HomeMy WebLinkAboutMEA - Municipal Employees Association - 2005-02-07011e �s
CITY OF HUNTINGTON BEACH
MEETING DATE: February 7, 2005 DEPARTMENT ID NUMBER: AS 05-006
Council/Agency Meeting Held: O1— z -"- -.,r
Deferred/Continued to:
Approved ❑ Conditionally Approved ❑ Denied
&jowy Cif IeNrkj Sig ture
Council Meeting Date: February 7, 2005
Department ID Number: AS 05-006
CITY OF HUNTINGTON BEACH o
REQUEST FOR COUNCIL ACTIONw
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SUBMITTED TO: HONORABLE YOR ND C TY OUNCIL MEMBERS y =:
SUBMITTED BY: P NELOP CULBRETH-GRAFT, Y ADMINISTRATOR
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PREPARED BY: CHARLES TH0EMEMOERAiNDUFMOF
MNRSTANDING
DMINISTRATIVE
SERVICES
SUBJECT: APPROVAL OF BETWEEN
THE CITY AND THE HUNTINGTON BEACH MUNICIPAL
EMPLOYEES' ASSOCIATION o� u ��•�'t3� -' �•
Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status, Attachment(s)
Statement of Issue:
Should the City and the Huntington Beach Municipal Employees' Association enter into a
new Memorandum of Understanding covering the period of December 21, 2003 through June
30, 2006?
Funding Source:
Funding included in the Fiscal Year 2004/2005 budget and to be included in the Fiscal Year
2005/2006 budget. The total annual cost to implement the Memorandum of Understanding
with the Huntington Beach Municipal Employees' Association is $1,102,000 in Fiscal Year
2004/05 and $873,605 in Fiscal Year 2005/06 (MOU term expires June 30, 2006).
Recommended Action:
Adopt Resolution No. a Resolution of the City Council of the City of Huntington
Beach approving and implementing the Memorandum of Understanding between the City of
Huntington Beach and the Huntington Beach Municipal Employees' Association for the
period of December 21, 2003 through June 30, 2006.
Alternative Action(s):
Do not approve the Resolution for employees of the Huntington Beach Municipal Employees'
Association and direct staff accordingly. 7c7— �
03-06 MEA Resolution 1/24/2005 8.50 PM
REQUEST FOR COUNCIL ACTION
MEETING DATE: February 7, 2005 DEPARTMENT ID NUMBER: AS 05-006
Analysis:
Representatives of the City and the Huntington Beach Municipal Employees' Association
have completed the meet and confer process with agreement on a new Memorandum of
Understanding (MOU) for the period of December 21, 2003 through June 30, 2006.
Proposed wage and benefit changes include the following:
0% wage increase for the period 12/21/03 to 9/30/04
3% wage increase for the period 10/1104 to 9/30/05
3% wage increase for the period 10/1105 to 6/30106
No increase to employee contribution rates for medical, dental, and vision insurance
coverage during the term of the agreement
Dental PPO plan annual maximum benefit increase from $1000 to $2000
Life and Accidental Death & Dismemberment Insurance coverage increase from $45,000
to $50,000
Payment of holiday pay from 8 hours to either 9 or 10 hours when the holiday falls on an
employee's scheduled day of work (based on a flexible work schedule of 9180 or 4110).
A change in the tuition reimbursement program from $1,500 per employee per fiscal year
to a designated tuition reimbursement cap of $50,000 for HBMEA employees
Overtime provision paid at a rate of twice the employee's regular rate of pay after thirteen
(13) hours of work in a workday
Safety shoe allowance increase from $185 to $225
A summary of these and other changes are included as Attachment #1.
Environmental Status: Not Applicable
Attachment(s):
RCA Author: Irma Youssefieh
03-06 MEA Resolution -3- 1/24/2005 8:50 PM
ATTACHMENT #1
SUMMARY OF SALARY AND BENEFITS AND OTHER
NEGOTIATED PROVISIONS FOR THE HUNTINGTON BEACH
MUNICIPAL EMPLOYEES' ASSOCIATION (HBMEA)
❖ Term
December 21, 2003 through June 30, 2006
Wages
0% Increase for the period 12/21/03 to 9/30/04
3% increase for the period 1011 /04 to 9/30/05
3% increase for the period 1011/05 to 6/30/06
+:+ Health Benefits
Employee contribution rates shall not increase for medical, dental, and vision insurance
coverage during the term of the agreement
Dental PPO plan annual maximum benefit increase from $1000 to $2000
Life and Accidental Death & Dismemberment Insurance coverage increase from a
$45,000 level to $50,000
Employee effective date of coverage change from "first of the month following 30 days of
employment" to "first of the month following date of hire"
❖ Retirement
Implementation of a Health Savings Account (HSA) for post retirement medical insurance
costs (enrollment is voluntary and funded by employee contributions)
City to complete a financial study of all current and proposed retirement programs by
May 15, 2005 with a re -opener by no later than June 15, 2005
❖ Paid Leave
Payment of holiday pay from eight hours to either nine or ten hours when the holiday falls
on an employee's scheduled day of work (based on a flexible work schedule of 9/80 or
4/10). The payment of an eight -hour holiday is maintained if an employee is on an eight
hour -five days per week work schedule (5/40)
"Release Time" increase from fifty (50) hours to eight hundred (800) hours for duly
authorized representatives of the Association to conduct lawful Association activities.
*:• Tuition Reimbursement
A change in the tuition reimbursement program from $1,500 per employee per fiscal year
to a designated tuition reimbursement fund of $50,000 per fiscal year for HBMEA
employees to apply for on a first come -first serve basin covering a full refund on tuition,
fees, books and supplies based on qualifications for reimbursement. Reimbursement for
vocational institution coursework was also added to the program.
Rage 1
nl'?drlr, v
SUMMARY OF SALARY AND BENEFITS AND OTHER
NEGOTIATED PROVISIONS FOR THE HUNTINGTON BEACH
MUNICIPAL EMPLOYEES' ASSOCIATION (HBMEA)
+:• Overtime
Provision for payment of overtime at a rate of twice the employee's regular rate of pay
after thirteen (13) hours of work in a work day
❖ Safety Shoes
Increase in allowance from $185 to $225
❖ OTHER
Contract Language Updates (New and/or Clarified)
Allowance of an employee to use earned general leave in the first six months of
employment.
Fingerprinting requirement for all employees hired, transferred or promoted to positions
with oversight responsibilities for senior citizens
City compliance with State and Federal leave benefit entitlements laws and the
allowance of an employee to use earned leaves (sick, general, compensatory time off)
during an approved leave of absence
Employee contributions to deferred compensation must be made at the time that an
employee is actively employed by the City, therefore, an employee's election to transfer
the cash value of earned leave into deferred compensation must be made prior to
separation from employment
Bilingual Skill Pay shall be effective the first full pay period following certification
Shorthand Skill Pay shall continue for those employees currently receiving this special
pay until they promote or transfer out of any clerical occupational series
Removal of language identifying deferred compensation as a funding mechanism for
retirement medical premiums
Acting assignment and/or pay shall: be at least five and one-half percent (51/2%) above
the employee's regular rate of pay, but shall not be greater than ten percent (10%) for all
hours worked in the higher classification; include all special pays for an employee while
acting in an exempt classification and that an employee shall receive compensation for
hours worked over forty (40) on an hour -for -hour basis paid at straight time or credited to
the employee's compensatory time off balance as approved by the department head or
designee; not exceed six months unless extraordinary circumstances warrant such
Page 2
n19dna; v 9
SUMMARY OF SALARY AND BENEFITS AND OTHER
NEGOTIATED PROVISIONS FOR THE HUNTINGTON BEACH
MUNICIPAL EMPLOYEES' ASSOCIATION (HBMEA)
extension as recommended and approved by the Human Resources Manager; and,
under no circumstances exceed one year nor shall it be considered a reclassification or a
promotion.
Court standby and/or court appearance time shall apply to all HBMEA employees who
are required to perform court duty in their official capacity with the City
Update Retiree Medical Subsidy Plan to reflect current practice
Update City Personnel Rules by incorporating negotiated Rule changes that are in the
MOU
Designation of Federal Labor Standards Act (FLSA) work week for all work schedules
Agreements During Term of Contract
Meet and confer between the City and the HBMEA to:
Develop and implement Voluntary Catastrophic Leave Donation Program
Guidelines
Update the Department of Transportation (DOT) Random Alcohol and Controlled
Substance Testing Policy in accordance with law
Update the Employee -Employer Relations Resolution to reflect current State law
Establish guidelines for use of "release time" (to conduct lawful Association activities)
Review of designated positions for proposed changes to unit representation
Page 3
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ATTACHMENT #2
RESOLUTION NO. 2 0 0 5- 1 2
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH APPROVING AND IMPLEMENTING
THE MEMORANDUM OF UNDERSTANDING BETWEEN THE
HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCIATION (MEA)
AND THE CITY OF HUNTINGTON BEACH FOR 12/20/03 THROUGH 6/30/06
The City Council of the City of Huntington Beach does resolve as follows:
The Memorandum of Understanding between the City of Huntington Beach and the
Huntington Beach Municipal Employees' Association ("MEA"), a copy of which is attached
hereto as EXHIBIT "A" and by reference made a part hereof, is hereby approved and ordered
implemented in accordance with the terms and conditions thereof, and the City Administrator is
authorized to execute this Agreement. Such Memorandum of Understanding shall be effective
for the term December 20, 2003, through June 30, 2006.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 7 t:h day of February 7200 5 .
REVIEWED AND APPROVED: APPROVED AS TO FORM:
zL� at&�
[City Adrn istrator ity Attorney, (\q>1I
INITIAA�T�E�D AND APPROVED:
C?cam'
Director of Administrative SIrvicA
05reso/MEA Mou/1/21/05
�X%�%�rG �` •• 7�
Memorandum of Understanding
between
Huntington Beach
Municipal Employees Association
and
City of Huntington Beach
December 21, 2003 -- June 30, 2006
MEA MOU
TABLE OF CONTENTS
Page
PREAMBLE....................................................................................................................1
ARTICLEI — TERM OF MOU.........................................................................................1
ARTICLE 11— REPRESENTATIONAL UNIT/CLASS.....................................................1
ARTICLE III — MANAGEMENT RIGHTS........................................................................ 2
ARTICLE IV — EXISTING CONDITIONS........................................................................ 2
ARTICLE V — SEVERABILITY....................................................................................... 2
ARTICLE VI — SALARY SCHEDULE............................................................................. 3
A. Classification and Salary Rates..................................................................................... 3
ARTICLE V11— SPECIAL PAY....................................................................................... 3
A.
Education............................................................................. 3
1.
Tuition Reimbursement
3
B.
Acting Assignment ..........................................................................................................
4
C.
Assignment Pay............................................................... .................................
............. 4
1.
Leadworker Differential-------------------------------------------------------------------------------------------------
------------- 4
2.
Shift Differential ...................................................
4
a. Afternoon Shift....................................................................................................
4
b. Night Shift..... .......................................... --•-...................._._._.....---.-----.---..........._
------------------------- 4
c- Shifts Defined................................................................
5
ICourt
Standby Time......................................................................................
............................ 5
D.
Special Certification/Skill Pay-----•..........................................•--...........------------...............
5
1-
Bilingual Skill...............................................................................................................................
5
2_
Shorthand Skill .................
5
3.
Plan Checker, Building........................................................................•---._...........------........------•--
6
ARTICLE VIII — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT
......................... 6
A.
Uniforms and Safety Shoes..................................................------...................................
6
1.
Safety Shoes — Cost..........................................................•._...............---------------.-----............-------
6
B.
Tool Allowance............................................................................
6
C.
Vehicle Use
7
D.
Process Owner Assignment Pay ................................................... .. ...................
............ 7
ARTICLE IX — HOURS OF WORK/OVERTIME .............................................................
7
A.
Work Schedule
7
1.
Work Periods under Fair Labor Standards Act...........................................................................
7
2.
Flex Schedule and Alternative Work Schedule •- Civic Center Employees .................................
7
B.
Hours of Work Defined...................................................................... ..................
9
C. Overtime/Compensatory Time........................................................................................ 9
D. Employee Fatigue......................................................................................................... 10
2003-2006 MEA MOU 1124/05 v.3 ii
MEA MOU
TABLE OF CONTENTS
Page
E. Callback ........... ........... ................................................................................................. 10
F. Mandatory Standby .......................................... ..........
G. Holiday Premium...........................---------....................----------......--- .............................. 10
H. Holiday Pay.................................................................................................•............... 11
ARTICLE X — HEALTH AND OTHER INSURANCE BENEFITS..................................11
A.
Health ................ ...........................................................................................................
11
B.
Eligibility Criteria and Cost...................................................•.......................................
11
1.
City Paid Medical Insurance — Employees and Dependents....................................................
11
2.
Employee Contributions .................. ................................ ...-......................................................
11
C.
COBRA ........................................... .
12
D.
Life and Accidental Death and Dismemberment...........................................................
12
E_
Long Term Disability Insurance....................................................................................
12
F.
Medical Cash-Out........................................................................................................
13
G.
Section 125 Plan..---------•...............................................•-------.........--•-----------......----......
13
H.
Miscellaneous..................................................•--...................------........-----...................
13
1.
Retiree Medical Coverage..............................---------.........---•---••--------...-----.......------......
14
J.
Past-65 Supplemental Medicare Coverage...................................................................
14
K.
Health Savings Account for Post Retirement Medical Insurance ...................................
15
ARTICLE XI — RETIREMENT.......................................................................................15
A.
Benefits....................................•-•------------.......................----.. ..
15
1.
Self -Funded Supplemental Retirement Benefit.........................................................................
15
2.
Deferred Compensation ....... -................ ...................................................................... ..............
15
3.
Medical Insurance for Retirees ............ .................•----.......---••.............--------...---...........--•--------•..
16
B.
Public Employees' Retirement System.........................................................................
16
1.
Employee's Contribution ........................ ---................................................................... .............
16
2.
Two Percent at Age 55 Formula--------------------------------------------------------------------- ---------------------------
16
3.
Pre -Retirement Optional Settiement 2 Death Benefit...............................................................
16
4.
Fourth Level of 1959 Survivor Benefits.....................................................................................16
5.
Financial Study of Enhanced Retirement Benefits....................................................................
17
ARTICLE
XII — LEAVE BENEFITS...............................................................................17
A.
Leave With Pay------•-•.........................................................•--...................------.............
17
1.
General Leave .............. ............... ................................ .......................................... ....................
17
2_
City Recognized Holidays..........................................................••............------•-----••...........--------
18
3_
Sick Leave................•-•.................------..---••-•---...............----.-----.................__.......---•--...........-----..
19
4_
Bereavement Leave ... ........................................................... ...................................................
20
5.
Association Business..................................................................---------•-.--............-------------•---...
20
6.
Jury Duty ......... ........................................... ................................................. ........ ......................
20
2003-2006 MEA MOU 1/24/05 v.3 iii
MEA MOU
TABLE OF CONTENTS
Page
7. Leave Benefits Entitlement..... . ............... ............................................ __ ............................. .... 20
ARTICLE XIII — CITY RULES....................................................................................... 21
A. Personnel Rule............................................................................................................. 21
ARTICLE XIV —MISCELLANEOUS..............................................................................
21
A.
Grievance Arbitration..................................................................................................
21
B_
Promotional Procedures..................................................------.................------................
21
C_
Labor -Management Relations Committee.....................................................................
22
D.
Copies of MOU................................................................................................•............
22
E.
Position Classification Issues........................................................................................
22
F.
Class A and B Driver License Fees..............................................................................
23
G.
Job Sharing..................................................................................................................
23
H.
Deferred Compensation Loan Program........................................................................
23
1.
Performance Evaluations/Written Reprimand Appeals ..................................................
23
J.
MEA Letter of Introduction............................................................................................
23
K.
Voluntary Catastrophic Leave Donation........................................................................
23
L_
DOT Random Alcohol and Controlled Substance Testing .............................................
23
M_
Update Employee -Employer Relations Resolution........................................................
23
N.
Required Fingerprinting of Employees that work with Senior Citizens ...........................
24
ARTICLE XV — CITY COUNCIL APPROVAL.............................................................. 25
LISTOF MOU EXHIBITS............................................................................................. 26
EXHIBIT A — CLASS/SALARY SCHEDULE................................................................ 27
EXHIBIT B — UNIFORM POLICY................................................................................. 39
EXHIBIT C — VEHICLE USE POLICY.......................................................................... 46
EXHIBIT D — EMPLOYEE HEALTH PLAN BROCHURE ............................................. 49
EXHIBIT E — DELTA CARE (PMI) DENTAL PLAN BROCHURE ................................ 50
EXHIBIT F — DELTA DENTAL PLAN BROCHURE ..................................................... 51
EXHIBIT G — VISION (VSP) PLAN BROCHURE......................................................... 52
EXHIBIT H — LONG TERM DISABILITY PLAN BROCHURE ...................................... 53
EXHIBIT I — PROVISIONS OF THE RETIREE SUBSIDY MEDICAL PLAN ................ 54
2003-2006 MEA MOU 1/24/05 v.3 iv
MEA MOU
TABLE OF CONTENTS
Page
EXHIBIT J - 9/80 WORK SCHEDULE.......................................................................... 58
EXHIBIT K - 4/ 10 WORK SCHEDULE......................................................................... 61
EXHIBIT L - AGENCY SHOP....................................................................................... 63
2003-2006 MEA MOU 1/24105 v.3
Memorandum of Understanding
between
The City of Huntington Beach
(hereinafter called City)
and
The Huntington Beach Municipal Employees' Association
(hereinafter called Association or MEA)
PREAMBLE
WHEREAS, pursuant to California law, the City, acting by and through its designated
representatives, duty appointed by the governing body of said City, and the
representatives of the Association, a duly recognized employee association, have met
and conferred in good faith and have fully communicated and exchanged information
concerning wages, hours and other terms and conditions of employment for the period
December 21, 2003 through June 30, 2006; and
WHEREAS, the representatives of the City and the Association desire to reduce their
agreements to writing,
NOW THEREFORE, this Memorandum of Understanding is made to become effective
December 21, 2003 and it is agreed as follows:
ARTICLE I — TERM OF MOU
A. This Memorandum of Understanding shall be in effect for a term commencing on
December 21, 2003 through June 30, 2006.
B. This Agreement constitutes the entire agreement of the parties with respect to
improvements or changes in the salaries and monetary benefits for employees
represented by the Association for the duration of this Agreement_
ARTICLE 11— REPRESENTATIONAL UNITICLASS
A. It is recognized that the ASSOCIATION is the employee organization which has the
right to meet and confer in good faith with the CITY on behalf of permanent employees
of the CITY within those class titles set out in Exhibit "A" attached hereto and
incorporated herein. The term "permanent" employee is used only to determine
entitlement to certain benefits provided by this MOU and is defined as follows; an
employee that has completed or is in the process of completing a probationary period in
a permanent position in the competitive service in which the employee regularly works
twenty hours or more per week. Additionally, the representation unit shall include all
non -safety, non -management classifications which are created after execution of this
agreement and are not included in another representation unit or determined in
accordance with the Employer -Employee Relations Resolution to be more appropriately
designated as non -associated classifications_
MEA MOU 1-23-05_v.2
MEA MOU
B_ Notwithstanding any other provisions of this agreement, the City and Association
agree to meet and confer during the term of the agreement regarding review of the
HBMEA positions listed below for proposed changes to unit representation:
Accounting Technician Supervisor
Fire Med Coordinator
Legal Secretary (Confidential Employee designation)
Paralegal (Confidential Employee designation)
Information Systems Analyst I through IV
All non-exempt classifications currently designated as Non -Associated employees and
other positions as may be necessary to comply with updated FLSA regulation changes:
Executive Assistant, Administrative Assistant, Personnel Assistant, Senior Payroll
Technician, Payroll Technician, Administrative Secretary NA.
ARTICLE III — MANAGEMENT RIGHTS
Except as expressly abridged or modified herein, the CITY retains all rights, powers and
authority with respect to the management and direction of the performance of CITY
services and the work forces performing such services, provided that nothing herein
shall change the City's obligation to meet and confer as to the effects of any such
management decision upon wages, hours and terms and conditions of employment or
be construed as granting the CITY the right to make unilateral changes in wages, hours
and terms and conditions of employment. Such rights include, but are not limited to,
consideration of the merits, necessity, level or organization of CITY services, including
establishing of work stations, nature of work to be performed, contracting for any work
or operation, reasonable employee performance standards, including reasonable work
and safety rules and regulations in order to maintain the efficiency and economy
desirable for the perfomnance of CITY services.
ARTICLE IV — EXISTING CONDITIONS
Except as expressly provided herein, the adoption of this Memorandum of
Understanding shall not change existing benefits, and terms and conditions of
employment which have been established in prior Memoranda of Understanding, and/or
provided for in the Personnel Rules of the City of Huntington Beach.
ARTICLE V — SEVERABILITY
If any article, sub -article, sentence, clause, phrase or portion of this Agreement, or the
application thereof to any person, is for any reason held to be invalid or unenforceable
by the decision of any court of competent jurisdiction, such decision shall not affect the
validity of the remaining portions of this Agreement or its application to other persons.
The City and the Association hereby agree that in the event any state or federal
legislative, executive or administrative provision purports to nullify or otherwise
adversely affect the wages, hours and other terms and conditions of employment
contained in this Agreement or similarly purports to restrict the ability of the parties to
2003-2006 MEA MOU 1/24/05 v.3 2
MEA MOU
negotiate a successor agreement, the City and the Association shall, without prejudice
to either party's judicial remedies, endeavor to agree to alternative contractual
provisions which are not adversely affected by said legislative, executive or
administrative provision.
ARTICLE VI — SALARY SCHEDULE
A. Classification and Salary Rates
Permanent employees shall be compensated at hourly salary rates by job type
and pay grade including a three percent (3%) increase, effective the first full pay
period that includes October 1, 2004, as set forth in Exhibit A attached hereto
and incorporated herein by this reference.
Permanent employees shall be compensated at hourly salary rates by job type
and pay grade including a three percent (3%) increase, effective the first full pay
period that includes October 1, 2005, as set forth in Exhibit A attached hereto
and incorporated herein by this reference
All association represented employees hired after March 29, 2002 shall be
required to utilize direct deposit of payroll checks_
ARTICLE VII -- SPECIAL PAY
A. Education
1- Tuition Reimbursement
Upon approval of the Department Head and the Human Resources
Manager, permanent employees may be compensated for courses from
accredited vocational and educational institutions. Tuition reimbursement
shall be limited to job related courses or job related educational degree
objectives and requires prior approval by the Department Head and Human
Resources Manager.
Education costs shall be reimbursed to permanent employees on a first
come, first served basis for a full refund for tuition, books, parking (if a
required fee) and any other required fees upon presentation of receipts.
The maximum allocation for the entire bargaining unit shall be fifty thousand
dollars ($50,000) in each fiscal year period.
Reimbursements shall be made when the employee presents proof to the
Human Resources Manager that he/she has successfully completed the
course with a grade of °C" or better; or a "Pass" if taken for credit.
2003-2006 MEA MOU 1124105 v.3 3
MEA MOU
B. Acting Assignment
If a permanent employee is formally assigned to work in a higher classification on
a temporary basis for greater than three (3) consecutive weeks, the employee
shall be compensated for all hours worked in the higher classification, at a rate
which is at least five and one-half percent (5 112%) above their pay step, but
such pay increase shall not be greater than ten percent (10%) not to exceed the
top step of the pay range for all hours worked in the higher classification. In the
event a non-exempt employee is assigned to act in a classification that is exempt
from overtime, the employee shall retain all special pays of their permanent non-
exempt classification and shall receive compensation for hours worked over forty
(40) hours in the designated FLSA work week on a hour for hour basis. Such
pay shall be paid or credited to the employee's compensatory time off balance at
the discretion of the Department Head or designee.
Acting assignments are not intended to exceed six months unless extraordinary
circumstances warrant an extension as recommended and approved by the
Human Resources Manager. Under no circumstances shall an acting
assignment exceed one year nor shall it be considered a reclassification or a
promotion.
Upon promotion to an FLSA "exempt" classification all compensatory time off
shall be cashed out prior to promotion at the employee's current FLSA regular
rate of pay in the "non-exempt" classification.
C. Assignment Pay
1. Leadworker Differential
Any permanent employee classified as "Leadworker" shall receive sixteen
(16) ranges on the "Universal Salary Schedule" above the highest
classification, which is assigned to the Leadworker to lead.
2. Shift Differential
a. Afternoon Shift
Permanent employees required to work on a regular assigned shift that
occurs between the hours of 4:00 PM and midnight, shall be paid a
premium equal to five percent (5%) of the employee's base hourly rate
for all work performed during said shift-
b. Night Shift
Permanent employees required to work on a regularly assigned shift
that occurs between midnight and 8:00 AM shall be paid a premium
equal to ten (10%) percent of the employee's base hourly rate.
2003-2006 MEA MOU 1/24/05 v.3
MEA MOU
c. Shifts Defined
Permanent employees will be considered as assigned to the afternoon
shift (4:00 PM to midnight) or the night shift (midnight to 8:00 AM)
when five (5) or more hours of their regularly assigned shifts occur in
the afternoon or night shift as defined herein_
3. Court Standby Time
An employee who is required to perform court standby duty in the
performance of their official capacity with the city shall be eligible for Court
Standby Time or Court Appearance time.
An employee who is required to be on standby for a court appearance
during other than their regularly scheduled work hours shall receive a
minimum of three (3) hours straight time pay (including differentials in Article
VI) for each morning and afternoon court session.
In the event an employee is required to appear in court during other than
their regularly scheduled work hours, the employee shall receive a minimum
of three (3) hours pay at time and one half; provided, however, that if such
time overlaps with the employee's regularly scheduled work hours, special
pay shall be limited to those hours occurring prior to or after the employee's
regularly scheduled work time.
A legally served subpoena or the direction of the Department Head shall be
required to support the payment of Court Standby or Appearance Time.
D. Special Certification/Skill Pay
1. Bilingual Skill
Permanent employees who are required by their Department Head to use
Spanish, Vietnamese, or Sign Language skills as part of their job
assignment, shall be paid an additional five -percent (5%) of their basic
hourly rate in addition to their regular bi-weekly salary. Permanent
employees may accept assignments utilizing bilingual skills in other
languages on a short-term assignment with approval by the City
Administrator. Such employees shall receive the additional five percent
(5%) for every bi-weekly pay period that the assignment is in effect. In order
to be eligible for said compensation, employee's language proficiency will
be tested and certified by the Human Resources Manager or designee. The
special pay shall be effective the first full pay period following certification as
verified to the Department Head in writing by the Human Resources
Manager or designee.
2. Shorthand Skill
Employees who have successfully passed a shorthand skill test and who
are required to use shorthand regularly in their jobs shall receive additional
2003-2006 MEA MOLT 1/24/05 v.3 5
MEA MOU
compensation in the amount of forty-six dollars and fifteen cents ($46.15) bi-
weekly. Effective with the first full pay period following ratification of this
agreement, all employees receiving Shorthand Skill Pay shall continue to
receive this special pay until they promote or transfer out of any clerical
occupational series. This special pay shall end with the last full pay period
in the former position.
3. Plan Checker, Building
a. Plans Examiner ICBO Certification
Incumbents who have completed their probationary period in the
class of Plan Checker, Building who have attained certification as
Plans Examiner by I.C.B.O. (international Conference of Building
Officials) shall receive additional compensation in the amount of
forty-six dollars and fifteen cents ($46.15) bi-weekly, provided that
active certification is maintained.
b. EIT/AA Degree in En ineedn
Incumbents in the classification of Plan Checker, Building who have
successfully completed the State of California examination for
Engineer -in -Training or who have obtained an Associate of Arts
degree in engineering or equivalent major, shall receive additional
compensation in the amount of sixty-nine dollars and twenty-three
cents ($69.23) bi-weekly
ARTICLE Vill — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT
A. Uniforms and Safety Shoes
The City's Uniform and Safety Shoe Policy shall be set forth in Exhibit B, a copy
of which is attached hereto and incorporated herein by this reference, provided
however, that employees represented by MEA working in the Police Department
shall be issued property in accordance with the equipment issue form for the
particular position to which they are assigned.
Safety Shoes - Cost
The CITY shall furnish safety shoes in accordance with the procedures and
guidelines as set forth in Exhibit "B", provided however, that the maximum
amount to be reimbursed for a pair of safety shoes will not exceed one
hundred and eighty-five dollars ($185.00) per pair every six months or
sooner, if necessary. Effective the first full pay period following ratification
of this agreement, the safety shoe allowance shall be increased to two
hundred and twenty-five dollars ($225.00).
B. Tool Allowance
Those permanent employees, who are required to furnish their own personal
tools for use on the job, shall be provided with a tool allowance to offset a portion
of the cost for said tools that are lost, stolen or broken when in use on the job.
Such allowance shall be eight hundred dollars ($800.00) per year, payable in
2003-2006 MEA MOU 1124/05 v.3
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January of each year, separate from payroll checks to those employees on active
duty. In the event a permanent employee is hired or separates, his/her tool
allowance for that calendar year shall be prorated on the basis of the total
number of months in which he/she was employed on the first working day of the
year. It is understood that the employee has the responsibility to exercise care
and diligence in preventing the loss, theft and breakage of his or her personal
tools-
C. Vehicle Use
The City Vehicle Use Policy shall be indicated in the document attached hereto
and by this reference incorporated herein as Exhibit C.
Approval is required by the City Administrator or designee for any City vehicle to
be taken home by an association employee.
D. Process Owner Assignment Pay
Those employees performing assignments designated by the City as "process
owner" assignments shall receive premium pay equal to ten percent (10%) of the
employee's base hourly rate.
Process owner assignments are designated by the employee's department head
and approved by the City Administrator or his designee. Designated employees
are responsible for JD Edwards applications setup, design, troubleshooting and
training_ Process owners have system coordination responsibilities as
distinguished from users of the system.
ARTICLE IX — HOURS OF WORK/OVERTIME
A. Work Schedule
It is the intent of the city to provide an opportunity for MEA employees to select a
flex schedule and/or alternative work schedule that is consistent with the city's
objective that such schedules shall not reduce service to the public, departmental
effectiveness, productivity and/or efficiency as determined by the City
Administrator or designee.
Work Periods under Fair Labor Standards Act
It is understood that the city may establish a work period for each covered
employee which meets the requirements of the Fair Labor Standards Act
(FLSA) and which will not result in overtime compensation as part of a
normal work schedule.
2. Flex Schedule and Alternative Work Schedule__ Civic Center Employees
Effective February 'I, 2003, with supervisor and Department Head approval,
MEA employees may flex regular scheduled start times between the hours
of 7:00 a.m. to 9:00 a.m. in half-hour increments (i.e. 7:00 a.m., 7:30 a.m.,
8:00 a.m., 8:30 a.m., and 9:00 a.m.). Flex schedules shall not reduce
2003-2006 MEA MOU 1124/05 v.3 7
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service to the public, departmental effectiveness, productivity and/or
efficiency as determined by the City Administrator or designee.
Effective February 1, 2003, MEA employees will have the option of working
a 5/40 or 9180 work schedule with supervisor and Department Head
approval. MEA employees assigned to the Police Department shall retain
the option of working the 4/10 work schedule with supervisor and
Department Head approval. In order to maintain service to the public,
departmental effectiveness, productivity and/or efficiency, a Department
Head may assign an employee a different work schedule that is in
compliance with the requirements of FLSA with City Administrator approval.
a. 5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour
days Monday through Friday each week plus a one -hour lunch during
each work shift, totaling a forty (40) hour work week. The assigned 5140-
work schedule must be in compliance with the requirements of FLSA.
b. 9/80 Work Schedule
i. Civic Center Employees
The 9/80 work schedule, as outlined in Exhibit J, shall be
defined for all MEA employees assigned to the Civic Center
as working nine (9) days for eighty (80) hours in a two week
pay period by working eight (8) days at nine (9) hours per
day and working one (1) day for eight (8) hours (Friday), plus
a one -hour lunch during each work shift, totaling forty (40)
hours in each FLSA work week. The 9/80 work schedule
shall not reduce service to the public, departmental
effectiveness, productivity and/or efficiency as determined by
the City Administrator or designee_
ii. Non- Civic Center Employees
The 9/80 work schedule, as outlined in Exhibit J, shall be
defined for all MEA employees not assigned to the Civic
Center 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,
plus their scheduled lunch break 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.
c. 4110 Work Schedule
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I►'114_\ J,Eel I
The 4110 work schedule, as outlined in Exhibit K, shall be defined as
working four (4) ten (10) hour days each week plus a one -hour lunch
during each work shift, totaling forty (40) hours in each FLSA work week.
The assigned 4110 work schedule must be in compliance with the
requirements of FLSA. The 4/10 work schedule shall not reduce service
to the public, departmental effectiveness, productivity and/or efficiency as
determined by the City Administrator or designee.
d. Existing Alternative Work Schedules
Non Civic Center MEA employees who had an alternative work schedule
(9/80 or 4/10) prior to February 1, 2003 shall retain that alternative work
schedule_
Civic Center MEA employees who had an alternative work schedule
(9/80) prior to February 1, 2003 may revert to that alternative work
schedule (9180) in the event his or her supervisor and/or Department Head
determine that the 9180 schedule set forth in this article is inappropriate for
the employee's classification.
B. Hours of Work Defined
General leave, holidays, sick leave and compensatory time shall be counted as
hours worked.
C. Overtime/Corn ensato Time
It shall remain the policy of the City that overtime is to be used only as needed or
under emergency conditions as approved by the City Administrator.
FLSA "non-exempt" employees shall receive overtime pay or compensatory time
for hours worked over forty (40) hours in a work week at time and one half of the
time employee's FLSA regular rate of pay. The employee's supervisor shall
determine if employee receive overtime pay or compensatory time.
Consideration shall be given to effectuating the request of the employee.
A permanent employee who performs authorized work immediately preceding or
upon completion of a regular work shift (extension of a workday) shall be
compensated as follows:
1. One and one-half (1 %) times the employee's regular hourly rate of pay
for all hours worked in excess of their regular workday, up to and including
thirteen (13) hours in any work day, and
2. Two (2) times the employee's regular hourly rate for all hours worked in
excess of thirteen (13) hours in a work day.
The employee's supervisor shall determine if employee receives overtime pay or
compensatory time. Consideration shall be given to effectuating the request of
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the employee; however, the maximum accrual for compensatory time shall be
one hundred forty (140) hours.
Once per fiscal year an employee may cash out up to sixty (60) hours of banked
compensatory time. The employee shall give payroll two (2) weeks advance
notice of their decision to exercise such option.
Each non-exempt employee shall be assigned a designated FLSA work week for
the correct calculation of overtime. This designated work week shall not change
unless extraordinary circumstances require a change in the employee's regular
work schedule due to operational need. A change in the designated FLSA work
week shall be recommended by the Department Head and approved by the
Human Resources Manager-
D. Employee Fatigue
A permanent employee who is called back to work following the end of their
regularly scheduled work shift and proceeds to work more than five consecutive
overtime hours shall then be entitled to an eight (8) hour rest period without
compensation, upon completion of the assignment. Regularly scheduled lunch
periods are not considered part of this rest period.
If the eight hour rest period extends into the employee's next regularly scheduled
work shift, the employee shall suffer no loss of pay or accrued leave as a result
thereof. As far as is practicable, employees who have earned a rest period shall
be relieved at the start of their regular work shift in order to take such rest period-
E. Callback
The City will reimburse permanent employees called back to work a minimum of
two (2) hours of pay at the rate of time and one-half (1 % ) their regular hourly
rate. A supervisor shall notify an employee, in advance, of the need to work
overtime. Where overtime is worked as an extension of the workday, it shall not
be considered call back. While overtime may be required to be worked, it is the
City's policy to discourage the working of overtime, and to provide reasonable
notification to an employee should overtime be required.
F. Mandatory Standby
A permanent or probationary employee who is placed on standby status by their
supervisor shall be compensated at an hourly rate equal to 0.180 of their base
hourly rate for the entire period of such assignment.
G. Holiday Premium
Permanent employees who work on a legal holiday as designated in
Article XII.A.2 shall be compensated at the rate of time one and one-half
(1 Y2 ) the hourly rate exclusive of any other premiums for all hours
worked on said holiday.
H. Holiday Pay
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Permanent employees who are required to work their scheduled workday,
regardless of whether it is a legal holiday, will have holiday premium reported to
PERS as holiday pay. Classification's meeting this definition are: Beach
Equipment Operator, Beach Maintenance Crewleader, Crime Scene
Investigator, Parking/Camping Crewleader, Parking/Camping Leadworker,
Parking Meter Repair Technician, Parking Meter Repair Worker, Police
Records Supervisor, Police Records Technician, Police Records Specialists
assigned to the Records Bureau, Police Service Specialists assigned to the
Records Bureau and Police Systems Coordinator.
ARTICLE X — HEALTH AND OTHER INSURANCE BENEFITS
A_ Health
The City shall continue to make available group medical, dental and vision
benefits to all MEA employees.
B. Eligibility, Criteria and Cost
1. City and Employee Paid Medical Insurance — Employees and
Dependents
The City and employee shall pay for health insurance premiums for
qualified employees and dependent(s) effective the first of the month
following the employee's date of hire. The employee deduction for
premium contributions shall be aligned with the effective date of
coverage and the ending date of coverage upon employment separation.
The payroll deduction amount shall begin no later than the first full pay
period following the effective date of coverage and pro -rated for
coverage through the end of the month in which employment was
separated.
2. Employee Contributions
For the term of this agreement, the maximum employee contributions to
health insurance, dental insurance and vision insurance premiums on a
bi-weekly basis are as follows in the table below.
For the term of this agreement, the City shall pay the remaining cost of
the premium for each of the insurance plans listed below:
2003-2006 MEA MOU 1/24/05 v.3 11
MEA MOU
'dhreEd
gi
BIkl
Blue
Kaiser
Delta
Delta
SEE
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$
Loin
Shield
Permenente
D rtal
b
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,
Opt;on
- �
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:
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_;�
HIVIO
M0
{PPO)saon
Y{
$0.00
$0.00
$0.00
$0.00
$2.25
$0.64
$0.23
0 1
46.04
1.68
0.00
1.65
3.93
1.08
0.23
r
90.48
32.54
2.16
6.96
3.86
1.66
0.23
Employee payroll deductions shall be made on a pre-tax basis.
Effective January 1, 2005, the dental insurance maximum coverage shall increase from
one thousand dollars ($1,000.00) per year to two thousand dollars ($2,000.00) per year.
C. COBRA
Permanent employees who terminate their employment with the City and
dependents of permanent employees shall have any and all the Consolidated
Omnibus Budget Reconciliation Act of 1985 (COBRA) benefits to which the law
entitles them_
D. Life and Accidental Death and Dismemberment Insurance
Effective January 1, 2005 each permanent employee shall be provided with fifty -
thousand dollars ($50,000.00) of life insurance and fifty -thousand dollars
($50,000.00) of accidental death and dismemberment insurance coverage paid
for by the City. Each employee shall have the option, at his/her own expense, to
purchase additional amounts of life insurance and accidental death and
dismemberment insurance to the extent provided by the City's current providers.
E. Long Term Disability Insurance
The City shall provide for each permanent employee at the City's expense a
long-term disability insurance plan comparable to the Group Disability Insurance
Plan in effect on February 1, 1995 (Exhibit "H"). Such plan shall be modified
effective November 21, 1988, to provide benefits as outlined in Plan B of Exhibit
"H". The parties agree to exclude the first year of job related illness or injury from
coverage on condition that the plan provides for a coordination with sick leave,
general leave and holidays which is satisfactory to the Association.
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F. 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 the Administrative Services
Department), they may elect to discontinue City medical coverage and receive
ninety-two dollars and thirty-one cents ($92.31) bi-weekly to deposit into their
Deferred Compensation account or any other pre-tax program offered by the
City.
G_ Section 125 Plan
This plan allows employees to use pre-tax salary to pay for regular childcare,
adult dependent care and/or unreimbursed medical expenses.
H_ Miscellaneous
I- Nothing in this Article shall be deemed to restrict the City's right to change
insurance carriers or self -fund should circumstances warrant. City shall,
however, notify the Association of any proposed change, and allow the
Association an opportunity to review any proposed change and make
recommendations to the City.
2. Nothing in this Article shall be deemed to obligate the City to improve the
benefits outlined in this Article.
3. When the City grants an employee leave without pay for reason of medical
disability, the City shall maintain the City paid employees' insurance
premiums for the time the employee is in a non -pay status for the length of
said leave not to exceed twenty-four (24) months. The City shall provide
timely written notification of employee rights under this Article and the
Long Term Disability Plan and will assist the employee in processing LTD
claims so that undue delay in receiving LTD payments is avoided.
4. The City and the Association agree to establish and participate in a
citywide joint tabor and management insurance and benefits advisory
committee to discuss and study issues relating to insurance benefits
available for employees.
5. Health Plan Over -Payments - Unit members shall be responsible for
accurately reporting changes in the status of dependent(s) which affect
their eligibility for health plan coverage ninety (90) days after the date of
such status change. The City shall use its best efforts to advise all unit
members of their obligation to report changes in the status of
dependent(s), which affect their eligibility. If an employee fails to report a
status change that affects eligibility within ninety (90) days, the City shall
have the right to recover any premiums paid by the City, on behalf of
ineligible dependents_ Recovery of such overpayments shall be made as
follows:
2003-2006 MEA MOU 1124/05 v.3 13
MEA MOU
a. The employee's bi-weekly salary warrant shall be reduced by one-
half of the amount of the bi-weekly overpayment. Such reduction
shall continue until the entire amount of the overpayment is
recovered.
b_ The City shall be entitled to recover a maximum of twelve (12)
months premium overpayments. Neither the employee nor the
dependent shall be liable to the City other than as provided herein.
I. 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).
J. Post-65 Supplemental Medicare Coverage
Retirees who are participating in the Retiree Subsidy Medical Plan as of January
1, 2004 and all future retirees who meet the criteria to participate in City
sponsored medical insurance, with or without the Retiree Medical Subsidy Plan,
may participate in City sponsored medical insurance plans that are supplemental
to Medicare, after a contract is in place between the City and a health insurance
provider.
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MEA MOU
A retiree or qualified dependent must choose to participate in City sponsored
medical insurance plans that are supplemental to Medicare beginning the first of
the month in which the retiree or qualified dependent turns age sixty-five (65).
The retiree shall pay the full premium to participate in City sponsored medical
insurance plans that are supplemental to Medicare for themselves or qualified
dependents without any City subsidy.
Retirees or qualified dependents, upon turning age sixty-five (65), who choose
not to participate in City sponsored medical insurance plans that are
supplemental to Medicare permanently lose eligibility for this insurance).
K. Health Savings Account for Post Retirement Medical Insurance Vanta e Care
The City shall implement a health savings account plan, Vantage Care, during
the term of the agreement, for the purpose of allowing the opportunity for
employees to voluntarily fund post medical retirement health premiums.
ARTICLE XI — RETIREMENT
A. Benefits
Self -Funded Supplemental Retirement Benefit
Employees hired prior to December 27, 1997 are eligible for the Self -
Funded Supplemental Retirement Benefit, which provides that:
a. In the event a PERS member elects Option #2 (Section 21456) or
Option #3 (Section 21457) of the Public Employees' Retirement law,
the City shall pay the difference between such elected option and the
unmodified allowance which the retiree would have received for his or
her life alone. This payment shall be made only to the retiree and shall
be payable by the City during the life of the member, and upon that
retiree's death, the City`s obligation shall cease. The method of funding
this benefit shall be the sole discretion of the City. This benefit is
vested for permanent employees covered by this Agreement (Note:
The options provide that the allowance is payable to the retiree until his
or her death, and then either the entire allowance ([Option #2] or one-
half (112) of the allowance [Option #31 is paid to the beneficiary for life.)
b. Employees hired on or after December 27, 1997 shall not be eligible
for this benefit referenced in A.'I .a. herein above.
2. Deferred Compensation
Any permanent employee who contributes one dollar ($1.00) or more per
pay period to his or her deferred compensation account shall receive an
employer contribution to the employee's deferred compensation account in
the amount of five dollars and fifty cents ($5.50) per pay period.
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3. Medical Insurance for Retirees
a. Upon retirement, whether service or disability, each permanent
employee shall have the following options in regards to medical
insurance under City sponsored plans:
1) With no change in benefits, retirees can stay in any of the plans
offered by the City, at the retiree's own expense, for the
maximum time period required by Federal Law (COBRA), or
2) Retirees retiring after approval of this MOU may participate in
the Retiree Medical Plan, attached hereto as Exhibit I, as
amended, or the Health Maintenance Organization (HMO) plan
currently being offered to retirees, based upon the eligibility
requirements described in Exhibit I.
3) The value of any unused earned leave benefits may be
transferred to deferred compensation at retirement, but only
during the time that the employee is actively employed with the
City. The latest opportunity for such transfer must be the pay
period prior to the employee's last day of employment-
B. Public Employees' Retirement System
Employee's Contribution
Each permanent employee covered by this Agreement shall be reimbursed
an amount equal to seven percent (7%) of the employee's base salary as a
pickup of the employee's contribution to the Public Employees' Retirement
System. The above PERS pickup is not base salary, but is done pursuant to
Section 414 (h)(2) of the Internal Revenue Code.
2. Two Percent at Age 55 Formula
Unit employees shall be covered by the two percent at age 55 formula
(2% @ 55) as identified in Section 21354.
3. Pre -Retirement Optional Settlement 2 Death Benefit
Employees shall be covered by the Pre -Retirement Optional Settlement 2
Death Benefit as identified in Section 21548 as approved by the City
Council.
4. Fourth Level of 1959 Survivor Benefits
Employees shall be covered by the Fourth level of the 1959 Survivor
Benefit as identified in Section 21574 when approved by the City Council.
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5. Financial Study of Enhanced Retirement Benefits
The City agrees to complete and provide to the Association a financial study
of enhanced retirement benefits by May 15, 2005. This study shall include
all current and proposed retirement programs including supplemental
retirement and the retiree medical subsidy_ It is the intention of the parties
to consider this information for meeting and conferring on or before June 15,
2005.
ARTICLE Xli — LEAVE BENEFITS
A. Leave With Pay
1. General Leave
a) Accrual
Employees accrue leave at the accrual rates outlined below. General
leave may be used for any purpose, including vacation, sick leave, and
personal leave.
Years of Service
General Leave Allowance
First through Fourth Year
176 Hours
Fifth through Ninth Year
200 Hours
Tenth through Fourteenth Year
224 Hours
Fifteenth Year and Thereafter
256 Hours
b) Eligibility and Approval
General leave must be pre -approved except for illness, injury or family
sickness, which may require a physician's statement for approval.
General leave accrued time is to be computed from 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 hours (640). Employees may not use
their general leave to advance their separation date on retirement or
other separation from employment.
c) Conversion to Cash — Effective the beginning of fiscal year 200412005,
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) hours of
accrued general leave benefits per fiscal year. The value of each hour
of conversion is the employee's current base hourly rate, as reflected
in Exhibit A. The employee shall give payroll two (2) weeks advance
notice of their decision to exercise such option_
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d) One Week Minimum Vacation Requirement
Employees in the following positions, or their reclassified equivalent, in
the Office of the City Treasurer or the Administrative Services
Department, shall take a minimum of one week (i.e., five (5)
consecutive work days) paid vacation each calendar year:
Office of the City Treasurer - Accounting Technician I; Accounting
Technician II; Senior Accounting Technician; Supervisor Accounting
Technician; Field Service Representative:
Administrative Services Department - Senior Accountant (responsible
for bank reconciliation).
2_ City Recocgnized Holidays
A. Permanent full-time employees represented by the Association shall
receive the following legal holidays as of the first pay period following
ratification of this agreement paid in full per the employee's regularly
scheduled work shift:
1. New Year's Day
2. Martin Luther King Day (third Monday in January)
3. President's Day (third Monday in February)
4. Memorial Day (last Monday in May)
5. Independence Day (July 4)
6. Labor Day (first Monday in September)
7. Veteran's Day (November 11)
8. Thanksgiving Day (fourth Thursday in November)
9. The Friday after Thanksgiving
10. Christmas Day (December 25)
B. Any day declared by the President of the United States to be a national
holiday or by the Governor of the State of California to be a state holiday
and adopted as an employee holiday by the City Council of Huntington
Beach.
C. Holidays which fall on Sunday shall be observed the following Monday,
and those falling on Saturday shall be observed the preceding Friday.
D. Holiday Paid Time Off
A permanent full-time employee shall have the holiday paid as time off
with pay for the shift they are assigned. A permanent half-time (1/2) or
three quarter -time (314) employee shall have the holiday paid as time off
with a pro -rated amount of four (4) or six (6) hours, respectively.
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E. Holiday Straight Time Pay
In the event an employee is assigned to work on the day of the holiday
recognized by the City, whether it is or is not the employee's regularly
scheduled work day the employee shall have the holiday paid at the
straight time rate unless FLSA overtime provisions apply.
F. Holiday Premium Pay
Permanent employees who work on a legal holiday as listed in Article
XII.A.2 shall be compensated at the rate of time one and one-half (1 % )
the hourly rate exclusive of any other premiums. Holiday Premium Pay
shall be compensated for work performed on the day of the actual
holiday as opposed to the day the holiday is recognized by the City in
Article XII. Holiday premium pay shall be paid for all hours worked on
the actual day the holiday falls rather than the day the City recognizes
the holiday.
G. PERS Reporting of Premium Holiday Pay
Permanent employees who are required to work on a legal holiday
recognized by the City, as a part of their regular work schedule, shall
have their holiday premium pay reported to PERS as holiday pay.
Classifications eligible for this PERS reporting are: Beach Equipment
Operator, Beach Maintenance Crewleader, Crime Scene
Investigator,Parking/Camping Crewleader, Parking/Camping
Leadworker, Parking Meter Repair Technician, Parking Meter Repair
Worker, Police Records Supervisor, Police Records Technician, Police
Records Specialists assigned to the Records. Bureau, Police Service
Specialists assigned to the Records Bureau and Police Systems
Coordinator.
3. Sick Leave
a) Accrual
No employee shall accrue sick leave.
b) Credit
Employees hired prior to March 30, 2002 shall be credited with their
sick leave accrued as of March 29, 2002.
c) Usage
Employees may use accrued sick leave for the same purposes for
which it was used prior to March 30, 2002.
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d) Payoff at Termination
Upon termination, all permanent employees shall be paid, at their
current salary rate, for twenty-five percent (25%) of unused, earned
sick leave from four hundred and eighty (480) hours through seven
hundred and twenty (720) hours, and for fifty percent (50%) of all
unused, earned sick leave in excess of seven hundred and twenty
(720) hours.
e) Extended Absences
Sick leave shall not be used to extend absences due to work related
(industrial) injuries or illnesses.
4. Bereavement Leave
Permanent employees shall be entitled to bereavement leave not to exceed
(3) work shifts in each instance of death in the immediate family. Immediate
family is defined as father, mother, sister, brother, spouse, children,
grandfather, grandmother, stepfather, stepmother, stepgrandfather, step
grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law,
father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law,
stepchildren, or wards of which the employee is the legal guardian.
5. Association Business
An allowance of 800 hours per year shall be established for the purpose of
allowing duly authorized representatives of the Association to conduct lawful
Association activities. The parties agree to meet and confer during the term
of the agreement to establish guidelines for use of Association Business
time.
6. Jury Duty
Employees who are regularly scheduled to work on swing or graveyard
shifts shall be placed on a day shift if they are required to appear for jury
duty or selection for a period of more than one day.
7. Leave Benefits Entitlement
The City shall comply with all State and Federal leave benefit entitlement
laws. An eligible employee on an approved leave shall be allowed to use
earned Sick Leave, General Leave, and/or Compensatory Time Off for
serious and non -serious family or personal health issues. For more
information on employee leave options, contact the Human Resources
Division.
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MEA MOU
ARTICLE XIII — CITY RULES
A. Personnel Rules
All MOU provisions that supersede the City's Personnel Rules shall automatically
update the City's Personnel Rules and be incorporated into such rules.
ARTICLE XIV —MISCELLANEOUS
A. Grievance Arbitration
Any grievance as defined and described in Rules 19 and 20 of the City Personnel
Rules (Resolution No. 3960), shall be settled in accordance with the procedures
set forth in said Rules except that the parties to the grievance may, by mutual
agreement, submit the grievance to a neutral arbitrator whose decision shall be
final and binding on the parties. The arbitrator shall be selected by the parties
from listings of and pursuant to the rules of the American Arbitration Association.
This procedure, if adopted by the parties, shall be in lieu of Step 5 of Rule 19, or
Step 4 of Rule 20, and the fees charged by the arbitrator or hearing officer and
court reporter shall be paid by the party, which is not the prevailing party.
B. Promotional Procedures
1. Tie Scores
When promotions are to be made, and two or more employees are found to
be equal as a result of promotional examinations conducted by the City, the
employee with the greatest length of service with the City shall receive the
promotion.
2. Salary Upon Promotion
Upon promotion, an employee shall be compensated at the same step in
the salary range for his or her new classification, subject to the following
provisions:
a. Except for the provisions of sub -paragraphs b and c below, no
employee shall receive greater than ten percent (10%) increase upon
promotion.
b_ If "A" Step of the classification upon promotion is greater than ten
(10%) increase, the employee shall be compensated at "A" step upon
promotion.
c. If the employee would be eligible for a step increase within eleven (11)
months of the date of promotion in his or her classification before
promotion, then the Human Resources Manager may authorize an
increase greater than ten percent (10%) upon promotion.
2003-2006 MEA MOU 1/24105 v.3 21
MEA MOU
C. Labor -Management Relations Committee
The City and MEA will institute a Labor -Management Relations Committee as
follows:
I . The Association and the City recognize that the participation of employees
in the formulation and implementation of personnel policy and practices
affects their well-being and the efficient administration of the Government.
The parties further recognize that the entrance into a formal agreement
with each other is but one act of joint participation, and that the success of
a labor-management relationship is further assured if a form is available
and used to communicate with each other. The parties therefore agree to
the structure of Labor -Management Relations Committees (LMRC) for the
purpose of exchanging information and the discussion of matters of
concern or interest to each of them, in the broad area of working
conditions, wages and hours.
2. The City of Huntington Beach shall have an LMRC. The formation of this
LMRC shall not serve as the basis for reopening the meet and confer
process to modify this MOU_
3. The LMRC shall meet monthly. The City shall be represented by the City
Administrator (or designee), the Human Resources Manager (or
designee), and Department Heads. Four representatives at these
meetings shall represent the Association_
4. The City agrees that any meeting conducted under this article shall be
conducted in facilities furnished by the City, and Association
representatives shall be released from their duties to attend the LMRC.
5. The parties shall exchange agenda items five workdays before each
scheduled LMRC meeting described in this section_ Matters not on the
agenda may be discussed by mutual consent. If either party timely
forwards an agenda, the meeting will be held.
D. Copies of MOU
The City agrees to print this Memorandum of Understanding for each employee
requesting a copy.
E. Position Classification Issues
1. Class Specifications
The City shall send the Association a copy of each new job description
approved for classifications within the representation unit.
2003-2006 MEA MOU 1/24/05 v.3 22
MEA MOU
2. Reclassification Impact
It is not the intention of the City to demote or layoff an employee through
reclassification. Prior to imposing a Y-rating, or layoff resulting from
classification reviews, the City agrees to meet and confer with Association
representatives.
F. Class A and B Driver License Fees
The City shall reimburse employees for costs associated with obtaining and
renewing Class A and Class B driver licenses where required by the City for the
position.
G. Job Sharing
The City shall direct the Labor -Management Relations Committee (LMRC) to
review the feasibility of developing and implementing a Job Sharing Program.
H. Deferred Compensation Loan Program
Employees may begin utilizing this program, under which employees may borrow
up to fifty 50% of their deferred compensation funds for critical needs such as
medical costs, college tuition, or purchase of a home.
I. Performance EvaluationsNVritten Reprimand Appeals
Employees may appeal the results of performance evaluation or written
reprimands. Such appeals shall be initiated through the appropriate chain of
command (which may include the LMRC) and any decision made by the
department head shall be considered final.
J. MEA Letter of Introduction
A one -page letter of introduction from the MEA, and of the MEA's choosing,
regarding the benefits and purpose of joining the MEA, will be included in all
MEA eligible new employee orientation packets.
K. Volunta Catastrophic Leave Donation Program Guidelines
The City and Association agree to meet and confer during the term of the
agreement to develop and implement Voluntary Catastrophic Leave Donation
Program Guidelines.
L. Department of Transportation (DOT) Random Alcohol and Controlled Substance
Testing
During the term of the agreement, the City and the Association agree to meet
and confer to update the policy in accordance with law.
M. Update_ Employee -Employer Relations Resolution (EERR)
During the term of the agreement, the City and the Association agree to meet
and confer to update the Employee -Employer Relations Resolution to reflect
current State law.
2003-2006 MEA MOU 1/24105 v.3 23
MEA MOU
N. Required Fingerprinting of Employees who Work with Senior Citizens
The City requires all employees who are hired, transferred, or promoted to
positions with oversight responsibilities for senior citizens be fingerprinted with
the California Department of Justice (DOJ).
2003-2006 MEA MOU 1/24105 v.3 24
MEA MOU
ARTICLE XV — CITY COUNCIL APPROVAL
It is the intent of the City and Association that this Memorandum of Understanding
represents an "Agreement" between the undersigned within the meaning of Section 8-2
of the Huntington Beach Employer -Employee Relations Resolution; however, this
Memorandum of Understanding is of no force or effect whatsoever unless adopted by
resolution of the City Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this 7th day of February, 2005.
City of Huntington Beach
By: �AW 6 6
Penny ulbreth-Graft, oP
Citv-Uministrator 1-1
MI -
Hum Resources Manager
By:
Chuck Thomas
Administrative Services Dirvctor
By: 1
Renee Mayne
Chief Negotiator
Huntington Beach
MuniWPE
mployees' Ass is 'on
By:
A 1)4 1�
44(
on olle 'pal
b
By: ,
William Davis
Chief Negotiator
By:
Robert M. Hidusky
HBMEA Vice President
By:
Aailllone
HBMEA Bargaining Committee
By.
Damn Kossky
7BEargaining r�
BY
Terry Ti#tle
HBMEA Bargaining Committee
APPROVED AS TO FORM:
By:
jPennilfer-M. McGrath Al�riamAppI696e
City Attorney HBMEA Bargaining Committee
2003-2006 MEA MOU 25
MEA
LIST OF MOU EXHIBITS
A
Class/Salary Schedule
B
Uniform Policy
C
Vehicle Use Policy
D
Employee Health Plan
E
Delta Care (PMI) — Dental Plan
F
Delta Dental — Dental Plan
G
Vision Service Plan
H
Long Term Disability Plan
Retiree Medical Plan and Subsidy Program
J
9180 Work Schedule
K
4110 Work Schedule
MEA MOU 1-23-05.v.2 . 26
EXHIBIT A - CLASS/SALARY SCHEDULE
Effective September 25, 2004
111
Accountant
480
23.90
2521
26.60
28.06
low
29.60
286
Accounting Technician 1
407
16.61
17.52
18.48
19.50
20.57
287
Accounting Technician II
426
18.25
19.25
20.31
21.43
22.61
294
Accounting Technician Su ervsr
455
21.10
22.26
23.48
24.77
26.13
445
Admin Environmental Specialist
511
27.89
29.42
31.04
32.75
34.55
428
Administrative Aide
476
23.41
24.70
26.06
27.49
29.00
289
Administrative Secrets MEA
419
17.63
18.60
19.62
20.70
21.84
254
Alarm Services Coordinator
453
20.88
22.03
23.24
24.52
25.87
297
Art Programs Curator
453
20.88
22.03
23.24
24.52
25.87
296
Arts Education Coordinator
426
1825
19.25
20.31
21.43
22.61
108
Assistant Planner
485
24.50
25.85
27.27
28.77
30.35
267
Assistant Social Worker
412
17.00
17.94
18.93
19.97
21.07
358
Beach Equip Operator
438
19.38
20.45
21.57
22.76
24.01
149
Beach Maint Crewleader
490
25.10
26.48
27.94
29.48
31.10
452
Beach Maint Service Worker
421
17.81
18.79
19.82
20.91
22.06
210
1
464
22.06
23.27
24.55
25.90
27.32
_Building.Inspector
211
Building Inspector II
484
24.39
25.73
27.14
28.63
30.20
208
Building Inspector 111
504
26.93
28.41
29.97
31.62
33.36
176
Building Plan Checker
502
26.65
28.12
29.67
31.30
33.02
112
Buyer
477
23.53
24.82
26.19
27.63
29.15
340
Carpenter
456
21.19
22.36
23.59
24.89
26.26
106
Civil Engineering Assistant
511
27.89
29.42
31.04
32.75
34.55
162
Civilian Check Investigator
431
18.70
19.73
20.82
21.96
23.17
186
Code Enforcement Officer 1
432
18.81
19.84
20.93
22.08
23.29
182
Code Enforcement Officer 11
474
23.18
24.45
25.80
27.22
28.72
335
Communications Technician
464
22.06
23.27
24.55
25.90
27.32
263
Community Relations Specialist
442
19.76
20.85
22.00
23.21
24.49
252
Community Srvcs Rec Coord
463
21.94
23.15
24.42
25.76
27.18
258
Community Srvcs Rec Sup
486
24.62
25.97
27.40
28.91
30.50
194
Computer Assistant, Library
418
47.55
18.51
19.53
20.60
21.73
179
Computer Drafting Technician
495
25.75
27.17
28.66
30.24
31.90
193
Computer Operator
409
16.77
17.69
18.66
19.69
20.77
345
Concrete Finisher
448
20.36
21.48
22.66
23.91
25.22
172
Construction Ins ction Trainee
464
22.06
23.27
24.55
25.90
27.32
463
Construction Inspector
484
24.39
25.73
27.14
28.63
30.20
312
Court Liaison Specialist
419
17.63
18.60
19.62
20.70
21.84
165
Crime Analyst Senior
507
27.34
28.84
30.43
32.10
33.87
255
Crime Scene Investigator
464
22.06
2327
24.55
25.90
27.32
ME4 MOU 1-23-05.v.2 27
119
Criminalist
486
24.6r25.
27.40
28.91
30.50
192
Cross Connection Control Spec
474
23.1
25.80
27.22
28.72
462
Crossing Guard Coordinator
442
19.76
20.85
22.00
23.21
24.49
299
Cultural Services Aide
453
20.88 1
22.03
2324
24.52
25.87
400
Custodian
400
16.04
16.92
17.85
18.83
19.87
284
Customer Service Rep
407
16.61
17.52
18.48
19.50
20.57
134
Deputy City Clerk
399
15.95
16.83
17.76
18.74
19.77
138
Development Specialist
486
24.62
25.97
27.40
28.91
30.50
456
Distribution Services Clerk
396
15.72
16.58
17.49
18.45
19.47
375
Electrical Leadworker
473
23.07
24.34
25.68
27.09
28.58
339
Electrician
471
22.83
24.09
25.42
26.82
28.30
232
Emergency Medical Srvcs Coord
556
34.90
36.82
38.85
40.99
43.24
198
Emergency Services Coordinator
526
30.06
31.71
33.45
35.29
37.23
175
EngineeringEngineefing Aide
442
19.76
20.85
22.00
23.21
24.49
180
Engineering Technician
495
25.75
27.17
28.66
30.24
31.90
472
Equip Auto Maint Leadworker
477
23.53
24.82
26.19
27.63
29.15
382
Equip Services Crewieader
496
25.89
27.31
28.81
30.39
32.06
142
Equip/Auto Maint Crewleader
496
25.89
27.31
28.81
30.39
32.06
383
Equipment Support Assistant
427
18.35
19.36
20.42
21.54
22.72
143
Facilities Maint Crewieader
495
25.75
27.17
28.66
30.24
31.90
407
Facilities Maint Leadworker
445
20.06
21.16
22.32
23.55
24.85
391
Facilities Maintenance Tech
429
18.52
19.54
20.61
21.74
22.94
398
Field Service Representative
435
19.09
20.14
21.25
22.42
. 23.65
260
Fire Safety Program Specialist
456
21.19
22.36
23.59
24.89
26.26
173
Fire Training Maintenance Tech
463
21.94
23.15
24.42
25.76
27.18
204
Fire Training Media Specialist
460
21.62
22.81
24.06
25.38
26.78
470
Forensic Systems Specialist
452
20.78
21.92
23.13
24.40
25.74
178
GIS Analyst
505
27.06
28.55
30.12
31.78
33.53
352
Grader Equip Operator
454
20.99
22.14
23.36
24.64
26.00
187
Graphics Admin Specialist
432
18.81
19.84
20.93
22.08
23.29
390
Groundsworker
395
15.63
16.49
17.40
18.36
19.37
190
Haz Mat Program Specialist
502
26.65
28.12
29.67
31.30
33.02
337
Helicopter Maintenance Tech
460
21.62
22.81
24.06
25.38
26.78
139
Housing Development Specialist
485
24.50
25.85
27.27
28.77
30.35
113
Human Services Program Su v
486
24.62
25.97
27.40
28.91
30.50
115
Info Systems Analyst 1
495
25.75
27.17
28.66
30.24
31.90
505
Info Systems Analyst II
511
27.89
29.42
31.04
32.75
34.55
117
info Systems Analyst 111
524
29.75
31.39
33.12
34.94
36.86
118
Info Systems Analyst IV
543
32.72
34.52
36A2
38.42
40.53
212
Info Systems Specialist 1
433
18.89
19.93
21.03
22.19
23.41
213
Info Systems Specialist II
452
20.78
21.92
23.13
24.40
25.74
313
Info Systems Specialist III
481
24.02
25.34
26.73
28.20
29.75
2003-2006 MEA MOU 1/24105 v.3 28
495
Info Systems Technician 1
409
16.77
17.69
18.66
19.69
20.77
494
Info Systems Technician II
433
18.89
19.93
21.03
22.19
23.41
493
Info Systems Technician 111
456
21.19
22.36
23.59
24.89
26.26
492
Info Systems Technician IV
476
23.41
24.70
26.06
27.49
29.00
491
Info Systems Technician Senior
490
25.10
26.48
27.94
29.48
31.10
155
Irrigation Crewleader
490
25.10
26.48
27.94
29.48
31.10
357
Irri ation S ecialist
432
18.81
19.84
20.93
22.08
23.29
359
Landscape Equip Operator
438
19.38
20.45
21.57
22.76
24.01
145
Landscape Maint Crewleader
490
25.10
26.48
27.94
29.48
31.10
402
Landscape Maint Leadworker
454
20.99
22.14
23.36
24.64
26.00
163
Latent Fingerprint Examiner
478
23.65
24.95
26.32
27.77
29.30
164
Latent Fingerprint ExamTrainee
440
19.57
20.65
21.79
22.99
24.25
300
Legal Secretary
425
18.17
19A 7
20.22
21.33
22.50
114
Librarian
458
21.41
22.59
23.83
25.14
26.52
311
Library Clerk
366
13.53
14.27
15.06
15.89
16.76
305
Library Clerk Specialist T
366
13.53
14.27
15.06
15.89
16.76
432
Library Facilities Coordinator
437
19.28
20.34
21.46
22.64
23.89
310
Library Processing Clerk
386
14.95
15.77
16.64
17.56
18.53
451
Library Services Clerk
386
14.95
15.77
16.64
17.56
18.53
257
Library Specialist
421
17.81
18.79
19.82
20.91
22.06
302
Literaa Program Specialist
458
21.41
22.59
23.83
25.14
26.52
303
Mail Services Clerk
366
13.53
14.27
15.06
15.89
16.76
392
Maint Service Worker
421
17.81
18.79
19.82
20.91
22.06
394
Maintenance Worker
395
15.63
16.49
17.40
18.36
19.37
448
Marine E ui meat Mechanic
475
23.30
24.58
25.93
27.36
28.86
344
Masonry Worker
456
21.19
22.36
23.59
24.89
26.26
384
Mechanic 1
428
18.43
19.44
20.51
21.64
22.83
348
Mechanic 11
449
20.46
21.59
22.78
24.03
25.35
347
Mechanic 111
461
21.73
22.92
24.18
25.51
26.91
206
Media Production Coordinator
448
20.36
21.48
22.66
23.91
25.22
380
Media Services Specialist
421
17.81
18.79
19.82
20.91
22.06
285
Medical Claims Examiner
401
16.11
17.00
17.94
18.93
19.97
306
Office Assistant 1
353
12.68
13.38
14.12
14.90
15.72
304
Office Assistant 11
390
15.25
16-09
16.98
17.91
18.89
290
Office Specialist
401
16.11
17.00
17.94
18.93
19.97
341
Painter
456
21.19
22.36
23.59
24.89
26.26
378
Painter Leadworker
458
21.41
22.59
23.83
25.14
26.52
485
Paralegal
476
23.41
24.70
26.06
27.49
29.00
153
Park Maintenance Crewleader
495
25.75
27.17
28.66
30.24
31.90
264
Park Naturalist
486
24.62
25.97
27.40
28.91
30.50
401
Parking & Camping Leadworker
454
20.99
22.14
23.36
24.64
26.00
177
Parking Meter Repair Tech
449
20.46
21.59
22.78
24.03
25.35
2003-2006 MEA MOU 1124105 v.3 29
395
Parking Meter Repair Worker
433
18.89
19.93
126.48
21.03
22.19
23.41
459
ParkingfCamping Crewleader
490
25.10
27.94
29.48
31.10
455
Parking/Traffic Control Coord
442
19.76
20.85
22.00
23.21
24.49
262
Parking/Traffic Control Officr
395
15.63
16.49
17.40
18.36
19.37
295
Permit Technician
412
17.00
17.94
18.93
19A7
21.07
154
Pest Contrl Advisor Crewleader
490
25.10
26.48
27.94
29.48
31.10
367
Pest Control Specialist
432
18.81
19.84
20.93
22.08
23.29
136
Planning Aide
442
19.76
20.85
22.00
23.21
24.49
342
Plumber
466
22.28
23.51
24.80
26.16
27.60
197
Police Photo/imagingPhoto/imaging S ecialst
463
21.94
23.15
24.42
25.76
27.18
307
Police Records Specialist.
401
16.11
17.00
17.94
18.93
19.97
283
Police Records Supervisor
432
18.81
19.84
20.93
22.08
23.29
282
Police Records Technician
381
14.60
15.40
16.25
17.14
18.08
308
Police Services Specialist
421
17.81
18.79
19.82
20.91
22.06
215
Police Systems Coordinator
452
20.78
21.92
23.13
24.40
25.74
298
Pre arator
415
17.27
18.22
19.22
20.28
21.40
399
Printing Services Technician
406
16.52
17.43
18.39
19.40
20.47
259
Property Officer
440
19.57
20.65
21.79
22.99
24.25
205
Public Information Specialist
476
23.41
24.70
26.06
27.49
29.00
207
Public Works Plan Checker
506
27.19
28.69
30.27
31.94
33.70
110
Senior Accountant
508
27.49
29.00
30.59
32.27
34.04
288
Senior Accounting Technician
445
20.06
21.16
22.32
23.55
24.85
434
Senior Code Enforcement Ofcr
494
25.62
27.03
28.52
30.09
31.74
171
Senior Contruction Inspector
504
26.93
28.41
29.97
31.62
33.36
120
Senior Criminalist
526
30.06
31.71
33.45
35.29
37.23
135
Senior Deputy City Clerk
448
20.36
21.48
22.66
23.91
25.22
343
Senior Facilities Maint Tech
461
21.73
22.92
24.18
25.51
26.91
334
Senior Helicopter Maint Tech
511
27.89
29A2
31.04
32.75
34.55
188
Senior Inspector Water Const
495
25.75
27.17
28.66
30.24
31.90
309
Senior Library Services Clerk
405
16.45
17.35
18.30
19.31
20.37
450
SeniorLibrar Specialist
439
19.48
20.55
21.68
22.87
24.13
363
Senior Marine Equip Mechanic
496
25.89
27.31
28.81
30.39
32.06
437
Senior Permit Technician
461
21.73
22.92
24.18
25.51
26.91
168
Senior Printing Services Tech
443
19.87
20.96
22.11
23.33
24.61
265
Senior Services Assistant
340
11.88
12.53
13.22
13.95
14.72
481
Senior Services Transp Coord
434
19.00
20.04
21.14
22.30
23.53
350
Senior Vehicle Bogy Technician
449
20.46
21.59
22.78
24.03
25.35
349
Senior Wastewtr Pump Mechanic
438
19.38
20.45
21.57
22.76
24.01
396
Senior Water Meter Reader
431
18.72
19.75
20.83
21.97
23.18
436
Senior Workers' Comp Examiner
483
24.26
25.59
27.00
28.48
30.05
148
Signs & Markin s Crewleader
495
25.75
27.17
28.66
30.24
31.90
338
Signs Leadworker
458
21.41
22.59
23.83
25.14
26.52
2003-2006 MEA MOU 1/24105 v.3 30
354
Signs/Markings Equip Operator
438
19.38
20.45
21.57
22.76
24.01
266
Social Worker
453
20.88
22.03
23.24
24.52
25.87
386
Stock Clerk
395
15.63
16.49
17.40
18.36
19.37
361
Street Equip Operator
438
19.38
20.45
21.57
22.76
24.01
150
Street Maint Crewleader
490
25.10
26.48
27.94
29.48
31.10
406
Street Maint Leadworker
464
22.06
23.27
24.55
25.90
27.32
478
Street Services Leadworker
464
22.06
23.27
24.55
25.90
27.32
183
Survey Party Chief
514
28.30
29.86
31.50
33.23
35.06
174
Survey Technician 1
442
19.76
20.85
22.00
23.21
24.49
185
Survey Technician 11
458
21.41
22.59
23.83
25.14
26.52
195
Telecommunications Specialist
515
28.45
30.01
31.66
33.40
35.24
346
Telemetry Instrument Tech
466
22.28
23.51
24.80
26.16
27.60
203
Television Producer/Director
476
23.41
24.70
26.06
27.49
29.00
433
TheatedMedia Technician
421
17.81
18.79
19.82
20.91
22.06
38$
Tire Service Worker T
422
17.89
18.87
19.91
21.01
22.17
140
Traff Signal/Light Crewleader
495
25.75
27.17
28.66
30.24
31.90
181
Traffic Engineering Technician
495
25.75
27.17
28.66
30.24
31.90
389
Traffic Maint Service Worker
421
17.81
18.79
19.82
20.91
22.06
410
Traffic Markings Leadworker
454
20.99
22.14
23.36
1 24.64
26.00
336
Traffic Signals Electrician
474
23.18
24.45
25.80
27.22
28.72
374
Traffic/Signal/Light Leadworkr
479
23.76
25.07
26.45
27.91
29.45
365
Tree Equipment Operator
438
19.38
20.45
21.57
22.76
24.01
460
Trees Maint Leadworker
454
20.99
22.14
23.36
24.64
26.00
144
Trees Maintenance Crewleader
490
25.10
26.48
27.94
29.48
31.10
372
Vehicle Body Repair Crewleader
477
23.53
24.82
26.19
27.63
29.15
351
Vehicle Body Technician
396
15.72
16.58
17.49
18.45
19.47
137
Video Engineer Supervisor
503
26.80
28.27
29.82
31.46
33.19
268
Volunteer Services Coordinator
434
19.00
20.04
21.14
22.30
23.53
385
Warehousekee er
442
19.76
1 20.85
22.00
23.21
24.49
362
Wastewater Equip Operator
438
19.38
20.45
21.57
22.76
24.01
454
Wastewater Maint Service Workr
421
17.81
18.79
19.82
20.91
22.06
146
Wastewater O s Crewleader
490
25.10
26.48
27.94
29.48
31.10
404
Wastewater O s Leadworker
454
20.99
22.14
23.36
24.64
26.00
387
Wastewater Pump Mechanic
433
18.89
19.93
21.03
22.19
23.41
189
Water Construction Inspector
475
23.30
24.58
25.93
27.36
28.86
151
Water Dist Maint Crewleader
490
25.10
26.48
27.94
29.48
31.10
379
Water Dist Maint Leadworker
470
22.73
23.98
25.30
26.69
28.16
147
lWater Dist Meters Crewleader
490
25.10
26.48
27.94
29.48
31.10
377
Water Dist Meters Leadworker
454
20.99
22.14
23.36
24.64
26.00
364
Water Equip Operator
454
20.99
22.14
23.36
24.64
26.00
397
Water Meter Reader
415
17.27
18.22
19.22
20.28
21.40
356
Water Meter Repair Technician
437
19.28
t 20.34
21.46
22.64
23.89
2003-2006 MEA MOt1 1124/05 v.3 31
152
Water Operations Crewleader
!!490
25.10
26.48
27.94
29.48
31.10
371
ater Operations Leadworker
476
23.41
24.70
26.06
27.49
29.00
156
Water Quality Coordinator
490
25.10
26.48
27.94
29.48
31.10
191
Water Quality Technician
464
22.06
23.27
24.55
25.90
27.32
461
Water Service Worker
427
18.35
19.36
20.42
21.54
22.72
368
Water Systems Technician t
427
18.35
19.36
20.42
21.54
22.72
369
Water Systems Technician II
440
19.57
20.65
21.79
22.99
24.25
370
Water Systems Technician III
460
21.62
22.81
24.06
25.38
26.78
449
Water Utility Locator
464
22.06
23.27
24.55
25.90
27.32
202
Workers Comp Claims Examiner
401
16.11
17.00
t 17.94
18.93
19.97
2003-2006 MEA MOU 1/24105 v.3 32
EXHIBIT A - CLASS/SALARY SCHEDULE (Continued)
EFFECTIVE SEPTEMBER 24, 2005
111
Accountant
486
24.62
25.97
27.40
28.91
30.50
286
Accounting Technician 1
413
17.10
18.04
19.03
20.08
21.18
287
Accounting Technician II
432
18.81
19.84
20.93
22.08
23.29
294
Accounting Technician Supervsr
461
21.73
22.92
24.18
25.51
26.91
445
Admin Environmental Specialist
517
28.73
30.31
31.98
33.74
35.60
428
Administrative Aide
482
24.13
25.46
26.86
28.34
29.90
289
Administrative Secretary MEA
425
18.17
19.17
20.22
21.33
22.50
254
Alarm Services Coordinator
459
21.51
22.69
23.94
25.26
26.65
297
Art Programs Curator
459
21.51
22.69
23.94
25.26
26.65
296
Arts Education Coordinator
432
18.81
19.84
20.93
22.08
23.29
108
Assistant Planner
491
25.24
26.63
28.09
29.63
31.26
267
Assistant Social Worker
418
17.55
18.51
19.53
20.60
21.73
358
Beach Equip Operator
444
19.96
21.06
22.22
23.44
24.73
149
Beach Maint Crewleader
496
25.89
27.31
28.81
30.39
32.06
452
Beach Maint Service Worker
427
18.35
19.36
20.42
21.54
22.72
210
Building Inspector 1
470
22.73
23.98
25.30
26.69
28.16
211
Building Inspector It
490
25.10
26.48
27.94
29.48
31.10
208
Building Inspector Ill
510
27.75
29.28
30.89
32.59
34.38
176
Building Plan Checker
508
27.49
29.00
30.59
32.27
34.04
112
Buyer
483
24.26
25.59
27.00
28.48
30.05
340
Carpenter
462
21.82
23.02
2429
25.63
27.04
106
Civil Engineering Assistant
517
28.73
30.31
31.98
33.74
35.60
162
Civilian Check Investigator
437
19.28
20.34
21.46
22.64
23.89
186
Code Enforcement Officer 1
438
19.38
20.45
21.57
22.76
24.01
182
Code Enforcement Officer 11
480
23.90
25.21
26.60
28.06
29.60
335
Communications Technician
470
22.73
23.98
25.30
26.69
28.16
263
Community Relations Specialist
448
20.36
21.48
22.66
23.91
2522
252
Community Srvcs Rec Coord
469
22.63
23.87
25.18
26.56
28.02
258
Community Srvcs Rec Supv
492
25.36
26.76
28.23
29.78
31.42
194
Computer Assistant, Library
424
18.07
19.06
20.11
21.22
22.39
179
Computer Drafting Technician
501
26.53
27.99
29.53
31.15
32.86
193
Computer Operator
415
17.27
18.22
19.22
20.28
21.40
345
Concrete Finisher
454
20.99
22.14
23.36
24.64
26.00
172
Construction Inspcton Trainee
470
22.73
23.98
25.30
26.69
28.16
463
Construction Inspector
490
25.10
26.48
27.94
29.48
31.10
312
Court Liaison Specialist
425
18.17
19.17
20.22
21.33
22.50
165
Crime Analyst Senior
513
28.17
29.72
31.35
33.07
34.89
255
Crime Scene Investigator
470
22.73
23.98
25.30
26.69
28.16
2003-2006 MEA MOU 1/24105 v.3 33
119
Criminalist
492
25.36
26.76
28.23
29.78
31.42
192
Cross Connection Control Spec
480
23.90
25.21
26.60
28.06
29.60
462
Crossing Guard Coordinator
448
20.36
21.48
22.66
23.91
25.22
299
Cultural Services Aide
459
21.51
22.69
23.94
25.26
26.65
400
Custodian
406
16.52
17.43
18.39
19.40
20.47
284
Customer Service Rep
413
17.10
18.04
19.03
20.08
21.18
134
Deputy City Clerk
465
16A5
17.35
18.30
19.31
20.37
138
Development Specialist
492
25.36
26.76
28.23
29.78
31.42
456
Distribution Services Clerk
402
16.20
17.09
18.03
19.02
20.07
375
Electrical Leadworker
479
23.76
25.07
26.45
27.91
29.45
339
Electrician
477
23.53
24.82
26.19
27.63
29.15
232
Emergency Medical Srvcs Coord
562
35.97
37.95
40.04
42.24
44.56
198
Emergency Services Coordinator,
532
30.97
32.67
34.47
36.37
38.37
175
Engineering Aide
448
20.36
21.48
22.66
23.91
25.22
180
Engineering Technician
501
26.53
27.99
29.53
31.15
32.86
472
Equip Auto Maint Leadworker
483
24.26
25.59
27.00
28.48
30.05
382
Equip Services Crewleader
502
26.65
28.12
29.67
31.30
33.02
142
Equip/Auto Maint Crewleader
502
26.65
28.12
29.67
31.30
33.02
383
Equipment Support Assistant
433
18.89
19.93
21.03
22.19
23.41
143
Facilities Maint Crewleader
501
26.53
27.99
29.53
31.15
32.86
407
Facilities Maint Leadworker
451
20.66
21.80
23.00
2427
25.61
391
Facilities Maintenance Tech
435
19.09
20.14
21.25
22.42
23.65
398
Field Service Representative
441
19.68
20.76
21.90
23.10
24.37
260
Fire Safety Program Specialist
462
21.82
23.02
24.29
25.63
27.04
173
Fire Training Maintenance Tech
469
22.63
23.87
25.18
26.56
28.02
204
Fire Training Media Specialist
466
22.28
23.51
24.80
26.16
27.60
470
Forensic Systems Specialist
458
21.41
22.59
23.83
25.14
26.52
178
GIS Analyst
511
27.89
29.42
31.04
32.75
34.55
352
Grader Equip Operator
460
21.62
22.81
24.06
25.38
26.78
187
Graphics Admin Specialist
438
19.38
20.45
21.57
22.76
24.01
390
Groundsworker
401
16.11
17.00
17.94
18.93
19.97
190
Haz Mat Program Specialist
508
27.49
29.00
30.59
32.27
34.04
337
Helicopter Maintenance Tech
466
22.28
23.51
24.80
26.16
27.60
139
Housing Development Specialist
491
25.24
26.63
2809
29.63
31.26
113
Human Services Program Supv
492
25.36
26.76
28.23
29.78
31.42
115
info Systems Analyst 1
501
26.53
27.99
29.53
31.15
32.86
505
Info Systems Analyst 11
517
28.73
30.31
31.98
33.74
35.60
117
Info Systems Analyst 111
530
30.66
32.35
34.13
36.01
37.99
118
Info Systems Analyst IV
549
33.71
35.56
37.52
39.58
41.76
212
Info Systems Specialist 1
439
19.48
20.55
21.68
22.87
24.13
213
Info Systems Specialist 11
458
21.41
22.59
23.83
25.14
26.52
313
Info Systems Specialist 111
487
24.74
26.10
27.54
29.05
30.65
2003-2006 MEA MOU 1124/05 v.3 34
495
Info Systems Technician 1
415
17.27
18.22
19.22
20.28
21.40
494
Info Systems Technician II
439
19.48
20.55
21.68
22.87
24.13
493
Info Systems Technician 111
462
21.82
23.02
24.29
25.63
27.04
492
Info Systems Technician IV
482
24.13
25.46
26.86
28.34
29.90
491
Info Systems Technician Senior
496
25.89
27.31
28.81
30.39
32.06
155
Irrigation Crewleader
496
25.89
27.31
28.81
30.39
32.06
357
Irrigation Specialist
438
19.38
20A5
21.57
22.76
24.01
359
Landscape Equip Operator
444
19.96
21.06
22.22
23.44
24.73
145
Landscape Maint Crewleader
496
25.89
27.31
28.81
30.39
32.06
402
Landscape Maint Leadworker
460
21.62
22.81
24.06
25.38
26.78
163
Latent Fingerprint Examiner
484
24.39
25.73
27.14
28.63
30.20
164
Latent Fingerprint ExamTrainee
446
20.16
21.27
22.44
23.67
24.97
300
Legal Secretary
431
18.70
19.73
20.82
21.96
23.17
114
Librarian
464
22.06
2327
24.55
25.90
27.32
311
Library Clerk
372
13.94
14.71
15.52
16.37
17.27
305
Library Clerk Specialist (T)
372
13.94
14.71
15.52
16.37
17.27
432
Library Facilities Coordinator
443
19.87
20.96
22.11
23.33
24.61
310
Library Processing Clerk
392
15.40
16.25
17.14
18.08
19.07
451
Library Services Clerk
392
15.40
16.25
17.14
18.08
19.07
257
Library Specialist
427
18.35
19.36
20.42
21.54
22.72
302
Literary Program Specialist
464
22.06
23.27
24.55
25.90
27.32
303
Mail Services Clerk
372
13.94
14.71
15.52
16.37
17.27
392
Maint Service Worker
427
18.35
19.36
20.42
21.54
22.72
394
Maintenance Worker
401
16.11
17.00
17.94
18.93
19.97
448
Marine Equipment Mechanic
481
24.02
25.34
26.73
28.20
29.75
344
Masonry Worker
462
21.82
23.02
24.29
25.63
27.04
384
Mechanic 1
434
19.00
20.04
21.14
22.30
23.53
348
Mechanic 11
455
21.10
22.26
23.48
24.77
26.13
347
Mechanic Ill
467
22.39
23.62
24.92
26.29
27.74
206
Media Production Coordinator
454
20.99
22.14
23.36
24.64
26.00
380
Media Services Specialist
427
18.35
19.36
20.42
21.54
22.72
285
Medical Claims Examiner
407
16.61
17.52
18.48
19.50
20.57
306
Office Assistant 1
359
13.08
13.80
14.56
15.36
16.20
304
Office Assistant 11
396
15.72
16.58
17.49
18.45
19.47
290
Office Specialist
407
16.61
17.52
18.48
19.50
20.57
341
Painter
462
21.82
23.02
24.29
25.63
27.04
378
Painter Leadworker
464
22.06
23.27
24.55
25.90
27.32
485
Paralegal
482
24.13
25.46
26.86
28.34
29.90
153
Park Maintenance Crewleader
501
26.53
27.99
29.53
31.15
32.86
264
Park Naturalist
492
25.36
26.76
2823
29.78
31.42
401
Parking & Camping Leadworker
460
21.62
22.81
24.06
25.38
26.78
177
Parking Meter Repair Tech
455
21.10
22.26
23.48
24.77
26.13
2003-2006 MEA MOU 1/24105 v.3 35
mom
395
Parking Meter Repair Worker
439
19.48
20.55
21.68
22.87
24.13
459
Parking/Camping Crewleader
496
25.89
27.31
28.81
30.39
32.06
455
Parking/Traffic Control Coord
448
20.36
21 A8
22.66
23.91
25.22
262
Parking/Traffic Control Officr
401
16.11
17.00
17.94
18.93
19.97
295
Permit Technician
418
17.55
18.51
19.53
20.60
21.73
154
Pest Contrl Advisor Crewleader
496
25.89
27.31
28.81
30.39
32.06
367
Pest Control Specialist
438
1938
20.45
21.57
22.76
24.01
136
Planning Aide
448
20.36
21.48
22.66
23.91
25.22
342
Plumber
472
22.96
24.22
25.55
26.96
28.44
197
Police Photo/Imaging Specialst
469
22.63
23.87
25.18
26.56
28.02
307
Police Records Specialist
407
16.61
17.52
18.48
19.50
20.57
283
Police Records Supervisor
438
19.38
20.45
21.57
22.76
24.01
282
Police Records Technician
387
15.03
15.86
16.73
17.65
18.62
308
Police Services Specialist
427
18.35
19.36
20.42
21.54
22.72
215
Police Systems Coordinator
458
21.41
22.59
23.83
25.14
26.52
298
Preparator
421
17.81
18.79
19.82
20.91
22.06
399
Printing Services Technician
412
17.00
17.94
18.93
19.97
21.07
259
Property Officer
446
20.16
21.27
22.44
23.67
24.97
205
Public Information Specialist
482
24.13
25.46
26.86
28.34
29.90
207
Public Works Plan Checker
512
28.02
29.56
31.19
32.91
34.72
110
Senior Accountant
514
28.30
29.86
31.50
33.23
35.06
288
Senior Accounting Technician
451
20.66
21.80
23.00
24.27
25.61
434
Senior Code Enforcement Ofcr
500
26.40
27.85
29.38
31.00
32.70
171
Senior Contruction Inspector
510
27.75
29.28
30.89
32.59
34.38
120
Senior Criminalist
532
30.97
32.67
34.47
36.37
38.37
135
Senior Deputy City Clerk
454
20.99
22.14
23.36
24.64
26.00
343
Senior Facilities Maint Tech
467
22.39
23.62
24.92
26.29
27.74
334
Senior Helicopter Maint Tech
517
28.73
30.31
31.98
33.74
35.60
188
Senior Inspector Water Constr
501
26.53
27.99
29.53
31.15
32.86
309
Senior Library Services Clerk
411
16.93
17.86
18.84
19.88
20.97
450
Senior Library Specialist
445
20.06
21.16
22.32
23.55
24.85
363
Senior Marine Equip Mechanic
502
26.65
28.12
29.67
31.30
33.02
437
Senior Permit Technician
467
22.39
23.62
24.92
26.29
27.74
168
Senior Printing Services Tech
449
20.46
21.59
22.78
24.03
25.35
265
Senior Services Assistant
346
12.24
12.91
13.62
14.37
15.16
481
Senior Services Transp Coord
440
19.57
20.65
21.79
22.99
24.25
350
Senior Vehicle Body Technician
455
21.10
22.26
23.48
24.77
26.13
349
Senior Wastewtr Pump Mechanic
444
19.96
21.06
22.22
23.44
24.73
396
Senior Water Meter Reader
437
19.28
20.34
21.46
22.64
23.89
436
Senior Workers' Comp Examiner
489
24.99
26.36
27.81
29.34
30.95
148
Signs & Markings Crewleader
501
26.53
27.99
29.53
31 A 5
32.86
338
Signs Leadworker
464
2206
23.27
24.55
25.90
27.32
2003-2006 MEA MOU 1/24/05 v_3 36
354
Signs/Markings Equip Operator
444
19.96
21.06
22.22
23.44
24.73
266
Social Worker
459
21.51
22.69
23.94
25.26
26.65
386
Stock Clerk
401
16.11
17.00
17.94
18.93
19.97
361
Street Equip Operator
444
19.96
21.06
22.22
23.44
24.73
150
Street Maint Crewleader
496
25.89
27.31
28.81
30.39
32.06
406
Street Maint Leadworker
470
22.73
23.98
25.30
26.69
28.16
478
Street Services Leadworker
470
22.73
23.98
25.30
26.69
28.16
183
Survey Party Chief
520
29.18
30.78
32.47
34.26
36.14
174
Survey Technician 1
448
20.36
21.48
22.66
23.91
2522
185
Survey Technician Ii
464
22.06
23.27
24.55
25.90
27.32
195
Telecommunications Specialist
521
29.33
30.94
32.64
34.43
36.32
346
Telemetry Instrument Tech
472
22.96
24.22
25.55
26.96
28.44
203
Television Producer/Director
482
24.13
25.46
26.86
28.34
29.90
433
Theater/Media Technician
427
18.35
19.36
20.42
21.54
22.72
388
Tire Service Worker (T)
428
18.43
19.44
20.51
21.64
22.83
140
Traff Signal/Light Crewleader
501
26.53
27.99
29.53
31.15
32.86
181
Traffic Engineering Technician
501
26.53
27.99
29.53
31.15
32.86
389
Traffic Maint Service Worker
427
18.35
19.36
20.42
21.54
22.72
410
Traffic Markings Leadworker
460
21.62
22.81
24.06
25.38
26.78
336
Traffic Signals Electrician
480
23.90
25.21
26.60
28.06
29.60
374
Traffic/SignallLight Leadworkr
485
24.50
25.85
27.27
28.77
30.35
365
Tree Equipment Operator
444
19.96
21.06
22.22
23.44
24.73
460
Trees Maint Leadworker
460
21.62
22.81
24.06
25.38
26.78
144
Trees Maintenance Crewleader
496
25.89
27.31
28.81
30.39
32.06
372
Vehicle Body Repair Crewleader
483
24.26
25.59
27.00
28.48
30.05
351
Vehicle Body Technician
402
16.20
17.09
18.03
19.02
20.07
137
Video Engineer Supervisor
509
27.62
29.14
30.74
32.43
34.21
268
Volunteer Services Coordinator
440
19.57
20.65
21.79
22.99
24.25
385
Warehousekeeper
448
20.36
21.48
22.66
23.91
25.22
362
Wastewater Equip Operator
444
19.96
21.06
22.22
23.44
24.73
454
Wastewater Maint Service Workr
427
18.35
19.36
20.42
21.54
22.72
146
Wastewater Ops Crewleader
496
25.89
27.31
28.81
30.39
32.06
404
Wastewater Ops Leadworker
460
21.62
22.81
24.06
25.38
26.78
387
Wastewater Pump Mechanic
439
19.48
20.55
21.68
22.87
24.13
189
Water Construction Inspector
481
24.02
25.34
26.73
28.20
29.75
151
Water Dist Maint Crewleader
496
25.89
27.31
28.81
30.39
32.06
379
Water Dist Maint Leadworker
476
23.41
24.70
26.06
27.49
29.00
147
Water Dist Meters Crewleader
496
25.89
27.31
28.81
30.39
32.06
377
Water Dist Meters Leadworker
460
21.62
22.81
24.06
25.38
26.78
364
Water Equip Operator
460
21.62
22.81
24.06
25.38
26.78
397
Water Meter Reader
421
17.81
18.79
19.82
20.91
22.06
356
Water Meter Repair Technician
443
19.87
20.96
22.11
23.33
24.61
2003-2006 MEA MOIL 1/24/05 v.3 37
152
Water Operations Crewleader
496
25.89
27.31
28.81
30.39
32.06
371
Water Operations Leadworker
482
24.13
25.46
26.86
28.34
29.90
156
Water Quality Coordinator
496
25.89
27.31
28.81
30.39
32.06
191
Water Quality Technician
470
22.73
23.98
25.30
26.69
28.16
461
Water Service Worker
433
18.89
19.93
21.03
22.19
23.41
368
Water Systems Technician 1
433
18.89
19.93
21.03
22.19
23.41
369
Water Systems Technician 11
446
20.16
2127
22.44
23.67
24.97
370
Water Systems Technician 111
466
22.28
23.51
24.80
26.16
27.60
449
Water Utility Locator
470
22.73
23.98
25.30
26.69
28.16
202
Workers Comp Claims Examiner
407
16.61
17.52
18.48
19.50
20.57
2003-2006 MEA MOU 1124/05 v.3 38
EXHIBIT B -- UNIFORM POLICY
A. General
The City, in accordance with agreements now established, shall furnish uniforms to
those personnel designated by the various Department Heads as required to wear a
standard uniform for appearance, uniformity and public recognition purposes, in the
procedures and guidelines set forth hereinafter.
B. Affected Personnel
All employees categorized shall wear a standard City adopted uniform. Each
Department Head shall determine which employees must wear a uniform. Uniform
Listing by Category/Classification (Exhibit B-1).
C. Personal _Protective Equipment
All personal protective equipment as related to employee job duties and responsibilities
shall be provided based on supervisor -designated need. Examples of personal
protective equipment include, but may not be limited to the following: hardhats, foul
weather gear, steel -toed rubber boots, steel -toed caps, wood heat resistant soles,
special hazard gloves, safety glasses, face shields, ear protectors, arm and shin
guards_ R-'I safety vests shall be furnished to all employees having occasion to work
within travel ways.
D. Safety Shoes
Il Black safety toe shoes or boots as each assignment dictates.
a. Two pair per year.
b. Boots will be black, heavy duty and laced.
c. Damaged shoes shall be turned into operating supervisor who shall
authorize replacement or repair.
2. Effective first full pay period following full ratification of this agreement, the
maximum amount to be reimbursed for a pair of safety shoes will not exceed two
hundred and twenty-five dollars ($225.00) per pair every six months or sooner, if
necessary.
3. Shoes or boots shall be purchased through designated standard outlets.
2003-2006 MEA MOU 1/24/05 v.3 39
E. Employee Responsibilities
1. To wear a clean and complete uniform as required.
2. Uniform appearance shall include:
a. Patch to be worn above left shirt or jacket pocket.
b. Pants to have no cuffs.
c. Worn with pride in appearance to public, i.e., shirt buttoned, shirttail tucked in,
etc.
3. To wash and provide minimum repair; i.e., buttons, small tears, etc.
4. To provide any alterations necessary including sewing on of City patches.
5. To not wear the uniform for other than City duties or work.
6. To notify supervisor of need to replace due to disrepair or severe staining
producing an undesirable appearance.
7. To turn in all uniform components, including patches upon termination.
8. To turn in all personal protective equipment upon termination.
9. To wear all personal protective equipment prescribed by the City safety officer and
supervisor of the division.
F. City Responsibilities
1. To furnish funding for the agreed uniform allowances.
2. To report to the California Public Employees Retirement System (CalPERS) the
cost of uniforms provided as set forth in Uniform Listing by Category/Classification,
Exhibit B-1, for each classification as special compensation in accordance with
Title 2, California Code of Regulations, Section 571(a)(5). For employees that are
not required to wear uniforms on a daily basis or who are not actively employed for
an entire payroll calendar year, a prorated cost of uniforms may apply.
3. To provide and maintain one or more retail clothing outlets for the various
allotments. City reserves the right to name vendor.
4. To maintain records of purchases.
2003-2006 MEA MQU 1/24/05 v.3 40
G. Department Head or Designee Responsibilities
I. To ensure employee compliance with the Uniform Policy,
2. To approve replacement of deteriorated uniform component(s) and personnel
protective equipment as required and to maintain a listing for each eligible
employee, by name and classification, of all uniform component(s) and personal
protective equipment purchased.
3. To confirm receipt of uniforms, patches and personal protective equipment from an
employee upon termination. A Termination Checklist Form is to be completed,
signed by the employee, and submitted to the Human Resources Office.
4. To report to the Human Resources Manager any changes to the Uniform Listing by
Category/Classification (Exhibit B-1). The City reserves the right to add, delete,
change or modify the Uniform Listing as required.
2003-2006 MEA MOU 1/24/05 v.3 41
Exhibit B-1
Category of Uniform
Grou
1:
5 Shirts, T-Shirts and Pants, Patches, 1 Jacket PW/CS Field Issue
Group
2:
1 Blue Suit, 2 Pants/ Polo Shirts, 1 Sweater, 1 Pair Shoes Fire
Group
3:
2 Blue Shirts, 3 Pants/Skirts, 1 choice Jacket/Sweater/Sweatshirt PD
Group
4:
2 Polo Shirts, 2 Pants or 2 Shorts, 1 Hat CS
Group
5:
5 Polo Shirts, 1 Jacket, 1 Windbreaker not annually), 1 Hai (Inspection)
Group
6.
2 T-Shirts CS
Group
8:
4 Battle Dress Uniform, 4 Polo Shirts, 1 Jacket, 1 Rainsuit PD
Group
9:
4 Blue Pants, 2 Shorts, 4 Polos or Blue Shirts,) Jacket, 1 Rainsuit PD
Group
10:
5 Shirts, 5 Pants, Shoes PPE/Safety not PERS reportable
Group 11:
3 Shirts, 3 Pants, Boots PPE/Safety not PERS reportable
Group
12:
5 Polo Shirts, 3 Pants, 1 Sweatshirt or Windbreaker IS
Uniform Listing by Category[Classification*
Bldg & Safety
0210
Building Inspector 1
5
Bld & Safer
0211
_Building
Inspector if
5
Bldg & Safety
0208
_Buiiding
Inspector Ill
5
Comm Svcs
0358
Beach Equip Q era#or
1
Comm Svcs
0149
Beach Maint Crewleader
1
Comm Svcs
0452
Beach Maint Service Worker
1
Daily wear not required. Used for
special events and/or sports
leagues. Frequency of use varies -
Comm Svcs
0252
Community Srvcs Rec Coord
6
seasonal from weekly to month!
Daily wear not required. used for
special events and/or sports
leagues. Frequency of use varies -
Comm Svcs
0258
Comm unit Srvcs Rec So v
6
seasonal from weekly to month)
Carom Svcs
0448
Marine Equipment Mechanic
1
Comm Svcs
0264
Park Naturalist
4
Comm Svcs
0177
Parking Meter Repair Tech
1
Comm Svcs
0395
Parking Meter Repair Worker
1
Comm Svcs
0459
Parking/Camping Crewleader
4
Comm Svcs
0401
Parking/Camping Leadworker
4
Comm Svcs
0363
Senior Marine Equip Mechanic
1
Comm Svcs
0265
Senior Services Assistant
6
Bus Driver.only
Comm Svcs
Library Police
0400
Custodian
1
Comm Svcs
Police
0262
Parking/Traffic Control Officr
3
Fire
0232
_Emergency
Medical Srvcs Coord
2
Fire
0198
Emergency Services Coordinator
2
DaHV wear not required
Daily wear not required
Fire
0260
Fire Safety Program Specialist
2
2003-2006 MEA MOt1 1/24/05 v.3 42
Fire
EMIN
0173
RIM
Fire Training Maintenance Tech
11
MMMMMM
Fire
0190
Haz Mat Program Specialist
10
Police
0337
Helicopter Maintenance Tech
1
Information
Services
0492
Info Systems Technician IV
12
4 of 5 ees issued uniform; 2 in the
field & 2 in radio repair shop
Planning
0186
Code Enforcement Officer 1
5
Planning
0182
Code Enforcement Officer 11
5
Planning
0434
Senior Code Enforcement Ofcr
5
Police
0263
Comm unity Relations Specialist
3
Daily wear not required
Police
0255
Crime Scene Investigator
8
Police
0462
Crossing Guard Coordinator
9 .
Police
0455
Parking/Traffic Control Coord
9
Police
0307
Police Records Specialist
3
In Records Division only
Police
0283
Police Records Supervisor
3
Police
0282
Police Records Technician:
3
Police
0308
Police Services Specialist
3
In Records Division only
Police
0215
Police Systems Coordinator
3
Police
0259
Property Officer
9
Police
0334
Senior Helicopter Maint Tech
1
Public Works
0340
Carpenter
1
Public Works
0345
Concrete Finisher
1
Public Works
0172
Construction lns ction Trainee
5
Public Works
0463
Construction Inspector
5
Public Works
0192
Cross Connection Control Spec
5
Public Works
0375
Electrical Leadworker
1
Public Works
0339.
Electrician
1
Public Works
0472
Equip Auto Maint Leadworker
1
Public Works
0382
Equip Services Crewleader
1
Public Works
0142
Equip/Auto Maint Crewleader
1
Public Works
0383
Equipment Support Assistant
1
Public Works
0407
Facilities Maint Leadworker
1
Public Works
0391
Facilities Maintenance Tech
1
Public Works
0398
Field Service Representative
1
In Public Works only
Public Works
0352
Grader Equip Operator
1
Public Works
0390
Groundsworker
1
Public Works
0155
Irrigation Crewleader
1
Public Works
0357
Irrigation Specialist
1
Public Works
0359
Landscape Equip Operator
1
Public Works
0145
Landscape Maint Crewleader
1
Public Works
0402
Landscape Maint Leadworker
1
Public Works
0344
Masonry Worker
1
Public Works
0384
Mechanic 1
1
Public Works
0348
Mechanic II
1
Public Works
0347
Mechanic IN
1
Public Works
0341
Painter
1
Public Works
0378
Painter Leadworker
1
2003-2006 MEA MOU 1/24/05 v.3 43
Public Works
0153
Park Maintenance Crewleader
1
Public Works
0154
Pest Contrl Advisor Crewleader
1
Public Works
0367
Pest Control Specialist
1
Public Works
0342
Plumber
1
Public Works
0171
Senior Contruction Inspector
5
Public Works
0343
Senior Facilities Maint Tech
1
Public Works
0188
Senior Inspector Water Constr
5
Public Works
0350
Senior Vehicle Body Technician
1
Public Works
0349
Senior Wastewtr Pump Mechanic
1
Public Works
0396
Senior Water Meter Reader
1
Public Works
0148
Sigm & Markings Crewleader
1
Public Works
0338
Signs Leadworker
1
Public Works
0354
Signs/Markings Equip Operator
1
Public Works
0361
Street Equip Operator
1
Public Works
0150
Street Maint Crewleader
1
Public Works
0406
Street Maint Leadworker
1
Public Works
0478
Street Services Leadworker
1
Public Works
0346
Telemetry Instrument Tech
1
Public Works
0388
Tire Service Worker T
1
Public Works
0140
Traff Si nallLi ht Crewleader
1
Public Works
0389
Traffic Maint Service Worker
1
Public Works
0410
Traffic Markings Leadworker
1
Public Works
0336
Traffic Signals Electrician
1
Public Works
0374
rafficlSi nallLi ht Leadworkr
1
Public Works
0365
Tree Equipment Operator
1
Public Works
0460
Trees Maint Leadworker
1
Public Works
0144
Trees Maintenance Crewleader
1
Public Works
0372
Vehicle Body Repair Crewleader
1
Public Works
0351
Vehicle Body Technician
1
Public Works
0385
Warehousekeeper
1
Public Works
0362
Wastewater Equip Operator
1
Public Works
0454
Wastewater Maint Service Workr
1
Public Works
0146
Wastewater O s Crewleader
1
Public Works
0404
Wastewater O s Leadworker
1
Public Works
0387
Wastewater Pump Mechanic
1
Public Works
0189
Water Construction Inspector
5
Public Works
0151
Water Dist Maint Crewleader
1
Public Works
0379
Water Dist Maint Leadworker
1
Public Works
0147
Water Dist Meters Crewleader
1
Public Works
0377
Water Dist Meters Leadworker
1
Public Works
0364
Water Equip Operator
1
Public Works
0397
Water Meter Reader
1
Public Works
0356
Water Meter Re air Technician
1
Public Works
0152
Water Operations Crewleader
1
Public Works
0371
Water Operations Leadworker
1
Public Works
0461
Water Service Worker
1
Public Works
0368
lWater Systems Technician I
1
Public Works
0369
Iwater Systems Technician 11
1
2003-2006 MEA MO€J 1124/05 V.3 44
*Note: unless otherwise indicted, uniforms are required for daily wear.
2003-2006 MEA MOU 1124/05 v.3 45
EXHIBIT C — VEHICLE USE POLICY
Section 1 - Purpose
The purpose of these regulations is to establish and implement City policies and procedures
relative to the assignment, utilization and control of City -owned vehicles as transportation for
employees who engage in official City business, to establish reimbursement procedures for
privately -owned vehicles used for City business, and to clarify the City's responsibility for
damage and/or liability for private vehicles used on official City business.
Section 2 - Scope
These regulations cover the use of City and private vehicles for conducting official City
business and shall be applicable to all City departments and employees.
Section 3 - Policy
When necessary during the course of an employee's official duties, transportation or
reimbursement therefore shall be provided by the City. In the event no City vehicle is
available, the employee may use the personal vehicle with the approval of the Department
Head. Employees authorized to drive either their own or a City -owned vehicle on official
business must possess a valid California driver license for the class of vehicle they will be
operating. The transportation method authorized will be determined in terms of the best
interests of the City. The general program set forth in this regulation will be implemented by
the City Administrator's Office upon approval of the City Council and administered by the
Department Heads in accordance with the policies herein established. It is the responsibility of
each Department Head to enforce the provisions of this regulation as it relates to employees
of his/her department.
City -owned vehicles shall only be used for official City business. City -owned vehicles shall not
be driven to and kept at the employee's home or any location other than the regular work
location or Corporation Yard, except as provided by this regulation.
Section 4 -- Vehicle Use Criteria
I. Assigned Vehicles:
A. Assigned City Vehicles may be taken home by employees whose residence is
within ten (10) miles of City Hall for the uses as described below:
1. Executive use includes the City Administrator, Assistant City Administrator
and Department Heads.
2. Emergency Response Units:
a. Employees who are required to respond more than once per week
on an average without delay in order to protect the public health,
safety and property.
b. Employees who are required to carry special emergency equipment
in their vehicles, which must be utilized on a regular and frequent
2003-2006 MEA MOU 1/24/05 v.3 46
basis. (A radio in and of itself does not constitute special emergency
equipment.)
3. Continuous use outside of regular working hours -- Employees who are
called back on an unscheduled basis to perform official city business
outside of regular working hours more than once per week on an average
and who meet one of the following criteria:
a. Mileage driven on official City business exceeds an average of five
hundred (500) miles per month, or
b. Who regularly and frequently supervises subordinates or conducts
inspections in the field, or
c. Whose duties require the employee to be a way from his or her base
workstation greater than fifty percent (50%) of his or her working
time, on an average.
B. City vehicles, which shall not be taken home, may be assigned based on
meeting one of the following criteria:
1. Monthly mileage driven exceeds an average of five hundred (500) miles
per month and the vehicle is used for the purpose of supervision or
inspection in the field, or
2. Duties require the employee to be away from his or her work, station
greater than fifty percent (50%) of his or her working time on an average.
II. Reimbursement of Use of Personal Vehicle:
A. Executive Use — The City Administrator, Assistant City Administrator and
Department Heads may, at their option, receive the automobile allowance as
established by Resolution.
B_ Mileage Reimbursement -- Employees, upon authorization of their Department
Head, may use their own vehicles on official City business and shall be
reimbursed at current IRS regulations while driving on official City business.
1. Employees shall submit monthly claims for reimbursement to their
Department Head on forms prescribed by the Finance Officer.
2. Employees shall not be reimbursed for commuting to and from work,
except that employees who are required to attend scheduled meetings
outside of normal working hours may be reimbursed for mileage required.
Section 5 — Insurance Requirements
All privately -owned vehicles authorized to be used on official City business shall be insured by
the individual employee in the minimum amount of fifty thousand dollars ($50,000.00) public
liability for any one person and one hundred thousand dollars ($100,000.00) public liability for
2003-2006 MEA MOU 1124105 v.3 47
all persons, any one accident. They must also be insured for twenty five thousand dollars
($25,000.00) property damage and fifteen thousand dollars ($15,000.00) for any one
uninsured motorist and thirty thousand dollars ($30,000.00) for all uninsured motorists any one
accident. A current certificate of insurance must be fled with the Finance Officer.
Employee private vehicle information shall be reviewed and updated annually by the
respective departments. The record maintained should contain the following current
information.
• Name of Employee • Operator's License
• Insurance Company • Driver's License Expiration Date
• Insurance Policy Number • Insurance Expiration Date
• Amount of Coverage
It shall be the Department Head's responsibility to insure that no privately owned vehicle is
operated on City business without insurance coverage and a valid operators license as
required by this regulation.
Clarification on City Liability on Use of Private Vehicle:
In the event of damage to private vehicles, while on City business where a third party is
negligent, the employee should collect damages (including insurance deductibles) from the
third party. Where the employee is negligent, the City cannot be held liable for damages to the
automobile, but the City can be held responsible for liability to third parties. The City shall be
responsible to such employee for the first one hundred dollars ($100.00) of comprehensive
and/or collision damages suffered by such employee to the extent that such employee's
personal automobile insurance policy does not cover such first one hundred dollars ($100.00)
damage. The employee's insurance policy is considered as the primary coverage, and the City
liability begins after the limitations of the employee's coverage is exhausted.
In the event a City employee's personal vehicle is damaged due to accident/collision while
being used for official City business and the employee is deprived the use thereof, the City
shall furnish such employee with a vehicle during such time as is reasonably required to repair
said employee's vehicle.
2003-2006 MEA MOU 1/24/05 v.3 48
EXHIBIT D -- EMPLOYEE MEDICAL INSURANCE BROCHURES
A copy of the Medical Plan Brochures
may be obtained from the
Administrative Services Department
2003-2006 MEA MOU 1/24105 v.3 49
EXHIBIT E — DELTA CARE (PM I) DENTAL PLAN BROCHURE
A copy of the Delta Care (PMI) Brochure
may be obtained from the
Administrative Services Department
2003-2006 MEA MOU 1/24105 v.3 50
EXHIBIT F — DELTA DENTAL PLAN BROCHURE
A copy of the Delta Dental Plan Brochure
may be obtained from the
Administrative Services Department
2003-2006 MEA MOU 1 /24/05 v.3 51
EXHIBIT G — VISION (VSP) PLAN BROCHURE
A copy of the Vision (VSP) Brochure
may be obtained from the
Administrative Services Department
2003-2006 MEA MOU 1/24105 v.3 52
EXHIBIT H -- LONG TERM DISABILITY PLAN BROCHURE
A copy of your Long Term Disability Plan Brochure
may be obtained from the
Administrative Services Department
2003-2006 MEA MOU 1/24/05 v.3 53
EXHIBIT I — PROVISIONS OF THE RETIREE SUBSIDY MEDICAL PLAN
An employee who has retired from the City shall be entitled to participate in the City sponsored
medical insurance plans and the City shall contribute toward monthly premiums for coverage
in an amount as specified in accordance with this Plan, provided:
A. At the time of retirement the employee has a minimum often (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 sixty five
(65) or on the date the retiree or dependent can first apply and become eligible,
automatically or voluntarily, for medical coverage under Medicare (whether or
not such application is made) the City's obligation to pay monthly premiums may
be adjusted downward or eliminated_ Benefit coverage at age sixty five (65)
under the City's medical plans shall be governed by applicable plan document.
2. In the event the Federal Government or State Government mandates an
employer -funded health plan or program for retirees, or mandates that the City
make contributions toward a health plan (either private or public) for retirees, the
City's contribution rate as set forth in this plan shall first be applied to the
mandatory plan. If there is any excess, that excess may be applied toward the
City medical plan as supplemental coverage provided the retired employee pays
the balance necessary for such coverage, if any.
3. In the event of the death of any employee, whether retired or not, the amount of
the retiree medical insurance subsidy benefit which the deceased employee was
receiving at the time of his/her death, or would be eligible to receive if he/she
were retired at the time of death, shall be paid on behalf of the spouse or family
for a period not to exceed twelve (12) months_
SCHEDULE OF BENEFITS
D. MinimumEligibility for Benefits - With the exception of an industrial disability
retirement, eligibility for benefits begin after an employee has completed ten (10)
years of continuous service with the City of Huntington Beach. Said service must
be continuous unless prior service is reinstated at the time of his/her rehire in
accordance with the City's Personnel Rules.
E. Disability Retirees -- Industrial disability retirees with less than ten (10) years of
service shall receive a maximum monthly payment toward the premium for health
insurance of one hundred twenty one dollars ($121.00). Payments shall be in
2003-2006 MEA MOU 1/24/05 v.3 54
accordance with the stipulations and conditions that exist for all retirees. Payment
shall not exceed dollar amount that is equal to the full cost of premium for
employee only.
F. Maximum Monthly Subsidy Payments - All retirees, including those retired as a
result of disability whose number of years of service prior to retirement exceeds ten
(10), 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 Subsidy
10
$ 121
11
136
12
151
13
166
14
181
15
196
16
211
17
226
18
241
19
256
20
271
21
286
22
300
23
315
24
330
25
344
Note: The above payment amounts may be reduced each month as dependent eligibility ceases due to death,
divorce or loss of dependent child status. However, the amount shall not be reduced if such reduction would
cause insufficient funds needed to pay the full premium for the employee and the remaining dependents_ in the
event no reduction occurs and the remaining benefit premium is not sufficient to pay the premium amount for the
employee and the eligible dependents, said needed excess premium amount shall be paid by the employee_
2003-2006 MEA MOU 1 /24105 v.3 55
G. Medicare:
1. All persons are eligible for Medicare coverage at age sixtyfive (65).
Those with sufficient credit quarters of Social Security will receive
Part A of Medicare at no cost. Those without sufficient credited
quarters are still eligible for Medicare at age sixty five (65), but will
have to pay for Part A of Medicare if the individual elects to take
Medicare_ In all cases, Part B of Medicare is paid for by the
participant.
2. When a retiree and his/her spouse are both sixty-five (65) or over,
and neither is eligible for paid Part A of Medicare, the subsidy shall
pay for Part A for each of them or the maximum subsidy, whichever
is less.
3. When a retiree at age sixty-five (65) is eligible for paid Part A of
Medicare and his/her spouse is not eligible for paid Part A, the
spouse shall not receive subsidy. When a retiree at age sixty-five
(65) is not eligible for paid Part A of Medicare and his/her spouse
who is also age sixty-five (65) is eligible for paid Part A of Medicare,
the subsidy shall be for the retiree's Part A only.
H. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the
following cancellation provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan
will be eliminated on the first day of the month in which the
retiree reaches age sixty-five (65). If such retiree was covering
dependents under the Plan, dependents will be eligible for
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 thirty six (36) months of COBRA continuation
coverage, or
2) When the covered dependent reaches age sixty-five (65)
in the event such dependent reaches age sixty-five (65)
prior to the retiree reaching age sixty-five (65).
MEA MOU 1-23-05.v_2 56
c. At age sixty five (65) retirees are eligible to make application for
Medicare. Upon being considered "eligible to make
application", whether or not application has been made for
Medicare, the Retiree Subsidy Medical Plan will be eliminated.
2. Retiree Subsidy Medical Plan and COBRA participants shall be
notified of non-payment of premium by means of a certified letter
from Personnel in accordance with provisions of the Memorandums
of Understanding.
3. A retiree who fails to pay premiums due for coverage and is in
arrears for sixty (60) days shall be terminated from the Plan and shall
not have reinstatement rights.
2003-2006 MEA MOU 1124105 v.3 57
EXHIBIT J - 9/80 WORK SCHEDULE
This work schedule is known as the "9/80". The 9/80 work schedule is designed to be in
compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event
that there is a conflict with the current rules, practices and/or procedures regarding work
schedules and leave plans, then the rules listed below shall govern.
9/80 WORK SCHEDULE DEFINED
The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours
in a two week pay period by working eight (8) days at nine (9) hours per day and
working one (1) day for eight (8) hours, with a scheduled lunch break 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. The FLSA work week for each MEA employee on a 9180 schedule shall begin
and end four hours into that employee's regularly scheduled shift on the day of
the week that the employee alternatively works an 8 hour shift and takes off_ For
example, MEA employees on a 9/80 schedule who are assigned to the Civic
Center shall have an FLSA work week that starts and ends four hours into the
employee's regularly scheduled shift each Friday, as these employees may only
have 9/80 schedules that provide for alternating Fridays off with working 8 hour
days on Fridays. Employees may only take their lunch break on their 8 hour day
after first having worked 4 hours in that shift, unless the employee receives prior
approval of their supervisor, as overtime may occur in such situations.
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, MEA
employees on a 9/80 schedule assigned to the Civic Center, are to be divided
between two schedules, known as the "A" schedule and the "B" schedule, based
upon the departmental needs. For identification purposes, the "A" schedule shall
be known as the schedule with a day off on the Friday in the middle of the pay
period, or, "off on payday', the "B" schedule shall have the first Friday (p.m.) and
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2003-2006 MEA MOU 1/24/05 v.3 58
D. Schedule Changes — FLSA non-exempt employees cannot change their
assigned schedules, without prior approval of their supervisor, Department
Head, and the Human Resources Manager or designee. The purpose of this
authorization is to review the impact on overtime. FLSA exempt employees may
change their schedules at the beginning of any pay period with supervisor and
Department Head approval.
E. Emergencies — All employees on the 9180 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, Department Head or designee may
require such service from any of said employees.
OVERTIME DEFINED
FLSA Non -Exempt Employees — All non-exempt employees under the 9/80 work
schedule shall earn overtime for all hours worked after the first forty (40) hours in their
designated FLSA work week as required under FLSA_ Employees are required to
obtain supervisor authorization prior to working any overtime.
1. Overtime Compensation — As stated in Memorandum -of -Understanding
2. Compensatory Time — As stated in Memorandum -of -Understanding
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 9/80 work schedule, then
nine (9) hours of eligible leave per workday shall be charged against the employee's
leave balance or eight (8) hours shall be charged if the day off is a Friday. All leaves
shall continue under the current accrual, eligibility, request and approval requirements.
1. General Leave — As stated in Memorandum -of -Understanding
2. Sick Leave — As stated in Memorandum -of -Understanding
3. Bereavement Leave — As stated in Memorandum -of -Understanding
4. Holidays -
a. If a holiday falls on an FLSA non-exempt employee's flex day off, the
employee must then take the work shift before or after the holiday off with
supervisor and Department Head approval. If the employee cannot take
the work shift before or after the holiday off, the employee will be credited
general leave with the number of hours of the employee's regularly
scheduled work shift.
b. If a holiday falls on an FLSA exempt employee's flex day off, the
employee must then take the work shift before or after the holiday off with
supervisor and Department Head approval. FLSA exempt employees
2003-2006 MEA MOU 1/24105 v.3 59
shall not be granted any administrative/general leave or any added
compensation for not taking a work shift off on a scheduled holiday.
5. Jury Duty — The provisions of the Personnel Rules shall continue to apply,
however, if an FLSA exempt employee is called to serve on jury duty during a the
employee's flex day off, Saturday, or Sunday, or on a City holiday, then the jury
duty shall be considered the same as having occurred during the employees day
off work, therefore, the employee will receive no added compensation.
2003-2006 MEA MOU 1/24105 v.3 60
EXHIBIT K - 4/10 WORK SCHEDULE
This work schedule is known as the "4110" work schedule. The 4/10 work schedule is
designed to be in compliance with the requirements of the Fair Labor Standards Act
(FLSA). In the event that there is a conflict with the current rules, practices andlor
procedures regarding work schedules and leave plans, then the rules listed below shall
govern.
4/10 WORK SCHEDULE DEFINED
The 4/10 work schedule shall be defined as working four (4) days for forty (40) hours in
an FLSA work week by working four (4) days at ten (10) hours per day, plus a one -hour
lunch during each work shift_ The FLSA work week shall be defined as Saturday
12:00:00 a.m. to Friday 11:59:59 p.m. The 4/10 work schedule shall not reduce service
to the public, departmental effectiveness, productivity and/or efficiency as determined
by the City Administrator or designee.
All employees on the 4110 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, Department Head or designee may require such service from any of said
employees.
OVERTIME DEFINED
FLSA Non -Exempt Employees — All non-exempt employees under the 4/10 work
schedule shall earn overtime for all hours worked after the first forty (40) hours in an
FLSA work week as required under FLSA. Employees are required to obtain supervisor
authorization prior to working any overtime.
1. Overtime Compensation — As stated in Memorandum -of -Understanding
2. Compensatory Time — As stated in Memorandum -of -Understanding
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 4110 work schedule, then
ten (10) hours of eligible leave per workday shall be charged against the employee's
leave balance_ All leaves shall continue under the current accrual, eligibility, request
and approval requirements.
1. General Leave — As stated in Memorandum -of -Understanding
2. Sick Leave — As stated in Memorandum -of Understanding
3. Bereavement Leave -- As stated in Memorandum -of -Understanding
4. Holidays -
2003-2006 MEA MOU 1/24/05 v.3 61
a. If a holiday falls on an FLSA non-exempt employee's Friday off, the
employee must then take the work shift before or after the holiday off with
supervisor and Department Head approval. If the employee cannot take
the work shift before or after the holiday off, the employee will be credited
with general leave the number of hours of the employee's regularly
scheduled work shift.
b. If a holiday falls on an FLSA exempt employee's Friday off, the employee
must then take the work shift before or after the holiday off with supervisor
and Department Head approval. FLSA exempt employees shall not be
granted any administrative/general leave or any added compensation for
not taking a work shift off on a scheduled holiday.
b. 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.
2003-2006 MEA MOU 1/24/05 v.3 62
EXHIBIT L -- AGENCY SHOP AGREEMENT
LEGISLATIVE AUTHORITY
The City of Huntington Beach (City) and the Huntington Beach Municipal Employees
Association (Association) mutually understand and agree that in accordance with State
of California law, per adoption of SB 739 (specifically, Government Code Section
3502.5), the Association will be covered by an Agency Shop. As a result of this Agency
Shop Agreement between the City and the Association, and as a condition of continued
employment, this Agency Shop Agreement hereby requires that all bargaining unit
employees represented by the Association_
1. Elect to join the Association and pay association dues;
2. Pay an agency fee for representation;
3. Or with a religious exemption, pay a fee equal to the agency fee to be
donated to selected charities.
The following agency shop agreement will be implemented in conformity with California
Government Code Section 3502.5 and applicable law and will be incorporated into any
successor Memorandum of Understanding entered into between City and Association,
unless rescinded pursuant to the terms of this agreement.
ASSOCIATION DUESIAGENCY FEE COLLECTION
Effective with the pay period beginning July 31, 2004, the City shall deduct Association
dues, agency fee and religious exemption fees from all employees who have signed a
written authorization and a copy of that authorization has been provided to the Human
Resources Manager at least three weeks before that date. The authorization shall
indicate whether association dues, agency fee or religious exemption fees shall be
deducted and shall be jointly developed by the City and the Association. Employees
who do not sign the written authorization, or whose written authorization is not provided
to the Human Resources Manager at least three weeks before the beginning of the pay
period when deductions under this Agency Shop Agreement are to begin, shall be
subject to the agency fee deduction. Employees on leave without pay or employees
who earn a salary less than the Association deduction shall not have association dues,
agency fee, or religious exemption fees deducted for that pay period.
The agency fee is a fee equal to direct representation costs as determined by the
Association's certified financial report. The Association shall notify the Human
Resources Manager of the amount of the association dues and the agency fee to be
deducted from the unit members' paychecks three weeks prior to the date of the first
deduction and then once per year thereafter by September 1St, for implementation in the
first full pay period beginning in October of each year.
2003-2006 MEA MOU 1/24/05 v.3 63
NEW HIRE NOTIFICATION
Effective July 31, 2004, all new hires in the Bargaining Unit shall be informed by the
Human Resources Manager or designee, at the time of hire, that an Agency Shop
Agreement is in effect for their classification, by providing a copy of this agreement, the
Memorandum of Understanding and a form, mutually developed between the City and
the Association that outlines the employee's choices under the Agency Shop
Agreement. The employee shall be provided thirty (30) calendar days from the date of
hire to elect their choice and provide a signed copy of that choice to the Human
Resources Manager. Deductions under this Agency Shop Agreement for new hires will
start with the first full payroll period beginning 30 days after the new hire submits his/her
selection to the Human Resources Manager. The Association may request to meet with
new hires at a time and place mutually agreed upon between the City and the
Association.
FAILURE TO PAY DUES/FEES
All unit employees who choose not to become members of the Association or resign
from Association membership shall be required to pay to the Association a
representation service fee (the agency fee referenced in this Agency Shop Agreement)
that represents such employee's proportionate share of the Association's cost of legally
authorized representation services on behalf of unit employees in their relations with the
City. Such agency fee shall in no event exceed the regular, periodic membership dues
paid by unit employees who are members of the Association. Unit employees who
change their status (from Association member to agency fee payer or to religious
exemption, or vice -versa) after the effective date of this Agency Shop Agreement shall
be subject to the terms of the changed status with the first full pay period beginning
thirty (30) days or more after the employee informs the Human Resources Manager of
the change in writing on a form to be jointly developed by the City and the Association.
RELIGIOUS EXEMPTION
Any employee who is a member of a religious body whose traditional tenets or
teachings include objections to joining or financially supporting employee organizations
shall not be required to pay an agency fee, but shall pay by means of mandatory payroll
deduction an amount equal to the agency fee to a non -religious, non labor charitable
organization exempt from taxation under Section 501(c)(3) of the Internal Revenue
Code. Those fees shall be remitted by the Association to any of the non -labor, non-
religious charitable organizations offered by the Association for this purpose, at the
choice of the employee.
To qualify for the religious exemption the employee must provide to the Association a
written statement of objection, along with verifiable evidence of membership in a
religious body as described above. The City will implement the change in status, with
the first full pay period beginning thirty (30) days or more after the employee submits the
appropriate form to the City to change his/her status, unless notified by the Association
2003-2006 MEA MOU 1/24105 v.3 64
in writing that the requested exemption is not valid. The City shall not be made a party
to any dispute arising relative to the determination of religious exemptions.
RECORDS
The Association shall keep an adequate itemized record of its financial transactions and
shall make a written financial report thereof, in the form of a balance sheet certified as
to accuracy by its president and treasurer or corresponding principal officer, or by a
certified public accountant, available annually, to the City, to Agency Fee payers and to
unit members who elect the religious exemption relating to this Agency Shop
Agreement, within 60 days following the end of its fiscal year.
All forms submitted by an employee to the City, or by the Association on behalf of an
employee, shall be retained by the City in the employee's personnel file.
The Human Resources Manager or designee shall provide the Association a list of all
unit members with dues paying status with each association dues check remitted to the
Association. This list and the association dues shall be submitted by the City to the
Association within three weeks of each pay period.
RESCISSION OF AGREEMENT
The Agency Shop Agreement may be rescinded at any time during the period of time
that the Association remains the exclusive bargaining agent for the unit employees, by a
majority vote of all the employees in the bargaining unit. A request for such vote must
be supported by a petition containing the signatures of at least thirty (30) percent of the
employees in the unit. The election shall be by secret ballot and conducted by
California State Mediation and Conciliation and in accordance with state law.
INDEMNIFICATION
The Association shall indemnify, defend and hold the City harmless from and against all
claims and liabilities as a result of implementing and maintaining this Agency Shop
Agreement.
The City and the Association recognize the right of the employees to form, join and
participate in lawful activities of employee organizations and the equal alternative right of
employees to refuse to join or participate in employee organization activities.
During the life of this agreement all unit members who choose to become members of
the Association shall be required to maintain their membership in the Association in
good standing, subject however, to the right to resign from membership no sooner than
April 15, or later than May 15, of any year this agreement remains in effect_ Any unit
member may exercise the right to resign by submitting a written notice to the
Association and to the City during the resignation period on the Deduction
Authorization/Change in Status form. The change in deductions from the employee's
2003-2006 MEA MOU 1/24/05 v.3 65
payroll will be effective with the first full pay period beginning 30 days or more after the
Human Resources Manager receives the employee's written notice.
The City and the Association agree that neither shall discriminate nor retaliate against
any employee for the employee's participation or non -participation in any Association
activity.
PAYROLL DEDUCTION
Effective with the pay period beginning July 31, 2004, the City will deduct from each
paycheck of unit employees, and remit to the Association_ , the normal and regular
Association dues and agency fees, in the timelines described as voluntarily authorized in
writing by the employee, subject to the following conditions:
(1) Such deductions shall be made only upon submission of a Deduction
Authorization/Change in Status form to the Human Resources Manager_ Said
form shall be duly completed and signed by the employee. If no foram is
completed by the employee, the employee shall be subject to the agency fee.
(2) The City shall not be obligated to put into effect any new, changed or
discontinued deduction until the first full pay period commencing thirty (30) days
or longer after such submission.
Every effort will be made by the City to remit dues to the Association within
three weeks of receipt. The Association agrees to indemnify and hold the
City harmless against any and all suits, claims, demands and liabilities that
may arise out of, or by reason of, any action that shall be taken by the City for
the purpose of complying with this Section.
2003-2006 MEA MOU 1/24/05 v.3 66
Res. No. 2005-12
STATE OF CALIFORNIA
COUNTY OF ORANGE } ss:
CITY OF HUNTINGTON BEACH )
I, JOAN 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 the 7th day of
February, 2005 by the following vote:
AYES: Hansen, Coerper, Sullivan, Green, Bohr, Cook
NOES: None
ABSENT: Hardy
ABSTAIN: None
qM&,M) nl-dvw�
Ci Clerk and ex-officioL71erk of the
City Council of the City of
Huntington Beach, California
RCA ROUTING SHEET
INITIATING DEPARTMENT:
ADMINISTRATIVE SERVICES
SUBJECT:
APPROVAL OF MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY AND THE HUNTINGTON BEACH
MUNICIPAL EMPLOYEES' ASSOCIATION
COUNCIL MEETING DATE:
I February 7, 2005
....... . ...... ...
.... ......
.:STATUS SRCAATTACHMENT
Ordinance (w/exhibits & legislative draft if applicable)
Not Applicable
Resolution (wlexhibits & legislative draft if applicable)
Attached
Tract Map, Location Map and/or other Exhibits
Not Applicable
Contract/Agreement (w/exhibits if applicable)
Signed in full by the City Attorney
Not Applicable
Subleases, Third Party Agreements, etc.
Approved as to form by City Attorney)
Not Applicable
Certificates of Insurance (Approved by the City Attorney)
Not Applicable
Financial Impact Statement Unbudget, over $5,000)
Not Applicable
Bonds (If applicable)
Not Applicable
Staff Report (If applicable)
Not Applicable
Commission, Board or Committee Report (If applicable)
Not Applicable
Find in s/Conditions for Approval and/or Denial
Not Applicable
EXPLANATION FOR MISSING ATTACHMENTS
REVIEWED RETURNED
..
Administrative Staff
Assistant City Administrator (Initial)
City Administrator Initial
Citv Cleric
N FOR RETURN OF EXPLANATION ` ITEM:
NuA Autnor: Irma Youssetieh
i