HomeMy WebLinkAboutCity Council - 2007-85 RESOLUTION NO. 2007-85
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH APPROVING AND IMPLEMENTING
THE MEMORANDUM OF UNDERSTANDING BETWEEN THE
HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCIATION (MEA)
AND THE CITY OF HUNTINGTON BEACH FOR 7/l/07 THROUGH 6/30/12
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 Municipal Employees' Association ("MEA"), 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 July 1, 2007, through June 30, 2012.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 19th day of November , 200 7 .
REVIEWED AND APPROVED: /
AND ,,PR
City Administrator
Director of Human Resources
APPROVED AS TO FORM:
City Attorney
07-1335/15596
Memorandum of Understanding
between
Huntington Beach
Municipal Employees' Association
and
City of Huntington Beach
July 1 , 2007 — June 30, 2012
TABLE OF CONTENTS
Page
PREAMBLE ....................................................................................................................1
ARTICLE I — TERM OF MOU..........................................................................................1
ARTICLE II — REPRESENTATIONAL UNIT/CLASS......................................................1
ARTICLE III — MANAGEMENT RIGHTS.........................................................................2
ARTICLE IV— EXISTING CONDITIONS.........................................................................2
ARTICLE V— SEVERABILITY........................................................................................2
ARTICLE VI — SALARY SCHEDULE .............................................................................3
A. CLASSIFICATION AND SALARY RATES........................................................................3
ARTICLE VII — SPECIAL PAY........................................................................................3
A. EDUCATION.............................................................................................................3
1. Tuition Reimbursement............................................................................................................... 3
B. ASSIGNMENT PAY....................................................................................................4
1. Leadworker Differential ............................................................................................................... 4
2. Shift Differential........................................................................................................................... 4
a. Afternoon Shift........................................................................................................................4
b. Night Shift...............................................................................................................................4
c. Shifts Defined.........................................................................................................................4
C. SPECIAL CERTIFICATION/SKILL PAY..........................................................................4
1. Bilingual Skill............................................................................................................................... 4
2. Shorthand Skill............................................................................................................................ 4
3. Building Plan Checker................................................................................................................. 5
a. Plans Examiner International Conference of Building Officials (ICBO) Certification ............. 5
b. Engineering In Training (EIT)/Associate of Arts (AA) Degree in Engineering........................ 5
4. Water Certification....................................................................................................................... 5
5. Process Owner Assignment Pay................................................................................................. 5
6. Hazardous Materials Duty Assignment Pay.................................................................................6
ARTICLE VIII — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT..........................6
A. UNIFORMS AND SAFETY SHOES................................................................................6
1. Safety Shoes—Cost ................................................................................................................... 6
2. Safety Glasses............................................................................................................................ 6
B. TOOL ALLOWANCE...................................................................................................6
C. VEHICLE USE..........................................................................................................7
ARTICLE IX — HOURS OF WORK/OVERTIME..............................................................7
A. WORK SCHEDULE....................................................................................................7
1. Pay Definitions ............................................................................................................................ 7
2. Work Periods under Fair Labor Standards Act(FLSA)............................................................... 7
3. Flex Schedule and Alternative Work Schedule - Civic Center Employees................................. 8
a. 5/40 Work Schedule............................................................................................................... 8
b. 9/80 Work Schedule............................................................................................................... 8
c. 4/10 Work Schedule............................................................................................................... 9
d. Existing Alternative Work Schedules ..................................................................................... 9
MEA MOU July 1, 2007—June 30, 2012 ii
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Page
B. OVERTIME/COMPENSATORY TIME.............................................................................9
1. FLSA Workweek and Employee Pay Period............................................................................... 9
2. Overtime...................................................................................................................................... 9
3. Work Shift that Exceeds Thirteen (13) Hours ............................................................................. 9
C. EMPLOYEE FATIGUE ..............................................................................................10
D. CALLBACK ............................................................................................................10
E. MANDATORY STANDBY ..........................................................................................10
F. ACTING ASSIGNMENT.............................................................................................10
G COURT STANDBY TIME AND COURT APPEARANCE TIME............................................1 1
ARTICLE X — HEALTH AND OTHER INSURANCE BENEFITS..................................11
A. HEALTH ................................................................................................................1 1
B. ELIGIBILITY CRITERIA AND COST.............................................................................1 1
1. City and Employee Paid Medical Insurance— Employees and Dependents............................ 11
2. City and Employee Contributions 2007..................................................................................... 12
3. City and Employee Contributions 2008......................................................................................13
4. Part Time Employee Contributions ........................................................................................... 15
C. COBRA...............................................................................................................15
D. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE..............................15
E. LONG TERM DISABILITY INSURANCE (LTD)..............................................................15
F. MEDICAL CASH-OUT..............................................................................................16
G. SECTION 125 PLAN ...............................................................................................16
H. MISCELLANEOUS...................................................................................................16
5. Health Plan Over-Payments...................................................................................................... 16
I. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY RETIREE
MEDICAL SUBSIDY PLAN ........................................................................................17
J. POST-65 SUPPLEMENTAL MEDICARE COVERAGE.....................................................17
K. HEALTH SAVINGS ACCOUNT FOR POST RETIREMENT MEDICAL INSURANCE................18
ARTICLE XI — RETIREMENT .......................................................................................18
A. BENEFITS .............................................................................................................18
1. Self-Funded Supplemental Retirement Benefit......................................................................... 18
2. Deferred Compensation............................................................................................................ 18
3. Medical Insurance for Retirees ................................................................................................. 18
B. CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM (CAL PERS).......................19
1. Employee's Contribution........................................................................................................... 19
2. Two Percent at Age 55 Formula............................................................................................... 19
3. Pre-Retirement Optional Settlement 2 Death Benefit............................................................... 19
MEA MOU July 1, 2007—June 30, 2012 iii
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Page
4. Fourth Level of 1959 Survivor Benefits..................................................................................... 19
C. PERS 2.5% at 55 ................................................................................................19
ARTICLE XII — LEAVE BENEFITS...............................................................................20
A. LEAVE WITH PAY...................................................................................................20
1. General Leave........................................................................................................................... 20
a. Accrual .................................................................................................................................20
b. Eligibility and Approval......................................................................................................... 20
c. Conversion to Cash..............................................................................................................20
d. One(1)Week Minimum Vacation Requirement.................................................................. 20
2. City Paid Holidays..................................................................................................................... 21
b. City Observed Holiday ......................................................................................................... 21
c. Holiday Paid Time Off for Part-Time Employees................................................................. 21
d. Holiday Pay for Work on a City Observed Holiday.............................................................. 21
e. Holiday Pay for Work on an Actual Holiday(Not the City Observed Date).......................... 21
g. CaIPERS Reporting of Holiday Pay..................................................................................... 22
3. Sick Leave................................................................................................................................. 22
a. Accrual .................................................................................................................................22
b. Credit....................................................................................................................................22
c. Usage................................................................................................................................... 22
d. Payoff at Termination...........................................................................................................22
e. Extended Absences .............................................................................................................22
4. Bereavement Leave.................................................................................................................. 22
5. Association Business................................................................................................................ 23
6. Jury Duty................................................................................................................................... 23
7. Leave Benefits Entitlement....................................................................................................... 23
ARTICLE XIII — CITY RULES .......................................................................................23
ARTICLE XIV —MISCELLANEOUS ..............................................................................23
A. GRIEVANCE ARBITRATION ......................................................................................23
B. PROMOTIONAL PROCEDURES.................................................................................23
1. Tie Scores................................................................................................................................. 23
2. Salary Upon Promotion............................................................................................................. 23
C. LABOR-MANAGEMENT RELATIONS COMMITTEE........................................................24
D. COPIES OF MOU...................................................................................................24
E. POSITION CLASSIFICATION ISSUES..........................................................................25
1. Class Specifications.................................................................................................................. 25
2. Reclassification Impact ............................................................................................................. 25
F. CLASS A AND B DRIVER LICENSE FEES...................................................................25
G. JOB SHARING........................................................................................................25
H. DEFERRED COMPENSATION LOAN PROGRAM...........................................................25
I. PERFORMANCE EVALUATIONS/WRITTEN REPRIMAND APPEALS.................................25
MEA MOU July 1, 2007—June 30, 2012 iv
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Page
J. MEA LETTER OF INTRODUCTION.............................................................................25
K. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM GUIDELINES......................25
L. DEPARTMENT OF TRANSPORTATION (DOT) RANDOM ALCOHOL AND CONTROLLED
SUBSTANCE TESTING ............................................................................................25
M. UPDATE EMPLOYEE-EMPLOYER RELATIONS RESOLUTION ........................................25
N. REQUIRED FINGERPRINTING OF EMPLOYEES ...........................................................25
O. BEACH PARKING ...................................................................................................26
P. REASONABLE SUSPICION ALCOHOL AND CONTROLLED SUBSTANCE TESTING.............26
Q. MODIFIED RETURN TO WORK POLICY......................................................................26
ARTICLE XV— CITY COUNCIL APPROVAL...............................................................27
LIST OF MOU EXHIBITS..............................................................................................28
EXHIBIT A— CLASS/SALARY SCHEDULE ................................................................29
EXHIBIT B — UNIFORM POLICY..................................................................................40
EXHIBIT C —VEHICLE USE POLICY...........................................................................46
EXHIBIT D — PROVISIONS OF THE RETIREE MEDICAL SUBSIDY PLAN ...............49
EXHIBIT E — 9/80 WORK SCHEDULE .........................................................................53
EXHIBIT F —4/10 WORK SCHEDULE .........................................................................55
EXHIBIT G — AGENCY SHOP AGREEMENT ..............................................................57
MEA MOU July 1, 2007 —June 30, 2012
Memorandum of Understanding
between
The City of Huntington Beach
(hereinafter called City)
and
The Huntington Beach Municipal Employees' Association
(hereinafter called Association or MEA)
PREAMBLE
WHEREAS, pursuant to California law, the City, acting by and through its designated
representatives, duly appointed by the governing body of said City, and the representatives of
the Association, a duly recognized employee Association, have met and conferred in good faith
and have fully communicated and exchanged information concerning wages, hours and other
terms and conditions of employment for the period July 1, 2007 through June 30, 2012; and
WHEREAS, the representatives of the City and the Association desire to reduce their
agreements to writing,
NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective
July 1, 2007 and it is agreed as follows:
ARTICLE I —TERM OF MOU
A. This Memorandum of Understanding shall be in effect for a term commencing on July 1,
2007 through June 30, 2012.
B. This Agreement constitutes the entire Agreement of the parties with respect to
improvements or changes in the salaries and monetary benefits for employees represented
by the Association for the duration of this Agreement.
C. Re-opener - The City and the Association specifically agree to open negotiations on a
successor MOU no later than January 15, 2012.
ARTICLE II — REPRESENTATIONAL UNIT/CLASS
It is recognized that the Association is the employee organization which has the right to meet
and confer in good faith with the City on behalf of permanent employees of the City within those
class titles set out in Exhibit A attached hereto and incorporated herein. The term "permanent
employee" herein shall be referred to as "employee" and is used only to determine entitlement
to certain benefits provided by this MOU and is defined as follows; an employee that has
completed or is in the process of completing a probationary period in a permanent position in
the competitive service in which the employee regularly works twenty (20) hours or more per
week. Additionally, the representation unit shall include all non-safety, non-management
classifications which are created after execution of this Agreement and are not included in
another representation unit or determined in accordance with the Employer-Employee Relations
Resolution to be more appropriately designated as Non-Associated (NA) classifications.
MEA MOU July 1, 2007— June 30, 2012 1
The City Administrator reserves the right to designate up to seven (7) Association employees as
confidential on an annual basis, or as needed. The confidential employee designations shall be
determined by the City Administrator for those employees having access to or preparing
confidential materials and/or information and/or recommendations on behalf of the City in its
dealings with employee associations.
The City shall provide the Association with the names of the employees who are designated as
confidential.
ARTICLE III — MANAGEMENT RIGHTS
The parties agree the City has the right to make unilateral management decisions that are
outside the scope of bargaining, as defined by state and federal law and Public Employment
Relations Board (PERB) decisions. Except as expressly abridged or modified herein, the City
retains all rights, powers and authority with respect to the management and direction of the
performance of City services and the work forces performing such services, provided that
nothing herein shall change the City's obligation to meet and confer as to the effects of any such
management decision upon wages, hours and terms and conditions of employment or be
construed as granting the City the right to make unilateral changes in wages, hours and terms
and conditions of employment. Such rights include, but are not limited to, consideration of the
merits, necessity, level or organization of City services, including establishing of work stations,
nature of work to be performed, contracting for any work or operation, reasonable employee
performance standards, including reasonable work and safety rules and regulations in order to
maintain the efficiency and economy desirable for the performance of City services.
ARTICLE IV— EXISTING CONDITIONS
Except as expressly provided herein, the adoption of this Memorandum of Understanding shall
not change existing benefits, and terms and conditions of employment which have been
established in prior Memoranda of Understanding, and/or provided for in the Personnel Rules of
the City of Huntington Beach.
ARTICLE V— SEVERABILITY
If any Article, Sub-Article, sentence, clause, phrase or portion of this Agreement, or the
application thereof to any person, is for any reason held to be invalid or unenforceable by the
decision of any court of competent jurisdiction, such decision shall not affect the validity of the
remaining portions of this Agreement or its application to other persons. The City and the
Association hereby agree that in the event any state or federal legislative, executive or
administrative provision purports to nullify or otherwise adversely affect the wages, hours and
other terms and conditions of employment contained in this Agreement or similarly purports to
restrict the ability of the parties to negotiate a successor agreement, the City and the
Association shall, without prejudice to either party's judicial remedies, endeavor to agree to
alternative contractual provisions which are not adversely affected by said legislative, executive
or administrative provision.
MEA MOU July 1, 2007—June 30, 2012 2
ARTICLE VI — SALARY SCHEDULE
A. Classification and Salary Rates
1. All employees shall receive a three percent (3.0%) wage increase effective the
beginning of the pay period that includes September 1, 2007, as set forth in
Exhibit A attached hereto and incorporated herein by this reference.
2. All employees shall receive a two percent (2.0%) wage increase effective the
beginning of the pay period that includes July 1, 2008.
3. All employees shall receive a two percent (2.0%) wage increase effective the
beginning of the pay period that includes July 1, 2009.
4. All employees shall receive a two percent (2.0%) wage increase effective the
beginning of the pay period that includes July 1, 2010.
5. All employees shall receive a two and one-half percent (2.5%) wage increase
effective the beginning of the pay period that includes July 1, 2011.
6. All employees hired after March 29, 2002 shall be required to utilize direct
deposit of payroll checks.
ARTICLE VII — SPECIAL PAY
A. Education
1. Tuition Reimbursement
Upon approval of the Department Head and the Human Resources Director,
employees may be compensated for courses from accredited vocational and
educational institutions. Tuition reimbursement shall be limited to job related
courses or job related educational degree objectives and requires prior approval by
the Department Head and Human Resources Director.
Education costs shall be reimbursed to employees on a first come, first served
basis for a full refund for tuition, books, parking (if a required fee) and any other
required fees upon presentation of receipts. On a first come, first served basis, the
maximum annual benefit per fiscal year for each employee is $5,250 (five thousand
two hundred-fifty dollars), until the - maximum allocation for the entire bargaining
unit of seventy five thousand dollars ($75,000) in each fiscal year period has been
allocated.
Reimbursements shall be made when the employee presents proof to the Human
Resources Director that he/she has successfully completed the course with a
grade of"C" or better; or a "Pass" if taken for credit.
MEA MOU July 1, 2007—June 30, 2012 3
B. Assignment Pav
1. Leadworker Differential
Any employee classified as "Leadworker" shall receive sixteen (16) ranges on the
"Universal Salary Schedule" above the highest classification, which is assigned to
the Leadworker to lead.
2. Shift Differential
a. Afternoon Shift
Employees required to work on a regular assigned shift that occurs between
the hours of 4:00 PM and midnight, shall be paid a special pay equal to five
percent (5%) of the employee's base hourly rate of pay (as defined in Article
IX)for all work performed during said shift.
b. Night Shift
Employees required to work on a regularly assigned shift that occurs between
midnight and 8:00 AM shall be paid a special pay equal to ten percent (10%)
of the employee's base hourly rate (as defined in Article IX).
C. Shifts Defined
Employees will be considered as assigned to the afternoon shift (4:00 PM to
midnight) or the night shift (midnight to 8:00 AM) when five (5) or more hours
of their regularly assigned shifts occur in the afternoon or night shift as
defined herein.
C. Special Certification/Skill Pay
1. Bilingual Skill
Employees who are required by their Department Head to use Spanish,
Vietnamese, or American Sign Language skills as part of their job assignment,
shall be paid an additional five-percent (5%) of their base hourly rate (as defined in
Article IX) in addition to their regular bi-weekly pay. The special pay shall be
effective the first full pay period following certification as verified to the Department
Head in writing by the Human Resources Manager or designee. 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%) of their base hourly rate of pay (as defined in
Article IX) for every bi-weekly pay period that the assignment is in effect. In order
to be eligible for said compensation, employee's language proficiency will be tested
and certified by the Human Resources Director or designee.
2. Shorthand Skill
Employees who have successfully passed a shorthand skill test and who are
required to use shorthand regularly in their jobs shall receive additional
compensation in the amount of forty-six dollars and fifteen cents ($46.15) bi-
weekly. Effective with the first full pay period following ratification of this
Agreement, all employees receiving Shorthand Skill Pay shall continue to receive
this special pay until they promote or transfer out of any clerical occupational
series. This special pay shall end with the last full pay period of eligibility in the
former position.
MEA MOU July 1, 2007—June 30, 2012 4
3. Building Plan Checker
a. Plans Examiner International Conference of Building Officials (ICBO)
Certification
Incumbents who have completed their probationary period in the class of
Building Plan Checker I and II, who have attained certification as Plans
Examiner by ICBO shall receive additional compensation in the amount of
forty-six dollars and fifteen cents ($46.15) bi-weekly, provided that active
certification is maintained.
Effective the beginning of the first pay period following City Council
ratification of this agreement, the Building Plan Checker I classification
shall be increased $1,200.00 (twelve hundred dollars).
Effective the beginning of the first pay period following City Council
ratification of this agreement, the ICBO certification pay shall end. All
employees receiving ICBO certification pay prior to this date shall
continue to receive this pay while they remain in their present
classification. Any change in classification will result in the ICBO pay
ending for that employee.
b. Engineering In Training (EIT)/Associate of Arts (AA) Degree in
Engineering
Incumbents in the classification of Building Plan Checker I and II, who
have successfully completed the State of California examination for EIT
or who have obtained an AA degree in engineering or equivalent major,
shall receive additional compensation in the amount of sixty-nine dollars
and twenty-three cents ($69.23) bi-weekly.
Effective the beginning of the first pay period following City Council
ratification of this agreement, the EIT/AA pay shall end. All employees
receiving EIT/AA pay prior to this date shall continue to receive this pay
while they remain in their present classification. Any change in
classification will result in the EIT/AA pay ending for that employee.
4. Water Certification
The City and Association agree to meet and confer no later than one hundred
twenty (120) days after the City Council ratification of this agreement on the impact
of state regulations on classifications that require water certification.
5. Process Owner Assignment Pay
Employees performing assignments designated by the Department Head and
approved by the City Administrator or designee as "Process Owner" shall be paid
ten percent (10%) of the employee's base hourly rate in addition to other
compensation. Effective with the first full pay period following City Council
ratification of the Memorandum of Understanding, this pay shall end. All employees
receiving Process Owner assignment pay prior to this date shall continue to receive
this pay while they remain assigned "Process Owner."
MEA MOU July 1, 2007 —June 30, 2012 5
Process Owner assignments are designated by the employee's Department Head
and approved by the City Administrator or his/her designee. Designated employees
are responsible for JD Edwards applications setup, design, troubleshooting and
training. Process Owners have system coordination responsibilities as
distinguished from users of the system.
6. Hazardous Materials Duty Assignment Pay
Effective the beginning of the first pay period following City Council ratification of this
agreement, employees assigned HazMat Duty by their department head or his or her
designee shall receive five percent (5%) of their base salary for the specific hours
performing the HazMat Duty assignment.
ARTICLE VIII — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT
A. Uniforms and Safety Shoes
The City's Uniform and Safety Shoe Policy shall be set forth in Exhibit B, a copy of which
is attached hereto and incorporated herein by this reference, provided however, that
employees represented by MEA working in the Police Department shall be issued
property in accordance with the equipment issue form for the particular position to which
they are assigned.
1. Safety Shoes — Cost
The City shall furnish safety shoes in accordance with the procedures and
guidelines as set forth in Exhibit B, provided however, that the maximum amount to
be reimbursed for a pair of safety shoes will not exceed two hundred and twenty-
five dollars ($225.00) per pair every six (6) months or sooner, if necessary.
2. Safety Glasses
Prescription safety glasses shall be provided upon the approval of the Supervisor.
The cost of prescription safety glasses shall not exceed two hundred ninety-nine
dollars ($299.00) in each two (2) year period, or sooner if medically prescribed.
B. Tool Allowance
Those employees, who are required to furnish their own personal tools for use on the
job, shall be provided with a tool allowance to offset a portion of the cost for said tools
that are lost, stolen or broken when in use on the job. Such allowance shall be eight
hundred dollars ($800.00) per year, payable in January of each year, separate from
payroll checks to those employees on active duty. In the event an employee is hired or
separates, his/her tool allowance for that calendar year shall be prorated on the basis of
the total number of months in which he/she was employed on the first working day of the
year. It is understood that the employee has the responsibility to exercise care and
diligence in preventing the loss, theft and breakage of his/her personal tools.
The following classifications are eligible to receive tool allowance:
Equipment/Auto Maintenance Crewleader
Equipment/Auto Maintenance Leadworker
Helicopter Maintenance Technician
Mechanic I
Mechanic II
MEA MOU July 1, 2007—June 30, 2012 s
Mechanic III
Senior Helicopter Maintenance Technician
Senior Vehicle Body Technician
Tire Service Worker (T)
Vehicle Body Repair Crewleader
Vehicle Body Technician
C. Vehicle Use
The City Vehicle Use Policy is attached in Exhibit C.
Approval is required by the City Administrator or designee for any City vehicle to be
taken home by an employee.
ARTICLE IX— HOURS OF WORK/OVERTIME
A. Work Schedule
It is the intent of the City to provide an opportunity for employees to select a flexible
(flex) schedule and/or alternative work schedule that is consistent with the City's
objective that such schedules shall not reduce service to the public, departmental
effectiveness, productivity and/or efficiency as determined by the City Administrator or
designee.
1. Pay Definitions
For the purpose of this Agreement, the following definitions shall apply:
a. Base Hourly Rate of Pay is defined as the hourly rate of pay that is identified in
Exhibit A, Salary Schedules.
b. Regular Rate of Pay is defined as the base hourly rate plus (including) special
pays as identified in Article VII.
c. Overtime Rate of Pay is defined as the base hourly rate of pay times one and
one half(1 '/2) plus (including) special pays as identified in Article VII.
d. Hours of Work includes; General Leave, Holidays, Sick Leave and
Compensatory Time for the purpose of calculating overtime.
2. Defined Workweek under Fair Labor Standards Act(FLSA)
It is understood that the City has established a workweek for each covered
employee which meets the requirements of the (FLSA) and which will not result in
overtime compensation as part of a normal work schedule. Each non-exempt
employee shall be assigned a designated FLSA workweek for the correct
calculation of overtime. This designated workweek shall not change unless
extraordinary circumstances require a change in the employee's regular work
schedule due to operational need. A change in the designated FLSA workweek
shall be recommended by the Department Head and approved by the Human
Resources Director.
MEA MOU July 1, 2007— June 30, 2012 7
3. Flex Schedule and Alternative Work Schedule - Civic Center Employees
With Supervisor and Department Head approval employees may flex regular
scheduled start times between the hours of 7:00 A.M. to 9:00 A.M. in half-hour
increments (i.e. 7:00 A.M., 7:30 A.M., 8:00 A.M., 8:30 A.M., and 9:00 A.M.). Flex
schedules shall not reduce service to the public, departmental effectiveness,
productivity and/or efficiency as determined by the City Administrator or designee.
Once a flex schedule is established, an employee shall not change that schedule
until the end of the pay period, with the approval of the Department Head.
Employees will have the option of working a 5/40 or 9/80 work schedule with
Supervisor and Department Head approval. Employees assigned to the Police
Department shall retain the option of working the 4/10 work schedule with
Supervisor and Department Head approval. In order to maintain service to the
public, departmental effectiveness, productivity and/or efficiency, a Department
Head may assign an employee a different work schedule that is in compliance with
the requirements of FLSA with City Administrator approval.
a. 5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour days
Monday through Friday each week plus a one (1) hour unpaid lunch during each
work shift, totaling a forty(40) hour workweek. The assigned 5/40 work schedule
must be in compliance with the requirements of FLSA.
b. 9/80 Work Schedule
i. Civic Center Employees
The 9/80 work schedule, as outlined in Exhibit E, shall be defined
for all employees assigned to the Civic Center as working nine (9)
days for eighty (80) hours in a two (2) week pay period by working
eight (8) days at nine (9) hours per day and working one (1) day
(Friday) for eight (8) hours, plus a one (1) hour unpaid lunch
during each work shift, totaling forty (40) hours in each FLSA
workweek. The 9/80 work schedule shall not reduce service to
the public, departmental effectiveness, productivity and/or
efficiency as determined by the City Administrator or designee.
ii. Non Civic Center Employees
The 9/80 work schedule, as outlined in Exhibit E, shall be defined
for all employees not assigned to the Civic Center as working nine
(9) days for eighty (80) hours in a two (2) week pay period by
working eight (8) days at nine (9) hours per day and working one
(1) day (Friday) for eight (8) hours, plus a one (1) hour unpaid
scheduled lunch during each work shift, totaling forty (40) hours in
each FLSA workweek. The 9/80 work schedule shall not reduce
service to the public, departmental effectiveness, productivity
and/or efficiency as determined by the City Administrator or
designee.
MEA MOU July 1, 2007—June 30, 2012 8
c. 4/10 Work Schedule
The 4/10 work schedule, as outlined in Exhibit F, shall be defined as working
four (4) ten (10) hour days each week plus a one (1) hour unpaid lunch during
each work shift, totaling forty (40) hours in each FLSA workweek. The assigned
4/10 work schedule must be in compliance with the requirements of FLSA. The
4/10 work schedule shall not reduce service to the public, departmental
effectiveness, productivity and/or efficiency as determined by the City
Administrator or designee.
d. Existing Alternative Work Schedules
Non Civic Center employees who had an alternative work schedule (9/80 or
4/10) prior to February 1, 2003 may retain that alternative work schedule.
Employees assigned to Beach Operations may be required to work a 4/10 work
schedule.
Civic Center employees who had an alternative work schedule (9/80) prior to
February 1, 2003 may revert to that alternative work schedule (9/80) in the
event his/her Supervisor and/or Department Head determine that the 9/80
schedule set forth in this Article is inappropriate for the employee's
classification.
B. Overtime/Compensatory Time
1. FLSA Workweek and Employee Pay Period
Each employee is assigned a designated workweek as a seven (7) day workweek
that begins and ends based upon a defined work schedule. Each employee's pay
period is a fourteen (14) day cycle that consists of two (2) consecutive workweeks.
It is the policy of the City that overtime is to be used only as needed or under
emergency conditions, as approved by the City Administrator or designee.
2. Overtime
FLSA "non-exempt" employees shall be compensated at the Overtime Rate (in the
form of pay or compensatory time) for hours worked over forty (40) hours in a
workweek.
3. Work Shift that Exceeds Thirteen (13) Hours
An employee who performs authorized work immediately preceding or upon
completion of a regular work shift (extension of a workday) that exceeds thirteen (13)
hours in a shift shall be compensated as follows:
a. One and one-half (1 '/2) times the employee's regular rate of pay for all hours
worked in excess of their regular workday, up to and including thirteen (13)
hours in any workday, and
b. Two (2) times the employee's regular rate for all hours worked in excess of
thirteen (13) hours in a workday.
4. The employee's Supervisor shall determine if employee receives overtime pay or
compensatory time. Consideration shall be given to effectuating the request of the
MEA MOU July 1, 2007— June 30, 2012 9
employee; however, the maximum accrual for compensatory time shall be one
hundred forty (140) hours.
5. Two (2) times per fiscal year an employee may cash out hours of banked
compensatory time, for maximum annual cash out amount of one hundred ten (110)
hours. The employee shall give payroll two (2) weeks advance notice of their
decision to exercise such option.
C. Employee Fatigue
An employee who is called back to work following the end of their regularly scheduled
work shift and proceeds to work more than five (5) consecutive overtime hours shall then
be entitled to an eight (8) hour rest period without compensation, upon completion of the
assignment. Regularly scheduled lunch periods are not considered part of this rest
period.
If the eight (8) hour rest period extends into the employee's next regularly scheduled
work shift, the employee shall suffer no loss of pay or accrued leave as a result thereof.
As far as is practicable, employees who have earned a rest period shall be relieved at
the start of their regular work shift in order to take such rest period.
D. Callback
Employees called back to work shall be compensated a minimum of two (2) hours of
overtime pay at the regular rate of pay. A Supervisor shall notify an employee, in
advance, of the need to work overtime. Where overtime is worked as an extension of the
workday, it shall not be considered call back. While overtime may be required to be
worked, it is the City's policy to discourage the working of overtime, and to provide
reasonable notification to an employee should overtime be required. An employee
called back to work less than two (2) hours before their shift begins shall not be paid Call
Back pay but will be paid in accordance with Article IX.C. Overtime/Compensatory Time.
E. Mandatory Standby
An employee who is placed on standby status by their Supervisor shall be compensated
at an hourly rate equal to 0.180 of their base hourly rate of pay for the entire period of
such assignment.
F. Acting Assignment
If an employee is formally assigned to work in a higher classification on a temporary
basis for greater than three (3) consecutive weeks, the employee shall be compensated
for all hours worked in the higher classification at a rate which is at least five and one-
half percent (5 1/2%) above their pay step, but such pay increase shall not exceed
eleven percent (11%) not to exceed the top step of the pay range for all hours worked in
the higher classification. In the event a non-exempt employee is assigned to act in a
classification that is exempt from overtime, the employee shall retain all special pays of
their non-exempt classification and shall receive compensation for hours worked over
forty (40) hours in the designated FLSA workweek on a hour for hour basis, at the
regular rate of pay. Such pay shall be paid or credited to the employee's compensatory
time off balance at the discretion of the Department Head or designee.
Acting assignments are not intended to exceed six (6) months unless extraordinary
circumstances warrant an extension as recommended and approved by the Human
Resources Director. Under no circumstances shall an acting assignment exceed one
MEA MOU July 1, 2007—June 30, 2012 10
year nor shall it be considered a reclassification or a promotion Employees on acting
assignment obtain no property rights in the acting assignment and may be returned to
their regular position at any time.
Upon promotion to an FLSA exempt classification, all compensatory time off shall be
cashed out prior to promotion at the employee's current regular rate of pay in the non-
exempt classification.
G. Court Standby Time and Court Appearance Time
An employee who is required to perform court standby duty in the performance of their
official capacity with the City, shall be eligible for Court Standby Time or Court
Appearance Time.
An employee who is required to be on standby for a court appearance during other than
their regularly scheduled work hours shall receive a minimum of three (3) hours time at
their regular rate of pay for each morning and afternoon court session.
In the event an employee is required to appear in court during other than their regularly
scheduled work hours, the employee shall receive a minimum of three (3) hours at the
overtime rate; provided however, that if such time overlaps with the employee's regularly
scheduled work hours, this provision shall be limited to those hours occurring prior to or
after the employee's regularly scheduled work time.
A legally served subpoena or the direction of the Department Head shall be required to
support the payment of Court Standby or Appearance Time.
ARTICLE X— HEALTH AND OTHER INSURANCE BENEFITS
A. Health
The City shall make available group medical, dental and vision benefits to all employees.
A copy of the medical, dental and vision plan brochures may be obtained from the
Human Resources Office.
B. Eligibility. Criteria and Cost
1. City and Employee Paid Medical Insurance— Employees and Dependents
The City and employee shall each pay for health insurance premiums for
qualified employees and dependent(s) effective the first of the month following
the employee's date of hire. The employee deduction for premium contributions
shall be aligned with the effective date of coverage and the ending date of
coverage upon the employee's separation. The payroll deduction amount shall
begin no later than the first full pay period following the effective date of coverage
and pro-rated for coverage through the end of the month in which employment
was separated.
MEA MOU July 1, 2007—June 30, 2012 11
2. City and Employee Contributions
The City and employee contributions as detailed in Chart A below shall remain in
effect until December 31, 2007.
Chart A- Effective January 1, 2007 through December 31, 2007:
IWO
t
0
3,11 N I 55IIAONTNLY 21" ,
AS
M H
'BS'HIGH OPTf SS,�PW PTIO KAISER 06ft- hI
PREMIUM
10
..........................
EE ONLY $352.29 $644.97 $463.20 $316.34 $24.87 $58.31 $22.38
EE+1 $767.75 $1,383.42 979.29 $692.78 $42.29 $108.85 $22.38
EE+2 OR MORE $993.82 $1,809.14 $1,213.63 $911.06 $64.67 $143.45 $22.38
","I "'
g
s ON BS1a LOw OF ON
'I Vsp
P6
EE ONLY $342.20 $600.45 $449.35 $298.80 $23.48 $53.44 $21.88
EE+1 $743.72 $1,184.71 $944.50 $648.64 $39.95 $100.34 $21.88
EE+2 OR MORE $957.84 $1,462.48 $1,096.61 $841.06 $61.07 $135.09 $21.88
Z I&
OHM 2
IB
EE ONLY $10.09 $44.52 $13.85 $17.54 $1.39 $4.88 $0.50
EE+1 $24.03 $198.71 $34.79 $44.14 $2.34 $8.52 $0.50
EE+2 OR MORE $35.98 $346.66 $117.02 $70.00 $3.60 $8.36 $0.50
X-- I
I
vVE-E-KL-W
P *YE ps
v
f`MKAJStO' Clelta " f
$8.09 $0.64 $2.25 $0.23
$20.37 $1.08 $3.93 $023
EE+2 OR MORE $16.60 $160.00 $54.01 $32.31 $1.66 $3.86
MEA MOU July 1, 2007-June 30, 2012 12
3. City and Employee Contributions - The City and employees medical contributions shall
remain in effect from January 1, 2008 through December 31, 2008, as follows:
2008 Health Premiums and Contributions
P
EE Only $388.83 $507.93 $316.16 $24.87 $57.86 $22.93
EE+1 $847.37 $1,073.84 $692.38 $42.29 $108.02 $22.93
EE+2 or more $1,096.88 $1,330.81 $910.54 $64.67 $142.36 $22.93
IN,I
BI W-11- 4 tal
A!`
I "at
T F0,
11T��
EE Only $388.83 $388.83 $316.16 $23.48 $53.44 $21.88
EE+1 $847.37 $857.37 $692.38 $39.95 $100.34 $21.88
EE+2 or more $1,096.88 $1,106.88 $910.54 $61.07 $135.09 $21.88
n ej
trib
EE Only $0.00 $119.10 $0.00 $1.39 $4.42 $1.05
EE+1 $0.00 $216.47 $0.00 $2.34 $7.68 $1.05
EE+2 or more $0.00 $223.93 $0.00 $3.60 $7.27 $1.05
IM z t--
ON
43
ldy- lu'- eld ela
0 FP
7V
4
EE Only $0.00 $54.97 $0.00 $0.64 $2.04 $0.48
EE+1 i$000 $99.91 $0.00 1 $1.08 $3.54 $0.48
$o-1---- -.o
EE+2 or more 0 $103.35 $0.00 $1.66 $3.36 $0.48
MEA MOU July 1, 2007 -June 30, 2012 13
a. For the calendar year 2008, the City shall only contribute an amount equivalent to the
medical premium, up to the maximum contribution, as stated above. For the calendar
years 2009, 2010, 2011 and until June 30, 2012, this amount may change pursuant to
Sections d., e., f. and g. below. The employee shall not be compensated the difference
between any medical premium and the City's contribution during the term of this
agreement.
b. If the Huntington Beach Fire Association (HBFA) withdraws from the City health plan in
2008, the City will pay any and all increased premiums as a result of their withdrawal
from the health plan. The City will only pay this increase in premiums in calendar year
2008.
c. At the beginning of the first pay period which incorporates the wage increase of July 1 of
each contract year, the City will inform the Association in writing of the cash value equal
to one percent (1%) of payroll, which includes base salary, City PERS contribution,
Workers' Compensation, City Retiree Medical Subsidy Plan and Self-Funded
Supplemental Retirement Plan.
d. By August 15, 2008, or thirty (30) days from the date that the City provides the
Association with the health insurance rates for the following calendar year, whichever is
later, the Association shall inform the City in writing if it wishes to exercise the option to
allocate one-half of one percent (.50%) of the current base salary, to increase the City's
contribution to health insurance premiums (medical, dental and or vision combined)
beginning of the first pay period following January 1, 2009, or a wage increase effective
that period. If an employee's health insurance premiums (medical, dental and or vision)
exceed the City's contribution, the employee shall be responsible for paying the
difference between the cost of the premiums and the City's contribution.
e. By August 15, 2009, or thirty (30) days from the date that the City provides the
Association with the health insurance rates for the following calendar year, whichever is
later, the Association shall inform the City in writing if it wishes to exercise the option to
allocate in one-half of one percent (.50%) increments, up to one percent (1.0%) of the
current base salary, to increase the City's contribution to health insurance premiums
(medical, dental and or vision combined) beginning of the first pay period following
January 1, 2010, or a wage increase effective that period. If an employee's health
insurance premiums (medical, dental and or vision) exceed the City's contribution, the
employee shall be responsible for paying the difference between the cost of the
premiums and the City's contribution.
f. By August 15, 2010, or thirty (30) days from the date that the City provides the
Association with the health insurance rates for the following calendar year, whichever is
later, the Association shall inform the City in writing if it wishes to exercise the option to
allocate in one-half of one percent (.50%) increments, up to one percent (1.0%) of the
current base salary, to increase the City's contribution to health insurance premiums
(medical, dental and or vision combined) beginning of the first pay period following
January 1, 2011, or a wage increase effective that period. If an employee's health
insurance premiums (medical, dental and or vision) exceed the City's contribution, the
employee shall be responsible for paying the difference between the cost of the
premiums and the City's contribution.
MEA MOU July 1, 2007—June 30, 2012 14
g. By August 15, 2011, or thirty (30) days from the date that the City provides the
Association with the health insurance rates for the following calendar year, whichever is
later, the Association shall inform the City in writing if it wishes to exercise the option to
allocate in one-half of one percent (.50%) increments, up to one percent (1.0%) of the
current base salary, to increase the City's contribution to health insurance premiums
(medical, dental and or vision combined) beginning of the first pay period following
January 1, 2012, or a wage increase effective that period. If an employee's health
insurance premiums (medical, dental and or vision) exceed the City's contribution, the
employee shall be responsible for paying the difference between the cost of the
premiums and the City's contribution.
4. Part Time Employee Contributions
Part-time employees hired after July 1, 2006, shall receive a pro-rated amount of
the City's contribution rate as established for full-time employees based on the
employee's work schedule, either fifty percent (50%) for half-time (1/2) or
seventy-five percent (75%)for three-quarter time (3/4).
5. Employee payroll deductions shall be made on a pre-tax basis.
6. The dental insurance maximum coverage is two thousand dollars ($2,000.00) per
year.
C. COBRA
Employees who terminate their employment with the City and their dependent(s) shall
have any and all the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)
benefits as well as Cal-COBRA (AB1401)to which the law entitles them.
D. Life and Accidental Death and Dismemberment Insurance
Each employee shall be provided with fifty-thousand dollars ($50,000.00) of life
insurance and fifty-thousand dollars ($50,000.00) of accidental death and
dismemberment insurance coverage paid for by the City. Each employee shall have the
option, at his/her own expense, to purchase additional amounts of life insurance and
accidental death and dismemberment insurance to the extent provided by the City's
current providers.
E. Long Term Disability Insurance (LTD)
The City shall provide for each employee at the City's expense a long term disability
insurance plan comparable to the Group Disability Insurance Plan in effect on February
1, 1995. Such plan shall be modified effective November 21, 1988. The parties agree to
exclude the first year of job related illness or injury from coverage on condition that the
plan provides for a coordination with Sick Leave, General Leave and holidays which is
satisfactory to the Association. A copy of the LTD insurance plan may be obtained from
the Human Resources Office. The intent of long term disability insurance is to assist
employees who are off work for an extended period of time. While long term disability
benefits can be coordinated with accrued leave benefits to achieve one hundred percent
(100%) of regular rate of pay, no employee may receive more than their regular rate of
pay while receiving disability benefits and paid leave.
MEA MOU July 1, 2007—June 30, 2012 15
F. Medical Cash-Out
Effective beginning the first pay period following City Council ratification of this
agreement, if an employee is covered by a medical program outside of a city-provided
program (evidence of which must be supplied to the Human Resources Department),
they may elect to discontinue City medical coverage and receive the amount equal to the
City's contribution to the lowest cost, Employee-only medical premium offered to this
unit.
G. Section 125 Plan
This plan allows employees to use pre-tax salary deductions to pay for regular childcare,
adult dependent care and/or unreimbursed medical expenses.
H. Miscellaneous
1. Nothing in this Article shall be deemed to restrict the City's right to change
insurance carriers or self-fund should circumstance warrant. City shall, however,
notify the Association of any proposed change and allow the Association an
opportunity to review any proposed change and make recommendations to the
City.
2. Nothing in this Article shall be deemed to obligate the City to improve the benefits
outlined in this Article.
3. When the City grants an employee leave without pay for reason of medical
disability, the City shall continue to contribute its share of the employee's
insurance premiums, pursuant to Article X.B.2. for the time the employee is in a
non-pay status for the length of said leave not to exceed twenty-four(24) months.
The City shall provide timely written notification of employee rights under this
Article and the LTD Plan and will assist the employee in processing LTD claims
so that undue delay in receiving LTD payments is avoided.
4. The City and the Association participate in a City-wide joint labor and
management Insurance and Benefits Advisory Committee, to discuss and study
issues relating to insurance benefits available for employees.
5. Health Plan Over-Payments
Employees shall be responsible for accurately reporting changes in the status of
dependent(s), which affect their eligibility for health plan coverage ninety (90)
days after the date of such status change. The City shall I use its best efforts to
advise all employees of their obligation to report changes in the status of
dependent(s), which affect their eligibility. If an employee fails to report a status
change that affects eligibility within ninety (90) days, the City shall have the right
to recover any premiums paid by the City, on behalf of ineligible dependents.
Recovery of such overpayments shall be made as follows:
a. The employee's bi-weekly salary warrant shall be reduced by one-half (1/2)
of the amount of the bi-weekly overpayment. Such reduction shall continue
until the entire amount of the overpayment is recovered.
MEA MOU July 1, 2007 —June 30, 2012 16
b. The City shall be entitled to recover a maximum of twelve (12) months
premium overpayments. Neither the employee nor the dependent shall be
liable to the City other than as provided herein.
I. Retiree Medical Coverage for Retirees Not Eligible for the City Retiree Medical Subsidy
Plan
Employees who retire from the City after January 1, 2004 and are granted a retirement
allowance by the California Public Employees Retirement System (CaIPERS) and are
not eligible for the City's Retiree Medical Subsidy Plan, may choose to participate in City
sponsored medical insurance plans until the first of the month in which they turn age
sixty-five (65).
The retiree shall pay the full premium for City sponsored medical insurance for
themselves and/or qualified dependents without any City subsidy.
Employees who retire from the City and receive a retirement allowance from the
CaIPERS and are not eligible for the City's Retiree Medical Subsidy 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 Medical Subsidy Plan
chooses not to participate in a City sponsored medical insurance plan 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 Medical Subsidy 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 a City
sponsored medical insurance plan that is supplemental to Medicare.
A retiree or qualified dependent must choose to participate in a City sponsored medical
insurance plan that is 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 a City sponsored medical
insurance plan that is supplemental to Medicare for themselves or qualified dependents
without any City subsidy.
Retirees or qualified dependents upon turning age sixty-five (65), who choose not to
participate in a City sponsored medical insurance plan that is supplemental to Medicare,
permanently lose eligibility for this insurance.
MEA MOU July 1, 2007—June 30, 2012 17
I
K. Health Savings Account for Post Retirement Medical Insurance
If the conditions exist whereby the City and Association desire to implement a health
savings account plan, the parties agree to meet and confer during the term of the
Agreement, for the purpose of creating a voluntarily funded post medical retirement
health plan.
L. If the conditions exist whereby the City and the Association desire to discuss the impact
of retiree medical on the City's GASB (General Accounting Standards Board) report, the
parties will meet and confer.
ARTICLE XI — RETIREMENT
A. Benefits
1. Self-Funded Supplemental Retirement Benefit
Employees hired prior to December 27, 1997 are eligible for the Self-Funded
Supplemental Retirement Benefit, which provides that:
a. In the event a PERS member elects Option #2 (Section 21456) or Option #3
(Section 21457) of the Public Employees' Retirement law, the City shall pay
the difference between the employee's elected option and the unmodified
allowance which the retiree would have received for his/her life alone. This
payment shall be made only to the retiree and shall be payable by the City
during the life of the member, and upon that retiree's death, the City's
obligation shall cease. The method of funding this benefit shall be at the sole
discretion of the City. This benefit is vested for employees covered by this
Agreement (Note: The Options provide that the allowance is payable to the
retiree 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).
b. Employees hired on or after December 27, 1997 shall not be eligible for this
benefit referenced in A.1.a. herein above.
2. Deferred Compensation
Any employee who contributes one dollar($1.00) or more per pay period to his/her
deferred compensation account shall receive an employer contribution in the
amount of five dollars and fifty cents ($5.50) per pay period to the employee's
deferred compensation account, medical insurance premiums or other City
provided or approved pre-tax program. If an employee elects that the five dollars
and fifty cents ($5.50) be contributed to medical insurance premiums, such election
shall only be made during an announced open enrollment period.
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:
i. 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
allowed by federal law (COBRA), state law (Cal-COBRA) or
MEA MOU July 1, 2007—June 30, 2012 18
ii. Retirees may participate in the Retiree Medical Subsidy Plan, attached
hereto as Exhibit D, as amended, or the Health Maintenance Organization
(HMO) plan currently being offered to retirees, based upon the eligibility
requirements described in Exhibit D.
iii. The value of any unused earned leave benefits may be transferred to
deferred compensation at retirement, but only during the time that the
employee is actively employed with the City. The latest opportunity for
such transfer must be the pay period prior to the employee's last day of
employment.
B. California Public Employees' Retirement System (CalPERS)
1. Employee's Contribution
Each employee covered by this Agreement shall be reimbursed an amount equal
to seven percent (7%) of the employee's base salary as a pickup of the employee's
contribution to the CalPERS. The above CalPERS pickup is not base salary, but is
done pursuant to Section 414 (h)(2) of the Internal Revenue Code.
2. Two Percent at Age 55 Formula
Employees shall be covered by the two percent at age 55 formula
(2% @ 55) as identified in Government Code Section 21354.
3. Pre-Retirement Optional Settlement 2 Death Benefit
Employees shall be covered by the Pre-Retirement Optional Settlement 2 Death
Benefit as identified in Government Code Section 21548.
4. Fourth Level of 1959 Survivor Benefits
Employees shall be covered by the Fourth Level of the 1959 Survivor Benefit as
identified in Government Code Section 21574.
C. PERS 2.5% (pD- 55
If all other affected units agree, and subject to a formal ratification vote conducted by
PERS, the City shall implement PERS 2.5% @ 55, effective as soon as possible.
Effective with implementation and through June 30, 2009, the employees shall pay all of
the additional costs to implement 2.5% @ 55.
Effective July 1, 2009 and thereafter, the employees shall pay two and one-quarter
percent (2.25%) of the employee share of PERS.
In the event 2.5% @ 55 is not implemented, the City and Association will meet and
confer on modifications to the existing contract.
MEA MOU July 1, 2007—June 30, 2012 19
i
ARTICLE XII — LEAVE BENEFITS
A. Leave With Pay
1. General Leave
a. Accrual
Employees accrue leave at the accrual rates outlined below. General Leave
may be used for any purpose, including vacation, Sick Leave, and personal
leave.
Years of Service Full-Time Three-Quarter One-Half Time
Time
First through 176 Hours 132 Hours 88 Hours
Fourth Year
Fifth through 200 Hours 150 Hours 100 Hours
Ninth Year
Tenth through 224 Hours 168 Hours 112 Hours
Fourteenth Year
Fifteenth Year 256 Hours 192 Hours 128 Hours
and Thereafter
b. Eligibility and Approval
General Leave must be pre-approved except for illness, injury or family
sickness, which may require a physician's statement for approval. General
Leave accrued time is to be computed from hire date anniversary.
Employees shall not be permitted to take general leave in excess of actual
time earned. Employees shall not accrue General Leave in excess of six
hundred forty (640) hours. An employee who earns General Leave hours in
excess of six hundred forty (640) hours shall be paid the cash value of those
additional hours in their paycheck. Employees may not use their General
Leave to advance their separation date on retirement or other separation
from employment.
C. Conversion to Cash
Two (2) times during each fiscal year, each employee shall have the option to
convert into a cash payment or deferred compensation up to a total of one
hundred-twenty(120) hours of accrued General Leave per fiscal year. The
value of each hour of conversion is at the employee's current base hourly
rate of pay, as reflected in Exhibit A. The employee shall give payroll two (2)
weeks advance notice of their decision to exercise such option.
d. One (1)Week Minimum Vacation Requirement
Employees in the following positions, or their reclassified equivalent, in the
Office of the City Treasurer or the Finance Department, shall take a minimum
of one (1) week (i.e., five (5) consecutive workdays) paid vacation each
calendar year:
MEA MOU July 1, 2007— June 30, 2012 20
Office of the City Treasurer- Accounting Technician I; Accounting Technician
II; Senior Accounting Technician; Accounting Technician Supervisor; Field
Service Representative
Finance Department- Senior Accountant (responsible for bank reconciliation)
2. City Paid Holidays
a. Full-time employees shall be compensated for the employee's regularly
scheduled work shift for the following holidays:
1. New Year's Day
2. Martin Luther King Day(third Monday in January)
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. Veteran's Day (November 11)
8. Thanksgiving Day (fourth Thursday in November)
9. The Friday after Thanksgiving
10. Christmas Day(December 25)
Any day declared by the President of the United States to be a national
holiday 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.
b. City Observed Holiday- Holidays which fall on Sunday shall be observed the
following Monday, and those falling on Saturday shall be observed the
preceding Friday.
c. Holiday Paid Time Off for Part-Time Employees
Half-time (1/2) or three quarter-time (3/4) employees shall have the holiday
paid as time off with a pro-rated amount of hours, respectively for the holidays
listed above in Article XII.2.A. .
d. Holiday Pay For Work on a City Observed Holiday
In the event an employee is assigned to work on the City observed holiday, in
addition to being paid for the holiday at the employee's regular rate of pay,
whether it is or is not the employee's regularly scheduled workday, the
employee shall be paid for working the holiday at the regular rate of pay unless
FLSA overtime provisions apply, meaning the employee will be paid over time.
e. Holiday Pay for Work on an Actual Holiday (Not the City Observed Date)
An employee who works on the actual holiday as listed in Article XII.2.A. 1-10,
in addition to being paid for the holiday at the employee's regular rate of pay,
the employee shall be compensated at the overtime rate.
f. An employee who is assigned or required to work on both the City observed
holiday date and on the actual date that the holiday falls, shall only be paid for
one City holiday(as applicable per section E. or F. above).
MEA MOU July 1, 2007— June 30, 2012 21
g. CalPERS Reporting of Holiday Pay
Employees who are required to work on a holiday observed by the City, either
on the date observed by the City or on the date that the actual holiday falls as a
part of their regular work schedule, shall have their holiday pay reported to
CalPERS. Classifications eligible for this CalPERS reporting are: Beach
Equipment Operator, Beach Maintenance Crewleader, Beach Maintenance
Worker, Crime Scene Investigator, Parking/Camping Crewleader,
Parking/Camping Leadworker, Parking Meter Repair Technician, Parking Meter
Repair Worker, Parking Control Officer, Police Records Supervisor, Police
Records Technician, Custodian assigned to the Police Department, Police
Records Specialists assigned to the Records Bureau, Police Service
Specialists assigned to the Records Bureau and Police Systems Coordinator.
h. If an employee is scheduled to work a holiday and will lose that holiday time due
to their General Leave bank having reached the maximum cap of six hundred
forty (640) hours, at the employee's request, the employee may cash out the
part of their holiday time they will lose.
3. Sick Leave
a. Accrual
No employee shall accrue Sick Leave.
b. Credit
Employees hired prior to March 30, 2002 shall be credited with their Sick
Leave accrued as of March 29, 2002.
C. Usage
Employees may use accrued Sick Leave for the same purposes for which it
was used prior to March 30, 2002.
d. Payoff at Termination
Upon termination, all employees shall be paid, at their current salary rate, for
twenty-five percent (25%) of unused, earned Sick Leave from four hundred
and eighty (480) hours through seven hundred and twenty (720) hours, and
for fifty percent (50%) of all unused, earned Sick Leave in excess of seven
hundred and twenty(720) hours.
e. Extended Absences
Sick Leave shall not be used to extend absences due to work related
(industrial) injuries or illnesses.
4. Bereavement Leave
Employees shall be entitled to bereavement leave not to exceed three (3) work
shifts in each instance of death in the immediate family. Immediate family is
defined as father, mother, sister, brother, spouse, registered domestic partner,
children, grandfather, grandmother, stepfather, stepmother, stepgrandfather, step-
grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law, father-in-law,
son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepchildren, or wards of
which the employee is the legal guardian.
MEA MOU July 1, 2007—June 30, 2012 22
5. Association Business
An allowance of eight hundred (800) hours per year shall be established for the
purpose of allowing duly authorized representatives of the Association to conduct
lawful Association activities. The parties agree to meet and confer during the term
of the Agreement to establish guidelines for use of Association Business time.
6. Jury Duty
Employees who are regularly scheduled to work on swing or graveyard shifts as
defined in Article VI1.6.2. shall be placed on a day shift if they are required to
appear for jury duty or selection for a period of more than one day.
7. Leave Benefits Entitlement
The City shall comply with all state and federal leave benefit entitlement laws. An
eligible employee on an approved leave shall be allowed to use earned Sick
Leave, General Leave, and/or Compensatory Time for serious and non-serious
family or personal health issues. For more information on employee leave options,
contact the Human Resources Division.
ARTICLE XIII —CITY RULES
Personnel Rules
All MOU provisions that supersede the City's Personnel Rules shall automatically update the
City's Personnel Rules and be incorporated into such rules.
ARTICLE XIV—MISCELLANEOUS
A. Grievance Arbitration
Any grievance as defined and described in Rules 19 and 20 of the City Personnel Rules
(Resolution No. 3960), shall be settled in accordance with the procedures set forth in
said Rules except that the parties to the grievance may, by mutual agreement, submit
the grievance to a neutral arbitrator whose decision shall be final and binding on the
parties. The arbitrator shall be selected by the parties from listings of and pursuant to the
rules of the American Arbitration Association. This procedure, if adopted by the parties,
shall be in lieu of Step 5 of Rule 19, or Step 4 of Rule 20, and the fees charged by the
arbitrator or hearing officer and court reporter shall be paid equally, fifty-fifty (50-50) by
the City and the Association.
B. Promotional Procedures
1. Tie Scores
When promotions are to be made, and two or more employees are found to be
equal as a result of promotional examinations conducted by the City, the employee
with the greatest length of service with the City shall receive the promotion.
2. Salary Upon Promotion
Upon promotion, an employee shall be compensated at the same step in the salary
range for his/her new classification, subject to the following provisions:
MEA MOU July 1, 2007 —June 30, 2012 23
a. Except for the provisions of sub-paragraphs b and c below, no employee
shall receive greater than eleven percent (11%) increase upon promotion.
b. If "A" Step of the classification upon promotion is greater than eleven percent
(11%) increase, the employee shall be compensated at "A" step upon
promotion.
C. If the employee would be eligible for a step increase within eleven (11)
months of the date of promotion in his/her classification before promotion,
then the Human Resources Director may authorize an increase greater than
eleven percent (11%) upon promotion.
C. Labor-Management Relations Committee
The City and MEA participate in a Labor-Management Relations Committee as follows:
1. The Association and the City recognize that the participation of employees in the
formulation and implementation of personnel policy and practices affects their
well-being and the efficient administration of the Government. The parties further
recognize that the entrance into a formal agreement with each other is but one
act of joint participation, and that the success of a labor-management relationship
is further assured if a forum is available and used to communicate with each
other. The parties therefore agree to the structure of Labor-Management
Relations Committees (LMRC) for the purpose of exchanging information and the
discussion of matters of concern or interest to each of them, in the broad area of
working conditions, wages and hours.
2. The City of Huntington Beach shall have an LMRC. The formation of this LMRC
shall not serve as the basis for reopening the meet and confer process to modify
this MOU.
3. The LMRC shall meet monthly. The City shall be represented by the City
Administrator (or designee), the Human Resources Director (or designee), and
Department Heads. Four (4) representatives at these meetings shall represent
the Association.
4. The City agrees that any meeting conducted under this Article shall be conducted
in facilities furnished by the City, and Association representatives shall be
released from their duties at work to attend the LMRC.
5. The parties shall exchange agenda items five (5) workdays before each
scheduled LMRC meeting described in this section. Matters not on the agenda
may be discussed by mutual consent. If either party timely forwards an agenda,
the meeting will be held.
D. Copies of MOU
The City agrees to print this Memorandum of Understanding for each employee
requesting a copy.
MEA MOU July 1, 2007— June 30, 2012 24
E. Position Classification Issues
1. Class Specifications
The City shall send the Association a copy of each new job description approved
for classifications within the representation unit.
2. Reclassification Impact
It is not the intention of the City to demote or layoff an employee through
reclassification. Prior to imposing a Y-rating, or layoff resulting from classification
reviews, the City agrees to meet and confer with Association representatives.
F. Class A and B Driver License Fees
The City shall reimburse employees for costs associated with obtaining and renewing
Class A and Class B driver licenses where required by the City for the position.
G. Job Sharing
The City shall direct the Labor-Management Relations Committee (LMRC) to review the
feasibility of developing and implementing a Job Sharing Program.
H. Deferred Compensation Loan Program
Employees may utilize this 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.
I. Performance Evaluations/Written Reprimand Appeals
Employees may appeal the results of a performance evaluation or written reprimand.
Such appeals shall be initiated through the appropriate chain of command (which may
include the LMRC) and any decision made by the Department Head shall be considered
final.
J. MEA Letter of Introduction
A one-page letter of introduction from MEA, and of MEA's choosing, regarding the
benefits and purpose of joining the MEA, will be included in all MEA eligible new
employee orientation packets.
K. Voluntary Catastrophic Leave Donation Program Guidelines
The City and Association agree to meet and confer during the term of the Agreement to
develop and implement Voluntary Catastrophic Leave Donation-Program Guidelines.
L. Department of Transportation (DOT) Random Alcohol and Controlled Substance Testinq
During the term of the Agreement, the City and the Association agree to meet and confer
to update the policy in accordance with law.
M. Update Employee-EmPlover Relations Resolution (EERR)
During the term of the Agreement, the City and the Association agree to meet and confer
to update the Employee-Employer Relations Resolution to reflect current state law.
N. Required Fingerprinting of Employees
The City requires that all employees who are hired, transferred, or promoted to positions
that require fingerprinting by federal, state or local law(s) be fingerprinted according to
said law(s). The City may also require employees be fingerprinted if they are hired,
MEA MOU July 1, 2007—June 30, 2012 25
transferred or promoted into positions with oversight responsibilities for senior citizens or
oversight responsibilities for confidential, and or sensitive documents or equipment.
O. Beach Parking
Employees may purchase a City beach parking pass at the Senior discount rate.
P. Reasonable Suspicion Alcohol and Controlled Substance Testing
The City maintains the right to conduct a test during working hours of any employee that
it reasonably suspects is under the influence of alcohol or a controlled substance in the
workplace. The policy to implement such testing shall be established by the City and
the Association during the term of the Agreement.
Q. Modified Return to Work Policy
The City and the Association agree to meet and confer during the term of the Agreement
to establish a modified return to work policy for employees who experience industrial or
non-industrial illness and/or injury.
MEA MOU July 1, 2007—June 30, 2012 26
ARTICLE XV—CITY COUNCIL APPROVAL
It is the intent of the City and Association that this Memorandum of Understanding represents
an "Agreement" between the undersigned within the meaning of Section 8-2 of the Huntington
Beach.Employer-Employee Relations Resolution; however, this Memorandum of Understanding
is of no force or effect whatsoever unless adopted by Resolution of the City Council of the City
of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this 19th day of November 2007.
Huntington Beach
City of Huntington Beach Munici Empl a s'Association
By: ' 1
Penn breth-Graft, DPA r J64De
Cit minis rator M President
By: / By: r ' ^
Bob Hall William Davis
Deputy City Administrator Chief-Negotiator
1
By: _ By:
peeNjafne '" ohn onFrolle
hi ego iator ,J ME Acting Vice-President
By: By:
icheie C Gail Ballo e
Human Resources Director MEA gaining mmi e
Y: ��� ✓ By:
/jennifef Lampman Terry Ti l4g &me
Negotiation Teeam Member B
zLL
By: I By: (7/m/
Michael vigliott Jon Goldstein
Negotiations Team Member MEA Bargaining Committee
APTJnnifer
AS TO FORM: _
_ 0 F
M. McGrath
City Attorney
MEA MOU July 1, 2007—June 30, 2012 27
MEA
LIST OF MOU EXHIBITS
EXHIBITS SUBJECT;
A Class/Salary Schedule
B Uniform Policy
B-1 Uniform Listing by Category/Class
C Vehicle Use Policy
D Provisions of the Retiree Medical Subsidy Plan
E 9/80 Work Schedule
F 4/10 Work Schedule
G Agency Shop Agreement
MEA MOU July 1, 2007—June 30, 2012 28
EXHIBIT A- CLASS/SALARY SCHEDULE
EFFECTIVE JANUARY 1, 2007
W
dription p J b yp
'v
nA
0111 jAccountant 496 $25.89 $27.31 $28.81 $30.39 $32.06
0286 Accounting Technician 1 423 $17.99 $18.98 $20.02 $21.12 $22.28
0287 Accounting Technician 11 442 $19.76 $20.85-. $22.00 $23.21 $24.49
0294 Accounting Technician Supervisor 471 $22.83 $24.09 $25.42 $26.82 $28.30
0445 Admin Environmental Specialist 527 $30.21 $31.87 $33.62 $35.47 $37.42
0428 Administrative Aide 492 $25.36 $26.76 $28.23 $29.78 $31.42
0289 Administrative Secretary 439 $19.48 $20.55 $21.68 $22.87 $24.13
0254 Alarm Services Coordinator 469 $22.63 $23.87 $25.18 $26.56 $28.02
0297 Art Programs Curator 469 $22.63 $23.87 $25.18 $26.56 $28.02
0296 Arts Education Coordinator 442 $19.76 $20.85 $22.00 $23.21 $24.49
0108 Assistant Planner 501 $26.53 $27.99 $29.53 $31.15 $32.86
0267 Assistant Social Worker 428 $18.43 $19.44 $20.51 $21.64 $22.83
0358 Beach Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00
0149 Beach Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70
0452 Beach Maint Service Worker 437 $19.28 $20.34 $21.46 $22.64 $23.89
0210 Building Inspector 1 480 $23.90 $25.21 $26.60 $28.06 $29.60
0211 Building Inspector 11 500 $26.40 $27.85 $29.38 $31.00 $32.70
0208 Building Inspector Ill 520 $29.18 $30.78 $32.47 $34.26 $36.14
0176 Building Plan Checker 1 518 $28.87 $30.46 $32.14 $33.91 $35.78
0520 Building Plan Checker 11 552 $34.22 $36.10 $38.09 $40.18 $42.39
0112 Buyer 493 $25.49 $26.89 $28.37 $29.93 $31.58
0340 Carpenter 472 $22.96 $24.22 $25.55 $26.96 $28.44
0106 Civil Engineering Assistant 527 $30.21 $31.87 $33.62 $35.47 $37.42
0162 Civilian Check Investigator 447 $20.25 $21.36 $22.54 $23.78 $25.09
0186 Code Enforcement Officer 1 448 $20.36 $21.48 $22.66 $23.91 $25.22
0182 Code Enforcement Officer 11 490 $25.10 $26.48 $27.94 $29.48 $31.10
0511 Code Enforcement Tech 411 $16.93 $17.86 $18.84 $19.88 $20.97
0335 Communications Technician 480 $23.90 $25.21 $26.60 $28.06 $29.60
0263 Community Relations Specialist 458 $21.41 $22.59 $23.83 $25.14 $26.52
0252 Community Svcs Rec Coordinator 479 $23.76 $25.07 $26.45 $27.91 $29.45
0258 Community Svcs Rec Supervisor 502 $26.65 $28.12 $29.67 $31.30 $33.02
0179 Computer Drafting Technician 511 $27.89 $29.42 $31.04 $32.75 $34.55
0345 Concrete Finisher 464 $22.06 $23.27 $24.55 $25.90 $27.32
0172 Construction Inspector 1 480 $23.90 $25.21 $26.60 $28.06 $29.60
0463 Construction Inspector 11 500 $26.40 $27.85 $29.38 $31.00 $32.70
0312 Court Liaison Specialist 435 $19.09 $20.14 $21.25 $22.42 $23.65
0166 Crime Analyst 492 $25.36 $26.76 $28.23 $29.78 $31.42
29
MEA MOU July 1, 2007-June 30, 2012
EXHIBIT A-CLASS/SALARY SCHEDULE
yam. EFFECTIVE JANUyARY 1, 2007
i -
m
�1
9
0255 Crime Scene Investigator 480 $23.90 $25.21 $26.60 $28.06 $29.60
0119 Criminalist 502 $26.65 $28.12 $29.67 $31.30 $33.02
0192 Cross Connection Control Spec 490 $25.10 $26.48 $27.94 $29.48 $31.10
0462 Crossing Guard Coordinator 458 $21.41 $22.59 $23.83 $25.14 $26.52
0299 Cultural Services Aide 469 $22.63 $23.87 $25.18 $26.56 $28.02
0400 Custodian 416 $17.36 $18.32 $19.33 $20.39 $21.51
0134 Deputy City Clerk 415 $17.27 $18.22 $19.22 $20.28 $21.40
0138 Development Specialist 502 $26.65 $28.12 $29.67 $31.30 $33.02
0456 Distribution Services Clerk 412 $17.00 $17.94 $18.93 $19.97 $21.07
0375 Electrical Leadworker 489 $24.99 $26.36 $27.81 $29.34 $30.95
0339 Electrician 487 $24.74 $26.10 $27.54 $29.05 $30.65
0232 Emergency Medical Svcs Coord 572 $37.82 $39.90 $42.09 $44.40 $46.84
0198 Emergency Services Coordinator 542 $32.56 $34.35 $36.24 $38.23 $40.33
0175 Engineering Aide 458 $21.41 $22.59 $23.83 $25.14 $26.52
0180 Enaineerina Technician 511 $27.89 $29.42 $31.04 $32.75 $34.55
0382 Equip Services Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72
0142 Equip/Auto Maint Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72
0472 Equip/Auto Maint Leadworker 493 $25.49 $26.89 $28.37 $29.93 $31.58
0383 Equipment Support Assistant 443 $19.87 $20.96 $22.11 $23.33 $24.61
0143 Facilities Maint Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55
0407 Facilities Maint Leadworker 461 $21.73 $22.92 $24.18 $25.51 $26.91
0391 Facilities Maintenance Tech 445 $20.06 $21.16 $22.32 $23.55 $24.85
0398 Field Service Representative 451 $20.66 $21.80 $23.00 $24.27 $25.61
0260 Fire Safety Program Specialist 472 $22.96 $24.22 $25.55 $26.96 $28.44
0173 Fire Training Maintenance Tech 479 $23.76 $25.07 $26.45 $27.91 $29.45
0204 Fire Training Media Specialist 476 $23.41 $24.70 $26.06 $27.49 $29.00
0470 Forensic Systems Specialist 468 $22.50 $23.74 $25.05 $26.43 $27.88
0178 GIS Analyst 521 $29.33 $30.94 $32.64 $34.43 $36.32
0352 Grader Equip Operator 470 $22.73 $23.98 $25.30 $26.69 $28.16
0187 Graphics Admin Specialist 448 $20.36 $21.48 $22.66 $23.91 $25.22
0390 Groundsworker 411 $16.93 $17.86 $18.84 $19.88 $20.97
0190 Haz Mat Program Specialist 518 $28.87 $30.46 $32.14 $33.91 $35.78
0337 Helicopter Maintenance Tech 476 $23.41 $24.70 $26.06 $27.49 $29.00
0139 Housing Development Specialist 501 $26.53 $27.99 $29.53 $31.15 $32.86
0113 Human Services Program Su v 502 $26.65 $28.12 $29.67 $31.30 $33.02
0115 Info Systems Analyst 1 511 $27.89 $29.42 $31.04 $32.75 $34.55
0505 Info Systems Analyst II 527 $30.21 $31.87 $33.62 $35.47 $37.42
0117 Info Systems Analyst III 540 $32.24 $34.01 $35.88 $37.85 $39.93
0118 Info Systems Analyst IV 559 $35.43 $37.38 $39.44 $41.61 $43.90
MEA MOU July 1, 2007-June 30, 2012 30
EXHIBIT A- CLASS/SALARY SCHEDULE
EFFECTIVE JANUARY 1, 2007
gm AIN III
6'n CHP W
Typem 6b Pay
rade--`k�,
. ..........
0212 Info Systems Specialist 1 449 $20.46 $21.59 $22.78 $24.03 $25.35
0213 Info Systems Specialist 11 468 $22.50 $23.74 $25.05 $26.43 $27.88
0313 Info Systems Specialist 111 497 $26.01 $27.44 $28.95 $30.54 $32.22
0495 Info Systems Technician 1 425 $18.17 $19.17 $20.22 $21.33 $22.50
0494 Info Systems Technician 11 449 $20.4165 $21.59 $22.78 $24.03 $25.35
0493 Info Systems Technician 111 472 $22.96 $24.22 $25.55 $26.96 $28.44
0492 Info Systems Technician IV 492 $25.36 $26.76 $28.23 $29.78 $31.42
0155 Irrigation Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70
0357 Irrigation Specialist 448 $20.36 $21.48 $22.66 $23.91 $25.22
0359 Landscape Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00
0145 Landscape Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70
0402 Landscape Maint Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16
0164 Latent Fingerprint Exam Trainee 456 $21.19 $22.36 $23.59 $24.89 $26.26
0163 Latent Fingerprint Examiner 494 $25.62 $27.03 $28.52 $30.09 $31.74
0300 Legal Secretary 441 $19.68 $20.76 $21.90 $23.10 $24.37
0114 Librarian 474 $23.18 $24.45 $25.80 $27.22 $28.72
0311 Library Clerk 382 $14.66 $15.47 $16.32 $17.22 $18.17
0305 Library Clerk Specialist(T) 382 $14.66 $15.47 $16.32 $17.22 $18.17
0432 Library Facilities Coordinator 453 $20.88 $22.03 $23.24 $24-52 $25.87
0310 Library Processing Clerk 402 $16.20 $17.09 $18.03 $19.02 $20.07
0451 Library Services Clerk 402 $16.20 $17.09 $18.03 $19.02 $20.07
0257 Library Specialist 437 $19.28 $20.34 $21.46 $22-64 $23.89
0302 Literacy Program Specialist 474 $23.18 $24.45 $25.80 $27.22 $28.72
0392 Maint Service Worker 437 $19.28 $20.34 $21.46 $22-64 $23.89
0394 Maintenance Worker 411 $16.93 $17.86 $18.84 $19.88 $20.97
0448 Marine Equipment Mechanic 491 $25.24 $26.63 $28.09 $29.63 $31.26
0344 Masonry Worker 472 $22.96 $24.22 $25.55 $26.96 $28.44
0384 Mechanic 1 444 $19.96 $21.06 $22.22 $23.44 $24.73
0348 Mechanic 11 465 $22.16 $23.38 $24.67 $26.03 $27.46
0347 Mechanic 111 477 $23.53 $24.82 $26.19 $27.63 $29.15
0206 Media Production Coordinator 464 $22.06 $23.27 $24.55 $25.90 $27.32
0380 Media Services Specialist 437 $19.28 $20.34 $21.46 $22.64 $23.89
0285 Medical Claims Examiner 417 $17.45 $18.41 $19.42 $20.49 $21.62
0306 Office Assistant 1 369 $13.72 $14.47 $15.27 $16.11 $17.00
0304 Office Assistant 11 406 $16.52 $17.43 $18.39 $19.40 $20.47
0290 Office Specialist 417 $17.45 $18.41 $19.42 $20.49 $21.62
0341 Painter 472 $22.96 $24.22 $25.55 $26.96 $28.44
0378 Painter Leadworker 488 $24.86 $26.23 $27.67 $29.19 $30.80
MEA MOU July 1, 2007-June 30, 2012 31
EXHIBIT A-CLASS/SALARY SCHEDULE
EFFECTIVE JANUARY 1, 2007
TV
it
0485 Paralegal 492 $25.36 $26.76 $28.23 $29.78 $31.42
0153 Park Maintenance Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55
0177 Parking Meter Repair Tech 465 1$22.16 $23.38 $24.67,$26.03 $27.46
0395 Parking Meter Repair Worker 449 $20.46 $21.59 $22.78 $24.03 $25.35
0459 Parking/Camping Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70
0401 Parking/Camping Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16
0455 Parking/Traffic Control Coord 458 $21.41 $22.59 $23.83 $25.14 $26.52
0262 Parking/Traffic Control Officer 411 $16.93 $17.86 $18.84 $19.88 $20.97
0295 Permit Technician 428 $18.43 $19.44 $20.51 $21.64 $22.83
0154 Pest Control Advisor Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70
0367 Pest Control Specialist 448 $20.36 $21.48 $22.66 $23.91 $25.22
0136 Planning Aide 458 $21.41 $22.59 $23.83 $25.14 $26.52
0342 Plumber 482 $24.13 $25.46 $26.86 $28.34 $29.90
0197 Police Photo/Imaging Specialist 479 $23.76 $25.07 $26.45 $27.91 $29.45
0307 Police Records Specialist 417 $17.45 $18.41 $19.42 $20.49 $21.62
0283 Police Records Supervisor 448 $20.36 $21.48 $22.66 $23.91 $25.22
0282 Police Records Technician 397 $15.79 $16.66 $17.58 $18.55 $19.57
0308 Police Services Specialist 437 $19.28 $20.34 $21.46 $22.64 $23.89
0215 Police Systems Coordinator 468 $22.50 $23.74 $25.05 $26.43 $27.88
0399 Printing Services Technician 422 1$17.89 $18.87,$19.91 $21.01 $22.17
0259 Property Officer 456 $21.19 $22.36 $23.59 $24.89 $26.26
0205 Public Information Specialist 492 $25.36 $26.76 $28.23 $29.78 $31.42
0207 Public Works Plan Checker 522 $29.47 $31.09 $32.80 $34.60 $36.50
0515 SCADA Coordinator 501 $26.53 $27.99 $29.53 $31.15 $32.86
0346 SCADA Technician 477 $23.53 $24.82 $26.19 $27.63 $29.15
0110 Senior Accountant 524 $29.75 $31.39 $33.12 $34.94 $36.86
0288 Senior Accounting Technician 461 $21.73 $22.92 $24.18 $25.51 $26.71
0434 Senior Code Enforcement Officer 510 $27.75 $29.28 $30.89 $32.59 $34.38
0171 Senior Construction Inspector 520 $29.18 $30.78 $32.47 $34.26 $36.14
0165 Senior Crime Analyst 523 $29.61 $31.24 $32.96 $34.77 $36.68
0120 Senior Criminalist 542 $32.56 $34.35 $36.24 $38.23 $40.33
0135 Senior Deputy City Clerk 464 $22.06 $23.27 $24.55 $25.90 $27.32
0343 Senior Facilities Maint Tech 477 $23.53 $24.82 , $26.19 $27.63 $29.15
0334 Senior Helicopter Maint Tech 527 $30.21 $31.87 $33.62 $35.47 $37.42
0491 Senior Info Systems Technician 506 $27.19 $28.69 $30.27 $31.94 $33.70
0188 Senior Inspector Water Constr 511 $27.89 $29.42 $31.04 $32.75 $34.55
0309 Senior Library Services Clerk 421 $17.81 1$18.79 $19.82 $20.91 $22.06
0450 Senior Library Specialist 455 $21.10 $22.26 $23.48 $24.77 $26.13
0363 Senior Marine Equip Mechanic 512 $28.02 $29.56 $31.19 $32.91 $34.72
0437 Senior Permit Technician 477 $23.53 $24.82 $26.19 $27.63 $29.15
0168 Senior Printing Services Tech 459 $21.51 $22.69 $23.94 $25.26 $26.65
MEA MOU July 1, 2007- June 30, 2012 32
EXHIBIT A- CLASSISALARY SCHEDULE
EFFECTIVE JANUARY 1, 2007
Job 7y + Dsr�ption Pay P► B
:
0265 Senior Services Assistant 356 $12.88 $13.59 $14.34 $15.13 $15.96
0481 Senior Services Transp Coord 450 $20.57 $21.70 $22.89 $24.15 $25.48
0350 Senior Vehicle Body Technician 465 $22.16 $23.38 $24.67 $26.03 $27.46
0349 ISenior Wastewater Pump Mechanic 454 $20.99 $22.14 $23.36 $24.64 $26.00
0396 Senior Water Meter Reader 447 $20.25 $21.36 $22.54 $23.78 $25.09
0436 Senior Workers' Comp Claims Examiner 499 $26.27 $27.71 $29.23 $30.84 $32.54
0338 Signs Leadworker 474 $23.18 $24.45 $25.80 $27.22 $28.72
0148 Sign/Markings Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55
0354 Signs/ arkin s Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00
0266 Social Worker 469 $22.63 $23.87 $25.18 $26.56 $28.02
0386 Stock Clerk 411 $16.93 $17.86 $18.84 $19.88 $20.97
0361 Street Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00
0150 Street Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70
0406 Street Maint Leadworker 480 $23.90 $25.21 $26.60 $28.06 $29.60
0478 Street Services Leadworker 480 $23.90 $25.21 $26.60 $28.06 $29.60
0183 Survey Party Chief 530 $30.66 $32.35 $34.13 $36.01 $37.99
0174 Survey Technician 1 458 $21.41 $22.59 $23.83 $25.14 $26.42
0185 Survey Technician II 474 $23.18 $24.45 $25.80 $27.22 $28.72
0195 Telecommunications Specialist 531 $30.82 $32.51 $34.30 $36.19 $38.18
0203 Television Producer/Director 492 $25.36 $26.76 $28.23 $29.78 $31.42
0433 Theater/Media Technician 437 $19.28 $20.34 $21.46 $22.64 $23.89
0388 Tire Service Worker T 438 $19.38 $20.45 $21.57 $22.76 $24.01
0181 Traffic Engineering Technician 511 $27.89 $29.42 $31.04 $32.75 $34.55
0389 Traffic Maint Service Worker 437 $19.28 $20.34 $21.46 $22.64 $23.89
0410 Traffic Markings Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16
0140 Traffic Signal/Light Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55
0374 Traffic Signal/Light Leadworker 495 $25.75 $27.17 $28.66 $30.24 $31.90
0336 Traffic Signals Electrician 490 $25.10 $26.48 $27.94 $29.48 $31.10
0365 Tree Equipment Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00
0460 Trees Maint Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16
0144 Trees Maintenance Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70
0372 Vehicle Body Repair Crewleader 493 $35.49 $26.89 $28.37 $29.93 $31.58
0351 Vehicle Body Technician 412 $17.00 $17.94 $18.93 $19.97 $21.07
0137 Video Engineer Supervisor 519 $29.03 $30.63 $32.31 1$34.09 $35.96
0268 Volunteer Services Coordinator 450 $20.57 $21.70 $22.89 $24.15 $25.48
0385 Warehousekeeper 458 $21.41 $22.59 $23.83 $25.14 $26.42
0362 Wastewater Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00
0454 Wastewater Maint Service Workr 437 $19.28 $20.34 $21.46 $22.64 $23.89
0146 Wastewater O s Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70
0404 Wastewater O s Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16
MEA MOU July 1, 2007 -June 30, 2012 33
EXHIBIT A-CLASS/SALARY SCHEDULE
EFFECTIVE JANUARY 1, 2007
v
i E
Wastewater Pum Mechanic 449 $20.46 $21.59 $22.78 $24.03 $25.35
Water Construction Inspector 491 $25.24 $26.63 $28.09 $29.63 $31.26
0151 Water Dist Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70
0379 Water Dist Maint Leadworker 486 $24.62 $25.97 $27.40 $28.91 $30.50
0147 Water Dist Meters Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70
0377 Water Dist Meters Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16
0364 Water Equip Operator 470 $22.73 $23.98 $25.30 $26.69 $28.16
0397 Water Meter Reader 431 $18.70 $19.73 $20.82 $21.96 $23.17
0356 Water Meter Repair Technician 453 $20.88 $22.03 $23.24 $24.52 $25.87
0152 Water Operations Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70
0371 Water Operations Leadworker 492 $25.36 $26.76 $28.23 $29.78 $31.42
0156 Water Quality Coordinator 506 $27.19 $28.69 $30.27 $31.94 $33.70
0191 Water Quality Technician 480 $23.90 $25.21 $26.60 $28.06 $29.60
0461 Water Service Worker 443 $19.87 $20.96 $22.11 $23.33 $24.61
0368 Water Systems Technician 1 443 $19.87 $20.96 $22.11 $23.33 $24.61
0369 Water Systems Technician II 456 $21.19 $22.36 $23.59 $24.89 $26.26
0370 Water Systems Technician III 476 $23.41 $24.70 $26.06 $27.49 $29.00
0449 Water Utility Locator 480 $23.90 $25.21 $26.60 $28.06 $29.60
0202 Workers' Comp Claims Examiner 417 $17.45 $18.41 $19.42 $20.49 $21.62
MEA MOU July 1, 2007 -June 30, 2012 34
EXHIBIT A-CLASS/SALARY SCHEDULE
EFFECTIVE SEPTEMBER 1, 2007
Job A -D AIN D es pn.6"It" E
101-1
Graded. '
� 0
0111 Accountant 502 $26.65 $28.12 $29.67 $31.30 $33.02
0286 Accounting Technician 1 429 $18.52 $19.54 $20.61 $21.74 $22.94
0287 Accounting Technician 11 448 $20.36 $21.48 $22.66 $23.91 $25.22
0294 Accounting Technician Supervisor 477 $23.53 $24.82 $26.19 $27.63 $29.15
0445 Admin Environmental Specialist 533 $31.12 $32.83 $34.64 $36.55 $38.56
0428 Administrative Aide 498 $26.13 $27.57 $29.09 $30.69 $32.38
0278 Administrative Assistant 473 $23.07 $24.34 $25.68 $27.09 $28.58
0289 Administrative Secretary 441 $19.68 $20.76 $21.90 $23.10 $24.37
0254 Alarm Services Coordinator 475 $23.30 $24.58 $25.93 $27.36 $28.86
0297 Art Programs Curator 475 $23.30 $24.58 $25.93 $27.36 $28.86
0296 Arts Education Coordinator 448 $20.36 $21.48 $22.66 $23.91 $25.22
0108 Assistant Planner 507 $27.34 $28.84 $30.43 $32.10 $33.87
0267 Assistant Social Worker 434 $19.00 $20.04 $21.14 $22.30 $23.53
0358 Beach Equipment Operator 460 $21.62 $22.81 $24.06 $25.38 $26.78
0149 Beach Maintenance Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72
0452 Beach Maintenance Service Worker 443 $19.87 $20.96 $22.11 $23.33 $24.61
0210 Building Inspector 1 491 $25.24 $26.63 $28.09 $29.63 $11 96,
0211 Building Inspector 11 511 $27.89 $29.42 $31.04 $32.75 $34.55
0208 Building Inspector 111 531 $30.82 $32.51 $34.30 $36.19 $38.18
0176 Building Plan Checker 1 528 $30.36 $32.03 $33.79 $35.65 $37.61
0520 Building Plan Checker 11 558 $35.25 $37.19 $39.24 $41.40 $43.68
0112 Buyer 499 $26.27 $27.71 $29.23 $30.84 $32.54
0340 Carpenter 478 $23.65 $24.95 $26.32 $27.77 $29.30
0106 Civil Engineering Assistant 533 $31.12 $32.83 $34.64 $36.55 $38.56
0162 Civilian Check Investigator 453 $20.88 $22.03 $23.24 $24.52 $25.87
0186 Code Enforcement Officer 1 454 $20.99 $22.14 $23.36 $24.64 $26.00
0182 Code Enforcement Officer 11 496 $25.89 $27.31 $28.81 $30.39 $32.06
0511 Code Enforcement Technician 417 $17.45 $18.41 $19.42 $20.49 $21.62
0335 Communications Technician 486 $24.62 $25.97 $27.40 $28.91 $30.50
0263 Community Relations Specialist 464 $22.06 $23.27 $24.55 $25.90 $27.32
0252 Community Services Rec Coordinator 485 $24.50 $25.85 $27.27 $28.77 $30.35
0258 Community Services Rec Supervisor 508 $27.49 $29.00 $30.59 $32.27 $34.04
0179 Computer Drafting Technician 517 $28.73 $30.31 $31.98 $33.74 $35.60
0193 Computer Operator 426 1 $18.25 $19.25 $20.31 $21.43 $22.61
0345 Concrete Finisher 470 $22.73 $23.98 $25.30 $26.69 $28.16
0172 Construction Inspector 1 491 $25.24 $26.63 $28.09 $29.63 $31.26
0463 Construction Inspector 11 511 $27.89 $29.42 $31.04 $32.75 $34.55
0312 Court Liaison Specialist 441 $19.68 $20.76 $21.90 $23.10 $24.37
0166 Crime Analyst 498 1 $26.13 $27.57 $29.09 $30.69 $32.38
0165 Crime Analyst Senior 529 $30.51 $32.19 $33.96 $35.83 $37.80
0255 Crime Scene Investigator 486 $24.62 $25.97 $27.40 $28.91 $30.50
0119 Criminalist 508 $27.49 $29.00 $30.59 $32.27 $34.04
0192 Cross Connection Control Specialist 496 $25.89 $27.31 $28.81 $30.39 $32.06
0462 Crossing Guard Coordinator 464 L_$22.06 $23.27 $24.55 $25.90 $27.32
35
MEA MOU July 1, 2007 - June 30, 2012
EXHIBIT A- CLASS/SALARY SCHEDULE
EFFECTIVE SEPTEMBER 1, 2007
b Yt�e Qescrip{i Pays AB v
r, n CDat>i �S �. �o a� ,,:•
0299 Cultural Services Aide 475 $23.30 $24.58 $25.93 $27.36 $28.86
0400 Custodian 422 $17.89 $18.87 $19.91 $21.01 $22.17
0134 Deputy City Clerk 459 $21.51 $22.69 $23.94 $25.26 $26.65
0138 Development Specialist . 508 $27.49 $29.00 $30.59 $32.27 $34.04
0456 Distribution Services Clerk 418 $17.55 $18.51 $19.53 $20.60 $21.73
0375 Electrical Leadworker 495 $25.75 $27.17 $28.66 $30.24 $31.90
0339 Electrician 493 $25.49 $26.89 $28.37 $29.93 $31.58
0232 -Emergency Medical Services Coordinator 578 $38.96 $41.10 $43.36 $45.75 $48.27
0198 Emergency Services Coordinator 548 $33.54 $35.38 $37.33 $39.38 $41.55
0175 Engineering Aide 464 $22.06 $23.27 $24.55 $25.90 $27.32
0180 Engineering Technician 517 $28.73 $30.31 $31.98 $33.74 $35.60
0142 Equip/Auto Maint Crewleader 518 $28.87 $30.46 $32.14 $33.91 $35.78
0472 Equip/Auto Maint Leadworker 499 $26.27 $27.71 $29.23 $30.84 $32.54
0382 Equipment Services Crewleader 518 $28.87 $30.46 $32.14 $33.91 $35.78
0383 Equipment Support Assistant 449 $20.46 $21.59 $22.78 $24.03 $25.35
0061 Executive Assistant 501 $26.53 $27.99 $29.53 $31.15 $32.86
0143 Facilities Maintenance Crewleader 517 $28.73 $30.31 $31.98 $33.74 $35.60
0407 Facilities Maintenance Leadworker 467 $22.39 $23.62 $24.92 $26.29 $27.74
0391 Facilities Maintenance Technician 451 $20.66 $21.80 $23.00 $24.27 $25.61
0398 Field Service Representative 457 $21.30 $22.47 $23.71 $25.01 $26.39
0260 Fire Safety Program Specialist 502 $26.65 $28.12 $29.67 $31.30 $33.02
0173 Fire Training Maintenance Technician 485 $24.50 $25.85 $27.27 $28.77 $30.35
0204 Fire Training Media Specialist 482 $24.13 $25.46 $26.86 $28.34 $29.90
0470 Forensic Systems Specialist 522 $29.47 $31.09 $32.80 $34.60 $36.50
0576 GIS Analyst 1 526 $30.06 $31.71 $33.45 $35.29 $37.23
0178 GIS Analyst II 542 $32.56 $34.35 $36.24 $38.23 $40.33
0352 Grader Equipment Operator 476 $23.41 $24.70 $26.06 $27.49 $29.00
0187 Graphics Admin Specialist 454 $20.99 $22.14 $23.36 $24.64 $26.00
0390 Groundsworker 417 $17.45 $18.41 $19.42 $20.49 $21.62
0190 Haz Mat Program Specialist 524 $29.75 $31.39 $33.12 $34.94 $36.86
0337 Helicopter Maintenance Technician 482 $24.13 $25.46 $26.86 $28.34 $29.90
0139 Housing Development Specialist 507 $27.34 $28.84 $30.43 $32.10 $33.87
0113 Human Services Program Supervisor 508 $27.49 $29.00 $30.59 $32.27 $34.04
0115 Info Systems Analyst 1 526 $30.06 $31.71 $33.45 $35.29 $37.23
0505 Info Systems Analyst II 542 $32.56 $34.35 $36.24 $38.23 $40.33
0117 Info Systems Analyst III 555 $34.73 $36.64 $38.66 $40.78 $43.02
0118 Info Systems Analyst IV 574 $38.18 $40.28 $42.50 $44.84 $47.31
0212 Info Systems Specialist 1 455 $21.10 $22.26 $23.48 $24.77 $26.13
0213 Info Systems Specialist II 474 $23.18 $24.45 $25.80 $27.22 $28.72
0313 Info Systems Specialist III 503 $26.80 $28.27 $29.82 $31.46 $33.19
0495 Info Systems Technician 1 431 $18.70 $19.73 $20.82 $21.96 $23.17
0494 Info Systems Technician II 455 $21.10 $22.26 $23.48 $24.77 $26.13
0493 Info Systems Technician III 478 $23.65 $24.95 $26.32 $27.77 $29.30
0492 Info Systems Technician IV 498 $26.13 $27.57 $29.09 $30.69 $32.38
0491 Info Systems Technician Senior 512 $28.02 $29.56 $31.19 $32.91 $34.72
MEA MOU July 1, 2007-June 30, 2012 36
EXHIBIT A- CLASS/SALARY SCHEDULE
EFFECTIVE SEPTEMBER 1, 2007
ZVI-
Job Type Des*~r�p ions pa A g p
0155 Irrigation Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72
0357 Irrigation Specialist 454 $20.99 $22.14 $23.36 $24.64 $26.00
0359 Landscape Equipment Operator 460 $21.62 $22.81 $24.06 $25.38 $26.78
0145 Landscape Maintenance Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72
0402 Landscape Maintenance Leadworker 476 $23.41 $24.70 $26.06 $27.49 $29.00
0163 Latent Fingerprint Examiner 500 $26.40 $27.85 $29.38 $31.00 $32.70
0164 Latent Fingerprint Examiner Trainee 462 $21.82 $23.02 $24.29 $25.63 $27.04
0300 Legal Assistant 464 $22.06 $23.27 $24.55 $25.90 $27.32
0114 Librarian 480 $23.90 $25.21 $26.60 $28.06 $29.60
0311 Library Clerk 388 $15.10 $15.93 $16.81 $17.73 $18.71
0305 Library Clerk Specialist T 388 $15.10 $15.93 $16.81 $17.73 $18.71
0432 Library Facilities Coordinator 459 $21.51 $22.69 $23.94 $25.26 $26.65
0310 Library Processing Clerk 408 $16.68 $17.60 $18.57 $19.59 $20.67
0451 Library Services Clerk 408 $16.68 $17.60 $18.57 $19.59 $20.67
0257 Library Specialist 443 $19.87 $20.96 $22.11 $23.33 $24.61
0302 Literacy Program Specialist 480 $23.90 $25.21 $26.60 $28.06 $29.60
0303 Mail Services Clerk 383 $14.73 $15.55 $16.41 $17.31 $18.26
0392 Maintenance Service Worker 443 $19.87 $20.96 $22.11 $23.33 $24.61
0394 Maintenance Worker 417 $17.45 $18.41 $19.42 $20.49 $21.62
0448 Marine Equipment Mechanic 497 $26.01 $27.44 $28.95 $30.54 $32.22
0344 Masonry Worker 478 $23.65 $24.95 $26.32 $27.77 $29.30
0384 Mechanic 1 450 $20.57 $21.70 $22.89 $24.15 $25.48
0348 Mechanic II 471 $22.83 $24.09 $25.42 $26.82 $28.30
0347 Mechanic III 483 $24.26 $25.59 $27.00 $28.48 $30.05
0206 Media Production Coordinator 470 $22.73 $23.98 $25.30 $26.69 $28.16
0380 Media Services Specialist 443 $19.87 $20.96 $22.11 $23.33 $24.61
0285 Medical Claims Examiner 423 $17.99 $18.98 $20.02 $21.12 $22.28
0306 Office Assistant 1 375 $14.16 $14.94 $15.76 $16.63 $17.54
0304 Office Assistant II 412 $17.00 $17.94 $18.93 $19.97 $21.07
0290 Office Specialist 423 $17.99 $18.98 $20.02 $21.12 $22.28
0341 Painter 478 $23.65 $24.95 $26.32 $27.77 $29.30
0378 Painter Leadworker 494 $25.62 $27.03 $28.52 $30.09 $31.74
0485 Paralegal 498 $26.13 $27.57 $29.09 $30.69 $32.38
0153 Park Maintenance Crewleader 517 $28.73 $30.31 $31.98 $33.74 $35.60
0264 Park Naturalist 503 $26.80 $28.27 $29.82 $31.46 $33.19
0177 Parking Meter Repair Technician 471 $22.83 $24.09 $25.42 $26.82 $28.30
0395 Parking Meter Repair Worker 455 $21.10 $22.26 $23.48 $24.77 $26.13
0570 Parking/Camping Assistant 417 $17.45 $18.41 $19.42 $20.49 $21.62
0459 Parking/Camping Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72
0401 Parking/Camping Leadworker 476 $23.41 $24.70 $26.06 $27.49 $29.00
0455 Parking/Traffic Control Coordinator 464 $22.06 $23.27 $24.55 $25.90 $27.32
0262 Parking/Traffic Control Officer 417 $17.45 $18.41 $19.42 $20.49 $21.62
0577 Parking/Traffic Control Supervisor 477 $23.53 $24.82 $26.19 $27.63 $29.15
0447 Payroll Technician 451 $20.66 $21.80 $23.00 $24.27 $25.61
0295 Permit Technician 434 $19.00 $20.04 $21.14 $22.30 $23.53
0279 Personnel Assistant 445 $20.06 $21.16 $22.32 $23.55 1 $24.85
MEA MOU July 1, 2007-June 30, 2012 37
EXHIBIT A-CLASS/SALARY SCHEDULE
EFFECTIVE SEPTEMBER 1, 2007
J�bTYpe Description P� A
0154 Pest Control Advisor Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72
0367 Pest Control Specialist 454 $20.99 $22.14 $23.36 $24.64 $26.00
0136 Planning Aide 464 $22.06 $23.27 $24.55 $25.90 $27.32
0342 Plumber 488 $24.86 $26.23 $27.67 $29.19 $30.80
0197 Police Photo/imaging Photo/imaging S ecialst 485 $24.50 $25.85 $27.27 $28.77 $30.35
0307 Police Records Specialist 423 $17.99 $18.98 $20.02 $21.12 $22.28
0283 Police Records Supervisor 454 $20.99 $22.14 $23.36 $24.64 $26.00
0282 Police Records Technician 403 $16.28 $17.18 $18.12 $19.12 $20.17
0308 Police Services Specialist 443 $19.87 $20.96 $22.11 $23.33 $24.61
0215 Police Systems Coordinator 474 $23.18 $24.45 $25.80 $27.22 $28.72
0399 Printing Services Technician 428 $18.43 $19.44 $20.51 $21.64 $22.83
0259 Property Officer 462 $21.82 $23.02 $24.29 $25.63 $27.04
0205 Public Information Specialist 498 $26.13 $27.57 $29.09 $30.69 $32.38
0207 Public Works Plan Checker 528 $30.36 $32.03 $33.79 $35.65 $37.61
0515 SCADA Coordinator 512 $28.02 $29.56 $31.19 $32.91 $34.72
0346 SCADA Technician 488 $24.86 $26.23 $27.67 $29.19 $30.80
0110 Senior Accountant 530 $30.66 $32.35 $34.13 $36.01 $37.99
0288 Senior Accounting Technician 467 $22.39 $23.62 $24.92 $26.29 $27.74
0434 Senior Code Enforcement Officer 516 $28.59 $30.16 $31.82 $33.57 $35.42
0171 Senior Construction Inspector 531 $30.82 $32.51 $34.30 $36.19 $38.18
0120 Senior Criminalist 548 $33.54 $35.38 $37.33 $39.38 $41.55
0135 Senior Deputy City Clerk 508 $27.49 $29.00 $30.59 $32.27 $34.04
0343 Senior Facilities Maintenance Technician 483 $24.26 $25.59 $27.00 $28.48 $30.05
0334 Senior Helicopter Maintenance Technician 547 $33.36 $35.20 $37.14 $39.18 $41.34
0188 Senior Inspector Water Construction 522 $29.47 $31.09 $32.80 $34.60 $36.50
0309 Senior Library Services Clerk 427 $18.35 $19.36 $20.42 $21.54 $22.72
0450 Senior Library Specialist 461 $21.73 $22.92 $24.18 $25.51 $26.91
0363 Senior Marine Equipment Mechanic 518 $28.87 $30.46 $32.14 $33.91 $35.78
0446 Senior Payroll Technician 470 $22.73 $23.98 $25.30 $26.69 $28.16
0437 Senior Permit Technician 483 $24.26 $25.59 $27.00 $28.48 $30.05
0168 Senior Printing Services Technician 465 $22.16 $23.38 $24.67 $26.03 $27.46
0265 Senior Services Assistant 362 $13.27 $14.00 $14.77 $15.58 $16.44
0481 Senior Services Transportation Coordinator 456 $21.19 $22.36 $23.59 $24.89 $26.26
0350 Senior Vehicle Body Technician 471 $22.83 $24.09 $25.42 $26.82 $28.30
0349 Senior Wastewater Pump Mechanic 460 $21.62 $22.81 $24.06 $25.38 $26.78
0396 Senior Water Meter Reader 453 $20.88 $22.03 $23.24 $24.52 $25.87
0436 Senior Workers' Comp Claims Examiner 505 $27.06 $28.55 $30.12 $31.78 $33.53
0338 Signs Leadworker 480 $23.90 $25.21 $26.60 $28.06 $29.60
0148 Signs/Markings Crewleader 517 $28.73 $30.31 $31.98 $33.74 $35.60
0354 Signs/Markings Equipment Operator 460 $21.62 $22.81 $24.06 $25.38 $26.78
0266 Social Worker 475 $23.30 $24.58 $25.93 $27.36 $28.86
0386 Stock Clerk 417 $17.45 $18.41 $19.42 $20.49 $21.62
0361 Street Equipment Operator 460 $21.62 $22.81 $24.06 $25.38 $26.78
0150 Street Maintenance Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72
0406 Street Maintenance Leadworker 486 $24.62 $25.97 $27.40 $28.91 $30.50
0478 Street Services Leadworker 486 $24.62 $25.97 $27.40 $28.91 $30.50
0183 Survey Party Chief 536 $31.59 $33.33 $35.16 $37.09 1 $39.13
MEA MOU July 1, 2007- June 30, 2012 38
EXHIBIT A-CLASS/SALARY SCHEDULE
EFFECTIVE SEPTEMBER 1, 2007
ide
0174 Survey Technician 1 464 $22.06 $23.27 $24.55 $25.90 $27.32
0185 Survey Technician II 480 $23.90 $25.21 $26.60 $28.06 $29.60
0195 Telecommunications Specialist 537 $31.75 $33.50 $35.34 $37.28 $39.33
0203 Television Producer/Director 498 $26.13 $27.57 $29.09 $30.69 $32.38
0433 Theater/Media Technician 443 $19.87 $20.96 $22.11 $23.33 $24.61
0388 Tire Service Worker T 444 $19.96 $21.06 $22.22 $23.44 $24.73
0181 Traffic Engineering Technician 517 $28.73 $30.31 $31.98 $33.74 $35.60
0389 Traffic Maintenance Service Worker 443 $19.87 $20.96 $22.11 $23.33 $24.61
0410 Traffic Markings Leadworker 476 $23.41 $24.70 $26.06 $27.49 $29.00
0336 Traffic Signal Electrician 496 $25.89 $27.31 $28.81 $30.39 $32.06
0140 Traffic/Signal/Light Crewleader 517 $28.73 $30.31 $31.98 $33.74 $35.60
0374 Traffic/Signal/Light Leadworker 501 $26.53 $27.99 $29.53 $31.15 $32.86
0365 Tree Equipment Operator 460 $21.62 $22.81 $24.06 $25.38 $26.78
0144 Trees Maintenance Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72
0460 Trees Maintenance Leadworker 476 $23.41 $24.70 $26.06 $27.49 $29.00
0372 Vehicle Body Repair Crewleader 499 $26.27 $27.71 $29.23 $30.84 $32.54
0351 Vehicle Body Technician 418 $17.55 $18.51 $19.53 $20.60 $21.73
0137 Video Engineer Supervisor 525 $29.91 $31.55 $33.28 $35.11 $37.04
0268 Volunteer Services Coordinator 456 $21.19 $22.36 $23.59 $24.89 $26.26
0385 Warehousekee er 464 $22.06 $23.27 $24.55 $25.90 $27.32
0362 Wastewater Equipment Operator 460 $21.62 $22.81 $24.06 $25.38 $26.78
0454 Wastewater Maintenance Service Worker 443 $19.87 $20.96 $22.11 $23.33 $24.61
0146 Wastewater Operations Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72
0404 Wastewater Operations Leadworker 476 $23.41 $24.70 $26.06 $27.49 $29.00
0387 Wastewater Pump Mechanic 455 $21.10 $22.26 $23.48 $24.77 $26.13
0582 Water Conservation Coordinator 506 $27.19 $28.69 $30.27 $31.94 $33.70
0189 Water Construction Inspector 497 $26.01 $27.44 $28.95 $30.54 $32.22
0151 Water Dist Maintenance Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72
0379 Water Dist Maintenance Leadworker 492 $25.36 $26.76 $28.23 $29.78 $31.42
0147 Water Dist Meters Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72
0377 Water Dist Meters Leadworker 476 $23.41 $24.70 $26.06 $27.49 $29.00
0364 Water Equipment Operator 476 $23.41 $24.70 $26.06 $27.49 $29.00
0397 Water Meter Reader 437 $19.28 $20.34 $21.46 $22.64 $23.89
0356 Water Meter Repair Technician 459 $21.51 $22.69 $23.94 $25.26 $26.65
0152 Water Operations Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72
0371 Water Operations Leadworker 498 $26.13 $27.57 $29.09 $30.69 $32.38
0156 Water Quality Coordinator 512 $28.02 $29.56 $31.19 $32.91 $34.72
0191 Water Quality Technician 486 $24.62 $25.97 $27.40 $28.91 $30.50
0461 Water Service Worker 449 $20.46 $21.59 $22.78 $24.03 $25.35
0368 Water Systems Technician 1 449 $20.46 $21.59 $22.78 $24.03 $25.35
0369 Water Systems Technician 11 462 $21.82 $23.02 $24.29 $25.63 $27.04
0370 Water Systems Technician 111 482 $24.13 $25.46 $26.86 $28.34 $29.90
0449 Water Utility Locator 486 $24.62 $25.97 $27.40 $28.91 $30.50
0202 Workers' Comp Claims Examiner 423 $17.99 $18.98 $20.02 $21.12 $22.28
MEA MOU July 1, 2007-June 30, 2012 39
EXHIBIT B — UNIFORM POLICY
A. General
The City shall furnish uniforms to those employees designated by the various Department
Heads as required to wear a standard uniform for appearance, uniformity and public recognition
purposes, in the procedures and guidelines set forth hereinafter.
B. Affected Employees
All employees listed in Exhibit B-1 shall wear a standard City adopted uniform. Each
Department Head shall determine which employees must wear a uniform. The Uniform Listing
by Category/Class shall be indicated in the document attached hereto and by this reference
incorporated herein as Exhibit B-1.
C. Personal Protective Equipment (PPE)
All personal protective equipment as related to employee job duties and responsibilities shall be
provided based upon Supervisor designated need. Examples of personal protective equipment
include, but may not be limited to the following: hardhats, foul weather gear, steel-toed rubber
boots, steel-toed caps, wood heat resistant soles, special hazard gloves, safety glasses, face
shields, ear protectors and arm and shin guards. R-1 safety vests shall be furnished to all
employees having occasion to work within travel ways.
D. Safety Shoes
1. Safety toe shoes or boots as each assignment dictates.
a. Two pair per year.
b. Damaged shoes shall be turned into operating Supervisor who shall
authorize replacement or repair.
2. The maximum amount to be reimbursed for a pair of safety shoes will not exceed two
hundred and twenty-five dollars ($225.00) per pair every six months or sooner, if
necessary.
3. Shoes or boots shall be purchased through designated standard outlets.
E. Employee Responsibilities
1. To wear a clean and complete uniform as required.
2. Uniform appearance shall include:
a. Patch to be worn above left shirt or jacket pocket.
b. Pants to have no cuffs.
c.Worn with pride in appearance to public (i.e., shirt buttoned, shirttail tucked in, etc).
3. To wash and provide minimum repair(i.e., buttons, small tears, etc).
4. To provide any alterations necessary including sewing on of City patches.
5. To not wear the uniform for other than City duties or work.
MEA MOU July 1, 2007—June 30, 2012 40
6. To notify the Supervisor of the need to replace due to disrepair or severe staining
producing an undesirable appearance.
7. To turn in all uniform components, including patches upon termination.
8. To turn in all personal protective equipment upon termination.
9. To wear all personal protective equipment prescribed by the City Safety Officer and
Supervisor of the division.
F. City Responsibilities
1. To furnish funding for the agreed uniform allowances.
2. To report to the California Public Employees Retirement System (CaIPERS) the cost of
uniforms provided as set forth in Uniform Listing by Category/Class, Exhibit B-1, for each
class as special compensation in accordance with Title 2, California Code of Regulations,
Section 571(a)(5). For employees that are not required to wear uniforms on a daily basis
or who are not actively employed for an entire payroll calendar year, a prorated cost of
uniforms may apply.
3. To provide and maintain one or more retail clothing outlets for the various allotments. City
reserves the right to name vendor.
4. To maintain records of purchases.
G. Department Head or Designee Responsibilities
1. To ensure employee compliance with the Uniform Policy.
2. To approve replacement of deteriorated uniform component(s) and personal protective
equipment as required and to maintain a listing for each eligible employee, by name and
class, of all uniform component(s) and personal protective equipment purchased.
3. To confirm receipt of uniforms, patches and personal protective equipment from an
employee upon termination. A Termination Checklist Form is to be completed, signed by
the employee, and submitted to the Human Resources Office.
4. To report to the Human Resources Director any changes to the Uniform Listing by
Category/Class (Exhibit B-1). The City reserves the right to add, delete, change or
modify the Uniform Listing as required.
MEA MOU July 1, 2007—June 30, 2012 41
Exhibit B-1
Category of Uniform
Group 1: 5 Shirts, T-Shirts and Pants, Patches, 1 Jacket PW/CS Field Issue),
Group 2: 1 Blue Suit, 2 Pants/ Polo Shirts, 1 Sweater, 1 Pair Shoes (Fire)
Group 3: 2 Blue Shirts, 3 Pants/Skirts, 1 choice Jacket/Sweater/Sweatshirt PD
Group 4: 2 Polo Shirts, 2 Pants or 2 Shorts, 1 Hat CS
Group 5: 5 Polo Shirts, 1 Jacket, 1 Windbreaker(not annually), 1 Hat(Inspection), Shoes PPE/Safety for Inspectors
only not CalPERS reportable
Group 6: 2 T-Shirts CS
Group 8: 4 Battle Dress Uniform, 4 Polo Shirts, 1 Jacket, 1 Rain suit(PD
Group 9: 4 Blue Pants, 2 Shorts, 4 Polos or Blue Shirts,1 Jacket, 1 Rain suit PD
Group 10: 5 Shirts, 5 Pants, Shoes PPE/Safety not PIERS reportable
Group 11: 3 Shirts, 3 Pants, Boots PPE/Safety not PERS reportable
Group 12: 5 Polo Shirts, 3 Pants, 1 Sweatshirt or Windbreaker IS
Uniform Listing by Category/Class*
r Jab at ti
Vepartrnent, . „ .. .. Class - 3 Notes
a=
..: Type of Un�forrr�
Bldg &Safety 0210 Building Inspector 1 5
Bldg &Safety 0211 Building Inspector II 5
Bldg &Safety 0208 Building Inspector III 5
Comm Svcs 0358 Beach Equip Operator 1
Comm Svcs 0149 Beach Maint Crewleader 1
Comm Svcs 0452 Beach Maint Service Worker 1
Comm Svcs 0252 Community Svcs Rec 6 Daily wear not required. Used for
Coordinator special events and/or sports leagues.
Frequency of use varies -seasonal
from weekly to monthly
Comm Svcs 0258 Community Svcs Rec Supervisor 6 Daily wear not required. Used for
special events and/or sports leagues.
Frequency of use varies -seasonal
from weekly to monthly
Comm Svcs 0448 Marine Equipment Mechanic 1
Comm Svcs 0177 Parking Meter Repair Tech 1
Comm Svcs 0395 Parking Meter Repair Worker 1
Comm Svcs 0459 Parking/Camping Crewleader 4
Comm Svcs 0401 Parking/Camping Leadworker 4
Comm Svcs 0363 Senior Marine Equip Mechanic 1
Comm Svcs 0265 Senior Services Assistant 6 Bus Driver only
Comm Svcs 0400 Custodian 1
Library
Police
Comm Svcs 0262 Parking/Traffic Control Officer 3
Police
Finance 0398 Field Services Representative 1
Fire 0232 Emergency Medical Svcs Coord 2
MEA MOU July 1, 2007 —June 30, 2012 42
ry
Job- Cate orY
.Department Class Notes
ON
Type. �. =of t}r,tform
:_-
Fire 0198 Emergency Services Coordinator 2 Daily wear not required
Fire 0260 Fire Safety Program Specialist 2
Fire 0173 Fire Training Maintenance Tech 11
Fire 0190 Haz Mat Program Specialist 10
Information 0492 Info Systems Technician IV 12 4 of 5 ees issued uniform; 2 in the field
Services &2 in radio repair shop
Planning 0186 Code Enforcement Officer 1 5
Planning 0182 Code Enforcement Officer 11 5
Planning 0511 Code Enforcement Tech 5
Planning 0434 Senior Code Enforcement Officer 5
Police 0263 Community Relations Specialist 3 Daily wear not required
Police 0255 Crime Scene Investigator 8
Police 0462 Crossing Guard Coordinator 9
Police 0337 Helicopter Maintenance Tech 1
Police 0455 Parking/Traffic Control 9
Coordinator
Police 0307 Police Records Specialist 3 In Records Division only
Police 0283 Police Records Supervisor 3
Police 0282 Police Records Technician 3
Police 0308 Police Services Specialist 3 In Records Division only
Police 0215 Police Systems Coordinator 3
Police 0259 Property Officer 9
Police 0334 Senior Helicopter Maint Tech 1
Public Works 0445 Admin Environmental Specialist 5
Public Works 0340 Carpenter 1
Public Works 0345 Concrete Finisher 1
Public Works 0172 Construction inspector 1 5
Public Works 0463 Construction Inspector 11 5
Public Works 0192 Cross Connection Control Spec 5
Public Works 0375 Electrical Leadworker 1
Public Works 0339 Electrician 1
Public Works 0382 Equip Services Crewleader 1
Public Works 0142 Equip/Auto Maint Crewleader 1
Public Works 0472 Equip/Auto Maint Leadworker 1
Public Works 0383 Equipment Support Assistant 1
Public Works 0407 Facilities Maint Leadworker 1
Public Works 0391 Facilities Maintenance Tech 1
Public Works 0398 Field Service Representative 1 In Public Works only
Public Works 0352 Grader Equip Operator 1
Public Works 0390 Groundsworker 1
Public Works 0155 Irrigation Crewleader 1
Public Works 0357 Irrigation Specialist 1
Public Works 0359 Landscape Equip Operator 1
Public Works 0145 Landscape Maint Crewleader 1
Public Works 0402 Landscape Maint Leadworker 1
Public Works 0392 Maintenance Service Worker 1
Public Works 0394 Maintenance Worker 1
Public Works 0344 Masonry Worker 1
MEA MOU July 1, 2007— June 30, 2012 43
Job—
Department Classate €� Niel 0
tlnifttr ;
Public Works 0384 Mechanic 1 1
Public Works 0348 Mechanic 11 1
Public Works 0347 Mechanic 111 1
Public Works 0341 Painter 1
Public Works 0378 Painter Leadworker 1
Public Works 0153 Park Maintenance Crewleader 1
Public Works 0154 Pest Control Advisor Crewleader 1
Public Works 0367 Pest Control Specialist 1
Public Works 0342 Plumber 1
Public Works 0515 SCADA Coordinator 5
Public Works 0346 SCADA Technician 1
Public Works 0171 Senior Construction Inspector 5
Public Works 0343 Senior Facilities Maint Tech 1
Senior Inspector Water
Public Works 0188 Construction 5
Public Works 0350 Senior Vehicle Body Technician 1
Senior Wastewater Pump
Public Works 0349 Mechanic 1
Public Works 0396 Senior Water Meter Reader 1
Public Works 0338 Signs Leadworker 1
Public Works 0148 Signs/Markings Crewleader 1
Public Works 0354 Signs/Markings Equip Operator 1
Public Works 0361 Street Equip Operator 1
Public Works 0150 Street Maint Crewleader 1
Public Works 0406 Street Maint Leadworker 1
Public Works 0478 Street Services Leadworker 1
Public Works 0183 Survey Party Chief 5
Public Works 0174 Survey Technician 5
Public Works 0185 Survey Technician II 5
Public Works 0388 Tire Service Worker T 1
Public Works 0389 Traffic Maint Service Worker 1
Public Works 0410 Traffic Markings Leadworker 1
Public Works 0336 Traffic Signals Electrician 1
Public Works 0140 Traffic Signal/Light Crewleader 1
Public Works 0374 Traffic Signal/Light Leadworker 1
Public Works 0365 Tree Equipment Operator 1
Public Works 0460 Trees Maint Leadworker 1
Public Works 0144 Trees Maintenance Crewleader 1
Public Works 0372 Vehicle Body Repair Crewleader 1
Public Works 0351 Vehicle Body Technician 1
Public Works 0385 Warehousekee er 1
Public Works 0362 Wastewater Equip Operator 1
Wastewater Maint Service
Public Works 0454 Worker 1
Public Works 0146 Wastewater Ops Crewleader 5
Public Works 0404 Wastewater Ops Leadworker 1
Public Works 0387 Wastewater Pump Mechanic 1
Public Works 0189 Water Construction Inspector 5
Public Works 0151 Water Dist Maint Crewleader 1
MEA MOU July 1, 2007—June 30, 2012 44
IM
Department Job Class Gate ory � Nctes �`
� T3�he ... of Uniform .
Public Works 0379 Water Dist Maint Leadworker 1
Public Works 0147 Water Dist Meters Crewleader 5
Public Works 0377 Water Dist Meters Leadworker 1
Public Works 0364 Water Equip Operator 1
Public Works 0397 Water Meter Reader 1
Public Works 0356 Water Meter Repair Technician 1
Public Works 0152 Water Operations Crewleader 1
Public Works 0371 Water Operations Leadworker 1
Public Works 0461 Water Service Worker 1
Public Works 0368 Water Systems Technician 1 1
Public Works 0369 Water Systems Technician 11 1
Public Works 0370 Water Systems Technician 111 1
Public Works 0449 Water Utility Locator 1
*Note: unless otherwise indicated, uniforms are required for daily wear.
MEA MOU July 1, 2007— June 30, 2012 45
EXHIBIT C —VEHICLE USE POLICY
Section 1 - Purpose
The purpose of these regulations is to establish and implement City policies and procedures relative to
the assignment, utilization and control of City-owned vehicles as transportation for employees who
engage in official City business, to establish reimbursement procedures for privately-owned vehicles
used for City business, and to clarify the City's responsibility for damage and/or liability for private
vehicles used on official City business.
Section 2 - Scope
These regulations cover the use of City and private vehicles for conducting official City business and
shall be applicable to all City departments and employees.
Section 3 - Policy
When necessary during the course of an employee's official duties, transportation or reimbursement
therefore shall be provided by the City. In the event no City vehicle is available, the employee may use
the personal vehicle with their approval of the Department Head. Employees authorized to drive either
their own or a City-owned vehicle on official business must possess a valid California Driver License for
the class of vehicle they will be operating. The transportation method authorized will be determined in
terms of the best interests of the City. The general program set forth in this regulation will be
implemented by the City Administrator Office upon approval of the City Council and administered by
the Department Heads in accordance with the policies herein established. It is the responsibility of
each Department Head to enforce the provisions of this regulation as it relates to employees of his/her
department.
City-owned vehicles shall only be used for official City business. City-owned vehicles shall not be
driven to and kept at the employee's home or any location other than the regular work location or
Corporation Yard, except as provided by this regulation.
Section 4—Vehicle Use Criteria
I. Assigned Vehicles:
A. Assigned City vehicles may be taken home by employees whose residence is within
ten (10) miles of City Hall for the uses as described below:
1. Executive use includes the City Administrator, Deputy City Administrator and
Department Heads.
2. Emergency Response Units:
a. Employees who are required to respond more than once per week on an
average without delay in order to protect the public health, safety and
property.
b. Employees who are required to carry special emergency equipment in their
vehicles, which must be utilized on a regular and frequent basis. (A radio in
and of itself does not constitute special emergency equipment.)
3. Continuous use outside of regular working hours -- Employees who are called
back on an unscheduled basis to perform official city business outside of regular
working hours more than once per week on an average and who meet one of the
following criteria:
MEA MOU July 1, 2007—June 30, 2012 46
a. Mileage driven on official City business exceeds an average of five
hundred (500) miles per month, or
b. Who regularly and frequently supervises subordinates or conducts
inspections in the field, or
C. Whose duties require the employee to be away from his/her base
workstation greater than fifty percent (50%) of his/her working time, on an
average.
B. City vehicles, which shall not be taken home, may be assigned based on meeting one
of the following criteria:
1. Monthly mileage driven exceeds an average of five hundred (500) miles per
month and the vehicle is used for the purpose of supervision or inspection in the
field, or
2. Duties require the employee to be away from his/her workstation, greater than
fifty percent (50%) of his/her working time, on an average.
II. Reimbursement of Use of Personal Vehicle:
A. Executive Use — The City Administrator, Deputy City Administrator and Department
Heads may, at their option, receive the automobile allowance as established by
Resolution.
B. Mileage Reimbursement -- Employees, upon authorization of their Department Head,
may use their own vehicles on official City business and shall be reimbursed at current
Internal Revenue Service (IRS) regulations while driving on official City business.
1. Employees shall submit monthly claims for reimbursement to their Department
Head 2. Employees shall not be reimbursed for commuting to and from
work, except that employees who are required to attend scheduled meetings
outside of normal working hours may be reimbursed for mileage required.
Section 5— Insurance Requirements
All privately-owned vehicles authorized to be used on official City business shall be insured by the
individual employee in the minimum amount of fifty thousand dollars ($50,000.00) public liability for any
one person and one hundred thousand dollars ($100,000.00) public liability for all persons, any one
accident. They must also be insured for twenty thousand dollars ($25,000.00) property damage and
fifteen thousand dollars ($15,000.00) for any one uninsured motorist and thirty thousand dollars
($30,000.00) for all uninsured motorists any one accident. Employee private vehicle information shall
be reviewed and updated annually by the respective departments. The record maintained should
contain the following current information.
• Name of Employee • Operator's License
• Insurance Company • Driver's License Expiration Date
• Insurance Policy Number • Insurance Expiration Date
• Amount of Coverage
MEA MOU July 1, 2007—June 30, 2012 47
It shall be the Department Head's responsibility to insure that no privately owned vehicle is operated on
City business without insurance coverage and a valid operators license as required by this regulation.
Clarification on City Liability on Use of Private Vehicle:
In the event of damage to private vehicles, while on City business where a third party is negligent, the
employee should collect damages (including insurance deductibles) from the third party. Where the
employee is negligent, the City cannot be held liable for damages to the automobile, but the City can
be held responsible for liability to third parties. The City shall be responsible to such employee for the
first one hundred dollars ($100.00) of comprehensive and/or collision damages suffered by such
employee to the extent that such employee's personal automobile insurance policy does not cover
such first one hundred dollars ($100.00) damage. The employee's insurance policy is considered as
the primary coverage, and the City liability begins after the limitations of the employee's coverage is
exhausted.
In the event a City employee's personal vehicle is damaged due to accident/collision while being used
for official City business and the employee is deprived the use thereof, the City shall furnish such
employee with a vehicle during such time as is reasonably required to repair said employee's vehicle.
MEA MOU July 1, 2007—June 30, 2012 48
EXHIBIT D
PROVISIONS OF THE RETIREE MEDICAL SUBSIDY 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. On the date of retirement the employee has a minimum of ten (10) years of continuous full time
City service or is granted an industrial disability retirement; and
B. At the time of retirement, the employee is employed by the City; and
C. Following official separation from the City, the employee is granted a retirement allowance by
the California Public Employees' Retirement System.
The City's obligation to pay the monthly premium as indicated shall be modified downward or
cease during the lifetime of the retiree upon the occurrence of any one of the following:
1. On the first of the month in which a retiree or dependent reaches age sixty five (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 sixty five (65) under the City's medical plans shall
be governed by applicable plan document.
2. In the event the federal government or state government mandates an employer-funded
health plan or program for retirees, or mandates that the City make contributions toward
a health plan (either private or public) for retirees, the City's contribution rate as set forth
in this plan shall first be applied to the mandatory plan. If there is any excess, that
excess may be applied toward the City medical plan as supplemental coverage provided
the retired employee pays the balance necessary for such coverage, if any.
3. 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 family for a period not to exceed
twelve (12) months.
SCHEDULE OF BENEFITS
D. Minimum Eligibility for Benefits - With the exception of an industrial disability retirement,
eligibility for benefits begin after an employee has completed ten (10) years of continuous
service with the City of Huntington Beach. Said service must be continuous for ten (10)
years unless prior service is reinstated at the time of his/her rehire in accordance with the
City's Personnel Rules.
E. Disability Retirees - Industrial disability retirees with less than ten (10) continuous years of
service shall receive a maximum monthly payment toward the premium for health
insurance of one hundred twenty one dollars ($121.00). Payments shall be in accordance
49
MEA MOU July 1, 2007—June 30, 2012
with the stipulations and conditions that exist for all retirees. Payment shall not exceed the
dollar amount that is equal to the full cost of premium for employee only.
F. Maximum Monthly Subsidy Payments - All retirees, including those retired as a result of
disability whose number of continuous years of service on the date of retirement exceeds
ten (10), shall be entitled to a maximum monthly payment of premiums by the City for each
year of completed City service as follows:
Maximum Monthly Payment
For Retirements After:
Years of Service Subsidy
10 $ 121
11 136
12 151
13 166
14 181
15 196
16 211
17 226
18 241
19 256
20 271
21 286
22 300
23 315
24 330
25 344
Note: The above payment amounts may be reduced each month as dependent eligibility ceases due
to death, divorce or loss of dependent child status. However, the amount shall not be reduced if such
reduction would cause insufficient funds needed to pay the full premium for the employee and the
remaining dependents. In the event no reduction occurs and the remaining benefit premium is not
sufficient to pay the premium amount for the employee and the eligible dependents, said needed
excess premium amount shall be paid by the employee.
MEA MOU July 1, 2007—June 30, 2012 50
G. Medicare:
1. All persons are eligible for Medicare coverage at age sixty-five (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 sixty five (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 sixty-five (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 sixty-five (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 sixty-five (65) is not eligible for paid
Part A of Medicare and his/her spouse who is also age sixty-five (65) is
eligible for paid Part A of Medicare, the subsidy shall be for the retiree's
Part A only.
H. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
a. Coverage for a retiree under the Retiree Medical Subsidy Plan will
be eliminated on the first day of the month in which the retiree
reaches age sixty-five (65). If such retiree was covering dependents
under the Plan, dependents will be eligible for COBRA continuation
benefits effective as of the retiree's sixty-fifth (65th) birthday.
b. Dependent coverage will be eliminated upon whichever of the
following occasions comes first:
1) After thirty six (36) months of COBRA continuation coverage,
or
2) When the covered dependent reaches age sixty-five (65) and
in the event such dependent reaches age sixty-five (65) prior
to the retiree reaching age sixty-five (65).
C. At age sixty-five (65) retirees are eligible to make application for
Medicare. Upon being considered "eligible to make application,"
whether or not application has been made for Medicare, the Retiree
Medical Subsidy Plan will be eliminated.
MEA MOU July 1, 2007—June 30, 2012
51
2. Retiree Medical Subsidy Plan and COBRA participants shall be notified of
non-payment of premium by means of a certified letter from Human
Resources in accordance with the provisions of this Memorandum of
Understanding.
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.
MEA MOU July 1, 2007—June 30, 2012 52
EXHIBIT E
9/80 WORK SCHEDULE
This work schedule is known as the "9/80." The 9/80 work schedule is designed to be in
compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that
there is a conflict with the current rules, practices and/or procedures regarding work schedules
and leave plans, then the rules listed below shall govern.
9/80 Work Schedule Defined
The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two
(2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day
for eight (8) hours, with a scheduled unpaid lunch break during each work shift, totaling forty
(40) hours in each FLSA workweek. The 9/80 work schedule shall not reduce service to the
public, departmental effectiveness, productivity and/or efficiency as determined by the City
Administrator or designee.
A. The FLSA workweek for each employee on a 9/80 schedule shall begin and end four (4)
hours into that employee's regularly scheduled shift on the day of the week that the
employee alternatively works an eight (8) hour shift and takes off. For example,
employees on a 9/80 schedule who are assigned to the Civic Center shall have an FLSA
workweek that starts and ends four (4) hours into the employee's regularly scheduled
shift each Friday, as these employees may only have 9/80 schedules that provide for
alternating Fridays off with working eight (8) hour days on Fridays. Employees may only
take their lunch break on their eight (8) hour day after first having worked four (4) hours
in that shift, unless the employee receives prior approval of their Supervisor, as overtime
may occur in such situations.
B. Two (2) Week Pay Period — The pay period for employees starts Friday mid-shift (P.M.)
and continues for fourteen (14) days until Friday mid-shift (A.M.). During this period,
each week is made up of four (4) nine (9) hour workdays totaling (thirty-six (36) hours)
and one (1) four (4) hour Friday and those hours equal forty (40) work hours in each
workweek (e.g. the Friday is split into four (4) hours for the A.M. shift, which is charged
to workweek one and four (4) hours for the P.M. shift, which is charged to workweek
two).
C. A/B Schedules — To continue to provide service to the public every Friday, employees
on a 9/80 schedule assigned to the Civic Center, are to be divided between two
schedules, known as the "A" schedule and the "B" schedule, based upon the
departmental needs. For identification purposes, the "A" schedule shall be known as the
schedule with a day off on the Friday in the middle of the pay period, or, "off on payday",
the "B" schedule shall have the first Friday (P.M.) and the last Friday (A.M.) off, or
"working on payday." An example is listed below:
tJ1 Oil
F
A Schedule 4 4 - 9 9 9 9 - - 9 9 9 9 4 4
B Schedule - - - 9 9 9 9 4 4 - - 9 9 9 9 - -
MEA MOU July 1, 2007—June 30, 2012 53
D. Schedule Changes — FLSA non-exempt employees cannot change their—assigned
schedules, without prior approval of their Supervisor, Department Head, and the Human
Resources Director or designee. The purpose of this authorization is to review the
impact on overtime. FLSA exempt employees may change their schedules at the
beginning of any pay period with Supervisor and Department Head approval.
E. Emergencies — All employees on the 9/80 work schedule are subject to be called to
work any time to meet any and all emergencies or unusual conditions which, in the
opinion of the City Administrator, Department Head or designee may require such
service from any of said employees.
Overtime Defined
FLSA Non-Exempt Employees —All non-exempt employees under the 9/80 work schedule shall
earn overtime for all hours worked after the first forty (40) hours in their designated FLSA
workweek as required under FLSA. Employees are required to obtain Supervisor authorization
prior to working any overtime.
1. Overtime Compensation —As stated in Article IX.B.
2. Compensatory Time—As stated in Article IX.B.
Leave Benefits
When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9)
hours of eligible leave per workday shall be charged against the employee's leave balance or
eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the
current accrual, eligibility, request and approval requirements.
1. General Leave —As stated in Article XII.A.1.
2. Sick Leave —As stated in Article XII.A.3.
3. Bereavement Leave—As stated in Article XI I.A.4.
4. Holidays
a. If a holiday falls on an FLSA non-exempt employee's flex day off, the employee
must then take the work shift before or after the holiday off with their Supervisor
and Department Head approval. If the employee cannot take the work shift
before or after the holiday off, the employee will be credited General Leave with
the number of hours of the employee's regularly scheduled work shift.
b. If a holiday falls on an FLSA exempt employee's flex day off, the employee must
then take the work shift before or after the holiday off with Supervisor and
Department Head approval. FLSA exempt employees shall not be granted any
Administrative/General Leave or any added compensation for not taking a work
shift off on a scheduled holiday.
5. Jury Duty- The provisions of the Personnel Rules shall continue to apply, however, if an
FLSA exempt employee is called to serve on jury duty during a the employee's flex day
off, Saturday or Sunday or on a City holiday, then the jury duty shall be considered the
same as having occurred during the employee's day off from work; therefore, the
employee will receive no added compensation.
MEA MOU July 1, 2007—June 30, 2012 54
EXHIBIT F
4/10 WORK SCHEDULE
This work schedule is known as the "4/10" work schedule. The 4/10 work schedule is designed
to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event
that there is a conflict with the current rules, practices and/or procedures regarding work
schedules and leave plans, then the rules listed below shall govern.
4/10 Work Schedule Defined
The 4/10 work schedule shall be defined as working four (4) days for forty (40) hours in an
FLSA workweek by working four (4) days at ten (10) hours per day, plus a one-hour unpaid
lunch during each work shift. The FLSA workweek shall be defined as Saturday 12:00:00 A.M.
to Friday 11:59:59 P.M. The 4/10 work schedule shall not reduce service to the public,
departmental effectiveness, productivity and/or efficiency as determined by the City
Administrator or designee.
All employees on the 4/10 work schedule are subject to be called to work any time to meet any
and all emergencies or unusual conditions which, in the opinion of the City Administrator,
Department Head or designee may require such service from any of said employees.
Overtime Defined
FLSA Non-Exempt Employees —All non-exempt employees under the 4/10 work schedule shall
earn overtime for all hours worked after the first forty (40) hours in an FLSA workweek as
required under FLSA. Employees are required to obtain Supervisor authorization prior to
working any overtime.
1. Overtime Compensation —As stated in Article IX.B.
2. Compensatory Time —As stated in -Article IX.B.
Leave Benefits
When an employee is off on a scheduled workday under the 4/10 work schedule, then ten (10)
hours of eligible leave per workday shall be charged against the employee's leave balance. All
leaves shall continue under the current accrual, eligibility, request and approval requirements.
1. General Leave—As stated in -Article XI I.A.1.
2. Sick Leave —As stated in Article XI I.A.3.
3. Bereavement Leave—As stated in -Article XI I.A.4.
4. Holidays
a. If a holiday falls on an FLSA non-exempt employee's Friday off, the employee
must then take the work shift before or after the holiday off with Supervisor and
Department Head approval. If the employee cannot take the work shift before or
after the holiday off, the employee will be credited with General Leave the
number of hours of the employee's regularly scheduled work shift.
MEA MOU July 1, 2007—June 30, 2012 55
b. If a holiday falls on an FLSA exempt employee's Friday off, the employee must
then take the work shift before or after the holiday off with Supervisor and
Department Head approval. FLSA exempt employees shall not be granted any
Administrative/General Leave or any added compensation for not taking a work
shift off on a scheduled holiday.
5. Jury Duty- The provisions of the Personnel Rules shall continue to apply, however, if
an FLSA exempt employee is called to serve on jury duty during a normal Friday off,
Saturday or Sunday or on a City holiday, then the jury duty shall be considered the
same as having occurred during the employee's day off from work; therefore, the
employee will receive no added compensation.
MEA MOU July 1, 2007—June 30, 2012 56
EXHIBIT G
AGENCY SHOP AGREEMENT
Legislative Authority
The City of Huntington Beach (City) and the Huntington Beach Municipal Employees
Association (Association) mutually understand and agree that in accordance with State of
California law, per adoption of SB 739 (specifically, Government Code Section 3502.5), the
Association will be covered by an Agency Shop. As a result of this Agency Shop Agreement
between the City and the Association, and as a condition of continued employment, this Agency
Shop Agreement hereby requires that all bargaining unit employees represented by the
Association:
1. Elect to join the Association and pay Association Dues;
2. Pay an Agency Fee for representation;
3. Or with a Religious exemption, pay a fee equal to the Agency Fee to be donated
to selected charities.
The following Agency Shop Agreement will be implemented in conformity with California
Government Code Section 3502.5 and applicable law and will be incorporated into any
successor Memorandum of Understanding entered into between City and Association, unless
rescinded pursuant to the terms of this Agreement.
Association Dues/Agency Fee Collection
Effective with the pay period beginning July 31, 2004, the City shall deduct Association Dues,
Agency Fee and Religious Exemption Fees from all employees who have signed a written
authorization, and a copy of that authorization has been provided to the Human Resources
Director at least three weeks before that date. The authorization shall indicate whether
Association Dues, Agency Fee or Religious Exemption Fees shall be deducted and shall be
jointly developed by the City and the Association. Employees who do not sign the written
authorization, or whose written authorization is not provided to the Human Resources Director
at least three weeks before the beginning of the pay period when deductions under this Agency
Shop Agreement are to begin, shall be subject to the Agency Fee deduction. Employees on
leave without pay or employees who earn a salary less than the Association deduction shall not
have Association Dues, Agency Fee, or Religious Exemption Fees deducted for that pay period.
The Agency Fee is a fee equal to direct representation costs as determined by the Association's
certified financial report. The Association shall notify the Human Resources Director of the
amount of the Association Dues and the Agency Fee to be deducted from the unit members'
paychecks three weeks prior to the date of the first deduction and then once per year thereafter
by September 1st, for implementation in the first full pay period beginning in October of each
year.
MEA MOU July 1, 2007—June 30, 2012 57
New Hire Notification
Effective July 31, 2004, all new hires in the bargaining unit shall be informed by the Human
Resources Director or designee, at the time of hire, that an Agency Shop Agreement is in effect
for their classification, by providing a copy of this Agreement, the Memorandum of
Understanding and a form, mutually developed between the City and the Association that
outlines the employee's choices under the Agency Shop Agreement. The employee shall be
provided thirty(30) calendar days from the date of hire to elect their choice and provide a signed
copy of that choice to the Human Resources Director. Deductions under this Agency Shop
Agreement for new hires will start with the first full payroll period beginning thirty (30) days after
the new hire submits his/her selection to the Human Resources Director. The Association may
request to meet with new hires at a time and place mutually agreed upon between the City and
the Association.
Failure To Pay Dues/Fees
All unit employees who choose not to become members of the Association or resign from
Association membership shall be required to pay to the Association a representation service fee
(the Agency Fee referenced in this Agency Shop Agreement) that represents such employee's
proportionate share of the Association's cost of legally authorized representation services on
behalf of unit employees in their relations with the City. Such Agency Fee shall in no event
exceed the regular, periodic membership dues paid by unit employees who are members of the
Association. Unit employees who change their status (from Association member to Agency Fee
payer or to Religious exemption, or vice-versa) after the effective date of this Agency Shop
Agreement shall be subject to the terms of the changed status with the first full pay period
beginning thirty (30) days or more after the employee informs the Human Resources Director of
the change in writing on a form to be jointly developed by the City and the Association.
Religious Exemption
Any employee who is a member of a religious body whose traditional tenets or teachings
include objections to joining or financially supporting employee organizations shall not be
required to pay an Agency Fee, but shall pay by means of mandatory payroll deduction an
amount equal to the Agency Fee to a non-religious, non-labor charitable organization exempt
from taxation under Section 501(c)(3) of the Internal Revenue Code. Those fees shall be
remitted by the Association to any of the non-labor, non-religious charitable organizations
offered by the Association for this purpose, at the choice of the employee.
To qualify for the Religious exemption the employee must provide to the Association a written
statement of objection, along with verifiable evidence of membership in a religious body as
described above. The City will implement the change in status, with the first full pay period
beginning thirty(30) days or more after the employee submits the appropriate form to the City to
change his/her status, unless notified by the Association in writing that the requested exemption
is not valid. The City shall not be made a party to any dispute arising relative to the
determination of Religious exemptions.
Records
The Association shall keep an adequate itemized record of its financial transactions and shall
make a written financial report thereof, in the form of a balance sheet certified as to accuracy by
its president and treasurer or corresponding principal officer, or by a certified public accountant,
available annually, to the City, to Agency Fee payers and to unit members who elect the
Religious exemption relating to this Agency Shop Agreement, within 60 days following the end
of its fiscal year.
MEA MOU July 1, 2007—June 30, 2012 58
All forms submitted by an employee to the City, or by the Association on behalf of an employee,
shall be retained by the City in the employee's personnel file.
The Human Resources Director or designee shall provide the Association a list of all unit
members with dues paying status with each Association Dues check remitted to the
Association. This list and the Association Dues shall be submitted by the City to the Association
within three weeks of each pay period.
Rescission Of Agreement
The Agency Shop Agreement may be rescinded at any time during the period of time that the
Association remains the exclusive bargaining agent for the unit employees by a majority vote of
all the employees in the bargaining unit. A request for such vote must be supported by a
petition containing the signatures of at least thirty percent (30%) of the employees in the unit.
The election shall be by secret ballot and conducted by California State Mediation and
Conciliation and in accordance with state law.
INDEMNIFICATION
The Association shall indemnify, defend and hold the City harmless from and against all claims
and liabilities as a result of implementing and maintaining this Agency Shop Agreement.
The City and the Association recognize the right of the employees to form, join and participate in
lawful activities of employee organizations and the equal alternative right of employees to refuse to
join or participate in employee organization activities.
During the life of this Agreement all unit members who choose to become members of the
Association shall be required to maintain their membership in the Association in good standing,
subject however, to the right to resign from membership no sooner than April 15 or later than
May 15, of any year this Agreement remains in effect. Any unit member may exercise the right
to resign by submitting a written notice to the Association and to the City during the resignation
period on the Deduction Authorization/Change in Status form. The change in deductions from
the employee's payroll will be effective with the first full pay period beginning thirty (30) days or
more after the Human Resources Director receives the employee's written notice.
The City and the Association agree that neither shall discriminate nor retaliate against any
employee for the employee's participation or non-participation in any Association activity.
Payroll Deduction
Effective with the pay period beginning July 31, 2004, the City will deduct from each paycheck of
unit employees, and remit to the Association, the normal and regular Association Dues and Agency
Fees, in the timelines described as voluntarily authorized in writing by the employee, subject to the
following conditions:
(1) Such deductions shall be made only upon submission of a Deduction
Authorization/Change in Status form to the Human Resources Director. Said form
shall be duly completed and signed by the employee. If no form is completed by the
employee, the employee shall be subject to the Agency Fee.
MEA MOU July 1, 2007—June 30, 2012 59
(2) The City shall not be obligated to put into effect any new, changed or discontinued
deduction until the first full pay period commencing thirty (30) days or longer after such
submission.
Every effort will be made by the City to remit dues to the Association within three (3)
weeks of receipt. The Association agrees to indemnify and hold the City harmless
against any and all suits, claims, demands and liabilities that may arise out of, or by
reason of, any action that shall be taken by the City for the purpose of complying with
this Section.
MEA MOU July 1, 2007—June 30, 2012 60
Res. No. 2007-85
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of
Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby
certify that the whole number of members of the City Council of the City of
Huntington Beach is seven, that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a regular meeting thereof held on November 19, 2007 by the following vote:
AYES: Bohr, Carchio, Coerper, Green
NOES: Cook, Hansen, Hardy
ABSENT: None
ABSTAIN: None
9i
City Clerk and ex-officio Verk of the
City Council of the City of
Huntington Beach, California