HomeMy WebLinkAboutCity Council - 2005-34 RESOLUTION NO. 2005_34 _
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
HUNTINGTON BEACH APPROVING AND IMPLEMENTING THE
MEMORANDUM OF UNDERSTANDING BETWEEN THE
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION (HBFA)
AND THE CITY OF HUNTINGTON BEACH FOR SEPTEMBER 25, 2004,
THROUGH SEPTEMBER 24, 2007.
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 Firefighters' Association("HBFA"), 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 of
September 25, 2004, through September 24, 2007.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 2;id day of May T , 2005.
APPROVED AS TO FORM:
Clerk 4)�ity�Attorn y
REVIEWED AND APPROVED: INITIATED AND APPROVED:
Ij
ity Adm istrator Director of Administrative Services
05resombfa side lettersl4/6/05
Memorandum of Understanding
between
The Huntington Beach
Firefighter's Association
HBFA
and
The City of Huntington Beach
s ity
Hund ach
September 25, 2004 through September 24, 2007
Fire MOU
TABLE OF CONTENTS
ARTICLE I -REPRESENTATIONAL UNITICLASSIFICATIONS.................................................................................1
ARTICLE 11--EXISTING CONDITIONS OF EMPLOYMENT.......................................................................................1
ARTICLE III -SEVERABILITY...............................................................__....................................................................2
ARTICLE IV-SALARY SCHEDULES.........................................................................................................................2
A. WAGE INCREASES ......................................................... 2
B. SALARY STUDY---- ...............................................................•.......................................................2
ARTICLEV-SPECIAL PAY........................................................................................................................................3
A. EDUCATION ......................................................................................................................................3
1. Incentive Plan ..............................................................................3
a. Level ...............................................................................
b. Level 11 .....................................................................................................................................................3
C. Degree Majors................................................................................................. .......................................4
d- Education Committee .......................................................................... ...................................................4
e- Effective Date .................................................................................... ...... ..............................................4
f. Previous Benefits.....................................................................................................................................4
B. ACTING ASSIGNMENTS ........... ..........................................................................................................4
.
C. ADMINISTRATIVE APPOINTMENTS .......................................................................................................4
1. Administrative Appointments.................................................. ................._....._...............................................4
2. Pay Upon Completion of Administrative Appointment....................... ..5
D. PAY UPON COMPLETION OF PARAMEDIC DUTIES.................................................................................5
E. SPECIAL CERTIFICATION/SKILL PAY ........................... ......5
1. State Board of Fire Service Certification ..........................................................................................................5
2. Paramedic Re-certification...............................................................................................................................5
3. Preceptors........................................................................................................................................................6
4. Firefighter Tiller Certification.............................................................................................................................6
a. Tiller Certification .........................••------------..................---------................6
b. Class B Driver License ............................................................................................................................6
C. Light Air Unit ..................................................................................................... .......... ...6
.... .....................
5. Hazardous Materials Team Responder............................................................................................................6
6- Bilingual Skill--- ------ ---------------------------.........................................................................................................7
7- Fire Protection Specialist..................................................................................................................................7
8. Level II Investigator..........................................................................................................................................7
F. HOLIDAY PAY-IN-LIEU ..................................................... .........................8
G. LONGEVITY PAY................................................................................................................................9
H. REPORTABLE TO PERS......................................................................................................................9
ARTICLE VI- UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT.........................................................................9
A. UNIFORMS PROVIDED BY CITY.....................................................................................I.....................9
B. UNIFORM ALLOWANCE/FITNESS.........................................................................................................9
C. UNIFORM CARE AND REPLACEMENT...................................................................................................9
D. UNIFORM POLICIES AND ADVISORY COMMITTEE_............................................................................... 10
E. REPORTABLE TO PERS.................................................................. ....... 10
ARTICLE VII- HOURS OF WORK/OVERTIME...................... ....10
A. WORK SCHEDULE........................................................................................................................... 10
B. HOURS OF WORK- DEFINED ........................................................................................................... 11
C. LEVEL PAY PLAN............................................................................................................................. 11
1. Twenty-four(24) Hour Shift Personnel...........................................................................................................11
3. Lost Time Defined..........................................................................................................................................12
4. Forty(40) Hour Work Week...........................................................................................................................12
HBFA FINAL MOU v.3 -ii- 411912005
Fire MOU
TABLE OF CONTENTS
5. 4/10 Work Schedule Defined..........................................................................................................................12
D. OVERTIME/COMPENSATORY TIME .................................................................................................... 12
1. Paid Overtime.................................................................................................................................................12
2. Compensatory Time------------------•--..................................................................................................................13
a. Non-Exempt...........................................................................................................................................13
b. Staff Personnel------------------------------------------------------------------------------------------------------------- •---.....-......---13
C. Compensatory Time Paid Off................................................................................................................13
3. Callback...................................................... ---...13
4. Mandatory Standby.........................................................................................................................................14
5. Pagers.................................................................. -----.14
6. Required Training Attendance................................................................................................................. ......14
7. Cancellation of Overtime_...............................................................................................................................14
8. Court Time......................................................................................................................................................14
9. Pay Out of Rank.............................................................................................................................................15
E. JURY DUTY.................................................................................................................. .. 15
F. SHIFT EXCHANGE/RELIEF.....•....................................................... ................... 15
................................
G. ASSIGNED SHIFT POLICY................................................................................................................. 15
H. MINIMUM STAFFING AND FILLING VACANCIES.................................................................................... 15
1- Minimum Staffing Levels..................................................................... .----.-----.-----•----..---- ..--..........-....15
ARTICLE Vlll— HEALTH AND OTHER INSURANCE BENEFITS.............................................................................16
A. HEALTH INSURANCE............................................................... Ira......................................
P. ELIGIBILITY CRITERIA AND COST...................................................................................................... 16
1. City Paid Medical Insurance—Employee and Dependents............................................................................16
2. Employer Contributions to Health and Other Insurance Benefits...................................................................16
C. FUTURE PREMIUMS ...................................................................................................... 17
D. PUBLIC EMPLOYEE'S MEDICAL AND HOSPITAL CARE ACT(PMHCA) OPTION...................................... 17
E. MEDICAL CASH-OUT ........................ .. 17
.............................................................................................
F. SECTION 125 PLAN......................................................................................................................... 17
G. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT................•....................................................... 17
1. Life..................................................................................................................................................................17
2- Accidental Death and Dismemberment---------------- ...............................................................................17
H. LONG TERM DISABILITY................................................................................................................... 17
1- RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY MEDICAL RETIREE SUBSIDY
PLAN............................................................I....... . 18
J. POST-65 SUPPLEMENTAL MEDICARE COVERAGE.............................................................................. 18
K. MISCELLANEOUS............................................................................................................................. 19
L. VOLUNTARY HEALTH SAVINGS ACCOUNT.......................................................................................... 19
ARTICLE IX—RETIREMENT........................................................................ ..19
...........................................................
A. BENEFITS....................................................................................................................................... 19
1. Public Employees' Retirement System...........................................................................................................19
2. Self-Funded Supplemental Retirement Benefit..............................................................................................20
3. Medical Insurance for Retirees..................------...............................................................................................20
B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM REIMBURSEMENT AND REPORTING ..................................22
1. Employee's Contribution.................................................................................................................................22
2. Reporting of Base Salary................................................................................................................................22
C. REINSTATEMENT PRIVILEGES FOR DISABILITY RETIREES ...................................................................22
ARTICLE X—LEAVE BENEFITS...............................................................................................................................22
A. LEAVE WITH PAY.............................................................................................................................22
1- Vacation..................... .................................................22
a. Accrual....................................................... .............. ......22
b. Eligibility and Permission .......................................................................................................................23
C. Conversion to Cash .......------------•-....--....................................................................................................24
HBFA FINAL MOU v.3 -iii- 4119/2005
Fire MOU
TABLE OF CONTENTS
d- Pay-Off at Termination.................... ..................................................................................... ...... .........24
2. Sick Leave ..... .......................................................................... ...24
a. Accrual................................................................................................................................... ..24
..............
b. Pay-Off at Termination............................................... ...........................................................................24
C. Utilization in Conjunction with Industrial Disability Leave.......................................................................25
3. Leave Benefit Entitlements.............................................................................................................................25
4. Bereavement..................................................................................................................................................25
5. Association Business......................................................................................................................................25
ARTICLE XI—CITY RULES.................................. ..26
A. PERSONNEL RULES.........................................................................................................................26
B. PRECEDENCE OF AGREEMENT.................... ........26
C. LAYOFF RULES ............................................................................................26
D. EMPLOYEE EMPLOYER RELATIONS RESOLUTION(EERR)..................................................................26
ARTICLEXII - MISCELLANEOUS.............................................................................................................................26
A. FIRE DEPARTMENT PROMOTIONAL EXAMS— POLICY D-14................._..............................................26
B. LIVING QUARTERS.................. ....................................................................26
C. PAYCHECKS .......................................... .......................................................................... ...............26
1. Bi-Weekly Pay................................................................................................................................................26
2. Paycheck Distribution.....................................................................................................................................26
3. Vacation Paycheck.........................................................................................................................................26
D. CLASS B DRIVER'S LICENSE..................................................................................... .....27
............. .
E. FLEET MANAGEMENT PROGRAM ......................................................................................................27
F- DEFERRED COMPENSATION LOAN PROGRAM....................................................................................27
ARTICLE XI1I—MANAGEMENT RIGHTS..................................................................................................................27
ARTICLEXIV—TERM OF MOU ................................................................................................................................27
ARTICLE XV-CITY COUNCIL APPROVAL..............................................................................................................28
EXHIBIT A—EMPLOYER-EMPLOYEE RELATIONS RESOLUTION.......................................................................29
EXHIBIT B—CITY OF HUNTINGTON BEACH FIRE ASSOCIATION SALARY SCHEDULE..................................30
EXHIBIT C—RETIREE SUBSIDY MEDICAL PLAN..................................................................................................38
EXHIBIT D—TILLER CERTIFICATION ............................................................................. ..43
......................................
EXHIBIT E—INCOME PROTECTION PLAN.............................................................................................................44
EXHIBIT F—56-HOUR VACATION AND SICK LEAVE ACCRUAL—LEAVE BENEFITS (EXAMPLEy..................45
EXHIBIT G - POLICY D-14, MINIMUM STAFFING AND FILLING OF VACANCIES................................................47
HBFA FINAL MOU v.3 -iv- 4/19/2005
MEMORANDUM OF UNDERSTANDING
Between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
and
THE HUNTINGTON BEACH FIREFIGHTER'S ASSOCIATION
(Hereinafter called ASSOCIATION or HBFA)
September 25, 2004 through September 24, 2007
ARTICLE I - REPRESENTATIONAL UNIT/CLASSIFICATIONS
A. It is recognized that the Huntington Beach Firefighter's Association is the employee
organization, which has the right to meet and confer in good faith with the City on
behalf of employees of the City of Huntington Beach within the following
classifications:
Deputy Fire Marshal* Firefighter
Fire Captain Firefighter Paramedic
Fire Engineer Fire Protection Specialist*
*Administrative Appointments
B. The City and Association have agreed to a procedure whereby the City, by and
through the Human Resources Manager, would be entitled to propose a Unit
Modification. This agreement, Exhibit A, consists of a modification of the City of
Huntington Beach Employer-Employee Relations Resolution (Resolution Number
3335). The City hereby agrees not to propose a unit modification of the existing FIRE
Association unit.
ARTICLE II — EXISTING CONDITIONS OF EMPLOYMENT
A. Except as expressly provided herein, the existing wages, hours, and other terms and
conditions of employment within the lawful scope of representation of the Association
that are contained in prior Memoranda of Understanding between the parties hereto
and which are currently applicable to employees covered herein, shall remain in full
force and effect.
B. When used in this Memorandum of Understanding (MOU), the word "staffing" shall
have the same meaning as the word "manning" and are used interchangeably.
4/1912005
-1-
FIRE MOU
September 25, 2004 — September 24, 2007
ARTICLE III - 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, phrase 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 IV— SALARY SCHEDULES
For each year of this agreement, the base salary of each classification represented by
the Association shall be as set forth in the Salary Schedules, Exhibit B.
A. Wage Increases:
I. Effective September 25, 2004, all bargaining unit employees shall receive a 4%
(four percent) wage increase
2. Effective September 24, 2005, all bargaining unit employees shall receive a 4%
(four percent ) wage increase
3. Effective September 23, 2006, all bargaining unit employees shall receive a 2%
(two percent ) wage increase
4. Effective March 24, 2007, all bargaining unit employees shall receive a 2%
(two percent ) wage increase
B. Salary Study - On or before April 9, 2007, representatives of the parties will
conduct a joint study that compares the total compensation, as defined below, of
employees in the classifications of Firefighter, Firefighter Paramedic, Fire Engineer
and Fire Captain to the total compensation of comparable employees working for
the Fire Departments described below, provided that those agencies may be
altered by mutual agreement of the parties. The parties shall make every effort to
complete the study on or before June 30, 2007. The City shall have no obligation
to take any action regarding the compensation of employees covered by this
Agreement based upon the results of that study.
The ingredients of compensation used for comparison purposes shall be those in
9 p P P p
effect at the time of the study, except that, where the parties have identified
increases to become effective by the end of the first pay period in October, 2007,
the increased levels of compensation shall be used. The following ingredients of
total compensation shall be considered, along with any others mutually agreed
HBFA FINAL MOU v.3 -2- 4119/2005
FIRE MOU
September 25, 2004 — September 24, 2007
upon by the parties: base salary, the value of employer payments of required
employee retirement contributions, the value of employer contributions towards the
payment of premiums for medical, dental, vision and long-term disability
insurance, the maximum amount of specialty pays (i.e., assignment bonuses) that
any one employee is capable of earning, the maximum longevity payment, the
maximum educational incentive bonus, the maximum certification pay, the value of
the maximum leave accruals and the value of any enhanced retirement formulas.
The parties shall make every effort to agree upon the methodology of calculating
the value of these ingredients. As part of that process, the parties may agree to
remove and/or add other ingredients of pay to the definition of total compensation.
The Fire Departments that will be used for comparative purposes, unless changed
by mutual agreement of the parties, are as follows: Orange County Fire Authority,
Santa Ana Fire Department, Anaheim Fire Department, Costa Mesa Fire
Department, Torrance Fire Department, Los Angeles County Fire Department,
Fountain Valley Fire Department, Newport Beach Fire Department, Glendale Fire
Department, Los Angeles City Fire Department, and Long Beach Fire Department.
ARTICLE V— SPECIAL PAY
A. Education:
1. Incentive Plan — It is the purpose and intent of the Education incentive
Plan to motivate the employee to participate in, and continue with his/her
education so as to improve his/her knowledge and general proficiency
which will, in turn, result in additional benefits to the Fire Department and
to the City. As certain levels of additional education are satisfactorily
completed and attained, the employee will receive additional monetary
compensation in recognition of his/her educational achievement.
a. Level I — Any employee who has completed one (1) year of service
with the City of Huntington Beach and has attained an Associate of
Science Degree in Fire Science, or an equivalent course of study as
determined by the Education Committee and the Fire Chief, shall
receive an additional bi-weekly payment of forty-six dollars and fifteen
cents ($46.15). Effective pay period beginning March 24, 2007, the bi-
weekly payment of $46.15 shall be converted to a special pay of
1.78% of the bi-weekly rate of Firefighter Step E. It is the intention to
provide all eligible employees the same dollar value in this special pay
regardless of rank.
b. Level It — Any employee who has completed three (3) years of service
with the City of Huntington Beach and has attained a Bachelors
Degree in Fire Administration, Public Administration, or an equivalent
course of study as determined by the Education Committee and Fire
H13FA FINAL MOU v.3 -3- 411912005
FIRE MOU
September 26, 2004 — September 24, 2007
Chief, shall receive an additional bi-weekly payment of sixty-nine
dollars and twenty-three cents ($69.23). Effective pay period
beginning March 24, 2007, the bi-weekly payment of $69.23 shall be
converted to a special pay of 2.67% of the bi-weekly rate of
Firefighter Step E. It is the intention to provide all eligible employees
the same dollar value in this special pay regardless of rank.
c. Degree Majors — Degree majors in an equivalent course of study
other than Fire Science, Fire Administration, or Public Administration,
shall be approved in advance by the Education Committee.
d. Education Committee — An Education Committee shall be formed and
shall be composed of three (3) members. Of said three (3) members,
one shall be appointed by the Association, one appointed by the Fire
Chief, and the third shall be the Human Resources Manager.
e. Effective Date — Certification to an education award and to the
additional compensation pay shall begin the pay period following
certification.
f. Previous Benefits — Notwithstanding the foregoing, any employee
currently receiving educational incentive benefits in any previously
approved schedule, shall continue to receive the monthly payments
entitled thereunder, in lieu of any payment available under Section
"A.1." of this Article, if the current payment exceeds the payment to
which the employee would be entitled under Section "AA." if any.
B. Acting Assignments - Employees acting in a higher classification, when properly
qualified and compensated in accordance with the City Personnel Rules, shall be
considered equivalent to the required classification.
C. Administrative Appointments:
1. Administrative Appointments -- The City may, from time to time, administratively
appoint employees to administrative or specialist positions. The personnel
appointed to the positions of Deputy Fire Marshal and Fire Protection Specialist
shall serve at the discretion of the Fire Chief_ An administrative appointment
shall not affect the employee's regular classification or rank. Persons appointed
to these positions shall retain their highest previous permanent classification and
the anniversary date of their appointment to the permanent classification.
HBFA FINAL MQU v.3 -4- 4119/2005
FIRE MOU
September 25, 2004 — September 24, 2007
2. Pay Upon Completion of Administrative Appointment:
a. An employee administratively appointed to the positions of Deputy Fire
Marshal and Fire Protection Specialist, who subsequently is voluntarily or
involuntarily reassigned to a position within their permanent classification
with a lower rate of pay, shall receive a one (1) step reduction in pay to
initially coincide with their reduced assignment and at each anniversary date
of the original reduction thereafter, until their rate of pay equals the rate of
pay entitled as if they had not received the administrative appointment.
b. Any administratively appointed employee to the positions of Deputy Fire
Marshal and Fire Protection Specialist, who has completed four (4) years of
service in the appointed or any other appointed parallel position, may
request to return to their permanent classification, and shall within one (1)
year thereafter, be entitled to return to hislher permanent classification. The
pay rate changes associated with the appointment or reappointment shall
follow the process and procedures established for all positions within the
classified service.
c. This section shall not apply to disciplinary demotions or layoffs.
D. Pay Upon Completion of Paramedic Duties - Any Firefighter Paramedic with a
minimum of five (5) years of continuous service as a Paramedic may request
reinstatement to his/her previously held classification. Such request must be
submitted in writing to the Fire Chief at least one (1) year prior to the date of the
requested reinstatement. Upon reinstatement, if the employee's current base salary
is equivalent to or in excess of Step E of the respective Firefighter salary range,
his/her salary will not change until it no longer exceeds Step E of the respective
Firefighter salary range.
If the employee's Paramedic salary is less than Step E, his/her salary shall be set at a
step in the range closest to hislher existing current base salary.
This section shall .not apply to disciplinary demotions or layoffs.
E. Special Certification/Skill Pa :
1. State Board of Fire Service Certification - Any employee, in a position that did
not require certification as a condition of employment, and who at any time has
been or becomes certified by the State Board of Fire Services in a classification
then occupied, shall be entitled, upon request, to a lump sum cash payment of
two hundred fifty dollars ($250). Each employee may only receive one such
payment irrespective of the number of times he/she is certified in any position.
2. Paramedic Re-certification - Each time a Firefighter Paramedic assigned as a
Firefighter Paramedic is re-certified by the State of California as a Paramedic,
HBFA FINAL MOU v.3 -5- 4/19/2005
FIRE MOU
September 25, 2004 — September 24, 2007
the Firefighter Paramedic shall be entitled to a lump sum cash payment of five
hundred dollars ($500).
Each time a Fire Captain or Fire Engineer is re-certified by the State of California
as a paramedic, the employee shall be entitled to a lump sum cash payment of
five hundred dollars ($500). Eligible employees are Fire Engineers or Fire
Captains who currently possess a State of California Paramedic License and/or
are re-certified by the State of California as a Paramedic to practice as a
Paramedic. Re-certification pay for Captains and Engineers shall be limited to
thirty (30) positions.
The City will allow Fire Engineers and Fire Captains who are certified by the
State of California as a paramedic to maintain local (Orange County)
accreditation and to practice as a paramedic based upon established
department standards.
3. Preceptors - Firefighter Paramedics who possess the qualifications necessary to
be a preceptor and are assigned preceptor duties by the Fire Chief or his/her
sworn designee shall be paid the equivalent of thirty dollars ($30.00) per twenty-
four (24) hour shift. Effective pay period beginning March 24, 2007, the City
shall convert the above payment to a special pay of 5.34% of the hourly rate of
Firefighter Step E for each hour worked. It is the intention to provide all eligible
Firefighter Paramedics the same dollar value in this special pay.
4. Firefighter Tiller Certification - Firefighters that obtain and maintain the
certifications and qualifications as outlined in (a) through (c) below shall receive
forty-six dollars and fifteen cents ($46.15) bi-weekly Tiller pay_ Effective pay
period beginning March 24, 2007, the bi-weekly payment of $46.15 shall be
converted to a special pay of 1.78% of the bi-weekly rate of Firefighter Step E.
It is the intention to provide all eligible Firefighters the same dollar value in this
special pay.
a. Tiller Certification — Obtain and maintain Huntington Beach Tiller
Certification.
b. Class B Driver License — Obtain and maintain a minimum of a valid
California Class B Firefighter Restrictive License.
c. Light Air Unit — Ability to drive and operate, the Light Air Unit as required,
and identified in Exhibit D.
5. Hazardous Materials Team Responder - Those members who have been
specially trained for the position of Hazardous Materials Team Responder, and
are specifically assigned by the Fire Chief or his/her sworn designee to the
Hazardous Material Unit or backup unit, shall receive additional compensation in
the amount of one hundred thirty eight dollars and forty-six cents ($138.46) bi-
NBFA FINAL MOU v.3 -6- 4/19/2005
FIRE MOU
September 25, 2004 — September 24, 2007
weekly. Effective pay period beginning March 24, 2007, the bi-weekly payment
of $138.46 shall be converted to a special pay of 5.34% of the bi-weekly rate of
Firefighter Step E. It is the intention to provide all eligible employees the same
dollar value in this special pay regardless of rank.
6. Bilingual Skill - Permanent employees who are qualified to use Spanish,
Vietnamese, or Sign Language skills 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 qualified for said compensation, employee's language proficiency
will be tested and certified by the Human Resources Manager or designee.
Basic conversational proficiency will be evaluated based on response to a
scenario driven oral evaluation. Human Resources will notify candidates of the
results of the oral evaluation. If the candidate's attempt is unsuccessful, he/she
may repeat the process in six (6) months time from the date of the previous
exam. Bilingual skill pay shall begin the first day of the pay period following
certification.
Employees certified and receiving bilingual skill pay for American Sign Language
shall be required to re-certify bilingual skills with the Human Resources Manager
or designee every five (5) years.
7. Fire Protection Specialist - Level I Investigator Certification-Must meet the
requirements of NFPA 1033 Professional Qualifications for Fire Investigator I, or
successful completion of the California State Board of Fire Services Fire
Investigator I courses, including Investigation IA, IB, and PC 832. These
requirements must be met within six (6) months of appointment as a Fire
Protection Specialist.
8. Level 11 Investi ator - The Level II Investigator salary rate will be adjusted 1"1%
resulting in the following assigned salary adjustment:
a. Fire Protection Specialists assigned to a 56-hour suppression work
schedule, regardless of the suppression rank, while on duty and
temporarily reassigned to Level I responsibilities will be compensated at
the Fire Protection Specialist 56-hour salary rate, for each hour
temporarily assigned.
b. Fire Personnel assigned to a 40-hour non-suppression work schedule,
while on duty and temporarily reassigned as a Level II Investigator, will be
HBFA FINAL MOU v.3 -7- 4/19/2005
FIRE MOU
September 25, 2004 — September 24, 2007
compensated to 22 ranges above a Fire Protection Specialist for each
hour temporarily assigned.
c. Fire Suppression personnel, off duty and temporarily assigned as Level II
Investigator, will be compensated 22 ranges above Fire Protection
Specialist rate at time and one-half.
d. Fire Suppression personnel, while on duty and temporarily reassigned to
Level II Investigator, will be compensated 22 ranges above the Fire
Protection Specialist rate at a 56-hour salary rate for each hour
temporarily assigned.
All special certification/skill pay provided in Article V (E) shall be effective the first full
pay period following certification.
F. Holiday Pay-In-Lieu - Permanent, full time employees shall be compensated by the
City in-lieu of the ten listed holidays at their appropriate assigned work schedule rate,
either at a forty-hour (40) or fifty-six hour (56) workweek. Employees assigned to the
40-hour workweek shall be compensated eight (8) hours per holiday. Employees
assigned to the 56-hour workweek shall be compensated eleven hours and twelve
minutes (11.2) hours per holiday. Personnel who change from a fifty-six (56) hour
schedule to a forty (40) hour schedule shall multiply the existing hours by .7143.
Personnel who change from a forty (40) hour schedule to a fifty-six (56) hour
schedule shall divide their existing hours by .7143_ The following are the recognized
legal holidays under this MOU:
1. New Year's Day (January 1)
2. Martin Luther King's Birthday
3. President's 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. Veterans' Day (November 11)
8. Thanksgiving Day (fourth Thursday in November)
9. Friday after Thanksgiving
10. Christmas Day (December 25)
Any day declared by the President of the United States to be a national holiday, or by
the Governor of the State of California to be a State holiday, and adopted as an
employee holiday by the City Council of Huntington Beach.
Holidays which fall on Sunday shall be observed the following Monday, and those
falling on Saturday shall be observed the preceding Friday.
HBFA FINAL MOU v.3 -8- 4/1912005
FIRE MOU
September 25, 2004 — September 24, 2007
Employees designated by the Fire Chief who are required to work regular shifts on
the above holiday set forth in Section F.1. of this Article, shall not be entitled to time
off or overtime.
G. Longevity Pay - Effective September 23, 2006, all unit employees with the following
full time, continuous service in the City of Huntington Beach shall receive the
following longevity pay:
1. Five (5) years or more, but less than ten (10) years, of service shall receive
longevity pay equal to 2.5% of base salary
2. Ten (10) years or more, but less than twenty (20) years, of service shall
receive longevity pay equal to 5% of base salary
3. Twenty (20) years or more of service shall receive longevity pay equal to 7.5%
of base salary
H. Reportable to PERS — Subject to State Law and Regulations, compensation paid as a
result of this Article shall be reported to PERS as salary.
ARTICLE VI — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT
A. Uniforms Provided by Cit — The City will provide all personnel represented by the
HBFA with uniforms as described in the most current Policy C-2, Uniforms executed
by the parties.
B. Uniform Allowance/Fitness — City shall provide each employee who participates in the
Fire Department's current physical fitness program, Policy D-9, Physical Fitness
Program, one hundred fifty dollars ($150) per fiscal year for the purchase of physical
fitness uniforms and physical fitness shoes, payable in the first payroll period of
December. New employees must actively participate a minimum of 90 days prior to
December 1 st to be eligible for the December uniform allowance.
C. Uniform Care and Replacement:
1. The City at no cost to the employee, shall replace any uniforms with the
exception of the physical fitness uniforms that are destroyed, become
unacceptable, or were damaged by circumstances involving the Firefighter's
regular work while on duty.
2. The uniforms described in paragraph A of this Article and Policy C-2 Uniforms
shall be replaced by the City whenever the Fire Chief or his/her sworn
designee representative determines that such replacement is necessary.
3. The employee shall be responsible for the preservation and cleaning of all
uniforms.
HI3FA FINAL MOU v.3 -9- 4/19/2005
FIRE MOU
September 25, 2004 — September 24, 2007
4. All uniforms and equipment furnished by the City, with the exception of T-
shirts, shall remain the property of the City and be returned or replaced if the
employee terminates.
D. Uniform Policies and Advisory Committee-
1. The present uniform and clothing policies, as delineated in this Article, shall
remain in effect until the Fire Chief or his/her sworn designee and the
Association mutually agrees on a new uniform system and on the date of
implementation. On said implementation date, all safety clothing and uniforms
required by the City to be worn by employees during working hours shall meet
all applicable State and Federal regulations relating to said clothing and, with
the exception of station uniforms, be of a high quality, fire resistant material.
2. A uniform advisory committee composed of two (2) members appointed by the
Association and two (2) representatives appointed by the Fire Chief, shall
make recommendations on the uniforms to be worn, the method of said
uniforms will be provided and obtained and further recommendations on safety
clothing and uniforms may be required during the term of this MOU.
E. Reportable to PERS - The City will report as special compensation, in accordance
with Title 2, California Code of Regulations, Section 571(1)(5) to the California Public
Employees' Retirement System (CaIPERS), for each classification the average
annual cost of uniforms provided by the City as well as the physical fitness uniform
described in Subsection (B). For employees who are not actively employed for an
entire payroll calendar year, a prorated cost of uniforms shall apply.
ARTICLE VII — HOURS OF WORK/OVERTIME
A. Work Schedule:
1. All twenty-four (24) hour shift employees shall work an average of fifty-six (56)
hours per week pursuant to the current schedule of five (5) twenty-four (24) hour
shifts in a fifteen (15) day period with six (6) consecutive days off
2. All twenty-four (24) hour shift employees shall be on a fifteen (15) day work
period consistent with the 7(K) exemption set forth in the Fair Labor Standards
Act (FLSA).
3. Fire Prevention staff and administrative work schedules are to be forty (40)
hours per week on a four (4) day workweek, ten (10) hours per day, twenty eight
(28) day 7(K) FLSA work period.
HBFA FINAL MOU►r.3 -10- 4/19/2005
FIRE MOU
September 25, 2004— September 24, 2007
B. Hours of Work - Defined:
1. Hours worked shall be defined as actual time worked, approved vacation, sick
leave, compensatory time off, bereavement leave, and industrial injury or illness
leave, with the exception of exchange of shift not being included.
2. Exchange of shifts shall occur at 0800 hours each day. However, employees
shall actually arrive sufficiently in advance of 0800 hours so as to comply with
Fire Department Rules and Regulations, Policy B-2. Said advance time shall not
constitute hours worked.
3. Meal periods are paid as hours worked for personnel who are subject to call for
emergency duty.
4. The maximum time allowed within the forty (40) hour workweek schedule for
both lunch and physical fitness shall not exceed four (4) hours within any given
workweek. All physical fitness activities considered to be work activities shall be
conducted on duty within fire stations and under supervision.
5. An employee who is held over beyond the end of his/her regular shift shall be
compensated for the actual time he/she is required to remain on duty, computed
to nearest quarter(1/4) hour.
6. Exchanges of time shall not be considered when computing hours worked as
defined in this Article.
7. An employee shall be considered to be working if he/she is ordered to duty by
the Fire Chief or his/her sworn designee.
C. Level Pay Plan:
1. Twenty-four (24) Hour Shift Personnel —The 15 day FLSA work period shall begin
at 8 a.m. on the first shift worked by the A shift following six days off. There shall
be 14 FLSA work periods for every fifteen 14 day pay periods. Each employee
shall be regularly scheduled to work 1680 hours during each cycle of 14 FLSA
work periods (or fifteen pay periods). All hours worked in excess of 110 hours in
an FLSA work period shall be compensated at the premium rate (one and one
half times the regular rate of pay), so that for every cycle of 14 FLSA work
periods, an employee shall receive 140 hours of premium pay for working
regularly scheduled hours. All regularly scheduled non "lost time" hours shall be
counted as hours worked. Each employee assigned to twenty-four shifts for a full
FLSA work period shall receive 102.67 hours of regular pay and 9.33 hours of
premium pay in each bi-weekly pay period, which shall compensate the employee
for FLSA overtime for regularly scheduled shift work. The intent of this system is
that all FLSA overtime hours worked shall be compensated by the first payday
HBFA FINAL MOU v.3 -11- 4/1912005
FIRE MOU
September 25, 2004 — September 24, 2007
following the end of the 15 day FLSA work period. In the event that an employee
receives FLSA overtime on a payday before that employee has actually worked
FLSA overtime hours, the amount received shall be credited for FLSA purposes
toward the next occasion on which the employee works FLSA overtime. If an
employee who is paid FLSA overtime in advance of working FLSA hours leaves
City employment, there shall be an adjustment in his/her final paycheck to reflect
such advance payment.
2. In addition to the premium pay provided above, twenty-four (24) hour shift
employees shall receive premium pay for hours worked in excess of regularly
scheduled hours unless the employee has "lost time" in a regularly scheduled
shift. If there is "lost time" in any regularly scheduled shift, the employee shall
receive premium pay for only those overtime hours worked in excess of the
number of lost time hours in the bi-weekly pay period.
3. Lost Time Defined — "Lost time" is defined as time when the employee does not
work when regularly scheduled to do so and does not receive a leave of
absence with pay.
4. Forty (40) Hour Work Week — Personnel who are not assigned to twenty-four
hour shifts but are assigned to work forty (40) hours per week shall have a
twenty-eight (28) day FLSA work period, which shall correspond to exactly two
City pay periods and shall begin at the same time as a City pay period. Forty
(40) hour personnel shall continue to receive premium pay for working hours in
excess of their regularly scheduled hours.
5. 4/10 Work Schedule Defined — The 4/10 work schedule shall be defined as
working four (4) days at ten (10) hours per day in an FLSA designated work
week. The FLSA designated work week shall be defined as Saturday 8:00:00
a.m. to Saturday 7:59:59 a.m. Meal periods are regarded as hours worked for
personnel who are subject to call for emergency duty. 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 said
employees.
D. Overtime/Compensatory Time:
1. Paid Overtime:
a. All employees covered by this MOU shall be eligible for overtime pay at their
premium hourly rate for all actual work performed in excess of the
employees' scheduled hours in their declared work period.
b. Any employee who voluntarily works overtime in a different classification
shall be compensated at a rate of pay consistent with the classification
HBFA FINAL MOU v.3 -12- 4/19/2005
FIRE MOU
September 25, 2004 —September 24, 2007
worked. Any employee who is ordered in to work in a lower classification
shall be compensated at the rate attendant to his/her regular classification.
c. The City will maintain and adhere to the overtime system as set out in the
most current Policy D-3 executed by the parties. The overtime system
and/or Policy D-3 may be modified by mutual agreement of the parties at
any time during the term of the MOU.
2. Compensatory. Time:
a. Non-Exempt — All overtime worked by non-exempt employees shall be
compensated at the employee's premium hourly rate of pay and shall not be
compensated by compensatory time off.
b. Staff Personnel — For all staff personnel positions, in lieu of compensation
by cash payment for overtime as provided in this Article, such employees
may, at their option and with the approval of the Fire Chief, be compensated
by compensatory time off at time and one half for each overtime hour
worked.
1) Compensatory time may be accumulated to a maximum of one
hundred-twenty (120) hours. Compensatory time may be taken on an
hour-for-hour basis only with the permission of the Fire Chief or his/her
swom designee, which permission shall be granted unless granting
the request will unduly disrupt the Department. Upon his/her request,
any employee may elect to convert all or a portion of compensatory
time to a cash payment at the employee's premium hourly rate. Any
such payment shall be made on the next regular payday, following the
request, provided the request is made by the end of the previous
payroll period.
2) Compensatory time may not be received in lieu of a cash payment for
time worked during major emergencies when, in the opinion of the
Fire Chief or his/her sworn designee, the City may be eligible for
reimbursement from another agency for said cash payment.
c. Corn ensato Time Paid Off — Immediately prior to the time of any change
in the salary schedule, any accumulated time, which has not been used or
paid off, shall be eligible to be paid in cash at the premium hourly rate based
upon the salary schedule for 40 hour per week personnel in effect prior to
the change.
3. Callback — Employees who are ordered to return to duty on other than their
regularly scheduled shift shall receive a minimum of two (2) hours compensation
on an hourly basis.
NBFA FINAL MOU v.3 -13- 4/19/2005
FIRE MOU
September 25, 2004— September 24, 2007
4. Mandatary Standby — Any employee may be placed on "mandatory standby" by
the Fire Chief or his/her sworn designee. Employees on mandatory standby
must remain available for immediate response during the designated standby
period. All personnel placed on mandatory standby shall receive a minimum of
two (2) hours compensation for each twelve (12) hours of off duty standby time
or fraction thereof.
5. Pagers — Recognizing that personal pagers are part of the Fire Department's
business and emergency alerting system, pagers shall be issued and worn only
on a voluntary basis with the exception of members who are placed on
mandatory standby who may be required to wear a personal pager while on such
standby. An employee placed on mandatory standby may voluntarily wear a
pager, and if so, shall receive a minimum of two (2) hours compensation for
each twenty-four(24) hours of off duty standby time or fraction thereof.
Members assigned to special staff or prevention duties and voluntarily receiving
other types of consideration (i.e., twenty-four (24) hour assigned vehicle) may be
required to wear pagers and respond while off duty when within pager call range.
6. Re uired Training Attendance — An employee who is required to attend a class
or seminar to maintain his/her current position shall have his/her related
expenses paid by the City. When attendance occurs at a time when the
employee is not scheduled to work, he/she shall be compensated on an hourly
basis.
7. Cancellation of Overtime — Any employee who is scheduled to work overtime in
advance of the time set forth for such scheduling in Huntington Beach Fire
Department Organization Manual, Policy D-3 which scheduling is subsequently
cancelled less than seventy-two (72) hours in advance of the commencement of
the scheduled overtime shift, shall receive a minimum of two (2) hours pay on an
hourly basis.
8. Court Time:
a. Employees placed on standby for a court appearance involving City
business during other than their scheduled working hours shall receive a
minimum of two (2) hours straight time pay for each morning and/or
afternoon session.
b. Employees appearing in court on City business during other than their
scheduled working hours shall receive a minimum of three (3) hours pay at
time and one half; provided, however, that if such time overlaps with the
employee's scheduled working hours, said premium rate shall be limited to
those hours occurring prior to or after the employee's scheduled work time.
H13FA FINAL MOU v.3 -14- 4/19/2005
FIRE MOU
September 25, 2004— September 24, 2007
c. Employees shall not receive both standby pay and time and one half pay for
the same court session. An employee who is on standby and reports to
court will be paid in accordance with (b) above.
9. Pay Out of Rank — Subject to the approval of the Fire Chief or his/her sworn
designee, an employee may voluntarily work in a classification below their rank.
Compensation for hours worked in the lower capacity (voluntarily or ordered)
shall be paid at the employee's regular rate of pay.
E. Jury Duty — Employees who are summoned to perform jury service shall be entitled
to their regular compensation while serving; provided the fees, except mileage and
subsistence allowance, if any, which they receive as jurors, are remitted to the City.
F. Shift Exchange/Relief:
1. The Fire Department shall allow Association members' exchanges of schedule
pursuant to the most current Policy D-7 of the Huntington Beach Fire
Department Organization Manual that has been executed by the parties. Policy
D-7 (Exchange of Work Schedule) may be modified by mutual agreement of the
parties at any time during the term of this MOU.
2. An employee may be relieved by any other employee who is qualified to relieve
him/her at any time between the hours of 0600 to 0800. It shall be the
responsibility of the employee's supervisor to insure that the relief of all
employees is accomplished in a fair and equitable manner. The employee's
supervisor may revoke this early relief privilege if abuses occur_ It is understood
and agreed that such early relief provisions shall not result in any additional cost
to the City.
G. Assigned Shift Policy — Employees of equal rank shall have the option to change
assigned shifts on an employee for employee basis upon written request to and
approved by the Fire Chief.
H. Minimum Staffing and Filling Vacancies:
1. Minimum Staffing Levels — The City shall cause apparatus to be staffed with
sufficient employees to assure the safety of employees and the control of risk.
For these purposes, the minimum staffing of apparatus shall be as defined by
Policy D-14, Minimum Staffing and Filling of Vacancies, a copy of which is
attached as Exhibit H and incorporated by reference herein:
HBFA FINAL MOU v.3 -15- 4119/2005
FIRE MOU
September 25, 2004 —September 24, 2007
ARTICLE VIII — HEALTH AND OTHER INSURANCE BENEFITS
A. Health Insurance:
1. The City shall continue to make available group health, dental and vision benefits
to all HBFA employees.
2. Effective January 1, 2005, the City will increase the dental (DPO Plan)
annual maximum benefit to $2000.
B. Eligibility Criteria and Cost:
1. City Paid Health Insurance — Employees and Dependents - An employee, eligible
dependents, and qualifying domestic partners per state law, shall become eligible
to participate in the City's insurance plan described below effective the first of the
month following the employee's date of hire. Any required employee payroll
deduction shall begin with the first full pay period following the effective date of
coverage and shall continue through the end of the month in which the employee
separates.
2. Employer Contributions to Health and Other Insurance Benefits - The City's
maximum monthly employer contributions for health and other insurance
premiums is set forth in the charts below.
Blue Shield true Shield Bluefield
Monthly Kaiser
Employer � � - Btu��hieleL
P Y SafetyOnly . High Option Low Optivn Porrrmariente
Contribution PPO 90110 pPC ]120 PPU HMO HN13
$373.77 $373.77 $373.77 $274.03 $274.03
EE +' 1 702.25 702.25 702.25 555.51 555.51
"EE + 2 or more 851.34 851.34 851.34. 720.18 720.18
Monthly: Delta Delta VSP
Erriployer; dertfai f)ental
Contribution (PPS (HIUIO} - 1Cmn
ltiE $42.88 $23.00 $17.58
EE 1 81.82 39.11 17.58
EE +,2 or,more 116.36 59.81 17.58
HBFA FINAL MOU v.3 -16- 4/19/2005
FIRE MOU
September 25, 2004 — September 24, 2007
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.
C. Future Premiums - The City "caps" its contributions toward monthly group health,
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 2005 and beyond, even if
premium increases result in these additional costs being borne by the employee.
D. Public Employees' Medical and Hospital Care Act (PMHCA) OPTION -
Notwithstanding the above, the Association has the right to select Public Employees'
Medical and Hospital Care Act (PMHCA) medical insurance coverage Under the same
terms and conditions as other participating employee associations representing safety
employees of the City, provided the City continues to offer PMHCA insurance to any
of its safety employees.
E. Medical Cash-Out - If an employee is covered by a health program outside of a City-
provided program (evidence of which must be supplied to the Employee Benefits
Division the employee may elect to discontinue City health insurance coverage and
receive ninety-two dollars and thirty-one cents ($92.31) bi-weekly to deposit into the
employee's deferred compensation account or any other pre-tax program offered by
the City.
F. Section 125 Plan - This plan allows employees to use pre-tax salary to pay for regular
childcare, adult dependent care and/or non-reimbursable medical expenses.
G. Life and Accidental Death and Dismemberment:
1. Life — The City shall provide a Life Insurance plan for the employees covered by
this MOU. The coverage amounts had been based on the age/wage schedule
list in the certificate of coverage. Copies of the certificate of coverage are
available in the Employee Benefits Division. Effective January 1, 2005, the City
shall increase the benefit to fifty thousand dollars ($50,000) in lieu of the
age/wage schedule of benefits.
2. Accidental Death and Dismemberment — The City shall provide an Accidental
Death and Dismemberment Insurance plan for employees covered by this MOU.
Said plan shall have a benefit amount of fifty thousand dollars ($50,000).
H. Long Term Disability — The City shall pay to the Association on behalf of each
employee covered by this MOU, on a monthly basis, an amount not to exceed thirty-
eight dollars ($38.00) per member for a Long Term Disability policy. The program
shall be subject to the terms and conditions contained in Exhibit E.
HBFA FINAL MOU v.3 -17- 4119/2005
FIRE MQU
September 25, 2004— September 24, 2007
1- Retiree Medical Coverage for Retirees Not Eligible for the Ci!Y Medical Retiree
Subsidy Plan - Employees who retire from the City after January 1, 2004, 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 health 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 health insurance for
themselves and/or qualified dependents without any City subsidy.
Employees who retire from the City, receive a retirement allowance from the California
Public Employees' Retirement System, 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).
J. 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.
HBFA FINAL MOU v.3 -18- 4/19/2005
FIRE MOU
September 25, 2004— September 24, 2007
K. Miscellaneous:
1. Nothing in this Article shall be deemed to restrict the City's right to change
insurance carriers should circumstances warrant.
2. Nothing in this Article shall be deemed to obligate the City to improve the
benefits outlined in this Article.
3. Whenever an eligible employee is absent because of illness or injury, the City
shall continue to provide to the employee and his/her dependents, all of the
insurance benefits set forth in this Article for the duration of any such
approved absence not to exceed twenty-four (24) months.
L. Voluntary Health Savings Account - The City shall implement a voluntary health
savings account plan during the term of the agreement for the purpose of allowing
employees the opportunity to fund post medical retirement health premiums.
ARTICLE IX — RETIREMENT
A. Benefits:
1. Public Employees' Retirement System:
a. The City shall provide all safety employees with that certain retirement
program commonly known and described as the "3%" at age 50 plan" which
is based on the retirement formula as set forth in the California Public
Employees' Retirement System (PERS), Sections 21362.2 of the California
Government Code, including the one-half continuance option (Government
Code Sections 21263 and 21263.1) for safety employees and the Fourth
Level of the 1959 survivor option for all employees as established by the
California Public Employees' Retirement System, Section 21382 of the
California Government Code.
b. If, at any time after the implementation of the 3% at age 50 formula the City
is required to make retirement contributions with respect to employees
represented by the Association, the amount with respect to which each
employee is reimbursed pursuant to Article IX.B.1 shall be reduced by a
percentage equal to one-half of the percentage of compensation eamable
the City is required to pay in retirement contributions to PERS, not to exceed
2.25%. For example, if the City is required to contribute an amount equal to
2% of each employee's "compensation earnable," the amount of the
reimbursement set forth in Article IX.B.1 shall be reduced from 9% of the
employee's compensation earnable to 8% of the employee's compensation
earnable. If, on the other hand, the City is required to contribute an amount
equal to 8% of each employee's "compensation eamable," the amount of
HBFA FINAL MOU v.3 -19- 4/1912005
FIRE MOU
September 25, 2004 — September 24, 2007
the reimbursement set forth in Article IX.B.1 shall be reduced to 6.75% of
the employee's compensation earnable.
c. The City shall contract with PERS to have retirement benefits calculated
based upon the employee's highest one year's compensation, pursuant to
the provisions of Section 20024.2 (highest single year).
d. The obligations of the City and the retirement rights of employees as
provided in this Article shall survive the term of this MOU
e. The City shall amend its contract with PERS to include the Pre-Retirement
Optional Settlement 2 Death Benefit as set forth in California Government
Code Section 21545 for all safety employees represented by the
Association within the term of this agreement.
2. Self-Funded Supplemental Retirement Benefit:
a. In the event a member elects Option #2 (Government Code Section 21333)
or Option #3 (Government Code Section 21334) of the Public Employees'
Retirement Law, the City shall pay the difference between such elected
option and the unmodified allowance which the member would have
received for his/her life alone. This payment shall be made only to the
member, shall be payable by the City during the life of the member, and
upon that member's death, the City's obligation shall cease. The method of
funding this benefit shall be the sole discretion of the City. This benefit is
vested for employees covered by this MOU. (Note: The options provide
that the allowance is payable to the member until his/her death, and then
either the entire allowance (Option #2) or one-half (1/2) of the allowance
(Option #3) is paid to the beneficiary for life.) Nothing in this Article shall be
deemed to restrict the City's right to contract with PERS for the benefits
provided under this Article.
b. Employees hired on or after October 4, 1999, shall not be eligible for the
"Supplemental Retirement Benefit" referenced in Article IX.A.2 above.
3. Medical Insurance for Retirees:
a. 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 Federal Law(COBRA), or
H13FA FINAL MOU v.3 -20- 4/19/2005
FIRE MOU
September 25, 2004 — September 24, 2007
2) Early retirees (under age 65) may participate in the City-sponsored
health plans currently being offered to active employees.
3) Retirees over age 65 may participate in the Post-65 Supplemental
Medicare Coverage described in Article VIII.I.
b. Retired employees exercising either of the options in Article IX.A.3.a may
cause any premiums not paid by the City to be paid out of funds due and
owed to them for unused sick leave benefits upon retirement, as provided in
Article IX.A.3.a. However, whenever a retired employee does not have any
such available funds, he/she shall have the opportunity to provide the City
with sufficient funds to pay the premiums. At retirement, the sick leave
hours remaining may, at the employee's option, be converted to a dollar
figure, as provided in Article IX.A.3.a, and an estimate shall be provided by
the City to the retired employee as to the approximate number of months the
group insurance can be paid by such sick leave dollars. The City shall notify
any retired employee whose funds available for unused sick leave benefits
are about to be exhausted of such fact, in writing by certified mail, return
receipt requested, at the retired employee's most recent address of record
with the City no later than three (3) months prior to the date upon which
there will not be sufficient funds to pay premiums. It shall be the individual
retiree's responsibility either to insure that there are sufficient sick leave
dollars available to pay premiums or to make premium payments at least
one (1) month in advance, to continue the group insurance in effect. If
following exhaustion of sick leave funds a retired employee fails to provide
the City with sufficient additional funds to pay premiums, the City shall have
the right to notify said retired employee in the manner prescribed above that
it intends to cause his/her coverage to be terminated for non-payment of
premiums, and the further right to terminate such coverage, if such default
has not been cured within thirty (30) days following receipt of such notice.
Any retired employee electing to obtain such medical coverage after
retirement shall have no further option to terminate such coverage following
the provision of thirty (30) days written notice to the City, whereupon any
funds due and owed to him/her for unused sick leave benefits that have not
been exhausted to pay these health insurance premiums shall be paid in a
lump sum to the retired employee within thirty (30) days following receipt by
the City of such notice. Once a retired employee elects to terminate such
coverage, he/she shall be precluded from securing it at a later date at the
group rate_
HBFA FINAL MDU v.3 -21- 4/19/2005
FIRE MOU
September 25, 2004 — September 24, 2007
B. Public Employees' Retirement System Reimbursement and Reporting:
1. Employee's Contribution — Subject to the limitations contained in Article IX A
1.b each safety employee covered by this MOU shall continue to be
reimbursed nine percent (9%) of the employee's reportable compensation
as the City's payment toward the employee's contribution to the Public
Employees' Retirement System (PERS).
The above PERS pickup is not base salary but is done pursuant to
Section 414(h)(2) of the Internal Revenue Code. The above pickup shall be
credited to the employee's account with PERS.
Should any ruling by either PERS or other State or Federal agency nullify
the benefit authorized above, the City and the Association agree to reopen
negotiations regarding wages and salaries.
2. Reporting of Base Salary — Provisions of the Level Pay plan, Article VII.C,
shall be used for purposes of reporting the bi-weekly pay of twenty-four (24)
hour shift employees to the Public Employees' Retirement System (PERS).
C. Reinstatement Privileges for Disability Retirees — If a retiree seeks to cause PERS to
revoke his/her disability retirement on the grounds that he/she is no longer
incapacitated from performing the duties of the position held at the time of retirement,
the City will not certify that he/she is no longer incapacitated from performing those
duties until the employee passes the Departmental physical agility test. If PERS
revokes his/her disability retirement, the City shall immediately reinstate the employee
at his/her former position and pay step.
ARTICLE X— LEAVE BENEFITS
A. Leave with Pa
1. Vacation — The purpose of annual vacation is to provide a rest period, which will
enable each employee to return to work physically and mentally refreshed. All
employees shall be entitled to annual vacation, with pay, in accordance with this
Article.
a. Accrual -- Permanent, full time employees shall accrue annual vacations at
their appropriate assigned work schedule rate, either forty hour (40) or fifty-
six hour (56) workweek. Paychecks will identify the accrued vacation
(Accrued) and accrual rate (Constant) based on their actual work schedule,
either a forty (40) hour or fifty-six (56) hour schedule. In the event of a
change in work schedules, personnel will have their accrued vacation
(Accrued) and accrual rate (Constant) changed to the new schedule using
the conversion factor .7143 (40 _ 56). Personnel who change from a fifty-
HBFA FINAL MOU v.3 -22- 4119/2005
FIRE MOU
September 25, 2004 — September 24, 2007
six (56) hour schedule to a forty (40) hour schedule shall multiply the
existing hours by .7143, (see Exhibit G). Personnel who change from a forty
(40) hour schedule to a fifty-six (56) hour schedule shall divide their existing
hours by .7143. Personnel shall accrue annual vacations at the following
rates:
For the first four (4) years of continuous service vacation time shall be
accrued at the rate of one hundred and twelve (112) hours per year for forty
(40) hour per week employees, and one hundred and fifty-seven (157) hours
per year for fifty-six (56) hour per week employees.
After four (4) years of continuous service to the completion of nine (9) years
of continuous service, vacation time shall be accrued at the rate of one
hundred thirty-six (136) hours per year for forty (40) hour per week
employees, and one hundred and ninety (190) hours per year for fifty-six
(56) hour per week employees.
After nine (9) years of continuous service to the completion of fourteen (14)
years of continuous service, vacation time shall be accrued at the rate of
one hundred sixty (160) hours per year for forty (40) hour per week
employees, and two hundred and twenty-four (224) hours per year for fifty-
six (56) hour per week employees.
After fourteen (14) years of continuous service vacation, time shall be
accrued at the rate of one hundred ninety-two (192) hours per year for forty
hour (40) per week employees, and two hundred sixty-nine (269) hours per
year for fifty-six hour (56) per week employees_
Vacation allowance shall not be accumulated in excess of three hundred
forty-two (342) hours for forty (40) hour per week employees, and four
hundred and eighty (480) hours per year for fifty-six (56) hour per week
employees.
b. Eligibility and Permission — No vacation may be taken until the completion of
six (6) months of employment. No employee shall be permitted to take
vacation in excess of actual time earned and no employee shall take
vacation that is being accrued while the employee is on vacation. Vacations
shall be taken only with permission of the Fire Chief or his/her sworn
designee, who shall schedule all vacations with due consideration for the
request of the employee and particular regard for the need of the
Department.
The Fire Department operates on a three-shift basis, with personnel being
assigned to the 'A, B or C" Shift for work scheduling purposes. On each
such shift, there shall be four (4) available vacation absences (referred to as
°vacation slots"). That is, at any one time, there may be four (4) persons
HBFA FINAL MOIL v.3 -23- 4/19/2005
FIRE MOU
September 25, 2004 — September 24, 2007
absent from duty on each such shift due to vacation. These slots shall be
made available by rank, one (1) to Firefighters, one (1) to Fire Engineers,
one (1) to Firefighter Paramedics; and one (1) to Captains. Thereafter, each
additional employee shall be entitled to receive time off for requested
vacation leave, so long as a qualified replacement is available to serve in
his/her absence.
c. Conversion to Cash — On two (2) occasions during each fiscal year each
employee shall have the option to convert into a cash payment up to a total
of eighty (80) hours, at the forty (40) hour rate, or one hundred twelve (112)
at the fifty-six (56) hour rate, of earned vacation benefits during any one (1)
fiscal year. The employee shall give two (2) weeks advanced notice of
his/her desire to exercise such option. Vacation accumulated in excess of
three hundred-forty-two (342) hours at the forty (40) hour rate shall be paid
in cash at the straight time forty (40) hour rate, or four hundred and eighty
(480) hours at the fifty-six (56) hour rate shall be paid in cash at the straight
time fifty-six (56) hour rate on the first payday following such accumulation.
d. Pay-Off at Termination — Except as provided in Section A.1.c. of this Article,
no employee shall be paid for unused vacation other than upon termination
of employment.
2. Sick Leave:
a. Accrual — The conversion factor for sick leave accrual shall be in
accordance with Rule 18-9 of the City's Personnel Rules. Employees
covered by this MOU shall accrue sick leave at the rate of 3.6923 hours per
pay period for 40-hour week employees, and 5.1691 for fifty-six hour (56)
week employees. Paychecks will identify the accrued sick leave (Accrued)
and accrual rate (Constant) based on their actual work schedule, either a
forty (40) hour or fifty-six (56) hour schedule. In the event of a change in
work schedules, personnel will have their accrued sick leave (Accrued) and
accrual rate (Constant) changed to the new schedule using the conversion
factor .7143. Personnel who change from a fifty-six hour (56) schedule to a
forty (40) hour schedule shall multiply their accrual rate by .7143, (see
Exhibit G). Personnel who change from a forty (40) hour schedule to a fifty-
six (56) hour schedule shall divide their accrual rate by .7143.
b. Pay-Off at Termination — Upon termination for reasons other than for
industrial disability retirement, employees shall have their accrued vacation
and sick leave converted to the forty (40) hour rate. All accrued vacation
hours shall be paid at the converted rate_ Sick leave shall be paid (or have
paid on their behalf as provided in Article IX.A.3.b) at their current forty (40)
hour salary rate for twenty-five percent (25%) of unused, earned sick leave
from four hundred-eighty (480) through seven hundred-twenty (720) hours,
HBFA FINAL MOU v.3 -24- 4/19/2005
FIRE MOU
September 25, 2004 — September 24, 2007
and for fifty percent (50%) of all unused, earned sick leave for hours in
excess of seven hundred-twenty (720) hours.
Upon termination for industrial disability retirement, all employees shall have
their accrued vacation and sick leave converted to the forty (40) hour rate,
and then shall be paid (or have paid on their behalf as provided in Article
IX.A.3.b) at their current forty (40) hour salary rate for twenty-five percent
(25%) of unused, earned sick leave from zero (0) through four hundred-
eighty (480) hours, and for fifty percent (50%) of all unused, earned sick
leave in excess of four hundred-eighty (480) hours.
c. Utilization in Conjunction with Industrial Disability Leave - Sick leave cannot
be used to extend absences due to work related (industrial) injuries or
illnesses.
3. Leave Benefit Entitlements - As required by law, employees will be allowed to
use up to one-half of their annual Sick Leave accrual for family sick leave,
pursuant to the provisions of California Labor Code Section 233.
The City will provide family and medical care leave for eligible employees that
meet all requirements of State and Federal law. Rights and obligations are set
forth in the Department of Labor Regulations implementing the Family Medical
Leave Act (FMLA), and the regulations of the California Fair Employment and
Housing Commission implementing the California Family Rights Act (CFRA).
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, Vacation and/or Compensatory Time Off for serious and non-serious
family or personal health issues.
4. Bereavement - Employees shall be entitled to bereavement leave not to exceed
two (2) work shifts for those employees on the twenty-four (24) hour work
schedule, or three (3) work shifts for all other employees in each instance of
death in the immediate family. Immediate family is defined as father, mother,
sister, brother, spouse, children, grandfather, grandmother, step-father, step-
mother, step-grandfather, step-grandmother, grandchildren, stepsisters, step-
brothers, mother-in-law, father-in-law, brother-in-law, sister-in-law, step-children,
or wards of which the employee is the legal guardian.
5. Association Business.— During the term of this MOU, authorized representatives
of the Association shall be entitled to receive up to a total of four hundred (400)
collective hours without any loss of compensation per contract year to be utilized
for lawful Association activities. In addition, up to one hundred-fifty (150) unused
hours may be carried forward to the next contract year.
HBFA FINAL MOU v.3 -25- 4/1912005
FIRE MOU
September 25, 2004 — September 24, 2007
ARTICLE XI — CITY RULES
A. Personnel Rules - All MOU provisions that supersede the City's Personnel Rules shall
automatically be incorporated in the City's Personnel Rules.
B. Precedence of Agreement - In any case in which any provision of this Memorandum
of Understanding is inconsistent with any City ordinance, rule, regulation, resolution,
including provisions of any Fire Department Manual, the provisions of this MOU shall
supersede and take precedence-
C. Layoff Rules - The procedure and practice regarding layoffs in effect on July 1, 1980
shall remain in full force and effect during the entire term of this MOU.
E. Employee Employer Relations Resolution (EERR) — During the term of the
agreement, the City and Association shall meet and confer to update the EERR to
reflect state law.
ARTICLE XII - MISCELLANEOUS
A. Fire Department Promotional Exams — Policy D-10 — Promotional examinations shall
be held in accordance with the most current Policy D-10 of the Huntington Beach Fire
Department Organization Manual executed by the parties. Policy D-10 may be
modified by mutual agreement of the parties at any time during the term of this MOU.
B. Living Quarters — The City shall provide necessary kitchen, living and sleeping
quarters in all fire stations and shall continue to provide facilities for Association
meetings.
C. Paychecks:
1. Bi-Weekly Pay — Salary shall be paid on a bi-weekly basis. By mutual consent of
the City and the Association, early payment and other modifications may be
made.
2. Paycheck Distribution — Paychecks shall be ready and available for distribution to
each employee by 0700 hours on each payday at the Station 1 — Gothard Fire
Station, except in the case of unforeseen circumstances beyond the control of the
City. A monthly paycheck stub or memorandum 'accompanying the paycheck
shall contain an itemization of amounts paid under various categories of pay,
including educational incentive pay, holiday pay, and all overtime, and shall also
include an itemization of the nature and the purpose of each deduction withheld
from the employee's gross earnings.
3. _Vacation Paycheck — Each employee shall, at his/her option, by written notice to
the City's Human Resources Manager, be given at least two (2) weeks prior to the
commencement of said employee's scheduled vacation, be entitled to receive
HBFA FINAL MOU v.3 -26- 4/19/2005
FIRE MOU
September 25, 2004-- September 24, 2007
his/her earned vacation pay, less deductions in advance of said vacation. Said
right to receive advance payment of earned vacation pay shall be limited to one
such advancement during each calendar year.
D. Class "B" Driver License — Employees required by the City to obtain a State of
California Class "B" or Class "B" Firefighter Restrictive Driver License will be
reimbursed for fees paid to the California Department of Motor Vehicles to obtain the
Class "B" Firefighter Restrictive Driver License.
E. Fleet Management Program — Association agrees to the policies and procedures
contained in the 1999 City Fleet Management Program.
F. Deferred Compensation Loan Program — Employees may utilize the Deferred
Compensation Loan Program, under which employees may borrow up to fifty percent
(50%) of their deferred compensation funds for critical needs such as medical costs,
college tuition, or purchase of a home. The value of any unused earned leave
benefits may be transferred to deferred compensation in connection with separation
but the employee must request the transfer no later than the pay period prior to the
employee's last day of employment.
ARTICLE XIII — MANAGEMENT RIGHTS
Except as expressly abridged or modified herein, the City retains all rights, powers, and
authority with respect to the management and direction of the performance of fire services
and the work forces performing such services. Such rights include, but are not limited to,
determination of the merits, necessity, level or organization of fire services, the necessity for
overtime, number and location of work stations, nature of work to be performed, contracting
for any work or operation, reasonable employee performance standards, including work and
safety rules and regulations, in order to maintain the efficiency and economy desirable for
the performance of City services.
ARTICLE XIV—TERM OF MOU
This Memorandum of Understanding shall be in effect commencing on September 25, 2004
and ending at midnight on September 24, 2007. This MOU constitutes the entire agreement
of the parties as to the changes in wages, hours, and other terms and conditions of
employment of employees covered hereunder for the term hereof.
HBFA FINAL MOU v.3 -27- 4/19/2005
FIRE MOU
September 25, 2004— September 24, 2007
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 whatsoever unless and until ratified by the
membership of HBFA and 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 , 2005
CITY OF HUNTINGTON BEACH HUNTINGTON BEACH
A Municipal Corporation FIREFIGHTER'S ASSN.
By: By:
Irma Youssefieh Ronald Stocking
Human Resources Manager HBFA President
By: By:
Jacques Pelletier Donald Boland
Division Chief/Operations Vice-President
By:
Charles Thomas
Director of Administrative Services
By: By:
Renee Mayne Stephen H. Silver
Chief Negotiator Chief Negotiator
APPROVED AS TO FORM
By:
Jennifer McGrath
City Attorney
HBFA FINAL MOU v.3 -28- 4/1912005
FIRE MOU
September 25, 2004 — September 24, 2007
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 whatsoever unless and until ratified by the
membership of HBFA and 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
CITY OF HUNTINGTON BEACH HUNTINGTON BEACH
A Municipal Co oration FIREFIGHTER'S.ASSN.
By: By:
Irmo Wussefie Ronald Stocking
Human Resources Manager HBFA President
By: By:
cqu Pelletier Donald Boland
Division Chief/Operations Vice-President
By: C. By.-
Charles Thomas
Director of Administrative Services
By: By:
Renee Mayne Stephen H. Silver
Chief Negotiator Chief Negotiator
S�(oh7r4T1�E �
APPROVED AS TO FORM
a
By:
(14nnifer McGrath
City Attorney
INTENTIONALLY
LEFT
BLANK
FIRE MOU
September 25, 2004— September 24, 2007
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 whatsoever unless and until ratified by the
membership of HBFA and 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 "'0 day of Z!145, 2005
CITY OF HUNTINGTON BEACH HUNTINGTON BEACH
A Municipal Corporation FIREFIGHTER'S ASSN.
By: By:
Irm# Wussefieh--' Ronald Stocking
Human Resources'Manager HBFA President
By: By: a7IA�
cqu Pelletier Donald Boland
Division Chief/Operations Vice-President
By: �"___ By:
Charles Thomas
rector of Administrative Services
By: By:
Renee Mayne Stephen H_ Silver
Chief Negotiator Chief Negotiator
APPROVED AS TO FORM
By:
q
ennifer Mc rath
City Attorney
FIRE MOU
September 25, 2004—September 24, 2007
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 whatsoever unless and until ratified by : the
membership of HBFA and 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-&-0 day of &I&V _ , 2005
CITY OF HUNTINGTON BEACH HUNTINGTON BEACH
A Municipal Corporation FIREFIGHTER'S ASSN.
B B
Y� Y:
Irm ussefie Ronald Stocking
Human Resources Manager Hl3FA Presiders
By- By:
Jacques Pelletier Donald Boland — -
Division Chief/Operations Vice-President
By: By_
Charles Thomas - —
Director of Administrative Services
By, By_
Ren6e Mayne Step n H. Silver
Chief Negotiator Chief Negotiator
APPROVED AS TO FORM
By:
Jennifer McGrath
City Attorney
. t
INTENTIONALLY
LEFT
BLAND
EXHIBIT A
CITY OF HUNTINGTON BEACH
EMPLOYER-EMPLOYEE RELATIONS RESOLUTION
7.3 Human Resources Officer Motion of Unit Modification — The Human Resources
Officer may propose, during the same period for filing a Petition for Decertification, that an
established unit be modified in accordance with the following procedure:
a. The Human Resources Officer shall give written notice of the proposed unit
modification to all employee organizations that may be affected by the proposed change.
Said written notification shall contain the Human Resources Officer's rationale for the
proposed change including all information which justifies the change pursuant to the criteria
established in Section 6-5 for Appropriateness of Units. Additionally, the Human Resources
Officer shall provide all affected employee organizations with all correspondence,
memoranda, and other documents, which relate to any input regarding the unit modification
which may have been received by the City or from affected employees and/or sent by the
City to affected employees;
b. Following receipt of the Human Resources Officer's proposal for unit
modification, any affected employee organization shall be afforded not less than thirty (30)
days to receive input from its members regarding the proposed change and to formulate a
written and/or oral response to the motion for unit modification to the Personnel
Commission;
c. The Personnel Commission shall conduct a noticed Public Hearing regarding
the motion for unit modification at which time all affected employee organizations and other
interested parties shall be heard. The Personnel Commission shall make a determination
regarding the proposed unit modification which determination may include a granting of the
motion, a denying of the motion, or other appropriate orders relating to the appropriate
creation of bargaining units. Following the Personnel Commission's determination of the
composition of the appropriate unit or units, it shall give written notice of such determination
to all affected employee organizations;
d. Any party who chooses to appeal from the decision of the Personnel
Commission is entitled to appeal in accordance with the provision of Section 14-4 of
Resolution Number 3335.
4/19/2005
-29-
EXHIBIT B
CITY OF HUNTINGTON BEACH
FIRE ASSOCIATION SALARY SCHEDULE
4% EFFECTIVE SEPTEMBER 25, 200
40-Hour Rate (2004 Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 483 $24.26 $25.59 $27.00 $28.48 $30.05
0160 Fire Engineer 514 $28.30 $29.86 $31.50 $33.23 $35.06
0226 Firefighter Paramedic 514 $28.30 $29.86 $31.50 $33.23 $35.06
0227 IFire Protection Specialist 523 1 $29.611 $31.241 $32.961 $34.771 $36.68
0101 Fire Captain 538 1 $31.911 $33.671 $35,521 $37.471 $39.53
0100 IDeputy Fire Marshal 560 1 $35.61 $37-571 $39.64 $41-821 $44.12
40-Hour Rate (2004 Bi-weekly)
Job Code Classification Range A B C D E
0229 Firefighter 483 $1,940.80 $2,047.54 $2,160.16 $2,278.40 $2,403.71
0160 Fire Engineer 514 $2,264.00 $2,388.52 $2,519.89 $2,658.48 $2,804.70
0226 Firefighter Paramedic 514 $2,264.00 $2,388.52 $2,519.89 $2,658.48 $2,804.70
0227 Fire Protection Specialist 523 $2,368.80 $2,499.08 $2,636.53 $2,781.54 $2,934.53
0101 Fire Captain 538 $2,552.80 $2,693.20 $2,841.33 $2,997.60 $3,162.47
0100 Deputy Fire Marshal 560 $2,848.80 $3,005.48 $3,171.20 $3,345.62 $3,529.62
40-Hour Rate (2004 Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 483 $4,205.07 $4,436.35 $4,680.34 $4,936.53 $5,208.04
0160 Fire Engineer 514 $4,905.33 $5,175.13 $5,459.76 $5,760.05 $6,076.85
0226 Firefi hter Paramedic 514 $4,905.33 $5,175.13 $5,459.76 $5,760.05 $6,076.85
0227 Fire Protection S ecialist 523 $5,132.40 $5,414.68 $5,712.49 $6,026.681 $6,358.14
0101 Fire Ca tain 538 $5,531.07 $5,835.28 $6,156.22 $6,494.811 $6,852.02
0100 Deputy Fire Marshal 560 $6,172.40 $6,511.88 $6,870.93 $7,248.831 $7.647.52
4/19/2005
-30-
56-Hour Rate (2004 Hourly)
Job Code Classification Range A B C D E
0229 Firefi hter 483 $17.33 $18.28 $19.29 $20.34 $21 .46
0160 Fire Engineer 514 $20.21 $21 .33 $22.50 $23.74 $25.04
0226 Firefighter Paramedic 514 $20.21 $21 .33 $22.50 $23.74 $25.04
0227 IFire Protection Specialist 523 $21 .15 $22.31 $23.54 $24.84 $26.20
0101 IFire Captain 538 $22.79 $24.05 $25.37 $26.76 $28.24
0100 IDeputy Fire Marshal 560 $25.44 $26.83 $28.31 $29.87 $31 .51
56-Hour Rate (2004 Bi-weekly)
Job Code Classification Range A B C D E
0229 Firefighter 483 $1,940.80 $2,047.54 $2,160.16 $2,278.40 $2,403.71
0160 Fire Engineer 514 $2,264.00 $2,388.52 $2,519.89 $2,658.48 $2,804.70
0226 Firef hter Paramedic 514 $2,264.00 $2,388.52 $2,519.89 $2,658.48 $2,804.70
0227 Fire Protection Specialist 523 $2,368.80 $2,499.08 $2,636.53 $2,781.54 $2,934,53
0101 1 Fire Captain 538 $2,552.80 $2,693.20 $2,841.33 $2,997.60 $3,162.47
0100 1 Deputy Fire Marshal 560 $2,848.80 $3,005.48 $3,171.20 $3,345.62 $3,529.62
56-Hour Rate (2004 Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 483 $4,205.07 $4,436.35 $4,680.34 $4,936.53 $5,208.04
0160 Fire E ineer 514 $4,905.33 $5,175.13 $5,459.76 $5,760.05 $6,076.85
0226 Firefighter Paramedic 514 $4,905.33 $5,175.13 $5,459.76 $5,760.05 $6,076.85
0227 Fire Protection Specialist 523 $5,132.40 $5,414.68 $5,712.49 $6,026.68 $6,358.14
0101 Fire Captain 538 $5,531.07 $5,835.28 $6,156.22 $6,494.81 $6,952.02
0100 1 Deputy Fire Marshal 560 $6,172.40 $6,511.88 $6,870.93 $7,248.83 $7.647.52
HBFA FINAL MOU v.3 -31- 4/19/2005
4% EFFECTIVE SEPTEMBER 24, 2005
40-Hour Rate (2005 Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 491 $25.24 $26.63 $28.09 $29.63 $31 .26
0160 Fire Engineer 522 $29.47 $31 .09 $32.80 $34.60 $36.50
0226 Firefighter Paramedic 522 $29.47 $31 .09 $32.80 $34.60 $36.50
0227 Fire Protection Specialist 531 $30.82 $32.51 $34.30 $36.19 $38.18
0101 IFire Captain 546 $33.20 $35.03 $36.961 $38.99 $41 .13
0100 IDeputy Fire Marshal 568 $37.07 $39.11 $41 .261 $43.531 $45.92
40-Hour Rate (2005 Biweekly)
Job Code Classification Range A B C D E
0229 Firefighter 491 $2,019.20 $2,130.26 $2,247.42 $2,370.40 $2,500.77
0160 Fire Engineer 522 $2,357.60 $2,487.27 $2,624.071 $2,768.39 $2,920.00
0226 Firefighter Paramedic 522 $2,357.60 $2,487.27 $2,624.07 $2,768.39 $2,920.00
0227 11fireProtection Specialist 531 $2,465.60 $2,600.80 $2,743.84 $2,895.20 $3,054.44
0101 Fire Captain 546 $2,656.00 $2,802.08 $2,956.80 $3,119.42 $3,290.40
0100 Deputy Fire Marshal 568 $2,965.60 $3,128.71 $3,300.79 $3,482.33 $3,673.86
40-Hour Rate (2005 Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 491 $4,374.93 $4,615.55 $4,869.41 $5,135.87 $5,418.34
0160 Fire Engineer 522 $5,108.13 $5,389.08 $5,685.48 $5,998.18 $6,326.67
0226 Firefighter Paramedic 522 $5,108.13 $5,389.08 $5,685.48 $5,998.18 $6,326.67
0227 1 Fire Protection Specialist 531 $5,342.13 $5,635.07 $5,945.00 $6,272-931 $6,617.94
0101 Fire Captain 546 $5,754.67 $6,071.17 $6,406.401 $6,758.751 $7,129.20
0100 Deputy Fire Marshal 568 $6,425.47 $6,778.87 $7,151.711 $7,545.051 $7,960.03
HBFA FINAL MOU v.3 -32- 4119/2005
56-Hour Rate (2005 Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 491 $18.03 $19.02 $20.07 $21 .16 $22.33
0160 Fire Engineer 522 $21 .05 $22.21 $23.43 $24.72 $26.07
0226 Firefighter Paramedic 522 $21 .05 $22.21 $23.43 $24.72 $26.07
0227 Fire Protection Specialist 531 1 $22.011 $23.221 $24.501 $25.85 $27.27
0101 IFire Captain 546 $23.711 $25.021 $26.401 $27.851 $29.38
0100 IDeputy Fire Marshal 568 1 $26.481 $27.93 $29.47 $31 -091 $32.80
56-Hour Rate (2005 Bi-weekly)
Job Code Classification Range A B C D E
0229 Firefi titer 491 $2,019.20 $2,130.26 $2,247.42 $2,370.40 $2,500.77
0160 Fire Engineer 522 $2,357.60 $2,487.27 $2,624.07 $2,768.39 $2,920.00
0226 Firefighter Paramedic 522 $2,357.60 $2,487.27 $2,624.07 $2,768.39 $2,920.00
0227 1 Fire Protection Specialist 531 $2,465.60 $2,600.80 $2,743.84 $2,895.20 $3,054.44
0101 1 Fire Captain 546 $2,656.00 $2,802.08 $2,956.80 $3,119.42 $3,290.40
0100 1 Deputy Fire Marshal 568 $2,965.60 $3,128.71 $3,300.79 $3,482.33 $3,673.86
56-Hour Rate 2005 Monthl
Job Code Classification Range A B C D E
0229 Firefighter 491 $4,374.93 $4,615.55 $4,869.41 $5,135.87 $5,418.34
0160 Fire Engineer 522 $5,108.13 $5,389.08 $5,685.48 $5,998.18 $6,326.67
0226 Firefighter Paramedic 522 $5,108.13 $5,389.08 $5,685.48 $5,998.18 $6,326.67
0227 Fire Protection Specialist 531 $5,342.13 $5,635.07 $5,945.00 $6,272.93 $6,617.94
0101 Fire Captain 546 $5,754.67 $6,071.17 $6,406.40 $6,758.75 $7,129.20
0100 Deputy Fire Marshal 568 $6,425.47 $6,778.87 $7,151.71 $7,545.05 $7,960A3
HBFA FINAL MaU v.3 -33- 4/19/2005
2% EFFECTIVE SEPTEMBER 23, 2006
40-Hour Rate (2006 Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 495 $25.75 $27.17 $28.66 $30.24 $31 .90
0160 Fire Engineer 526 $30.06 $31 .71 $33.45 $35.29 $37.23
0226 Firefighter Paramedic 526 $30.06 $31 .71 $33.45 $35.29 $37.23
0227 Fire Protection Specialist 535 1 $31 .441 $33.171 $34.991 $36.911 $38.94
0101 Fire Captain 550 1 $33.881 $35.741 $37.711 $39.781 $41 .97
0100 IDeputy Fire Marshal 572 1 $37.821 $39.901 $42,091 $44.401 $46.84
40-Hour Rate 2006 Bi-weekly
Job Code Classification Range A B C D E
0229 Firefighter 495 $2,060.00 $2,173.30 $2,292.83 $2,418.94 $2,551.98
0160 Fire Engineer 526 $2,404.80 $2,537.06 $2,676.00 $2,823.18 $2,978.45
0226 Firefighter Paramedic 526 $2,404.80 $2,537.06 $2,676.00 $2,823.18 $2,978.45
0227 Fire Protection Specialist 535 1 $2,515.201 $2,653.541 $2,799.481 $2,952.801 $3,115.20
0101 Fire Captain 550 1 $2,710.401 $2,859.471 $3,016.741 $3,182,661 $3,357.71
0100 Deputy Fire Marshal 572 1 $3,025.60 $3,192-011 $3,367.57 $3,552.00 $3,747.36
40-Hour Rate (2006 Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 495 $4,463.33 $4,708.82 $4,967.80 $5,241.03 $5,529.29
0160 Fire Engineer 526 $5,210.40 $5,496.97 $5,798.00 $6,116.89 $6,453.32
0226 Firefl hter Paramedic 526 $5,210.40 $5,496.97 $5,798.00 $6,116.89 $6,453.32
0227 Fire Protection Specialist 535 $5,449.60 $5,749.33 6,065.541 $6,397.73 $6,749.61
0101 Fire Captain 550 $5,872.53 $6,195.52 $6,536.281 $6,895.77 $7,275.04
0100 Deputy Fire Marshal 572 $6,555.47 $6,916.02 $7,296.401 $7,696.00 $8,119.28
HBFA FINAL MOU v.3 -34- 4/19/2005
56-Hour Rate (2006 Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 495 $18.39 $19.40 $20.47 $21 .60 $22.79
0160 Fire Engineer 526 $21 .47 $22.65 $23.89 $25.21 $26.59
0226 Firefighter Paramedic 526 $21 .47 $22.65 $23.89 $25.21 $26.59
0227 Fire Protection Specialist 535 1 $22.461 $23.691 $25.001 $26.36 $27.81
0101 +Fire Captain 550 $24.20 $25.53 $26.94 $28.42 $29.98
0100 DeputyFire Marshal 572 1 $27.011 $28.501 $30.071 $31 .71 $33.46
56-Hour Rate(2006 Bi-weekly)
Job Code Classification Range A B C D E
0229 Firefighter 495 $2,060.00 $2,173.30 $2,292.83 $2,418.94 $2,551.98
0160 Fire Engineer 526 $2,404.80 $2,537.06 $2,676.00 $2,823.18 $2,978.45
0226 Firefighter Paramedic 526 $2,404.80 $2,537.06 $2,676.00 $2,823.18 $2,978.45
0227 Fire Protection Specialist 535 $2,515.20 $2,653.54 $2,799.481 $2,952.801 $3,115.20
0101 Fire Captain 550 $2,710.40 $2,859.47 $3,016141 $3,182.661 $3,357.71
0100 Deputy Fire Marshal 572 $3,025.60 $3,192.01 $3,367-571 $3,552.00 $3.747.36
56-Hour Rate (2006 Monthl
Job Code Classification Range A B C D E
0229 Firefighter 495 $4,463.33 $4,708.82 $4,967.80 $5,241.03 $5,529.29
0160 Fire Engineer 526 $5,210.40 $5,496.97 $5,798.00 $6,116.89 $6,453.32
0226 Firefighter Paramedic 526 $5,210.40 $5,496.97 $5,798.001 6,116.89 $6,453.32
0227 Fire Protection Specialist 535 1 $5,449.601 $5,749.331 $6,065.541 $6,397.731 $6,749.61
0101 Fire Captain 550 1 $5,872.531 $6,195.52 $6,5-36.281 $6,895.771 $7,275.04
0100 Deputy Fire Marshal 572 1 $6,555.47 $6,916.021 $7,296.401 $7,696.001 $8,119.28
HBFA FINAL MOU v.3 -35- 4/19/2005
2% EFFECTIVE MARCH 24, 2007
40-Hour Rate (2007 Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 499 $26.27 $27.71 $29.23 $30.84 $32.54
0160 Fire-Engineer 530 $30.66 $32.35 $34.13 $36.01 $37.99
0226 Firefi hter Paramedic 530 $30.66 $32.35 $34.13 $36.01 $37.99
0227 lFire Protection Specialist 539 1 $32.08 $33.841 $35.70 37.661 $39.73
0101 1 Fire Captain 554 1 $34.55 $36.451 $38.46 $40,581 $42.81
0100 [Deputy Fire Marshal 576 $38.58 $40.701 $42.94 $45.301 $47.79
40-Hour Rate (2007 Bi-weekly)
Job Code Classification Range A B C D E
0229 Firefighter 499 $2,101.60 $2,217.19 $2,338.40 $2,467.01 $2,603.20
0160 Fire Engineer 530 $2,452.80 $2,587.70 $2,730.03 $2,880.80 $3,039.24
0226 Firefighter Paramedic 530 $2,452.80 $2,587.70 $2,730.03 $2,880.80 $3,039.24
0227 Fire Protection Specialist 539 $2,566.40 $2,707.551 $2,856.001 $3,013.08 $3,178.80
0101 Fire Captain 554 $2,764.00 $2,916.021 $3,076.401 $3,246.40 $3,424.95
0100 Deputy Fire Marshal 576 $3,086.40 $3,256.151 $3,435.24 $3,624.18 $3,823.51
40-Hour Rate (2007 Monthly)
Job Code Classification Range A B C D E
0229 Firefi hter 499 $4,553.47 $4,803.91 $5,066.53 $5,345.19 $5,640.27
0160 Fire Engineer 530 $5,314.40 $5,606.69 $5,915.06 $6,241.73 $6,585.03
0226 Firefighter Paramedic 530 $5,314.40 $5,606.69 $5,915.06 $6,241.73 $6,585.03
0227 IFire Protection Specialist 539 $5,560.53 $5,866.36 $6,188.00 $6,528.34 $6,887.40
0101 1 Fire Captain 554 $5,988.67 $6,318.04 $6,665.54 $7,033.87 $7,420.73
0100 1 Deputy Fire Marshal 576 $6,687.20 $7,055.00 $7,443.02 $7,852.39 $8,284.27
HBFA FINAL MOU v.3 -36- 4/1912005
56-Hour Rate 2007 Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 499 $18.76 $19.80 $20.88 $22.03 $23.24
0160 Fire Engineer 530 $21 .90 $23.10 $24.38 $25.72 $27.14
0226 Firefighter Paramedic 530 $21.90 $23.10 $24.38 $25.72 $27.14
0227 Fire Protection Specialist 539 1 $22.911 $24.171 $25.501 $26.901 $28.38
0101 IFire Captain 554 1 $24.681 $26.041 $27.471 $28.991 $30.58
0100 IDeputy Fire Marshal 576 1 $27.56 $29.071 $30.671 $32.361 $34.14
56-Hour Rate (2007 Bi-weekly)
.lob Code Classification Range A B C D E
0229 Firefighter 499 $2,101,60 $2,217.19 $2,338.40 $2,467.01 $2,603.20
0160 Fire Engineer 530 $2,452.80 $2,587.70 $2,730.03 $2,880.80 $3,039.24
0226 Firefighter Paramedic 530 $2,452.80 $2,587.70 $2,730.03 $2,880.80 $3,039.24
0227 Fire Protection Specialist 539 $2,566.40 $2,707.55 $2,856.00 $3,013.08 $3,178.80
0101 Fire Captain 554 $2,764.00 $2,916.02 $3,076.40 $3,246.40 $3,424.95
0100 Deputy Fire Marshal 576 $3,086.40 $3,256.15 $3,435.24 $3,624.18 $3,823.51
56-Hour Rate (2007 Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 499 $4,553.47 $4,803.91 $5,066.53 $5,345.19 $5,640.27
0160 Fire Engineer 530 $5,314.40 $5,606.69 $5,915.06 $6,241.73 $6,585.03
0226 Firefighter Paramedic 530 $5,314.40 $5,606.69 $5,915.06 $6,241.73 $6,585.03
0227 1 Fire Protection S ialist 539 1 $5,560.531 $5,866.36 $6,188.00 $6,528-341 $6,887.40
0101 Fire Captain 554 1 $5,988.671 $6,318.041 $6,665.541 $7,033.871 $7,420.73
0100 Deputy Fire Marshal 576 1 $6,687.201 $7,055.001 $7,443.021 $7,852.391 $8,284.27
.HBFA FINAL MOU v.3 -37- 411912005
EXHIBIT C
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) continuous years
of regular (permanent) City service immediately prior to retirement or is granted an
industrial disability retirement. 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; 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
sponsored medical insurance 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 or would be eligible to receive if he/she
were retired at the time of death, shall be paid on behalf of the spouse or
dependent(s) for a period not to exceed twelve (12) months.
D. Industrial Disabilit,, R� - industrial disability retirees with less than ten (10)
continuous years of regular (permanent) 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.
E. Maximum_Monthly Subsidy Payments - The 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
HBFA FINAL MQU v.3 -38- 4119/2005
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 industrial disability whose number of
years of continuous regular (permanent) service immediately prior to retirement
exceeds ten (10) years, shall be entitled to maximum monthly payment of premiums
by the City for each year of completed City service as follows:
Maximum Monthly Payment
for Retirees After:
Years of Service
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
F. Eligibilit
1. The effective start-up date of the Retiree Subsidy Medical Plan for the
eligible retirees shall be the first of the month following retirement date.
2. A retiree may change plans, add dependents, etc., during annual open
enrollment. The City shall notify covered retirees of this opportunity each
year.
3. Years of service computed for the Retiree Subsidy Medical Plan are actual
years of completed continuous regular (permanent) service with the City of
Huntington Beach immediately prior to retirement.
4. When a retiree is eligible for medical plan coverage at the expense of
another employer due to post-retirement employment of the retiree or
spouse of the retiree, the retiree and his/her spouse must take that
coverage regardless of benefit level and shall be deleted from any City
HBFA FINAL MOU v.3 -39- 4/19/2005
sponsored health insurance Plan. Exceptions to this requirement are
limited to the following:
a. A retiree is not required to enroll in such "other' medical insurance plan
coverage if there is significant disparity between the benefits provided by
the "other ' medical insurance plan and the City sponsored health
insurance plan as defined below. "Significant disparity" means coverage
available under the "other' medical plan is restrictive or limited in one or
more of the following ways:
1) No in-patient hospitalization coverage.
2) No major medical benefits.
3) Annual deductible is greater than or equal to $1,000 per person.
4) Major medical benefits are paid at 60% or less of covered
expenses in network.
b. The City Administrator or designee will have the authority to provide
additional exceptions following review of the "other" medical insurance
plan policy. Exceptions will be made only if the "other' medical plan
benefit provisions are comparable to the guidelines under (F.4.a.)
above.
c. Miscellaneous Provisions:
1) Benefits provided under the City-sponsored medical insurance
plan will be coordinated with the "other" medical insurance plan
as the primary carrier.
2) The City shall have the right to require any retiree to provide a
copy of the "other' medical insurance plan policy for review by the
City Administrator or designee.
5. When a retiree under age 65 becomes eligible for the other group coverage
and then becomes no longer eligible, he/she may have the Retiree Subsidy
Medical Plan reinstated for the purchase of City sponsored health
insurance.
6. Dependents of a retiree under age 65 may follow him/her into the Retiree
Subsidy Medical Plan or they may choose to exercise COBRA rights along
with the retiree.
7. When a retiree becomes 65 and has eligible dependents under 65, said
dependents are eligible to exercise COBRA rights.
8. When a retiree is under 65 and his/her spouse is over 65, the spouse is not
covered.
HBFA FINAL MOU v.3 40- 4/1912005
G. Premium payments are to be received at least one month in advance of the
coverage period. Retiree Subsidy Medical Plan and COBRA participants shall be
notified of non-payment of premium by means of a certified letter from the City in
accordance with provisions of the Memorandums of Understanding.
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.
H. Subsidies:
1. The subsidy payments will pay for:
a. City sponsored health insurance plans for eligible retirees.
b. 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. Any other City sponsored benefit plan.
c. Any other commercially available benefit plan.
d. Medicare supplements
1. Medicare:
1. All persons are eligible for Medicare coverage at age 65. Those with sufficient
credit quarters of Social Security will receive Part A of Medicare at no cost.
Those without sufficient credited quarters are still eligible for Medicare at age
65, but will have to pay for Part A of Medicare if the individual elects to take
Medicare. In all cases, Part B of Medicare is paid for by the participant.
2. When a retiree and his/her spouse are both 65 or over and neither is eligible
for paid Part A of Medicare, the subsidy shall pay for Part A for each of them or
the maximum subsidy, whichever is less.
3. When a retiree at age 65 is eligible for paid Part A of Medicare and his/her
spouse is not eligible for paid Part A, the spouse shall 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.
J. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
HBFA FINAL MOU v.3 -41- 4/1912005
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
whether or not the retiree applies for Medicare coverage. If such retiree
was covering dependents under the Plan, dependents will be eligible for
COBRA continuation benefits effective as of first day of the month in which
the retiree reaches age 65.
b. When one of the following occurs, dependent coverage will be eliminated:
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.
2. Premium payments are to be received at least one month in advance of the
coverage period.
3. 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.
H13FA FINAL MOU v.3 -42- 4/19/2005
EXHIBIT D
CITY OF HUNTINGTON BEACH
TILLER CERTIFICATION
Following is the method of application regarding Tiller Certification, Article V, Section E-4 of the
Huntington Beach Firefighter's Association MOU:
Article V, Section E-4-Tiller Certification
a. Tiller Certification -- The Huntington Beach Training Manual, Section C-2, dated 3-11-99 identifies
the method and requirements for Tiller Certification.
b. Class B Firefighter Restrictive License.—.State Department Of Motor Vehicles established.
c. Light Air Unit -- The intent is for a Firefighter to be able to drive, set up, and safely operate the Light
Air unit. Currently, hazardous materials personnel operate the Light Air Unit. They are trained in the
safe operation of the Unit but do not actually"certify." We are developing a training program for the
unit that will consist of a short written test to identify the safety and operational aspects the lighting
and air system. The program will formalize the current existing training program that has been in
use and assure that firefighting personnel are properly trained. Since Firefighters may not be
assigned to the unit regularly, we will also establish a refresher class each year to maintain their
capabilities_
Note! All Fire Department personnel have been trained in the past in the operation of the Light Air Unit.
Since we do not have a formalized training program for the unit at the present time, all Firefighters will
be grandfathered into meeting the requirements until the training program is finalized. This process will
provide the following options for compensation:
• If the Firefighter was Tiller Certified and had a Class B Firefighter Restrictive License as of
September v, 1998, they will receive the identified compensation effective that date. Upon
implementation of a formal certification program for the Light Air Unit, these Firefighters will be
required to become certified in light air operation.
• If, after September 5, 1998, and until the training program for the Light Air Unit is developed and
implemented, a Firefighter obtains Tiller Certification and the Class B Firefighter Restrictive Drivers
License, they will be eligible for compensation following application. Upon implementation of a
formal certification program for the Light Air Unit, these Firefighters will be required to become
certified in light air operation.
• For Firefighters requesting compensation after the training program for the Light Air Unit is
formalized, they must obtain Tiller Certification, the Class B Firefighter Restrictive Drivers License,
and be certified in light air operations. They will be eligible for compensation following application.
Nofel If a Firefighter elects not to participate in the above mentioned Tiller Certification compensation, it
does not preclude the currently established requirement by the Department for a firefighter to be Tiller
Certified, as identified in the Huntington Beach Training Manual, Section C-2, dated March.11, 1999.
HBFA FINAL MOIL v.3 -43- 4/19/2005
EXHIBIT E
CITY OF HUNTINGTON BEACH
INCOME PROTECTION PLAN
This is to memorialize an agreement between the City of Huntington Beach (City) and the
Huntington Beach Firefiighter's Association (HBFA) regarding authorizing the HBFA to
administer its own Long Term Disability (LTD) insurance program providing the following
conditions are adhered to:
1. The City and HBFA agree that the City shall not provide a City-sponsored LTD
Insurance Program for employees represented by HBFA.
2. HBFA shall contract with an insurance provider for LTD insurance for the employees
represented by the HBFA.
3. The City shall pay to HBFA for the cost of LTD premiums not to exceed $38.00 per
month per occupied covered position represented by HBFA.
4. Non-dues paying represented employees shall be covered by the LTD Policy at the
same premium rate as dues paying represented employees.
5. City payment to HBFA is to be made for each represented employee per month
based on the bi-weekly payroll.
6. HBFA shall pay the insurance company for the cost of premiums and any charges
incurred for administering the program.
7. HBFA shall provide the City with a monthly listing of covered employees.
8. No self-funding/self-insurance of LTD benefits is permitted under this agreement.
9. HBFA shall authorize the City to have the insurance company provide
documentation to the City as follows:
a) A copy of the most current audited financial statements.
b) A copy of the latest actuarial report, which should be completed by an
independent "Fellow of the Society of Actuaries";
c) A copy of the in-force re-insurance Policy;
10. HBFA will provide a statement certifying that premiums collected are for LTD
benefits for HBFA represented employees only.
HBFA FINAL MOU v.3 -44- 4119/2005
EXHIBIT F
40156-HOUR CONVERSION VACATION AND SICK LEAVE ACCRUAL
LEAVE BENEFITS
(EXAMPLE)
Permanent, full-time employees shall accrue annual vacations or sick leave at their
appropriate assigned work schedule rate, either 40-hour or 56-hour workweek. The actual
accrual, as reflected on their payroll check will also reflect their actual work schedule. In the
event of a change in work schedules, personnel will have their accrual rate (Constant) and
actual accrual (Accrued) change to the new schedule using the conversion factor, .7143.
Paychecks will reflect the accrual rate based on the actual work schedule, either forty (40) or
fifty-six (56) hour schedule. All maximum accruals will be modified to reflect the proper
number of hours, either 40-hour or 56-hour workweek.
EXAMPLE —CURRENT EXCEPTION
40-HOUR FIRE PROTECTION SPECIALIST
Paycheck stub shows 1000 hours accrued sick leave.
Employee uses 24 hours sick time.
1000 hours —24 hours = 976 hours.
56-HOUR FIREFIGHTER PARAMEDIC
Paycheck stub shows 1000 hours accrued sick leave.
Employee uses 24 hours sick time.
1000 hours — 24 x .7143 = 17.1 hours = 982.9 hours
(This mathematical transaction takes place for each exception.)
EXCEPTION
ALL 56-HOUR PERSONNEL
Modify to 56-hour schedule - current accrued hours divided by .7143.
40-hour rate paycheck stub indicates 1000 hours sick leave.
1000 hours divided by .7143 = 1400 hours
1400 hours would be reflected on the employee's 56-hour workweek paycheck
stub.
56-hour schedule employee uses 24-hours sick time - hours are taken hour for
hour.
1400 hours— 24 hours = 1376 hours remaining.
HBFA FINAL MOU v.3 4/19/2005
-45-
EXHIBIT F - Continued
56140-HOUR CONVERSION VACATION AND SICK LEAVE ACCRUAL
LEAVE BENEFITS
(EXAMPLE)
40-HOUR FIRE PROTECTION SPECIALIST
Remains the same
FIRE PROTECTION SPECIALIST IS REASSIGNED AS A 56-HOUR FIREFIGHTER
PARAMEDIC
ACCRUAL RATE
Current 40-hour Fire Protection Specialist sick leave accrual - 3.6923 hours per pay period.
56-hour Firefighter Paramedic employee would accrue sick leave at 5.1691 (3.6923 divided
by .7143 = 5.1691) hours per pay period. This would accurately indicate accrual at the 56-
hour rate.
56-HOUR EMPLOYEE ASSIGNED TO A 40-HOUR POSITION
Upon change of 56-hour Firefighter Paramedic employee to a 40-hour Fire Protection
Specialist.
Accrued sick leave = 1400 hours
1400 x .7143 = 1000 hours
1000 hours would be reflected on pay check.
Sick leave accrual would return to 3.6923 per pay period.
HI3FA FINAL MOU v.3 4/19/2005
-46-
EXHIBIT G
POLICY D-14, MINIMUM STAFFING AND FILLING OF VACANCIES
HBFA RNAL MOU v.3 411912005
-47-
Res. No. 2005-34
STATE OF CALIFORNIA
COUNTY OF ORANGE } ss:
CITY OF HUNTINGTON BEACH }
I, JOAN 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 2nd day of May,
2005 by the following vote:
AYES: Hansen, Coerper, Hardy, Green, Bohr, Cook
NOES: Sullivan
ABSENT: None
ABSTAIN: None
Ci Clerk and ex-officio Jerk of the
City Council of the City of
Huntington Beach, California