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Home My WebLink AboutCity Council - 2002-24 RESOLUTION NO. 2002-24 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH MODIFYING SALARY AND BENEFITS FOR FISCAL YEARS 2001/2002 AND 2002/2003 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 2001/2002 and 2002/2003, 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in conflict herewith, whether by minute action or resolution of the City Council heretofore approved, is hereby repealed.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 1st day of April 2002 /a&&40 64k..". Mayor ATTEST: APPROVED AS TO FORM: City Clerk 04'*d"z C ttorne �I^41 ��.11ylst REVIEWED AND APP VED: INITIATED AND APPROVED: a City Administrator C_j Director of inistrative ices Ol resolmea-emp/E 2/l 2/0l Res.No.2002-24 Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS Page PREAMBLE................................................................................................. ..... I ARTICLE I— TERM OF MOU.......................................:............................................................. 1 ARTICLE H-REPRESENTATIONAL UNITICLASS.............................................................. I ARTICLE III—MANAGEMENT RIGHTS................................................................................. 2 ARTICLE IV—EXISTING CONDITIONS................................................................................. 2 ARTICLE V—SEVERABILITY................................................................................................... 2 ARTICLE i'I—SALARYSCHEDULE......................................................................................... 2 A. Classification and Salary Rates 2 ARTICLEYII—SPECIAL PAY................................................................................................... 3 A. Education 3 1. Tuition Reimbursement............................................................................................................................. 3 B. Acting Assignment 3 C Assi ment Pay 3 1. Leadworker Differential............................................................................................................................3 2. Shift Differential........................................................................................................................................3 a. Afternoon Shift..................................................................... ........3 b. Night Shift...................................... C. Shifts Def-med.......................................................................................................................................4 3. Court Standby Time...................................................................................................................................4 4. Court Appearance Time............................................................................................................................. 4 D. Special Certification/Skill Pay 4 1. Bilingual Skill...................... 2. Shorthand Skill...................................................................... ..............._._...4 ............................................... 3. Plan Checker Senior.................................................................................................................................. 5 a. Plans Examiner ICBO Certification...................................................................................................... 5 b. EIT/AA Degree in Engineering............................................................................................................5 4. Plan Checker Coordinator....................................................................................... ........5 ........................... a. Plans Examiner/Building Inspector ICBO Certification.......................................................................5 ARTICLE VIII— UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT.............................. 5 A. Uniforms and Safety Shoes 5 1. Safety Shoes—Cost...................................................................................... ...............................5 B. Tool Allowance 6 C. Vehicle Use 6 D. Process Owner Assignment Pay 6 ARTICLE IX—HOURS OF WORIUOVERTIME....................................................................... 7 A. Work Schedule 7 1. Hours of Work Study.................................................................................................................................7 2. Work Periods under FLSA.............................................. ......7 B. Hours of Work Defined 7 01-02 MEA MOU Final i 3115/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS Page C. Overtime/Compensato1y Time 7 1. Paid Overtime................................. .._7 ........................................................................................................ a. Policy....................................................................................................................................................7 1) Fair Labor Standards Act............:....................................................................................................7 b. Rate of Pay.......................................................................................................... .............................. .7 2. CompensatM Time................................................................................................................................... 8 a. Exempt Ernployces ....................................................................—...-- ...............................8 3. Callback.....................................................................................................................................................8 4. Mandatory Standby.................................................................................................................................... 8 5. Holiday Overtime ...........................................•..................-----................................................... 8 ARTICLE X—HEALTHAND DTHER INSURANCE BENEFITS.......................................... 8 A. Health 8 LMedical...................................................................................................................................................... 8 2. Dental .................................................................•---•-•-------------.............9 3. Vision ......................................................................................................................9 B. Eligibility 9 1. CjU Paid Medical Insurance-D endents................................................................... ............................9 C. COBRA 10 D. Life and Accidental Death and Dismemberment 10 E. Long Term Disabilfty Insurance 10 F. Medical Cash-Out 11 G. Section 125 Plan l I H. Miscellaneous 11 ARTICLE XI—RETIREMENT..................................................................... ..................... 12 A. Benefits 12 L Self-Funded Supplemental Retirement Benefit....................................................................................... 12 2. Deferred Compensation(Retiree Medical Funding)................................................................................ 12 3. Medical Insurance for Retirees.............................F................................................................................ 13 B. Public Em to ees' Retirement S stem 14 1. E to ee's Contribution......................................................................................................................... 14 2. "Rollover" ........................................................... 14 3. Two Percent at AN 55 Formula 14 ARTICLE XII—LEA VE BENEFITS......................................................................................... 1.5 A. Leave With Pay 15 I. General Leave.......................................................................................................................................... 15 a) Accrual.......................... ............................................. 15 ......................................................................... b) Eligibility and Appr ................................oval ..................................................................................... 15 c) Conversion to Cash... ..... ....................................................................................... 15 d) Cash Advance..................................................................................................................................... 15 e) One Week Minimum Vacation Requirement...................................................................................... 16 2) Holidays..........................^.......................................................................................•----------....................... 16 3. Sick Leave............................................................................................................................................... 16 a) Accrual.................................................................................................................................---........ 16 b) Credit ............. .............................................................. 16 01-02 MEA MOU Final ii 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS Page c) Usage.................................................................................................................................................. 16 d) Family Sick Leave............................... ............ 17 e) Payoff at Termination......................................................................................................................... 17 b) .Extended Absences.......... .......... ................................................................................... ........I.............. 17 3. Bereavement Leave.....................—......................................................................................................... 17 4. Association Business............................................................................................................................... 17 5. Luly Du ................................................................................................................................................. 17 6. PateM Leave............................... ARTICLE XIII— CITY RULES.................................................................................................. 18 A. Personnel Rules 18 L Rule 5—Recruitment and Examination Procedure.................................................................................. 18 a) 5-4—Order of Certification................................................................................................................ 18 b) 5-14—Promotional Exams.................................................................................................................. 18 c) 5-20—Duration of Employment Lists................................................................................................ 18 2, Rule 7—Discipline.�................................................................................................................................. 19 a) 7-2—Causes for Disc line................................................................................................................. 19 3. Rule 8—Termination............................................................................................................................... 19 a) 8-1—Medical Examination. Evaluation of Employee's Work Capacity. Demotion,Transfer or Terminationof Appointment........................................................................................................................ 19 b) 8-3—Layoff in Accordance with Length of Service...........................................................................20 c) 8-11—Re-Eoployment....................................................................................................................—20 4. Rule 9—Probation...................................................................................................................................20 a) 94—Rejection of Probationary Employee......................................................................................... 20 5. Rule 12—Classifieation Plan...................................................................................................................20 a) 12-10—Temporary Employees...........................................................................................................20 6. Rule 14—Additional Pay and Pay Adjustments......................................................................................21 a) 14-6—Salary Advancements to Meet Recruiting Problems or to Give Credit for Prior Service. Application for Other Advancements...........................................................................................................21 7. Rule 18—Attendance and Leaves............................................................................................................21 a) 18-8—Sick Leave..................................... ........21 .................................................................................. b) 18-16—Industrial Accident Leave......................................................................................................21 c) 18-19—Maternily Leave.....................................................................................................................23 d) 18-20—Leave of Absence without Pav..............................................................................................23 8. Rule 19—Grievance Procedure Non-Disciplinary Matters.....................................................................23 a) 19-5 Grievance Procedure...................................................................................................................23 1) Step 4—City Administrator........................................................................................................-.23 2) Step 5—Personnel Board Hearing.................................................................................................24 9. Rule 20._Discinlinga Procedure and Appeal..........................................................................................24 a) 20-1 —Pur—pose....................................................................................................................................24 b) 20-2—Disciplinary Procedures...........................................................................................................24 1) Notice of Proposed Adverse Action...............................................................................................24 2) Employee's Right to Respond........................................................................................................24 3) Time Off:...............................................................—.......................................--------- ..............24 4) Final Notice of Decision................................................................................................................24 c) 20-3—Appeal to Personnel Commission............................................................................................25 1) Request for Appeal.........................................................................................................................25 2) Hearing............................................................—............................................................................25 3) Final Decision..................—...........................................................................................................25 d) 20-4—Supplemental Hearing by Personnel Board.............................................................................25 c) 20-5—E to ee Status on Pending Appeal.......................................................................................26 10. Rule 21 —Grievance Procedures-General......................................................................................... 26 a) 21-7 Hearing Officers......................................................................................................................... 26 01-02 MEA MOU Final iii 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS Page b) 21-11 Time. Computation of..............................................................................................................26 c) 21-12 Time. Extension of...................................................................................................................26 13. Employer-Employee Relations Resolution . 26 1. Modification of Section 7—Decertification and Modification.............. ...26 C. Rules Governing Layoff,Reduction in Lieu of Layoff and Re-Employment 28 I. Part 1 —Layoff Procedure........................................................................................................................28 2. Order of Layoff.. —� ................................................................................................30 3. Notification of Employees........................... ...........................................................................................30 .,� 4. Part 2—B in Rig hts..........................................................................................................................31 a) Voluntary Reduction or Bumping in Lieu of Layoff..........................................................................31 b) Reinstatement/Re-employment Lists..................................................................................................32 c) QLaalifications Appeal.........................................................................................................................32 d) ualificafions Appeal Hearin ............................................................................................................32 5. Part 3—Re-employment..........................................................................................................................33 a) Re-employment...................................................................................................................................33 b) Status on Re-employment...................................................................................................................33 ARTICLE XIV—MISCELLANEO US......................................................................................... 34 A. Grievance Arbitration 34 B. Promotional Procedures 34 1. Tie Scores................................................................................................................................................34 2. SaIM U on Promotion..........................................................................................................................- 34 C. Labor-Management Relations Committee 35 D. Copies of MOU 36 E. Position Classification Issues 36 1. Class Specifications................................................................................................................................. 36 2. Reclassification I act.....................................................................................................I.......... ............36 F. Class A and B Driver License Fees 36 G. Job Sharintr 36 H. Deferred Compensation Loan Pro m 36 ARTICLE XV— CITY COUNCIL APPROVAL......................................................................... 37 LISTOF MO U EXHIBITS......................................................................................................... 38 A. General 45 B. Affected Personnel 45 C. Basic Uniform Components and Standard Allowances 45 D. Employee Responsibilities 46 E. City Responsibilities 46 F. Department Head Responsibilities 47 G. Purchases and Exceptions` _ 47 EXHIBIT C— VEHICLE USE POLICY.................................................................................... 49 01-02 MEA MOU Final iv 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS Page Section 1 -Rmose 49 Section 2 -Scope 49 Section 3 -Policy 49 Section 4—Vehicle Use Criteria 49 Section 5—Insurance Re uirements 51 EXHIBIT D—MEA FLSA Exempt Classifications................................................................... 53 EXHIBIT E—EMPLOYEE HEALTH PLAN BROCHURE.................................................... 54 EXHIBIT F--DELTA CARE(PMI)DENTAL PLAN BROCHURE....................................... 55 EXHIBIT G—DELTA DENTAL PLAN BROCHURE............................................................. 56 EXHIBIT H—SAFEGUARD DENTAL PLAN BROCHURE.................................................. 57 EXHIBIT I— VISION(YSP) PLAN BROCHURE.................................................................... 58 EXHIBIT J—LONG TERM DISABILITYPLAN BROCHURE............................................. 59 EXHIBIT K—MISCELLANEOUS PROVISIONS OF THE RETIREE SUBSIDY MEDICAL PLAN..........................................................................................................................................1. 60 ResolutionNumber . .......................................................................................................:.. 68 01-02 MEA MOU Final v 3/15/2002 2:40 PM Res.No.2002-24 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 22, 2001 through December 20, 2002; 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 22, 2001 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 22, 2001 and ending at midnight on December 20, 2002. 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 UNIT/CLASS It is recognized that the ASSOCIATION is the employee organization which has the right to meet and confer in good faith with the CITY on behalf of permanent employees of the CITY within those class titles set out in Exhibit "A" attached hereto and incorporated herein. The term "permanent' employee is used only to determine entitlement to certain benefits provided by this MOU and is defined as follows; an employee that has completed or is in the process of completing a probationary period in a permanent position in the competitive 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. 01-02 MEA MOU Final 1 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING ARTICLE III — MANAGEMENT RIGHTS Except as expressly abridged or modified herein, the CITY retains all rights, powers and authority with respect to the management and direction of the performance of CITY services and the work forces performing such services, provided that nothing herein shall change the City's obligation to meet and confer as to the effects of any such management decision upon wages, hours and terms and conditions of employment or be construed as granting the CITY the right to make unilateral changes in wages, hours and terms and conditions of employment. Such rights include, but are not limited to, consideration of the merits, necessity, level or organization of CITY services, including establishing of work stations, nature of work to be performed, contracting for any work or operation, reasonable employee performance standards, including reasonable work and safety rules and regulations in order to maintain the efficiency and economy desirable for the performance of CITY services. ARTICLE 1V — 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 any article, sub-article, sentence, clause, phrase or portion of this Agreement, or the application thereof to any person, is for any reason held to be invalid or unenforceable by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this Agreement or its application to other persons. The City and the Association hereby agree that in the event any state or federal legislative, executive or administrative provision purports to nullify or otherwise adversely affect the wages, hours and other terms and conditions of employment contained in this Agreement or similarly purports to restrict the ability of the parties to negotiate a successor agreement, the City and the Association shall, without prejudice to either party's judicial remedies, endeavor to agree to alternative contractual provisions which are not adversely affected by said legislative, executive or administrative provision. ARTICLE VI — SALARY SCHEDULE A. Classification and Salary Rates Permanent employees shall be compensated at hourly salary rates by job type and pay grade including three percent (3%) effective January 19, 2002 as set forth in Exhibit A attached hereto and incorporated herein by this reference. All association represented employees hired after March 29, 2002 shall be required to utilize direct deposit of payroll checks. 01-02 MEA MOU Final 2 3/15/2002 2.40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING ARTICLE VII — SPECIAL PAY A. Education I. Tuition Reimbursement Upon approval of the Department Head and the Human Resources Officer, permanent employees may be compensated for courses from accredited educational institutions. Tuition reimbursement shall be limited to job related courses or job related educational degree objectives and requires prior approval by the Department Head and Human Resources Officer. Education costs shall be reimbursed to permanent employees on the basis of a full refund for tuition, books, parking (if a required fee) and any other required fees upon presentation of receipts. However, the maximum reimbursement shall be not more than one thousand two hundred and fifty dollars ($1,250) in any fiscal year period. Reimbursements shall be made when the employee presents proof to the Human Resources Officer that he/she has successfully completed the course with a grade of"C" or better; or a "Pass" if taken for credit. 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 XIV.13.2. 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. 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. 01-02 MEA MOU Final 3 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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 nightshift as defined herein. 3. Court Standby Time Field Service Officers, Parking Control Officers, Criminalists, Senior Criminalists, and Latent Fingerprint Specialists or reclassified equivalents who are required to be on standby for a court appearance during other than their scheduled working hours shall receive a minimum of three hours straight time pay (including differentials in Article VI) for each morning and afternoon court session. 4. Court Appearance Time Field Service Officers, Parking Control Officers, Criminalists, Senior Criminalists, and Latent Fingerprint Specialists or reclassified equivalents required to appear in court during other than their scheduled working hours shall receive a minimum of three hours pay at time and one half; provided, however, that if such time overlaps with the employee's scheduled working hours, said premium rate shall be limited to those hours occurring prior to or after the employee's scheduled work time. D. Special Certification/Skill Pay 1. Bilingual Skill Permanent employees who are required by their Department Head to use Spanish, Vietnamese, or Sign Language skills as part of their job assignment, shall be paid an additional five-percent (5%) of their basic hourly rate in addition to their regular bi-weekly salary. Permanent employees may accept assignments utilizing bilingual skills in other languages on a short-term assignment with approval by the City Administrator. Such employees shall receive the additional five percent (5%) for every bi-weekly pay period that the assignment is in effect. In order to be eligible for said compensation, employee's language proficiency will be tested and certified by the Human Resources Officer or designee. 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 forty-six dollars and fifteen cents ($46.15) bi- weekly. 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 01-02 MEA MOU Final 4 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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. Plans 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 forty-six dollars and fifteen cents ($46.15) bi-weekly, 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 sixty- nine dollars and twenty-three cents ($69.23) bi-weekly 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 forty-six dollars and fifteen cents ($46.15) bi weekly, provided that active certification is maintained. ARTICLE Vili — 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 01-02 MEA MOU Final 5 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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. 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. Approval is required by the City Administrator or designee for any City vehicle to be taken home by an association employee. D. Process Owner Assignment Pay Those employees performing assignments designated by the City as "process owner: assignments shall receive premium pay equal to ten percent (10%) of the employee's base hourly rate. Process owner assignments are designated by the employee's department head and approved by the City Administrator or his designee. Designated employees are responsible for JD Edwards applications setup, design, troubleshooting and training. Process owners have system coordination responsibilities as distinguished from users of the system. 01-02 MEA MOU Final 6 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING ARTICLE IX — HOURS OF WORK/OVERTIME A. Work Schedule 1. Hours of Work Study The parties agree to continue to study the issue of hours of work during the term of the Agreement through a Joint Association/City Study Committee (with equal number of representatives). Upon approval by the City Administrator, implementation of any alternative hours of work may be accomplished on a 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. Policv 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 Pav 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 01-02 MEA MOU Final 7 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION 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 X11. 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 XI I. 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. 01-02 MEA MOU Final 8 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION 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, 1995 and from time to time to comply with changes in law requirements or the City's stop-loss re-insurance and developments in medicine. 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. Vision 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 effective the first of the month following the month during 30 days of 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) 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. 01-02 MEA MOU Final 9 3/15/2002 2.40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING Year 2002 Premiums The City "caps" its contributions toward employee monthly health insurance premiums by category (single, two-party, family) and plan (medical, dental, vision) at the rate in effect January 1, 2002 for the year ending. December 31, 2002. Monthly' 114 filth delta. belts VSP Pre'mum City Plan Net Dental. Cairn Safegarti (Visorx) Employee $280.51 $263.31 $41.31 $23.00 $16.20 $17.58 Only Employee 554.70 517.79 78.92 39.11 29.16 17.58 + One Employee 679.15 682.46 112.10 59.81 37.22 17.58 + Family The City will reimburse employees represented by the association the cost of medical and dental premiums paid by the employee for the period of January 1, 2002 through March 29, 2002. All medical and dental reimbursements shall be subject to all applicable state and federal taxes. 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 cast. 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 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. 01-02 MEA MOU Final 10 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING F. Medical Cash-Out If an employee is covered by a medical program outside of a City-provided program (evidence of which must be supplied to the Administrative Services Department, Employee Benefits Division), they may elect to discontinue City medical coverage and receive ninety-two dollars and thirty-one cents ($92.31) bi- weekly to deposit into their Deferred Compensation account or any other pre-tax program offered by the City. G. Section 125 Plan This plan allows employees to use pre-tax salary to pay for regular childcare, 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 01-02 MEA MOU Final 11 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING ineligible dependents. Recovery of such overpayments shall be made as follows: a. The employee's bi-weekly salary warrant shall be reduced by one- half of the amount of the bi-weekly overpayment. 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 21456) or Option #3 (Section 21457) of the Public Employees' Retirement law, the City shall pay the difference between such elected option and the 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. 01-02 MEA MOU Final 12 3/15/2002 2.40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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 XI.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.3.; 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.3. 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 01-02 MEA MOU Final 13 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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 Emplovees' 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 X1.B.2 of the 1991-93 M.O.U. beyond January 31, 1994. 3. Two Percent at Age 55 Formula Unit employees shall be covered by the two percent at age 55 formula (2% @ 55) as identified in Section 21354. 4. 1959 Survivors Benefit Unit employees shall be covered by the 1959 PERS Level 3 Survivor Benefits. 01-02 MEA MOU Final 14 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING ARTICLE XII — LEAVE BENEFITS A. Leave With Pay 1. General Leave a) Accrual Effective March 30, 2002, employees will cease to accrue sick leave and vacation leave, and the Long-Term Disability insurance waiting period shall be reduced from 60 to 30 days. Instead, employees will begin accruing general leave at the accrual rates outlined below. General leave may be used for any purpose, including vacation, sick leave, and personal leave. Vacation time accrued through March 29, 2002 will be added to the employee's general leave account effective March 30, 2002. General leave shall be accrued as follows: Years of Service General Leave Allowance First through Fourth Year 176 Hours Fifth through Ninth Year 200 Hours Tenth through Fourteenth Year 224 Hours Fifteenth Year and Thereafter 256 Hours b) Eligibility and Approval General leave must be pre-approved except for illness, injury or family sickness, which may require a physician's statement for approval. Accrued general leave may not be taken prior to six (6) months; service except for illness, injury or family sickness. General leave accrued time is to be computed from hiring date anniversary. Members shall not be permitted to take general leave in excess of actual time earned. Effective March 30, 2002, members shall not accrue general leave in excess of six hundred hours (600). Employees may not use their general leave to advance their separation date on retirement or other separation from employment. c) Conversion to Cash Once during each fiscal year, each employee shall have the option to convert into a cash payment or deferred compensation up to a total of one hundred twenty (120) hours of earned general leave benefits. The value of each hour of conversion is the employee's current base hourly rate, as reflected by job type in Exhibit A. The employee shall give two (2) weeks advance notice of his/her desire to exercise such option. d) Cash Advance Upon one-week written notification to the Payroll Division, each permanent employee shall be entitled to receive his or her earned vacation pay, fewer deductions, in advance, prior to his or her regularly 01-02 MEA MQU Final 15 3115/2002 2:40 PM Res.No.2QO2-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING scheduled annual vacation. Such advancement shall be limited to one (1) during each employee's anniversary year. e) One Week Minimum Vacation Requirement Employees in the following positions, or their reclassified equivalent, in the Office of the City Treasurer or the Administrative Services department, shall take a minimum of one week (i.e., five consecutive work days) paid vacation each calendar year: Customer Service Representatives/Cashier; Customer Service Representative; Customer Service Representatives Senior; Customer Service Representatives/Field; Supervising Customer Service Representatives; Senior Accountant (responsible for bank reconciliation). 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) k) Any day declared by the President of the United States to be a national holiday or by the Governor of the State of California to be a state holiday and adopted as an employee holiday by the City Council of Huntington Beach. Holidays which fall on Sunday shall be observed the following Monday, and those falling on Saturday shall be observed the preceding Friday. 3. Sick Leave a) Accrual No employee shall accrue sick leave after March 29, 2002. b) Credit Employees hired prior to March 30, 2002 shall be credited with their sick leave accrued as of March 29, 2002. c) Usage Employees may use accrued sick leave for the same purposes for which it was used prior to March 30, 2002. 01-02 MEA MOU Final 16 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING d) Family Sick Leave Sick leave may be used for an absence due to illness of the employee's spouse or child when the employee's presence is required at home, provided that such absences shall be limited to five (5) days per calendar year. e) 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 required to appear for jury duty or selection for a period of more than one day. 6. Paternity Leave Fathers may utilize accumulated sick leave in addition to general leave 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 one hundred sixty (160) hours annually. 01-02 MEA MOIL Final V 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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 Human Resources Officer, 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 by the Human Resources Officer when requested by the Department 01-02 MEA MDU Final 18 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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 Discipline 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 Appointment 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 Human Resources Officer regarding such belief. If the Human Resources Officer 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 Human Resources Officer 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 he/she has applied, he/she will be placed in such position, without 01-02 MEA MOU Final 19 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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) 8-11 — Re-Employment With the approval of the Human Resources Officer, 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 - Refection 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. 01-02 MEA MOU Final 20 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 6. Rule 14 —Additional Pay and Pay Adjustments a) 14-6 — Salary Advancements to Meet Recruitinc i Problems or to Give Credit for Prior Service. Application for Other Advancements The Department Head, through the Human Resources Officer 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 Human Resources Officer. 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 01-02 MEA MOU Final 21 3/1512002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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. 01-02 MEA MOU Final 22 3/1512002 2A0 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING c) 18-19 — Maternity Leave The City and the Association agree to modify the present Personnel Rule 18-19 Maternity Leave to read as follows: -"A permanent employee shall be entitled to a leave of absence without pay due to inability to work due to pregnancy. The employee will be entitled to use available sick leave during this period. Said leave must be requested in writing from the Department Head and must include written notification from the 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 filed with the Department Head and the Human Resources Officer." d) 18-20 — Leave of Absence without Pay The City and the Association agree that the following sub-paragraph "C" shall be added to Personnel Rule 18-20. Leave of Absence without Pay: Leave of absence without pay, for medical disability reasons, shall be restricted to six (6) months. 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 Human Resources Officer 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 Human Resources Officer, 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 Human Resources Officer. 01-02 MEA MOU Final 23 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 2) Step b— Personnel Board Hearing Hearing. As soon as practicable thereafter, the Human Resources Officer 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 —Disciplinary 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 employee's 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 01-02 MEA MOU Final 24 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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 Human Resources Officer. 2) Hearing As soon as practicable thereafter, the Human Resources Officer 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 I). 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 Human Resources Officer shall give written notice to all parties concerned in such matter. 01-02 MEA MOU Final 25 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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. 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 01-02 MEA MOU Final 26 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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 Human Resources Officer,would be entitled to propose a Unit Modification. The Association and the City agree to jointly recommend a modification of the City of Huntington Beach Employer-Employee Relations Resolution (Resolution Number 3335) upon the City's having completed its obligation to meet and confer on this issue with all other bargaining units. The proposed changed to the Employer-Employee Relations Resolution is as follows: 7-3. Personnel Direction Motion of Unit Modification — The Human Resources Officer may propose, during the same period for filing a Petition for Decertification, that an established unit be modified in accordance with the following procedure: 1) The Human Resources Officer 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 Human Resources Officer's rationale for the proposed change including all information which justifies the change pursuant to the criteria established in Section 6-5 for Appropriateness of Units. Additionally, the Human Resources Officer shall provide all affected employee organizations with all correspondence, memoranda, and other documents which relate to any input regarding the Unit Modification which may have been received by the City or from affected employees and/or sent by the City to affected employees; 2) Following receipt of the Human Resources Officer's Proposal for Unit Modification any affected employee organization shall be afforded not less than thirty (30) days to receive input from its members regarding the proposed change and to formulate a written and/or oral response to the Motion for Unit Modification to the Personnel Commission; 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. Following the Personnel 01-02 MEA MOU Final 27 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING Commission's determination of the composition of the appropriate Unit or Units, it shall give written notice of such determination to all affected employee organizations; 4) Any party who chooses to appeal from the decision of the Personnel Commission is entitled to appeal in accordance with the provision of Section 14-4 of Resolution Number 3335. C. Rules Governing Layoff. Reduction in Lieu of Layoff and Re-Employment 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. 01-02 MEA MOU Final 28 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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. C. Transfer or Reduction to Vacancies in Lieu of Layoff 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. 01-02 MEA MOU Final 29 M512002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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. 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 01-02 MEA MOU Final 30 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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 Human Resources Officer 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 Human Resources Officer 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 Human Resources Officer 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 Human Resources Officer 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) Voluntary Reduction or Bumping in Lieu of Layoff 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 01-02 MEA MOU Final 31 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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 Human Resources Officer'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 Human Resources Officer's decision, the employee may appeal pursuant to the provisions of Sections 3 and 4 below. b) Reinstatement/Re-em Ployment 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. 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 Human Resources Officer 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 Hearing 1) Upon receipt of an appeal, the Human Resources Officer 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. 01-02 MEA MOU Final 32 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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. 3) Vacancies shall be filled from the reemployment list for a class, starting at the top of the list, providing that the person meets the necessary qualifications for 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. 01-02 MEA MOU Final 33 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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. 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 XIU—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. Sala Upon Promotion 01-02 MEA MOU Final 34 3/15/2002 2:40 PM Res.No.2002.24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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 Human Resources Officer may authorize an increase greater than ten percent (10%) upon promotion. 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 Human Resources Officer 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. 5. The parties shall exchange agenda items five workdays before each scheduled LMRC meeting described in this section. Matters not on the 01-02 MEA MOU Final 35 3/15/2002 2:40 PM Res.No.2002-24 MUNICIPAL EMPLOYEES' ASSOCIATION MEMORANDUM OF UNDERSTANDING 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. 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. 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. 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Medical Plan and Subsidy Program 01-02 MEA MOU Final 38 3/15/2002 2:40 PM Res.No.2002-24 EXHIBIT A - MUNICIPAL EMPLOYEES ASSOCIATION SCHEDULE Effective January 19, 2002 Job Type Pay Grade A B C D E Accountant 468 22.50 23.74 25.05 26.43 27.88 Accountant, Senior 496 25.89 27.31 28.81 30.39 32.06 Accounting Technician 1 395 15.63 16.49 17.40 18.36 19.37 Accounting Technician II 414 17.18 18.13 19.13 20.18 21.29 Accounting Technician, Senior 433 18.89 19.93 21.03 22.19 23.41 Accounting Technician, Supervisor 443 19.87 20.96 22.11 23.33 24.61 Administrative Aide 464 22.06 23.27 24.55 25.90 27.32 Administrative Secretary 407 16.61 17.52 18.48 19.50 20.57 Alarm Services Coordinator 441 19.68 20.76 21.90 23.10 24.37 Art Program Curator 441 19.68 20.76 21.90 23.10 24.37 Arts Education Coordinator 414 17.18 18.13 19.13 20.18 21.29 Buyer 465 22.16 23.38 24.67 26.03 27.46 Carpenter 444 19.96 21.06 2222 23.44 24.73 Civilian Check Investigator 419 17.63 18.60 19.62 20.70 21.84 Claims Examiner, Medical 389 15.18 16.01 16.89 17.82 18.80 Claims Examiner, Workers Compensation 389 15.18 16.01 16.89 17.82 18.80 Claims Examiner, Workers Compensation Senior 471 22.83 24.09 25.42 26.82 28.30 Code Enforcement Officer 1 420 17.73 18.70 19.73 20.81 21.95 Code Enforcement Officer II 462 21.82 23.02 24.29 25.63 27.04 Code Enforcement Officer, Senior 482 24.13 25.46 26.86 28.34 29,90 Communications Technician 452 20.78 21.92 23.13 24.40 25.74 Community Relations Specialist 430 18.61 19.63 20.71 21.85 23.05 Community Services Recreation Coordinator 451 20.66 21.80 23.00 24.27 25.61 Community Services Recreation Supervisor 474 23.18 24.45 25.80 27.22 28.72 Computer Assistant, Library 406 16.52 17.43 18.39 19.40 20.47 Computer Drafting Technician 483 24.26 25.59 27.00 28.48 30,05 Computer Operations Supervisor 512 28.02 29.56 31.19 32.91 34,72 Computer Operator 397 15.79 16.66 17.58 18.55 19.57 Concrete Finisher 436 19.19 20.25 21.36 22.53 23.77 Court Liaison Specialist 407 16.61 17.52 18.48 19.50 20,57 Crewleader, Beach Maintenance 478 23.65 24.95 26.32 27.77 29.30 Crewleader, Electrical Maintenance 483 24.26 25.59 27.00 28.48 30.05 Crewleader, Equipment Services 465 22.16 23.38 24.67 26.03 27.46 Crewleader, Equipment/Automotive Maintenance 484 24.39 25.73 27.14 28.63 30,20 Crewleader, Facilities Maintenance 483 24.26 25.59 27.00 28.48 30,05 Crewleader, Irrigation 478 23.65 24.95 26.32 1 27.77 1 29.30 Crewleader, Landscape Maintenance 478 23.65 24.95 26.32 27.77 29.30 Crewleader, Painting 483 24.26 25.59 27.00 28.48 30.05 01-02 MEA MOU Final 39 3/15/2002 2:54 PM Res.No.2002-24 EXHIBIT A - MUNICIPAL EMPLOYEES ASSOCIATION SCHEDULE Effective January 19, 2002 Job Type Pay Grade A B C D E Crewleader, Park Equipment 484 24.39 25.73 27.14 28.63 30.20 Crewleader, Park Maintenance 483 24.26 25.59 27.00 28.48 30.05 Crewleader, Parking and Camping 478 23.65 24.95 26.32 27.77 29.30 Crewleader, Pest Control Advisor 478 .23.65 24.95 26.32 27.77 29.30 Crewleader, Signs and Markings 483 2426 25.59 27.00 28.48 30.05 Crewleader, Streets Maintenance 478 23.65 24.95 26.32 27.77 29.30 Crewleader, Traffic Signals & Lighting 483 24.26 25.59 27.00 28.48 30.05 Crewleader, Trees Maintenance 478 23.65 24.95 26.32 27.77 29.30 Crewleader, Vehicle Body Repair 465 22.16 23.38 24.67 26.03 27.46 Crewleader, Wastewater Operations 478 23.65 24.95 26.32 27.77 29.30 Crewleader, Water Distribution Maintenance 478 23.65 24.95 26.32 27.77 29.30 Crewleader, Water Distribution Meters 478 23.65 24.95 26.32 27.77 29.30 Crewleader, Water Operations 478 23.65 24.95 26.32 27.77 29.30 Crime Analyst 409 16.77 17.69 18.66 19.69 20.77 Crime Analyst, Senior 495 25.75 27.17 28.66 30.24 31.90 Crime Scene Investigator 452 20.78 21.92 23.13 24.40 25.74 Criminalist 474 23.18 24.45 25.80 27.22 28.72 Criminalist, Senior 514 28.30 29.86 31.50 33.23 35.06 Cross Connection Control Specialist 462 21.82 23.02 24.29 25.63 27.04 Crossing Guard Coordinator 430 18.61 19.63 20.71 21.85 23.05 Cultural Affairs Supervisor 474 23.18 24.45 25.80 27.22 28.72 Cultural Services Aide 441 19.68 20.76 21.90 23.10 24.37 Custodian 388 15.10 15.93 16.81 17.73 18.71 Customer Service Representative 395 15.63 16.49 17.40 18.36 19.37 Deputy City Clerk 387 15.03 15.86 16.73 17.65 18.62 Deputy City Clerk, Senior 436 19.19 20.25 21.36 22.53 23.77 Development Specialist 474 23.18 24.45 25.80 27.22 28.72 Distribution Services Clerk 384 14.81 15.62 16.48 17.39 18.35 Electrician 459 21.51 22.69 23.94 25.26 26.65 Electrician, Traffic Signal 462 21.82 23.02 24.29 25.63 27.04 Emergency Services Coordinator 472 22.96 24.22 25.55 26.96 28.44 EMS Training/Quality Assurance Specialist 501 26.53 27.99 29.53 31.15 32.86 Engineering Aide 430 18.61 19.63 20.71 21.85 23.05 Engineering Assistant, Civil 499 26.27 27.71 1 29.23 30.84 32.54 Engineering Technician 483 24.26 25.59 27,00 28.48 30,05 Engineering Technician, Traffic 483 24.26 25.59 27.00 28.48 30.05 Equipment Operator, Beaches 426 18.25 19.25 20.31 21.43 22.61 Equipment Operator, Grader 442 19.76 20.85 22.00 23.21 24.49 01-02 MEA MOU Final 40 3/15/2002 2:54 PM Res. No.2002-24 EXHIBIT A - MUNICIPAL EMPLOYEES ASSOCIATION SCHEDULE Effective January 19, 2002 Job Type Pay Grade A 13 C Q E Equipment Operator, Landscape 426 18.25 19.25 20.31 21.43 22.61 Equipment Operator, Signs & Markings 426 18.25 19.25 20.31 21.43 22.61 Equipment Operator, Streets 426 18.25 19.25 20.31 21.43 22.61 Equipment Operator, Trees 426 18.25 19.25 20.31 21.43 22.61 Equipment Operator, Wastewater 426 18.25 19.25 20.31 21A3 22.61 Equipment Operator, Water 442 19.76 20.85 22.00 23.21 24.49 Equipment Support Assistant 415 17.27 18.22 19.22 20.28 21.40 Facilities Maintenance Technician 417 17.45 18.41 19.42 20.49 21.62 Facilities Maintenance Technician, Senior 449 20.46 21.59 22.78 24.03 25.35 Field Service Representative 423 17.99 18.98 20.02 21.12 22.28 Fire Safety Program Specialist 444 19.96 21.06 22.22 23.44 24.73 Fire Training Maintenance Technician 451 20.66 21.80 23.00 24.27 25.61 Fire Training Media Specialist 448 20.36 21.48 22.66 23.91 25.22 GIS Analyst 493 25,49 26.89 28.37 29.93 31.58 Graphics Administrative Specialist 420 17.73 18.70 19.73 20.81 21.95 Groundsworker 383 14.73 15.55 16.41 17.31 18.26 Hazardous Materials Program Specialist 490 25.10 26.48 27.94 29.48 31.10 Helicopter Maintenance Technician 448 20.36 21.48 22.66 23.91 25.22 Helicopter Maintenance Technician, Senior 499 26.27 27.71 29.23 30.84 32.54 Housing Development Specialist 473 23.07 24.34 25.68 27.09 28.58 Human Services Program Supervisor 474 23.18 24.45 25.80 27.22 28.72 Information Systems Analyst 1 474 23.18 24.45 25.80 27.22 28.72 Information Systems Analyst II 493 25.49 26.89 28.37 29.93 31.58 Information Systems Analyst 111 512 28.02 1 29.56 31.19 32.91 34.72 lnformation Systems Analyst IV 531 30.82 32.51 34.30 36.19 38.18 Information Systems Manager, Library 493 25.49 26.89 28.37 29.93 31.58 Information Systems Specialist 1 421 17.81 1879 19.82 20.91 22.06 Information Systems Specialist 11 440 19.57 20.65 21.79 22.99 24.25 Information Systems Specialist 111 469 22.63 23.87 25.18 26.56 28.02 Information Systems Specialist IV 479 23.76 25.07 26.45 27.91 29.45 Inspector I, Building 452 20.78 21.92 23.13 24.40 25.74 Inspector 11, Building 472 22.96 24.22 25.55 26.96 28.44 Inspector 111, Building 490 25.10 26.48 27.94 29A8 31.10 Inspector, Construction 472 22.96 24.22 25.55 26.96 28.44 Inspector, Construction Senior 492 25.36 26.76 28.23 29.78 31.42 Inspector, Construction Trainee 452 20.78 21.92 23.13 24.40 25.74 Inspector, Water Construction 463 21.94 23.15 24.42 25.76 27.18 Inspector, Water Construction, Senior 483 24.26 25.59 1 27.00 28.48 30.05 01-02 MEA MOU Final 41 3/15/2002 2:54 PM Res.No.2002-24 EXHIBIT A - MUNICIPAL EMPLOYEES ASSOCIATION SCHEDULE Effective January 19, 2002 Job Type Pay Grade A B C D E irrigation Specialist 420 17.73 18.70 %73 20.81 21.95 Latent Fingerprint Examiner 466 22.28 23.51 24.80 26.16 27.60 Latent Fingerprint Examiner, Trainee 428 18.43 19.44 20.51 21.64 22.83 Leadworker, Facilities Maintenance 433 18.89 19.93 21.03 22.19 23.41 Leadworker, Landscape Maintenance 442 19.76 20.85 22.00 23.21 24.49 Leadworker, Parking and Camping 442 19.76 20.85 22.00 23.21 24.49 Leadworker, Signs 446 20.16 21.27 22.44 23.67 24.97 Leadworker, Street Services 452 20.78 21.92 23.13 24.40 25.74 Leadworker, Streets Maintenance 452 20.78 21.92 23.13 24.40 25.74 Leadworker, Traffic Markings 442 19.76 20.85 22.00 23.21 24.49 Leadworker, Traffic Signals & Lighting 467 22.39 23.62 24.92 26.29 27.74 Leadworker, Trees Maintenance 442 19.76 20.85 22.00 23.21 24.49 Leadworker, Wastewater Operations 442 19.76 20.85 22.00 23.21 24.49 Leadworker, Water Distribution Maintenance 452 20.78 21.92 23.13 24.40 25.74 Leadworker, Water Distribution Meters 442 19.76 20.85 22.00 23.21 24.49 Leadworker, Water Operations 464 22.06 23.27 24.55 25.90 27.32 Legal Secretary 413 17.10 18.04 19.03 20.08 21.18 Librarian 446 20.16 21.27 22.44 23.67 24.97 Library Clerk 354 12.76 13.46 14.20 14.98 15.80 Library Clerk, Specialist 354 12.76 13.46 14.20 14.98 15.80 Library Facilities Coordinator 425 18.17 19.17 20.22 21.33 22.50 Library Processing Clerk 374 14.09 14.86 15.68 16.54 17.45 Library Services Clerk 374 14.09 14.86 15.68 16.54 17.45 Library Services Clerk, Senior 393 15.47 16.32 17.22 18.17 19.17 Library Specialist 409 16.77 17.69 18.66 19.69 20.77 Library Specialist, Senior 427 18.35 19.36 20.42 21.54 22.72 Literary Program Specialist 446 20.16 21.27 22.44 23.67 24.97 Mail Services Clerk 354 12.76 13.46 14.20 14.98 15.80 Maintenance Service Worker 409 16.77 17.69 18.66 19.69 20.77 Maintenance Service Worker, Beach 409 16.77 17.69 18.66 19.69 20.77 Maintenance Service Worker, Traffic 409 16.77 17.69 18.66 19.69 20.77 Maintenance Service Worker, Wastewater 409 16.77 17.69 18.66 19.69 20.77 Maintenance Worker 383 14.73 15.55 16.41 17.31 18.26 Masonry Worker 444 19.96 21.06 22.22 23.44 24.73 Mechanic 1 416 17.36 18,32 19.33 20.39 21.51 Mechanic II 437 19.28 20.34 21.46 22.64 23.89 Mechanic Ill 449 20.46 21.59 22.78 24.03 25.35 Mechanic, Marine Equipment 463 21.94 23.15 24.42 25.76 27.18 42 01-02 MEA MOU Final 3115/2002 2:54 PM Res.No.2002-24 EXHIBIT A - MUNICIPAL EMPLOYEES ASSOCIATION SCHEDULE Effective January 19, 2002 Job Type Pay Grade A B C E Mechanic, Marine Equipment Senior 484 24.39 25.73 27.14 28.63 30.20 Mechanic, Wastewater Pump 415 17.27 18.22 19.22 20.28 21.40 Mechanic, Wastewater Pump Senior 420 17.73 18.70 19.73 20.81 21.95 Media Production Coordinator 436 19.19 20.25 21.36 22.53 23.77 Media Services Specialist 409 16.77 17.69 18.66 19.69 20.77 Nutrition Transit Coordinator 328 11.20 11.82 12.47 13.16 13.88 Office Assistant 1 341 11.94 12.60 13.29 14.02 14.79 Office Assistant II 378 14.38 15.17 16.00 16.88 17.81 Office Specialist 389 15.18 16.01 16.89 17.82 18.80 Painter 444 19.96 21.06 22.22 23.44 24.73 Park Naturalist 474 23.18 24.45 25.80 27.22 28.72 Parking Meter Repair Technician 437 19.28 20.34 21.46 22.64 23.89 Parking Meter Repair Worker 421 17.81 18.79 19.82 20.91 22.06 Parking/Traffic Control Coordinator 430 18.61 19.63 20.71 21.85 23.05 Parking/Traffic Control Officer 383 14.73 15.55 16.41 17.31 18.26 Permit Technician 400 16.04 16.92 17.85 18.83 19.87 Permit Technician, Senior 449 20.46 21.59 22.78 24.03 25.35 Pest Control Specialist 420 17.73 18.70 19.73 20.81 21.95 Plan Check and Permit Supervisor 520 29.18 30.78 32.47 34.26 36.14 Plan Checker, Building 490 25.10 26A8 27.94 29.48 31.10 Plan Checker, Public Works 494 25.62 27.03 28.52 30.09 31.74 Planner, Assistant 473 23.07 24.34 25.68 27.09 28.58 Planning Aide 430 18.61 19.63 20.71t24.64 23.05 Plumber 454 20.99 22.14 23.36 26.00 Police Clerk, Senior 389 15.18 16.01 16.89 18.80 Police Photographer/imaging Specialist 451 20.66 21.80 23.00 . 25.61 Police Records Supervisor 420 17.73 18.70 19.73 20.81 21.95 Police Records Technician 369 13.72 14.47 15.27 16.11 17.00 Police Service Specialist 409 16.77 17.69 18.66 19.69 20.77 Police Systems Coordinator 440 19.57 20.65 21.79 22.99 24.25 Preparator 403 16.28 17.18 18.12 19.12 20.17 Printing Services Technician 394 15.56 16.42 17.32 18.27 19.27 Printing Services Technician, Senior 431 18.70 19.73 20.82 21.96 23.17 Property Officer 428 18.43 19.44 20.51 21.64 22.83 Public Information Specialist 458 21.41 22.59 23.83 25.14 26.52 Social Worker 441 19.68 20.76 21.90 23.10 24.37 Social Worker, Assistant 400 16.04 16.92 17.85 18.83 19.87 Special Events Coordinator 474 23.18 24.45 25.80 27.22 28.72 01-02 MEA MOU Final 43 3/15/2002 2:54 PM Res.No.2002-24 EXHIBIT A - MUNICIPAL EMPLOYEES ASSOCIATION SCHEDULE Effective January 19, 2002 Job Type Pay Grade A B C D E Stock Clerk 383 14.73 15.55 16.41 17.31 18.26 Survey Party Chief 483 24.26 25.59 27.00 28.48 30.05 Survey Technician 1 430 18.61 19.63 20.71 21.85 23.05 Survey Technician 11 446 20.16 21.27 22.44 23.67 24.97 Telecommunications Specialist 503 26.80 28.27 29.82 31.46 33.19 Telemetry Instrument Technician 448 20.36 21.48 22.66 23.91 25.22 Television Producer/Director 458 21.41 22.59 23.83 25.14 26.52 Theater/Media Technician 409 16.77 17.69 18.66 19.69 20.77 Tire Service Worker 410 16.84 17.77 18.75 19.78 20.87 Vehicle Body Technician 384 14.81 15.62 16.48 17.39 1 18.35 Vehicle Body Technician, Senior 1 437 19.28 20.34 21.46 22.64 1 23.89 Video Engineer Supervisor 485 24.50 25.85 27.27 28.77 30.35 Volunteer Services Coordinator 422 17.89 18.87 19.91 21.01 22.17 Warehousekeeper 430 18.61 19.63 20.71 21.85 23.05 Water Meter Reader 403 16.28 17.18 18.12 19.12 20.17 Water Meter Reader, Senior 419 17.63 18.60 19.62 20.70 21.84 Water Meter Repair Technician 425 18.17 19.17 20.22 21.33 22.50 Water Quality Coordinator 478 23.65 24.95 26.32 27.77 29.30 Water Quality Technician 452 20.78 21.92 23.13 24.40 25.74 Water Service Worker 415 17.27 18.22 19.22 20.28 21.40 Water Systems Technician 1 415 17.27 18.22 19.22 2028 21.40 Water Systems Technician II 428 18.43 19.44 20.51 21.64 22.83 Water Systems Technician III 448 20.36 21.48 22.66 23.91 25.22 Water Utility Locator 452 20.78 21.92 23.13 24.40 25.74 01-02 MEA MOU Final 44 311512002 2:54 PM Res.No.2002-24 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. Hardhats, 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. 01-02 MEA MOU Final 45 31/5/2002 2:54 PM Res.No.2002-24 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 to all employees having occasion to work within travel ways. 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. 01-02 MEA MOU Final 46 3/1512002 2:54 PM Res. No.2002-24 EXHIBIT B — UNIFORM POLICY Continued 5. To maintain records of purchases. The Finance Officer will provide forms for uniform requests. 6. To establish an expedient procedure for reimbursement to employees for uniforms purchased by employees. F. Department Head Responsibilities 1. To direct and assure employee compliance with attire rules 2_ To inspect clothing 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. 01-02 MEA MOU Final 47 3/15/2002 2.54 PM Res.No.2002-24 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. 01-02 MEA MOU Final 48 3/1512002 2:54 PM Res.No.2002-24 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 - Scope These regulations cover the use of City and private vehicles for conducting official City business and shall be applicable to all City departments and employees. Section 3 - Policy When necessary during the course of an employee's official duties, transportation or reimbursement therefore 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 I_ Assigned Vehicles: A. Assigned City Vehicles may be taken home by employees whose residence is within ten (1 Q) 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: 01-02 MEA MOU Final 49 3/15/2002 2:54 PM Res.No.2002-24 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 workstation 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. 11. 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. 01-02 MEA MOU Final 50 3/15/2002 2:54 PM Res.No.2002-24 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 Officer Through their Department Head on forms prescribed by the Finance Officer. 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 Requirements All privately-owned vehicles authorized to be used on official City business shall be insured by the individual employee in the minimum amount of 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 Officer. 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 0 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. 01-02 MEA MOU Final 51 3/15/2002 2:54 PM Res.No.2002-24 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. 01-02 MEA MOU Final 52 3/15/2002 2:54 PM Res.No.2002-24 EXHIBIT D — MEA FLSA Exempt Classifications Classification Accountant Accountant Senior Administrative Aide. Civil Engineering Assistant Crewleader, Beach Maintenance Crewleader, Electrical Maintenance Crewleader, Equipment/Automotive Maintenance Crewleader, Facilities Maintenance Crewleader, Irrigation Crewleader, Landscape Maintenance Crewleader, Painting Crewleader, Park Equipment Crewleader, Park Maintenance Crewleader, Parking and Camping Crewleader, Pest Control Advisor Crewleader, Signs and Markings Crewleader, Streets Maintenance Crewleader, Traffic Signals & Lighting Crewleader, Trees Maintenance Crewleader, Vehicle Body Repair Crewleader, Wastewater Operations Crewleader, Water Distribution Maintenance Crewleader, Water Distribution Meters Crewleader, Water Operations Criminalist Criminalist Senior Cultural Affairs Supervisor Development Specialist .Code Enforcement Officer Senior Human Services Program Coordinator Librarian Planner Assistant Police Records Supervisor Survey Party Chief Video Engineer Supervisor 01-02 MEA MOU Final 53 3/15/2002 2:54 PM Res.No.2002-24 EXHIBIT E — EMPLOYEE HEALTH PLAN BROCHURE A copy of the Employee Health Plan Brochure may be obtained from the Risk Management Division 01-02 MEA MOU Final 54 3/15/2002 2:54 PM Res.No.2002-24 EXHIBIT F — DELTA CARE (PMI) DENTAL PLAN BROCHURE A copy of the Delta Care (PMI) Brochure may be obtained from the Risk Management Division 01-02 MEA MOU Final 55 3/15/2002 2:54 PM Res.No.2002-24 EXHIBIT G — DELTA DENTAL PLAN BROCHURE A copy of the Delta Dental Plan Brochure may be obtained from the Risk Management Division 01-02 MEA MOU Final 56 3/15/2002 2:54 PM Res.No.2002-24 EXHIBIT H — SAFEGUARD DENTAL PLAN BROCHURE A copy of the Safeguard Dental Brochure may be obtained from the Risk Management Division 01-02 MEA MOU Final 57 311512002 2:54 PM Res.No.2002-24 EXHIBIT I — VISION (VSP) PLAN BROCHURE A copy of the Vision (VSP) Brochure may be obtained from the Risk Management Division 01-02 MEA MOU Final 58 3/15/2002 2:54 PM Res.No.2002-24 EXHIBIT J — LONG TERM DISABILITY PLAN BROCHURE A copy of your Long Term Disability Plan Brochure may be obtained from the Risk Management Division 01-02 MEA MOU Final 59 3/15/2002 2:54 PM Res. No.2002-24 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 rate as set forth in this plan shall first be applied to the mandatory plan. If there is any excess, that excess may be applied toward the City medical plan as supplemental coverage provided the retired employee pays the balance necessary for such coverage, if any. 4. In the event of the death of any employee, whether retired or not, the amount of the retiree medical insurance subsidy benefit which the deceased employee was receiving at the time of his/her death would be eligible to receive if he/she were 01-02 MEA MOU Final 60 3/15/2002 2:54 PM Res. No.2002-24 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. 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 Subsidy 10 $ 121 11 136 12 151 13 166 14 181 15 196 16 211 17 226 18 241 19 256 20 271 21 286 22 300 23 315 24 330 25 344 Note: The above payment amounts may be reduced each month as dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full premium for the employee and the remaining dependents. In the event no reduction occurs and the remaining benefit premium is not sufficient to pay the premium amount for the employee and the eligible dependents, said needed excess premium amount shall be paid by the employee. 01-02 MEA MOU Final 61 3/15/2002 2:54 PM Res.No.2002-24 INDEMNITY HEALTH PLAN, EMPLOYEES/RETIREES' Benefits' City Plan - Employees City Plan - Subsidized Non-Subsidized Retirees Retirees COBRA-eligibles Deductible per person $200 $200 Deductible per family $500 $500 Maximum Out of Pocket $1000 per person $1,000 per person $2000 per family $2,000 per family Note: Retirees who elect to participate in Health Net shall be entitled to benefits of the program chosen. This summary has been used to list only those benefit provisions that differ between active and subsidized Retiree Plans. Currently, there are no differences, however, this exhibit is not intended to require that future changes to active employee benefits be applied to retirees as well. The Employee Health Plan Document should be consulted for detailed questions about specific benefits. Benefits are subject to modification through the meet and confer process. 01-02 MEA MOU Final 62 3/15/2002 2:54 PM Res. No.2002-24 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. 01-02 MEA MOU Final 63 3/15/2002 2:54 PM Res.No.2002-24 RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS CONTINUED c. Miscellaneous Provisions: 1_ Benefits provided under the Retiree Subsidy Medical Plan will be coordinated with the "other" medical plan as the primary carrier. 2. The City shall have the right to require any retiree to provide a copy of the "other" medical plan policy for review by the Risk Manager. 5. When a retiree becomes eligible for the other group coverage and then becomes no longer eligible, he/she may have the subsidy reinstated and regain Retiree Subsidy Medical Plan coverage. 6. Dependents of a retiree may follow him/her into the Retiree Subsidy Medical Plan or they may choose to exercise COBRA rights along with the retiree. 7. When a retiree becomes 65 and has eligible dependents under 65, said dependents are eligible to exercise COBRA rights. 8. When a retiree is under 65 and his/her spouse is over 65, the spouse is not covered. B. Benefits: 'I. Retiree Subsidy Medical Plan includes Managed Health Network (MHN), Prescription Card System (PCS), Orange County Preferred Provider Organization (OCPPO) and Medical Stop foss 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. 01-02 MEA MOU Final 64 3/15/2002 2:54 PM Res. No.2002-24 RETIREE SUBSIDY MEDICAL PLANIMISCELLANEOUS PROVISIONS CONTINUED C. Subsidies: 1. . The subsidy payments will pay for: a. Retiree Subsidy Medical Plan. b. Health Net c. 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. c, Any other employee benefit plan. d. Any other commercially available benefit plan. e. Medicare supplements 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. 01-02 MEA MOU Final 65 3/15/2002 2:54 PM Res.No.2002-24 RETIREE SUBSIDY MEDICAL PLANIMISCELLANEOUS 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 Park 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. 01-02 MEA MOU Final 66 3115/2002 2:54 PM Res.No.2002-24 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. 01-02 MEA MOU Final 67 3/15/2002 2:54 PM Res. No. 2002-24 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 1st day of April, 2002 by the following vote: AYES: Green, Dettloff, Bauer, Cook, Houchen, Winchell, Boardman NOES: None ABSENT: None ABSTAIN: None City Clerk and ex-officio Clerk of the City Council of the City of Huntington Beach, California