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City Council - 2005-17
RESOLUTION NO. 2 0 0 5-1 7 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) AND THE CITY OF HUNTINGTON BEACH FOR 12/20/03 THROUGH 12/19/06 The City Council of the City of Huntington Beach does resolve as follows: The Memorandum of Understanding between the City of Huntington Beach and the Huntington Beach Management Employees' Organization ("MEO"), a copy of which is attached hereto as EXHIBIT "A" and by reference made a part hereof, is hereby approved and ordered implemented in accordance with the terms and conditions thereof; and the City Administrator is authorized to execute this Agreement. Such Memorandum of Understanding shall be effective for the term December 20, 2003, through December 20, 2006. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 7th day of March 52005 REVIEWED AND APPROVED: APPR ED A FORM: T City A ministratorCity Attorney 0-5 INITIATED AND APPROVED: C , Director of Administrative Services 04reso/meo-emp/2/23/05 Resolution No. 2005-17 EXHIBIT A Resolution No. 2005-17 MEO MOU TABLE OF CONTENTS PREAMBLE ARTICLEI - TERM OF MOU.......................................................................................................4 ARTICLE II - REPRESENTATIONAL UNITICLASSIFICATIONS.................... ARTICLE III - ARTICLE NUMBER RESERVED................. .5 ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT......................................................5 ARTICLE V - SEVERABILITY ...........5 ARTICLE VI - SALARY SCHEDULE...........................................................................................5 ARTICLE VII - SPECIAL PAY......................................................................................................6 A. EDUCATIONAL TUITION........................................................................................................................6 B. BILINGUAL PAY................... 6 C. PROCESS OWNER ASSIGNMENT PAY ARTICLE VIII - UNIFORMS A. GENERAL POLICY......................................................... ..........................7 B. AFFECTED PERSONNEL ......................................................................................................................7 C. PERSONAL PROTECTIVE EQUIPMENT.................. ...8 D. EMPLOYEE RESPONSIBILITIES .............................................................................................................8 E. CITY RESPONSIBILITIES................................. .8 F. DEPARTMENT HEAD OR DESIGNEE RESPONSIBILITIES...........................................................................9 ARTICLE IX - HOURS OF WORK/OVERTIME/ADMINISTRATIVE LEAVE ...............................9 A. OVERTIME....................... ......9 ................................................................................................. B. ADMINISTRATIVE LEAVE...............................................................................................................I......9 C. FLEX SCHEDULE AND HOURS OF WORK...............................................................................................9 ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS................................................ 10 A. HEALTH ... 10 B. ELIGIBILITY CRITERIA AND COST........................................................................................................ 11 1. City and Employee Paid Medical Insurance—Employee and Dependents.....................................................11 2. Health and Other Insurance Premiums...........................................................................................................11 a. Year 2005 Employer and Employee Contribution .....................................................................................11 b. Future Premiums......................................................................................................................................13 3. Medical Cash-Out...........................................................................................................................................13 4. Section 125 Plan ............................................................................................................................................13 C. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT.......................................................................... 14 D. LONG TERM DISABILITY INSURANCE................................................................................................... 14 E. MISCELLANEOUS .............................................................................................................................. 14 1. City Paid Premiums While On Medical Disability...........................................................................................14 2. Insuance Benefits Advisory Committee..........................................................................................................14 3. Health Plan Over-Payments...........................................................................................................................14 a. Reduction of Employee's Bi-Monthly Salary Warrant ................................................................................15 b. Notice of Ineligible Dependents .................................................................................................................15 c. Twelve Month Recovery Period .................................................................................................................15 F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR CITY MEDICAL SUBSIDY PLAN ............... 15 2003-06 MEO MOU FINAL 02-24-05 I Resolution No. 2005-17 MEO MOU TABLE OF CONTENTS G. POST 65 SUPPLEMENTAL MEDICARE COVERAGE H. MARINE SAFETY CHIEF MEDICAL PROGRAM ELIGIBILITY............................ . 16 ........................................ .. 1. INCREASE IN ANNUAL MAXIMUM BENEFIT FOR DENTAL PPO PLAN ......................................................... 16 ARTICLE XI - RETIREMENT BENEFITS ..................................................................................16 A, BENEFITS.................. ......... 16 1. Self Funded Supplemental Retirement Benefit..............................................................................................16 2. Medical Insurance for Retirees.......................................................................................................................17 a. Medical Insurance Upon Retirement........................................................................... --------................17 b. Health Savings Account for Post Retirement Medical Insurance(Vantage Care).....................................17 B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM REIMBURSEMENT AND REPORTING.................................... 17 1. Employee's Contribution................... .17 2. Two Percent at Age 55 Formula.......................... 3. Pre-Retirement Optional Settlement 2 Death Benefit................... . .18 4. Fourth Level of 1959 Survivor Benefits ..........................................................................................................18 ARTICLE XII LEAVE BENEFITS............................................................................................. 18 A. GENERAL LEAVE ..................... 18 1. Accrual..................................................................................................................•----•-----.----..-.-....................A8 2. Eligibility and Approval....................................................................................................................................18 3- Leave Benefit Entitlements ............................................................................................................................19 4. Conversion to Cash............................................................... ------------ ---- ................19 5. One Week Minimum Vacation Requirement..................................................................................................19 B. HOLIDAYS ........................................................................................................................................ 19 C. SICK LEAVE................... D. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM..................................................................21 E. BEREAVEMENT LEAVE ......................................................................................................................21 F. RELEASE TIME.............................................................................................................. ....21 ARTICLE XI11 - CITY RULES.....................................................................................................22 A. PERSONNEL RULES B. EMPLOYER-EMPLOYEE RELATIONS RESOLUTION ..........................................................................22 C. RULES GOVERNING LAYOFF, REDUCTION IN LIEU OF LAYOFF AND RE-EMPLOYMENT.........................23 ARTICLE XIV - MISCELLANEOUS...........................................................................................29 A. PHYSICAL EXAMINATION....................................................................................................................29 B. VEHICLE POLICY...............................................................................................................................29 C. DEFERRED COMPENSATION LOAN PROGRAM .................................................. .. .. .30 D. COLLECTION OF PAYROLL OVERPAYMENTS........................................................................................31 E. SALARY STUDY FOR CERTAIN CLASSIFICATIONS.................................................................................31 F. UNIT MODIFICATION ..........................................................................................................................32 G. REQUIRED FINGERPRINTING OF EMPLOYEES THAT WORK WITH SENIOR CITIZENS................................33 H. ACTING ASSIGNMENT........................................................................................................................33 ARTICLE XV - CITY COUNCIL APPROVAL..................... ..34 EXHIBIT A- MEO SALARY SCHEDULE...............................................................................................35 EXHIBIT B - DELTA DENTAL BROCHURE..........................................................................................39 EXHIBIT C - DELTA CARE PLAN BROCHURE....................................................................................40 EXHIBIT D - EMPLOYEE HEALTH PLAN BROCHURE........................................................................41 EXHIBIT E - RETIREE SUBSIDY MEDICAL PLAN SCHEDULE OF BENEFITS ..............................................................................................42 A. Minimum Eligibility for Benefits.......................................................................................................................42 B. Disability Retirees..................................................................................................................•- ......................42 2003-06 MEO MOU FINAL 02-24-05 it Resolution No. 2005-17 MEO MOU TABLE OF CONTENTS C. Maximum Monthly Subsidy Payments............................................................................................................43 RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS.............................................43 A. Eligibility............................................................................................................................... ..43 B. Benefits......................................................................................................... .................................................44 C. Subsidies.................................... ............................. ...... ..... ......_._._..._............................................44 D. Medicare.........................................................................................................................................................44 E. Cancellation....................................................................................................................................................45 EXHIBIT F - VEHICLE USEIASSIGNMENT...........................................................................................46 EXHIBIT G - PHYSICAL EXAMINATION DESCRIPTION......................................................................47 EXHIBIT H - 9180 WORK SCHEDULE...................................................................................................48 EXHIBIT I - 4110 WORK SCHEDULE .....................50 EXHIBIT J -VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM GUIDELINES..............52 2003-06 MEO MOU FINAL 02-24-05 iii Resolution No. 2005-17 MEMORANDUM OF UNDERSTANDING between THE CITY OF HUNTINGTON BEACH (Hereinafter called CITY) and THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION (Hereinafter called ASSOCIATION or MEO) PREAMBLE This Memorandum of Understanding is entered into by and between the City of Huntington Beach, a Municipal Corporation of the State of California, herein called "City," and the Huntington Beach Management Employees' Organization, a California Organization, herein called "Association." 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 20, 2003 through December 19, 2006. WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this Agreement shall apply to all employees represented by the Association, and WHEREAS, the representatives of the City and Association desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective December 20, 2003 and it is agreed as follows: ARTICLE I - TERM OF MOU This Agreement shall be in effect for a period of three (3) years commencing December 20, 2003 and ending midnight December 19, 2006. The City and the Association agree to exchange proposals regarding a successor Memorandum of Understanding (MOU) on or prior to August 4, 2006. 2003-06 MEO MOU FINAL 02-24-05 4 02/25/05 Resolution No. 2005-17 ARTICLE 11 - REPRESENTATIONAL UNIT/CLASSIFICATIONS It is recognized that Association is the employee association which has the right to meet and confer in good faith with the City on the behalf of employees whose classifications are listed in Exhibit A, attached hereto and incorporated by reference herein. ARTICLE III - ARTICLE NUMBER RESERVED ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT Except as otherwise expressly provided herein, the adoption of this Memorandum of Understanding shall not change existing benefits and terms and conditions of employment which have been established in prior Memoranda of Understanding, and/or provided for in the Personnel and Departmental Rules of the City of Huntington Beach. ARTICLE V - SEVERABILITY If any section, subsection, sentence, clause, phrase, or portion of this MOU or any additions or amendments thereof, or the application thereof to any person, is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this resolution or its application to other persons. The City Council hereby declares that it would have adopted this MOU and each section, subsection, sentence, clause, phraseall, or portion, and any additions or amendments thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses, phrases, or portions, or the application thereof to any person, be declared invalid or unconstitutional. ARTICLE VI - SALARY SCHEDULE A. Salary Schedule 1. All MEO represented employees are required to utilize direct deposit of payroll checks. The City shall issue each employee direct deposit advice (payroll receipt) each pay period that details all income, withholdings, and deductions. 2. Wage Increase a. Effective the first full pay period following ratification of the MOU, all represented employees shall receive a four percent (4%) salary increase. b. Effective the first full pay period following ratification of the MOU, all represented employees shall receive a lump sum retroactive payment for the period of September 25, 2004 through March 11, 2005. This lump sum payment shall be calculated as follows: Employee's pay grade/step in effect on September 25, 2004 2003-06 MEO MOU FINAL 02-24-05 5 Resolution No. 2005-17 (per Exhibit A) multiplied by eighty (80) hours (bi-weekly), multiplied by the number of bi-weekly pay periods between September 25, 2004 and March 11, 2005, and multiplied by four percent(4%). c. Effective September 24, 2005, all represented employees shall receive a four percent (4%) salary increase. Effected classification titles are set forth in Exhibit A attached hereto and incorporated herein by this reference. 3. Marine Safety Chief The salary range of the Marine Safety Division Chief shall be a minimum of 18% above the Marine Safety Lieutenant, but shall be no higher than 15% below the Deputy Director of Recreation/Beach Development. ARTICLE VII - SPECIAL PAY A. Educational Tuition 1. Upon approval of the Department Head and the Human Resources Manager, permanent employees may be compensated for courses from accredited educational institutions, including vocational schools. Tuition reimbursement shall be limited to job-related courses or job-related educational degree objectives and requires prior approval by the Department Head and the Human Resources Manager. 2. 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 five hundred dollars ($1,500) in any fiscal year period. 3. Reimbursements shall be made when the employee presents proof to the Human Resources Manager that he/she has successfully completed the course with a grade of "C" or better; or a "Pass" if taken for credit. B. Bilingual Pay 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 Manager or designee. The special pay shall be effective the first full pay period following certification as verified to the Department Head in writing by the Human Resources Manager or designee. 2003-06 MEo MQU FINAL 02-24-05 6 Resolution No. 2005-17 C. 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 base salary (calculated at the employee's base hourly rate). Process owner assignments are designated by the employee's Department Head and approved by the City Administrator or 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. ARTICLE VIII - UNIFORMS The City agrees to provide uniforms to employees on active duty who are required to wear uniforms. A. General Policy The City 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 shall wear a standard City adopted uniform. Each Department Head shall determine which employees must wear a uniform. Group 1: 5 Shirts, T-Shirts and pants, patches, jacket (PW/CS Field Issue) Group 2: Blue Suit, Pants/ Polo Shirts (Marine Safety, Fire) Group 3: 2 Polo Shirts, 2 Pants, Jacket/Sweater/Sweatshirt (PD) Group 4: 2 Polo Shirts, 2 Pants or 2 Shorts, Hat (CS) Group 5: 4 Polo Shirts, Jacket, Hat (Inspection) Group 6: T-Shirt (CS) Group 7: 5 Shirts, 5 Pants, Shoes Fire Job Category of Department Assoc Type Classification Uniform Notes Suit not replaced every Comm Svcs MEO 0032 Marine SafetyDivision Chief 2 ear Comm Svcs MEO 0133 Prkng & Cmpinq Fac Supervisor 4 Fire MEO 0473 Dev & Petro-Chem Supervisor 7 Not required daily; frequency of use is 1X Fire MEO 0131 Fire Med Coordinator 2 week Fire MEO 0130 Fire Protection Analyst 7 Police MEO 0089 Senior AdminAnalyst 3 Notrequired dail Police MEO 0486 Detention Administrator 13 Police MEO 0022 Police Communications Mana er 3 Police MEO 0094 Police Records Administrator 13 2003-06 MEO MOU FINAL 02-24-05 7 Resolution No. 2005-17 C. Personal Protective Equipment All personal protective equipment shall be provided based on employee safety needs for the performance of duties as approved by the Department Head. D. Employee Responsibilities 1. To wear a clean and complete uniform as required. 2. Uniform appearance shall include: 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. 3. To wash and provide minimum repair; i.e., buttons, small tears. 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 uniform components, including patches, upon termination. S. To turn in all personal protective equipment upon termination. 9. To wear all personal protective equipment prescribed by the City safety officer and/or Supervisor of the division. E. City Responsibilities 1. To furnish funding for the agreed uniform allowances. 2. To report to the California Public Employees' Retirement System (CaIPERS) the cost of uniforms provided as set forth in Section B (above) for each classification as special compensation in accordance with Title 2, California Code of Regulations, Section 571(a)(5). For employees that are not required to wear uniforms on a daily basis or who are not actively employed for an entire payroll calendar year, a prorated cost of uniforms may apply. 3. To provide and maintain one or more retail clothing outlets for the various allotments. City reserves the right to name vendor. 4. To maintain records of purchases. 2003-06 MEO MOU FINAL 02-24-05 8 i Resolution No. 2005-17 F. Department Head or Designee Responsibilities 1. To ensure employee compliance with the Uniform Policy. 2. To approve replacement of deteriorated uniform component(s) and personnel protective equipment as required and to maintain a listing for each eligible employee, by name and classification, of all uniform component(s) and personal protective equipment purchased. 3. To confirm receipt of uniforms, patches and personal protective equipment from an employee upon termination. A Termination Checklist Form is to be completed, signed by the employee, and submitted to the Human Resources Office. 4. To report to the Human Resources Manager any changes to the Uniform Listing by Category/Classification (Section B above). The City reserves the right to add, delete, change or modify the Uniform Listing as required. ARTICLE IX - HOURS OF WORK/OVERTIME/ADMINISTRATIVE LEAVE It is the intent of the City to provide an opportunity for MEO employees to select a flex schedule and/or alternative work schedule that is consistent with the City's objective that such schedules shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. A. Overtime Employees represented herein shall not be eligible for paid overtime compensation. B. Administrative Leave All unit employees shall be entitled to 40 hours of administrative leave upon working forty (40) additional hours above their regular work schedule per calendar year. Such employees may earn additional administrative leave, on an hour-for-hour basis, for hours worked in excess of seventy-five (75) in a calendar year. Time off for Police Department fitness programs and flexible scheduling that is agreed to between the employee and Department Head are exempt from the 75-hour provision. The City agrees to meet with the Association and discuss possible modifications to administrative leave. These discussions will conclude no later than July 15, 2005. C. Flex Schedule and Hours of Work With supervisor and Department Head approval, MEO employees may flex regularly scheduled start times between the hours of 7:00 a.m. to 9:00 a.m. Flex schedules shall 2003-06 MEO MOU FINAL 02-24-05 9 3 Resolution No. 2005-17 not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. MEO employees will have the option of working a 5/40 or 9/80 work schedule with supervisor and Department Head approval. MEO employees assigned the 4/10-work schedule shall retain the option of working the 4/10-work schedule with supervisor and Department Head approval. In order to maintain service to the public, departmental effectiveness, productivity and/or efficiency a Department Head may assign an employee a different work schedule that is in compliance with the requirements of the Fair Labor Standards Act (FLSA) with City Administrator approval. 1. 5/40 Work Schedule The 5/40 work schedule shall be defined as working five (5) eight (8) hour days Monday through Friday each week plus a one-hour lunch during each work shift, totaling a forty (40) hour work week. The assigned 5/40-work schedule must be in compliance with the requirements of FLSA and all other applicable laws. 2. 9/80 Work Schedule The 9/80 work schedule, as outlined in Exhibit H, shall be defined as working nine (9) days for eighty (80) hours in a two-week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours (Friday), plus a one-hour lunch during each work shift, totaling forty (40) hours in each FLSA work week. The 9/80-work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. 3. 4/10 Work Schedule The 4/10 work schedule, as outlined in Exhibit I, shall be defined as working four (4) ten (10) hour days Monday through Thursday or Tuesday thru Friday each week plus a one-hour lunch during each work shift, totaling a forty (40) hours work week. The assigned 4110-work schedule must be in compliance with the requirements of FLSA and all other applicable laws. The 4/10-work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS A. Health The City shall continue to make available group medical, dental and vision benefits to all MEO employees. 2003-06 MEo MOU FINAL 02-24-05 10 Resolution No. 2005-17 B. Eligibility Criteria and Cost 1. City and Employee Paid Medical Insurance - Employee and Dependents The City and employee shall pay for health insurance premiums for qualified employees and dependent(s) effective the first of the month following the employee's hire date. 2. Health and Other Insurance Premiums a. Year 2005 Employer Contribution and Employee Contribution i_ Monthly Premiums effective January 1, 2005 through December 31, 2005 Blue Shield Blue Shield Kaiser Monthly Blue Shield Permarnente I�gh Option HEgtt Option Prem>iurn HMO HMO 90110 PPO 80l20 Pp .EE $410.16 $361.00 $277.54 $255.29 EEC;+ 1 .. $898.25 $741.17 $607.79 $559.09 EE ,2 or rnc�re $1,173.05 $967.93 $793.73 $735.25 6 to eJta Monthly bental Dental VSP Premrum ifis on EE $47.75 $24.38 $23.13 EE . 1 $90.33 $41.46 $23.13 EE.+..;2ormore: $124.73 $63.40 $23.13 ii. Employer Contribution - The City "caps" its contribution for health and other insurance premiums as set forth in the charts below. Effective January 1, 2005 through December 31, 2005 - Mo AN' Blue Shlleltl Blue Shield Kaiser Employer Hlgh Option Low Option Blue Shield Permar�ente Contribution 9fl11fl PPO 80/20 PpO HMO HMO E $373.77 $373.77 $274.03 $274.03 $702.25 $702.25 $555.51 $555.51 more-, $851.34 $851.34 $720.18 $720.18 2003-06 MEO MOU FINAL 02-24-05 1 ! Resolution No. 2005-17 Nlor�thly Delta Delta Employer ©ental Dental VSP Contnbutton PPO HMO ULSIon EE $42.88 $23.00 $17.58 E + $81.82 $39.11 $17.58 EE+2 ar more $116.36 $59.81 $17.58 In no event shall the employee be entitled to the difference between the employer contribution and the premiums for insurance plan(s) selected by the employee. ii. Employee Contributions Employee contributions to health and other insurance plans will be made by payroll deduction and taken on a pre-tax basis. The employee paid contributions translate to the following on a monthly basis- Effective January 1, 2005 through December 31, 2005 - Monthly Blue 51ield Blue Shield' Kaiser Blue Shield Permarrente Employee High Option Low C?ptiar HMS Cr�ntrfbutlor 9011Q PPO 802t3 PPO_ HMO EE $36.39 $0.00 $3.51 $0.00 $196.00 $38.92 $52.28 $3.58 EE 2,or more $321.71 $116.59 $73.55 $15.07 11�onthly Delta Delta ''S Employee Dehtal Dental 1/s�on Contnbut�on riPPO) �1- MOj EE. .: $4.87 $1.38 $5.55 EE 1, $8.51 $2.35 $5.55 EE- ;;2 ar mare;: $8.37 $3.59 $5.55 2003-06 MEO MOU FINAL.02-24-05 12 Resolution No. 2005-17 The employee paid contributions translate to the following on a bi-weekly (per Paycheck) basis: Effective January 1, 2005 through December 31, 2005 - ..................... J".O......,e.....e....k....W.............. _.._�.........p. ..e.".-..... _..."I...j.... e.........l.. .......... ..-..,..3. 1`&TS'h..i.e..''. l".d'..". Kaiser ... EMO H qh'OptionL 00t J ...- Blue 1;Shield Perm"-".'' a....n....e..`..n... e " 9014Q ?Pa � 80120 Conttibut on: PPO�l r,!7 $16.79 $0.00 $1.62 $0,00 $90.46 $17.96 $24.13 $1.65 EE 2 er more $148.48 $53.81 $33.95 $6.96 �B-,'7='weejld',7 1 Delta i� E... py Q......;fifls on n iom 01 Z55-j-1-111-11-j- $2.25 $0.64 $2.56 $3.93 $1.08 $2.56 ...........E E,;, $3.86 $1.66 $2.56 b. Future Premiums The City "caps" its contributions toward monthly group medical, dental and vision plan premiums by category (EE, EE + 1, and EE + 2 or more) and plan at the year 2005 level. Until the City Council approves a successor to this Memorandum of Understanding, the City's 2005 contribution caps will remain in place in 2006 and beyond, even if premium increases result in these additional costs being borne by the employee. 3. 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 Administrative Services Department), 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. 4. Section 125 Plan This plan allows employees to use pre-tax salary to pay for regular childcare, adult dependent care and/or medical expenses. 2003-06 MEO MOU FINAL 02-24-05 13 Resolution No. 2005-17 C. Life and Accidental Death & Dismemberment Each employee shall be provided with $50,000 life insurance and $50,000 accidental death & dismemberment insurance paid for by the City. Each employee shall have the option, at his or her own expense, to purchase additional amounts of life insurance and accidental death & dismemberment insurance to the extent provided by the City's current providers. Evidence of insurability is contingent upon total participation in additional amounts. D. Long Term Disability Insurance This program provides, for each incident of illness or injury, a waiting period of thirty (30) calendar days, during which the employee may use accumulated sick leave, general leave pay, or the employee may elect to be in a non-pay status. Subsequent to the thirty (30) day waiting period, the employee will be covered by an insurance plan paid for by the City, providing 66 2/3 percent of the first $12,500 of the employee's basic monthly earnings. The maximum benefit period for disability due to accident or sickness shall be to age 65. Days and months refer to calendar days and months. Benefits under the plan are integrated with sick leave, Worker's Compensation, Social Security and other non-private program benefits to which the employee may be entitled. Disability is defined as: "The inability to perform all of the duties of regular occupation during two years, and thereafter the inability to engage in any employment or occupation for which he is fitted by reason of education, training or experience." Rehabilitation benefits are provided in the event the individual, due to disability, must engage in another occupation. Survivor's benefits continue plan payment for three (3) months beyond death- A copy of the plan is on file in the Administrative Services Department. E. Miscellaneous 1. City-Paid Premiums While on Medical Disability When an employee is off work without pay for reason of medical disability, the City shall maintain the City-paid employee's insurance premiums during the period the employee is in a non-pay status for the length of said leave, not to exceed twenty-four(24) months. 2. Insurance and Benefits Advisory Committee The City and the Association agree to participate in a citywide joint labor and management insurance and benefits advisory committee to discuss and study issues relating to insurance and benefits available for employees. 3. Health Plan Overpayments Unit members shall be responsible for accurately reporting the removal of ineligible dependents from health plan coverage. The City shall have the right to recover any 2003-06 MEo MQU FINAL 02-24-05 14 Resolution No. 2005-17 premium paid by the City on behalf of ineligible dependents. Recovery of such overpayments shall be made as follows: a. Reduction of Employee's Bi- Weekly Salary Warrant 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. Notice of Ineligible Dependents The City shall use its best efforts to advise all unit members of their obligation to report changes in the status of dependents, which affect their eligibility. c. Twelve Month Recovery Period The City shall be entitled to recover a maximum of twelve (12) months of premium overpayments. Neither the employee nor the dependent shall be liable to the City other than as provided herein. F_ Retiree Medical Coverage_ for Retirees Not Eligible for the City Medical Retiree Subsidy Plan Employees who retire from the City after January 1, 2004 and are granted a retirement allowance by the California Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy Medical Plan may choose to participate in City-sponsored medical insurance plans until the first of the month in which they turn age sixty-five (65). The retiree shall pay the full premium for City-sponsored medical insurance for themselves and/or qualified dependents without any City subsidy. Employees who retire from the City and receive a retirement allowance from the California Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy Medical Plan and choose not to participate in City-sponsored medical insurance upon retirement, permanently lose eligibility for this insurance. However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses not to participate in City-sponsored medical insurance plans because the retiree has access to other group medical insurance and subsequently loses eligibility for that group medical insurance, the retiree and their qualified dependents will have access to City-sponsored medical insurance plans reinstated. Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree or qualified dependent turns age sixty-five (65). 2003-06 MEO MOU FINAL 02-24-05 15 Resolution No. 2005-17 G. Post-65 Supplemental Medicare Coverage Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004 and all future retirees who meet the criteria to participate in City-sponsored medical insurance, with or without the Retiree Medical Subsidy Plan, may participate in City- sponsored medical insurance plans that are supplemental to Medicare after a contract is in place between the City and a health insurance provider. A retiree or qualified dependent must choose to participate in City-sponsored medical insurance plans that are supplemental to Medicare beginning the first of the month in which the retiree or qualified dependent turns age sixty-five (65). The retiree shall pay the full premium to participate in City-sponsored medical insurance plans that are supplemental to Medicare for themselves or qualified dependents without any City subsidy. Retirees or qualified dependents, upon turning age 65, who choose not to participate in City-sponsored medical insurance plans that are supplemental to Medicare permanently lose eligibility for this insurance. H. Marine Safety Chief Medical Program Eli_.ibility Effective upon City Council ratification of this MOU, the City agrees to allow the classification of Marine Safety Chief to enroll in the California Public Employees' Retirement System (CaIPERS) medical program as structured for members of the Huntington Beach Police Officers' Association (HBPOA) effective the soonest that CaIPERS provisions will allow. I. Increase in Annual Maximum Benefit for Dental PPO Plan Effective January 1, 2005, the Dental PPO plan maximum annual benefit shall increase from $1,000 to $2,000. ARTICLE XI - RETIREMENT BENEFITS A. Benefits 1. Self Funded Supplemental Retirement Benefit Employees hired prior to August 17, 1998 are eligible for the Self-Funded Supplemental Retirement Benefit, which provides that: a- In the event a 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 options and the unmodified allowance which the member would have received for his or her life alone. This payment shall be made only to the member, shall be payable by the City during the life of the 2003-06 MEO MOU FINAL 02-24-05 16 Resolution No. 2005-17 member, and upon that member's death, the City obligation shall cease. The method of funding this benefit shall be at the sole discretion of the City. This benefit is vested for employees covered by this agreement. (Note: The options provide the allowance is payable to the member until his or her death, and then either the entire allowance [Option #2] or one-half of the allowance [Option #3] is paid to the beneficiary for life.) b. Employees hired on or after August 17, 1998 shall not be eligible for this benefit referenced in A.1.a. herein above_ 2. Medical Insurance for Retirees a. Medical Insurance Upon Retirement Upon retirement, whether service or disability, each 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 Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) Federal Law, or 2) Retirees retiring after approval of this MOU may participate in the Retiree Subsidy Medical Plan, attached hereto as Exhibit E, or the Health Maintenance Organization (HMO) Plan currently being offered to retirees at the retiree's own expense if the requirements set forth in Exhibit E are met, or if the retiree meets the eligibility requirements described in Exhibit E, the retiree may receive a subsidy from the City f or retiree medical insurance pursuant to the schedule set forth in Exhibit E. b. Health Savings Account for Post Retirement Medical Insurance (Vantage Care) The City shall implement a health savings account plan, Vantage Care, during the term of the agreement, for the purpose of allowing the opportunity for employees to voluntarily fund qualified post medical retirement health expenses. B. Public Employees' Retirement System Reimbursement and Reporting 1. Employee's Contribution Each employee covered by this Agreement shall continue to be reimbursed once bi- weekly in an amount equal to 7% of the employee's base salary (9% for safety employees) as a pickup of the employee's contribution, or portion of such contribution, to the Public Employees' Retirement System. The above PERS pickup is not base salary, but is done pursuant to Section 414(h)(2) of the Internal Revenue Code. 2003-06 MEO MOU FINAL 02-24-05 17 Resolution No. 2005-17 2. 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. 3. Pre-Retirement Optional Settlement 2 Death Benefit Unit employees receive the benefit of the Pre-Retirement Optional Settlement 2 Death Benefit, as identified in Section 21548 with CalPERS. 4. Fourth Level of 1959 Survivor Benefits Unit employees receive the benefit of the Fourth Level of the 1959 Survivor Benefit, as identified in Section 21574 with CalPERS. The City agrees to complete and provide to the Association a financial study of enhanced retirement benefits by May 15, 2005. This study shall include all current and proposed retirement programs including supplemental retirement and the retiree medical subsidy. It is the intention of the City and the Association to consider this information in a successor MOU. ARTICLE XII - LEAVE BENEFITS A. General Leave 1. Accrual Employees accrue leave at the accrual rates outlined below. General leave may be used for any purpose, including vacation, sick leave, and personal leave. Years ofiServ�de AnnualGeneral Leave B 11t1eekly General Leave Allowance Allvwande First through Fourth Year 176 Hours 6.77 Fifth through Ninth Year 200 Hours 7.69 Tenth through Fourteenth Year 224 Hours 8.62 Fifteenth Year and Thereafter 256 Hours 9.85 2. 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. 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. Members shall not accrue general leave in excess of six hundred hours (600). Effective the first full pay period following ratification of the MOU, members shall not accrue general leave in excess of six hundred forty (640) 2003-06 MEO MOU FINAL 02-24-05 18 Resolution No. 2005-17 hours- Employees may not use their general leave to advance their separation date on retirement or other separation from employment. 3. Leave Benefit Entitlements The City shall comply with all State and Federal leave benefit entitlement laws. An eligible employee on an approved leave shall be allowed to use earned Sick Leave, General Leave, and/or Administrative Leave for serious and non-serious family or personal health issues. For more information on employee leave options contact the Human Resources Division. 4. Conversion to Cash Twice 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 eamed general leave benefits. The employee shall give two (2) weeks advance notice to Payroll of his/her desire to exercise such option. 5. One Week Minimum Vacation Requirement The Deputy City Treasurer shall take a minimum of one week, (i.e., five consecutive work days) paid vacation each calendar year. B. Holidays Permanent full-time employees represented by the Association shall receive the following legal holidays as of the first pay period following ratification of this agreement paid in full per the employee's regularly scheduled work shift: 1. New Year's Day (January 1) 2. Martin Luther King Jr., (third Monday in January) 3. Presidents Day (third Monday in February 4. Memorial Day (last Monday in May) 5. Independence Day (July 4) 6. Labor Day (first Monday in September) 7. Veteran's Day (November 11) 8. Thanksgiving Day (fourth Thursday in November) 9. The Friday after Thanksgiving 10. Christmas Day (December 25) Any day declared by the President of the United States to be a national holiday and adopted as an employee holiday by the City Council of Huntington Beach. Holidays which fall on Saturday shall be observed the preceding Friday, and those falling on Sunday shall be observed the following Monday. 2003-06 MEO MOU FINAL 02-24-05 19 Resolution No. 2005-17 a. In the event that an employee is required to work on the holiday recognized by the City, the holiday hours shall be credited to the employee's general leave bank. Approval of this transaction shall be handled by the Department Head or designee in the payroll period that includes the holiday worked. b. if a holiday falls on an employee's scheduled day off and with approval from the Department Head or designee, the employee may take another day off during the same week as the holiday or opt to be credited with general leave the number of hours of the employee's regularly scheduled work shift. c. A permanent half-time (112) or three quarter-time (3/4) employee shall have the holiday paid as time off with a pro-rated amount of four (4) or six (6) hours, respectively. C. Sick Leave 1. Accrual — No employee shall accrue sick leave after December 24, 1999. 2. Credit—Employees assigned to MEO shall carry forward their sick leave balance and shall no longer accrue sick leave credit. 3. Usage — Employees may use accrued sick leave for the same purposes for which it was used prior to December 25, 1999. 4. Pay Off At Termination a. Employees covered by this agreement and on the payroll on November 20, 1978 shall be entitled to the following sick leave payoff plan: At involuntary termination by reason of disability, or by death, or by retirement, employees shall be compensated at their then current rate of pay for seventy-five percent (75%) of all unused sick leave accumulated as of July 1, 1972, plus fifty percent (50%) of unused sick leave accumulated subsequent to July 1, 1972, up to a maximum of 720 hours of unused, accumulated sick leave, except as provided in paragraph 4 below. Upon termination for any other reason, employees shall be compensated at their then current rate of pay for fifty percent (50%) of all unused, accumulated sick leave, up to a maximum of 720 hours of such accumulated sick leave. b. Employees hired after November 20, 1978 shall be entitled to the following sick leave payoff plan: Upon termination, all employees shall be paid, at their then current salary rate, for twenty-five percent (25%) of unused, earned sick leave to 480 hours accrued, and for thirty-five percent (35%) of all unused, earned sick leave in excess of 480 hours, but not to exceed 720 hours, except as provided in paragraph 4 below. 2003-06 MEO MOU FINAL 02-24-05 20 Resolution No. 2005-17 c. Except as provided in paragraph 4 below, no employee shall be paid at termination for more than 720 hours of unused, accumulated sick leave. However, employees may utilize accumulated sick leave on the basis of "last in, first out" meaning that sick leave accumulated in excess of the maximum for payoff may be utilized first for sick leave, as defined in Personnel Rule 18-8. d. Employees who had unused, accumulated sick leave in excess of 720 hours as of July 5, 1980, shall be compensated for such excess sick leave remaining on termination under the formulas described in paragraphs 1 and 2 above. In no event shall any employee be compensated upon termination for any accumulated sick leave in excess of the "cap" established by this paragraph (i.e., 720 hours plus the amount over 720 hours existing on July 5, 1980). Employees may continue to utilize sick leave accrued after that date in excess of such "cap" on a "last in, first out" basis. e. To the extent that any "capped" amount of excess sick leave over 720 hours is utilized, the maximum compensable amount shall be correspondingly reduced. (Example: Employee had 1,000 hours accumulated. Six months after July 5, 1980, employee has accumulated another 48 hours. Employee is then sick for 120 hours. Employee's maximum sick leave "cap" for compensation at termination is now reduced by 72 hours to 928 hours.) f- Employees electing to participate in the City's group health insurance program after retirement may cause the premiums to be paid by the City out of any available funds due and owing them under the terms of this agreement for unused sick leave benefits upon retirement. D_ Volunta Catastrophic Leave Donation Program Under certain conditions, an employee may donate leave time to another employee in need. The program is outlined in Exhibit J. E. Bereavement Leave Employees shall be entitled to bereavement leave not to exceed twenty-four (24) work hours in each instance of death in the immediate family. Immediate family is defined as father, mother, sister, brother, spouse, children, grandfather, grandmother, stepfather, stepmother, step grandfather, step grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepchildren, or wards of which the employee is the legal guardian. F. Release Time Notwithstanding any other provisions of this Agreement, the Association and the City and the Association agree to continue discussion during the term of the MOU on Release Time for negotiation, including City's consideration of the number of hours, based on the establishment of a mutually agreed upon written provision for the use of such leave by Association representatives and its members. Such leave shall be limited to use for the 2003-06 MEG MOU FINAL 02-24-05 21 Resolution No. 2005-17 purpose of Association business not covered within the scope of legal requirements. It remains the City's intent to enforce reasonable standards for the administration and control of current Release Time use. ARTICLE XIII - CITY RULES A. Personnel Rules All MOU provisions that supercede the City's Personnel Rules shall automatically update the City's Personnel Rules and be incorporated into such rules. B. Employer-Employee Relations Resolution During the term of the agreement, the City and the Association agree to update the Employee-Employer Relations Resolution to reflect current State law. 1. Modification of Section 7 — Decertification and Modification a. The City and the Association desire to maintain labor stability within the representational unit to the greatest extent possible, consistent with the employee's right to select the representative of his or her own choosing. For these purposes, the parties agree that this Agreement shall act as a bar to appropriateness of this unit and the selection of the representative of this unit, except during the month of August prior to the expiration of this Agreement. Changes in bargaining unit shall not be effective until expiration of the MOU except as may be determined by the Personnel Commission pursuant to the procedures outlined below. This provision shall modify and supersede the time limits, where inconsistent, contained in Section 7 of the current Employer- Employee Relations Resolution of the City of Huntington Beach. b. The City and the Association have agreed to a procedure whereby the City, by and through the Human Resources Manager, 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 having completed its obligation to meet and confer on this issue with all other bargaining units. The proposed change to the Employer-Employee Relations Resolution is as follows- 7.3 Human Resources Manager Motion of Unit Modification - The Human Resources Manager 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 Manager shall give written notice of the proposed modification(s); to any affected employee organization and any affected employees. 2003-06 MEO MOU FINAL 02-24-05 22 Resolution No. 2005-17 2. The Personnel Commission shall hold a meeting concerning the proposed modification(s) at which time all affected employee organizations and employees shall be heard; 3. Thereafter, the Personnel Commission shall determine the composition of the appropriate unit or units and shall give written notice of such determination to the affected employee organizations and any affected employees. The City Administrator, employee organization or employee aggrieved by an appropriate unit determination of the Personnel Commission may, within ten (10) days of notice thereof, request a review of such determination by the City Council. Within thirty (30) days of receipt of a request to review a unit determination of the Personnel Commission the City Council shall review the matter. The City Councils decision shall be final. 4. Except as provided otherwise in this MOU, the salary, benefit, and working conditions specified by this MOU shall be provided to employees in classifications listed in Exhibit A and have completed or are in the process of completing a probationary period in a permanent position in the competitive service in which the employee regularly works twenty (20) hours or more per week. 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 Human Resources 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 citywide service credit in the class within the department shall have citywide 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. 2003-06 MEO MOU FINAL 02-24-05 23 Resolution No. 2005-17 5) If a deadline within this procedure falls on a day that City Hall is closed, the deadline shall be the next day City Hall is open. b) Service Credit 1) Service credit means total time of full-time continuous service within the City at the time the layoff is initiated, including probation, paid leave, or military leave. Permanent part-time employees earn service credit on a pro-rata basis. 2) Except as required by law, leaves of absence without pay shall not earn service credit. 3) As between two or more employees who have the same amount of service credit, the employee who has the least amount of service in class shall be deemed to be the least senior employee. c) Transfer or Reduction to Vacancies in Lieu of Lao 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. 2003-06 MEO MOU FINAL 02-24-05 24 Resolution No. 2005-17 a) 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, Bumping Rights. b) 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 reinstate mentlreemployment 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 Human Resources Division shall give written notice of layoff to the employee by personal service or by sending it by certified mail to the last known mailing address at least fifteen (15) calendar days prior to the effective date of the layoff. Normally notices will be served on employees personally at work. b) Layoff notices may be initially issued to all employees who may be subject to layoff as a result of employees exercising voluntary reduction/bumping rights. c) The notice of layoff shall include the reason for the layoff, the effective date of the layoff, the employee's hire date, and the employee's service credit ranking. The notice shall also include the employee's right to bump the person in a lower class with the least service credit within the occupational series provided the employee possesses the necessary qualifications to successfully perform the duties in the lower class and the employee has more service credit than the incumbent in the lower class. 2003-06 MEO MOU FINAL 02-24-05 25 Resolution No. 2005-17 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 Manager 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 Manager 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 Manager 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 Manager 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 Layo 1) A promotional probationary employee or permanent employee who receives a layoff notice may request a reduction to a position in a lower Glass within the occupational series provided the employee possesses the necessary qualifications to perform the duties of the position. 2) Employees electing reduction under "a" above, shall be reduced to a position authorized to be filled in a lower class within the employee's occupational series. The employee may reduce to a lower class in his/her occupational series by: 1) filling a vacancy in that class, or 2) if no vacancy exists, displacing the employee in the class with the least service credit whose position the employee has the necessary qualifications to perform. A displaced employee shall have bumping rights. 3) An employee who receives a layoff notice must exercise bumping rights within seven (7) calendar days of receipt of the notice as specified in Part 1 - Layoff Procedure. 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 2003-06 MEO MOU FINAL 02-24-05 26 Resolution No. 2005-17 Resource Manager'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 Resource Manager decision, the employee may appeal pursuant to the provisions of Sections 3 and 4 below. b) Reinstatement/Re-Employment Lists Any employee who takes a reduction to a position in a lower class within the occupational series in lieu of layoff shall be placed on tile reinstatement/re- employment list pursuant to Part 3, Re-Employment. 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 Resource Manager 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 Resource Manager shall contact a mediator from the California State Mediation and Conciliation Service to schedule a hearing within two (2) weeks after receipt of the appeal. If the California State Mediation and Conciliation Service is not available within that time frame, the parties shall mutually select a person who is available within the time frame. If the California State Mediation and Conciliation Service and the person mutually selected are not available within the time frame, the parties shall select the earliest date either is available to conduct the hearing. The parties shall split the cost, if any, of the hearing officer. In addition, the parties shall meet within three (3) workdays to attempt to resolve the dispute. If the dispute remains unresolved, the parties shall endeavor in good faith to submit to the hearing officer a statement of all agreed upon facts relevant to the hearing. 2) Appeal hearings shall be limited to two (2) hours, except as otherwise agreed by the parties or directed by the hearing officer. 3) The hearing officer shall attempt to resolve the dispute by mutual agreement if possible. If no agreement is reached, the hearing officer shall render a decision at the conclusion of the hearing, which shall be final and binding 2003-06 MEO MOU FINAL 02-24-05 27 ............................................................................................................................................ Resolution No. 2005-17 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 re-employment 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 re-employment lists shall remain on the list for two (2) years from the date of layoff or reduction. 3) Vacancies shall be filled from the re-employment list for a class, starting at tile top of the list, providing that the person meets the necessary qualifications for tile position. 4) Names of persons are to be removed from the reemployment list for a class if on two (2) occasions they decline an offer of employment or on two (2) occasions fail to respond to offers of employment in a particular class within five (5) calendar days of receipt of written notice of an offer. Any employee who is dismissed from the City service for cause shall have his or her name removed from all re-employment lists. 5) Re-employment lists shall be available to HBMEO and affected employees upon reasonable request, 6) Qualification appeals involving re-employment rights shall be resolved in the same manner as that identified in Part 2., Section 4. b) Status on Re-Employment 1) Persons re-employed from layoff within a two (2) year period from the date of layoff shall receive the following considerations and benefits: a) Service credit held upon layoff shall be restored, but no credit shall be added for the period of layoff. b) Prior service credit shall be counted toward sick leave and vacation accruals. c) Employees may cash in sick leave upon layoff or at any time after layoff in the manner and amount set forth in existing Memoranda of Understanding for that employee's unit. Sick leave shall be paid to an employee when the re-employment list(s) expire(s), if not previously paid. 2003-05 MEo MOU FINAL 02-24-05 28 Resolution No. 2005-17 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 re- employment. 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 XIV - MISCELLANEOUS A. Physical Examination Employees covered by this agreement shall be provided, once every two years, with a City-paid physical examination. Said exam shall be comprehensive in nature and shall include: 1. A complete medical history, physical exam, laboratory testing and review of results by a physician. (See Exhibit G, Physical Exam Description.) 2. A stress EKG will be provided for employees forty (40) years of age or older. No more than one-half of the eligible employees shall receive examinations in any one fiscal year. B. Vehicle Policy 1. Approval is required by the City Administrator or his designee for any City vehicle to be taken home by a MEO employee. 2. The auto allowance for qualifying employees shall be one hundred sixty-one dollars and fifty-three cents ($161.53) bi-weekly. Effective September 24, 2005, the auto allowance shall be increased to two hundred seven dollars and sixty-nine cents ($207.69) bi-weekly. 3. No unit employee shall have their automobile allowance eliminated until the City's Fleet Management Policy is re-negotiated. 4. Eligibility for automobile allowance shall be determined in accordance with the City's Fleet Management Program dated August 1999. 2003-06 MEO MOU FINAL 02-24-05 29 ....... ... . Resolution No. 2005-17 5. Employees in the following classifications are eligible to receive Auto Allowance: Beach Operations Supervisor Building Maintenance Supervisor City Engineer Combination Structural Inspection Supervisor Construction Manager Deputy Director of Public Works Deputy Director of RecreationlBeach Development Development, Concessions & Facilities Manager Fire Protection Analyst Human Services Program Supervisor Inspection Manager Landscape Architect Landscape Maintenance Supervisor Maintenance Operations Manager Marine Safety Chief Mechanical Maintenance Supervisor Parking/Camping Facility Supervisor Police Communications Manager Police Records Administrator Principal Electrical Inspector Principal Plumbing Mechanical Inspector Public Safety Systems Manager Real Estate Services Manager Recreation, Human & Cultural Affairs Superintendent Street & Building Maintenance Supervisor Transportation Manager Tree Maintenance Supervisor Utilities Manager Wastewater Supervisor Water Distribution Supervisor Water Production Supervisor C. Deferred Compensation 1. Loan Program 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. 2. Deferred.Compensation Contribution at Time of Separation The value of any unused earned leave benefits may be transferred to deferred compensation at separation (including retirement), but only during the time that the employee is actively employed with the City. The latest opportunity for such transfer must be the pay period prior to the employee's last day of employment. 2003-06 MEO MOU FINAL 02-24-05 30 Resolution No. 2005-17 D. Collection of Payroll Overpayments In the event that a payroll overpayment is discovered and verified, and considering all reasonable factors including the length of time that the overpayment was made and if and when the employee could have reasonably known about such overpayment, the City shall take action to collect from the employee the amount of overpayment(s). Such collection shall be processed by payroll deduction over a reasonable period of time considering the total amount of overpayment. In the event the employee separates from employment during the collection period, the final amount shall be deducted from the last payroll check of the employee. If applicable, the balance due from the employee shall be communicated upon employment separation if the last payroll check does not sufficiently cover the amount due the City- It shall be the responsibility of the employee and the City to periodically monitor the accuracy of compensation payments or reimbursements due to the possibility of a clerical oversight or error. The City reserves the right to also collect compensation overpayments caused by or the result of misinterpretation of a pay provision by non- authorized personnel. The interpretation of all pay provisions shall be administered by the City Administrator or designee and as adopted by the City Council. Unauthorized compensation payments shall not constitute a past practice. E. Salary Study for Certain Classifications During the term of this agreement, the City will conduct a classification/compensation study of selected classifications within the bargaining unit. At the conclusion of the study of any position, the City will meet and discuss with the Association the outcome of the study. The classifications to be reviewed will likely include, but not be limited, to the following: • Review the position of Facilities, Development & Concessions Manager for a title change to Superintendent to be consistent with other management positions in the Community Services Department. • Review the position of Cultural Affairs Supervisor for updated duties and responsibilities that include fundraising for the Art Center. Compare to other management positions in the Community Services Department. • Review the Special Events Coordinator job classification for a title change to Special Events Manager or Supervisor • Review compensation for the Computer Operations Supervisor in the IS Department • Review compensation for the Network Systems Administrator in the IS Department • Review compensation for the Office Automation Systems Administrator in the IS Department _ • Review compensation for the Senior Business Systems Analyst in the IS Department • Review GIS Administrator compensation in the IS Department • Review compaction between the positions of Permit & Plan Check Manager and the Plan Check Engineer job series in the Building & Safety Department • Incorporate flexible staffing in the Plan Check Engineer job series 2003-06 MEO MOU ANAL 02-24-05 31 Resolution No. 2005-17 • Incorporate flexible staffing in the IS Analyst job series • Incorporate flexible staffing in the Civil Engineering job series • Incorporate flexible staffing in the Traffic Engineering job series • Review the Civil Engineering job series from Associate Civil Engineer to City Engineer for compaction and competitiveness in both public and private sectors • Review certification requirements for Building Inspection positions for proposed modifications • Review Administrative Analyst job series for compaction issues • Review compensation and qualifications for Maintenance Operations Manager • Evaluate the Landscape Architect position in the Public Works Department for assigned duties and compensation • Review the position of Development & Petro/Chem Supervisor • Change title of "Combination/Structural Inspection Supervisor" to "Inspection Supervisor" • Review the position of Marine Safety Chief • Review the compensation in the Librarian job series • Review the position of Purchasing/Central Services Manager • Review the position of Police Communications Manager for compensation compaction issues related to positions under direct supervision • Review the position of Detention Administrator for compensation compaction issues related to the positions under direct supervision • Review Process Owner Assignment Pay for any new designated process assignment F. Unit Modification Notwithstanding any other provisions of this agreement, the City and Association agree to meet and confer during the term of the agreement regarding review of the MEO positions listed below for proposed changes to unit representation: All (non executive level) exempt classifications currently designated as Non-Associated employees: Assistant City Attorney Administrative Analyst Community Relations Officer Finance Officer Human Resources Manager Payroll Analyst Personnel Analyst Principal Administrative Analyst Principal Personnel Analyst Risk Manager Senior Administrative Analyst Senior Budget Analyst — Senior Deputy City Attorney/Litigator Senior Personnel Analyst Other positions as may be necessary to comply with updated FLSA regulation changes. 2003-06 MEO MOU FINAL 02-24-05 32 Resolution No. 2005-17 G. Required Fingerprinting of Employees that Work with Senior Citizens The City requires all employees who are hired, transferred, or promoted to positions with oversight responsibilities for senior citizens to be fingerprinted for California Department of Justice (DOJ) clearance. H. Acting Assignment Acting assignments are not intended to exceed six months unless extraordinary circumstances warrant an extension as recommended and approved by the Human Resources Manager. Under no circumstances shall an acting assignment exceed one year nor shall it be considered a reclassification or a promotion. 2003-06 MEO MOU FINAL 02-24-05 33 Resolution No. 2005-17 ARTICLE XV- CITY COUNCIL APPROVAL It is the understanding of the City and the Association that this Memorandum of Understanding is of no force or effect unless and until adopted by resolution of the City Council of the City of Huntington Beach. IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding this day of March 2005. HUNTINGTON BEACH CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES' A Municipal Corporation ORGANIZATION By: C`"'-"`"' By- Penelope ate. Culbreth-Graft Shawna Bawa City Administrator MEO President By: By. r Irma Youssefieh ate an Human Resources Ma ager MEO ice Pr ent By: � is arlo e Chief Negotiator By: James J nes, Negotiating Team By: Cam& Tom Graham, Negotiating Team Approved as to Form: Approved as to Form: BY �� By: Jennifer, . McGrath z 1 �os James G. Harker, MEO Counsel City Attorney — 2003-06 MEO MOU FINAL DRAFT v4 02-24-05 34 FROM LAW OFFICES OF JAME$ 0. HARKER (MON)F.8 28 2005 14:47/ST. 14:46 NO. 633846845 " P. 2 Resolution No. 2005-17 ARTICLE XV v CITY COUNCIL APPROVAL It is the understancling of the City and the Association that this Memorandum of Understanding- is of no force or effect unless and until adopted by resolution of the City Council of.the City of Huntington Beach. IN WITNESS WHEREOF, the parties hereto have executed this .Memorandum of. Understanding this day of March 2005. HUNTINGTON BEACH CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES' A Municipal Corporation ORGANIZATION By: By: Penelope Culbre Graft Shawna Sawa City Admini r MEO President By: By: Irma Ygdssefieh Kate Hoffman Hum Resources Manager MEO Vice PresiIni By: By: Rende Mayne Eric Cha ne Chief Negotiator Chief N otiator By: Ja es Jones, Negotiating Team By: Tom Graham, Negotiating Team Approved as to Form: Approved as to Form. Jennifer M. McGrath mes G. HaKer, MEO Counsel City Attorney C 7 Proof M.00 MEO MM FWAL 02-24.0-ft 34 s Resolution:No. 2005-17 EXHIBIT A CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION SALARY SCHEDULE EFFECTIVE SEPTEMBER 25, 2004 Job Pay Code Description Grade A B C D E 0025 Administrative Analyst 505 $27.06$28.55$30.12$31.78 $33.53 0132 Assistant qqy Clerk 496 $25.89 $27.31 $28.81 $30.39$32.06 0037 Assistant Econ Development Project Manager 525 $29.91 $31.55$33.28$35.11 $37.04 0069 Associate Civil Engineer 554 1$33.88$35.74$37.71 $39.78$41.97 0071 Associate Planner 525 $29.91 $31.55$33.28$35.11 $37.04 0034 Associate Traffic Engineer 551 $34.05$35.92$37.90$39.98$42.18 0044 Beach Operations Supervisor 535 $31.44$33.17$34.99$36.91 $38.94 0501 Business Applications Super-visor 680 $39.36$41.52$43.80$46.21 $48.75 0500 Business Systems Manager 600 1$43.48$45.87$48.39$51.06$53.86 0070 Chief Criminalist 585 $40.34$42.56$44.90$47.37$49.98 0024 City Engineer 625 $49.24$51.95$54.81 $57.82$61.00 0092 Claims Supervisor 543 $32.72$34.52 $36.42$38.42 $40.53 0073 Combination/Structural Inspection Supervisor 541 $32.40$34.18$36.06$38.04$40.13 0065 Community Services Manager 544 $32.88$34.69$36.60$38.61 $40.73 0097 Construction Manager 565 $36.51 $38.52 $40.64$42.87$45.23 0085 Contract Administrator 533 $31.12$32.83 $34.64$36.55 $38.56 0045 Criminalist Supervisor 557 $35.07$37.00 $39.04$41.19$43.46 0253 Cultural Affairs Supervisor 488 $24.86$26.23$27.67$29.19$30.80 0081 Deputy City Attorney 1 538 $31.91 $33.67$35.52$37.47$39.53 0080 De pu CityAttorney 11 575 $38.38$40.49$42.72$45.07$47.55 0079 Deputy City Attorney 111 603 $44.13 $46.56$49.12$51.82 $54.67 0068 Deputy City Engineer 597 $42.82$45.18$47.66$50.28 $53.05 0090 Deputy City Treasurer 581 $39.55$41.73$44.02$46.44$48.99 0027 Deputy Dir of Recreation/Beach Development 615 $46.84$49.42$52.14$55.01 $58.04 0035 Deputy Director of Public Works 625 $49.24$51.95$54.81 $57.82$61.00 0486 Detention Administrator 536 $31.59$33.33$35.16$37.09$39.13 0473 Development&Petro-Chemical Supervisor 537 $31.75$33.50$35.34$37.28$39.33 0039 Economic Development Project Manager 556 $34.90$36.82$38.85$40.99$43.24 0474 Facilities, Development&Concessions Mgr 550 $33.88$35.74$37.71 $39.78$41.97 0131 Fire Med Coordinator 533 $31.12$32.83$34.64$36.55$38.56 0130 Fire Protection Analyst 533 $31.12$32.83$34.64$36.55$38.56 0498 GIS Administrator 550 $33.88$35.74$37.71 $39.78$41.97 0023 Housing/Redevelopment Manager 576 $38.58$40.70$42.94$45.30$47.79 0200 Info Systems Computer Operations Supervisor 526 $30.06$31.71 $33.45$35.29$37.23 0489 Information System Communications Manager 586 $40.55$42.78 $45.13$47.61 $50.23 0116 Information Systems Analyst 11 513 $28.17$29.72 $31.35$33.07$34.89 0038 Information Systems Manager 601 $43.70$46.10 $48.64$51.31 $54.13 2003-06 MEO MOU FINAL 02-24-05 35 Resolution No. 2005-17 Job Pay Code Description Grade A B C D E 0075 Inspection Manager 569 $37.25$39.30 $41.46$43.74 $46.15 0251 Investigator 505 $27.06$28.55$30.12$31.78 $33.53 0158 Landscape Architect 533 $31.12$32.83$34.64$36.55$38.56 0049 Landscape Maintenance Supervisor 535 $31.44$33.17$34.99$36.91 $38.94 0095 Law Office Manager 509 $27.62$29.14$30.74$32.43$34.21 0030 Maintenance Operations Manager 579 $39.16$41.31 $43.58$45.98$48.51 0032 Marine Safet Division Chief 585 $40.34$42.56 $44.90$47.37 $49.98 0048 Mechanical Maintenance Supervisor 535 $31.44$33.17$34.99$36.91 $38.94 0441 Nei hborhood Preservation Program Manager 576 $38.58$40.70$42.94$45.30$47.79 0490 Network Systems Administrator 564 $36.32$38.32$40.43$42.65$45.00 0502 Office Automation Systems Administrator 558 $35.25$37.19 $39.24$41.40 $43.68 0133 Parking&Camping Facilities Supervisor 522 $29.47$31.09$32.80$34.60 $36.50 0098 Permit& Plan Check Manager 578 $38.96 $41.10 $43,36$45.75$48.27 0209 Permit& Plan Check Supervisor 534 $31.28$33.00$34.82$36.73$38.75 0099 Plan Check Engineer 564 $36.32$38.32$40.43$42.65$45.00 0444 Planning Manager 586 $40.55$42.78$45.13$47.61 $50.23 0022 Police Communications Mana er 536 $31.59$33.33$35.16$37.09 $39.13 0094 Police Records Administrator 536 1$31.59$33.33 $35.16$37.09 $39.13 0028 Principal Accountant 540 $32.24$34.01 $35.88$37.85$39.93 0084 Principal Administrative Analyst 552 $34.22 $36.10 $38.09$40.18$42.39 0096 Principal Civil Engineer 569 $37.25$39.30$41.46$43.74$46.15 0072 Principal Electrical Inspector 522 $29.47$31.09$32.80$34.60$36.50 0482 Principal Librarian 526 $30.06$31.71 $33.45$35.29 $37.23 0074 Principal Planner 576 $38.58$40.70 $42.94$45.30 $47.79 0076 Principal Plumbing Mechanical Inspector 522 $29.47$31.09 $32.80$34.60 $36.50 0496 Public Safety Systems Manager 587 $40.76$43.00$45.36$47.85 $50.48 0497 Public Safety Systems Supervisor 582 $39.73$41.92 $44.23$46.66$49.23 0083 Purchasing &Central Services Manager 542 $32.56$34.35$36.24$38.23$40.33 0043 Real Estate Services Manager 584 $40.14$42.35$44.68$47.14$49.73 0093 Real Property Agent 556 $34.90$36.82$38.85$40.99 $43.24 0042 Recreation & Human Services Superintendent 575 $38.38$40.49$42.72$45.07$47.55 0089 Senior Administrative Analyst 533 1$31.12$32.83 $34.64$36.55$38.56 0499 Senior Information Systems Analyst 558 $35.25$37.19$39.24$41.40 $43.68 0077 Senior Librarian 496 $25.89$27,31 $28.81 $30.39$32.06 0036 Senior Planner 556 $34.90$36.82$38.85$40.99$43.24 0046 Senior Recreation Supervisor 522 $29.47$31.09$32.80$34.60$36.50 0457 Special Events Coordinator 488 $24.86$26.23$27.67$29.19$30.80 0488 Street/Building Maintenance Supervisor 535 $31.44$33.17$34.99$36.91 $38.94 0033 Transportation Manager 594 $42.20$44.52 $46.97$49.55 $52.27 0051 Tree Maintenance Supervisor 535 $31.44$33.17$34.99$36.91 $38.94 0483 Utilities Manager 599 1$43.26$45.64$48.15$50.80 $53.59 0487 Wastewater Supervisor 535 $31.44$33.17$34.99$36.91 $38.94 0052 Water Distribution Supervisor 535 $31.44$33.17$34.99$36.91 $38.94 0053 Water Production Supervisor 535 $31.44$33.17$34.99$36.91 $38.94 2003-06 MEO MOU FINAL 02-24-05 36 Resolution No. 2005-17 EXHIBIT A CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION SALARY SCHEDULE EFFECTIVE SEPTEMBER 24, 2005 Job Pay Type Description Grade A B C D E 0025 Administrative Analyst 513 1$28.17$29.72 $31.35$33.07$34.89 0132 Assistant City Clerk 504 $26.93$28.41 $29.97$31.62$33.36 0037 Assistant Econ Development Project Manager 533 $31.12$32.83$34.64$36.55$38.56 0069 Associate Civil Engineer 558 $35.25$37.19$39.24$41.40$43.68 0071 Associate Planner 533 $31.12$32.83$34.64$36.55 $38.56 0034 Associate Traffic Engineer 559 1$35.43$37.38$39.44$41.61 $43.90 0044 Beach Operations Supervisor 543 $32.72$34.52$36.42$38.42 $40.53 0501 Business Applications Supervisor 588 $40.95$43.20$45.58$48.09$50.73 0500 Business Systems Manager 608 $45.24$47.73 $50.36$53.13$56.05 0070 Chief Criminalist 593 $41.98$44.29$46.73$49.30$52.01 0024 City Engineer 633 $51.25$54.07 $57.05$60.18$63.49 0092 IClaims Supervisor 551 $34.05$35.92$37.90$39.98$42.18 0073 Com bin ationlStructural Inspection Supervisor 549 $33.71 $35.56$37.52$39.58$41.76 0065 Community Services Manager 552 $34.22$36.10 $38.09$40.18$42.39 0097 Construction Manager 573 $38.00$40.09$42.29$44.62$47.07 0085 Contract Administrator 541 1$32.40$34.18$36.06$38.04$40.13 0045 Criminalist Supervisor 565 $36.51 $38.52$40.64$42.87 $45.23 0253 Cultural Affairs Supervisor 496 $25.89$27.31 $28.81 $30.39$32.06 Deputy CityAttorney1 546 $33.20$35.03$36.96$38.99$41.13 De u CityAttorneyII 583 $39.93$42.13$44.45$46.90 $49.48 Deputy CityAttorneyIII 611 $45.92$48.45$51.11 $53.92$56.89 06 De ut CityEngineer 605 $44.56$47.01 $49.60$52.33$55.21 0090 Deputy CityTreasurer 589 $41.15$43.41 $45.80$48.32 $50.98 De ut Dir of Recreation/Beach Development 623 $48.76$51.44 $54.27$57.25$60.40 De ut Director of Public Works 633 $51.25$54.07 $57.05$60.18$63.49 Detention Administrator 544 $32.88$34.69$36.60 $38.61 $40.73 Development&Petro/Chemical-Supervisor 545 $33.04$34.86$36.78$38.80$40.93 0039 Economic Development Project Manager 564 $36.32$38.32 $40.43$42.65$45.00 0474 Facilities, Development&Concessions Mgr 558 $35.25$37.19$39.24$41.40$43.68 0131 Fire Med Coordinator 541 $32.40$34.18$36.06$38.04$40.13 0130 Fire Protection Analyst 541 $32.40$34.18$36.06$38.04$40.13 0498 IGIS Administrator 558 $35.25$37A9$3924$41.40$43.68 0023 Housin IRedevelo ment Manager 584 $40.14$42.35$44.68$47.14$49.73 _ 0200 Info Systems Computer Operations Supervisor 534 $31.28$33.00$34.82$36.73$38.75 0489 Information System Communications Manager 594 $42.20$44.52$46.97$49.55$52.27 0116 Information Systems Analyst II 521 $29.33$30.94$32.64$34.43$36.32 0038 Information Systems Manager 609 $45.47$47.97$50.61 $53.39$56.33 0075 Inspection Manager 577 $38.78$40.91 $43.16$45.53 $48.03 0251 Investigator 513 $28.17$29.72 $31.35$33.07$34.89 2003-06 MEO MOLL FINAL 02-24-05 37 Resolution No. 2005-17 Job Pay -Type Description Grade A B C D E 0158 Landscape Architect 541 $32.40$34.18$36.06$38.04 $40.13 0049 Landscape Maintenance Supervisor 543 $32.72 $34.52$36.42$38.42 $40.53 0095 Law Office Manager 517 $28.73$30.31 $31.98$33.74 $35.60 0030 Maintenance Operations Manager 587 $40.76$43.00$45.36$47.85 $50.48 r44 Marine SafetyDivision Chief 593 $41.98$44.29$46.73$49.30 $52.01 Mechanical Maintenance Supervisor 543 $32.72$34.52$36.42$38.42$40.53 Neighborhood Preservation Pro ram Manager 584 $40.14$42,35$44.68$47.14$49.73 Network Systems Administrator 572 $37.82$39.90 $42.09$44.40$46.84 0502 Office Automation Systems Administrator 566 $36.69$38.71 $40.84$43.09$45.46 0133 Parking & Camping Facilities Supervisor 530 $30.66$32.35 $34.13$36.01 $37.99 0098 Permit&Plan Check Manager 586 $40.55$42.78$45.13$47.61 $50.23 0209 Permit&Plan Check Supervisor 542 $32.56$34.35$36.24$38.23$40.33 0099 Plan Check Engineer 572 $37.82$39.90$42.09$44.40 $46,84 0444 Planning Manager 594 $42.20$44.52$46.97$49.55$52.27 0022 Police Communications Manager 544 $32.88$34.69$36.60$38.61 $40.73 0094 Police Records Administrator 544 $32.88$34.69$36.60$38.61 $40.73 0028 Principal Accountant 548 $33.54$35.38 $37.33$39.38$41.55 0084 Principal Administrative Analyst 560 1$35.61 $37.57$39.64$41.82$44.12 0096 Principal Civil Engineer 577 $38.78$40.91 $43.16$45.53$48.03 0072 Principal Electrical Inspector 530 $30.66$32.35$34.13$36.01 $37.99 0482 Principal Librarian 534 $31.28$33.00$34.82$36.73 $38.75 0074 Principal Planner 584 $40.14$42.35$44.68$47.14$49.73 0076 Principal Plumbing Mechanical Inspector 530 $30.66$32.35$34.13$36.01 $37.99 0496 Public Safety Systems Manager 595 $42AID$44.73$47.19$49.79$52.53 0497 Public Safety Systems Supervisor 590 $41.36$43.63 $46.03$48.56$51.23 0083 Purchasing &Central Services Manager 550 $33.88$35.74$37.71 $39.78$41.97 0043 Real Estate Services Manager 592 $41.77$44.07$46.49$49.05$51.75 0093 Real Property Agent 564 $36.32$38.32$40.43$42.65 $45.00 0042 Recreation & Human Services Superintendent 583 $39-93 $42.13$44.45$46.90 $49.48 0089 Senior Administrative Analyst 541 $32.40$34,18$36.06$38.04 $40.13 0499 Senior Information S stems Analyst 566 $36.69$38.71 $40.84$43.09$45.46 0077 Senior Librarian 504 1$26.93$28.41 $29.97$31.62$33.36 0036 Senior Planner 564 $36.32$38.32 $40.43$42.65$45.00 0046 Senior Recreation Supervisor 530 $30.66$32.35$34.13$36.01 $37.99 0457 Special Events Coordinator 496 $25.89$27.31 $28.81 $30.39 $32.06 0488 Street/Building Maintenance Supervisor 543 $32.72 $34.52$36.42$38.42 $40.53 0033 Transportation Manager 602 $43.91 $46.32$48.87$51.56$54.40 0051 Tree Maintenance Supervisor 543 $32.72$34.52$36.42$38.42$40.53 0483 Utilities Manager 607 $45.01 $47.49$50.10$52.85$55.76 0487 Wastewater Supervisor 543 $32.72$34.52 $36.42$38.42 $40.53 0052 Water Distribution Supervisor 543 $32.72$34.52 $36.42$38.42$40.53 0053 Water Production Supervisor 543 $32.72$34.52$36.42$38.42 $40.53 2003-06 MEO MOU FINAL 02-24-05 38 Resolution No. 2005-17 EXHIBIT B DELTA DENTAL PLAN BROCHURE A copy of the Delta Dental Plan Brochure may be obtained from the Administrative Services Department 2003-06 MEO MOU FINAL 02-24-05 39 Resolution No. 2005-17 EXHIBIT C DELTA CARE DENTAL PLAN BROCHURE A copy of the Delta Care Plan Brochure may be obtained from the Administrative Services Department 2003-06 MEO MOU FINAL 02-24-05 40 Resolution No. 2005-17 EXHIBIT D CITY PROVIDED MEDICAL PLAN BROCHURES A copy of the Medical Plan Brochures may be obtained from the Administrative Services Department 2003-06 MEO MOU FINAL 02-24-05 41 ........... Resolution No. 2005-17 EXHIBIT E 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 full-time 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_ 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. 2. In the event of the death of any employee, whether retired or not, the amount of the retiree medical insurance subsidy benefit which the deceased employee was receiving at the time of his/her death would be eligible to receive if he/she were retired at the time of death, shall be paid on behalf of the spouse or family for a period not to exceed twelve (12) months. 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 full time 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, which exist for all retirees. Payment shall not exceed dollar amount, which is equal to the full cost of premium for employee only. 2003-06 MEO MOU FINAL 02-24-05 42 Resolution No. 2005-17 C. Maximum Monthly Subsidy Payments - 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. All retirees, including those retired as a result of disability whose number of continuous, full time years of City service prior to retirement City exceeds ten (10), shall be entitled to maximum monthly payment of premiums by the 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 RETIREE SUBSIDY MEDICAL PLANIMISCELLANEOUS PROVISIONS A. Eligibility: 1. The effective start-up date of the Retiree Subsidy Medical Plan for the various employee groups shall be the first of the month following retirement date. 2. A retiree may change plans, add dependents, etc., during annual open enrollment. The Administrative Services Department shall notify covered retirees of this opportunity each year. 2003-06 MEO MOU FINAL 02-24-05 43 Resolution No. 2005-17 3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of completed service with the City of Huntington Beach. B. Benefits: 1. Retiree Subsidy Medical Plan includes Managed Health Network (MHN), Prescription Card System (PCS), Orange County Foundation for Medical Care (OCFMC) and Medical Stop Loss insurance. 2. City Plans are the primary payer for active employees age 65 and over, with Medicare the secondary payer. Retirees age 65 and over have no City Plan options and are eligible only for Medicare. 3. Premium payments are to be received at least one month in advance of the coverage period. C. Subsidies- 1. The subsidy payments will pay for: a. Retiree Subsidy Medical Plan. b. HMO. 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. 2003-06 MEO MOU FINAL 02-24-05 44 Resolution No. 2005-17 2. When a retiree and his/her spouse are both 65 or over, and neither is eligible for paid Part A of Medicare, the subsidy shall pay for Part A for each of them or the maximum subsidy, whichever is less. 3. When a retiree at age 65 is eligible for paid Part A of Medicare and his/her spouse is not eligible for paid Part A, the spouse shall not receive subsidy. When a retiree at age 65 is not eligible for paid Part A of Medicare and his/her spouse who is also age 65 is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A only. E. Cancellation: 1. For retirees/dependents eligible for paid Part A of Medicare, the following cancellation provisions apply_ a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be eliminated on the first day of the month in which the retiree reaches age 65. If such retiree was covering dependents under the Plan, dependents will be eligible for COBRA continuation benefits effective as of the retiree's 65th birthday. b. Dependent coverage will be eliminated upon whichever of the following occasions comes first: 1) After 36 months of COBRA continuation coverage, or 2) When the covered dependent reaches age 65 in the event such dependent reaches age 65 prior to the retiree reaching age 65. c. At age 65 retirees are eligible to make application for Medicare. Upon being considered "eligible to make application," whether or not application has been made for Medicare, the Retiree Subsidy Medical Plan will be eliminated. 2. See provisions under "Benefits," "Subsidies," and "Medicare" for those retirees/dependents not eligible for paid Part A of Medicare. 3. Retiree Subsidy Medical Plan and COBRA participants shall be notified of non-payment of premium by means of a certified letter from Employee Benefits 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. 2003-06 MEO MOU FINAL 02-24-05 45 Resolution No. 2005-17 EXHIBIT F VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION See Administrative Regulations 2003-06 MEO MOU FINAL 02-24-05 46 Resolution No. 2005-17 EXHIBIT G PHYSICAL EXAMINATION DESCRIPTION I. Complete Health History 11. Complete Physical Examination by Physician 111. Computer Printout: A. Physiological Tests: 1. Temperature 2. Height 3. Weight 4. Vision 5. Audiometry(Hearing Screening) 6. Blood Pressure 7. Pulse 8. Chest X-Ray 9. EKG 10. History 11. Tonometry (Glaucoma)for patients 35 and over. 12. Spirometry(Breathing) B. Laboratory Tests: 1. Blood Chemistry Screening Tests: SGPT Triglycerides SGOT Glucose Fasting LDH BUN Alk. Phosphatase Creatinine Total Bilirubin Uric Acid Total Protein Calcium Albumin-Serum Inorganic Phosphate Globulin Sodium Cholesterol Postassium 2. Complete Blood Count 3. Urinalysis 4. Stool Test for Blood 5. RPR 6. Pap Smear on Females 7. HDL IV. Examination Findings: A. Consultation with Physician B. Written Report of Findings 2003-06 MEO MOU FINAL 02-24-05 47 Resolution No. 2005-17 EXHIBIT H - 9/80 WORK SCHEDULE This work schedule is known as the "9/80." The 9/80 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA) and all other applicable laws. In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 9/80 WORK SCHEDULE DEFINED The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two- week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours (Friday), with a one-hour lunch during each work shift, totaling forty (40) hours in each FLSA work week. The 9180 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. A. Forty (40) Hour FLSA Work Week — The actual FLSA work week is from Friday at mid- shift (p.m.) to Friday at mid-shift (a.m.). No employee working the 9/80 work schedule will be able to flex their Friday start time nor the time they take their lunch break, which will be from 12:00 p.m. to 1:00 p.m. on Fridays. All employee work shifts will start at 8:00 a.m. on their Friday worked. The start of the FLSA work week is 12:00 noon Friday. B. Two-Week Pay Period — The pay period for employees starts Friday mid-shift (p.m.) and continues for fourteen (14) days until Friday mid-shift (a.m.). During this period, each week is made up of four (4) nine (9) hour work days (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours equal forty (40) work hours in each work week (e.g. the Friday is split into four (4) hours for the a.m. shift, which is charged to work week one and four(4) hours for the p.m. shift, which is charged to work week two). C. A/B Schedules — To continue to provide service to the public every Friday, employees are to be divided between two schedules, known as the "A" schedule and the "B" schedule, based upon the departmental needs. For identification purposes, the "A" schedule shall be known as the schedule with a day off on the Friday in the middle of the pay period, or, "off on payday", the "B" schedule shall have the first Friday (p.m.) and the last Friday (a.m.) off, or"working on payday". An example is listed below: N SESSION milli 110111 A Schedule 4 4 - - 9 9 9 9 - - - - 9 9 9 9 4 4 B Schedule - - - - 9 9 9 9 4 4 - - 9 9 9 9 - - D. A/B Schedule Changes — FLSA non-exempt employees cannot change schedules without prior approval of their supervisor, Department Head, and the Human Resources Manager or designee. The purpose of this authorization is to review the impact on overtime. FLSA exempt employees may change AIB schedules at the beginning of any pay period with supervisor and Department Head approval. 2003-06 MEO MOU FINAL 02-24-05 48 Resolution No. 2005-17 E. Emergencies — All employees on the 9180 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in the opinion of the City Administrator, Department Head or designee may require such service from any of said employees. OVERTIME DEFINED FLSA Non-Exempt Employees —All non-exempt employees under the 9/80 work schedule shall earn overtime for all hours worked after the first forty (40) hours in an FLSA work week (Friday 12:00.00 p.m. to Friday 11:59:59 a.m.) as required under FLSA. Employees are required to obtain supervisor authorization prior to working any overtime. 1. Overtime Compensation —As stated in Memorandum-of-Understanding 2. Compensatory Time —As stated in Memorandum-of-Understanding LEAVE BENEFITS When an employee is off on a scheduled workday under the 9180 work schedule, then nine (9) hours of eligible leave per workday shall be charged against the employee's leave balance or eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the current accrual, eligibility, request and approval requirements. 1. General Leave —As stated in Memorandum of Understanding 2. Sick Leave —As stated in Memorandum of Understanding 3. Administrative Leave—As stated in Memorandum of Understanding 4. Executive Leave —As stated in Memorandum of Understanding 5. Bereavement Leave —As stated in Memorandum of Understanding 6. Holidays - As stated in Memorandum of Understanding 7. Jury Duty — The provisions of the Personnel Rules shall continue to apply; however, if an FLSA exempt employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered the same as having occurred during the employees day off work; therefore, the employee will receive no added compensation. 2003-06 MEO MOU FINAL 02-24-05 49 Resolution No. 2005-17 EXHIBIT 1 - 4/10 WORK SCHEDULE This work schedule is known as the "4/10". The 4/10 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 4/10 WORK SCHEDULE DEFINED The 4/10 work schedule shall be defined as working eight (8) days for eighty (80) hours in a two week pay period by working eight (8) days (Monday through Thursday, Fridays off) at ten (10) hours per day, plus a one-hour lunch during each work shift, totaling forty (40) hours in each FLSA work week. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. All employees on the 4/10 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in the opinion of the City Administrator, Department Head or designee may require such service from any of said employees. OVERTIME DEFINED FLSA Non-Exempt Employees —All non-exempt employees under the 4/10 work schedule shall earn overtime for all hours worked after the first forty (40) hours in an FLSA work week as required under FLSA. Employees are required to obtain supervisor authorization prior to working any overtime. 1. Overtime Compensation --As stated in Memorandum-of-Understanding 2. Compensatory Time —As stated in Memorandum-of-Understanding LEAVE BENEFITS When an employee is off on a scheduled workday under the 4/10 work schedule, then ten (10) hours of eligible leave per workday shall be charged against the employee's leave balance. All leaves shall continue under the current accrual, eligibility, request, and approval requirements. b. General Leave —As stated in Memorandum of Understanding c. Sick Leave —As stated in Memorandum of Understanding d. Administrative Leave —As stated in Memorandum of Understanding e. Executive Leave —As stated in Memorandum of Understanding f. Bereavement Leave —As stated in Memorandum of Understanding g. Holidays - As stated in Memorandum of Understanding 2003-06 MEO MOLE FINAL 02-24-05 50 Resolution No. 2005-17 h_ Jury Duty — The provisions of the Personnel Rules shall continue to apply; however, if an FLSA exempt employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered the same as having occurred during the employees day off work; therefore, the employee will receive no added compensation. 2003-06 MEO MOU FINAL 02-24-05 51 Resolution No. 2005-17 EXHIBIT J Voluntary Catastrophic Leave Donation Program Guidelines PURPOSE The purpose of the voluntary catastrophic leave donation program is to bridge employees who have exhausted all paid leave accruals to either; return to work, long term disability, or medical retirement. Permanent employees who accrue vacation, general leave or compensatory time may donate such leave to another permanent employee when a catastrophic illness or injury befalls that employee or because the employee is needed to care for a seriously ill family member. The leave sharing program is city-wide across all departments and is intended to provide an additional benefit. Nothing in this program is intended to change current policy and practice for use and/or accrual of vacation, general, or sick leave. DEFINITIONS Catastrophic Illness or Iniury A serious debilitating illness or injury which incapacitates the employee or an employee's family member and which causes a loss of income due to the employee having exhausted all paid leave accruals. Eligible Leave Accrued compensatory, vacation or general leave credits may be donated. The minimum donation an employee may make is two (2) hours and the maximum is forty(40) hours. Family Member For the purposes of this policy, the definition of family member is that defined in the Family Medical Leave Act (child, parent, spouse or domestic partner). ELIGIBILITY Permanent employees who accrue vacation or general leave may donate such hours to eligible recipients. Compensatory time accrued may also be donated. An eligible recipient is an employee who — • Accrues vacation or general leave • Has exhausted all paid leave accruals and is not receiving disability benefits or Workers' Compensation payments; and 2003-06 MEO MOU FINAL 02-24-05 52 Resolution No. 2005-17 • Requests donated leave TRANSFER OF LEAVE The maximum donation credited to a recipient's leave account shall be the amount necessary to ensure continuation of the employee's regular salary during the employee's period of approved catastrophic leave. Donations will be voluntary, confidential, and irrevocable. Hours donated will be converted into a dollar amount, based on the hourly wage of the donor. The dollar amount will then be converted into accrued hours, based on the recipient's hourly wage. An employee needing leave will complete a Leave Donation Request Form and submit it to the Department Director for approval. The Department Director will forward the form to Human Resources for processing. Human Resources, working with the department, will send out the request for leave donations. Employees wanting to make donations will submit an Authorization for Donation to the Human Resources division (payroll). All donation forms submitted to payroll will be date stamped and used in order received for each bi-weekly pay period. Any donation form submitted that is not needed will be returned to the donor. OTHER Please contact the Human Resources Division, at 374-1567 if you have questions regarding staff participation in this program. 2003-06 MEo MQU FINAL 02-24-05 53 Resolution No. 2005-17 Voluntary Catastrophic Leave Donation Program Leave Request Form According to the provisions of the Leave Donation Program, I hereby request donated vacation, general leave or compensatory time. MY SIGNATURE CERTIFIES THAT: • A leave of absence in relation to a catastrophic illness or injury has been approved by my department; I have, or soon will, exhaust all of my sick leave, vacation, general, administrative, executive and compensatory time accruals; and • 1 am not receiving disability benefits or Workers' Compensation payments. - - - ---- ;Name: (Please Print) ..�.. ork Phone: ;Department: ry .. .. .........m.......,......,.... .___._._____ _ ___ _____ ob Title: irployee ID#: _ ---------- Employee's estimate of his/her accrual balances .,..,..,., ..., .................._..._.......�_.._ _ ...._-_..._..- 3Requester Signature;Date: E, 3 Department Director Signature of Support: l Date: rt__ 3 � e i ��;; .rv°ay ..4 4� :;� � .�.vs��":x�.» � a�� o• �gym a 3 ^^ xrc ,Y.(�- 9 'a�' -'e&i�% ...x �s! "«. 5 m ^��� °ssca c y ::¢: ^ME Please return to Human Resources Division, Department of Administrative Services for processing. 2003-06 MFO MOU FINAL 02-24-05 54 Res. No. 2005-17 STATE OF CALIFORNIA COUNTY OF ORANGE ss: CITY OF HUNTINGTON BEACH 1, JOAN L. FLYNN 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 an regular meeting thereof held on the 7th day of March, 2005 by the following vote: AYES: Hansen, Coerper, Sullivan, Hardy, Green, Bohr, Cook NOES: None ABSENT: None ABSTAIN. None CVClerk and ex-offici Jerk of the City Council of the City of Huntington Beach, California