HomeMy WebLinkAboutCity Council - 2016-30 RESOLUTION NO. 2016-30
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
APPROVING AND IMPLEMENTING TILE MEMORANDUM OF UNDERSTANDING
BETWEEN THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES'
ORGANIZATION (MEO) AND THE CITY FOR THE TERM OF
NOVEMBER 1, 201.5 THROUGH OCTOBER 31, 2017
WHEREAS, The Memorandum of Understanding between the City of Huntington Beach
and the Huntington Beach Management Employees' Organization (MEO), a copy of which is
attached hereto as Exhibit "A" and by reference made a part hereof, is hereby approved and
ordered implemented in accordance with the terms and conditions thereof; and the City Manager
is authorized to execute this Agreement.
NOW, THEREFORE, the City Council of the City of Huntington Beach does hereby
resolve as follows:
The Memorandum of Understanding between the City of Huntington Beach and the
Huntington Beach Management Employees' Organization (MEO) is approved and shall be
effective for the term of November 1, 2015 through October 31, 2017.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 16thday of May , 2016.
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REVIEWAPPROVED: APPROVED AS FORM:
City n r rty orney
IT A ROV ►D:
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136073.doc
MEMORANDUM OF UNDERSTANDING
BETWEEN
HUNTINGTON BEACH
MANAGEMENT EMPLOYEES' ORGANIZATION
AND
CITY OF HUNTINGTON BEACH
,
November 1 , 2015 — October 31 , 2017
MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
PREAMBLE .................................................................................................................................1
ARTICLE I -TERM OF MOU .......................................................................................................1
ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS...............................................1
ARTICLE III - MANAGEMENT RIGHTS......................................................................................2
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT......................................................2
ARTICLE V - SEVERABILITY.....................................................................................................2
ARTICLE VI -SALARY SCHEDULE...........................................................................................2
A. SALARY SCHEDULE.............................................................................................................................2
1. Wage Increases ..................................................................................................................................................3
ARTICLE VII - SPECIAL PAY .....................................................................................................3
A. EDUCATIONAL TUITION .......................................................................................................................3
B. BILINGUAL PAY...................................................................................................................................3
ARTICLE VIII - UNIFORMS .........................................................................................................4
A. GENERAL POLICY...............................................................................................................................4
B. AFFECTED PERSONNEL.......................................................................................................................4
C. PERSONAL PROTECTIVE EQUIPMENT...................................................................................................4
D. EMPLOYEE RESPONSIBILITIES.............................................................................................................4
E. CITY RESPONSIBILITIES.......................................................................................................................5
F. DEPARTMENT HEAD OR DESIGNEE RESPONSIBILITIES..........................................................................5
ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE...................................................6
A. OVERTIME .........................................................................................................................................6
B. ADMINISTRATIVE LEAVE......................................................................................................................6
C. FLEX SCHEDULE AND HOURS OF WORK...............................................................................................6
1. 5/40 Work Schedule............................................................................................................................................6
2. 9/80 Work Schedule............................................................................................................................................7
3. 4/10 Work Schedule............................................................................................................................................7
ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS..................................................7
A. HEALTH .............................................................................................................................................7
B. ELIGIBILITY CRITERIA AND COST..........................................................................................................7
1. City and Employee Paid Medical Insurance— Employee and Dependents.....................................................7
2. Health and Other Insurance Premiums............................................................................................................8
a. Health Premiums and Contributions...........................................................................................................8
3. Future Premiums and City Contributions........................................................................................................9
4. Medical Cash-Out..........................................................................................................................................10
5. Section 125 Plan............................................................................................................................................ 10
C. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT......................................................................... 10
D. LONG TERM DISABILITY INSURANCE .................................................................................................. 11
E. MISCELLANEOUS.............................................................................................................................. 11
1. City Paid Premiums While On Medical Disability.......................................................................................... 11
2. Insuance Benefits Advisory Committee......................................................................................................... 11
F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR CITY MEDICAL SUBSIDY PLAN................ 12
G. POST 65 SUPPLEMENTAL MEDICARE COVERAGE ................................................................................. 12
MEO MOU November 1,2015 through October 31,2017
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MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
H. ANNUAL MAXIMUM BENEFIT FOR DENTAL PPO PLAN.............................................:.............................. 12
ARTICLE XI - RETIREMENT BENEFITS ..................................................................................13
A. BENEFITS......................................................................................................................................... 13
1. Self Funded Supplemental Retirement Benefit.............................................................................................13
2. Medical Insurance for Retirees..............................................................................................:....................... 13
a. Medical Insurance Upon Retirement......................................................................................................... 13
B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTIONS AND REPORTING..................................... 14
1. Miscellaneous Unit Members......................................................................................................................... 14
2. Safety Unit Members .........................................................................................:.......................................... 14
3. Pre-Retirement Optional Settlement 2 Death Benefit.................................................................................... 14
4. Fourth Level of 1959 Survivor Benefits......................................................................................................... 14
ARTICLE XII - LEAVE BENEFITS.............................................................................................15
A. GENERAL LEAVE .............................................................................................................................. 15
1. Accrual........................................................................................................................................................... 15
2. Eligibility and Approval................................................................................................................................... 15
3. Leave Benefit Entitlements............................................................................................................................ 15
4. Conversion to Cash....................................................................................................................................... 16
B. CITY PAID HOLIDAYS ........................................................................................................................ 16
C. SICK LEAVE ..................................................................................................................................... 16
D. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM.................................................................. 18
E. BEREAVEMENT LEAVE....................................................................................................................... 18
F. RELEASE TIME.................................................................................................................................. 18
ARTICLE XIII - CITY RULES.....................................................................................................18
A. PERSONNEL RULES......................................................................................................................... 18
B. EMPLOYER-EMPLOYEE RELATIONS RESOLUTION .............................................................................. 18
1. Modification of Section 7- Decertification and Modification...............................................................................19
C. RULES GOVERNING LAYOFF, REDUCTION IN LIEU OF LAYOFF AND RE-EMPLOYMENT..........................20
1. Part 1 - Layoff Procedure..................................................................................................................................20
2. Order of Layoff..................................................................................................................................................21
3. Notification of Employees..................................................................................................................................22
4. Part 2- Bumping Rights....................................................................................................................................23
5. Part 3- Re-Employment.................:..................................................................................................................24
ARTICLE XIV - MISCELLANEOUS...........................................................................................25
A. PHYSICAL EXAMINATION ...................................................................................................................25
B. VEHICLE POLICY ..............................................................................................................................26
C. DEFERRED COMPENSATION LOAN PROGRAM.....................................................................................27
D. COLLECTION OF PAYROLL OVERPAYMENTS........................................................................................27
E. REQUIRED FINGERPRINTING OF EMPLOYEES THAT WORK WITH SENIOR CITIZENS ................................28
F. ACTING ASSIGNMENT.......................................................................................................................28
G. RETURN TO WORK...........................................................................................................................28
H. CONTROLLED SUBSTANCE AND ALCOHOL TESTING.............................................................................28
I. MANAGEMENT AND EXECUTIVE MANAGEMENT RELATIONS COMMITTEE ...............................................28
J. PUBLIC EMPLOYEE DISASTER WORKER.............................................................................................28
ARTICLE XV - CITY COUNCIL APPROVAL.............................................................................29
EXHIBIT A-SALARY SCHEDULE........................................................................................................30
MEO MOU November 1,2015 through October 31, 2017
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TABLE OF CONTENTS
EXHIBIT B-RETIREE SUBSIDY MEDICAL PLAN................................................................................36
SCHEDULE OF BENEFITS......................................................................................................................36
A. MINIMUM ELIGIBILITY FOR BENEFITS..............................................................................................36
B. DISABILITY RETIREES....................................................................................................................36
C. MAXIMUM MONTHLY SUBSIDY PAYMENTS..................................................................................................37
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS ...........................................................37
A. ELIGIBILITY...................................................................................................................................37
B. BENEFITS.....................................................................................................................................37
C. SUBSIDIES ...................................................................................................................................38
D. MEDICARE ...................................................................................................................................38
E. CANCELLATION.............................................................................................................................39
EXHIBIT C-VEHICLE USE/ASSIGNMENT...........................................................................................40
EXHIBIT D-PHYSICAL EXAMINATION DESCRIPTION.......................................................................41
EXHIBIT E-9/80 WORK SCHEDULE....................................................................................................42
9/80 WORK SCHEDULE DEFINED...........................................................................................................42
A. FORTY(40) HOUR WORK WEEK .......................................................................................................42
B. TWO-WEEK PAY PERIOD..................................................................................................................42
C.A/B SCHEDULES..............................................................................................................................42
D. EMERGENCIES.................................................................................................................................43
LEAVEBENEFITS..................................................................................................................................43
EXHIBIT F-4/10 WORK SCHEDULE.....................................................................................................44
EXHIBIT G-VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM GUIDELINES..............45
MEO MOU November 1,2015 through October 31,2017
III
MEMORANDUM OF UNDERSTANDING
between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
and
THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION
(Hereinafter called ASSOCIATION or MEO)
PREAMBLE
This Memorandum of Understanding is entered into by and between the City of
Huntington Beach, a Municipal Corporation of the State of California, herein called "City," and
the Huntington Beach Management Employees' Organization, a California Organization,
herein called "Association."
WHEREAS, pursuant to California law, the City, acting by and through its designated
representatives, duly appointed by the governing body of said City,-and the representatives of
the Association, a duly recognized employee association have met and conferred in good faith
and have fully communicated and exchanged information concerning wages, hours, and other
terms and conditions of employment for the period November 1, 2015 through October 31,
2017.
WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this
Agreement shall apply to all employees represented by the Association, and
WHEREAS, the representatives of the City and Association desire to reduce their agreements
to writing,
NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective
November 1, 2015 and it is agreed as follows:
ARTICLE I - TERM OF MOU
This Agreement shall be in effect for a period of two (2) years commencing November 1, 2015
and ending midnight October 31, 2017.
The parties agree to commence negotiations on a successor MOU by not later than July 1,
2017.
ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS
It is recognized that the Association is the employee association which has the right to meet
and confer in good faith with the City on the behalf of employees whose classifications are
listed in Exhibit A, attached hereto and incorporated by reference herein.
MEO MOU November 1, 2015 through October 31, 2017
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MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE III — MANAGEMENT'S RIGHTS
The parties agree the City has the right to make unilateral management decisions that are
outside the scope of bargaining, as defined by state and federal law and Public Employment
Relations Board (PERB) decisions. Except as expressly abridged or modified herein, the City
retains all rights, powers and authority with respect to the management and direction of the
performance of City services and the work forces performing such services, provided that
nothing herein shall change the City's obligation to meet and confer as to the effects of any
such management decision upon wages, hours and terms and conditions of employment or
be construed as granting the City the right to make unilateral changes in wages, hours and
terms and conditions of employment. Such rights include, but are not limited to, consideration
of the merits, necessity, level or organization of City services, including establishing of work
stations, nature of work to be performed, contracting for any work or operation, reasonable
employee performance standards, including reasonable work and safety rules and
regulations in order to maintain the efficiency and economy desirable for the performance of
City services.
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT
Except as otherwise expressly provided herein, the adoption of this Memorandum of
Understanding shall not change existing benefits and terms and conditions of employment
which have been established in prior Memoranda of Understanding, and/or provided for in
the Personnel and Departmental Rules of the City of Huntington Beach.
ARTICLE V - SEVERABILITY
If any section, subsection, sentence, clause, phrase, or portion of this MOU or any additions
or amendments thereof, or the application thereof to any person, is for any reason held to be
invalid or unconstitutional by the decision of any court of competent jurisdiction, such
decision shall not affect the validity of the remaining portions of this resolution or its
application to other persons. The City Council. hereby declares that it would have adopted
this MOU and each section, subsection, sentence, clause, phrase, or portion, and any
additions or amendments thereof, irrespective of the fact that any one or more sections,
subsections, sentences, clauses, phrases, or portions, or the application thereof to any
person, be declared invalid or unconstitutional.
ARTICLE VI -SALARY SCHEDULE
A. Salary Schedule
All employees are required to utilize direct deposit of payroll checks. The City shall issue
each employee direct deposit advice (payroll receipt) each pay period that details all
income, withholdings, and deductions.
MEO MOU November 1, 2015 through October 31, 2017
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MANAGEMENT EMPLOYEES' ORGANIZATION
1. Wage Increases
a. Effective the beginning of the pay period that includes October 1, 2016,, all
bargaining unit members will receive a two-percent (2%) wage increase.
ARTICLE VII - SPECIAL PAY
A. Educational Tuition
1. Upon approval of the Department Head and the Director of Human Resources,
permanent employees may be compensated for courses from accredited educational
institutions, including vocational schools. Tuition reimbursement shall be limited to job-
related courses or job-related educational degree objectives and requires prior approval
by the Department Head and the Director of Human Resources.
2. Education costs shall be reimbursed to permanent employees for tuition, books, parking
(if a required fee) and any other required fees upon presentation of receipts. However,
the maximum reimbursement shall be not more than one thousand seven hundred and
fifty dollars ($1,750) in any fiscal year period per employee.
a. Employees may not carry-over and be reimbursed for prior fiscal year education
costs in successive fiscal years.
3. Reimbursements shall be made when the employee presents proof to the Director of
Human Resources that he/she has successfully completed the course with a grade of
"C" or better; or a "Pass" if taken for credit.
B. Bilingual Pay
Permanent employees who are required by their Department Head to use Spanish,
Vietnamese, or American Sign Language skills as part of their job assignment, shall be
paid an additional five-percent (5%) of their base hourly rate in addition to their regular bi-
weekly salary. Permanent employees may accept assignments utilizing bilingual skills in
other languages on a short-term assignment with approval by the City Manager. Such
employees shall receive the additional five percent (5%) for every bi-weekly pay period that
the assignment is in effect. In order to be eligible for said compensation, an employee's
language proficiency will be tested and certified by the Director of Human Resources or
designee. The special pay shall be effective the first full pay period following certification
as verified to the Department Head in writing by the Director of Human Resources or
designee.
The parties agree that to the extent permitted by law, Bilingual Pay is special
compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR, Section
571(a)(4) Bilingual Premium.
MEO MOU November 1, 2015 through October 31,2017
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MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE VIII - UNIFORMS
The City agrees to provide uniforms to employees on active duty who are required to wear
uniforms.
A. General Policy
The City shall furnish uniforms to those employees designated by the various Department
Heads as required to wear a standard uniform for appearance, uniformity and public
recognition purposes, in the procedures and guidelines set forth hereinafter.
B. Affected Personnel
All employees in classifications listed below shall wear a standard City adopted uniform.
Each Department Head shall determine which employees must wear a uniform.
Job
Department Type Classification Uniform Items
Community Dev 0125 Code Enforcement Supervisor 3-polo shirts,2-pair of paints(khaki style),one hat and one pair of safety boots.
Community Dev 0072 Principal Electrical Inspector 5 Polo Shirts,1 Jacket,1 Windbreaker(not annually),1 Hat,shoes PPE/Safety
Community Dev 0073 Inspection Supervisor 5 Polo Shirts,1 Jacket,1 Windbreaker(not annually),1 Hat,shoes PPE/Safety
Community Dev 0076 Principal Inspector Plum/Mech 5 Polo Shirts,I Jacket,1 Windbreaker(not annually),1 Hat,shoes PPE/Safety
Community Dev 0075 Inspection Manager 5 Polo Shirts,1 Jacket,1 Windbreaker(not annually),1 Hat,shoes PPE/Safety
Community Dev 0598 Building Manager 5 Polo Shirts,1 Jacket,1 Windbreaker(not annually),1 Hat,shoes PPE/Safety
Community Srvcs 0044 Beach Operations Supervisor 5 Polo Shirts,1 jacket(not annually),1 pair boots(not annually),1 hat
Community Srvcs 0133 Supv Parking&Camping Facility 5 shirts,1 Jacket(not annually),1 hat
Fire 0595 Assistant Fire Marshall 5 shirts,5 pants,1 dress shirt,1 belt,1 pair boots,1 badge
Fire 0131 Fire Med Coordinator 1 blouse,1 pant,1 dress pant,1 skirt,1 pair dress shoes,1 badge
Fire 0130 Fire Protection Analyst 5 shirts,5 pants,1 dress shirt,1 belt,1 pair boots,1 badge
Police 0486 Detention Administrator 1 shirt/1 pants/1 jacket,1 BDU pants/1 polo,name tag,tie,tie bar
C. Personal Protective Equipment
All personal protective equipment shall be provided based on employee safety needs for
the performance of duties as approved by the Department Head.
D. Employee Responsibilities
1. 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.
MEO MOU November 1,2015 through October 31, 2017
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MANAGEMENT EMPLOYEES' ORGANIZATION
3. Wash and provide minimum repair; i.e., buttons, small tears.
4. Provide any alterations necessary including sewing on of City patches.
5. Wear uniform only when on duty or performing work for the City.
6. Notify supervisor of need to replace due to disrepair or severe staining producing an
undesirable appearance.
7. Turn in all uniform components, including patches, upon termination.
8. Turn in all personal protective equipment upon termination.
9. Wear all personal protective equipment prescribed by the City safety officer and/or
Supervisor of the division.
E. City Responsibilities
1. Pay for City-required uniforms.
2. Report to the California Public Employees' Retirement System (CaIPERS) the cost of
uniforms provided as set forth in Section B (above) for each classification as special
compensation in accordance with Title 2, California Code of Regulations, Section
571(a)(5). For employees that are not required to wear uniforms on a daily basis or
who are not actively employed for an entire payroll calendar year, a prorated cost of
uniforms may apply.
3. Provide one or more retail clothing outlets for the various allotments. City reserves the
right to name vendor.
4. Maintain records of purchases.
F. Department Head or Designee Responsibilities
1. Ensure employee compliance with the Uniform Policy.
2. Approve replacement of deteriorated uniform component(s) and personnel protective
equipment as required and to maintain a listing for each eligible employee, by name
and classification, of all uniform component(s) and personal protective equipment
purchased.
3. Confirm receipt of uniforms, patches and personal protective equipment from an
employee upon termination. A Termination Checklist Form is to be completed, signed
by the employee, and submitted to the Human Resources Department.
4. Report to the Director of Human Resources any changes to the Uniform Listing by
Category/Classification (Section B above). The City reserves the right to add, delete,
change or modify the Uniform Listing as required.
MEO MOU November 1,2015 through October 31,2017
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MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE
It is the intent of the City to provide an opportunity for MEO employees to select a flex
schedule and/or alternative work schedule that is consistent with the City's objective that such
schedules shall not reduce service to the public, departmental effectiveness, productivity
and/or efficiency as determined by the City Manager or designee.
A. Overtime
Employees represented herein shall not be eligible for paid overtime compensation.
B. Administrative Leave
1. Effective the beginning of the pay period following City Council final approval of this
agreement, full-time unit employees shall be granted a one-time increased allocation of
ten (10) hours of administrative leave for the 2016 calendar year allotment. Part-time
(50%) employees shall be granted a one-time increased allocation of five(5) hours of
administrative leave for the 2016 calendar year allotment.
Effective January 2017 and therafter, all full-time unit employees shall be entitled to sixty
(60) hours of administrative leave per calendar year. All part-time (50%) employees shall
be entitled to thirty (30) hours of administrative leave per calendar year. Administrative
leave shall not carry over to the next year and holds no cash value.
C. Flex Schedule and Hours of Work
With supervisor and Department Head approval, MEO employees may flex regularly
scheduled start times between the hours of 7:00 a.m. to 9:00 a.m. Flex schedules shall not
reduce service to the public, departmental effectiveness, productivity and/or efficiency as
determined by the City Manager or designee.
MEO employees will have the option of working a 5/40 or 9/80 work schedule with
supervisor and Department Head approval. MEO employees assigned the 4/10-work
schedule shall retain the option of working the 4/10-work schedule with supervisor and
Department Head approval. In order to maintain service to the public, departmental
effectiveness, productivity and/or efficiency a Department Head may assign an employee a
different work schedule that is in compliance with the requirements of the Fair Labor
Standards Act (FLSA) with City Manager approval.
1. 5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour days Monday
through Friday each week plus a one-hour lunch during each work shift, totaling a forty
(40) hour work week.
MEO MOU November 1,2015 through October 31, 2017
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MANAGEMENT EMPLOYEES' ORGANIZATION
2. 9/80 Work Schedule
The 9/80 work schedule, as outlined in Exhibit H, shall be defined as working nine (9)
days for eighty (80) hours in a two-week pay period by working eight (8) days at nine
(9) hours per day and working one (1) day for eight (8) hours (Friday), plus a one-hour
lunch during each work shift, totaling forty (40) hours in each FLSA work week. The
9/80-work schedule shall not reduce service to the public, departmental effectiveness,
productivity and/or efficiency as determined by the City Manager or designee.
3. 4/10 Work Schedule
The 4/10 work schedule, as outlined in Exhibit I, shall be defined as working four (4) ten
(10) hour days Monday through Thursday or Tuesday thru Friday each week plus a
one-hour lunch during each work shift, totaling a forty (40) hours work week. The
assigned 4/10-work schedule must be in compliance with the requirements of FLSA
and all other applicable laws. The 4/10-work schedule shall not reduce service to the
public, departmental effectiveness, productivity and/or efficiency as determined by the
City Manager or designee.
ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS
A. Health
The City shall make available group medical, dental and vision benefits to all employees.
A copy of the medical, dental and vision plan brochures may be obtained from the Human
Resources Department.
B. Eligibility, Criteria and Cost
1. City and Employee Paid Medical Insurance — Employees and Dependents
The City and employee shall each pay for health insurance premiums for qualified
employees and dependent(s) effective the first of the month following the employee's
date of hire. The employee deduction for premium contributions shall be aligned with
the effective date of coverage and the ending date of coverage upon the employee's
separation. The payroll deduction amount shall begin no later than the first full pay
period following the effective date of coverage and pro-rated for coverage through the
end of the month in which employment was separated.
MEO MOU November 1, 2015 through October 31, 2017
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MANAGEMENT EMPLOYEES' ORGANIZATION
2. Health and Other Insurance Premiums
a. Health Premiums and Contributions
City of Huntington Beach
2016 Health Premiums and Contributions
Effective 1/1/2016
MEO
Monthly Employer Employee Employee ,
Plan Tier Monthly Monthly Bi-Weekly
Premium Contrib Contrib Contrib
Single 466.65 373.12 93.53 43.17
Kaiser Two-Party 1,022.11 653.53 368.58 170.11
Family 1,343.90 817.56 526.34 242.93
Single 671.00 401.43 269.57 124.42
Blue Shield HMO Two-Party 1,466.00 711.06 754.94 348.43
Family 1,896.00 892.20 1,003.80 463.29
Single 736.00 501.17 234.83 108.38
Blue Shield PPO Two-Party 1,555.00 857.80 697.20 321.78
Family 1,927.00 1,023.36 903.64 417.06
Single 541.00 501.17 39.83 18.38
Blue Shield CDHP Two-Party 1,144.00 857.80 286.20 132.09
Family 1,416.00 1,023.36 392.64 181.22
Single 58.10 42.88 15.22 7.02
Delta Dental PPO Two-Party 108.60 81.82 26.78 12.36
Family 143.20 116.36 26.84 12.39
Single 30.11 23.00 7.11 3.28
Delta Care HMO Two-Party 51.19 39.11 12.08 5.58
Family 78.29 59.81 18.48 8.53
Single 25.12 17.84 7.28 3.36
VSP Vision Two-Party 25.12 17.84 7.28 3.36
Family 25.12 17.84 7.28 3.36
Medical Opt-Out: $373.12 per month
MEO MOU November 1,2015 through October 31,2017
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City of Huntington Beach
2016 Health Premiums and Contributions
Premiums Effective 1/1/2016
(Employer contributions (medical plans) effective pay period following final City Council approval of
agreement)
MEO
Monthly Employer Employee Employee
Plan Tier Monthly Monthly Bi-Weekly
Premium Contrib Contrib Contrib
Single 466.65 466.65 0.00 0.00
Kaiser Two-Party 1,022.11 853.53 168.58 77.81
Family 1,343.90 1,017.56 326.34 150.62
Single 671.00 601.43 69.57 32.11
Blue Shield HMO Two-Party 1,466.00 911.06 554.94 256.13
Family 1,896.00 1,092.20 803.80 370.99
Single 736.00 701.17 34.83 16.08
Blue Shield PPO Two-Party 1,555.00 1,057.80 497.20 229.48
Family 1,927.00 1,223.36 703.64 324.76
Single 541.00 541.00 0.00 0.00
Blue Shield CDHP Two-Party 1,144.00 1,057.80 86.20 39.78
Family 1,416.00 1,223.36 192.64 88.91
Single 58.10 42.88 15.22 7.02
Delta Dental PPO Two-Party 108.60 81.82 26.78 12.36
Family 143.20 116.36 26.84 12.39
Single 30.11 23.00 7.11 3.28
Delta Care HMO Two-Party 51.19 39.11 12.08 5.58
Family 78.29 59.81 18.48 8.53
Single 25.12 17.84 7.28 3.36
VSP Vision Two-Party 25.12 17.84 7.28 3.36
Family 25.12 17.84 7.28 3.36
Medical Opt-Out: $466.65 per month ($215.38 bi-weekly)
3. Future Premiums and City Contributions
Effective the beginning of the pay period following City Council final approval of this
agreement, the City's contribution to medical premiums (only) will be increased $200.00
per month, per medical plan, per enrollment tier, up to, but not to exceed the monthly
plan premium cost.
Effective January 1, 2017, the City's monthly contribution toward Kaiser (SINGLE
ONLY PLAN), will be increased a maximum of $106.47. Effective January 1, 2017, the
City's monthly contribution towards Blue Shield CHDP (SINGLE ONLY PLAN) will be
MEO MOU November 1,2015 through October 31,2017
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MANAGEMENT EMPLOYEES' ORGANIZATION
increased a maximum of $160.17. All other City contributions towards medical plan
rates will remain unchanged.
For the term of this agreement, and thereafter unless modified by negotiated agreement
of the parties, the City's monthly contributions to medical, dental and vision insurance
shall remain as specified for the 2016 Health Premiums and Contribution amounts,
unless otherwise specified herein.
As a result of these formulas, it is understood that the employee contribution shall not
decrease during the term of this Agreement nor is there any expectation of
compensation or benefit in the event the City's contribution cap is not reached.
Employee payroll deductions shall be made on a pre-tax basis.
4. Medical Cash-Out
If an employee is covered by a group medical plan outside of a city-provided program
(evidence of which must be supplied to the Human Resources Department), the
employee may elect to discontinue City medical coverage and receive the amount
equal to the City's contribution to the lowest cost, Employee-only medical premium
offered to this unit.
5. Section 125 Plan
This plan allows employees to use pre-tax salary to pay for childcare, adult dependent
care and/or medical expenses allowable under the Internal Revenue Service rules for a
Section 125 plan.
C. Life and Accidental Death & Dismemberment
Each employee is provided with $50,000 (fifty thousand) life insurance and $50,000 (fifty
thousand) accidental death & dismemberment insurance paid for by the City. Each
employee shall have the option, at his or her own expense, to purchase additional amounts
of life insurance and accidental death & dismemberment insurance to the extent provided
by the City's current providers. Evidence of insurability is contingent upon total
participation in additional amounts.
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D. Long Term Disability Insurance
This program provides, for each incident of illness or injury, a waiting period of thirty (30)
calendar days, during which the employee may use accumulated sick leave, general leave
pay, or the employee may elect to be in an unpaid status. Subsequent to the thirty (30)
day waiting period, the employee will be covered by an insurance plan paid for by the City,
providing 66 2/3 (sixty six and two-third) percent of the first $12,500 (twelve thousand five
hundred) of the employee's basic monthly earnings.
The maximum benefit period for disability due to accident or sickness shall be to age sixty
five (65).
Days and months refer to calendar days and months. Benefits under the plan are
integrated with sick leave, Worker's Compensation, Social Security and other non-private
program benefits to which the employee may be entitled. Disability is defined as: "The
inability to perform all of the duties of regular occupation during two years, and thereafter
the inability to engage in any employment or occupation for which the employee is fitted by
reason of education, training or experience." Rehabilitation benefits are provided in the
event the individual, due to disability, must engage in another occupation. Survivor's
benefits continue plan payment for three (3) months beyond death. A copy of the plan is
on file in the Human Resources Department.
The intent of long term disability is to assist employees who are off work for an extended
period of time. While long term disability benefits can be coordinated with accrued leave
benefits to achieve one hundred percent (100%) of regular salary, no employee may
receive more than their regular salary while receiving disability benefits and paid leave.
E. Miscellaneous
1. City-Paid Premiums While on Medical Disability
When an employee is off work without pay for reason of medical disability, the City shall
maintain the City-paid employee's insurance premiums during the period the employee
is in an unpaid status for the length of said leave, not to exceed twenty-four (24)
months.
2. Insurance and Benefits Advisory Committee
The City and the Association participate in a City-wide joint labor and management
insurance and benefits advisory committee to discuss and study issues relating to
insurance and benefits available for employees.
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F. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy
Plan
Employees who retire from the City after January 1, 2004 and are granted a retirement
allowance by the California Public Employees' Retirement System and are not eligible for
the City's Retiree Subsidy Medical Plan may choose to participate in City-sponsored
medical insurance plans until the first of the month in which they turn age sixty-five (65).
The retiree shall pay the full premium for City-sponsored medical insurance for him/her self
and/or qualified dependents without any City subsidy.
Employees who retire from the City and receive a retirement allowance from the California
Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy
Medical Plan and choose not to participate in City-sponsored medical insurance upon
retirement, permanently lose eligibility for this insurance.
However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses
not to participate in City-sponsored medical insurance plans because the retiree has
access to other group medical insurance and subsequently loses eligibility for that group
medical insurance, the retiree and qualified dependents will have access to City-sponsored
medical insurance plans reinstated.
Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree
or qualified dependent turns age sixty-five (65).
G. Post-65 Supplemental Medicare Coverage
Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004
and all future retirees who meet the criteria to participate in City-sponsored medical
insurance, with or without the Retiree Medical Subsidy Plan, may participate in City-
sponsored medical insurance plans that are supplemental to Medicare.
A retiree or qualified dependent must choose to participate in City-sponsored medical
insurance plans that are supplemental to Medicare beginning the first of the month in which
the retiree or qualified dependent turns age sixty-five (65).
The retiree shall pay the full premium to participate in City-sponsored medical insurance
plans that are supplemental to Medicare for him/herself or qualified dependents without
any City subsidy.
Retirees or qualified dependents, upon turning age sixty five (65), who choose not to
participate in City-sponsored medical insurance plans that are supplemental to Medicare
permanently lose their eligibility for this insurance.
H. Annual Maximum Benefit for Dental PPO Plan
The Dental PPO plan maximum annual benefit is $2,000.
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ARTICLE XI - RETIREMENT BENEFITS
A. Benefits
1. Self Funded Supplemental Retirement Benefit
Employees hired prior to August 17, 1998 are eligible for the Self-Funded Supplemental
Retirement Benefit, which provides that:
a. In the event a member elects Option #1, #2, #2W, #3, #3W or #4 of the Public
Employees' Retirement Law, the City.shall pay the difference between such elected
options and the unmodified allowance which the member would have received for
his or her life alone as provided in California Government Code sections 21455,
21456, 21457, and 21458 as said referenced Government Code sections exist as of
the date of this agreement. This payment shall be made only to the member, shall
be payable by the City during the life of the member, and upon that member'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.
b. Employees hired on or after August 17, 1998 shall not be eligible for this benefit
referenced in A.1.a. herein above.
2. Medical Insurance for Retirees
a. Medical Insurance Upon Retirement
Upon retirement, whether service or disability, each employee shall have the
following options in regards to medical insurance under City-sponsored plans:
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
Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) Federal or
State Law, or
ii. Retirees retiring after approval of this MOU may participate in the Retiree
Subsidy Medical Plan, attached hereto as Exhibit B, or the Health Maintenance
Organization (HMO) Plan currently being offered to retirees at the retiree's own
expense if the requirements set forth in Exhibit B are met, or if the retiree meets
the eligibility requirements described in Exhibit B, the retiree may receive a
subsidy from the City for retiree medical insurance pursuant to the schedule set
forth in Exhibit B.
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B. Public Employees' Retirement System Reimbursement and Reporting
1. Miscellaneous Unit Members
a. The City shall provide all miscellaneous employees described as "classic" members
by the California 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 (CaIPERS), Section 21354 of the California
Government Code.
b. All miscellaneous bargaining unit "classic" members shall pay to CalPERS 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 CalPERS to have retirement benefits calculated based
upon the "classic" member 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 "New" Members within the meaning of the California Public Employees' Pension
Reform Act of 2013.
i. "New" Members shall be governed by the two percent at age 62 (2% @ 62)
retirement formula set forth in Government Code section 7522.20.
ii. 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.
iii. All "new" members as defined by PEPRA and determined by CalPERS, shall
contribute one half (50%) of the normal cost as established by CalPERS.
2. Pre-Retirement Optional Settlement 2 Death Benefit
Employees receive the benefit of the Pre-Retirement Optional Settlement 2 Death
Benefit, as identified in Government Code Section 21548 with CalPERS.
3. Fourth Level of 1959 Survivor Benefits
Employees receive the benefit of the Fourth Level of the 1959 Survivor Benefit, as
identified in Government Code Section 21574 with CalPERS.
4. The City has adopted the CalPERS Resolution in accordance with IRS Code section
414(h)(2) and both the employee contribution and the City pickup of the required
member contribution are made on a pre-tax basis. However, ultimately, the tax status
of any benefit is determined by the law.
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ARTICLE XII - LEAVE BENEFITS
A. General Leave
1. Accrual
Employees accrue General leave at the accrual rates outlined below. General leave
may be used for any purpose, including vacation, sick leave, and personal leave.
Years`of Service, �";. Annual'Generallea�e�, Bi=lNeekly General Leave
q -Allowance Allowance
First through Fourth Year 176 Hours 6.77
Fifth through Ninth Year 200 Hours 7.69
Tenth through Fourteenth Year 224 Hours 8.62
Fifteenth Year and Thereafter 256 Hours 9.85
2. Eligibility and Approval
a. 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 the employee's anniversary of their hiring date.
b. Employees are not permitted to take general leave in excess of actual time earned.
Employees shall not accrue general leave in excess of six hundred forty (640)
hours. An employee who earns general leave hours in excess of six hundred forty
(640) hours shall be paid the cash value of those additional hours in their paycheck.
i. Employees in this unit hired on or after October 1, 2016, shall not be eligible for
this benefit. General Leave shall be capped at six hundred forty hours (640) for
employees hired on or after 10/1/16. This provision shall not sunset at the
expiration of this agreement.
c. Employees may not use their general leave to advance their separation date on
retirement or other separation from employment.
3. Leave Benefit Entitlements
The City shall comply with all State and Federal leave benefit entitlement laws. An
eligible employee on an approved leave is permitted to use earned Sick Leave, General
Leave, and/or Administrative Leave for serious and non-serious family or personal
health issues. For more information on employee leave options contact the Human
Resources Department.
4. Conversion to Cash
Twice during each fiscal year, each employee has the option to convert into a cash
payment or deferred compensation up to a total of one hundred sixty (160) hours of
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earned general leave benefits at the base hourly rate. The employee shall give two (2)
weeks advance notice to Payroll of his/her desire to exercise such option.
B. City Paid Holidays
Permanent full-time employees shall receive the following paid holidays per the
employee's regularly scheduled work shift-
1. New Year's Day (January 1)
2. Martin Luther King Jr., (third Monday in January)
3. Presidents Day (third Monday in February
4. Memorial Day (last Monday in May)
5. Independence Day (July 4)
6. Labor Day (first Monday in September)
7. Veteran's Day (November 11)
8. Thanksgiving Day (fourth Thursday in November)
9. The Friday after Thanksgiving
10. Christmas Day (December 25)
Any day declared by the President of the United States to be a national holiday and
adopted as an employee holiday by the City Council of Huntington Beach.
City paid holidays which fall on Saturday shall be observed the preceding Friday, and
those falling on Sunday shall be observed the following Monday.
a. In the event that an employee is required to work on a City paid holiday, the holiday
hours shall be credited to the employee's general leave bank. Approval of this
transaction shall be handled by the Department Head or designee, in the payroll
period that includes the holiday worked.
b. If a City paid holiday falls on an employee's scheduled day off and with approval
from the Department Head or designee, the employee may take another day off
during the same payroll period as the holiday or opt to be credited with general
leave the number of hours of the employee's regularly scheduled work shift.
c. A permanent half-time (1/2) or three quarter-time (3/4) employee shall have City
paid holidays paid as time off with a pro-rated amount of four (4) or six (6) hours,
respectively.
C. Sick Leave
1. Accrual — No employee shall accrue sick leave after December 24, 1999.
2. Credit — Employees shall carry forward their sick leave balance and shall no longer
accrue sick leave credit.
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3. Usage — Employees may use accrued sick leave for the same purposes for which it was
used prior to December 25, 1999.
4. Pay Off At Termination
a. Employees on the payroll on November 20, 1978 are entitled to the following sick
leave payoff plan:
At involuntary termination by reason of disability, or retirement, employees (or in the
case of death, their beneficiary) shall be compensated at their then current rate of
pay for seventy-five percent (75%) of all unused sick leave accumulated as of July
1, 1972, plus fifty percent (50%) of unused sick leave accumulated subsequent to
July 1, 1972, up to a maximum of seven hundred twenty (720) hours of unused,
accumulated sick leave, except as provided in paragraph 4 below.
Upon termination for any other reason, employees shall be compensated at their
then current rate of pay for fifty percent (50%) of all unused, accumulated sick leave,
up to a maximum of seven hundred twenty (720) hours of such accumulated sick
leave.
b. Employees hired after November 20, 1978 shall be entitled to the following sick
leave payoff plan:
Upon termination, all employees shall be paid, at their then current salary rate, for
twenty-five percent (25%) of unused, earned sick leave to four hundred eighty (480)
hours accrued, and for thirty-five percent (35%) of all unused, earned sick leave in
excess of four hundred eighty (480) hours, but not to exceed seven hundred twenty
(720) hours, except as provided in paragraph 4 below.
c. Except as provided in paragraph 4d. below, no employee shall be paid at
termination for more than seven hundred twenty (720) hours of unused,
accumulated sick leave. However, employees may utilize accumulated sick leave
on the basis of "last in, first out" meaning that sick leave accumulated in excess of
the maximum for payoff may be utilized first for sick leave, as defined in Personnel
Rule 18-8.
d. Employees who had unused, accumulated sick leave in excess of seven hundred
twenty (720) hours as of July 5, 1980, shall be compensated for such excess sick
leave remaining on termination under the formulas described in paragraphs 1 and 2
above. In no event shall any employee be compensated upon termination for any
accumulated sick leave in excess of the "cap" established by this paragraph
(i.e., seven hundred twenty (720) hours plus the amount over seven hundred twenty
(720) hours existing on July 5, 1980). Employees may continue to utilize sick leave
accrued after that date in excess of such "cap" on a "last in, first out" basis.
e. To the extent that any "capped" amount of excess sick leave over seven hundred
twenty (720) hours is utilized, the maximum compensable amount shall be
correspondingly reduced. (Example: Employee had 1,000 hours accumulated. Six
months after July 5, 1980, employee has accumulated another 48 hours. Employee
is then sick for 120 hours. Employee's maximum sick leave "cap" for compensation
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at termination is now reduced by seventy two (72) hours to nine hundred twenty
eight (928) hours).
f. Employees electing to participate in the City's group health insurance program after
retirement can request the premiums to be paid by the City out of any available
funds due and owing them under the terms of this agreement for unused sick leave
benefits upon retirement.
D. Voluntary Catastrophic Leave Donation Program
Under certain conditions, an employee may donate leave time to another employee in
need. The program is outlined in Exhibit G.
E. Bereavement Leave
Employees shall be entitled to bereavement leave not to exceed twenty-four (24) work
hours in each instance of death in the immediate family. Immediate family is defined as
father, mother, sister, brother, spouse, registered domestic partner, children, grandfather,
grandmother, stepfather, stepmother, step grandfather, step grandmother, grandchildren,
stepsisters, stepbrothers, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-
in-law, sister-in-law, stepchildren, or wards of which the employee is the legal guardian.
F. Release Time
Notwithstanding any other provisions of this Agreement, the Association and the City
agree to continue discussion during the term of the MOU on Release Time for negotiation,
including City's consideration of the number of hours, based on the establishment of a
mutually agreed upon written provision for the use of such leave by Association
representatives and its members. Such leave shall be limited to use for the purpose of
Association business not covered within the scope of legal requirements. It remains the
City's intent to enforce reasonable standards for the administration and control of current
Release Time use.
ARTICLE XIII - CITY RULES
A. Personnel Rules
All MOU provisions that supersede the City's Personnel Rules shall automatically update
the City's Personnel Rules and be incorporated into such rules.
B. Employer-Employee Relations Resolution
During the term of the agreement, the City and the Association agree to update the
Employee-Employer Relations Resolution to reflect current State law.
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1. Modification of Section 7 — Decertification and Modification
a. The City and the Association desire to maintain labor stability within the
representational unit to the greatest extent possible, consistent with the employee's
right to select the representative of his or her own choosing. For these purposes, the
parties agree that this Agreement shall act as a bar to appropriateness of this unit
and the selection of the representative of this unit, except during the month of
August prior to the expiration of this Agreement. Changes in bargaining unit shall
not be effective until expiration of the MOU except as may be determined by the
Personnel Commission pursuant to the procedures outlined below. This provision
shall modify and supersede the time limits, where inconsistent, contained in Section
7 of the current Employer-Employee Relations Resolution of the City of
Huntington Beach.
b. The City and the Association have agreed to a procedure whereby the City, by and
through the Director of Human Resources, would be entitled to propose a Unit
Modification. The Association and the City agree to jointly recommend a
modification of the City of Huntington Beach Employer-Employee Relations
Resolution (Resolution Number 3335) upon the City having completed its obligation
to meet and confer on this issue with all other bargaining units.
The proposed change to the Employer-Employee Relations Resolution is as follows:
7.3 Director of Human Resources Motion of Unit Modification - The Director of
Human Resources may propose, during the same period for filing a petition for
decertification, that an established unit be modified in accordance with the following
procedure:
i. The Director of Human Resources shall give written notice of the proposed
modification(s); to any affected employee organization and any affected
employees.
ii. The Personnel Commission shall hold a meeting concerning the proposed
modification(s) at which time all affected employee organizations and employees
shall be heard.
iii. Thereafter, the Personnel Commission shall determine the composition of the
appropriate unit or units and shall give written notice of such determination to the
affected employee organizations and any affected employees.
The City Manager, employee organization or employee aggrieved by an
appropriate unit determination of the Personnel Commission may, within ten (10)
days of notice thereof, request a review of such determination by the
City Council. Within thirty (30) days of receipt of a request to review a unit
determination of the Personnel Commission the City Council shall review the
matter. The City Council's decision shall be final.
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iv. Except as provided otherwise in this MOU, the salary, benefit, and working
conditions specified by this MOU shall be provided to employees in
classifications listed in Exhibit A and have completed or are in the process of
completing a probationary period in a permanent position in the competitive
service in which the employee regularly works twenty (20) hours or more per
week.
C. Rules Governing Layoff, Reduction in Lieu of Layoff and Re-Employment
1. Part 1 — Layoff Procedure
a. General Provisions
1) Whenever it is necessary, because of lack of work or funds to reduce the staff of
a City department, employees may be laid off pursuant to these rules.
2) Whenever an employee is to be separated from the competitive service because
the tasks assigned are to be eliminated or substantially changed due to
management-initiated changes, including but not limited to automation or other
technological changes, it is the policy of the City that steps be taken by the
Human Resources Department on an interdepartmental basis to assist such
employee in locating, preparing to qualify for, and being placed in other positions
in the competitive service. This shall not be construed as a restriction on the
City government in effecting economies or in making organizational or other
changes to increase efficiency.
3) A department shall reduce staff by identifying which positions within the
department are to be eliminated.
4) The employee who has the least City-wide service credit in the class within the
department shall have City-wide transfer rights in the class pursuant to Part 1,
Section 3, Transfer or Reduction to Vacancies in Lieu of Layoffs, or within the
occupational series pursuant to Part 2, Bumping Rights.
5) If a deadline within this procedure falls on a day that City Hall is closed, the
deadline shall be the next day City Hall is open.
b. Service Credit
1) Service credit means total time of full-time continuous service within the City at
the time the layoff is initiated, including probation, paid leave, or military leave.
Permanent part-time employees earn service credit on a pro-rata basis.
2) Except as required by law, leaves of absence without pay shall not earn service
credit.
3) As between two or more employees who have the same amount of service
credit, the employee who has the least amount of service in class shall be
deemed to be the least senior employee.
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c. Transfer or Reduction to Vacancies in Lieu of Layoff
1) In lieu of layoff, a transfer within class shall be offered to an employee(s) with the
least amount of service credit in the class designated for staff reduction within a
department subject to the following:
a) The employee has the necessary qualifications to perform the duties of the
position.
b) The employee shall be given the opportunity, in order of service credit, to
accept a transfer to a vacant position in the same class within the City,
provided the employee has the necessary qualifications to perform the duties
of the position.
c) If no position in the same class is vacant, the employee shall be given the
opportunity, in order of service credit, to transfer to the position in the same
class that is held by an incumbent in another department with the least
amount of service credit whose position the employee has the necessary
qualifications to perform.
2) If an employee(s) is not eligible for transfer within the employee's class, the
employee shall be offered, in order of service credit, a reduction to a vacant
position in the next lower class within the City in the occupational series in lieu of
layoff provided the employee has the necessary qualifications to perform the
duties of the position.
3) If the employee refuses to accept a transfer or reduction pursuant to a. or b.,
above, the employee shall be laid off.
a) If the employee(s) in the class with the least amount of service credit is in the
position(s) to be eliminated or displaced by transfer, the employee shall be
offered bumping rights, pursuant to Part 2, Bumping Rights.
b) Any employee who takes a reduction to a position in a. lower class within the
occupational series in lieu of layoff shall be placed on the
reinstatement/reemployment list(s) pursuant to Part 3. Re-employment.
2. Order of Layoff
a. Prior to implementing a layoff, vacant positions that are authorized to be filled shall
be identified by City-wide occupational series. If the employee refuses to accept a
position pursuant to Section 3. above, the employee shall be laid off.
b. No promotional probationary employee or permanent employee within a class in
the department shall be laid off until all temporary, nonpermanent part-time and
non-promotional probationary employees in the class are laid off. Permanent
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employees whose positions have been eliminated may exercise citywide bumping
rights to a lower class in the occupational series pursuant to Part 2.
c. When a position in a class and/or occupational series is eliminated, any employee
in the class who is on authorized leave of absence or is holding a temporary acting
position in another class shall be included for determining order of service credit
and be subject to these layoff procedures as if the employee was in his or her
permanent position.
3. Notification of Employees
a. The Human Resources Department shall give written notice of layoff to the
employee by personal service or by sending it by certified mail to the last known
mailing address at least thirty (30) calendar days prior to the effective date of the
layoff. Normally notices will be served on employees personally at work.
b. Layoff notices may be initially issued to all employees who may be subject to layoff
as a result of employees exercising voluntary reduction/bumping rights.
c. The notice of layoff shall include the reason for the layoff, the effective date of the
layoff, the employee's hire date, and the employee's service credit ranking. The
notice shall also include the employee's right to bump the person in a lower class
with the least service credit within the occupational series provided the employee
possesses the necessary qualifications to successfully perform the duties in the
lower class and the employee has more service credit than the incumbent in the
lower class.
d. The written layoff notice given to an employee shall include notice that he or she
has seven (7) calendar days from the date of personal service, or date of delivery
of mail if certified, to notify the Director of Human Resources in writing if the
employee intends to exercise the employee's bumping rights, if any, pursuant to
Part 2, Bumping Rights.
e. Whenever practicable, any employee with the least amount of service credit in a
lower class within an occupational series which is identified for work force
reduction shall also be given written notice that such employee may be bumped
pursuant to Part 2. This notice shall include the items referred to in C., above.
f. If an employee disagrees with the City's computation of service credit or listed date
of hire, the employee shall notify the Director of Human Resources as soon as
possible, but in no case later than five (5) calendar days after the personal service
or certified mail delivery. Disputes regarding date of hire or service credit shall be
jointly reviewed by the Director of Human Resources and the employee and/or the
employee's representative as soon as possible, but in no case later than five (5)
calendar days from the date the employee notifies the Director of Human
Resources of the dispute. Within five (5) calendar days after the dispute is
reviewed, the employee shall be notified in writing of the decision.
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4. Part 2— Bumping Rights
a. Voluntary Reduction or Bumping in Lieu of Layoff
1) A promotional probationary employee or permanent employee who receives a
layoff notice may request a reduction to a position in a lower class within the
occupational series provided the employee possesses the necessary
qualifications to perform the duties of the position.
2) Employees electing reduction under "a" above, shall be reduced to a position
authorized to be filled in a lower class within the employee's occupational series.
The employee may reduce to a lower class in his/her occupational series by: 1)
filling a vacancy in that class, or 2) if no vacancy exists, displacing the employee
in the class with the least service credit whose position the employee has the
necessary qualifications to perform. A displaced employee shall have bumping
rights.
3) An employee who receives a layoff notice must exercise bumping rights within
seven (7) calendar days of receipt of the notice as specified in Part 1 - Layoff
Procedure. Failure to respond within the time limit shall result in a reputable
presumption that the employee does not intend to exercise any right of reduction
or bumping to a lower class. The employee must carry the burden of proof to
show that the employee's failure to respond within the time limits was
reasonable. If the employee establishes that failure to respond within the time
limit was reasonable, to the Director of Human Resources satisfaction, the
employee shall be permitted to exercise bumping rights, but shall not be
reinstated to a paid position until the employee to be bumped has vacated the
position. If the employee disagrees with the Director of Human Resources
decision, the employee may appeal pursuant to the provisions of Sections 3 and
4 below.
b. Reinstatement/Re-Employment Lists
Any employee who takes a reduction to a position in a lower class within the
occupational series in lieu of layoff shall be placed on tile reinstatement/re-
employment list pursuant to Part 3, Re-Employment.
c. Qualifications Appeal
Any employee who is denied a reduction to a position in a lower class within the
occupational series on the basis that the employee does not possess the necessary
qualifications to successfully perform the duties of the lower position may appeal the
decision. The appeal shall be filed with the Director of Human Resources within five
(5) calendar days of the employee's receipt of written notice of the decision and
reason(s) for denial. The employee's appeal shall be in writing and shall include
supporting facts or documents supporting the appeal.
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d. Qualifications Appeal Hearing
1) Upon receipt of an appeal, the Director of Human Resources shall contact a
mediator from the California State Mediation and Conciliation Service to
schedule a hearing within two (2) weeks after receipt of the appeal. If the
California State Mediation and Conciliation Service is not available within that
time frame, the parties shall mutually select a person who is available within the
time frame. If the California State Mediation and Conciliation Service and the
person mutually selected are not available within the time frame, the parties
shall select the earliest date either is available to conduct the hearing. The
parties shall split the cost, if any, of the hearing officer. In addition, the parties
shall meet within three (3) workdays to attempt to resolve the dispute. If the
dispute remains unresolved, the parties shall endeavor in good faith to submit to
the hearing officer a statement of all agreed upon facts relevant to the hearing.
2) Appeal hearings shall be limited to two (2) hours, except as otherwise agreed by
the parties or directed by the hearing officer.
3) The hearing officer shall attempt to resolve the dispute by mutual agreement if
possible. If no agreement is reached, the hearing officer shall render a decision
at the conclusion of the hearing, which shall be final and binding
5. Part 3— Re-Employment
a. Re-Emplovment
1) Employees who are laid off or reduced in class to avoid layoff shall have their
names placed upon a re-employment list, for each class in the occupational
series, in seniority order at or below the level of the class from which laid off or
reduced.
2) Names of persons placed on the re-employment lists shall remain on the list for
two (2) years from the date of layoff or reduction.
3) Vacancies shall be filled from the re-employment list for a class, starting at tile
top of the list, providing that the person meets the necessary qualifications for
tile position.
4) Names of persons are to be removed from the reemployment list for a class if
on two (2) occasions they decline an offer of employment or on two (2)
occasions fail to respond to offers of employment in a particular class within five
(5) calendar days of receipt of written notice of an offer. Any employee who is
dismissed from the City service for cause shall have his or her name removed
from all re-employment lists.
5) Re-employment lists shall be available to HBMEO and affected employees upon
reasonable request,
MEO MOU November 1,2015 through October 31, 2017
24
MANAGEMENT EMPLOYEES' ORGANIZATION
6) Qualification appeals involving re-employment rights shall be resolved in the
same manner as that identified in Part 2. Section 4.
b. Status on Re-Employment
1) Persons re-employed from layoff within a two (2) year period from the date of
layoff shall receive the following considerations and benefits:
a) Service credit held upon layoff shall be restored, but no credit shall be
added for the period of layoff.
b) Prior service credit shall be counted toward General Leave accruals.
c) Employees may cash in sick leave upon layoff or at any time after layoff in
the manner and amount set forth in existing Memoranda of Understanding
for that employee's unit. General Leave shall be paid to an employee
when the re-employment list(s) expire(s), if not previously paid.
d) Upon reinstatement the employee may have his or her General Leave re-
credited by repayment to the City the cashed amount.
e) The employee shall be returned to the salary step of the classification
held at the time of the layoff and credited with the time previously served
at that step prior to being laid off.
f) The probationary status of the employee shall resume if incomplete.
2) Employees who have been reduced in class to avoid layoff and are returned
within two (2) years to their former class shall be placed at the salary step of the
class they held at the time of reduction and have their merit increase eligibility
date recalculated.
ARTICLE XIV - MISCELLANEOUS
A. Physical Examination
Employees shall be provided, once every two (2) years, with a City-paid physical
examination. Said exam shall be comprehensive in nature and shall include:
1. A complete medical history, physical exam, laboratory testing and review of results by a
physician. (See Exhibit D, Physical Exam Description.)
2. A stress EKG will be provided for employees forty (40) years of age or older.
No more than one-half (1/2) of the eligible employees shall receive examinations in any
one fiscal year.
MEO MOU November 1, 2015 through October 31, 2017
25
MANAGEMENT EMPLOYEES' ORGANIZATION
B. Vehicle Policy
1. Approval is required by the City Manager or his/her designee for any City vehicle to be
taken home by an employee.
2. Approval is required by the City Manager for any individual occupying a classification
eligible for the auto allowance to receive the compensation.
3. The auto allowance for qualifying employees is two hundred seven dollars and sixty-
nine cents ($207.69) bi-weekly.
4. No unit employee shall have their automobile allowance eliminated until the City's Fleet
Management Policy is re-negotiated.
5. Eligibility for automobile allowance shall be determined in accordance with the City's
Fleet Management Program dated August 1999 and as specified pursuant to
Administrative Regulation 407
6. Employees assigned to drive a city vehicle and/or employees receiving an Auto
Allowance will participate in the DMV Pull Notice Program.
7. Employees in the following classifications are eligible to receive Auto Allowance:
■ Assistant to the City Manager
■ Assistant Fire Marshal
■ Beach Operations Supervisor
■ Building Manager
■ Business Systems Manager
■ City Engineer
■ Community Services Manager
■ Construction Manager
■ Deputy City Treasurer*
■ Deputy Director of Economic Development
■ Detention Administrator
■ Facilities, Development & Concessions Manager
■ Facilities Maintenance Supervisor
■ Fleet Operations Supervisor
■ General Services Manager
■ Inspection Manager
■ Inspection Supervisor
■ Landscape Maintenance Supervisor
■ Maintenance Operations Manager
■ Parking/Camping Facility Supervisor
■ Police Administrative Division Services Manager
■ Police Communications Manager
■ Police Records Administrator
■ Principal Electrical Inspector
MEO MOU November 1, 2015 through October 31, 2017
26
MANAGEMENT EMPLOYEES' ORGANIZATION
■ Principal Plumbing Mechanical Inspector
■ Street Maintenance Supervisor
■ Transportation Manager
■ Tree Maintenance Supervisor
■ Utilities Manager
■ Wastewater Supervisor
■ Water Distribution Supervisor
■ Water Production Supervisor
'Grandfathered incumbent only.
C. Deferred Compensation
1. Loan Program
In accordance with federal law, employees may borrow from their deferred
compensation funds for critical needs such as medical costs, college tuition, or
purchase of a home.
2. Deferred Compensation Contribution at Time of Separation
In accordance with Internal Revenue Service rules, the value of any unused earned
leave benefits may be transferred to deferred compensation at separation (including
retirement), but only during the time that the employee is actively employed with the
City. The latest opportunity for such transfer must be the pay period prior to the
employee's last day of employment.
D. Collection of Payroll Overpayments
In the event that a payroll overpayment is discovered and verified, and considering all
reasonable factors including the length of time that the overpayment was made and if and
when the employee could have reasonably known about such overpayment, the City shall
take action to collect from the employee the amount of overpayment(s). Such collection
shall be processed by payroll deduction over a reasonable period of time considering the
total amount of overpayment.
In the event the employee separates from employment during the collection period, the
final amount shall be deducted from the last payroll check of the employee. If applicable,
the balance due from the employee shall be communicated upon employment separation
if the last payroll check does not sufficiently cover the amount due the City.
It shall be the responsibility of the employee and the City to periodically monitor the
accuracy of compensation payments or reimbursements due to the possibility of a clerical
oversight or error. The City reserves the right to also collect compensation overpayments
caused by or the result of misinterpretation of a pay provision by non-authorized
personnel. The interpretation of all pay provisions shall be administered by the City
Manager or designee and as adopted by the City Council. Unauthorized compensation
payments shall not constitute a past practice.
MEO MOU November 1,2015 through October 31,2017
27
MANAGEMENT EMPLOYEES' ORGANIZATION
E. Required Fingerprinting of Employees
The City requires all employees who are hired, transferred, or promoted to positions with
oversight responsibilities for senior citizens to be fingerprinted for California Department of
Justice (DOJ) clearance that require fingerprinting by federal, state or local law(s).
Fingerprinting shall be done in accordance with said law(s). The City may also require
employees be fingerprinted if they are transferred, or'promoted to positions with oversight
responsibilities for senior citizens or oversight responsibilities for confidential, and/or
sensitive documents or equipment.
F. Acting Assignment
Acting assignments are not intended to exceed six (6) months unless extraordinary
circumstances warrant an extension as recommended and approved by the Director of
Human Resources. Under no circumstances shall an acting assignment exceed one (1)
year nor shall it be considered a reclassification or a promotion.
Acting pay must be a minimum of 5.5% and the Department Head has the discretion to set
compensation at any step on the pay range of the acting class, not to exceed the top step
of the range.
G. Return to Work Policy
The City and Association agree to reopen this agreement to establish a Return to Work
Policy for employees who experience industrial and non-industrial injury and/or illness.
H. Controlled Substance and Alcohol Testing
The City maintains the right to conduct a controlled substance and/or alcohol test during
working hours of any employee that it reasonably suspects is under the influence of alcohol
or a controlled substance in the workplace.
I. Management and Executive Management Relations Committee
During the term of this agreement, the City and MEO agree to meet quarterly to discuss
ways to improve management and executive management relations.
J. Public Employee Disaster Service Worker
In accordance with Government Code Section 3100, all Huntington Beach City employees,
including all members of this bargaining unit, are required to perform assigned disaster
service worker duties in the event of an emergency or a disaster.
MEO MOU November 1,2015 through October 31,2017
28
MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE XV - CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of Understanding
is of no force or effect unless and until adopted by resolution of the City Council of the City of
Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this 1(0�day of m�� , 2016.
HUNTINGTON BEACH
CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES'
ni 'pal Corporation ORGANIZATION
WMA
By: By:
Fre A. it on Scott Smith
anag MEO President
B : By: (�� &wa?n,- --)
Dom ane Cameron
ssistant Cit nager MEO Vice President
By: By:
is le Warren Debra Jubinsky
ector of Human Resources Negotiations Team
By. By.
J nn Diaz Jaymie Liu
ncipal Human Reso rces Analyst Negotiations Team
By:
Aaron Peardon
:ic!��hel
proved asVrm: OCEA Representative
By: 4
E. Gates
Ci Attorney
MEO MOU November 1, 2015 through October 31, 2017
29
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A- SALARY SCHEDULE
Effective September 27, 2014
Job No Job Description GPade ay A B C D E
0025 Admin Analyst ME0025 35.67 37.63 39.71 41.89 44.19
0084 Admin Analyst Principal ME0084 44.43 46.87 49.45 52.17 55.04
0089 Admin Analyst Sr ME0089 41.04 43.29 45.67 48.18 50.83
0078 Assistant City Attorney ME0078 63.02 66.48 70.13 73.98 78.05
0132 Assistant City Clerk ME0132 38.26 40.36 42.58 44.92 47.39
0595 Assistant Fire Marshal ME0595 45.78 48.30 50.95 53.76 56.71
0057 Assistant to the City Manager ME0057 47.88 50.51 53.29 56.22 59.31
0123 "Associate Civil Engineer ME0123 41.44 43.72 46.12 48.66 51.34
0071 Associate Planner ME0071 38.83 40.96 43.22 45.60 48.11
0569 Beach Maint Operations Mgr ME0569 49.83 52.57 55.46 58.51 61.73
0044 Beach Operations Supervisor ME0044 40.83 43.07 45.44 47.94 50.58
0064 Budget Analyst Senior ME0064 39.42 41.59 43.88 46.29 48.84
0598 Building Manager ME0598 57.29 60.45 63.77 67.27 70.98
0501 Business Application Supervisor ME0501 51.08 53.90 56.86 59.98 63.28
0500 Business Systems Manager ME0500 56.45 59.55 62.83 66.29 69.93
0070 Chief Criminalist ME0070 52.37 55.25 58.29 61.49 64.88
0024 City Engineer ME0024 65.24 68.83 72.62 76.61 80.82
0092 Claims Supervisor ME0092 42.48 44.82 47.28 49.89 52.63
0125 Code Enforcement Supervisor ME0125 40.62 42.85 45.21 47.70 50.32
0471 Community Relations Officer ME0471 44.43 46.87 49.45 52.17 55.04
0353 Community Services Manager ME0353 49.83 52.57 55.46 58.51 61.73
0097 Construction Manager ME0097 49.83 52.57 55.46 58.51 61.73
0085 Contract Administrator ME0085 42.48 44.82 47.28 49.89 52.63
0045 Criminalist Supervisor ME0045 45.55 48.06 50.70 53.48 56.43
0253 Cultural Affairs Supervisor ME0253 32.29 34.07 35.94 37.92 40.00
0081 Deputy City Attorney I ME0081 41.44 43.72 46.12 48.66 51.34
0080 Deputy City Attorney II ME0080 49.83 52.57 55.46 58.51 61.73
0079 Deputy City Attorney III ME0079 57.29 60.45 63.77 67.27 70.98
0068 Deputy City Engineer ME0068 55.60 58.66 61.89 65.29 68.88
0571 Deputy Dir of Econ Development ME0571 56.45 59.55 62.83 66.29 69.93
0027 Deputy Dir of Recr/Bch Devlpmt ME0027 58.17 61.37 64.74 68.30 72.06
0035 Deputy Director of Public Wrks ME0035 65.56 69.17 72.98 76.99 81.22
0486 Detention Administrator ME0486 41.04 43.29 45.67 48.18 50.83
0039 Econ Development Proj Mgr ME0039 45.31 47.81 50.44 53.21 56.14
MEO MOU November 1, 2015 through October 31, 2017
30
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A- SALARY SCHEDULE
Job No Job Description Grade ay A B C D E
0580 Energy Project Manager ME0580 45.31 47.81 50.44 53.21 56.14
0474 Facilities, Devel&Conc Mgr ME0474 47.41 50.01 52.76 55.66 58.72
0050 Facilities Maint Supervisor ME0050 40.83 43.07 45.44 47.94 50.58
0879 Finance Manager-Accounting ME0879 51.34 54.16 57.15 60.29 63.60
0889 Finance Manager-Budget ME0889 51.34 54.16 57.15 60.29 63.60
0899 Finance Manager-Fiscal Services ME0899 51.34 54.16 57.15 60.29 63.60
0869 Finance Manager-Treasury ME0869 51.34 54.16 57.15 60.29 63.60
0131 Fire Medical Coordinator ME0131 40.40 42.63 44.98 47.45 50.07
0130 Fire Protection Analyst ME0130 40.40 42.63 44.98 47.45 50.07
0590 Fleet Operations Supervisor ME0590 40.83 43.07 45.44 47.94 50.58
0581 General Services Manager ME0581 55.06 58.09 61.28 64.65 68.20
0498 GIS Manager ME0498 52.64 55.54 58.58 61.81 65.21
0043 Housing Manager ME0043 52.11 54.98 58.00 61.19 64.55
0006 Human Resources Manager ME0006 54.24 57.22 60.36 63.69 67.19
0489 Info Syst Communications Mgr ME0489 52.64 55.54 58.58 61.81 65.21
0200 Info Syst Computer Ops Manager ME0200 52.64 55.54 58.58 61.81 65.21
0038 Info Systems Manager ME0038 56.73 59.85 63.15 66.62 70.28
0075 Inspection Manager ME0075 50.56 53.35 56.28 59.38 62.65
0073 Inspection Supervisor ME0073 43.13 45.50 48.00 50.64 53.42
0251 Investigator ME0251 35.13 37.07 39.11 41.26 43.53
0158 Landscape Architect ME0158 40.40 42.63 44.98 47.45 50.07
0049 Landscape Maint Supervisor ME0049 40.83 43.07 45.44 47.94 50.58
0095 Law Office Manager ME0095 35.67 37.63 39.71 41.89 44.19
0572 Liability Claims Coordinator ME0572 36.93 38.96 41.11 43.38 45.76
0030 Maintenance Operations Mgr ME0030 55.06 58.09 61.28 64.65 68.20
0032 Marine Safety Division Chief ME0032 52.37 55.25 58.29 61.49 64.88
0048 Mechanical Maint Supervisor ME0048 40.83 43.07 45.44 47.94 50.58
0441 Neighbrhd Preservtion Prog Mgr ME0441 50.07 52.82 55.73 58.80 62.03
0490 Network Systems Administrator ME0490 47.16 49.75 52.49 55.38 58.43
0443 Payroll Systems Analyst ME0443 43.13 45.50 48.00 50.64 53.42
0098 Permit&Plan Check Manager ME0098 57.29 60.45 63.77 67.27 70.98
0209 Permit&Plan Check Supervisor ME0209 40.62 42.85 45.21 47.70 50.32
0453 Personnel Analyst ME0453 35.49 37.44 39.50 41.67 43.97
0060 Personnel Analyst Principal ME0060 44.43 46.87 49.45 52.17 55.04
0464 Personnel Analyst Senior ME0464 40.40 42.63 44.98 47.45 50.07
0099 Plan Check Engineer ME0099 48.36 51.02 53.82 56.79 59.91
MEO MOU November 1, 2015 through October 31, 2017
31
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A- SALARY SCHEDULE
Job No Job Description GPade A B C D E
0444 1 Planning Manager ME0444 52.64 55.54 58.58 61.81 65.21
0625 ***Police Admin Division Srvcs Mgr ME0625 57.29 60.45 63.77 67.27 70.98
0594 Police Admin Services Manager ME0594 45.78 48.30 50.95 53.76 56.71
0022 Police Communications Manager ME0022 41.04 43.29 45.67 48.18 50.83
0094 Police Records Administrator ME0094 41.04 43.29 45.67 48.18 50.83
0028 Principal Accountant ME0028 41.85 44.16 46.58 49.15 51.84
0096 Principal Civil Engineer ME0096 54.79 57.80 60.98 64.33 67.87
0072 Principal Electrical Inspector ME0072 39.23 41.39 43.66 46.07 48.60
0076 Principal Inspector Plb/Mech ME0076 39.23 41.39 43.66 46.07 48.60
0482 Principal Librarian ME0482 39.03 41.18 43.44 45.83 48.35
0074 Principal Planner ME0074 50.07 52.82 55.73 58.80 62.03
0579 Project Manager ME0579 45.31 47.81 50.44 53.21 56.14
0037 Project Manager Assistant ME0037 38.83 40.96 43.22 45.60 48.11
0496 Public Safety Systems Manager ME0496 53.43 56.37 59.47 62.74 66.19
0497 Public Safety Systems Supv ME0497 51.60 54.44 57.43 60.58 63.92
0083 Purchasing&Central Svcs Mgr ME0083 44.66 47.11 49.71 52.44 55.31
0839 Real Estate&Project Manager ME0839 45.31 47.81 50.44 53.21 56.14
0054 Risk Manager ME0054 52.11 54.98 58.00 61.19 64.55
0519 Safety/Loss Prevention Analyst ME0519 40.40 42.63 44.98 47.45 50.07
0069 Senior Civil Engineer ME0069 46.25 48.79 51.47 54.30 57.28
0484 Senior Deputy City Attorney ME0484 60.24 63.55 67.04 70.72 74.62
0499 Senior Info Systems Analyst ME0499 46.93 49.52 52.24 55.11 58.14
0077 Senior Librarian ME0077 33.60 35.45 37.40 39.45 41.62
0036 Senior Planner ME0036 45.31 47.81 50.44 53.21 56.14
0046 Senior Recreation Supervisor ME0046 38.26 40.36 42.58 44.92 47.39
0575 Senior Sprvsr Cultural Affairs ME0575 38.26 40.36 42.58 44.92 47.39
0578 Senior Sprvsr Human Services ME0578 38.26 40.36 42.58 44.92 47.39
0034 Senior Traffic Engineer ME0034 46.25 48.79 51.47 54.30 57.28
0457 Special Events Coordinator ME0457 32.29 34.07 35.94 37.92 40.00
0488 Street Maint Supervisor ME0488 40.83 43.07 45.44 47.94 50.58
0473 1 Supervisor, Dev& Petro-Chem ME0473 41.23 43.49 45.89 48.41 51.08
0133 Supervisor, Prkng&Cmping Fac ME0133 38.26 40.36 42.58 44.92 47.39
0033 Transportation Manager ME0033 57.01 60.14 63.45 66.94 70.63
0051 Tree Maintenance Supervisor ME0051 40.83 43.07 45.44 47.94 50.58
0483 Utilities Manager ME0483 56.16 59.25 62.51 65.95 69.58
MEO MOU November 1, 2015through October31, 2017
32
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A- SALARY SCHEDULE
Job No Job Description Grade ay A B C D E
0487 Wastewater Supervisor ME0487 40.83 43.07 45.44 47.94 50.58
0052 Water Distribution Supervisor ME0052 40.83 43.07 45.44 47.94 50.58
0053 Water Production Supervisor ME0053 40.83 43.07 45.44 47.94 50.58
0056 *Water Quality Supervisor ME0056 40.83 43.07 45.44 47.94 50.58
*Modified Per Resolution 2014-105
**Modified Per Resolution 2015-60
***Modified Per Resolution 2016-22
MEO Salary Schedule
2% Effective 9-24-16
Job No Job Description Grade ay A B C D E
0025 Admin Analyst ME0025 36.38 38.38 40.50 42.73 45.07
0084 Admin Analyst Principal ME0084 45.32 47.81 50.44 53.21 56.14
0089 Admin Analyst Sr ME0089 41.86 44.16 46.58 49.14 51.85
0078 Assistant City Attorney ME0078 64.28 67.81 71.53 75.46 79.61
0132 Assistant City Clerk ME0132 39.03 41.17 43.43 45.82 48.34
0595 Assistant Fire Marshal ME0595 46.70 49.27 51.97 54.84 57.84
0057 Assistant to the City Manager ME0057 48.84 51.52 54.36 57.34 60.50
0123 Associate Civil Engineer ME0123 42.27 44.59 47.04 49.63 52.37
0071 Associate Planner ME0071 39.61 41.78 44.08 46.51 49.07
0569 Beach Maint Operations Mgr ME0569 50.83 53.62 56.57 59.68 62.96
0044 Beach Operations Supervisor ME0044 41.65 43.93 46.35 48.90 51.59
0064 Budget Analyst Senior ME0064 40.21 42.42 44.76 47.22 49.82
0598 Building Manager ME0598 58.44 61.66 65.05 68.62 72.40
0500 Business Systems Manager ME0500 57.58 60.74 64.09 67.62 71.33
0024 City Engineer ME0024 66.54 70.21 74.07 78.14 82.44
0125 Code Enforcement Supervisor ME0125 41.43 43.71 1 46.11 48.65 51.33
0471 Community Relations Officer ME0471 45.32 47.81 50.44 53.21 56.14
0353 Community Services Manager ME0353 50.83 53.62 56.57 59.68 62.96
0097 Construction Manager ME0097 50.83 53.62 56.57 59.68 62.96
0085 Contract Administrator ME0085 43.33 45.72 48.23 50.89 53.68
0081 Deputy City Attorney I ME0081 42.27 44.59 1 47.04 49.63 52.37
0080 Deputy City Attorney 11 ME0080 50.83 53.62 56.57 59.68 62.96
0079 Deputy City Attorney III ME0079 58.44 61.66 65.05 68.62 72.40
0068 Deputy City Engineer ME0068 56.71 59.83 63.13 66.60 70.26
0571 Deputy Dir of Econ Development ME0571 57.58 60.74 64.09 67.62 71.33
0486 1 Detention Administrator ME0486 41.86 44.16 46.58 49.14 51.85,
MEO MOU November 1,2015 through October 31,2017
33
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A- SALARY SCHEDULE
Job No Job Description ay Grade A B C D E
0039 Econ Development Proj Mgr ME0039 46.22 48.77 51.45 54.27 57.26
0580 Energy Project Manager ME0580 46.22 48.77 51.45 54.27 57.26
0474 Facilities, Devel&Conc Mgr ME0474 48.36 51.01 53.82 56.77 59.89
0050 Facilities Maint Supervisor ME0050 41.65 43.93 46.35 48.90 51.59
0879 Finance Manager-Accounting ME0879 52.37 55.24 58.29 61.50 64.87
0889 Finance Manager- Budget ME0889 52.37 55.24 58.29 61.50 64.87
0899 Finance Manager- Fiscal Services ME0899 52.37 55.24 58.29 61.50 64.87
0869 Finance Manager-Treasury ME0869 52.37 55.24 58.29 61.50 64.87
0131 Fire Medical Coordinator ME0131 41.21 43.48 45.88 48.40 51.07
0130 Fire Protection Analyst ME0130 41.21 43.48 45.88 48.40 51.07
0590 Fleet Operations Supervisor ME0590 41.65 43.93 46.35 48.90 51.59
0581 General Services Manager ME0581 56.16 59.25 62.51 65.94 69.56
0498 GIS Manager ME0498 53.69 56.65 59.75 63.05 66.51
0043 Housing Manager ME0043 53.15 56.08 59.16 62.41 65.84
0006 Human Resources Manager ME0006 55.32 58.36 61.57 64.96 68.53
0489 Info Syst Communications Mgr ME0489 53.69 56.65 59.75 63.05 66.51
0200 Info Syst Computer Ops Manager ME0200 53.69 56.65 59.75 63.05 66.51
0075 Inspection Manager MEO075 51.57 54.42 57.41 60.57 63.90
0073 Inspection Supervisor ME0073 43.99 46.41 48.96 51.65 54.49
0251 Investigator ME0251 35.83 37.81 39.89 42.09 44.40
0158 Landscape Architect ME0158 41.21 43.48 45.88 48.40 51.07
0049 Landscape Maint Supervisor ME0049 41.65 43.93 46.35 48.90 51.59
0572 Liability Claims Coordinator ME0572 37.67 39.74 41.93 44.25 46.68
0030 Maintenance Operations Mgr ME0030 56.16 59.25 62.51 65.94 69.56
0032 Marine Safety Division Chief ME0032 53.42 56.36 59.46 62.72 66.18
0490 Network Systems Administrator ME0490 48.10 50.75 53.54 56.49 59.60
0443 Payroll Systems Analyst ME0443 43.99 46.41 48.96 51.65 54.49
0098 Permit&Plan Check Manager ME0098 58.44 61.66 65.05 68.62 72.40
0209 Permit&Plan Check Supervisor ME0209 41.43 43.71 46.11 48.65 51.33
0453 Personnel Analyst ME0453 36.20 38.19 40.29 42.50 44.85
0060 Personnel Analyst Principal ME0060 45.32 47.81 50.44 53.21 56.14
0464 Personnel Analyst Senior ME0464 41.21 43.48 45.88 48.40 51.07
0099 Plan Check Engineer ME0099 49.33 52.04 54.90 57.93 61.11
0444 Planning Manager ME0444 53.69 56.65 59.75 63.05 66.51
0625 Police Admin Division Srvcs Mgr ME0625 58.44 61.66 65.05 68.62 72.40
0594 Police Admin Services Manager ME0594 46.70 49.27 51.97 54.84 57.84
0022 Police Communications Manager ME0022 41.86 44.16 46.58 49.14 51.85
0094 Police Records Administrator ME0094 41.86 44.16 46.58 49.14 51.85
0028 Principal Accountant ME0028 42.69 45.04 47.51 50.13 52.88
MEO MOU November 1, 2015 through October 31, 2017
34
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A- SALARY SCHEDULE
Job No Job Description GPade ay A B C D E
0096 Principal Civil Engineer ME0096 55.89 58.96 62.20 65.62 69.23
0072 Principal Electrical Inspector ME0072 40.01 42.22 44.53 46.99 49.57
0076 Principal Inspector Plb/Mech ME0076 40.01 42.22 44.53 46.99 49.57
0482 Principal Librarian ME0482 39.81 42.00 44.31 46.75 49.32
0074 Principal Planner ME0074 51.07 53.88 56.84 59.98 63.27
0579 Project Manager ME0579 46.22 48.77 51.45 54.27 57.26
0037 Project Manager Assistant ME0037 39.61 41.78 44.08 46.51 49.07
0496 Public Safety Systems Manager ME0496 54.50 57.50 60.66 63.99 67.51
0497 Public Safety Systems Supv ME0497 52.63 55.53 58.58 61.79 65.20
0839 Real Estate& Project Manager ME0839 46.22 48.77 51.45 54.27 57.26
0054 Risk Manager ME0054 53.15 56.08 59.16 62.41 65.84
0519 Safety/Loss Prevention Analyst ME0519 41.21 43.48 45.88 48.40 51.07
0069 Senior Civil Engineer ME0069 47.18 49.77 1 52.50 55.39. 58.43
0484 Senior Deputy City Attorney ME0484 61.44 64.82 68.38 72.13 76.11
0499 Senior Info Systems Analyst ME0499 47.87 50.51 53.28 56.21 59.30
0077 Senior Librarian ME0077 34.27 36.16 38.15 40.24 42.45
0036 Senior Planner ME0036 46.22 48.77 51.45 54.27 57.26
0575 Senior Sprvsr Cultural Affairs ME0575 39.03 41.17 43.43 45.82 48.34
0578 Senior Sprvsr Human Services ME0578 39.03 41.17 43.43 45.82 48.34
0034 Senior Traffic Engineer ME0034 47.18 49.77 52.50 55.39 58.43
0457 Special Events Coordinator ME0457 32.94 34.75 36.66 38.68 40.80
0488 Street Maint Supervisor ME0488 41.65 43.93 46.35 48.90 51.59
0133 Supervisor, Prkng&Cmping Fac ME0133 39.03 41.17 43.43 45.82 48.34
0033 Transportation Manager ME0033 58.15 61.34 64.72 68.28 72.04
0051 Tree Maintenance Supervisor ME0051 41.65 43.93 46.35 48.90 51.59
0483 Utilities Manager ME0483 57.28 60.44 63.76 67.27 70.97
0487 Wastewater Supervisor ME0487 41.65 43.93 46.35 48.90 51.59
0052 Water Distribution Supervisor ME0052 41.65 43.93 46.35 48.90 51.59
0053 Water Production Supervisor 1ME0053 41.65 43.93 46.35 48.90 51.59
0056 Water Quality Supervisor ME0056 41.65 43.93 46.35 48.90 51.59
MEO MOU November 1,2015 through October 31, 2017
35
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
RETIREE SUBSIDY MEDICAL 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. At the time of retirement the employee has a minimum of ten (10) years of continuous full-
time City service or is granted an industrial disability retirement; and
B. At the time of retirement, the employee is employed by the City; and
C. Following official separation from the City, the employee is granted a retirement allowance
by the California Public Employees' Retirement System.
The City's obligation to pay the monthly premium as indicated shall be modified downward or
cease during the lifetime of the retiree upon the occurrence of any one of the following-
1. On the first of the month in which a retiree or dependent reaches age 65 or on the
date the retiree or dependent can first apply and become eligible, automatically or
voluntarily, for medical coverage under Medicare (whether or not such application
is made) the City's obligation to pay monthly premiums may be adjusted
downward or eliminated. Benefit coverage at age 65 under the City's medical
plans shall be governed by applicable plan document.
2. In the event of the death of any employee, whether retired or not, the amount of
the retiree medical insurance subsidy benefit which the deceased employee was
receiving at the time of his/her death would be eligible to receive if he/she were
retired at the time of death, shall be paid on behalf of the spouse or family for a
period not to exceed twelve (12) months.
SCHEDULE OF BENEFITS
A. Minimum Eligibility for Benefits - With the exception of an industrial disability retirement,
eligibility for benefits begin after an employee has completed ten (10) years of continuous full
time service with the City of Huntington Beach. Said service must be continuous unless prior
service is reinstated at the time of his/her rehire in accordance with the City's Personnel
Rules.
B. Disability Retirees - Industrial disability retirees with less than ten (10) years of service shall
receive a maximum monthly payment toward the premium for health insurance of$121 (one
hundred twenty-one dollars). Payments shall be in accordance with the stipulations and
conditions, which exist for all retirees. Payment shall not exceed dollar amount, which is
equal to the full cost of premium for employee only.
MEO MOU November 1,2015 through October 31,2017
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
C. Maximum Monthly Subsidy Payments-- Payment amounts may be reduced each month as
dependent eligibility ceases due to death, divorce or loss of dependent child status.
However, the amount shall not be reduced if such reduction would cause insufficient funds
needed to pay the full premium for the employee and the remaining dependents. In the
event no reduction occurs and the remaining benefit premium is not sufficient to pay the
premium amount for the employee and the eligible dependents, said needed excess
premium amount shall be paid by the employee.
All retirees, including those retired as a result of disability whose number of continuous, full
time years of City service prior to retirement City exceeds ten (10), shall be entitled to
maximum monthly payment of premiums by the for each year of completed City service as
follows:
Maximum Monthly Payment
for Retirements After:
Years of Service Subsidy
10 $ 121
11 136
12 151
13 166
14 181
15 196
16 211
17 226
18 241
19 256
20 271
21 286
22 300
23 315
24 330
25 344
RETIREE SUBSIDY MEDICAL PLAN / MISCELLANEOUS PROVISIONS
A. Eligibility:
1. The effective start-up date of the Retiree Subsidy Medical Plan for the various
employee groups shall be the first of the month following retirement date.
2. A retiree may change plans, add dependents, etc., during annual open
enrollment. The Human Resources Department shall notify covered retirees of
this opportunity each year.
MEO MOU November 1, 2015 through October 31, 2017
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
3. Years of service computed for the Retiree Subsidy Medical Plan are actual
years of completed service with the City of Huntington Beach.
B. Benefits:
1. Retiree Subsidy Medical Plan includes the available group medical plans offered
to active unit members at the time of retirementManaged Health Network (MHN),
Prescription Card System (PCS), Orange County Foundation for Medical Care
(OCFMC) and Medical Stop Loss insurance.
2. City Plans are the primary payer for active employees age 65 and over, with
Medicare the secondary payer. Retirees age 65 and over have no City Plan
options and are eligible only for Medicare.
3. Premium payments are to be received at least one month in advance of the
coverage period.
C. Subsidies:
1. The subsidy payments will pay for:
a. Retiree Subsidy Medical Plan.
b. HMO.
c. Part A of Medicare for those retirees not eligible for paid Part A.
2. Subsidy payments will not pay for:
a. Part B Medicare.
b. Any other employee benefit plan.
c. Any other commercially available benefit plan.
d. Medicare supplements.
D. Medicare:
1. All persons are eligible for Medicare coverage at age sixty five (65). Those with
sufficient credit quarters of Social Security will receive Part A of Medicare at no
cost. Those without sufficient credited quarters are still eligible for Medicare at age
sixty five (65, but will have to pay for Part A of Medicare if the individual elects to
take Medicare. In all cases, Part B of Medicare is paid for by the participant.
MEO MOU November 1, 2015 through October 31, 2017
38
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
2. When a retiree and his/her spouse are both sixty five (65 or over, and neither is
eligible for paid Part A of Medicare, the subsidy shall pay for Part A for each of
them or the maximum subsidy, whichever is less.
3. When a retiree at age sixty five (65 is eligible for paid Part A of Medicare and
his/her spouse is not eligible for paid Part A, the spouse shall not receive subsidy.
When a retiree at age sixty five (65 is not eligible for paid Part A of Medicare and
his/her spouse who is also age sixty five (65is eligible for paid Part A of Medicare,
the subsidy shall be for the retiree's Part A only.
E. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be
eliminated on the first day of the month in which the retiree reaches age sixty
five (65. If such retiree was covering dependents under the Plan, dependents
will be eligible for state and or federal COBRA continuation benefits effective
as of the retiree's sixty-fifth (65th) birthday.
b. Dependent coverage will be eliminated upon whichever of the following
occasions comes first:
i. After thirty six (36) months of COBRA continuation coverage, or
ii. When the covered dependent reaches age sixty five (65) in the event
such dependent reaches age sixty five (65) prior to the retiree reaching
age sixty five (65).
c. At age sixty five (65) retirees are eligible to make application for Medicare.
Upon being considered "eligible to make application," whether or not
application has been made for Medicare, the Retiree Subsidy Medical Plan
will be eliminated.
2. See provisions under "Benefits," "Subsidies," and "Medicare" for those
retirees/dependents not eligible for paid Part A of Medicare.
3. Retiree Subsidy Medical Plan and COBRA participants shall be notified of non-
payment of premium by means of a certified letter from Employee Benefits in
accordance with provisions of the Memorandums of Understanding.
4. A retiree who fails to pay premiums due for coverage and is in arrears for sixty
(60) days shall be terminated from the Plan and shall not have reinstatement
rights.
MEO MOU November 1,2015 through October 31,2017
39
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT C —VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION
VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION
See Administrative Regulations
MEO MOU November 1,2015 through October 31, 2017
40
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT D — PHYSICAL EXAMINATION DESCRIPTION
PHYSICAL EXAMINATION DESCRIPTION
I. Complete Health History
II. Complete Physical Examination by Physician
III. Computer Printout:
A. Physiological Tests:
1. Temperature
2. Height
3. Weight
4. Vision
5. Audiometry (Hearing Screening)
6. Blood Pressure
7. Pulse
8. Chest X-Ray
9. EKG
10. History
11. Tonometry(Glaucoma)for patients 35 and over.
12. Spirometry(Breathing)
B. Laboratory Tests:
1. Blood Chemistry Screening Tests:
SGPT Triglycerides
SGOT Glucose Fasting
LDH BUN
Alk. Phosphatase Creatinine
Total Bilirubin Uric Acid
Total Protein Calcium
Albumin-Serum Inorganic Phosphate
Globulin Sodium
Cholesterol Postassium
2. Complete Blood Count
3. Urinalysis
4. Stool Test for Blood
5. RPR
6. Pap Smear on Females
7. HDL
IV. Examination Findings:
A. Consultation with Physician
B. Written Report of Findings
MEO MOU November 1,2015through October31, 2017
41
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT E — 9/80 WORK SCHEDULE
9/80 WORK SCHEDULE
This work schedule is known as the "9/80." In the event that there is a conflict with the current
rules, practices and/or procedures regarding work schedules and leave plans, then the rules
listed below shall govern.
9/80 WORK SCHEDULE DEFINED
The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two-
week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for
eight (8) hours (Friday), with a one-hour lunch during each work shift, totaling forty (40) hours in
each work week. The 9/80 work schedule shall not reduce service to the public, departmental
effectiveness, productivity and/or efficiency as determined by the City Manager or designee.
A. Forty (40) Hour Work Week
The actual work week is from Friday at mid-shift (p.m.) to Friday at mid-shift (a.m.). No
employee working the 9/80 work schedule will be able to flex their Friday start time nor the
time they take their lunch break, which will be from 12.00 p.m. to 1:00 p.m. on Fridays. All
employee work shifts will start at 8:00 a.m. on their Friday worked. The start of the work
week is 12:00 noon Friday.
B. Two-Week Pay Period
The pay period for employees starts Friday mid-shift (p.m.) and continues for fourteen (14)
days until Friday mid-shift (a.m.). During this period, each week is made up of four (4) nine
(9) hour work days (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours
equal forty (40) work hours in each work week (e.g. the Friday is split into four (4) hours for
the a.m. shift, which is charged to work week one and four (4) hours for the p.m. shift, which
is charged to work week two).
C. A/B Schedules
To continue to provide service to the public every Friday, employees are to be divided
between two schedules, known as the "A" schedule and the "B" schedule, based upon the
departmental needs. For identification purposes, the "A" schedule shall be known as the
schedule with a day off on the Friday in the middle of the pay period, or, "off on payday", the
"B" schedule shall have the first Friday (p.m.) and the last Friday (a.m.) off, or "working on
payday". An example is listed below:
AM PM AM PM AM PM
F F S S M T W Th F F S S M T W Th F F
A Schedule 4 4 - - 9 9 9 9 - - - - 9 9 9 9 4 4
B Schedule - - - - 9 9 9 9 4 4 - - 9 9 9 9 - -
MEO MOU November 1,2015 through October 31,2017
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MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT E — 9/80 WORK SCHEDULE
A/B Schedule Changes
Employees cannot change schedules without prior approval of their supervisor, Department
Head, and the Director of Human Resources or designee.
D. Emergencies
All employees on the 9/80 work schedule are subject to be called to work any time to meet
any and all emergencies or unusual conditions which, in the opinion of the City Manager,
Department Head or designee may require such service from any of said employees.
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9)
hours of eligible leave per workday shall be charged against the employee's leave balance or
eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the
current accrual, eligibility, request and approval requirements.
1. General Leave —As stated in Memorandum of Understanding
2. Sick Leave —As stated in Memorandum of Understanding
3. Administrative Leave —As stated in Memorandum of Understanding
4. Bereavement Leave —As stated in Memorandum of Understanding
5. Holidays - As stated in Memorandum of Understanding
6. Jury Duty — The provisions of the Personnel Rules shall continue to apply; however, if an
employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday,
or on a City holiday, then the jury duty shall be considered the same as having occurred
during the employees day off work; therefore, the employee will receive no added
compensation.
MEO MOU November 1,2015 through October 31,2017
43
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT F —4/10 WORK SCHEDULE
4/10 WORK SCHEDULE
In the event that there is a conflict with the current rules, practices and/or procedures regarding
work schedules and leave plans, then the rules listed below shall govern.
4/10 WORK SCHEDULE DEFINED
The 4/10 work schedule shall be defined as working eight (8) days for eighty (80) hours in a two
week pay period by working eight (8) days (Monday through Thursday, Fridays off) at ten (10)
hours per day, plus a one-hour lunch during each work shift, totaling forty (40) hours in each
work week. The 4/10 work schedule shall not reduce service to the public, departmental
effectiveness, productivity and/or efficiency as determined by the City Manager or designee.
All employees on the 4/10 work schedule are subject to be called to work any time to meet any
and all emergencies or unusual conditions which, in the opinion of the City Manager,
Department Head or designee may require such service from any of said employees.
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 4/10 work schedule, then ten (10)
hours of eligible leave per workday shall be charged against the employee's leave balance. All
leaves shall continue under the current accrual, eligibility, request, and approval requirements.
1. General Leave—As stated in Memorandum of Understanding
2. Sick Leave —As stated in Memorandum of Understanding
3. Administrative Leave —As stated in Memorandum of Understanding
4. Bereavement Leave —As stated in Memorandum of Understanding
5. Holidays - As stated in Memorandum of Understanding
6. Jury Duty — The provisions of the Personnel Rules shall continue to apply; however, if an
employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday,
or on a City holiday, then the jury duty shall be considered the same as having
occurred during the employees day off work; therefore, the employee will receive no
added compensation.
MEO MOU November 1,2015 through October 31, 2017
44
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT G —VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Request Form
Requestor, Please Complete
According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request
donated Vacation, General Leave or Exempt Compensatory Time.
MY SIGNATURE CERTIFIES THAT:
• A Leave of absence in relation to a catastrophic illness or injury has been approved by my
Department; and
• I am not receiving disability benefits or Workers' Compensation payments.
]Name: (Please Print or Type: Last, First, MI)
; ork Phone: Department:
:Job Title: Employee ID#:
Requester Signature: Date:
Department Director Signature of Support: Date:
--- -------------------------------- - ----- ------
Human Resources Department-Use Only
i
End donation date will bridge to: End donation date:
i
❑ Long Term Disability
❑ Medical Retirement beginning
❑ Length of FMLA leave ending
❑ Return to work
E
- -- --- - -
Human Resources Director Signature: Date signed:
MEO MOU November 1, 2015 through October 31,2017
45
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT G —VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
.... ..... ..... . . ....... . .... :_._.... ....-
Donor Name: (Please Print or Type: Last, First, MI) I
—------------------------------------
:
---------
Donor Job Title:
Type of Accrued Leave: Number of Hours I wish to Donate:
❑ Vacation Hours of Vacation
❑ 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.
MEO MOU November 1,2015 through October 31,2017
46
Res. No. 2016-30
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 May 16, 2016 by the following vote:
AYES: O'Connell, Sullivan, Katapodis, Hardy
NOES: Posey, Peterson
ABSENT: Delgleize
ABSTAIN: None
1 1 At")
City CIA and ex-offici Clerk of the
City Council of the City of
Huntington Beach, California