HomeMy WebLinkAboutCity Council - 2014-13 RESOLUTION NO. 2014-13
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE MANAGEMENT EMPLOYEES' ORGANIZATION(MEO) AND THE
CITY FOR DECEMBER 21,2012 THROUGH DECEMHER 31,2014
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 Management
Employees' Organization("MEO") ,a copy of which is attached hereto as Exhibit"A" and by reference
made a part hereof, is hereby approved and ordered implemented in accordance with the terms and
conditions thereof; and the City Manager is authorized to execute this Agreement. Such Memorandum of
Understanding shall be effective for the term of December 21,2012 through December 31, 2014.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular
meeting thereof held on the jjh day of March .2014.
AM
Mayor
REVIE D APPROVED:
APPROVED AS TO FORM:
City• anag r
City Atto ey
INI T AND APP VED:
ector of Human Resources
MEMORANDUM OF UNDERSTANDING
BETWEEN
HUNTINGTON BEACH
MANAGEMENT EMPLOYEES' ORGANIZATION
AND
CITY OF HUNTINGTON BEACH
EB'17,1999.P
e
DECEMBER21 , 2012 - DECEMBER 3112014
MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
PREAMBLE................................................................................................................................. 1
ARTICLE I - TERM OF MOU....................................................................................................... 1
ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS............................................... 1
ARTICLE III - MANAGEMENT RIGHTS...................................................................................... 2
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT...................................................... 2
ARTICLEV - SEVERABILITY..................................................................................................... 2
ARTICLE VI - SALARY SCHEDULE .......................................................................................... 2
A. SALARY SCHEDULE............................................................................................................................. 2
1. Wage Increases...................................................................................................................................................2
ARTICLEVII - SPECIAL PAY..................................................................................................... 3
A. EDUCATIONAL TUITION ....................................................................................................................... 3
B. BILINGUAL PAY .................................................................................................................................. 3
C. PROCESS OWNER ASSIGNMENT PAY................................................................................................... 3
ARTICLEVIII - UNIFORMS......................................................................................................... 4
A. GENERAL POLICY............................................................................................................................... 4
B. AFFECTED PERSONNEL....................................................................................................................... 4
C. PERSONAL PROTECTIVE EQUIPMENT................................................................................................... 4
D. EMPLOYEE RESPONSIBILITIES............................................................................................................. 4
E. CITY RESPONSIBILITIES....................................................................................................................... 5
F. DEPARTMENT HEAD OR DESIGNEE RESPONSIBILITIES.......................................................................... 5
ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE .................................................. 6
A. OVERTIME ......................................................................................................................................... 6
B. ADMINISTRATIVE LEAVE...................................................................................................................... 6
C. FLEX SCHEDULE AND HOURS OF WORK............................................................................................... 6
1. 5/40 Work Schedule ............................................................................................................................................7
2. 9/80 Work Schedule ............................................................................................................................................7
3. 4/10 Work Schedule ............................................................................................................................................7
ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS ................................................. 7
A. HEALTH ............................................................................................................................................. 7
B. ELIGIBILITY CRITERIA AND COST ......................................................................................................... 7
1. City and Employee Paid Medical Insurance— Employee and Dependents.....................................................7
2. Health and Other Insurance Premiums............................................................................................................8
a. Year 2014 Employer and Employee Contribution ......................................................................................8
3. Future Premiums and City Contributions.........................................................................................................9
5. Medical Cash-Out............................................................................................................................................9
6. Section 125 Plan..............................................................................................................................................9
C. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT........................................................................... 9
D. LONG TERM DISABILITY INSURANCE .................................................................................................. 10
E. MISCELLANEOUS.............................................................................................................................. 10
1. City Paid Premiums While On Medical Disability...........................................................................................10
2. Insuance Benefits Advisory Committee.........................................................................................................10
F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR CITY MEDICAL SUBSIDY PLAN................ 10
G. POST 65 SUPPLEMENTAL MEDICARE COVERAGE ................................................................................. 11
MEO MOU December 21, 2012 through December 31, 2014
I
MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
H. MARINE SAFETY CHIEF MEDICAL PROGRAM......................................................................................... 11
I. ANNUAL MAXIMUM BENEFIT FOR DENTAL PPO PLAN ............................................................................. 11
ARTICLE XI - RETIREMENT BENEFITS.................................................................................. 12
A. BENEFITS ........................................................................................................................................ 12
1. Self Funded Supplemental Retirement Benefit..............................................................................................12
2. Medical Insurance for Retirees......................................................................................................................12
a. Medical Insurance Upon Retirement.........................................................................................................12
B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTIONS AND REPORTING..................................... 13
1. Miscellaneous Unit Members.........................................................................................................................13
2. Safety Unit Members .....................................................................................................................................14
3. Pre-Retirement Optional Settlement 2 Death Benefit....................................................................................15
4. Fourth Level of 1959 Survivor Benefits..........................................................................................................15
ARTICLE XII - LEAVE BENEFITS............................................................................................ 15
A. GENERAL LEAVE.............................................................................................................................. 15
1. Accrual ...........................................................................................................................................................15
2. Eligibility and Approval...................................................................................................................................15
3. Leave Benefit Entitlements............................................................................................................................16
4. Conversion to Cash........................................................................................................................................16
B. CITY PAID HOLIDAYS........................................................................................................................ 16
C. SICK LEAVE ..................................................................................................................................... 17
D. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM.................................................................. 18
E. BEREAVEMENT LEAVE....................................................................................................................... 18
F. RELEASE TIME.................................................................................................................................. 19
ARTICLE XIII - CITY RULES..................................................................................................... 19
A. PERSONNEL RULES......................................................................................................................... 19
B. EMPLOYER-EMPLOYEE RELATIONS RESOLUTION.............................................................................. 19
1. Modification of Section 7 - Decertification and Modification...............................................................................19
C. RULES GOVERNING LAYOFF, REDUCTION IN LIEU OF LAYOFF AND RE-EMPLOYMENT.......................... 20
1. Part 1 - Layoff Procedure...................................................................................................................................20
2. Order of Layoff...................................................................................................................................................23
3. Notification of Employees..................................................................................................................................23
4. Part 2 - Bumping Rights.....................................................................................................................................24
5. Part 3- Re-Employment....................................................................................................................................25
ARTICLE XIV - MISCELLANEOUS .......................................................................................... 27
A. PHYSICAL EXAMINATION ................................................................................................................... 27
B. VEHICLE POLICY .............................................................................................................................. 27
C. DEFERRED COMPENSATION LOAN PROGRAM..................................................................................... 28
D. COLLECTION OF PAYROLL OVERPAYMENTS ....................................................................................... 28
E. UNIT MODIFICATION.......................................................................................................................... 29
F. REQUIRED FINGERPRINTING OF EMPLOYEES THAT WORK WITH SENIOR CITIZENS ................................ 29
G. ACTING ASSIGNMENT....................................................................................................................... 29
H. RETURN TO WORK ........................................................................................................................... 29
I. CONTROLLED SUBSTANCE AND ALCOHOL TESTING............................................................................. 30
J. MANAGEMENT AND EXECUTIVE MANAGEMENT RELATIONS COMMITTEE............................................... 30
ARTICLE XV - CITY COUNCIL APPROVAL............................................................................ 31
EXHIBIT A-SALARY SCHEDULE........................................................................................................ 32
EXHIBIT B-RETIREE SUBSIDY MEDICAL PLAN................................................................................ 35
MEO MOU December 21, 2012 through December 31, 2014
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MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
SCHEDULE OF BENEFITS .............................................................................................. 35
A. Minimum Eligibility for Benefits......................................................................................................................35
B. Disability Retirees ..........................................................................................................................................35
C. Maximum Monthly Subsidy Payments...........................................................................................................36
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS ............................................. 37
A. Eligibility.........................................................................................................................................................37
B. Benefits..........................................................................................................................................................37
C. Subsidies........................................................................................................................................................37
D. Medicare ........................................................................................................................................................38
E. Cancellation ...................................................................................................................................................38
EXHIBIT C -VEHICLE USE/ASSIGNMENT........................................................................................... 40
EXHIBIT D -PHYSICAL EXAMINATION DESCRIPTION ...................................................................... 41
EXHIBIT E -9180 WORK SCHEDULE.................................................................................................... 42
EXHIBIT F-4110 WORK SCHEDULE..................................................................................................... 44
EXHIBIT G -VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM GUIDELINES.............. 45
MEO MOU December 21, 2012 through December 31, 2014
III
MEMORANDUM OF UNDERSTANDING
between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
and
THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION
(Hereinafter called ASSOCIATION or MEO)
PREAMBLE
This Memorandum of Understanding is entered into by and between the City of
Huntington Beach, a Municipal Corporation of the State of California, herein called "City," and
the Huntington Beach Management Employees' Organization, a California Organization, herein
called "Association."
WHEREAS, pursuant to California law, the City, acting by and through its designated
representatives, duly appointed by the governing body of said City,-and the representatives of
the Association, a duly recognized employee association have met and conferred in good faith
and have fully communicated and exchanged information concerning wages, hours, and other
terms and conditions of employment for the period December 21, 2012 through December 31,
2014.
WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this
Agreement shall apply to all employees represented by the Association, and
WHEREAS, the representatives of the City and Association desire to reduce their agreements to
writing,
NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective
December 21, 2012 and it is agreed as follows:
ARTICLE I - TERM OF MOU
This Agreement shall be in effect for a period of two (2) years commencing December 21, 2012
and ending midnight December 31, 2014.
a. The parties agree to commence negotiations on a successor MOU by not later than May
1, 2014.
ARTICLE 11 - REPRESENTATIONAL UNIT/CLASSIFICATIONS
It is recognized that Association is the employee association which has the right to meet and
confer in good faith with the City on the behalf of employees whose classifications are listed in
Exhibit A, attached hereto and incorporated by reference herein.
MEO MOU FINAL 2006-2008 1
MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE III — MANAGEMENT'S RIGHTS
The parties agree the City has the right to make unilateral management decisions that are
outside the scope of bargaining, as defined by state and federal law and Public Employment
Relations Board (PERB) decisions. Except as expressly abridged or modified herein, the City
retains all rights, powers and authority with respect to the management and direction of the
performance of City services and the work forces performing such services, provided that
nothing herein shall change the City's obligation to meet and confer as to the effects of any such
management decision upon wages, hours and terms and conditions of employment or be
construed as granting the City the right to make unilateral changes in wages, hours and terms
and conditions of employment. Such rights include, but are not limited to, consideration of the
merits, necessity, level or organization of City services, including establishing of work stations,
nature of work to be performed, contracting for any work or operation, reasonable employee
performance standards, including reasonable work and safety rules and regulations in order to
maintain the efficiency and economy desirable for the performance of City services.
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT
Except as otherwise expressly provided herein, the adoption of this Memorandum of
Understanding shall not change existing benefits and terms and conditions of employment
which have been established in prior Memoranda of Understanding, and/or provided for in the
Personnel and Departmental Rules of the City of Huntington Beach.
ARTICLE V - SEVERABILITY
If any section, subsection, sentence, clause, phrase, or portion of this MOU or any additions or
amendments thereof, or the application thereof to any person, is for any reason held to be
invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision
shall not affect the validity of the remaining portions of this resolution or its application to other
persons. The City Council hereby declares that it would have adopted this MOU and each
section, subsection, sentence, clause, 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 VI - SALARY SCHEDULE
A. Salary Schedule
All employees are required to utilize direct deposit of payroll checks. The City shall issue
each employee direct deposit advice (payroll receipt) each pay period that details all income,
withholdings, and deductions.
1. Wage Increases
a. Effective the beginning of the pay period following City Council approval of this
agreement, all bargaining unit members will receive a 3.75% wage increase. This
MEO MOU FINAL 2006-2008 2
MANAGEMENT EMPLOYEES' ORGANIZATION
wage increase will not be retro-active and will be implemented the beginning of the
pay period following approval of the agreement by the City Council.
ARTICLE VII - SPECIAL PAY
A. Educational Tuition
1. Upon approval of the Department Head and the Director of Human Resources,
permanent employees may be compensated for courses from accredited educational
institutions, including vocational schools. Tuition reimbursement shall be limited to job-
related courses or job-related educational degree objectives and requires prior approval
by the Department Head and the Director of Human Resources.
2. Education costs shall be reimbursed to permanent employees for tuition, books, parking
(if a required fee) and any other required fees upon presentation of receipts. However,
the maximum reimbursement shall be not more than one thousand five hundred dollars
($1,500) in any fiscal year period per employee.
a. Employees may not carry-over and be reimbursed for prior fiscal year education costs
in successive fiscal years.
3. Reimbursements shall be made when the employee presents proof to the Director of
Human Resources that he/she has successfully completed the course with a grade of"C"
or better; or a "Pass" if taken for credit.
B. Bilingual Pay
Permanent employees who are required by their Department Head to use Spanish,
Vietnamese, or Sign Language skills as part of their job assignment, shall be paid an
additional five-percent (5%) of their base hourly rate in addition to their regular bi-weekly
salary. Permanent employees may accept assignments utilizing bilingual skills in other
languages on a short-term assignment with approval by the City Manager. Such employees
shall receive the additional five percent (5%) for every bi-weekly pay period that the
assignment is in effect. In order to be eligible for said compensation, an employee's
language proficiency will be tested and certified by the Director of Human Resources or
designee. The special pay shall be effective the first full pay period following certification as
verified to the Department Head in writing by the Director of Human Resources or designee.
C. Process Owner Assignment Pay
Those employees performing assignments designated by the City as "process owner"
assignments shall receive premium pay equal to ten percent (10%) of base salary
(calculated at the employee's base hourly rate).
Process owner assignments are designated by the employee's Department Head and
approved by the City Manager or designee. Designated employees are responsible for JD
MEO MOU December 21, 2012 through December 31, 2014
3
MANAGEMENT EMPLOYEES' ORGANIZATION
Edwards applications setup, design, troubleshooting, and training. Process owners have
system coordination responsibilities as distinguished from users of the system.
Effective May 21, 2007, Process Owner Assignment Pay ended. All employees receiving
Process Owner Assignment Pay prior to May 21, 2007 shall continue to receive this pay
while they remain assigned to their position.
ARTICLE VIII - UNIFORMS
The City agrees to provide uniforms to employees on active duty who are required to wear
uniforms.
A. General Policy
The City shall furnish uniforms to those employees designated by the various Department
Heads as required to wear a standard uniform for appearance, uniformity and public
recognition purposes, in the procedures and guidelines set forth hereinafter.
B. Affected Personnel
All employees in classifications listed below shall wear a standard City adopted uniform.
Each Department Head shall determine which employees must wear a uniform.
Department Job Classification Category of Notes
Type Uniform
Community Srvcs 0133 Parkinq & Camping Fac Sur 4
Fire 0131 Fire Med Coordinator 2 Not required daily: frequency
of use is 1X week
Fire 0130 Fire Protection Analyst 7
Fire 0032 Marine Safety Division Chief 2 Suit not replaced every year
Police 0089 Senior Admin Analyst 3 Not required daily
Police 0486 Detention Administrator 3
Police 0022 -Police Mgr 3
Police 0594 Police Admin Srvc Mgr 3
Police 0094 Police Records Administrator 3
—Planning & Bldg 0072 Principal Electrical Inspector 5
—Planning & Bldg 0073 Inspection Supervisor 5
Planning & Bldg 0076 Principal Inspector Plum/Mech 5
—Planning & Bldg 0075 Inspection Manager 5
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.
MEO MOU December 21, 2012 through December 31, 2014
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MANAGEMENT EMPLOYEES' ORGANIZATION
2. Uniform appearance shall include:
a. Patch to be worn above left shirt or jacket pocket.
b. Pants to have no cuffs.
c. Worn with pride in appearance to public, i.e., shirt buttoned, shirttail tucked in.
3. To wash and provide minimum repair; i.e., buttons, small tears.
4. To provide any alterations necessary including sewing on of City patches.
5. To not wear the uniform for other than City duties or work.
6. To notify supervisor of need to replace due to disrepair or severe staining producing an
undesirable appearance.
7. To turn in all uniform components, including patches, upon termination.
8. To turn in all personal protective equipment upon termination.
9. To wear all personal protective equipment prescribed by the City safety officer and/or
Supervisor of the division.
E. City Responsibilities
1. To pay for City-required uniforms.
2. To report to the California Public Employees' Retirement System (CaIPERS) the cost of
uniforms provided as set forth in Section B (above) for each classification as special
compensation in accordance with Title 2, California Code of Regulations, Section
571(a)(5). For employees that are not required to wear uniforms on a daily basis or who
are not actively employed for an entire payroll calendar year, a prorated cost of uniforms
may apply.
3. To provide one or more retail clothing outlets for the various allotments.
City reserves the right to name vendor.
4. To maintain records of purchases.
F. Department Head or Designee Responsibilities
1. To ensure employee compliance with the Uniform Policy.
2. To approve replacement of deteriorated uniform component(s) and personnel protective
equipment as required and to maintain a listing for each eligible employee, by name and
classification, of all uniform component(s) and personal protective equipment purchased.
MEO MOU December 21, 2012 through December 31, 2014
5
MANAGEMENT EMPLOYEES' ORGANIZATION
3. To confirm receipt of uniforms, patches and personal protective equipment from an
employee upon termination. A Termination Checklist Form is to be completed, signed by
the employee, and submitted to the Human Resources Department.
4. To report to the Director of Human Resources any changes to the Uniform Listing by
Category/Classification (Section B above). The City reserves the right to add, delete,
change or modify the Uniform Listing as required.
ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE
It is the intent of the City to provide an opportunity for MEO employees to select a flex schedule
and/or alternative work schedule that is consistent with the City's objective that such schedules
shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency
as determined by the City Manager or designee.
A. Overtime
Employees represented herein shall not be eligible for paid overtime compensation,
B. Administrative Leave
All unit employees shall be entitled to fifty (50) hours of administrative leave per calendar
year. Administrative leave shall not carry over to the next year and holds no cash value.
Old Administrative Leave — Effective with the City Council ratification of this agreement,
employees who have accrued a bank of old administrative leave and are eligible to receive
the administrative leave hours based on the old administrative leave provision, shall have the
right to use the accrued leave time on the same terms and conditions as any other approved
leave time. However old administrative leave holds no cash value for current employees or
employees separating from City service.
C. Flex Schedule and Hours of Work
With supervisor and Department Head approval, MEO employees may flex regularly
scheduled start times between the hours of 7:00 a.m. to 9:00 a.m. Flex schedules shall not
reduce service to the public, departmental effectiveness, productivity and/or efficiency as
determined by the City Manager or designee.
MEO employees will have the option of working a 5/40 or 9/80 work schedule with supervisor
and Department Head approval. MEO employees assigned the 4/10-work schedule shall
retain the option of working the 4/10-work schedule with supervisor and Department Head
approval. In order to maintain service to the public, departmental effectiveness, productivity
and/or efficiency a Department Head may assign an employee a different work schedule that
is in compliance with the requirements of the Fair Labor Standards Act (FLSA) with City
Manager approval.
MEO MOU December 21, 2012 through December 31, 2014
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MANAGEMENT EMPLOYEES' ORGANIZATION
1. 5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour days
Monday through Friday each week plus a one-hour lunch during each work shift,
totaling a forty (40) hour work week.
2. 9/80 Work Schedule
The 9/80 work schedule, as outlined in Exhibit H, shall be defined as working nine (9)
days for eighty (80) hours in a two-week pay period by working eight (8) days at nine
(9) hours per day and working one (1) day for eight (8) hours (Friday), plus a one-hour
lunch during each work shift, totaling forty (40) hours in each FLSA work week. The
9/80-work schedule shall not reduce service to the public, departmental effectiveness,
productivity and/or efficiency as determined by the City Manager or designee.
3. 4/10 Work Schedule
The 4/10 work schedule, as outlined in Exhibit I, shall be defined as working four (4)
ten (10) hour days Monday through Thursday or Tuesday thru Friday each week plus
a one-hour lunch during each work shift, totaling a forty (40) hours work week. The
assigned 4/10-work schedule must be in compliance with the requirements of FLSA
and all other applicable laws. The 4/10-work schedule shall not reduce service to the
public, departmental effectiveness, productivity and/or efficiency as determined by the
City Manager or designee.
ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS
A. Health
The City shall make available group medical, dental and vision benefits to all employees.
A copy of the medical, dental and vision plan brochures may be obtained from the
Human Resources Department.
B. Eligibility, Criteria and Cost
1. City and Employee Paid Medical Insurance — Employees and Dependents
The City and employee shall each pay for health insurance premiums for qualified
employees and dependent(s) effective the first of the month following the
employee's date of hire. The employee deduction for premium contributions shall
be aligned with the effective date of coverage and the ending date of coverage
upon the employee's separation. The payroll deduction amount shall begin no
later than the first full pay period following the effective date of coverage and pro-
rated for coverage through the end of the month in which employment was
separated.
MEO MOU December 21, 2012 through December 31, 2014
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MANAGEMENT EMPLOYEES' ORGANIZATION
2. Health and Other Insurance Premiums
a. 2014 Premiums and Contributions
2014 Health Premiums and Contributions
Effective 1/1/2014
MEO
Plan Tier Monthly ER Monthly EE Monthly EE Bi-Weekly
Premium Contribution Contribution Contribution
Single 455.36 273.12 182.24 84.11
Kaiser Two-Party 997.37 553.53 443.84 204.85
Family 1,311.39 717.56 593.83 274.08
Single 587.00 301.43 285.57 131.80
Blue Shield HMO Two-Party 1,281.00 611.06 669.94 309.20
Family 1,657.00 792.20 864.80 399.14
Single 629.00 401.17 227.83 105.15
Blue Shield PPO Two-Party 1,329.00 757.80 571.20 263.63
Famil 1,647.00 923.36 723.64 333.99
Single 462.00 401.17 60.83 28.08
Blue Shield CDHP Two-Party 978.00 757.80 220.20 101.63
Family 1,211.00 923.36 287.64 132.76
Single 65.00 42.88 22.12 10.21
Delta Dental PPO Two-Party 121.40 81.82 39.58 18.27
Family 160.00 116.36 43.64 20.14
Single 28.88 23.00 5.88 2.71
Delta Care HMO Two-Party 49.10 39.11 9.99 4.61
Family 75.10 59.81 15.29 7.06
7
Single 25.94 17.84 8.10 3.74
VSP Two-Party 25.94 17.84 8.10 3.74
F2MilV 25.94 17.84 8.10 3.74
Medical Opt-Out: $273.12 per month
MEO MOU December 21, 2012 through December 31, 2014
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MANAGEMENT EMPLOYEES' ORGANIZATION
3. Future Premiums and City Contributions
Effective with the January 2008 health insurance deduction, the City's contribution
shall increase in an amount not to exceed ten percent (10%) for medical
insurance, five percent (5%) for dental insurance and five percent (5%) for vision
insurance. The increases will be based on potential increases to the City's Blue
Shield HMO, Delta Dental PPO, Delta Care HMO and Vision Service plans in
2008. In the event that the premium rates for City's Blue Shield HMO, Delta
Dental PPO, Delta Care HMO and Vision Service plans increase by less than ten
percent (10%), five percent (5%) and five percent (5%) respectively, the City
contribution caps will be adjusted based on the actual percentage increases. In the
event that these caps are exceeded, the employee shall pay any increased
amount above the City's contribution caps.
As a result of these formulas, it is understood that the employee contribution shall
not decrease during the term of this Agreement nor is there any expectation of
compensation or benefit in the event the City's contribution cap is not reached.
4. Employee payroll deductions shall be made on a pre-tax basis.
5. Medical Cash-Out
Effective with the first payment following City Council ratification of this agreement,
if an employee is covered by a medical program outside of a city-provided
program (evidence of which must be supplied to Human Resources Department,
they may elect to discontinue City medical coverage and receive the amount equal
to the City's contribution to the lowest cost, Employee-only medical premium
offered to this unit.
6. Section 125 Plan
This plan allows employees to use pre-tax salary to pay for childcare, adult
dependent care and/or medical expenses allowable under the Internal Revenue
Service rules for a Section 125 plan.
C. Life and Accidental Death & Dismemberment
Each employee is provided with $50,000 (fifty thousand) life insurance and $50,000 (fifty
thousand) accidental death & dismemberment insurance paid for by the City. Each
employee shall have the option, at his or her own expense, to purchase additional amounts
of life insurance and accidental death & dismemberment insurance to the extent provided by
the City's current providers. Evidence of insurability is contingent upon total participation in
additional amounts.
MEO MOU December 21, 2012 through December 31, 2014
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MANAGEMENT EMPLOYEES' ORGANIZATION
D. Long Term Disability Insurance
This program provides, for each incident of illness or injury, a waiting period of thirty (30)
calendar days, during which the employee may use accumulated sick leave, general leave
pay, or the employee may elect to be in an unpaid status. Subsequent to the thirty (30) day
waiting period, the employee will be covered by an insurance plan paid for by the City,
providing 66 2/3 (sixty six and two-third) percent of the first $12,500 (twelve thousand five
hundred) of the employee's basic monthly earnings.
The maximum benefit period for disability due to accident or sickness shall be to age sixty
five (65).
Days and months refer to calendar days and months. Benefits under the plan are integrated
with sick leave, Worker's Compensation, Social Security and other non-private program
benefits to which the employee may be entitled. Disability is defined as: "The inability to
perform all of the duties of regular occupation during two years, and thereafter the inability to
engage in any employment or occupation for which the employee is fitted by reason of
education, training or experience." Rehabilitation benefits are provided in the event the
individual, due to disability, must engage in another occupation. Survivor's benefits continue
plan payment for three (3) months beyond death. A copy of the plan is on file in the Human
Resources Department.
The intent of long term disability is to assist employees who are off work for an extended
period of time. While long term disability benefits can be coordinated with accrued leave
benefits to achieve one hundred percent (100%) of regular salary, no employee may receive
more than their regular salary while receiving disability benefits and paid leave.
E. Miscellaneous
1. City-Paid Premiums While on Medical Disability
When an employee is off work without pay for reason of medical disability, the City shall
maintain the City-paid employee's insurance premiums during the period the employee is
in an unpaid status for the length of said leave, not to exceed twenty-four (24) months.
2. Insurance and Benefits Advisory Committee
The City and the Association participate in a City-wide joint labor and management
insurance and benefits advisory committee to discuss and study issues relating to
insurance and benefits available for employees.
F. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy
Plan
Employees who retire from the City after January 1, 2004 and are granted a retirement
allowance by the California Public Employees' Retirement System and are not eligible for the
MEO MOU December 21, 2012 through December 31, 2014
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MANAGEMENT EMPLOYEES' ORGANIZATION
City's Retiree Subsidy Medical Plan may choose to participate in City-sponsored medical
insurance plans until the first of the month in which they turn age sixty-five (65).
The retiree shall pay the full premium for City-sponsored medical insurance for themselves
and/or qualified dependents without any City subsidy.
Employees who retire from the City and receive a retirement allowance from the California
Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy
Medical Plan and choose not to participate in City-sponsored medical insurance upon
retirement, permanently lose eligibility for this insurance.
However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses
not to participate in City-sponsored medical insurance plans because the retiree has access
to other group medical insurance and subsequently loses eligibility for that group medical
insurance, the retiree and their qualified dependents will have access to City-sponsored
medical insurance plans reinstated.
Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree
or qualified dependent turns age sixty-five (65).
G. Post-65 Supplemental Medicare Coverage
Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004
and all future retirees who meet the criteria to participate in City-sponsored medical
insurance, with or without the Retiree Medical Subsidy Plan, may participate in City-
sponsored medical insurance plans that are supplemental to Medicare.
A retiree or qualified dependent must choose to participate in City-sponsored medical
insurance plans that are supplemental to Medicare beginning the first of the month in which
the retiree or qualified dependent turns age sixty-five (65).
The retiree shall pay the full premium to participate in City-sponsored medical insurance
plans that are supplemental to Medicare for themselves or qualified dependents without any
City subsidy.
Retirees or qualified dependents, upon turning age sixty five (65), who choose not to
participate in City-sponsored medical insurance plans that are supplemental to Medicare
permanently lose their eligibility for this insurance.
H. Marine Safety Division Chief Medical Program
The City will provide the Marine Safety Division Chief an equivalent plan that is designed
specifically for Safety employees.
I. Annual Maximum Benefit for Dental PPO Plan
The Dental PPO plan maximum annual benefit is $2,000.
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ARTICLE XI - RETIREMENT BENEFITS
A. Benefits
1. Self Funded Supplemental Retirement Benefit
Employees hired prior to August 17, 1998 are eligible for the Self-Funded Supplemental
Retirement Benefit, which provides that:
a.
In the event a member elects Option #1, #2, #2W, #3, #3W or #4 of the Public
Employees' Retirement Law, the City shall pay the difference between such
elected options and the unmodified allowance which the member would have
received for his or her life alone 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 member shall be payable by the City during the life of the member, and
upon that member death, the City obligation shall cease. The method of funding
this benefit shall be at the sole discretion of the City. This benefit is vested for
employees covered by this Agreement.
b. Employees hired on or after August 17, 1998 shall not be eligible for this benefit
referenced in A.1.a. herein above.
2. Medical Insurance for Retirees
a. Medical Insurance Upon Retirement
Upon retirement, whether service or disability, each employee shall have the
following options in regards to medical insurance under City-sponsored plans:
1) With no change in benefits, retirees can stay in any of the plans offered
by the City, at the retiree's own expense, for the maximum time period
allowed by Consolidated Omnibus Budget Reconciliation Act of 1985
(COBRA) Federal or State Law, or
2) Retirees retiring after approval of this MOU may participate in the
Retiree Subsidy Medical Plan, attached hereto as Exhibit B, or the
Health Maintenance Organization (HMO) Plan currently being offered
to retirees at the retiree's own expense if the requirements set forth in
Exhibit B are met, or if the retiree meets the eligibility requirements
described in Exhibit B, the retiree may receive a subsidy from the City
for retiree medical insurance pursuant to the schedule set forth in
Exhibit B.
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B. Public Employees' Retirement System Reimbursement and Reporting
1. Miscellaneous Unit Members
a. The City shall provide all miscellaneous employees described as "classic
members by the Public Employees' Pension Reform Act of 2013 -- "PEPRA"
with that certain retirement program commonly known and described as the
"2.5% at age 55 plan" which is based on the retirement formula as set forth in
the California Public Employees' Retirement System (PERS), Section 21354 of
the California Government Code.
b. Effective October 1, 2012, each miscellaneous employee, hired prior to
December 21, 2012, covered by this Agreement shall pay to PERS as part of
the required member contribution six and three quarters percent (6.75%) of
pensionable income to the Public Employees' Retirement System (PERS). The
remaining portion of the required member retirement contribution (one and one
quarter percent (1.25%) of pensionable income) shall be paid by the City.
1) Employees hired on or after December 21, 2012, shall not be reimbursed
under this section, but shall pay 100% of the required member retirement
contribution (8%)
c. Effective at the beginning of the pay period of April 26, 2014, following City
Council approval of this MOU, all miscellaneous bargaining unit "classic
members" shall pay to PERS as part of the required member retirement
contribution eight percent (8%) of pensionable income. This provision shall not
sunset at the end of this agreement.
d. The City shall contract with PERS to have retirement benefits calculated based
upon the "classic" employee's highest one year's compensation, pursuant to the
provisions of Section 20042 (highest single year)..
e. The obligations of the City and the retirement rights of employees as provided in
this Article shall survive the term of this MOU
f. For "New" Members within the meaning of the California Public Employees'
Pension Reform Act of 2013.
1) New Members shall be governed by the two percent at age 62 (2% @
62) retirement formula set forth in Government Code section 7522.20.
i~
2) Final compensation will be based on the highest annual average t
compensation earnable during the 36 consecutive months immediately
preceding the effective date of his or her retirement, or some other 36
consecutive month period designated by the member.
1
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MANAGEMENT EMPLOYEES' ORGANIZATION
3) Effective January 1, 2013, "new" members as defined by PEPRA and
determined by CalPERS, shall contribute one half (50%) of the normal
cost as established by CAPERS.
2. Safety Unit Members
a) The City shall provide all safety employees described as "classic" members by
the Public Employees' Pension Reform Act of 2013 — "PEPRA" 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), Section 21362.2 of the California
Government Code.
b) Effective October 1, 2012, all safety employees described as "classic"
members, hired prior to December 21, 2012, covered by this Agreement shall
pay to PERS as part of the required member contribution six and three quarters
percent (6.75%) of pensionable income to the Public Employees' Retirement
System (PERS). The remaining portion of the required member retirement
contribution (two and one quarter percent (2.25%) of pensionable income) shall
be paid by the City.
1) All safety employees' described as "classic" members hired on or after
December 21, 2012, shall not be reimbursed under this section, but shall
pay 100% of the required member retirement contribution (9%)
c) Effective at the beginning of the pay period of April 26, 2014, following City
Council approval of this MOU, all safety employees described as "classic"
members shall pay to PERS as part of the required member retirement I
contribution nine percent (9%) of pensionable income. This provision shall not
sunset at the end of this agreement.
d) The City shall contract with PERS to have retirement benefits calculated based
upon the "classic" employee's highest one year's compensation, pursuant to the
provisions of Section 20042 (highest single year).
e) The obligations of the City and the retirement rights of employees as provided in
this Article shall survive the term of this MOU
f) For "New" Members within the meaning of the California Public Employees'
Pension Reform Act of 2013.
1) New Members shall be governed by the two and seven tenths percent at
age 57 (2.7% @ 57) retirement formula set forth in Government Code
section 7522.25(d)
I(
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MANAGEMENT EMPLOYEES' ORGANIZATION
2) Final compensation will be based on the highest annual average
compensation earnable during the 36 consecutive months immediately
preceding the effective date of his or her retirement, or some other 36
consecutive month period designated by the member.
3) Effective January 1, 2013, "new" members as defined by PEPRA and
determined by CalPERS, shall contribute one half (50%) of the normal cost,
as established by CalPERS.
3. Pre-Retirement Optional Settlement 2 Death Benefit
Employees receive the benefit of the Pre-Retirement Optional Settlement 2 Death
Benefit, as identified in Government Code Section 21548 with CaIPERS.
4. Fourth Level of 1959 Survivor Benefits
Employees receive the benefit of the Fourth Level of the 1959 Survivor Benefit, as
identified in Government Code Section 21574 with CalPERS.
5. The City has adopted the CalPERS Resolution in accordance with IRS Code section
414(h)(2) and both the employee contribution and the City pickup of the required member
contribution are made on a pre-tax basis. However, ultimately, the tax status of any
benefit is determined by the law.
ARTICLE XII - LEAVE BENEFITS
A. General Leave
1. Accrual
Employees accrue General leave at the accrual rates outlined below. General leave may
be used for any purpose, including vacation, sick leave, and personal leave.
Years of Service Annual General Leave Bi-Weekly General Leave
Allowance Allowance
First through Fourth Year 176 Hours 6.77
Fifth through Ninth Year 200 Hours 7.69
Tenth through Fourteenth Year 224 Hours 8.62
Fifteenth Year and Thereafter 256 Hours 9.85
2. Eligibility and Approval
General leave must be pre-approved except for illness, injury or family sickness, which
may require a physician's statement for approval. General leave accrued time is to be
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MANAGEMENT EMPLOYEES' ORGANIZATION
computed from the employee's anniversary of their hiring date. Employees are not
permitted to take general leave in excess of actual time earned. Employees shall not
accrue general leave in excess of six hundred forty (640) hours. An employee who earns
general leave hours in excess of six hundred forty (640) hours shall be paid the cash
value of those additional hours in their paycheck. Employees may not use their general
leave to advance their separation date on retirement or other separation from
employment.
3. Leave Benefit Entitlements
The City shall comply with all State and Federal leave benefit entitlement laws. An
eligible employee on an approved leave is permitted to use earned Sick Leave, General
Leave, and/or Administrative Leave for serious and non-serious family or personal health
issues. For more information on employee leave options contact the Human Resources
Department.
4. Conversion to Cash
Twice during each fiscal year, each employee has the option to convert into a cash
payment or deferred compensation up to a total of one hundred sixty (160) hours of
earned general leave benefits at the base hourly rate. The employee shall give two (2)
weeks advance notice to Payroll of his/her desire to exercise such option.
Effective with the City Council ratification of this agreement and until the thirty (30) days
that follow, employees shall have the one-time option to cash an additional forty (40)
hours of general leave.
B. City Paid Holidays
Permanent full-time employees shall receive the following paid holidays per the employee's
regularly scheduled work shift:
1. New Year's Day (January 1)
2. Martin Luther King Jr., (third Monday in January)
3. Presidents Day (third Monday in February
4. Memorial Day (last Monday in May)
5. Independence Day (July 4)
6. Labor Day (first Monday in September)
7. Veteran's Day (November 11)
8. Thanksgiving Day (fourth Thursday in November)
9. The Friday after Thanksgiving
10. Christmas Day (December 25)
Any day declared by the President of the United States to be a national holiday and
adopted as an employee holiday by the City Council of Huntington Beach.
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City paid holidays which fall on Saturday shall be observed the preceding Friday, and
those falling on Sunday shall be observed the following Monday.
a. In the event that an employee is required to work on a City paid holiday, the holiday
hours shall be credited to the employee's general leave bank. Approval of this
transaction shall be handled by the Department Head or designee, in the payroll
period that includes the holiday worked.
b. If a City paid holiday falls on an employee's scheduled day off and with approval
from the Department Head or designee, the employee may take another day off
during the same payroll period as the holiday or opt to be credited with general
leave the number of hours of the employee's regularly scheduled work shift.
c. A permanent half-time (1/2) or three quarter-time (3/4) employee shall have City paid
holidays paid as time off with a pro-rated amount of four (4) or six (6) hours,
respectively.
C. Sick Leave
1. Accrual — No employee shall accrue sick leave after December 24, 1999.
2. Credit —Employees shall carry forward their sick leave balance and shall no longer accrue
sick leave credit.
3. Usage — Employees may use accrued sick leave for the same purposes for which it was
used prior to December 25, 1999.
4. Pay Off At Termination
a. Employees on the payroll on November 20, 1978 are entitled to the following sick
leave payoff plan:
At involuntary termination by reason of disability, or retirement, employees (or in
the case of death, their beneficiary) shall be compensated at their then current rate
of pay for seventy-five percent (75%) of all unused sick leave accumulated as of
July 1, 1972, plus fifty percent (50%) of unused sick leave accumulated
subsequent to July 1, 1972, up to a maximum of seven hundred twenty (720)
hours of unused, accumulated sick leave, except as provided in paragraph 4
below.
Upon termination for any other reason, employees shall be compensated at their
then current rate of pay for fifty percent (50%) of all unused, accumulated sick
leave, up to a maximum of seven hundred twenty (720) hours of such
accumulated sick leave.
b. Employees hired after November 20, 1978 shall be entitled to the following sick
leave payoff plan:
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MANAGEMENT EMPLOYEES' ORGANIZATION
Upon termination, all employees shall be paid, at their then current salary rate, for
twenty-five percent (25%) of unused, earned sick leave to four hundred eighty
(480) hours accrued, and for thirty-five percent (35%) of all unused, earned sick
leave in excess of four hundred eighty (480) hours, but not to exceed seven
hundred twenty (720) hours, except as provided in paragraph 4 below.
c. Except as provided in paragraph 4d. below, no employee shall be paid at
termination for more than seven hundred twenty (720) hours of unused,
accumulated sick leave. However, employees may utilize accumulated sick leave
on the basis of "last in, first out" meaning that sick leave accumulated in excess of
the maximum for payoff may be utilized first for sick leave, as defined in Personnel
Rule 18-8.
d. Employees who had unused, accumulated sick leave in excess of seven hundred
twenty (720) hours as of July 5, 1980, shall be compensated for such excess sick
leave remaining on termination under the formulas described in paragraphs 1 and
2 above. In no event shall any employee be compensated upon termination for
any accumulated sick leave in excess of the "cap" established by this paragraph
(i.e., seven hundred twenty (720) hours plus the amount over seven hundred
twenty (720) hours existing on July 5, 1980). Employees may continue to utilize
sick leave accrued after that date in excess of such "cap" on a "last in, first out"
basis.
e. To the extent that any "capped" amount of excess sick leave over seven hundred
twenty (720) hours is utilized, the maximum compensable amount shall be
correspondingly reduced. (Example: Employee had 1,000 hours accumulated.
Six months after July 5, 1980, employee has accumulated another 48 hours.
Employee is then sick for 120 hours. Employee's maximum sick leave "cap" for
compensation at termination is now reduced by seventy two (72) hours to nine
hundred twenty eight (928) hours.
f. Employees electing to participate in the City's group health insurance program
after retirement can request the premiums to be paid by the City out of any
available funds due and owing them under the terms of this agreement for unused
sick leave benefits upon retirement.
D. Voluntary Catastrophic Leave Donation Program
Under certain conditions, an employee may donate leave time to another employee in need.
The program is outlined in Exhibit G.
E. Bereavement Leave
Employees shall be entitled to bereavement leave not to exceed twenty-four (24) work hours
in each instance of death in the immediate family. Immediate family is defined as father,
mother, sister, brother, spouse, registered domestic partner, children, grandfather,
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MANAGEMENT EMPLOYEES' ORGANIZATION
grandmother, stepfather, stepmother, step grandfather, step grandmother, grandchildren,
stepsisters, stepbrothers, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-
in-law, sister-in-law, stepchildren, or wards of which the employee is the legal guardian.
F. Release Time
Notwithstanding any other provisions of this Agreement, the Association and the City agree
to continue discussion during the term of the MOU on Release Time for negotiation,
including City's consideration of the number of hours, based on the establishment of a
mutually agreed upon written provision for the use of such leave by Association
representatives and its members. Such leave shall be limited to use for the purpose of
Association business not covered within the scope of legal requirements. It remains the
City's intent to enforce reasonable standards for the administration and control of current
Release Time use.
ARTICLE XIII - CITY RULES
A. Personnel Rules
All MOU provisions that supersede the City's Personnel Rules shall automatically update
the City's Personnel Rules and be incorporated into such rules.
B. Employer-Employee Relations Resolution
During the term of the agreement, the City and the Association agree to update the
Employee-Employer Relations Resolution to reflect current State law.
1. Modification of Section 7 — Decertification and Modification
a. The City and the Association desire to maintain labor stability within the
representational unit to the greatest extent possible, consistent with the
employee's right to select the representative of his or her own choosing. For these
purposes, the parties agree that this Agreement shall act as a bar to
appropriateness of this unit and the selection of the representative of this unit,
except during the month of August prior to the expiration of this Agreement.
Changes in bargaining unit shall not be effective until expiration of the MOU
except as may be determined by the Personnel Commission pursuant to the
procedures outlined below. This provision shall modify and supersede the time
limits, where inconsistent, contained in Section 7 of the current Employer-
Employee Relations Resolution of the City of Huntington Beach.
b. The City and the Association have agreed to a procedure whereby the City, by and
through the Director of Human Resources, 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
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MANAGEMENT EMPLOYEES' ORGANIZATION
Resolution (Resolution Number 3335) upon the City having completed its
obligation to meet and confer on this issue with all other bargaining units.
The proposed change to the Employer-Employee Relations Resolution is as
follows:
7.3 Director of Human Resources Motion of Unit Modification - The Director of
Human Resources 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 Director of Human Resources shall give written notice of the proposed
modification(s); to any affected employee organization and any affected
employees.
2. The Personnel Commission shall hold a meeting concerning the proposed
modification(s) at which time all affected employee organizations and
employees shall be heard;
3. Thereafter, the Personnel Commission shall determine the composition of the
appropriate unit or units and shall give written notice of such determination to
the affected employee organizations and any affected employees.
The City Manager, employee organization or employee aggrieved by an
appropriate unit determination of the Personnel Commission may, within ten
(10) days of notice thereof, request a review of such determination by the
City Council. Within thirty (30) days of receipt of a request to review a unit
determination of the Personnel Commission the City Council shall review the
matter. The City Council's decision shall be final.
4. Except as provided otherwise in this MOU, the salary, benefit, and working
conditions specified by this MOU shall be provided to employees in
classifications listed in Exhibit A and have completed or are in the process of
completing a probationary period in a permanent position in the competitive
service in which the employee regularly works twenty (20) hours or more per
week.
C. Rules Governing Layoff, Reduction in Lieu of Layoff and Re-Employment
1. Part 1 — Layoff Procedure
a. General Provisions
1) Whenever it is necessary, because of lack of work or funds to reduce the staff
of a City department, employees may be laid off pursuant to these rules.
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2) Whenever an employee is to be separated from the competitive service
because the tasks assigned are to be eliminated or substantially changed due
to management-initiated changes, including but not limited to automation or
other technological changes, it is the policy of the City that steps be taken by
the Human Resources Department on an interdepartmental basis to assist
such employee in locating, preparing to qualify for, and being placed in other
positions in the competitive service. This shall not be construed as a restriction
on the City government in effecting economies or in making organizational or
other changes to increase efficiency.
3) A department shall reduce staff by identifying which positions within the
department are to be eliminated.
4) The employee who has the least City-wide service credit in the class within the
department shall have City-wide transfer rights in the class pursuant to Part 1,
Section 3, Transfer or Reduction to Vacancies in Lieu of Layoffs, or within the
occupational series pursuant to Part 2, Bumping Rights.
5) If a deadline within this procedure falls on a day that City Hall is closed, the
deadline shall be the next day City Hall is open.
b. Service Credit
1) Service credit means total time of full-time continuous service within the City at
the time the layoff is initiated, including probation, paid leave, or military leave.
Permanent part-time employees earn service credit on a pro-rata basis.
2) Except as required by law, leaves of absence without pay shall not earn
service credit.
3) As between two or more employees who have the same amount of service
credit, the employee who has the least amount of service in class shall be
deemed to be the least senior employee.
c. Transfer or Reduction to Vacancies in Lieu of Layoff
1) In lieu of layoff, a transfer within class shall be offered to an employee(s) with
the least amount of service credit in the class designated for staff reduction
within a department subject to the following:
a) The employee has the necessary qualifications to perform the duties of the
position.
b) The employee shall be given the opportunity, in order of service credit, to
accept a transfer to a vacant position in the same class within the City,
provided the employee has the necessary qualifications to perform the
duties of the position.
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MANAGEMENT EMPLOYEES' ORGANIZATION
c) If no position in the same class is vacant, the employee shall be given the
opportunity, in order of service credit, to transfer to the position in the same
class that is held by an incumbent in another department with the least
amount of service credit whose position the employee has the necessary
qualifications to perform.
2) If an employee(s) is not eligible for transfer within the employee's class, the
employee shall be offered, in order of service credit, a reduction to a vacant
position in the next lower class within the City in the occupational series in lieu
of layoff provided the employee has the necessary qualifications to perform the
duties of the position.
3) If the employee refuses to accept a transfer or reduction pursuant to a. or b.,
above, the employee shall be laid off.
a) If the employee(s) in the class with the least amount of service credit is in
the position(s) to be eliminated or displaced by transfer, the employee shall be
offered bumping rights, pursuant to Part 2, Bumping Rights.
b) Any employee who takes a reduction to a position in a. lower class within
the occupational series in lieu of layoff shall be placed on the
reinstatement/reemployment list(s) pursuant to Part 3. Reemployment.
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MANAGEMENT EMPLOYEES' ORGANIZATION
2. Order of Layoff
a. Prior to implementing a layoff, vacant positions that are authorized to be filled
shall be identified by City-wide occupational series. If the employee refuses to
accept a position pursuant to Section 3. above, the employee shall be laid off.
b. No promotional probationary employee or permanent employee within a class
in the department shall be laid off until all temporary, nonpermanent part-time
and non-promotional probationary employees in the class are laid off.
Permanent employees whose positions have been eliminated may exercise
citywide bumping rights to a lower class in the occupational series pursuant to
Part 2.
c. When a position in a class and/or occupational series is eliminated, any
employee in the class who is on authorized leave of absence or is holding a
temporary acting position in another class shall be included for determining
order of service credit and be subject to these layoff procedures as if the
employee was in his or her permanent position.
3. Notification of Employees
a. The Human Resources Department shall give written notice of layoff to the
employee by personal service or by sending it by certified mail to the last
known mailing address at least thirty (30) calendar days prior to the effective
date of the layoff. Normally notices will be served on employees personally at
work.
b. Layoff notices may be initially issued to all employees who may be subject to
layoff as a result of employees exercising voluntary reduction/bumping rights.
c. The notice of layoff shall include the reason for the layoff, the effective date of
the layoff, the employee's hire date, and the employee's service credit ranking.
The notice shall also include the employee's right to bump the person in a
lower class with the least service credit within the occupational series provided
the employee possesses the necessary qualifications to successfully perform
the duties in the lower class and the employee has more service credit than the
incumbent in the lower class.
d. The written layoff notice given to an employee shall include notice that he or
she has seven (7) calendar days from the date of personal service, or date of
delivery of mail if certified, to notify the Director of Human Resources in writing
if the employee intends to exercise the employee's bumping rights, if any,
pursuant to Part 2, Bumping Rights.
e. Whenever practicable, any employee with the least amount of service credit in
a lower class within an occupational series which is identified for work force
reduction shall also be given written notice that such employee may be
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MANAGEMENT EMPLOYEES' ORGANIZATION
bumped pursuant to Part 2. This notice shall include the items referred to in C.,
above.
f. If an employee disagrees with the City's computation of service credit or listed
date of hire, the employee shall notify the Director of Human Resources as
soon as possible, but in no case later than five (5) calendar days after the
personal service or certified mail delivery. Disputes regarding date of hire or
service credit shall be jointly reviewed by the Director of Human Resources
and the employee and/or the employee's representative as soon as possible,
but in no case later than five (5) calendar days from the date the employee
notifies the Director of Human Resources of the dispute. Within five (5)
calendar days after the dispute is reviewed, the employee shall be notified in
writing of the decision.
4. Part 2 — Bumping Rights
a. Voluntary Reduction or Bumping in Lieu of Layoff
1) A promotional probationary employee or permanent employee who
receives a layoff notice may request a reduction to a position in a lower
class within the occupational series provided the employee possesses the
necessary qualifications to perform the duties of the position.
2) Employees electing reduction under "a" above, shall be reduced to a
position authorized to be filled in a lower class within the employee's
occupational series. The employee may reduce to a lower class in his/her
occupational series by: 1) filling a vacancy in that class, or 2) if no vacancy
exists, displacing the employee in the class with the least service credit
whose position the employee has the necessary qualifications to perform.
A displaced employee shall have bumping rights.
4) An employee who receives a layoff notice must exercise bumping rights
within seven (7) calendar days of receipt of the notice as specified in Part
1 - Layoff Procedure. Failure to respond within the time limit shall result
in a reputable presumption that the employee does not intend to exercise
any right of reduction or bumping to a lower class. The employee must
carry the burden of proof to show that the employee's failure to respond
within the time limits was reasonable. If the employee establishes that
failure to respond within the time limit was reasonable, to the Director of
Human Resources satisfaction, the employee shall be permitted to
exercise bumping rights, but shall not be reinstated to a paid position
until the employee to be bumped has vacated the position. If the
employee disagrees with the Director of Human Resources decision, the
employee may appeal pursuant to the provisions of Sections 3 and 4
below.
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b. Reinstatement/Re-Employment Lists
Any employee who takes a reduction to a position in a lower class within the
occupational series in lieu of layoff shall be placed on tile reinstatement/re-
employment list pursuant to Part 3, Re-Employment.
C. Qualifications Appeal
Any employee who is denied a reduction to a position in a lower class within
the occupational series on the basis that the employee does not possess the
necessary qualifications to successfully perform the duties of the lower position
may appeal the decision. The appeal shall be filed with the Director of Human
Resources within five (5) calendar days of the employee's receipt of written
notice of the decision and reason(s) for denial. The employee's appeal shall be
in writing and shall include supporting facts or documents supporting the
appeal.
d. Qualifications Appeal Hearing
1) Upon receipt of an appeal, the Director of Human Resources shall contact
a mediator from the California State Mediation and Conciliation Service to
schedule a hearing within two (2) weeks after receipt of the appeal. If the
California State Mediation and Conciliation Service is not available within
that time frame, the parties shall mutually select a person who is available
within the time frame. If the California State Mediation and Conciliation
Service and the person mutually selected are not available within the time
frame, the parties shall select the earliest date either is available to
conduct the hearing. The parties shall split the cost, if any, of the hearing
officer. In addition, the parties shall meet within three (3) workdays to
attempt to resolve the dispute. If the dispute remains unresolved, the
parties shall endeavor in good faith to submit to the hearing officer a
statement of all agreed upon facts relevant to the hearing.
2) Appeal hearings shall be limited to two (2) hours, except as otherwise
agreed by the parties or directed by the hearing officer.
3) The hearing officer shall attempt to resolve the dispute by mutual
agreement if possible. If no agreement is reached, the hearing officer shall
render a decision at the conclusion of the hearing, which shall be final and
binding
5. Part 3 — Re-Employment
a. Re-Employment
1) Employees who are laid off or reduced in class to avoid layoff shall have
their names placed upon a re-employment list, for each class in the
occupational series, in seniority order at or below the level of the class
from which laid off or reduced.
MEO MOU December 21, 2012 through December 31, 2014
25
MANAGEMENT EMPLOYEES' ORGANIZATION
2) Names of persons placed on the re-employment lists shall remain on the
list for two (2) years from the date of layoff or reduction.
3) Vacancies shall be filled from the re-employment list for a class, starting at
tile top of the list, providing that the person meets the necessary
qualifications for tile position.
4) Names of persons are to be removed from the reemployment list for a
class if on two (2) occasions they decline an offer of employment or on two
(2) occasions fail to respond to offers of employment in a particular class
within five (5) calendar days of receipt of written notice of an offer. Any
employee who is dismissed from the City service for cause shall have his
or her name removed from all re-employment lists.
5) Re-employment lists shall be available to HBMEO and affected employees
upon reasonable request,
6) Qualification appeals involving re-employment rights shall be resolved in
the same manner as that identified in Part 2. Section 4.
b. Status on Re-Employment
1) Persons re-employed from layoff within a two (2) year period from the date
of layoff shall receive the following considerations and benefits:
a) Service credit held upon layoff shall be restored, but no credit shall be
added for the period of layoff.
b) Prior service credit shall be counted toward General Leave accruals.
c) Employees may cash in sick leave upon layoff or at any time after
layoff in the manner and amount set forth in existing Memoranda of
Understanding for that employee's unit. General Leave shall be paid to
an employee when the re-employment list(s) expire(s), if not previously
paid.
d) Upon reinstatement the employee may have his or her General Leave
re-credited by repayment to the City the cashed amount.
e) The employee shall be returned to the salary step of the classification
held at the time of the layoff and credited with the time previously
served at that step prior to being laid off.
f) The probationary status of the employee shall resume if incomplete.
MEO MOU December 21, 2012 through December 31, 2014
26
MANAGEMENT EMPLOYEES' ORGANIZATION
2) Employees who have been reduced in class to avoid layoff and are
returned within two (2) years to their former class shall be placed at the
salary step of the class they held at the time of reduction and have their
merit increase eligibility date recalculated.
ARTICLE XIV - MISCELLANEOUS
A. Physical Examination
Employees shall be provided, once every two (2) years, with a City-paid physical
examination. Said exam shall be comprehensive in nature and shall include:
1. A complete medical history, physical exam, laboratory testing and review of results
by a physician. (See Exhibit G, Physical Exam Description.)
2. A stress EKG will be provided for employees forty (40) years of age or older.
No more than one-half (1/2) of the eligible employees shall receive examinations in
any one fiscal year.
B. Vehicle Policy
1. Approval is required by the City Manager or his/her designee for any City vehicle to
be taken home by an employee.
2. The auto allowance for qualifying employees is two hundred seven dollars and sixty-
nine cents ($207.69) bi-weekly.
3. No unit-employee shall have their automobile allowance eliminated until the City's
Fleet Management Policy is re-negotiated.
4. Eligibility for automobile allowance shall be determined in accordance with the City's
Fleet Management Program dated August 1999.
5. Employees in the following classifications are eligible to receive Auto Allowance:
■ Assistant to the City Manager
■ Assistant Fire Marshal
■ Beach Operations Supervisor
■ Building Manager
■ City Engineer
■ Construction Manager
■ Deputy City Treasurer*
■ Deputy Director of Public Works
■ Detention Administrator
■ Facilities, Development & Concessions Manager
■ Facilities Maintenance Supervisor
MEO MOU December 21, 2012 through December 31, 2014
27
MANAGEMENT EMPLOYEES' ORGANIZATION
■ Fleet Operations Supervisor
■ General Services Manager
■ Inspection Manager
■ Landscape Architect
■ Landscape Maintenance Supervisor
■ Maintenance Operations Manager
■ Marine Safety Division Chief
■ Mechanical Maintenance Supervisor
■ Parking/Camping Facility Supervisor
■ Police Administrative Services Manager
■ Police Communications Manager
■ Police Records Administrator
■ Principal Electrical Inspector
■ Principal Plumbing Mechanical Inspector
■ Public Safety Systems Manager
■ Recreation, Human & Cultural Affairs Superintendent*
■ Street Maintenance Supervisor
■ Transportation Manager
■ Tree Maintenance Supervisor
■ Utilities Manager
■ Wastewater Supervisor
■ Water Distribution Supervisor
■ Water Production Supervisor
C. Deferred Compensation
1. Loan Program
In accordance with federal law, employees may borrow from their deferred
compensation funds for critical needs such as medical costs, college tuition, or
purchase of a home.
2. Deferred Compensation Contribution at Time of Separation
In accordance with Internal Revenue Service rules, the value of any unused earned
leave benefits may be transferred to deferred compensation at separation (including
retirement), but only during the time that the employee is actively employed with the
City. The latest opportunity for such transfer must be the pay period prior to the
employee's last day of employment.
D. Collection of Payroll Overpayments
In the event that a payroll overpayment is discovered and verified, and considering all
reasonable factors including the length of time that the overpayment was made and if and
when the employee could have reasonably known about such overpayment, the City
shall take action to collect from the employee the amount of overpayment(s). Such
MEO MOU December 21, 2012 through December 31, 2014
28
MANAGEMENT EMPLOYEES' ORGANIZATION
collection shall be processed by payroll deduction over a reasonable period of time
considering the total amount of overpayment.
In the event the employee separates from employment during the collection period, the
final amount shall be deducted from the last payroll check of the employee. If applicable,
the balance due from the employee shall be communicated upon employment separation
if the last payroll check does not sufficiently cover the amount due the City.
It shall be the responsibility of the employee and the City to periodically monitor the
accuracy of compensation payments or reimbursements due to the possibility of a clerical
oversight or error. The City reserves the right to also collect compensation overpayments
caused by or the result of misinterpretation of a pay provision by non-authorized
personnel. The interpretation of all pay provisions shall be administered by the City
Manager or designee and as adopted by the City Council. Unauthorized compensation
payments shall not constitute a past practice.
E. Unit Modification
Notwithstanding any other provisions of this agreement, the City and Association agree to
meet and confer within forty-five (45) days of the City Council ratification of this
agreement regarding the possibility of adding positions to the MEO bargaining unit.
F. Required Fingerprinting of Employees
The City requires all employees who are hired, transferred, or promoted to positions with
oversight responsibilities for senior citizens to be fingerprinted for California Department
of Justice (DOJ) clearance that require fingerprinting by federal, state or local law(s) be
fingerprinted according to said law(s). The City may also require employees be
fingerprinted if they are transferred, or promoted to positions with oversight
responsibilities for senior citizens or oversight responsibilities for confidential, and or
sensitive documents or equipment.
G. Acting Assignment
Acting assignments are not intended to exceed six (6) months unless extraordinary
circumstances warrant an extension as recommended and approved by the Director of
Human Resources. Under no circumstances shall an acting assignment exceed one (1)
year nor shall it be considered a reclassification or a promotion.
Acting pay must be a minimum of 5.5% and the Department Head has the discretion to
set compensation at any step on the pay range of the acting class, not to exceed the top
step of the range.
H. Return to Work Policy
The City and Association agree to reopen this agreement to establish a Return to Work
Policy for employees who experience industrial and non-industrial injury and/or illness.
MEO MOU December 21, 2012 through December 31, 2014
29
MANAGEMENT EMPLOYEES' ORGANIZATION
I. Controlled Substance and Alcohol Testing
The City maintains the right to conduct a controlled substance and/or alcohol test during
working hours of any employee that it reasonably suspects is under the influence of
alcohol or a controlled substance in the workplace.
J. Management and Executive Management Relations Committee
During the term of this agreement, the City and MEO agree to meet quarterly to discuss
ways to improve management and executive management relations.
MEO MOU December 21, 2012 through December 31, 2014
30
MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE XV - CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of Understanding
is of no force or effect unless and until adopted by resolution of the City Council of the City of
Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding
this day of March, 2014.
HUNTINGTON BEACH
CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES'
A Municipal Corporation ORGANIZATION
<
By: By:
Fred A. Wilson Tom Graham
City Manager MEO, President
By: By:
Ken Domer Scott Smit
Assistant City Manager MEO Vice President
By: By:
Michele Warren Scott Field
Director of Human Resources Negotiations Team
By: By:
JoAnn Diaz Mindy James
Principal Human Resources Analyst Negotiations Team
i
By: _ �o�"' M1GI �Z
COUNTERPART Michele Diaz
Negotiations Team j
Approved as to Form: Approve s t Fo m•
By. By: f
Jennifer M. McGrath dfaftes Barfield
City Attorney OCEA R695es t�tive
Aaron Peardon
OCEA Representative
MEO MOU December 21,2012 through December 31,2014
31
MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE XV - CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of Understanding
is of no force or effect unless and until adopted by resolution of the City Council of the City of
Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding
this day of March, 2014.
HUNTINGTON BEACH
CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES'
h7A
nic'pal Corporation ORGANIZATION
By: By:
Fr6d APV4son Tom Graham
Ci ag MEO Preside
n D
By: By:
w omer Sco m
Assistant ty Mana MEO Vice President
By: ,� By:
hele arren Scott Field
irector of Human Resources Negotiations Team
r
By d7t,2 L � 0�:
�—
Ann Diaz Mindy James
rincipal Human R ources Analyst Negotiations Team
By: 9&;\I C)wr. ('Q Ae, �g
COUNTERPART Michele Diaz
Negotiations Team
Approved as to Form: Approved as to Form:
By: rw By:
J nnifer M.t Mc rath Charles Barfield
y Attorney OCEA Representative
By:
Aaron Peardon
OCEA Representative
MEO MOU December 21, 2012 through December 31, 2014
31
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A- SALARY SCHEDULE
MEO SALARY SCHEDULE
3.75% EFFECTIVE MARCH 29, 2014
Job No Job Description . Pay A B C •D E
Grade
0516 Accounting Manager P0516 45.34 47.83 50.46 53.23 56.16
0025 Admin Analyst P0025 34.97 36.89 38.93 41.06 43.33
0084 Admin Analyst Principal P0084 43.55 45.95 48.48 51.15 53.96
0089 Admin Analyst Sr P0089 40.23 42.44 44.78 47.24 49.83
0078 Assistant City Attorney P0078 61.78 65.18 68.76 72.53 76.52
0132 Assistant City Clerk P0132 37.51 39.57 41.75 44.04 46.46
0595, Assistant Fire Marshal P0595 44.88 47.35 49.96 52.71 55.60
0057 Assistant to the City Manager P0057 46.94 49.52 52.25 55.12 58.15
0071 Associate Planner P0071 38.07 40.16 42.37 44.71 47.16
0569 Beach Maint Operations Mgr P0569 48.86 51.54 54.38 57.36 60.52
0044 Beach Operations Supervisor P0044 40.03 42.23 44.55 47.00 49.59
ff0598
Budget Analyst Senior P0064 38.65 40.77 43.01 45.38 47.88
Budget Manager P0585 45.34 47.83 50.46 53.23 56.16
Building Manager P0598 56.17 59.26 62.52 65.95 69.59
0501 Business Applicatio Supervisor P0501 50.08 52.84 55.74 58.81 62.04
0500 Business Systems Manager P0500 55.34 58.38 61.60 64.99 68.56
0070 Chief Criminalist P0070 51.35 54.17 57.15 60.29 63.61
0024 City Engineer P0024 63.96 67.48 71.19 75.10 79.23
0092 Claims Supervisor P0092 41.65 43.94 46.36 48.91 51.59
0471 Community Relations Officer P0471 43.55 45.95 48.48 51.15 53.96
0353 Community Services Manager P0353 48.86 51.54 1 54.38 57.36 60.52
0097 Construction Manager P0097 48.86 51.54 54.38 57.36 60.52
0085 Contract Administrator P0085 41.65 43.94 46.36 48.91 51.59
0045 Criminalist Supervisor P0045 44.65 47.11 49.71 52.44 55.32
0253 Cultural Affairs Supervisor P0253 31.65 33.40 1 35.23 37.17 39.22
0081 Deputy City Attorney I P0081 40.63 42.86 45.21 47.70 50.33
0080 Deputy City Attorney 11 P0080 48.86 51.54 54.38 57.36 60.52
0079 Deputy City Attorney III P0079 56.17 59.26 62.52 65.95 69.59
0068 Deputy City Engineer P0068 54.51 57.51 60.67 64.01 67.53
0090 Deputy City Treasurer MEO P0090 50.33 53.10 56.03 59.11 62.35
0571 Deputy Dir of Econ Development P0571 55.34 58.38 61.60 64.99 68.56
0027 Deputy Dir of Recr/Bch Devlpmt P0027 57.03 60.16 63.47 66.96 70.64
0035 Deputy Director of Public Wrks P0035 64.27 67.81 71.55 75.48 79.63
0486 Detention Administrator P0486 40.23 42.44 44.78 47.24 49.83
0039 Econ Development Proj Mgr P0039 44.43 46.87 49.45 52.17 55.04
0580 Energy Project Manager P0580 44.43 46.87 49.45 52.17 55.04
MEO MOU December 21, 2012 through December 31, 2014
32
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A- SALARY SCHEDULE
Job"No. Job-pescription-. pay A FRB C D E
Grade
0474 Facilities, Devel & Conc Mgr P0474 46.48 49.03 51.73 54.57 57.57
0050 Facilities Maint Supervisor P0050 40.03 42.23 44.55 47.00 49.59
0131 Fire Medical Coordinator P0131 39.61 41.79 44.09 46.52 49.08
0130 Fire Protection Analyst P0130 39.61 41.79 44.09 46.52 49.08
0590 Fleet Operations Supervisor P0590 40.03 42.23 44.55 47.00 49.59
0581 General Services Manager P0581 53.98 56.95 60.08 63.38 66.87
0498 GIS Manager P0498 51.61 54.45 57.44 60.60 63.93
0043 Housing Manager P0043 51.09 53.90 56.87 59.99 63.29
0006 Human Resources Manager P0006 53.17 56.10 59.18 62.44 65.87
0489 Info Syst Communications Mgr P0489 51.61 54.45 57.44 60.60 63.93
0200 Info Syst Computer Ops Manager P0200 51.61 54.45 57.44 60.60 63.93
0038 Info Systems Manager P0038 55.62 58.68 61.91 65.31 68.90
0075 Inspection Manager P0075 49.57 52.30 55.17 58.21 61.42
0073 Inspection Supervisor P0073 42.29 44.61 47.06 49.64 52.37
0251 Investigator P0251 34.45 36.34 38.35 40.45 42.67
0158 Landscape Architect P0158 39.61 41.79 44.09 46.52 49.08
0049 Landscape Maint Supervisor P0049 40.03 42.23 44.55 47.00 49.59
0095 Law Office Manager. P0095 34.97 36.89 38.93 41.06 43.33
0572 Liability Claims.Coordinator P0572 36.21 38.20 40.31 42.53 44.86
0030 Maintenance Operations Mgr P0030 53.98 56.95 60.08 63.38 66.87
.0032 Marine Safety Division Chief P0032 51.35 54.17 57.15 60.29 63.61
0048 Mechanical Maint Supervisor P0048 40.03 42.23 44.55 47.00 49.59
0441 Neighbrhd Preservtion Prog Mgr P0441 49.08 51.78 54.63 57.64 60.82
0490 Network Systems Administrator P0490 46.23 48.77 51.46 54.29 57.28
0443 Payroll Systems Analyst P0443 42.29 44.61 47.06 49.64 52.37
0098 Permit& Plan Check Manager P0098 56.17 59.26 62.52 65.95 69.59
0209 Permit& Plan Check Supervisor P0209 39.82 42.01 44.32 46.76 49.33
0453 Personnel Analyst P0453 34.80 36.71 38.73 40.86 43.11
0060 Personnel Analyst Principal P0060 43.55 45.95 48.48 51.15 53.96
0464 Personnel Analyst Senior P0464 39.61 41.79 44.09 46.52 49.08
0099 Plan Check Engineer P0099 47.41 50.02 52.77 55.67 58.73
0444 Planning Manager P0444 51.61 54.45 57.44 60.60 63.93
0594 Police Admin Services Manager P0594 44.88 47.35 49.96 52.71 55.60
0022 Police Communications Manager P0022 40.23 42.44 44.78 47.24 49.83
0094 Police Records Administrator P0094 40.23 42.44 44.78 47.24 49.83
0028 Principal Accountant P0028 41.03 43.29 45.67 48.18 50.83
0096 Principal Civil Engineer P0096 53.71 56.67 59.78 63.07 66.53
0072 Principal Electrical Inspector P0072 38.46 40.58 42.81 45.16 47.65
0076 Principal Inspector Plb/Mech P0076 38.46 40.58 42.81 45.16 47.65
0482 Principal Librarian P0482 38.26 40.37 42.59 44.93 47.40
MEO MOU December 21, 2012 through December 31, 2014
33
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A- SALARY SCHEDULE
Job_No Job Description �� Pay A B C DE
I Grade
0074 Principal Planner P0074 49.08 51.78 54.63 57.64 60.82
0579 Project Manager P0579 44.43 46.87 49.45 52.17 55.04
0037 Project Manager Assistant P0037 38.07 40.16 42.37 44.71 47.16
0496 Public Safety Systems Manager P0496 52.38 55.27 58.31 61.51 64.90
0497 Public Safety Systems Supv P0497 50.59 53.37 56.31 59.40 62.67
0083 Purchasing &Central Svcs Mgr P0083 43.78 46.19 48.73 51.41 54.23
0093 Real Property Agent P0093 44.43 46.87 49.45 52.17 55.04
0054 Risk Manager P0054 51.09 53.90 56.87 59.99 63.29
0519 Safety/Loss Prevention Analyst P0519 39.61 41.79 44.09 46.52 49.08
0069 Senior Civil Engineer P0069 45.34 47.83 50.46 53.23 56.16
0484 Senior Deputy City Attorney P0484 59.05 62.30 65.73 69.34 73.15
0499 Senior Info Systems Analyst P0499 46.01 48.54 51.21 54.03 57.00
0077 Senior Librarian P0077 32.94 34.76 36.67 38.68 40.80
0036 Senior Planner P0036 44.43 46.87 49.45 52.17 55.04
0046 Senior Recreation Supervisor P0046 37.51 39.57 41.75 44.04 46.46
0575 Senior Sprvsr Cultural Affairs P0575 37.51 39.57 41.75 44.04 46.46
0578 Senior Sprvsr Human Services P0578 37.51 39.57 41.75 44.04 46.46
0034 Senior Traffic Engineer P0034 45.34 47.83 50.46 53.23 56.16
0457 Special Events Coordinator P0457 31.65 33.40 35.23 37.17 39.22
0488 Street Maint Supervisor P0488 40.03 42.23 44.55 47.00 49.59
0473 Supervisor, Dev& Petro-Chem P0473 40.42 42.64 44.99 47.47 50.08
0133 Supervisor, Prkng&Cmping Fac P0133 37.51 39.57 41.75 44.04 46.46
0033 Transportation Manager P0033 55.89 58.96 62.21 65.63 69.24
0051 Tree Maintenance Supervisor P0051 40.03 42.23 44.55 47.00 49.59
0483 Utilities Manager P0483 55.06 58.09 61.29 64.66 68.22
0487 Wastewater Supervisor P0487 1 40.03 42.23 44.55 47.00 49.59
0052 Water Distribution Supervisor P0052 40.03 42.23 44.55 47.00 49.59
0053 Water Production Supervisor P0053 40.03 42.23 44.55 47.00 49.59
MEO MOU December 21, 2012 through December 31, 2014
34
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
RETIREE SUBSIDY MEDICAL PLAN
An employee who has retired from the City shall be entitled to participate in the City-sponsored
medical insurance plans and the City shall contribute toward monthly premiums for coverage in
an amount as specified in accordance with this Plan, provided:
A. At the time of retirement the employee has a minimum of ten (10) years of continuous
full-time City service or is granted an industrial disability retirement; and
B. At the time of retirement, the employee is employed by the City; and
C. Following official separation from the City, the employee is granted a retirement
allowance by the California Public Employees' Retirement System.
The City's obligation to pay the monthly premium as indicated shall be modified
downward or cease during the lifetime of the retiree upon the occurrence of any one of
the following:
1. On the first of the month in which a retiree or dependent reaches age 65 or
on the date the retiree or dependent can first apply and become eligible,
automatically or voluntarily, for medical coverage under Medicare (whether
or not such application is made) the City's obligation to pay monthly
premiums may be adjusted downward or eliminated. Benefit coverage at
age 65 under the City's medical plans shall be governed by applicable plan
document.
2. In the event of the death of any employee, whether retired or not, the
amount of the retiree medical insurance subsidy benefit which the deceased
employee was receiving at the time of his/her death would be eligible to
receive if he/she were retired at the time of death, shall be paid on behalf of
the spouse or family for a period not to exceed twelve (12) months.
SCHEDULE OF BENEFITS
A. Minimum Eligibility for Benefits - With the exception of an industrial disability retirement,
eligibility for benefits begin after an employee has completed ten (10) years of continuous
full time service with the City of Huntington Beach. Said service must be continuous
unless prior service is reinstated at the time of his/her rehire in accordance with the City's
Personnel Rules.
B. Disability Retirees - Industrial disability retirees with less than ten (10) years of service
shall receive a maximum monthly payment toward the premium for health insurance of
$121 (one hundred twenty-one dollars). 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.
MEO MOU December 21, 2012 through December 31, 2014
35
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
C. Maximum Monthly Subsidy Payments - Payment amounts may be reduced each month
as dependent eligibility ceases due to death, divorce or loss of dependent child status.
However, the amount shall not be reduced if such reduction would cause insufficient
funds needed to pay the full premium for the employee and the remaining dependents.
In the event no reduction occurs and the remaining benefit premium is not sufficient to
pay the premium amount for the employee and the eligible dependents, said needed
excess premium amount shall be paid by the employee.
All retirees, including those retired as a result of disability whose number of continuous,
full time years of City service prior to retirement City exceeds ten (10), shall be entitled to
maximum monthly payment of premiums by the for each year of completed City service
as follows:
Maximum Monthly Payment
for Retirements After:
Years of Service Subsidy
10 $ 121
11 136
12 151
13 166
14 181
15 196
16 211
17 226
18 241
19 256
20 271
21 286
22 300
23 315
24 330
25 344
MEO MOU December 21, 2012 through December 31, 2014
36
I
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
RETIREE SUBSIDY MEDICAL PLAN / MISCELLANEOUS PROVISIONS
�I
A. Eligibility:
1. The effective start-up date of the Retiree Subsidy Medical Plan for the
various employee groups shall be the first of the month following retirement
date.
2. A retiree may change plans, add dependents, etc., during annual open
enrollment. The Human Resources Department shall notify covered
retirees of this opportunity each year.
i
3. Years of service computed for the Retiree Subsidy Medical Plan are actual
years of completed service with the City of Huntington Beach.
B. Benefits:
I
1. Retiree Subsidy Medical Plan includes Managed Health Network (MHN),
Prescription Card System (PCS), Orange County Foundation for Medical
Care (OCFMC) and Medical Stop Loss insurance.
2. City Plans are the primary payer for active employees age 65 and over, with
Medicare the secondary payer. Retirees age 65 and over have no City Plan
options and are eligible only for Medicare.
3. Premium payments are to be received at least one month in advance of the
II
coverage period.
C. Subsidies:
1. The subsidy payments will pay for-
a. Retiree Subsidy Medical Plan.
b. HMO.
c. Part A of Medicare for those retirees not eligible for paid Part A.
i
2. Subsidy payments will not pay for:
a. Part B Medicare.
I
b. Regular City Employee Indemnity Plan.
I
c. Any other employee benefit plan.
i
,I
i
MEO MOU December 21, 2012 through December 31, 2014
37 I
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
d. Any other commercially available benefit plan.
e. Medicare supplements
D. Medicare:
1. All persons are eligible for Medicare coverage at age sixty five (65). Those
with sufficient credit quarters of Social Security will receive Part A of
Medicare at no cost. Those without sufficient credited quarters are still
eligible for Medicare at age sixty five (65, but will have to pay for Part A of
Medicare if the individual elects to take Medicare. In all cases, Part B of
Medicare is paid for by the participant.
2. When a retiree and his/her spouse are both sixty five (65 or over, and
neither is eligible for paid Part A of Medicare, the subsidy shall pay for Part
A for each of them or the maximum subsidy, whichever is less.
3. When a retiree at age sixty five (65 is eligible for paid Part A of Medicare
and his/her spouse is not eligible for paid Part A, the spouse shall not
receive subsidy. When a retiree at age sixty five (65 is not eligible for paid
Part A of Medicare and his/her spouse who is also age sixty five (65is
eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part
A only.
E. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be
eliminated on the first day of the month in which the retiree reaches
age sixty five (65. If such retiree was covering dependents under the
Plan, dependents will be eligible for state and or federal COBRA
continuation benefits effective as of the retiree's sixty-fifth (65")
birthday.
b. Dependent coverage will be eliminated upon whichever of the following
occasions comes first:
1) After thirty six (36) months of COBRA continuation coverage,
or
2) When the covered dependent reaches age sixty five (65) in
the event such dependent reaches age sixty five (65) prior to
the retiree reaching age sixty five (65).
MEO MOU December 21, 2012 through December 31, 2014
38
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
c. At age sixty five (65) retirees are eligible to make application for
Medicare. Upon being considered "eligible to make application,"
whether or not application has been made for Medicare, the Retiree
Subsidy Medical Plan will be eliminated.
2. See provisions under "Benefits," "Subsidies," and "Medicare" for those
retirees/dependents not eligible for paid Part A of Medicare.
3. Retiree Subsidy Medical Plan and COBRA participants shall be notified of
non-payment of premium by means of a certified letter from Employee
Benefits in accordance with provisions of the Memorandums of
Understanding.
4. A retiree who fails to pay premiums due for coverage and is in arrears for sixty
(60) days shall be terminated from the Plan and shall not have reinstatement
rights.
MEO MOU December 21, 2012 through December 31, 2014
39
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT C —VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION
VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION
See Administrative Regulations
MEO MOU December 21, 2012 through December 31, 2014
40
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT D — PHYSICAL EXAMINATION DESCRIPTION
PHYSICAL EXAMINATION DESCRIPTION
I. Complete Health History
II. Complete Physical Examination by Physician
III. Computer Printout:
A. Physiological Tests:
1. Temperature
2. Height
3. Weight
4. Vision
5. Audiometry (Hearing Screening)
6. Blood Pressure
7. Pulse
8. Chest X-Ray
9. EKG
10. History
11. Tonometry (Glaucoma) for patients 35 and over.
12. Spirometry (Breathing)
B. Laboratory Tests:
1. Blood Chemistry Screening Tests:
SGPT Triglycerides
SGOT Glucose Fasting
LDH BUN
Alk. Phosphatase Creatinine
Total Bilirubin Uric Acid
Total Protein Calcium
Albumin-Serum Inorganic Phosphate
Globulin Sodium
Cholesterol Postassium
2. Complete Blood Count
3. Urinalysis
4. Stool Test for Blood
5. RPR
6. Pap Smear on Females
7. HDL
IV. Examination Findings:
A. Consultation with Physician
B. Written Report of Findings
MEO MOU December 21, 2012 through December 31, 2014
41
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT E — 9/80 WORK SCHEDULE
9/80 WORK SCHEDULE
This work schedule is known as the "9/80." In the event that there is a conflict with the current
rules, practices and/or procedures regarding work schedules and leave plans, then the rules
listed below shall govern.
9/80 WORK SCHEDULE DEFINED
The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two-
week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for
eight (8) hours (Friday), with a one-hour lunch during each work shift, totaling forty (40) hours in
each work week. The 9/80 work schedule shall not reduce service to the public, departmental
effectiveness, productivity and/or efficiency as determined by the City Manager or designee.
A. Forty (40) Hour Work Week
The actual work week is from Friday at mid-shift (p.m.) to Friday at mid-shift (a.m.). No
employee working the 9/80 work schedule will be able to flex their Friday start time nor the
time they take their lunch break, which will be from 12:00 p.m. to 1:00 p.m. on Fridays. All
employee work shifts will start at 8:00 a.m. on their Friday worked. The start of the work
week is 12:00 noon Friday.
B. Two-Week Pay Period
The pay period for employees starts Friday mid-shift (p.m.) and continues for fourteen (14)
days until Friday mid-shift (a.m.). During this period, each week is made up of four (4) nine
(9) hour work days (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours
equal forty (40) work hours in each work week (e.g. the Friday is split into four (4) hours for
the a.m. shift, which is charged to work week one and four (4) hours for the p.m. shift, which
is charged to work week two).
C. A/B Schedules
To continue to provide service to the public every Friday, employees are to be divided
between two schedules, known as the "A" schedule and the "B" schedule, based upon the
departmental needs. For identification purposes, the "A" schedule shall be known as the
schedule with a day off on the Friday in the middle of the pay period, or, "off on payday", the
"B" schedule shall have the first Friday (p.m.) and the last Friday (a.m.) off, or "working on
payday". An example is listed below:
AM PM AM PM AM PM'
F F j1M T,, W® Th F F S S M . ;T_ �W_ Th FF
A Schedule 4 4 - - 9 9 9 9 - - - - 9 9 9 9 4 4
B Schedule - - - - 9 9 9 9 4 4 - - 9 9 9 9 - -
MEO MOU December 21, 2012 through December 31, 2014
42
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT E — 9/80 WORK SCHEDULE
A/B Schedule Changes
Employees cannot change schedules without prior approval of their supervisor,
Department Head, and the Director of Human Resources or designee.
D. Emergencies
All employees on the 9/80 work schedule are subject to be called to work any time to
meet any and all emergencies or unusual conditions which, in the opinion of the City
Manager, Department Head or designee may require such service from any of said
employees.
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9)
hours of eligible leave per workday shall be charged against the employee's leave balance or
eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the
current accrual, eligibility, request and approval requirements.
1. General Leave —As stated in Memorandum of Understanding
2. Sick Leave —As stated in Memorandum of Understanding
3. Administrative Leave —As stated in Memorandum of Understanding
4. Bereavement Leave —As stated in Memorandum of Understanding
5. Holidays - As stated in Memorandum of Understanding
6. Jury Duty — The provisions of the Personnel Rules shall continue to apply; however, if an
employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday,
or on a City holiday, then the jury duty shall be considered the same as having occurred
during the employees day off work; therefore, the employee will receive no added
compensation.
MEO MOU December 21, 2012 through December 31, 2014
43
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT F — 4/10 WORK SCHEDULE
4/10 WORK SCHEDULE
In the event that there is a conflict with the current rules, practices and/or procedures regarding
work schedules and leave plans, then the rules listed below shall govern.
4/10 WORK SCHEDULE DEFINED
The 4/10 work schedule shall be defined as working eight (8) days for eighty (80) hours in a two
week pay period by working eight (8) days (Monday through Thursday, Fridays off) at ten (10)
hours per day, plus a one-hour lunch during each work shift, totaling forty (40) hours in each
work week. The 4/10 work schedule shall not reduce service to the public, departmental
effectiveness, productivity and/or efficiency as determined by the City Manager or designee.
All employees on the 4/10 work schedule are subject to be called to work any time to meet any
and all emergencies or unusual conditions which, in the opinion of the City Manager,
Department Head or designee may require such service from any of said employees.
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 4/10 work schedule, then ten (10)
hours of eligible leave per workday shall be charged against the employee's leave balance. All
leaves shall continue under the current accrual, eligibility, request, and approval requirements.
1. General Leave —As stated in Memorandum of Understanding
2. Sick Leave —As stated in Memorandum of Understanding
3. Administrative Leave —As stated in Memorandum of Understanding
4. Bereavement Leave —As stated in Memorandum of Understanding
5. Holidays - As stated in Memorandum of Understanding
6. Jury Duty — The provisions of the Personnel Rules shall continue to apply;
however, if an employee is called to serve on jury duty during a normal Friday off,
Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered
the same as having occurred during the employees day off work; therefore, the
employee will receive no added compensation.
MEO MOU December 21, 2012 through December 31, 2014
44
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT G —VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Request Form
Requestor, Please Complete
According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request
donated Vacation, General Leave or Exempt 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
1 am not receiving disability benefits or Workers' Compensation payments.
!Name: (Please Print or Type: Last, First, MI)
`Work Phone: _ � Department:
'Job Title: Employee ID#:
Requester Signature: Date:
��
I
:Department Director Signature of Support- 'Date-
Human Resources Department Use Only
End,donation will bridge to:,. End donation date
0 'Long Terra Disability,
❑ Medical`Retirement beginning
0 Length ofFMLA leave ending
0 Return to work
!Human Resources Director Signature 4Date signed
MEO MOU December 21, 2012 through December 31, 2014
45
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT G —VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
(Donor Name: (Please Print or Type: Last, First, MI)
Work Phone:
:Donor Job Title:
i
Type of Accrued Leave: Number of Hours I wish to Donate:
❑ Vacation Hours of Vacation
j❑ Compensatory Time Hours of Exempt Compensatory Time
1❑ 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, Exempt Compensatory Time or General Leave hours to
the Leave Donation Program for:
Eligible recipient employee's name (Last, First, MI):
Donor Signature: Date:
Please submit to Payroll in the Finance Department.
MEO MOU December 21, 2012 through December 31, 2014
46
Res. No. 2014-13
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 a Regular meeting thereof held on March 17, 2014 by the following vote:
AYES: Katapodis, Hardy, Shaw, Boardman, Sullivan, Carchio
NOES: Harper
ABSENT: None
ABSTAIN: None
e
City rk and ex-officio ;erk of the
City Council of the City of
Huntington Beach, California