HomeMy WebLinkAboutCity Council - 2008-13 RESOLUTION NO. 2008-13
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH APPROVING AND IMPLEMENTING THE
MEMORANDUM OF UNDERSTANDING BETWEEN THE HUNTINGTON BEACH
FIREFIGHTERS' ASSOCIATION (HBFA) AND THE CITY OF HUNTINGTON BEACH
FOR SEPTEMBER 25, 2007 THROUGH JUNE 24, 2011.
WHEREAS, the City Council of the City of Huntington Beach does hereby resolve as
follows:
The Memorandum of Understanding between the City of Huntington Beach and the
Huntington Beach Firefighters' Association ("HBFA"), a copy of which is attached hereto as
Exhibit A and by reference made a part hereof, is hereby approved and ordered implemented in
accordance with the terms and conditions thereof, and the City Administrator is authorized to
execute this Agreement. Such Memorandum of Understanding shall be effective for the term of
September 25, 2007, through June 24, 2011.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 19th day of February , 20 08 .
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Resolution No-2008-13
Memorandum of Understanding
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September 25, 2007 through June 24, 2011
Exhibit"A" Resolution No.2008-13
TABLE OF CONTENTS
ARTICLE I-REPRESENTATIONAL UNIT/CLASSIFICATIONS.................................................................................1
ARTICLE 11—EXISTING CONDITIONS OF EMPLOYMENT.......................................................................................1
ARTICLE III-SEVERABILITY......................................................................................................................................2
ARTICLE IV—SALARY SCHEDULES.........................................................................................................................2
ARTICLE V—SPECIAL PAY..............................................................................................................•.........................3
A. EDUCATION ......................................................................................................................................3
1. Incentive Plan...................................................................................................................................................3
a. Level ......................................................................................................................................................3
b. Level 11 .....................................................................................................................................................3
C. Maximum Education Incentive Pay..........................................................................................................3
d. Degree Majors.......................................... ..............................................................................................3
e. Education Committee ..............................................................................................................................3
f. Effective Date ..........................................................................................................................................3
g. Previous Benefits.....................................................................................................................................4
B. ACTING ASSIGNMENTS ......................................................................................................................4
C. ADMINISTRATIVE APPOINTMENTS .......................................................................................................4
1. Administrative Appointments............................................................................................................................4
2. Pay Upon Completion of Administrative Appointment......................................................................................4
D. PAY UPON COMPLETION OF PARAMEDIC DUTIES.................................................................................5
E. SPECIAL CERTIFICATION/SKILL PAY ...................................................................................................5
1. State Board of Fire Service Certification ..........................................................................................................5
2. Paramedic Re-certification ...............................................................................................................................5
3. Preceptors........................................................................................................................................................5
4. Firefighter Tiller Certification.............................................................................................................................6
a. Tiller Certification.....................................................................................................................................6
b. Class B Driver License ............................................................................................................................6
C. Light Air Unit ............................................................................................................................................6
5. Bilingual Skill.....................................................................................................................................................6
6. Fire Protection Specialist..................................................................................................................................6
7. Level II Investigator ..........................................................................................................................................6
8. Urban Search and Rescue (USAR)Team Assignment Pay............................................................................7
9. Hazardous Materials (Hazmat)Team Assignment Pay...................................................................................7
10. Rank Paramedic Assignment Pay....................................................................................................................7
11. Special Certification Pay............_....................................................................................................................8
F. HOLIDAY PAY-IN-LIEU .......................................................................................................................8
G. LONGEVITY PAY................................................................................................................................9
H. REPORTABLE TO PERS.....................................................................................................................9
ARTICLE VI— UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT.........................................................................9
A. UNIFORMS PROVIDED BY CITY...........................................................................................................9
B. UNIFORM ALLOWANCE/FITNESS.........................................................................................................9
C. UNIFORM CARE AND REPLACEMENT................................................................................................. 10
D. UNIFORM POLICIES AND ADVISORY COMMITTEE................................................................................ 10
E. REPORTABLE TO PERS................_.................................................................................................. 10
ARTICLE VII—HOURS OF WORK/OVERTIME........................................................................................................11
A. WORK SCHEDULE........................................................................................................................... 11
B. HOURS OF WORK- DEFINED............................................................................................................ 11
C. LEVEL PAY PLAN............................................................................................................................. 12
1. Twenty-four(24) Hour Shift Personnel...........................................................................................................12
HBFA MOU Sept. 25,2007—June 24,2011 -ii- 2/11/2008
Exhibit"A" Resolution No.2008-13
TABLE OF CONTENTS
3. Lost Time Defined..........................................................................................................................................12
4. Forty(40) Hour Work Week...........................................................................................................................12
5. 4110 Work Schedule Defined..........................................................................................................................12
D. OVERTIME/COMPENSATORY TIME .................................................................................................... 13
1. Paid Overtime.................................................................................................................................................13
2. Compensatory Time.......................................................................................................................................13
a. Non-Exempt...........................................................................................................................................13
b. Staff Personnel ......................................................................................................................................13
C. Compensatory Time Paid Off................................................................................................................14
3. Callback..........................................................................................................................................................14
4. Mandatory Standby.........................................................................................................................................14
5. Electronic Communication Devices................................................................................................................14
6. Required Training Attendance........................................................................................................................14
7. Cancellation of Overtime................................................................................................................................14
8. Court Time......................................................................................................................................................15
9. Payout of Rank..............................................................................................................................................15
E. JURY DUTY..................................................................................................................................... 15
F. SHIFT EXCHANGE/RELIEF................................................................................................................ 15
G. ASSIGNED SHIFT POLICY................................................................................................................. 16
H. MINIMUM STAFFING AND FILLING VACANCIES.................................................................................... 16
1. Minimum Staffing Levels ................................................................................................................................16
ARTICLE VIII—HEALTH AND OTHER INSURANCE BENEFITS.............................................................................16
A. HEALTH INSURANCE........................................................................................................................ 16
B. ELIGIBILITY CRITERIA AND COST...................................................................................................... 16
1. City Paid Medical Insurance— Employee and Dependents............................................................................16
b. Employer Contribution to Health and Other Insurance Benefits............................................................17
C. FUTURE PREMIUMS......................................................................................................................... 17
D. PUBLIC EMPLOYEES' MEDICAL AND HOSPITAL CARE ACT(PEMHCA)OPTION.................................... 18
E. MEDICAL CASH-OUT....................................................................................................................... 18
F. SECTION 125 PLAN......................................................................................................................... 18
G. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT........................................................................ 18
1. Life..................................................................................................................................................................18
2. Accidental Death and Dismemberment..........................................................................................................18
H. LONG TERM DISABILITY................................................................................................................... 18
I. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY MEDICAL RETIREE SUBSIDY
PLAN ................................................................................................................................................... 18
J. POST-65 SUPPLEMENTAL MEDICARE COVERAGE.............................................................................. 19
K. MISCELLANEOUS............................................................................................................................. 19
ARTICLEIX—RETIREMENT.....................................................................................................................................20
A. BENEFITS.......................................................................................................................................20
1. Public Employees' Retirement System...........................................................................................................20
2. Self-Funded Supplemental Retirement Benefit..............................................................................................21
3. Medical Insurance for Retirees.......................................................................................................................21
B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM REIMBURSEMENT AND REPORTING...................................22
1. Employee's Contribution.................................................................................................................................22
2. Reporting of Base Salary................................................................................................................................22
C. REINSTATEMENT PRIVILEGES FOR DISABILITY RETIREES ...................................................................22
ARTICLEX—LEAVE BENEFITS...............................................................................................................................23
A. LEAVE WITH PAY.............................................................................................................................23
1. Vacation..........................................................................................................................................................23
a. Accrual...................................................................................................................................................23
b. Eligibility and Permission.......................................................................................................................24
C. Conversion to Cash ...............................................................................................................................24
HBFA MOU Sept. 25,2007—June 24,2011 -iii- 2/11/2008
Exhibit"A" Resolution No.2008-13
TABLE OF CONTENTS
d. Pay-Off at Termination...........................................................................................................................24
2. Sick Leave......................................................................................................................................................25
a. Accrual....................................................................................................................... .........................25
b. Pay-Off at Termination...........................................................................................................................25
C. Utilization in Conjunction with Industrial Disability Leave.......................................................................25
3. Leave Benefit Entitlements.............................................................................................................................25
4. Bereavement..................................................................................................................................................26
5. Association Business......................................................................................................................................26
ARTICLEXI—CITY RULES.......................................................................................................................................26
A. PERSONNEL RULES.........................................................................................................................26
B. PRECEDENCE OF AGREEMENT.........................................................................................................26
C. LAYOFF RULES ...............................................................................................................................26
D. EMPLOYEE EMPLOYER RELATIONS RESOLUTION (EERR)..................................................................26
ARTICLE XII -MISCELLANEOUS.............................................................................................................................26
A. FIRE DEPARTMENT PROMOTIONAL EXAMS —POLICY D-10................................................................26
B. LIVING QUARTERS...........................................................................................................................26
C. PAYCHECKS ...................................................................................................................................27
1. Bi-Weekly Pay................................................................................................................................................27
2. Paycheck Stub............. ..................................................................................................................................27
3. Direct Deposit.................................................................................................................................................27
4. Vacation Payroll Advance...............................................................................................................................27
D. CLASS B DRIVER'S LICENSE ............................................................................................................27
E. DEFERRED COMPENSATION LOAN PROGRAM....................................................................................28
ARTICLE XIII— MANAGEMENT RIGHTS..................................................................................................................28
ARTICLE XIV—TERM OF MOU ................................................................................................................................28
ARTICLE XV-CITY COUNCIL APPROVAL..............................................................................................................29
EXHIBIT A—EMPLOYER-EMPLOYEE RELATIONS RESOLUTION.......................................................................30
EXHIBIT B -SALARY SCHEDULE............................................................................................................................31
EXHIBIT C—RETIREE SUBSIDY MEDICAL PLAN..................................................................................................47
EXHIBIT D—TILLER CERTIFICATION.....................................................................................................................52
EXHIBIT E—INCOME PROTECTION PLAN.............................................................................................................53
EXHIBIT F—56-HOUR VACATION AND SICK LEAVE ACCRUAL— LEAVE BENEFITS (EXAMPLE) ..................54
EXHIBIT G - POLICY D-14, MINIMUM STAFFING AND FILLING OF VACANCIES................................................56
HBFA MOU Sept.25,2007—June 24,2011 -iv- 2/11/2008
Exhibit"A" Resolution No.2008-13
MEMORANDUM OF UNDERSTANDING
Between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
and
THE HUNTINGTON BEACH FIREFIGHTER'S ASSOCIATION
(Hereinafter called ASSOCIATION or HBFA)
September 25, 2007 through .Dune 24, 2011
ARTICLE I - REPRESENTATIONAL UNIT/CLASSIFICATIONS
A. It is recognized that the Huntington Beach Firefighter's Association is the employee
organization, which has the right to meet and confer in good faith with the City on
behalf of employees of the City of Huntington Beach within the following
classifications:
Deputy Fire Marshal* Firefighter
Fire Captain Firefighter Paramedic
Fire Engineer Fire Protection Specialist*
Fire Development Specialist*
*Administrative Appointments
B. The City and Association have agreed to a procedure whereby the City, by and
through the Human Resources Director, would be entitled to propose a Unit
Modification. This agreement, Exhibit A, consists of a modification of the City of
Huntington Beach Employer-Employee Relations Resolution (Resolution Number
3335). The City hereby agrees not to propose a unit modification of the existing FIRE
Association unit.
ARTICLE II — EXISTING CONDITIONS OF EMPLOYMENT
A. Except as expressly provided herein, the existing wages, hours, and other terms and
conditions of employment within the lawful scope of representation of the Association
that are contained in prior Memoranda of Understanding between the parties hereto
and which are currently applicable to employees covered herein, shall remain in full
force and effect.
B. When used in this Memorandum of Understanding (MOU), the word "staffing" shall
have the same meaning as the word "manning" and are used interchangeably.
HBFA MOU Sept. 25, 2007—June 24,2011 2/11/2008
-1-
Exhibit"A" Resolution No. 2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
ARTICLE III a SEVERABILITY
If any section, subsection, sentence, clause, phrase or portion of this MOU or any
additions or amendments thereof, or the application thereof to any person, is for any
reason held to be invalid or unconstitutional by the decision of any court of competent
jurisdiction, such decision shall not affect the validity of the remaining portions of this
MOU or its application to other persons. The City Council hereby declares that it would
have adopted this MOU and each section, subsection, sentence, clause, phrase or
portion, and any additions or amendments thereof, irrespective of the fact that any one or
more sections, subsections, sentences, clauses, phrases or portions, or the application
thereof to any person, be declared invalid or unconstitutional.
ARTICLE IV— SALARY SCHEDULES
For each year of this agreement, the base salary of each classification represented by
the Association shall be as set forth in the Salary Schedules, Exhibit B.
A. Wage Increases:
1. Effective the beginning of the pay period that includes September 25, 2007, all
bargaining unit employees shall receive a two and one-half percent (2.5%)
wage increase, except that employees in the classification of Fire Captain shall
receive an additional two percent (2%) wage increase, for a total wage
increase of four and one half percent (4.5%).
2. Effective, the beginning of the pay period that includes March 24, 2008, all
bargaining unit employees shall receive a two and one-half percent (2.5%)
wage increase.
3. Effective the beginning of the pay period that includes September 23, 2008, all
bargaining unit employees shall receive a three percent (3%) wage increase.
4. Effective the beginning of the pay period that includes, March 23, 2009, all
bargaining unit employees shall receive a two and one-half percent (2.5%)
wage increase.
5. Effective the beginning of the pay period that includes September 22, 2009, all
bargaining unit employees shall receive a three percent (3%) wage increase.
6. Effective the beginning of the pay period that includes March 22, 2010, all
bargaining unit employees shall receive a two percent (2%) wage increase.
7. Effective the beginning of the pay period that includes September 21, 2010, all
bargaining unit employees shall receive a two percent (2%) wage increase.
HBFA MOU Sept.25,2007—June 24,2011 -2- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
8. Effective the beginning of the pay period that includes March 21, 2011, all
bargaining unit employees shall receive a two and one-half percent (2.5%)
wage increase.
ARTICLE V — SPECIAL PAY
A. Education:
1. Incentive Plan — It is the purpose and intent of the City to provide an
Education Incentive Plan to motivate the employee to participate in, and
continue with his/her education so as to improve his/her knowledge and
general proficiency which will, in turn, result_in additional benefits to the
Fire Department and to the City. As the levels of additional education
listed below are satisfactorily completed and attained, the employee will
receive additional monetary compensation in recognition of his/her
educational achievement.
a. Level I — Any employee who has attained an Associate Degree, or
attained Junior status in a degree program, shall receive educational
incentive pay of three percent (3%) of his/her base rate of pay. An
employee may only receive this education incentive pay for one
degree.
b. Level II — Any employee who has attained a Bachelors Degree in Fire
Administration, Public Administration, Public Policy or an equivalent
degree as determined by the Education Committee and Fire Chief will
receive education incentive pay of six percent (6%) of his/her base
rate of pay. An employee may only receive this education incentive
pay for one degree.
c. Maximum Education Incentive Pay - The maximum education incentive
pay an employee may receive is six percent (6%) of his/her base rate
of pay for a Bachelors Degree.
d. Degree Majors — Degree majors in an equivalent course of study
other than Fire Science, Fire Administration, r Public Administration or
Public Policy shall be approved in advance by the Education
Committee.
e. Education Committee — An Education Committee shall be established
and composed of three (3) members. Of said three (3) members, one
shall be appointed by the Association, one appointed by the Fire
Chief, and the third shall be the Human Resources Director.
f. Effective Date — Following certification by the Education Committee,
the additional education incentive pay shall commence the beginning
HBFA MOU Sept. 25,2007—June 24,2011 -3- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
of the pay period following the employee's submission of a completed
application that qualifies for education incentive pay.
g. Previous Benefits — Notwithstanding the foregoing, any employee
currently receiving educational incentive benefits in any previously
approved schedule, shall continue to receive the monthly payments
entitled thereunder, in lieu of any payment available under Section
"AA." of this Article, if the current payment exceeds the payment to
which the employee would be entitled under Section "A.1." if any.
B. Acting Assignments - Employees acting in a higher classification, shall be properly
qualified and compensated in accordance with the City Personnel Rules,
C. Administrative Appointments:
1. Administrative Appointments — The City may, from time to time, administratively
appoint employees to administrative or specialist positions. Employees so
appointed to the positions of Captain Paramedic, Engineer Paramedic, Deputy
Fire Marshal, Fire Protection Specialist or Fire Development Specialist shall
serve at the discretion of the Fire Chief. An administrative appointment shall not
affect the employee's regular classification or rank. Persons administratively
appointed shall retain their highest previous permanent classification and the
anniversary date of their appointment to the permanent classification.
2. Pay Upon Completion of Administrative Appointment:
a. An employee administratively appointed to the positions of Captain
Paramedic, Engineer Paramedic, Deputy Fire Marshal, Fire Protection
Specialist, or Fire Development Specialist who is subsequently voluntarily or
involuntarily reassigned to a position within their permanent classification
with a lower rate of pay, shall receive a one (1) step reduction in pay to
initially coincide with their reduced assignment and at each anniversary date
of the original reduction thereafter, until their rate of pay equals the rate of
pay entitled as if they had not received the administrative appointment.
b. An employee administratively appointed to the positions of Captain
Paramedic, Engineer Paramedic, Deputy Fire Marshal, Fire Protection
Specialist or Fire Development Specialist who has completed four (4) years
of service in the appointed or any other appointed parallel position, may
request to return to their permanent classification, and shall within one (1)
year thereafter, be entitled to return to his/her permanent classification. The
pay rate changes associated with the appointment or reappointment shall
follow the process and procedures established for all positions within the
classified service.
c. This section shall not apply to demotions or layoffs.
HBFA MOU Sept.25,2007—June 24,2011 -4- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
D. Pay Upon Completion of Paramedic Duties - Any Firefighter Paramedic with a
minimum of five (5) years of continuous service as a Paramedic may request
reinstatement to his/her previously held classification. Such request must be
submitted in writing to the Fire Chief at least one (1) year prior to the date of the
requested reinstatement. Upon reinstatement, if the employee's current base salary
is equivalent to or in excess of Step E of the respective Firefighter salary range,
his/her salary will be Y-rated and will not change until it no longer exceeds Step E of
the respective Firefighter salary range.
If the employee's Paramedic salary is less than Step E, his/her salary shall be set at a
step in the range closest to his/her existing current base salary.
This section shall not apply to demotions or layoffs.
E. Special Certification/Special Assignment Skill Pay:
1. State Board of Fire Service Certification - Any employee, in a position that did
not require certification as a condition of employment, and who at any time has
been or becomes certified by the State Board of Fire Services in a classification
then occupied, shall be entitled, upon request, to a lump sum cash payment of
two hundred fifty dollars ($250). Each employee may only receive one such
payment irrespective of the number of times he/she is certified in any position.
2. Paramedic Re-certification - Each time a Firefighter Paramedic assigned as a
Firefighter Paramedic is re-certified by the State of California as a Paramedic,
the Firefighter Paramedic shall be entitled to a lump sum cash payment of five
hundred dollars ($500).
Each time a Fire Captain or Fire Engineer is re-certified by the State of California
as a paramedic, the employee shall be entitled to a lump sum cash payment of
five hundred dollars ($500). Eligible employees are Fire Engineers or Fire
Captains who currently possess a State of California Paramedic License and/or
are re-certified by the State of California as a Paramedic to practice as a
Paramedic. Re-certification pay for Captains and Engineers shall be limited to
thirty (30) positions.
The City will allow Fire Engineers and Fire Captains who are certified by the
State of California as a paramedic to maintain local (Orange County)
accreditation and to practice as a paramedic based upon established
department standards.
3. Preceptors - Firefighter Paramedics who possess the qualifications necessary to
be a preceptor and are assigned preceptor duties by the Fire Chief or his/her
sworn designee shall be paid a special pay of 5.34% of the base hourly rate of
Firefighter Step E for each hour worked. It is the intention to provide all eligible
Firefighter Paramedics the same dollar value in this special pay.
HBFA MOU Sept.25,2007—June 24,2011 -5- 2/11/2008
Exhibit"A" Resolution No. 2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
4. Firefighter Tiller Certification - Firefighters that obtain and maintain the
certifications and qualifications as outlined in (a) through (c) below shall receive
a special pay of 1.78% of the bi-weekly base rate of Firefighter Step E. It is the
intention to provide all eligible Firefighters the same dollar value in this special
pay.
a. Tiller Certification — Obtain and maintain Huntington Beach Tiller
Certification.
b. Class B Driver License — Obtain and maintain a minimum of a valid
California Class B Firefighter Restrictive License.
c. Light Air Unit — Ability to drive and operate, the Light Air Unit as required,
and identified in Exhibit D.
5. Bilingual Skill Pay - Employees who are qualified may be called upon to use
Spanish, Vietnamese, or Sign Language skills shall be paid an additional five
percent (5%) of their base rate of pay in addition to their regular bi-weekly salary.
Additional languages may be approved at the discretion of the Fire Chief.
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 rate of pay
for the pay period that the assignment is in effect.
In order to be qualified and certified for said compensation, employee's
language proficiency will be tested and certified by the Human Resources
Manager or designee. Basic conversational proficiency will be evaluated based
on response to a scenario driven oral evaluation. Human Resources will notify
candidates of the results of the oral evaluation. If the candidate's attempt is
unsuccessful, he/she may repeat the process in six (6) months time from the
date of the previous exam. Bilingual skill pay shall begin the first day of the pay
period following certification.
Employees certified and receiving bilingual skill pay for American Sign Language
shall be required to re-certify bilingual skills with the Human Resources Manager
or designee every five (5) years.
6. Fire Protection Specialist - Level I Investigator Certification-Must meet the
requirements of NFPA 1033 Professional Qualifications for Fire Investigator I, or
successful completion of the California State Board of Fire Services Fire
Investigator I courses, including Investigation IA, IB, and PC 832. These
requirements must be met within one year (1) year of appointment as a Fire
Protection Specialist.
7. Level II Investigator - The Level II Investigator salary rate will be adjusted 11%
resulting in the following assigned salary adjustment:
HBFA MOU Sept.25,2007—June 24, 2011 -6- 2/11/2008
Exhibit"A" Resolution No. 2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
a. Fire Protection Specialists assigned to a 56-hour suppression work
schedule, regardless of the suppression rank, while on duty and
temporarily reassigned to Level I responsibilities will be compensated at
the Fire Protection Specialist 56-hour salary rate, for each hour
temporarily assigned.
b. Fire Personnel assigned to a 40-hour non-suppression work schedule,
while on duty and temporarily reassigned as a Level II Investigator, will be
compensated to 22 ranges above a Fire Protection Specialist for each
hour temporarily assigned.
C. Fire Suppression personnel, off duty and temporarily assigned as Level II
Investigator, will be compensated 22 ranges above Fire Protection
Specialist rate at time and one-half.
d. Fire Suppression personnel, while on duty and temporarily reassigned to
Level II Investigator, will be compensated 22 ranges above the Fire
Protection Specialist rate at a 56-hour salary rate for each hour
temporarily assigned.
8. Urban Search and Rescue (USAR) Team Assignment Pay
a. Employees certified and assigned to a Type 3 (Light Duty) USAR team
shall receive special assignment pay of one percent (1%) of their base
rate of pay.
b. Employees certified and assigned to a Type 2 (Medium Duty) USAR team
shall receive special assignment pay of three percent (3%) of their base
rate of pay.
9. Hazardous Materials (Hazmat) Team Assignment Pay
a. Employees assigned to the Hazmat team as a Hazmat Technician shall
receive special assignment pay of five percent (5%) of their base rate of
pay.
b. Employees assigned to the Hazmat team as a Hazmat Specialist shall
receive special assignment pay of seven and one-half percent (7.5%) of
their base rate of pay.
10. Rank Paramedic Assignment Pay — Employees in the classification of Fire
Engineer and Fire Captain who are assigned to perform paramedic duties shall
receive special assignment pay of fourteen percent (14%) of their base rate of
pay.
HBFA MOU Sept.25,2007—June 24,2011 -7- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
11. Special Certification Pay_- Employees who have obtained the following special
certifications shall receive special certification pay as follows:
a. Advanced Paramedic Certification — Each employee who possesses a
current certification of (1) Advanced Cardiac Life Support, (2) Pediatric
Advanced Life Support or Pediatric Education for Prehospital Personnel
and (3) Pre-Hospital Trauma Life Support or Basic Trauma Life Support
shall receive special certification pay of one percent (1%) of their base rate
of pay.
b. Chief Officer Certification — Employees in the classifications of Fire Captain
and Deputy Fire Marshal who are certified by the California State Fire
Marshal's Office as Chief Officer shall receive special certification pay of
three percent (3%) of their base rate of pay.
c. Fire Officer Certification - Employees in the classifications of Firefighter,
Firefighter Paramedic, Fire Engineer, Fire Protection Specialist and Fire
Development Specialist who are certified by the California State Fire
Marshal's Office as Fire Officer shall receive special certification pay of
three percent (3%) of their base rate of pay.
All special certification/special assignment/skill pay provided in Article V (E) shall be
effective the beginning of the first full pay period following certification. The
certification process shall be as follows:
1. Employees shall complete an Official Report including evidence that the
employee has completed all required courses necessary to receive the
certifications noted above.
2. Upon approval of the Fire Chief, the Official Report shall be submitted to the
Education Committee for approval.
3. The effective date of the certification pays as defined above shall begin as
defined in Article V.A.1.f.
F. Holiday Pay-In-Lieu - Employees shall be compensated by the City in-lieu of the ten
(10) listed holidays at their appropriate assigned work schedule rate, either at a forty-
hour (40) or fifty-six hour (56) workweek. Employees assigned to the 40-hour
workweek shall be compensated eight (8) hours per holiday. Employees assigned to
the 56-hour workweek shall be compensated eleven hours and twelve minutes (11.2)
hours per holiday. Personnel who change from a fifty-six (56) hour schedule to a forty
(40) hour schedule shall multiply the existing hours by .7143. Personnel who change
from a forty (40) hour schedule to a fifty-six (56) hour schedule shall divide their
existing hours by .7143. The following are the recognized legal holidays under this
MOU:
1. New Year's Day (January 1)
HBFA MOU Sept.25,2007—June 24,2011 -8- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
2. Martin Luther King's Birthday
3. President's Day (third Monday in February)
4. Memorial Day (last Monday in May)
5. Independence Day (July 4)
6. Labor Day (first Monday in September)
7. Veterans' Day (November 11)
8. Thanksgiving Day (fourth Thursday in November)
9. Friday after Thanksgiving
10. Christmas Day (December 25)
Any day declared by the President of the United States to be a national holiday, or by
the Governor of the State of California to be a State holiday, and adopted as an
employee holiday by the City Council of Huntington Beach.
Holidays which fall on Sunday shall be observed the following Monday, and those
falling on Saturday shall be observed the preceding Friday.
Employees designated by the Fire Chief who are required to work regular shifts on
the above holidays set forth in Section F. of this Article, shall not be entitled to time
off or overtime.
G. Longevity Pay - All employees with the following full time, continuous service in the
City of Huntington Beach shall receive the following longevity pay:
1. Five (5) years or more, but less than ten (10) years, of service shall receive
longevity pay equal to 2.5% of base salary
2. Ten (10) years or more, but less than twenty (20) years, of service shall
receive longevity pay equal to 5% of base salary
3. Twenty (20) years or more of service shall receive longevity pay equal to 7.5%
of base salary
H. Reportable to PERS — Subject to the Public Employees Retirement law and
Regulations, compensation paid as a result of this Article shall be reported to
CalPERS as salary.
ARTICLE VI — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT
A. Uniforms Provided by City — The City will provide all employees with uniforms as
described in the most current Policy C-2. (Uniforms) executed by the City and HBFA.
B. Uniform Allowance/Fitness — City shall provide each employee who participates in the
Fire Department's current physical fitness program, Policy D-9, one hundred fifty
dollars ($150) per fiscal year for the purchase of physical fitness uniforms and
physical fitness shoes, payable in the first payroll period of December. New
HBFA MOU Sept.25,2007—June 24, 2011 -9- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
employees must actively participate a minimum of 90 days prior to December 1st to
be eligible for the December uniform allowance.
C. Uniform Care and Replacement:
1. The City at no cost to the employee, shall replace any uniforms with the
exception of the physical fitness uniforms that are destroyed, become
unacceptable, or were damaged by circumstances involving the Firefighter's
regular work while on duty.
2. The uniforms described in paragraph A of this Article and Policy C-2
(Uniforms) shall be replaced by the City whenever the Fire Chief or his/her
sworn designee determines that such replacement is necessary.
3. The employee shall be responsible for the preservation and cleaning of all
uniforms.
4. All uniforms and equipment furnished by the City, with the exception of T-
shirts, shall remain the property of the City and be returned or replaced if the
employee terminates.
D. Uniform Policies and Advisory Committee:
1. The present uniform and clothing policies, as delineated in this Article, shall
remain in effect until the Fire Chief or his/her sworn designee and the
Association mutually agrees on a new uniform system and on the date of
implementation. On said implementation date, all safety clothing and uniforms
required by the City to be worn by employees during working hours shall meet
all applicable State and Federal regulations relating to said clothing and, with
the exception of station uniforms, be of a high quality, fire resistant material.
2. A uniform advisory committee composed of two (2) members appointed by the
Association and two (2) representatives appointed by the Fire Chief, shall
make recommendations on the uniforms to be worn, the method of said
uniforms will be provided and obtained and further recommendations on safety
clothing and uniforms may be required during the term of this MOU.
E. Reportable to PERS - The City will report as special compensation, in accordance
with Title 2, California Code of Regulations, Section 571(1)(5) to the California Public
Employees' Retirement System (CalPERS), for each classification the average
annual cost of uniforms provided by the City as well as the physical fitness uniform
described in Subsection (B). For employees who are not actively employed for an
entire payroll calendar year, a prorated cost of uniforms shall apply. Upon request,
the City will inform HBFA of the amounts reported as special compensation under
this provision.
HBFA MOU Sept.25,2007—June 24,2011 -10- 2/11/2008
Exhibit "A" - Resolution No. 2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
ARTICLE VII — HOURS OF WORK/OVERTIME
A. Work Schedule:
1. All twenty-four (24) hour shift employees shall work an average of fifty-six (56)
hours per week pursuant to the current schedule of five (5) twenty-four (24) hour
shifts in a fifteen (15) day period with six (6) consecutive days off
2. All twenty-four (24) hour shift employees shall be on a fifteen (15) day work
period consistent with the 7(K) exemption set forth in the Fair Labor Standards
Act (FLSA).
3. Fire Prevention staff and administrative work schedules are to be forty (40)
hours per week on a four (4) day workweek, ten (10) hours per day, twenty eight
(28) day 7(K) FLSA work period.
B. Hours of Work - Defined:
1. Hours worked shall be defined as actual time worked, approved vacation, sick
leave, compensatory time off, bereavement leave, and industrial injury or illness
leave, with the exception of exchange of shift not being included.
2. Exchange of shifts shall occur at 0800 hours each day and comply with Fire
Department Rules and Regulations, Policy B-2. .
3. Meal periods are paid as hours worked for personnel who are subject to call for
emergency duty.
4. The maximum time allowed within the forty (40) hour workweek schedule for
physical fitness shall not exceed four (4) hours within any given workweek. All
physical fitness'activities considered to be work activities shall be conducted on
duty at the fire stations or as provided in the current fitness policy D-9. Fitness
activities shall be conducted under supervision as appropriate.
5. An employee who is held over beyond the end of his/her regular shift shall be
compensated for the actual time he/she is required to remain on duty, computed
to nearest quarter(1/4) hour.
6. Exchanges of time shall not be considered when computing hours worked as
defined in this Article.
7. An employee shall be considered to be working if he/she is ordered to duty by
the Fire Chief or his/her sworn designee.
HBFA MOU Sept.25,2007—June 24,2011 -11- 2/11/2008
Exhibit "A" - Resolution No. 2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
C. Level Pay Plan:
1. Twenty-four (24) Hour Shift Personnel —The 15 day FLSA work period shall begin
at 8 a.m. on the first shift worked by the A shift following six days off. There shall
be 14 FLSA work periods for every fifteen 14 day pay periods. Each employee
shall be regularly scheduled to work 1680 hours during each cycle of 14 FLSA
work periods (or fifteen pay periods). All hours worked in excess of 110 hours in
an FLSA work period shall be compensated at the premium rate (one and one
half times the regular rate of pay), so that for every cycle of 14 FLSA work
periods, an employee shall receive 140 hours of premium pay for working
regularly scheduled hours. All regularly scheduled non "lost time" hours shall be
counted as hours worked. Each employee assigned to twenty-four shifts for a full
FLSA work period shall receive 102.67 hours of regular pay and 9.33 hours at the
overtime rate of pay, as defined in subsection D.1.a.of this Article, in each bi-
weekly pay period, which shall compensate the employee for FLSA overtime for
regularly scheduled shift work. The intent of this system is that all FLSA overtime
hours worked shall be compensated by the first payday following the end of the
15 day FLSA work period. In the event that an employee receives FLSA overtime
on a payday before that employee has actually worked FLSA overtime hours, the
amount received shall be credited for FLSA purposes toward the next occasion
on which the employee works FLSA overtime. If an employee who is paid FLSA
overtime in advance of working FLSA hours leaves City employment, there shall
be an adjustment in his/her final paycheck to reflect such advance payment.
2. In addition to the overtime pay as provided in subsection 1 above, twenty-four
(24) hour shift employees shall receive pay at the overtime rate for hours worked
in excess of regularly scheduled hours unless the employee has "lost time" in a
regularly scheduled shift. If there is "lost time" in any regularly scheduled shift,
the employee shall receive overtime pay for only those overtime hours worked in
excess of the number of lost time hours in the bi-weekly pay period.
3. Lost Time Defined — "Lost time" is defined as time when the employee does not
work when regularly scheduled to do so and does not receive a leave of
absence with pay.
4. Forty (40) Hour Work Week — Personnel who are not assigned to twenty-four
hour shifts but are assigned to work forty (40) hours per week shall have a
twenty-eight (28) day FLSA work period, which shall correspond to exactly two
City pay periods and shall begin at the same time as a City pay period. Forty
(40) hour personnel shall continue to receive overtime pay for working hours in
excess of their regularly scheduled hours.
5. 4/10 Work Schedule Defined — The 4/10 work schedule shall be defined as
working four (4) days at ten (10) hours per day in an FLSA designated work
week. The FLSA designated work week shall be defined as Saturday 8:00:00
a.m. to Saturday 7:59:59 a.m. Meal periods are regarded as hours worked for
personnel who are subject to call for emergency duty. All employees on the
HBFA MOU Sept.25,2007—June 24,2011 -12- 2/11/2008
Exhibit "A" - Resolution No. 2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
4/10 work schedule are subject to be called to work any time to meet any and all
emergencies or unusual conditions which, in the opinion of the City
Administrator, Department Head or designee may require such service from said
employees.
D. Overtime/Compensatory Time:
1. Paid Overtime:
a. All employees covered by this MOU shall be eligible for overtime pay at one
and one-half (1 '/2) times their regular rate of pay, as defined by the Fair
Labor Standards Act (FLSA), for all actual work performed in excess of the
employees' scheduled hours in their declared work period.
b. Any employee who works overtime in a higher classification shall be
compensated at the rate of pay consistent with the classification worked. An
employee who works overtime in a lower classification shall be
compensated at the rate attendant to his/her regular classification.
c. The City will maintain and adhere to the overtime system as set out in the
most current Policy D-3 executed by the parties. The overtime system
and/or Policy D-3 may be modified by mutual agreement of the parties at
any time during the term of the MOU.
2. Compensatory Time:
a. Non-Exempt — All overtime worked by non-exempt employees shall be
compensated at the employee's overtime rate of pay and shall not be
compensated by compensatory time off.
b. Staff Personnel — For all employees in the classifications of Fire Protection
Specialist, Fire Development Specialist and Deputy Fire Marshal, in lieu of
compensation by cash payment for overtime as provided in this Article, such
employees may, at their option and with the approval of the Fire Chief or
designee, be compensated by compensatory time off at time and one half
for each overtime hour worked.
1) Compensatory time may be accumulated to a maximum of one
hundred-twenty (120) hours. Compensatory time may be taken on an
hour-for-hour basis - with the approval of the Fire Chief or his/her
sworn designee, which permission shall be granted unless granting
the request will unduly disrupt the Department, or unless denying the
request will violate the FLSA. Upon his/her request, any employee
may elect to convert all or a portion of compensatory time to a cash
payment at the employee's regular rate of pay. Any such payrnent
shall be made on the next regular payday, following the ,egg eat,
provided the request is made by the end of the previous payroll period.
HBFA MOU Sept.25, 2007—June 24,2011 -13- 2M 1/2008
Exhibit "A" - Resolution No. 2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
2) Compensatory time may not be received in lieu of a cash payment for
time worked during major emergencies when, in the opinion of the
Fire Chief or his/her sworn designee, the City may be eligible for
reimbursement from another agency for said cash payment.
c. Compensatory Time Paid Off — Immediately prior to the time of any change
in the salary schedule, any accumulated time, which has not been used or
paid off, shall be eligible to be paid in cash at the regular rate of pay based
upon the salary schedule for forty (40) hour per week personnel in effect
prior to the change.
3. Callback — Employees who are ordered to return to duty on other than their
regularly scheduled shift shall receive a minimum of two (2) hours compensation
at the employee's overtime rate of pay.
4. Mandatory Standby — Any employee may be placed on "mandatory standby' by
the Fire Chief or his/her sworn designee. Employees on mandatory standby
must remain available for immediate response during the designated standby
period. All personnel placed on mandatory standby shall receive a minimum of
two (2) hours compensation for each twelve (12) hours of off duty standby time
or fraction thereof.
5. Electronic Communication Devices — Recognizing that electronic communication
devices are part of the Fire Department's business and emergency alerting
system, electronic communication devices shall be issued and worn only on a
voluntary basis with the exception of members who are placed on mandatory
standby who may be required to wear an electronic communication device while
on such standby. An employee placed on mandatory standby may voluntarily
wear an electronic communication device , and if so, shall receive a minimum of
two (2) hours compensation for each twenty-four (24) hours of off duty standby
time or fraction thereof. Electronic communications devices, as described
above, shall not include cell phones.
Members assigned to special staff or prevention duties and voluntarily receiving
other types of consideration (i.e., twenty-four (24) hour assigned vehicle) may be
required to wear pagers and respond while off duty when within pager call range.
6. Required Training Attendance — An employee who is required to attend a class
or seminar to maintain his/her current position shall have his/her related
expenses paid by the City. When attendance occurs at a time when the
employee is not scheduled to work, he/she shall be compensated on an hourly
basis.
7. Cancellation of Overtime — Any employee who is scheduled to work overtime in
advance of the time set forth for such scheduling in Huntington Beach Fire
Department Organization Manual, Policy D-3 which scheduling is subsequently
HBFA MOU Sept.25, 2007—June 24,2011 -14- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
cancelled less than seventy-two (72) hours in advance of the commencement of
the scheduled overtime shift, shall receive a minimum of two (2) hours pay at the
employee's overtime rate.
8. Court Time:
a. Employees placed on standby for a court appearance involving City
business during other than their scheduled working hours shall receive a
minimum of two (2) hours base rate of pay for each morning and/or
afternoon session.
b. Employees appearing in court on City business during other than their
scheduled working hours shall receive a minimum of three (3) hours pay at
the overtime rate; provided, however, that if such time overlaps with the
employee's scheduled working hours, said pay shall be limited to those
hours occurring prior to or after the employee's scheduled work time.
c. Employees shall not receive both standby pay and overtime pay for the
same court session. An employee who is on standby and reports to court
will be paid in accordance with (b) above.
9. Pay out of Rank - Subject to the approval of the Fire Chief or his/her sworn
designee, an employee may voluntarily work in a classification below his/her
rank.
E. Jury Duty — Employees who are summoned to perform jury service shall be entitled
to their regular compensation while serving; provided the fees, except mileage and
subsistence allowance, if any, which they receive as jurors, are remitted to the City.
F. Shift Exchange/Relief:
1. The Fire Department shall allow Association members' exchanges of schedule
pursuant to the most current Policy D-7 of the Huntington Beach Fire
Department Organization Manual that has been executed by the parties. Policy
D-7 (Exchange of Work Schedule) may be modified by mutual agreement of the
parties at any time during the term of this MOU.
2. An employee may be relieved by any other employee who is qualified to relieve
him/her at any time between the hours of 0600 to 0800. It shall be the
responsibility of the employee's supervisor to insure that the relief of all
employees is accomplished in a fair and equitable manner. The employee's
supervisor may revoke this early relief privilege if abuses occur. It is understood
and agreed that such early relief provisions shall not result in any additional cost
to the City.
HBFA MOU Sept.25,2007—June 24, 2011 -15- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
G. Assigned Shift Policy — Employees of equal rank shall have the option to change
assigned shifts on an employee for employee basis upon written request to and
approved by the Fire Chief.
H. Minimum Staffing and Filling Vacancies:
1. Minimum Staffing Levels — The City shall cause apparatus to be staffed with
sufficient employees to assure the safety of employees and the control of risk.
For these purposes, the minimum staffing of apparatus shall be as defined by
Policy D-14, Minimum Staffing and Filling of Vacancies, a copy of which is
attached as Exhibit H and incorporated by reference herein:
ARTICLE VIII — HEALTH AND OTHER INSURANCE BENEFITS
A. Health Insurance - The City shall continue to make available group health, dental and
vision benefits to all HBFA employees.
B. Eligibility Criteria and Cost:
1. City Paid Health Insurance — Employees and Dependents - An employee, eligible
dependents, and qualifying domestic partners per state law, shall become eligible
to participate in the City's insurance plan described below effective the first of the
month following the employee's date of hire. Any required employee payroll
deduction shall begin with the first full pay period following the effective date of
coverage and shall continue through the end of the month in which the employee
separates.
HBFA MOU Sept.25,2007—June 24,2011 -16- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIIREFIGHTEIRV ASSOCIATION
2. Employer Contributions to Health and Other Insurance Benefits - The City's
maximum monthly employer contributions for health and other insurance
premiums is set forth in the charts below.
2008 Health Premiums and Contributions-HBFA
Effective 01/01/08
Plan Monthly ER;Monthly EE Mori hty EE di-Weekly;;;
µ{N Tier Premium^ 66 trib Contr b Contnb,;` F
Single 316.16 274.03 42.13 19.44
Kaiser Two-Party 692.38 555.51 136.87 63.17
Family 910.54 720.18 190.36 87.86
Single 388.83 274.03 114.80 52.98
Blue Shield HMO Two-Party 847.37 555.51 291.86 134.70
Family 1,096.88 720.18 376.70 173.86
Blue Shield PPO Single 507.93 373.77 134.16 61.92
Consolidated Two-Party 1,073.84 702.25 371.59 171.50
Family 1,330.81 851.34 479.47 221.29
Blue Shield Single 404.88 373.77 31.11 14.36
Spectrum PPO Two-Party 827.69 702.25 125.44 57.90
Family 1,082.10 851.34 230.76 106.50
Single 57.86 42.88 14.98 6.91
Delta Dental PPO Two-Party 108.02 81.82 26.20 12.09
Family 142.36 116.36 26.00 12.00
Single 24.87 23.00 1.87 0.86
Delta Care HMO Two-Party 42.29 39.11 3.18 1.47
FamilX 64.67 59.81 4.86 2.24
Single 22.93 17.58 5.35 2.47
VSP Two-Party 22.93 17.58 5.35 2.47
Family 22.93 17.58 5.35 2.47
In no event shall the employee be entitled to the difference between the employer
contribution and the premiums for insurance plan(s) selected by the employee.
C. Future Premiums - The City "caps" its contributions toward monthly group health,
dental and vision plan premiums, by category (EE, EE + 1, and EE + 2 or more) and
plan, at the year 2008 level.
HBFA MOU Sept.25,2007-June 24,2011 -17- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
Until the City Council approves a successor to this Memorandum of Understanding,
the City's 2008 contribution caps will remain in place in 2008 and beyond, even if
premium increases result in these additional costs being borne by the employee.
D. Public Employees' Medical and Hospital Care Act (PEMHCA) OPTION -
Notwithstanding the above, the Association has the right to select Public Employees'
Medical and Hospital Care Act (PEMHCA) medical insurance coverage under the
same terms and conditions as other participating employee associations representing
safety employees of the City, provided the City continues to offer PEMHCA insurance
to any of its safety employees. The option must be exercised within thirty (30) days
after receipt by HBFA of the initial premium rates for the following year, as provided
by the City.
E. Medical Cash-Out - If an employee is covered by a health program outside of a City-
provided program (evidence of which must be supplied to the Employee Benefits
Division the employee may elect to discontinue City health insurance coverage and
receive ninety-two dollars and thirty-one cents ($92.31) bi-weekly to deposit into the
employee's deferred compensation account or any other pre-tax program offered by
the City.
F. Section 125 Plan — Employees shall be eligible to participate in a City approved
Internal Revenue Code Section 125 Flexible Spending Plan under the same terms
and conditions as all other eligible City employees. This plan allows employees to use
pre-tax salary to pay for regular childcare, adult dependent care and/or non-
reimbursable medical expenses.
G. Life and Accidental Death and Dismemberment:
1. Life — The City shall provide a $50,000 (fifty thousand dollars) Life Insurance
plan for each employee.
2. Accidental Death and Dismemberment — The City shall provide a fifty thousand
dollars ($50,000) Accidental Death and Dismemberment Insurance plan for each
employee.
H. Long Term Disability — The City shall pay to the Association on behalf of each
employee covered by this MOU, on a monthly basis, an amount not to exceed thirty-
eight dollars ($38.00) per member for a Long Term Disability policy. The program
shall be subject to the terms and conditions contained in Exhibit E.
I. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree
Subsidy Plan - Employees who retire from the City after January 1, 2004, are granted
a retirement allowance by the California Public Employees' Retirement System and
are not eligible for the City's Retiree Subsidy Medical Plan, may choose to participate
in any health insurance plans available to all active employees in this bargaining unit
until the first of the month in which they turn age sixty-five (65).
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Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
The retirees shall pay the full premium for any - health insurance for themselves
and/or qualified dependents without any City subsidy.
Employees who retire from the City, receive a retirement allowance from the California
Public Employees' Retirement System, are not eligible for the City's Retiree Subsidy
Medical Plan and choose not to participate in City medical insurance plans available
to eligible retirees in this bargaining unit upon retirement, will permanently lose
eligibility for this insurance.
However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan
chooses not to participate in available medical insurance plans because the retiree
has access to other group medical insurance, and subsequently loses eligibility for
that group medical insurance, the retiree and their qualified dependents will have
access to medical insurance plans available to retirees eligible for reinstatement.
Eligibility for Retiree Medical Coverage terminates the first of the month in which the
retiree or qualified dependent turns age sixty-five (65).
J. Post-65 Supplemental Medicare Coverage - Retirees who are participating in the
Retiree Subsidy Medical Plan as of January 1, 2004 and all future retirees who meet
the criteria to participate in available medical insurance, with or without the Retiree
Medical Subsidy Plan, may participate in available medical insurance plans that are
supplemental to Medicare
A retiree or qualified dependent must choose to participate in available medical
insurance plans that are supplemental to Medicare beginning the first of the month in
which the retiree or qualified dependent turns age sixty-five (65).
The retiree shall pay the full premium to participate in available medical insurance
plans that are supplemental to Medicare for themselves or qualified dependents
without any City subsidy.
Retirees or qualified dependents, upon turning age 65, who choose not to participate
in available medical insurance plans that are supplemental to Medicare permanently
lose eligibility for this insurance.
K. Miscellaneous:
1. Nothing in this Article shall be deemed to restrict the City's right to change
insurance carriers should circumstances warrant.
2. Nothing in this Article shall be deemed to obligate the City to improve the
benefits outlined in this Article.
3. Whenever an eligible employee is absent because of illness or injury, the City
shall continue to provide to the employee and his/her dependents, all of the
HBFA MOU Sept.25,2007—June 24,2011 -19- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
insurance benefits set forth in this Article for the duration of any such
approved absence not to exceed twenty-four (24) months.
ARTICLE IX — RETIREMENT
A. Benefits:
1. Public Employees' Retirement System:
a. The City shall provide all safety employees with that certain retirement
program commonly known and described as the "3%" at age 50 plan" which
is based on the retirement formula as set forth in the California Public
Employees' Retirement System (PERS), Sections 21362.2 of the California
Government Code, including the one-half continuance option (Government
Code Sections 21624 and 21626) for safety employees and the Fourth
Level of the 1959 survivor option for all employees as established by the
California Public Employees' Retirement System, Section 21571 of the
California Government Code.
b. If, at any time after the implementation of the 3% at age 50 formula the City
is required to make retirement contributions with respect to employees
represented by the Association, the amount with respect to which each
employee is reimbursed pursuant to Article IX.B.1 shall be reduced by a
percentage equal to one-half of the percentage of compensation earnable
the City is required to pay in retirement contributions to PERS, not to exceed
2.25%. For example, if the City is required to contribute an amount equal to
2% of each employee's "compensation earnable," the amount of the
reimbursement set forth in Article IX.B.1 shall be reduced from 9% of the
employee's compensation earnable to 8% of the employee's compensation
earnable. If, on the other hand, the City is required to contribute an amount
equal to 8% of each employee's "compensation earnable," the amount of
the reimbursement set forth in Article IX.B.1 shall be reduced to 6.75% of
the employee's compensation earnable.
c. The City shall contract with PERS to have retirement benefits calculated
based upon the employee's highest one year's compensation, pursuant to
the provisions of Section 20042 (highest single year).
d. The obligations of the City and the retirement rights of employees as
provided in this Article shall survive the term of this MOU
e. The City shall amend its contract with PERS to include the Pre-Retirement
Optional Settlement 2 Death Benefit as set forth in California Government
Code Section 21548 for all safety employees represented by the
Association within the term of this agreement.
HBFA MOU Sept.25,2007—June 24,2011 -20- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
2. Self-Funded Supplemental Retirement Benefit:
a. In the event a member elects Option #2 (Government Code Section 21456)
or Option #3 (Government Code Section 21457) of the Public Employees'
Retirement Law, the City shall pay the difference between such elected
option and the unmodified allowance which the member would have
received for his/her life alone. This payment shall be made only to the
member, shall be payable by the City during the life of the member, and
upon that member's death, the City's obligation shall cease. The method of
funding this benefit shall be the sole discretion of the City. This benefit is
vested for employees covered by this MOU. (Note: The options provide
that the allowance is payable to the member until his/her death, and then
either the entire allowance (Option #2) or one-half (1/2) of the allowance
(Option #3) is paid to the beneficiary for life.) Nothing in this Article shall be
deemed to restrict the City's right to contract with PERS for the benefits
provided under this Article.
b. Employees hired on or after October 4, 1999, shall not be eligible for the
"Supplemental Retirement Benefit" referenced in Article IX.A.2 above.
3. Medical Insurance for Retirees:
a. Upon retirement, whether service or disability, each employee shall have the
following options in regards to medical insurance under available plans:
1) With no change in benefits, retirees can stay in any of the plans
offered by the City, to active members in this bargaining unit, at the
retiree's own expense, for the maximum time period required by
Federal Law (COBRA), or
2) Early retirees (under age 65) may participate in the available health
plans currently being offered to active employees.
3) Retirees over age 65 may participate in the Post-65 Supplemental
Medicare Coverage described in Article VIII.I.
b. Retired employees exercising either of the options in Article IX.A.3.a may
cause any premiums not paid by the City to be paid out of funds due and
owed to them for unused sick leave benefits upon retirement, as provided in
Article IX.A.3.a. However, whenever a retired employee does not have any
such available funds, he/she shall have the opportunity to provide the City
with sufficient funds to pay the premiums. At retirement, the sick leave
hours remaining may, at the employee's option, be converted to a dollar
figure, as provided in Article IX.A.3.a, and an estimate shall be provided by
the City to the retired employee as to the approximate number of months the
group insurance can be paid by such sick leave dollars. The City shall notify
any retired employee whose funds available for unused sick leave benefits
HBFA MOU Sept.25,2007—June 24,2011 -21- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
are about to be exhausted of such fact, in writing by certified mail, return
receipt requested, at the retired employee's most recent address of record
with the City no later than three (3) months prior to the date upon which
there will not be sufficient funds to pay premiums. It shall be the individual
retiree's responsibility either to insure that there are sufficient sick leave
dollars available to pay premiums or to make premium payments at least
one (1) month in advance, to continue the group insurance in effect. If
following exhaustion of sick leave funds a retired employee fails to provide
the City with sufficient additional funds to pay premiums, the City shall have
the right to notify said retired employee in the manner prescribed above that
it intends to cause his/her coverage to be terminated for non-payment of
premiums, and the further right to terminate such coverage, if such default
has not been cured within thirty (30) days following receipt of such notice.
Any retired employee electing to obtain such medical coverage after
retirement shall have no further option to terminate such coverage following
the provision of thirty (30) days written notice to the City, whereupon any
funds due and owed to him/her for unused sick leave benefits that have not
been exhausted to pay these health insurance premiums shall be paid in a
lump sum to the retired employee within thirty (30) days following receipt by
the City of such notice. Once a retired employee elects to terminate such
coverage, he/she shall be precluded from securing it at a later date at the
group rate.
B. Public Employees' Retirement System Reimbursement and Reporting:
1. Employee's Contribution — Subject to the limitations contained in Article IX A
1.b each safety employee covered by this MOU shall continue to be
reimbursed nine percent (9%) of the employee's reportable compensation
as the City's payment toward the employee's contribution to the Public
Employees' Retirement System (PERS).
The above PERS pickup is not base salary but is done pursuant to
Section 414(h)(2) of the Internal Revenue Code. The above pickup shall be
credited to the employee's account with PERS.
Should any ruling by either PERS or other State or Federal agency nullify
the benefit authorized above, the City and the Association agree to reopen
negotiations regarding wages and salaries.
2. Reporting of Base Salary — Provisions of the Level Pay plan, Article VII.C,
shall be used for purposes of reporting the bi-weekly pay of twenty-four (24)
hour shift employees to the Public Employees' Retirement System (PERS).
C. Reinstatement Privileges for Disability Retirees — If a retiree seeks to cause PERS to
revoke his/her disability retirement on the grounds that he/she is no longer
incapacitated from performing the duties of the position held at the time of retirement,
the City will not certify that he/she is no longer incapacitated from performing those
HBFA MOU Sept.25,2007—June 24,2011 -22- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
duties until the employee passes the Departmental physical agility test. If PERS
revokes his/her disability retirement, the City shall immediately reinstate the employee
at his/her former position and pay step.
ARTICLE X — LEAVE BENEFITS
A. Leave with Pay:
1. Vacation — The purpose of annual vacation is to provide a rest period, which will
enable each employee to return to work physically and mentally refreshed. All
employees shall be entitled to annual vacation, with pay, in accordance with this
Article.
a. Accrual — Employees shall accrue annual vacations at their appropriate
assigned work schedule rate, either forty hour (40) or fifty-six hour (56)
workweek. Paychecks will identify the accrued vacation (Accrued) and
accrual rate (Constant) based on their actual work schedule, either a forty
(40) hour or fifty-six (56) hour schedule. In the event of a change in work
schedules, personnel will have their accrued vacation (Accrued) and accrual
rate (Constant) changed to the new schedule using the conversion factor
.7143 (40 - 56). Personnel who change from a fifty-six (56) hour schedule
to a forty (40) hour schedule shall multiply the existing hours by .7143, (see
Exhibit G). Personnel who change from a forty (40) hour schedule to a fifty-
six'(56) hour schedule shall divide their existing hours by .7143. Personnel
shall accrue annual vacations at the following rates':
For the first four (4) years of continuous service vacation time shall be
accrued at the rate of one hundred and twelve (112) hours per year for forty
(40) hour per week employees, and one hundred and fifty-seven (157) hours
per year for fifty-six (56) hour per week employees.
After four (4) years of continuous service to the completion of nine (9) years
of continuous service, vacation time shall be accrued at the rate of one
hundred thirty-six (136) hours per year for forty (40) hour per week
employees, and one hundred and ninety (190) hours per year for fifty-six
(56) hour per week employees.
After nine (9) years of continuous service to the completion of fourteen (14)
years of continuous service, vacation time shall be accrued at the rate of
one hundred sixty (160) hours per year for forty (40) hour per week
employees, and two hundred and twenty-four (224) hours per year for fifty-
six (56) hour per week employees.
After fourteen (14) years of continuous service vacation, time shall be
accrued at the rate of one hundred ninety-two (192) hours per year for forty
' For a detailed explanation regarding conversion refer to Exhibit F
HBFA MOU Sept.25,2007—June 24,2011 -23- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
hour (40) per week employees, and two hundred sixty-nine (269) hours per
year for fifty-six hour (56) per week employees.
Vacation allowance shall not be accumulated in excess of three hundred
forty-two (342) hours for forty (40) hour per week employees, and four
hundred and eighty (480) hours per year for fifty-six (56) hour per week
employees.
b. Eligibility and Permission — No vacation may be taken until the completion of
six (6) months of employment. No employee shall be permitted to take
vacation in excess of actual time earned and no employee shall take
vacation that is being accrued while the employee is on vacation. Vacations
shall be taken only with permission of the Fire Chief or his/her sworn
designee, who shall schedule ail vacations with due consideration for the
request of the employee and particular regard for the need of the
Department.
The Fire Department operates on a three-shift basis, with personnel being
assigned to the "A, B or C" Shift for work scheduling purposes. On each
such shift, there shall be four (4) available vacation absences (referred to as
"vacation slots"). That is, at any one time, there may be four (4) persons
absent from duty on each such shift due to vacation. These slots shall be
made available by rank, one (1) to Firefighters, one (1) to Fire Engineers,
one (1) to Firefighter Paramedics; and one (1) to Captains. Thereafter, each
additional employee shall be entitled to receive time off for requested
vacation leave, so long as a qualified replacement is available to serve in
his/her absence.
c. Conversion to Cash — On two (2) occasions during each fiscal year each
employee shall have the option to convert into a cash payment up to a total
of eighty (80) hours, at the forty (40) hour rate, or one hundred twelve (112)
at the fifty-six (56) hour rate, of earned vacation benefits during any one (1)
fiscal year. The employee shall give two (2) weeks advanced notice of
his/her desire to exercise such option. Vacation accumulated in excess of
three hundred-forty-two (342) hours at the forty (40) hour rate shall be paid
in cash at the straight time forty (40) hour rate, or four hundred and eighty
(480) hours at the fifty-six (56) hour rate shall be paid in cash at the straight
time fifty-six (56) hour rate on the first payday following such accumulation.
d. Pay-Off at Termination — Except as provided in Section A.1.c. of this Article,
no employee shall be paid for unused vacation other than upon termination
of employment. Any vacation pay off at termination shall be at the regular
rate of pay and the accrual rate the employee is earning at the time of
separation.
HBFA MOU Sept. 25,2007—June 24,2011 -24- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
2: Sick. Leave:
a. Accrual — The conversion factor for sick leave accrual shall -be in
accordance with Rule 18-9 of the City's Personnel Rules. Employees
covered by this MOU shall accrue sick leave at the rate of 3.6923 hours per
pay period for 40-hour week employees, and 5.1691 for fifty-six hour (56)
week employees. Paychecks will identify the accrued sick leave (Accrued)
and accrual rate (Constant) based on their actual work schedule, either a
forty (40) hour or fifty-six (56) hour schedule. In the event of a change in
work schedules, personnel will have their accrued sick leave (Accrued) and
accrual rate (Constant) changed to the new schedule using the conversion
factor .7143. Personnel who change from a fifty-six hour (56) schedule to a
forty (40) hour schedule shall multiply their accrual rate by .7143, (see
Exhibit G). Personnel who change from a forty (40) hour schedule to a fifty-
six (56) hour schedule shall divide their accrual rate by .7143.
b. Pay-Off at Termination — Upon termination for reasons other than for
industrial disability retirement, employees shall have their accrued sick leave
paid at the regular rate of pay and the accrual rate the employee is earning
at the time of separation. Sick Leave shall be paid (or have paid on their
behalf as provided in Article IX.A.3.b) for twenty-five percent (25%o) of
unused, earned sick leave from four hundred-eighty .(480) through seven
hundred-twenty (720) hours, and for fifty percent (50%) of all unused,
earned sick leave for hours in excess of seven hundred-twenty (720) hours.
Upon termination for industrial disability retirement, all employees shall have
their accrued sick leave paid (or have paid on their behalf as provided in
Article IX.A.3.b) at the regular rate of pay and the accrual rate at the time of
separation for twenty-five percent (25%) of unused, earned sick leave from
zero (0) through four hundred-eighty (480) hours, and for fifty percent (50%)
of all unused, earned sick leave in excess of four hundred-eighty
(480) hours.
c. Utilization in Coniunction with Industrial Disability Leave — Sick leave cannot
be used to extend absences due to work related (industrial) injuries or
illnesses.
3. Leave Benefit Entitlements - As required by law, employees will be allowed to
use up to one-half of their annual Sick Leave accrual for family sick leave,
pursuant to the provisions of California Labor Code Section 233.
The City shall comply with all state and federal leave benefit entitlement laws
and regulations.
An eligible employee on an approved leave may be allowed to use earned Sick
Leave, Vacation and/or Compensatory Time Off
HBFA MOU Sept.25,2007—June 24,2011 -25- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
4. Bereavement - Employees shall be entitled to bereavement leave not to exceed
two (2) work shifts for those employees on the twenty-four (24) hour work
schedule, or three (3) work shifts for all other employees in each instance of
death in the immediate family. Immediate family is defined as father, mother,
sister, brother, spouse, children, grandfather, grandmother, step-father, step-
mother, step-grandfather, step-grandmother, grandchildren, stepsisters, step-
brothers, mother-in-law, father-in-law, brother-in-law, sister-in-law, step-children,
or wards of which the employee is the legal guardian.
5. Association Business — During the term of this MOU, authorized representatives
of the Association shall be entitled to receive up to a total of four hundred (400)
collective hours without any loss of compensation per contract year to be utilized
for lawful Association activities. In addition, up to one hundred-fifty (150) unused
hours may be carried forward to the next contract year.
ARTICLE XI — CITY RULES
A. Personnel Rules - All MOU provisions that supersede the City's Personnel Rules shall
automatically be incorporated in the City's Personnel Rules.
B. Precedence of Agreement - In any case in which any provision of this Memorandum
of Understanding is inconsistent with any City ordinance, rule, regulation, resolution,
including provisions of any Fire Department Manual, the provisions of this MOU shall
supersede and take precedence.
C. Layoff Rules - The procedure and practice regarding layoffs as contained in the
City's Personnel Rules in effect on July 1, 1980 shall remain in full force and effect
during the entire term of this MOU.
D. Employee Employer Relations Resolution (EERR) — During the term of the
agreement, the City and Association shall meet and confer to update the EERR to
reflect current state law.
ARTICLE XII - MISCELLANEOUS
A. Fire Department Promotional Exams — Policy D-10 — Promotional and open
competitive examinations shall be held in accordance with the most current Policy D-
10 of the Huntington Beach Fire Department Organization Manual executed by the
parties. Policy D-10 may be modified by mutual agreement of the parties at any time
during the term of this MOU.
B. Living Quarters — The City shall provide necessary kitchen, living and sleeping
quarters in all fire stations and shall continue to provide facilities for Association
meetings.
HBFA MOU Sept. 25,2007—June 24,2011 -26- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
C. Paychecks:
1. Bi-Weekly Pay — Salary shall be paid on a bi-weekly basis. By mutual consent of
the City and the Association, early payment and other modifications may be
made.
2. Paycheck Stub A bi-weekly paycheck stub or memorandum accompanying the
paycheck shall contain an itemization of amounts paid under various categories of
pay, including educational incentive pay, holiday pay, and all overtime, and shall
also include an itemization of the nature and the purpose of each deduction
withheld from the employee's gross earnings.
3. Direct Deposit— Employees hired on or after the date this MOU is approved by the
City Council shall receive their bi-weekly compensation through the City's direct
deposit system. Employees currently participating in the City's direct deposit
program must remain in that program.
4. Vacation Payroll Advance — Each employee shall, at his/her option, by written
notice to the City's Human Resources Manager, be given at least two (2) weeks
prior to the commencement of said employee's scheduled vacation, be entitled to
receive his/her earned vacation pay, less deductions in advance of said vacation.
Said right to receive advance payment of earned vacation pay shall be limited to
one such advancement during each calendar year.
D. Class "B" Driver License — Employees required by the City to obtain a State of
California Class "B" or Class "B" Firefighter Restrictive Driver License will be
reimbursed for fees paid to the California Department of Motor Vehicles to obtain the
Class "B" Firefighter Restrictive Driver License.
All employees in the classification of Fire Engineer shall be required to possess a
current California Class B or California Class B Firefighter Restricted driver's license.
All other bargaining unit employees shall be required to obtain the following:
All employees hired after the date this MOU is approved by the City Council must
acquire a California Class B or California Class B Firefighter Restricted driver's
license prior to completing their probationary period.
All current employees assigned to the USAR team who possess a California Class B
or California Class B Firefighter Restricted driver's license as of the program's
implementation date shall be required to maintain their license. All current employees
assigned to the USAR team prior to the program's implementation date are not
required to obtain a California Class B or California Class B Firefighter Restricted
driver's license. All current employees assigned to the USAR team after the
program's implementation shall obtain and maintain a California Class B or California
Class B Firefighter Restricted driver's license within one (1)' year of their assignment.
HBFA MOU Sept.25, 2007—June 24,2011 -27- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
All current employees assigned to the Hazardous Materials team who possess a
California Class B or California Class B Firefighter Restricted driver's license shall
maintain their license. All current employees assigned to the Hazardous Materials
team prior to the date this MOU is approved by the City Council are not required to
obtain a California Class B or California Class B Firefighter Restricted driver's license.
All current employees assigned to the Hazardous Materials team after the date this
MOU is approved by the City Council shall obtain and maintain a California Class B or
California Class B Firefighter Restricted driver's license within one (1) year of their
assignment.
E. Deferred Compensation Loan Program — Employees may utilize the Deferred
Compensation Loan Program, under which employees may borrow up to fifty percent
(50%) of their deferred compensation funds for critical needs such as medical costs,
college tuition, or purchase of a home. The value of any unused earned leave
benefits may be transferred to deferred compensation in connection with separation
but the employee must request the transfer no later than the pay period prior to the
employee's last day of employment.
ARTICLE XIII — MANAGEMENT RIGHTS
Except as expressly abridged or modified herein, the City retains all rights, powers, and
authority with respect to the management and direction of the performance of fire services
and the work forces performing such services. Such rights include, but are not limited to,
determination of the merits, necessity, level or organization of fire services, the necessity for
overtime, number and location of work stations, nature of work to be performed, contracting
for any work or operation, reasonable employee performance standards, including work and
safety rules and regulations, in order to maintain the efficiency and economy desirable for
the performance of City services.
ARTICLE XIV — TERM OF MOU
This Memorandum of Understanding shall be in effect commencing on September 25,
2007and ending at midnight on June 24, 2011. This MOU constitutes the entire agreement
of the parties as to the changes in wages, hours, and other terms and conditions of
employment of employees covered hereunder for the term hereof.
HBFA MOU Sept.25,2007—June 24,2011 -28- 2/11/2008
Exhibit "A" - Resolution No. 2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
ARTICLE XV - CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of
Understanding is of no force or effect whatsoever unless and until ratified by the
membership of HBFA and adopted by Resolution of the City Council of the City of
Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this day of , 2008.
CITY OF HUNTINGTON BEACH HUNTINGTON BEACH
A Municipal Corporation FIREFIGHTERS' ASSOCIATION.
By: By:
Paul Emery Donald Boland
Interim City Administrator HBFA President
By: By:
Michele Carr Tom Faye
Director of Human Resources HBFA Negotiation Team Leader
By:
Duane Olson
Fire Chief
By:
Bob Hall
Deputy City Administrator
l
By: L,e�>-�.�e By:
Renee Mayne Stephen H. Silver
Chief Negotiator Chief Negotiator
APPROVED AS TO FORM
COUNTERPART
By:
Jennifer McGrath
City Attorney
HBFA MOU Sept. 25, 2007—June 24, 2011 -29- 2/12/2008
Exhibit "A" - Resolution No. 2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
ARTICLE XV - CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of
Understanding is of no force or effect whatsoever unless and until ratified by the
membership of HBFA and adopted by Resolution of the City Council of the City of
Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this /97;" day of FEoAQAot.y , 2008.
CITY OF HUNTINGTON BEACH HUNTINGTON BEACH
A M ip I Corporation FIREFIGHTERS' ASSOCIATION.
By: By: t.
Paul Emery Donald Boland
Int y Administra r HBFA President
B B .
i e C Tdr Faye
for of Human Resources HBFA Negotiation Team Leader
u Olson
Fir hief
By:
o all
Deputy City Administrator
By: By: e
Renee Mayne Step en H. Silver
Chief Negotiator Chief Negotiator
APPROVED AS TO FORM COUNTERPART
By:
Jennifer McGrath
City Attorney
HBFA MOU Sept.25,2007—June 24,2011 -29- 2/11/2008
Exhibit "A" - Resolution No. 2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT A— EMPLOYER-EMPLOYEE RELATIONS RESOLUTION
7.3 Human Resources Officer Motion of Unit Modification — The Human Resources
Officer may propose, during the same period for filing a Petition for Decertification, that an
established unit be modified in accordance with the following procedure:
a. The Human Resources Officer shall give written notice of the proposed unit
modification to all employee organizations that may be affected by the proposed change.
Said written notification shall contain the Human Resources Officer's rationale for the
proposed change including all information which justifies the change pursuant to the criteria
established in Section 6-5 for Appropriateness of Units. Additionally, the Human Resources
Officer shall provide all affected employee organizations with all correspondence,
memoranda, and other documents, which relate to any input regarding the unit modification
which may have been received by the City or from affected employees and/or sent by the
City to affected employees;
b. Following receipt of the Human Resources Officer's proposal for unit
modification, any affected employee organization shall be afforded not less than thirty (30)
days to receive input from its members regarding the proposed_ change and to formulate a
written and/or oral response to the motion for unit modification to the Personnel
Commission;
c. The Personnel Commission shall conduct a noticed Public;Hearing regarding
the motion for unit modification at which time all affected employee organizations and other
interested parties shall be heard. The Personnel Commission shall make a determination
regarding the proposed unit modification which determination may include a granting of the
motion, a denying of the motion, or other appropriate orders relating to the appropriate
creation of bargaining units. Following the Personnel Commission's determination of the
composition of the appropriate unit or units, it shall give written notice of such determination
to all affected employee organizations;
d. Any party who chooses to appeal from the decision of the Personnel
Commission is entitled to appeal in accordance with the provision of Section 14-4 of
Resolution Number 3335.
HBFA MOU Sept.25,2007—June 24,2011 2/11/2008
-30-
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
2.5% EFFECTIVE SEPTEMBER 22, 2007
FIRE CAPTAIN AND DEPUTY FIRE MARSHAL 4.5% EFFECTIVE SEPTEMBER 22, 2007
40-Hour Rate(Hourly)
Job Code Classification Range A B C D E
0229 Firefi hter 504 $26.93 $28.41 $29.97 $31.62 $33.36
0160 Fire Engineer 535 $31.44 $33.17 $34.99 $36.91 $38.94
0226 Firefighter Paramedic 535 $31.44 $33.17 $34.99 $36.91 $38.94
0227 Fire Protection Specialist 544 $32.88 $34.69 $36.60 $38.61 $40.73
0512 Fire Development Specialist 559 $35.43 $37.38 $39.44 $41.61 $43.90
0101 Fire Captain 563 $36.15 $38.14 $40.24 $42.45 $44.78
0100 Deputy Fire Marshal 585 $40.34 $42.56 $44.90 $47.37 $49.98
40-Hour Rate(Bi-Weekly)
Job Code Classification Range A B C D E
0229 Firefighter 504 $2,154.72 $2,272.80 $2,397.80 $2,529.68 $2,668.82
0160 Fire Engineer 535 $2,514.95 $2,653.27 $2,799.20 $2,953.16 $3,115.58
0226 Firefighter Paramedic 535 $2,514.95 $2,653.27 $2,799.20 $2,953.16 $3,115.58
0227 Fire Protection Specialist 544 $2,630.69 $2,775.38 $2,928.02 $3,089.06 $3,258.40
0512 Fire Development Specialist 559 $2,834.40 $2,990.29 $3,155.20 $3,328.74 $3,511.82
0101 Fire Captain 563 $2,891.90 $3,050.96 $3,219.20 $3,396.26 $3,582.40
0100 Deputy Fire Marshal 585 $3,227.26 $3,404.76 $3,592.02 $3,789.58 $3,998.00
40-Hour Rate (Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 504 $4,668.56 $4,924.40 $5,195.24 $5,480.98 $5,782.43
0160 Fire Engineer 535 $5,449.06 $5,748.76 $6,064.94 $6,398.51 $6,750.43
0226 Firefighter Paramedic 535 $5,449.06 $5,748.76 $6,064.94 $6,398.51 $6,750.43
0227 Fire Protection Specialist 544 $5,699.82 $6,013.31 $6,344.05 $6,692.97 $7,059.87
0512 Fire Development Specialist 559 $6,141.20 $6,478.97 $6,836.27 $7,212.26 $7,608.94
0101 Fire Captain 563 $6,265.79 $6,610.41 $6,974.93 $7,358.55 $7,761.87
0100 Deputy Fire Marshal 585 $6,992.39 $7,376.97 $7,782.70 $8,210.75 $8,662.34
HBFA MOU Sept.25,2007-June 24,2011 -31- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
2.5% EFFECTIVE SEPTEMBER 22, 2007
FIRE CAPTAIN AND DEPUTY FIRE MARSHAL 4.5% EFFECTIVE SEPTEMBER 22, 2007
56-Hour Rate (Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 504 $19.24 $20.29 $21.41 $22.59 $23.83
0160 Fire Engineer 535 $22.45 $23.69 $24.99 $26.37 $27.82
0226 Firefighter Paramedic 535 $22.45 $23.69 $24.99 $26.37 $27.82
0227 Fire Protection Specialist 544 $23.49 $24.78 $26.14 $27.58 $29.09
0512 Fire Development Specialist 559 $25.31 $26.70 $28.17 $29.72 $31.36
0101 Fire Captain 563 $25.82 $27.24 $28.74 $30.32 $31.99
0100 Deputy Fire Marshal 585 $28.81 $30.40 $32.07 $33.84 $35.70
56-Hour Rate (Bi-Weekly)
Job Code Classification Range A B C D E
0229 Firefighter 504 $2,154.72 $2,272.80 $2,397.80 $2,529.68 $2,668.82
0160 Fire Engineer 535 $2,514.95 $2,653.27 $2,799.20 $2,953.16 $3,115.58
0226 Firefighter Paramedic 535 $2,514.95 $2,653.27 $2,799.20 $2,953.16 $3,115.58
0227 Fire Protection Specialist 544 $2,630.69 $2,775.38 $2,928.02 $3,089.06 $3,258.40
0512 Fire Development Specialist 559 $2,834.40 $2,990.29 $3,155.20 $3,328.74 $3,511.82
0101 Fire Captain 563 $2,891.90 $3,050.96 $3,219.20 $3,396.26 $3,582.40
0100 Deputy Fire Marshal 585 $3,227.26 $3,404.76 $3,592.02 $3,789.58 $3,998.00
56-Hour Rate(Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 504 $4,668.56 $4,924.40 $5,195.24 $5,480.98 $5,782.43
0160 Fire Engineer 535 $5,449.06 $5,748.76 $6,064.94 $6,398.51 $6,750.43
0226 Firefighter Paramedic 535 $5,449.06 $5,748.76 $6,064.94 $6,398.51 $6,750.43
0227 Fire Protection Specialist 544 $5,699.82 $6,013.31 $6,344.05 $6,692.97 $7,059.87
0512 Fire Development Specialist 559 $6,141.20 $6,478.97 $6,836.27 $7,212.26 $7,608.94
0101 Fire Captain 563 $6,265.79 $6,610.41 $6,974.93 $7,358.55 $7,761.87
0100 Deputy Fire Marshal 585 $6,992.39 $7,376.97 $7,782.70 $8,210.75 $8,662.34
HBFA MOU Sept.25,2007-June 24,2011 -32- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
2.5% EFFECTIVE MARCH 22, 2008
40-Hour Rate (Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 509 $27.62 $29.14 $30.74 $32.43 $34.21
0160 Fire Engineer 540 $32.24 $34.01 $35.88 $37.85 $39.93
0226 Firefighter Paramedic 540 $32.24 $34.01 $35.88 $37.85 $39.93
0227 Fire Protection Specialist 549 $33.71 $35.56 $37.52 $39.58 $41.76
0512 Fire Development Specialist 564 $36.32 $38.32 $40.43 $42.65 $45.00
0101 _Fire Captain 568 $37.07 $39.11 $41.26 $43.53 $45.92
0100 I Deputy Fire Marshal 590 $41.36 $43.63 $46.03 $48.56 $51.23
40-Hour Rate(Bi-Weekly)
Job Code Classification Ran e A B C D E
0229 Firefighter 509 $2,209.60 $2,331.13 $2,459.34 $2,594.60 $2,736.80
0160 Fire Engineer 540 $2,579.23 $2,721.09 $2,870.75 $3,028.00 $3,194.54
0226 Firefighter Paramedic 540 $2,579.23 $2,721.09 $2,870.75 $3,028.00 $3,194.54
0227 Fire Protection Specialist 549 $2,696.62 $2,844.93 $3,001.40 $3,166.48 $3,340.63
0512 _ Fire Development Specialist 564 $2,905.60 $3,065.41 $3,234.01 $3,411.88 $3,600.00
0101 Fire Captain 568 $2,965.60 $3,128.71 $3,300.79 $3,482.33 $3,673.86
0100 Deputy Fire Marshal 590 $3,308.84 $3,490.40 $3,682.37 $3,884.90 $4,098.57
40-Hour Rate(Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 509 $4,787.47 $5,050.78 $5,328.57 $5,621.64 $5,929.73
0160 Fire Engineer 540 $5,588.34 $5,895.69 $6,219.96 $6,560.67 $6,921.50
0226 Firefighter Paramedic 540 $5,588.34 $5,895.69 $6,219.96 $6,560.67 $6,921.50
0227 Fire Protection Specialist 549 $5,842.67 $6,164.01 $6,503.04 $6,860.70 $7,238.04
0512 Fire Development Specialist 564 $6,295.47 $6,641.72 $7,007.01 $7,392.40 $7,800.00
0101 Fire Captain 568 $6,425.47 $6,778.87 $7,151.71 $7,545.05 $7,960.03
0100 Deputy Fire Marshal 590 $7,169.16 $7,562.53 $7,978.47 $8,417.29 $8,880.24
HBFA MOU Sept.25,2007-June 24,2011 -33- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
2.5% EFFECTIVE MARCH 22, 2008
56-Hour Rate (Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 509 $19.73 $20.81 $21.96 $23.17 $24.44
0160 Fire Engineer 540 $23.03 $24.30 $25.63 $27.04 $28.52
0226 Firefighter Paramedic 540 $23.03 $24.30 $25.63 $27.04 $28.52
0227 Fire Protection Specialist 549 $24.08 $25.40 $26.80 $28.27 $29.83
0512 Fire Development Specialist 564 $25.94 $27.37 $28.88 $30.46 $32.14
0101 Fire Captain 568 $26.48 $27.93 $29.47 $31.09 $32.80
0100 Deputy Fire Marshal 590 $29.54 $31.16 $32.88 $34.69 $36.59
56-Hour Rate(Bi-Weekly)
Job Code Classification Range A B C D E
0229 Firefighter 509 $2,209.60 $2,331.13 $2,459.34 $2,594.60 $2,736.80
0160 Fire Engineer 540 $2,579.23 $2,721.09 $2,870.75 $3,028.00 $3,194.54
0226 Firefighter Paramedic 540 $2,579.23 $2,721.09 $2,870.75 $3,028.00 $3,194.54
0227 Fire Protection Specialist 549 $2,696.62 $2,844.93 $3,001.40 $3,166.48 $3,340.63
0512 Fire Development Specialist 564 $2,905.60 $3,065.41 $3,234.01 $3,411.88 $3,600.00
0101 Fire Captain 568 $2,965,60 $3,128.71 $3,300.79 $3,482.33 $3,673.86
0100 Deputy Fire Marshal 590 $3,308,84 $3,490.40 $3,682.37 $3,884.90 $4,098.57
56-Hour Rate(Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 509 $4,787.47 $5,050.78 $5,328.57 $5,621.64 $5,929.73
0160 Fire Engineer 540 $5,588.34 $5,895.69 $6,219.96 $6,560.67 $6,921.50
0226 Firefighter Paramedic 540 $5,588.34 $5,895.69 $6,219.96 $6,560.67 $6,921.50
0227 Fire Protection Specialist 549 $5,842.67 $6,164.01 $6,503.04 $6,860.70 $7,238.04
0512 Fire Development Specialist 564 $6,295.47 $6,641.72 $7,007.01 $7,392.40 $7,800.00
0101 Fire Captain 568 $6,425.47 $6,778.87 $7,151.71 $7,545.05 $7,960.03
0100 Deputy Fire Marshal 590 $7,169.16 $7,562.53 $7,978.47 $8,417.29 $8,880.24
HBFA MOU Sept.25, 2007-June 24,2011 -34- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
3.0% EFFECTIVE SEPTEMBER 20, 2008
40-Hour Rate(Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 515 $28.45 $30.01 $31.66 $33.40 $35.24
0160 Fire Engineer 546 $33.20 $35.03 $36.96 $38.99 $41.13
0226 Firefighter Paramedic 546 $33.20 $35.03 $36.96 $38.99 $41.13
0227 Fire Protection Specialist 555 $34.73 $36.64 $38.66 $40.78 $43.02
0512 Fire Development Specialist 570 $37.44 $39.50 $41.67 $43.96 $46.38
0101 Fire Captain 574 $38.18 $40.28 $42.50 $44.84 $47.31
0100 Deputy Fire Marshal 596 $42.62 $44.96 $47.43 $50.04 $52.79
40-Hour Rate(Bi-Weekly)
Job Code Classification Range A B C D E
0229 Firefighter 515 $2,276.00 $2,401.18 $2,532.80 $2,672.10 $2,819.07
0160 Fire Engineer 546 $2,656.00 $2,802.08 $2,956.80 $3,119.42 $3,290.40
0226 Firefighter Paramedic 546 $2,656.00 $2,802.08 $2,956.80 $3,119.42 $3,290.40
0227 Fire Protection Specialist 555 $2,778.40 $2,931.21 $3,092.43 $3,262.51 $3,441.95
0512 Fire Development Specialist 570 $2,994.90 $3,159.62 $3,333.40 $3,516.74 $3,710.16
0101 Fire Captain 574 $3,054.40 $3,222.39 $3,399.62 $3,587.20 $3,784.50
0100 Deputy Fire Marshal 596 $3,409.60 $3,597.13 $3,794.40 $4,003.09 $4,223.26
40-Hour Rate(Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 515 $4,931.33 $5,202.56 $5,487.73 $5,789.56 $6,107.98
0160 Fire Engineer 546 $5,754.67 $6,071.17 $6,406.40 $6,758.75 $7,129.20
0226 Firefighter Paramedic 546 $5,754.67 $6,071.17 $6,406.40 $6,758.75 $7,129.20
0227 Fire Protection Specialist 555 $6,019.87 $6,350.96 $6,700.26 $7,068.78 $7,457.56
0512 Fire Development Specialist 570 $6,488.95 $6,845.84 $7,222.36 $7,619.59 $8,038.67
0101 Fire Ca tain 574 $6,617.87 $6,981.85 $7,365.85 $7,772.27 $8,199.74
0100 Deputy Fire Marshal 596 $7,387.47 $7,793.78 $8,221.20 $8,673.37 $9,150.40
HBFA MOU Sept.25,2007-June 24,2011 -35- 2/11/2008
Exhibit"A" Resolution No.2008-1 3
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
3.0% EFFECTIVE SEPTEMBER 20, 2008
56-Hour Rate(Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 515 $20.32 $21.44 $22.61 $23.86 $25.17
0160 Fire Engineer 546 $23.71 $25.02 $26.40 $27.85 $29.38
0226 Firefighter Paramedic 546 $23.71 $25.02 $26.40 $27.85 $29.38
0227 Fire Protection Specialist 555 $24.81 $26.17 $27.61 $29.13 $30.73
0512 Fire Development Specialist 570 $26.74 $28.21 $29.76 $31.40 $33.13
0101 Fire Captain 574 $27.27 $28.77 $30.35 $32.03 $33.79
0100 Deputy Fire Marsha► 596 $30.44 $32.12 $33.88 $35.74 $37.71
56-Hour Rate(Bi-Weekly)
Job Code Classification Range A B C D E
0229 Firefighter 515 $2,276.00 $2,401.18 $2,532.80 $2,672.10 $2,819.07
0160 Fire Engineer 546 $2,656.00 $2,802.08 $2,956.80 $3,119.42 $3,290.40
0226 Firefighter Paramedic 546 $2,656.00 $2,802.08 $2,956.80 $3,119.42 $3,290.40
0227 Fire Protection Specialist 555 $2,778.40 $2,931.21 $3,092.43 $3,262.51 $3,441.95
0512 Fire Development Specialist 570 $2,994.90 $3,159.62 $3,333.40 $3,516.74 $3,710.16
0101 Fire Captain 574 $3,054A0 $3,222.39 $3,399.62 $3,587.20 $3,784.50
0100 Deputy Fire Marshal 596 $3,409.60 $3,597.13 $3,794.40 $4,003.09 $4,223.26
56-Hour Rate(Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 515 $4,931.33 $5,202.56 $5,487.73 $5,789.56 $6,107.98
0160 Fire Engineer 546 $5,754.67 $6,071.17 $6,406.40 $6,758.75 $7,129.20
0226 Firefighter Paramedic 546 $5,754.67 $6,071.17 $6,406.40 $6,758.75 $7,129.20
0227 Fire Protection Specialist 555 $6,019.87 $6,350.96 $6,700.26 $7,068.78 $7,457.56
0512 Fire Development Specialist 570 $6,488.95 $6,845.84 $7,222.36 $7,619.59 $8,038.67
0101 Fire Captain 574 $6,617.87 $6,981.85 $7,365.85 $7,772.27 $8,199.74
0100 Deputy Fire Marshal 596 $7,387.47 $7,793.78 $8,221.20 $8,673.37 $9,150.40
HBFA MOU Sept.25,2007-June 24,2011 -36- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
2.5% EFFECTIVE MARCH 21, 2009
40-Hour Rate(Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 520 $29.18 $30.78 $32.47 $34.26 $36.14
0160 Fire Engineer 551 $34.05 $35.92 $37.90 $39.98 $42.18
0226 Firefighter Paramedic 551 $34.05 $35.92 $37.90 $39.98 $42.18
0227 Fire Protection Specialist 560 $35.61 $37.57 $39.64 $41.82 $44.12
0512 Fire Development Specialist 575 $38.38 $40.49 $42.72 $45.07 $47.55
0101 Fire Captain 579 $39.16 $41.31 $43.58 $45.98 $48.51
0100 Deputy Fire Marshal 601 $43.70 $46.10 $48.64 $51.31 $54.13
40-Hour Rate(Bi-Weekly)
Job Code Classification Range A B C D E
0229 Firefighter 520 $2,334.01 $2,462.38 $2,597.81 $2,740.69 $2,891.43
0160 Fire Engineer 551 $2,723.65 $2,873.45 $3,032.00 $3,198.76 $3,374.69
0226 Firefighter Paramedic 551 $2,723.65 $2,873.45 $3,032.00 $3,198.76 $3,374.69
0227 Fire Protection Specialist 560 $2,848.57 $3,005.24 $3,171.20 $3,345.62 $3,529.62
0512_ Fire Development Specialist 575 $3,070.40 $3,239.27 $3,417.43 $3,605.39 $3,803.69
0101 Fire Captain 579 $3,132.80 $3,305.10 $3,486.40 $3,678.15 $3,880.45
0100 Deputy Fire Marshal 601 $3,495.79 $3,688.06 $3,890.90 $4,104.90 $4,330.67
40-Hour Rate(Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 520 $5,057.03 $5,335.16 $5,628.60 $5,938.17 $6,264.77
0160 Fire Engineer 551 $5,901.24 $6,225.81 $6,569.33 $6,930.65 $7,311.83
0226 Firefighter Paramedic 551 $5,901.24 $6,225.81 $6,569.33 $6,930.65 $7,311.83
0227 Fire Protection Specialist 560 $6,171.91 $6,511.36 $6,870.93 $7,248.83 $7,647.52
0512 Fire Development Specialist 575 $6,652.53 $7,018.42 $7,404.44 $7,811.68 $8,241.32
0101 Fire Captain 579 . $6,787.73 $7,161.06 $7,553.87 $7,969.33 $8,407.64
0100 Deputy Fire Marshal 601 $7,574.22 $7,990.80 $8,430.29 $8,893.96 $9,383.13
HBFA MOU Sept.25,2007-June 24,2011 -37- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
2.5% EFFECTIVE MARCH 21, 2009
56-Hour Rate(Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 520 $20.84 $21.99 $23.19 $24.47 $25.82
0160 Fire Engineer 551 $24.32 $25.66 $27.07 $28.56 $30.13
0226 Firefighter Paramedic 551 $24.32 $25.66 $27.07 $28.56 $30.13
0227 Fire Protection Specialist 560 $25.43 $26.83 $28.31 $29.87 $31.51
0512 Fire Development Specialist 575 $27.41 $28.92 $30.51 $32.19 $33.96
0101 Fire Captain 579 $27.97 $29.51 $31.13 $32.84 $34.65
0100 Deputy Fire Marshal 601 $31.21 $32.93 $34.74 $36.65 $38.67
56-Hour Rate(Bi-Weekly)
Job Code Classification Range A B C D E
0229 Firefighter 520 $2,334.01 $2,462.38 $2,597.81 $2,740.69 $2,891.43
0160 Fire Engineer 551 $2,723.65 $2,873.45 $3,032.00 $3,198.76 $3,374.69
0226 Firefighter Paramedic 551 $2,723.65 $2,873.45 $3,032.00 $3,198.76 $3,374.69
0227 Fire Protection Specialist 560 $2,848.57 $3,005.24 $3,171.20 $3,345.62 $3,529.62
0512 Fire Development Specialist 575 $3,070.40 $3,239.27 $3,417.43 $3,605.39 $3,803.69
0101 Fire Captain 579 $3,132.80 $3,305.10 $3,486.40 $3,678.15 $3,880.45
0100 Deputy Fire Marshal 601 $3,495.79 $3,688.06 $3,890.90 $4,104.90 $4,330.67
56-Hour Rate(Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 520 $5,057.03 $5,335.16 $5,628.60 $5,938.17 $6,264.77
0160 Fire Engineer 551 $5,901.24 $6,225.81 $6,569.33 $6,930.65 $7,311.83
0226 Firefighter Paramedic 551 $5,901.24 $6,225.81 $6,569.33 $6,930.65 $7,311.83
0227 Fire Protection Specialist 560 $6,171.91 $6,511.36 $6,870.93 $7,248.83 $7,647.52
0512 Fire Development Specialist 575 $6,652.53 $7,018.42 $7,404.44 $7,811.68 $8,241.32
0101 Fire Captain 579 $6,787.73 $7,161.06 $7,553.87 $7,969.33 $8,407.64
0100 Deputy Fire Marshal 601 $7,574.22 $7,990.80 $8,430.29 $8,893.96 $9,383.13
HBFA MOU Sept.25,2007-June 24, 2011 -38- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
3.0% EFFECTIVE SEPTEMBER 19, 2009
40-Hour Rate (Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 526 $30.06 $31.71 $33.45 $35.29 $37.23
0160 Fire Engineer 557 $35.07 $37.00 $39.04 $41.19 $43.46
0226 Firefighter Paramedic 557 $35.07 $37.00 $39.04 $41.19 $43.46
0227 Fire Protection Specialist 566 $36.69 $38.71 $40.84 $43.09 $45.46
0512 Fire Development Specialist 581 $39.55 $41.73 $44.02 $46.44 $48.99
0101 _ _ Fire Captain 585 $40.34 $42.56 $44.90 $47.37 $49.98
0100 Deputy Fire Marshal 607 $45.01 $47.49 $50.10 $52.86 $55.77
40-Hour Rate(Bi-Weekly)
Job Code Classification Range A B C D E
0229 Firefighter 526 $2,404.76 $2,537.03 $2,676.00 $2,823.18 $2,978.45
0160 Fire Engineer 557 $2,805.60 $2,959.91 $3,123.20 $3,294.98 $3,476.80
0226 _ Firefighter Paramedic 557 $2,805.60 $2,959.91 $3,123.20 $3,294.98 $3,476.80
0227 Fire Protection Specialist 566 $2,935.40 $3,096.85 $3,267.18 $3,446.87 $3,636.45
0512 Fire Development Specialist 581 $3,164.21 $3,338.24 $3,521.84 $3,715.54 $3,919.20
0101 Fire Captain 585 $3,227.26 $3,404.76 $3,592.02 $3,789.58 $3,998.00
0100 Deputy Fire Marshal 607 $3,600.80 $3,798.84 $4,007.78 $4,228.80 $4,461.38
40-Hour Rate (Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 526 $5,210.32 $5,496.89 $5,798.00 $6,116.89 $6,453.32
0160 Fire Engineer 557 $6,078.80 $6,413.13 $6,766.93 $7,139.11 $7,533.07
0226 Firefighter Paramedic 557 $6,078.80 $6,413.13 $6,766.93 $7,139.11 $7,533.07
0227 Fire Protection Specialist 566 $6,360.04 $6,709.84 $7,078.89 $7,468.22 $7,878.98
0512 Fire Development Specialist 581 $6,855.78 $7,232.85 $7,630.65 $8,050.34 $8,491.60
0101 Fire Captain 585 $6,992.39 $7,376.97 $7,782.70 $8,210.75 $8,662.34
0100 Deputy Fire Marshal 607 $7,801.73 $8,230.83 $8,683.52 $9,162.40 $9,666.33
HBFA MOU Sept.25,2007-June 24,2011 -39- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
3.0% EFFECTIVE SEPTEMBER 19, 2009
56-Hour Rate(Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 526 $21.47 $22.65 $23.89 $25.21 $26.59
0160 Fire Engineer 557 $25.05 $26.43 $27.89 $29.42 $31.04
0226 Firefighter Paramedic 557 $25.05 $26.43 $27.89 $29.42 $31.04
0227 Fire Protection Specialist 566 $26.21 $27.65 $29.17 $30.78 $32.47
0512 Fire Development Specialist 581 $28.25 $29.81 $31.45 $33.17 $34.99
0101 Fire Captain 585 $28.81 $30.40 $32.07 $33.84 $35.70
0100 Deputy Fire Marshal 607 $32.15 $33.92 $35.78 $37.76 $39.83
56-Hour Rate(Bi-Weekly)
Job Code Classification Range A B C D E
0229 Firefighter 526 $2,404.76 $2,537.03 $2,676.00 $2,823.18 $2,978.45
0160 Fire Engineer 557 $2,805.60 $2,959.91 $3,123.20 $3,294.98 $3,476.80
0226 Firefighter Paramedic 557 $2,805.60 $2,959.91 $3,123.20 $3,294.98 $3,476.80
0227 Fire Protection Specialist 566 $2,935.40 $3,096.85 $3,267.18 $3,446.87 $3,636.45
0512 Fire Development Specialist 581 $3,164.21 $3,338.24 $3,521.84 $3,715.54 $3,919.20
0101 Fire Captain 585 $3,227.26 $3,404.76 $3,592.02 $3,789.58 $3,998.00
0100 Deputy Fire Marshal 607 $3,600.80 $3,798.84 $4,007.78 $4,228.80 $4,461.38
56-Hour Rate(Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 526 $5,210.32 $5,496.89 $5,798.00 $6,116.89 $6,453.32
0160 Fire Engineer 557 $6,078.80 $6,413.13 $6,766.93 $7,139.11 $7,533.07
0226 Firefighter Paramedic 557 $6,078.80 $6,413.13 $6,766.93 $7,139.11 $7,533.07
0227 Fire Protection Specialist 566 $6,360.04 $6,709.84 $7,078.89 $7,468.22 $7,878.98
0512 Fire Development Specialist 581 $6,855.78 $7,232.85 $7,630.65 $8,050.34 $8,491.60
0101 Fire Captain 585 $6,992.39 $7,376.97 $7,782.70 $8,210.75 $8,662.34
0100 Deputy Fire Marshal 607 $7,801.73 $8,230.83 $8,683.52 $9,162.40 $9,666.33
HBFA MOU Sept.25,2007-June 24,2011 -40- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
2.0% EFFECTIVE MARCH 20, 2010
40-Hour Rate(Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 530 $30.66 $32.35 $34.13 $36.01 $37.99
0160 Fire Engineer 561 $35.79 $37.76 $39.84 $42.03 $44.34
0226 Firefighter Paramedic 561 $35.79 $37.76 $39.84 $42.03 $44.34
0227 Fire Protection Specialist 570 $37.44 $39.50 $41.67 $43.96 $46.38
0512 Fire Development Specialist 585 $40.34 $42.56 $44.90 $47.37 $49.98
0101 Fire Captain 589 $41.15 $43.41 $45.80 $48.32 $50.98
0100 Deputy Fire Marshal 611 $45.92 $48.45 $51.11 $53.92 $56.89
40-Hour Rate(Bi-Weekly)
Job Code Classification Range A B C D E
0229 _ Firefighter 530 $2,452.80 $2,587.70 $2,730.03 $2,880.80 $3,039.24
0160 Fire Engineer 561 $2,863.20 $3,020.68 $3,186.81 $3,362.09 $3,547.00
0226 _ Firefighter Paramedic 561 $2,863.20 $3,020.68 $3,186.81 $3,362.09 $3,547.00
0227 1 Fire Protection Specialist 570 $2,994.90 $3,159.62 $3,333.40 $3,516.74 $3,710.16
0512 Fire Development Specialist 585 $3,227.26 $3,404.76 $3,592.02 $3,789.58 $3,998.00
0101 Fire Captain 589 $3,292.38 $3,472.80 $3,663.80 $3,865.31 $4,078.40
0100 Deputy Fire Marshal 611 $3,673.60 $3,875.65 $4,088.81 $4,313.69 $4,550.95
40-Hour Rate(Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 530 $5,314.40 $5,606.69 $5,915.06 $6,241.73 $6,585.03
0160 Fire Engineer 561 $6,203.60 $6,544.80 $6,904.76 $7,284.52 $7,685.17
0226 Firefighter Paramedic 561 $6,203.60 $6,544.80 $6,904.76 $7,284.52 $7,685.17
0227 Fire Protection Specialist 570 $6,488.95 $6,845.84 $7,222.36 $7,619.59 $8,038.67
0512 Fire Development Specialist 585 $6,992.39 $7,376.97 $7,782.70 $8,210.75 $8,662.34
0101 Fire Captain 589 $7,133.49 $7,524.40 $7,938.24 $8,374.85 $8,836.53
0100 Deputy Fire Marshal 611 $7,959.47 $8,397.24 $8,859.09 $9,346.34 $9,860.38
HBFA MOU Sept.25,2007-June 24,2011 -41- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
2.0% EFFECTIVE MARCH 20, 2010
56-Hour Rate(Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 530 $21.90 $23.10 $24.38 $25.72 $27.14
0160 Fire Engineer 561 $25.56 $26.97 $28.45 $30.02 $31.67
0226 Firefighter Paramedic 561 $25.56 $26.97 $28.45 $30.02 $31.67
0227 Fire Protection Specialist 570 $26.74 $28.21 $29.76 $31.40 $33.13
0512 Fire Development Specialist 585 $28.81 $30.40 $32.07 $33.84 $35.70
0101 Fire Captain 589 $29.40 $31.01 $32.71 $34.51 $36.41
0100 Deputy Fire Marshal 611 $32.80 $34.60 $36.51 $38.52 $40.63
56-Hour Rate (Bi-Weekly)
Job Code Classification Range A B C D E
0229 Firefighter 530 $2,452.80 $2,587.70 $2,730.03 $2,880.80 $3,039.24
0160 Fire Engineer 561 $2,863.20 $3,020.68 $3,186.81 $3,362.09 $3,547.00
0226 Firefighter Paramedic 561 $2,863.20 $3,020.68 $3,186.81 $3,362.09 $3,547.00
0227 Fire Protection Specialist 570 $2,994.90 $3,159.62 $3,333.40 $3,516.74 $3,710.16
0512 Fire Development Specialist 585 $3,227.26 $3,404.76 $3,592.02 $3,789.58 $3,998.00
0101 Fire Captain 589 $3,292.38 $3,472.80 $3,663.80 $3,865.31 $4,078.40
0100 Deputy Fire Marshal 611 $3,673.60 $3,875.65 $4,088.81 $4,313.69 $4,550.95
56-Hour Rate (Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 530 $5,314.40 $5,606.69 $5,915.06 $6,241.73 $6,585.03
0160 Fire Engineer 561 $6,203.60 $6,544.80 $6,904.76 $7,284.52 $7,685.17
0226 Firefighter Paramedic 561 $6,203.60 $6,544.80 $6,904.76 $7,284.52 $7,685.17
0227 Fire Protection Specialist 570 $6,488.95 $6,845.84 $7,222.36 $7,619.59 $8,038.67
0512 Fire Development Specialist 585 $6,992.39 $7,376.97 $7,782.70 $8,210.75 $8,662.34
0101 Fire Captain 589 $7,133.49 $7,524.40 $7,938.24 $8,374.85 $8,836.53
0100 Deputy Fire Marshal 611 $7,959.47 $8,397.24 $8,859.09 $9,346.34 $9,860.38
HBFA MOU Sept. 25,2007-June 24, 2011 -42- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
2.0% EFFECTIVE SEPTEMBER 18, 2010
40-Hour Rate(Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 534 $31.28 $33.00 $34.82 $36.73 $38.75
0160 Fire Engineer 565 $36.51 $38.52 $40.64 $42.87 $45.23
0226 Firefighter Paramedic 565 $36.51 $38.52 $40.64 $42.87 $45.23
0227 Fire Protection Specialist 574 $38.18 $40.28 $42.50 $44.84 $47.31
0512 Fire Development Specialist 589 $41.15 $43.41 $45.80 $48.32 $50.98
0101 Fire Captain 593 $41.98 $44.29 $46.73 $49.30 $52.01
0100 Deputy Fire Marshal 615 $46.84 $49A2 $52.14 $55.01 $58.04
40-Hour Rate(Bi-Weekly)
Job Code Classification Range A B C D E
0229 Firefighter 534 $2,502.44 $2,640.07 $2,785.28 $2,938.47 $3,100.08
0160 Fire Engineer 565 $2,920.80 $3,081.44 $3,250.92 $3,429.72 $3,618.36
0226 Firefighter Paramedic 565 $2,920.80 $3,081.44 $3,250.92 $3,429.72 $3,618.36
0227 Fire Protection Specialist 574 $3,054.40 $3,222.39 $3,399.62 $3,587.20 $3,784.50
0512 Fire Development Specialist 589 $3,292.38 $3,472.80 $3,663.80 $3,865.31 $4,078.40
0101 Fire Captain 593 $3,358.31 $3,543.01 $3,738.40 $3,944.01 $4,160.93
0100 Deputy Fire Marshal 615 $3,747.20 $3,953.30 $4,171.20 $4,400.62 $4,643.20
40-Hour Rate(Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 534 $5,421.95 $5,720.16 $6,034.76 $6,366.68 $6,716.84
0160 Fire Engineer 565 $6,328.40 $6,676.46 $7,043.67 $7,431.07 $7,839.78
0226 Firefighter Paramedic 565 $6,328.40 $6,676.46 $7,043.67 $7,431.07 $7,839.78
0227 Fire Protection Specialist 574 $6,617.87 $6,981.85 $7,365.85 $7,772.27 $8,199.74
0512 Fire Development Specialist 589 $7,133.49 $7,524.40 $7,938.24 $8,374.85 $8,836.53
0101 Fire Captain 593 $7,276.33 $7,676.53 $8,099.87 $8,545.36 $9,015.35
0100 Deputy Fire Marshal 615 $8,118.93 $8,565.47 $9,037.60 $9,534.67 $10,060.27
HBFA MOU Sept.25,2007-June 24,2011 -43- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
2.0% EFFECTIVE SEPTEMBER 18, 2010
56-Hour Rate (Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 534 $22.34 $23.57 $24.87 $26.24 $27.68
0160 Fire Engineer 565 $26.08 $27.51 $29.03 $30.62 $32.31
0226 Firefighter Paramedic 565 $26.08 $27.51 $29.03 $30.62 $32.31
0227 Fire Protection Specialist 574 $27.27 $28.77 $30.35 $32.03 $33.79
0512 Fire Development Specialist 589 $29.40 $31.01 $32.71 $34.51 $36.41
0101 Fire Captain 593 $29.98 $31.63 $33.38 $35.21 $37.15
0100 Deputy Fire Marshal 615 $33.46 $35.30 $37.24 $39.29 $41.46
56-Hour Rate(Bi-Weekly)
Job Code Classification Range A B C D E
0229 Firefighter 534 $2,502.44 $2,640.07 $2,785.28 $2,938.47 $3,100.08
0160 Fire Engineer 565 $2,920.80 $3,081.44 $3,250.92 $3,429.72 $3,618.36
0226 Firefighter Paramedic 565 $2,920.80 $3,081.44 $3,250.92 $3,429.72 $3,618.36
0227 Fire Protection Specialist 574 $3,054.40 $3,222.39 $3,399.62 $3,587.20 $3,784.50
0512 Fire Development Specialist 589 $3,292.38 $3,472.80 $3,663.80 $3,865.31 $4,078.40
0101 Fire Captain 593 $3,358.31 $3,543.01 $3,738.40 $3,944.01 $4,160.93
0100 Deputy Fire Marshal 615 $3,747.20 $3,953.30 $4,171.20 $4,400.62 $4,643.20
56-Hour Rate (Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 534 $5,421.95 $5,720.16 $6,034.76 $6,366.68 $6,716.84
0160 Fire Engineer 565 $6,328.40 $6,676.46 $7,043.67 $7,431.07 $7,839.78
0226 Firefighter Paramedic 565 $6,328.40 $6,676.46 $7,043.67 $7,431.07 $7,839.78
0227 Fire Protection Specialist 574 $6,617.87 $6,981.85 $7,365.85 $7,772.27 $8,199.74
0512 Fire Development Specialist 589 $7,133.49 $7,524.40 $7,938.24 $8,374.85 $8,836.53
0101 Fire Captain 593 $7,276.33 $7,676.53 $8,099.87 $8,545.36 $9,015.35
0100 Deputy Fire Marshal 615 $8,118.93 $8,565.47 $9,037.60 $9,534.67 $10,060.27
HBFA MOU Sept.25,2007-June 24,2011 -44- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
2.5% EFFECTIVE MARCH 19, 2011
40-Hour Date (Hourly)
Job Code_ Classification Range A B C D E
0229 Firefighter 539 $32.08 $33.84 $35.70 $37.66 $39.73
0160 _ Fire Engineer 570 $37.44 $39.50 $41.67 $43.96 $46.38
0226 _ Firefighter Paramedic 570 $37.44 $39.50 $41.67 $43.96 $46.38
0227 Fire Protection Specialist 579 $39.16 $41.31 $43.58 $45.98 $48.51
0512 Fire Development Specialist 594 $42.20 $44.52 $46.97 $49.55 $52.27
0101 Fire Captain 598 $43.04 $45.41 $47.91 $50.54 $53.32
0100 Deputy Fire Marshal 620 $48.03 $50.67 $53.46 $56.40 $59.50
40-Hour Rate(Bi-Weekly)
Job Code Classification Range A B C D E
0229 Firefighter 539 $2,566.40 $2,707.55 $2,856.00 $3,013.08 $3,178.80
0160 Fire Engineer 570 $2,994.90 $3,159.62 $3,333.40 $3,516.74 $3,710.16
0226 _ _ Firefighter Paramedic 570 $2,994.90 $3,159.62 $3,333.40 $3,516.74 $3,710.16
0227 Fire Protection Specialist 579 $3,132.80 $3,305.10 $3,486.40 $3,678.15 $3,880.45
0512 Fire Development Specialist 594 $3,376.00 $3,561.68 $3,757.57 $3,964.24 $4,181.60
0101 Fire Captain 598 $3,443.20 $3,632.58 $3,832.80, $4,043.20 $4,265.58
0100 Deputy Fire Marshal 620 $3,842.40 $4,053.73 $4,276.69 $4,511.91 $4,760.06
40-Hour Rate (Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 539 $5,560.53 $5,866.36 $6,188.00 $6,528.34 $6,887.40
0160 Fire Engineer 570 $6,488.95 $6,845.84 $7,222.36 $7,619.59 $8,038.67
0226 Firefighter Paramedic 570 $6,488.95 $6,845.84 $7,222.36 $7,619.59 $8,038.67
0227 Fire Protection Specialist 579 $6,787.73 $7,161.06 $7,553.87 $7,969.33 $8,407.64
0512 Fire Development Specialist 594 $7,314.67 $7,716.97 $8,141.41 $8,589.18 $9,060.13
0101 Fire Captain 598 $7,460.27 $7,870.58 $8,304.40 $8,760.27 $9,242.08
0100 Deputy Fire Marshal 620 $8,325.20 $8,783.09 $9,266.16 $9,775.79 $10,313.46
HBFA MOU Sept.25,2007-June 24, 2011 -45- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT B - SALARY SCHEDULE
2.5% EFFECTIVE MARCH 19, 2011
56-Hour Rate(Hourly)
Job Code Classification Range A B C D E
0229 Firefighter 539 $22.91 $24.17 $25.50 $26.90 $28.38
0160 Fire Engineer 570 $26.74 $28.21 $29.76 $31.40 $33.13
0226 Firefighter Paramedic 570 $26.74 $28.21 $29.76 $31.40 $33.13
0227 Fire Protection Specialist 579 $27.97 $29.51 $31.13 $32.84 $34.65
0512 Fire Development Specialist 594 $30.14 $31.80 $33.55 $35.39 $37.34
0101 Fire Captain 598 $30.74 $32.43 $34.22 $36.10 $38.09
0100 Deputy Fire Marshal 620 $34.31 $36.19 $38.18 $40.28 $42.50
56-Hour Rate (Bi-Weekly)
Job Code Classification Range A B C D E
0229 Firefighter 539 $2,566.40 $2,707.55 $2,856.00 $3,013.08 $3,178.80
0160 Fire Engineer 570 $2,994.90 $3,159.62 $3,333.40 $3,516.74 $3,710.16
0226 Firefighter Paramedic 570 $2,994.90 $3,159.62 $3,333.40 $3,516.74 $3,710.16
0227 Fire Protection Specialist 579 $3,132.80 $3,305.10 $3,486.40 $3,678.15 $3,880.45
0512 Fire Development Specialist 594 $3,376.00 $3,561.68 $3,757.57 $3,964.24 $4,181.60
0101 Fire Captain 598 $3,443.20 $3,632.58 $3,832.80 $4,043.20 $4,265.58
0100 Deputy Fire Marshal 620 $3,842.40 $4,053.73 $4,276.69 $4,511.91 $4,760.06
56-Hour Rate (Monthly)
Job Code Classification Range A B C D E
0229 Firefighter 539 $5,560.53 $5,866.36 $6,188.00 $6,528.34 $6,887.40
0160 Fire Engineer 570 $6,488.95 $6,845.84 $7,222.36 $7,619.59 $8,038.67
0226 Firefighter Paramedic 570 $6,488.95 $6,845.84 $7,222.36 $7,619.59 $8,038.67
0227 Fire Protection Specialist 579 $6,787.73 $7,161.06 $7,553.87 $7,969.33 $8,407.64
0512 Fire Development Specialist 594 $7,314.67 $7,716.97 $8,141.41 $8,589.18 $9,060.13
0101 Fire Captain 598 $7,460.27 $7,870.58 $8,304.40 $8,760.27 $9,242.08
0100 Deputy Fire Marshal 620 $8,325.20 $8,783.09 $9,266.16 $9,775.79 $10,313.46
HBFA MOU Sept.25,2007-June 24, 2011 -46- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT C — RETIREE SUBSIDY MEDICAL PLAN
An employee who has retired from the City shall be entitled to participate in the available
medical insurance plans and the City shall contribute toward monthly premiums for
coverage in an amount as specified in accordance with this plan, provided:
A. At the time of retirement the employee has a minimum of ten (10) continuous years
of regular (permanent) City service immediately prior to retirement or is granted an
industrial disability retirement. Said service must be continuous unless prior service
is reinstated at the time of his/her rehire in accordance with the City's Personnel
Rules; and
B. At the time of retirement, the employee is employed by the City; and
C. Following official separation from the City, the employee is granted a retirement
allowance by the California Public Employees' Retirement System.
The City's obligation to pay the monthly premium, as indicated, shall be modified
downward or cease during the lifetime of the retiree upon the occurrence of any one
of the following:
1. On the first of the month in which a retiree or dependent reaches age 65 or on
the date the retiree or dependent can first apply and become eligible,
automatically or voluntarily, for medical coverage under Medicare (whether or not
such application is made), the City's obligation to pay monthly premiums may be
adjusted downward or eliminated. Benefit coverage at age 65 under the City's
sponsored medical insurance plans shall be governed by applicable plan
document.
2. In the event of the death of any employee, whether retired or not, the amount of
the retiree medical insurance subsidy benefit which the deceased employee was
receiving at the time of his/her death or would be eligible to receive if he/she
were retired at the time of death, shall be paid on behalf of the spouse or
dependent(s) for a period not to exceed twelve (12) months.
D. Industrial Disability Retirees -Industrial disability retirees with less than ten (10)
continuous years of regular (permanent) service shall receive a maximum monthly
payment toward the premium for health insurance of $121. Payments shall be in
accordance with the stipulations and conditions, which exist for all retirees. Payment
shall not exceed dollar amount, which is equal to the full cost of premium for
employee only.
E. Maximum Monthly Subsidy Payments - The payment amounts may be reduced each
month as dependent eligibility ceases due to death, divorce or loss of dependent child
status. However, the amount shall not be reduced if such reduction would cause
insufficient funds needed to pay the full premium for the employee and the remaining
dependents. In the event no reduction occurs and the remaining benefit premium is
HBFA MOU Sept.25,2007—June 24,2011 -47- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT C — RETIREE SUBSIDY MEDICAL PLAN
not sufficient to pay the premium amount for the employee and the eligible
dependents, said needed excess premium amount shall be paid by the employee.
All retirees, including those retired as a result of industrial disability whose number of
years of continuous regular (permanent) service immediately prior to retirement
exceeds ten (10) years, shall be entitled to maximum monthly payment of premiums
by the City for each year of completed City service as follows:
Maximum Monthly Payment
for Retirees After:
Years of Service
10 $ 121
11 136
12 151
13 166
14 181
15 196
16 211
17 226
18 241
19 256
20 271
21 286
22 300
23 315
24 330
25 344
F. Eligibility:
1. The effective start-up date of the Retiree Subsidy Medical Plan for the
eligible retirees shall be the first of the month following retirement date.
2. A retiree may change plans, add dependents, etc., during annual open
enrollment. The City shall notify covered retirees of this opportunity each
year.
3. Years of service computed for the Retiree Subsidy Medical Plan are actual
years of completed continuous regular (permanent) service with the City of
Huntington Beach immediately prior to retirement.
4. When a retiree is eligible for medical plan coverage at the expense of
another employer due to post-retirement employment of the retiree or
spouse of the retiree, the retiree and his/her spouse must take that
coverage regardless of benefit level and shall be deleted from any City
HBFA MOU Sept.25,2007—June 24,2011 -48- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT C — RETIREE SUBSIDY MEDICAL PLAN
sponsored health insurance Plan. Exceptions to this requirement are
limited to the following:
a. A retiree is not required to enroll in such "other" medical insurance plan
coverage if there is significant disparity between the benefits provided by
the "other" medical insurance plan and the City sponsored health
insurance plan as defined below. "Significant disparity" means coverage
available under the "other" medical plan is restrictive or limited in one or
more of the following ways:
1) No in-patient hospitalization coverage.
2) No major medical benefits.
3) Annual deductible is greater than or equal to $1,000 per person.
4) Major medical benefits are paid at 60% or less of covered
expenses in network.
b. The City Administrator or designee will have the authority to provide
additional exceptions following review of the "other" medical insurance
plan policy. Exceptions will be made only if the "other" medical plan
benefit provisions are comparable to the guidelines under (F.4.a.)
above.
c. Miscellaneous Provisions:
1) Benefits provided under the avaliable medical insurance plan will
be coordinated with the "other" medical insurance plan as the
primary carrier.
2) The City shall have the right to require any retiree to provide a
copy of the "other" medical insurance plan policy for review by the
City Administrator or designee.
5. When a retiree under age 65 becomes eligible for the other group coverage
and then becomes no longer eligible, he/she may have the Retiree Subsidy
Medical Plan reinstated for the purchase of avaliable health insurance.
6. Dependents of a retiree under age 65 may follow him/her into the Retiree
Subsidy Medical Plan or they may choose to exercise COBRA rights along
with the retiree.
7. When a retiree becomes 65 and has eligible dependents under 65, said
dependents are eligible to exercise COBRA rights.
HBFA MOU Sept.25,2007—June 24,2011 -49- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT C — RETIREE SUBSIDY MEDICAL PLAN
8. When a retiree is under 65 and his/her spouse is over 65, the spouse is not
covered.
G. Premium payments are to be received at least one month in advance of the
coverage period. Retiree Subsidy Medical Plan and COBRA participants shall be
notified of non-payment of premium by means of a certified letter from the City in
accordance with provisions of the Memorandums of Understanding.
A retiree who fails to pay premiums due for coverage and is in arrears for sixty (60)
days shall be terminated from the plan and shall not have reinstatement rights.
H. Subsidies:
1. The subsidy payments will pay for:
a. Available health insurance plans for eligible retirees.
b. Part A of Medicare for those retirees not eligible for paid Part A.
2. Subsidy payments will not pay for:
a. Part B Medicare.
b. Any other City sponsored benefit plan.
c. Any other commercially available benefit plan.
d. Medicare supplements
I. Medicare:
1. All persons are eligible for Medicare coverage at age 65. Those with sufficient
credit quarters of Social Security will receive Part A of Medicare at no cost.
Those without sufficient credited quarters are still eligible for Medicare at age
65, but will have to pay for Part A of Medicare if the individual elects to take
Medicare. In all cases, Part B of Medicare is paid for by the participant.
2. When a retiree and his/her spouse are both 65 or over and neither is eligible
for paid Part A of Medicare, the subsidy shall pay for Part A for each of them or
the maximum subsidy, whichever is less.
3. When a retiree at age 65 is eligible for paid Part A of Medicare and his/her
spouse is not eligible for paid Part A, the spouse shall not receive subsidy.
When a retiree at age 65 is not eligible for paid Part A of Medicare and his/her
spouse who is also age 65 is eligible for paid Part A of Medicare, the subsidy
shall be for the retiree's Part A only.
HBFA MOU Sept. 25,2007—June 24, 2011 -50- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT C — RETIREE SUBSIDY MEDICAL PLAN
J. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be
eliminated on the first day of the month in which the retiree reaches age 65
whether or not the retiree applies for Medicare coverage. If such retiree
was covering dependents under the Plan, dependents will be eligible for
COBRA continuation benefits effective as of first day of the month in which
the retiree reaches age 65.
b. When one of the following occurs, dependent coverage will be eliminated:
1) After 36 months of COBRA continuation coverage, or
2) When the covered dependent reaches age 65 in the event such
dependent reaches age 65 prior to the retiree reaching age 65.
2. Premium payments are to be received at least one month in advance of the
coverage period.
3. A retiree who fails to pay premiums due for coverage and is in arrears for sixty
(60) days shall be terminated from the plan and shall not have reinstatement
rights.
HBFA MOU Sept.25,2007—June 24,2011 -51- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT D — TILLER CERTIFICATION
Following is the method of application regarding Tiller Certification, Article V, Section E-4 of
the Huntington Beach Firefighter's Association MOU:
Article V, Section E-4-Tiller Certification
a. Tiller Certification -- The Huntington Beach Training Manual, identifies the method and
requirements for Tiller Certification.
b. Class B Firefighter Restrictive License.--.State Department Of Motor Vehicles
established.
c. Light Air Unit -- The intent is for a Firefighter to be able to drive, set up, and safely
operate the Light Air unit. Currently, hazardous materials personnel operate the Light
Air Unit. They are trained in the safe operation of the unit but do not actually "certify."
We are developing a training program for the unit that will consist of a short written test
to identify the safety and operational aspects the lighting and air system. The program
will formalize the current existing training program that has been in use and assure that
firefighting personnel are properly trained. Since Firefighters may not be assigned to
the unit regularly, we will also establish a refresher class each year to maintain their
capabilities.
Note! All Fire Department personnel have been trained in the past in the operation of the
Light Air Unit. Since we do not have a formalized training program for the unit at the
present time, all Firefighters will be grandfathered into meeting the requirements until the
training program is finalized. This process will provide the following options for
compensation:
• If the Firefighter was Tiller Certified and had a Class B Firefighter Restrictive License as
of September 5, 1998, they will receive the identified compensation effective that date.
Upon implementation of a formal certification program for the Light Air Unit, these
Firefighters will be required to become certified in light air operation.
• If, after September 5, 1998, and until the training program for the Light Air Unit is
developed and implemented, a Firefighter obtains Tiller Certification and the Class B
Firefighter Restrictive Drivers License, they will be eligible for compensation following
application. Upon implementation of a formal certification program for the Light Air Unit,
these Firefighters will be required to become certified in light air operation.
• For Firefighters requesting compensation after the training program for the Light Air Unit
is formalized, they must obtain Tiller Certification, the Class B Firefighter Restrictive
Drivers License, and be certified in light air operations. They will be eligible for
compensation following application.
Mote! If a Firefighter elects not to participate in the above mentioned Tiller Certification
compensation, it does not preclude the currently established requirement by the
Department for a firefighter to be Tiller Certified, as identified in the Huntington Beach
Training Manual.
HBFA MOU Sept.25,2007—June 24,2011 2/11/2008
-52-
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT E — INCOME PROTECTION PLAN
This is to memorialize an agreement between the City of Huntington Beach (City) and the
Huntington Beach Firefighter's Association (HBFA) regarding authorizing the HBFA to
administer its own Long Term Disability (LTD) insurance program providing the following
conditions are adhered to:
1. The City and HBFA agree that the City shall not provide a City-sponsored LTD
Insurance Program for employees represented by HBFA.
2. HBFA shall contract with an insurance provider for LTD insurance for the employees
represented by the HBFA.
3. The City shall pay to HBFA for the cost of LTD premiums not to exceed $38.00 per
month per occupied covered position represented by HBFA.
4. Non-dues paying represented employees shall be covered by the LTD Policy at the
same premium rate as dues paying represented employees.
5. City payment to HBFA is to be made for each represented employee per month
based on the bi-weekly payroll.
6. HBFA shall pay the insurance company for the cost of premiums and any charges
incurred for administering the program.
7. HBFA shall provide the City with a monthly listing of covered employees.
8. No self-funding/self-insurance of LTD benefits is permitted under this agreement.
9. HBFA shall authorize the City to have the insurance company provide
documentation to the City as follows:
a) A copy of the most current audited financial statements.
b) A copy of the latest actuarial report, which should be completed by an
independent "Fellow of the Society of Actuaries";
c) A copy of the in-force re-insurance Policy;
10. HBFA will provide a statement certifying that premiums collected are for LTD
benefits for HBFA represented employees only.
HBFA MOU Sept.25,2007—June 24,2011 2/11/2008
-53-
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT F - 40/56-HOUR CONVERSION VACATION AND SICK LEAVE ACCRUAL
LEAVE BENEFITS
(EXAMPLE)
Permanent, full-time employees shall accrue annual vacations or sick leave at their
appropriate assigned work schedule rate, either 40-hour or 56-hour workweek. The actual
accrual, as reflected on their payroll check will also reflect their actual work schedule. In the
event of a change in work schedules, personnel will have their accrual rate (Constant) and
actual accrual (Accrued) change to the new schedule using the conversion factor, .7143.
Paychecks will reflect the accrual rate based on the actual work schedule, either forty (40) or
fifty-six (56) hour schedule. All maximum accruals will be modified to reflect the proper
number of hours, either 40-hour or 56-hour workweek.
EXAMPLE — CURRENT EXCEPTION
40-HOUR FIRE PROTECTION SPECIALIST
Paycheck stub shows 1000 hours accrued sick leave.
Employee uses 24 hours sick time.
1000 hours — 24 hours = 976 hours.
56-HOUR FIREFIGHTER PARAMEDIC
Paycheck stub shows 1000 hours accrued sick leave.
Employee uses 24 hours sick time.
1000 hours — 24 x .7143 = 17.1 hours = 982.9 hours
(This mathematical transaction takes place for each exception.)
EXCEPTION
ALL 56-HOUR PERSONNEL
Modify to 56-hour schedule - current accrued hours divided by .7143.
40-hour rate paycheck stub indicates 1000 hours sick leave.
1000 hours divided by .7143 = 1400 hours
1400 hours would be reflected on the employee's 56-hour workweek paycheck stub.
56-hour schedule employee uses 24-hours sick time - hours are taken hour for hour.
1400 hours — 24 hours = 1376 hours remaining.
HBFA FINAL MOU 2007-2011 2/11/2008
-54-
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT F - 40/56-HOUR CONVERSION VACATION AND SICK LEAVE ACCRUAL
LEAVE BENEFITS
(EXAMPLE)
40-HOUR FIRE PROTECTION SPECIALIST
Remains the same
FIRE PROTECTION SPECIALIST IS REASSIGNED AS A 56-HOUR FIREFIGHTER
PARAMEDIC
ACCRUAL RATE
Current 40-hour Fire Protection Specialist sick leave accrual - 3.6923 hours per pay period.
56-hour Firefighter Paramedic employee would accrue sick leave at 5.1691 (3.6923 divided
by .7143 = 5.1691) hours per pay period. This would accurately indicate accrual at the 56-
hour rate.
56-HOUR EMPLOYEE ASSIGNED TO A 40-HOUR POSITION
Upon change of 56-hour Firefighter Paramedic employee to a 40-hour Fire Protection
Specialist.
Accrued sick leave = 1400 hours
1400 x .7143 = 1000 hours
1000 hours would be reflected on pay check.
Sick leave accrual would return to 3.6923 per pay period
HBFA MOU Sept.25,2007—June 24,2011 -55- 2/11/2008
Exhibit"A" Resolution No.2008-13
HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION
EXHIBIT G - POLICY D-14, MINIMUM STAFFING AND FILLING OF VACANCIES
HBFA FINAL MOU 2007-2011 2/11/2008
-56-
Res. No. 2008-13
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 an regular meeting thereof held on February 19, 2008 by
the following vote:
AYES: Hansen, Hardy, Bohr, Cook, Coerper, Green, Carchio
NOES: None
ABSENT: None
ABSTAIN: None
CiV Clerk and ex-officio Jerk of the
City Council of the City of
Huntington Beach, California