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Home My WebLink AboutCity Council - 2014-34 RESOLUTION NO. 2014-34 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCIATION (MEA) AND THE CITY FOR JULY 1, 2013 THROUGH SEPTEMBER 30, 2015 The City Council of the City of Huntington Beach does resolve as follows: The Memorandum of Understanding between the City of Huntington Beach and the Huntington Beach Municipal Employees' Association(MEA), a copy of which is attached hereto as Exhibit"A"and by reference made a part hereof, is hereby approved and ordered implemented in accordance with the terms and conditions thereof; and the City Manager is authorized to execute this Agreement. Such Memorandum of Understanding shall be effective for the term of July 1,2013 through September 30, 2015. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 7th day of July, 2014. Mayor , REVIE D APPROVED: APPROVED AS TO FORM: City,H/ ai&or I�� City Attorney #tor OVED: n Resources ,E — .J � -3 Memorandum of Understanding between Huntington Beach Municipal Employees' Association and City of Huntington Beach July 11 2013 — September 30, 2015 Item 9. - 92 xB -200- TABLE OF CONTENTS Page PREAMBLE.................................................................................................................... 1 ARTICLE I — TERM OF MOU ......................................................................................... 1 ARTICLE II — REPRESENTATIONAL UNIT/CLASS...................................................... 1 ARTICLE III — MANAGEMENT RIGHTS ........................................................................2 ARTICLE IV — EXISTING CONDITIONS ........................................................................2 ARTICLE V — SEVERABILITY.......................................................................................2 ARTICLE VI — SALARY SCHEDULE.............................................................................3 A. CLASSIFICATION AND SALARY RATES........................................................................ 3 ARTICLE VII — SPECIAL PAY .......................................................................................3 A. EDUCATION ............................................................................................................ 3 1. Tuition Reimbursement...............................................................................................................3 B. ASSIGNMENT PAY ................................................................................................... 3 1. Leadworker Differential................................................................................................................3 2. Shift Differential ...........................................................................................................................4 a. Afternoon Shift........................................................................................................................4 b. Night Shift...............................................................................................................................4 c. Shifts Defined .........................................................................................................................4 C. SPECIAL CERTIFICATION/SKILL PAY..........................................................................4 1. Bilingual Skill................................................................................................................................4 2. Shorthand Skill.............................................................................................................................4 3. Building Plan Checker.................................................................................................................4 a. Plans Examiner International Conference of Building Officials (ICBO) Certification..............4 b. Engineering In Training (EIT)/Associate of Arts (AA) Degree in Engineering........................5 5. Process Owner Assignment Pay.................................................................................................5 6. Hazardous Materials Duty Assignment Pay ................................................................................5 ARTICLE VIII — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT .........................6 A. UNIFORMS AND SAFETY SHOES................................................................................6 1. Safety Shoes—Cost....................................................................................................................6 2. Safety Glasses.............................................................................................................................6 B. TOOL ALLOWANCE.................................................................................................. 6 C. VEHICLE USE.......................................................................................................... 6 ARTICLE IX— HOURS OF WORK/OVERTIME .............................................................7 A. WORK SCHEDULE ...................................................................................................7 1. Pay Definitions.............................................................................................................................7 2. Work Periods under Fair Labor Standards Act(FLSA)...............................................................7 3. Flex Schedule and Alternative Work Schedule- Civic Center Employees.................................7 a. 5/40 Work Schedule ...............................................................................................................8 b. 9/80 Work Schedule ...............................................................................................................8 c. 4/10 Work Schedule ...............................................................................................................8 d. Existing Alternative Work Schedules......................................................................................8 MEA MOU July 1, 2013 through September 30, 2015 ii 11 HB -20 1- Item 9. - 93 TABLE OF CONTENTS Page B. OVERTIME/COMPENSATORY TIME ............................................................................ 9 1. FLSA Workweek and Employee Pay Period...............................................................................9 2. Overtime......................................................................................................................................9 3. Work Shift that Exceeds Thirteen (13) Hours..............................................................................9 C. EMPLOYEE FATIGUE................................................................................................ 9 D. CALLBACK............................................................................................................ 10 E. MANDATORY STANDBY.......................................................................................... 10 F. ACTING ASSIGNMENT ............................................................................................ 10 G COURT STANDBY TIME AND COURT APPEARANCE TIME ........................................... 10 ARTICLE X — HEALTH AND OTHER INSURANCE BENEFITS.................................. 11 A. HEALTH................................................................................................................ 11 B. ELIGIBILITY CRITERIA AND COST............................................................................. 11 1. City and Employee Paid Medical Insurance— Employees and Dependents............................11 2. Health and Other Insurance Premiums.....................................................................................11 3.Part Time Employee Contributions............................................................................................. 13 C. COBRA............................................................................................................... 13 D. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE ............................. 13 E. LONG TERM DISABILITY INSURANCE (LTD).............................................................. 13 F. MEDICAL CASH-OUT ............................................................................................. 13 G. SECTION 125 PLAN............................................................................................... 14 H. MISCELLANEOUS................................................................................................... 14 5. Health Plan Over-Payments......................................................................................................14 I. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY RETIREE MEDICAL SUBSIDY PLAN........................................................................................ 15 J. POST-65 SUPPLEMENTAL MEDICARE COVERAGE .................................................... 15 ARTICLE XI — RETIREMENT....................................................................................... 15 A. BENEFITS............................................................................................................. 15 1. Self-Funded Supplemental Retirement Benefit.........................................................................15 2. Deferred Compensation ............................................................................................................16 3. Medical Insurance for Retirees..................................................................................................16 B. CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM (CAL PERS)....................... 17 1. Retirement Formula and Reporting...........................................................................................17 C. PRE-RETIREMENT OPTIONAL SETTLEMENT 2 DEATH BENEFIT .................................... 17 D. FOURTH LEVEL OF 1959 SURVIVOR BENEFITS......................................................... 17 ARTICLE XII — LEAVE BENEFITS............................................................................... 18 A. LEAVE WITH PAY.................................................................................................. 18 1. General Leave........................................................................................................................... 18 MEA MOU July 1, 2013 through September 30, 2015 Item 9. - 94 xB -202- TABLE OF CONTENTS Page a. Accrual..................................................................................................................................18 b. Eligibility and Approval..........................................................................................................18 c. Conversion to Cash..............................................................................................................18 d. One (1)Week Minimum Vacation Requirement...................................................................18 2. City Paid Holidays......................................................................................................................19 b. City Observed Holiday..........................................................................................................19 c. Holiday Paid Time Off for Part-Time Employees..................................................................19 d. Holiday Pay for Work on a City Observed Holiday...............................................................19 e. Holiday Pay for Work on an Actual Holiday (Not the City Observed Date)..........................19 g. CalPERS Reporting of Holiday Pay......................................................................................20 3. Sick Leave.................................................................................................................................20 a. Accrual..................................................................................................................................20 b. Credit....................................................................................................................................20 c. Usage....................................................................................................................................20 d. Payoff at Termination............................................................................................................20 e. Extended Absences..............................................................................................................20 4. Bereavement Leave...................................................................................................................20 5. Association Business.................................................................................................................21 6. Jury Duty....................................................................................................................................21 7. Leave Benefits Entitlement........................................................................................................21 8. Personal Days ...........................................................................................................................21 ARTICLE XIII — CITY RULES.......................................................................................22 ARTICLE XIV —MISCELLANEOUS..............................................................................22 A. GRIEVANCE ARBITRATION......................................................................................22 B. PROMOTIONAL PROCEDURES.................................................................................22 1. Tie Scores..................................................................................................................................22 2. Salary Upon Promotion .............................................................................................................22 C. LABOR-MANAGEMENT RELATIONS COMMITTEE........................................................23 D. COPIES OF MOU ..................................................................................................23 E. POSITION CLASSIFICATION ISSUES ......................................................................... 23 1. Class Specifications...................................................................................................................23 2. Reclassification Impact..............................................................................................................23 F. CLASS A AND B DRIVER LICENSE FEES...................................................................23 G. DEFERRED COMPENSATION LOAN PROGRAM ..........................................................24 H. PERFORMANCE EVALUATIONS/WRITTEN REPRIMAND APPEALS.................................24 I. MEA LETTER OF INTRODUCTION ............................................................................24 J. DEPARTMENT OF TRANSPORTATION (DOT) RANDOM ALCOHOL AND CONTROLLED SUBSTANCETESTING............................................................................................ 24 K. UPDATE EMPLOYEE-EMPLOYER RELATIONS RESOLUTION........................................24 L. REQUIRED FINGERPRINTING OF EMPLOYEES...........................................................24 M. BEACH PARKING ...................................................................................................24 N. REASONABLE SUSPICION ALCOHOL AND CONTROLLED SUBSTANCE TESTING............. 24 MEA MOU July 1, 2013 through September 30, 2015 iv HB -203- Item 9. - 95 TABLE OF CONTENTS Page ARTICLE XV — CITY COUNCIL APPROVAL...............................................................25 LISTOF MOU EXHIBITS..............................................................................................26 EXHIBIT A — CLASS/SALARY SCHEDULE................................................................27 EXHIBITB — UNIFORM POLICY..................................................................................41 EXHIBIT C —VEHICLE USE POLICY ..........................................................................47 EXHIBIT D — PROVISIONS OF THE RETIREE MEDICAL SUBSIDY PLAN...............50 EXHIBIT E — 9/80 WORK SCHEDULE......................................................................... 54 EXHIBIT F —4/10 WORK SCHEDULE.........................................................................56 EXHIBIT G — AGENCY SHOP AGREEMENT..............................................................59 EXHIBIT H - CATASTROPHIC LEAVE DONATION PROGRAM........................... 58 MEA MOU July 1, 2013 through September 30, 2015 v Item 9. - 96 xB -204- Memorandum of Understanding between The City of Huntington Beach (hereinafter called City) and The Huntington Beach Municipal Employees' Association (hereinafter called Association or MEA) PREAMBLE WHEREAS, pursuant to California law, the City, acting by and through its designated representatives, duly appointed by the governing body of said City, and the representatives of the Association, a duly recognized employee Association, have met and conferred in good faith and have fully communicated and exchanged information concerning wages, hours and other terms and conditions of employment for the period July 1, 2013 through September 30, 2015; and WHEREAS, the representatives of the City and the Association desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective July 1, 2013 and it is agreed as follows: ARTICLE I —TERM OF MOU A. This Memorandum of Understanding shall be in effect for a term commencing on July 1, 2013 through September 30, 2015. B. This Agreement constitutes the entire Agreement of the parties with respect to improvements or changes in the salaries and monetary benefits for employees represented by the Association for the duration of this Agreement. ARTICLE 11 — REPRESENTATIONAL UNIT/CLASS It is recognized that the Association is the employee organization which has the right to meet and confer in good faith with the City on behalf of permanent employees of the City within those class titles set out in Exhibit A attached hereto and incorporated herein. The term "permanent employee" herein shall be referred to as "employee" and is used only to determine entitlement to certain benefits provided by this MOU and is defined as follows; an employee that has completed or is in the process of completing a probationary period in a permanent position in the competitive service in which the employee regularly works twenty (20) hours or more per week. Additionally, the representation unit shall include all non-safety, non-management classifications which are created after execution of this Agreement and are not included in another representation unit or determined in accordance with the Employer-Employee Relations Resolution to be more appropriately designated as Non-Associated (NA) classifications. MEA MOU July 1, 2013 through September 30, 2015 1 HB -205- Item 9. - 97 MUNICIPAL EMPLOYEES' ASSSOCIATION The City Manager reserves the right to designate up to seven (7) Association employees as confidential on an annual basis, or as needed. The confidential employee designations shall be determined by the City Manager for those employees having access to or preparing confidential materials and/or information and/or recommendations on behalf of the City in its dealings with employee associations. The City shall provide the Association with the names of the employees who are designated as confidential. ARTICLE III — MANAGEMENT RIGHTS The parties agree the City has the right to make unilateral management decisions that are outside the scope of bargaining, as defined by state and federal law and Public Employment Relations Board (PERB) decisions. Except as expressly abridged or modified herein, the City retains all rights, powers and authority with respect to the management and direction of the performance of City services and the work forces performing such services, provided that nothing herein shall change the City's obligation to meet and confer as to the effects of any such management decision upon wages, hours and terms and conditions of employment or be construed as granting the City the right to make unilateral changes in wages, hours and terms and conditions of employment. Such rights include, but are not limited to, consideration of the merits, necessity, level or organization of City services, including establishing of work stations, nature of work to be performed, contracting for any work or operation, reasonable employee performance standards, including reasonable work and safety rules and regulations in order to maintain the efficiency and economy desirable for the performance of City services. ARTICLE IV— EXISTING CONDITIONS Except as expressly provided herein, the adoption of this Memorandum of Understanding shall not change existing benefits, and terms and conditions of employment which have been established in prior Memoranda of Understanding, and/or provided for in the Personnel Rules of the City of Huntington Beach. ARTICLE V—SEVERABILITY If any Article, Sub-Article, sentence, clause, phrase or portion of this Agreement, or the application thereof to any person, is for any reason held to be invalid or unenforceable by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this Agreement or its application to other persons. The City and the Association hereby agree that in the event any state or federal legislative, executive or administrative provision purports to nullify or otherwise adversely affect the wages, hours and other terms and conditions of employment contained in this Agreement or similarly purports to restrict the ability of the parties to negotiate a successor agreement, the City and the Association shall, without prejudice to either party's judicial remedies, endeavor to agree to alternative contractual provisions which are not adversely affected by said legislative, executive or administrative provision. MEA MOU July 1, 2013 through September 30, 2015 2 Item 9. - 98 HB -206- MUNICIPAL EMPLOYEES' ASSOCIATION ARTICLE VI —SALARY SCHEDULE A. Classification and Salary Rates 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 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. b. Effective the beginning of the pay period that includes October 1, 2014, all bargaining unit members will receive a 2.0% wage increase. ARTICLE VII —SPECIAL PAY A. Education 1. Tuition Reimbursement Upon approval of the Department Head and the Human Resources Director, employees may be compensated for courses from accredited vocational and educational institutions. Tuition reimbursement shall be limited to job related courses or job related educational degree objectives and requires prior approval by the Department Head and Human Resources Director. Education costs shall be reimbursed to employees on a first come, first served basis for a full refund for tuition, books, parking (if a required fee) and any other required fees upon presentation of receipts. On a first come, first served basis, the maximum annual benefit per fiscal year for each employee is $5,250 (five thousand two hundred-fifty dollars), until the - maximum allocation for the entire bargaining unit of seventy five thousand dollars ($75,000) in each fiscal year period has been allocated. Reimbursements shall be made when the employee presents proof to the Human Resources Director that he/she has successfully completed the course with a grade of"C" or better; or a "Pass" if taken for credit. B. Assignment Pay 1. Leadworker Differential Any employee classified as "Leadworker" shall receive sixteen (16) ranges on the "Universal Salary Schedule" above the highest classification, which is assigned to the Leadworker to lead. MEA MOU July 1, 2013 through September 30, 2015 3 Hs -207- Item 9. - 99 MUNICIPAL EMPLOYEES' ASSOCIATION 2. Shift Differential a. Afternoon Shift Employees required to work on a regular assigned shift that occurs between the hours of 4:00 PM and midnight, shall be paid a special pay equal to five percent (5%) of the employee's base hourly rate of pay (as defined in Article IX) for all work performed during said shift. b. Night Shift Employees required to work on a regularly assigned shift that occurs between midnight and 8:00 AM shall be paid a special pay equal to ten percent (10%) of the employee's base hourly rate (as defined in Article IX). C. Shifts Defined Employees will be considered as assigned to the afternoon shift (4:00 PM to midnight) or the night shift (midnight to 8:00 AM) when five (5) or more hours of their regularly assigned shifts occur in the afternoon or night shift as defined herein. C. Special Certification/Skill Pay 1. Bilingual Skill Employees who are required by their Department Head to use Spanish, Vietnamese, or American Sign Language skills as part of their job assignment, shall be paid an additional five-percent (5%) of their base hourly rate (as defined in Article IX) in addition to their regular bi-weekly pay. The special pay shall be effective the first full pay period following certification as verified to the Department Head in writing by the Human Resources Manager or designee. Employees may accept assignments utilizing bilingual skills in other languages on a short-term assignment with approval by the City Manager. Such employees shall receive the additional five percent (5%) of their base hourly rate of pay (as defined in Article IX) for every bi-weekly pay period that the assignment is in effect. In order to be eligible for said compensation, employee's language proficiency will be tested and certified by the Human Resources Director or designee. 2. Shorthand Skill Employees who have successfully passed a shorthand skill test and who are required to use shorthand regularly in their jobs shall receive additional compensation in the amount of forty-six dollars and fifteen cents ($46.15) bi- weekly. Effective December 1, 2007, all employees receiving Shorthand Skill Pay shall continue to receive this special pay until they promote or transfer out of any clericaljob group. This special pay shall end with the last full pay period of eligibility in the former position. 3. Building Plan Checker a. Plans Examiner International Conference of Building Officials (ICBO) Certification Incumbents who have completed their probationary period in the class of Building Plan Checker I and 11, who have attained certification as Plans MEA MOU July 1, 2013 through September 30, 2015 4 Item 9. - 100 HB -208- MUNICIPAL EMPLOYEES' ASSOCIATION Examiner by ICBO shall receive additional compensation in the amount of forty-six dollars and fifteen cents ($46.15) bi-weekly, provided that active certification is maintained. Effective December 1, 2007, the Building Plan Checker I classification shall be increased $1,200.00 (twelve hundred dollars). Effective December 1, 2007, the ICBO certification pay ended. All employees receiving ICBO certification pay prior to this date shall continue to receive this pay while they remain in their present classification. Any change in classification will result in the ICBO pay ending for that employee. b. Engineering In Training (EIT) /Associate of Arts (AA) Degree in Engineering Incumbents in the classification of Building Plan Checker I and II, who have successfully completed the State of California examination for EIT or who have obtained an AA degree in engineering or equivalent major, shall receive additional compensation in the amount of sixty-nine dollars and twenty-three cents ($69.23) bi-weekly. Effective December 1, 2007, the EIT/AA pay ended. All employees receiving EIT/AA pay prior to this date shall continue to receive this pay while they remain in their present classification. Any change in classification will result in the EIT/AA pay ending for that employee. 4. Process Owner Assignment Pay Employees performing assignments designated by the Department Head and approved by the City Manager or designee as "Process Owner" shall be paid ten percent (10%) of the employee's base hourly rate in addition to other compensation. Process Owner assignments are designated by the employee's Department Head and approved by the City Manager or his/her designee. Designated employees are responsible for JD Edwards applications setup, design, troubleshooting and training. Process Owners have system coordination responsibilities as distinguished from users of the system. Effective December 1, 2007, Process Owner Assignment Pay ended. All employees receiving Process Owner Assignment Pay prior to December 1, 2007 shall continue to receive this pay while they remain assigned to their position. 5. Hazardous Materials Duty Assignment Pay Effective December 1, 2007, employees assigned HazMat Duty by their department head or his or her designee shall receive five percent (5%) of their base salary for the specific hours performing the HazMat Duty assignment. The parties agree that to the extent permitted by law, Hazardous Materials Duty Assignment Pay is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) Hazard Premium. MEA MOU July 1, 2013 through September 30, 2015 5 HB -209- Item 9. - 101 MUNICIPAL EMPLOYEES' ASSOCIATION ARTICLE VIII — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT A. Uniforms and Safety Shoes The City's Uniform and Safety Shoe Policy shall be set forth in Exhibit B, a copy of which is attached hereto and incorporated herein by this reference, provided however, that employees represented by MEA working in the Police Department shall be issued property in accordance with the equipment issue form for the particular position to which they are assigned. 1. Safety Shoes—Cost The City shall furnish safety shoes in accordance with the procedures and guidelines as set forth in Exhibit B, provided however, that the maximum amount to be reimbursed for a pair of safety shoes will not exceed two hundred and twenty- five dollars ($225.00) per pair every six (6) months or sooner, if necessary. 2. Safety Glasses Prescription safety glasses shall be provided upon the approval of the Supervisor. The cost of prescription safety glasses shall not exceed two hundred ninety-nine dollars ($299.00) in each two (2) year period, or sooner if medically prescribed. B. Tool Allowance Those employees, who are required to furnish their own personal tools for use on the job, shall be provided with a tool allowance to offset a portion of the cost for said tools that are lost, stolen or broken when in use on the job. Such allowance shall be eight hundred dollars ($800.00) per year, payable in January of each year, separate from payroll checks to those employees on active duty. In the event an employee is hired or separates, his/her tool allowance for that calendar year shall be prorated on the basis of the total number of months in which he/she was employed on the first working day of the year. It is understood that the employee has the responsibility to exercise care and diligence in preventing the loss, theft and breakage of his/her personal tools. The following classifications are eligible to receive tool allowance: Equipment/Auto Maintenance Crewleader Equipment/Auto Maintenance Leadworker Helicopter Maintenance Technician Mechanic I Mechanic II Mechanic III Senior Helicopter Maintenance Technician Senior Vehicle Body Technician Tire Service Worker (T) Vehicle Body Repair Crewleader Vehicle Body Technician C. Vehicle Use The City Vehicle Use Policy is attached in Exhibit C. Approval is required by the City Manager or designee for any City vehicle to be taken home by an employee. MEA MOU July 1, 2013 through September 30, 2015 6 Item 9. - 102 HB -210- MUNICIPAL EMPLOYEES' ASSOCIATION ARTICLE IX— HOURS OF WORK/OVERTIME A. Work Schedule It is the intent of the City to provide an opportunity for employees to select a flexible (flex) schedule and/or alternative work schedule that is consistent with the City's objective that such schedules shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Manager or designee. 1. Pay Definitions For the purpose of this Agreement, the following definitions shall apply: a. Base Hourly Rate of Pay is defined as the hourly rate of pay that is identified in Exhibit A, Salary Schedules. b. Regular Rate of Pay is defined as the base hourly rate plus (including) special pays as identified in Article VII. c. Overtime Rate of Pay is defined as the base hourly rate of pay times one and one half(1 Y2) plus (including) special pays as identified in Article VII. d. Hours of Work includes; General Leave, Holidays, Sick Leave and Compensatory Time for the purpose of calculating overtime. 2. Defined Workweek under Fair Labor Standards Act (FLSA) It is understood that the City has established a workweek for each covered employee which meets the requirements of the (FLSA) and which will not result in overtime compensation as part of a normal work schedule. Each non-exempt employee shall be assigned a designated FLSA workweek for the correct calculation of overtime. This designated workweek shall not change unless extraordinary circumstances require a change in the employee's regular work schedule due to operational need. A change in the designated FLSA workweek shall be recommended by the Department Head and approved by the Human Resources Director. 3. Flex Schedule and Alternative Work Schedule - Civic Center Employees With Supervisor and Department Head approval employees may flex regular scheduled start times between the hours of 7:00 A.M. to 9:00 A.M. in half-hour increments (i.e. 7:00 A.M., 7:30 A.M., 8:00 A.M., 8:30 A.M., and 9:00 A.M.). Flex schedules shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Manager or designee. Once a flex schedule is established, an employee shall not change that schedule until the end of the pay period, with the approval of the Department Head. Employees will have the option of working a 5/40 or 9/80 work schedule with Supervisor and Department Head approval. Employees assigned to the Police Department shall retain the option of working the 4/10 work schedule with Supervisor and Department Head approval. In order to maintain service to the public, departmental effectiveness, productivity and/or efficiency, a Department Head may assign an employee a different work schedule that is in compliance with the requirements of FLSA with City Manager approval. MEA MOU July 1, 2013 through September 30, 2015 7 us -211- Item 9. - 103 MUNICIPAL EMPLOYEES' ASSOCIATION a. 5/40 Work Schedule The 5/40 work schedule shall be defined as working five (5) eight (8) hour days Monday through Friday each week plus a one (1) hour unpaid lunch during each work shift, totaling a forty (40) hour workweek. The assigned 5/40 work schedule must be in compliance with the requirements of FLSA. b. 9/80 Work Schedule i. Civic Center Employees The 9/80 work schedule, as outlined in Exhibit E, shall be defined for all employees assigned to the Civic Center as working nine (9) days for eighty (80) hours in a two (2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day (Friday) for eight (8) hours, plus a one (1) hour unpaid lunch during each work shift, totaling forty (40) hours in each FLSA workweek. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Manager or designee. ii. Non Civic Center Employees The 9/80 work schedule, as outlined in Exhibit E, shall be defined for all employees not assigned to the Civic Center as working nine (9) days for eighty (80) hours in a two (2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day (Friday) for eight (8) hours, plus a one (1) hour unpaid scheduled lunch during each work shift, totaling forty (40) hours in each FLSA workweek. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Manager or designee. c. 4/10 Work Schedule The 4/10 work schedule, as outlined in Exhibit F, shall be defined as working four (4) ten (10) hour days each week plus a one (1) hour unpaid lunch during each work shift, totaling forty (40) hours in each FLSA workweek. The assigned 4/10 work schedule must be in compliance with the requirements of FLSA. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Manager or designee. d. Existinq Alternative Work Schedules Non Civic Center employees who had an alternative work schedule (9/80 or 4/10) prior to February 1, 2003 may retain that alternative work schedule. Employees assigned to Beach Operations may be required to work a 4/10 work schedule. Civic Center employees who had an alternative work schedule (9/80) prior to February 1, 2003 may revert to that alternative work schedule (9/80) in the event his/her Supervisor and/or Department Head determine that the 9/80 schedule set forth in this Article is inappropriate for the employee's classification. MEA MOU July 1, 2013 through September 30, 2015 8 Item 9. - 104 HB -212- MUNICIPAL EMPLOYEES' ASSOCIATION B. Overtime/Compensatory Time 1. FLSA Workweek and Employee Pay Period Each employee is assigned a designated workweek as a seven (7) day workweek that begins and ends based upon a defined work schedule. Each employee's pay period is a fourteen (14) day cycle that consists of two (2) consecutive workweeks. It is the policy of the City that overtime is to be used only as needed or under emergency conditions, as approved by the City Manager or designee. 2. Overtime FLSA "non-exempt" employees shall be compensated at the Overtime Rate (in the form of pay or compensatory time) for hours worked over forty (40) hours in a workweek. 3. Work Shift that Exceeds Thirteen (13) Hours An employee who performs authorized work immediately preceding or upon completion of a regular work shift (extension of a workday) that exceeds thirteen (13) hours in a shift shall be compensated as follows: a. One and one-half (1 '/2) times the employee's regular rate of pay for all hours worked in excess of their regular workday, up to and including thirteen (13) hours in any workday, and b. Two (2) times the employee's regular rate for all hours worked in excess of thirteen (13) hours in a workday. 4. The employee's Supervisor shall determine if employee receives overtime pay or compensatory time. Consideration shall be given to effectuating the request of the employee; however, the maximum accrual for compensatory time shall be one hundred forty (140) hours. 5. Two (2) times per fiscal year an employee may cash out hours of banked compensatory time, for maximum annual cash out amount of one hundred ten (110) hours. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. C. Employee Fatigue An employee who is called back to work following the end of their regularly scheduled work shift and proceeds to work more than five (5) consecutive overtime hours shall then be entitled to an eight (8) hour rest period without compensation, upon completion of the assignment. Regularly scheduled lunch periods are not considered part of this rest period. If the eight (8) hour rest period extends into the employee's next regularly scheduled work shift, the employee shall suffer no loss of pay or accrued leave as a result thereof. As far as is practicable, employees who have earned a rest period shall be relieved at the start of their regular work shift in order to take such rest period. MEA MOU July 1, 2013 through September 30, 2015 9 xB -213- Item 9. - 105 MUNICIPAL EMPLOYEES' ASSOCIATION This application of this provision shall include scheduled work assignments and extended work assignments. D. Callback Employees called back to work shall be compensated a minimum of two (2) hours of overtime pay at the regular rate of pay. A Supervisor shall notify an employee, in advance, of the need to work overtime. Where overtime is worked as an extension of the workday, it shall not be considered call back. While overtime may be required to be worked, it is the City's policy to discourage the working of overtime, and to provide reasonable notification to an employee should overtime be required. An employee called back to work less than two (2) hours before their shift begins shall not be paid Call Back pay but will be paid in accordance with Article IX.C. Overtime/Compensatory Time. E. Mandatory Standby An employee who is placed on standby status by their Supervisor shall be compensated at an hourly rate equal to 0.180 of their base hourly rate of pay for the entire period of such assignment. F. Acting Assignment If an employee is formally assigned to work in a higher classification on a temporary basis for greater than three (3) consecutive weeks, the employee shall be compensated for all hours worked in the higher classification at a rate which is at least five and one- half percent (5 1/2%) above their pay step, but such pay increase shall not exceed eleven percent (11%) not to exceed the top step of the pay range for all hours worked in the higher classification. In the event a non-exempt employee is assigned to act in a classification that is exempt from overtime, the employee shall retain all special pays of their non-exempt classification and shall receive compensation for hours worked over forty (40) hours in the designated FLSA workweek on a hour for hour basis, at the regular rate of pay. Such pay shall be paid or credited to the employee's compensatory time off balance at the discretion of the Department Head or designee. Acting assignments are not intended to exceed six (6) months unless extraordinary circumstances warrant an extension as recommended and approved by the Human Resources Director. Under no circumstances shall an acting assignment exceed (1) one year nor shall it be considered a reclassification or a promotion Employees on acting assignment obtain no property rights in the acting assignment and may be returned to their regular position at any time. Upon promotion to an FLSA exempt classification, all compensatory time off shall be cashed out prior to promotion at the employee's current regular rate of pay in the non- exempt classification. G. Court Standby Time and Court Appearance Time An employee who is required to perform court standby duty in the performance of their official capacity with the City, shall be eligible for Court Standby Time or Court Appearance Time. An employee who is required to be on standby for a court appearance during other than their regularly scheduled work hours shall receive a minimum of three (3) hours time at their regular rate of pay for each morning and afternoon court session. MEA MOU July 1, 2013 through September 30, 2015 10 Item 9. - 106 HB -214- MUNICIPAL EMPLOYEES' ASSOCIATION In the event an employee is required to appear in court during other than their regularly scheduled work hours, the employee shall receive a minimum of three (3) hours at the overtime rate; provided however, that if such time overlaps with the employee's regularly scheduled work hours, this provision shall be limited to those hours occurring prior to or after the employee's regularly scheduled work time. A legally served subpoena or the direction of the Department Head shall be required to support the payment of Court Standby or Appearance Time. ARTICLE X— HEALTH AND OTHER INSURANCE BENEFITS A. Health The City shall make available group medical, dental and vision benefits to all employees. A copy of the medical, dental and vision plan brochures may be obtained from the Human Resources Office. B. Eligibility, Criteria and Cost 1. City and Employee Paid Medical Insurance— Employees and Dependents The City and employee shall each pay for health insurance premiums for qualified employees and dependent(s) effective the first of the month following the employee's date of hire. The employee deduction for premium contributions shall be aligned with the effective date of coverage and the ending date of coverage upon the employee's separation. The payroll deduction amount shall begin no later than the first full pay period following the effective date of coverage and pro-rated for coverage through the end of the month in which employment was separated. 2. Health and Other Insurance Premiums a. If an employee's health insurance premiums (medical, dental and or vision) exceed the City's contribution, the employee shall be responsible for paying the difference between the cost of the premiums and the City's contribution. MEA MOU July 1, 2013 through September 30, 2015 11 HB -215- Item 9. - 107 MUNICIPAL EMPLOYEES' ASSOCIATION b. 2014 Premiums and Contributions 2014 Health Premiums and Contributions Effective 10/1/2013* & 1/1/14 MEA (with Teamsters Medical + Rx) Monthly ER Monthly SEE Monthly EE Bi- Plan , , ��Tier weekly Premium-��Contributions Contribution,=:�,' Contribution Single 511.62 315.43 196.19 90.55 Teamsters Kaiser* Two-Party 963.24 690.80 272.44 1 125.74 Family 1,397.85 908.44 489.41 225.88 Single 511.62 388.83 122.79 56.67 United Health Care HMO Two-Party 963.24 847.37 115.87 53.48 Family 1,397.85 1,096.88 300.97 138.91 75%/25% Reimb Plan Single 511.62 388.83 122.79 56.67 (PPO) Two-Party 963.24 857.37 105.87 48.86 Family 1,397.85 1,106.88 290.97 134.29 r. .,.. N Single 65.00 53.44 11.56 5.34 Delta Dental PPO Two-Party 121.40 100.34 21.06 9.72 Family 160.00 135.09 24.91 11.50 Tw Single 28.88 23.48 5.40 2.49 Delta Care HMO Two-Party 49.10 39.95 9.15 4.22 Family 75.10 61.07 14.03 6.48 Single 25.94 21.88 4.06 1.87 VSP Two-Party 25.94 21.88 4.06 1.87 Family 25.94 21.88 4.06 1.87 Medical Opt Out: $265.43 per month ($122.50 bi-wkly) C. Future Premiums and City Contributions Effective October 1, 2014, the City's monthly contribution to employee medical (only) shall increase $100 per plan, per tier. The City's contribution to Delta Dental PPO, Delta Care HMO and Vision Service plans will not increase. The employee shall pay any increased amount above the City's contribution caps. MEA MOU July 1, 2013 through September 30, 2015 12 Item 9. - 108 HB -21 6- MUNICIPAL EMPLOYEES' ASSOCIATION 3. Part Time Employee Contributions Part-time employees hired after July 1, 2006, shall receive a pro-rated amount of the City's contribution rate as established for full-time employees based on the employee's work schedule, either fifty percent (50%) for half-time (1/2) or seventy- five percent (75%) for three-quarter time (3/4). 4. Employee payroll deductions shall be made on a pre-tax basis. 5. The dental insurance maximum coverage is two thousand dollars ($2,000.00) per year. C. COBRA Employees who terminate their employment with the City and their dependent(s) shall have any and all the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) benefits as well as Cal-COBRA (AB1401) to which the law entitles them. D. Life and Accidental Death and Dismemberment Insurance Each employee shall be provided with fifty-thousand dollars ($50,000.00) of life insurance and fifty-thousand dollars ($50,000.00) of accidental death and dismemberment insurance coverage paid for by the City. Each employee shall have the option, at his/her own expense, to purchase additional amounts of life insurance and accidental death and dismemberment insurance to the extent provided by the City's current providers. E. Long Term Disability Insurance (LTD) The City shall provide for each employee at the City's expense a long term disability insurance plan. The parties agree to exclude the first year of job related illness or injury from coverage on condition that the plan provides for a coordination with Sick Leave, General Leave and holidays which is satisfactory to the Association. A copy of the LTD insurance plan may be obtained from the Human Resources Office. The intent of long term disability insurance is to assist employees who are off work for an extended period of time. While long term disability benefits can be coordinated with accrued leave benefits to achieve one hundred percent (100%) of regular rate of pay, no employee may receive more than their regular rate of pay while receiving disability benefits and paid leave. F. Medical Cash-Out Group health insurance for this unit is provided by Teamsters Miscellaneous Security Trust Fund. If an employee obtains approval from the Teamsters Miscellaneous Security Trust Fund to suspend medical and prescription benefits, they may receive medical cash-out. The amount of cash-out is equal to the City's contribution to the lowest cost employee-only medical premium offered to this unit, less fifty dollars ($50.00) for life insurance and mental health/substance abuse benefits. Evidence of approved suspension must be submitted to the Human Resources Department. Medical cash-out would commence the beginning of the first pay period following receipt of evidence by the City or the beginning of the first pay period following MEA MOU July 1, 2013 through September 30, 2015 13 uB -2 1 7- Item 9. - 109 MUNICIPAL EMPLOYEES' ASSOCIATION the effective date of approved suspension granted by Teamsters Miscellaneous Security Trust Fund, whichever is the later date. G. Section 125 Plan This plan allows employees to use pre-tax salary deductions to pay for regular childcare, adult dependent care and/or unreimbursed medical expenses. H. Miscellaneous 1. Nothing in this Article shall be deemed to restrict the City's right to change insurance carriers or self-fund should circumstance warrant. City shall, however, notify the Association of any proposed change and allow the Association an opportunity to review any proposed change and make recommendations to the City. 2. Nothing in this Article shall be deemed to obligate the City to improve the benefits outlined in this Article. 3. When the City grants an employee leave without pay for reason of medical disability, the City shall continue to contribute its share of the employee's insurance premiums, pursuant to Article X.B.2. for the time the employee is in a non-pay status for the length of said leave not to exceed twenty-four (24) months. The City shall provide timely written notification of employee rights under this Article and the LTD Plan and will assist the employee in processing LTD claims so that undue delay in receiving LTD payments is avoided. 4. The City and the Association participate in a City-wide joint labor and management Insurance and Benefits Advisory Committee to discuss and study issues relating to insurance benefits available for employees. 5. Health Plan Over-Payments Employees shall be responsible for accurately reporting changes in the status of dependent(s), which affect their eligibility for health plan coverage ninety (90) days after the date of such status change. The City shall use its best efforts to advise all employees of their obligation to report changes in the status of dependent(s), which affect their eligibility. If an employee fails to report a status change that affects eligibility within ninety (90) days, the City shall have the right to recover any premiums paid by the City, on behalf of ineligible dependents. Recovery of such overpayments shall be made as follows: a. The employee's bi-weekly salary warrant shall be reduced by one-half (1/2) of the amount of the bi-weekly overpayment. Such reduction shall continue until the entire amount of the overpayment is recovered. b. The City shall be entitled to recover a maximum of twelve (12) months premium overpayments. Neither the employee nor the dependent shall be liable to the City other than as provided herein. MEA MOU July 1, 2013 through September 30, 2015 14 Item 9. - 110 us -2 1 s- MUNICIPAL EMPLOYEES' ASSOCIATION I. Retiree Medical Coverage for Retirees Not Eligible for the City Retiree Medical Subsidy Plan Employees who retire from the City after January 1, 2004 and are granted a retirement allowance by the California Public Employees Retirement System (CaIPERS) and are not eligible for the City's Retiree Medical Subsidy Plan, may choose to participate in City sponsored medical insurance plans until the first of the month in which they turn age sixty-five (65). The retiree shall pay the full premium for City sponsored medical insurance for themselves and/or qualified dependents without any City subsidy. Employees who retire from the City and receive a retirement allowance from the CaIPERS and are not eligible for the City's Retiree Medical Subsidy Plan and choose not to participate in City sponsored medical insurance, upon retirement permanently lose eligibility for this insurance. However, if a retiree who is not eligible for the City's Retiree Medical Subsidy Plan chooses not to participate in a City sponsored medical insurance plan because the retiree has access to other group medical insurance, and subsequently loses eligibility for that group medical insurance, the retiree and their qualified dependents will have access to City sponsored medical insurance plans reinstated. Eligibility for retiree medical coverage terminates the first of the month in which the retiree or qualified dependent turns age sixty-five (65). J. Post-65 Supplemental Medicare Coverage Retirees who are participating in the Retiree Medical Subsidy Plan as of January 1, 2004 and all future retirees who meet the criteria to participate in City sponsored medical insurance, with or without the Retiree Medical Subsidy Plan, may participate in a City sponsored medical insurance plan that is supplemental to Medicare. A retiree or qualified dependent must choose to participate in a City sponsored medical insurance plan that is supplemental to Medicare beginning the first of the month in which the retiree or qualified dependent turns age sixty-five (65). The retiree shall pay the full premium to participate in a City sponsored medical insurance plan that is supplemental to Medicare for themselves or qualified dependents without any City subsidy. Retirees or qualified dependents upon turning age sixty-five (65), who choose not to participate in a City sponsored medical insurance plan that is supplemental to Medicare, permanently lose eligibility for this insurance. ARTICLE XI — RETIREMENT A. Benefits 1. Self-Funded Supplemental Retirement Benefit Employees hired prior to December 27, 1997 are eligible for the Self-Funded Supplemental Retirement Benefit, which provides that: MEA MOU July 1, 2013 through September 30, 2015 15 HB -219- Item 9. - III MUNICIPAL EMPLOYEES' ASSOCIATION a. In the event a PERS member elects Option #2 (Section 21456) or Option #3 (Section 21457) of the Public Employees' Retirement law, the City shall pay the difference between the employee's elected option and the unmodified allowance which the retiree would have received for his/her life alone. This payment shall be made only to the retiree and shall be payable by the City during the life of the member, and upon that retiree's death, the City's obligation shall cease. The method of funding this benefit shall be at the sole discretion of the City. This benefit is vested for employees covered by this Agreement (Note: The Options provide that the allowance is payable to the retiree until his/her death, and then either the entire allowance ([Option #2] or one-half(1/2) of the allowance [Option #3] is paid to the beneficiary for life). b. Employees hired on or after December 27, 1997 shall not be eligible for this benefit referenced in A.1.a. herein above. 2. Deferred Compensation Any employee who contributes one dollar ($1.00) or more per pay period to his/her deferred compensation account shall receive an employer contribution in the amount of five dollars and fifty cents ($5.50) per pay period to the employee's deferred compensation account, medical insurance premiums or other City provided or approved pre-tax program. If an employee elects that the five dollars and fifty cents ($5.50) be contributed to medical insurance premiums, such election shall only be made during an announced open enrollment period. 3. Medical Insurance for Retirees a. Upon retirement, whether service or disability, each employee shall have the following options in regards to medical insurance under City sponsored plans: i. With no change in benefits, retirees can stay in any of the plans offered by the City, at the retiree's own expense, for the maximum time period allowed by federal law (COBRA), state law (Cal-COBRA) or ii. Retirees may participate in the Retiree Medical Subsidy Plan, attached hereto as Exhibit D, as amended, or the Health Maintenance Organization (HMO) plan currently being offered to retirees, based upon the eligibility requirements described in Exhibit D. iii. The value of any unused earned leave benefits may be transferred to deferred compensation at retirement, but only during the time that the employee is actively employed with the City. The latest opportunity for such transfer must be the pay period prior to the employee's last day of employment. b. Employees hired on or after October 1, 2014 shall not be eligible for this benefit referenced in A.3.a. herein above. MEA MOU July 1, 2013 through September 30, 2015 16 Item 9. - 112 HB -220- MUNICIPAL EMPLOYEES' ASSOCIATION B. California Public Employees' Retirement System (CaIPERS) 1. Retirement Formulas and Reporting 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 at the beginning of the pay period following City Council approval of this agreement, 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. c. 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). d. The obligations of the City and the retirement rights of employees as provided in this Article shall survive the term of this MOU e. For "Nevi' 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. 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 CaIPERS, shall contribute one half (50%) of the normal cost as established by CaIPERS. C. Pre-Retirement Optional Settlement 2 Death Benefit Employees shall be covered by the Pre-Retirement Optional Settlement 2 Death Benefit as identified in Government Code Section 21548. D. Fourth Level of 1959 Survivor Benefits Employees shall be covered by the Fourth Level of the 1959 Survivor Benefit as identified in Government Code Section 21574. E. The City has adopted the CaIPERS 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. MEA MOU July 1, 2013 through September 30, 2015 17 HB -22 1- Item 9. - 113 MUNICIPAL EMPLOYEES' ASSOCIATION ARTICLE XII — LEAVE BENEFITS A. Leave With Pay 1. General Leave a. Accrual Employees accrue leave at the accrual rates outlined below. General Leave may be used for any purpose, including vacation, Sick Leave, and personal leave. Years of Service Full-Time Three-Quarter One-Half Time Time First through 176 Hours 132 Hours 88 Hours Fourth Year Fifth through 200 Hours 150 Hours 100 Hours Ninth Year Tenth through 224 Hours 168 Hours 112 Hours Fourteenth Year Fifteenth Year 256 Hours 192 Hours 128 Hours and Thereafter b. Eligibility and Approval General Leave must be pre-approved except for illness, injury or family sickness, which may require a physician's statement for approval. General Leave accrued time is to be computed from hire date anniversary. Employees shall not be permitted to take general leave in excess of actual time earned. Employees shall not accrue General Leave in excess of six hundred forty (640) hours. An employee who earns General Leave hours in excess of six hundred forty (640) hours shall be paid the cash value of those additional hours in their paycheck. Employees may not use their General Leave to advance their separation date on retirement or other separation from employment. C. Conversion to Cash Two (2) times during each fiscal year, each employee shall have the option to convert into a cash payment or deferred compensation up to a total of one hundred-twenty (120) hours of accrued General Leave per fiscal year. The value of each hour of conversion is at the employee's current base hourly rate of pay, as reflected in Exhibit A. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. d. One (1) Week Minimum Vacation Requirement Employees in the following positions, or their reclassified equivalent, in the Office of the City Treasurer or the Finance Department, shall take a minimum of one (1) week (i.e., five (5) consecutive workdays) paid vacation each calendar year: MEA MOU July 1, 2013 through September 30, 2015 18 Item 9. - 114 HB -222- MUNICIPAL EMPLOYEES' ASSOCIATION Office of the City Treasurer -Accounting Technician I; Accounting Technician II; Senior Accounting Technician; Accounting Technician Supervisor; Field Service Representative Finance Department- Senior Accountant (responsible for bank reconciliation) 2. City Paid Holidays a. Full-time employees shall be compensated for the employee's regularly scheduled work shift for the following holidays: 1. New Year's Day 2. Martin Luther King Day (third Monday in January) 3. President's Day (third Monday in February) 4. Memorial Day (last Monday in May) 5. Independence Day (July 4) 6. Labor Day (first Monday in September) 7. Veteran's Day (November 11) 8. Thanksgiving Day (fourth Thursday in November) 9. The Friday after Thanksgiving 10. Christmas Day (December 25) Any day declared by the President of the United States to be a national holiday or by the Governor of the State of California to be a state holiday and adopted as an employee holiday by the City Council of Huntington Beach. b. City Observed Holiday - Holidays which fall on Sunday shall be observed the following Monday, and those falling on Saturday shall be observed the preceding Friday. c. Holiday Paid Time Off for Part-Time Employees Half-time (1/2) or three quarter-time (3/4) employees shall have the holiday paid as time off with a pro-rated amount of hours, respectively for the holidays listed above in Article XII.2.A. . d. Holiday Pay For Work on a City Observed Holiday In the event an employee is assigned to work on the City observed holiday, in addition to being paid for the holiday at the employee's regular rate of pay, whether it is or is not the employee's regularly scheduled workday, the employee shall be paid for working the holiday at the regular rate of pay unless FLSA overtime provisions apply, meaning the employee will be paid over time. e. Holiday Pay for Work on an Actual Holiday (Not the City Observed Date) An employee who works on the actual holiday as listed in Article XII.2.A. 1-10, in addition to being paid for the holiday at the employee's regular rate of pay, the employee shall be compensated at the overtime rate. f. An employee who is assigned or required to work on both the City observed holiday date and on the actual date that the holiday falls, shall only be paid for one City holiday (as applicable per section E. or F. above). MEA MOU July 1, 2013 through September 30, 2015 19 HB -223- Item 9. - 115 MUNICIPAL EMPLOYEES' ASSOCIATION g. CalPERS Reporting of Holiday Pay Employees who are required to work on a holiday observed by the City, either on the date observed by the City or on the date that the actual holiday falls as a part of their regular work schedule, shall have their holiday pay reported to CalPERS. Classifications eligible for this CalPERS reporting are: Beach Equipment Operator, Beach Maintenance Crewleader, Beach Maintenance Worker, Crime Scene Investigator, Parking/Camping Crewleader, Parking/Camping Leadworker, Parking Meter Repair Technician, Parking Meter Repair Worker, Parking Control Officer, Police Records Supervisor, Police Records Technician, Custodian assigned to the Police Department, Police Records Specialists assigned to the Records Bureau, Police Service Specialists assigned to the Records Bureau and Police Systems Coordinator. h. If an employee is scheduled to work a holiday and will lose that holiday time due to their General Leave bank having reached the maximum cap of six hundred forty (640) hours, at the employee's request, the employee may cash out the part of their holiday time they will lose. 3. Sick Leave a. Accrual No employee shall accrue Sick Leave. b. Credit Employees hired prior to March 30, 2002 shall be credited with their Sick Leave accrued as of March 29, 2002. C. Usa-ge Employees may use accrued Sick Leave for the same purposes for which it was used prior to March 30, 2002. d. Payoff at Termination Upon termination, all employees shall be paid, at their current salary rate, for twenty-five percent (25%) of unused, earned Sick Leave from four hundred and eighty (480) hours through seven hundred and twenty (720) hours, and for fifty percent (50%) of all unused, earned Sick Leave in excess of seven hundred and twenty (720) hours. e. Extended Absences Sick Leave shall not be used to extend absences due to work related (industrial) injuries or illnesses. 4. Bereavement Leave Employees shall be entitled to bereavement leave not to exceed three (3) work shifts in each instance of death in the immediate family. Immediate family is defined as father, mother, sister, brother, spouse, registered domestic partner, children, grandfather, grandmother, stepfather, stepmother, stepgrandfather, step- grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepchildren, or wards of which the employee is the legal guardian. MEA MOU July 1, 2013 through September 30, 2015 20 Item 9. - 116 HB -224- MUNICIPAL EMPLOYEES' ASSOCIATION 5. Association Business An allowance of eight hundred (800) hours per year shall be established for the purpose of allowing duly authorized representatives of the Association to conduct lawful Association activities. The parties agree to meet and confer during the term of the Agreement to establish guidelines for use of Association Business time. 6. Jury Duty Employees who are regularly scheduled to work on swing or graveyard shifts as defined in Article VII.B.2. shall be placed on a day shift if they are required to appear for jury duty or selection for a period of more than one day. 7. Leave Benefits Entitlement The City shall comply with all state and federal leave benefit entitlement laws. An eligible employee on an approved leave shall be allowed to use earned Sick Leave, General Leave, and/or Compensatory Time for serious and non-serious family or personal health issues. For more information on employee leave options, contact the Human Resources Division. 8. Personal Days Each full-time unit employee will be entitled to utilize a maximum of two (2) days/18 (eighteen) hours as "personal days". a. Personal Days must be used by not later than September 30, 2015. The use of Personal Days will not be extended by any subsequent extension of this agreement beyond September 30, 2015. b. Supervisor approval is required to utilize Personal Days. c. Personal Days have no cash value. d. No portion of unused Personal Days may be carried over beyond September 30, 2015. e. Part-time employees shall be granted two (2) days as Personal Days on a proportional hours computation to full-time equivalent employee status. i. Half-time employees shall be granted two (2) days at a maximum of 9 hours total (4.5 per day). ii. Three-quarter employees shall be granted two (2) days at a maximum of 13.5 hours total (6.75 per day). MEA MOU July 1, 2013 through September 30, 2015 21 HB -225- Item 9. - 117 MUNICIPAL EMPLOYEES' ASSOCIATION ARTICLE XIII —CITY RULES Personnel Rules All MOU provisions that supersede the City's Personnel Rules shall automatically update the City's Personnel Rules and be incorporated into such rules. ARTICLE XIV—MISCELLANEOUS A. Grievance Arbitration Any grievance as defined and described in Rules 19 and 20 of the City Personnel Rules (Resolution No. 3960), shall be settled in accordance with the procedures set forth in said Rules except that the parties to the grievance may, by mutual agreement, submit the grievance to a neutral arbitrator whose decision shall be final and binding on the parties. The arbitrator shall be selected by the parties from listings of and pursuant to the rules of the American Arbitration Association. This procedure, if adopted by the parties, shall be in lieu of Step 5 of Rule 19, or Step 4 of Rule 20, and the fees charged by the arbitrator or hearing officer and court reporter shall be paid equally, fifty-fifty (50-50) by the City and the Association. B. Promotional Procedures 1. Tie Scores When promotions are to be made, and two or more employees are found to be equal as a result of promotional examinations conducted by the City, the employee with the greatest length of service with the City shall receive the promotion. 2. Salary Upon Promotion Upon promotion, an employee shall be compensated at the same step in the salary range for his/her new classification, subject to the following provisions: a. Except for the provisions of sub-paragraphs b and c below, no employee shall receive greater than eleven percent (11%) increase upon promotion. b. If"A" Step of the classification upon promotion is greater than eleven percent (11%) increase, the employee shall be compensated at "A" step upon promotion. C. If the employee would be eligible for a step increase within eleven (11) months of the date of promotion in his/her classification before promotion, then the Human Resources Director may authorize an increase greater than eleven percent (11%) upon promotion. MEA MOU July 1, 2013 through September 30, 2015 22 Item 9. - 118 xB -226- MUNICIPAL EMPLOYEES' ASSOCIATION C. Labor-Management Relations Committee The City and MEA participate in a Labor-Management Relations Committee as follows: 1. The Association and the City recognize that the participation of employees in the formulation and implementation of personnel policy and practices affects their well-being and the efficient administration of the Government. The parties further recognize that the entrance into a formal agreement with each other is but one act of joint participation, and that the success of a labor-management relationship is further assured if a forum is available and used to communicate with each other. The parties therefore agree to the structure of Labor-Management Relations Committees (LMRC) for the purpose of exchanging information and the discussion of matters of concern or interest to each of them, in the broad area of working conditions, wages and hours. 2. The City of Huntington Beach shall have an LMRC. The formation of this LMRC shall not serve as the basis for reopening the meet and confer process to modify this MOU. 3. The LMRC shall meet monthly. The City shall be represented by the City Manager (or designee), the Human Resources Director (or designee), and Department Heads. Four (4) representatives at these meetings shall represent the Association. 4. The City agrees that any meeting conducted under this Article shall be conducted in facilities furnished by the City, and Association representatives shall be released from their duties at work to attend the LMRC. 5. The parties shall exchange agenda items five (5) workdays before each scheduled LMRC meeting described in this section. Matters not on the agenda may be discussed by mutual consent. If either party timely forwards an agenda, the meeting will be held. D. Copies of MOU The City agrees to print this Memorandum of Understanding for each employee requesting a copy. E. Position Classification Issues 1. Class Specifications The City shall send the Association a copy of each new job description approved for classifications within the representation unit. 2. Reclassification Impact It is not the intention of the City to demote or layoff an employee through reclassification. Prior to imposing a Y-rating, or layoff resulting from classification reviews, the City agrees to meet and confer with Association representatives. F. Class A and B Driver License Fees The City shall reimburse employees for costs associated with obtaining and renewing Class A and Class B driver licenses where required by the City for the position. MEA MOU July 1, 2013 through September 30, 2015 23 HB -227- Item 9. - 119 MUNICIPAL EMPLOYEES' ASSOCIATION G. Deferred Compensation Loan Program Employees may utilize this program, under which employees may borrow up to fifty percent (50%) of their deferred compensation funds for critical needs such as medical costs, college tuition, or purchase of a home. H. Performance Evaluations/Written Reprimand Appeals Employees may appeal the results of a performance evaluation or written reprimand. Such appeals shall be initiated through the appropriate chain of command (which may include the LMRC) and any decision made by the Department Head shall be considered final. I. MEA Letter of Introduction A one-page letter of introduction from MEA, and of MEA's choosing, regarding the benefits and purpose of joining the MEA, will be included in all MEA eligible new employee orientation packets. J. Department of Transportation (DOT) Random Alcohol and Controlled Substance Testing During the term of the Agreement, the City and the Association agree to meet and confer to update the policy in accordance with law. K. Update Employee-Employer Relations Resolution (EERR) During the term of the Agreement, the City and the Association agree to meet and confer to update the Employee-Employer Relations Resolution to reflect current state law. L. Required Fingerprinting of Employees The City requires that all employees who are hired, transferred, or promoted to positions that require fingerprinting by federal, state or local law(s) be fingerprinted according to said law(s). The City may also require employees be fingerprinted if they are hired, transferred or promoted into positions with oversight responsibilities for senior citizens or oversight responsibilities for confidential, and or sensitive documents or equipment. M. Beach Parkinq Employees may purchase a City beach parking pass at the Senior discount rate. N. Reasonable Suspicion Alcohol and Controlled Substance Testing The City maintains the right to conduct a test during working hours of any employee that it reasonably suspects is under the influence of alcohol or a controlled substance in the workplace. The policy to implement such testing shall be established by the City and the Association during the term of the Agreement. MEA MOU July 1, 2013 through September 30, 2015 24 Item 9. - 120 HB -228- MUNICIPAL EMPLOYEES' ASSOCIATION ARTICLE XV— CITY COUNCIL APPROVAL It is the intent of the City and Association that this Memorandum of Understanding represents an "Agreement" between the undersigned within the meaning of Section 8-2 of the Huntington Beach Employer-Employee Relations Resolution; however, this Memorandum of Understanding is of no force or effect whatsoever unless adopted by Resolution of the City Council of the City of Huntington Beach. IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding this 71h day ofJuly, 2014. Huntington Beach City u tington Beach Municipal Employ s'-Association By: By: -P' ./, A--I- 'k--, F lson dy e rs a ager Ej esi ent By: By: Dom rio Daniels As ista ity Manag Teamsters 911 Busine s Rep By: By: 10, the a Warren De bie Dove ire or of Huma esources Vice-Presi ent By: JoAnn Diaz Ke# Kir Principal Perso )Analyst MEA rgainin om ittee By: Ter Tin MEA Ba aining Committee By: Brian Wei g MEA Bargaining Committee APPROVED AS TO FORM: d -- Jennifer 4. Mc rath City Attorney MEA MOU July 1, 2013 through September 30, 2015 25 MUNICIPAL EMPLOYEES' ASSSOCIATION MEA LIST OF MOU EXHIBITS aWl EXHIBITS ,; S UBJE CT"' F A Class/Salary Schedule B Uniform Policy B-1 Uniform Listing by Category/Class C Vehicle Use Policy D Provisions of the Retiree Medical Subsidy Plan E 9/80 Work Schedule F 4/10 Work Schedule G A enc Shop Agreement H Catastrophic Leave Donation Program MFA MOU July 1, 2013 through September 30, 2015 26 Item 9. - 122 HB -2-30- MUNICIPAL EMPLOYEES' ASSOCIATION EXHIBIT A- SALARY SCHEDULE EFFECTIVE JULY 19, 2014 3.75% EFFECTIVE July 19, 2014 5 W ew rw wv strip i aa 0111 Accountant MEA0111 31.19 32.90 34.70 36.61 38.63 0286 Accounting Technician I M EA0286 21.66 22.86 24.11 25.44 26.84 0287 Accounting Technician 11 M EA0287 23.82 25.13 26.51 27.97 29.51 0294 Accounting Technician Supv M EA0294 27.52 29.04 30.64 1 32.32 34.09 0428 Administrative Aide M EA0428 30.58 32.26 34.03 35.90 37.87 0278 Administrative Assistant M EA0278 26.99 28.47 30.04 31.69 33.43 0289 Administrative Secretary MEA0289 22.99 24.26 25.60 27.01 28.49_ 0297 Art Programs Curator MEA0297 27.26 28.75 30.33 32.00 33.76 0296 Arts Education Coordinator MEA0296 23.82 25.13 26.51 27.97 29.51 0108 Assistant Planner MEA0108 31.98 33.73 1 35.59 37.55 39.61 1 0267 Assistant Social Worker MEA0267 22.21 23.44 24.72 26.08 27.51 0358 Beach Equip Operator MEA0358 25.30 26.69 28.16 29.70 31.33 0149 Beach Maint Crewleader MEA0149 32.77 34.58 36.48 38.48 40.60 0452 Beach Maint Service Worker M EA0452 23.23 24.51 25.85 27.28 28.78 0210 Building Inspector I M EA02 10 29.52 31.14 32.85 34.65 36.56 0211 1 Building Inspector 11 MEA0211 32.62 34.41 1 36.30 38.29 40.40 1 0208 Building Inspector III M EA0208 36.03 38.01 40.10 42.31 44.63 0176 Building Plan Checker I MEA0176 35.50 37.45 39.52 41.69 43.98 0520 Building Plan Checker 11 M EA0520 41.22 43.49 45.89 48.41 51.08 0112 Buyer MEA0112 30.72 32.41 34.20 36.07 38.06 0340 Carpenter M EA0340 27.65 29.17 30.78 32.47 34.26 0106 1 Civil Engineering Assistant MEA0106 36.39 38.39 1 40.50 42.73 45.09 0162 Civilian Check Investigator MEA0162 24.41 25.75 27.17 28.67 1 30.24 0186 Code Enforcement Officer I MEA0186 24.54 25.89 27.31 28.81 30.40 0182 Code Enforcement Officer 11 MEA0182 30.27 31.93 33.69 35.54 37.50 0511 1 Code Enforcement Technician MEA0511 20.42 21.54 1 22.72 23.97 25.28 0263 Community Relations Specialist MEA0263 25.79 27.21 28.71 30.28 31.96 0471 Community Services Officer M EA0471 26.45 27.90 29.43 31.05 32.76 0252 Community Srvcs Rec Coord MEA0252 28.66 1 30.23 31.89 33.65 35.49 0269 Community Srvcs Rec Specialist MEA0269 23.23 1 24.51 1 25.851 27.28 28.78 MEA MOU July 1, 2007-June 30, 2012 97 HB -23 1- Item 9. - 123 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT A- SALARY SCHEDULE EFFECTIVE JULY 19, 2014 m Descr�ptiort .21 '"Pa 0258 Community Srvcs Rec Supv MEA0258 32.13 33.90 35.76 37.73 39.81 0193 Computer Operator MEA0193 21.34 22.51 23.75 25.06 26.44 0172 Construction Inspector I MEA0172 29.52 31.14 32.85 34.65 36.56 0463 Construction Inspector 11 M EA0463 32.62 34.41 36.30 38.29 40.40 0587 Construction Project Coord M EA0587 38.65 40.77 43.01 45.38 47.88 0312 Court Liaison Specialist MEA0312 22.99 24.26 1 25.60 27.01 28.49 0166 Crime Analyst MEA0166 30.58 32.26 34.03 35.90 37.87 0165 Crime Analyst Senior MEA0165 35.67 37.63 39.71 41.89 44.20 0255 Crime Scene Investigator MEA0255 28.79 30.38 32.05 1 33.81 35.67 0119 Criminalist MEA0119 32.13 33.90 35.76 37.73 39.81 0192 Cross Connection Control Spec MEA0192 30.27 31.93 33.69 35.54 37.50 0299 Cultural Services Aide M EA0299 27.26 28.75 1 30.33 32.00 33.76 0400 Custodian MEA0400 20.92 22.07 23.28 24.56 25.91 0134 Deputy City Clerk MEA0134 25.17 26.55 28.01 29.55 31.18 0138 Development Specialist MEA0138 32.13 33.90 35.76 37.73 39.81 0456 Distribution Services Clerk MEA0456 20.50 21.63 22.83 24.08 25.41 0375 Electrical Leadworker MEA0375 32.29 34.06 35.94 37.92 40.01 0339 Electrician MEA0339 29.81 31.45 1 33.18 35.01 36.94 0232 Emergency Medical Srvcs Coord MEA0232 45.56 48.06 50.70 53.49 56.44 0198 Emergency Services Coordinator MEA0198 39.24 41.40 43.67 46.07 48.60 0175 1 Engineering Aide MEA0175 25.79 27.21 28.71 30.28 31.96 0180 Engineering Technician MEA0180 31.65 33.40 35.23 37.17 39.22 0445 Environmental Specialist M EA0445 36.39 38.39 40.50 42.73 45.09 0382 Equip Services Crewleader MEA0382 33.78 35.64 1 37.60 39.66 41.84 0142 Equip/Auto Maint Crewleader MEA0142 33.78 35.64 1 37.60 39.66 41.84 0472 Equip/Auto Maint Leadworker MEA0472 30.72 32.41 34.20 36.07 38.06 0383 Equipment Support Assistant M EA0383 23.94 25.25 26.64 28.11 29.65 0061 Executive Assistant MEA0061 31.03 32.73 34.53 36.43 38.43 0143 Facilities Maint Crewleader MEA0143 33.62 35.46 37.41 39.47 41.63 0407 1 Facilities Maint Leadworker MEA0407 26.19 27.63 29.14 30.74 32.43 0391 Facilities Maintenance Tech M EA0391 24.17 25.50 26.90 28.39 29.94 0398 Field Service Representative MEA0398 24.92 26.29 27.73 29.26 30.87 0588 Fire Prevention Inspector MEA0588 36.95 1 38.98 41.13 1 43.39 1 45.77 DU July 1, 2013 through September �111 0111 r- 28 Item 9. - 124 HB -2322- MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT A- SALARY SCHEDULE EFFECTIVE JULY 19, 2014 �Ob Description PayGrade A B C © E 0260 Fire Safety Program Specialist MEA0260 31.19 32.90 34.70 36.61 38.63 0173 Fire Training Maintenance Tech MEA0173 28.66 30.23 31.89 33.65 35.49 0470 Forensic Systems Specialist MEA0470 34.45 36.34 38.35 40.45 42.67 0576 GIS Analyst I MEA0576 35.15 37.08 39.12 41.27 43.54 0178 GIS Analyst II MEA0178 38.07 40.16 42.37 44.71 47.16 0390 Groundsworker MEA0390 20.42 21.54 22.72 23.97 25.28 0190 Haz Mat Program Specialist MEA0190 34.80 36.71 38.73 40.86 43.11 0337 Helicopter Maintenance Tech MEA0337 28.21 29.77 31.41 33.14 34.96 0113 Human Services Program Supv MEA0113 32.13 33.90 35.76 37.73 39.81 0115 Info Systems Analyst I MEA0115 35.15 37.08 39.12 41.27 43.54 0505 1 Info Systems Analyst II MEA0505 38.07 40.16 42.37 44.71 47.16 0117 Info Systems Analyst III MEA0117 40.63 42.86 45.21 47.70 50.33 0118 Info Systems Analyst IV MEA0118 44.65 47.11 49.71 52.44 55.32 0495 Info Systems Technician I MEA0495 21.89 23.09 24.36 25.70 27.11 0494 Info Systems Technician II MEA0494 24.65 26.01 27.44 28.96 30.55 0493 Info Systems Technician III MEA0493 27.65 29.17 30.78 32.47 34.26 0492 Info Systems Technician IV MEA0492 30.58 32.26 34.03 1 35.90 37.87 0491 Info Systems Technician Senior MEA0491 32.77 34.58 36.48 38.48 40.60 0155 Irrigation Crewleader MEA0155 32.77 34.58 36.48 38.48 40.60 0357 1 Irrigation Specialist MEA0357 24.54 25.89 27.31 28.81 30.40 0359 1 Landscape Equip Operator MEA0359 25.30 26.69 28.16 29.70 31.33 0145 Landscape Maint Crewleader MEA0145 32.77 34.58 36.48 38.48 40.60 0402 Landscape Maint Leadworker MEA0402 27.39 28.89 30.48 32.16 1 33.93 0163 Latent Fingerprint Examiner MEA0163 30.87 32.57 34.36 36.25 38.24 0164 Latent Fingerprint ExamTrainee MEA0164 25.54 26.94 28.43 29.99 31.64 0300 1 Legal Assistant MEA0300 25.79 27.21 28.71 30.28 31.96 0114 Librarian MEA0114 27.94 29.48 31.09 32.81 34.61 0311 Library Clerk MEA0311 17.64 18.61 19.64 20.72 21.86 0305 Library Clerk Specialist(T) MEA0305 17.64 18.61 19.64 20.72 21.86 0432 Library Facilities Coordinator MEA0432 25.17 26.55 28.01 29.55 31.18 0310 Library Processing Clerk MEA0310 19.52 20.58 21.71 22.91 24.16 0451 Library Services Clerk MEA0451 19.52 20.58 21.71 22.91 24.16 0257 Library Specialist MEA0257 23.23 24.51 25.85 27.28 28.78 MEA MOU July 1, 2013 through September?r' '^i r HB -233- Item 9. - 125 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT A- SALARY SCHEDULE EFFECTIVE JULY 19, 2014 \ \ �1ob Description a PayGrade �► B C D �E \ typ ��, , „. i. K-� MWAFF 0302 Literacy Program Specialist MEA0302 27.94 29.48 31.09 32.81 34.61 0303 Mail Services Clerk MEA0303 17.23 18.18 19.17 20.23 21.34 0392 Maint Service Worker MEA0392 23.23 24.51 25.85 27.28 28.78 0394 Maintenance Worker MEA0394 20.42 21.54 22.72 23.97 25.28 0448 Marine Equipment Mechanic MEA0448 30.43 32.10 33.86 35.72 37.68 0344 Masonry Worker MEA0344 27.65 29.17 30.78 32.47 34.26 0384 Mechanic I MEA0384 24.05 25.37 26.77 28.24 29.80 0348 Mechanic II MEA0348 26.72 28.19 29.73 31.37 33.10 0347 Mechanic III MEA0347 28.37 29.92 31.57 33.30 35.14 0206 Media Production Coordinator MEA0206 26.58 28.04 29.59 31.22 32.93 0380 Media Services Specialist MEA0380 23.23 24.51 25.85 27.28 28.78 0306 Office Assistant I MEA0306 16.55 17.46 18.43 19.44 20.51 0304 Office Assistant II MEA0304 19.91 21.01 22.16 23.37 24.66 0290 Office Specialist MEA0290 21.01 22.16 23.39 24.67 26.03 0341 Painter MEA0341 27.65 29.17 30.78 32.47 34.26 0378 Painter Leadworker MEA0378 29.95 31.60 1 33.35 35.18 37.12 0485 Paralegal MEA0485 30.58 32.26 34.03 35.90 37.87 0153 Park Maintenance Crewleader MEA0153 33.62 35.46 37.41 39.47 41.63 0177 Parking Meter Repair Tech MEA0177 26.72 28.19 29.73 31.37 33.10 0395 Parking Meter Repair Worker MEA0395 24.65 26.01 27.44 28.96 30.55 0570 Parking/Camping Assistant MEA0570 20.42 21.54 1 22.72 23.97 25.28 0459 Parking/Camping Crewleader MEA0459 32.77 34.58 36.48 38.48 40.60 0401 Parking/Camping Leadworker MEA0401 27.39 28.89 30.48 32.16 33.93 0455 Parking/Traffic Control Coord MEA0455 25.79 27.21 28.71 30.28 31.96 0262 Parking/Traffic Control Officr MEA0262 20.42 21.54 22.72 23.97 25.28 0577 Parking/Traffic Control Supv MEA0577 27.52 29.04 30.64 32.32 34.09 0458 1 Payroll Specialist MEA0458 35.85 37.82 39.90 42.10 44.42 0447 Payroll Technician MEA0447 24.17 25.50 26.90 28.39 29.94 0295 Permit Technician MEA0295 22.21 1 23.44 24.72 26.08 27.51 0279 Personnel Assistant MEA0279 23.48 24.77 26.12 27.56 29.07 0154 1 Pest Contrl Advisor Crewleader MEA0154 32.77 34.58 36.48 38.48 40.60 0367 Pest Control Specialist MEA0367 24.54 25.89 27.31 28.81 30.40 0136 Planning Aide MEA0136 25.79 1 27.21 28.71 1 30.28 31.96 - -- . - "DU July 1, 2013 through September r' ')r"r- 30 Item 9. - 126 HB -234- MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT A- SALARY SCHEDULE EFFECTIVE JULY 19, 2014 MY NEW Description� --PayGrade A C �,D ` E . � ` ••:ate '�� - E�,a�\C�a��`• " fir, Y�\�i�a p;J, 0342 Plumber MEA0342 29.07 30.67 32.36 34.14 36.02 0197 Police Photo/Imaging Specialst MEA0197 28.66 30.23 31.89 33.65 35.49 0307 Police Records Specialist MEA0307 21.01 22.16 23.39 24.67 26.03 0283 Police Records Supervisor MEA0283 24.54 25.89 27.31 28.81 30.40 0282 Police Records Technician MEA0282 19.04 20.09 21.19 22.35 23.57 0308 Police Services Specialist MEA0308 23.23 24.51 25.85 27.28 28.78 0215 1 Police Systems Coordinator MEA0215 27.11 28.60 1 30.18 31.84 33.59 0399 Printing Services Technician MEA0399 21.56 22.74 24.00 25.32 26.71 0584 Program Coord - Human Srvcs MEA0584 28.66 30.23 31.89 33.65 35.49 0259 Property Officer MEA0259 25.54 26.94 28.43 29.99 31.64 0205 Public Information Specialist MEA0205 30.58 32.26 34.03 35.90 37.87 0583 Rideshare Coordinator MEA0583 31.81 33.56 1 35.41 37.36 39.41 0256 Risk Management Specialist MEA0256 23.23 24.51 25.85 27.28 28.78 0515 SCADA Coordinator MEA0515 32.77 34.58 36.48 38.48 40.60 0346 SCADA Technician MEA0346 29.07 30.67 32.36 1 34.14 36.02 0110 Senior Accountant MEA0110 35.85 37.82 39.90 42.10 44.42 0288 Senior Accounting Technician MEA0288 26.19 27.63 29.14 30.74 32.43 0434 Senior Code Enforcement Ofcr MEA0434 33.45 35.29 1 37.23 39.27 41.43 0171 Senior Construction Inspector MEA0171 36.03 38.01 40.10 42.31 44.63 0120 Senior Criminalist MEA0120 39.24 41.40 43.67 46.07 48.60 0135 Senior Deputy City Clerk MEA0135 32.13 33.90 35.76 37.73 39.81 0586 Senior Engineering Technician MEA0586 36.76 38.78 40.92 43.17 45.55 0343 Senior Facilities Maint Tech MEA0343 28.37 29.92 31.57 33.30 35.14 0334 1 Senior Helicopter Maint Tech MEA0334 39.04 41.19 1 43.45 45.84 48.36 0188 Senior Inspector Water Constr MEA0188 34.45 36.34 38.35 40.45 42.67 0309 Senior Library Services Clerk MEA0309 21.43 22.62 23.86 25.18 26.57 0450 Senior Library Specialist MEA0450 25.42 26.82 28.29 29.85 31.49 0363 Senior Marine Equip Mechanic MEA0363 33.78 35.64 37.60 39.66 41.84 0446 Senior Payroll Technician MEA0446 26.58 28.04 29.59 31.22 32.93 0437 Senior Permit Technician MEA0437 28.37 29.92 31.57 33.30 35.14 0168 Senior Printing Services Tech MEA0168 25.93 27.35 28.85 30.44 32.11 0265 Senior Services Assistant MEA0265 15.51 1 16.36 17.26 18.22 19.22 0481 Senior Services Transp Coord MEA0481 24.80 1 26.16 27.60 29.11 30.71 MEA MOU July 1, 2013 through September?n On,r uB -235- Item 9. - 1.27 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT A- SALARY SCHEDULE EFFECTIVE JULY 19, 2014 g �' � Description �� PayGrade `A iB C D E type a x i �?tS.>, a.'� .. . ems"- 3,az "„rr .r..,..'. 0350 Senior Vehicle Body Technician MEA0350 26.72 28.19 29.73 31.37 33.10 0349 Senior Wastewtr Pump Mechanic MEA0349 25.30 26.69 28.16 29.70 31.33 0396 Senior Water Meter Reader MEA0396 24.41 25.75 27.17 28.67 30.24 0436 Senior Workers' Comp Examiner MEA0436 31.65 33.40 35.23 37.17 39.22 0148 Signs & Markings Crewleader MEA0148 33.62 35.46 37.41 39.47 41.63 0338 Signs Leadworker MEA0338 27.94 29.48 31.09 32.81 34.61 0354 1 Signs/Markings Equip Operator MEA0354 25.30 26.69 1 28.16 29.70 31.33 0266 Social Worker MEA0266 27.26 28.75 30.33 32.00 33.76 0386 Stock Clerk MEA0386 20.42 21.54 22.72 23.97 25.28 0361 Street Equip Operator MEA0361 25.30 26.69 28.16 29.70 31.33 0150 Street Maint Crewleader MEA0150 32.77 34.58 36.48 38.48 40.60 0406 Street Maint Leadworker MEA0406 28.79 30.38 1 32.05 33.81 35.67 0183 Survey Party Chief MEA0183 36.95 38.98 41.13 43.39 45.77 0174 Survey Technician I MEA0174 25.79 27.21 28.71 30.28 31.96 0185 Survey Technician II MEA0185 27.94 29.48 31.09 32.81 34.61 0195 Telecommunications Specialist MEA0195 37.13 39.18 41.33 43.61 46.00 0203 Television Producer/Director MEA0203 30.58 32.26 1 34.03 35.90 37.87 0433 Theater/Media Technician MEA0433 23.23 24.51 25.85 27.28 1 28.78 0388 Tire Service Worker(T) MEA0388 23.34 24.63 25.99 27.42 28.93 0181 Traffic Engineering Technician MEA0181 33.62 35.46 37.41 39.47 41.63 0389 Traffic Maint Service Worker MEA0389 23.23 24.51 25.85 27.28 28.78 0410 Traffic Markings Leadworker MEA0410 27.39 28.89 30.48 32.16 33.93 0336 Traffic Signal Electrician MEA0336 30.27 31.93 33.69 35.54 37.50 0140 Traffic Signal/Light Crewleadr MEA0140 33.62 35.46 37.41 39.47 41.63 0365 Tree Equipment Operator MEA0365 25.30 26.69 28.16 29.70 31.33 0144 Trees Maintenance Crewleader MEA0144 32.77 1 34.58 36.48 38.48 40.60 0460 Trees Maintenance Leadworker MEA0460 27.39 28.89 30.48 32.16 33.93 0372 Vehicle Body Repair Crewleader MEA0372 30.72 32.41 34.20 36.07 38.06 0351 1 Vehicle Body Technician MEA0351 20.50 21.63 22.83 1 24.08 25.41 0480 Video Engineer MEA0480 25.79 27.21 28.71 30.28 31.96 0137 Video Engineer Supervisor MEA0137 34.97 36.89 38.93 41.06 43.33 0268 Volunteer Services Coordinator MEA0268 24.80 26.16 27.60 29.11 30.71 0385 1 Warehousekeeper MEA0385 25.79 27.21 28.71 1 30.28 31.96 - -- . - -DU July 1, 2013 through September ?n 0,11 r- 32 Item 9. - 128 HB -236- MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT A- SALARY SCHEDULE EFFECTIVE JULY 19, 2014 VARy pia{� \\N Descr pfion PayGrade A $`� C D \ E' ;z 0362 Wastewater Equip Operator MEA0362 25.30 26.69 28.16 29.70 31.33 0454 Wastewater Maint Service Workr MEA0454 23.23 24.51 25.85 27.28 28.78 0146 Wastewater Ops Crewleader MEA0146 32.77 34.58 36.48 38.48 40.60 0404 Wastewater Ops Leadworker MEA0404 27.39 28.89 30.48 32.16 33.93 0387 Wastewater Pump Mechanic MEA0387 24.65 26:01 27.44 28.96 30.55 0582 Water Conservation Coordinator MEA0582 31.81 33.56 35.41 37.36 39.41 0189 Water Construction Inspector MEA0189 30.43 32.10 33.86 35.72 37.68 0151 Water Dist Maint Crewleader MEA0151 32.77 34.58 36.48 38.48 40.60 0379 Water Dist Maint Leadworker MEA0379 29.66 31.29 33.01 34.83 36.75 0147 Water Dist Meters Crewleader MEA0147 32.77 34.58 1 36.48 38.48 40.60 0377 Water Dist Meters Leadworker MEA0377 27.39 28.89 30.48 32.16 33.93 0364 Water Equip Operator MEA0364 27.39 28.89 30.48 32.16 33.93 0397 Water Meter Reader MEA0397 22.54 23.78 25.09 26.47 27.92 0356 Water Meter Repair Technician MEA0356 25.17 26.55 28.01 29.55 31.18 0152 1 Water Operations Crewleader MEA0152 32.77 34.58 1 36.48 38.48 40.60 0371 Water Operations Leadworker MEA0371 30.58 32.26 34.03 35.90 37.87 0156 Water Quality Coordinator MEA0156 32.77 34.58 36.48 38.48 40.60 0191 Water Quality Technician MEA0191 28.79 30.38 32.05 33.81 35.67 0461 Water Service Worker MEA0461 23.94 25.25 26.64 28.11 29.65 0368 Water Systems Technician I MEA0368 23.94 25.25 26.64 28.11 29.65 0369 1 Water Systems Technician II MEA0369 25.54 26.94 1 28.43 29.99 31.64 0370 Water Systems Technician III MEA0370 28.21 29.77 31.41 33.14 34.96 0449 Water Utility Locator MEA0449 28.79 30.38 32.05 33.81 35.67 0202 Workers Comp Claims Examiner MEA0202 21.01 22.16 23.39 24.67 26.03 MEA MOU July 1, 2013 through September?n In,r -- xB -23 7- Item 9. - 129 MUNICIPAL EMPLOYEES' ASSOCIATION EXHIBIT A- SALARY SCHEDULE EFFECTIVE OCTOBER 1, 2014 2.0% EFFECTIVE October 1, 2014 laby �M, ,,,;� ", 1 -'se's if InK Dz type ,g N -SIR! tie" 0111 Accountant MEA0111 31.81 33.56 35.40 37.35 39.40 0286 Accounting Technician I MEA0286 22.10 23.31 24.59 25.95 27.38 0287 Accounting Technician 11 MEA0287 24.30 25.63 27.04 28.53 30.10 0294 Accounting Technician Supv MEA0294 28.08 29.62 31.25 32.96 34.77 0428 Administrative Aide MEA0428 31.19 32.90 1 34.71 36.62 38.63 0278 Administrative Assistant MEA0278 27.53 29.04 30.64 32.32 34.10 0289 Administrative Secretary MEA0289 23.45 24.74 26.11 27.55 29.06 0297 Art Programs Curator MEA0297 27.80 29.32 30.93 32.64 34.44 0296 Arts Education Coordinator MEA0296 24.30 25.63 27.04 28.53 30.10 0108 Assistant Planner MEA0108 32.62 34.40 36.30 38.30 40.40 0267 Assistant Social Worker MEA0267 22.66 23.91 25.22 26.60 28.06 0358 Beach Equip Operator MEA0358 25.81 27.23 28.72 1 30.30 31.96 0149 Beach Maint Crewleader MEA0149 33.43 35.27 37.21 39.25 41.41_ 0452 Beach Maint Service Worker MEA0452 23.69 25.00 26.37 27.82 29.36 0210 Building Inspector I MEA0210 30.11 31.76 33.50 35.35 37.29 0211 Building Inspector 11 MEA0211 33.27 35.10 37.03 39.06 41.21 0208 Building Inspector III MEA0208 36.75 38.77 40.90 43.16 45.53 0176 Building Plan Checker I MEA0176 36.21 38.20 40.31 1 42.52 44.86 0520 Building Plan Checker 11 MEA0520 42.04 44.36_ 46.81 49.38 52.10 0112 1 Buyer MEA0112 31.33 33.06 34.88 36.80 38.82 0340 Carpenter MEA0340 28.20 29.76 31.40 33.12 34.94 0106 Civil Engineering Assistant MEA0106 37.11 39.16 1 41.31 43.59 45.99 0162 Civilian Check Investigator MEA0162 24.90 26.27 27.72 29.24 30.85 0186 Code Enforcement Officer I MEA0186 25.03 26.40 27.85 29.39 31.01 0182 Code Enforcement Officer 11 MEA0182 30.88 32.57 34.36 36.26 38.25 0511 Code Enforcement Technician MEA0511 20.83 21.97 23.18 24.45 25.79 0263 Community Relations Specialist MEA0263 26.31 27.76 29.28 30.89 32.59 0471 Community Services Officer MEA0471 26.97 28.46 30.02 31.67 33.42 0252 Community Srvcs Rec Coord MEA0252 29.23 30.84 32.53 34.32 36.20 0269 Community Srvcs Rec Specialist MEA0269 23.69 25.00 26.37 27.82 29.36 0258 Community Srvcs Rec Supv MEA0258 32.77 34.57 36.48 38.49 40.61 MEA MOU July 1, 2007- June 30, 2012 34 Item 9. - 130 HB -2-38- MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT A- SALARY SCHEDULE EFFECTIVE OCTOBER 1, 2014 W naM ......... 11 E I'm -D , C N A aTE A tYP AW 0193 Computer Operator MEA0193 21.77 22.96 24.22 25.56 26.96 0172 Construction Inspector I MEA0172 30.11 31.76 33.50 35.35 37.29 0463 Construction Inspector 11 MEA0463 33.27 35.10 37.03 39.06 41.21 0587 Construction Project Coord MEA0587 39.42 41.59 43.88 46.29 48.84 0312 Court Liaison Specialist M EA0312 23.45 24.74 26.11 27.55 29.06 0166 Crime Analyst MEA0166 31.19 32.90 34.71 36.62 38.63 0165 Crime Analyst Senior MEA0165 36.38 38.38 40.50 42.73 45.08 0255 1 Crime Scene Investigator MEA0255 29.37 30.99 32.69 34.49 36.38 1 0119 Criminalist MEA0119 32.77 1 34.57 36.48 38.49 40.61 0192 Cross Connection Control Spec M EA0192 30.88 32.57 34.36 36.26 38.25 0299 Cultural Services Aide MEA0299 27.80 29.32 30.93 32.64 1 34.44 0400 Custodian MEA0400 21.33 22.51 1 23.75 25.05 26.42 0134 Deputy City Clerk MEA0134 25.67 27.08 28.57 30.14 31.80 0138 Development Specialist MEA0138 32.77 34.57 36.48 38.49 40.61 0456 Distribution Services Clerk M EA0456 20.91 22.06 23.28 24.56 25.92 1 0375 Electrical Leadworker M EA0375 32.93 34.74 1 36.66 38.68 40.81 0339 Electrician MEA0339 30.40 32.08 33.84 35.71 37.67 0232 Emergency Medical Srvcs Coord MEA0232 46.47 49.02 51.72 54.56 57.57 0198 Emergency Services Coordinator MEA0198 40.02 42.22 44.54 46.99 49.57 0175 Engineering Aide M EA0175 26.31 27.76 29.28 30.89 32.59 0180 1 Engineering Technician MEA0180 32.29 34.07 1 35.94 37.92 40.00 0445 Environmental Specialist MEA0445 37.11 39.16 41.31 43.59 45.99 1 0382 Equip Services Crewleader MEA0382 34.46 36.35 38.35 40.46 42.68 0142 Equip/Auto Maint Crewleader M EA0142 34.46 36.35 38.35 40.46 42-68 0472 1 Equip/Auto Maint Leadworker M EA0472 31.33 33.06 1 34.88 36.80 38.82 0383 Equipment Support Assistant MEA0383 24.41 25.76 27.18 28.67 30.24 0061 Executive Assistant MEA0061 31.65 33.39 35.22 37.16 39.20 0143 Facilities Maint Crewleader MEA0143 34.29 36.17 38.16 40.26 42.47_ 0407 Facilities Maint Leadworker M EA0407 26.71 28.18 1 29.73 31.36 33.08 0391 Facilities Maintenance Tech MEA0391 24.66 26.01 27.44 28.95 30.54 0398 Field Service Representative MEA0398 25.42 26.82 28.29 29.84 31.48_ 0588 Fire Prevention Inspector MEA0588 37.68 39.76 41.95 44.26 46.69 0260 Fire Safety Program Specialist MEA0260 31.81 33.56 1 35.40 1 37.35 39.40 MEA MOU July 1, 2013 through Septernbe0r' Ini r, �HB -239- Item 9. - 131 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT A- SALARY SCHEDULE EFFECTIVE OCTOBER 1, 2014 Wall Description s PayGrade ino 0173 Fire Training Maintenance Tech MEA0173 29.23 30.84 32.53 34.32 36.20 0470 Forensic Systems Specialist MEA0470 35.13 37.07 39.11 41.26 43.53 0576 GIS Analyst I MEA0576 35.85 37.82 39.91 42.10 44.41 0178 GIS Analyst II MEA0178 38.83 40.96 43.22 45.60 48.11 0390 Groundsworker MEA0390 20.83 21.97 23.18 24.45 25.79 0190 1 Haz Mat Program Specialist MEA0190 35.49 37.44 1 39.50 41.67 43.97 0337 Helicopter Maintenance Tech MEA0337 28.77 30.36 32.03 33.80 35.66 0113 Human Services Program Supv MEA0113 32.77 34.57 36.48 38.49 40.61 0115 Info Systems Analyst I MEA0115 35.85 37.82 39.91 1 42.10 44.41 0505 1 Info Systems Analyst II MEA0505 38.83 40.96 43.22 45.60 48.11 0117 Info Systems Analyst III MEA0117 41.44 43.72 46.12 48.66 51.34 0118 Info Systems Analyst IV MEA0118 45.55 48.06 50.70 53.48 56.43 0495 Info Systems Technician I MEA0495 22.33 23.56 24.85 26.21 27.65 0494 1 Info Systems Technician II MEA0494 25.14 26.53 27.99 29.54 31.17 0493 Info Systems Technician III MEA0493 28.20 29.76 1 31.40 33.12 34.94 0492 Info Systems Technician IV MEA0492 31.19 32.90 34.71 36.62 38.63 0491 Info Systems Technician Senior MEA0491 33.43 35.27 37.21 39.25 1 41.41 0155 1 Irrigation Crewleader MEA0155 33.43 35.27 37.21 39.25 41.41 0357 Irrigation Specialist MEA0357 25.03 26.40 27.85 29.39 31.01 0359 Landscape Equip Operator MEA0359 25.81 27.23 1 28.72 30.30 31.96 0145 Landscape Maint Crewleader MEA0145 33.43 35.27 37.21 39.25 41.41 0402 1 Landscape Maint Leadworker MEA0402 27.94 29.47 31.09 32.81 34.60 0163 Latent Fingerprint Examiner MEA0163 31.48 33.22 35.05 36.98 39.01 0164 Latent Fingerprint ExamTrainee MEA0164 26.05 27.48 1 29.00 30.59 32.28 0300 Legal Assistant MEA0300 26.31 27.76 29.28 30.89 32.59 0114 Librarian MEA0114 28.50 30.06 31.72 33.46 35.30 0311 Library Clerk MEA0311 17.99 18.99 20.03 21.13 22.30 0305 Library Clerk Specialist(T) MEA0305 17.99 18.99 20.03 21.13 22.30 0432 Library Facilities Coordinator MEA0432 25.67 27.08 28.57 30.14 31.80 0310 Library Processing Clerk MEA0310 19.91 21.00 22.15 23.37 24.65 0451 Library Services Clerk MEA0451 19.91 21.00 22.15 23.37 24.65 0257 Library Specialist MEA0257 23.69 25.00 26.37 27.82 29.36 0302 Literacy Program Specialist MEA0302 28.50 30.06 31.72 33.46 35.30 DU July 1, 2013 through September r' ')^1r- 36 Item 9. - 132 HB -240- MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT A- SALARY SCHEDULE EFFECTIVE OCTOBER 1, 2014 -1scription WN wd� "I t no 0303 Mail Services Clerk MEA0303 17.58 18.54 19.56 20.64 21.77 0392 Maint Service Worker MEA0392 23.69 25.00 26.37 27.82 29.36 0394 Maintenance Worker MEA0394 20.83 21.97 23.18 24.45 25.79 0448 Marine Equipment Mechanic M EA0448 31.04 32.74 34.54 36.44 38.44 0344 Masonry Worker M EA0344 28.20 29.76 31.40 33.12 34.94 0384 Mechanic I MEA0384 24.53 25.87 27.30 28.81 30.39 0348 Mechanic 11 M EA0348 27.25 28.75 30.33 32.00 33.76 1 0347 Mechanic III M EA0347 28.93 30.52 32.20 33.97 35.84 0206 Media Production Coordinator M EA0206 27.11 28.60 30.18 31.84 33.59 0380 Media Services Specialist MEA0380 23.69 25.00 1 26.37 27.82 29.36 0306 Office Assistant I M EA0306 16.88 17.81 18.79 19.83 20.92 0304 Office Assistant 11 M EA0304 20.31 21.43 22.60 23.84 25.15 1 0290 Office Specialist MEA0290 21.43 1 22.60 23.85 25.17 26.55 0341 Painter MEA0341 28.20 29.76 31.40 33.12 34.94 0378 Painter Leadworker MEA0378 30.55 32.23 34.01 35.89 37.86_ 0485 1 Paralegal MEA0485 31.19 32.90 34.71 36.62 38.63 1 0153 Park Maintenance Crewleader MEA0153 34.29 36.17 38.16 40.26 42.47 0177 Parking Meter Repair Tech MEA0177 27.25 28.75 1 30.33 32.00 33.76 0395 Parking Meter Repair Worker MEA0395 25.14 26.53 27.99 29.54 1 31.17 0570 Parking/Camping Assistant MEA0570 20.83 21.97 23.18 24.45 25.79 0459 1 Parking/Camping Crewleader MEA0459 33.43 35.27 37.21 39.25 41.41 1 0401 Parking/Camping Leadworker MEA0401 27.94 29.47 31.09 32.81 34.60 0455 Parking/Traffic Control Coord MEA0455 26.31 27.76 29.28 30.89 32.59 0262 Parking/Traffic Control Officr MEA0262 20.83 21.97 23.18 24.45 25.79 0577 Parking/Traffic Control Supv M EA0577 28.08 29.62 31.25 32.96 34.77 0458 Payroll Specialist M EA0458 36.56 38.57 40.70 42.94 45.30 0447 Payroll Technician MEA0447 24.66 26.01 27.44 28.95 30.54 0295 Permit Technician MEA0295 22.66 23.91 25.22 26.60 28.06 0279 Personnel Assistant MEA0279 23.95 25.26 26.65 28.11 29.65 0154 Pest Contrl Advisor Crewleader MEA0154 33.43 35.27 37.21 39.25 41.41 0367 Pest Control Specialist MEA0367 25.03 26.40 27.85 29.39 31.01 0136 Planning Aide MEA0136 26.31 27.76 29.28 30.89 32.59 0342 Plumber M EA0342 29.65 31.28 33.01 34.83 36.74 MEA MOU July 1, 2013 through September" On1r, HB -241- Item 9. - 133 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT A- SALARY SCHEDULE EFFECTIVE OCTOBER 1, 2014 "Al "m r D ape "po j- 'iw j WON �Ik i� oftiw� "L&;k\ Maw ob IWO "pa 6�icripti6;-- 0197 Police Photo/imaging Specialst MEA0197 29.23 30.84 32.53 34.32 36.20 0307 Police Records Specialist MEA0307 21.43 22.60 23.85 25.17 26.55 0283 Police Records Supervisor MEA0283 25.03 26.40 27.85 29.39 31.01 0282 Police Records Technician MEA0282 19.42 20.49 21.61 22.79 24.04 0308 Police Services Specialist MEA0308 23.69 25.00 26.37 27.82 29.36 0215 Police Systems Coordinator MEA0215 27.65 29.18 1 30.78 32.48 34.27 0399 Printing Services Technician M EA0399 21.99 23.20 24.48 25.82 27.24 0584 Program Coord - Human Srvcs M EA0584 29.23 30.84 32.53 34.32 36.20 0259 Property Officer MEA0259 26.05 27.48 29.00 30.59 32.28 0205 Public Information Specialist M EA0205 31.19 32.90 1 34.71 36.62 38.63 0583 Rideshare Coordinator MEA0583 32.45 34.23 36.12 38.11 40.20 0256 Risk Management Specialist MEA0256 23.69 25.00 26.37 27.82 29.36 0515 SCADA Coordinator MEA0515 33.43 35.27 37.21 39.25 41.41 0346 SCADA Technician MEA0346 29.65 31.28 33.01 34.83 36.74 0110 1 Senior Accountant MEA0110 36.56 38.57 1 40.70 42.94 45.30 0288 Senior Accounting Technician MEA0288 26.71 28.18 29.73 31.36 33.08 0434 Senior Code Enforcement Ofcr MEA0434 34.12 35.99 37.97 40.05 42.26 0171 Senior Construction Inspector MEA0171 36.75 38.77 40.90 43.16 45.53 0120 Senior Criminalist MEA0120 40.02 42.22 1 44.54 46.99 49.57 0135 Senior Deputy City Clerk MEA0135 32.77 34.57 36.48 38.49 40.61 0586 Senior Engineering Technician M EA0586 37.49 39.56 41.74 44.03 46.46 0343 Senior Facilities Maint Tech M EA0343 28.93 30.52 32.20 33.97 35.84 0334 Senior Helicopter Maint Tech MEA0334 39.82 42.01 44.32 46.75 49.33 0188 Senior Inspector Water Constr MEA0188 35.13 37.07 1 39.11 41.26 43.53 0309 Senior Library Services Clerk MEA0309 21.86 23.07 24.34 25.68 27.10 0450 Senior Library Specialist M EA0450 25.93 27.36 28.86 30.45 32.12 0363 Senior Marine Equip Mechanic MEA0363 34.46 36.35 38.35 40.46 42.68 0446 1 Senior Payroll Technician MEA0446 27.11 28.60 30.18 31.84 33.59 0437 Senior Permit Technician MEA0437 28.93 30.52 32.20 33.97 35.84 0168 Senior Printing Services Tech MEA0168 26.45 27.90 29.43 31.05 32.75 0265 Senior Services Assistant MEA0265 15.82 16.69 17.61 18.58 19.61 0481 Senior Services Transp Coord MEA0481 25.29 26.68 28.15 29.69 31.32 0350 Senior Vehicle Body Technician MEA0350 27.25 28.75 30.33 32.00 33.76 DU July 1, 2013 through September" "r"r- 38 Item 9. - 134 -HB -242- MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT A - SALARY SCHEDULE EFFECTIVE OCTOBER 1, 2014 PAS '^' r�.i q'��: ?� ®� =_,. �� - e, $ IR �, WOR \tea v Descripti, on � �� °PayGrade �A► B �k C� �� © s y �'� 0349 Senior Wastewtr Pump Mechanic MEA0349 25.81 27.23 28.72 30.30 31.96 0396 Senior Water Meter Reader MEA0396 24.90 26.27 27.72 29.24 30.85 0436 Senior Workers' Comp Examiner MEA0436 32.29 34.07 35.94 37.92 40.00 0148 Signs& Markings Crewleader MEA0148 34.29 36.17 38.16 40.26 42.47 0338 Signs Leadworker MEA0338 28.50 30.06 31.72 33.46 35.30 0354 Signs/Markings Equip Operator MEA0354 25.81 27.23 1 28.72 30.30 31.96 0266 Social Worker MEA0266 27.80 29.32 30.93 32.64 34.44 0386 Stock Clerk MEA0386 20.83 21.97 23.18 24.45 25.79 0361 1 Street Equip Operator MEA0361 25.81 27.23 28.72 30.30 31.96 0150 Street Maint Crewleader MEA0150 33.43 35.27 37.21 39.25 41.41 0406 Street Maint Leadworker MEA0406 29.37 30.99 32.69 34.49 36.38 0183 Survey Party Chief MEA0183 37.68 39.76 1 41.95 44.26 46.69 0174 Survey Technician I MEA0174 26.31 27.76 29.28 30.89 32.59 0185 Survey Technician II MEA0185 28.50 30.06 31.72 33.46 35.30 0195 1 Telecommunications Specialist MEA0195 37.87 39.96 42.16 44.48 46.92 0203 Television Producer/Director MEA0203 31.19 32.90 34.71 36.62 38.63 0433 Theater/Media Technician MEA0433 23.69 25.00 26.37 27.82 29.36 0388 Tire Service Worker(T) MEA0388 23.81 25.12 26.51 1 27.97 29.50 0181 1 Traffic Engineering Technician MEA0181 34.29 36.17 38.16 40.26 42.47 0389 Traffic Maint Service Worker MEA0389 23.69 25.00 26.37 27.82 29.36 0410 Traffic Markings Leadworker MEA0410 27.94 29.47 31.09 32.81 34.60 0336 Traffic Signal Electrician MEA0336 30.88 32.57 34.36 36.26 38.25 0140 Traffic Signal/Light Crewleadr MEA0140 34.29 36.17 38.16 40.26 42.47 0365 Tree Equipment Operator MEA0365 25.81 27.23 28.72 30.30 31.96 0144 Trees Maintenance Crewleader MEA0144 33.43 35.27 37.21 39.25 41.41 0460 Trees Maintenance Leadworker MEA0460 27.94 29.47 31.09 32.81 34.60 0372 Vehicle Body Repair Crewleader MEA0372 31.33 33.06 34.88 36.80 38.82 0351 Vehicle Body Technician MEA0351 20.91 22.06 23.28 24.56 25.92 0480 Video Engineer MEA0480 26.31 27.76 29.28 30.89 32.59 0137 Video Engineer Supervisor MEA0137 35.67 37.63 39.71 41.89 44.19 0268 Volunteer Services Coordinator MEA0268 25.29 26.68 28.15 29.69 31.32 0385 Warehousekeeper MEA0385 26.31 27.76 29.28 30.89 32.59 0362 Wastewater Equip Operator MEA0362 25.81 27.23 28.72 30.30 31.96 0454 Wastewater Maint Service Workr MEA0454 23.69 25.00 26.37 27.82 29.36 0146 Wastewater Ops Crewleader MEA0146 33.43 35.27 37.21 39.25 41.41 0404 Wastewater Ops Leadworker MEA0404 27.94 29.47 31.09 32.81 34.60 MEA MOU JulLy 1, 2013 through September r' In,r, HB -243- Item 9. - 135 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT A- SALARY SCHEDULE EFFECTIVE OCTOBER 1, 2014 Jeb �� Description rad PayGe As1 B © E a 0387 Wastewater Pump Mechanic MEA0387 25.14 26.53 27.99 29.54 31.17 0582 Water Conservation Coordinator MEA0582 32.45 34.23 36.12 38.11 40.20 0189 Water Construction Inspector MEA0189 31.04 32.74 34.54 36.44 38.44 0151 Water Dist Maint Crewleader MEA0151 33.43 35.27 37.21 39.25 41.41 0379 Water Dist Maint Leadworker MEA0379 30.26 31.92 33.67 35.53 37.48 0147 Water Dist Meters Crewleader MEA0147 33.43 35.27 37.21 39.25 41.41 0377 Water Dist Meters Leadworker MEA0377 27.94 29.47 31.09 32.81 34.60 0364 Water Equip Operator MEA0364 27.94 29.47 31.09 32.81 34.60 0397 Water Meter Reader MEA0397 23.00 24.26 25.59 27.00 28.48 0356 Water Meter Repair Technician MEA0356 25.67 27.08 28.57 30.14 31.80 0152 Water Operations Crewleader MEA0152 33.43 35.27 37.21 39.25 41.41 0371 Water Operations Leadworker MEA0371 31.19 32.90 34.71 36.62 38.63 0156 Water Quality Coordinator MEA0156 33.43 35.27 37.21 39.25 41.41 0191 Water Quality Technician MEA0191 29.37 30.99 32.69 34.49 36.38 0461 Water Service Worker MEA0461 24.41 25.76 27.18 28.67 30.24 0368 Water Systems Technician I MEA0368 24.41 25.76 27.18 28.67 30.24 0369 Water Systems Technician II MEA0369 26.05 27.48 29.00 1 30.59 32.28 0370 Water Systems Technician III MEA0370 28.77 30.36 32.03 33.80 35.66 0449 Water Utility Locator MEA0449 29.37 30.99 32.69 34.49 36.38 0202 Workers Comp Claims Examiner MEA0202 21.43 22.60 23.85 25.17 26.55 DU July 1, 2013 through September ?n 'n' 40 Item 9. - 136 HB -244- MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT B — UNIFORM POLICY UNIFORM POLICY A. General The City shall furnish uniforms to those employees designated by the various Department Heads as required to wear a standard uniform for appearance, uniformity and public recognition purposes, in the procedures and guidelines set forth hereinafter. B. Affected Employees All employees listed in Exhibit B-1 shall wear a standard City adopted uniform. Each Department Head shall determine which employees must wear a uniform. The Uniform Listing by Category/Class shall be indicated in the document attached hereto and by this reference incorporated herein as Exhibit B-1. C. Personal Protective Equipment (PPE) All personal protective equipment as related to employee job duties and responsibilities shall be provided based upon Supervisor designated need. Examples of personal protective equipment include, but may not be limited to the following: hardhats, foul weather gear, steel-toed rubber boots, steel-toed caps, wood heat resistant soles, special hazard gloves, safety glasses, face shields, ear protectors and arm and shin guards. R-1 safety vests shall be furnished to all employees having occasion to work within travel ways. D. Safety Shoes 1. Safety toe shoes or boots as each assignment dictates. a. Two pair per year. b. Damaged shoes shall be turned into operating Supervisor who shall authorize replacement or repair. 2. The maximum amount to be reimbursed for a pair of safety shoes will not exceed two hundred and twenty-five dollars ($225.00) per pair every six months or sooner, if necessary. 3. Shoes or boots shall be purchased through designated standard outlets. E. Employee Responsibilities 1. To wear a clean and complete uniform as required. 2. Uniform appearance shall include: a. Patch to be worn above left shirt or jacket pocket. b. Pants to have no cuffs. c. Worn with pride in appearance to public (i.e., shirt buttoned, shirttail tucked in, etc). 3. To wash and provide minimum repair (i.e., buttons, small tears, etc). 4. To provide any alterations necessary including sewing on of City patches. MEA MOU July 1, 2013 through September ?n Oni r HB -245- Item 9. - 137 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT B — UNIFORM POLICY 5. To not wear the uniform for other than City duties or work. 6. To notify the Supervisor of the need to replace due to disrepair or severe staining producing an undesirable appearance. 7. To turn in all uniform components, including patches upon termination. 8. To turn in all personal protective equipment upon termination. 9. To wear all personal protective equipment prescribed by the City Safety Officer and Supervisor of the division. F. City Responsibilities 1. To furnish funding for the agreed uniform allowances. 2. To report to the California Public Employees Retirement System (CaIPERS) the cost of uniforms provided as set forth in Uniform Listing by Category/Class, Exhibit B-1, for each class as special compensation in accordance with Title 2, California Code of Regulations, Section 571(a)(5). For employees that are not required to wear uniforms on a daily basis or who are not actively employed for an entire payroll calendar year, a prorated cost of uniforms may apply. 3. To provide and maintain one or more retail clothing outlets for the various allotments. City reserves the right to name vendor. 4. To maintain records of purchases. G. Department Head or Designee Responsibilities 1. To ensure employee compliance with the Uniform Policy. 2. To approve replacement of deteriorated uniform component(s) and personal protective equipment as required and to maintain a listing for each eligible employee, by name and class, of all uniform component(s) and personal protective equipment purchased. 3. To confirm receipt of uniforms, patches and personal protective equipment from an employee upon termination. A Termination Checklist Form is to be completed, signed by the employee, and submitted to the Human Resources Office. 4. To report to the Human Resources Director any changes to the Uniform Listing by Category/Class (Exhibit B-1). The City reserves the right to add, delete, change or modify the Uniform Listing as required. DU July 1, 2013 through September rl ')^l r- 42 Item 9. - 138 HB -246- MUNICIPAL EMPLOYEES' ASSOI CATION EXHIBIT B — UNIFORM POLICY Exhibit B-1 Category of Uniform Group 1: 5 Shirts, T-Shirts and Pants, Patches, 1 Jacket PW/CS Field Issue), Group 2: 1 Blue Suit, 2 Pants/ Polo Shirts, 1 Sweater, 1 Pair Shoes Fire Group 3: 2 Blue Shirts, 3 Pants/Skirts, 1 (choice) Jacket/Sweater/Sweatshirt PD Group 4: 2 Polo Shirts, 2 Pants or 2 Shorts, 1 Hat CS Group 5: 5 Polo Shirts, 1 Jacket, 1 Windbreaker(not annually), 1 Hat(Inspection), Shoes PPE/Safety for Inspectors only not CalPERS reportable) Group 6: 2 T-Shirts CS Group 8: 4 Battle Dress Uniform, 4 Polo Shirts, 1 Jacket, 1 Rain suit PD Group 9: 4 Blue Pants, 2 Shorts, 4 Polos or Blue Shirts,1 Jacket, 1 Rain suit PD Group 10: 5 Shirts, 5 Pants, Shoes PPE/Safety not PERS reportable Group 11: 3 Shirts, 3 Pants, Boots PPE/Safety not PERS reportable Grou 12: 5 Polo Shirts, 3 Pants, 1 Sweatshirt or Windbreaker IS Uniform Listing by Category/Class* rRM Department d Job C1as Cate ory otes t e of Unform � Yp. �.��_ y . Comm Svcs 0358 Beach Equip Operator 1 Comm Svcs 0149 Beach Maint Crewleader 1 Comm Svcs 0452 Beach Maint Service Worker 1 Comm Svcs 0252 Community Services Recreation 6 Daily wear not required. Used for Coordinator special events and/or sports leagues. Frequency of use varies - seasonal from weekly to monthly Comm Svcs 0258 Community Services Recreation 6 Daily wear not required. Used for Supervisor special events and/or sports leagues. Frequency of use varies-seasonal from weekly to monthly Comm Svcs 0269 Community Services/Recreation 6 Daily wear not required. Special events Specialist and/or sports leagues use only. Frequency varies from weekly to monthly according to season. Comm Svcs 0448 Marine Equipment Mechanic 1 Comm Svcs 0177 Parking Meter Repair Tech 1 Comm Svcs 0395 Parking Meter Repair Worker 1 Comm Srvc 0570 Parking/Camping Assistant 4 Comm Svcs 0459 Parking/Camping Crewleader 4 Comm Svcs 0401 Parking/Camping Leadworker 4 Comm Svcs 0363 Senior Marine Equip Mechanic 1 Comm Svcs 0265 Senior Services Assistant 6 Bus Driver only Comm Svcs 0400 Custodian 1 Library Police Finance 0398 1 Field Services Representative 1 MEA MOU July 1, 2013 through September?n On,r HB -247- Item 9. - 139 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT B — UNIFORM POLICY ri � ate o .Department Jqb � � '�� .. > �'ypec � � Off UElifOrtT1' Public Works Fire 0232 Emergency Medical Svcs Coord 2 Fire 0198 Emergency Services Coordinator 2 Daily wear not required Fire 0260 Fire Safety Program Specialist 2 Fire 0173 Fire Training Maintenance Tech 11 Fire 0190 Haz Mat Program Specialist 10 Information 0492 Info Systems Technician IV 12 4 of 5 ees issued uniform; 2 in the field Services &2 in radio repair shop Planning & Bldg 0210 Building Inspector 1 5 Planning & Bldg 0211 Building Inspector 11 5 Planning & Bldg 0208 Building Inspector 111 5 Planning & Bldg 0186 Code Enforcement Officer 1 5 Planning & Bldg 0182 Code Enforcement Officer II 5 Planning & Bldg 0511 Code Enforcement Tech 5 Planning & Bldg 0434 Senior Code Enforcement Officer 5 Police 0263 Community Relations Specialist 3 Daily wear not required Police 0471 Community Services Officer 9 Police 0255 Crime Scene Investigator 8 Police 0337 Helicopter Maintenance Tech 1 Police 0455 Parking/Traffic Control Coordinator 9 Police 0262 Parking/Traffic Control Officer 9 Police 0577 Parking/Traffic Control Supv 9 Police 0307 Police Records Specialist 3 In Records Division only Police 0283 Police Records Supervisor 3 Police 0282 Police Records Technician 3 Police 0308 Police Services Specialist 3 In Records Division only Police 0215 Police Systems Coordinator 3 Police 0259 Property Officer 9 Police 0334 Senior Helicopter Maint Tech 1 Public Works 0340 Carpenter 1 Public Works 0172 Construction Inspector 1 5 Public Works 0463 Construction Inspector II 5 Public Works 0192 Cross Connection Control Spec 5 Public Works 0375 Electrical Leadworker 1 Public Works 0339 Electrician 1 Public Works 0445 Environmental Specialist 5 Public Works 0382 Equip Services Crewleader 1 Public Works 0142 Equip/Auto Maint Crewleader 1 Public Works 0472 Equip/Auto Maint Leadworker 1 Public Works 0383 Equipment Support Assistant 1 Public Works 0407 Facilities Maint Leadworker 1 Public Works 0391 Facilities Maintenance Tech 1 Public Works 0390 Groundsworker 1 Public Works 0155 Irrigation Crewleader 1 Public Works 0357 Irrigation Specialist 1 Public Works 0359 Landscape Equip Operator 1 - -- - - -DU July 1, 2013 through September ?n In'r- 44 Item 9. - 140 uB -248- MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT B — UNIFORM POLICY Category Y` R, Department 2y,1ob , . Class.ram �, �Notes ... . of tln�form � ..... Public Works 0145 Landscape Maint Crewleader 1 Public Works 0402 Landscape Maint Leadworker 1 Public Works 0392 Maintenance Service Worker 1 Public Works 0394 Maintenance Worker 1 Public Works 0344 Masonry Worker 1 Public Works 0384 Mechanic 1 1 Public Works 0348 Mechanic 11 1 Public Works 0347 Mechanic III 1 Public Works 0341 Painter 1 Public Works 0378 Painter Leadworker 1 Public Works 0153 Park Maintenance Crewleader 1 Public Works 0154 Pest Control Advisor Crewleader 1 Public Works 0367 Pest Control Specialist 1 Public Works 0342 Plumber 1 Public Works 0515 SCADA Coordinator 5 Public Works 0346 SCADA Technician 1 Public Works 0171 Senior Construction Inspector 5 Public Works 0343 Senior Facilities Maint Tech 1 Senior Inspector Water Public Works 0188 Construction 5 Public Works 0350 Senior Vehicle Body Technician 1 Senior Wastewater Pump Public Works 0349 Mechanic 1 Public Works 0396 Senior Water Meter Reader 1 Public Works 0338 Signs Leadworker 1 Public Works 0148 Signs/Markings Crewleader 1 Public Works 0354 Signs/Markings Equip Operator 1 Public Works 0361 Street Equip Operator 1 Public Works 0150 Street Maint Crewleader 1 Public Works 0406 Street Maint Leadworker 1 Public Works 0183 Survey Party Chief 5 Public Works 0174 Survey Technician 5 Public Works 0185 Survey Technician II 5 Public Works 0388 Tire Service Worker T 1 Public Works 0389 Traffic Maint Service Worker 1 Public Works 0410 Traffic Markings Leadworker 1 Public Works 0336 Traffic Signals Electrician 1 Public Works 0140 Traffic Signal/Light Crewleader 1 Public Works 0365 1 Tree Equipment Operator 1 Public Works 0460 Trees Maint Leadworker 1 Public Works 0144 Trees Maintenance Crewleader 1 Public Works 0372 Vehicle Body Repair Crewleader 1 Public Works 0351 Vehicle Body Technician 1 Public Works 0385 1 Warehousekee er 1 Public Works 0362 Wastewater Equipment Operator 1 Public Works 0454 Wastewater Maint Service Worker 1 Public Works 0146 Wastewater O s Crewleader 5 MEA MOU July 1, 2013 through September r) ')n,r - HB -249- Item 9. - 141 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT B — UNIFORM POLICY z � ory Job w Cate9 ��tz ©epartment .^ Class; " Notes f ., � . Types, of Uniform ..,. .. �„ Public Works 0404 Wastewater O s Leadworker 1 Public Works 0387 Wastewater Pump Mechanic 1 Public Works 0189 Water Construction Inspector 5 Public Works 0151 Water Dist Maint Crewleader 1 Public Works 0379 Water Dist Maint Leadworker 1 Public Works 0147 Water Dist Meters Crewleader 5 Public Works 0377 Water Dist Meters Leadworker 1 Public Works 0364 Water Equipment Operator 1 Public Works 0397 Water Meter Reader 1 Public Works 0356 Water Meter Repair Technician 1 Public Works 0152 Water Operations Crewleader 1 Public Works 0371 Water Operations Leadworker 1 Public Works 0461 Water Service Worker 1 Public Works 0368 Water Systems Technician 1 1 Public Works 0369 Water Systems Technician I 1 Public Works 0370 Water Systems Technician 111 1 Public Works 0449 Water Utility Locator 1 *Note: unless otherwise indicated, uniforms are required for daily wear. - �-� - -DU July 1, 2013 through September?n ''n1 46 Item 9. - 142 xB -250- MUNICIPAL EMPLOYEES' ASSOI CATION EXHIBIT C —VEHICLE USE POLICY VEHICLE USE POLICY Section 1 - Purpose The purpose of these regulations is to establish and implement City policies and procedures relative to the assignment, utilization and control of City-owned vehicles as transportation for employees who engage in official City business, to establish reimbursement procedures for privately-owned vehicles used for City business, and to clarify the City's responsibility for damage and/or liability for private vehicles used on official City business. Section 2 - Scope These regulations cover the use of City and private vehicles for conducting official City business and shall be applicable to all City departments and employees. Section 3 - Policy When necessary during the course of an employee's official duties, transportation or reimbursement therefore shall be provided by the City. In the event no City vehicle is available, the employee may use the personal vehicle with their approval of the Department Head. Employees authorized to drive either their own or a City-owned vehicle on official business must possess a valid California Driver License for the class of vehicle they will be operating. The transportation method authorized will be determined in terms of the best interests of the City. The general program set forth in this regulation will be implemented by the City Manager Office upon approval of the City Council and administered by the Department Heads in accordance with the policies herein established. It is the responsibility of each Department Head to enforce the provisions of this regulation as it relates to employees of his/her department. City-owned vehicles shall only be used for official City business. City-owned vehicles shall not be driven to and kept at the employee's home or any location other than the regular work location or Corporation Yard, except as provided by this regulation. Section 4—Vehicle Use Criteria I. Assigned Vehicles: A. Assigned City vehicles may be taken home by employees whose residence is within ten (10) miles of City Hall for the uses as described below: 1. Executive use includes the City Manager, Deputy City Manager and Department Heads. 2. Emergency Response Units: a. Employees who are required to respond more than once per week on an average without delay in order to protect the public health, safety and property. b. Employees who are required to carry special emergency equipment in their vehicles, which must be utilized on a regular and frequent basis. (A radio in and of itself does not constitute special emergency equipment.) 3. Continuous use outside of regular working hours -- Employees who are called back on an unscheduled basis to perform official city business outside of regular working hours more than once per week on an average and who meet one of the following criteria: MEA MOU July 1, 2013 through September?n In,r - HB -251- Item 9. - 143 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT C —VEHICLE USE POLICY a. Mileage driven on official City business exceeds an average of five hundred (500) miles per month, or b. Who regularly and frequently supervises subordinates or conducts inspections in the field, or c. Whose duties require the employee to be away from his/her base workstation greater than fifty percent (50%) of his/her working time, on an average. B. City vehicles, which shall not be taken home, may be assigned based on meeting one of the following criteria: 1. Monthly mileage driven exceeds an average of five hundred (500) miles per month and the vehicle is used for the purpose of supervision or inspection in the field, or 2. Duties require the employee to be away from his/her workstation, greater than fifty percent (50%) of his/her working time, on an average. II. Reimbursement of Use of Personal Vehicle: A. Executive Use —The City Manager, Deputy City Manager and Department Heads may, at their option, receive the automobile allowance as established by Resolution. . B. Mileage Reimbursement -- Employees, upon authorization of their Department Head, may use their own vehicles on official City business and shall be reimbursed at current Internal Revenue Service (IRS) regulations while driving on official City business. 1. Employees shall submit monthly claims for reimbursement to their Department Head 2. Employees shall not be reimbursed for commuting to and from work, except that employees who are required to attend scheduled meetings outside of normal working hours may be reimbursed for mileage required. 3. Section 5— Insurance Requirements All privately-owned vehicles authorized to be used on official City business shall be insured by the individual employee in the minimum amount of fifty thousand dollars ($50,000.00) public liability for any one person and one hundred thousand dollars ($100,000.00) public liability for all persons, any one accident. They must also be insured for twenty thousand dollars ($25,000.00) property damage and fifteen thousand dollars ($15,000.00) for any one uninsured motorist and thirty thousand dollars ($30,000.00) for all uninsured motorists any one accident. Employee private vehicle information shall be reviewed and updated annually by the respective departments. The record maintained should contain the following current information. • Name of Employee • Operator's License • Insurance Company • Driver's License Expiration Date • Insurance Policy Number • Insurance Expiration Date • Amount of Coverage — ' -DU July 1, 2013 through September rl In,r- 48 Item 9. - 144 xB -252- MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT C —VEHICLE USE POLICY It shall be the Department Head's responsibility to insure that no privately owned vehicle is operated on City business without insurance coverage and a valid operator's license as required by this regulation. Clarification on City Liability on Use of Private Vehicle: In the event of damage to private vehicles, while on City business where a third party is negligent, the employee should collect damages (including insurance deductibles) from the third party. Where the employee is negligent, the City cannot be held liable for damages to the automobile, but the City can be held responsible for liability to third parties. The City shall be responsible to such employee for the first one hundred dollars ($100.00) of comprehensive and/or collision damages suffered by such employee to the extent that such employee's personal automobile insurance policy does not cover such first one hundred dollars ($100.00) damage. The employee's insurance policy is considered as the primary coverage, and the City liability begins after the limitations of the employee's coverage is exhausted. In the event a City employee's personal vehicle is damaged due to accident/collision while being used for official City business and the employee is deprived the use thereof, the City shall furnish such employee with a vehicle during such time as is reasonably required to repair said employee's vehicle. MEA MOU July 1, 2013 through September?n In,r •� HB _25;_ Item 9. - 145 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT D — RETIREE MEDICAL SUBSIDY PLAN PROVISIONS OF THE RETIREE MEDICAL SUBSIDY PLAN Employees hired on or after October 1, 2014 shall not be eligible for this benefit. An employee who has retired from the City shall be entitled to participate in the City sponsored medical insurance plans and the City shall contribute toward monthly premiums for coverage in an amount as specified in accordance with this Plan, provided: A. On the date of retirement the employee has a minimum of ten (10) years of continuous full time City service or is granted an industrial disability retirement; and B. At the time of retirement, the employee is employed by the City; and C. Following official separation from the City, the employee is granted a retirement allowance by the California Public Employees' Retirement System. The City's obligation to pay the monthly premium as indicated shall be modified downward or cease during the lifetime of the retiree upon the occurrence of any one of the following: 1. On the first of the month in which a retiree or dependent reaches age sixty five (65) or on the date the retiree or dependent can first apply and become eligible, automatically or voluntarily, for medical coverage under Medicare (whether or not such application is made) the City's obligation to pay monthly premiums may be adjusted downward or eliminated. Benefit coverage at age sixty five (65) under the City's medical plans shall be governed by applicable plan document. 2. In the event the federal government or state government mandates an employer- funded health plan or program for retirees, or mandates that the City make contributions toward a health plan (either private or public) for retirees, the City's contribution rate as set forth in this plan shall first be applied to the mandatory plan. If there is any excess, that excess may be applied toward the City medical plan as supplemental coverage provided the retired employee pays the balance necessary for such coverage, if any. 3. In the event of the death of any employee, whether retired or not, the amount of the retiree medical insurance subsidy benefit which the deceased employee was receiving at the time of his/her death, or would be eligible to receive if he/she were retired at the time of death, shall be paid on behalf of the spouse or family for a period not to exceed twelve (12) months. SCHEDULE OF BENEFITS D. Minimum Eligibility for Benefits - With the exception of an industrial disability retirement, eligibility for benefits begin after an employee has completed ten (10) years of continuous service with the City of Huntington Beach. Said service must be continuous for ten (10) years unless prior service is reinstated at the time of his/her rehire in accordance with the City's Personnel Rules. MEA MOU July 1, 2013 through September 30, 2015 50 Item 9. - 146 HB -254- MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT D — RETIREE MEDICAL SUBSIDY PLAN E. Disability Retirees - Industrial disability retirees with less than ten (10) continuous years of service shall receive a maximum monthly payment toward the premium for health insurance of one hundred twenty one dollars ($121.00). Payments shall be in accordance with the stipulations and conditions that exist for all retirees. Payment shall not exceed the dollar amount that is equal to the full cost of premium for employee only. F. Marital Status — Married unit retirees eligible for benefits under the Retiree Medical Subsidy Plan may each receive the benefit earned pursuant to Section G — Maximum Monthly Subsidy Payments, whether enrolled individually as the plan enrollee or whether enrolled as a dependent on any City-sponsored medical plan. a. In the case where a retired unit member is married to a City employee (active or retired) outside of this bargaining unit, this provision shall remain applicable. b. This provision shall apply to State of California registered domestic partners the same as married spouses. c. Upon City Council approval of this agreement, this provision shall become effective the first day of the month following MEA open enrollment for Medical plans. G. Maximum Monthly Subsidy Payments - All retirees, including those retired as a result of disability whose number of continuous years of service on the date of retirement exceeds ten (10), shall be entitled to a maximum monthly payment of premiums by the City for each year of completed City service as follows: Maximum Monthly Payment For Retirements After: Years of Service Subsidy 10 $ 121 11 136 12 151 13 166 14 181 15 196 16 211 17 226 18 241 19 256 20 271 21 286 22 300 23 315 24 330 25 344 MEA MOU July 1, 2013 through September 30, 2015 51 HB -255- Item 9. - 147 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT D — RETIREE MEDICAL SUBSIDY PLAN Note: The above payment amounts may be reduced each month as dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full premium for the employee and the remaining dependents. In the event no reduction occurs and the remaining benefit premium is not sufficient to pay the premium amount for the employee and the eligible dependents, said needed excess premium amount shall be paid by the employee. H. Medicare: 1. All persons are eligible for Medicare coverage at age sixty-five (65). Those with sufficient credit quarters of Social Security will receive Part A of Medicare at no cost. Those without sufficient credited quarters are still eligible for Medicare at age sixty five (65), but will have to pay for Part A of Medicare if the individual elects to take Medicare. In all cases, Part B of Medicare is paid for by the participant. 2. When a retiree and his/her spouse are both sixty-five (65) or over, and neither is eligible for paid Part A of Medicare, the subsidy shall pay for Part A for each of them or the maximum subsidy, whichever is less. 3. When a retiree at age sixty-five (65) is eligible for paid Part A of Medicare and his/her spouse is not eligible for paid Part A, the spouse shall not receive subsidy. When a retiree at age sixty-five (65) is not eligible for paid Part A of Medicare and his/her spouse who is also age sixty-five (65) is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A only. I. Cancellation: 1. For retirees/dependents eligible for paid Part A of Medicare, the following cancellation provisions apply: a. Coverage for a retiree under the Retiree Medical Subsidy Plan will be eliminated on the first day of the month in which the retiree reaches age sixty-five (65). If such retiree was covering dependents under the Plan, dependents will be eligible for COBRA continuation benefits effective as of the retiree's sixty-fifth (65th) birthday. b. Dependent coverage will be eliminated upon whichever of the following occasions comes first: 1) After thirty six (36) months of COBRA continuation coverage, or 2) When the covered dependent reaches age sixty-five (65) and in the event such dependent reaches age sixty-five (65) prior to the retiree reaching age sixty-five (65). MEA MOU July 1, 2013 through September 30, 2015 52 Item 9. - 148 HB -256- MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT D — RETIREE MEDICAL SUBSIDY 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 Medical Subsidy Plan will be eliminated. 2. Retiree Medical Subsidy Plan and COBRA participants shall be notified of non-payment of premium by means of a certified letter from Human Resources in accordance with the provisions of this Memorandum of Understanding. 3. A retiree who fails to pay premiums due for coverage and is in arrears for sixty (60) days shall be terminated from the Plan and shall not have reinstatement rights. MEA MOU July 1, 2013 through September 30, 2015 53 HB -257- Item 9. - 149 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT E 9/80 WORK SCHEDULE 9/80 WORK SCHEDULE This work schedule is known as the "9/80." The 9/80 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 9/80 Work Schedule Defined The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two (2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours, with a scheduled unpaid lunch break during each work shift, totaling forty (40) hours in each FLSA workweek. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Manager or designee. A. The FLSA workweek for each employee on a 9/80 schedule shall begin and end four (4) hours into that employee's regularly scheduled shift on the day of the week that the employee alternatively works an eight (8) hour shift and takes off. For example, employees on a 9/80 schedule who are assigned to the Civic Center shall have an FLSA workweek that starts and ends four (4) hours into the employee's regularly scheduled shift each Friday, as these employees may only have 9/80 schedules that provide for alternating Fridays off with working eight (8) hour days on Fridays. Employees may only take their lunch break on their eight (8) hour day after first having worked four (4) hours in that shift, unless the employee receives prior approval of their Supervisor, as overtime may occur in such situations. B. Two (2) Week Pay Period — The pay period for employees starts Friday mid-shift (P.M.) and continues for fourteen (14) days until Friday mid-shift (A.M.). During this period, each week is made up of four (4) nine (9) hour workdays totaling (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours equal forty (40) work hours in each workweek (e.g. the Friday is split into four (4) hours for the A.M. shift, which is charged to workweek one and four (4) hours for the P.M. shift, which is charged to workweek two). C. A/B Schedules — To continue to provide service to the public every Friday, employees on a 9/80 schedule assigned to the Civic Center, are to be divided between two schedules, known as the "A" schedule and the "B" schedule, based upon the departmental needs. For identification purposes, the "A" schedule shall be known as the schedule with a day off on the Friday in the middle of the pay period, or, "off on payday", the "B" schedule shall have the first Friday (P.M.) and the last Friday (A.M.) off, or "working on payday." An example is listed below: MW1,1111,A Z 4 \\\\h PM F F Ty VF h F Schedule 4 4 - 9 9 9 9 - - - 9 9 9 9 4 4 B Schedule - - - - 9 9 9 9 4 4 - —4-9 9 9 9 - MEA MOU July 1, 2013 through September 30, 2015 54 Item 9. - 150 xB -258- MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT E 9/80 WORK SCHEDULE D. Schedule Changes — FLSA non-exempt employees cannot change their—assigned schedules, without prior approval of their Supervisor, Department Head, and the Human Resources Director or designee. The purpose of this authorization is to review the impact on overtime. FLSA exempt employees may change their schedules at the beginning of any pay period with Supervisor and Department Head approval. E. Emergencies — All employees on the 9/80 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in the opinion of the City Manager, Department Head or designee may require such service from any of said employees. Overtime Defined FLSA Non-Exempt Employees —All non-exempt employees under the 9/80 work schedule shall earn overtime for all hours worked after the first forty (40) hours in their designated FLSA workweek as required under FLSA. Employees are required to obtain Supervisor authorization prior to working any overtime. 1. Overtime Compensation —As stated in Article IX.B. 2. Compensatory Time —As stated in Article IX.B. Leave Benefits When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9) hours of eligible leave per workday shall be charged against the employee's leave balance or eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the current accrual, eligibility, request and approval requirements. 1. General Leave—As stated in Article XII.A.1. 2. Sick Leave —As stated in Article XI I.A.3. 3. Bereavement Leave—As stated in Article XI I.A.4. 4. Holidays a. If a holiday falls on an FLSA non-exempt employee's flex day off, the employee must then take the work shift before or after the holiday off with their Supervisor and Department Head approval. If the employee cannot take the work shift before or after the holiday off, the employee will be credited General Leave with the number of hours of the employee's regularly scheduled work shift. b. If a holiday falls on an FLSA exempt employee's flex day off, the employee must then take the work shift before or after the holiday off with Supervisor and Department Head approval. FLSA exempt employees shall not be granted any Administrative/General Leave or any added compensation for not taking a work shift off on a scheduled holiday. 5. Jury Duty - The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt employee is called to serve on jury duty during a the employee's flex day off, Saturday or Sunday or on a City holiday, then the jury duty shall be considered the same as having occurred during the employee's day off from work; therefore, the employee will receive no added compensation. MEA MOU July 1, 2013 through September 30, 2015 55 xB -259- Item 9. - 151 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT F 4/10 WORK SCHEDULE 4/10 WORK SCHEDULE This work schedule is known as the "4/10" work schedule. The 4/10 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 4/10 Work Schedule Defined The 4/10 work schedule shall be defined as working four (4) days for forty (40) hours in an FLSA workweek by working four (4) days at ten (10) hours per day, plus a minimum of thirty (30) minutes unpaid lunch during each work shift. The FLSA workweek shall be defined as Saturday 12:00:00 A.M. to Friday 11:59:59 P.M. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City 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. Overtime Defined FLSA Non-Exempt Employees —All non-exempt employees under the 4/10 work schedule shall earn overtime for all hours worked after the first forty (40) hours in an FLSA workweek as required under FLSA. Employees are required to obtain Supervisor authorization prior to working any overtime. 1. Overtime Compensation —As stated in Article IX.B. 2. Compensatory Time —As stated in -Article IX.B. Leave Benefits When an employee is off on a scheduled workday under the 4/10 work schedule, then ten (10) hours of eligible leave per workday shall be charged against the employee's leave balance. All leaves shall continue under the current accrual, eligibility, request and approval requirements. 1. General Leave—As stated in -Article XI I.A.1. 2. Sick Leave—As stated in Article XII.A.3. 3. Bereavement Leave —As stated in -Article XI I.A.4. 4. Holidays a. If a holiday falls on an FLSA non-exempt employee's Friday off, the employee must then take the work shift before or after the holiday off with Supervisor and Department Head approval. If the employee cannot take the work shift before or after the holiday off, the employee will be credited with General Leave the number of hours of the employee's regularly scheduled work shift. MEA MOU July 1, 2013 through September 30, 2015 56 Item 9. - 152 uB -260- MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT F 4/10 WORK SCHEDULE b. If a holiday falls on an FLSA exempt employee's Friday off, the employee must then take the work shift before or after the holiday off with Supervisor and Department Head approval. FLSA exempt employees shall not be granted any Administrative/General Leave or any added compensation for not taking a work shift off on a scheduled holiday. 5. Jury Duty - The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt employee is called to serve on jury duty during a normal Friday off, Saturday or Sunday or on a City holiday, then the jury duty shall be considered the same as having occurred during the employee's day off from work; therefore, the employee will receive no added compensation. MEA MOU July 1, 2013 through September 30, 2015 57 HB -261- Item 9. - 153 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT G —AGENCY SHOP AGREEMENT AGENCY SHOP AGREEMENT Legislative Authority The City of Huntington Beach (City) and the Huntington Beach Municipal Employees Association (Association) mutually understand and agree that in accordance with State of California law, per adoption of SB 739 (specifically, Government Code Section 3502.5), the Association will be covered by an Agency Shop. As a result of this Agency Shop Agreement between the City and the Association, and as a condition of continued employment, this Agency Shop Agreement hereby requires that all bargaining unit employees represented by the Association: 1. Elect to join the Association and pay Association Dues; 2. Pay an Agency Fee for representation; 3. Or with a Religious exemption, pay a fee equal to the Agency Fee to be donated to selected charities. The following Agency Shop Agreement will be implemented in conformity with California Government Code Section 3502.5 and applicable law and will be incorporated into any successor Memorandum of Understanding entered into between City and Association, unless rescinded pursuant to the terms of this Agreement. Association Dues/Agency Fee Collection Effective July 31, 2004, the City shall deduct Association Dues, Agency Fee and Religious Exemption Fees from all employees who have signed a written authorization, and a copy of that authorization has been provided to the Human Resources Director at least three weeks before that date. The authorization shall indicate whether Association Dues, Agency Fee or Religious Exemption Fees shall be deducted and shall be jointly developed by the City and the Association. Employees who do not sign the written authorization, or whose written authorization is not provided to the Human Resources Director at least three weeks before the beginning of the pay period when deductions under this Agency Shop Agreement are to begin, shall be subject to the Agency Fee deduction. Employees on leave without pay or employees who earn a salary less than the Association deduction shall not have Association Dues, Agency Fee, or Religious Exemption Fees deducted for that pay period. The Agency Fee is a fee equal to direct representation costs as determined by the Association's certified financial report. The Association shall notify the Human Resources Director of the amount of the Association Dues and the Agency Fee to be deducted from the unit members' paychecks three weeks prior to the date of the first deduction and then once per year thereafter by September 1st, for implementation in the first full pay period beginning in October of each year. New Hire Notification Effective July 31, 2004, all new hires in the bargaining unit shall be informed by the Human Resources Director or designee, at the time of hire, that an Agency Shop Agreement is in effect for their classification, by providing a copy of this Agreement, the Memorandum of Understanding and a form, mutually developed between the City and the Association that outlines the employee's choices under the Agency Shop Agreement. The employee shall be provided thirty (30) calendar days from the date of hire to elect their choice and provide a signed copy of that choice to the Human Resources Director. Deductions under this Agency Shop MEA MOU July 1, 2013 through September 30, 2015 58 Item 9. - 154 HB -262- MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT G — AGENCY SHOP AGREEMENT Agreement for new hires will start with the first full payroll period beginning thirty (30) days after the new hire submits his/her selection to the Human Resources Director. The Association may request to meet with new hires at a time and place mutually agreed upon between the City and the Association. Failure To Pay Dues/Fees All unit employees who choose not to become members of the Association or resign from Association membership shall be required to pay to the Association a representation service fee (the Agency Fee referenced in this Agency Shop Agreement) that represents such employee's proportionate share of the Association's cost of legally authorized representation services on behalf of unit employees in their relations with the City. Such Agency Fee shall in no event exceed the regular, periodic membership dues paid by unit employees who are members of the Association. Unit employees who change their status (from Association member to Agency Fee payer or to Religious exemption, or vice-versa) after the effective date of this Agency Shop Agreement shall be subject to the terms of the changed status with the first full pay period beginning thirty (30) days or more after the employee informs the Human Resources Director of the change in writing on a form to be jointly developed by the City and the Association. Religious Exemption Any employee who is a member of a religious body whose traditional tenets or teachings include objections to joining or financially supporting employee organizations shall not be required to pay an Agency Fee, but shall pay by means of mandatory payroll deduction an amount equal to the Agency Fee to a non-religious, non-labor charitable organization exempt from taxation under Section 501(c)(3) of the Internal Revenue Code. Those fees shall be remitted by the Association to any of the non-labor, non-religious charitable organizations offered by the Association for this purpose, at the choice of the employee. To qualify for the Religious exemption the employee must provide to the Association a written statement of objection, along with verifiable evidence of membership in a religious body as described above. The City will implement the change in status, with the first full pay period beginning thirty (30) days or more after the employee submits the appropriate form to the City to change his/her status, unless notified by the Association in writing that the requested exemption is not valid. The City shall not be made a party to any dispute arising relative to the determination of Religious exemptions. Records The Association shall keep an adequate itemized record of its financial transactions and shall make a written financial report thereof, in the form of a balance sheet certified as to accuracy by its president and treasurer or corresponding principal officer, or by a certified public accountant, available annually, to the City, to Agency Fee payers and to unit members who elect the Religious exemption relating to this Agency Shop Agreement, within 60 days following the end of its fiscal year. All forms submitted by an employee to the City, or by the Association on behalf of an employee, shall be retained by the City in the employee's personnel file. The Human Resources Director or designee shall provide the Association a list of all unit members with dues paying status with each Association Dues check remitted to the Association. This list and the Association Dues shall be submitted by the City to the Association within three weeks of each pay period. MEA MOU July 1, 2013 through September 30, 2015 59 HB -263- Item 9. - 155 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT G —AGENCY SHOP AGREEMENT Rescission Of Agreement The Agency Shop Agreement may be rescinded at any time during the period of time that the Association remains the exclusive bargaining agent for the unit employees by a majority vote of all the employees in the bargaining unit. A request for such vote must be supported by a petition containing the signatures of at least thirty percent (30%) of the employees in the unit. The election shall be by secret ballot and conducted by California State Mediation and Conciliation and in accordance with state law. INDEMNIFICATION The Association shall indemnify, defend and hold the City harmless from and against all claims and liabilities as a result of implementing and maintaining this Agency Shop Agreement. The City and the Association recognize the right of the employees to form, join and participate in lawful activities of employee organizations and the equal alternative right of employees to refuse to join or participate in employee organization activities. During the life of this Agreement all unit members who choose to become members of the Association shall be required to maintain their membership in the Association in good standing, subject however, to the right to resign from membership no sooner than April 15 or later than May 15, of any year this Agreement remains in effect. Any unit member may exercise the right to resign by submitting a written notice to the Association and to the City during the resignation period on the Deduction Authorization/Change in Status form. The change in deductions from the employee's payroll will be effective with the first full pay period beginning thirty (30) days or more after the Human Resources Director receives the employee's written notice. The City and the Association agree that neither shall discriminate nor retaliate against any employee for the employee's participation or non-participation in any Association activity. Payroll Deduction Effective July 31, 2004, the City will deduct from each paycheck of unit employees, and remit to the Association, the normal and regular Association Dues and Agency Fees, in the timelines described as voluntarily authorized in writing by the employee, subject to the following conditions: (1) Such deductions shall be made only upon submission of a Deduction Authorization/Change in Status form to the Human Resources Director. Said form shall be duly completed and signed by the employee. If no form is completed by the employee, the employee shall be subject to the Agency Fee. (2) The City shall not be obligated to put into effect any new, changed or discontinued deduction until the first full pay period commencing thirty (30) days or longer after such submission. Every effort will be made by the City to remit dues to the Association within three (3) weeks of receipt. The Association agrees to indemnify and hold the City harmless against any and all suits, claims, demands and liabilities that may arise out of, or by reason of, any action that shall be taken by the City for the purpose of complying with this Section. MEA MOU July 1, 2013 through September 30, 2015 60 Item 9. - 156 HB -264- MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT H — 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) ork Phone a artment �Job Title: lEmployee ID# ?Requester Signature: Date: Department Director Signature of Support: Date: I Human Res'©urces Department Use ©nly ,4 ` �V, g �� v End donation date will bn a to�F End'do'nafron date ❑ Long Ter rn Disability. Medical Retrremehtubegtnning n.. ❑' Length of FMLA leave ending u sm ❑ �. Return t k N. Human Resources Iirector Signature�� ©ate sx�ned s a F Asa k R u w Ma.. MEA MOU July 1, 2013 through September 30, 2015 61 HB -265- Item 9. - 157 MUNICIPAL EMPLOYEES' ASSOICATION EXHIBIT H — CATASTROPHIC LEAVE DONATION PROGRAM Voluntary Catastrophic Leave Donation Program Leave Donation Form Donor, please complete ............................... ,,Donor Name: (Please Print or Type: Last, First, MI) ........ ... ......... 11�IVork Phone: Donor Job Title: i Type of Accrued Leave: Number of Hou=acat�ion �� ❑ Vacation Hours of❑ Compensatory Time _ Hours of Exempt Compensatory Time ❑ General Leave Hours of General Leave I understand that this voluntary donation of leave credits, once processed, is irrevocable; but if not needed, the donation will be returned to me. I also understand that this donation will remain confidential. I wish to donate my accrued Vacation, 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. MEA MOU July 1, 2013 through September 30, 2015 62 Item 9. - 158 xB -266- Res. No. 2014-34 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 July 7, 2014 by the following vote: AYES: Katapodis, Hardy, Shaw, Boardman, Sullivan,Carchio NOES: Harper ABSENT: None ABSTAIN: None City (Ark and ex-officio erk of the City Council of the City of Huntington Beach, California