the Delta Care (PMI) Brochure
may be obtained from the
Personnel Division
99-00 MEA MOU.doc 58 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT G — DELTA DENTAL PLAN BROCHURE
A copy of the Delta Dental Plan Brochure
may be obtained from the
Personnel Division
99-00 MEA MOU.doc 59 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT H - SAFEGUARD DENTAL PLAN BROCHURE
A copy of the Safeguard Dental Brochure
may be obtained from the
Personnel Division
99-00 MEA MOU.doc 60 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT I —VISION (VSP) PLAN BROCHURE
A copy of the Vision (VSP) Brochure
may be obtained from the
Personnel Division
99-00 MEA MOU.doc 61 01110/00 12:04 PM
Resolution 2000-7
EXHIBIT J — LONG TERM DISABILITY PLAN BROCHURE
A copy of your Long Term Disability Plan Brochure
may be obtained from the
Personnel Division
99-00 MEA MOU.doc 62 01/10/00 12:04 PM
Resolution 2000-7
EXHIBIT K— MISCELLANEOUS 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 retiree's
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 Fate 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.
99-00 MEA MOU.doc 63 01/10/00 12:04 PM
Resolution 2000-7
SCHEDULE OF BENEFITS
A. 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.
B. 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 that exist for all retirees. Payment shall not exceed dollar amount that is
equal to the full cost of premium for employee only.
C. 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 10/1/92
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
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.
99-00 MEA MOU.doc 64 01/10/00 12:04 PM
Resolution 2000-7
INDEMNITY HEALTH PLAN, EMPLOYE ESIRETIREES'
Benefits' City Plan - Employees City Plan - Subsidized
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
Note: Retirees who elect to participate in HealthNet or PacifiCare shall be entitled to
benefits of the program chosen.
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99-00 MEA MOU.doc 65 01/10/00 12:04 PM
Resolution 2000-7
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS
CONTINUED
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 $1,000 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 above.
c. Miscellaneous Provisions:
99-00 MEA MOU.doc 66 01110/00 12:04 PM
Resolution 2000-7
RETIREE SUBSIDY MEDICAL PLANIMISCELLANEOUS PROVISIONS
CONTINUED
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.
S. 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.
99-00 MEA MOU.doc 67 01/10/00 12:04 PM
Resolution 2000-7
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS
CONTINUED
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.
2. Subsidy payments will not pay for:
a. Part B Medicare.
b. Regular City Employee Indemnity Plan.
G. 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.
99-00 MEA MOU.doc 68 01/10/00 12:04 PM
Resolution 2000-7
RETIREE SUBSIDY ME
DICAL PLAN/MISCELLANEOUS PROVISIONS
CONTINUED
2. When a retiree and his/her spouse are both 65 or over, and neither is
eligible for paid Part A of Medicare, the subsidy shall pay for Part A
for each of them or the maximum subsidy, whichever is less.
3. When a retiree at age 65 is eligible for paid Part A of Medicare and
his/her spouse is not eligible for paid Part A, the spouse shall not
receive subsidy. When a retiree at age 65 is not eligible for paid Part
A of Medicare and his/her spouse who is also age 65 is eligible for
paid Part A of Medicare, the subsidy shall be for the retiree's Part A
only.
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 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.
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Resolution 2000-7
RETIREE SUBSIDY MEDICAL PLANIMISCELLANEOUS PROVISIONS
CONTINUED
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.
99-00 MEA MOU.doc 70 01/10/00 12:04 PM
Resolution Number 2000-7
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 18th day of January, 2000 by the following vote:
AYES: Julien, Harman, Garofalo, Green, Dettloff, Bauer
NOES: Sullivan
ABSENT: None
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
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