HomeMy WebLinkAboutLori Ann Farrell - 2010-11-15Council/Agency Meeting Held:/
Deferred/Continued to:
,®-App ved ❑ Conditionally Approved ❑ Denied
> Oft y� Wki Signatu of
Council Meeting Date: November 15, 2010
Department ID Number: HR 10-021
CITY OF HUNTINGTON BEACH
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Fred A. Wilson, City Administrator
PREPARED BY: Paul Emery, Deputy City Administrator
SUBJECT: Approve and authorize execution of an Employment Agreement
between the City and Lori Ann Farrell for -the position of Finance
Director, effective December 13, 2010
Statement of Issue: A national recruitment has been conducted for the position of Finance
Director.
position.
The City Administrator is recommending the appointment of Lori Ann Farrell to the
Financial Impact: The position of Finance Director is a budgeted position in the 2010-11
Fiscal Year Budget. No additional funding is required.
Recommended Action: Motion to:
A) Approve the appointment of Lori Ann Farrell to the position of Finance Director, and,
B) Approve and authorize the City Administrator to execute the Employment Agreement.
between the City of Huntington Beach and Lori Ann Farrell for the position of Finance
Director.
Alternative Action(s): Do not approve the appointment of Lori Ann Farrell for the position
of Finance Director.
HB -195- Item 18. - 1
REQUEST FOR COUNCIL ACTION
MEETING DATE: 11/15/2010 DEPARTMENT ID NUMBER: HR 10-021
Analysis:
The City of Huntington Beach recently tendered the resignation of Finance Director, Bob
Wingenroth, effective November 15, 2010. The City utilized the services of Alliance
Resource Consulting, Inc. to conduct a recruitment to fill the upcoming vacancy. Three
candidates were invited to interview with an executive -interview panel.
The City Administrator and Deputy City Administrator conducted follow-up interviews and
reference checks. The City Administrator recommends City Council approval to appoint Lori
Ann Farrell to the position of Finance Director for the City of Huntington Beach effective
December 13, 2010. -The compensation is recommended at Non-Associated/Executive
Management Range 709, Step D. The annual salary is $182,903.
Environmental Status: N/A
Strategic Plan Goal: Maintain financial viability and our reserves
Attachment(s): 2
1- IEmployment Agreement between the City of Huntington Beach and Lori Ann Farrell
for the position of Finance Director.
Z 1 Resume of Lori Ann Farrell
Item 18. - 2 HB -196-
i
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EMPLOYMENT AGREEMENT BETWEEN
THE CITY OF HUNTINGTON BEACH AND
LORI ANN FARRELL
THIS AGREEMENT is entered into between the City of Huntington Beach, a California
municipal corporation, subsequently called "City," and Lori Ann Farrell, subsequently called
"Farrell."
WITNESSETH
The City Administrator has been empowered to appoint and remove department directors,
with approval of the City Council; and
The City, through the City Administrator, desires to employ the services of Lori Ann Farrell
as Finance Director of the City of Huntington Beach; and
It is the desire of the City to provide certain benefits, establish certain conditions of
employment, and to set working conditions of Farrell; and
It is the desire of the City to:
(1) Secure and retain the services of Farrell and to provide inducement for her to remain
in such employment; and
(2) To provide a means for terminating Farrell's service at such time as she may be
unable fully to discharge her duties due to disability or when City may otherwise desire to terminate
her employ; and
Farrell desires to accept employment as the Finance Director of the City;
NOW, THEREFORE, in consideration of the mutual covenants here contained, the parties
agree as follows:
SECTION 1. DUTIES. City agrees to employ Farrell as the Finance Director of the City to
perform the functions and duties of that office as set forth in the Municipal Code of the City of
Huntington Beach and the City Charter, and to perform other legally permissible duties and
functions as the City Administrator shall from time to time assign. Farrell shall devote her full
attention and effort to the office and perform the mentioned duties and functions in a professional
manner.
1
10-2697/54685.doc
SECTION 2. STATUS AND TERM.
(a) Farrell shall serve for an indefinite term at the pleasure of the City Administrator and
shall be considered an at -will employee of the City. Farrell's first day of work pursuant to this
Agreement shall be December 13, 2010.
(b) Nothing in this Agreement shall prevent, limit or otherwise interfere with the right of
the City Administrator to terminate the employment of Farrell at any time, subject only to the
provisions set forth in Section 6, paragraphs (a), (b) and (c) of this Agreement, and Section 401 of
the Charter of the City of Huntington Beach.
(c) Nothing in this Agreement shall prevent, limit, or otherwise interfere with the right
of Farrell to resign at any time from her position with the City, subject only to the provisions set
forth in Section 6, paragraph (d), of this Agreement.
(d) Farrell agrees to remain in the exclusive employ of City for an indefinite period and
shall neither accept other employment nor become employed by any other employer without the
prior written approval of the City Administrator until notice of resignation is given.
The term "employed" (and derivations of that term as used in the preceding paragraph) shall
include employment by another legal entity or self employment, however, shall not be construed to
include occasional teaching, writing, consulting, or military reserve service performed on Farrell's
time off, and with the advance approval of the City Administrator.
SECTION 3. SALARY. City agrees to pay Farrell for her services rendered pursuant to
this Agreement at Range 709, Step D of the City's classification and compensation plan or
resolutions or ordinances from time to time enacted that govern such compensation.
SECTION 4. OTHER BENEFITS. In addition to the foregoing benefits, Farrell shall also
receive all such other benefits that are generally applicable to nonassociated employees (department
heads) hired after December 27, 1997, as set forth in Exhibit A, attached hereto.
SECTION 5. ADMINISTRATIVE LEAVE. City Administrator may place Farrell on
Administrative Leave with full pay and benefits at any time during the term of this Agreement.
SECTION 6. TERMINATION AND SEVERANCE PAY.
(a) Except as provided in subsection (b), in the event the City Administrator terminates
the employment of Farrell, and during such time that Farrell is willing and able to perform her
duties under this Agreement, then, the City shall pay to Farrell a severance payment equal to salary
payments which Farrell would have been receiving over a twelve week period at Farrell's current
rate of pay in effect on the day prior to the date of termination. In addition, for the lesser of ninety
(90) calendar days after the date of termination or the time Farrell secures health and medical
insurance through attainment of comparable employment, the City shall maintain and pay for health,
medical, disability, the continuation of retirement benefits and life insurance in such amounts and on
2
10-2697/54685.doc
such terms as have been received by Farrell and Farrell's dependents at the time of such termination;
however, no other or additional benefits shall accrue during this ninety (90) calendar -day period.
(b)(1) Notwithstanding subsection (a) above, the following reasons shall constitute grounds
to terminate the employment of Farrell without severance pay:
(i) a willful breach of this agreement or the willful and repeated neglect
by Farrell to perform duties that she is required to perform;
(ii) conviction of any criminal act relating to employment with the City;
(iii) conviction of a felony.
(2) Prior to the time that the City Administrator terminates Farrell without
severance pay for any of the reasons set forth in Section (b)(1) above, and only in that case, the City
Administrator shall provide Farrell with written notice of proposed termination which contains the
reason and factual basis for such action. Within ten days of such notice, Farrell may request an
opportunity to respond to the reasons and factual basis provided by the City Administrator. If such a
request to respond is made, the City Administrator shall conduct a meeting, which may be informal
in nature, at which Farrell may respond to the notice of proposed termination. At such meeting,
Farrell may be represented by an attorney of her choice and present evidence or information relevant
to the reasons and factual basis set forth in the notice of proposed termination. Subsequently, the
decision of the City Administrator as to whether reasons set forth in Section (b)(1) exist or do not
exist shall be final as between the parties.
(c) In the event the City at any time during the term of this Agreement reduces the salary
of Farrell from its then current year level, except as part of an across-the-board reduction for all
department heads of City, or in the event City refuses, following written notice, to extend to Farrell
any nonsalary benefit customarily available to all department heads, or in the event Farrell resigns
following a suggestion, whether formal or informal, by the City Administrator that she resign, then,
in those events, Farrell may, at the option, be deemed to be "terminated" at the date of such
reduction or such refusal to extend or such suggestion of resignation within the meaning and context
of the severance pay provision in paragraph (a) above; provided that such option to be deemed
terminated must be exercised by written notice from Farrell to the City Administrator within ten
(10) working days of notification of such reduction, refusal to extend, or suggestion of resignation.
In that event, the severance payment shall be calculated from the date Farrell exercises the option to
be deemed terminated.
(d) In the event Farrell voluntarily resigns her position, Farrell shall give City written
notice at least thirty (30) days prior to the last workday, unless the City Administrator and Farrell
otherwise agree. Unless there is agreement to the contrary, if Farrell fails to provide such notice to
the City Administrator, any right to accrued benefits for sick pay shall terminate.
(e) It is understood that after notice of termination in any form, Farrell and City will
cooperate to provide for an orderly transition. Specific responsibilities during such transition may
be specified in a written separation agreement.
3
10-2697/54685.doc
SECTION 7. DISABILITY. If Farrell is totally disabled or otherwise unable to perform
her duties because of sickness, accident, injury, mental incapacity or ill health, she shall be eligible
for Disability Leave upon exhausting all accrued sick leave and vacation leave, and duty injury leave
if applicable. Disability Leave shall be unpaid and shall be approved by the City Administrator for a
time period of up to three (3) months. The length of such time period of the Disability Leave shall
be dependent upon the length of the disability as demonstrated by Farrell. If Farrell is unable to
return to work at that time, City shall have the option to terminate the employment of Farrell,
subject to the requirements imposed on the City by Section 6, paragraph (a).
SECTION S. PERFORMANCE EVALUATION. The City Administrator shall review
and evaluate in writing the performance of Farrell at least once annually. That review and
evaluation shall be in accordance with specific criteria developed in consultation with Farrell and
City Administrator. Those criteria may be added to or deleted from as the City Administrator may
from time to time determine, in consultation with Farrell.
SECTION 9. PROFESSIONAL DEVELOPMENT. City agrees to budget and pay for
professional memberships normally accorded department heads. Farrell shall also receive paid
leave, plus registration, travel and reasonable expenses for short courses, conferences and seminars
that are necessary for her personal development and, in the judgment of the City Administrator, for
the good of the City, and subject to budget limitations and to established travel policies and
procedures.
SECTION 10. FINANCIAL DISCLOSURE. Farrell shall report to the City
Administrator any ownership interest in real property within the County of Orange, excluding
personal residence. Also, Farrell shall report to the City Administrator any financial interest greater
than Ten Thousand Dollars ($10,000) in value in a firm doing work for the City or from which the
City intends to make a purchase. Such reporting shall be made in writing by Farrell to the City
Administrator within ten (10) calendar days of the execution of this agreement and further within
ten (10) calendar days of acquisition of that interest in real property. Additionally, Farrell shall
report in writing to the City Administrator any financial interest greater than Ten Thousand Dollars
($10,000) in value in a firm doing work for the City or from whom the City intends to make a
purchase immediately upon notice of the intended work or purchase.
SECTION 11. INDEMNIFICATION. City shall defend and indemnify Farrell against any
action, including but not limited to any: tort, professional liability claim or demand, or other
noncriminal legal, equitable or administrative action, whether groundless or otherwise, arising out of
an alleged act or omission occurring in the performance of Farrell's duties as an employee or officer of
the City, other than an action brought by the City against Farrell, or an action filed against the City by
Farrell. In addition, the City shall pay the reasonable expenses for the travel, lodging, meals, and lost
4
10-2697/54685.doc
worktime of Farrell should Farrell be subject to such, should an action be pending after termination of
Farrell. City shall be responsible for and have authority to compromise and settle any action, with prior
consultation with Farrell, and pay the amount of any settlement or judgment rendered on that action.
Farrell shall cooperate fully with the City in the settlement, compromise, preparation of the defense, or
trial of any such action.
SECTION 12. GENERAL ]PROVISIONS.
(a) The text here shall constitute the entire Agreement between the parties.
(b) This Agreement shall become effective commencing December 13, 2010.
(c) If any provision, or any portion of any provision, contained in this Agreement is held
unconstitutional, invalid, or unenforceable, the remainder of this Agreement, or any
portion of it, shall be deemed severable, shall not be affected and shall remain in full
force and effect.
(d) No amendment of this Agreement shall be effective unless in writing and signed by
both parties hereto.
IN WITNESS WHEREOF, the City of Huntington Beach has caused this Agreement
to be signed and executed on its behalf by its City Administrator, and Farrell has signed and
executed this Agreement, both in duplicate, on 0 1,5 . 2010.
LORI ANN FARRELL CITY O GTON BEACH
C' Administrator
APPROVED AS TO FORM:
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.fw
City Attorney 1
10 2697/54685.doc
IT
RESOLUTION NO. 2010-15
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH MODIFYING SALARY AND
BENEFITS FOR NON -REPRESENTED EMPLOYEES
WHEREAS, the City Council of the City of Huntington Beach desires to modify salary
and benefits for non -represented employees upon adoption of this resolution,
NOW, "THEREFORE, the City Council of the City of Huntington Beach does hereby
resolve as follows:
1. Salaries and benefits for Non -Represented employees shall be as reflected in
Exhibit A, attached hereto and incorporated by this reference.
2. Except as modified herein existing benefits shall remain in effect.
3. Any resolution in conflict herewith, whether by minute action or resolution of the
City Council heretofore approved, is hereby repealed.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 16th day of February , 2010L
REVIED/AND APPROVED:
Ci
07-1375.003/43795
M
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
EXHIBIT A - NON -ASSOCIATED EMPLOYEES PAY AND BENEFIT
PROVISION...................................................................................................1
SECTIONI PAY.......................................................................................................................1
A. SALARY SCHEDULE..............................................................................................................................1
B. DIRECT DEPOSIT..................................................................................................................................1
C. ASSIGNED VEHICLE/AUTO ALLOWANCE........................................................................................1
1. Department Heads..----...-.............................................................................................................................................1
SECTION II - HOURS OF WORK/OVERTIME/TIMEOFF............................................1
A. EXECUTIVE LEAVE..............................................................................................................................1
B. FLEXIBLE AND ALTERNATI`"E WORK SCHEDULES.........................................................................1
SECTION III - HEALTH AND OTHER INSURANCE BENEFITS.................................2
A. HEALTH INSURANCE ............................................................................................................................2
1. Medical, Dental and Vision Insurance....................................................................._...............................................2
2. City and Employee Paid Health Insurance..............................................................................................................2
3. Medical Cash Out.........................................................................................................................................................7
4. Section 125 Plan.-.........................................................................................................................................................7
B. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE.........................................7
C. LONG-TFRN1 DISABILITY INSUR�NCE...............................................................................................7
D. CITY -PAID PHYSICAL Ex:-1\,uNATIONS.............................................................................................. 8
E. MISCELLANEOUS.................................................................................................................................. 8
F. RETIREE MEDICAL COVERAGE FOR RETIREES NO I' ELIGIBLE FOR THE CITY MEDICAL
RETIREESUBSIDY PLAN...................................................................................................................... 8
G. POST-65 SUPPLEMENT_-1L MEDICARE COVERAGE...........................................................................8
SECTIONIV - RETIREMENT.............................................................................................9
A. BENEFITS ......................... ............................................................. :...................................................
..... 9
1.
Public Employees' Retirement System.....................................................................................................................9
2.
Self -Funded Supplemental Retirement Benefit.......................................................................................................9
3.
Medical Insurance for Retirees...................................................................................................................................9
4.
2.5 Percent at Age 55 Formula ........... .................................... ..................
-.......... .......................... - .......................... 9
5.
Three Percent (3°io) at Age 50 Formula..................................................................................................................10
6.
Pre -Retirement Optional Settlement 2 Death Benefit.........................................................................................10
7.
Fourth Level of 1959 Survivor Benefits.................................................................................................................10
8.
Plan Requirements.........................................................................................................................................................9
9.
Eligibility Defined.........................................................................................................................................
.
10.
Employee Contributions.............................................................................................................................................9
11.
Leave Payout ............................. ........................................................................................................
.9
12.
Participant Account ........ ........... ............................................ -........... ........................................................................
10
12.
Administrative Fees....................................................................................................................................................10
14.
Dispute Resolution ............................. .------------------------ ..... ...... _.__... ...........................................
............................... 10
15.
Indemnification .............. ..................... ................ .........................................................................
.... - ......................... 10
VEBA Attachment A to Resolution 1
07-1375.001/EX141BIT A To Non -Associated Resolution 02-16-10
hwk�
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
B. PUBLIC F_. ViPLOYEES' RETIREMENT SYSTEM REIMBURSEMENT AND REPORTING....................11
1. Employees' Contribution..........................................................................................................................................11
SECTION V - LEAVE BENEFITS.......................................................................................11
A. GENERAL LEAVE.................................................................................................................................11
1. Accrual..........................................................................................................................................................................10
2. Eligibility and Approval............................................................................................................................................11
3. Leave Benefit Entitlements......................................................................................................................................13
4. Conversion to Cash....................................................................................................................................................13
B. HOLIDAYS AND PAY PROVISIONS....................................................................................................14
C. SICK LEAVE.........................................................................................................................................14
1. Accrual..........................................................................................................................................................................12
2. Credit............................................................................................................................................................................12
3. Usage.............................................................................................................................................................................12
4. Payoff at Termination................................................................................................................................................12
D. BEREAVE',IENTLEAVE......................................................................................................................15
E. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM......................................................13
SECTION VI - RETIREE SUBSIDY MEDICAL PLAN ..................................................... 15
SECTION VII - MISCELLANEOUS....................................................................................14
A. COLLECTION OF PAYROLL OVERPAYMENTS.................................................................................14
B. UNIFORMS AND CALPERS REPORTING.........................................................................................14
EXHIBIT 1- NON -ASSOCIATED SALARY SCHEDULE.................................................15
EXHIBIT 2 - RETIREE MEDICAL PLAN..........................................................................18
EXHIBIT 3 - 9/80 WORD SCHEDULE............................................................................... 22
EXHIBIT 4 - VOLUNTARY CATASTROPHIC LEAVE DONATION ............................. 24
VEBA Attachment A to Resolution 11
07-1375-001/EXHIBIT A To Non -Associated Resolution 02-16-10
Extllblt "A" -
NON -ASSOCIATED EMPLOYEES PAY AND BENEFIT PROVISIONS
EXHIBIT A
SECTION I — PAY
A. Salary Schedule
1. All current Non -Associated employees shall receive the salaries as identified in Exhibit 1, except for
those elected employees identified in Exhibit 1.
2. The City Council shall set the salaries of the elected executive management positions identified in
Exhibit 1, at any rate within the designated salary range.
3. The City Administrator is authorized to set the salaries of the non -elected executive management
positions identified in Exhibit 1 at any rate at or below the control point of the designated salary
range. The City Administrator is authorized to increase the salary by any percentage not greater
than 5% based upon performance at annual review and market data; however, no salary for a new
employee may be set above the control point at any time without City Council approval.
B. Direct Deposit
All Non -Associated employees are required to utilize direct deposit of payroll checks.
C. Assigned Vehicle/Auto Allowance
Department Heads
Appointed Department Heads and the City Clerk, City Treasurer, and City Attorney shall have the
option of an assigned City vehicle or an auto allowance in the amount of two hundred thirty dollars
and seventy-seven cents ($230.77) per bi-weekly pay period plus reimbursement of out-of-town
travel at the approved mileage rate.
SECTION II — HOURS OF WORK/ TIME OFF
A. Executive Leave
Non -Associated exempt employees shall not be eligible for overtime compensation. Exempt
department heads shall be credited with eighty (80) hours of executive leave per calendar year.
B. Flexible and Alternative Work Schedules
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 with a one -hour lunch during each work shift, totaling a forty (40) hours work
week.
2. 9 80 Work Schedule
The 9/80 work schedule, as outlined in Exhibit 3, 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 FLSA designated work week. The 9/80 work schedule shall not
Non Associated Final 12/17/07
Exhibit "A" - Resolution No. 2010-15
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
reduce service to the public, departmental effectiveness, productivity and/or efficiency as
determined by the City Administrator or designee.
3. Alternative Work Schedule
Non -associated employees may elect any alternative work schedule approved by the City
Administrator or designee.
SECTION III - HEALTH AND OTHER INSURANCE BENEFITS
A. Health Insurance
1. Medical, Dental and Vision Insurance
The City shall continue to make available group medical, dental and vision benefits to all Non -
Associated employees.
2. City and Employee Paid Health Insurance
The City and the employee shall pay for health insurance premiums for employees and qualified
dependent(s) effective the first of the month following the employee's hire date. The employee
payroll deduction for premium contributions shall be deducted on a pre-tax basis.
Such deductions shall be aligned ,�;v7th the effective date of coverage and the ending date of coverage
upon employment separation. The employee's payroll deduction amount shall begin no later than
the beginning of 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.
P;Abibit "A" to N/A Resolution 2
WAS
NON -ASSOCIATED EMPLOYEES FAY AND BENEFIT'S RESOLUTION
i. Health Plan Employee and Employer Contributions Chart for Classifications in EXHIBIT 1
Employer Contributions effective January 16, 2007 - December 31, 2007
} Medical Dental Viston.'
MONTHLY
BS HIGH
BS I bW
D�1ta
PREMhUMS
BSC.H CIO =
OPT1ON
OPTIFIN
;I�AIS1 X
�'�_ _
Ix
1�IvIT,
llental
SP
effective 1/1/07 ,'.
r
PTO
=
PPO
HNIO
r, ..A
HN40
llelta P,PO
EE ONLY
$352.29
$644.97
$463.20
$316.34
$24.87
$58.31
$22.38
EE + 1
$767.75
$1,383.42
$979.29
$692.78
$42 29
$108.85
$22.38
EE + 2 OR MORE
$993.82
$1,809.14
$1,213.63
$911.06
$64.67
$143.45
$22.38
MONTHLY
-'
'BSCIJIGH
BSC LOW
llelta
,.
' "EMPLOYER "`
BSC-IIT\1O
OP ION
OPTION
1ti 1ISi I2
P-MT
Dental
CON7 RI$UTION
�>
: PPO
V '
PIO
_ lIDTU-
HMO
I) lta I?O_
EE ONLY
$301.43
$411.15
$411.15
$301.43
$24.15
$45.02
$18.46
EE + 1
$611.06
$772.48
$772.48
$611.06
$41.07
$85.91
$18.46
EE + 2 OR MORE
$792.20
$936.47
$936.47
$792 20
$62.80
$122.18
$18.46
MONTHLYs.-_
4
�'BS( III iI�-
'-i"
BS('LOW�D,dra
KAISER-'
Dcnttl #
EMPLOYEE
BSC HMO .
OI'I'ION
r Of PION
PPS
HMO'
PMI
Delta 1?i?C)
USP
CONTRIBUTION
PPO
�
1Q
i
-
�
. •.1''4 cP4
a5
EE ONLY
$50.86
$233.82
$52.05
$14.91
$0.72
$13.29
$3.92
EE + 1
$156.69
$610.94
$206.81
$81.72
$1.22
$22.94
$3.92
EE + 2 OR MORE
$201.62
$872.67
$277.16
$118.86
$1.87
$21.27
$3.92
BI WEEKLY
``
BSC IIIUH '
; BSC LOW
Delta
b V .
EMPLOYEE
BSC HMO
OI'TIO�I
.
O1'FION
KA48ER
�
II MQw=
PMI
Dental
Delta PPp
�7SP f
awCONTRIB_UTION
PPO
�PPOHAIO:-
',.w
i k, .
-
EE ONLY
$23.,
$107.92
$24.02
$6.88
$37.72
$0.33
$0.56
$6.13
$10.59
$1.81
$1.81
FEE + 1
$72.32
$281.97
$95.45
EE + 2 OR MORE
$93.06
$402.77
$127.92
$54.86
$0.86
$9.82
$1.81
Exhibit "A" to N/A Resolution
Fxhihit "A" - Resolution No. 2010-15
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
2008 Health Premiums and Contributions
Effective 1/1/2008 12/31/2008
Plan ,' -
Tier
Monthly
Premium
ER Monthly_ I
Contrib
EE Monthly q
Contrib
EE E-Weekly`
Contrib
Kaiser
Single
316.16
301.43
14.73
6.80
Two -Party
692.38
611.06
8132
37.53
Family
910.54
792.20
118.34
54.62
87.40
40.34
BIue Shield HMO
Single
388.83
301.43
Two -Party
847.37
611.06
236.31
109.07
Family
1,096.88
792.20
304.68
140.62
_
Blue Shield PPO
Consolidated
Single
507.93
411.15
96.78
44.67
Two -Party
1,073.84
772.48
301.36
139.09
Family
1,330.81
936.47
394.34
182.00
Delta Dental PPO
Single
57.86
45.02
12.84
5.93
Two -Party,
108.02
85.91
22.11
10.20
Family
142.36
122.18
20.18
9.31
0.72
0.33
Delta Care HMO
Single
24.87
24.15
Two -Pam,
42.29
41.07
1.22
0.56
Family
64.67
62.80
1.87
0.86
u ,..-
t.
VSP
Single
22.93
18.46
4.47
2.06
Two -Party
22.93
18.46
4.47
2.06
Family
22.93
18.46
4.47
2.06
Emj,Zgee and Oily Contributions rufj'ect to change.
Exlvbit "A" to N/1�, Resolution
i�
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
ii. "Safety Member" Health Premiums - Employer Contribution
Employees that are classified as "safety member" by the California Public Employees'
Retirement System (CaIPERS) may have access to the medical plans offered by CalPERS as
contracted by the City. In accordance with eligibility provisions, the Police Chief and the
Fire Chief may elect to enroll in the CAPERS health insurance program offered by the City.
The City's maximum monthly employer contributions for the CaIPERS health insurance
program is set forth in the chart below. The amounts listed below include the mandated
Public Employees' Medical and Hospital Care Act (PEMHCA) contribution.
Employer contribution rates effective January 16, 2007 - December 31, 2007
t-
Medical ' Dental,
.z. Vision l
MONTHLY
PERS BS
'
t
PtRS
Delta
" llelti -
-PREMIUMS
PE'RS'
pERS
ntal .
ti SP '
z`
of Ctive.1/1/07
HMO -
1 -
C �RF
�' CHOICE"°,
i
IyIfJ �f
I11\70
PI?O
EE ONLY
$407-02
$731.40
$432.64
$439.00
$360,60 $24.87
$58.31
$22.38
EE + 1
$814.04
$1,462.80
$865.28
$822.00
$721.20 $42.29
$108.85
$22.38
EE + 2 OR MORE
$1,058.25
$1,901.64
$1,124.86
$1,045.00
$937.56 $64.67
$143.45
$22.38
"MONTHLY"
PERS BSG `.
PERS";
PERS"
TVA .
Delta
llelta
EMPLO ER
'=CONTRIB
HNiO
CARE
CIIOI< E ,°
PORA(
,r`isAIsER
PMI
Dental.
VSP
JTION:
HMO
I MO ,
f PP(�
EE ONLY
$301.43
$411.15
$411.15
$411.15
$301.43
$24.15
$45.02
$18.46
EE + 1
$611.06
$772.48
$772.48
$772.48
$611.06
$41.07
$85.91
$18.46
EE + 2 OR MORE
$792,20
$936.47
$936.47
$936.47
$792.20
$62.80
$122.18
$18.46
MONT-HL'Y
x "PERS
Delta a
-Delta
EMPL(OYEEt
PERSBSC
]11Y1O
M° PERS
` G�ItT:
PERS
-
C1O�CE;
PORAG`"
.
KAISI?R
Pv1I
Dcntal�
VSP �.
CONIRIBUTI.ON
41
IIMOr
HMO
Pl'C�'
EE ONLY
$105.59
$320.25
$21.49
$27.85
$59.17
$0.72
$13.29
$3.92
EE + 1
$202.98
$690.32
$92.80
$49.52
$110.14
$1.22
$22.94
$3.92
EE + 2 OR MORE
$266.05
$965.17
$188.39
$108.53
$145.36
$1.87
521.27
$3.92
:'BI WEEKLY
PI RS=BSC
��
PERS _
ERS
PERS
Delta
Delta
<
EMPLOYEE ,
I I`o
�
c Flu.
c%IOIGE
PORAC,
MISER,
I'MI
Dental_.
ti SP
CONTRIBUTION ,
;
I-IivtO
I 1MO
EE ONLY
$48.73
$147.81
$9.92
$12.85
$27.31 $0.33
$6.13
$1.81
EE + 1
$93.68
$318.61
$42.83
$22.86
$50.83 $0.56
$10.59
$1.81
EE + 2 OR MORE
$122.79
$445.46
$86.95
$50.10
$67.09 $0.86
$9.82
Exhibit "A" to N/A Resolution
Exhibit "A" - Resolution No. 2010-15
l
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
Ian'
ER Monthly
ER Monthly
EE Monthly.,,
EE $x Weekly.
Tier
Montlily'Prerf►rum
Contnb
Coutr3b
Single
393.63
301.43
92.20
42.55
PERS
Kaiser
Two-party
787.26
6ll.06
176.20
81.32
Famil •
1,023.44
792.20
23L24
106.73
Single
447.97
301.43
146.54
67.63
PERS
895.94
611.06
284.88
131.48
Blue Shield HMOTwo-Party
Family 1,164.72 792.20
372.52
171.93
46.41
Single
401.98
301.43
100.55
PERS
Two-party
803.96
611.06
193.90
89.03
Blue Shield NetValuc
Family
1,045.15
Exhibit "A" - Resolution No. 2010-15
NON -ASSOCIATED EMPLOYEES PAY AND BENEFIT'S RESOLUTION
in. Employees shall not be entitled to the difference between the employer contribution and the
premiums for insurance plan(s) selected by the employee.
iv. Future Premiums
The City "caps" its contributions toward monthly group medical, dental and vision plan
premiums by category (EE, EE + 1, and EE + 2 or more) as outlined in sections i and ii
above.
The employee and employer contributions rates set forth in sections ii and iii above shall
remain in effect in 2009 and beyond unless otherwise modified by a successor Non -Associated
Resolution.
The City's contribution caps will remain in place, even if premium increases result in these
additional costs being bome by the employee.
3. Medical Cash Out
If an employee is covered by a medical program outside of a City -provided program (evidence of
which must be supplied to Human Resources), they may elect to discontinue City medical coverage
and receive one hundred forty-six dollars, ($146.00) bi-weekly.
4. Section 125 Plan
Employees shall be eligible to participate in a City -approved Section 125 Flexible Spending Account
Plan the same as all other eligible employees, as provided by IRS law. This plan allows employees
to use pre-tax salary to pay for regular childcare, adult dependent care and/or medical expenses.
B. Life and Accidental Death and Dismemberment Insurance
Each Non -Associated employee shall be provided with $50,000 life insurance and $50,000 accidental death
and dismemberment insurance paid for by the City. Each employee shall have the option, at his/her own
expense, to purchase additional amounts of life insurance and accidental death and dismemberment
insurance to the extent provided by the City's current providers. Evidence of insurability is contingent upon
total participation in additional amounts.
C. 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 Non Associated employee may use accumulated sick leave, general leave, executive leave
pay. Subsequent to the thirty-(30) day waiting period, the employee will be covered by an insurance plan paid
for by the Cite providing sixty-six and two-thirds percent (66 2/3%) of the first $12,500 of the employee's
basic monthly earnings up to a maximum monthly benefit of $8,332.50. The maximum benefit period for
disability due to injury or illness 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 hel she is, fitted by reason of education,
training or experience. " Rehabilitation benefits are provided in the event the individual, due to disability, must
engage in other occupation. Survivor's benefits continue the plan payment for three (3) months beyond
death. A copy of the plan is on file in the Human Resources Department.
Exhibit "A" to N/A Resolution
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
D. City -Paid Physical Examinations
Non -Associated employees shall be provided, once every two years, with a City -paid physical examination
comparable to the current pre -placement class physical examination or reimbursed the amount authorized
for said physical examination. No more than one-half of the eligible employees shall receive examinations
in any one fiscal year. Said exam shall be comprehensive in nature and shall include:
1. A complete medical history, physical exam and review of results by physician.
2. Health testing including vision, hearing, breathing, chest x-ray and stress EKG.
4. Laboratory test including standard chemical test, blood count, HDL, urinalysis and stool test for blood.
E. Miscellaneous
When a Non -Associated employee is on a leave of absence without pay for reason of medical disability, the
City shall maintain the City -paid insurance premiums during the period the employee is in a non -pay status
for the length of said leave, not to exceed twenty-four (24) months.
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 themselves and/or
qualified dependents without any City subsidy.
Employees who retire from the City and receive a retirement allowance from the California Public
Employees' Retirement System and are not eligible for the City's Retiree Subsidy Medical Plan and choose
not to participate in City -sponsored medical insurance upon retirement permanently lose eligibility for this
insurance.
However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses not to
participate in City -sponsored medical insurance plans because the retiree has access to other group medical
insurance, and subsequently loses eligibility for that group medical insurance, the retiree and their qualified
dependents will have access to City -sponsored medical insurance plans reinstated.
Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree -or qualified
dependent turns age sixty-five (65).
G. Post-65 Supplemental Medicare Coverage
Retirees who are participating in the Retiree Subsidy Medical Plan as of January- 1, 2004 and all future retirees
who meet the criteria to participate in City -sponsored medical insurance, unth or without the Retiree Medical
Exhibit "A" to NSA Resolution
f�
NON -ASSOCIATED EMPLOYEES LOYEES PAY AND BENEFITS RESOLUTION
Subsidy Plan, may participate in City -sponsored medical insurance plans that are supplemental to Medicare,
after a contract is in place between the City and a health insurance provider.
A retiree or qualified dependent must choose to participate in City -sponsored medical insurance plans that
are supplemental to Medicare beginning the first of the month in which the retiree or qualified dependent
turns age sixty-five (65).
The retiree shall pay the full premium to participate in City -sponsored medical insurance plans that are
supplemental to Medicare for themselves or qualified dependents without any City subsidy.
Retirees or qualified dependents, upon turning age 65, who choose not to participate in City -sponsored
medical insurance plans that are supplemental to Medicare permanently lose eligibility for this insurance.
SECTION IV - RE'TIREMENT
A. Benefits
1. Public Employees' Retirement System*
Non -Associated employees shall be entitled to retirement benefits appropriate to his/her class as
defined in the contract between the Board of Administration, Public Employees' Retirement
System and the City Council of the City of Huntington Beach.
Self -Funded Supplemental Retirement Benefit
In the event a Non -Associated employee 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
option 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 21548 as
said referenced Government Code sections exist as of the date of this agreement. This
payment shall be made only to the member (Non -Associated employee), shall be payable by the
City during the life of the member, and upon that member's death, the City's obligation shall
cease. Unless previously excluded by employment or resolution, eligibility for this benefit is
limited to employees hired before December 27, 1997.
3. Medical Insurance for Retirees
a. Upon retirement, whether service or disability connected, each Non Associated employee shall
be entitled to cause self, spouse and dependents to participate fully in the City's group health
insurance program at the equivalent of the City group premium rate in accordance with the
provisions specified by Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA).
Such participation shall be at employee's expense and upon terms, conditions and restrictions
currently in effect.
b. As an alternative to the benefit described in paragraph IV.A.3.a above, the City will provide a
financial contribution towards the cost of retiree medical premiums as described in Section VI.
4. PERS 2.50'o Lw 55
If all other affected units agree, and subject to a formal ratification vote conducted by PERS, the
City- shall implement PERS 2.5% @ 55 retirement formula, effective as soon as possible.
Effective the beginning of the first pay period following implementation through December 26,
Exhibit "A" to N/A Resolution
Exhibit "A" - Resolution No. 2010-15
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
2008, the employees shall pay all of the additional costs to implement 2.5% @ 55 retirement
formula.
Effective December 27, 2008, and thereafter, the employees shall pay two and one -quarter percent
(2.25%) of the employee share of PERS.
Effective April 3, 2010, and continuing through the pay period that includes September 30, 2011,
employees shall pay four and one -quarter percent (4.25%) of the employee share of PERS.
5. Three Percent (3%) at Age 50 Formula
Non -Associated employees classified as "safety" employees are covered by the three percent at age
50 formula (3% @ 50) as identified in Section 21362.2 of the California Government Code.
"Safety" employees hired after December 1, 2009 shall pay two and one -quarter percent (2.25%) of
the employee's share of PERS.
"Safety" employees hired prior to December 1, 2009 shall pay two percent (2.0%) of the employee's
share of PERS, effective April 3, 2010, and continuing through the pay period that includes
September 30, 2011.
"Safety" employee hired after December 1, 2009 shall pay four and one -quarter percent (4.25%) of
the employee's share of PERS, effective April 3, 2010, and continuing through the pay period that
includes September, 30, 2011.
6. Pre -Retirement Optional Settlement 2 Death Benefit
Non -Associated employees shall be covered by the Pre -Retirement Optional Settlement 2 Death
Benefit as identified in Section 21548 of the California Government Code when approved by the
City Council.
7. Fourth Level of 1959 Survivor Benefits
Non Associated employees shall be covered by the Fourth Level of the 1959
Survivor Benefit as identified in Section 21574 of the California Government Code.
8. VEBA Plan Requirements
a. Eligibility Defined
Effective December 23, 2009, all eligible Unrepresented Management Employees with 25 years
of continuous service to the City of Huntington Beach will participate in the Plan. An eligible
employee is an employee who works twenty (20) or more hours per week and receives benefits.
b. Employee Contributions
c. Leave Payout
Each eligible unrepresented management employee shall designate all leave payouts to be rolled
over to his/her VEBA Plan account based on the established range upon separation from City
employment.
d. Participant Account
F,xhibit "A" to N/A Resolution 10
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
A separate account is maintained for each contributing eligible unrepresented management
employee, which documents the employee's contributions and disbursements. Contributions to
a VEBA plan account as well as any disbursements to cover nonreimbursed, post -tax medical
care expenses are both tax free. Eligible benefits subject to reimbursement by the Plan shall be
limited to long-term care expenses and not reimbursed medical premiums, co -pays, prescribed
drug expenses and other medical care costs as that term is defined by the Internal Revenue Code
Section 213.
e. Administrative Fees
Any Plan administrative fees will be deducted from interest on the total Plan investments.
An eligible unrepresented management employee's Plan account is subject to a monthly
administrative fee for expenses related to recordkeeping, claims processing, and claims
reimbursement. The fee will first be deducted from interest on total plan investments, and then
deducted, if necessary, from the employee's individual account.
f. Dist2ute Resolution
This Resolution and any disputes arising under or in connection with this Resolution shall not
be subject to any dispute resolution procedures in the City's Personnel Rules, nor shall this
Resolution and any such dispute relating thereto be subject to the jurisdiction of the City's
Personnel Board for any reason whatsoever.
g. Indemnification
All Unrepresented Management Employees agree to indemnify and hold the City of I-luntington
Beach harmless against any claims made of any nature and against any suit instituted against the
City arising from this Resolution, including, but not limited to, claims arising from an
employee's participation in VEBA or from any salary reduction initiated by the City for VEBA
contributions.
P. Public Employees' Retirement System Reimbursement and Reporting
Employees' Contribution
Non -Associated employees shall be reimbursed bi-weekly in an amount equal to eight percent (8"10
)4410 of the employee's base salary (9% for safety employees) as a pickup of the employee's
contribution or portion of such contribution to the Public Employees' Retirement System (PERS):
The above PERS pickup is not base salary but is done pursuant to Section 14(h)(2) of the Internal
Revenue Code.
SECTION V — LEAVE BENEFITS
A. General Leave
1. Accrual
Employees will accrue General Leave at the accrual rates outlined below. General leave may be used
for any purpose, including vacation, sick leave, and personal leave.
General leave for non -associated employees shall be accrued as follows:
Years of Service Annual General Leave Biweekly General Leave
Exhibit "A" to N/_1 Resolution 11
Exhibit "A" - Resolution
N . 2 0-15
NON -ASSOCIATED EMPLOYEES LOYEES PAY AND BENEFITS RESOLUTION
Allowance
All
owance
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
f�
NON -ASSOCIATED EMPLOYEES LOYEES PAY AND BENEFITS RESOLUTION
2. Eligibility and Approval
General leave must be pre -approved except for illness, injury or family sickness, which may require a
physician's statement for approval. General leave accrued time is to be computed from hiring date
anniversary. Members shall not be permitted to take general leave in excess of actual time earned.
Members shall not accrue general leave in excess of six hundred forty (640) hours. 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 shall be allowed to use applicable earned Sick Leave, General Leave, or
Executive Leave for family or personal health issues. For more information on employee leave
options contact the Human Resources Department.
4. Conversion to Cash
a. Pay Off at Termination
An employee shall be paid for unused general leave upon termination of employment at which
time such terminating employee shall receive compensation at their current salary rate for all
unused, earned general leave to which they are entitled up to and including the effective date of
their termination.
b. Conversion to Cash
Two times during each fiscal year, each permanent employee shall have the option to convert
into a cash payment or deferred compensation up to a total of one hundred -twenty (120) general
leave benefit hours per fiscal year. The employee shall give payroll two (2) weeks advance notice
of their decision to exercise such option.
C. One Week Minimum Vacation Requirement
The City Administrator may require certain positions which handle money or transfer funds to
take a minimum of one week, (i.e., five consecutive work days) paid vacation each calendar year.
d. Deferred Comiensation Contribution at Time of Separation
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 beginning of the
pay period prior to the employee's last day of employment.
Exhibit "A" to N/A Resolution 13
Exhibit "A" - Resolution No. 2010-15
NON -ASSOCIATED EMPLOYEES PAY AND BENEFIT'S RESOLUTION
B. Holidays and Pay Provisions
1. Non -Associated employees shall receive the following legal holidays as of the first pay period
following adoption of the Non .associated Resolution paid in full per the employee's regularly scheduled
work shift:
(1) New Year's Day (January 1)
(2) Martin Luther King Day (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)
2. Any day declared by the President of the United States to be a national holiday or by the Governor of
the State of California to be a state holiday and adopted as an employee holiday by the City Council of
the City of Huntington Beach.
For Civic Center holiday closure purposes, holidays which fall on Sunday shall be observed the
following Monday, and those falling on Saturday shall be observed the preceding Friday.
C. Sick Leave
1. Accrual
No employee shall accrue sick leave.
2. Credit
Employees assigned to Non -Associated shall carry forward their sick leave balance and shall no
longer accrue sick leave credit.
3. Usage
Employees may use accrued sick leave for the same purposes for which it was used prior to
December 25, 1999. Sick leave shall not be used to extend absences due to work related (industrial)
injuries or illnesses, this provision shall be added to Personnel Rule 18.10.
4. Pavoff at Termination
a. Non Associated employees with continuous service with the City since November 20, 1978, shall
be entitled to the following sick leave payoff plan:
At involuntary termination by reason of disability, or by death, or by retirement, employees
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 and twenty hours
(720) of unused, accumulated sick leave, except as provided in paragraph V.C.5.d below.
Exhibit "A" to N/A Resolution 14
lid tfdC(�Y�7Oji[tT11\`��1111�Df]
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
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
720 hours of such accumulated sick leave.
b. Non -Associated 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 480 hours accrued, and for thirty-five percent
(35%) of all unused, earned sick leave in excess of 480 hours, but not to exceed 720 hours,
except as provided in paragraph V.C.2.c below.
C. Except as provided in paragraph V.C.S.d below, no Non -Associated employee shall be paid at
termination for more than 720 hours of unused, accumulated sick lave. 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. Non -Associated employees who had unused, accumulated sick leave in excess of 720 hours as
of July 5, 1980, shall be compensated for such excess sick leave remaining on termination
under the formulas described in paragraphs V.C.S.a and b 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., 720 hours plus the amount over 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. To the extent that any such "capped" amount of
excess sick leave over 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 had accumulated another 48 hours. Employee is then sick for 120
hours. Employee's maximum sick leave "cap" for compensation at termination is now reduced
by 72 hours to 928.)
D. Bereavement Leave
Employees shall be entitled to bereavement leave not to exceed twenty-four (24) hours in each instance
of death in the immediate family. Immediate family is defined as father, mother, sister, brother, spouse,
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.
E. 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 6.
SECTION VI - RETIREE SUBSIDY MEDICAL PLAN
An employee who has retired from the City, shall be entitled to participate in the City -sponsored medical
insurance plans in accordance with the Retiree Subsidy Medical Plan as outlined in Exhibit 2. Employees
hired on or after December 1, 2009, shall not be eligible for this benefit.
Exhibit "A" to N/A Resolution 15
Exhibit "A" - Resolution No. 2010-15
NON -ASSOCIATED EMPLOYEES PAS' AND BENEIFITS RESOLUTION
SECTION VII — MISCELLANEOUS
A. 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 Administrator or designee and as adopted by the City Council. Unauthorized compensation
payments shall not constitute a past practice (1/03/05).
B. Uniforms and Ca1PERS Reporting
The City provides uniforms to active duty employees in the classifications of Police Chief and Fire Chief.
These employees are required to wear a standard uniform for appearance, uniformity, and public recognition
purposes.
The City will report to the California Public Employees' Retirement System (CalPERS) the average annual
cost of uniforms as special compensation for each eligible employee in accordance with Title 2, California
Code of Regulations, Section 571(a)(1).
Exhibit "A" to N/A Resolution 16
Exhibit "A" - Resolution No. 2010-15
NON -ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS
EXHIBIT 1
NON -ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE
EFFECTIVE DECEMBER, 2009
Job
Descri
Type
ption
Pay
Grade
12/09
Starting
Point
Control
Point
High
Point
0510
Deputy City Administrator
715
$77.17
$85.89
$95.59
0009
Director of Building &Safety
693
$69.15
$76.96
$85.66
0014
Director of Community Services
709
$74.88
$83.35
$92.77
0008
Director of Econ Development
693
$69.15
$76.96
$85.66
0574
Director of Human Resources
693
$69.15
$76.96
$85.66
0479
Director of Info Services
693
$69.15
$76.96
$85.66
0007
Director of Library Services
680
$64.80
$72.12
$80.28
0021
Director of Planning and Building
709
$74.88
$83.35
$92.77
0010
Director of Public Works
709
$74.88
$83.35
$92.77
0518
Finance Director
709
$74.88
$83.35
$92.77
0015
Fire Chief
721
$79.51
$88.49
$98.50
0011
Police Chief
721
$79.51
$88.49
$98.50
0016
City Attorney
752
$92.81
$103.30
$114.97
0017
City Clerk
680
$64.80
$72.12
$80.28
0018
City Treasurer
693
$69.15
$76.96
$85.66
Exhibit "A" - Resolution No. 2010-1J
NON -ASSOCIATED EMPLOYEES PAX AND BENEFIT'S RESOLUTION
EXHIBIT 2
RETIREE MEDICAL PLAN
An employee who has retired from the City shall be entitled to participate in the City sponsored medical
insurance plans and the City shall contribute toward monthly premiums for coverage in an amount as specified in
accordance with this Plan, provided:
A. At the time of retirement the employee has a minimum of ten (10) years of continuous full time City
service or is granted an industrial disability retirement; and
B. At the time of retirement, the employee is employed by the City; and
C. Following official separation from the City, the employee is granted a retirement allowance by the
California Public Employees' Retirement System.
The City's obligation to pay the monthly premium as indicated shall be modified downward or cease
during the lifetime of the retiree upon the occurrence of any one of the following:
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.
D. Schedule of Benefits
Minimum Eligibility for Benefits
With the exception of an industrial disability retirement, eligibility for benefits begins 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.
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. 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.
Exhibit "A" to N/A Resolution 18
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
3. 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 years of service
prior to retirement, exceeds ten (10) years of continuous full time service, shall be entitled to
maximum monthly payment of premiums by the City for each year of completed City service as
follows:
Maximum Monthly Payment
for Retirements After:
Years of Service Subsidv
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
Exhibit "A" to N/A Resolution 19
Wm
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
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
Administrative Services Department shall notify covered retirees of this opportunity each year.
3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of completed
service with the City of Huntington Beach.
B. Benefits:
1. Retiree Subsidy Medical Plan includes Managed Health Network (MHN), Prescription Card
System (PCS), Orange County Foundation for Medical Care (OCFMC) and Medical Stop Loss
insurance.
2. City Plans are the primary payer for active employees age 65 and over, with Medicare the
secondary payer. Retirees age 65 and over have no City Plan options and are eligible only for
Medicare.
3. Premium payments are to be received at least one month in advance of the 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. Regular City Employee Indemnity Plan.
c. Any other employee benefit plan.
d. Any other commercially available benefit plan.
e. Medicare supplements
D. Medicare:
1. All persons are eligible for Medicare coverage at age 65. Those with sufficient credit quarters of
Social Security will receive Part A of Medicare at no cost. Those without sufficient credited
quarters are still eligible for Medicare at age 65, but will have to pay for Part A of Medicare if the
individual elects to take Medicare. In all cases, Part B of Medicare is paid for by the participant.
Esxhibit "A" to N/A Resolution 20
Exhibit "A" - Resolution No. 2010-15
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
2. When a retiree and his/her spouse are both 65 or over, and neither is eligible for paid Part A of
Medicare, the subsidy shall pay for Part A for each of them or the maximum subsidy, whichever
is less.
3. Wlen a retiree at age 65 is eligible for paid Part A of Medicare and his/her spouse is not eligible
for paid Part A, the spouse shall not receive subsidy. When a retiree at age 65 is not eligible for
paid Part A of Medicare and his/her spouse who is also age 65 is eligible for paid Part A of
Medicare, the subsidy shall be for the retiree's Part A only.
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 65. If such retiree was covering
dependents under the Plan, dependents will be eligible for COBRA continuation benefits
effective as of the retiree's 65th birthday.
b. Dependent coverage will be eliminated upon whichever of the following occasions comes
first:
1) After 36 months of COBRA continuation coverage, or
2) When the covered dependent reaches age 65 in the event such dependent reaches
age 65 prior to the retiree reaching age 65.
c. At age 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 Non -Associated Resolution.
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.
Exhibit "A7 to N/A Resolution 21
NON -ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS
EXHIBIT 3 - 9/80 WORK SCHEDULE
This work schedule is known as "9/80". The 9/80 work schedule is designed to be in compliance with the
requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current rules,
practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern.
9/80 `FORK 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 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 Administrator or designee.
A. Fortj� (40.) Hour FLSA Work Week
The actual FLSA workweek 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 FLSA workweek 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:
M
I'1VI
'
s t
ANi
PM
T
1
„S
SM
t
T'
W _
I 11
I °V
1
S
S S
M
L
yw
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
-
-
Non AssociatedPinal 12/17/07 22
971�
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
D. A/B Schedule Changes
FLSA exempt employees may change A/B schedules at the beginning of any pay period with supervisor
or City Administrator approval.
E. Emergencies
All employees on the 9/80 work schedule are subject to be called to work any time to meet any and all
emergencies or unusual conditions which, in the opinion of the City Administrator, 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 the Non -Associated Resolution.
2. Sick Leave — As stated in the Non -Associated Resolution.
3. Executive Leave — As stated in the Non -Associated Resolution.
4. Bereavement Leave —As stated in the Non -Associated Resolution.
5. Holidays - As stated in the Non -Associated Resolution.
6. Jury Duty — The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt
employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday, or on a City holiday,
then the jury duty shall be considered the same as having occurred during the employees day off work,
therefore, the employee will receive no added compensation.
Exhibit "A" to N/A Resolution 23
Exhibit "A" - Resolution No. 2010-15
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
EXHIBIT 4 - VOLUNTARY CATASTROPHIC LEAVE DONATION
Guidelines
1. PuLpose
The purpose of the voluntary catastrophic leave donation program is to bridge employees who have
been approved leave time to either; return to work, long-term disability, or medical retirement.
Permanent employees who accrue vacation, general leave or compensatory time may donate such leave
to another permanent employee when a catastrophic illness or injury befalls that employee or because
the employee is needed to care for a seriously ill family member. The leave -sharing Leave Donation
Program is Citywide across all departments and is intended to provide an additional benefit. Nothing in
this program is intended to change current policy and practice for use and/or accrual of vacation,
general, or sick leave.
2. Definitions
Catastrophic Illness or Injury - A serious debilitating illness or injury, which incapacitates the employee
or an employee's family member.
Family Member - For the purposes of this policy, the definition of family member is that defined in the
Family Medical Leave Act (child, parent, spouse or domestic partner).
3. Eligible Leave
Accrued compensatory, vacation or general leave hours may be donated. The minimum donation an
employee may make is two (2) hours and the maximum is forty (40) hours.
4. EE14ibili
Permanent employees who accrue vacation or general leave may donate such hours to eligible recipients.
Compensatory time accrued may also be donated. An eligible recipient is an employee who:
• Accrues vacation or general leave;
• Is not receiving disability benefits or Workers' Compensation payments; and
• Requests donated leave.
5. Transfer of Leave
The maximum donation credited to a recipient's leave account shall be the amount necessary to ensure
continuation of the employee's regular salary during the employee's period of approved catastrophic
leave. Donations will be voluntary, confidential and irrevocable. Hours donated will be converted into a
dollar amount based on the hourly wage of the donor. The dollar amount will then be converted into
accrued hours based on the recipient's hourly wage.
An employee needing leave will complete a Leave Donation Request Form and submit it to the
Department Director for approval. The Department Director will forward the form to Human
Resources for processing. I-Iuman Resources, working with the department, will send out the request for
leave donations.
Employees wanting to make donations will submit an Authorization for Donation to the Human
Resources Division (payroll).
Exhibit "A" to N/A Resolution 24
Exhibit "A" - Resolution No. 2010-15
NON -ASSOCIATED EMPLOYEES PAS' AND BENEFITS RESOLUTION
All donation forms submitted to payroll will be date stamped and used in order received for each bi-
weekly pay period. Multiple donations will be rotated in order to insure even use of time from donors.
Any donation form submitted that is not needed will be returned to the donor.
6. Other
Please contact the Human Resources Department with questions regarding employee participation in
this program.
Exhibit "A" to N/A Resolution 25
Exhibit "A" - Resolution No. 2010-15
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
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 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
o I am not receiving disability benefits or Workers' Compensation payments.
1Requester Signature:
iG
iDepartment Director Signature of Support:
i
i ate:
i
Date:
i
FHumat J~t�esources*D ent iTse Only �~ I
Eh donation date �vil1 bridge to
End donation_ date
{,.
.
Long Term Disability
f�
ffj
Medical Retirement begin%ung
;� }
O= Length 4 FN A leave eriduig
,
�Q Return to work
Ftrr>rnrcirect�r Signature
Date signed
r.
}
_.
Y
Please submit this form to the Human Resources Department.
Exhibit "A" to N/A Resolution
26
Exhibit "A" - Resolution No. 2010-15
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
!'iDonor Name: (Please Print or Type.- Last, First, MI) j
;Work Phone:
iiDonorJobTitle:
I
i
-- --�— -- — ^-- - ---- �
�
Type fo Accrued Leave: Number of Hours I wish to Donate:—
!j
Vacation Hours of Vacation I
Compensatory Time I Hours of Compensatory Time
❑ General Leave Hours of General Leave j
I understand that this voluntary donation of leave credits, once processed, is irrevocable;
but if not needed, the donation will be returned to me. I also understand that this donation will
remain confidential.
I wish to donate my accrued vacation, comp or general leave hours to the Leave Donation
Program for:
iEligible recipient employee's name (Last, First, NM:
l
],Donor Signature: Date:
i
Please submit to the Human Resources Department.
Exhibit "A" to N/A Resolution 27
_
Exhibit "A" - Resolution No. 2010-15
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
EXHIBIT 1
NON -ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE
EFFECTIVE January 16, 2007
job
Type
Description
Pay
Grade
1/16/07
Starting
Point
Control
Point
High Point
0510
Deputy City Administrator
703
$72.68
$80.90
$90.04
0009
Director of Building Safety
681
$65.12
$72.48
$80.68
0014
Director of Community Services
697
$7053
$78.50
$87.38
0008
Director of Lcon Development
681
$65.12
$72.48
$80.68
0574
Director of Human Resources
681
$65.12
$72.48
$80.68
0479
Director of Info Services
681
$65.12
$72.48
$80.68
0007
Director of Library Services
668
$61.03
$67.93
$75.61
0021
Director of Platoon
681
$65.12
$72.48
$80.68
0010
Director of Public Works
697
$70.53
$78.50
$87.38
0518
Finance Director
697
$70.53
$78.500
$87.38
0015
Fire Chief
709
$74.88
$83.35
$92.77
0011
Police Chief
709
$74.88
$83.35
$92.77
0016
City Attorney
740
$87.41
$97.29
$108.29
0017
Ci T Clerk
668
$61.03
$67.93
$75.61
0018
City Tre surer
681
$65.12
$72.48
$80.68
0007
Director of Library Services
668
$61.03
$67.93
$75.61
Exhibit "A" - Resolution No. 2010-15
NON -ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS
EXHIBIT 1
NON -ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE
EFFECTIVE December 29, 2007
job
Type
Description
Pay
Grade
12/29/07
Starring
Point
Control
Point
High Point
0510
De u y City Administrator
709
$74.88
$83.35
$92.77
0009
Director of Building &Safe
687
$67.11
$74.69
$83.13
0014
Director of Community Services
703
$72.68
$80.90
$90.04
0008
Director of Econ Develo went
687
$67.11
$74.69
$83.13
0574
Director of Human Resources
687
$67.11
$74.69
$83.13
047 9
Director of Info Services
687
$67.11
$74.69
$83.13
0007
Director of Library Services
674
$62.89
$70.00
$77.91
0021
Director of Planning
687
$67.11
$74.69
$83.13
0010
Director of Public Works
703
$72.68
$80.90
$90.04
0518
Finance Director
703
$72.68
$80.90
$90.04
0015
Fire Chief
715
$77.17
$85.89
$95.59
0011
Police Chief
715
$77.17
$85.89
$95.59
0016
City Attorney
746
$90.07
$100.25
$111.58
0017
City Clerk
674
$62.89
$70.00
$7791
0018
City Treasurer
687
$67.11
$74.69
$83.13
Exhibit "A" - Resolution No. 2010-15
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
EXHIBIT 1
NON -ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE
EFFECTIVE December 27, 2008
job
Type
Description
Pay
Grade
12/27/08
Starting
Point
Control
Point
High Point
0510
Deputy City Administrator
715
$77.17
$85.89
$95.59
0009
Director of Building & Safety
693
$69.15
$76.96
$85.66
0014
Director of Community Services
709
$74.88
$83.35
$92.77
0008
Director of Econ Development
693
$69.15
$76.96
$85.66
0574
Director of Human Resources
693
$69.15
$76.96
$85.66
0479
Director of Info Services
693
$69.15
$76.96
$85.66
0007
Director of 1,ibirary Services
680
$64.80
$72.12
$80.28
0021
Director of Plannin
693
$69.15
$76.96
$85.66
0010
Director of Public Worts
709
$74.88
$83.35
$92.77
0518
Finance Director
709
$74.88
$83.35
$92.77
0015
Fire Chief
721
$79.51
$88.49
$98.50
0011
Police Chief
721
$79.51
$88.49
$98.50
0016
City Attorney
752
$92.81
$103.30
$114.97
0017
City Clerk
680
$64.80
$72.12
$80.28
0018
City Treasurer
693
$69.15
$76.96
$85.66
Res. No. 2010-15
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, JOAN L. FLYNN the duly elected, qualified City Clerk of the
City of Huntington Beach, and ex-officio Clerk of the City Council of said City,
do hereby certify that the whole number of members of the City Council of the
City of Huntington Beach is seven; that the foregoing resolution was passed
and adopted by the affirmative vote of at least a majority of all the members of
said City Council at an regular meeting thereof held on February 16, 2010 by
the following vote:
AYES: Carchio, Coerper, Hardy, Green, Bohr, Dwyer, Hansen
NOES: None
ABSENT: None
ABSTAIN: None
0 L.A.,
Cit lerk and ex-officio rk of the
City Council of the City of
Huntington Beach, California
RESOLUTION NO. 2010-82
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
ESTABLISHING HOLIDAY CLOSURE FOR NON -REPRESENTED EMPLOYEES
WHEREAS, the City of Huntington Beach elects to implement a holiday closure for
the period December 27, 28, 29, and 30, 2010, which will result in City Hall and other City of
Huntington Beach operations being closed to the public over the entire closure period; and
On December 17, 2007, the City Council of Huntington Beach adopted Resolution
No. 2007-89 for the purpose of modifying salary and benefits for non -represented employees;
Subsequent to the adoption of Resolution No. 2007-89, the City of Huntington
Beach and NTon-Represented employees agreed to changes, corrections, and clarifications to
the resolution implementing a Holiday Closure attached hereto as Exhibit A and incorporated
herein by this reference.
NOW, THEREFORE, the City Council of the City of Huntington Beach does hereby
resolve as follows:
1. The Holiday Closure attached hereto as Exhibit A is approved and
adopted.
2. The Holiday Closure modifies Resolution No 2007-89 between the City of
Huntington Beach and Non -Represented employees.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 1st day of November-----------, 2010.
REV
AND APPROVED:
• drfiinistrator
LY -1 `1`GILLIC;.
City of Huntington Beach
HOLIDAY CLOSURE
Non -Associated
Holiday Closure
December 27, 28, 29, 30, 2010, will be known and referred to as "Holiday Closure" for the dates
specified.
fi. Employees will not report to work during the Holiday Closure and may be required to take up to
thirty-six (36) hours of time off (dependent upon the employee's work schedule).
fif. Employees may elect to furlough (time off without pay) or employees may use approved leave
accruals (general leave or administrative leave) to account for the time away from work during
the Holiday Closure.
iv. The City may require at the request of the City Administrator, that certain employees work a
regular or partial schedule on one or more of the Holiday Closure days. Any employee required
to work during any portion of the Holiday Closure may elect to take the equivalent time off
between January z, 2011 and July 08, 2011.
Time Accounting
Alf employees not required to report to work during the Holiday Closure will be paid their
regular salary for the Holiday Closure but will be required to account via payroll, as set forth
below, for -the appropriate time associated with the Holiday Closure.
ii. The payroll accounting options for the Holiday Closure includes, furlough and use of leave
accruals (general leave or administrative leave). Payroll accounting for the Holiday Closure not
specifically fisted herein must be approved by the City Administrator.
11i. Employees required to work during any portion of the Holiday Closure will be paid their regular
salary for the Holiday Closure and will be required to account for the equivalent amount of
Holiday Closure hours via furlough, use of approved leave accruals (general leave or
administrative leave), or alternative equivalent time taken notwithstanding, having worked
during the Holiday Closure dates worked.
iv. The payroll accounting methods (furlough, use of leave accruals, alternative equivalent time
taken in -lieu of Holiday Closure dates), listed herein may be used in any approved combination
for a period not to exceed six -months but not later than the pay period ending July o8, zoll.
V. Employees without adequate leave accruals may borrow against future accruals earned — up to
and including time accrued as of the end of the pay period ending July o8, aoll.
vi. All Holiday Closure hours are to be accounted for via payroll within six -months but not later than
the end of the pay period ending July o8, 2011.
Rest i i,t 2010-82
vii. Any Holiday Closure hours not voluntarily accounted for via payroll as of the end of the pay
period ending July o8, 2oll, shall be accounted for in the following order until a zero -balance is
achieved:
1. Administrative Leave
2. General Leave
3. Furlough Hours
villi. Employees separating from City service must reconcile all unaccounted Holiday Closure hours at
time of separation. Time will be accounted for in the following order until a zero -balance is
achieved:
1. Administrative Leave
2. General Leave
3. Furlough Hours
ix. Payroll accounting of the Holiday Closure by furlough shall not affect health or retirement
benefits.
C. Scheduling -New Years pay —Flex Day/Holidav Substitute
Employees assigned to Schedule A flex schedule may select an alternative flex day in lieu of Friday,
December 31, 2010, within the pay period of 12/25/10 - 01/07111. The alternative flex day may not
include 12127/10,12/28/10, 12/29/10 or 12/3o/1o.
IN WITNESS WHEREOF, . the parties have caused thjidocument to be executed on
November 01, 2010 , A
FrV W41son
City' Administrator
Dated: to "ZZ "Ili
APPROVED AS TO FORM:
J nifer M. McGrath
City Attorney
Dated: /D . q • 16
2
Res. No. 2010-82
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 November 1, 2010 by the following vote:
AYES: Carchio, Green, Bohr, Dwyer, Hansen
NOES: None
ABSENT: Coerper, Hardy
ABSTAIN: None
gp!�n)-
Cit)Wlerk and ex-officio erk of the
City Council of the City of
Huntington Beach, California
ATTACHMENT #2
HB -203- Item 18. - 9
Lori Ann Farrell
EDUCATIONAL BACKGROUND
Master of Public Administration - Public Administration -1991
Columbia University, School of International and Public Affairs; New York, NY
Bachelor of Arts - _ - 1989
Barnard College, Columbia University; New York, NY
SUM VIARY OF EXPERIENCE
2007.to Present City of Long Beach, CA (Population: 462,000)
Chief .Financial Officer
• Direct the Department of Financial Management comprised
of five bureaus and 136 employees including the Office of
the City Treasurer, City Controller, Budget Manager,
Purchasing Agent and Utility Billing.
• Oversee payroll, accounts payable, accounts receivable,
purchasing, investment portfolio management, business
licensing, cash management, citywide debt issuance, utility
billing (for the City's Gas, Water, Refuse and Sewer
operations), budget monitoring, revenue forecasting, and
internal controls.
• Develop and monitor annual citywide $3.0 billion All Funds
budget to support the City's 23 departments supported by 37
separate and distinct Funds.
• Work with national rating agencies, financial advisors and
underwriters to market the City's bonds and maintain
favorable bond ratings and interest rates.
2006 to 2007 City of Long Beach, CA (Population: 462,000)
:. City Controller
• Direct the Office of the City Controller and manage a
bureau of 36 full-time staff.
• Oversee preparation of the Comprehensive Annual
Financial Report (CAFR) citywide.
• Prepare 19 separately issued annual financial reports to
comply with Federal, State, County, local and/or investor
requirements.
Coordinate annual external financial audit with City
Auditor's Office and KPMG, LLP including Single Audit of
Federal grants.
Item 18. - 10 -+ HB -2 4-
2003 to 2006
2000 to 2003
1996 to 1999
Administer pension plan payments, coordinate CalPERS
investment portfolio monitoring and conduct reviews of
PERS' actuarial calculations.
Oversee the City's independent $60 million self -insured and
fully4nsured health insurance plans; and analyze costs and
plan design in concert with the Human Resources
Department_
City of Lomita, CA (Population: 20,060)
Administrative Services Director
e Direct eight employees performing finance, human
resources and information technology functions.
Develop and monitor annual $16 million operating and
capital budget and prepare annual CAFR.
Supervise operations of the Water Department serving
4,400 households annually.
o Oversee risk management, Worker's Compensation, and
personnel functions of the City.
• Represent senior management in annual negotiations with
employee bargaining units.
Citigroup/Smith Barney (Long Beach, CA)
Financial Advisor
• Managed investments for over 300 private and corporate
accounts with assets of $25 million.
-,Advised individuals, corporations and governments
regarding their investment portfolios, investment policy
statements, asset allocation, investment manager selection
and fiduciary responsibilities.
Marketed Citigroup's diversified investment products
including stocks, bonds, mutual funds,'convertible securities,
hedge funds, private equity placements and managed
futures to qualified investors.
Licensed Stockbroker with the New York Stock Exchange
and National Association of Securities Dealers; Uniform
Securities Agent with the State of California; Registered
Investment Advisor; and Licensed Life Insurance and
Variable Annuities Agent.
Now York City Administration for Children's Services
(New York, NY)
Director of Financial Compliance and Claiming
a Directed 72 staff conducting claiming, revenue and financial
compliance functions for the $2.4 billion budget for child
welfare, day care, domestic violence and adult protective
services.
HB -- Item 18. - 11 m
• Managed preparation of monthly, quarterly, and year-end
statements for $1.4 billion in annual Federal and State
reimbursement.
• Implemented Corrective Action Plan reducing Federal and
State sanctions against the City by $60 million in three years.
• Briefed Federal, State and local regulatory agencies on
City's improved compliance with legal mandates.
1991 to 1996 New York State Division of the Budget (New York, NY)
Associate Budget Examiner
• Promoted three times over a five-year period with
progressively increasing responsibilities and budget
oversight from Budget Examiner, to Senior Budget Examiner,
to Associate Budget Examiner.
• Managed four -person team responsible for $2 billion budget
for family and children's services.
• Analyzed Department of Social Services' annual request for
$1.4 billion in Federal assistance, $400 million in General
Funds and $200 million in Local Assistance funds to serve
60,000 children.
• Controlled annual expenditures consistent with enacted
limits.
• Spearheaded annual budget negotiations with State
Assembly and Senate staff.
Analyzed bond financing of capital improvements through
the State's Dormitory Authority.
OTHER QUALIFICATIONS
SUMMARY:
Dynamic professional with twenty years progressive experience in public
administration, finance, budgeting, and investments. Expert in municipal finance
and revenue maximization. Fourteen years management experience in fast -paced
political environments_ Excellent analytical, writing, presentation and negotiation
skills.
PROFESSIONAL HIGHLIGHTS:
• Currently managing a $3.0 billion budget for the City of Long Beach, California;
• Currently directing a department of 136 employees in five separate bureaus
including the Office of the City Treasurer, City Controller, Budget Director,
Purchasing and Commercial Services;
• Increased General Fund structural revenue in the City of Long Beach by over $11
million annually and identified over $14 million in additional one-time revenues;
• Managed $2.0 billion budget for the State of New York and a $1.4 billion budget
for the City of New York;
• Obtained Government Finance Officers' Association (GFOA) Certificate of
Excellence in Financial Reporting for the City of Long Beach for Fiscal -Years 2007
1tem 18. - 12.:.__ �_ _ _ . -.. N -20-
and 2008 for the first time in 12 years, and,
• Obtained GFOA Certificate of Excellence in Financial Reporting for the City of
Lomita, California, for the first time and removed the City's "Qualified" audit opinion
after one year in office.
AFFILIATIONS:
• Leadership Long Beach, Executive Quick Start - C[ass of 2000
• Long Beach Browns Youth Football and Cheer - Board Member
• Ivy League Association of Southern California - Member
• California Society of Municipal Finance Officers - Member
COMPENSATION
Ms. Farrell has not reported a current base salary
Address:
Telephone:
Email: -
_ _ lag -207-. _ _ r _�. -Item 18. - 1 T
-- -CITY OF HUNTINGTON BEACR
TO: Joan Flynn, City Clerk
FROM: Michele Carr,
DATE: November 10, 20
SUBJECT: Late CommurVfcaCtion: Employment Agreement with
Lori Ann Farrel - Exhibit A Resolutions
The Human Resources Department submitted RCA HR 10-021 for Council Action. Attachment 1
- Employment Agreement between the City of Huntington Beach and Lori Ann Farrell for the
position of Finance Director, should have included the following resolutions as Exhibit A.
Please include the attached resolutions as Exhibit A:
1. Resolution 2010-15 — "A Resolution of the City of Huntington Beach Modifying Salary and
Benefits for Non -Represented Employees"
2. Resolution 2010-82 - "A Resolution of the City Council of the City of Huntington Beach
Establishing Holiday Closure for Non -Represented Employees"
Attachments:
Exhibit A: Resolution 2010-15 Salary and Benefits for Non -Represented Employees
Resolution 2010-82 Establishing Holiday Closure for Non -Represented Employees
Late Comm Memo - Finance Director Exhibit A -1- 3/11/2010