HomeMy WebLinkAboutCity Council - 2011-80 RESOLUTION NO. 2011-80
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON
BEACH APPROVING AND IMPLENTING THE MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY AND THE HUNTINGTON BEACH
MARINE SAFETY MANAGEMENT ASSOCIATION (MSMA) [FORMERLY
MARINE SAFETY OFFICERS' ASSOCIATION—MSOA], FOR OCTOBER 1,
2011. THROUGH SEPTEMBER 30, 2013
The City Council of the City of Huntington Beach does resolve as follows:
The Memorandum of Understanding between the City of Huntington Beach and the
Huntington Beach Marine Safety Management Association ("MSMA"), 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 Manager
is authorized to execute this Agreement. Such Memorandum of Understanding shall be effective
for the term of October 1,2011,through September 30,2013.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on this 3rd day of_ October ,2011.
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REVIE D APPROVED:
AP ROVED AS TO FORM:
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Exhibit"A" Resolution No.2011-80
G`41ARINE SAFETY r0k,-,NAGEI4ENT ASSOCIATIOC
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TABLE OF CONTENTS
PREAMBLE1.................................................................................................................. 1
ARTICLEI - TERRA OF MOU........................................................................................... 1
ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS................................... 2
ARTICLE III - MANAGEMENT RIGHTS.......................................................................... 2
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT.......................................... 2
ARTICLE V - SALARY SCHEDULE................................................................................ 2
A. WAGE INCREASES.............................................................................................................3
ARTICLE VI - SPECIAL PAY.......................................................................................... 3
A. EDUCATION INCENTIVE PAY...............................................................................................3
B. ACTING ASSIGNMENT PAY.................................................................................................4
C. CERTIFICATION PAY..........................................................................................................4
D. HOLIDAY PAY-IN-LIEU .......................................................................................................4
E. BILINGUAL SKILL...............................................................................................................5
F. EFFECTIVE DATE OF SPECIAL PAY.....................................................................................5
G. NO PYRAMIDING OF SPECIAL PAY......................................................................................5
H. REPORTING TO PERS.......................................................................................................5
ARTICLE VII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT............................ 5
A. GENERAL POLICY..............................................................................................................5
B. AFFECTED EMPLOYEES.....................................................................................................5
C. PERSONAL PROTECTIVE EQUIPMENT..................................................................................5
D. EMPLOYEE RESPONSIBILITIES............................................................................................5
E. CITY RESPONSIBILITIES.....................................................................................................6
ARTICLE VIII - HOURS OF WORK/OVERTIME ............................................................. 6
A. HOURS OF WORK DEFINED................................................................................................6
B. OVERTIME/COMPENSATORY TIME......................................................................................6
1. Paid Overtime...................................................................................................................................6
2. Compensatory Time.........................................................................................................................7
3. Court Time........................................................................................................................................7
a. Court Standby..............................................................................................................................7
b. Court Appearance........................................................................................................................7
4. Holidays Worked..............................................................................................................................7
C. 4/10 WORK SCHEDULE DEFINED........................................................................................8
D. STANDBY..........................................................................................................................8
ARTICLE IX - HEALTH AND OTHER INSURANCE BENEFITS..................................... 8
A. HEALTH............................................................................................................................8
1. CalPERS PEMHCA..........................................................................................................................9
MSMA MOU FINAL 2011-2013 I
Exhibit°A" Resolution Nn.20||'00
'
MiARtWE SAFETY MIANAGEI,&ENT AS'SOCIAT {]N
2011- 2012' /vfiE[0,[)RA.NDUVf, OF UNI[)ERSTAND/NG
TABLE OF CONTENTS
a. PEyNHCA Employer Contributions...............................................................................................Q
iz Maximum Employer Contributions..................................................................... .........................Q
2. Dental |nnunanoa-----------------------------------------1O
3. Retiree (Annuitant) ----------------------------------'1O
a. City Contribution (Unequal Contribution Method)for Retirees..................................................1O
b. Termination of Participation in the Ca|PERSPEMHCA Program -Impact to Retirees............. O
4. Additional Costs for Participation in the PEMHCA program .......................................................... 1
a. Retiree and/or Annuitant Coverage------------------------------11
bTermination Clause....................................................................................................................11
B. MEDICAL CASH-OUT .......................................................................................................12
C. SECTION 125 EMPLOYEE PLAN........................................................................................12
D. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT(AD&n) INSURANCE.........................13
E. LONGTERM DISABILITY INSURANCE.................................................................................13
ARTICLE - RETIREMENT.......................................................................................... 14
A. BENEFITS.......................................................................................................................14
1. Public Employees' Retirement System------------------------------14
2. Self-Funded Supplemental Retirement Benefit..............................................................................14
3. 1959Gum4voro Benefit Level K/....................................................................................................14
4. Medical Insurance for Retirees.......................................................................................................14
B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM REIMBURSEMENT AND REPORTING..................14
1. Employees'Contribution ................................................................................................................14
C. HEALTH SAVINGS ACCOUNT FOR POST RETIREMENT MEDICAL BENEFITS...........................15
Q. PRE-RETIREMENT OPTIONAL SETTLEMENT 2 DEATH BENEFIT............................................15
ARTICLE XI ~ LEAVE BENEFITS.................................................................................. 15
A. VACATION.......................................................................................................................15
1. Accrual............................................................................................................................................16
2. Eligibility and Permission................................................................................................................ 5
3. Conversion to Cash........................................................................................................................16
e. Cash Advance............................................................................................................................18
' B. SICK LEAVE....................................................................................................................18
C. TIME OFF FOR INJURY OR ILLNESS...................................................................................1G
D. FAMILY LEAVE BENEFIT ENTITLEMENTS............................................................................1G
E. BEREAVEMENT LEAVE.....................................................................................................17
F. DEFERRED COMPENSATION/LEAVE CASH-OUT................................................................17
G. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM.................................................17
ARTICLEX11 ~ CITY RULES,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,...,,,,,......................................... 17
ARTICLE XIIU ~ MISCELLANEOUS ............................................................................... 17
A. SALARY UPON APPOINTMENT..........................................................................................17
B. PHYSICAL E%]\m|NATlON8................................................................................................17
C. CONDITIONING TIME........................................................................................................18
Exhibit"A" Resolution No.2011-80
MAR114fE SAFETY MIA N'A,GEMENT ASSOCIAT tON,
2011- 2013 MEMiORANDUMI OF UKDERSSTAN!DING
TABLE OF CONTENTS
D. 1,500 HOUR RECURRENT EMPLOYEES.............................................................................18
E. COLLECTION OF PAYROLL OVERPAYMENTS......................................................................18
F. GRIEVANCE HEARING COST SHARING..............................................................................19
G. PERSONNEL RULE 19 MODIFICATION................................................................................19
H. UPDATE EMPLOYEE-EMPLOYER RELATIONS RESOLUTION(EERR) ....................................19
I. MODIFIED RETURN TO WORK POLICY...............................................................................19
J. CONTROLLED SUBSTANCE AND ALCOHOL TESTING...........................................................19
K. RE-OPENER ...................................................................................................................19
ARTICLE XIV - CITY COUNCIL APPROVAL ............................................................... 20
EXHIBIT A - MSMA SALARY SCHEDULE................................................................... 21
EXHIBIT B - SERVICE CREDIT SUBSIDY PLAN......................................................... 22
EXHIBIT C - MODIFICATIONS TO EMPLOYEE - EMPLOYER RELATIONS
RESOLUTION .......................................................................................... 25
EXHIBIT D - MODIFICATIONS TO PERSONNEL RULE 19......................................... 27
EXHIBIT E -VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM .......... 30
MSMA MOU FINAL 2011-2013 III
Exhibit"A" Resolution No.2011-80
MEMORANDUM OF UNDERSTANDING
Between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
and
THE HUNTINGTON BEACH MARINE SAFETY MANAGEMENT ASSOCIATION
(Hereinafter called ORGANIZATION or MSMA)
PREAMBLE
WHEREAS, pursuant to California law, the City and the representatives of the
Association, a duly recognized employee association, have met and conferred in good
faith and reached a full agreement concerning wages, hours, and other terms and
conditions of employment.
WHEREAS, except as otherwise expressly provided herein, all terms and conditions of
this Agreement shall apply to all employees represented by the Association, and
WHEREAS, the representatives of the City and Association desire to reduce their
agreements to writing,
NOW THEREFORE, this Memorandum of Understanding is made, to become effective
October 1, 2011, and it is agreed as follows:
ARTICLE I -TERM OF MOU
This Memorandum of Understanding shall be in effect for a term commencing on October
1, 2011 and ending at midnight on September 30, 2013. No further improvements or
changes in the salaries and monetary benefits of the employees represented by the
Association shall take effect during the term of this agreement and the Association
expressly waives any right to request any improvements or changes in salaries or
monetary benefits for the employees represented by the Association which would take
effect prior to October 1, 2013, and the City of Huntington Beach, through its
representatives, shall not be required to meet and confer as to any such request.
MSMA MOU FINAL 2011-2013 1
Exhibit"A" Resolution No.2011-80
tr �:F:INE '15-A FF TY Miit,14ACEWiEN AS'SOC[t;T ION'
ARTICLE If - REPRESENTATIONAL UNIT/CLASSIFICATIONS
It is recognized that the Marine Safety Management Association is the employee
organization, which has the right to meet and confer in good faith with the City on behalf
of the employees of the Huntington Beach Community Services Department within the
following classification and assignment titles:
Marine Safety Lieutenant
Marine Safety Officer II
Marine Safety Officer I
ARTICLE III - MANAGEMENT RIGHTS
The parties agree that the City has the right to unilaterally make decisions on all matters
outside the scope of bargaining. Furthermore, 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 marine safety services and the work forces
performing such services, provided that nothing herein shall change the City's obligation
to meet and confer as to the effects of any such management decision upon wages,
hours and terms and conditions of employment or be construed as granting the Director
or the City the right to make unilateral changes in wages, hours, and terms and conditions
of employment. Such rights include, but are not limited to, consideration of the merits,
necessity, level or organization of City services, including establishing manning
requirements, overtime assignments, number and location of work stations, nature of
work to be performed, contracting for any work or operation, reasonable employee
performance standards, including reasonable work and safety rules and regulations in
order to maintain the efficiency and economy desirable for the performance of City
services. The parties agree to meet and confer during the term of this agreement on
revisions, changes, modifications and additions to the Personnel Rules and/or
Department Rules when requested by City.
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT
Except as otherwise expressly provided herein, the adoption of this Memorandum of
Understanding shall not change existing benefits and terms and conditions of
employment which have been established in prior Memoranda of Understanding between
City and the Association.
ARTICLE V - SALARY
Classification and Salary Schedule
Employees shall be compensated at rates by classification title and salary range during
the term of the agreement as set out in Exhibit A attached hereto and incorporated
herein.
MSMA MOU FINAL 2011-2013 2
Exhibit"A" Resolution No.2011-80
iiIARINE l'k,:F '€ `
A. Wage Increases
There are no scheduled wage increases for the term of the agreement.
ARTICLE VI - SPECIAL PAY
A. Education Incentive Pay
Employees who possess a degree from an accredited college shall be eligible to
receive education incentive pay as follows:
1. Bachelor's Degree —three percent (3%) above the base hourly rate
2. Associate's Degree —two percent (2%) above the base hourly rate
3. The maximum education incentive pay shall be three percent (3%).
4. All current employees who do not possess the degrees listed above shall continue
to receive the education incentive pay in effect as of September 19, 2005. Such
pay shall not increase unless an employee obtains one of the degrees listed
above. In the event an employee obtains an Associate's or Bachelor's degree,
only the special pay in #1 or #2 above shall apply and the following Education
Incentive Level Plan shall no longer apply:
Education Maximum Continuing Education
Incentive College Training Years of College Units Monthly
Level Units Points Service Required Annually Amount
1 30 10 1 6 $ 50
2 60 20 2 3 75
3 90 30 2 3 100
4 120 3 3 150
5 150 4 0 150
5. Employees hired after September 19, 2005 who do not possess a Bachelor's or an
Associate's degree shall not be eligible for education incentive pay until a degree
is attained.
MSMA MOU FINAL 2011-2013 3
Exhibit"A" Resolution No.2011-80
MARIKIESAFETY
MANACEIAIEE':T ASSOCIATIOI
B. Acting Assignment Pay
i When formally assigned to perform in an acting capacity in the absence of the
Marine Safety Chief, a Marine Safety Lieutenant shall be compensated for each
full hour worked at the rate of twelve and one-half percent (12 'h%) of the
employee's base hourly rate of pay.
2. Acting Chief selection shall be made at the discretion of the Department Head or
designee and seniority will not be the controlling criteria.
C. Certification Pay
1. Marine Safety Officer II (MSO II) — Employees classified as MSO 11 shall receive
five percent (5%) above their base hourly rate for maintaining active certification in
all of the following: SCUBA/Rescue, ICS (Incident Command System) 100 and
200; Instructor 1A and 1 B; SCUBA/Dry Suit; and Instructor Emergency Response
Red Cross.
2. Marine Safety Lieutenant— Employees classified as Marine Safety Lieutenant shall
receive five percent (5%) above their base hourly rate for maintaining active
certification in all of the following: ICS (Incident Command System) 300;
Command 1A and 1 B; and Management I.
D. Holiday Pay-In-Lieu
In addition to regular compensation, employees shall receive, each month, one-twelfth
(1/12) of the total holiday hours (80) earned for the year. Employees shall be entitled
to an additional eight (8) hours of pay at their regular rate for any day declared by the
President of the United States to be a national holiday, or any day declared by the
Governor of the State of California to be a state holiday, if such day is adopted by the
City Council of the City of Huntington Beach as a special holiday for City employees
(i.e., day of mourning).
1. Holidays Specified-The holidays governed by this MOU are listed below.
• New Years Day
• Martin Luther King Holiday
• Presidents Day
• Memorial Day
• Independence Day
• Labor Day
• Veteran's Day
• Thanksgiving Day
• Day After Thanksgiving
• Christmas Day
MSMA MOU FINAL 2011-2013 4
Exhibit"A" Resolution No.2011-80
MAR11 F S/kF EETY WiANAC El�tr\!T A SSOCI 4
E. Bilingual Skill
Employees who are approved by their Department Head to use their bilingual abilities
as part of their job assignment shall be paid an additional five percent (5%) above
their base hourly rate. Said employees must be tested and be certified by the Human
Resources Director or designee as to their language proficiency in order to be eligible
for said compensation. Eligibility for bilingual pay shall be limited to the following
languages: Spanish, Vietnamese, French, German, Japanese and sign language.
F. Effective Date of Special Pay
All special pay shall be effective the first full pay period following certification and
verification as approved by the Department Head or designee.
G. No Pyramiding of Special Pay
Each special pay that is a percentage of base hourly pay shall not be counted towards
the value of any other special pay.
H. Reporting to PERS
Pursuant to state law and regulations, compensation paid as a result of this Article
shall be reported to the California Public Employees' Retirement System (CaIPERS)
as special compensation.
ARTICLE VII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT
A. General Policy
The City provides uniforms to employees on active duty who are required to wear a
standard uniform for appearance, uniformity, and public recognition purposes.
B. Affected Employees
All employees shall wear a standard City uniform, as provided in the City of
Huntington Beach Community Services Department General Order III. The
Department Head shall determine which employees must wear a uniform.
C. Personal Protective Equipment
All personal protective equipment shall be provided based on employee safety needs
for the performance of duties as approved by the Department Head.
D. Employee Responsibilities
1. To wear a clean and complete uniform as required.
MSMA MOU FINAL 2011-2013 5
Exhibit"A" Resolution No.2011-80
ViA.L NE SA-FE T Y MAN.A.GEME T ASSOCIAT1,01`4
2. Uniform appearance shall be worn with pride in appearance to the public i.e., shirt
buttoned, shirt tail tucked in, etc.
3. To wash and provide minimum repair i.e., buttons, small tears, etc.
4. To not wear the uniform for other than City duties or work.
5. To notify supervisor of the need to replace due to disrepair or severe staining
producing an undesirable appearance.
6. To turn in all uniform components, including patches upon separation from
employment.
7. To turn in all personal protective equipment upon separation from employment.
8. To wear all personal protective equipment prescribed by the City safety officer
and/or Supervisor of the division.
E. City Responsibilities
1. To provide or pay for required uniforms.
2. The City will report to CalPERS the average annual cost of uniforms for each
employee as special compensation in accordance with Title 2, California Code of
Regulations, Section 571(a)(5). For employees who are not required to wear a
uniform on a daily basis or who are not actively employed for an entire payroll
calendar year, a prorated cost of uniforms shall apply.
ARTICLE VIII - HOURS OF WORK/OVERTIME
A. Hours of Work Defined
For purposes of this article, calculating overtime, approved vacation, sick leave and
compensatory time shall count as hours worked.
B. Overtime/Compensatory Time
1. Paid Overtime
a. Overtime is defined as one and one half (1 1/2) times the employee's regular
rate of pay for all time worked in excess of their scheduled work shift.
b. Regular rate of pay is defined as the employee's base hourly rate of pay plus
their eligible special pays.
IVISIVIA NIOU FINAL 2011-2013 6
Exhibit"A" Resolution No.2011-80
MiARINE ASSOCIATION
2. Compensatory Time
Employees may elect to receive compensatory time off that may be earned to a
maximum of one hundred twenty (120) hours in lieu of such overtime pay.
Employees may convert up to sixty (60) hours of compensatory time to cash at the
employee's regular rate of pay once per calendar year.
3. Court Time
a. Court Standby
Employees required to be on standby for a court appearance during other than
their scheduled working hours shall receive a minimum of two (2) hours their
regular rate of pay for each morning and afternoon court sessions.
b. Court Appearance
Employees required to appear in court during other than their scheduled
working hours shall receive a minimum of three (3) hours at the overtime rate.
4. Holidays Worked
Employees who work on the following holidays shall be compensated at the
overtime rate for all hours worked:
1. New Years Day
2. Martin Luther King Holiday
3. Presidents Day
4. Memorial Day
5. Independence Day
6. Labor Day
7. Veteran's Day
8. Thanksgiving Day
9. Day After Thanksgiving
10.Christmas Day
MSMA MOU FINAL 2011-2013 7
Exhibit"A" Resolution No.2011-80
rNr/'1 R 1 I' S AF-ET
C. 4/10 Work Schedule Defined
The 4/10 work schedule shall be defined as working four (4) days, ten (10) hours per
day, for a total of forty (40) hours per week.
The 4/10 work schedule is designed to be in compliance with the requirements of the
Fair Labor Standards Act (FLSA). All employees on the 4/10 work schedule are
subject to be called to work any time to meet any and all emergencies or unusual
conditions which, in the opinion of the City Administrator, Community Services
Department Director or their designee, may require such service from any of said
employees.
D. Standbv
An employee who is authorized to be on standby status by their Supervisor shall be
compensated two (2) hours at the overtime rate for each eight (8) hour standby
period, or any part thereof. A Supervisor shall notify an available employee, in
advance, of the need to be on standby status.
ARTICLE IX - HEALTH AND OTHER INSURANCE BENEFITS
A. Health
The City shall continue to make available group medical, dental and vision benefits to
all association employees. The effective date for medical, dental and vision coverage
is the first of the month following date of hire. 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, unless otherwise
precluded by CaIPERS PEMCHA. All employee contributions shall be deducted on a
pre-tax basis.
A copy of the medical, dental and vision plan brochures may be obtained from the
Human Resources Office.
1. California Public Employees' Retirement System - Public Employees' Medical
and Hospital Care Act (CaIPERS PEMHCA)
The City presently contracts with CaIPERS to provide medical coverage. The
City is required under CaIPERS PEMHCA to make a contribution to retiree
medical premiums. A retiree's right to receive a City contribution, and the City's
obligation to make payment on behalf of retirees, shall only exist as long as the
City contracts with CaIPERS for medical insurance. In addition, while the City
is in CaIPERS, its obligations to make payments on behalf of retirees shall be
limited to the minimum payment required by law.
MSMA MOU FINAL 2011-2013 8
Exhibit"A" Resolution No.2011-80
iOARI E SAFETY .�,�.I��� :Et��EF� ► �,cc;CGIA � it�i��
a. PEMHCA Employer Contributions
The City shall contribute on behalf of each employee, the mandated
minimum sum as required per month toward the payment of premiums for
medical insurance under the PEMHCA program. As the mandated
minimum is increased, the City shall make the appropriate adjustments by
decreasing its flex benefits contribution accordingly as defined in the
following sub-section.
b. Maximum Empiayer Contributions Toward Flex Benefits
For the term of this agreement, the City's maximum monthly employer
contribution for each employee's medical and vision insurance premiums
are set forth as follows:
i. Effective January 1, 2012, the City Contribution shall remain at the
same level as the Employer Monthly Contribution for all medical and
vision plans as of January 1, 2011. This shall be the sum of the
participating Orange County Blue Shield HMO-PEMHCA Plan plus
the VSP Vision Plan premiums for each of the following categories:
a. Employee only ("EE")
b. Employee + one dependent ("EE" + 1)
C. Employee + two or more dependents ("EE" + 2)
The maximum City Contribution shall be based on the employee's
enrollment in each plan. The parties agree that the required
PEMHCA contribution is included in this sum stated in the sub-
section above. If the employee enrolls in a plan wherein the costs
exceed the City Contribution, the employee is responsible for all
additional premiums through pre-tax payroll deductions.
ii. Effective January 1, 2013, the City Contribution in each category
shall not increase. Any increase in premiums above the 2012
Contribution Cap will be the responsibility of the employee.
iii. In the event the Orange County Blue Shield HMO Plan is no longer a
PEMCHA option, the City's contribution for 2012 and 2013 shall not
increase.
MSNIA MOU FINAL 2011-2013 9
c r ��^ / t F Exhibit"A" Resolution No.2011-80
rl:Ai`XJK''E SAFETY �"�,rANKF-,,,GE ��EK �� f�°-Ea�_'-1-'O�t[A1AI lk
2. Dental Insurance
The annual maximum benefit for the Delta Dental PPO plan is $2000 (two
thousand dollars).
a. Effective January 1, 2012, the maximum City Contribution shall be
equivalent to the premium for the Delta Dental PPO plan based on the
employee's enrollment of employee only ("EE"), employee plus one
dependent ("EE+1") or employee plus two or more dependents ("EE+2")
as reflected in the Employer Monthly Contribution rates for January 1,
2011.
b. Effective January 1, 2013, the City Contribution shall not increase. It shall
remain at the same contribution level as January 1, 2012.
3. Retiree (Annuitant) Coverage
As required by the Government Code, retired employees (annuitants) shall
have available the ability to participate in the PEMHCA program. The City's
requirement to provide retirees and/or annuitants medical coverage is solely
governed by the Government Code that requires the City to extend this benefit
to retirees (annuitants). While the City is contracted with CalPERS to
participate in the PEMHCA program, CalPERS shall be the sole determiner of
eligibility for retiree and/or annuitant to participate in the PEMHCA program.
a. City Contribution (Unequal Contribution Method) for Retirees.
As provided by the Government Code and the CalPERS Board, and
requested by the Association, the City shall use the Unequal Contribution
Method to make City contributions on behalf of each retiree or annuitant.
The starting year for the unequal contributions method is 2004 at $1.00 per
month. The City's contribution for each annuitant shall be increased
annually by five percent (5%) of the monthly contribution for employees,
until such time as the contributions are equal. The Service Credit Subsidy
will be reduced every January 1st by an amount equal to any required
amount to be paid by the City on behalf of the retiree (annuitant). The City
shall make these payments only while the City is a participant in the
PEMHCA program.
b. Termination of Participation in the CalPERS PEMHCA program — Impact to
Retirees
The City's requirement to provide retirees (annuitants) medical coverage is
solely governed by the Government Code requirement that PEMHCA
agencies extend this benefit to retirees (annuitants). If by agreement
between the Association and the City or if the City elects to impose
MSIIAA MOU FINAL 2011-2013 10
Exhibit"A" Resolution No.2011-80
MARIKE Sf.FEIT � r l t: c Et iEr�a .. :oCI : lore
termination of its participation in the PEMHCA program, retirees
(annuitants) shall no longer be eligible for City provided medical insurance.
In the event that the City terminates its participation in the PEMHCA
program, the retiree medical subsidy program in place in Resolution No.
2000-123 Exhibit D to the Memorandum of Understanding shall be
reinstated. The City shall make any necessary modifications to conform to
the new City sponsored medical insurance plan.
4. Additional Costs for Participation in the PEMHCA program
a. Retiree and/or Annuitant Coverage
The Association shall pay to the City an amount equal to $1.00 per month
for each additional retiree and/or annuitant in the bargaining unit who elects
to participate in the PEMHCA plan but is not participating in the City
sponsored retiree medical program as of the beginning of a pay period after
the PEMHCA program is in place.
Each January 1st the amount per month paid to the City for each retiree
and/or annuitant described above shall increase by the amount PEMHCA
requires the City to pay on behalf of each retiree (annuitant). Article
IX.A.3.a. provides an example of expected payments per retiree or
annuitant per month.
In the event of passage of State Legislation, Judicial Rulings, or CalPERS
Board Actions that increases the mandatory minimum monthly contribution
for retirees (annuitants), the Association shall pay an equal amount to the
City.
Payments shall be made the first of the month (following implementation). If
the Association fails to make timely payments for two consecutive months,
the City shall implement a decrease in the supplemental benefit contribution
to health insurance for each unit employee by an amount equal to the total
increased cost paid by the City. [For example, if the increased cost for
retirees equals $6,000 per year, the monthly supplemental benefit for each
employee will be decreased as follows: $6,000 divided by twelve (months)
_ $500, which is then divided by the number of employees receiving
supplemental benefits.
b. Termination Clause
The City and Association may each request termination of the City's
contract with CalPERS after the announcement of State Legislation, Judicial
Rulings, or a CalPERS Board Action that changes the employer's
contribution, insurance premiums or program changes to the CaIPERS
medical plan..
IVISMA MOU FINAL 2011-2013 11
Exhibit"A" Resolution No.2011-80
MAMINE SAFETY ftR'A NA.GEMEN 1- ASSO^IATION'
The City and Association may elect to terminate its participation in the
CalPERS PEMHCA program by mutual agreement through the meet and
confer process between the Association and the City.
B. Medical Cash-Out
If an employee is covered by a medical program outside of a City-provided
program (evidence must be supplied to the Human Resources Department, they
may elect to discontinue City medical coverage and receive ninety two dollars and
thirty-one cents ($92.31) bi-weekly to deposit into their Deferred Compensation
account or any other pre-tax program offered by the City so long as the
contribution is in accordance with applicable Internal Revenue Code or regulations.
An employee may elect to discontinue vision coverage. The employee premium
paid for vision coverage will be applied toward medical premium, unless the
employee opts out of the City's medical plan (in which case the employee will not
receive the cash benefit).
C. Section 125 Employee Plan
The City shall provide an Internal Revenue Code section 125 employee plan that
allows employees to use pre-tax salary to pay for regular childcare, adult
dependent care and/or unreimbursed medical expenses as determined by the
Internal Revenue Code.
D. Life and Accidental Death and Dismemberment (AD&D) Insurance Coverage
The City will provide fifty thousand dollars ($50,000) of term life insurance and fifty
thousand dollars ($50,000) of AD&D insurance coverage for each employee at the
City's cost, without evidence of insurability other than evidence of full time
employment status. Optional insurance is available at the employee's own cost.
MSMA MOU FINAL 2011-2013 12
Exhibit"A" Resolution No.2011-80
MARINE F.^:FETY '�ViAKIACEEvfiF—N!i' A'-SOCIAT[OF1
E. Long Term Disability Insurance
1. The existing long-term disability program provided to employees by the City
shall remain in effect. The existing long-term disability program has a sixty (60)
calendar day qualifying period. After the sixty (60) calendar day qualifying
period', the employee will be covered by an insurance plan paid for by the City
which will provide 66 2/3% of the employee's salary rate (excluding overtime
and any special pay) up to a maximum of$10,000 a month in accordance with
the following:
Disability Due to Disability Due to
Accident Illness
First 60 Days Regular Pay Re ular Pa
Next 24 Months 66 2/3% of Base Pay 66 2/3% of Base Pa
To age 65 66 2/3% of Base Pay None
Days and months refer to calendar days and months
2. The LTD Plan is integrated with Workers' Compensation, Social Security and
other non-private program benefits to which entitled.
3. Disability is defined as the inability to perform all of the duties of the employee's
regular occupation during two (2) years and thereafter the inability to engage in
any employment or occupation for which he/she is fitted by reason of
education, training or experience.
4. The LTD Plan provides for a Survivors' benefit payment for three (3) months
beyond the employee's death.
5. The terms and conditions of the disability insurance coverage are set forth in
the policy, a copy of which is on file in the Human Resources Division office. In
the event of any conflict between the policy and this article, the policy shall
control. The City may change insurance companies, policies, or self-insure this
benefit, provided that the plans shall remain comparable to that currently in
effect.
Please note that Article XI Section C. Sick Leave Compensation provides up to sixty (60) calendar days
paid sick leave per incident or illness.
MSMA MOU FINAL 2011-2013 13
Exhibit"A" Resolution No.2011-80
MAFI€T E -SAFE 1Y 1'0,AKAGE[v`i WT AIsS0C11A 10I\'.
ARTICLE X - RETIREMENT
A. Benefits
1. Public Employees' Retirement System
The City shall provide the 3% @ Age 50 retirement formula set forth in California
Government Code Section 21362.2 for all safety employees represented by the
Association.
2. Self-Funded Supplemental Retirement Benefit
In the event an employee elects Option #1, Option #2, #2W, Option #3, #3W or
Option #4 of the Public Employees' Retirement Law, and the employee is a unit
employee who was hired before November 2, 1998, the City shall pay the
difference between such elected option and the unmodified allowance which the
employee would have received for his or her life alone as provided in California
Government Code Sections 21455, 21456, 21457, and 21458 as said referenced
Government Code sections exist as of the date of this agreement. This payment
shall be made only to the employee, shall be payable by the City during the life of
the employee, and upon that employee's death, the City's obligation shall cease.
The method of funding for this benefit shall be at the sole discretion of the City.
This benefit is vested for employees hired before November 2, 1998. All unit
employees hired on or after November 2, 1998 shall not be eligible for this benefit.
3. 1959 Survivors' Benefit Level IV
Members of the City's safety retirement plan shall be covered by the Fourth Level
of the 1959 Survivor Benefit.
4. Medical Insurance for Retirees
As required by the Government Code, while the City is contracted with CalPERS to
participate in the PEMHCA program, retired employees (annuitants) shall have
available the ability to participate in the Public Employees' Medical and Hospital
Care Act (PEMHCA) program. CalPERS shall be the sole determiner of eligibility
for retiree (annuitant) to participate in the PEMHCA program.
B. Public Employees' Retirement System Reimbursement and Reporting:
1. Employees' Contribution:
Each employee covered by this agreement shall be reimbursed an amount not to
exceed nine percent (9%) of the employee's base salary plus education incentive
pay as pickup of a portion of each employee's CalPERS contribution. The above
MSIVIA MOU FINAL 2011-2013 14
Exhibit"A. " Resolution No.2011-80
EAR1 4E SAFETY [VIA RAG ^prENII AS-SOCIA-
K_111 6:
CaIPERS pickup is not base salary but is done pursuant to Section 414(h)(2) of the
Internal Revenue Code.
a) Each employee covered by this agreement shall contribute 5.5% towards the
employee share of CalPERS effective the pay period beginning October 1,
2011, through and including the end of the pay period that includes September
30, 2012.
b) Each employee covered by this agreement shall contribute 6.25% towards the
employee share of CalPERS effective the beginning of the pay period that
includes October 1, 2012, and thereafter.
C. Health Savings Account for Post Retirement Medical Benefits
The City shall implement a voluntary health savings account plan during the term of
the agreement for the purpose of allowing employees the opportunity to fund post
medical retirement health premiums.
D. Pre-Retirement Optional Settlement 2 Death Benefit
The City provides its safety employees Pre-Retirement Optional Settlement 2 Death
Benefit.
ARTICLE XI - LEAVE BENEFITS
A. 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.
1. Accrual: Employees in City service, having an average workweek of forty (40)
hours (full time), shall accrue annual vacations with pay in accordance with the
following:
Years of Service Vacation Allowance
First through Fourth Year 112 hours
Fifth through Ninth Year 136 hours
Tenth through Fourteenth Year 160 hours
Fifteenth Year and Thereafter 192 hours
2. Eligibility and Permission
a. For the purpose of computing vacation, an employee's anniversary date shall be
the most recent date on which he/she commenced full-time City employment.
b. Permanent, part-time employees assigned a work schedule of less than thirty
(30) hours but more than twenty (20) hours per week shall receive vacation in
one-half the amounts set forth above. Employees assigned to a workweek of
MSMA MOU FINAL 2011-2013 15
Exhibit"A" Resolution No.2011-80
1`E/�:FYt' F _S,A IF E.1.Y M,/:N'AG,FMiFNT A,ES.CMG1A► IQt
less than forty (40) and more than thirty (30) hours per week shall receive
vacation in three-fourths (3/4) the amounts set forth above.
c. No employee shall be permitted to take a vacation in excess of actual time
earned and vacation shall not be accrued in excess of three hundred twenty
(320). Vacations shall be taken only with permission of the Department Head;
however, the department head shall schedule all vacations with due
consideration for the wish of the employee and particular regard for the need of
the department.
3. Conversion to Cash
An employee may elect to take up to eighty (80) hours of pay per fiscal year for
accrued vacation in lieu of time off. It is the intent of the parties that employees will
take vacation during the fiscal year.
a. Pay-Off at Separation from Employment
Upon separation from employment the terminating employee shall receive
compensation at his/her current regular rate of pay for all unused, earned
vacation to which he/she is entitled up to and including the effective date of
his/her separation from employment.
B. Sick Leave
As of July 31, 1974, all sick leave accumulation was frozen for purposes of payoff
upon termination and no additional time will be accumulated. Salary continuation for
approved sick leave is covered under Article IX.E.
C. Time Off for Injury or Illness
All employees shall be entitled to use up to sixty (60) calendar days paid leave per
injury or illness. This leave shall not accumulate or have any cash value as such
employees may not cash out unused leave upon separation of employment from the
City
D. Family Leave Benefit Entitlements
As employees do not accrue sick leave, all employees will be allowed to use up to
(sixty) 60 hours per calendar year for to care for a child, parent, spouse, or registered
domestic partner during illness.
The City will provide family and medical care leave for eligible employees that meet all
requirements of State and Federal law. Rights and obligations are set forth in the
Department of Labor Regulations implementing the Family Medical Leave Act (FMLA),
and the regulations of the California Fair Employment and Housing Commission
implementing the California Family Rights Act (CFRA).
INSIVIA MOU FINAL 2011-2013 16
Exhibit"A" Resolution No.2011-80
The City shall comply with all State and Federal leave benefit entitlement laws. An
employee on an approved leave shall be allowed to use paid sick leave and earned
vacation, and/or compensatory time for the duration of the approved leave.
E. Bereavement Leave
Employees are entitled to bereavement leave not to exceed three (3) working days
per calendar year per incident of death in the immediate family. Immediate family is
defined as father, mother, sister, brother, spouse, registered domestic partner,
children, grandfather, grandmother, stepfather, stepmother, stepgrandfather,
stepg rand mother, grandchildren, stepsisters, stepbrothers, mother-in-law, father-in-
law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepchildren, or wards of
which the employee is the legal guardian.
F. Deferred Compensation/ Leave Cash-Out
The value of any unused earned leave benefits may be transferred to deferred
compensation in connection with separation from employment, but only during the
time that the employee is actively employed with the City. The employee must
request the transfer no later than the pay period prior to the employee's last day of
employment.
G. Voluntary Catastrophic Leave Donation Program
Under certain conditions, employees may donate leave time to another employee in
need. The program is outlined in Exhibit E of this Memorandum of Understanding.
ARTICLE XII - CITY RULES
All City Personnel Rules shall apply to Association members, however, to the extent this
MOU modifies the City's Personnel Rules; the Personnel Rules as modified will apply to
Association members.
ARTICLE XIII — MISCELLANEOUS
A. Salary Upon Appointment
When an appointment of a recurrent lifeguard to the classification of Marine Safety
Officer occurs, the salary step upon appointment shall be determined in the same
manner as salary step upon promotions under the City's Personnel Rules.
B. Physical Examinations
The City agrees to pay for bi-annual physical examinations, to include stress EKG,
when authorized by the Department Head, with the understanding that results thereof
may be utilized for the determination of the employee's continued ability to perform
IVISMA MOU FINAL 2011-2013 17
Exhibit"A" Resolution No.2011-80
i"0'ARIN E SSAFE Y WiAt:�AOE WTI EN1T ASS0C€AT10W
duties of the position. A copy of the physical examination shall be provided to the
employee upon his request.
C. Conditioning Time
Unit employees may be allowed up to one (1) hour on each regularly scheduled shift
to be used for physical conditioning.
D. 1,500 Hour Recurrent Employees
The Association agrees to permit the City to implement a fifteen hundred (1,500) work
hour per year for non-HBMSMA positions, subject to official change in Personnel
Rules 5-24.
E. Collection of Payroll Overpayments
In the event that a payroll over payment is discovered and verified, and considering all
reasonable factors including the length of time that the over payment was made and if
and when the employee could have reasonably known about such over payment, the
City will take action to collect from the employee the amount of over payment(s). Such
collection shall be processed by payroll deduction over a reasonable period of time
considering the total amount of over payment.
In the event the employee separates from employment during the collection period,
the final amount shall be deducted from the last payroll check of the employee. If
applicable, the balance due from the employee shall be communicated upon
employment separation if the last payroll check does not sufficiently cover the amount
due the City.
It shall be the responsibility of the employee and the City to periodically monitor the
accuracy of compensation payments or reimbursements due to the possibility of a
clerical oversight or error. The City reserves the right to also collect compensation
over payments caused by or the result of misinterpretation of a pay provision by non-
authorized personnel. The interpretation of all pay provisions shall be administered by
the City Administrator or designee. Unauthorized compensation payments shall not
constitute a past practice.
F. Grievance Hearing Cost Sharing
Grievance hearing costs shall be shared equally by the City and the Association. The
parties agree that under no circumstances shall the grievant(s) be required to pay any
part of the grievance hearing costs.
MSMA MOU FINAL 2011-2013 18
Exhibit"A" Resolution No.2011-80
MARINE SAFETY MANAGEMENT ASSOCIATION
G. Personnel Rule 19 Modification
City and Association agree to implement Personnel Rule 19 modifications as provided
in Exhibit D attached hereto and incorporated by reference.
H. Update Employee-Employer Relations Resolution (EERR)
During the term of the Agreement, the City and the Association agree to meet and
confer to update the Employee-Employer Relations Resolution to reflect current state
law.
I. Modified Return to Work Policy
The City and the Association agree to meet and confer during the term of the
-Agreement to establish a modified return to work policy for employees who experience
industrial or non-industrial illness and/or injury.
J. Controlled Substance and Alcohol Testing
The City maintains the right to conduct a test during working hours of any employee
that it reasonably suspects is under the influence of alcohol or a controlled substance
in the workplace, consistent with department.policy.
K. Re-Opener
1. In the event the City considers a two-tiered retirement system program the
parties agree to reopen discussions on this item.
a. MSMA will agree to the implementation of a second-tier CaIPERS
retirement formula for newly hired MSMA employees, if all other safety units
agree to implement a second-tier formula.
2. The parties agree to re-open discussions in the event the City of Huntington
Beach reorganizes the structure of this unit due to contracting, merging, or
sharing services with another public agency.
IVISIVIA MOU FINAL 2011-2013 19
Exhibit"A" Resolution No.2011-80
Ili t=..R I I E SAFETY V AN�,C E ME:N i
ARTICLE XIV - CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of
Understanding is of no force or affect whatsoever unless and until adopted by Resolution
of the City Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this jkb day of 6 M6i8 2011.
HUNTINGTON BEACH
CITY OF HUNTINGTON BEACH MARINE SAFETY MANAGEM NT
A Nginicipal Corporation ASSOCIATION.
By: By: '' (AA1
FrMa
ilson Mike Bartlett
C" r President MSMA
By: y By:
Paul Emery Mike Powell
De C' a ages Business Agent
By: By: --
ic ele Carr Mike Beuerl in—
Dire for of Human Resources Negotiations Team Member- MSMA
By: By:
ind Eric Dieterman
Marine-79afety Chief Vice President- MSMA
By: ,
� 42�:4
Ann Diaz
COUNTERPART
gotiations Team ember
By:
Irma odr" uez-Moisa
Chief Negotiator APPROVED AS TO FORM
By, —
Jennif6r McGrath l I
City At
MSMA MOU FINAL 2011-2013 20
(mot T�,
I� ARINE SAFET MANAGEMIE�1�i0nift&'1111-80
ARTICLE XIV - CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of
Understanding is of no farce or affect whatsoever unless and until adopted by Resolution
of the City Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this day of , 2011.
HUNTINGTON BEACH
CITY OF HUNTINGTON BEACH MARINE SAFETY MANAGEMENT
A Municipal Corporation ASSOCIATION.
By: By:
Fred A. Wilson Mike Bartlett
City Manager President MSMA
By: By: �
xo"�4
Paul Emery Mike Powell
Deputy City Manager Business Agent
By: By:
Michele Can- Mike Beuerlein
Director of Human Resources Negotiations Team Member- MSMA
By: By:
Kyle Lindo Eric Dieterman
Marine Safety Chief Vice President- MSMA
By:
Jo Ann Diaz COUNTERPART
Negotiations Team Member
By:
Irma Rodriguez-Mersa
Chief Negotiator APPROVED AS TO FORM
By:
Jennifer McGrath
City Attorney
AASMA MOU FINAL 2011-2013 20
Exhibit"A" Resolution No.2011-80
MiA F I NE S A FE T Y' ViA1 A G E NA E N T A-C-1 S 0 C I A T 1014
Effective October 1, 2011 - September 30, 2013
(originally effective 10/1/08)
Step
Job Classification Range A B C D E
Code
0467 Marine Safety Officer 1 531 $5,342 $5,635 $5,945 $6,273 $6,618
$30.82 $32.51 $34.30 $36.19 $38.18
$6,049 $6,382 $6,734 $7,105 $7,495
0468 Marine Safety Officer 11 556 $34.90 $36.82 $38.85 $40.99 $43.24
$6,788 $7,160 $7,554 $7,970 $8,408
0105 Marine Safety Lieutenant 579 $39.16 $41.31 $43.58 $45.98 $48.51
IVISIVIA MOU FINAL 2011-2013 21
Exhibit"A" Resolution No.2011-80
I`t'£t=:.FZJN1E: -SAFETY VtAKAGEIV ENT ASSOUATION
E.°;X'HiNT E - Sr:-:R fICE CRED[T SUSEIDY I"LIEN
An employee who has retired from the City and meets the plan participation requirements
shall receive a monthly Service Credit Subsidy to reimburse the retiree for the payment of
qualified medical expenses incurred for the purchase of medical insurance.
Plan Participation Requirements
1. At the time of retirement the employee has a minimum of ten (10) years of continuous
regular (permanent) City service or is granted an industrial disability retirement; and
2. At the time of retirement, the employee is employed by the City; and
3. Following official separation from the City, the employee is granted a retirement
allowance by the California Public Employees' Retirement System (CaIPERS).
The City's obligation to pay the Service Credit Subsidy as indicated shall be modified
downward or cease during the lifetime of the retiree upon the occurrence of any one of
the following:
a. During any period the retired employee is eligible to receive or receives medical
insurance coverage at the expense of another employer, the payment will be
suspended. "Another employer" as used herein means private employer or public
employer or the employer of a spouse. As a condition of being eligible to receive
the Service Credit Subsidy as set forth in this plan, the City shall have the right to
require any retiree to annually certify that the retiree is not receiving or eligible to
receive any such medical insurance benefits from another employer.
If it is later discovered that a misrepresentation has occurred, the retiree will be
responsible for reimbursement of those amounts inappropriately expended and the
retiree's eligibility to receive further benefits will cease.
b. On the first of the month in which a retiree or dependent reaches age sixty five (65)
or on the date the retiree or dependent can first apply and become eligible,
automatically or voluntarily, for medical coverage under Medicare (whether or not
such application is made) the City's obligation to pay Service Credit Subsidy may
be adjusted downward or eliminated.
c. In the event of the death of an eligible employee, whether retired or not, the
amount of the Service Credit Subsidy benefit which the deceased employee was
eligible for at the time of his/her death shall be paid to the surviving spouse or
dependent for a period not to exceed twelve (12) months from the date of death.
4. Minimum Eligibility for Benefits — With the exception of an industrial disability
retirement, eligibility for Service Credit Subsidy begins after an employee has
completed ten (10) years of continuous regular (permanent) service with the City of
Huntington Beach. Said service must be continuous unless prior service is reinstated
at the time of his/her rehire in accordance with the City's Personnel Rules.
MSMA MOU FINAL 2011-2013 22
Exhibit"A" Resolution No.2011-80
[v',,.A'-RINtE -SkFETY MANtAGEMEN11- ASSOCIATION
E X,Hi B I-f E--, E RV I C F C R E D t I 5'U'B"ZI,I D Y P i-A N
To receive the Service Credit Subsidy retirees are required to purchase medical
insurance from City sponsored plans. The City shall have the right to require any
retiree (annuitant) to annually certify that the retiree is purchasing medical insurance
benefits.
5. Disability Retirees - Industrial disability retirees with less than ten (10) years of service
shall receive a maximum monthly payment toward the premium for health insurance of
one hundred twenty dollars ($120). Payments shall be in accordance with the
stipulations and conditions, which exist for all retirees.
6. Service Credit Subsidy - Payment shall not exceed dollar amount, which is equal to
the qualified medical expenses incurred for the purchase of city sponsored medical
insurance.
7. Maximum Monthly Service Credit Subsidy Payments - All retirees, including those
retired as a result of disability whose number of years of service prior to retirement
exceeds ten (10), continuous years of regular (permanent) service shall be entitled to
maximum monthly Service Credit Subsidy by the City for each year of completed City
service as follows:
Maximum Service Credit Subsidy Retirements After:
Service Credit
Years of Service Subsidy
10 $ 120
11 135
12 150
13 165
14 180
15 195
16 210
17 225
18 240
19 255
20 270
21 285
22 299
23 314
24 329
25 343
The Service Credit Subsidy will be reduced every January 1't by an amount
equal to any required amount to be paid by the City on behalf of the retiree
(annuitant). Article IX.A.3.a. provides an example of expected reductions per
retiree per month.
IVISIVIA MOU FINAL 2011-2013 23
� F \ f G0"E-xhibit"A" Re sol ut io n N o.2011-80
N4jL,RI NE, St- E I ( �t ANAE,tiZ N T A-S0C IAT10N F_XHI&IT F - SERVICE Cl Kli -'--"U BSIDY PLAN.
8. Medicare
a. All persons are eligible for Medicare coverage at age sixty-five (65). Those
with sufficient credited quarters of Social Security will receive Part A of
Medicare at no cost. Those without sufficient credited quarters are still
eligible for Medicare at age sixty five (65), but will have to pay for Part A of
Medicare if the individual elects to take Medicare. In all cases, the
participant pays for Part B of Medicare.
b. When a retiree and his/her spouse are both sixty-five (65) or over, and
neither is eligible for paid Part A of Medicare, the Service Credit Subsidy
shall pay for Part A for each of them or the maximum subsidy, whichever is
less.
c. When a retiree at age sixty-five (65) is eligible for paid Part A of Medicare
and his/her spouse is not eligible for paid Part A of Medicare, the spouse
shall not receive the subsidy. When a retiree at age sixty-five (65) is not
eligible for paid Part A of Medicare and his/her spouse who is also age
sixty-five (65) is eligible for paid Part A of Medicare, the subsidy shall be for
the retiree's Part A only.
9. Cancellation
a. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
i. Coverage for a retiree under the Service Credit Subsidy Plan will be
eliminated on the first day of the month in which the retiree reaches
age sixty-five (65).
ii. At age sixty-five (65) retirees are eligible to make application for
Medicare. Upon being considered "eligible to make application,"
whether or not application has been made for Medicare, the Service
Credit Subsidy Plan will be eliminated.
IVISIVIA MOU FINAL 2011-2013 24
Exhibit"A" Resolution No.2011-80
4'W-,-,R I if vlrt-, SP-J E TI Y M I-,, I- I-,-CSOC I Al'i OIN'
EY"HiFi C - TO R�E&LAT)ONS RESOLUT1014,
A. Employer-Employee Relations Resolution
1. Modification of Section 7 — Decertification and Modification
a) The City and the Association desire to maintain labor stability within the
representational unit to the greatest extent possible, consistent with the
employee's right to select the representative of his or her own choosing. For these
purposes, the parties agree that this Agreement shall act as a bar to
appropriateness of this unit and the selection of the representative of this unit,
except during the month of August prior to the expiration of this Agreement.
Changes in bargaining unit shall not be effective until expiration of the MOU,
except as may be determined by the Personnel Commission pursuant to the
procedures outlined below. This provision shall modify and supersede the time
limits, where inconsistent, contained in Section 7 of the current Employer-
Employee Relations Resolution of the City of Huntington Beach.
b) The City and the Association have agreed to a procedure whereby the City, by and
through the Human Resources Director, would be entitled to propose a Unit
Modification. The Association and the City agree to jointly recommend a
modification of the City of Huntington Beach Employer-Employee Relations
Resolution (Resolution Number 3335) upon the City's having completed its
obligation to meet and confer on this issue with all other bargaining units.
The proposed change to the Employer-Employee Relations Resolution is as
follows:
7-3. Personnel Direction Motion of Unit Modification — The Human Resources
Director may propose, during the same period for filing a Petition for
Decertification, that an established unit be modified in accordance with the
following procedure:
1) The Human Resources Director shall give written notice of the proposed Unit
Modification of Modifications to all employee organizations that may be affected
by the proposed change. Said written notification shall contain the Human
Resources Director 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 Director shall
provide all affected employee organizations with all correspondence,
memoranda, and other documents which relate to any input regarding the Unit
Modification which may have been received by the City or from affected
employees and/or sent by the City to affected employees;
2) Following receipt of the Human Resources Director 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;
IVISIVIA MOU FINAL 2011-2013 25
Exhibit"A" Resolution No.2011-80
NfiAR-WE Si"J'EI'Y M"A NAG EN4 ENT AS IS 0 CIA T!O N
G i0j -10 RELk.,1'ION!S RES-OLUT10114
3) The Personnel Commission shall conduct a noticed Public Hearing regarding
the Motion for Unit Modification at which time all affected employee
organizations and other interested parties shall be heard. The Personnel
Commission shall make a determination regarding the proposed Unit
Modification which determination may include a granting of the motion, a
denying of the motion, or other appropriate orders relating to the appropriate
creation of Bargaining Units. Following the Personnel Commission's
determination of the composition of the appropriate Unit or Units, it shall give
written notice of such determination to all affected employee organizations;
4) Any party who chooses to appeal from the decision of the Personnel
Commission is entitled to appeal in accordance with the provision of Section
14-4 of Resolution Number 3335.
B. During the term of the agreement, the City and the Association agree to update the
Employee-Employer Relations Resolution to reflect current State law.
IVISIVIA IOU FINAL 2011-2013 26
Exhibit"A" Resolution No.2011-80
[MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT D — MODIFICATIONS TO PERSONNEL RULE 19
19-1. PURPOSE. The purpose of this rule is to provide a means by which
grievances of employees or employee organizations may be considered,
discussed and resolved at the level closest to their point of origin. The
grievance procedure provided for in this rule does not apply to the review of
employee disciplinary matters which subject is treated in Rule 20 hereof.
19-2. DEFINITION. For the purpose of this rule, a grievance is a dispute concerning
the interpretation or application of any provision of the city's Employer-
Employee Relations Resolution, or any provision of this resolution or any
departmental rule governing personnel practices or working conditions, with
the exception of matters excluded by Section 19-3.
19-3. MATTERS EXCLUDED FROM GRIEVANCE PROCEDURE. The following
subjects are excluded from the grievance procedure provided for herein:
(a) The review of employee disciplinary matters, which is treated in Rule 20
hereof.
(b)All matters subject to impasse procedure, provided in the Employer-
Employee Relations Resolution.
19-4. SUBMISSION OF GRIEVANCES. Any individual employee or recognized
employee organization shall have the right to present a grievance.
If two (2) or more employees have essentially the same grievance and report
to the same supervisor, they may, and if requested to do so by the city, must
jointly or collectively present and pursue their grievance.
If a grievance is alleged by three (3) or more employees, the group shall, at the
request of the city, appoint one of such employees to speak for the group.
19-5. GRIEVANCE PROCEDURE. The grievance procedure shall consist of the
following steps, each of which must be completed prior to any request for
further consideration of the matter unless otherwise provided herein:
Step 1. Informal Discussion (optional). If an employee feels that he has a
grievance, as defined in Section 19-2, he may request a meeting with his
immediate supervisor within ten (10) days after the employee becomes aware
or reasonably should have become aware of the subject matter of the
grievance. The immediate supervisor, within ten (10) days of such request,
shall meet with the employee when so requested and discuss the grievance in
an effort to clarify the issue and work toward a cooperative settlement or
resolution of the dispute. The immediate supervisor shall present, verbally or
in writing, his decision to the employee within ten (10) days from the time of
the informal discussion.
Step 2. Formal Procedure. Immediate Supervisor. If the grievance is not
settled through informal discussion, or if the employee elects not to invoke his
MSMA MOU FINAL 2011-2013 27
Exhibit"A" Resolution No.2011-80
FOARINE SAFETY MANAGEMENT ASSOCIATION
EXH[EIT D - tOODIFICATiON'S TO PERSONNEL RULE 19
right to informal discussion, the employee may formally submit a grievance to
his immediate supervisor within ten (10) days following the decision pursuant
to informal discussion, or in the event the employee does not elect to invoke
his right to informal discussion, within ten (10) days after the occurrence which
gives rise to the grievance or after the employee becomes aware or
reasonably should have been aware of the subject matter of the grievance.
Such submission shall be in writing, stating the nature of the grievance and a
suggested solution or requested remedy. Within ten (10) days after receipt of
the written grievance, the immediate supervisor shall meet with the employee.
Within ten (10) days thereafter written decision shall be given the employee by
the immediate supervisor.
Step 3. Department Head. In cases where the department head is not the
immediate supervisor, if the grievance is not settled under Step 2, the
grievance may be presented to the department head. The grievance shall be
submitted within ten (10) days after receipt of the written decision from Step 2.
Within ten (10) days after receipt of the written grievance, the department head
or his representative, shall meet with the employee and his immediate
supervisor, if any. Within ten (10) days thereafter written decision shall be
given to the employee.
Step 4. City Manager. If the grievance is not settled under Step 3, the
grievance may be presented to the City Manager in accordance with the
following procedure: Within fifteen (15) days after the time the decision is
rendered under Step 3 above, a written statement of the grievance shall be
filed with the Human Resources Director who shall act as hearing officer and
shall set the matter for hearing within fifteen (15) days thereafter and shall
cause notice to be served upon all interested parties. The Human Resources
Director, or his representative, shall hear the matter de novo and shall make
recommended findings, conclusions and decision in the form of a written report
and recommendation to the City Manager within ten (10) days following such
hearing. The City Manager may, in his discretion, receive additional evidence
or argument by setting the matter for hearing within ten (10) days following his
receipt of such report and causing notice of such hearing to be served upon all
interested parties.
Within ten (10) days after receipt of report, or the hearing provided for above, if
such hearing is set by the City Manager, the City Manager shall make written
decision and cause such to be served upon the employee or employee
organization and the Human Resources Director.
Step 5. Personnel Commission. If the grievance is not settled under Step 4, it
may be appealed to the Personnel Commission for de novo hearing and final
determination in accordance with the following procedure:
(a) Within ten (10) days after the time decision is rendered under Step 4
above, a written statement of grievance shall be filed with the Human
MSMA MOU FINAL 2011-2013 28
Exhibit"A" Resolution No.2011-80
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT D— MODIFICATIONS TO PERSONNEL RULE 19
Resources Director. Such statement of grievance shall set forth in detail
the nature of the grievance, the facts surrounding the subject matter of the
grievance, the contentions of the employee and the proposed solution or
determination.
(b) As soon as practicable thereafter, the Human Resources Director-shall set
the matter for hearing before a hearing officer either selected by mutual
consent of the parties or from a list provided by the Personnel Commission.
Ratification of the hearing officer selected by mutual consent of the parties,
if from a list approved by the Personnel Commission, shall not require
separate approval or ratification by the Personnel Commission. The
hearing officer shall hear the case and make recommended findings,
conclusions and decision in the form of a written report and
recommendation to the Personnel Commission. In lieu of the hearing
officer process, the Personnel Commission may agree to hear a case
directly upon submission of the case by mutual consent of the parties.
19-6. SUPPLEMENTAL HEARING BY PERSONNEL COMMISSION
(a) The Commission may, in its sole discretion, after it has received the written
report and recommendation of the hearing officer, set the matter for private
hearing for the purpose of receiving additional evidence or argument. In
the event the Commission sets a private hearing for such purpose, the
Human Resources Director shall give written notice of such to all parties
concerned in such matter.
(b) The Commission, following a consideration of the hearing officer's written
report and recommendation and deliberation thereon and any
supplemental hearing before the Commission, shall make findings,
conclusions and decision which shall be final and binding on all parties and
from which there shall be no further appeal.
19-7. GRIEVANCE. DEPARTMENT HEAD. Any department head who has a
grievance may present it to the City Manager for determination. The City
Manager shall render a written decision to said department head within ten
(10) days after such submission, which decision may be appealed by the
department head to the Personnel Commission in accordance with Step 5 of
Section 19-5.
IVISIVIA NIOU FINAL 2011-2013 29
Exhibit"A" Resolution No.2011-80
MARINE SAFETY t ANAGEMiEST ASSOCIATION
EXHIBIT E—VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Guidelines
1. Purpose
The purpose of the voluntary catastrophic leave donation program is to bridge
employees who have been approved leave time to either; return to work, long-
term disability, or medical retirement. Employees who accrue vacation, general
leave or compensatory time may donate such leave to another employee when a
catastrophic illness or injury befalls that employee or because the employee is
needed to care for a seriously ill family member. The leave-sharing Leave
Donation Program is Citywide across all departments and is intended to provide
an additional benefit. Nothing in this program is intended to change current policy
and practice for use and/or accrual of vacation, general, or sick leave.
2. Definitions
Catastrophic Illness or Injury - A serious debilitating illness or injury, which
incapacitates the employee or an employee's family member.
Family Member - For the purposes of this policy, the definition of family member
is that defined in the Family Medical Leave Act (child, parent, spouse or domestic
partner).
3. Eligible Leave
Accrued compensatory, vacation or general leave hours may be donated. The
minimum donation an employee may make is two (2) hours and the maximum is
forty (40) hours.
4. Eligibility
Employees who accrue vacation or general leave may donate such hours to
eligible recipients. Compensatory time accrued may also be donated. An eligible
recipient is an employee who:
• Accrues vacation or general leave;
• Is not receiving disability benefits or Workers' Compensation payments;
and
• Requests donated leave.
NISIVIA MOU FINAL 2011-2013 30
Exhibit"A" Resolution No.2011-80
I,,1ARJK1E SAFETY [AA,KAGEMENT ASSOCIATION
EXHIBIT E— VOLUNTARY CA.TASTROFHIC LEAVE DONATION PROGRAM
5. Transfer of Leave
The maximum donation credited to a recipient's leave account shall be the
amount necessary to ensure continuation of the employee's regular salary during
the employee's period of approved catastrophic leave. Donations will be
voluntary, confidential and irrevocable. Hours donated will be converted into a
dollar amount based on the hourly wage of the donor. The dollar amount will
then be converted into accrued hours based on the recipient's hourly wage. An
employee needing leave will complete a Leave Donation Request Form and
submit it to the Department Director for approval. The Department Director will
forward the form to Human Resources for processing. Human Resources,
working with the department, will send out the request for leave donations.
Employees wanting to make donations will submit an Authorization for Donation
to the Human Resources Department.
All donation forms submitted to payroll will be date stamped and used in order
received for each bi-weekly pay period. Multiple donations will be rotated in
order to insure even use of time from donors. Any donation form submitted that
is not needed will be returned to the donor.
6. Other
Please contact the Human Resources Department on questions regarding
employee participation in this program.
IVISIVIA MOU FINAL 2011-2013 31
Exhibit"A" Resolution No.2011-80
14AR-INE SAFETY lAiANAGEMIENT ASSOCIATION
EXH[B-IT E—VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Request Form
According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request
donated vacation, general leave or compensatory time.
MY SIGNATURE CERTIFIES THAT:
® A leave of absence in relation to a catastrophic illness or injury has been approved by my
department; and
• lam not receiving disability benefits or Workers' Compensation payments.
.............
Name: (Please Print)
.............. .........
i�ork Phone: Department:
............ ............... ............
I ob Title Employee ID#:
.............. .............................. .............................
Date:
'Requester Signature
----............ ------ ........
:Department Director Signature of Support: Date:
Department.
a fir.
.. ... .............. ..
T
.... . ....... ............... ........... .................... ...................... ............
3-k-,
. .... ta
..................................................
Please submit this form to Finance/Payroll or to the Human Resources Department.
IVISMA MOU FINAL 2011-2013 32
Exhibit"A" Resolution No.2011-80
MARINE SAFETY MANAGEIAENT ASSOCIATION
EXHIBITE—VOLUNTARY CAI-ASI ROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
Donor Name. (Please Print or Type: Last, First, MI)
------------
!�ork Phone.
Donor Job Title:
.......... ..............
ype of Accrued Leave: Number of Hours I wish to Donate:
Vacation Hours of Vacation
Compensatory Time Hours of Compensatory Time
❑ General Leave Hours of General Leave
..................................
I understand that this voluntary donation of leave credits, once processed, is irrevocable;
but if not needed, the donation will be returned to me. I also understand that this
donation will remain confidential.
I wish to donate my accrued vacation, comp or general leave hours to the Leave Donation
Program for:
'Eligible recipient employee's name (Last, First, MI).
............... ............ ...............
[Donor Siqnature: bate.
........................ ------
........................
Please submit to Finance/Payroll or to the Human Resources Department.
MSMA MOU FINAL 2011-2013 33
Res. No. 2011-80
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of
Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby
certify that the whole number of members of the City Council of the City of
Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a regular meeting thereof held on October 3, 2011 by the following vote:
AYES: Harper, Hansen, Carchio, Bohr, Dwyer, Boardman
NOES: None
ABSENT: Shaw
ABSTAIN: None
Ci Clerk and ex-officio Jerk of the
City Council of the City of
Huntington Beach, California